Employee Benefits

Available to Staff working in regular, full-time positions budgeted for at least 1,560 hours per year:

The College offers flexible working practices to help find meaningful balance between professional and personal lives. 

• Flextime Policy 
• Telework Policy 
• Compressed Workweek

Absent an emergency or other urgent matter, Muhlenberg colleagues are encouraged to be respectful of one another's time away from the office, taking advantage of the "Schedule Send" feature to schedule delivery of emails during standard business hours (or upon a colleague's return from leave), and limiting after-hours calls, texts, and other communications, wherever possible.

Available to regular part-time and full-time employees in positions budgeted for at least 1,248 hours per year:

Effective January 1, 2024, Vision Benefits will be administered by Capital Blue Cross Vision.

• Capital Blue Cross Vision Benefit Summary-2024
• Capital Blue Cross Vision Claim Form
• Capital Blue Cross Vision Brochure

Available to Staff in regular part-time or full-time positions budgeted for at least 850 hours per year: 

You are expected to take full advantage of vacation benefits for well-deserved rest and relaxation. Vacation time is paid at your base pay rate in effect at the time you take vacation.

I. STAFF ASSOCIATES & SERVICE PERSONNEL: Non-exempt Staff paid on a biweekly basis earn vacation, as follows:

• Less than 5 years of service: 15 days per year
• 5+ years of service: 22 days per year

You may use vacation time in full day or partial day increments, after successful completion of a 90-day introductory period. The amount of vacation available is based on the staff member's average work day in accordance with the position's annual budgeted hours. For example:

• A part-time staff member who normally works 5 hours a day in a position budgeted for 1,300 hours per year, would charge 5 hours to vacation for a day off. (63% of the full-time equivalent) 
• A full-time staff member who normally works 7 hours a day in a position budgeted for 1,820 hours per year, would charge 7 hours per day to vacation. (87.5% of the full-time equivalent)
• A full-time staff member who normally works 8 hours a day in a position budgeted for 2,080 hours per year, would charge 8 hours per day to vacation. (100% full-time)

As always, requests for vacation leave require your manager’s pre- approval.

Accumulation of vacation leave for staff associates and service personnel runs from July 1 of one year through June 30 of the next year. The maximum carry-over amount into the new fiscal year, each July 1, is capped at the amount of vacation time earned in the preceding 12 months plus 10 additional days. For example, a staff member earning 15 days of vacation per year may carry-over a maximum of 25 days vacation into the next year. Accrued, unused vacation in excess of the maximum carry-over amount will be forfeited.

II. EXEMPT STAFF: Exempt Staff paid on a monthly basis earn vacation each year from September 1 through August 31, up to a maximum of 22 days per year (pro-rated for those working less than 2,080 hours per year). For example, a staff member working six hours per day (1,560 hours per year) is entitled to charge up to six hours per day of vacation. Vacation may be charged in full day increments. A maximum of fifteen vacation days may be carried forward into the next year. Accrued, unused vacation in excess of the maximum carry-over amount will be forfeited.

As always, requests for vacation leave require your manager’s pre-approval.

Additional information can be found in the Employee Handbooks.

After 1 year of employment - Available to regular part-time and full-time employees in positions budgeted for at least 1,248 hours per year:

SECTION I. UNDERGRADUATE TUITION:

   I) Undergraduate Tuition Remission Program for dependent children at Muhlenberg College: For dependents of eligible employees, full undergraduate tuition scholarships are available to dependents accepted for admission to Muhlenberg College. For more information, review Section I of the Undergraduate Tuition Scholarship Programs and complete the Tuition Remission Form - Undergraduate Studies form to submit your request for dependent tuition remission.

   2) Tuition Exchange Scholarship Program for dependent children at other institutions:  Eligible dependent children may apply for consideration of undergraduate scholarships through Tuition Exchange. Certification of eligibility by Muhlenberg allows dependent children to compete for generous scholarship awards (minimum $42,000 for academic year 2024-2025) at more than 700 institutions. Decisions on scholarship awards are not made by Muhlenberg College (the "export" school); they are made by the institution your child applies to (the "import" school). Please visit the Tuition Exchange site for a list of participating schools and application requirements. More information is available through Human Resources and you may also click Tuition Scholarship Plan to review additional details on the TE Scholarship Program. 

