2019-2020 Policy Library 
    
    Jan 23, 2020  
2019-2020 Policy Library

Chapter 8 Faculty Benefits


8.1 Fitness Room, Gym & Pool

8.2 Fringe Benefits

8.3 Lunch Meetings

8.4 Rental Housing

8.5 Rideshare Program

8.6 Salary Checks

8.7 Staff Holidays

8.8 Tuition Remission Scholarship Plan for Dependent Children of CMC Employees


8.1 Fitness Room, Gym & Pool

During the academic year, faculty may use the athletic facilities when not being used by Physical Education classes or athletic teams. The Tiernan Field House at Scripps College is also open to CMC faculty. Notices regarding recreational swimming at CMC and Scripps pools are sent to each faculty member at the beginning of the school year by the Physical Education department.

8.2 Fringe Benefits

CMC offers a full range of fringe benefits for employees and their families, including health, dental, disability, and life insurance; retirement plans from TIAA-CREF; supplemental retirement plans; enrollment in the Emeriti health savings account program, and flexible spending accounts for health or dependent care expenses. Details are available from the Human Resources office (call ext. 18490) or please visit the Human Resources website.

8.3 Lunch Meetings

The College will provide one lunch a week taken by faculty at Collins Dining Hall. The meals are given with the understanding that they will be used as a means of meeting with students or colleagues. To obtain free meals, faculty must use their CMC faculty identification card at the entry to Collins Hall.

8.4 Rental Housing

Although housing is the responsibility of the individual faculty member, a local real estate office maintains a file of College-owned houses and other available residences for faculty and staff who are interested in renting College-owned housing. For further information, contact the Business Office (call ext. 18116).

8.5 Rideshare Program

The College participates in an air quality program that encourages employees to use alternative modes of transportation in arriving to work.

Full-time employees who walk, bicycle, use public transportation, or rideshare to work are offered $1.50 per workday, Monday - Friday. A monthly on-line form is available, see “TRiP Incentive Newsletter/Memo”, for all employees who have access to a computer. Print the form, fill it out, and send it to Human Resources, 528 Mills Avenue. The rideshare subsidy will be added to the last paycheck of each month.

  1. Benefits-eligible employees who participate in ridesharing can be reimbursed $1.50/day plus up to $60/month for public transportation such as Metrolink or the bus. Rideshare incentives are considered taxable income.
  2. Ridesharing can only be counted as such if it occurs during the hours of 6 a.m. to 10 a.m. Monday through Friday. These hours are the “peak” transportation hours according to the South Coast Air Quality Management District (SCAQMD).
  3. Ridesharing counts only when driving to the CMC campus - carpooling to work-related events off site does not count toward the $1.50 reimbursement. One of the goals is to reduce the number of cars on campus.
  4. Dropping off children at school in the morning between 6 a.m. and 10:00 a.m. Monday through Friday counts as ridesharing only if the distance to school is at least 50% or more of the commute to CMC.

8.6 Salary Checks

Salary checks are issued on the 26th of each month. If the 26th is a Saturday, Sunday or holiday, paychecks will be distributed on the last working day before the 26th. Arrangements for direct deposit can be made through Payroll in the Business Office.

8.7 Staff Holidays

The Claremont Colleges staff observe the following holidays. Faculty members are encouraged to organize their requests for services from the faculty support centers with these holidays in mind.

  • New Year’s Day (January 1st)
  • Martin Luther King Day (third Monday in January)
  • Cesar Chavez Day (Last Friday in March)
  • Memorial Day (last Monday in May)
  • Independence Day (July 4th)
  • Thanksgiving Day and the Friday following
  • Christmas Day (December 25th)
  • Labor Day (first Monday in September): Most offices of Claremont McKenna Colleges observe Labor Day; however, there are a select few who do not. Please contact the office supervisor regarding this holiday.

Please note that some offices will be open during the above stated holidays.  

Holidays falling on a Saturday or Sunday are normally observed on the preceding Friday or following Monday, respectively. Christmas Eve or the day after Christmas is normally observed as a staff holiday.  In addition, CMC is closed between Christmas and New Year.

8.8 Tuition Remission Scholarship Plan for Dependent Children of CMC Employees

Claremont McKenna College has a scholarship plan for dependent children of CMC employees. Normally the College will have employed these employees for at least two years. For purposes of the benefit, the term “dependent children” is defined as those children who meet the qualifications of Section 132(h)(2)(B) of the Internal Revenue Code (child or stepchild who is a dependent of the employee and who has not attained the age of 25).

The benefit will be available only to employees who are in paid status, who hold full-time positions with the College, and who have been with the College two years or longer. Full-time employment for staff is defined as working 12 months, 40 hours per week. Staff in less than full-time positions, temporary positions, and faculty in part-time and/or non-tenure-track appointments are not eligible. Employees who transfer from one of the other Claremont Colleges must establish a two-year employment period with Claremont McKenna College prior to being eligible for this benefit.

Scholarships will be granted only to eligible children who are working toward an Associate of Arts or a Bachelor’s Degree at an eligible institution. An eligible college or university must be accredited and it must have a regular organized body of students in attendance at the place where its educational activities are conducted. Scholarships will not be awarded for on-the-job training, correspondence schools, night schools, or similar institutions. In the case of any dispute over the eligibility of any specific institution, the Director of Financial Aid will forward a recommendation to the President whose decision shall be binding.

Scholarships will be awarded to those children who demonstrate scholastic ability. Normally no scholarship will be awarded to a child who has failed to maintain a “C” average, or the equivalent, in high school or college work during the preceding academic year (academic years follow the CMC calendar of academic years).

Each scholarship may be renewed for a total of no more than 8 semesters, 12 quarters, 120 units or 32 courses–whichever the attended institution accepts as its minimum graduation requirements. Scholarships for summer sessions will be counted as a part of the total.

The largest scholarship granted in any one academic year would be one-half of the tuition (excluding the cost of books, fees, room, and board) charged undergraduate students at the institution to be attended. Total scholarship grant to any individual shall not exceed the equivalent of one-half of the then current tuition at CMC.

An application for a scholarship is to be in writing each semester/quarter and accompanied by a complete academic transcript and original billing statement.

All scholarships will be paid directly to the institution attended. If the student withdraws from the institution before completing an academic year, any rebate of tuition will be returned to CMC. The employee will be responsible for the money being returned to CMC.

Normally, each qualified employee is eligible for scholarships that cover no more than 16 semesters (or the equivalent) of undergraduate education. The scholarships may be divided among any of the employee’s eligible children. For example, 2 children might each be eligible for 8 semesters of scholarship aid, 4 children for 4 semesters, etc.

Should an eligible CMC employee die whose child or children would otherwise be eligible for scholarship grants, these children will normally remain eligible for not more than 5 years from the date of the employee’s death. Although this extension will help children not yet enrolled in college at the time of death, it will normally not continue beyond the stipulated five-year period.