The College offers a generous and comprehensive benefits program for all benefits-eligible employees. Our benefits program consists of three IBC medical plans to include Keystone HMO, Personal Choice PPO, and Personal Choice High Deductible Plans; Davis vision; college dental panel plan; basic and voluntary life insurance; 403(b) retirement plan; Emeriti retirement health savings plan; tuition reimbursement; and long term care voluntary insurance.
2020 Benefits Summary
2023 Benefits Summary
Medical Plan Highlights
Eligibility: The College offers medical insurance coverage to full-time and part-time benefit-eligible employees in accordance with the federal Affordable Care Act. Employees working 30 hours per week over 9 months, are eligible for medical coverage at the “full-time premium rate.” Part-time employees working at least 1,000 hours per year, are eligible for medical coverage at the “part-time premium rate.”
The College offers three medical plan options, through Independence Blue Cross (IBC), for 2023, consisting of: Keystone HMO, Personal Choice PPO, and a High Deductible PPO Plan (HDHP) with HSA.
Differences between HMO (Health Maintenance Organization) and PPO (Preferred Provider Organization) plans include network size, ability to see specialists, costs, and out-of-network coverage. Compared to PPOs, HMOs typically cost less in premiums. However, PPOs generally offer greater flexibility in seeing specialists, have larger networks than HMOs, and offer some out-of-network coverage.
An HMO gives you access to certain doctors and hospitals within its network. A network is made up of providers that have agreed to lower their rates for plan members and also meet quality standards. But unlike PPO plans, care under an HMO plan is covered only if you see a provider within that HMO’s network. In addition, referrals are needed from a primary care physician in order to see specialists.
PPO plans provide more flexibility when selecting a doctor or hospital. Referrals from a primary care physician are not required in order to see specialists. PPO plans also feature a network of providers, but there are fewer restrictions on seeing “non-network” providers. In addition, the PPO insurance plan will cover some of your cost if you see a non-network provider, although it may be at a lower rate and with out-of-pocket cost.
A High Deductible Health Plan (HDHP) is a PPO-based plan and requires greater member out-of-pocket expense in exchange for lower monthly premiums. This plan also features a Health Savings Account (HSA).
Keystone HMO Plan
Health Maintenance Organization – Important points to remember about this plan:.
- Primary Care Physician (PCP) – You must select a PCP when enrolling, and treat with that physician before treating with a participating specialist.
- Referrals – Specific documentation required from your PCP, authorizing care at a participating specialist for covered services.
- Preapproval/Precertification - Approval from Independence Blue Cross (IBC) for non-emergency or elective hospital admissions and procedures prior to the admission or procedure. Your participating provider will contact Independence Blue Cross for authorization.
Personal Choice PPO Plan
Preferred Provider Organization – Important points to remember about this plan:
The Personal Choice PPO Plan provides you greater freedom of choice by allowing you to select from an expansive network of doctors and hospitals. You can maximize your coverage by accessing care through Personal Choice's network (In-network) of hospitals, doctors and specialists, or by accessing care through preferred providers that participate in the BlueCard PPO program across the country. With Personal Choice, you also have the freedom to select providers who do not participate in the Personal Choice network or BlueCard PPO program (Out-of-network). However, if you receive services from out-of-network providers, you will have higher out-of-pocket costs and may have to submit paid claims for reimbursement.
With Personal Choice PPO:
- You do not need to specify a Primary Care Physician (PCP)
- You never need a referral to see a specialist / you can go directly for care
High Deductible Health Plan (HDHP)
The PPO-based High Deductible Health Plan (HDHP) provides you greater freedom of choice by allowing you to select from an expansive network of doctors and hospitals. You can maximize your coverage by accessing in-network care through the Personal Choice PPO network of hospitals, doctors and specialists, or by accessing care through preferred providers that participate in the Blue Card® PPO program across the country. With the HDHP, you also have the freedom to select out-of-network providers who do not participate in the Personal Choice PPO network or BlueCard PPO program. However, if you receive services from out-of-network providers, you will have higher out-of-pocket costs and may have to submit paid claims for reimbursement.
With the HDHP:
- You are responsible for higher initial out-of-pocket expenses, because of the higher deductible
- You do not need to specify a Primary Care Physician (PCP)
- You never need a referral to see a specialist / you can go directly for care
Independence Blue Cross (IBC) COVID-19 Resources
In order to continue the sharing of information and resources from Independence Blue Cross regarding COVID-19 and your health, please vist IBC's COVID-19 webpage.