   3) Undergraduate Tuition Remission for employees and their spouses at Muhlenberg College:Full tuition scholarships are available at Muhlenberg for eligible employees and their spouses for a maximum of two courses per semester, on a space available basis. For more information, review Section II of the Undergraduate Tuition Scholarship Programs and complete the Tuition Remission Form - Undergraduate Studies to submit your request for Employee & Spouse undergraduate tuition requests.

   4) Undergraduate Tuition Remission for employees and their spouses at LVAIC Institutions: As an alternative to Muhlenberg tuition remission, you and your spouse are eligible for cross-registration of up to two undergraduate courses per term through the LVAIC Cross Registration program, tuition free, on a space available basis at any of the LVAIC member institutions (Lehigh University, Lafayette College, Cedar Crest College, DeSales University and Moravian College). Click LVAIC Cross Registration Policy for Employees & Spouses for the LVAIC Cross Registration Policy and LVAIC Cross Registration Form for the LVAIC Cross Registration Form.

SECTION II. GRADUATE TUITION:

Eligible employees of the College accepted for admission to the Muhlenberg College School of Graduate Studies may receive 100% tuition remission. Graduate tuition assistance is also available to the spouse and children of eligible employees at a 20% tuition discount. Items such as books and fees are included under the program. This graduate tuition assistance is discretionary and subject to change at the discretion of the College. 

Eligibility

• Employees must be regular (non-temporary) employees of the College for at least one year and in positions budgeted for a minimum 1,248 hours per year;
• Completion of the 1-year waiting period must occur on or before the first day of classes;
• Manager or department head approval; and
• Students must meet admissions and graduate program requirements as outlined in the College catalog; subject to certain terms and conditions.

Application

• Admission is on a space available basis and not guaranteed. Any interested employee, employee spouse or employee child(ren) must apply and follow and satisfy graduate admissions standards as described in the graduate section of the College catalog.
• Application fees are waived for employees, spouses and children.

Matriculation

• Accepted employees are required to remain employed by Muhlenberg College for a minimum of two years following graduation or will be subject to repayment of tuition benefits granted as part of this program.

Terms and Conditions

• Please refer to the School of Graduate Studies website for information on program offerings, admission requirements and application information.
• The benefit is available on the condition the employee maintains continuous employment and the employee, employee spouse or employee child meet all academic requirements as stated in the catalog.
• If an employee, employee spouse or employee child graduate student receives a grade below a B- they may repeat the course at their expense and at full cost, if desired.
• Employees accepted for admission into the program will be required to sign a payback agreement with the terms including:
• If an employee leaves prior to two-years from any course completion, either voluntarily or involuntarily for cause, they will be required to repay the College 50% of their educational assistance.
• The School of Graduate Studies reserves the right to limit the number of seats available to employees, employee spouse or employee children each year, based on:
• Class minimum enrollment of external (non-employee) students;
• Maximum of four employees will be accepted per cohort per program; there is no limit on the number of employee spouses or employee children;
• Registration priority will be given to external (non-employee) students;
• Employees who are accepted into the program may have to wait for an available cohort or section to enroll.
• The benefit will be calculated on the most current graduate tuition rate at the time of application.
• Graduate tuition benefits for employees, spouses, and children in excess of $5,250 per calendar year is considered a taxable benefit to the employee at the federal and local level. State taxability of graduate benefits is determined by an employee's state of residence.

How to Get Started

1. Apply to a Graduate Program
• Faculty & Staff: be sure to identify that you are an employee and use your Muhlenberg.edu email on your application.
2. Satisfy all admissions requirements. If accepted to the program:
• Obtain manager approval;
• Complete the graduate tuition benefit request form and submit it to Human Resources ([email protected]);
• HR will verify eligibility, and if approved, will confirm with GCE Student Accounting;
3. Once accepted, enroll in the program;
4. The student’s account will be adjusted to reflect the updated tuition.

*Please click the link for a printable version of the Graduate Tuition Assistance Program.

