The employee benefits information provided in this section is an overview of the benefits program available at Concordia. This information does not replace the official Plan Documents or the Summary Plan Descriptions, which describe in detail each benefits plan provided by the College. The Plan Document and Summary Plan Descriptions are the only official and binding documents concerning the College's benefits. In case of a discrepancy, the official documents will govern. The College reserves the right to modify, amend or terminate any employee benefit. Employees interested in obtaining a copy of a Plan Document or Summary Plan Description should contact the Human Resources Department at 218.299.3339 or visit Cport.
Concordia offers a wide variety of benefits to provide our employees with income protection, security and an enriched quality of life. Eligibility for each benefit is determined by the employee's full-time equivalency (FTE).
Regular Employment - any employment not specified to be on-call or temporary. Status is based on budgeted hours September 1st - August 31st each year.
|Employment for which paid hours are equal to 2080 hours per year|
.75 to .99 FTE
|Employment for which paid hours are equal to 1560 hours per year, but less than 2080|
0.48 - 0.749 FTE
|Employment for which paid hours are equal to 1040 - 1,559 per year|
|Less than half-time
less than 0.47 FTE
|Employment for which paid hours are 1,039 hours per year or less|
Term Employment - benefit eligible, term employment is expected to be more than one year in duration with a projected end date.
Temporary and Seasonal Employment - not benefit eligible, temporary and seasonal employment is specified to be one year or less in duration or less than .5 FTE.
On-call - not benefit eligible, on-call employment is generally not on a regular schedule and is based on demand of the work load.
Most benefits become effective the first of the month following the date of hire, or immediately if the date of hire is the first of the month. Exceptions to this are noted in the benefit summary material below and in the official Plan Documents. Many of the benefit summaries are posted on C-port.
It is the employee's responsibility to notify Human Resources of family status changes due to divorce or legal separation, death of your spouse or dependent, or if dependant ceases to meet the definition of a "dependent child" under the plan. Taking this action protects continuation rights for spouse and/or dependent(s).
The following benefit information is provided as a brief outline and is not intended to replace the official Plan Documents or the Summary Plan Descriptions received by the employee. Benefits are described in official documents that are kept on file in Human Resources and are available for examination by any plan participant or beneficiary. These official documents are the only binding documents concerning Concordia's benefits. In case of a discrepancy, the official documents will govern. Concordia always has the right to modify, amend or terminate any benefits offered to employees.
The College's employee benefits program provides employees with the opportunity to select benefits that meet their individual and family needs. Currently, employees may choose from any of the following benefit areas: Medical and dental coverage, health care spending account and dependent care spending account. This plan allows employees to fund their portion of these benefits with pre-tax dollars. This means the employee's share of the medical and dental insurance premiums, and the amounts elected to be set aside by the employee in flexible spending accounts are not subject to Federal, State or Social Security taxes.
The plan year for the College's employee benefits program is January 1 through December 31. If eligible, employees must complete an election form at the time they first become eligible to participate to enroll in one or more aspects of the program. Annual Enrollment occurs in the fall of each year during which time employees may change identified plan election(s). All benefit changes are effective the following January 1. Spending account elections must be made each year during the Annual Enrollment period. If an employee does not complete an election form each year, the opportunity to participate in the spending accounts is lost, but the employee retains current medical and dental coverage as elected.
Benefit information and Annual Enrollment notices are provided annually, and outline changes to the flexible compensation package.
The tax advantages of the College's employee benefits program are based on current state and federal tax laws which are subject to change at any time.
CHIROPRACTIC CARE PROGRAM - PREVENTATIVE
(Eligibility .5 FTE or greater)
Concordia provides a preventative chiropractic care program as part of the college's worker's compensation program. Data has shown that back-related injuries are the most frequent type of workers' compensation injury, and carpal tunnel-related injuries are the most costly type of workers' compensation injury. A preventative chiropractic care program is beneficial for both kinds of injuries.
