Benefits Eligibility (Section 401)
Benefits are available to Smith College employee's depending on their position classification. Benefits are pro-rated for part-time employees, however if you work more than 75% you are eligible for full benefits.
Regular Position: A regular position is part of the regular budgeted staff of a department, and is authorized for an unspecified period of time for 17.5 hours per week or more. Staff members in regular positions are eligible for benefits as shown in Column 1.
Limited-Term Position: A limited-term position is not part of the regular budgeted staff of the department. It is authorized for a time period of more than five months and less than or equal to two years, and for 17.5 hours per week or greater. Grant-funded positions are included in this category. Staff members in limited-term positions are eligible for benefits as shown in Column 2.
Temporary Position: A temporary position is not part of the regular budgeted staff of a department. It is authorized for five months or less (regardless of the number of hours per week), or for less than 17.5 hours per week (regardless of the authorized time period). Staff members in temporary positions are eligible for benefits as shown in Column 3.
Benefits Eligibility Chart
|Health care program||x||x||no|
|Employee assistance plan||x||x||no|
|Health care apending account||x||x||no|
|Travel accident insurance||x||x||x|
|Dependent care spending account||x||x||no|
|Infant/toddler center (lower rate)||x||no||no|
|Dependent care subsidy (low-income families)||x||no||no|
|Tax-deferred salary plan (SRA)||x||x||no|
|Tuition assistance for employees: Grants at Smith*|
Reimbursement at other colleges*
|Tuition assistance for spouses/partners at Smith*||x||no||no|
|Tuition assistance for children: Grants at Smith*|
Grants at other colleges*
*waiting period applies
If a Benefit Claim is Denied
The Employee Retirement Income Security Act of 1974 (ERISA) provides you with the right to appeal claims that are denied in full or in part under plans covered by ERISA. Information on notification procedures and the filing of appeals is included in the summary plan description for each benefit plan (see links below). ERISA requires that the insurance company or plan administrator make a full and fair review of the claim and furnish you with its decision, including the reasons for the decision, in writing.
Dependents must be listed on the college's Certification of Eligibility for Dependent Benefit Coverage form in order to receive benefits and Smith OneCards. For eligibility requirements, or for a copy of the form, please visit www.smith.edu/hr/forms.php, or contact the Office of Human Resources.
Spouse: A spouse is a person to whom you are married. The marriage must be recognized by the laws of the Commonwealth of Massachusetts.
Domestic Partner: For benefit purposes, Smith College defines domestic partner as the same-sex partner of an eligible college employee who is sharing a long-term committed relationship of indefinite duration. For eligibility requirements, or for a copy of the Certification of Eligibility for Dependent Benefit Coverage form, please visit www.smith.edu/hr/forms.php, or contact the Office of Human Resources.
Children: As a rule, your children or stepchildren and the children of your spouse or domestic partner who are age 18 and under are eligible for benefits. Some benefit plans require that the child be your income-tax dependent. Children over age 18 may be eligible for benefits under certain conditions (e.g.,, they are unmarried full-time students or they are unmarried and were disabled prior to age 19). Please refer to each benefit plan description for the specific eligibility requirements for children.
Exclusions: Parents, foster children, ex-spouses, ex-domestic partners, and other relatives are not considered eligible dependents unless otherwise stated.
Notification: You are responsible for notifying the Office of Human Resources within 60 days in the event of divorce or termination of partnership, or in the event your child ceases to meet the eligibility requirements for benefit coverage.
The college maintains the right to request documentation from you at any time to ensure that your dependents meet the eligibility criteria. Any attempt to secure or maintain coverage for a non-eligible person may lead to disciplinary action up to and including termination of employment.