Available to regular part-time and full-time employees working in positions budgeted for at least 850 hours per year:

Sick leave provides full pay during occasional, brief absences due to an employee's illness or injury. Employees may also use their sick leave, if needed, to care for an ill or injured family member. Employees accrue sick leave on a monthly basis, up to ten days per year. Accumulation of sick leave is prorated based on annual budgeted hours and average workdays. For example:

• A full-time employee working 8 hours per day, five days per week, year-round (2,080 hours), will earn 10 days of sick leave per year at 8 hours per day (80 hours/per year).  
• A full-time employee working 7 hours per day during the academic year and 6 hours per day during the summer (1,755 hours per year or 84% of a full-time equivalent) has an average work day of 6.75 hours and will accrue a total of 10 days of sick leave per year at 6.75 hours per day.
• A part-time employee working 4 hours per day, five days a week, year-round (1,040 hours per year or 50% of a full-time equivalent) will earn 10 days of sick leave at 4 hours per day.

An employees’ maximum sick leave accumulation is capped at twenty days per year. Employees in non-exempt positions (paid biweekly) may charge sick leave in half-hour increments and earn sick leave each year from July 1 through June 30. Employees in exempt positions (paid monthly) may charge sick leave in full day increments and earn sick leave from September 1 through August 31. Employees who are eligible for the short-term disability plan with a sick leave balance exceeding 20 days at year-end will have a maximum of five days of unused sick leave transferred into their short-term disability bank each year. Any excess sick leave will be forfeited. For example:

• If an employee has 22 days of sick leave at year-end and is eligible for short-term disability, 2 days will transfer into the short-term disability leave bank and 20 days will remain in the employee’s sick leave bank for the coming year. 
• If an employee has 26 days of sick leave at year-end and is eligible for short-term disability, 5 days will transfer into the short-term disability leave bank and 1 day will be forfeited.
• If an employee is eligible for sick leave, but not eligible for short-term disability, any sick leave in excess of 20 days per year will be forfeited at year-end.

Available to regular part-time and full-time employees working in positions budgeted for at least 1,000 hours per year:

The College offers a 403(b) retirement plan administered by TIAA. 

Employee Contribution: Employees working in positions budgeted for a minimum of 1,000 hours per year are eligible to contribute to the College's Supplemental Retirement Plan immediately upon hire. Employees may contribute through pre-tax payroll deductions, up to the maximum IRS annual limits. All new employees who are eligible to contribute to the Plan will be automatically enrolled to contribute 3% of base compensation on a pre-tax basis. This contribution will be invested in a Lifecycle Target Date Fund unless moved to another fund (or funds) by the employee. Employees are encouraged to contribute more than the minimum contribution, if possible, because every dollar makes a difference. Any new employee who wishes to opt out of auto-enrollment may do so by contacting Human Resources.

***Effective September 1, 2024, eligible employees contributing to the retirement plan may designate some (or all) of their payroll contribution as Roth after-tax contributions.*** 

Employer Contribution (After 2 years of employment + positions budgeted for at a minimum 1,000 budgeted hours/year): The College contributes 6% of base salary to the retirement plan following completion of the eligibility period. The waiting period may be waived if your previous employer contributed to a fully vested retirement plan on your behalf within 90 days of your first day of employment at Muhlenberg.  

Contact Human Resources at  [email protected] or ext. 3165 for information regarding individual appointments with a TIAA representative. More information is also available in the TIAA Summary Plan Description.

Public Service Loan Forgiveness Program (PSLF):

PSLF is not a College benefit and the following is provided for information purposes only: Do you have federal direct student loans? Muhlenberg College is a tax-exempt employer under Section 501(c)(3) of the Internal Revenue Code (IRC), which means the College is a qualifying employer under PSLF. Under this Program, if you work for the College in a position budgeted for at least 1,560 hours per year, you may be eligible to participate in PSLF. If you qualify, the Program forgives the remaining balance on your eligible Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for Muhlenberg College.

Only certain types of student loans are eligible. For information on which loans qualify, eligibility details on the program, and how to begin, please visit the Public Service Loan Forgiveness Program (PSLF).

