Benefits at a Glance


All full-time employees are eligible for the College's benefits package.

Benefits at a Glance
2021 Benefits Summary
2021 Health, Dental, Vision Rates
-Benefit Philosophy Statement

FSA Relief

About Your Benefits

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Visit the IT page for more information on Dell and Apple products

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: 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:

Microsoft products. Microsoft Windows 7, Office 2010, or Office 2011 (for Mac) from IT for $20.00 each. You must show your Le Moyne ID and you will also be required to sign an agreement. Please contact Kathy Gervasi 

Adobe products. Discounted pricing for Adobe products: Acrobat, Photoshop, Dreamweaver, Creative Suite and more for home use. These licenses are full working perpetual licenses with no time limit or expiration.​ to place your order. 

Goodyear - 10% discount when you show your Le Moyne ID.

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.

If there is an on-campus event that you would like the store to extend its hours for, contact store manager Jessica Hammond at ext. 4130 or

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

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:

Given the fact that some offices may need to be open on Labor Day and 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 job-protected, paid leave to bond with a new child, care for a loved one with a serious health condition or to help relieve family pressures when someone is called to active military service. This benefit is paid for by the employee (after tax payroll deduction). Statement of Rights


  • Full-time employees: 20 or more hours per week, working 26 consecutive weeks
  • Part-time employees: less than 20 hours per week, working for 175 days

Benefit change effective 1/1/2021

  • Benefit increases to 67% of your weekly salary and up to 12 weeks of leave (consecutive and intermittent)
  • In 2021, the contribution is 0.511% of an employee’s gross wages each pay period. The maximum annual contribution is $385.34.


  1. How many weeks of Paid Family Leave are available to employees in 2021?
    Eligible employees can take up to 12 weeks of Paid Family Leave in 2021.

  2.  How much will employees get paid when taking Paid Family Leave in 2021?
    Employees taking Paid Family Leave will get 67% of their average weekly wage, up to a cap of 67% of the current Statewide Average Weekly Wage of $1,450.17.

  3. What is the maximum weekly benefit in 2021?
    The maximum weekly benefit for 2021 is $971.61.

  4. If I start my continuous leave in 2020, and it extends into 2021, am I eligible for the benefits at the 2021 rate?
    You get the benefit rate in effect on the first day of your leave.

  5. If I start my intermittent leave in 2020, and it extends into 2021, am I eligible for the benefits at the 2021 rate?
    You get the benefit rate in effect on the first day of a period of leave. When more than three months passes between days of Paid Family Leave, your next day or period of Paid Family Leave is considered a new claim under the law. This means you will need to file a new Request for Paid Family Leave and that you may be eligible for the increased benefits available should this day or period of Paid Family Leave begin in 2021.

  6. I am having a new baby in the fall of 2020. Can I wait until 2021 to take Paid Family Leave to get the enhanced benefits?
    Yes, you can take (and must complete) Paid Family Leave for bonding with a new child at any time within the first 12 months of the child’s birth, adoption or foster care placement, provided that you remain an eligible, covered employee.

  7. I used all 10 weeks of Paid Family Leave in 2020. Can I take more Paid Family Leave in 2021 if I experience another qualifying event?
    You may be eligible for an additional two weeks of Paid Family Leave in 2021 if you experience a new qualifying event or if more than three months has passed since the last day of leave on your original Paid Family Leave claim.

  8. What is the weekly employee contribution rate for 2021?
    If you are paid weekly, the 2021 payroll contribution is 0.511% of your gross weekly wages and is capped at an annual maximum of $385.34. If your gross weekly wages are less than the New York State Average Weekly Wage ($1,450.17 per week), you will have an annual contribution amount less than the annual cap of $385.34, consistent with your actual wages.

    For example, in 2021, if you earn about $27,000 a year ($519 a week), you will pay about $2.65 per week.

    If you are not paid weekly, the payroll contribution will be 0.511% of your gross wages for the pay period.

  9. What is the maximum amount employees will pay for Paid Family Leave in 2021?
    The maximum employee contribution for 2021 is $385.34.

  10. Why did the contribution amount change?
    Each year, the Department of Financial Services sets the employee contribution rate to match the cost of coverage. With 2021 Paid Family Leave benefits increasing to 12 weeks off at 67% of pay, as well as high utilization of the benefit, the cost of coverage has risen, which the new contribution rate reflects.

  11. When can employers start taking deductions at the new rate?
    Employers may start taking deductions at the 2021 rate on January 1, 2021.

