The Office of Human Resources supports Mount St. Mary's University by providing an environment conducive to the attraction, retention and development of qualified and dedicated employees. It is our goal to support the mission of the university and reflect its values as we maintain the dignity of all employees in the execution of all relevant policies and procedures. MSMU is an equal opportunity employer.
Mon.–Fri.: 9 a.m. to 5 p.m.
Bradley Hall, Suite 220
Tel: 301-447-5372
Fax: 301-447-5864
The Mount has established a variety of benefit programs designed to help you and your family meet medical emergencies, deal with job related or personal problems and plan for your retirement. While this site highlights some features of these benefit programs, these programs and the terms and conditions of your participation in them are subject to change at any time. More detailed information about most of these programs is available by contacting the HR staff.
Coverage will be effective for all benefit eligible employees who incur a loss from an accident while on an approved business trip away from his/her regular place of employment.
Download the Business Travel Accident certificate of insurance coverage
The Mount offers a comprehensive package of dental benefits for employees and their families. On the first day of the month following full-time employment, an employee is eligible for one of two options of coverage through United Concordia. Employees may choose to enroll under three levels of coverage:
View a comparison of the plans
The United Concordia Flex Plan Option offers one of the largest networks in the country. Members have the freedom to choose any dentist; have a variety of incentives and lower out-of-pocket cost options when an in-network dentist is selected; no paperwork for patients to file. All covered dental procedures, except diagnostic and preventive services, are subject to an annual per person deductible of $50 with a family limitation of $150 regardless of the number of patients in the family. The deductible is waived for diagnostic and preventive services. Most services are covered at 100% with the exception of crowns, dentures, implants, and bridgework which are covered at 50%. There is a $1,200 annual maximum per person. The plan also offers orthodontia which is covered at 50% ($1,200 lifetime orthodontic maximum per person applies). Contact the Human Resources Office for plan details.
Get the Dental PPO Benefits Summary
The Concordia Plus Plan is a national Dental Health Maintenance Organization (DHMO) with more than 62,700 dentists participating nationally, in which members select a dentist from a panel of participating providers. Dentists are paid a set, monthly fee that covers most of the services members need.Concordia Plus offers a network of providers that are assessed for experience, range of services, location, accessibility and the ability to accommodate new patients; minimal and/or no patient co-payments for preventative care; quality and affordable dental care; no paperwork for patients to file. Orthodontia is also covered under the Concordia Plus DHMO plan. For a list of participating dentists or more information for either of these plans, visit www.unitedconcordia.com or call United Concordia at 800-332-0366 or contact the Human Resources office.
Get the Dental DHMO Benefits Summary
United Concordia offers a complimentary vision plan through Davis Vision. This complimentary plan coverage does vary between the paid EyeMed plan so please be sure to review both plans to ensure your coverage needs are met.
After one year of full-time employment, full-time employees become eligible for the University sponsored Long-term and Short-term disability plans. These plans are both fully-funded by the University. The plans pay an amount equal to 60% of your salary up to a maximum for $10,000 per month.
The Mount offers an innovative way to save money: two separate tax-free accounts that reimburse you for either health care or dependent day care expenses not covered under your insurance plans.
You may establish two Flexible Spending Accounts. One for health care expenses and another for dependent day care expenses. You decide on the amount you want to put into the account(s) each pay period. That amount is then deposited to the appropriate FSA before federal, FICA and state taxes are deducted. When you have health or dependent day care expenses, you reimburse yourself for these out-of-pocket expenses, using these tax-free funds.
However, there is a caution. You need to plan carefully for the expenses you will actually have during the course of the year. Any money that you choose to have deposited in an FSA cannot be returned to you if you do not spend it by the end of the year. If you don't use it during the course of the year, you lose it. This is a requirement of the federal government. Allocations toward FSA's are made for a calendar year - from January 1st through December 31st. During open enrollment each year, you will have the opportunity to re-enroll for the following calendar year and determine your expected expenses for that year.
Your election may not be changed during the calendar year unless one of the following occurs:
You must make the change within 30 days after one of these events occurs. It will become effective on the day you submit the new election form and will remain in effect for the balance of the year.