Available to regular full-time employees in positions budgeted for at least 1,560 hours per year:

In an effort to recognize the need of employees who require time off beyond other types of leave, Muhlenberg College may consider an unpaid Personal Leave of Absence (PLOA) without pay for up to a maximum of 26 weeks. In the event the employee has an approved absence under the Family & Medical Leave Act (FMLA), the combined FMLA & PLOA time may not exceed 26 weeks. For example, if an employee takes 12 weeks of FMLA, the remaining time available to request a personal leave of absence is 14 weeks. A personal leave of absence beyond 26 weeks and not to exceed one year, may be considered and requires approval by the president of the College.

Eligibility: Outside of any leave that may be required by law; all full-time employees in good standing with a minimum of one year of service are eligible to apply for an unpaid personal leave of absence. Job performance and departmental needs will be taken into consideration. 

Approvals: Approvals of the immediate manager/department chair, Senior Staff member, and Human Resources are required. Requests for unpaid personal leave may be denied or granted by the College for any reason or no reason and are within the sole discretion of the College.

Salary &  Benefits: Salary, employee benefits and College contributions to any elected benefits will cease on the first day of the unpaid non-FMLA personal leave of absence. Vacation, sick leave, holidays, and all other forms of paid leave do not accrue during an unpaid leave of absence. 

Reinstatement Not Guaranteed: Employees who take an unpaid, non-FMLA personal leave of absence do not have reinstatement rights. A request for reinstatement will be considered based on the needs of the College and Muhlenberg reserves the right to decline reinstatement. 

For more information and full details regarding a personal leave of absence, please contact Human Resources.

After 1 year of employment - Available to regular part-time and full-time employees in positions budgeted for at least 1,248 budgeted hours per year:

Following the birth or adoption of a dependent child, or placement of a dependent foster child, parents are eligible for leave under the Family Medical Leave Act (FMLA) to be home with their new family member. Family Medical Leave is available for 12 weeks, and is unpaid. At the parent’s request, the College will provide full pay for up to eight weeks of an approved parental FMLA absence as a Parental Leave benefit. Full-time faculty may choose a two-course reduction in lieu of paid time off, if desired. Click here for the full policy and request form.

College employees may enjoy full access to the Life Sports Center, at no cost, including a free weights facility, expanded cardio-fitness area, swimming pool, basketball courts, indoor track, and more.  Membership is also available for your spouse, domestic partner, and/or dependent children up to age 23.

• Life Sports Facilities
• Life Sports Center Policies
• Application for LSC Membership

Please contact the Life Sports Center team with questions: 484-664-3379.

All new employees in regular part-time or full-time positions budgeted for at least 1,248 hours annually will be eligible for Group Term Life Insurance (GTLI) on the 1st of the month following date of hire (or on date of hire if the first day of employment is the first business day of the month):

I. Group Life Insurance: During active employment, eligible employees are covered for group term life insurance, up to a maximum of $100,000, using this schedule:

Up to Age 40 - 2.50 times salary

Age 40 to 49 - 2.00 times salary

Age 50 to 59 - 1.34 times salary

Age 60 to 69 - 0.90 times salary

Age 70 and over - 0.67 times salary

Premiums are fully paid by the College. The cost of the life insurance benefit provided above $50,000 is considered a taxable benefit by the Internal Revenue Service. 

II. Optional Life Insurance: After meeting eligibility requirements, as part of a one-time “guaranteed issue” enrollment window, newly eligible employees may elect to enroll in Optional Life Insurance (with or without Accidental Death & Dismemberment coverage) for yourself, your spouse and your dependent children. Newly eligible employees will have 30 days to elect up to $250,000 in optional life coverage and up to $50,000 in optional spouse coverage without providing evidence of insurability. Thereafter, any employee who chooses not to elect optional life insurance during the guaranteed issue enrollment window, will be limited to benefit elections of no more than $20,000 (employee coverage) and $10,000 (spouse coverage) during the annual open enrollment period. Any coverage requested above these amounts will require evidence of insurability. Child Optional Life in the amount of $10,000 coverage may also be elected. Note: To elect spousal life insurance or child life insurance, the employee must also elect employee coverage.  Premiums vary based on age and coverage amounts.

III.  Benefit Summaries

• Lincoln Financial Group Life Benefit Summary
• Lincoln Financial Voluntary Life and ADD Benefit Summary

Available to regular part-time and full-time employees working in positions budgeted for at least 850 hours per year. College offices are closed in observance of the following holidays:

Limited office coverage is provided on Martin Luther King, Jr. Day, Easter Monday, and Labor Day. As a result, some offices may be open on these days while other offices are closed. See departmental listing below.

