Denison's Board of Trustees has established the staff benefit programs which are briefly outlined below. A more detailed description of these various programs is available in the Office of Human Resources. These programs are subject to periodic review (normally in three-year intervals) by the Board of Trustees and may be amended at its discretion.
Participation in University staff benefit programs is subject to eligibility requirements as published for the individual programs. For the purpose of eligibility for the various benefit programs, faculty, under a yearly contract and working the equivalent of .75 FTE, and administrative staff scheduled to work the equivalent of .75 FTE receive the same benefits as full-time employees. Same-sex partners are eligible for participation in staff benefit programs that include coverage for spouses and dependent children. Coverage for all benefit programs is discontinued when the faculty/staff member's association with the University ends.
Note: For faculty, the termination date is the day of commencement in the final year of a contract.
a. Comprehensive Health Insurance Program
A comprehensive health insurance program with a Preferred Provider Option (PPO) or a Health Maintenance Organization (HMO) plan whereby participants select a primary care physician (PCP) to manage care in the HMO network. The cost of this plan is shared. A dental plan is included with the HMO or a voluntary dental plan is available for PPO participants. Full time faculty and administrative staff are eligible beginning with the date of employment. Denison and the staff member contribute to t he cost of this protection. Part-time faculty and administrative staff working fifteen (15) hours or more per week may take part in the program by paying the total premium without cost sharing by the University.
Coverage, which is coordinated with Medicare, is available for members (including eligible dependents) hired prior to July 1, 1993 and who retire from Denison with ten years of continuous service immediately before retirement. The coverage continues for a member's spouse and other eligible dependents upon the member's death. In no event, however, will coverage be continued beyond death or remarriage of the surviving spouse. Please be in touch with the Office of Human Resources for more details concerning continued coverage.
The Comprehensive Budget Reconciliation Act (COBRA) provides for continued participation in the group health plan after termination of employment by paying the full cost of the premium, for a maximum period of eighteen months for you and your dependents. The Office of Human Resources will provide information about the option. Denison will notify you of your right to continue coverage within 45 days of the occurrence of the above event.
b. Group Life/Accidental Death and Dismemberment/Business Travel
The group life, accidental death and dismemberment program underwritten by CIGNA, is offered to all full-time faculty and administrative staff. Coverage is 1.5 times annual salary per individual for life insurance and for accidental death and dismemberment. At 70 years of age the group life and accidental death and dismemberment coverage is reduced by 35% for active employees.
A travel accident policy provides $200,000 for loss of life or scheduled payments for dismemberment while on University business including travel to professional meetings.
c. Long-term Disability Plan
This benefit provides a monthly income, coordinated with Social Security and/or Workers' Compensation benefits, of 60% of the monthly salary not to exceed $10,000 per month maximum following six (6) consecutive months of total disability.
Other plan features are covered in detail in the Plan Description distributed by the Office of Human Resources.
Coverage of all eligible employees is mandatory. Eligibility exists on the first day of the month following completion of one (1) year of service at the University.
d. Health Care Spending Accounts
The Health Care Spending Account (HCSA) allows employees to direct pre-tax dollars from their pay into an account and pay themselves back for covered health care charges, dental expenses, and vision expenses. Employees do not pay federal, state, or social security tax on the amount directed into this account. An employee can elect to deposit up to $3500 per plan year into the HCSA. Full-time and part-time staff are eligible to participate after a three month waiting period.
e. Dependent Care Spending Account
The Dependent Care Spending Account (DCSA) allows employees to direct pre-tax dollars from their pay into an account and pat themselves back for covered dependent care charges, such as child or elder care. Employees do not pay federal, state, or social security tax on the amount directed into this account. Full-time and part-time faculty and administrative staff are eligible to participate on the date of hire. An employee can elect to deposit up to $2500 or $5000 per plan year into the DCSA, depending on whether the employee is single or married, files a separate or joint tax return, and whether or not the employee's spouse also contributes to a dependent care account.
f. Emeriti Retirement Health Solutions Program
The Emeriti Retirement Health Solution Program is a tax-advantaged program to invest and accumulate assets to help meet future retiree medical expenses is available to full time administrative staff hired after June 30, 1993. Eligibility for university contributions begins at age 40 and continues for up to 25 years. All full-time faculty and staff members, including faculty and staff hired to July 1, 1993 may make voluntary contributions beginning at age 21. Complete plan details are available in the Office of Human Resources.
a. Core Retirement Plan. Denison provides a core retirement plan for full-time faculty and administrative staff members with investment options through ING, Scudder or TIAA-CREF. Eligibility exists on the first day of the month after completing one year of service at the University and attaining age 21.