This program is voluntary for all benefit eligible college employees and is for preventative care only. This program is separate from workers' compensation itself, which covers work-related injuries, and separate from the college's health insurance plan, which covers personal injury and illness. This program will not cover treatment of injuries occurring on-the-job or off the job.
CONTINUING HEALTHCARE COVERAGE (COBRA)
As required by the Consolidated Omnibus Budget Reconciliation Act (COBRA), if an employee (or the employee's dependent) is no longer eligible to participate in the College's healthcare plans, including the dental and flexible spending accounts, then the employee and eligible dependents may have the right to continue to participate in the same plan(s) for up to 18 months. If an employee is disabled, as provided under the Social Security Act, at the time of termination, reduction in hours, or within 60 days of these events, the employee may be entitled to continuation coverage for up to 29 months.
Eligible dependents may also extend coverage, at their expense, for up to 36 months in Concordia's group health insurance plans in the event of an employee's death, divorce, legal separation, or when a child ceases to be eligible for coverage as a dependent under the terms of the plan.
An employee may extend the 18-month continuation coverage period to 36 months for an employee's spouse and dependent children if, within that 18-month period, the employee dies or becomes divorced or legally separated, or if a child ceases to meet dependent status. In addition, if an employee enrolls in Medicare during the 18-month period, the employee's spouse and dependent children may be entitled to extend their continuation period to 36 months, starting on the date that the employee becomes eligible for Medicare.
If an employee or the employee's eligible dependents elect to continue as members of the College's plans, the employee must pay the full premium plus two percent. The premium is subject to change if the rates increase or decrease.
Continuation coverage may end if any of the following events occur: (1) failure to make timely payments of all premiums; (2) assumption of coverage under another group health plan, which does not exclude or limit coverage to the employee on account of a preexisting medical condition; (3) the College's termination of its group health plans; or (4) you voluntarily cancel your continuation coverage. If the employee becomes entitled to Medicare after termination, the employee will no longer be eligible for continued coverage, but, as noted earlier in this statement, the employee's spouse and dependent children may be entitled to extend their continuation coverage.
Minnesota Extension of Life Insurance Benefit requires that employees who are no longer eligible to participate in the Group Life Insurance policy have the right to continue to participate in the same plan(s) for up to 18 months. The continuation applies to the employee and the Dependents for up to 18 months after the employee ceases to be a Member because of a voluntary or involuntary layoff, whether partial or total, or termination of employment.
Discovery Benefits, working on behalf of Concordia College, will contact an employee concerning these options at the time termination occurs or when work hours are reduced. Discovery Benefits will also contact an employee's qualified beneficiaries in the event of the employee's death. However, in the event that an employee becomes divorced or legally separated, or one of the employee's dependents ceases to be eligible for coverage under Concordia's group health insurance plans, the employee and/or his or her dependent are responsible for contacting the Human Resources Office within 31 days of the event to discuss continuation rights.
(Eligibility .5 FTE or more)
The dental plan provides coverage administered through Metropolitan Life Insurance Company "MetLife". Employees may select either single coverage or a family plan, which includes coverage for spouse and dependent children. Dental insurance does provide an orthodontic coverage option which is available for dependents age 8-18. A rate schedule is available from Human Resources. Employees pay the premium based on the plan chosen.
EMPLOYEE ASSISTANCE PROGRAM
Eligibility .5 FTE or greater
Concordia's Employee Assistance Program (EAP) provides employees confidential assistance with a wide variety of concerns including individual, family or relationship concerns, legal questions and consultation, work concerns, career issues, financial concerns, elder care and childcare concerns, chemical dependency, stress, anxiety, and depression.
EAP services may be accessed in two ways; an employee may refer themselves or be referred by their supervisor. If encouraged to attend by a supervisor the employee's confidentiality is maintained between the supervisor and the EAP in a way that does not jeopardize the employee's confidentiality but assures the supervisor that the employee is obtaining the necessary assistance.
