Human resources

Note: The information outlined below represents a summary only.  Benefit plans & other opportunities listed below are subject to change. Specific plan documents or contracts prevail. For more information, please contact Human Resources at or (484) 664-3165. 

Workday guides to assist you in updating your benefit information can be found here (please note, you will need to sign in using your OneLogin credentials).

As of July 9, 2021:


Dental Benefits - Available to employees in positions budgeted for at least 1,248 hours per year:

The College offers United Concordia, a Dental Preferred Provider Plan, through payroll deduction.  The College does not make a contribution to this plan.  An open enrollment period is held from mid-November through the first of December each year. 

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Disability Plan (Short-term) - After 1 year of service - minimum 1,248 budgeted hours per year:

Short-term disability occurs whenever an injury or illness, not compensable under Workers' Compensation, prevents you from continuing work for a period greater than five consecutive work days. The College establishes an individual’s short-term disability bank at ten days upon hire, and adds five days to each eligible employee’s short-term disability bank at each service anniversary. Short-term disability accumulation is capped at 130 days (26 weeks). During a certified disability, the short-term disability plan provides 100% of your normal pay up to the total amount of time accumulated in your short-term disability bank, followed by 60% (to a maximum of $4,000 per month) of your normal pay for your certified disability up to a maxium duration of 26 weeks. (After 26 weeks of short-term disability, an application for long-term disability would be submitted to the insurer. See item VII.) Click here for the full Disability Payment Policy.

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Disability Plan (Long-term) - Coverage begins on the 1st of the month following completion of 1 year of service - minimum 1,248 budgeted hours per year:

Benefits from this plan, which require the approval of the insurance carrier, begin after 26 weeks of total disability.  The plan provides an initial benefit of 2/3 of your base pay to a maximum benefit of $5,000 per month, reduced by Social Security payments and/or Workers' Compensation, if applicable.  Following a full year of payments and subject to continued medical certification, the benefit increases by 3% per year for up to ten years to provide inflation protection.  Premiums are paid by the College.  The long-term disability plan may also provide continuing payment of retirement plan contributions and group life insurance premiums if you were a participant in those plans at the onset of the disability.  Immediate participation may be arranged for those new employees who present evidence of long-term disability coverage by the immediately previous employer.

Complete details are available in the Human Resources Office. 


Employee Assistance Program - Available to employees in positions budgeted for at least 850 hours per year:

The college offers an Employee Assistance Program (EAP), which is available to you, your spouse, your dependents, and other family members residing with you. The EAP offers confidential advice, support, and practical solutions to real-life issues, including health and wellness, child and elder care, college planning, financial and legal resources, and more. Our plan offers unlimited phone consultations 365/24/7, referrals to local counselors for up to three sessions, free of charge, and a website with thousands of helpful articles and training courses. Click here for more information.

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Flexible Spending Accounts - Available to employees in positions budgeted for at least 1,248 hours per year:

The College offers Flexible Spending Accounts (FSA), a tax-advantaged way to pay for certain healthcare and/or dependent care expenses.  By setting aside pre-tax dollars in an FSA for these expenses, you save on taxes and end up with higher take-home pay. 

P&A Group is our provider for Flexible Spending Accounts. Visit P&A group at for more information about submitting claims, your Flex Spending Card or with any other questions you may have. Click here for P&A's FSA eligibility list.

All 2020 flexible spending claims should be submitted as soon as possible to our previous vendor, TASC. Employees will have until March 31, 2021 to submit claims for expenses incured in 2020. Visit TASC at for more information about submitting claims.


Holidays - Available to employees working in positions budgeted for at least 850 hours per year: 

Holidays observed by the College include New Year’s Day, Good Friday, Memorial Day, Independence Day, Thanksgiving Day, the day after Thanksgiving, Christmas Day, and three additional days during the winter break (determined by the College).