In addition, these additional resources (PDF) are available to you from Independence Blue Cross:
College Dental Plan
All new hires have a 1-year waiting period (from date of hire) before becoming eligible for coverage under the Clinical Dental Panel. Once eligible and enrolled, employees and their eligible dependents have access to five local participating Dental Panel providers, who provide an extensive list of covered dental services. Please refer to the Dental Panel summary of benefits and services.
Davis Vision Plan
The College offers Davis Vision for vision care insurance. Davis Vision offers members comprehensive routine eye care coverage, including discounted exams and corrective eyewear (frames / lenses and contact lenses). Benefits are maximized when using a participating Davis Vision Provider. For details regarding the plan please refer to the Davis Vision summary of benefits
For more information about Davis Vision and to locate vision providers, please visit the Davis Vision website.
Health Savings Account (HSA)
A Health Savings Account, or HSA, is an interest bearing “pretax” savings vehicle, which can be funded with either College, or employee pre-tax, contributions. It can be used to pay for qualified health care expenses on a tax-free basis. If elected, the employee’s contribution is deposited into this account during the year. (Changes to the contribution amount can be made during the year, subject to maximum IRS contribution limits.)
An HSA works very much like a flexible spending account (FSA) with some advantages. In addition to higher annual contribution limits versus an FSA, the money in the HSA account is fully owned by the employee, and the balance can be carried forward into future years without fear of forfeiture. Note: IRS guidelines prohibit an employee from participating in a health care FSA account if they are enrolled in the HDHP/HSA account option.
A Health Savings Account (HSA) is only available to employees enrolled in the High Deductible Health Plan (HDHP). In 2023, for full-time employees, the College will contribute $650 annually towards your HSA account for “employee only” coverage, and $1,300 annually for “family” (employee + 1 or more) coverage. Part-time employees will receive $325 for employee-only coverage, and $650 for family coverage.
The College HSA provider is Bank of America. Please refer to the Bank of America HSA webpage for further information and to review and manage your HSA account. Employees enrolling in the HSA account for 2023, for the first time, will receive a Welcome Kit from Bank of America with instructions on managing their account. View the 2023 HSA Brochure or learn about the Bank of America mobile app.
- New hires enrolling, after Open Enrollment, in an HSA account are not eligible for the College HSA contribution until the beginning of the following plan year - January 1.
- Persons currently enrolled in Medicare, or who will be enrolling in 2023, are not eligible for contributions to their HSA accounts. Please go to Bank of America for details.
- Qualified Medical Expenses
HSAs Empower Health Savings: As an HSA user, you save in several ways:
- Lower monthly health insurance premiums because of enrollment in the HDHP
- HSA contributions to your account are made before federal and FICA taxes
- You earn tax-free interest on HSA account balances
- HSA funds, used for qualified medical / health care expenses, are tax-free
HSA Funds Remain Yours to Grow
HSA funds are fully owned by the participant. Unlike flexible spending accounts (FSAs), the entire HSA balance remains yours to use even if you change health plans, retire, or leave the College. For further details regarding HSAs, please visit these links: benefits of HSA investing and HSA investment options.
HSA Contribution Limits
Plan year 2023 Annual Contribution Limits: Individual = $3,850 / Family = $7,700 (these amounts include the College contribution)
Age 55 Catch-up: An additional $1,000 contribution per year is allowable for employees who will be age 55 in 2023.
If you have a remaining balance in another HSA account, and would like to transfer that balance to your Bank of America HSA account, please refer to this Transfer Request Form.
Flexible Spending Account (FSA)
PayFlex is the administrator for the Flexible Spending Accounts program. This program allows employees to save money on a pre-tax basis to pay for unreimbursed (out-of-pocket) qualified health / medical care expenses, and certain dependent care expenses. In these accounts, you save a portion of your pay with pre-tax dollars (though payroll deduction), thereby reducing your federal income tax burden. Specifically, the plan allows you to contribute your own money, before federal income tax, Social Security tax, and state tax (exceptions apply) to accounts, which will then be used to reimburse you for qualified out-of-pocket health care or dependent care costs. Reimbursements are, in essence, the employee’s own money paid back tax-free. Note: IRS guidelines prohibit an employee from participating in a health care FSA account if they are enrolling in the HDHP/HSA option.
