Le Moyne College Benefits

AT&T: 20% discount on voice and data plans with a 2 year service agreement. Additionally, they offer free activation, free shipping & handling, and a $25.00 credit when customers order a new cell phone online. Go to: www.wireless.att.com/universities. Go to the section titled “ Students & Faculty” and enter your Le Moyne College email address. Existing AT&T customers may call 866-355-8923 to call and enroll in the discount program.

Verizon: 19% discount on Nationwide Single or Nationwide Family Share calling plans $34.99 or higher. Sign-up:https://www.verizonwireless.com/b2c/employee/emaildomainauthentication.jsp

Bookstore - Faculty/Staff will receive 10% off all merchandise available at the Bookstore except:

• Textbook Rentals
• Sale merchandise
• Computer Hardware and Software
• Class Rings
• Periodicals
• Health and Beauty Aids
• Food Snacks
• Beverages

A 20% discount will apply to all department purchases with the same restrictions.

Website:lemoyne.bncollege.com

Dolphins Live Well

Mission: In alignment with our Ignatian identity, Dolphins Live Well promotes integrated wellness of mind, body, and spirit, by empowering the Le Moyne community to make active decisions regarding their overall wellbeing through insight, inquiry, and involvement.

Le Moyne College cares for the health and well-being of its faculty, staff, and students - that’s why we’ve developed Dolphins Live Well. When you make smart, well-informed health care decisions, you reduce your out-of-pocket health care costs and increase your odds of living a long, healthy life.

Our VISION is to be/provide a comprehensive source of resources and information serving a vibrant campus community where personal development and wellbeing is the norm.

• Recreation Center and fitness classes
• Free flu shot clinics in the fall
• Go Move Challenge in February: Every minute of movement counts in the Go Move Challenge as faculty and staff compete to determine which Jesuit university is the most active. Movement is defined as any intentional exercise that causes at least a small increase in breathing or heart rate. 

Wellness is...

• an active, intentional, lifelong process of becoming aware of choices and making decisions toward a balanced and meaningful life.
• a way of life oriented toward optimal health and well-being in which body, mind, and spirit are integrated by the individual to live more fully within the human and natural community. - Myers, Sweeney, Whitmer
• an active process through which people become aware of, and make choices toward, a more successful existence. - Hettler
• Giving good care to your physical self, using your mind constructively, expressing your emotions effectively, being creatively involved with those around you, and being concerned about your physical, psychological, and spiritual environments. - Travis

Given the fact that some offices may need to be open on Labor Day and Indigenous People's/Columbus Day for student support, individuals who work on those days can take a floating holiday to use. 

Floating holidays must be used within 90 days of being earned and should be scheduled at least two weeks in advance with supervisor approval. The floating holiday will not be carried over to the next benefit year, cashed out, or paid upon termination of employment. (Note that this does not apply to employees who are a part of a bargaining unit.)

Holiday Schedule 2021 - 2022

New York State Paid Family Leave (PFL) provides eligible employees with job protected, paid time off for the following reasons:

·        Bond with a newly born, adopted or fostered child,

·        Care for a family member with a serious health condition, or

·        Assist loved ones when a spouse, domestic partner, child or parent is deployed abroad on active military service.

Currently, family members for purposes of PFL include a child, parent, grandparent, grandchild, spouse and domestic partner. As of January 1, 2023, family members will also include biological or adopted siblings, half-siblings and step-siblings.

*PFL can be taken on a continuous or incremental basis.

• Covered employees become eligible to take Paid Family Leave for a qualifying event once they have met the minimum time-worked requirements:

  ·        Full-time employees: Employees who work a regular schedule of 20 or more hours per week are eligible after 26 consecutive weeks of employment.

  ·        Part-time employees: Employees who work a regular schedule of less than 20 hours per week are eligible after working 175 days, which do not need to be consecutive. Employees with irregular schedules should look at their average schedule to determine if they work, on average, fewer than 20 hours per week.

  ·        Faculty employees are exempt from coverage under the law.

   Paid Family Leave Benefits

For 2022, the NYS Average Weekly Wage is $1,594.57, which means the maximum weekly benefit is $1,068.36.

*The weekly PFL benefit is capped at $1,068.36 (67% of the Statewide Average Weekly Wage).

In 2022, the employee contribution is 0.511% of an employee’s gross wages each pay period. The maximum annual contribution is $423.71. 

For more information and to complete the applicable forms, please visit https://paidfamilyleave.ny.gov/.

The College recognizes the need for personal time off for employees to schedule appointments and conduct personal business. Regular full time employees are eligible for paid personal days based on the following schedule:

• Employees who have less than 1 year of service and have completed their initial review period will becredited with one personal day for the remainder of the benefit year.
• Personal days should be scheduled at least two (2) weeks in advance with the supervisor's approval.
• Unused personal days may not be carried over to the next fiscal year.
• Personal days not taken will not be compensated in lieu of time off.
• Regular part time employees are not eligible for personal days.
• Academic full time employees are eligible for 1 personal day after completing their initial review period.
• Personal time pay will not be calculated in determining eligibility for overtime pay. 
• Employees are encouraged to take personal time in half days. One (1) hour is the minimum allowed.
• When summer hours are in effect, Friday will count as a full day for personal time purposes. 
• Personal time may not be used to extend employment upon termination, nor is a terminating employee reimbursed for unused time. 

An employee of the College is eligible for short-term disability immediately upon hire.  

Employees should notify supervisor as soon as possible if you are going to be out of work due to illness, injury, maternity leave, etc., so additional office or teaching help can be satisfied.

1. Exempt employees: As soon as you know that you will be out on short-term disability please contact Human Resources, 445-4155.  You and your physician will have to complete a Leave of Absence Request Form​ and return to the Office of Human Resources.

2. Non-exempt employees: As soon as you know that you will be out, please complete the Guardian DBL Claim Form.pdf. If you have questions regarding the form please contact Human Resources - 445-4156.

