Benefits
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HEALTH AND WELLNESS
INVESTMENT PLANNING
LEARNING AND DEVELOPMENT
TIME OFF PROGRAMS
FAMILY ORIENTED PROGRAMS
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Medical Insurance
- Eligible full-time employees - premium is paid 75% by the college, 25% by the employee. For rate information click here.
- Eligible part-time employees(20 hours per week or more) - single premium is paid 75% by college, 25% by the employee. Family coverage may be purchased if employee pays the entire cost of family coverage less the 75% single amount paid by the college. For rate information click here.
- Includes in-network and/or out-of-network benefits, major medical, vision, prescription card.
Part-time employees who work less than 20 hours per week are not eligible
for Medical Insurance.
 CSM utilizes
CareFirst Maryland Preferred Provider Network.
To locate a medical provider that is considered "in-network", you may visit
www.carefirst.com
, click on Provider Directory, then click on MD Preferred Provider Network.
In-network: deductible is $250/person, $500/family;
$20 co-pay for office visits ($30 for specialists); most other services paid 90% by the plan/10% by the
employee; annual out-of-pocket maximum $1,500/individual, $3,000/family.
Out-of-network: deductible is
$500/person, $1000/family; most services paid 70% by the plan/30% by the employee;
annual out-of-pocket maximum $3,000/individual, $6,000/family.
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Dental Insurance
- Eligible full-time employees - premium is paid 75% by the college, 25% by the employee. View rate information.
- Eligible part-time employees (20 hours per week or more) - single premium is paid 75% by college, 25% by employee. Family coverage may be purchased if employee pays the entire cost of family coverage less the 75% single amount paid by the college. View rate information.
Part-time employees who work less than 20 hours per week are not eligible for Dental Insurance.
Basic services - satisfy $50 lifetime deductible, then plan pays 70% 1st
year, 80% 2nd year, 90% 3rd year, 100% thereafter.
Major services subject to $100 yearly deductible, then plan pays 50% of
charges. Total yearly maximum benefit is $1,500.
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Healthcare Spending Accounts
An eligible employee may enroll in a Healthcare Spending Account. This account
will reimburse you with pre-tax dollars for healthcare expenses not
reimbursed under your family's healthcare plan(s). The maximum amount you
may contribute to this account for the plan year is $3,000. The amount is
deducted from your salary before you pay taxes, resulting in a considerable
tax savings. You submit eligible healthcare receipts to FlexAmerica and
receive reimbursement directly from them.
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Domestic Partner Coverage
Domestic partners and their dependents are eligible for
the same CSM medical and dental benefits as those provided to married spouses
and their dependents. The College of Southern Maryland defines domestic
partners as two (2) individuals, of the same or opposite sex, who live together
in a long-term relationship of indefinite duration. There must be an exclusive
mutual commitment similar to that of marriage, in which the partners agree to be
financially responsible for each other's welfare and share financial
obligations, as verified by affidavit.
The value of insurance benefits provided to the domestic
partner and his/her dependents is considered taxable income to the employee by
the Internal Revenue Service and is subject to social security and federal and
state income tax withholding.
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Life Insurance
- Eligible full-time employees receive basic life insurance in the amount of 2 times salary, to a maximum of $100,000, at no cost to the employee.
- Supplemental life insurance in increments of $10,000, $20,000, $30,000, $40,000, $50,000 may be purchased (rates are age-based). Paid 100% by the employee. View rate information.
Part-time employees are not eligible for life insurance.
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Long Term Disability
- Eligible full-time employees receive basic long-term disability insurance, which would pay a benefit of 50% of monthly base pay ($3,000 monthly maximum) beginning on the 90th day of a disability. There is no cost to the employee.
- Employees may opt-up to receive 60% of monthly base pay (same $3,000 maximum) by paying the entire cost of the age-based premium.
Part-time employees are not eligible for LTD insurance.
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Short Term Disability (SICK LEAVE POOL)
Eligible full-time employees may join the Sick Leave Pool to ensure a
measure of income protection during the LTD elimination period, (the 21st work day to the
90th day of disability). Employees may enroll within the first 30 days of full-time
employment or during open season by donating 3 non-refundable days of sick leave to the
pool. Sick leave pool days are paid at 75% of salary.