***BONUS HOLIDAY FOR 2021: President Harring approved Thanksgiving Wednesday (11/24/21) as an added holiday for 2021 so we all have extra time to spend with family and friends this year after having to miss out on so much last year.***

If a holiday falls on a weekend, the College will designate a weekday observance. Some College offices are closed on Labor Day. Employees required to work on Labor Day are given one floating holiday in exchange.  Employees should check with their supervisors regarding holiday office coverage.  One floating holiday is also available for use on either Martin Luther King, Jr. Day OR Easter Monday, depending upon which day your office is closed; employees required to work both of these days are given one floating holiday in exchange.

Click here for a list of current holidays and College office schedules.


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Group Life Insurance - Coverage begins on the 1st of the month following completion of 1 year of service - minimum 1,248 budgeted hours per year:

During active employment, eligible employees are covered for group term life insurance, up to a maximum of $75,000, using this schedule:

Up to Age 40 - 2.50 times salary

Age 40 to 49 - 2.00 times salary

Age 50 to 59 - 1.34 times salary

Age 60 to 69 - 0.90 times salary

Age 70 and over - 0.67 times salary

Premiums are paid by the College. Immediate participation may be arranged for those new employees who present evidence of similar coverage by their previous employer within 90 days prior to hire at Muhlenberg.  The cost of the life insurance benefit provided above $50,000 is considered a taxable benefit by the Internal Revenue Service.

Plan Summaries:

Summary of Group Life Insurance Plan

Summary of Long Term Disability Plan

Summary of Group Life Insurance - Retirees


Supplemental Life Insurance - Eligibility begins on the 1st of the month following completion of 1 year of service - minimum of 1,248 budgeted hours per year:

After meeting eligibility requirements, as part of a one-time “guaranteed issue” enrollment window, new employees may elect to enroll in Optional Life Insurance (with or without Accidental Death & Dismemberment coverage) for yourself, your spouse and/or your dependent children. Newly eligible employees will have 30 days to elect up to $250,000 in optional life coverage and up to $50,000 in optional spouse coverage without providing evidence of insurability. Thereafter, any employee who chooses not to enroll during the guaranteed issue enrollment window, will be limited to benefit elections of no more than $20,000 (employee coverage) and $10,000 (spouse coverage) during the annual open enrollment period. Any coverage requested above these amounts will require evidence of insurability. Note: To elect spousal life insurance, the employee must also elect coverage for him/herself.  Premiums vary based on age and coverage amounts. Please see the plan document here for a more information, including estimated premiums.

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Medical Benefits - Available to employees working in positions budgeted for at least 1,248 hours per year:

Muhlenberg offers a robust, comprehensive health insurance plan to eligible employees. Coverage will begin on the 1st day of the month following date of hire unless your date of hire coincides with the 1st business day of the month. 

Our health plan provider is Capital BlueCross PPO. Capital BlueCross offers an extensive network of providers and robust coverage for your medical and prescription needs. Vision benefits are  offered as a seperate plan.

Magellan RX is our prescription provider. If you need Pharmacy Customer Assistance, please call 1-800-424-0472. For website support, please call 1-800-424-5878.

You may make changes to your health insurance plan when a qualifying event takes place (i.e. marriage, birth of a child, divorce, change in spouse's employment status, etc.), and/or during the annual open enrollment period, which typically runs in the November time frame, with changes taking effect January 1.

(Medicare Part D Creditable Coverage Notice 2020)

You may choose to cover just yourself or you may add your spouse and/or eligible dependents to your health insurance coverage.  The College pays approximately 80% of the premium each month. The remaining 20% of the cost of coverage is deducted from your paycheck on a pre-tax basis so that this portion of your income is not subject to federal income tax or social security tax.  If your spouse is eligible for medical coverage elsewhere, either through their own employer or Medicare, we encourage your spouse to enroll in that coverage. You may add your spouse who is eligible for their own employer’s coverage (or eligible for Medicare) to your health insurance by paying a spousal surcharge. To request a waiver of this surcharge, complete the Request for Waiver of Spousal Surcharge form, listed below.

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Parental Leave - After 1 year of employment - minimum of 1,248 budgeted hours per year:

Following the birth or adoption of a child, parents are eligible for leave under the Family Medical Leave Act (FMLA) to be home with their new family member.  Family Medical Leave is available for 12 weeks, and is unpaid. At the parent’s request, the College will provide full pay for up to four weeks of an approved parental FMLA absence as a Parental Leave benefit. (Additionally, part of the FMLA leave may be paid as a certified short-term disability after childbirth. See item VII above.)