• After a seven calendar day waiting period, you will receive 50% of your average salary for the eight weeks prior to disability, up to the maximum benefit established under the New York State Disability Benefit Law; currently $170 per week.
• You can receive benefits up to a maximum of 26 weeks (180 days).
• You can supplement your disability payments using sick, personal, and/or vacation of up to 1/2 days to cover any Payroll deductions of benefits and help get you close to a full paycheck.
• Please review the Short-Term Disability Guide to guide you throughout the process.
• You should apply for Long term disability if you will exceed the 26 weeks of short term disability. 

Guardian - HIPPA and Privacy Policies​​

Le Moyne College recognizes that illness or injury may cause an employee to be absent from work. This policy is also intended to provide employees with paid time off for certain sick and safe reasons as set forth below in accordance with the New York State Paid Sick Leave Law (NYPSL).

Sick leave shall be compensated at the employee's regular hourly rate at the time such leave is taken. Sick pay will not be calculated in determining eligibility for overtime pay. When summer hours are in effect, Friday will count as a full day when calculating sick leave.
Sick leave will be available for use upon hire.

Note: This policy applies to all non-bargaining unit employees. Bargaining unit employees should refer to their applicable collective bargaining agreement for information regarding sick time benefits.

Sick Leave Allotment:
• All full-time and part-time exempt employees do not formally accrue sick leave, but will be granted paid sick leave when used for any NYPSL qualifying reason. Employees who telecommute or work outside of New York State are only covered for any hours when they are physically working in New York State.
• All full-time non-exempt employees are eligible to accumulate sick leave of 0.0462 per hour worked up to a maximum of 70 days (490 hours/7 hour day employee or 560 hours/8 hour day employee).
• All part-time non-exempt employees are eligible to accumulate 0.0333 sick leave per hour worked up to a maximum of 70 days.

Reasons for Use:
Employees may use sick leave under this policy for any of the following reasons:
1. The mental or physical illness, injury, or health condition of the employee or the employee’s family member, regardless of whether such illness, injury, or health condition has been diagnosed or requires medical care at the time that such employee requests such leave, as well as the diagnosis, care or treatment of the same;
2. An absence from work when an employee or an employee’s family member has been the victim of domestic violence, a family offense, sexual offense, stalking, or human trafficking, including leave to:
a. Obtain services from a domestic violence shelter, rape crisis center, or other services program;
b. Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or the employee’s family members;
c. Meet with an attorney or social services provider to obtain information and advice on, and prepare for and participate in, any criminal or civil proceeding;
d. File a complaint or domestic incident report with law enforcement;
e. To enroll children at a new school;
f. Meet with a district attorney’s office; and
g. Take any other actions necessary to ensure the health or safety of the employee or the employee’s family member, or to protect those who associate or work with the employee.

*An employee who committed the domestic violence, family offense, sexual offense, stalking, or human trafficking (and was not a victim) is not eligible for leave under this Section 2, nor may this leave be used on behalf of an employee’s family member who has engaged in any of these infractions.

For purposes of this policy, “family member” is defined as an employee’s child (including biological child, adopted child, foster child, a legal ward, or a child for whom the employee stands “in loco parentis”), spouse, domestic partner, parent (including biological parent, foster parent, step-parent, adoptive parent, legal guardian, or an individual who stood “in loco parentis” to the employee as a minor child), sibling, grandchild or grandparent, and the child or parent of an employee’s spouse or domestic partner.
All other terms are defined in accordance with NYSPSL.

Note: Permissible reasons to use accrued paid sick leave do not include a period of bereavement.

Carryover: All nonexempt employees are permitted to carryover any accrued, unused sick leave into the following year. However, all non-exempt employees are not permitted to accumulate sick leave of more than 490 hours for a 7 hour day employee or 560 hours for a 8 hour day employee in a year.

Payout: Employees who resign or who have been terminated for any reason will not be paid for any accrued, unused sick leave at termination.
Non-exempt employees retiring from the College with fifteen (15) or more years of service will be paid one-half day of pay for each accumulated sick day, up to a maximum of 245 hours based on a 35-hour work week or 280 hours based on a 40-hour work week. All accrued, unused sick time over these maximum hours will be forfeited upon termination. Employees age 55 and older who retire from the College with at least ten (10) years of service will be paid one-half day of pay for each accrued, unused sick day.

Notification: Employees must notify Le Moyne College Office of Human Resources by either oral or written notice prior to using any accrued sick leave for NYSPSL qualifying reasons. When using sick leave, Le Moyne College may require a doctor’s note or other documentation to the extent permissible by law. Employees will not be required to disclose confidential information in order to use paid sick leave for NYSPSL qualifying reasons.
If employees are absent in excess of seven (7) days, including 5 consecutive work days, due to illness or injury they should review the short-term disability policy and follow the instructions to apply for short term disability.

Interaction with Other Types of Leave: Time off taken under this policy will run concurrently with leave under the Family and Medical Leave Act (FMLA) and the New York State Disability Benefits Law (DBL) whenever applicable. Please refer to those policies for details regarding the use of sick leave.
Employees who have used up their available sick leave and remain unable to report for work may be eligible for New York State Disability Benefits Law (DBL), New York State Paid Family Leave (PFL), Family and Medical Leave Act (FMLA) and/or an unpaid medical leave. Please refer to those policies for details.

Protection from Retaliation: Le Moyne College will not discriminate and/or retaliate against any employee for inquiring about or using sick leave benefits or for filing a complaint for violations of this policy. Employees who believe they have experienced discrimination and/or retaliation should immediately notify their supervisor, Human Resources, or any member of management.

Restoration to Employment: Employees who return to work at the conclusion of approved paid sick leave will be restored to the same position (with the same employment benefits, pay and other terms and conditions of employment).

Records Request: Employees may make a request with the Office of Human Resources either in writing or verbally, for a summary of the amount of PSL accruals that have been both accumulated and used by the employee in the current calendar year and/or any previous calendar years. The Office of Human Resources will provide this information to the employee within three business days of the information request. Fraud: An employee who fraudulently uses sick leave, or who uses sick leave in an improper manner, is subject to disciplinary action, up to and including termination of employment.