Part-time employees are not eligible for the Sick Leave Pool.
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Long Term Care Insurance
Eligible full-time and part-time employees may
purchase Prudential Long-Term Care Insurance, which would help to cover the cost
of nursing home, assisted living, or home health care. The premiums are
based on age at the time of enrollment, so the younger you or your eligible
family member is, the lower the premium can be. The policy is completely
portable; if your CSM employment ends, you will be billed by Prudential for your
premiums at the same rate. Eligible employees are guaranteed issue within
31 days of hire date. A spouse, domestic partner, parent, parent-in-law,
grandparent, or grandparent-in-law purchasing the coverage would be subject to
medical underwriting.
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Employee Wellness Center Activities
The Wellness Center helps individuals attain an optimal
level of health and well-being. The center sponsors contests, offers positive
lifestyle courses, lunch-time learning seminars (Health Breaks), health
screenings, and informative pamphlets about a variety of health-related topics.
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 Fitness Exercise Lab
Fitness centers, located on the La Plata and Leonardtown
campuses, provide physical fitness assessments and individualized exercise
programs. The centers house circuit weight training equipment, free weights,
exercise bikes, and stair climbers.
All employees may join the
Fitness Exercise Lab by showing evidence of current employment and paying the
$20.00 yearly fee. This gives them access to the fitness center, pool, and
aerobics classes as listed in the Continuing Education Schedule of Classes.
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Retirement Plans
All eligible employees must be enrolled in a retirement program and
are eligible for participation in the State Retirement and Pension System (SRPS)
of Maryland. A member of the faculty, administrative, or professional staff,
whose position requires and who possesses an earned baccalaureate or higher
degree, may opt-out of SRPS and into the Optional Retirement Program (ORP).
State Retirement/Pension System (SRPS).
This is a defined benefit plan.
The retirement benefit is based upon a combination of length of service and
average final salary. Vesting occurs after the fifth year of membership. There
are provisions for disability retirement and pre-retirement death benefits. The
state contributes an amount which is determined annually by the State System's
actuary. A 4% employee contribution is required; the employee contributions are
immediately vested and accrue interest.
Optional Retirement Program.
This is a defined contribution plan, for which certified professional
positions/employees are eligible. The retirement benefit is based upon your
accumulated account balance. Vesting is immediate. The state contributes 7.25%
of your base salary to your account with one of the following state approved
carriers: TIAA-CREF, VALIC, and Fidelity. No employee contribution
is required.
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Tax Sheltered Annuities
Supplemental retirement annuities (SRAs) are tax-deferred annuities that offer
you an easy and affordable way to build assets for retirement. This 403(b)
plan is similar to a 401(k). A portion of your salary is deducted before
you pay taxes and placed in an investment program under your direction.
You pay no taxes on your SRA earnings until you receive them as income.
There are two
companies from which to choose: TIAA-CREF and Fidelity.
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(Pre-tax) Dependent Care Spending Accounts
An eligible employee who has predictable child care expenses
may fund a Dependent Care Spending Account. The amount is deducted
from your salary before you pay taxes, resulting in a considerable tax savings.
You submit eligible child care receipts, and FlexAmerica issues a check from the available funds in your
account to reimburse you.
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Direct Deposit
Eligible employees may have their paychecks deposited directly to their
bank account(s). The current maximum number of banks is two.
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Credit Union
Employees
and family members are eligible to join the Educational Systems Employees
Federal Credit Union (http://www.esfcu.org/), a full service financial institution. Available services
include: savings accounts; a share draft checking account with no minimum
balance requirements and no monthly service charges; special purpose club
accounts; money market accounts; IRA savings & certificate accounts; various
loans; online banking.
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Savings Bonds
Employees may purchase U.S. Savings Bonds offered through
Treasury Direct.
