Full-time employees can sign up for benefits on their first day of employment. They may enroll in either a single or a family health coverage plan on their date of hire. Coverage goes into effect the first day of the month after the hire date (i.e. if your date of hire is August 3rd, your insurance effective date is September 1). Please direct questions to the Human Resource Manager.
Ursuline Academy offers four different health insurance plans: PPO, PPO Healthy Choice, Consumer Directed Health Plan (CDHP) and CDHP Healthy Choice. The plans are administered by the ISAS Group Benefits Trust and coverage is provided through Blue Cross Blue Shield. Monthly premiums are a shared cost between the Academy and the employee. The employee cost will be paid through a payroll deduction. The CDHP plan also includes a health savings account (HSA) of which the Academy makes a quarterly contribution.
The Academy offers a PPO plan administered by the ISAS Group Benefits Trust with coverage provided through Delta Dental. Monthly premiums are a shared cost between the Academy and the employee. The employee cost will be paid through a payroll deduction.
Vision insurance is administered by the ISAS Group Benefits Trust with coverage provided by United Healthcare. Vision insurance is available at the employee’s expense and will be paid through a payroll deduction.
Flex Spending Account
Your Flexible Spending Account (FSA) enables you to redirect a portion of your salary to provide reimbursement for two specific types of expense: dependent care (DDC) and un-reimbursed medical (URM). Before the beginning of each plan year (January 1), you must elect a specific dollar amount for each type of expense, which will be redirected from your salary. Dependent care expense may not be paid from the un-reimbursed medical expense account and vice versa. Ursuline allows up to $2,500 of URM to be set aside for your Flexible Spending Account and $5,000 for DDC which is the maximum allowed by the IRS.
Ursuline offers a supplemental insurance program administered through AFLAC. Supplemental insurance is available at the employee’s expense and will be paid through a payroll deduction.
All employees working a minimum of 1,300 hours per year are eligible to join and contribute to the 403(B) retirement plan administered by TIAA-CREF. Two options are offered: 1) Group Supplemental Retirement Annuity (GRSA) an employee only contribution savings plan, available on the first day of employment; 2) Group Retirement Annuity plan available after one year of employment where the Academy will match up to 6% of the employee’s contribution to the GRA plan.
Ursuline pays for 100% of life insurance premium for full time employee’s equal to one times annual salary.
Long Term Disability
The Academy pays for 100% of the long-term disability insurance premium for full-time employees.
As a member of Pre-Paid Legal you have access to a Provider Law Firm that can help you with your legal questions and problems. They are referred to as your “Provider Law Firm” because they provide you with legal services under your membership. The employee is responsible for the monthly fee.
Vacation time for full-time 12 month employees is accrued at 10 days per calendar year for the first four years of employment. During the fifth year the number of days increases to 15 and at fifteen years the number of days increases to 20.
Full-time/10 month employees are eligible for 8 days of sick/leave time per year. Full-time/12 month employees are eligible for 10 days of sick/leave time per year.
All full-time employees receive the following paid holidays:
- Martin Luther King Jr. Day
- Spring Break Week
- Holy Thursday-Half Day
- Good Friday
- Easter Monday
- Memorial Day
- Independence Day
- Fridays In July (Non-Teaching Staff)
- Labor Day
- Thanksgiving Week
- Christmas Eve through Feast of Mary Mother/New Year’s Day
Employees will be paid semi-monthly on the 15th and the last day of the month. All employees can access their personnel records, including signing up for direct deposit, recording their absences and/or attendance, and benefits, through our online HR system, ExponentHR, which is available to employees 24/7.
Technology & Equipment
All employees have access to either desktop or laptop computers. Faculty and specified employees are issued Ursuline Academy laptops. In order to receive the laptop, employees are required to sign the Academy Issued Laptop Policy Form which outlines their obligations while having the machine in their possession. Ursuline offers an on-site computer repair suite, known as the CAVE. Faculty and students can bring their laptops to the CAVE for any questions involving their computers and for any maintenance required for their machines. The Cave provides hardware support for the laptops. Help desk positions provide support for all other computer related needs. There is also a wide variety of software and other equipment available to support employees in their respective roles. Ursuline emphasizes ongoing education by offering classes and opportunities to update and gain new technology skills. All employees of Ursuline Academy are issued a school email account that will be active on the first day of employment.
The Academy provides tuition reimbursement to eligible employees in obtaining certifications or degrees that are determined to be job necessary and/or job related. All current full-time employees who have completed at least six months of continuous service at the Academy shall be eligible. Tuition will be reimbursed up to 50% of each course with a maximum reimbursement of $2,000 per semester or $4,000 per year.
In the spirit of community and support of the family, Ursuline and Jesuit offer a reciprocal tuition discount program of 50% of each school’s tuition for dependent children of full-time employees.
- The discount is available to all full-time employees.
- To qualify for discounted tuition, employees must be the parents or legal guardians of students accepted to or currently attending Ursuline and/or Jesuit.
- The discounted tuition benefit will be available to employees on an annual basis.
The Academy is committed to providing career and professional development opportunities to assist both academic and general staff to meet their personal, academic and/or professional needs in ways that are consistent with the objectives of the school. The principle aims are to develop skills and knowledge, optimize the quality of working life, and work towards excellence by supporting existing strengths and maximizing the potential contribution of all members of the staff. Refer to the Academy’s Tuition Reimbursement Policy for guidelines regarding reimbursement for tuition.