Questions: Employees with questions about this policy are encouraged to consult with the Office of Human Resources.
For more information regarding New York State Paid Sick Leave please visit https://www.ny.gov/programs/new-york-paid-sick-leave

​Exempt employees with less than one year of full employment, prior to June 30th of the first Benefit Year, will be entitled to take 1.25 days of vacation for every month of full employment up to a total of fifteen days.  These vacation days must be used prior to June 30th of their first Benefit Year. Vacation Request Form.pdf

Full-time, 12 month exempt employees will be entitled to take vacation as follows:

Full-time, academic exempt employees will be entitled to take vacation as follows:

If the effective date of the original employment is prior to October 1st, the individual shall be considered to have completed a full employment year on the following June 30th.  If the effective date of original employment is October 1st, or later, the individual’s first full employment year shall be considered to begin on the following July 1st.

• During the first year of employment, an employee will receive pro-rated vacation based on the number of months they will work July 1 through June 30. Employees earn .83 days of vacation time for each full month of employment for the current benefit year (July 1 through June 30) up to a maximum of ten days. 
• Employee's vacation time will be available to use starting on the first day of employment with the College.
• There is no roll-over of vacation days, any unused days will be lost. Every July 1 starts a new bank of days. 
• The number of days is based on the number of years of full-time service completed by each June 30th, as follows:  

Vacation Request Form.pdf

Under the provisions of a law commonly referred to as COBRA (Consolidated Omnibus Budget Reconciliation Act), a terminating employee may usually arrange to continue coverage for a longer period, if necessary, but the employee is responsible for paying the full cost. Arrangements for continuation of coverage are made through the Office of Human Resources.

Also, under the COBRA law a participant who becomes ineligible for coverage due to a loss of dependent status (a divorced spouse or child aging out) can continue coverage for a limited period, but the participant must make the election within 30 days of the qualifying event.

Dental Coverage with Excellus BCBS

The college provides dental coverage to full-time employees for a minimal monthly fee. 

Find a Dentist

Go to Excellus BCBS Find a Dentist webpage - https://www.excellusbcbs.com/wps/portal/xl/dtp/dentist
Step 1: Select Your Health Plan: “Dental Blue Options”
Step 2: Narrow Your Search: Enter your current dentist’s information or search your zip code.

Health Insurance & Social Security
Employees who continue working beyond the age of eligibility for full social security retirement are entitled to the same medical coverage they had before that age. However, employees and their spouses should contact the Social Security Office three months prior to their eligibility age in order to enroll in Part A of the Medicare Program and to obtain current and specific information about the entire program. Employees do not need to sign up for Part B of Medicare as long as they are active employee covered under the Le Moyne College medical plan.

To help with important insurance decisions the below representatives can assist you with all of your Medicare questions and options:

Eric Lintala, CHC, Executive Benefit Consultant
AleraGroup
W: 1-800-836-0026, x7320
C: 585-704-3009
E: eric.lintala@aleragroup.com

Myrna Koldin, Aging Services Specialist
Onondaga County Department of Adult & Long Term Care Services
421 Montgomery St. - 10th Floor

The College offers group membership, through Excellus BCBS, with three health insurance plan options. 

Eligibility: New full-time employees may enroll in the medical plan of their choice within 30 days of their hire date and coverage is effective the first of the month following their date of hire.  If a plan is not selected within the 30 day period, enrollment will only be permitted during the annual open enrollment period. Enrollment or changes in plan may take place during open enrollment or due to a qualifying event (i.e. spouse's loss of coverage, birth/adoption, marriage/divorce, etc). The Office of Human Resources must be notified within 30 days of the qualifying event in order to allow the change. 

Coverage Tiers: 

• Individual
• Employee/spouse
• Employee/child(ren)
• Family coverage. 

Both employees and Le Moyne College contribute toward the cost of the health coverage. Employee health and dental premium deductions are taxed prior to federal, state and FICA tax calculations.

Blue PPO-L
Healthy Blue Hybrid
Simply Blue HDHP
HealthyBlue HealthyRewards Brochure - HR-Brochure.pdf
HealthyBlue HealthyRewards Reference Guide - HR-RefGuide.pdf

Telemedicine

*Access to TELEMEDICINE (www.excellusbcbs.com/telemedicine), 24/7 Nurse Call Line (1-800-348-9786) and Blue365 (www.blue365deals.com) for deals and discounts on healthy lifestyle products and services

• LMC Telemedicine.pdf; register your account today at ExcellusBCBS.com/Telemedicine​
• Health Rewards Program (HealthyBlue plan) Healthy Rewards-Using Rally.pdf
  • IT Web Help Desk (account access issues): 1-800-278-1247
  • Rally Customer Support Center: 1-877-726-1002​

OptumRx - Pharmacy Benefit Manager
Member Services: 877-797-4877

Member Portal: www.OptumRx.com

OptumRx Premium Formulary Exclusions

Premium Formulary: www.optumrx.com/CTRSS

OptumRx is our pharmacy benefit manager for all PPO and HealthyBlue participants. High deductible (Simply Blue) plan participants will remain with Excellus for prescription services. The current member copays will remain the same and the availability of mail-order service will continue.

As a reminder, with OptumRx, employees that participate in the PPO-L or HealthyBlue medical plan receive a separate pharmacy ID card to use when filling prescriptions. 

Every year, and with any change in vendors, changes are made to the prescription formulary which determines the member’s copay and any therapy protocols (i.e. prior authorization or step-therapy for specific medications). The LMC Transitioning to OptumRx.pdf includes detailed information including a formulary list of frequently utilized medications. 

Additional information:

Home Delivery
OptumRx Digital
OptumRx Specialty Copay Card
Generic Medications

The George Coyne, S.J. Employee Assistance Fund

The George Coyne, S.J. Fund is an Employee Assistance Fund established by Le Moyne College to help its employees cope with unexpected financial hardships that place undue stress on them or their family. The George Coyne, S.J. Fund provides approved applicants with funds to help employees recover more quickly from unexpected financial hardship resulting from the impact of personal hardships.  