Full-time faculty and administrative staff members receiving salary checks as full-time employees before August 31, 1974, participate in the Core Retirement Plan, when eligible, on the basis of a contribution of 15% of salary by the University. Employees in this category may, at their option, elect to place up to one-third of the present Denison contribution (15% of salary) into the Supplemental Retirement Annuity (SRA) plan. The amount is limited to 5% of the maximum taxable salary under Social Security in any calendar year. Full-time faculty and administrative staff hired and/or rehired by the University after August 31, 1974, participate in the Core Retirement Plan when eligible on the basis of a step rate plan. The University contributes 10% of regular salary up to the Social Security wage contribution base and 15% of the regular salary above that base to the plan. Plan contributions by the University to the Core Retirement Plan on behalf of faculty and administrative staff shall not continue beyond the date the participant receives his/her first retirement benefit distribution under the plan.
b. Normal Retirement Age. Each member of the faculty and administrative staff reaching 65, herein called normal retirement age, prior to September 1 may retire as of the preceding June 30. Each member of the faculty and administrative staff reaching age 65 on or after September 1, may retire on June 30 following his/her 65th birthday.
c. Supplemental Retirement Annuity Contracts (Tax Sheltered Annuities). A member of the faculty or administrative staff may, through a properly drawn salary reduction agreement, divert part of his/her compensation before taxes to the purchase of supplemental annuity contract from ING, or TIAA-CREF, or mutual funds from Scudder Funds to augment a retirement plan or as a forced savings plan. Federal income taxes on the salary reduction and on the investment earnings credited to the contract are deferred until they are received in the form of benefits. At that time, payments are taxed as ordinary income in the year or years in which they are received.
d. Special Retirement Plan. The Special Retirement Plan is subject to periodic review (normally in three year intervals) by the Board of Trustees of the University and may be amended at their discretion as well as all other faculty benefits formulated and offered by Denison. This program is subject to revision with appropriate notice except for those already participating in the plan who shall continue at any event. The effective date of this program is October 18, 1997 as amended and restated April 21, 2001, and as may be further amended from time to time.
The purpose of the Special Retirement Plan is to assist eligible faculty of Denison University who may prefer to elect early retirement. Participation in the plan is voluntary. If an eligible faculty member elects not to participate in the plan, the faculty member's election will not have any direct impact on the member's current or future employment with the University.
Each faculty member who  is a highly compensated employee, as the term is used in Title I of ERISA and  either [a] is designated an Eligible Faculty Member by the Administrator or [b][i] has reached age 60, [ii] has completed at least 15 years of Continuous Service and [iii] is receiving Compensation at an annualized rate equal to 1.5 times the lowest salary rate established in the Assistant Professor category is eligible for the Special Retirement Plan.
This Special Retirement Plan may be requested by the full-time faculty member a year in advance of the date that early retirement is to begin. Faculty cannot require the institution to provide early retirement if the University decides that it is not in the best interest of the institution to do so.
Faculty considering early retirement are encouraged to consult with the provost for information on the various aspects of the program.
Final approval of the Special Retirement Plan must be given by the Provost and the President.
Faculty members who have reached the age and service requirements, and have reached the salary threshold described above, begin a five-year period of Special Retirement Plan eligibility during which the number of years they can participate in the Plan will automatically reduce one year for each year they do not enter the Plan.
Participants in the Plan will receive a payment equal to 40% of the base salary received in the last year of service. Normally, payments are paid monthly. Faculty members may select a different form of payment, provided that the election is made before the faculty member becomes eligible.