This service is available 24 hours a day, 365 days a year. The confidential contact information is:
Company Name: abili
FLEXIBLE SPENDING ACCOUNTS
Eligibility .5 FTE or more
Medical Spending Accounts are an avenue for employees to set aside pre-tax dollars for eligible medical and dental expenses that are not covered by insurance. Concordia’s medical spending accounts may also be used for eligible medical and dental expenses for legal spouse and/or eligible dependents, even if they are not covered by Concordia’s medical and/or dental plans. Funds not used (services not rendered) during the calendar year will be forfeited in accordance with IRS regulations and official Plan Documents. This benefit has a minimum contribution amount of $100/year and a maximum of $3,600/year. In 2013 the maximum will be $2,500 as required by Healthcare Reform.
Dependent Care Spending Accounts are an avenue for employees to set aside pre-tax dollars for dependent care expenses. Dependents include children up to 13 years of age, and other eligible dependents (regardless of age) who require such care. Funds not used (services not rendered) during the calendar year will be forfeited in accordance with IRS regulations and official Plan Documents. This benefit has a minimum contribution amount of $250/year and a maximum of $5,000/year.
Eligibility .5 FTE or more
Concordia offers two medical plan options to employees that are administered through Blue Cross and Blue Shield of Minnesota. Employees may select either single coverage or a family plan, which includes coverage for spouse and dependent children.
Eligibility .75 FTE or more
Full-time, benefit eligible employees receive life insurance coverage on the first of the month following the date of hire or immediately if the date of hire is the first of the month. Concordia's life insurance provider is the Standard.
Employee Coverage - is provided at no cost to full-time employees in the amount of 1x their annual base salary, to a maximum benefit of $500,000. Life insurance coverage provides payment to employee's beneficiary in the event of death. In the case of a terminal illness, life insurance proceeds may be accelerated.
Supplemental Life - the employee may purchase an additional 1x or 2x their annual salary to a maximum of $300,000 without evidence of insurability, if the employee signs up for the insurance at the time of hire (within 30 days of start date). Up to $600,000 of additional coverage may be purchased, with evidence of insurability required after $300,000.
Spousal and Dependent Insurance - can be purchased only when an employee is enrolled in optional supplemental insurance for themselves. Spouse insurance is available in units of $5,000 increments up to $300,000, not to exceed 100 percent of the employee's life coverage. The rates for spousal coverage are based on the spouse's age. Evidence of insurability is required for any amounts greater than $50,000.
Dependent insurance can be purchased by the employee at $.60 per family for $10,000 of coverage for each dependent.
LONG-TERM DISABILITY INSURANCE
Eligibility .75 FTE or more
Full-time, benefit eligible employees are eligible to enroll in long-term disability (LTD) coverage on the first of the month following the date of hire or immediately if the date of hire is the first of the month. Concordia's LTD provider is the Hartford.
Employees must be unable to work for six consecutive months before they are eligible to receive a benefit under the LTD plan. Application for this benefit must be made to the LTD insurance carrier and can be completed at Human Resources. It is recommended that the application be completed during the 4th consecutive month of the absence from work. The approval of a disability is granted solely by the insurance carrier. Concordia has no liability to employees if long-term disability benefits are denied.
The long-term disability benefit pays 60% of base salary for the period during which the employee is entitled to disability benefits, up to a maximum of $4,500 per month. For more information, please review the LTD summary plan document.
Partnering with TIAA-CREF, Concordia offers employees two options in saving for retirement.
Retirement Annuity (RA) - after one year of employment with Concordia, employees are eligible for the employer match contribution of seven percent of the employee's gross salary when the employee contributes five percent of their salary. Employees who work at least 1,000 hours annually are eligible for the RA.
The one year waiting period will be waived for employees who have worked at least one year and at least 1,000 hours or in the past 12 months at the following defined organization immediately prior to employment with Concordia:
a) educational organization;
b) organization meets the eligibility requirements of Code Section 403(b)(1);
c) a teaching institution,
d) an institution of higher education;
e) a non-profit (research) institution.