Le Moyne College has contracted with America’s Charities, a nonprofit 501c3 organization, to administer and manage the George Coyne, S.J. Fund. America’s Charities is responsible for the management of the Fund, including performing all reviews and decisions for all applications. Le Moyne College is not involved in the review of any application or appeal and has delegated its authority to America’s Charities to make decisions on all applications in its sole discretion.

For more information regarding:

• How to apply for assistance under the Fund
• Employee Eligibility
• What is a qualifying event
• What are covered expenses
• Required Documentation
• Application Review Process

Please visit: charities.org/LeMoyne.edu

Employee Assistance Program - Guardian
EAP Brochure.pdf - Full-time employees, covered by our life insurance plan, are also eligible for Employee Assistance Services.

EAP Grief and Loss.pdf

Employee Assistance Program - Michele Vinciquerra
All full-time employees and their dependents are eligible for personal and family counseling. Individuals and their dependents are entitled to initial evaluation/assessment consultations at no cost at our participating facility. If further treatment is needed, individuals will be referred when possible to a facility which honors group health insurance and/or scale base fees.

What kind of problems can the EAP help me with?

• Emotional problems
• Marital/family problems
• Relatioship problems
• Job related concerns
• Parenting issues
• Alcohol/drug problems
• Legal/financial issues
• Stress
• Grief/loss
• Life changes/adjustments

Contact:
Michele A. Vinciquerra, CSW-R
Clinical Social Worker
528 Oak Street
Syracuse, NY 13203
(p) 315-474-4036

Flexible Spending Accounts allow you to save taxes on the money you spend for uncovered medical/dental and/or dependent care expenses. You can set aside money through payroll deductions during the calendar year to pay for predictable expenses, and amounts are deducted from your gross pay before federal, state and Social Security taxes are withheld. Because you pay no taxes on your FSA deposits, you effectively increase your spendable income over the year.

Plan Highlights

1. The Healthcare Account is used to pay for any medical and dental expenses that are not covered by insurance plans. Some of the expenses eligible for reimbursement are: deductibles and co-payments under health insurance and dental plans; orthodontic care; chiropractic care; eyeglasses and contact lenses, etc.  The IRS has indicated that expenses for solely cosmetic reasons or for the maintenance of general health are not eligible expenses for medical care.  Premiums you pay for medical and dental coverage, whether for yourself, your spouse, or a dependent, are not eligible expenses. Review list of FSA eligible expenses and the FSA store flyer.  The maximum contribution is $2750. 
   • $550 Carry-over Rule: If you have a balance remaining at the end of the calendar year, up to $500 will automatically carry over to the next calendar year.  This "carry-over" amount will not effect the maximum you can contribute.
2. The Dependent Care Account is used to pay for certain dependent care expenses incurred because you (and your spouse, if married) are employed. Eligible expenses include charges for the care of dependent children age 12 and under or for elderly or disabled family members who are dependent on you for financial support. The maximum annual contribution is $5000 and may be less under certain circumstances (e.g., the limit is $2500 if you are married filing separately). There is no carry-over rule for the dependent care account.

Enrollment: During Open Enrollment each fall, you decide the total amount you want deposited into either or both of the FSA accounts for the next calendar year. That amount is deducted from your paychecks in equal increments throughout the year.

Please note: Once you choose your FSA deposit amount, you may not change or stop your deductions during the year unless your family status changes (due to marriage or birth of a child, for example), and the action must be consistent with the status change.

Your Account

Register and view your AleraPay account:

AleraPay Consumer Portal Guide|
AleraPay Enrollment Kit

Reimbursements:

AleraPay will receive medical and dental claims directly from an Excellus provider and pay you directly out of your Flexible Spending Account for those expenses.  You will receive a check or if you would like to set up direct deposit (see the form below).  AleraPay debit cards to be used at the pharmacy for your prescriptions and for vision expenses.  These cards will be loaded with your FSA funds. Any prescription not paid with the debit card will require a paper claim submission to AleraPay in order to receive reimbursement. 

How to Submit Claims
AleraPay Claim Form
Direct Deposit Set up
AleraPay App

You have a 120-day period following the end of year of your Plan Year to file for reimbursement of expenses incurred in the previous Plan Year. 

---

You cannot switch funds between accounts.

If you terminate employment or go on an unpaid leave of absence, your deductions will stop and you may not submit claims for services incurred after your termination date or LOA start date. When you return from an unpaid leave of absence, you may resume deductions for the rest of the plan year.

IMPORTANT: Once the period for submitting claims expires, any funds remaining in your accounts must be forfeited, in accordance with Internal Revenue Service regulations. This is called the "use it or lose it" rule. Therefore, it is important to estimate your expenses carefully when you enroll in the plan.

Summary Plan Description (FSA).pdf
FSA Relief

Le Moyne College has joined a select group of higher education institutions nationwide in offering a Guaranteed Mortgage Program (guaranteed mortgage program PDF.pdf) for its full-time employees. For full-time employees buying homes under the program, the college will guarantee the loan for employees at no risk to the lender, eliminating the need for a down payment and private mortgage insurance.

Under the program, financing for 100% of the purchase price of a home is available to qualified buyers, with Le Moyne College serving as guarantor on the mortgage. The home must be the employee's primary residence and can only be a single-family home, a two-family home or a townhouse.

Qualifying properties must fall within a specified area of the city. The boundaries for this area, roughly 781 acres, are Erie Boulevard to the north, East Genesee Street to the south, Croly Street to the west and the city line to the east. Currently, approximately 70 Le Moyne employees live within these boundaries, which includes more than 1,600 single- and two-family homes.

To be eligible for the program, the Le Moyne employee must obtain a mortgage through Summit Federal Credit Union. The individual would apply for a mortgage as normal and must meet all customary lending criteria established by the lending bank. The employee then would complete a Le Moyne application and eligibility form. If approved by the college, this form would be submitted to the lending institution, which would process the mortgage under the Guaranteed Mortgage Program.

