Benefits Frequently Asked Questions

Information for 2014 Plan Year

Open Enrollment

How do I make changes during open enrollment?

All open enrollment changes made from November 1-22 (for changes effective January 1) are completed by using the Online Open Enrollment System accessible only via 1600grand. To access the Online Open Enrollment System:

  1. Logon to the 1600grand portal -- http://1600grand.macalester.edu/
  2. Click on the Employment/My Job tab
  3. Look for the “Employment Details” channel; click on the Open Enrollment link
  4. Follow the written or video directions
  5. FINALIZING BENEFITS SELECTIONS – IMPORTANT - To finalize or “SAVE” your benefit selections, YOU MUST click on the “Complete” button

When is Benefit Open Enrollment?

Benefit Open Enrollment for 2014 benefits is November 1 though November 22. No changes will be accepted after November 22 unless there is a qualified life event (QLE).

What can you change only during Open Enrollment (Nov. 1-22) without a “qualified event” during the rest of the year?

You can change the following during open enrollment:

  • Health Plans: Enroll, Change plans (i.e. from PPO to HDHP); Add or drop dependents (spouse, domestic partner and/or children)
  • Dental Plan: Enroll, Change plans (i.e. from Preventative to Supplemental or visa versa), Add or drop dependents (spouse, domestic partner and/or children)
  • Optional Life: Enroll or change current coverage levels (increments of $10K). Please note: New enrollments or amounts selected above $200,000 are subject to an evidence of insurability determination (EOI) by Sun Life
  • Dependent Life: Enroll or change election
  • Flexible Spending Accounts (FSA): Required to re-enroll annually
  • Short-term Disability: (Staff Only) Enroll or change current coverage levels
  • Supplemental Retirement: Enroll or change election

If I don’t want to make any changes during Open Enrollment, do I have to do anything?

Yes, there are many changes in benefits for 2014 and any new rates will take effect at the start of the new year (January 1). Highlights of the changes for 2014 include:

  • Health plan premium rates changed;
  • Health plan deductibles, out-of-pocket maximums and co-pays changed;
  • Dental plan options changed;
  • New Flexible Spending Account vendor (HR Simplified)
  • Health flexible spending account elections do not rollover from year to year.  New elections are required each year;
  • Dependent care flexible spending account elections do not rollover from year to year.  New elections are required each year.

Now may be the time to consider whether the High Deductible Health Plan (HDHP) is right for you and your loved ones.

What are the 2014 medical & dental rates and HSA contributions?

Please see the benefits home page for the 2014 Benefit Summary, individual benefit pages, enrollment forms for select benefits and to obtain additional detailed information regarding each benefit offering.

What is a qualified life event (QLE)?

A Qualified Life Event (QLE) allows you to make changes to your benefit elections outside of open enrollment. Changes to your benefits related to a Qualified Life Event (QLE) must be completed within 30 days of the date of the event.  Examples of a QLE are Births, Adoption, Deaths, Marriage, Divorce, and Loss of Coverage due to employment status changes, and other major life events.

How do I make changes after I completed my open enrollment (before the deadline)?

Click on the “Reopen Open Enrollment” button ("step 1").  Please note that all changes must be finalized and you must have clicked the “Complete” button by November 22.

If I have a dependent that no longer needs coverage, how do remove him or her?

Using dependent features under “step 2” enter an end date as of the end of the year.

When can I add my spouse/domestic partner/ or dependent child up to age 26 to my health plans?

Only during the open enrollment (Nov. 1-22 for changes effective January 1) or only after a Qualified Life Event (QLE) during any other time.

Who is HR Simplified?

HR Simplified is Macalester College’s Flex Spending Account (FSA) third party administrator (TPA). HR Simplified is responsible for dispersing all reimbursements for eligible Health Care FSA and Dependent Care FSA plan expenses.

HR Simplified offers the convenience of direct deposit for all reimbursements. FSA – Health Care participants will also automatically be eligible for a free debit card, subject to plan rules. FSA – Dependent Care participants will be able to enroll in a convenient recurring reimbursement system. See Flexible Spending Account page for more details.