Public Service Loan Forgiveness Program (PSLF):

Note: This is not a College benefit. The following is provided for information purposes only: Do you have federal direct student loans? Muhlenberg College is a tax-exempt employer under Section 501(c)(3) of the Internal Revenue Code (IRC), which means the College is a qualifying employer under PSLF. Under this Program, if you work for the College in a position budgeted for at least 1,560 hours per year, you may be eligible to participate in PSLF. If you qualify, the Program forgives the remaining balance on your eligible Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for Muhlenberg College.

Only certain types of student loans are eligible. For information on which loans qualify, eligibility details on the program, and how to begin, please visit the Public Service Loan Forgiveness Program (PSLF).

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Retirement Plan:

The College offers a retirement plan admininstered by TIAA

Employee Contribution: Employees working in positions budgeted for a minimum of 1,000 hours per year are eligible to contribute to the College's Supplemental Retirement Plan immediately upon hire.  Employees may contribute through pre-tax payroll deductions, up to the maximum IRS annual limits. Effective September 1, 2021, all new employees who are eligible to contribute to the Plan will be automatically enrolled to contribute 3% of base compensation on a pre-tax basis. This contribution will be invested in a Lifecycle Target Date Fund unless moved to another fund or funds by the employee. Employees are encouraged to contribute more than the minimum contribution, if possible, because every dollar makes a difference. Any new employee who wishes to opt out of auto-enrollment may do so by contacting Human Resources.

Employer Contribution (After 2 years of employment - minimum 1,000 budgeted hours/year): The College contributes to the TIAA retirement plan for employees working a minimum of 1,000 hours per year. A waiting period of two consecutive years (at 1,000 hours each, minimum) is required; however, this waiting period is waived if your previous employer contributed to a fully vested retirement plan on your behalf immediately preceding (within 90 days) your first day of employment at Muhlenberg.  The College contribution is equal to 10% of base salary up to the current Social Security wage base, and 15% of any salary beyond that base. ***UPDATE*** Effective September 1, 2020, the College's retirement contribution decreased from 10% to 4% in response to the economic impact of COVID-19. Effective September 1, 2021, the College's retirement contribution will increase from 4% to 5%.

Contact Human Resources at or Ext. 3165 for information regarding individual appointments with the College's TIAA representative.

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Sick Leave - Available to employees working in positions budgeted for at least 850 hours per year:

Employees accumulate ten days (pro-rated based on annual budgeted hours) of sick time annually. The sick bank provides full pay during occasional brief absences due to an employee's illness or injury. Sick bank accumulation is capped at twenty days. Employees who are eligible for the short-term disability plan may roll a maximum of five days of unused annual sick leave accumulation into their short-term disability bank each year. 

***Temporary Expansion of Sick-Leave Benefits, Effective March 12, 2020: Employees who need to stay home to care for a family member due to COVID-19 concerns or reasons such as school/daycare closings, and are unable to work remotely, may use time from their sick leave bank. If sick leave has been exhausted, you may request an advancement of up to 10 additional days by contacting Human Resources. Absences for those not eligible for paid sick leave will be addressed on a case-by-case basis.  Updated effective March 25, 2021: This is a temporary expansion to policy in response to the COVID-19 pandemic and will end on June 30, 2022 for non-exempt staff and August 31, 2022 for exempt employees. Normally, sick leave may only be used for the employee’s own illness or injury.

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Tuition Programs - After 1 year of employment - minimum 1,248 budgeted hours per year:


   I) Undergraduate Tuition Remission Program for dependent children at Muhlenberg College: For dependents of eligible employees, full undergraduate tuition scholarships are available to dependents accepted for admission to Muhlenberg College. For more information, review Section I of the Tuition Remission Scholarship Program and complete the Tuition Remission Form - Undergraduate Studies form to submit your request for dependent tuition remission.