You may use this Health FSA for health care expenses such as deductibles, coinsurance/co-pays, non-covered health expenses, non-covered dental expenses, eye care expenses (such as contact lenses, eye exams and glasses), hearing expenses, and over-the-counter medications. All of these may be paid with before tax dollars and save you money.
Flexible Spending Account FAQs
Any medical expense that is allowed as a deduction on your tax return is allowed as a reimbursable health care expense. Remember though, if you use your reimbursement account to pay for a health care expense, you may not also claim that same expense on your tax return.
The Health FSA may be used for your expenses and for your dependent's expenses. You may deposit up to $2,500 annually into the Health Care FSA. As you incur eligible expenses during the year, you can pay the expenses using an FSA Visa debit card or you may pay out of your pocket, and then submit a claim for reimbursement from the account. Participants may rollover up to $610 of unused Health FSA funds into the next calendar year.
Currently, childcare costs are paid after you receive your paycheck. Now you may reimburse yourself through the Dependent Day Care FSA for the cost of dependent care while you and your spouse are at work. You may deposit up to $5,000 a year into this account ($2,500 if married and filing a separate income tax return).
In general, any dependent care expenses you are allowed to report on your individual Internal Revenue tax return are eligible Dependent Day Care FSA expenses. As you incur eligible expenses during the year, you pay the expenses out of your pocket, and then submit a claim for reimbursement from the account.
The Mount offers a comprehensive package of health benefits for employees and their families. On the first day of the month following full-time employment, an employee is eligible for the CareFirst PPO Blue Card National Network. To find out more about your CareFirst plan, please visit the CareFirst website. Employees may choose to enroll under four levels of coverage:
Download the Overview of Medical and Prescription Drugs TrueRx
Download the Medical Benefits Summary
The Mount currently pays 75% of the total premium regardless of the level of coverage for all full-time employees. The employee's share of the premium (25%) will be deducted from the employee's paycheck on a pre-tax basis.
If you choose to have medical care provided by a physician or hospital within the PPO Blue Card National Network you will receive the highest level of benefits for your care. Network providers may be located by going to the CareFirst Member Portal and choosing the Carefirst Regional Plan. However, you may choose to receive care from a health care provider outside the PPO Blue Card National Network. Employees also have access to 24-hour medical care using MDLive. You can visit with a Board Certified doctor from your home, office or on the go to assist with non-emergency medical conditions. If you choose to go outside the network for service or care, you must meet a separate deductible and pay additional coinsurance.
This program is based on the TrueRx three-tier program formula, which encourages the use of generic drugs and certain brand-name drugs. Under this program, you pay a different co-pay depending on whether you receive a generic drug, a preferred brand-name drug, or a nonpreferred brand-name drug. Always remember to talk to your doctor about using generic preferred brands that can save you money. You and your doctor should check the three-tier program list before you receive a prescription. An updated copy is available at the TrueRx Membership Center. In addition, maintenance prescription drugs are available for a 30- to 90-day supply.
Download prescription drug information
For information for Prescription Drug Coverage and Medicare read the Important Creditable Coverage Disclosure Notice.
*Spouses are only eligible to participate in the medical plan if they have no other coverage available to them from their employer. If enrolling a spouse under the medical plan, an employee needs to provide a spousal affidavit. This exclusion only applies to the medical plan.
The Mount has partnered with Legal Shield to offer full-time employees an opportunity to purchase a Legal Shield plan and/or Identity Theft Protection plan. Employees can enroll in these plans at any time throughout the year.
Download the LegalShield and IDShield Plan Overview
Everyone deserves legal protection. Unexpected legal questions arise every day and with LegalShield on your side, you’ll have access to a quality law firm 24/7, for covered personal situations. From real estate to speeding tickets to Will preparation, and beyond, LegalShield is there to help you with any personal legal matter—no matter how traumatic or how trivial it may seem. and IDShield protection plans is an voluntary benefit available to all full-time, regular eligible employees and their families.