What important dates do I need to know about HR Simplified Flexible Spending Account (FSA) plans and claims processing timelines?

Effective January 1, 2014 HR Simplified will administer all FSA claims incurred on that day and after. What follows is a brief summary of important dates to know related to this transition:

Late December 2013 early January 2014:

  • You will receive a FREE FSA debit card (health care only) for faculty and staff electing to participate in the health care FSA through HR Simplified.

January 1, 2014:

  • First day filing 2014 claims with HR Simplified.
  • FSA-health debit card activated for FSA – Health Care participants only. Use this card to directly pay for qualified expenses from your health FSA account. FSA – Dependent Care participants will have the option of enrolling in a convenient recurring reimbursement plan.
  • Note: The other method of receiving reimbursements from either of the FSA plans is through direct deposit. If your Macalester payroll is paid through direct deposit, that same bank account information will be used unless you contact Employment Services. Reimbursement from your FSA by printed check is not available.

March 31, 2014:

  • The last day to file your FSA claims with eflexgroup for eligible expenses incurred in 2013 and to receive funds from your 2013 FSA dollars.

Can I change my Supplemental or Dependent Life Insurance coverage during this open enrollment?

Yes. If you currently have at least $10,000 in supplemental life insurance, you may now change this amount to any amount between $10,000 to $200,000 in “guaranteed issue” or “no questions asked”. All supplemental life enrollments can be done by completing a “Sun Life Supplemental Life & AD&D Enrollment Form” found out on the benefits page.  Once you have completed the Sun Life Supplemental Life and AD&D Enrollment form, please return your completed form to Employment Services no later than November 22.

If you currently have not elected supplemental life insurance, or you wish to enroll in more than $200,000 up to $500,000 or 5 X your annual salary (whichever is less) in addition to completing and returning the “Sun Life Supplemental Life and AD&D Enrollment Form, you will be required to complete an evidence of insurability form. SunLife will make all EOI determinations.

You can also enroll in Dependent Life Insurance during open enrollment.  For a flat deduction premium rate of $4.50 per month, you can cover your spouse/domestic partner for $25,000 and/or any number of dependent children over age 6 months in the amount of $10,000 each. Dependent Life enrollments can be made by stopping by Employment Services.

How do I finalize my open enrollment changes?

IMPORTANT - To finalize your benefit selections, YOU MUST click on the “Complete” button. If you do forget this step, any changes you made will not “write” into Macalester’s Banner ERP and will not be recognized.

Return to top

Health Plans

Who is eligible to be covered under Macalester’s health plans?

Any regular or limited Macalester employee with a 0.50 full time equivalent (FTE) or higher

Who can I add to my health plan?

Can I cover a dependent in my Macalester health and dental plans up to age 26?

Yes. You are able to cover dependents on your Macalester health and dental plans up until the last day of the month in which they turn age 26. Additionally, it does not matter whether or not they are a full time student, nor does it matter whether or not they are married. After they turn age 26, they will be eligible for COBRA continuation of coverage.

What is the difference between “in network” and “out of network” providers/doctors?

  • In network” coverage typically provides the full benefit allowed under the plan.
  • Out of network” coverage allows you to see any provider/doctor of your choosing, however at a lower benefit level (higher cost to you).

How do I find providers/doctors? How do I know if my favorite provider/doctor is in network?

To find a medical provider or a clinic:

To find a dental provider or a clinic:

return to top

Medical Plans

Does Macalester’s medical plan have a lifetime maximum benefit ?

Under provisions found in the Health Care Reform Act, there are no lifetime limits on the dollar value of your health plan benefits.

What is the “Healthy Discounts Program”?

It’s an additional benefit for all medical plan PPO and HDHP participants that provides discounts on eyewear, health clubs, exercise equipment – see http://www.healthpartners.com/, click on “Health Resources” then “Healthy Discounts” to check out details.

return to top

PPO Open Access Plan

What does PPO stand for?

