Le Moyne College Benefits

Le Moyne College supports its employees with a wide array of benefits centered around health and wellness, financial security, and work-life balance. These benefits are affordable, comprehensive, and competitive. All full-time employees are eligible for the College's benefits package. 

Benefit Philosophy Statement

Benefit Summary 2023

To view your benefits, login at AleraEdge.com select 'AleraGray':

Questions? Call Relph Benefit Advisors Support 800 836-0026 Ext. 7268
Monday-Friday 8 am- 4:30 pm
Email: support@aleracare.zendesk.com

About Your Benefits

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Employee Welfare Benefits Plan

The plan documents listed below describes the benefits to which you may be entitled under the plan, your rights, and responsibilities. This document and the certificates of insurance for its underlying benefits are intended to inform eligible employees about the plan's terms and their rights under it. The specific benefits offered under the plan are:

Summaries of Benefits and Coverage (SBC) - Health Plans

Annual Compliance Notices 

  • Michelle's Law Notice (Page 2)
  • Women's Health and Cancer Rights Act Notice (Page 2)
  • Newborns' and Mother's Health Protection Act Notice (Page 3)
  • Notice of HIPAA Privacy Practices (Page 3)
  • Notice of HIPPA Special Enrollment Rights (page 6)
  • New Health Insurance Marketplace Coverage Options and Your Health Coverage (Page 7)
  • Important Notice about your prescription drug coverage and medicare (Page 9)
  • Premium Assistance Under Medicaid and the Children's Health Insurance Program (CHIP) (Page 11)
  • Model General Notice of COBRA Continuation Coverage Rights (Page 15)
  • Your Rights and Protections Against Surprise Medical Bills (Page 19)

Retirement Plan

The retirement summary plan description document describes the benefits to which you may be entitled under the plan, your rights, and your responsibilities. This document plus the summaries made available by the institutions sponsoring investment funds under the plan are intended to serve as a summary plan description to inform eligible employees about the plan's terms and their rights under it.

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.


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 2022-2023

Holiday Schedule 2023-202

Holiday Schedule 2024-2025

Holiday Schedule 2025-2026

Holiday Schedule 2026-2027

Holiday Schedule 2027-2028



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, domestic partner, and 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


Benefit Time

Weekly PFL Benefit


12 weeks

67% of Employee’s Avg Weekly Wage, up to a cap of 67% of the NYS Avg Weekly Wage)

For 2023, the NYS Average Weekly Wage is $1,688.19, which means the maximum weekly benefit is $1,131.08.

*The weekly PFL benefit is capped at $1,131.08 (67% of the Statewide Average Weekly Wage).

In 2023, 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:

Length of Service as of July 1 Personal Days
Less than 1 year 1 day
Over 1 year 2 days


  • 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.

As soon as you know that you will be out, please reach out to the Human Resources Office to request a form - 445-4156 or lemoynehr@lemoyne.edu.


  • 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:

Completed Years of Service Vacation Days
One to Five years 15 days
Six to Ten years 20 days
More than Ten years 25 days


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

Completed Years of Service (as of June 30th) Vacation Days
One to Five Years 1.25 days for every full month of employment
Six to Ten years 1.66 days for every full month of employment
More than Ten years 2.08 days for every full month of employment

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:  
​Completed Years of Service ​Vacation days for Full-time Non-Exempt Employees ​Vacation days for Academic Full-time Non-Exempt Employees
Less than 1 year 0.83 days/month  0.83 days/month (to a maximum of 10 days)
One to Five Years 10 days 0.83 days/month (to a maximum of 10 days)
Six to Ten Years 15 days 1.25 days/month (to a maximum of 15 days)
More than Ten years 20 days 1.66 days/month (to a maximum of 20 days)

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.

