This page refers to benefits for members of UAW Local 2110 staff in accordance with the CBA. The benefits on this page are not applicable to contingent faculty in UAW Local 2110 Barnard Contingent Faculty Union (BCF-UAW). BCF-UAW members can click here for more information about that collective bargaining agreement and available benefits.
Except as noted, health care benefits are available to regular full-time employees and regular part-time employees. Regular part-time employees receive other benefits on a pro-rata basis.
The complete Barnard health care program has three components: Medical Services, Drugs, and Dental. Benefits begin on the first day of the month following three full months of employment.
1. Employees hired between March 4, 1993 and June 30, 2005 who work from 10 to 17.49 hours per work are eligible for individual coverage only at no premium cost. Employees who work 17.5 hours or more per week are eligible for individual coverage or for family coverage, if they have dependents, at no premium cost.
2. (a) Employees hired on or after July 1, 2005 who work a regular schedule between 28 and 35 hours per week are eligible for either individual or family coverage at no premium cost.
(b) Employees hired on or after July 1, 2005, who work a regular schedule between 17.5 and 27.99 hours per week are entitled to individual coverage at no cost. They may elect family coverage for a copay of 50% of the premium for the first 5 years of employment, 25% thereafter.
(c) Employees hired on or after July 1, 2005, who work a regular schedule between 10 to 17.49 hours per week are entitled to individual coverage only for a copay of 50% of the premium for the first 5 years of employment, 25% thereafter.
The Group Health Incorporated (GHI) medical plan provides benefits in one of two ways depending on where and from whom the covered employee seeks services.
On the one hand, GHI can function as a preferred provider network which provides 100% coverage less a modest co-payment for some services such as prescriptions and office visits. Since care under this option is provided by GHI’s extensive network of doctors, there are no deductibles nor are there any claim forms. This is called “in-network.”
On the other hand, GHI can function as traditional indemnity insurance allowing the participants to use doctors of their own choosing with reimbursement subject to the usual controls such as annual deductibles and reasonable and customary limitations. The claimant must complete claim forms. This is called “out-of-network.”
On the GHI prescription drug program the employee pays $5 for generic and $10 for preferred-brand drugs and $25 for non-preferred brand drugs at participating pharmacies. A mail order program is available for maintenance drugs for $0 copayment.
Dental coverage is provided by Group Health Incorporated (GHI). Basic dental benefits are provided for employees and their dependents according to a fee schedule.
An annual eye exam can help manage your overall health and wellbeing. It can spot the early signs of serious health conditions like diabetes and high blood pressure, so you can be treated sooner, rather than later. EyeMed makes it easy for you to visit one of their participating doctors in their network for your annual eye exam. You will also have access to the top six national retail chains as in-network options, including LensCrafters, Sears Optical, Target Optical, JC Penny Optical, and most Pearle Vision locations. EyeMed provides an annual eye exam at no cost and an allowance for frames or contacts once every 12 months. Coverage for non-network services are limited.
Waiver of Coverage - An employee who is eligible for health insurance coverage and waives such coverage will receive a monthly payment of $200 ($2,400 annually) for single coverage or $400 ($4,800 annually) for multiple/family coverage in lieu of benefits. In order to be eligible for this payment, the employee must submit annually satisfactory proof of coverage under another health insurance plan. Employees who waive coverage may terminate the waiver and elect coverage if there is a change in the employee’s spouse’s employment status that results in loss of coverage. This waiver of coverage is not available to employees whose spouses work for Barnard.
Adjustment of Coverage - Subsequent to initial enrollment, additions to, or adjustments in coverage may occur only during open enrollment periods (usually the first calendar month of the year) or if there has been a life status change such as marriage, birth of a child, or loss of a spouse’s job. Dependents may be dropped from coverage at any time.
Termination of Coverage - Termination provisions for unmarried dependent children, students and non-students age 26 and above vary under the several plans (medical/drug and dental) that make up the complete health care program. Specific information is available in the individual plan documents or from the Benefits Manager in the Human Resources Department. Finally, for terminating employees, coverage ends on the last day of the month in which their final day on payroll falls.
COBRA and Conversion Privileges - Under the Consolidated Omnibus Budget Reconciliation Act of 1985, employees who terminate employment under conditions other than gross misconduct may elect to remain in the group medical plans for 18 months from their termination date, or 29 months if termination is due to disability under certain conditions. The employee must notify ADP COBRA Services, 1-800-526-2720 or https://www.benedirect.adp.com of such election within 60 days of termination and must make payment retroactive to the first date of COBRA coverage within a period ending forty-five days after such election. Subsequent payments must be made monthly. In addition, eligible dependents covered by the plans may remain in the group for a period of up to 36 months if continuation coverage is due to the death of the employee, divorce or legal separation, or loss of eligibility due to reaching maximum plan age or becoming entitled to and applying for Medicare.