“Preferred Provider Organization”

Where can I get more information about what is covered under the medical plan?

Please see the Benefits page.  For questions about specific medical procedure coverage, please call Health Partners’ Member Services at 1-800-883-2177 and reference group #3100.

return to top

High Deductible Health Plan (HDHP)

What is a High Deductible Health Plan (HDHP)?

A high deductible health plan (HDHP) is a health insurance plan with lower premiums and higher deductibles than a traditional health plan. Being covered by an HDHP is also a requirement for having a health savings account (HSA).  High deductible health plans are a form of catastrophic coverage, intended to cover for catastrophic illnesses.

Participation in a qualifying HDHP is a requirement for health savings accounts and other tax-advantaged programs.  For 2014, the deductible for employee only increased to $2,600 and for employee+1 or family the deductible increased to $5,200.  These amounts are the maximum amount out-of-pocket limit for 2014. 

Where can I get more information about what is covered under the High Deductible Health Plan (HDHP) medical plan?

Please see the Benefits page.  For questions about specific medical procedure coverage, please call Health Partners’ Member Services at 1-800-883-5000 and reference group #3100.

What is the deductible for the High Deductible Health Plan (HDHP) plan in 2014?

The deductible for HDHP’s was increased from $2,500 to $2,600 for employee only and from $5,000 to $5,200 for Employee+1 and Family. 

HDHP deductible
LevelAmount
Employee Only $2,600.00
EE+1 or Family $5,200.00

return to top

Health Savings Account (HSA)

What is a Health Savings Account (HSA)?

A Health Savings Account (HSA) is a savings account which is established when faculty and staff elect the high deductible health insurance plan (HDHP).  Contributions to your HSA are made on a “pre-tax” basis through payroll deductions.   Health Savings Accounts are only available to faculty and staff who have elected the HDHP.

Macalester highly funds HSA’s through employer contributions to your HSA account.  These contributions along with any contributions you make to your HSA on a pre-tax basis are utilized for out-of-pocket qualified health expenses such as the high deductible health plan deductible.  

How is a Health Savings Account (HSA) like a Flexible Spending Account (FSA), and what are the differences between them?

Similarities Include:

  • Both offer tax advantaged methods of paying for qualified health care expenses through payroll deductions per IRS regulations.

Key Differences Include:

  • A HSA is a true savings account. The balance accrues across calendar years, can earn interest and is fully portable. Not taxed if used for qualified medical expenses per IRS definitions.
  • A FSA is a calendar year payroll deduction contract. It cannot be changed unless a Qualified Life Event (QLE) occurs, and calendar year balances will be forfeited if expenses are not incurred and submitted for reimbursement and/or if an employee terminates employment. Enrollment must be completed each year as elections do not continue from year to year. A FSA has the “use it or lose it clause”.

Do I lose the contributions that have been made to my Health Savings Account (HSA) at the end of the year?

No, unlike the Flex Spending Account, the HSA is a true savings account (usable for qualified medical expenses) that grows from year to year.

What happens to my HSA if I leave Macalester?

You own an HSA account. It is a true asset, so any HSA money you may have in that account is yours to take with you, and usable for qualified medical expenses per IRS guidelines.

What is a qualified medical expense? What can I use the HSA for?

The IRS determines this, see IRS Publication 502 .

Can I use my HSA to pay for my health premiums deducted by Macalester?

No, because health premiums are already deducted on a “pre-tax” basis from your paycheck.

What is the most I can put into my HSA annually?

In 2014 the TOTAL HSA contribution limits are $3,300 individual / $6,550 employee + 1 or more. This includes both Macalester’s and your contributions. The Age 55 “catch up contribution” limit remains at $1,000.

What are my Health Savings Account (HSA) contributions and incentive matching options for 2014?