  12. On March 31, 2020, New York updated the Statewide Average Weekly Wage (SAWW). When does this SAWW take effect for Paid Family Leave deduction and benefit caps?
    The new SAWW only applies to the 2021 benefit and will not affect Paid Family Leave deductions or benefits until January 1, 2021, if leave was begun on or after that date. The new SAWW does not have any impact on Paid Family Leave benefits in 2020.

  13. What is the Statewide Average Weekly Wage that will be used for Paid Family Leave in 2021?
    The Statewide Average Weekly Wage for Paid Family Leave in 2020 is $1,450.17.

Benefits effective 1/1/2018

  • 67% of employee’s weekly wage, up to a maximum of $ $971.61(based on NYS averageweekly wage). 
  • The maximum length of the benefit is 12 weeks
  • This benefit will run concurrently with the FMLA benefit
  • Your job is protected while on PFL and your insurances remain the same, at the active employee rate

NYS Paid Family Leave website
Federal Family & Medical Leave website​
Guardian - HIPPA and Privacy Policies​

Filing a Claim with Guardian

  1. Provide Notice - notify HR 30 days prior to employee leave, when practical. Complete the appropriate NYS PFL form available from Guardian or on the Human Resources Benefits portal page. If leave is unplanned, please notify Human Resources as soon as possible and complete the appropriate claim form.
  2. Obtain Supporting Information - Obtain supporting documentation for a leave (i.e. birth certificate, military deployment certificate, etc.)
  3. Submit Your Form - submit claim form, along with supporting documentation, to Guardian, which will process and pay or deny the claim within 18 days of receipt of completed claim.
  4. Plan for Deduction Continuation - Meet with HR to set-up double deductions of insurance prior to leave, as employee will only be receiving a check from Guardian while on PFL

Forms to apply for the Paid Family Leave:
PFL-1 Bonding Form.pdf
PFL-4 Family Member.pdf
PFL-5 Military.pdf

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.

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 - Cheat Sheet.pdf 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. To provide for this need, the following procedures have been established.

Non-exempt/hourly employees:


  • ​All regular full time non-exempt employees who have completed the three (3) month initial review period shall be eligible to accumulate sick leave credit of one (1) day per month from date of hire.
  • All academic year full-time non-exempt employees who have completed the three (3) month initial review period will accumulate sick leave on a pro rated basis.
  • Regular part time non-exempt employees are not eligible for sick leave.
  • Sick leave shall be compensated at the employee's regular hourly rate at the time such leave is taken.
  • Sick leave shall be cumulative for use in case of extended illness or injury to a maximum of seventy (70) days.
  • 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.
  • Non-exempt employees who resign or who have been terminated will not be entitled to reimbursement of sick leave.
  • Non-exempt employees retiring from the College with fifteen (15) or more years of service will receive reimbursement of one-half pay for each accumulated sick day. Employees who retire with 55 years of age or older and at least 10 years of service may receive a pro-rated reimbursement of one-half pay for each accumulated sick day.

All employees:




Employees should notify their immediate supervisor, by phone or email, as soon as possible if he/she is going to be out of work due to illness or injury or a dependent's illness or injury.

Employees who are absent in excess of seven (7) days, including 5 consecutive work days, due to illness or injury should review the short-term disability policy and follow the instructions to apply for short-term disability.  They must notify their immediate supervisor and HR of absence, reason for absence, and estimated time of recovery.​  A doctor's note will be required for the approved absence as well as to allow the employee back to work

​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

NYS Paid Sick Leave

In accordance with New York State Paid Sick Leave Law (PSL), effective January 1, 2020, Le Moyne College will provide all eligible employees time off for sick and safe reasons as detailed below. For more information, please visit

Eligibility: All non-bargaining unit employees are eligible for PSL and should refer to the sick leave policy in the employee handbook for more information regarding the amount of paid sick leave that is available. Bargaining unit employees should refer to their applicable collective bargaining agreement.

Qualifying Uses of Leave:

PSL can be used for the following reasons:

Sick Leave Uses

  • For mental or physical illness, injury, or health condition of the employee or the employee’s family member, regardless of whether it has been diagnosed or requires medical care at the time of the request for leave.
  • For the diagnosis, care, or treatment of a mental or physical illness, injury or health condition of, or need for medical diagnosis of or preventive care for, an employee or an employee’s family member.

Safe Leave Uses

For an absence from work due to any of the following reasons when the employee or employee’s family member has been the victim of domestic violence as defined by the State Human Rights Law, a family offense, sexual offense, stalking, or human trafficking and the reasons for leave below are related to the domestic violence, family offense, sexual offense, stalking, or human trafficking:

  • To obtain services from a domestic violence shelter, rape crisis center, or other services program;
  •  To participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family members;
  •  To meet with an attorney or other social services provider to obtain information and advice on, and prepare for or participate in any criminal or civil proceeding;
  • To file a complaint or domestic incident report with law enforcement;
  • To meet with a district attorney’s office;
  •  To enroll children in a new school; or
  • To 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 has committed domestic violence, a family offense, sexual offense, stalking, or human trafficking is not eligible for safe leave for situations in which the person committed such offense and was not a victim, notwithstanding any family relationship.