The annuity is fully "vested" immediately. This means both the employee and employer contributions are permanently part of the employee's personal retirement fund even though the employee may terminate employment with Concordia. Tax shelter for contributions is available.
Group Supplemental Retirement Annuity (GSRA) - employees are eligible to enroll in TIAA-CREF's GSRA immediately upon beginning employment with Concordia. This option is entirely contributed to by the employee on a voluntary basis. Interested employees should contact Human Resources for more information.
Advice and Planning Resources
Objective investment advice based on employees' individual needs (including life stage and career stage) is the cornerstone of TIAA-CREF's suite of advice services. To enhance employees' retirement readiness, they offer personalized, objective advice on all funds they recordkeep on their platform. This is delivered by noncommissioned advisors and consultants to help ensure the participants' best interests are always being served. All participants, regardless of their portfolio size, have the opportunity to receive objective advice from licensed advisors and consultants who understand participants' individual situations and help them make decisions appropriate for them based on their retirement goals.
TIAA-CREF partners with Ibbotson Associates, an independent, industry-leading investment authority, to ensure the objectivity of their advice offering.
TIAA-CREF Advisors offer on campus individual counseling sessions. The service offers participants specific retirement plan contribution strategies, asset allocation and fund-level investment recommendations, as well as a determination of whether or not a participant is on track to reach his or her retirement goals. After meeting with a Counselor, participants receive a customized report with the Counselor's analysis and recommendations followed by a phone call to answer any questions.
Participants can also speak with knowledgeable TIAA-CREF consultants who can explain the recommendations in detail - over the phone. You may also request a personal appointment with a TIAA-CREF financial consultant to assess your unique financial situation.
TIAA-CREF's suite of online tools and calculators can help participants determine the best approach to meeting their objectives including savings rates and asset allocation.
Web seminars provide a convenient alternative for those who cannot or do not want to attend a live seminar.
- New Employees
- Just Starting Out
- A Tax-Smart Way to Save for Retirement
- Investment Check-up
- Employees With 10 or More Years Before Retirement
- Are You On Target? Meeting Financial Challenges at Midcareer
- Ready, Set, Retire! Five to 10 Years Away from Retirement
- Retirement Countdown: One Year Until Retirement
- Staying on Track in a Volatile Market
- How Strength and Stability Can Benefit You
- Money Management Myths
- Part I - Savings Myths
- Part II - Investment Myths
- Retirement Goal Evaluator
- Asset Allocation Evaluation
- Retirement Illustrations
- Tax-Deferred Annuity (TDA) Calculator
More information regarding Concordia's TIAA-CREF accounts can be found online or by calling 800 732-8353 Monday - Friday, 8 a.m. to 8 p.m. (ET).
TRAVEL ASSISTANCE PROGRAM
Concordia College offers employees emergency travel assistance services provided by Travel Assist. This service is not insurance, but a worldwide emergency medical service that can provide help in times of crisis. When working or traveling on business or pleasure 100 or more miles away from home or outside of their home country, you may qualify. For a full listing of services see the International Travel Insurance Q & A Fact Sheet.
Concordia College's tuition waiver benefit provides continuing opportunities for education development for eligible employees, their spouses and dependent children.Employee Continuing Education (Eligibility .50 FTE or more)
Concordia College encourages the enhancement of personal development and education. The College provides the following opportunities.
- Employees may take one class per semester at Concordia College with a 90 percent discount. Classes must be scheduled in accordance with the work needs of the department, and arranged in advance with supervisor. To take advantage of this program, a Concordia College Tuition Allowance Request form located on the HR website must be completed and returned to Human Resources.
- In-service training is regularly scheduled.
- Attendance at seminars, conferences and workshops may be financed or partially financed by the College when deemed beneficial.