In 2014, if you are an HSA participant you will continue to have three (3) options for your HSA contributions:

  • Option 1: Macalester contributes $100 per month ($200 for EE+1 or Family) for full-time or $80 per month ($160 for EE+1 or Family) for benefits eligible part-time faculty and staff. This option has no faculty/staff contribution.  Therefore, there are zero payroll deductions other than the HDHP health premium.   Over a twelve month period, $1,200 ($2,400 for EE+1 or Family) is contributed to the faculty/staff member’s HSA for full-time or $960 ($1,920 for EE+1 or Family) for benefit eligible part-time. 

Single Coverage

Source

Full-Time

Source

Part-Time

Macalester

$1,200.00

Macalester

$960.00

Faculty/Staff

$0.00

Faculty/Staff

$0.00

12 Month Amount

$1,200.00

12 Month Amount

$960.00

EE+1 or Family  Coverage

Source

Full-Time

Source

Part-Time

Macalester

$2,400.00

Macalester

$1,920.00

Faculty/Staff

$0.00

Faculty/Staff

$0.00

12 Month Amount

$2,400.00

12 Month Amount

$1,920.00

  • Option 2: The faculty/staff member contributes $21.75 ($43.50 for EE+1 or Family) per month for full-time or $10.88 ($21.75 for EE+1 or Family) for benefit eligible part-time.  Macalester matches the faculty/staff member’s contribution and also contributes $100 ($200 for EE+1 or Family) per month for full-time or $80 ($160 for EE+1 or Family) per month for benefit eligible part-time for a total monthly Macalester contribution of $121.75 ($243.50 for EE+1 or Family) for full-time and $90.88 ($181.75 for EE+1 or Family) for benefit eligible part-time faculty/staff. Over a twelve month period, a full-time faculty/staff member contributes $261 ($522 for EE+1 or Family) and a part-time benefit eligible faculty/staff member contributes $130.56 ($261.00 for EE+1 or Family) while Macalester contributes $1,461 ($2,922 for EE+1 or Family) for full-time and $1,090.56 ($2,181 for EE+1 or Family).    

Single Coverage

Source

Full-Time

Source

Part-Time

Macalester

$1,461.00

Macalester

$1,090.56

Faculty/Staff

$261.00

Faculty/Staff

$130.56

12 Month Amount

$1,722.00

12 Month Amount

$1,221.12

EE+1 or Family  Coverage

Source

Full-Time

Source

Part-Time

Macalester

$2,922.00

Macalester

$2,181.00

Faculty/Staff

$522.00

Faculty/Staff

$261.00

12 Month Amount

$3,444.00

12 Month Amount

$2,442.00

  • Option 3: The faculty/staff member contributes $43.50 ($87 for EE+1 or Family) per month for full-time or $21.75 ($43.50 for EE+1 or Family) for benefit eligible part-time.  Macalester matches the faculty/staff member’s contribution and also contributes $100 ($200 for EE+1 or Family) per month for full-time or $80 ($160 for EE+1 or Family) per month for benefit eligible part-time for a total monthly Macalester contribution of $143.50 ($287 for EE+1 or Family) for full-time and $101.75 ($203.50 for EE+1 or Family) for benefit eligible part-time faculty/staff. Over a twelve month period, a full-time faculty/staff member contributes $522 ($1,044 for EE+1 or Family) and a part-time benefit eligible faculty/staff member contributes $261 ($522 for EE+1 or Family) while Macalester contributes $1,722 ($3,444 for EE+1 or Family) for full-time and $1,221 ($2442 for EE+1 or Family).   

Single Coverage

Source

Full-Time

Source

Part-Time

Macalester

$1,722.00

Macalester

$1,221.00

Faculty/Staff

$522.00

Faculty/Staff

$261.00

12 Month Amount

$2,244.00

12 Month Amount

$1,482.00

EE+1 or Family  Coverage

Source

Full-Time

Source

Part-Time

Macalester

$3,444.00

Macalester

$2,442.00

Faculty/Staff

$1,044.00

Faculty/Staff

$522.00

12 Month Amount

$4,488.00

12 Month Amount

$2,964.00

Why does Macalester contribute such a high amount to Health Savings Accounts (HSA’s)?