Vision Service Plan (VSP) Highlights:

Guardian's affiliation with Vision Service Plan (VSP) offers one of the largest vision care network in the industry with over 70,000 provider access points nationwide.
Find a Provider: Go to https://www.vsp.com/eye-doctor or call VSP at 800-877-7195

Guardian Vision Plan Highlights: 
Guardian's affiliation with Davis Vision offers access to over 93,000 provider access points nationwide, including private practice providers and many convenient retailers such as Costco, Walmart, Sam's Club, Target, Visionworks, Visionworks Online and contracted Pearle locations.
Find a Provider: Go to www.guardiananytime.com or call Davis at 877-393-7363

Davis Vision PPO vs VSP Vision Comparison
Additional information including enrollment tiers and cost is available on the benefits portal www.enrollingiseasy.com.​

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
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.

Active Employee Medical Information
All benefit summaries can be found online at aleraedge.com. 
PPO-L:                 Co-pays $30 PCP/Specialist; no co-insurance; no-deductibles; free access to Telemedicine
HealthyBlue:        Hybrid plan; co-pays $25 PCP/$40 Specialist; co-insurance and deductibles; HealthyRewards program to track your                                 health habits, get points and earn up to $500 a year!; free access to Telemedicine

SimplyBlue:         High deductible health plan (HDHP); preventive services covered in full; all other services are at full expense of                                      individual. Health Savings Account (HSA) helps with out-of-pocket expenses


Benefit Summaries

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



*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


Transparency in Coverage

The following links lead to machine-readable files that are available in response to the Transparency in Coverage Rule. These files include negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers; they are formatted to allow researchers, regulators, and application developers easy access to analyze data. https://www.excellusbcbs.com/transparency-coverage-mrf

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.

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

Michele A. Vinciquerra, CSW-R
Clinical Social Worker
528 Oak Street
Syracuse, NY 13203
(p) 315-559-2778

Excellus BCBS: Wellbeing Tips 

Here are some additional resources:

  • SAMSHA (Substance Abuse and Mental Health Services Administration), Find Help
  • NYS Office of Addiction Services and Supports, Know the Warning Sign

LMC Telemedicine.pdf; register your account today at ExcellusBCBS.com/Telemedicine​




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 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 $550 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


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.

GMP Application.pdf

​All employees of Le Moyne College are required to have a valid parking permit.  Parking permits can be obtained by going online to: https://lemoyne.thepermitstore.com/.  The first permit is free.  A second permit can be obtained for $10.00.  When registering your vehicle please have your vehicle registration, Le Moyne I.D. and credit card (second permit only) available to ensure proper registration.

Please visit the Security Office webpage for more information on where to park.

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




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 Benefits

For details on the tuition remission, Tuition Exchange, and FACHEX benefits, please refer to the tuition benefits policy located in the employee handbook



  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

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 $10,00 per month. For any employees in Executive status, the plan provides an income benefit of 60% of base month salary, with a maximum of $12,500 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 Guardian'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

All full-time employees are eligible for the Le Moyne College Retirement Program through membership in TIAA.  New employees are automatically enrolled, (Participant Notice- EACA Notice .pdf) contributing 3.5% pre-tax. To make any adjustments to the contribution amount, register your online TIAA account. Contributions can be made on before-tax or Roth (after-tax) basis. To change funds log-in to your account or schedule an appointment with our TIAA representative, Mark Couch

TIAA representative: Mark Couch, Financial Consultant

250 South Clinton Street | suite 310

Syracuse, NY 13202

Office:     315 477-9010



Le Moyne's TIAA: www.tiaa-cref.org/lemoyne

Summary Plan Description:SPD 403(b).pdf

Qualified Plan Limits 2022 2023
Section 403(b) plan deferrals $20,500 $22,500
Catch-up contributions $6,500 $7,500
Defined benefit maximum $245,000 $265,000
Defined contribution maximum $61,000 $66,000
Maximum compensation limit $305,000 $330,000
Highly Compensated Employees $135,000 $150,000
Social Security Wage Base $147,000 $160,200  


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


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
(315) 558-0383

Mark Couch, Financial Consultant, TIAA-CREF