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Benefits Eligibility

Section 401 - Benefits Eligibility

Position Classifications

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

Benefit plan (1)
Limited term
Temporary and/or Less Than Half-Time
Health care program x x no
Dental plan x x no
Employee assistance plan x x no
Health care apending account x x no
LTD insurance x x no
Life insurance 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
Retirement plan* x x no
Voluntary Retirement Contributions (SRA) x x x
Social Security x x x
Tuition assistance for employees: Grants at Smith*
Reimbursement at other colleges*
x x no
Tuition assistance for spouses at Smith* x no no
Tuition assistance for children: Grants at Smith*
Grants at other colleges*
x no no
Workers' compensation x x x
Unemployment compensation x x x

*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 (SPD) . 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.

Dependent Eligibility  

You can view and/or update your dependent and beneficiary information at any time in Workday via the Benefits app accessible via your Workday home screen.  For eligibility requirements please see the Summary Plan Description available on the Benefits webpage ( 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.

Children: As a rule, your children or stepchildren and the children of your spouse 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 and were disabled prior to age 19). Please refer to benefit plan descriptions 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 30 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.