 *Martin Luther King, Jr. Day & Easter Monday: If your office is open on both of these holidays and you are required to work both days, you will be given a total of one floating holiday to be used in the same calendar year. If your office is closed on either of these days, you will record the time off as a floating holiday and will not be eligible for a second floating holiday. NOTE: Floating holidays must be used in the calendar year in which they are earned or will be forfeited at year-end.

**Labor Day: If your office is open on Labor Day and you are required to work, you will be given one floating holiday to be used in the same calendar year. If your office is closed on Labor Day, you will record the time off as a floating holiday. NOTE: Floating holidays must be used in the calendar year in which they are earned or will be forfeited at year-end.

Offices listed below are expected to be open for business on the holidays indicated. Senior Staff/management determines staffing coverage specific to their departments, as needed.

What is a Health Savings Account (HSA)?

Available as part of Muhlenberg's Qualified High Deductible Health Plan (QHDHP), a Health Savings Account (HSA) is a special savings account where your contributions can be used now or during retirement. When you enroll in an HSA, you pay for eligible medical, dental and vision expenses with tax-free dollars. Unlike an FSA, there is no “use-or-lose” stipulation, so your funds  roll over from year to year.

How Can an HSA Benefit You?

Enrolling in Muhlenberg's Qualified High Deductible Health Plan (QHDHP) and Health Savings Account (HSA) is an important step in preparing for your current or future medical expenses.  

• To be eligible to contribute to a Health Savings Account (HSA), you must be enrolled in Muhlenberg’s QHDHP, and you cannot have any other non-QHDHP health coverage. For more information, review the HSA Exclusions/Ineligibility section below.
• Muhlenberg will contribute $62.50 per month ($750 per year) to the HSA for an individual enrolled in the QHDHP and $125 per month ($1,500 per year) for all other coverage tiers.  
• You are not required to contribute to the HSA, but we strongly encourage you to do so.
• Employee and Employer contribution limits are on an annual basis, with actual contributions pro-rated for dates of enrollment and/or employment that are less than a 12-month period.
• For 2024: the annual maximum HSA contribution amount (employee + employer contribution combined) is $4,150 for individual coverage and $8,300 for all other coverage tiers. Employees over age 55 may contribute up to $1,000 as an additional catch-up contribution.

HSAs offer significant savings for families with tax-saving opportunities:

• Contributions are made with pre-tax dollars through the convenience of payroll deduction;
• Funds earn interest tax-free;
• Withdrawals for qualified, eligible expenses are tax-free; and
• HSAs also have long-term investment opportunities with tax benefits on contributions, earnings and distributions.

HSA Exclusions/Ineligibility (Pursuant to IRS Rules):

• If you have applied for or are receiving Social Security benefits, which automatically enrolls you in Medicare Part A, you may not contribute to a Health Savings Account.
• If you are enrolled in Medicare Part A, B, D, or any other Medicare benefit, you may not contribute to a Health Savings Account.
• If someone else claims you as a dependent on their federal income tax return, you may not contribute to an HSA.
• You cannot have a Health Care Flexible Spending Account (FSA) and a Health Savings Account (HSA)
• If you enroll in Muhlenberg’s QHDHP with HSA for 2024, and you have healthcare FSA funds from 2023, you must ensure that your current FSA funds are spent by 12/31/2023 to receive/make HSA contributions in 2024.

Additional HSA Information:

• P&A Health Savings Account FAQ
• HSA Myths Debunked-2024
• P&A Health Savings Account WCS Investments User Guide
• 2025 Health Savings Account (HSA) Webinar Slidedeck
• Health Savings Account (HSA) Webinar Recording

Available to regular part-time and full-time employees working in positions budgeted for at least 1,248 hours per year:

Medical Coverage

Muhlenberg offers a robust, comprehensive health insurance plan to eligible employees. The College covers 81% of the cost of coverage, with employee premiums covering the remaining 19%. Medical plan coverage will begin on the 1st day of the month following date of hire unless your date of hire coincides with the 1st business day of the month. 

