Note: Employees who work the required number of hours per week (usually 20 or more) are eligible for the following benefits.  The following represents only a brief overview of the various programs provided by the college and, in all cases, applicable master plan documents or the staff employee handbook are controlling under all circumstances. 

TABLE OF CONTENTS

HEALTH INSURANCE *

The self-funded health insurance plan is administered by UMR (Fiserv Health - formerly known as Wausau Benefits). In addition, we have partnered with a care coordination and patient advocacy firm called Coordinated Health Care. The health insurance plan is offered on a shared-cost basis with optional participation. There are two different deductible plans to choose from. Our health insurance program is termed a PPO (Preferred Provider Organization) plan, meaning that the insured may see providers inside or outside of the network subject to copays and/or deductibles and coinsurance. The provider network is United Healthcare Options PPO Network, which is a nationwide network of healthcare providers.
 http://www.luhealthplan.com

DENTAL INSURANCE *

There are two dental plans offered on a shared-cost basis with optional participation. The Delta Premier Dental Plan through Delta Dental is a fee-for-service with benefits that include routine preventive care at 100%, and basic care (fillings, root canals) at 80%, major care (crowns, bridges) at 50%, and orthodontic care at 50% (up to a maximum lifetime of $1,000).
http://www.deltadentalwi.com

The other dental plan is Care-Plus Dental which is a dental HMO plan. All care is provided through a Dental Associates location. Coverage includes 100% payment for routine preventive care, basic care at 100%, major care at 100%, and orthodontics.
http://www.dentalassociates.com

LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE

Life insurance coverage is equal to two times the employee's basic annual earnings to a maximum of $400,000. The guaranteed issue amount is $400,000. Lawrence University pays 100% of the premium. There is no cost to the employee.
http://www.ingemployeebenefits-us.com

SUPPLEMENTAL/ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE

Supplemental life and AD&D insurance can be purchased for yourself, your spouse/domestic partner and children.  You must elect Supplemental Life coverage for yourself in order to cover your spouse/domestic partner and/or children.  Participation is optional.  New hires can enroll without evidence of insurability (EOI) up to the guaranteed issue amount of $180,000.  Spouse/domestic partner can elect up to 50% of the employee's election.  You may also elect dependent child coverage.  Amounts of coverage and per pay period costs are based off of age banded and smoker/non-smoker rates.  Cost will change annually as age increases.
http://www.ingemployeebenefits-us.com

LONG-TERM DISABILITY INSURANCE

After one year of employment and working 32 hours per week or more, employees will become eligible to participate in the long-term disability insurance program. Lawrence University pays 100% of the premium. There is no cost to the employee. The scheduled amount is 60% of employees monthly pay subject to the maximum.
http://www.unum.com/

LONG-TERM CARE INSURANCE

Long term care insurance is an important part of your financial or retirement planning.  It can also give you comfort in knowing that you're helping to preserve your retirement funds and savings for you and your family.  Long term care is the assistance received when someone needs help with two or more Activities of Daily Living or someone who suffers a severe cognitive impairment.  This care could be provided in the home, in an assisted living or residential care facility, or in a skilled nursing facility such as a nursing home.  In addition, this coverage is available to your family members.  Signing up for coverage is simple and you can pay your premiums through convenient payroll deduction.  The cost for long term care insurance varies depending on a variety of factors including: the benefit amount, when benefits begin, length of benefit, and if any optional coverage is selected.
http://www.unum.com/

FLEXIBLE SPENDING ACCOUNT

Employees may set aside pre-tax dollars every payday and use the money to pay for out-of-pocket un-reimbursed medical, vision and dental expenses. Examples of eligible expenses include: vision care, orthodontia, co-pays and deductibles. In addition, monies may also be set aside for certain work-related dependent day care expenses. Most types of expenses are covered including care in your home or in a licensed day care center. The maximum contribution for the health flexible spending plan is $4,000 per plan year. The maximum contribution for the dependent care flexible plan is $5,000 per calendar year. Participation in this program is optional and open enrollment is offered annually.
http://www.ebcflex.com

