Health and Welfare Benefits

Get an overview of Fisher’s insurance benefits including health and dental insurance, domestic partner coverage, and flexible spending accounts below.

Health Coverage

You may choose one of the following three plan options or you may decline medical coverage:

  • Excellus BlueEPO (EPO J)
  • Excellus Healthy Blue Hybrid
  • Excellus BluePPO (HDHP)

Plan and Rate Options

Not Enrolling in Medical Coverage

Employees who can attest to having other group health insurance may elect to opt out of St John Fisher College's medical coverage. Employees who elect to opt out will receive $1,700 annually. The amount of $70.83 will be credited to 24 paychecks as taxable income over the plan year. You need to waive medical coverage in the benefits enrollment system in order to receive the $1,700 annual opt-out.

Additional Information

Dental Coverage

You may choose one of the following two plan options or you may decline dental coverage:

  • Excellus Smile Saver I - No Orthodontia
  • Excellus Smile Saver IV

Plan and Rate Options

Vision Coverage

You may choose the following vision plan or you may decline vision coverage:

  • VSP Vision

Plan and Rate Options

Health Savings Account

A Health Savings Account (HSA) provides a way for you to designate pre-tax dollars to pay for certain medical expenses. You must be enrolled in BluePPO (HDHP) to be eligible for the HSA.

Eligible employees who elect employee only BluePPO (HDHP) coverage will receive an annual College contribution of $500; employees who elect employee/child(ren) or family coverage will receive an annual contribution of $1,000 in 2018. Employees may contribute pre-tax monies up to $2,950 for single coverage and $5,900 for employee/child(ren), or family coverage. In 2017, those contributions were $2,900 and $5,750, respectively. Employees age 55 and over also may contribute up to an additional $1,000 as a catch-up provision. If you are age 65 or older and enrolled in Medicare Part A or B, you cannot contribute to an HSA. If you have selected the Healthy Blue Hybrid, BlueEPO (EPO J), or waived medical coverage, you are not eligible for this benefit.

Flexible Spending Account (FSA)

A Flexible Spending Account (FSA) provides a way for you to designate pre-tax dollars to pay for certain medical expenses. If you enroll in the BluePPO (HDHP), you are not eligible for the Medical FSA. Domestic Partners are not eligible for this benefit.

The limit on the annual amount of reduction permitted for medical expense reimbursement cannot exceed the lesser of your earned income or $2,600 (2017) or $2,650 (2018) per household. Any claim submitted for an eligible medical expense cannot exceed the amount allocated for the plan year.

Dependent Care Flexible Spending Account (FSA)

The Dependent Care Flexible Spending Account Plan allows you to pay for dependent care expenses for children under the age of 13 or an older dependent who is physically and/or mentally incapable of self-care.

The limit on the annual amount of reduction permitted for dependent care expenses cannot be more than $5,000 ($2,500 if married filing separately) per household. Any claim submitted for an eligible dependent care expense cannot exceed the total amount currently available in your account at the time the claim is filed. Domestic Partners are not eligible for this benefit.

The Dependent Care Flexible Spending Account is separate from the health Flexible Spending Account and can be used for non-healthcare expenses related to your dependents (Example: Day care expenses for children under 13).

Basic Life Insurance

The College provides one times base salary of term life insurance to all eligible employees, up to maximum of $160,000.

You do not need to elect this coverage and employees do not contribute to the cost.

Supplemental Life Insurance

You may elect to purchase supplemental life insurance in increments of 1, 2, or 3 times your base annual salary, to a maximum of $300,000. The total Basic and Supplemental Life Insurance benefit cannot exceed $460,000. Life Insurance amounts are reduced at age 70.

If you are increasing your coverage or electing coverage for the first time, after your initial New Hire eligibility, you will need to submit Evidence of Insurability (EOI).

You will be able to access the Evidence of Insurability form in the enrollment system. Your new coverage amount will not go into effect until approved by the carrier.

If you elect supplemental life insurance for yourself, you will be eligible to pick up life insurance for a spouse/dependent.

Spouse and Dependent Life Insurance

If you elect supplemental life insurance for yourself, you will be eligible to elect life insurance for a spouse/dependent. If you elect coverage, eligible children are automatically covered up to age 21, or to age 25 if a full-time student. Domestic partners are not eligible for this benefit.

You may elect one of two levels of coverage:

  • $2,000 dependent/$4,000 spouse
  • $4,000 dependent/$10,000 spouse

Basic Accidental Death and Dismemberment (AD&D) Insurance

Accidental Death and Dismemberment Insurance (AD&D) pays your beneficiary a death benefit if you die due to a covered accident while you are insured. It also pays you a benefit for certain accidental injuries. AD&D covers losses that occur away from work or at work.

You do not need to elect this coverage and employees do not contribute to the cost.

Supplemental AD&D Insurance

Supplemental AD&D can be purchased in $10,000 increments on an after-tax basis. You may elect to purchase up to a maximum of 10 times your annual compensation to a maximum of $500,000 in benefit coverage. The amount reduces at age 70. Employees may purchase the insurance for themselves and their family members.

You may not cover your dependent if they dependent is covered as an employee under the policy. No person can be insured as a dependent of more than one employee under the policy. Your benefit will reduce on the January 1st after you turn age 70. Domestic partners are not eligible for this benefit.

This notice is provided for information purposes only for eligible faculty and staff, and does not constitute a legal contract. St. John Fisher College reserves the right to amend or terminate any of the plans or programs described in this notice at any time. Further, there may be certain coverage limitations or features based on carrier contract and/or College policy. In cases where discrepancies occur, the Plan Document or other relevant plan materials will be the ruling and binding instrument.