Our health plan provider is Capital BlueCross. Capital BlueCross offers an extensive network of providers and robust coverage for your medical and prescription needs. Vision benefits are offered as a separate plan.

Capital Blue Cross Resources

• Welcome New Member
• Preauthorization Program 
• Blue 365 Member Benefits
• Nurse Line Information
• Capital Blue Cross Virtual Care Information
• Ovia Health (Reproductive Health & Family Support)
• Visit BCBS Global Core for information on international travel.

Condition Management

• Capital Blue Cross Condition Management Programs
• Capital Blue Cross Diabetes Management Programs

Prescription Coverage

RX Benefits with Express Scripts will continue as our Pharmacy Benefit Manager.

• Who is RX Benefits?
• RX Benefits Mobile App
• RxBenefits Welcome Letter
• Registering with RxBenefits & Express Scripts
• Getting Started with Home Delivery
• Online Access to Your Pharmacy Benefits
• 2025 RxBenefits Formulary & Exclusion List

You may make changes to your health insurance plan when a qualifying event takes place (i.e. marriage, birth of a child, divorce, change in spouse's employment status, etc.), and/or during the annual open enrollment period, which typically runs in the November time frame, with changes taking effect January 1.

You may choose to cover just yourself or you may add your spouse and/or eligible dependents to your health insurance coverage.  The College pays approximately 80% of the premium each month. The remaining 20% of the cost of coverage is deducted from your paycheck on a pre-tax basis so that this portion of your income is not subject to federal income tax or social security tax.  If your spouse is eligible for medical coverage elsewhere, either through their own employer or Medicare, we encourage your spouse to enroll in that coverage. You may add your spouse who is eligible for their own employer’s coverage (or eligible for Medicare) to your health insurance by paying a spousal surcharge. To request a waiver of this surcharge, complete the Request for Waiver of Spousal Surcharge form, listed below.

• 2025 Fillable Spousal Surcharge Waiver

Important Transparency In Coverage Machine Readable File Information

Starting July 1, 2022, employers that maintain group health plans (plans) and health insurance issuers (issuers) will be required to disclose pricing information on a public website in the form of three machine-readable files (MRFs). This requirement is one of the Transparency in Coverage Final Rules (the Rules) released by the Department of Health and Human Services (HHS), the Department of Labor (DOL), and the Department of the Treasury (collectively, the Departments) in November 2020.

Under the Rules, the three MRFs must disclose:

1. In-Network Rates – the in-network provider negotiated rate for all covered items and services.
2. Out-of-Network Amounts – the historical out-of-network allowed amounts for covered items and services.
3. Prescription Drug Costs – the negotiated rates and historical pricing information for covered prescription drugs.

The Departments will begin enforcing the disclosure requirements regarding the first two MRFs for in-network rates and out-of-network amounts on July 1, 2022. Enforcement for disclosure regarding covered prescription drugs has been delayed indefinitely.

*MRF's or Machine Readable Files, are digital representations of data or information in a file that can be imported or read by a computer system for further processing without human intervention while ensuring no semantic meaning is lost. 

This file will be updated monthly by Capital Blue Cross.

Compliance

To comply with the new rules, Muhlenberg College is providing a link for you to view these MRF's here: 

https://capitalbluecross.healthsparq.com/healthsparq/public/#/one/insurerCode=CAPBC_I&brandCode=CAPBC&productCode=MRF/machine-readable-transparency-in-coverage

This link leads to the machine readable files which are made available in response to the Federal Transparency in Coverage Rule and include negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.

Available to regular part-time and full-time employees in positions budgeted for at least 1,248 hours per year:

The College offers Flexible Spending Accounts (FSA), a tax-advantaged way to pay for qualifying healthcare and/or dependent care expenses.  By setting aside pre-tax dollars through payroll deduction for FSA expenses, you reduce your taxable income. Generally, FSAs  are “use it or lose it” accounts, meaning you must use the entirety of your tax-free funds before the end of each plan year, or forfeit any remaining FSA funds.

Muhlenberg permits limited carryover amounts into the following year for healthcare FSA accounts, subject to IRS approval. See below for more information. Claims for the prior calendar year under both the healthcare FSA and dependent care FSA must be submitted for reimbursement no later than March 31 of the subsequent year to avoid forfeiture of unused FSA dollars. 