Application
GMP Application.pdf

Nationwide® Pet Insurance is now available to you as a voluntary benefit!

Nationwide offer's coverage for your pet's injuries, illnesses and accidents. Plus, you're free to use any vet, anywhere. Plans are available for dogs, cats, birds and exotic pets.

Rest easy with 24/7 veterinary help

All Nationwide Pet Insurance members receive free, 24/7 access to Vethelpline® ($110 value) for guidance on any pet health concern. This service is available exclusively from Nationwide.

Learn more

As an employee, you're eligible for exclusive plans and preferred pricing for your pets. Visit: https://benefits.petinsurance.com/lemoyne or call 877-738-7874 and state that you are a Le Moyne College employee for more information or to get a no-obligation quote.

My Pet Protection - Benefit Summary

NWPetInsurance-PreRecordedWebinar 

Contact Information:
Allison Bradley
National Account Executive - East
Email – bradla1@nationwide.com
Phone: 714-989-0555 Ext: 7935

Le Moyne College is a participating member of the Summit Federal Credit Union. Membership is open to all full-time employees, retirees and their families. Ask Summit Federal for details regarding family eligibility.

Summit Federal offers a full menu of financial services, from a wide range of savings and checking accounts, various loan products, VISA Credit and Debit Cards, and many more products as well.

Visit the SUMMIT Federal Credit Union

Syracuse/ Cortland Locations 

• Cicero
• Civic Center
• Cortland
• Erie Blvd
• Federal Building
• Liverpool

Telephone Numbers

Main Number: (585) 453-7000 or (800) 836-SFCU
Member Service Call Center: (585) 453-7030 or (800) 836-SFCU ext. 7030
Quik Tran: (585) 453-TRAN (8726) or (800) 321-TRAN (8726)
Savings Rate Hotline: (585) 453-RATE (7283)
Mortgage Rate Hotline: (585) 453-7017
Loan Rate Hotline: (585) 227-LOAN (5626)
ATM Lost/Stolen Hotline: (585) 453-7000 or toll-free (800) 754-4128
VISA Lost/Stolen Hotline: Toll-free at (800) 449-7728

Tuition Remission Benefits

Full-time regular employees, their spouses and their children are entitled to undergraduate tuition remission benefits as outlined below. The benefits apply to tuition charges only; the student must pay all fees (ex. graduate course fee; technology fee, etc). The tuition benefit applies only to courses listed in the official course schedule. Tuition remission does not apply to the Physician Assistant Program. 

*The value of graduate courses is taxable.

This tuition benefit does not imply acceptance of a son or daughter into an undergraduate program, but is offered with the understanding that the child must be accepted via the normal admission process. The benefit will continue only as long as the parent remains employed full-time at Le Moyne College. 

Forms:

• Request for Undergraduate Tution Remission Form.pdf 
• Undergraduate Online Registration Form
• Request for Graduate Tuition Remission Form.pdf
• MBA Registration Form.pdf
• Graduate Education Registration Form.pdf
• Arts Administration Registration Form.pdf

Process:

1. Complete the appropriate forms: Tuition Remission Form and registration form
2. Bring BOTH forms to the Office of Human Resources (GH 209C) for review and approval
3. HR will continue the process from there - bringing to the appropriate office for registration, then to the Bursar for tuition remission to be applied

Employee
Le Moyne College will remit tuition for full-time employees for a maximum of two courses per semester taken at Le Moyne College outside regular working hours. Le Moyne will remit tuition for permanent part-time employees and *adjunct faculty for a maximum of one undergrad course per semester taken at Le Moyne College outside regular working hours and taken during their term of employment. *Adjunct faculty must earn Seniority credit and use their course credit within 2 semester's of the semester in which it was gained - see Adjunct webpage for more information. Please note: Graduate courses are not eligible for tuition remission for part-time employees.

Note on "semester:" All three summer sessions are considered one semester for tuition remission purposes. Employees are not eligible to take courses during J-mester or Maymester, unless approved by their supervisor and HR. If approval is granted, a J-mester course is considered 1 spring course and a Maymester courses is considered 1 spring course.

The tuition benefit is granted with the understanding that class and study hours do not conflict with regular work schedules. Therefore, tuition remission normally will not be granted for day courses except in the cases where an employee regularly works an evening schedule that would preclude his or her enrolling in evening classes.  If the employee is a matriculated student requiring a particular course for a degree program and that course is offered only during the daytime hours, every effort will be made to allow the employee to enroll in that course.

If an employee's employment at Le Moyne is terminated prior to completion of course work and the employee elects to continue in the course, the employee will be responsible for payment on a pro-rated basis (graduate courses). For undergraduate courses the tuition remission benefit will continue through that semester.

Spouse Benefit - Undergraduate
Spouses of employees who have completed three consecutive years of full-time service as of the first day of the semester may receive 100% tuition remission for a maximum of two courses per semester taken at Le Moyne College.

Spouse of employees with less than three consecutive years of full-time service as of the first day of the semester are entitled to 50% tuition remission.

As stipulated under the Center of Continuing Education enrollment policy, students must apply for matriculation after 18 credit hours have been attempted. Students who do not intend to matriculate after completion of 18 credit hours, will be prohibited from registering for additional courses unless they obtain written approval from the Director of Continuing Education.

Spouse Benefit - Graduate Courses
Le Moyne College will offer tuition remission for graduate coursework at Le Moyne College for spouses of full-time employees with three years of full-time service according to the following policy. This policy will be subject to periodic review, at the discretion of the College President, to assess the success, implementation procedures, and related issues associated with this employee benefit.