There are three (3) types of FSA accounts: Health Care Spending Account, Dependent Care Spending Account, and Limited-Purpose Spending Account.
Health Care FSA
You may have money deducted from your pay on a pre-tax basis to cover qualified medical expenses that are not covered by your medical, prescription drug, dental, or vision insurance. The annual Health Care flexible spending account contribution maximum for 2023 is $3,050. (A Grace Period exists to allow participants to incur claims through March 15, 2024, and submit them by March 31, 2024 against the 2023 plan year account balance.) Reminder: Because of the healthcare reform legislation, you may utilize funds in your medical flexible spending account to pay for qualified medical expenses for qualified dependents to age 26. Flexible spending accounts operate on a calendar year basis. If you wish to participate for 2023, you must enroll via Workday. An FSA debit card will be issued to all new members who are enrolling in the Health Care FSA for 2023. Important: The IRS applies a “forfeiture rule” to FSA accounts: If the amount in the FSA account is not used by the end of the calendar year (Dependent Care account), or by the end of the Grace Period (Health Care account) – that remaining balance is forfeited and returned to the College. Remember that you should only fund the flex accounts for eligible expenses that you “expect” to incur in 2023.
Great Reasons to Enroll In a Health Care FSA
- Contributions are made with pretax dollars from your paycheck, up to the Internal Revenue Service (IRS) limit of $3,050
- Your full contribution is available at the start of the plan year
- If you and your spouse both have a health care FSA, you can each contribute up to the IRS limit
- Pay for eligible health care expenses for you, your spouse and/or your tax dependents. Such expenses may include: Copays, coinsurance and deductibles, dental expenses like orthodontia, crowns and bridges; vision expenses like LASIK laser eye surgery, glasses and contacts; and prescription drugs
Dependent Care FSA
You may have money deducted from your pay on a pre-tax basis (federal tax) to cover the costs for qualified dependent care expenses. The maximum limit for the 2023 calendar year is $5,000 per family. You save money by paying for these expenses with pre-tax dollars.
What Are Some Benefits to Enrolling In A Dependent Care FSA?
- Contribute pretax dollars from your paycheck, up to the IRS limit of $5,000
- Funds are reimbursable to you for your dependent children up to age 13, or for a dependent spouse or adult dependent incapable of self-care
- Pay for eligible child and adult care expenses, such as: day care, before and after school care, preschool and nursery school, and summer day camp, etc.
Limited Purpose FSA
You may have money deducted from your pay on a pre-tax basis to cover qualified dental or vision care expenses. You must be enrolled in a HDHP and enrolled in an HSA in order to elect this type of FSA arrangement. The maximum annual contribution amount for a Limited Purpose FSA for 2023 is $3,050.
Limited purpose FSAs are available only for employees enrolled in the HDHP with an HSA Account. Eligible expenses may include:
- Dental and orthodontia care
- Vision care: including eyeglasses, contact lenses and LASIK laser eye surgery
For details regarding the FSA, please refer to our plan summaries:
Genworth Group Long Term Care Insurance (GTLC)
Long term care insurance is coverage that you can purchase directly through Genworth, on a "direct-bill" basis, in the event that you will need some form of long term care as you age. If, in the future, you are unable to perform certain everyday tasks by yourself, you will need long term care services or support.
Once a need for care has been established, long term care insurance helps cover the costs of care providers and support services in the location that’s right for you. Coverage helps fund not just in-home care, but can also be used to fund necessary home modifications. If you require an assisted living facility or nursing home, your coverage goes toward those costs. You choose the amount of coverage that’s right for you and then apply that coverage amount to the cost of the care you need.
UNUM Basic Life, Voluntary Life, & Long Term Disability Insurances
Basic Life Insurance
Eligibility: Employees working 35 or more hours per week over 9 months are eligible for all life insurance coverage options.
Eligible employees are provided Basic Group Term Life Insurance coverage, through Unum Insurance, in the amount of $50,000 at no cost. Coverage is effective on the first of the month following, or concurrent with, the first day of employment. (Age reductions begin at age 65.)
For details regarding Basic Life insurance coverage, please refer to the Certificate of Coverage.
Voluntary Life Insurance
Unum Insurance Company offers Voluntary Life insurance for employees over and above the non-contributory (free) Basic Life coverage already provided by the College.