P&A Group is our provider for Flexible Spending Accounts. Visit P&A group at www.padmin.com for more information about submitting claims, your Flex Spending Card or with any other questions you may have. Click here for P&A's FSA eligibility list.

• Flexible Spending Account Cheat Sheet - 2024
• Muhlenberg College FSA Cheat Sheet 2025
• 2025 Health FSA Carry Forward Information.
• P&A Mobile App Information
• FSA Instructions to Upload a Claim
• FSA How To Enroll in Direct Deposit
• P&A FSA Calculator - Click here for approximate tax savings when enrolled in our FSA.
• Penny Panda Video—Click here to visit P&A's YouTube channel, where several video tutorials are available.
• Sample List of FSA Eligible Expenses

Employee Assistance Program - Available to all regular part-time and full-time employees:

In partnership with Health Advocate, Muhlenberg offers a confidential Employee Assistance Program (EAP) offering support for physical, emotional, financial, and legal matters.  

• November 2024 Health Advocate Newsletter
• Noviembre 2024 Boletin de Noticias

Our EAP offers one-on-one support to address a variety of emotional, physical, and mental health needs (including but not limited to stress, anxiety, depression, and substance abuse), referrals to local mental health counselors for up to three sessions, free of charge. Our EAP also offers resources to balance work and life, such as childcare and eldercare, a Financial Fitness Center, a Legal Center, webinars, online courses, and more.

EAP resources are available at no cost for you and your family, including your spouse, your dependents (children and adult children), parents, and parents-in-law.

• 24/7 unlimited phone consultations
• 250+ languages
• HIPAA Compliant* 

*Your privacy is protected. Muhlenberg does not receive information on individual users who reach out to the EAP. Muhlenberg only receives aggregate data (for example, the total number of indviduals who contacted our EAP in a particular time frame and the top reasons people reach out for asssistance.)

For more information and to create your account, visit:

Health Advocate - Caring for you in all ways. Always or call (877) 240-6863.

After 1 year of service - Available to regular part-time and full-time employees in positions budgeted for at least 1,248 hours per year:

The College’s short-term disability plan provides for replacement of all or part of income due to an employee’s temporary disability stemming from a non-work related illness or injury.

In order to receive short-term disability benefits, an eligible employee must apply for leave under the Family & Medical Leave Act (FMLA) by contacting the Office of Human Resources. Short-term disability benefits will be paid on approved claims during the employee’s FMLA leave. All short-term disability absences require a physician’s certification, submittal of a leave application, and physician’s clearance to return to work. 

Full-time employees receive 10 days of short-term disability upon hire and accrue five days at the start of each additional year of service, up to a maximum of 26 weeks (130 days). Note: This accrual is pro-rated to reflect annual budgeted hours for those working less than 2,080 hours per year or on an hourly basis. 

Short-term disability benefits commence on the sixth business day for approved claims (employees are required to use sick leave, if available, for the first five days.)  Based on the duration of an approved, physician-certified absence, salary is paid at 100% of the budgeted base salary during a short-term disability absence for the number of working days (or hours) that have been accumulated in the employee’s short-term disability leave bank. Once accumulated short-term disability time has been exhausted, the College will continue short-term disability pay at 60% of the individual's current base salary, up to a maximum of $4,000 per month (whichever is less). Short-term disability pay may not exceed 26 weeks in a rolling 12 month period. The College reserves the right to request periodic updates to the physician’s certification of disability.

Benefits (health insurance, dental insurance, life insurance, retirement contributions, etc.) may be continued during a short-term disability absence as long as the employee remains eligible under the terms of the benefit plan document. The College will continue to make the regular employer contribution for benefits as if the employee were in active service during any month in which leave is being used under the Family and Medical Leave Act (FMLA) and in which the College is continuing salary payments under the terms of the short-term disability plan. Employee contributions equal to those paid by active employees will be withheld from short-term disability checks issued by the College, while employees on unpaid FMLA will need to remit payment monthly in the amount equal to the normal payroll deduction for benefits they elect to continue.