The HSA incentive matching structure was changed for 3 reasons:

  1. To encourage all Macalester benefit eligible employees to take another look at the High Deductible Health Plan (HDHP) which is linked to a HSA, because for most employees it could be a better deal, especially with even more generous HSA contribution funding.
  2. Aligns with Macalester's Overall Benefits Approach: “Shared Costs with Empowering Options = Sustainable Benefits”.
  3. HSA participant contributions across all coverage levels (employee only, employee +1, family) are equitable.

Q: Can I have a HSA and Flexible Spending Account (FSA)?

Yes, although there is a limitation on how it can be used. Per IRS rules, HSA Plan members can participate in a “limited FSA plan” and are limited to dental and vision expense reimbursements only until the HSA health plan deductible is satisfied.

How many HSA accounts can I have at one time?

One per account holder (though a family must be under IRS annual limits for all accounts)

How do I enroll in the HSA?

Complete the online enrollment process for the health insurance

  1. Elect the High Deductible Health Plan (HDHP) and  
  2. Elect the Health Savings Account (HSA) and
  3. Elect the level of HSA contribution you would like

return to top

Dental Plans (Preventative OR Comprehensive)

Is there any dental coverage that I have that is paid with my health plan premium?
No. For 2014, preventive dental premiums were removed from the health insurance premiums.  This change resulted in health insurance premiums being reduced and a new deduction for preventive dental (if elected) being created which equals the reduction in the health insurance premium.  Therefore, there is no overall change to the dental insurance premiums.  All dental coverage is through Delta Dental. 

Will I still be able to elect Supplemental Dental Insurance? 
No, for 2014, Supplemental Dental is replaced by Comprehensive Dental.  Two dental insurance options are available:

  1. Preventative Dental – This option provides coverage for diagnostic and preventative dental care (i.e. exams, cleanings, x-rays, sealants) only.  Employees plus any combination of dependents can be enrolled in Preventative Dental.  Concurrent enrollment in preventative and comprehensive dental insurance is no longer an option for different members of one’s family.  Current preventative dental participants will automatically be enrolled in preventative dental for 2014.  Although, employees can now opt out of preventative dental insurance if they would like.
  1. Comprehensive Dental – This option provides traditional dental insurance coverage for such services as fillings, oral surgery, crowns, etc. and also includes the diagnostic and preventative dental care.  Employees plus any combination of dependents can be enrolled in Comprehensive Dental.  Concurrent enrollment is both preventive dental and comprehensive dental is no longer an available option for different members of one’s family.  Current Supplemental Dental participants will automatically be shifted to Comprehensive Dental insurance coverage if no action is taken during open enrollment.   

Will I receive a new dental insurance card for 2014?
Yes.  All participants who have elected to participate in either the Preventative Dental Insurance option or the Comprehensive Dental Insurance Option will receive a new Delta Dental insurance card.  Each participant’s level of elected dental insurance will be listed on the Delta Dental insurance card.

Can I participate in the HDHP or PPO health plan and not elect to pay for preventive dental through Delta Dental?
Yes, beginning in 2014, employees participating in the HDHP or the PPO will be default enrolled into Preventative Dental through Delta Dental, although they can now opt out and elect to have no dental insurance coverage. 

What if I would like access to complete dental services such as filings, restorative services, orthodontic services, etc.?
If you would like access to comprehensive dental services, you can elect the Delta Dental “Comprehensive Dental” coverage option.  Please visit the following link to learn more about monthly premiums, covered procedures and levels of coverage.

Can I choose my own dentist?
Yes. Similar to the medical plans, you can choose any dentist you would like. However under the dental plans, benefit levels are determined whether your dentist is a Delta Dental PPO, Delta Dental Premiere or Out-of-Network participating dentist.  To review your dentist’s participation level with Delta Dental Go to Delta Dental of Minnesota - Dentist Search.

Is there a maximum annual benefit?
Yes.