Employees are permitted to enroll in Barnard’s Flexible Spending Account plan for childcare. The College pays the administrative fees. A yearly childcare subsidy is available to eligible employees with children under age 13.
Employee Assistance Program
We are pleased to announce our new Employee Assistance Program through Humana (formerly known as "Harris Rotherberg International, Inc"). We encourage your participation in this program and take advantage of the available resources provided. This program is available to you at no cost. You may contact Humana at 800-448-4358 or at www.hriworld.com
Short Term Disability Insurance:
As mandated by the State of New York, Barnard employees are covered by Short Term Disability Insurance. In the College’s case this insurance is provided by CIGNA. It provides a benefit of 50% of the employee’s weekly salary up to a maximum of $170 per week for any non-occupational illness or injury, including maternity. These benefits will be paid for a period of up to 26 weeks depending on the severity of the illness. In order that a claim for New York State Disability Benefits can be filed with CIGNA in a timely fashion, employees who are, or expect to be, absent from work due to disabling illness for five consecutive days or more must contact the Office of Human Resources at the earliest possible moment.
Employees are covered by CIGNA with a group term life policy. The face amount of an employee’s coverage is $7,500.
Inception - The life insurance benefit begins on the first day of the month following completion of three months of employment.
Beneficiaries - Employees designate the beneficiary (ies) and may change that designation at any time.
Seniors - For active employees over age 65, the amount of life insurance will be reduced in compliance with current plan provisions. The plan provides for additional reductions after age 70.
Barnard College provides two retirement plans: the Basic Retirement Annuity Plan and the Supplemental Retirement Annuity Plan. Both of these plans are administered by Teachers Insurance and Annuity Association - College Retirement Equity Fund (TIAA-CREF).
Basic Retirement Annuity:
Contributions to the Basic Retirement Annuity plan are made by Barnard. All regular employees performing 520 or more hours of service per year participate in the retirement plan if they have satisfied the eligibility requirements that are as follows:
1. Employees hired on or before September 30, 2002 must have completed two (2) years of required service with the College and attained the age of twenty-one (21).
2. Employees hired on or after October 1, 2002, must have completed one (1) year of required service with the College and attained the age of twenty-one (21).
Eligible employees will begin participation on the January 1st or July 1st following their 1 or 2 year anniversary date, as described above.
Credit for prior service –
1. Employees hired on or before September 30, 2002 with two (2) years of required service at an institution of higher education during the twenty-four (24) month period directly preceding their date of employment at the College may begin participation immediately.
2. Employees hired on or after October 1, 2002 with one (1) year of required service at an institution of higher education during the twelve (12) month period directly preceding their date of employment at the College may begin participation immediately.
Employees are requested to notify the Human Resources Department if one of these exceptions applies.
Contributions and vesting –
1. For eligible employees hired on or before September 30, 2002, the College contributes 8% up to the then current “break point” of earnings during each plan year (July 1 to June 30) and 12% of earnings in excess of that break point. These eligible employees are immediately vested in the College’s contribution.
2. For eligible employees hired between October 1, 2002 and July 31, 2009, the College contributes 8% of earnings during each plan year for years two (2) through four (4) of employment. Effective with the employee’s fifth (5th) anniversary of employment, the College contributes 8% up to the then current “break point” of earnings during each plan year (July 1 to June 30) and 12% of earnings in excess of the break point. These eligible employees vest in the College’s contribution following five (5) years of service.
3. For eligible employees hired on or after August 1, 2009, the College contributes 2% of earnings during each plan year for years one (1) through four (4) of employment. Effective with the employee's fifth (5th) anniversary of employment, the College contributes 8% up to the then current "break point" of earnings during each plan year (July 1 to June 30) and 12% of earnings in excess of the break point. Those eligible employees vest in the College's contribution as follows: beginning in eligibility year two (2) the employee is vested at 20%; beginning in eligibility year three (3) the employee is vested at 40%; beginning in eligibility year four (4) the employee is vested at 60%; beginning in eligibility year five (5) the employee is vested at 80%; and begining in eligibility year six (6) the employee is fully vested at 100%.
Supplemental Retirement Annuity:
Both full-time and part-time employees may also elect to contribute to a supplemental tax-deferred annuity. These contributions are made pre-tax and require that the employee execute an authorizing Salary Reduction Agreement, which is available from the Human Resources Department. Employees can elect to contribute any amount up to an allowable maximum set by regulation and calculated by TIAA-CREF in each specific case. There is no waiting period. The plan includes a loan provision. Details are available from the Human Resources Department.