New employees may purchase Voluntary Life and Accidental Death (AD&D) insurance in increments of $10,000, up to a maximum amount of $500,000 (but not to exceed 5 times annual salary). A maximum amount of $150,000 may be elected (not to exceed 5 times salary) without the need for medical insurability/ underwriting, as a new hire. Evidence of insurability (medical questionnaire from Unum) would be required if electing any amount greater than $150,000. Premiums, which are determined by the amount of the insurance taken and the age of the employee (based on age-banded rates), are fully paid by the employee through payroll deduction.
During the Open Enrollment period, employees may purchase voluntary life insurance in increments of $10,000, up to a maximum amount of $500,000 (but not to exceed 5 times annual salary). The completion of the Evidence of Insurability Form (a health questionnaire) may be required. If an employee previously elected Voluntary Life insurance (in an amount up to $140,000), they may elect $10,000 of additional coverage without providing evidence of insurability. However, amounts requested above $10,000, or total coverage amounts greater than $150,000, are subject to review, after the completion of the Evidence of Insurability Form.
*If you wish to make any changes to your current level of Voluntary Life and AD&D coverage, please complete the appropriate section through Workday. The health questionnaire, if required, will be available through a link in Workday.
Dependent Life Insurance/Accidental Death (AD&D)
Qualified benefit eligible employees may purchase Accidental Death Insurance (AD&D) for themselves, and Dependent Life Insurance and AD&D Insurance for their spouse/ partner and/or dependent children (to age 26). Coverage amounts are listed below:
- Employee: Up to 100% of Voluntary Life coverage, in increments of $10,000, not to exceed $500,000.
- Spouse/Partner: Up to 100% of employee Voluntary Life coverage, in increments of $5,000, not to exceed $500,000.
- Child: Up to 100% of employee Voluntary coverage, in increments of $2,000, not to exceed $10,000.
- Spouse/Partner: Up to 100% of employee Voluntary Life coverage, in increments of $5,000, not to exceed $500,000. (Note: Any request for new coverage, an increase to existing coverage greater than $5,000, or coverage greater than $25,000, requires Evidence of Insurability.)
- Dependent Child: Up to 100% of the employee Voluntary coverage, in increments of $2,000, not to exceed $10,000.
For details regarding Voluntary, Dependent, and AD&D insurance coverage, please refer to the Certficate of Coverage.
Employees electing certain amounts of Voluntary Life Insurance, or Dependent Life Insurance, may have to complete an Evidence of Insurability Form for Unum Insurance.
Long-Term Disability (LTD) Insurance
Eligibility: Employees working 35 hours per week over 9 months are eligible for LTD coverage.
Eligible employees are provided Long-term Disability Insurance (LTD) through Unum Insurance at no cost. This insurance provides income replacement benefits of up to 60% of base monthly earnings (maximum monthly benefits of $15,000). LTD insurance payments begin after a 180-day elimination period (considered Short-Term Disability) for a qualified medical condition which causes the employee an inability to perform the essential functions of their job resulting in a loss in earnings. LTD payments provide an income-replacement component, and a retirement plan contribution component. The duration of benefit payments depends on the age at which disability begins and may continue until Social Security Normal Retirement Age. (An EoI form must be completed and reviewed by UNUM prior to the approval of the increased life insurance amount.)
For details regarding Long Term Disability insurance coverage, please refer to the Certificate of Coverage.
403(b) Retirement Benefits
Upon meeting the eligibility requirements described below the College contributes an amount equal to 10% of base salary to a 403(b) defined contribution retirement plan for a full-time or part-time benefit-eligible employee.
Non-Exempt Staff Employees: College Retirement Contribution
Non-exempt staff employees must complete one year of service at Haverford College as a full-time or part-time, benefit-eligible employee (working at least 1,000 hours per calendar year) in order to receive the College’s contribution into their 403(b) defined contribution retirement plan.
Regular Exempt Faculty and Staff Employees: College Retirement Contribution
Exempt Faculty and Staff employees are eligible to receive the College’s contribution on their first day of hire as a full-time or part-time, benefit-eligible employee (working at least 1,000 hours per calendar year).
Fixed-Term Exempt Faculty and Staff Employees: College Retirement Contribution
Fixed-Term exempt Faculty and Staff employees must complete one year of service at Haverford College as a full-time or part-time, benefit-eligible employee (working at least 1,000 hours per calendar year), in order to receive the College’s contribution into their 403(b) defined contribution retirement plan.