The University will make employer contributions to the Core Retirement Plan for participants who are not highly compensated employees based on the amount of the benefit that you receive, subject to the maximum annual limitations that apply to you under the Core Retirement Plan. If you are determined to be a highly compensated employee, the University will make contributions directly to you in the amount equal to the amount of employer contributions that would have otherwise been contributed to you under the Core Retirement Plan.
Annual increases to the Special Retirement Plan benefit and the contributions to the core retirement plan are indexed to the CPI, not to exceed 5%.
The benefit payments under the Special Retirement Plan are subject to federal and state taxes, including Social Security and Medicare.
Participants in the group health insurance plan at the time of early retirement are eligible to continue the coverage during retirement according to the provisions of the group health insurance plan in place at the time of entry in the Special Retirement Plan.
Group life insurance and disability insurance policy provisions do not permit continuance of these plans for the early retiree.
The University will continue the Tuition Scholarship Cash Award, Tuition Scholarship at Denison, and the Tuition Exchange Programs for all dependents at the faculty member's date of early retirement, subject to all other conditions of the programs.
Special Retirement Plan benefits will be discontinued at the date of death with the exceptions of e and g above and their plan provisions.
The Board of Trustees of Denison University has made available to spouses, same-sex domestic partners (herein referred to as domestic partners), and dependent children of full-time faculty, an educational assistance program.
Dependent children for this benefit are defined as son, daughter, stepson, stepdaughter, legally adopted child of employee, or foster child (living with the employee the entire year and providing the employee has been declared legal guardian and is providing 50% support). Unless a decree of divorce, decree of dissolution of marriage, decree of separate maintenance, or the law provides to the contrary, dependent children must be claimed as dependents on the employee's federal income tax return.
A spouse is defined as the person to whom an employee is legally married according to Ohio law. A domestic partner must be documented through an affidavit of domestic partnership available in the Office of Human Resources.
A child receives benefits for eight (8) semesters or twelve (12) academic quarters. The program applies only toward undergraduate studies at accredited colleges or universities. The program terminates upon separation from Denison except in the case of the death or total disability of an employee who has been employed on a full-time continuous basis for seven (7) years or longer and meets other program requirements. Eligibility also continues for employees who retire under the terms of one of Denison's official retirement plans. Contact the Office of Human Resources for details.
For purposes of determining eligibility for employees hired or rehired July 1, 2011 or later, the following prior service credit rule will apply: for the tuition-free program at Denison, the GLCA exchange program, and the tuition cash assistance program, employees will be allowed to receive up to five years of credit toward the five year waiting period for full-time continuous service at an institution of higher education as long as the prior service occurred immediately prior to the full-time employment date at Denison. Additionally, eligible faculty and staff hired or rehired prior to July 1, 2011 who are not already eligible under the prior waiting period rules, will be eligible for prior service credit according to the same rule as described above. For questions, please contact Office of Human Resources.
GLCA Tuition Exchange Program (effective July 1, 2011)
For eligible employees who are hired or rehired prior to July 1, 2011, dependent children are eligible to participate the GLCA Tuition Exchange Program if the eligible employee has one (1) year of continuous full-time employment immediately prior to the beginning of the academic semester of the child's college enrollment.
For eligible employees who are hired or rehired July 1, 2011 or later, dependent children are eligible to participate in the GLCA Tuition Exchange Program if the eligible employee has five (5) years of continuous full-time employment immediately prior to the beginning of the academic semester of the child's college enrollment.
Standard admission procedures apply. The member colleges throughout Indiana (IN), Iowa (IA), Ohio (OH), Michigan (MI), Pennsylvania (PA) and Wisconsin (WI) are: Grinnell Collage (IA); DePauw University, Earlham and Wabash College (IN), Albion College, Hope College and Kalamazoo College (MI); Allegheny College (PA); Denison University, Kenyon College, Oberlin College, Ohio Wesleyan University, Wittenberg University and the College of Wooster (OH); and Beloit College (WI). An updated list is maintained in the Office of Human Resources.
Tuition remission may not include tuition for off-campus study programs, sponsored either by GLCA, ACM, or individually by the college the student is attending. Participating students should check with appropriate officials at the college they are attending to determine which fees and off-campus program may be covered by tuition remission.
