The following benefits are available to members of The University of Scranton Professional Staff. Additional information on any of the benefits may be obtained by contacting:

NOTE: These statements are not intended to convey complete benefit policies. Summary Plan Descriptions, handbooks, and other resources available should be utilized to gain a full understanding of the provisions of each benefit.

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

Three pension plans are available for professional staff: Maryland Province Retirement Fund for Jesuits, and TIAA-CREF or Diversified Investment Advisors (DIA) for lay personnel. Contributions total 14% of salary, and are shared by University and employee as identified in the attachment (See contribution schedule on last page).

All pension plans provide for 100% immediate vesting. Participation is mandatory and begins on the first day of the plan year (6-1) following attainment of age 25 1/2 and six months of service. New employees will receive a presentation on TIAA-CREF and DIA to assist in making a decision about participation.

LIFE INSURANCE

The University provides each full time professional staff with $60,000 of life insurance, free of premium cost to the employee, effective the first day of the first full month of employment.

INCOME PROTECTION

Effective the first day of the first full month of employment the University provides cost-free protection for both short term and long term disabilities. Short Term Income Protection (STD) provides for salary continuation at 100% of normal base salary for six months following the date of disability.

Long Term Income Protection (LTD) begins after six months of disability and provides for payment at 66 2/3% of normal base pay. Payment is made by an insurance carrier. Benefits are offset by Social Security and payments from certain other sources.

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

VACATION

Professional staff receive vacation according to the following schedule:

HOLIDAYS

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

TUITION BENEFITS

Immediately upon hire, professional employees may take two courses per semester free of tuition charges in College of Graduate and Continuing Education or the Graduate School. Children of professional 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 professional 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.

RELOCATION EXPENSES

The University will provide for reimbursement of certain expenses incurred by relocating, calculated on salary and distance. Maximum reimbursement will be the equivalent of from 5% to 10% of salary.

CREDIT UNION

Professional staff are eligible for membership in the Penn East Federal Credit Union.

TAX SHELTERS

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

See the Professional Staff and Administrator's Handbook for additional information.