Download the Legal Shield Plan Summary
Millions of people lose their identities every year. Don’t be one of them. IDShield is there to help you. They understand the potential threats, how to prevent them and how to restore any damage done. IDShield monitors your identity from every angle, not just your social security number or financial accounts. Not only are they there to provide Identity Consultation Services, they are also there to provide Identity Restoration. IDShield will spend up to $5 million using Kroll’s industry-leading licensed private investigators to do whatever it takes to help recover and restore you identity to its pre-theft status.
Liberty Mutual offers a comprehensive program that features auto and homeowner's insurance. This program provides an exclusive group discount on already competitive rates and convenient payment options.
Compare your current policy to Liberty Mutual's Plan. More than 6,500 companies and organizations in North America have chosen this plan, making it the most sponsored group auto and home insurance program in the industry.
Eligibility for this plan is extended to you, your spouse and any of your children who are residents in your home. They provide you with a number of convenient enrollment and payment options including payroll deduction. For plan quotes, please contact Sales Representative Jakub Smith (Jakub.Smith@LibertyMutual.com) at 301-378-7635.
The Mount offers a variety of life insurance policies for employees and their families. On the first day of the month following full-time employment, an employee is automatically enrolled in a Basic Life and AD&D policy under CIGNA Life Insurance Company at no cost to the employee. Employees may choose to purchase additional amounts of life insurance for themselves and/or the spouse and dependent children.
Download the Basic Life Insurance information
Download the Group Accident (AD&D) Insurance information
The Mount provides a $20,000 policy covering all full-time employees on the first day of the month following full-time employment. Additionally, the Mount's basic plan includes Accidental Death and Dismemberment (AD&D) coverage in the event that a loss of life or limb occurs due to an accident while covered under this plan. You name your beneficiary and may change your choice of beneficiary at any time by updating your beneficiary information in Workday.
The employee may choose to purchase an additional amount of life insurance and the premiums can be deducted on a pre-tax basis from the employee's paycheck. The premiums for supplemental life insurance are based on the age of the employee and can be purchased in increments of annual salary (1x, 2x or 3x annual salary).
The employee may choose to purchase one of two options of life insurance for spouse and/or dependent children. The premium is deducted from your paycheck on an after-tax basis. In order to elect dependent life insurance, you must enroll in the supplemental life insurance plan as well.
If you are a newly hired employee, you do not need to provide a medical evidence of insurability if you are enrolling in the supplemental or dependent life insurance plans. However, if you are a current full-time employee and wish to newly enroll or increase your life insurance coverage during a life event or open enrollment event, you must provide a medical evidence of insurability form to the Human Resources office. Enrollment in the life insurance plan is not finalized until approval is received from the life insurance company based on the evidence of insurability.
Download the Evidence of Insurability Form
CIGNA's Will Preparation Program makes it easy for you take charge of those difficult life and health care legal decisions.
As a full-time Mount employee, you are eligible to enroll in the TIAA and Roth Retirement Program. The program is designed to give you an income when you retire which is in addition to your Social Security benefit.This summary will help to answer some of the questions you may have about the Plan. Please read this summary carefully and talk it over with your family. If you have any questions, please feel free to contact the plan sponsors directly or stop in or contact the Human Resource Office.
You are eligible to join the Mount's retirement plan if you are 21 years of age and are a full-time employee of the Mount. You may choose to contribute a fixed dollar amount or percentage of your salary into one of the two available retirement programs on a tax-deferred basis. While there is no minimum contribution required; the Internal Revenue Code enforces a maximum amount that can be tax-deferred by employees.The University will contribute 3% towards the employee's TIAA Retirement Plan regardless if the employee contributes to the plan. The University will match up to an additional 3% into the pension plan, if the employee contributes more than 3% into the plan. The contribution begins on the first day of the month following your date of full-time employment.
To start your retirement plan, you'll need to allocate your contributions among the fixed and variable annuity accounts listed among the retirement options. You can change your allocation of future contributions at any time, and you have considerable flexibility in transferring funds among accounts.
Mount Contribution: The Human Resources Office will enroll all full-time employees upon orientation. The Mount's contributions will begin on the first day of the month following employment.If you are a new employee or want to open a new account with TIAA, you must enroll online at www.TIAA.org/msmary to open a new account.
