The information below is intended as a general summary of College benefits, and may be rendered inoperative as policy changes.
Group Insurance Programs
- Medical Insurance
- Flexible Spending Account
- Dental Insurance
- Life Insurance
- Long-Term Disability Insurance
- Liability Insurance
The College provides a group hospitalization and medical insurance plan for full-time employees, their spouses, and eligible dependents. Such insurance becomes effective on your first day of employment.
The premium for such insurance for employees, spouses, and eligible dependents shall be shared by the College and employees.
The College also provides a medical buyout program for those employees with existing medical coverage. The program allows employees to waive the College’s medical insurance and receive a monetary incentive for doing so.
The College provides dental insurance for full-time employees, their spouses, and eligible dependents. The coverage becomes effective on the first day of the month following your initial date of employment. The dental insurance premium is paid by the College.
Flexible Spending Account (FSA)
The College provides an FSA (Section 125 Flexible Spending Account) giving employees an opportunity to defer income on a pre-tax basis to pay for medical expenses not covered by the College’s medical and dental plans and for dependent care expenses.
The College provides group life insurance for fulltime employees. The amount is equal to two times the employee’s base salary rounded to the next highest $1,000 if not an even multiple of 1,000. The coverage is effective the first day of employment. The policy also provides accidental death and dismemberment insurance. When you reach the age of 70, the amount of life insurance and accidental death and dismemberment insurance is reduced 50 percent. The life insurance premium is paid by the College.
Long-Term Disability Insurance
The College provides disability insurance for full-time employees. Coverage will be effective following the completion of one year of service or as specified by the current long-term disability vendor, provided the employee is actively at work on that date.
The amount of the monthly disability benefit, including any income benefits payable from Social Security, Worker’s Compensation, and other defined reduction amounts, will equal 60 percent of your covered monthly salary as of the date the disability began. However, such benefit payment shall be governed by the minimum and maximum amounts established in the agreement between the College and insurance carrier.
When a person is found to be eligible, benefits begin after six months of continuous total disability. A policy statement will be sent to you by the Human Resources Office upon completion of the waiting period of eligibility.
The long-term disability insurance premium is paid by the College.
All employees are named as "additional insured" under the College’s comprehensive liability insurance policy.
Waiver of Tuition and Lab Fees
Full-time employees, spouses, and dependent children are eligible for waiver of tuition and associated fees for credit and noncredit courses offered at Pennsylvania College of Technology. This benefit is limited to two credit courses per semester during the regular full-time work calendar for the employee (but unlimited for spouse and dependents). The number of noncredit courses for which tuition is waived is unlimited for employees as well as for spouses and dependent children. A repeated course is not eligible for the waiver of tuition.
Tuition Reduction: Penn State
Full-time employees, spouses, and unmarried dependent children are eligible for a 75 percent reduction of Penn State credit tuition. Full-time employees are eligible for tuition reduction for undergraduate and graduate credit courses, while spouses and unmarried dependent children are eligible for tuition reduction for undergraduate credit courses.
This benefit is limited to two credit courses per semester during the regular full-time work calendar for the employee (but unlimited for spouse and dependents).
Full-time employees are eligible for a 75 percent reimbursement for tuition expenses for Collegelevel credit course(s) taken at regionally accredited institutions. Courses must be directly related to your professional development and meet established criteria.
- Employee Assistance Program
- Tax Sheltered Annuity
- College Store Discounts
- Children's Learning Center
- Fitness Center
- Credit Union
- U.S. Savings Bonds
Employee Assistance Program (EAP)
The College provides the EAP to full-time and regular part-time employees and any members of their immediate household. The EAP is designed to
assist with personal difficulties that may affect the quality of life or job performance (e.g., marriage, family, substance abuse, and emotional stress). The EAP premium is paid by the College.
Tax Sheltered Annuity
The College will make provisions for tax sheltering a portion of your earnings for the purpose of purchasing an annuity. If you are interested in setting up a tax shelter program, you may obtain information and contract forms from the College’s Human Resources Office or your annuity plan agent.