Denison University does not pay fees for abroad/off-campus programs with the exception of the Denison sponsored Oak Ridge program.
For further information regarding the tuition exchange program, contact the Director of Human Resources.
Tuition-Free Scholarship at Denison (effective July 1, 2011)
Spouses, domestic partners, and children of full-time employees, with no limit on the number of children, are eligible for full tuition remission at Denison.
The following conditions apply: 1. For employees hired or rehired prior to July 1, 2011, children are eligible after the employee has completed on (1) year of continuous full-time employment immediately prior to the beginning of the academic semester of the child's enrollment at Denison. For employees hired or rehired July 1, 2011 or later, children are eligible after the employee has completed five (5) years of continuous full-time employment immediately prior to the beginning of the academic semester of the child's enrollment at Denison. 2. Admission to Denison is not guaranteed for dependents. They must meet normal university admission standards. While this is the case, dependent children will be given full and careful consideration. 3. All students attending Denison under the provisions of this program are subject to the normal academic and administrative regulations of the University. 4. Spouses and domestic partners are eligible after the employee has completed the 90-day introductory period. 5. A spouse or domestic partner who does not have a baccalaureate degree shall be able to take two courses per semester, for credit or audit, on a space available basis and upon approval from the faculty member. A spouse or domestic partner admitted to the college may take a full course load (see number 3 and 4 above). 6. A spouse or domestic partner that has a degree shall be eligible to take one course per semester on a space available basis, either for credit or audit, for no more than eight (8) semesters. Under unusual circumstances, the staff member may petition to waive the one course limitation for a spouse or domestic partner.
Tuition-Free Scholarship Cash Assistance Awards Elsewhere (effective July 1, 2011)
This Program applies to employees' children in attendance at schools other than Denison.
To be eligible for this benefit, an employee must be full-time with the salary or wages funded from the University's Operating Budget. Additionally, the waiting period for an eligible employee who was hired or rehired prior to July 1, 2011 is two (2) years of continuous full-time employment prior to the academic semester. If the eligible employee was hired or rehired July 1, 2011 or later, then the waiting period for the benefit is five (5) years of continuous full-time employment prior to the academic semester.
Employees, who were on the Denison payroll prior to February 1, 1974, have a benefit equal to the direct tuition costs, exclusive of any fees, of the admitting college or of Denison, whichever is less.
Employees on the payroll February 1, 1974, or later receive a four-year benefit not to exceed $3,000 per year or a total of $12,000 over eight (8) semesters or twelve (12) quarters to be applied against tuition of the admitting college or university. The sum of the tuition benefit and any other financial aid specifically designated for tuition only (excluding loans and work) may not exceed the tuition charges of the institution attended.
Eligibility. The Adoption Assistance Program, effective January 1, 2000, pays, upon finalization of the legal adoption, up to $5,000 per adopted child to eligible faculty and staff for adoption-related expenses.
Reimbursement. Any full time, continuing faculty or staff member is eligible for the Adoption Assistance benefit. If both adoptive parents are university employees, the benefit maximum may not exceed $5,000 per child. Adopted children must be under 18 year s of age. They may not be biologically related to either parent. Adoptions made through public, private, domestic, international and independent means are eligible.
Upon finalization of the legal adoption, eligible adoption-related expenses will be reimbursed to a maximum of $5,000 per child. Reasonable and necessary expenses directly related to the adoption are reimbursable, including:
agency and placement fees;
attorney fees, other legal fees and court costs;
medical expenses related to the child's birth;
medical maternity expenses for the child's biological mother not covered by insurance;
required medical expenses for child prior to placement;
temporary foster care expenses incurred prior to placement;
transportation and lodging expenses related to the adoption;
qualified expenses authorized by IRS regulations.
Not all expenses are eligible; examples are:
medical exams for the adopting parents;
costs of personal items, i.e. clothing, food;
expenses incurred while not an employee;
Procedure for Reimbursement. Faculty and staff requesting adoption reimbursement must provide written itemization and receipts of eligible expenses and a copy of the final adoption decree to the Office of Human Resources.