The Haverford College Retirement Plan is a “defined contribution” plan covered under Section 403(b) of the Internal Revenue Code. All contributions to the plan, both Employer and Employee (voluntary pre-tax) are 100% and immediately vested. (Employee has full and immediate ownership of these contributions.)
In addition to the College’s contribution to the Plan described above, all employees may at any time begin making voluntary, pre-tax and tax-deferred, contributions to the 403(b) retirement plan. Employees must use Fidelity’s Net Benefits portal to initiate or revise payroll deductions for these voluntary contributions. Employees can also use Fidelity’s Net Benefits portal to direct and allocate contributions among the funds on the Fidelity platform.
Employees can select from a diverse investment fund lineup which collectively covers all major asset classes. If an investment fund is not specifically selected, the employee will be enrolled in a target-date investment fund as the default fund. Employees can choose investment funds on the Fidelity Investments fund platform. Fund and contribution allocations can be changed at any time of the year within the employee’s portfolio via the Fidelity NetBenefits website.
In-service distributions are permitted from the plan (all sources) upon attaining age 59 1⁄2. Loans and hardship withdrawals are also permitted from the plan subject to certain restrictions and limitations.
Fidelity NetBenefits - As the Master Administrator for Haverford College, employees must log into Net Benefits to add or change their contributions, and to view their fund allocations and balances. For assistance, please call Fidelity's customer service at 800-343-0860 or contact the Office of Human Resources.
Note: The College moved to Fidelity Investments as its single retirement plan service provider effective May 4, 2022. No new retirement plan contributions will be sent to TIAA after April 24, 2022.
TIAA legacy participants (annuity fund balances that remained at TIAA) may view and make changes to their account via the TIAA website. For assistance, please call TIAA's customer service at 800-842-2252 or contact the Office of Human Resources.
Emeriti Retirement Health Solutions
The College will automatically contribute $1000 per year (prorated per pay) to a TIAA Emeriti account for all benefit eligible employees who are 40 years of age. Employees become 100% vested after seven years of employment. The Emeriti funds are invested with TIAA and are designed to help you accumulate savings for healthcare expenses in retirement. You may also be able to make your own voluntary, after-tax contributions. In retirement (or at termination of employment if vested), you and your dependents may use the tax-free savings to pay for qualified medical expenses (QMEs).
Benefits of the Emeriti Retirement Health Savings
- Employer Contributions
Tax-free employer contributions for participants during active service
- Investment Earnings
Tax-free investment earnings for participants
- Participant Reimbursement
Tax-free participant reimbursement for qualified medical expenses in retirement
- Medicare Advantage Plans Available Upon Retirement
You may also have access to group retiree health insurance, underwritten by Aetna Life Insurance Company. Because the plans are designed exclusively for Emeriti, retirees get richer coverage, added benefits, and personalized one-on-one counseling to help you determine what plans are best for you and your dependents.
- Employer Contributions
Tuition Grant / Reduction Program
Eligibility: Employees (faculty, administrators, exempt and non-exempt staff) working 20 or more hours per week over 12 months (at least 1000 hours per year). (Fixed-term and temporary employees are excluded).
The College provides a Tuition Grant / Reduction benefit for qualified benefit-eligible employees who have held a benefits-eligible position for seven years preceding the utilization of the Tuition Grant benefit. This tuition benefit is available only for tax-qualified dependent children of the employee.
Once eligible, employees can receive a 50% tuition grant benefit (50% of the tuition of the school being attended, not to exceed 50% of Haverford’s tuition for that academic year). The maximum tuition grant benefit payable “per child” is 8 academic semesters (or its equivalent); the maximum grant benefit payable for “all children” is 16 academic semesters (or its equivalent). Please refer to the Tuition Grant / Reduction Policy.
The College provides approximately 14 paid holidays to benefit-eligible employees. The number of days may vary each year depending on the dates of observed holidays.