College Store Discounts
The College Store gives full-time and regular part-time employees a 15 percent discount on most purchases upon presentation of your employee ID card.
Children's Learning Center
The College has an on-site daycare center. Information on fees is available by contacting the Children's Learning Center.
The College has an on-site fitness center. Information on fees is available by contacting the Fitness Center.
You are eligible for membership in the Williamsport Teachers Credit Union, PSECU (Pennsylvania State Employees Credit Union), and the Penn State Federal Credit Union. The credit unions provide a range of financial services, including various types of loans/savings programs, and provide for repaying loans or systematically making savings deposits through payroll deductions or direct deposit.
U.S. Savings Bonds
Bonds may be purchased through the College by payroll deductions.
The College has an on-site fitness center. Information on fees is available by contacting the Director of Athletics.
- Sick Days
- Personal Days
- Emergency Days
- Bereavement Leave
- Jury Duty
- Sick Bank
- Compassion Leave
At present the College has 10 holidays; however this is subject to change. [Official Holiday Schedule]
Vacation (for full-time 12-month employees only)
Vacation may be taken as earned throughout the year with the advance approval of your supervisor.
Exempt Administrative, Professional and Technical (APT) staff receive 20 paid vacation days per year.
Non-exempt APT staff receive 15 days per year, and after the fifteenth year of employment, 20 days per year are granted.
Classified and Service staff, upon hire through the tenth year, receive 10 paid vacation days per year; after the tenth year through the fifteenth year, 15 days per year are granted; and after the fifteenth year of employment, 20 days per year are granted.
Sick Days (Short-Term Illness/Disability)
Twelve-month employees are entitled to 12 days of sick leave per College fiscal year (July through June). All other full-time employees are entitled to 10 days of sick leave per year. Exception: Non-faculty or Replacement Faculty who commence employment at a time other than the first day of the normal work year for their position are entitled to sick days based on a prorated schedule.
Annual sick leave need not be accrued each month in order to be paid; you are eligible to use such leave immediately upon employment as needed.
Full-time employees are entitled to three personal days per College fiscal year. Non-faculty or Replacement Faculty who commence employment at a time other than the first day of the normal work year for their position are entitled to personal days based on a prorated schedule.
Full-time employees may use up to two days per year for emergency leave with pay upon approval by the College for absences not covered by other leave policies.
You are allowed five work days of absence with full pay for bereavement purposes in the event of a death in your immediate family and one day with full pay in the event of the death of a near relative. Immediate family and near relative are defined in College policy.
The College will pay you the difference between the salary earned in court and your regular salary as an employee.
All full-time employees of the College periodically contribute a day of their sick leave to a sick bank, thus providing a reservoir of additional sick leave for employees who are confronted with a serious loss of earnings due to an extended inability to work resulting from a severe illness or injury.
Employees must be eligible to accrue the maximum yearly allotment of sick leave in a fiscal year before they must contribute to or can apply for leave from the Sick Bank.
All full-time employees may voluntarily contribute personal leave hours or days to Compassion Leave. This provides a reservoir of additional paid personal leave for employees who are confronted with a serious loss of earnings due to an extended inability to work resulting from a catastrophic illness suffered by a spouse, child, or parent.
The College provides two retirement plan options for you to choose from: the State Employees’ Retirement System (SERS) and the Teachers Insurance and Annuity Association/College Retirement Equities Fund (TIAA/CREF). Membership in a system is required and the selection, once made, is irrevocable. Employee and College contributions for the two plans are listed on the brochure insert.
At your benefits orientation, a member of the Human Resources Office will describe and provide a summary sheet comparing the two plans for you. Additionally, detailed information on each retirement system is available upon request.
Please refer to the following notices as required by healthcare regulations.
Additional information on the benefits listed below is available from the Human Resources Office, in the faculty bargaining unit agreement, or in the Human Resources section of the myPCT Portal.