Download TIAA Online Enrollment Form instructions
Employee Contribution: an employee may choose to contribute any portion of their salary by adding or changing their contributions in Workday.
There is a contribution limit that applies to Tax Sheltered Annuities. As determined each year by the IRS, the contribution limit for 2022 is $20,500.There are, however, special provisions to allow you to contribute more if:
It is important to remember that any contributions you make to the plan are on a pre-tax (before tax) basis and reduce your taxable income in the year contributed. You can also contribute to the Roth plan on a post-tax (after-tax) basis to pay taxes on your contributions now so you do not have to pay them when you retire.
Download the Fee Disclosure MSMU Defined Contribution Retirement Plan
The Mount offers a discounted vision care plan for employees and their families. On the first day of the month following full-time employment, an employee is eligible for coverage through EyeMed Vision Care. Employees may choose to enroll under three levels of coverage:
EyeMed members enjoy these key benefits:
TransAmerica offers employees an option to enroll in a Critical Care Plan and/or a Universal Life Insurance Plan with Long-Term Care benefits. A policy can be purchased for yourself, your spouse and/or your child(ren).
You decide the benefit amount you wish to purchase and TransAmerica determines your premiums based upon your current age and the benefit amount you wish to purchase. Your rates never change. TransAmerica will notify Human Resources of your enrollment and will withhold your premiums from your paycheck.
If you ever leave the University, your policy will continue with TransAmerica. You simply will need to make arrangements with TransAmerica to make payments on your own. For more information about either of these plans, please email Susan McClane at Mid-Atlantic Benefits Group or call 443-466-6870.
Employees may qualify for tuition remission in undergraduate or graduate courses and their spouses and eligible children may qualify for tuition remission in undergraduate courses at Mount St. Mary's (including MPAS, Weekend College, and Accelerated Programs) according to the table below, on a space-available basis. Adjustments to this benefit in accordance with financial aid regulations and policies may be made based on eligibility for other scholarships, awards, etc. by the Director of Human Resources. All participants in this educational benefit must satisfy the normal admission requirements and maintain the scholastic standards required of all students. In the event that a conflict exists between the course schedule and the employee's position requirements, approval of the immediate supervisor prior to enrolling in a course is required.
Employees are eligible to take audits, undergraduate and graduate courses under the tuition remission program. Credits earned through another consortium institution, however, are not covered under this policy.
Spouses and eligible dependent children may take courses as indicated in the table below.
More than half of the dependent’s support is provided by parents and:
To be eligible for undergraduate tuition remission, a child must be the natural offspring or legally adopted son or daughter of an employee.
Tuition remission for undergraduate courses ceases for eligible dependent children at the end of the semester in which they reach the age of twenty-eight (28). Adopted dependent children become eligible three (3) years after their legal adoption. Dependent stepchildren also become eligible three (3) years after the employee’s marriage, provided employee and spouse have sole physical custody and provide at least 50% of the child’s financial support. Mount St. Mary’s reserves the right to request proof of dependency.
To determine eligibility for Tuition Remission for either the employee or an eligible dependent, the employee must complete an Application for Tuition Remission Benefits available from the Department of Human Resources. This should be completed prior to enrollment in any class(es) on an annual basis each academic year. The application must be completed in order to receive this benefit.
Non-Degree seeking students are those who wish to take classes at Mount St. Mary’s University and have not applied for admission and have not been accepted as a degree student. Non-degree seeking students also include those that are degree-seeking at another institution. Only credited courses are covered. Independent studies, tutorials, internships, and instrumental/vocal lessons are not included under the non-degree seeking tuition remission benefit. A maximum of 16 credit hours will be approved per semester. One-credit courses will only be approved as an audit.
Degree seeking students are those who wish to seek a bachelor’s or master’s degree and who have applied for and been accepted for admission to Mount St. Mary’s University. A maximum of 16 credit hours will be approved per semester.
In the event an employee terminates employment with the University while the employee, spouse or eligible dependent children are enrolled in courses, the reduced tuition benefit will be pro-rated based on the number of weeks remaining in the semester.
