Benefits at Landmark College
The Landmark College Office of Human Resources ensures that Landmark College is an employer of choice, attracting and retaining uniquely talented individuals able to advance the College’s mission as the premier undergraduate program for students with learning disabilities (such as dyslexia), ADHD, and ASD.
The Landmark College comprehensive medical benefit is administered by CBA Blue, a subsidiary of Blue Cross Blue Shield of Vermont, and is effective on your first day of work.
Early Retirement Medical Plan Coverage
Landmark College offers faculty and staff retiring between the ages of 62 years and 65 years of age the option of continuing their Landmark College medical insurance coverage at their cost. Employees must have attained sixty-two (62) years of age with at least five (5) years of service to be eligible for retiree coverage. Once a retiree reaches age sixty-five (65), the retiree coverage under this Plan will terminate. The cost of the program is the monthly COBRA rate for the level of coverage selected (either single or family). Employees must be active participants in the Landmark College Medical Plan at the time of their retirement.
Dental Insurance is provided by Northeast Delta Dental.
Landmark provides faculty and staff with a TIAA/CREF retirement program. Begiining at hire, the College contributes an amount equal to 6% of pay to the eligible faculty or staff member's account. After ten years of service this amount increases to 7%, and after fifteen years the amount increases to 8%. Eligible faculty and staff may also make individual contributions to the plan.
Life and Accidental Death and Dismemberment Insurance
Landmark provides life and accidental death and dismemberment insurance. Initial amounts are $20,000 for life, and an additional $20,000 for accidental death and increase to $40,000 for life and an additional $40,000 for accidental death after four years of service. A program is available for employees to purchase additional term life insurance for themselves and their dependants through payroll deduction. Please see Human Resources for the details.
Short-Term Medical Disability Income Plan
After completing 12 months of service, Landmark provides employees short-term medical disability insurance of 100% of your salary for up to 45 consecutive days per fiscal year for qualifying illnesses/injuries. Disability leave must be requested in writing to the Director of Human Resources and must be approved by the President.
Long-Term Medical Disability Income Plan
Long-term medical disability insurance is provided and may be applied for after 90 days of illness-related absence. Coverage provides 60% of salary for approved medical disabilities. Long-term medical disability coverage must be approved by the insurance carrier.
Vacation Leave - Administrative Staff
Exempt staff employees receive 20 days vacation per fiscal year at hire and receive 25 days after completing 15 years of service. Non-exempt staff employees initially receive a total of 10 days of annual vacation, 15 days after completing five years of service, 20 days in years after completing 10 years of service, and 25 days after completing 15 years of service. This leave is in addition to the regular College shutdown from Christmas Eve through New Year's Day. Vacation may be taken after 90 days of employment and is earned at a rate of 1/12th the annual total for each full month of service. Employees may use up to one-half their annual leave before it is actually accrued. Unused vacation may be carried over from year to year, but cannot exceed the annual allotment of vacation time at the end of any month. Regular administrative staff working less than full-time hours shall accrue vacation on a pro-rated basis.
Staff employees are granted the following paid holidays. Employees are eligible for paid holidays on their first day of work. Faculty observe academic schedules and are not eligible for holiday pay. Certain staff members who work modified administrative schedules are not be eligible for pay for holidays that fall outside of their normal schedule.
- Birthday of Martin Luther King, Jr.
- Memorial Day
- Independence Day
- Labor Day
- Columbus Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Eve Day through New Year's Day (college shutdown)
Health-Related Leave Days
Employees are provided 15 paid health-related days with pay per fiscal year (July 1 through June 30). Health-related leave days are for sickness, medical care/treatment, family sickness, or death in the family. Employees are eligible to use health-related leave from the first day of employment. Health-related leave days do not carry over from year to year. Employees not employed at the beginning of the fiscal year or working less than full-time schedules will receive health related days on a pro-rated basis.
Extraordinary Leave Days
Two paid extraordinary leave days per fiscal year are granted for non-medical emergencies, appointments with non-medical professionals (house closings, legal matters, etc.) and other extraordinary situations that cannot be scheduled outside of business hours.
Up to three paid professional days (two per academic year and one for summer session) per fiscal year may be requested for professional consultation or making presentations of a professional nature.
Tuition Reimbursement/Interest-Free Tuition Loan Program
After completing 12 months of service, full-time employees in good standing are eligible to apply for tuition reimbursement for qualifying coursework or degree programs.
Interest-Free Computer Loans
After completing 12 months of service, the College will extend an interest free one-year loan of up to $2000 to employees for the purchase of computer hardware or software. Loans are paid back through payroll deduction. Forms are available in the Business Office.
Flexible Reimbursement Accounts
Flexible reimbursement accounts set up under IRS guidelines are available for before tax reimbursement of qualifying health insurance premiums, unreimbursed health care expenses and dependent care expenses. Plan year is January 1 through December 31 and funds are gathered through payroll deduction. Any amounts remaining in the reimbursement account at the end of the plan year will be forfeited.
Tuition Remission for Employees’ Children
After completing twelve months of service, children of employees who meet eligibility standards are able to receive a full tuition waiver to attend Landmark College. Remission is for tuition only and is subject to space and financial limitations as determined by the College. Tuition remission does not include room and board, books, fees and special programming such as Study Abroad.
A parent involved with an eligible adoption can receive up to a 45-day paid parental leave and a one-time $2000 reimbursement of expenses during the adoption process.
Long-Term Care Insurance
Landmark College carries a benefit of $1000/per month for 36 months for all employees to be used for payment of costs associated with a nursing home, an assisted living facility or home health care, after a 90-day qualifying period. Employees may purchase up to a total of $9000/per month for up to six years for themselves, their spouse, children, parents, grandparents, brothers, sisters, brother in-laws or sister in laws, at group rates. Benefit costs are locked in and the benefit is portable should the individual separate from the College.
Tuition Exchange Program
Landmark College is a member of the Tuition Exchange. The Tuition Exchange, founded in 1951, is a reciprocal scholarship program for children and other family members of faculty and staff employed at over 586 participating institutions. Scholarships are limited and based upon a balance between the scholarships offered by the employing institution and other receiving institutions. Exchanges are accomplished through trading, no money changes hands and no accounting is done for variations in tuition.