  1. If your dentist is a Delta Dental PPO” participating dentist, your maximum annual benefit is $1,500 per year. 
  2. If your dentist is a “Delta Dental Premiere” participating dentist, your maximum annual benefit is $1,250 per year.
  3. If your dentist is an “Out of Network” participating dentist, your maximum annual benefit is $1,000. 

To review your dentist’s participation level with Delta Dental Go to Delta Dental Of Minnesota - Dentist Search

return to top

Flexible Spending Account (FSA)

What are the annual limits for the Health Flexible Spending Accounts (FSA)?

Per IRS regulations, the annual limit for Health FSA for 2014 is $2,500.

What are the annual limits for the Dependent FSA?

Per IRS regulations, the annual limit for Dependent FSA remains at $5,000 for calendar year 2014.

How is a Flexible Spending Account (FSA) similar to a Health Savings Account (HSA) and what are the differences between them?

Similarities Include:

  • Both offer tax advantaged methods of paying for qualified health care expenses through payroll deductions per IRS regulations.

Key Differences Include:

  • A Health Savings Account (HSA) is a true savings account. The balance in the HSA accrues across calendar years, can earn interest and is fully portable.  HSA’s are not taxed if used for qualified medical expenses per IRS definitions. Once elected, contribution amounts can be changed during open enrollment after a qualified life event change (QLE).
  • A Flexible Spending Account (FSA) is a calendar year payroll deduction contract.  Once elected, contribution amounts can be changed during open enrollment after a qualified life event change (QLE).  Remaining balances in FSA’s at the end of the calendar year are forfeited if expenses are not incurred and submitted for reimbursement and/or if an employee terminates employment.  This is often referred to as a “use it or lose it” clauseYou are allowed to carry over up to $500 dollars in the Health Care FSA plan.

Can I make changes after open enrollment?

No, unless you have a qualifying life event (QLE)

What is a qualified life event (QLE)?

Birth, Adoption, Death, Marriage, Divorce, Loss of Coverage due to employment status change, and other major life events.

Do I lose money if I don’t use it by the end of the year?

Funds left in the Dependent Care FSA plan at the end of the plan year will be forfeited according to IRS regulations. Up to $500 of the funds left in the Health Care FSA plan may be carried over. Any dollars over that $500 amount are still subject to the “use it or lose it” rule.

Do I lose money if I leave Macalester’s employment?

Funds left in the FSA – Health Care or Dependent Care plans (if you leave Macalester) can only be accessed to reimburse expenses incurred prior to the official termination date, or if the employee elects COBRA continuation of coverage to continue to make regularly scheduled FSA contributions. In the event the employee elects COBRA, the account will remain “active” and new expenses incurred could be reimbursed. Any funds forfeited will be according to IRS regulations.

What is a qualified expense? What can I use the FSA for?

The IRS ultimately determines what qualifies as an eligible expense for reimbursement. Click on this link for additional details regarding FSA’s and eligible expenses.

Can I have a Flexible Spending Account (FSA) with a Health Savings Account (HSA)?

Yes, however the IRS only allows for a “limited” flex plan (FSA) for Health Savings Account (HSA) participants.  Per IRS rules, HSA Plan members can participate in a “limited FSA plan” and are limited to dental and vision expense reimbursements only until the HSA health plan deductible is satisfied.

Note that if you choose to switch your health plan to a HDHP with HSA, any current funds in your Health Care FSA will roll over to the limited purpose FSA plan.

return to top

Life Insurance

What is the basic life insurance benefit offered by Macalester?

The College provides all benefit eligible employees a “basic” life insurance benefit. This benefit amount is 1X your annual salary, rounded up to the nearest $1000.

return to top

Supplemental Life Insurance

Can I purchase Sun Life’s life insurance coverage outside of open enrollment?

No, if you are an existing employee with greater than 30 days of service, you can only purchase it during the special open enrollment period November 1-30 for changes effective on January 1 of the following year. New employees will have 30 days from date of hire to enroll, however during open enrollment ALL employees have the opportunity to enroll in our supplemental life insurance plans.