1. Le Moyne College will remit tuition for a maximum of two (2) graduate courses per semester. The spouse will pay $100.00 per course plus any applicable fees. The value of the course is taxable income.
2. Registration will follow the regular application and admission process. The employee and spouse will complete a Request for Graduate Tuition Remission Form.pdf form, available in the Office of Human Resources, and a graduate education registration form, available in the Graduate Education Office, or a student tuition deferral registration form, available in the MBA office. Once accepted into the Master's program, the individual must fulfill requirements for continuation in the program and fulfill graduation requirements.
3. Course admission will be determined on the basis of space available in a particular course. Final determination of course admission will be made on the published last day to Drop/Add. If available space is limited, admission will be determined according to employee's seniority. If a spouse needs a particular course to complete graduation requirements, and that course is consistently filled at registration time, the spouse has the option of registering early and paying for the course.
4. If the employee's employment at Le Moyne is terminated prior to completion of course work and the spouse elects to continue in the course, the spouse will be responsible for payment on a pro-rated basis.

Children - Undergraduate

Eligibility: Children of present full-time employees, or retired full-time employees, and the surviving children of full-time employees who died while in the service of the college, regardless of their dependent status will be eligible for tuition benefits at Le Moyne College, based on years of service.  Currently, there is no age limit for dependent children to receive tuition remission benefits.  

*If children already have a Bachelor's degree they will not be eligible for the tuition remission benefit.

Amount of Tuition Remission: Children of employees who have completed three consecutive years of full time service as of the first day of the semester may receive 100% tuition remission.  Children of employees with less than three consecutive year's of full-time service as of the first day of the semester are entitled to 50% tuition remission.

As stipulated under the Center of Continuous Learning enrollment policy, students must apply for matriculation after 18 credit hours have been attempted. Students who do not intend to matriculate after completion of 18 credit hours, will be prohibited from registering for additional courses unless they obtain written approval from the Director of Continuous Learning.

If eligible for PELL, TAP or any outside scholarships, the combination of the remitted tuition plus the awards cannot exceed the cost of tuition.

*Exception: Spouses or children, with baccalaureate degrees, who may wish to prepare for New York State Teacher's Certification, will be granted tuition remission for the required credit hours.

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Tax Dependent for FACHEX and Tuition Exchange purposes: If an employee's son or daughter is not claimed as a tax dependent because of a divorce, that employee is entitled to the tuition remission benefit if the child support was paid during the most recently completed calendar year.

FACHEX
FACHEX is the acronym for Faculty Children Exchange Program,. It is sponsored by the Association of Jesuit Colleges and Universities. At Le Moyne College, all full-time faculty, administrators, and staff who have been employed for at least three years at Le Moyne college are eligible to apply for this benefit for their dependent children. Generally, anybody eligible for the full Le Moyne College Employee Tuition Remission benefits would be allowed to apply.

To be considered for a FACHEX award, the student must be accepted as a full-time undergraduate student at a participating Jesuit Institution listed below. Le Moyne College determines if the student is eligible to apply for the FACHEX benefit but it is the other Jesuit Institution that determines if they are going to award a FACHEX to the student.

FACHEX applies to tuition charges only. The receiving Jesuit Institution may apply for further restrictions. Not all eligible applicants for the FACHEX benefit will receive a FACHEX award. All of the participating Jesuit schools are obligated to award only three FACHEX awards over the number of students it has receiving FACHEX from other participating institutions. For example, if a Jesuit school has four eligible employee children from their institution receiving FACHEX benefits from other participating Jesuit Colleges or Universities, then they would be obligated to award only seven FACHEX benefits for their pool of eligible applicants.

The eligible Le Moyne employee would inform the Le Moyne Director of Financial Aid, in writing, that their daughter or son has been accepted for admission at one or more of the participating Jesuit institutions. The would indicate the name of the student and the Jesuit school(s) where they would like to be considered for FACHEX benefits.

If the employee is eligible for a FACHEX award, the Le Moyne College Director of Financial Aid would inform the FACHEX coordinator at the institutions listed by the Le Moyne employee that the student is eligible to be considered for the FACHEX award.

The participating Jesuit institution would contact the student directly regarding the actual FACHEX award decision.

The Le Moyne College employee would inform the Le Moyne College Director of Financial Aid in writing if their daughter or son has been offered a FACHEX benefit and will attend the school making that offer.

Participating Institutions
Boston College
Canisius College
College of the Holy Cross
Creighton University
Fairfield University
Fordham University
Gonzaga University
John Carroll University
Le Moyne College
Loyola College in Maryland
Loyola Marymount University
Loyola University Chicago
Loyola University New Orleans
Marquette University
Regis University
Rockhurst University
Saint Joseph's University
Saint Louis University
Saint Peter's College
Santa Clara University
Seattle University
Spring Hill College
University of Detroit Mercy
University of San Francisco
University of Scranton
Wheeling Jesuit College
Xavier University

Tuition Exchange Guidelines
The Tuition Exchange (TE) provides a national scholarship exchange program for dependent children of full-time faculty and staff among its members of approximately 450 colleges and universities.

The Tuition Exchange Program provides the opportunity for eligible dependent children to receive undergraduate scholarships at one of the member institutions (hereafter referred to as the host institution.) In exchange, dependent children of employees of other colleges and universities may attend Le Moyne College. Colleges and universities participating in this program have agreed to remit tuition for participants from other member institution. The primary obligation of a member institution is to maintain a balanced exchange pattern, a reasonable match between students "exports" and student "imports". The TE Program is a scholarship program, not a fringe benefit provided by Le Moyne College, the sponsor institution: www.tuitionexchange.org

The following guidelines are applicable to Le Moyne College employees who participate in the program:

• Eligible Employee: Any currently employed Le Moyne College full-time faculty or staff, who has completed at least three (3) years of full-time service at Le Moyne College as of the beginning of the current academic year.
• Dependent Child: Any natural or legally adopted child, provided that financial dependence on the parents can be demonstrated. Ordinarily, children meeting requirements for dependence set forth by the Internal Revenue Service will qualify.
• Applicant: The dependent child of an eligible employee who has applied for full-time, undergraduate study to a college or university that participants in the Tuition Exchange (TE) program.
• Tuition Exchange: A program through which a participating TE institution is remitted for the dependent child of an eligible employee. TE scholarships are awarded for full-time, undergraduate work only. They are not available for graduate study, non-degree study, or second undergraduate degrees.
• Maximum Scholarship: A TE scholarship will normally be awarded to only one child of an eligible employee at a time. TE scholarships will not exceed a maximum of four years per TE recipient.
• Tuition Exchange Liaison Officer: Director of Financial Aid