Independence Day - Monday, July 4, 2022
Labor Day - Monday, September 5, 2022
Thanksgiving - Thursday, November 24, 2022 and Friday, November 25, 2022
Winter Recess – Friday, December 23, 2022 through Monday, January 2, 2023
Martin Luther King Day - Monday, January 16, 2023
Spring Break - Thursday, March 9, 2023 and Friday, March 10, 2023
Memorial Day - Monday, May 29, 2023
Juneteenth National Independence Day – Monday, June 19, 2023
Independence Day – Tuesday, July 4, 2023
Labor Day - Monday, September 4, 2023
Thanksgiving - Thursday, November 23, 2023 and Friday, November 24, 2023
Winter Recess – Monday, December 25, 2023 through Tuesday, January 2, 2024
Martin Luther King Day - Monday, January 15, 2024
Spring Break - Thursday, March 14, 2024 and Friday, March 15, 2024
Memorial Day - Monday, May 27, 2024
Juneteenth National Independence Day – Wednesday, June 19, 2024
- Physical Therapy
Health Advocate, Inc. is a U.S. national health advocacy, patient advocacy and assistance company, offering a spectrum of services to help employees navigate the healthcare system and to facilitate interactions with insurers and providers. Health Advocate uses registered nurses, medical directors, and benefits specialists to assist employees in addressing a range of health care and health insurance issues. Personal health advocates can help members locate providers, address errors on medical bills, answer questions about coverage denials, and assist with insurance appeals. Visit online at healthadvocate.com/members, or call 1-866-695-8622.
RideEco is a College offered fringe benefit. It helps commuters pay for the cost of getting to work on public transportation. RideEco allows commuters to use pre-tax dollars to pay for their commute. Commuter benefits are fringe benefits that cover an employee's transportation-related expenses (travel from their residence to the College) with pre-tax dollars. Transportation benefits are exempt from federal income tax withholding, Social Security and Medicare (FICA) taxes.
Haverford College provides certain benefits to your domestic partner and their eligible children under the Haverford College Welfare Benefits Plan, provided you and your domestic partner complete and sign this Affidavit of Domestic Partnership. You must sign this Affidavit in the presence of a Notary Public, and return it along with supporting documentation to the Office of Human Resources at the address listed below. Once your Affidavit and documentation have been reviewed, you and your domestic partner will be informed as to whether any further information or action is required.
Carebridge Employee Assistance Program (EAP)
Carebridge is a free and confidential resource that provides counseling, information, and referral services, to help address personal, family, and work-related issues, and provides support for you in completing daily life responsibilities. Counselors have advanced degrees and are credentialed and experienced in helping you and/or your eligible dependents. You can contact Carebridge at 800-437-0911 or log on to: CarebridgeNow.com. (Haverford’s code is TTY4N).
Information and instructions on accessing this resource:
Care.com is a third party provider and is solely responsible for the selection of the care providers whose services are available at care.com. Haverford College is not part of such selection process and accordingly cannot provide any assurances regarding such care providers. Therefore, employees are strongly encouraged to undertake their own careful review in selecting a care provider.
Caring for your family while you are at work can often be a challenge. Whether it’s after-school care, caring for a child who is home ill or the responsibility for aging parents, sometimes you need additional support, even at a moment’s notice. Haverford College knows that life can be unpredictable, so to help alleviate life’s unexpected challenges, we have added a new benefit to support a productive work-life balance for our employees.
Effective March 1, 2021, Haverford College is launching the Care@Work benefit, a family care service that can help you find caregivers for your whole family, including your child, parents/grandparents and/or pet. All benefit-eligible employees may use this service, which provides free access to Care.com's database of providers for your family care needs including care for an elderly adult, child, home, pet, or tutoring. Once you find and hire a provider, the cost of care should be discussed with the caregiver.
- To activate your benefit, go to haverfordcollege.care.com and select “Let’s Get Started” or call 855.781.1303 or email careteam [at] care.com for assistance
- You must enter your company email address to validate your employment. Once you enroll, please click on the verification link sent to your work email address
- If you already have a Care.com account outside of Haverford, select "no" when asked if you are new to Care.com and then the prompts will ask you to enter in your credentials for your current account and for your work email to merge you to the benefit.
- Once enrolled, you can then access the benefit by downloading the Care.com app
Questions? Contact Care.com at 855-781-1303 or careteam [at] care.com.
Home Purchase Assistance Loan Program (Faculty)
Home Purchase Assistance Loan Program
Eligible, tenure-track and continuing appointment faculty interested in purchasing a primary residence home within 20 miles of the campus in Pennsylvania may be eligible for a loan through Haverford College’s Home Purchase Assistance program. The College provides certain unsecured loans for either the first-time purchase of a home or the purchase of a new home. Contact homeassist [at] haverford.edu with any questions.