This section provides an overview of many benefits available to faculty and staff. In the event of conflict between the overview provided in this handbook and the plan document or insurance plan, the plan document or insurance plan will govern. Complete descriptions are not possible in the handbook; employees should contact Human Resources for specific plan details. The Labor Agreement governs in the case of Union employees in all aspects of this section. Regular non-union employees who have a schedule involving a (.46) FTE or above, and Union employees who have a (.50) FTE or above are eligible to participate in the College‚Äôs benefit programs.

Carleton College will comply with all applicable laws such as ACA, FMLA, federal, state, and any applicable regulations.

Employment & Benefits

Financial Planning Reimbursement

The College offers its employees numerous opportunities to enhance their ability to make informed decisions regarding financial planning concepts. Such opportunities include a comprehensive financial planning program series, individual counseling sessions with financial planners from the College’s retirement plan provider, and a library of relevant resources.

Eligible employees are regular employees who work half-time or more for six continuous years OR are tenured OR have reached the age of 50 with one year of service.

Reimbursements up to $300 per employee are available. Reimbursements up to $150 will be available after an eligible employee has attained six continuous years of service or is tenured. An additional $150 will be available when the employee has reached age 50 for a total reimbursement of $300. For those employees 50 years or older with one year of service, the total of $300 is immediately available.  The maximum reimbursement(s) for an employee is $300.

Eligible employees may apply for reimbursement by completing an application and presenting to the Office of Human Resources a paid receipt from the recognized financial adviser for costs associated with long-term financial planning advice. The Office of Human Resources will authorize payment and forward the information to payroll for processing. Costs associated with product transactions should be identified separately and are not eligible for reimbursement under this program. Reimbursement amounts are considered taxable income, will be paid through payroll, and will be shown as “supplemental pay” on the employees’ earnings statements.

Retired employees, who have not previously used this benefit, may apply for reimbursement within one year of their retirement date.







For: Staff, Faculty

Last Reviewed: September 7, 2018

Maintained by: Human Resources