The applicable tuition remission benefit extends to retired or permanently disabled employees, to spouses (unless remarried) and eligible dependent children of retired, permanently disabled, or deceased employees, provided the employee was employed by Mount St. Mary's University at the time of retirement or disability and served for at least seven (7) consecutive years immediately prior to retirement, disability, or death.
Please be advised that tuition remission benefits may be taxable. Consult with your tax professional for further details.
Mount St. Mary's University offers dependent children (see definition of dependent under Tuition Remission Policy) of its full-time faculty, exempt staff, and non- exempt staff the opportunity to apply for competitive undergraduate tuition exchange scholarships through two programs: The Tuition Exchange, Inc. (TE) and Council of Independent College Tuition Exchange Program (CIC-TEP).
Scholarships are not guaranteed benefits; they are competitive awards.
Even if the employee is eligible to apply for an award (see eligibility requirements below) the employee may not receive an award because the University is only able to offer a limited number of scholarships or because the receiving university is not able to accept the employee’s application because of limits established by that university.
This program is a partnership of hundreds of colleges and universities (list of participating colleges/universities is on file in Human Resources or can be accessed through www.tuitionexchange.org).
Family members eligible for Tuition Exchange Scholarships are not guaranteed an award. Some universities may need to maintain a balance between students sent on the exchange (exports) and students received on the exchange (imports). In extreme cases, where there is a serious imbalance (many more exports than imports), the university is formally prohibited from sending students on the exchange.
Criteria for Eligibility
The CIC-TEP consists of a network of CIC colleges and universities (list on file in Human Resources or can be accessed through www.cic.edu/tep ) willing to accept – tuition free – students from families of full-time employees of other CIC universities. Each participating university agrees to accept (import) a limited number of students from other colleges on the same admission basis as they accept all other students, without regard to the number of students it exports. Currently, there are no limitations on the total number of exports.
Criteria for Eligibility
Full-time employees of Mount St. Mary's University (see Tuition Remission Eligibility Table).
Tuition Exchange Timeline
Two Years Prior to College Admission
May 15 - By no later than May 15 of the dependent’s junior year in high school, the employee must complete a Preliminary Application for the exchange program in order to be placed on the waiting list. (Application is available in Office of Human Resources).
One Year Prior to College Admission
October 15 - A list of TE and/or CIC colleges and universities that the dependent is interested in attending must be submitted to the Office of Human Resources.
November - Export and Import Liaison Officers for the Mount will meet with the Dean of Admissions/Enrollment to determine the level of participation in the TE Program based on our export/import ratio. Employees will be notified of their placement in priority for the exchange scholarships.
December 1 - Dependents must have made application to the colleges and universities of their choice within the exchange program(s). Note: a maximum of 6 applications may be submitted on behalf of a student in each of the exchange programs.
WellSpan Employee Assistance Program (EAP) offers a professional, confidential service that helps employees and their immediate family members identify and resolve personal problems that may be affecting them either at work or in their personal lives. The EAP program provides counseling services and training programs to anyone in need and is strictly confidential. There is no cost to you as an employee or dependent family member for the initial evaluation sessions.
To find out more about WellSpan Employee Assistance Program, check out the WellSpan EAP website or through these additional resources.
This notice explains COBRA continuation coverage, when it may become available to you and your family, and what you need to do to protect your right to get it.
In accordance with the Federal Law, Mount St. Mary's University provides to eligible employees a leave of absence pursuant to the provisions under the Family and Medical Leave Act (FMLA).
Eligible employees are able to use up to a total of 12 weeks of leave in any fiscal year with proper medical or other documentation for the following types of absences:
Employees who have worked at the University for at least 12 months. These 12 months need not be consecutive; however, if an employee has had a break in University service of greater than seven years, prior periods of employment will not be counted subject to certain exceptions. In addition, to be eligible, employees must have worked at least 1,250 hours in the 12 months preceding commencement of the leave. Employees returning from Uniformed Services Employment and Reemployment Rights Act (USERRA)-covered service are credited with hours of service that would have been performed, but for the USERRA-covered service.
The above is a brief summary of family leave benefits offered by Mount St. Mary's University. For more information contact the Office of Human Resources to determine eligibility for FMLA benefits.
Holiday schedule may be subject to change at the discretion of the university.