Procedures

• By November 1st, first time applicants will notify the TE Liaison Officer of intent to apply for a TE scholarship by completing the online application available at https://telo.tuitionexchange.org/apply.cfm
• The TE Liaison Officer will verify the eligibility and seniority of the employee/parent with the Office of Human Resources.
• By January 1 of the current academic year Le Moyne will be given the number of available TE "units" available for the upcoming academic year. The number of available "units" or "slots" will be determined by the current number of Le Moyne College "imports" and "exports" and may vary from year to year.
• By January 15 of the current academic year, the selection of TE candidates will be made. First priority will be given to students who were awarded TE scholarship in previous academic years and incoming freshman.
• If the number of applicants is equal to the number of TE scholarships available, each applicant will be given the opportunity to apply for a TE scholarship.
• If the number of applicants exceeds the number of TE scholarships, candidates will be determined by seniority. Years of full-time service will be determined on a contractual year basis.
• Applicants who are not selected as TE recipient will be placed on a waiting list as alternates in accordance with the selection process above.
• In the event that a TE recipient chooses to attend a non-TE institution or otherwise forfeits the right to receive a TE scholarship, alternates will be reconsidered for any available slots.
• Alternates who are not selected may reapply for a TE scholarship for the following academic year in accordance with the selection process above.
• Selected applicants must accept the TE scholarship award in writing by May 1, for the upcoming academic year and notify the TE Liaison Officer of the decision to enroll in a TE member institution. Applicants who do not meet this requirement will forfeit their awards to alternates on the waiting list.
• Students will ordinarily be able to remain in the program for four years, but continued participation depends upon yearly certification of eligibility, the student's adequate academic standing at the host institution and Le Moyne College's ability to attract sufficient "import" to offset or balance its "exports". Accordingly, renewal forms must be completed and processed in a timely manner every year.
• Eligibility to apply for a TE scholarship is determined by Le Moyne College. However, TE scholarships are granted by the host institution. Le Moyne College cannot guarantee that any applicant, no matter how well qualified, will receive a TE scholarship from the host institution that may choose to restrict its imports if their number exceeds exports.
• Continued participation in the program is contingent upon maintaining a GPA of at least 2.0 on 4.0 scale. Each recipient who is awarded a TE scholarship must submit a transcript to the TE Liaison Office within one month of the end of each academic year.
• If the applicant applies to several participating TE institutions, the Le Moyne College Liaison Office must be informed of the outcome of the application process. If a TE recipient takes a leave of absence or withdraws from school, the student must notify the TE Liaison Officer at both Le Moyne College and the host institution immediately.
• TE applicants who qualify to receive aid from other sources (excluding loans) in excess of 50% of the total cost of tuition, room and board, and fees are not eligible to receive a TE scholarship.
• An employee who separates from employment before an eligible dependent child enters the TE will not be eligible for participation in the program. If a person separates from employment while an eligible dependent child is a participant in the TE Program, eligibility will be continued for the remainder of the academic year only.
• If an employee dies before their dependent child has completed their education through TE, the child will be permitted to remain in the program. Dependents of deceased employees may be eligible to participate in TE under current College policy guidelines.

Le Moyne College reserves the right to review, revise and modify these Guidelines to insure an appropriate balance between "import" and "export" students.

This plan is no longer offered to new employees. Current members of AFLAC are grandfathered into this plan. 

AFLAC offers Le Moyne College supplemental benefits in Cancer Care, Accident, and Hospital policies.  Please contact Jennifer Dick-Ayers (jennifer_dick@us.aflac.com) of AFLAC with any questions and for more information on the insurances.

*Claim Forms ​(link to Benefit Forms page)

Information on AFLAC policies.pdf

How MetLife Works: MetLife helps fill the financial gap if you or your spouse are unable to work. MetLife plans are guaranteed renewable at the payroll rate. MetLife’s plans are portable. Coverage options and rates available on the AleraGray benefits portal.

Plans Available:

Critical Illness

Provides coverage for a variety of critical illnesses including cancer, Alzheimer’s, coronary artery disease, heart attack, kidney failure, major organ transplants and stroke. Employees can choose coverage amounts for themselves, spouses and dependent children to age 26.

Critical Illness Flyer

Accident Insurance

Provides coverage for accidents occurring on or off the job. Benefits paid include hospitalization, lacerations, fractures, dislocations, burns, x-rays, and follow-up treatments. Elect coverage for yourself, spouse and dependent children to age 26.

Accident Insurance Flyer

Hospital Indemnity

Provides coverage hospital admission and confinement. Elect coverage for yourself, spouse and dependent children to age 26. 

Hospital Indemnity Flyer

Le Moyne College provides Group Life & Accidental Death & Dismemberment (AD&D) Insurance coverage to all full-time employees. The premiums are paid in full by the institution. Coverage becomes effective on the first of the month following hire date and is 2.5 times the base salary rounded to the next higher $1,000, to a maximum of $350,000. There is a 35% reduction at age 65 and a 50% reduction at age 70.

A beneficiary is designated by the employee. In the event of an insured person's death, an application for benefits is processed by the designated beneficiary through the Office of Human Resources.

Coverage under this plan ends after termination of employment. You may be able to port this coverage to a group trust plan. You can convert this coverage to an individual policy if you terminated employment.

Benefit Summary - Group Life.pdf

Benefit Summary - ADD.pdf

Additional Services:

EAP Brochure.pdf

WillPrep Services Brochure.pdf

​The College maintains a group long-term disability insurance plan, which provides each participant a portion of his/her income in the event of a long term disability. The cost of the insurance is paid by Le Moyne College. Under this program, disability is defined as being completely unable due to sickness, bodily injury, or pregnancy to perform your normal occupation.