A family member is defined as:

  • An employee’s child (biological, adopted, or foster child, a legal ward, or a child of an employee standing in loco parentis);
  • Spouse;
  • Domestic partner;
  • Parent (biological, foster, step, adoptive, legal guardian, or person who stood in loco parentis when the employee was a minor child);
  • Sibling;
  • Grandchild;
  • Grandparent; and
  • The child or parent of an employee’s spouse or domestic partner.

Requesting Use of Paid Sick Leave: Employees must notify Le Moyne College Office of Human Resources by either oral or written notice prior to using any accrued PSL. When using PSL, the 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 PSL.

Request for Records: 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.  Human Resources will provide this information to the employee within three business days of the information request.


Employees with any questions about PSL are encouraged to contact the Office of Human Resources at 315-445-4155.

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 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, Sears, JC Penney, Visionworks, Visionworks Online and contracted Pearle locations.
Find a Provider: Go to 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​

COBRA information: When an employee leaves the College and benefits end, COBRA option is available for up to 18 months to continue coverage.

Dental Coverage with Excellus BCBS

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

  • Eligibility: Dental coverage becomes effective on the first of the month after hire.
  • Coverage Tiers: Employees may enroll in individual or family coverage

Deductible:                               Individual          $50

                                                Family              $150

Plan Maximum:                        Annual Plan Maximum: $1000 per person

Orthodontia Lifetime Maximum: $1000 per person (dependents to age 19; does not apply toward annual plan maximum)

Class I: Diagnostic & Preventive                                                          In-Network                    Out-of-Network
Cleanings & exams; fluoride treatments; sealants; x-rays, etc.                 100%                            100%

Class II: Basic Restorative
Fillings; oral surgery                                                                              80%                              80%

Class IIa: Basic Restorative
Oral surgery; endodontics; periodontal surgery; periodontal scaling, etc.  80%                              80%

Class III: Major Restorative                                         
Removable prosthetics; inlay/onlay/crown; reline/rebase; implants           50%                              50%

Class IV: Orthodontia
Initial banding & monthly follow-ups                                                       50%                              50%


* Classes II, IIa, and III are subject to the deductible and plan maximums.

Customer Service: 1-800-724-1675

Pediatric Dentist List:
​Matthew J. Rausch
9651 Brewerton Rd.
Brewerton, NY 13029

Rhonda M. Kavee
224 S. Geddes St
Syracuse, NY 13204

Find a Dentist
Go to Excellus BCBS Find a Dentist webpage -
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

COBRA: When employment at Le Moyne College terminates, dental coverage may be continued for a limited period by the employee paying the full cost, under COBRA provisions.​

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: Employees may select individual, employee/spouse, employee/child(ren), or 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 
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

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

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

Premium Formulary:

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. 

Other Forms

Excellus BCBS Release.pdf
HSA-Privacy Policy Terms and Conditions.pdf
HSA-Custodial Agreement and Disclosure.pdf
SimplyBlue Plan Information with Health Savings Account (HSA)
HealthyBlue HealthyRewards Brochure - HR-Brochure.pdf
HealthyBlue HealthyRewards Reference Guide - HR-RefGuide.pdf

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 Officethree 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.

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 notify the Office of Human Resources within 30 days of the qualifying event.

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

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


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

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:  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.

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. 



  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

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.


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.

Preliminary Application Form: Tuition Exchange and FACHEX Program.pdf

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:

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


  • 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
  • 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.

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


*Claim Forms ​(link to Benefit Forms page)

Information on AFLAC policies.pdf

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.

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:

Summary Plan Description:SPD 403(b).pdf

Qualified Plan Limits 2020 2021
Section 403(b) plan deferrals $19,500 $19,500
Catch-up contributions $6,500 $6,500
Defined benefit maximum $230,000 $230,000
Defined contribution maximum $57,000 $58,000
Maximum compensation limit $285,000 $290,000
Highly Compensated Employees $130,000 $130,000
Social Security Wage Base $137,700 $142,800  


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 -

Social Security Administration -


Timothy Shadle, Medicare Sales Consultant, Excellus BCBS
(315) 558-0383

Joseph Silino, Financial Consultant, TIAA-CREF
(315) 477-9068