Can I change Sun Life life insurance coverage levels outside of open enrollment?

No, making changes during qualifying life events does not apply for this benefit.

How much does supplemental life insurance cost?

Rates for the Sun Life Supplemental Life insurance plan vary by amount of coverage elected and one’s age.  To review Supplemental Life Insurance Rates, please visit the benefits webpage.

return to top

Life Insurance Beneficiaries

Should I update my life insurance beneficiaries?

It is highly recommended that life insurance beneficiary information is updated annually.

How do I change my beneficiary?

You can update your life insurance beneficiaries by completing the Beneficiary Designation Form.  Once you have completed your updated Beneficiary Designation Form, please return it to Employment Services.  You can also update your life insurance beneficiaries by visiting Employment Services Office located in 77 Mac.

Is my spouse automatically my beneficiary?

Yes. By Minnesota statute, a legal spouse would always be the primary beneficiary unless he or she waived this right in writing. However to ensure that there would exist no confusion on your intended beneficiaries, it is highly recommended that you have a current beneficiary form on file with Employment Services.

When can I make changes to my Beneficiaries?

Changes to Beneficiaries can be made anytime and are not limited to the Open Enrollment Period. You can update your life insurance beneficiaries by completing the Beneficiary Designation Form.  Once you have completed your updated Beneficiary Designation Form, please return it to Employment Services.

return to top

Short Term Disability (Staff Employees Only)

What is Short-Term Disability (STD)?

In the event of disability, Short-Term Disability Insurance provides wage replacement of up to 60% of one’s salary after a waiting period of one week, two weeks or 30 days, depending on one’s election.  Short-Term Disability rates are based on elimination period, a per $10 elected weekly benefit and are age banded dependent upon one’s age.  For example, a 40 year old staff member elects a short-term disability benefit of $1,000 per week with a 15 day waiting period before their short-term disability benefit would begin and their monthly short-term disability premium would be $30.50.  This benefit is voluntary and portable, meaning you could take it with you if you ever left Macalester.

To learn more about the Short-Term Disability benefit and to review rates, please visit the benefits webpage.

How do I enroll?

Please complete the SunLife Short-Term Disability Enrollment Form located on the benefits webpage.  Once you have completed the form, please return it to Employment Services located in 77 Mac.  Please note that if electing Short-Term Disability Insurance during open enrollment, your completed Sun Life Short-Term Disability Enrollment Form must be returned to Employment Services by November 22, 2013.

Should I elect Short-Term Disability Insurance?

If your combined sick and vacation balance is higher than 465 hours (pro-rated per FTE), short-term disability insurance would not provide a benefit for you.  If your sick leave balance is less than 465 hours, you may want to elect short-term disability insurance and elect a waiting period in alignment with your available sick and vacation balances.  Please contact Employment Services for assistance in enrolling in Short-Term Disability Insurance.

Do “pre-existing conditions” apply to the short term disability benefit?

Yes. Even though this plan has guaranteed issue options, there is a 3 month pre-existing condition clause.

return to top

Long Term Disability

What is Long-Term Disability (LTD) Insurance?

Long-Term Disability Insurance provides an income protection benefit in case you sustain an injury or illness that would incapacitate you and affect your ability to work greater than 90 days. The benefit pays between 60 – 66 2/3% of your gross monthly income and it is taxable.

How much does it cost?

Nothing, it is benefit provided by Macalester, free of charge to all employees with an FTE > 0.75.

Do “pre-existing conditions” apply to LTD?

Yes. If you are disabled by a condition that was treated within the last 3 months, or caused a prior disability within the last 12 months, it may be subject to a pre-existing condition exclusion.

return to top

Employee Assistance Program (EAP)

What is Macalester’s Employee Assistance Program (EAP)?

Macalester offers an enhanced EAP plan through ComPsych / GuidanceResources for all benefits eligible participants.

