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Human Resources

Benefit Eligibility


Full-Time Employees

You are eligible for the full benefit package if you are a

  • faculty member with at least a .50 full-time equivalent (FTE)
  • staff member who works at least 20 hours per week (.53 FTE)

The full benefit package includes medical, vision, dental, life, AD&D, long-term disability, flexible spending, and the retirement supplemental and annuity plans.


Part-Time and Temporary Employees

Any faculty member who has less than .5 FTE or staff member who has less than .53 FTE (works less than 20 hours per week) is only eligible for

  • Individual retirement plan contributions 
  • Time off and sick time are prorated for part-time staff. Faculty and Temporary Staff are not eligible for time off or sick time.


New Employees

If you are a new employee, you must enroll in benefit plans within 31 days of your date of hire or appointment. When you enroll, your effective date of benefit coverage is the first day of the month following your date of hire. 

For example, if your hire date is on September 8th, your benefits will begin on October 1st. If your benefit onboarding in Workday is not completed within your initial 31 days of employment, you must wait for the annual Open Enrollment period or a qualifying event to enroll in your benefits.

 Please note that the eligibility date for the College’s contribution to the retirement plan is first of the month following one year of employment, unless you meet the exception guidelines outlined in the TIAA Retirement Plan Policy.



You can enroll your spouse/domestic partner and your dependent children up to age 26 for medical and dental coverage. A signed Affidavit of Marriage/Domestic Partnership is required to enroll a spouse or domestic partner. 

Per IRS guidelines, unless the Spouse/Domestic Partner and his/her children qualify as the employee’s legal dependent for tax purposes, the following will apply:

  • The premium portion paid for an unmarried partner and his/her covered children may not be paid on a pre-tax basis through the Personal Choice Account; however, the portion of the premium paying for your own coverage and for your own children may be paid on a pre-tax basis.
  • Out-of-pocket expenses for health care or dependent care for Domestic Partners and his/her dependents cannot be paid with pre-tax funds through the Personal Choice Account, per IRS guidelines.
  • Employees will pay taxes on the additional amount Lewis & Clark College pays toward coverage for a Domestic Partner and his/her covered children.