All medical plans are pre-tax college-provided benefit plans.

Keystone HMO Plan

To get the most out of the HMO benefits program, below are some key terms that you will need to understand.

• Referral-Documentation 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. For more details regarding the HMO plan, please refer to the HMO Summary.

Personal Choice PPO Plan

Personal Choice, our popular Preferred Provider Organization (PPO), gives you freedom of choice by allowing you to choose your own doctors and hospitals. You can maximize your coverage by accessing your care through Personal Choice's network of hospitals, doctors and specialists, or by accessing care through preferred providers that participate in the Blue Card® PPO program.  With Personal Choice, you have the freedom to select providers who do not participate in the Personal Choice 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 your claim for reimbursement.

With Personal Choice:

• You do not need to enroll with a primary care physician
• You never need a referral

For more details regarding the PPO plan please refer to the PPO Summary.

Personal Choice HDHP

The Personal Choice® High Deductible Health Plan (HDHP) gives you freedom of choice by allowing you to choose your own doctors and hospitals. You can maximize your coverage by accessing your care through Personal Choice's network of hospitals, doctors, and specialists, or by accessing care through preferred providers who participate in the BlueCard® PPO program. Of course, with Personal Choice, you have the freedom to select providers who do not participate in the Personal Choice 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 your claim for reimbursement.

With High Deductible Health Plans (HDHP):

• For the 12 Month HDHP (January 1, 2018 – December 31, 2018), you will need to meet the deductible of $1500 for Single and $3000 for family, before the insurance pays its portion.
• For the 14 Month HDHP (November 1, 2017 – December 31, 2018), you will need to meet the deductible of $1750 for Single and $3500 for family, before the insurance pays its portion.
  • You never need a referral

For more details regarding the HDHP plan please refer to the 12 Month HDHP Summary or the 14 Month HDHP Summary.

This is a voluntary post tax plan. The College offers a dental program as a component of the employment benefits package and understands the value that many employees find in the program and its ease of use. The dental panel offers a range of services to employees and their partners and dependents as outlined in the College’s benefits program. For details refer to the Dental Panel Services Program.

This is a voluntary post tax stand-alone buy-up plan. The IBC Vision Care 270 plan offers members comprehensive benefits, including routine eye care once per year, frames and lenses once. The vision program is easy to use. Benefits are maximized by using Davis Vision Providers that are conveniently located throughout the area, including Visionworks retail stores. Paid-in-full benefits for eyeglasses with standard lenses are possible when you choose from a select grouping known as the Davis Collection of Frames available at most participating providers. Davis vision is underwritten by IBC. For details regarding the plan or to locate a participating vision provide, visit the Davis Vision Provider.

​The HSA only applies to those enrolled in the HDHP plan. The College will contribute $750 towards your HSA for employees only, and $1500 for other categories. Part-time employees would receive $375 for employees only, and $750 for other categories.

Important Notes:

1. New hires are not eligible for the Colleges HSA contribution until the beginning of the next plan year, which is January 1 of each year.
2. Persons currently enrolled in Medicare Part A are not eligible for HSA accounts. Please go to Health Equity for details.

HSAs Empower Health Savings: As an HSA user, you save in several ways:

• Lower monthly health insurance premiums
• HSA contributions are not taxed
• You earn tax-free interest on HSA balances
• HSA funds used for qualified medical expenses are not taxed

HSA Funds Remain Yours to Grow

With an HSA, you own the account and all contributions. Unlike flexible spending accounts (FSAs), the entire HSA balance rolls over each year and remains yours even if you change health plans, retire or leave the company.  For further details regarding HSAs, please visit our summary plan.

HSA Contribution Limits

Tax year 2017: Individual limits are $3,400, Family limits are $6,750

Tax year 2018: Indidivual limits are $3,450, Family limits are $6,900

At age 55, an additional $1,000 is allowed annually.

The College currently has two HSA providers: Health Equity and Sun Federal Credit Union.  For new HSA enrollees, you will need to establish an HSA account. To do so, please be certain to complete a Health Equity Application and return to HR via campus mail or in person. If you are interested in an account with Sun Federal Credit Union, please visit them at their local branch, located 390 Lancaster Ave, Haverford, PA.

This is a pre-tax deduction. The College’s FSA accounts are managed by PayFlex. There are three (3) types of FSA accounts: Medial Spending Account (FSA), Dependent Care Account, or Limited-Purpose FSA.

Great Reasons to Enroll In a Health Care FSA

• Contribute pretax dollars from your paycheck, up to the Internal Revenue Service (IRS) limit of $2,550
• 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

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 for your dependent(s) age 13 or younger or a spouse or 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

Limited Purpose FSA Instructions: Limited purpose FSAs are eligible only for persons on the HDHP. Eligible expenses may include:

• Dental and orthodontia care, like fillings, X-rays and braces
• Vision care, including eyeglasses, contact lenses and LASIK laser eye surgery

Important note: This plan is designed in post-deductible phases. This means before you meet your health plan deductible, funds are used for vision and dental expenses only. Then once you meet your health plan deductible, you can use funds to pay for all eligible health care expenses.

For details regarding the FSA, please visit our plan summary. You may also visit the Payflex website for further details, to review your account, and submit reimbursement forms.

This is a voluntary post-tax plan. GLTC covers expenses for long term care services whether received at home, in the community, or in a nursing facility. For details including the group ID and access code, please visit our plan summary or contact the Office of Human Resources To enroll in LTC go to Haverford’s Open Enrollment link or genworth.com/groupltc and enter the group ID, access code and other information.