   2) Tuition Exchange Scholarship Program for dependent children at other institutions:  Eligible dependent children may apply for consideration of undergraduate scholarships through Tuition Exchange. Certification of eligibility by Muhlenberg allows dependent children to compete for generous scholarship awards (minimum $40,000 for academic year 2022-2023) at more than 700 institutions. Decisions on scholarship awards are not made by Muhlenberg College (the "export" school); they are made by the institution your child applies to (the "import" school). Please visit the Tuition Exchange site for a list of participating schools and application requirements. More information is available through Human Resources and you may also click here to review additional details on the TE Scholarship Program. 

   3) Undergraduate Tuition Remission for employees and their spouses at Muhlenberg College:Full tuition scholarships are available at Muhlenberg for eligible employees and their spouses for a maximum of 2 courses per semester, on a space available basis. For more information, review Section II of the Tuition Remission Scholarship Program and complete the to submit your request for Employee & Spouse undergraduate tuition requests.

   4) Undergraduate Tuition Remission for employees and their spouses at LVAIC Institutions: As an alternative to Muhlenberg tuition remission, you and your spouse are eligible for cross-registration of up to 2 undergraduate courses per term through the LVAIC Cross Registration program, tuition free, on a space available basis at any of the LVAIC member institutions (Lehigh University, Lafayette College, Cedar Crest College, DeSales University and Moravian College). Click here for the LVAIC Cross Registration Policy and here for the LVAIC Cross Registration Form.


We're thrilled to introduce a graduate tuition assistance program for faculty and staff. Please click here to review program eligibility and information on how to apply. Click here for the Tuition Remission Form for Graduate Studies.

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Work/Life Balance

  • Flextime Policy - After 6 months of employment - minimum 1,820 budgeted hours per year.
  • Telework Policy - After 6 months of employment - minimum 1,560 budgeted hours per year.


Vacation - Available to Staff working in positions budgeted for at least 850 hours per year:

Full-time exempt staff working at least 850 hours annually earn paid vacation during each year, from September 1 through August 31, up to a maximum of 22 days per year (pro-rated for those working less than 2,080 hours per year). A maximum of five vacation days may be carried forward.

Staff associates and service personnel working at least 850 hours per year earn vacation days (based on their average work day as determined by their annual scheduled hours) at the rate of 10 days per year up to their fourth service anniversary, 15 days from their fourth to their eighth service anniversary, and 20 days per year after completing eight years of service. Accumulation for staff associates and service personnel runs from July 1 of one year through June 30 of the next year; carryover each July 1 is currently capped at the amount of vacation time earned in the preceding 12 months. 

*** Temporary Expansion of Vacation Carry-over Benefits, Effective May 7, 2020: The maximum amount of vacation that may accrue in your vacation bank to carry over into the next year will increase by an additional 10 days. Accrued but unused vacation in excess of this maximum will be forfeited. This is a temporary change in policy due to COVID- 19.  Updated effective March 12, 2021: This vacation policy will revert back to its prior form and expire on June 30, 2022 for non-exempt staff and on August 31, 2022 for exempt staff. As always, requests for vacation leave require your manager’s pre- approval.


Vision Benefits - Available to employees working at least 1,248 budgeted hours per year:

Vision Benefits are administered by Highmark/Davis Vision.  Click here to go to Davis Vision's website to find a participating provider.


Other Benefits & Opportunities:

Arrangements for these benefits may require individual enrollment or an ID card: Assigned Parking, Miller Keystone Blood Bank membership, Library and Life Sports Center Privileges, Wellness and Professional Development Courses, Bookstore Discount, Lehigh Valley Educators Credit Union & First Commonwealth Federal Credit Union membership.

Assigned Parking - Online vehicle registration portal
Discount & Perks - Useful inforamtion, including info about the Mortgage Stipend Program
Bookstore Discount - 10% on most bookstore items
Entertainment Discounts - Go to and use code ac0627076
First Commonwealth Federal Credit Union
Lehigh Valley Educators Credit Union
Library Privileges
Life Sports Center privileges
Miller Keystone Blood Bank membership
Travel Insurance - See Human Resources for Information

For more information, contact Human Resources: (484) 664-3165.

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