Regular full-time employees and regular employees who work at least half-time are eligible to participate in the College’s benefit programs. Requirements specific to each plan are available from the Human Resources Office.

Kalamazoo College provides health insurance coverage for eligible employees. Both the College and employee contribute to premiums for health insurance for the employee. Coverage for spouses, eligible dependents and domestic partners is also available. Spouses and partners with coverage available through their own employers are required to enroll in that coverage. The College does not contribute to the cost of dependent coverage for employees with less than a ¾ time appointment (.75 FTE). The employee’s share of the health insurance premium is taken on a pre-tax basis through a flexible benefit plan unless the employee waives this option.

Kalamazoo College provides basic term life insurance for eligible employees in the amount of two times annual base salary with a minimum coverage level of $50,000 and a maximum coverage level of $100,000. The basic life insurance program is noncontributory. In addition to the basic program employees may elect optional term life insurance at their own cost for the optional program through payroll deduction.

Kalamazoo College also provides long term disability insurance for eligible employees who have completed one year of service to the College which is waived if the employee is coming from comparable coverage with no more than 90 days lapse of coverage. The College pays 100% of the insurance premium, with the level of benefits determined by annual salary. Benefits in the event of disability is 60% of salary, integrated with social security benefits, following a six-month elimination period. This includes a monthly annuity premium benefit credited to the 403(b) plan.

Medical and term life insurance coverages take effect on the date of employment, provided the employee completes the required paper work within 30 days of that date. The Michigan Workers’ Compensation Act has provisions that govern the treatment of persons who suffer a work related injury. An employee in such circumstances should get immediate medical treatment and report to the Human Resources Office either directly or through the immediate supervisor.

A summary plan description for each benefit plan has been developed by the Human Resources Office to comply with the Employee Retirement Income Security Act
(ERISA). Brochures setting forth specific eligibility requirements, benefits provided, and claim procedures are also available.

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), a Federal law, requires that the College offer extended health-care coverage, at the group rate, under certain circumstances where coverage would otherwise end. The College will provide proper notice and information when circumstances require.

The College reserves the right to modify and/or terminate any group insurance plan at any time subject to the Federal laws and regulations governing such plan.