The following benefits are available to full time regular employees of The University of Scranton non-exempt staff. Additional information on any of the benefits may be obtained by contacting:

NOTE: These statements are not intended to convey complete benefit policies. More detailed information, provisions for leaves, and other benefits and conditions of employment, for example, can be found in the Non-exempt Staff Handbook. Copies are available from Human Resources.

MEDICAL

The University of Scranton pays the full premium for individual coverage, or a portion of the premium for multiple person coverage. A rate sheet reflecting the actual cost is available. The available programs are: Blue Cross 365 Day Inpatient, Blue Shield Plan 100, Major Medical with a $2,000,000 limit; a preferred provider organization, Access Care II, with a large network of professional service providers; and First Priority Plus, a point of service plan with a primary care physician in-network and an option to obtain out of network benefits. Detailed information on all plans is available in Human Resources. Coverage begins with the first day of the first full month of employment. New employees should contact Human Resources immediately relative to coverage.

DENTAL/VISION COVERAGE

The University of Scmnton pays two-thirds of the premium for individual and a portion for multiple person dental/vision coverage. The actual cost is reflected on the health insurance rate sheet. Coverage begins on the first day of the first full month of employment. United Concordia and Opti-Choice provide the coverage for the Dental and Vision plans respectively.

PENSION

The entire cost of the non-exempt pension plan is paid by the Uriiversity. Participation for eligible employees begins on the earliest plan anniversary (June 1) following attainment of age 20 ½ and 6 months of service. The University contributes 10% of an employee's earnings to the plan. Participants are vested after 5 years of service. Requirements for enrollment, and conditions of the plan, are described in the Summary Plan Desctiption available from Human Resources. Participants must choose between TIAA/CREF and Diversified Investment Advisors to administer their pension funds.

LIFE INSURANCE

The University provides each full time non-exempt staff member with $30,000 of life insurance free of cost to the employee. Coverage begins on the first day of the month following the employee's date of hire.

TUITION BENEFITS

Immediately upon hire, non-exempt employees may take two courses per semester free of tuition charges in College of Graduate and Continuing Education or the Graduate School. Children of non-exempt employees hired after 1/l/96 are permitted a waiver of undergraduate tuition costs under the following schedule: after 1 year of service, 25% remission; after 2 years, 50%; after 3 years 75%; after 4 years 100% until the end of the academic year in which age 24 is reached. Spouses of non-exempt staff will be eligible for 25% undergraduate or graduate tuition remission after 1 year of service and 50% after 2 years. The University of Scranton participates in FACHEX (Faculty Children Exchange) which presents the possibility of full tuition at other Jesuit institutions when an exchange slot is available and The Council of Independent Colleges Tuition Exchange Program (CIC-TEP) which also presents the opportunity for free tuition at over 300 participating institutions.

REIMBURSEMENT ACCOUNT

The University offers a Medical Reimbursement Account and a Dependent Care Reimbursement Account to full time staff and faculty. Participation is voluntary with the employee funding the account through payroll deduction with pre-tax dollars up to the plan maximum ($3,500 for the medical account and $5,000 for the dependent care account). Eligibility for coverage begins on the first day of the first full month of employment.

SICK LEAVE/PERSONAL TIME

Eight days of sick leave time are allowed each year. In addition to illness, sick leave may be used for family illness (when the employee has primary responsibility for the ill family member). Sick leave may accrue up to 130 days.

During the first calendar year of employment, each employee will accrue 1 day of sick leave time per completed month, up to 8 days. Two days of personal time are also provided each year.

INCOME PROTECTION

The University provides protection for both short term and long term disabilities, free of cost to the employee. Coverage is effective on the first day of the month following the employee's date of hire.

SHORT TERM DISABILITY (STD) protection is provided by the University for six months, if necessary, following a disability. Payment begins, with proper medical documentation, one month after date of disability and is determined by the following schedule:

Accrued sick time may be used during the one month waiting period and may also be used to supplement days eligible to be paid under STD.

LONG TERM DISABILITY (LTD) protection at 66 2/3% of base salary is provided by The University and begins after six months of disability. Payment is made by an insurance carrier and is offset by Social Security and payments from certain other sources.

The LTD coverage also provides continued pension plan deposits in the event of an LTD occurrence which otherwise would have resulted in discontinued contributions to an einployee's pension account.

CREDIT UNION

Non-exempt employees are eligible for membership in the Penn East Federal Credit Union.

TAX SHELTERS

Voluntary tax sheltered annuity programs are available with several major carriers.

VACATION

Non-exempt employees receive vacation according to the following schedule:

HOLIDAYS

The holiday schedule varies from twelve to fifteen holidays each year.