Full-time employees hired on/after January 1, 1984 who have completed a 90 day probationary period receive an allowance for a maximum of fifteen credits per year for courses which are a part of a program of study leading to a degree or certificate, individual academic courses for which credit is given, and individual courses that are job related. Such courses must be taken at accredited institutions of higher education or recognized business or trade schools.
Full-time twelve month employees receive 15 credits per year.
Full-time nine and ten month employees receive 12 credits per year.
Part-time employees receive pro-rata benefits.
Effective January 1, 2003, there will be a cap of $1,000 per calendar year per employee for non-job related certificate programs. For non-job related individual academic courses, the College will pay an individual an amount per semester not to exceed the total cost of three (3) Columbia School of General Studies undergraduate credits then in effect.
If you have additional questions regarding tuition, please refer to the Local 2110 contract or contact the Office of Human Resources.
As required currently by law, tuition benefits for graduate school in excess of $5,250 per calendar year are considered taxable income to the employee, and taxes will be withheld from the employee's paycheck when appropriate.
Daughters of full-time employees who are accepted for admission to Barnard under the normal admission procedures shall be entitled to eight (8) semesters of full tuition.
Eligibility, for Fall and Spring semesters, depends upon several factors. Further information is available from the Human Resources Department.
Paid Time Off
All employees hired on/after January 1, 1984 earn two days per month for each full month of service up to a maximum of 24 days per year. Vacation time will be accrued but cannot be taken during the first six months of employment. Further, no more than 24 vacation days may be carried over from one fiscal year (July 1 to June 30) to the next.
Employees, after thirty (30) days of employment shall be entitled to paid holidays within each calendar year as follows: New Year’s Day; Martin Luther King, Jr. Day; Memorial Day; Independence Day; Labor Day; Election Day; Thanksgiving Day; Day After Thanksgiving; Christmas Eve; Christmas Day; and New Year’s Eve.
Regular part-time employees are paid for each of the above holidays on a pro-rata basis even if they are not scheduled to work.
Floating - In addition to scheduled holidays, employees receive three floating holidays per year; those hired after January 1st receive two days for the first fiscal year ending June 30th. Nine and ten-month employees receive two floating holidays per year; those hired after January 1st receive one day for the first fiscal year ending June 30th.
During the first year of employment, upon completion of the probationary period, employees shall receive five (5) paid sick leave days. Employees after one (1) year of employment, shall be entitled to ten (10) paid sick leave days. Credits may be used in units of 1/2 days (3 1/2 hours) but not less than 1/2 days. In addition to the current year’s entitlement, a maximum of 60 days unused sick leave may be carried from one year to the next. Therefore, the total maximum an employee will ever have available, including carryover and current year’s sick leave, is 70 days.
Commutation Benefit Program
The College offers employees the opportunity to use pre-tax dollars to pay certain commuting costs. Employees who join the program can exclude up to $255 per month pre-tax for the purchase of Metrocards and transit passes. For those who drive or car-pool, the program can be applied to the lesser of the actual authorized parking costs or $255 per month. Complete details on the commutation program are available from the ADP website https://myspendingaccount.wageworks.com or 1-800-654-6695.
In addition to Short Term Disability (discussed above), there are four other mandated programs. These are:
Family and Medical Leave:
The Family and Medical Leave Act of 1993 requires that eligible employees be given up to 12 weeks of unpaid, job protected leave during any 12 month period for the birth and first-year care of a child; the adoption or foster placement of a child; the serious medical condition of the employee’s spouse, child, or parent; or the employee’s own serious medical condition. Both the employer and the employee have certain rights under the act. The Human Resources Department can be contacted for further information.
Social Security is a federal program of retirement, disability, survivor and health related benefits covering most staff. Contributions to Social Security are shared by the College and the employee.
Income protection, medical benefits and survivor benefits are provided for job related illnesses and injuries. This mandated coverage is provided to the college by CHUBB and is independent of the health care coverage provided by GHI. For this reason, among others, any job related injury or illness must be reported immediately to the responsible supervisor, department chair or director and to the Human Resources Department.
Staff and faculty who become unemployed through no fault of their own and are able and available to work, but unsuccessful in finding employment, may be eligible to receive a weekly benefit in accordance with New York State law.
Chase Banking: Chase checking and savings with no balance required, fee waived banking, when you set up direct deposit. Benefits include debit card, on-line banking, credit cards, access to mortgage and home equity loans and other banking services.
Health Club Membership: Faculty and staff can secure discounted health club memberships through GlobalFit Corporate Fitness.
New Employees are urged to review and understand their first pay stubs to assure themselves that their elections of benefits have been correctly recorded. Questions may be referred to Human Resources Department.
This information must be read in conjunction with the terms of the collective bargaining agreement between Barnard College and Local 2110, UAW, a copy of which is available from the Union’s Unit Chairperson. In the event of a discrepancy between this web site and the collective bargaining agreement, the agreement shall govern.