Employment & Benefits
This section provides an overview of many benefits available to exempt and non-exempt staff. In the event of conflict between the overview provided in this handbook and the plan document or insurance plan, the plan document or insurance plan will govern. Complete descriptions are not possible in the handbook; employees should contact Human Resources for specific plan details. The Labor Agreement governs in the case of Union employees in all aspects of this section. Regular employees who have a schedule involving a (.46) FTE or above are eligible to participate in the College’s benefit programs.
Carleton College will comply with all applicable laws such as FMLA, federal, state, and any applicable regulations.
COBRA (Consolidated Omnibus Budget Reconciliation Act)
COBRA is a federal law that offers employees the ability to continue medical, dental, and life insurance, as well as medical flexible spending benefit for a specific length of time (generally 18 months). COBRA coverage is available to employees and their dependents covered under Carleton’s benefit plans when they would otherwise lose their group health coverage because of a life event known as a “qualifying event."
A qualifying event for an employee would be a reduction in hours of employment, a leave of absence (including FMLA and Workers’ Compensation) which extends beyond 6 months or the end of employment for any reason other than gross misconduct. Other qualifying events may relate to dependents of the employee. Please see specifics on this eligibility and coverage on the Human Resources Web site.
Federal and state laws specify that employees have 30 days to inform their employer of a qualifying event. Employees then have 60 days to elect continuation coverage. The first premium is due within 45 days after continuation coverage is elected. Federal COBRA provides a 30-day grace period to pay subsequent premiums. It is important to make payments on time to prevent loss of coverage.