Concordia Tuition Allowance (Spouse and Dependents) (Eligibility .5 FTE or more)
Spouses and dependents, including legally adopted children and stepchildren, of Concordia College employees are eligible for a Concordia College tuition allowance. The tuition allowance is for tuition only and does not include room, board and fees. The tuition allowance is granted as follows:
|Discount x FTE|
|1st Year - no discount|
|2nd Year - 23% discount x FTE|
|3rd Year - 45% discount x FTE|
|4th Year - 68% discount x FTE|
|5th Year - 90% discount x FTE|
Tuition discount applies to May Seminar, Summer Session I and II, and the Fall and Spring Semesters. Once a student has been accepted through admissions or approved for attending May Seminar, the parent/employee can apply for the tuition discount by completing the Concordia College Tuition Allowance Request form and sending to Human Resources.
An applicant for tuition allowance must apply annually for financial aid as tuition allowance is not intended to replace gift assistance available from state, federal or private sources. Students are also encouraged to apply for the competitive, merit-based scholarships at Concordia. If selected for one, the value of the scholarship can be added to the tuition benefit until the combination of both equals 100% of tuition. If the student is receiving external financial aid, the value of all gift assistance is capped at comprehensive (tuition, fees, room and board).
Spouses may take one class per semester at a 90% tuition discount. When a spouse takes more than one class per semester they can receive a 90% discount on one class or a discount on all classes based on the schedule above.
Language Villages - Summer Program (Eligibility .5 FTE or more)
Concordia College's Language Village tuition discount benefit provides opportunities for language development for dependent children of eligible employees in the summer youth programs.
Tuition discount applies towards one residential summer program (subject to availability), per calendar year, per dependent and is based on the portion of registration fees that is apportioned to tuition only. The registration fees are comprised of 80% tuition and 20% room and board. An option to send a child for a second summer youth session, may be available.
The parent/employee can apply for the tuition discount by completing the Language Village Tuition Discount form and forwarding to Human Resources.
The tuition discount is granted as follows and is apportioned to the tuition portion only:
|Discount x FTE|
|1st Year - no discount|
|2nd Year - 23% discount x FTE|
|3rd Year - 45% discount x FTE|
|4th Year - 68% discount x FTE|
|5th Year - 90% discount x FTE|
Language Villages - Adult & Family Programs (Eligibility .5 FTE or more)
Concordia College invites and encourages employees of the college to participate in Adult and Family programs offered by the Language Villages during the academic year. Benefits include:
- Introducing family members to the importance and adventure of language studies.
- Advancing language studies for those with prior experience and/or heritage connections.
- Experiencing the language and culture immersion programs of Concordia Language Villages first hand.
To support participation in Adult and Family programs, Concordia Language Villages offers the following discount policy to regular employees (minimum .50 FTE status).
- 1st through 3rd year of service to the college: 30% discount off the published program fees for adults.
- 4th year of service and beyond to the college: 50% discount off the published program fees for adults.
Please also note the following:
- Each program can accept no more than 10% of college employee participants at discounted rates. This is determined on a first-come, first-served basis.
- The discount policy for adult and family programs applies only to the employee and their spouse. Since the fee for children attending family programs is already discounted significantly, there are no discounts on those published rates.
- Concordia Language Villages reserves the right to make changes to this policy. Call the Bemidji office at 1-800-450-2214 for the latest information and availability of discounted slots.
- It is important to note that this discount policy only applies to regular employees of the college and not to (1) staff contracted for the summer programs. (2) staff contracted for programs during the academic year, or (3) on call employees.
TUITION EXCHANGE OPPORTUNITIES
Children of employees with one year of service are eligible for three other tuition exchange programs. Dependents must meet the IRS definition of a qualifying child. Qualified dependent children must fulfill all criteria for admission and meet deadlines as established by the college they wish to attend. The student is responsible for all non-tuition expenses: room, board, fees, books, etc.
Council of Independent Colleges Tuition Exchange Program (CIC-TEP)
(Eligibility .75 FTE or greater and at the 90% Concordia College tuition discount step)
CIC-TEP is a national network of 350+ private, four-year colleges and universities. The CIC-TEP provides an opportunity for the children of eligible Concordia employees to attend one of the participating CIC-TEP schools, tuition free, for full-time undergraduate study.