Eligibility: Full-time employees with one year of active full-time employment. An individual may be eligible for immediate enrollment if he/she had group disability coverage just prior to join Le Moyne College.

Benefits begin as of the first of the month following six consecutive months of total disability. The plan provides an income benefit of 60% of base monthly salary, with a maximum of $10,000 per month. Payments are reduced by the amount of any Social Security and/or Workers' Compensation benefits. If the employee was participating in the College's Retirement plan when disability began, the plan also provides a monthly premium benefit for the retirement plan contributions.

Employees will retain medical and dental insurance at the active employee rate, as well as Life, Long-term Disability, and retirement contributions under The Hartford's waiver of premium benefit.

Benefit Summary - LTD.pdf

Faculty members and exempt (salaried) employees will also receive 40% of their salary for the first six months of long-term disability. 

This insurance coverage will end when a person terminates employment at Le Moyne College or goes on unpaid leave of absence.

Legal matters occur throughout life, when you’re getting married, buying a home, caring for aging parents or dealing with identity theft or a tax audit. Having access to a network of attorneys through a legal plan empowers you to handle these costly issues as they arise Includes a variety of legal benefits for employees, spouse and children. Estate planning, vehicle and driving assistance, financial benefits and assistance, elder-care and many other benefits available.
 

MetLife’s nationwide network of over 18,000 attorneys is available by phone or email to discuss these issues and more with you. Give us a call at 800-821-6400 or visit members.legalplans.com to find out more about coverages or to find an attorney near you.

Legal Plans Booklet

Legal Plans Assistace to Navigate the Coronavirus Pandemic

1. New employees: Employees and spouse can elect any amount up to the guarantee issue without evidence of insurability. Child benefit of $10,000 never requires evidence of insurability.  Must enroll within 31 days of eligibility date.

2. Annual Open Enrollment: Employees can enroll in coverage at this time but must provide evidence of insurability. This applies to new enrollees and current enrollees who want to increase coverage amounts for the employee and/or spouse.

3. Family Status Change: This allows an employee to elect coverage for themselves, spouse, or child due to a change (i.e. marriage, spouse loss of coverage, birth of a child).  Employee is still required to provide evidence of insurability for any employee election. 

Benefit Summary - Vol ADD.pdf

Benefit Summary - VLIFE.pdf

***Please report incidents/injuries to your supervisor and HR (via the form below) immediately***

Employees who are injured while on the job in College service are covered under Workers' Compensation Insurance. This coverage provides partial income payments in lieu of lost wages, as well as certain injury-connected medical payments.

Regardless of the severity of the injury (major/minor, slip/fall, cut/scrape, etc.) a prompt report of any accident should be made by completing the Worker's Compensation form and notifying your supervisor.

This coverage applies to all employees, including full-time, academic full-time, part-time, temporary, and student workers.

Worker's Compensation Insurance Carrier: PMA Management Corp

Carrier Phone #: 1-888-476-2669

Carrier Address:

For Medical Bills and Medical Reports:
PMA Medical Bills
P.O. Box 5231
Janesville, WI 53547-5231

For All Other Claims Correspondence:
PMA Customer Service Center
P.O. Box 5231
Janesville, WI 53547-5231

Dental Benefits
Pre-65 and Post-65 Retirees dental benefits are provided through Excellus BCBS. The employee pays the full premium annually.  The retiree and the retiree's spouse are eligible to enroll in the dental plan.  If you waive your dental benefit, you will not be able to enroll at a future date.

2018 premium: $629.52

The College continues to provide access to the retirement healthcare, payable by the retiree at 100% of premium, as long as the employee is at least age 55 and has at least 10 years of service on the retirement date.

SMM Retiree Health Insurance.pdf

Summary Plan Description - Post 070112 Retiree Health and Welfare Benefits.pdf

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Le Moyne College continues its commitment to offer quality health care benefits that are affordable for you and Le Moyne. As you know, health care costs continue to soar nationwide. We have been aggressively working with carriers to develop quality health care options for our employees and retirees as well as innovative ways to control cost to minimize the impact on you and your family.

Eligibility & Cost: Healthcare
-Requirements for Employees retiring to be eligible for health care: 

• If you are at least age 55 and have 10 years of service you retain access only to the healthcare plans
• Must be currently enrolled in one our healthcare plans immediately prior to retirement
• Your spouse may have access to the insurance at the full premium as well if he/she is enrolled as a dependent on your insurance prior to retirement.

Pre-65: Retiree medical benefits are provided through the Excellus BCBS PPO-L Plan and the HealthyBlue PPO Plan. 

Post-65: Le Moyne College offers AETNA Medicare Advantage PPO and PPO-ESA Plans to post-65 retirees. This plan is a fully-insured community rated plan.  You are responsible for 100% of the premium. Here are some of the benefits the Aetna plans offer:

• You have the freedom to receive covered services from any licensed doctor or hospital that is eligible to receive payment from Medicare, agrees to treat you, and accepts Aetna Medicare PPO or PPO-ESA terms and conditions of payment.
• No referrals needed.
• Medicare prescription drug coverage included.
• Coverage for thousands of brand name and generic prescription drugs commonly used by Medicare beneficiaries.
• More than 60,000 participating retail pharmacies nationwide, plus mail order.
• Provides important benefits like preventive services, which may not be included in other health plans available to you. 
• Consistent copay amounts help to make your expenses predictable.
• You are covered wherever you travel throughout the United States – and receive emergency medical care worldwide.
• Toll-free phone and online resources for instant access to health information.
• Aetna Aextras at no extra cost: discounts on vision products, chiropractic and other products and services.​

Medicare Information - https://www.medicare.gov/

Social Security Administration - https://www.ssa.gov/

AARP - https://www.aarp.org/

Timothy Shadle, Medicare Sales Consultant, Excellus BCBS
timothy.shadle@excellus.com
(315) 558-0383

Joseph Silino, Financial Consultant, TIAA-CREF
joseph.silino@tiaa.org
(315) 477-9068