Coverage eligibility begins on the 1st of the month following completion of 1 year of service - Available to regular part-time and full-time employees in positions budgeted for at least 1,248 hours per year:

The Long-Term Disability plan of the College is an insurance plan provided by an external vendor.  The College pays the entire long-term disability insurance premium, with no required employee contribution.

If an absence due to illness or injury is expected to continue beyond 26 weeks, application for long-term disability benefits must be initiated prior to the first day of the fifth consecutive month of short-term disability. Applications filed for long-term disability require a physician’s certification. Eligibility for benefits is determined by the insurance company, subject to the provisions of the plan.  Approved long-term disability claims are paid by the insurer, not the College.

If a long-term disability claim is approved by the insurer, benefits begin on the first of the month following 26 weeks of total disability and continue according to the terms of the policy. Maximum benefit periods based on age apply. Continuation of long-term disability payments require periodic physician certification of continued disability in satisfaction of the carrier's policy guidelines. Complete details are available in the Human Resources Office.

Employment with the College and coverage under College-provided benefits concludes upon commencement of an approved long-term disability claim. Employees may be eligible for continuation of benefits through COBRA and/or policy conversions.  Any questions, please contact Human Resources at ext. 3165.

Lincoln Financial LTD Benefit Summary

Available to regular part-time and full-time employees in positions budgeted for at least 1,248 hours per year:

Effective January 1, 2024, the College will offer two dental plans, both administered by Delta Dental.  

The base tier will include rates slightly lower than current dental premiums and a second tier (to include enhanced coverage, including adult orthodontia) will also be available. New dental ID card(s) will be available through the Delta Dental app.  

Make the most of your dental plan by choosing a network dentist.  While the Delta Dental PPO plan allows you to visit any licensed dentist, you'll maximize your savings by using the nationwide PPO network.  Be sure to choose either a PPO dentist (most savings) or a Delta Premier dentist (you'll save but not as much as a PPO dentist) for your next appointment.  Review the following links for more information on the advantages of staying in-network:

• Choose PPO or Premier Providers (why you should stay in-network)
• Seven ways to make the most of your dental plan

Plan Information:

• 2025 Combined Delta Dental Benefit Summary
• Delta Dental Where's my ID Card?
• Delta Dental Resources at your fingertips.- Information on setting up your account and accessing your Delta Dental insurance card.
• Delta Dental pre-treatment estimate
• Delta Dental Enhanced pregnancy benefits
• 2025 Insurance Rates

Bereavement Leave - Available to regular part-time and full-time employees in positions budgeted for at least 850 hours per year:

When a death occurs in your family, you may receive time off with pay as outlined below: 

• Berg Bookshop - Faculty & Staff save 10% on most bookstore items.

• Discounts & Perks - Click here to check out other programs available to Muhlenberg employees.

• Library Privileges - Employees enjoy full access to Muhlenberg's Trexler Library.

• Vehicle Registration - Employees have access to free parking on campus.  Online vehicle registration is required. For more information, visit the Campus Safety - Parking page.

AblePay Health - Save up to 13% on Medical Expenses 

AblePay Health is a discount program offered at NO-COST (no enrollment/monthly/annual fees) to you. The program can save you up to 13% on your billed medical expenses and flexible payment terms for up to a year. In addition, AblePay can help you if you ever have questions/concerns about a medical bill and enables you to manage your medical bills in one place online.

How to get started:

• Visit www.ablepayhealth.com and click “Enroll Now” 
• Enter your Information and list MUHLENBERG COLLEGE as your employer
• Add family members/dependents that you’re responsible for (they can have different insurance)
• Add your default payment term and payment method(s)
• Receive your AblePay card in the mail and keep it with your insurance card
• Learn more by watching this prerecorded webinar HERE
• CONTACT ABLEPAY:
  • Customer Service Phone: 484-292-4000
  • Customer Service Email: [email protected]
  • For More Information Visit: AblePayHealth.com

MetLife Pet Insurance

We care about your dependents-even the four-legged ones.  Muhlenberg has partnered with MetLife* to offer employees special savings on pet insurance for dogs and cats. Pet insurance helps to reimburse pet parents for covered veterinary expenses for their furry family members.  

• MetLife Benefit Booklet
• MetLife Mobile App Flyer
• To enroll in these benefits, visit www.metlife.com/getpetquote or call 1-800-GET-MET8