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Tuition Waiver for employee (and dependents if full-time)
The college authorizes a tuition benefit of
one hundred percent of the tuition for all credit and credit-free courses
offered by the college to the following covered individuals:
- Eligible full-time and part-time employees
- Spouses, domestic partners, and dependents of eligible full-time employees
- Part-time temporary credit and credit-free faculty who are teaching a minimum of three credits (or forty-five contact hours) during the semester
Payment of all associated fees is the
responsibility of the individual except for specific required job related
technology coursework.
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Tuition Reimbursement
All eligible employees may apply for tuition reimbursement
for the successful completion of pre-approved credit courses not available at
the College of Southern Maryland.
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Volunteer Service
Employees may participate in volunteer service with
pay when it is a specific CSM approved or sanctioned volunteer effort (e.g. the
tornado clean-up). Employees who want to volunteer to support other charity
events they support may request leave to participate during working hours.
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Mentoring Program
Our mentoring program fosters employee partnerships that promote employee development, achievement, and success in the workplace. The objectives are:
- To assist those employees who have worked at the college less than one year in making successful transitions to the college workplace.
- To provide new employees the opportunity to have mentor partnerships with more experienced college employees during the initial period of their employment.
- To enable experienced college employees the opportunity to mentor new employees by providing guidance, support, friendship, and insight into the culture of the college.
The Mentoring
Committee has recently begun hosting a New Employee Welcome (NEW) reception
before monthly Board of Trustees meetings so that new employees can mingle and
meet members of the Board and other college employees before being formally
introduced to the Board.
The goal of the
faculty mentoring program is to provide sharing partnerships to foster success
in the classroom and to encourage creativity in teaching. The program is
voluntary and includes departmental mentoring for new full-time faculty,
departmental mentoring for new part-time faculty, and cross-departmental
mentoring for new faculty as necessary.
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Employee Recognition and Awards Program
This peer-recognition program is celebrated
quarterly with employees being recognized for significant college or job-related
contributions in five areas. These contributions are guided by the college's
five guiding principles: creativity, integrity, knowledge, partnership, and
respect. The categories include the College/Community Service Award, the
Customer Service Award, the Extra Mile Award, the Innovator Award, and the
President's Award.
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Employee Service Awards
Eligible employees, who have completed 5, 10, 15, 20, 25,
30, or 35 years of service, receive service awards at the yearly Service
Recognition Dinner-Dance.
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Annual Leave and Sick Leave
- Eligible employees, including 12-month faculty, earn sick leave and annual leave based on length of service and scheduled hours per pay period.
- Eligible employees working 5 days per week (12 months per year) earn 13 days sick leave, 10 days annual leave per year. After 3 years - 15 days annual leave and after 7 years - 20 days annual leave.
- Eligible employees who work less than 5 days per week and/or less than 12 months per year have leave pro-rated according to percentage of week (and percentage of year, where applicable) employed.
- Ten-month faculty earn sick leave only - 5 days per semester for full-time.
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Paid Holidays
- Martin Luther King Jr. Day
- Spring Break (3 work days)
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Friday after Thanksgiving
- Winter Break (6 - 8 work days)
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Sabbaticals
Faculty sabbaticals are
available through the Instructional Credit Banking Program.
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Flexible Work Schedules
The college has a long
practice of giving supervisors wide latitude to develop flexible work schedules
to meet their employees' individual needs where such requests can be
accommodated. This policy includes Compressed Work Schedules (the employee
compresses the work schedule into fewer days over a one or two week period) and
Alternative Work Schedules (the employee start and ending time each day can vary
by a predetermined amount as long as core hours are worked and total weekly
hours are not reduced.)
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Telecommuting Program
The College of Southern Maryland considers
Telecommuting to be a voluntary and viable work option that, when appropriately
applied, benefits the employees by addressing their quality of life concerns,
the college by addressing its business needs, and the community by reducing
traffic congestion, air pollution, and use of non-renewable energy sources.
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This document is intended as a summary only. This is not a contract, or part of
any official document. If differences should occur between this summary and the
Plan Document or the official Administrative Manual, the Plan Document or
Administrative Manual will govern your rights under the plan. Requests for
further information or any questions may be directed to Susan Needham, Benefits Specialist, at
301-934-7895 or by e-mail to
susann@csmd.edu.
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