Leave of Absence. Leaves of absence may be granted on an unpaid basis consistent with the University's Family Medical Leave Act Policy and other leave polices.
A Home Mortgage Guarantee Program is available to members of the General Faculty to assist in the purchase of a personal residence within a ten-mile radius of Granville. A complete copy of the policy is available in the Office of Human Resources.
The Family and Medical Leave Act of 1993 provides eligibility for up to twelve (12) weeks of unpaid leave during a twelve (12) month period for the following reasons:
1. To care for a newborn son or daughter.
2. The placement of a son or daughter with the staff member for purposes of adoption or foster care.
3. To attend to the serious health condition of a spouse, child or parent.
4. To attend to the staff member's own serious health condition. Staff members are eligible for a leave under the act when they have worked for Denison University for at least one year and for at least 1,250 hours during the twelve (12) months before leave is requested. The 12 month period in which the 12 weeks of leave entitlement can be taken is the 12 month period measured forward from the date the staff member's first Family and Medical Leave Act leave begins. The timing and duration of the leave is based on certified medical need. (A complete copy of the Family and Medical Leave Act is available in the Office of Human Resources.)
The goals of this policy are to enable the teaching faculty to meet their medical and family needs and the College to meet its responsibilities.
Teaching faculty may take up to 12 weeks of unpaid family leave in a 12-month period (see Section VIII.C.6, "Family and Medical Leave Act"). For certified medical leaves (including childbirth), full salary is paid for up to six months. For more information, and to obtain a copy of the Family an Medical Leave policy, visit the Office of Human Resources.
Because the timing and duration of leaves vary considerably, arrangements for leaves also vary. Examples of leave arrangements include release from teaching responsibilities for all or part of a semester, adjustment of class meeting schedules, and reduction of teaching load. Teaching faculty are responsible for designing a leave plan in conjunction with the Provost and department/program chair. This plan may include a program of paid work-related activities for the weeks in a given semester that precede or follow the family or medical leave.
Descriptions of previous leave arrangements are available from the Provost's office. When appropriate, faculty may request an extension of the probationary period prior to a tenure review (see Section I.A.7, "Extension of the Probationary Period for Tenure").
Parental leave is available to eligible members of the teaching faculty. “Eligible members of the teaching faculty” are tenured faculty, tenure-track faculty and faculty in the Physical Education department on long-term, multi-year, renewable contracts who have served at the college for at least one year.
Parental leave is offered in cases of the birth or adoption of a child. Parental leave must be taken within one year of the birth or adoption placement and must be used in the course of one academic year. Only one such leave will be granted in any twelve-month period. Parental leave will occur concurrently with leave provided by the Family Medical Leave Act (see VIII.C.6). In the case of a summer birth or adoption, parental leave would normally be taken in the course of the academic year following the event.
The policy allows for a faculty member to choose from one of the following four Parental Leave Options:
Reduction to a 3 course load for the academic year at full pay
Reduction to a 2 course load for the academic year at ¾ pay
Year off from teaching at 1/3 pay
A leave plan negotiated with the Provost that does not exceed the leave time or benefit offered in options 1, 2, and 3 above. Because the timing of leaves, duration of leaves, and needs and interest of faculty regarding parental leave can vary considerably, a flexible leave plan may be the best option to meet the faculty member’s and college’s needs.
To enact the benefit, the faculty member must meet with the department/program chair and the Provost in order to discuss the Parental Leave Options and to indicate his/her choice. This meeting should occur as far as possible prior to the onset of the leave. In instances in which parents are both eligible members of the teaching faculty (as defined above), the Parental Leave Option could be taken by either parent or be split between them.
If appropriate, the College will provide funding for leave replacements. Faculty may request an extension of the probationary period prior to a tenure review (see Section I.A.7, "Extension of the Probationary Period for Tenure").
In the event of the death of an active member of the Denison Faculty, Administrative Staff, or Supportive Operating Staff, the beneficiary is paid through the date of death plus twenty-two (22) workdays. Death must occur within the period the faculty/staff member is engaged in active work including sabbaticals. Leaves of absence without pay are excluded. When applicable, accrued vacation and up to thirty (30) days of accrued sick leave is also paid.