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Benefits Eligibility & Enrollment

All full time employees are Benefit eligible.

Newly benefits-eligible employees will meet with Human Resources at the start of their W&J employment for a benefits orientation. The purpose of this orientation is to educate and enroll the new employee in the benefit programs. New employees must enroll in these benefits within 31 days of their start date.

Normally, healthcare and the other benefit coverage’s become effective the first day of the month following your hire date. If you are hired on the first day of the month, eligibility begins on that day. For other benefits (i.e., Tuition and Long Term Disability), there are separate waiting period requirements.   Download our Benefits Brochure (pdf)

Health Care:

W&J has partnered with Highmark Blue Cross Blue Shield to offer a choice of a PPO three-tier system to all full time employees and their eligible dependents. Coverage becomes effective the first of the month on or following the employee’s hire date. *Working Spouse/Domestic Partner provision applies.

Dental/Vision Insurance:

Dental and Vision coverage is a combined benefit that must be selected together. The United Concordia Dental and Highmark Vision options provide excellent coverage for a wide range of dental/vision services. You may enroll yourself and any eligible dependents in the W&J dental/ vision plan.

The dental insurance is through United Concordia. Preventative visits to a dentist are covered at 100% with no deductible. Basic services are covered at 80% and major expenses are covered at 50%. There is a $50 per person and $150 per family deductible.

The Vision coverage is a Davis Vision Plan through High-mark. The plan provides one eye exam every 24 months, frame benefit every 24 months, along with additional benefits for eyeglasses and contact lenses. Coverage becomes effective the first of the month on or following the employee’s hire date.

Flexible Spending Accounts (FSA):

The FSA plan is provided through Highmark.  An FSA is a plan that allows you to put pre-tax money into an account and use the money to reimburse yourself for health and dependent care services you would have paid for with after-tax money. Two types of FSAs, a Health Care Flexible Spending Account and a Dependent Care Flexible Spending Account, are available. FSA's provide you with a method for tax free payment of qualified medical, dental, vision and child care expenses for yourself, your spouse and your dependents.

TIAA Retirement:

The retirement investment plan is provided through TIAA to all regular full-time employees. The college makes a contribution of 8% of the employee's base salary to a retirement annuity and the employee is required to contribute 2%. Employees may make additional salary reduction contributions authorized under the IRS code.

Employee Assistance Program (EAP):

An EAP is a proven strategy for assisting employees and their families with free and confidential help in dealing with personal and work related problems.

Long-Term Disability Insurance (LTD):

After 180 day elimination period, LTD provides a monthly benefit equal to 66.66% of monthly salary to a maximum of $10,500 per month, less any social security or workers’ compensation benefits received. This benefit is fully funded by W&J.

Group Term Life Insurance:

W&J provides, at no cost to employees, group term life insurance through USAble. The amount of life insurance is a multiple of annual salary based on age to a max of $225,000.

Long-Term Care Insurance:

You may purchase long-term-care insurance through Genworth that pays for services ranging from assistance with daily activities at home, to daily nursing and rehabilitative care. Services must be performed by, or under the supervision of, skilled medical personnel such as a nurse or physical therapist.

Tuition Benefits:

W&J provides tuition remission and tuition exchange benefits for full-time employees, spouses and dependents. Please refer to the staff handbook for more information.

Leave Plans:

Holidays: New Year’s Day, Memorial Day, Independence Day, Thanksgiving, day after Thanksgiving, Winter Break and a Floating holiday 

Vacation Time: Vacation time is earned based on the number of full months worked during a fiscal year. Exempt staff accrue 22 days per fiscal year. Non-exempt staff time depends on years of service (after 1 year-10 days, after 2 years-15 days, and after 5 years-20 days).

Personal Leave Policy: Personal leave is a benefit that provides staff members who meet eligibility requirements with paid time off needed for a variety of personal reasons, e.g., occasional sickness or non-work related accident or injury; family emergencies; sickness in family; doctor appointments; extending bereavement leave; severe weather conditions; special religious observances; or personal business needs. These days can be planned or used on an emergency basis.  Full-time staff accrue personal leave benefits at the rate of one (1) day per month.  Personal leave may be taken in increments of ½ hour or more.  At the end of each fiscal year, any unused personal leave will be rolled over into the following year; however, no employee may accrue more than 120 days of personal leave at any time.  Personal leave carries no cash value upon separation from the College.  In other words, accrued but unused personal leave will not be paid out to employees upon their separation from employment.

Family and Medical Leave Act (FMLA):

Washington & Jefferson College provides up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:

For incapacity due to pregnancy, prenatal medical care or child birth;
To care for the employee’s child after birth, or placement for adoption or foster care;
To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or
For a serious health condition that makes the employee unable to perform his/her job

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.

Family Military Leave:

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Religious Leave:

The College recognizes the right of employees to worship in the faith of their conviction. Accordingly, employees are entitled to rearrange their work schedule to provide sufficient time off to attend or participate in a special religious observance when it occurs during the work day. Employee requests to attend such services should be given to their immediate supervisor at least five (5) days in advance.

Bereavement Leave:

W&J recognizes the importance to support our employees as they balance their work and personal lives.  In the event of a death in an employee's family, W&J provides between one to twenty days off with pay to full-time employees for bereavement.  Full-time employees will be compensated for time lost from their regular work schedule within the following guidelines:

•             employees will be granted up to twenty (20) workdays with pay in the event of the death of a spouse, domestic partner, child, stepchild, or domestic partner’s child;

•             employees will be granted up to three (3) workdays with pay in the event of the death of a parent, brother, sister, father-in-law, mother-in-law, stepparent,  or domestic partner’s parent;

•             employees will be granted one (1) workday with pay in the event of the death of a grandparent, grandchild, brother-in-law, sister-in-law, uncle, aunt, cousin, niece, nephew, or domestic partner’s brother or sister. 

Such requests should be arranged with the employee’s supervisor.  Should additional time off be necessary for an employee to attend the funeral or memorial service, such additional time off may be requested either as personal leave or vacation. In unusual circumstances, additional time (paid or unpaid) may be granted at the discretion of the supervisor with the advice of Human Resources.

Jury and Witness Duty Leave:

A full-time employee called to jury duty during the regular period of employment will be compensated at their regular rate. When employees are called as a witness in a court case, it is regarded as a civic responsibility; regular pay will be continued for a period not to exceed two weeks. In order to receive compensation for jury or witness duty, employees must submit, a copy of the summons to their supervisor, as soon as it is received. In addition, proof of service must be submitted to the supervisor when the period of jury or witness duty is completed. The Human Resource Department should be notified in both instances. Employees may also retain the allowance you receive for such service.

Time Off to Vote:

The polls are generally open for local, state or national elections a sufficient number of hours for employees to be able to vote before or after working hours. However, if employees cannot exercise their right to vote except during normal working hours, they should arrange with their supervisor for sufficient time off to vote. The time off may be designated by the supervisor and may not exceed two hours. This time is given without penalty or without loss of wages.

Additional Benefits:

Season Home Athletic Events: Free admission with W&J Photo ID card
The Wellness Center: Fitness machines, cardiovascular and strength equipment, and a walking track.
Henry Memorial Gym: Swimming Pool

Discounts and Promotional Benefits