The EAP plan offers the following resources free to you and your entire household:

  • 24/7 Confidential Counseling on personal issues
  • Up to 5 referrals for face to face counseling sessions with a licensed clinician
  • Legal information, resources and consultation
  • Information, referrals and resources for work-life needs
  • Financial information, resources and tools
  • Online information tools and services
  • Free online will preparation

How do I contact the Employee Assistance Program (EAP)?

Macalester’s EAP program through ComPsych / GuidanceResources offers resources that can be accessed either by phone or on the internet.

The following resources can be accessed by Phone: (877) 327-4753

  • 24/7 Confidential Counseling on personal issues
  • Up to 5 referrals for face to face counseling sessions with a licensed clinician

The following resources can be accessed on the internet: www.guidanceresources.com (Company ID: ZB3042Q)

  • Legal information, resources and consultation
  • Information, referrals and resources for work-life needs
  • Financial information, resources and tools
  • Online information tools and services
  • Free online will preparation

return to top

MetLaw

What is MetLaw?

MetLaw is a voluntary benefit that Macalester offers that is administered by Hyatt Legal Plans, a MetLife company. Hyatt Legal Plans has been in the legal plan business for over 30 years, and is the largest provider of group legal plans in the United States.

MetLaw offers employees unlimited telephone advice and office consultations on virtually any personal legal matter.  Plus a wide variety of legal services are fully covered, including: 

  • Civil litigation defense
  • Debt matters and identity theft defense
  • Purchase, sale, or refinancing of your home
  • Traffic ticket defense
  • Wills, living wills, powers of attorney and trusts
  • And much more

When using one of Hyatt’s 12,000+ attorneys for a covered legal matter, the attorney’s fees are fully covered.  No claim forms are needed. An out-of-network attorney option is also available.

Employees working at least .5 full-time equivalent per year are eligible to enroll in the MetLaw Legal Plan.

How much does the MetLaw benefit cost?

The monthly expense for MetLaw is $18

How can I learn more about the MetLaw benefit?

You can learn more about the new MetLaw benefit by visiting the Benefits page at and clicking on the MetLaw link.

return to top

Retirement

What is the maximum amount I can contribute annually to my supplemental retirement 403b account in 2014?

The maximum annual supplemental retirement contribution for calendar year 2014 is indexed to inflation.

  • Standard: $17,500
  • Age 55 or greater: $5,500 additional (unchanged)

Note: Employees with 15 years or greater service at Macalester, and based upon an individual calculation with TIAA CREF or Vanguard, may be eligible to contribute an additional $3,000.

 

return to top

Long Term Care Insurance

Does Macalester offer Long Term Care Insurance?

Beginning in February 2014, Macalester will offer open enrollment for Long Term Care Insurance.  Informational meetings and notices will begin in late January 2014 regarding this new benefit offering.

What is Long Term Care Insurance?

Long Term Care Insurance is insurance that helps provide for the cost of long-term care beyond a pre-determined period.  Long-Term Care Insurance covers care generally not covered by health insurance, Medicare, or Medicaid.  Individuals who require long-term care are generally not sick in the traditional sense, but instead, are unable to perform the basic activities of daily living (ADLs) such as dressing, bathing, eating, toileting, continence, transferring (getting in and out of a bed or chair), and walking.  Age is not a determining factor in needing long-term care. About 60 percent of individuals over age 65 will require at least some type of long-term care services during their lifetime.  About 40% of those receiving long-term care today are between 18 and 64. Once a change of health occurs, long-term care insurance may not be available. Early onset (before age 65) Alzheimer's and Parkinson's disease are rare but do occur.

What does Long-Term Care Insurance cover? 

Long-term care insurance generally covers home careassisted livingadult daycarerespite carehospice carenursing home and Alzheimer's facilities. If home care coverage is purchased, long-term care insurance can pay for home care, often from the first day it is needed. It will pay for a visiting or live-in caregiver, companion, housekeeper, therapist or private duty nurse up to seven days a week, 24 hours a day (up to the policy benefit maximum).

 

return to top