Basic Life and AD&D

Both the employee life benefit amount and the AD&D benefit amount are $50,000. AD&D benefits are paid in addition to any life insurance if you die in an accident or become seriously injured or physically disabled. This a College paid benefit at no cost to the employee.

Supplemental Life and AD&D

This is a voluntary post-tax plan. Employee – May purchase up to $150,000 guaranteed coverage without evidence of insurability (EOI)/medical exam. Maximum amount of $500,000 may be purchased; Spouse – May purchase $25,000 without EOI ($500,000 maximum); Dependent Children – May purchase maximum of $10,000.

For details regarding the voluntary life insurance plan, please refer to the plan summary.

Long-Term Disability

60% of base earnings. Length of benefit payments depends on your age when you become disabled. Benefits begin after 180 days of disability and continue until Social Security Normal Retirement Age (SSNRA).

The College currently contributes 11% of base pay to benefit-eligible employees. Employees are 100% vested on the first day of the contribution and may make pre-tax contributions to their retirement accounts. The College retirement plans are held with Fidelity Investments and TIAA. Please see the information below for details.

Fidelity NetBenefits - As the Master Administrator for Haverford College, employees must log into Net Benefits to add or change their account contributions for both Fidelity and TIAA accounts with Haverford College. Both Fidelity and TIAA account holders may view their balances in Net Benefits; TIAA participants must go to the TIAA website to view detailed information such as contributions, investment allocation, etc.  For assistance, please call Fidelity's customer service at 800-343-0860 or contact the Office of Human Resources.

TIAA - Only TIAA account holders may view and make changes to your their account via the TIAA website. No contribution changes can be made via TIAA's portal. Please refer to Net Benefits above to add or change contributions. Employees may view both their 403(b) retirement account (if with TIAA) and their Emeriti ​health ​r​etirement ​a​ccount (if eligible) via the TIAA site. Fidelity account holders must go directly to Net Benefits for their Fidelity account to see any information including Haverford's contribution. For assistance, please call TIAA's customer service at 800-842-2252 or contact the Office of Human Resources.

The College will automatically contribute $1000 per year to a TIAA 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, you and your dependents use the tax-free savings to pay for qualified medical expenses (QMEs).

For details regarding this health savings retirement plan, please visit the Emeriti webpage.

Benefits of the Emeriti Retirement Health Savings

1. Employer Contributions
   Tax-free employer contributions for participants during active service
2. Investment Earnings
   Tax-free investment earnings for participants
3. Participant Reimbursement
   Tax-free participant reimbursement for qualified medical expenses in retirement
4. 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.

The College provides a tuition benefit for full-time employees (faculty, administrators, professionals and staff who have held full time position for seven fiscal years preceding the utilization of the benefit. The employees are eligible for the 50% tuition benefit. Faculty, administrators and professionals who have held less than full -time positions in any of the seven fiscal years preceding utilization of the benefit will be eligible for grants pro-rated in accordance with ~he percentage of full-time employment budgeted over the seven year period. For further details, please contact the Office of Human Resources.

Tuition Program for the Children of Haverford Employees

The College current provides 14 paid holidays benefit-eligible employees. The amount of days may vary depending on the calendar falls each year.

2018-19 Holiday Schedule

Independence Day—Wednesday, July 4, 2018

Labor Day—Monday, September 3, 2018

Thanksgiving—Thursday, November 22, 2018 and Friday, November 23, 2018

Winter Recess*—Monday, December 24 through Tuesday, January 1, 2019

Martin Luther King Day—Monday, January 21, 2019

Spring Break—Thursday, March 14 and Friday, March 15, 2019

Memorial Day—Monday, May 27, 2019

*The last full working day for staff will be Friday, December 21, 2018; staff will return from Winter Recess on Wednesday, January 2, 2019. The Winter Recess holiday dates are reviewed on an annual basis.

NovaCare Rehabilitation has partnered with Haverford College to provide on-campus physical therapy services to the entire Haverford Community.

Physical Therapy

Health Advocate assist employees with questions and concerns regarding their medical claims, charges and coverages. Please visit the Health Advocate website for further details. 

RideECO Select lets you save money on your bus, train, and vanpool expenses.  The program provides convenient home delivery of RideECO vouchers, SEPTA products or Stored Value Card and easy online enrollment and benefit management. 

To enroll in RideECO please log into workday and delegate your deductions under the Benefit worklet. Once your enrollment has been approved by HR, you will be contacted to enroll in RideECO. You will need to take an active role in managing your benefit.

RideECO Directions for Workday

In order to register for RideECO, click on your Benefit worklet. Once this opens up, click on "Benefits". This will open up for your election. click "Commuter Plan Contribution" with a start date.

This action will come to HR to approve your eligibility. Once HR has approved your eligibility, it will come back to your inbox to add your amount for deduction. 

Please remember if you are non-exempt, the amount you want to purchase per month must be times (x) 12 and divided (/) by 26.  That is the amount you input for bi-weekly deduction.

The request will come back to HR for approval and then you have completed the Workday part of RideECO. Once this is complete, HR will notify you that you can go into RideECO to register or for more information, click www.RideECOSelect.com or call Customer Support at 888-235-9223.

Manage your RideECO Account

If you make any changes to your deduction, please remember to only change RideECO.  HR will make any change in workday for payroll purposes.

Haverford College Company Number: 1072

**Note if you add your deduction in RideECO by the last day of the current month, it will be processed in the next month for the following months use. (example: add your deductions in July, processed in August and use in September)