Eligible employees are required to complete a CIC-TEP Participation Form and a Tuition Discount Interest and Eligibility Form (available on the HR website) as the student is applying to the various institutions participating in the CIC Tuition Exchange Program. Completed forms should be returned to the Human Resources office. The Concordia Human Resources Office certifies the student's eligibility for the waiver and forwards it to each institution to which the student has applied. The importing school(s) decide(s) whether to accept, reject or wait list the student. This is a competitive program and schools may select participants based on academic achievement.
CIC-TEP tuition waiver, when granted, is for one year. The employee must reapply each year, no later than February 1st by completing a new CIC-TEP Application form.
ELCA Tuition Program
(Eligibility .5 FTE or greater and at least one year of service)
Concordia College is a participant in a tuition exchange program with other ELCA Colleges that allow dependent children of employees to receive tuition waivers at other ELCA schools. The amount of the waiver varies by institution, and the "host" institution has the authority to establish policies regarding the student's eligibility, amount of the waiver, and how many waivers will be awarded.
Eligible employees are required to complete an ELCA Tuition Exchange Program Application form and a Tuition Discount Interest and Eligibility Form (available on the HR website) as the student is applying to the various institutions participating in the ELCA tuition exchange program. Completed forms should be returned to the Human Resources office. The Concordia Human Resources Office certifies the student's eligibility for the waiver and forwards it to each institution to which the student has applied. The employee must reapply each year, no later than April 15th, by completing a new ELCA Tuition Exchange Program Application form.
(Eligibility 1.0 FTE and at the 90% Concordia College tuition discount step)
Students who are eligible dependents of Concordia employees, who are eligible for the full tuition waiver (1.0 FTE and 90%) may apply for the Tuition Exchange program. The Tuition Exchange program is for first time, undergraduate dependents who are applying for enrollment at one of the participating colleges/universities. There is a limited number of dependents accepted for the program and the selection is based on the employee's seniority date and FTE employment status during Concordia career, maintained in Human Resources. A Tuition Discount Interest and Eligibility Form, located on HR website, must be completed and returned to the Office of Human Resources no later than (October 15th) for the following academic year. This waiver is limited to one child per family.
Oak Grove Lutheran School
(Eligibility .5 FTE or greater)
Tuition reduction may be granted to children of Concordia College employees. For purposes of this tuition program, children are defined as those naturally born, legally adopted or dependent on the employee through marriage.
Participants in the tuition program must meet the regular admission requirements for Oak Grove. The tuition reduction is applicable to tuition only. Other charges such as pre-kindergarten enrollment, housing fees, application fee, books, music lessons, etc. are not included. Recipients for tuition reduction remain eligible for scholarships administered by Oak Grove. An Oak Grove Application for Tuition Reduction, located on HR website, must be completed and returned to the Human Resources Office. Tuition reduction will be granted as follows:
|Discount x FTE|
|1st Year - no discount|
|2nd Year - 10% discount x FTE|
|3rd Year - 20% discount x FTE|
|4th Year - 30% discount x FTE|
|5th Year - 40% discount x FTE|
|6th Year - 50% discount x FTE|
The workers' compensation system provides benefits if you become injured or ill from your job. Workers' compensation covers injuries or illnesses caused or made worse by work or the workplace. Workers' compensation benefits are paid regardless of any fault of either the employer or employee. Your employer pays the cost of the insurance.
Concordia also offers a preventative chiropractic care program through workers' compensation - designed to help keep you healthy and prevent accidents.
- Workers' compensation pays for:
- Medical care related to the injury, as long as it is reasonable and necessary
- Wage-loss benefits for part of your income loss
- Benefits for permanent damage to a body function
- Benefits to your dependents if you die of a work injury
- Vocational rehabilitation services if you cannot return to your job or to the employer you had before your injury