RETIREMENT PLAN

The college's defined contribution retirement plan requires that employees be age 26 or older with one year of continuous employment (or an "equivalent year of service") for voluntary participation (unless qualified for immediate participation). Participation becomes mandatory upon reaching age 30 with five years of service. Generally, employee participation begins with the first full pay period following the waiting period and completion of the enrollment materials. (A delay in enrollment material completion will delay the effective date of participation.) Employees contribute 2% on the first $17,700 of compensation with the college contributing 6%. On compensation $17,701 and higher, employees contribute 4% and the college contributes 9%. There are two (2) vendors -- TIAA-CREF and Fidelity Investments -- providing a variety of investment options. The college also offers a tax-deferred savings retirement plans which offers an additional pre-tax salary deferral by the employee.

http://enroll.tiaa-cref.org/lawrence/enrollment.html and http://www.fidelity.com

TRAVEL ASSISTANCE
CNA Passport and Worldpass is available to all employees traveling outside of the country for 90 days or less. Companion Assistance provides pre-trip assitance and information as well as personal and emergency assistance, including but not limited to forgeign exchange rates, translation/interpretation, emergency medial referals, emergency medical evacuation and claims reporting assitance.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Lawrence University provides confidential and voluntary assistance to employees and their family members who may be faced with the dynamic challenges of stress overload, grief, job related challenges, relationship or marital problems, alcohol, drug abuse, parenting issues and other concerns.
www.erc-eap.com

VACATION **

Generally, employees accrue two weeks (non-exempt) or three weeks (exempt) of vacation per year for the first seven years of employment, which increases to three weeks (non-exempt) or four weeks (exempt) beginning the eighth year, and four weeks (non-exempt) at fifteen years.

HOLIDAYS**

We observe ten paid holidays each year.

Staff Holidays

SICK LEAVE **

Our sick leave program offers protection against loss of income because of non-work related illness or injury or medical/dental appointments. Employees accrue one day per month.

PAYROLL

All employees and faculty are paid on a biweekly basis. Direct deposit is mandatory.

DEPENDENT TUITION REMISSION

Full-time employees (working 40 hours per week) with dependent children of college age may apply for tuition remission at Lawrence, a participating ACM college, or the Tuition Exchange, Inc., of which Lawrence is a member. To be eligible, the employee must have completed at least two years of full-time employment.
Faculty and Staff Dependent Tuition Benefit Programs

EMPLOYEE/DEPENDENT (SPOUSE/PARTNER/CHILD) TUITION WAIVER

Full-time employees (working 40 hours per week) and their spouse/partner may each receive tuition waivers for up to three course credits during any single academic year. Part-time employees (working 20 hours per week or more) and their spouse/partner may take one course for credit per year without charge. Some restrictions apply.

VIKING GOLD

Faculty and staff are able to add Viking Gold dollars on their Lawrence ID card if they plan to eat at the Warch Campus Center.  There is a 25% discount on the single meal price (in Andrew Commons) if paid for with Viking Gold.  Plus Viking Gold will work in every location in the building and vending on campus year round.  Dependents of faculty and staff that have a Lawrence ID card may also use Viking Gold. Putting money on your Lawrence ID card (Viking Gold) is quite easy and can be done via cash, check, or credit card at the ID Office behind the Information Desk in the Warch Campus Center between 8 a.m. and 2 p.m. M-F or at the Cashier's Desk located in Brokaw Hall.

CHILD CARE INFORMATION

There are a number of options for certified childcare centers in Appleton including but not limited to: the YMCA, Community Child Care Center, Montessori, Kinder-Care, and Project Bridges. For a complete listing of centers and assistance in finding a facility, please contact Child Care Resource and Referral, Inc. at 920-734-0966.

EVENTS AND FACILITIES

A wide variety of events and facilities are available. Some events have a modest admission charge, while many are free. Participation is encouraged and appreciated. Employees may also use facilities at the Buchanan-Kiewit Recreation Center, Seeley G. Mudd Library or the Alexander Gymnasium.

SUMMARY

The benefit programs provided are a part of the total compensation package. The benefits provided demonstrate the college's commitment to creating a positive, rewarding environment for our employees.

* NOTE: Coverage and premiums are adjusted annually in July. Premiums are paid on a pre-tax basis.

** These benefits are prorated for part-time and school-year employees.