Benefits
Bryn Mawr College offers comprehensive and competitive benefit plans to our employees. All full-time and part-time employees working 26 or more hours per week (52 weeks per year, or 1,352 hours annually) are eligible for college-sponsored benefit plans on the first day of the month on or following the date of hire.
Medical, Vision, and HSA
Bryn Mawr College provides medical and vision benefits to full-time and part-time staff members who are scheduled to work at least the equivalent of 26 hours per week (52 weeks per year, or 1,352 hours annually). Please refer to the Benefits Guidebook, Handbooks and Policies and other provided plan documentation for complete details. You may also contact Human Resources with any questions.
Medical insurance is provided through Independence Blue Cross. Plan options and costs are in the Benefits Guidebook.
Different rules apply when using medical insurance outside the United States. Find out more about your coverage on the International Insurance Issues page when working, traveling or living abroad.
If you enroll in the High Deductible Health Plan, you will be eligible to open a Health Savings Account (HSA). An HSA allows you to save pre-tax money through payroll deductions and to use those funds to pay for qualified medical expenses for you and your family. The HSA is managed by Health Equity and you can reach them at healthequity.com or 866-346-5800.
- An HSA is a bank account that is controlled by you.
- You will never forfeit money you have deposited (unused funds roll over year after year).
- You may keep your account if you ever leave Bryn Mawr College.
- The maximum amount that you can contribute to your HSA in 2025 is $4,300 (up from $4,150 in 2024) for employee only coverage and $8,550 (up from $8,300) for all other coverage tiers. Special rules apply if you cover a non-tax dependent.
- After you enroll in the High Deductible Health Plan with Independence, you will need to create an HSA account with HealthEquity.
- If you are age 55 or over, you can make a $1,000 annual “Catchup” contribution.
Teladoc
For quick, convenient access to a provider while you are at the office, or on the go, you can use Teladoc, a telemedicine service. Board certified doctors and pediatricians are available by secure video, phone, or mobile app... anytime, anywhere... and can treat non-emergency medical conditions. Follow this link to learn more.
For quick, convenient access to a provider while you are at the office, or on the go, you can use Teladoc, a telemedicine service. Board certified doctors and pediatricians are available by secure video, phone, or mobile app... anytime, anywhere... and can treat non-emergency medical conditions such as:
- Colds and flu
- Allergies
- Asthma
- Pink eye
- Ear infections
- Sinus problems
- Respiratory infections
- Joint aches and pains
- Vomiting and nausea
Teladoc visit charges are based on the PCP copay for the applicable plan. For the HDHP, you are responsible for the full charge until you have met your deductible. For calendar year 2024, the full visit charge is $60.
ACTIVATING TELADOC - Don't Wait Until You're Sick...
Call 800-835-2632
Visit teladochealth.com
Download the Teladoc mobile app
Teladoc Health Diabetes Management
Teladoc Health Diabetes Management program helps members understand their blood sugar, develop healthy lifestyle habits, and improve glycemic control. The program provides you with an advanced cellular-connected glucose monitor, unlimited strips and lancets, personalized insights, one-on-one coaching to better manage your health. All at no cost to you! Call IBC Member Services to see if you qualify for the Livongo Diabetes Management Program. Join by visiting TeladocHealth.com/Register or call 800-835-2362
Ovia is a maternity and family benefit designed to assist you through the parenthood journey. With Ovia Health, you’ll have access to enhanced, personalized health and wellness features to help you navigate infertility, sexual health, birth planning, preterm delivery, mental health, breastfeeding and more. To learn more download the Ovia app that is right for you... Ovia Fertility, Ovia Pregnancy or Ovia Parenting. When signing up with your email choose, “I have Ovia Health as a benefit” before clicking “Sign-up.”
Wondr Health is a digital behavioral counseling program for weight management, diabetes prevention and metabolic syndrome reversal. The program teaches members a healthy balance, so they understand how to eat their favorite foods, but still lose weight and improve their physical and mental health. The year-long program is broken up into three phases: WondrSkills (foundations), WondrUp (reinforcement), and WondrLast (maintenance). Watch an introductory video for more infomration. Register by visiting wondrhealth.com.
Claim Submission
Medical claims incurred while traveling or living outside of the United States (if incurred when not actively at work*) should be submitted to Independence Blue Cross/Keystone using the International Claim Form.
Dental claims incurred while traveling or living outside of the United States should be submitted using the Delta Dental Claim Form. Delta does request that the claim be translated into English.
Medical Coverage
Emergency room claims are reimbursed the same internationally as in the U.S.
Non-emergency claims on the Personal Choice plans are processed at the out-of-network level unless a Blue Cross Blue Shield Global Core provider is used. Information on this network is available through Independence Blue Cross.
Non-emergency claims on the Keystone POS plan are processed at the self-referred level. There is no international coverage beyond emergency care available on the Keystone HMO plan.
Please note that billing practices differ by country and it's possible that some charges included on the bill will not be covered by insurance.
Dental Coverage
The Delta Dental network does not extend outside of the United States and all care received outside of the United States will be processed at the out-of-network level.
Travel Insurance
While traveling on College-related business outside of the U.S., emergency medical expenses resulting from an accident or illness are covered by the College's Global Medical insurance policy. Medical evacuations and repatriation are components of the Global Medical insurance plan; routine medical care is not. Faculty and staff may purchase coverage under this policy for spouses or dependents who will be traveling on the same trip. More information is available on the Travel-Related Insurance and Issues page.
Prescriptions
A prescription issued by a physician in the United States can only be filled in the United States. If you need a medication filled while visiting another country, you will need a prescription to be written by a physician in that country. Prescriptions issued by a physician from outside of the U.S. are not reimbursable under the College medical plan.
In order to have the prescriptions covered by a College medical plan, affected employees and dependents should have prescriptions filled before leaving the United States. In order to obtain a prescription beyond 30 days maximum that is applicable when filled in a pharmacy, mail order should be considered. This permits a 90-day supply to be obtained for maintenance medications.
Prescriptions beyond 30 days (90 if mail order) can be filled by requesting a vacation override. This process is initiated by calling the Member Services number on the medical ID card at least two weeks in advance of the departure date. Human Resources will need to send Independence Blue Cross a letter that indicates the individuals who will be out of the country, the countries visited, the departure and return dates, and the specific medications that need to be filled for more than the standard period.
Please note that this should not be done immediately before the trip in case the vacation override has not been processed. Also, please note that certain controlled medications will require a letter from the prescriber stating approval of the early refill.
Keystone HMO and Keystone POS Residency Requirements
Both Keystone plans have an underwriting requirement that you are to disenroll from the plan if you will be living outside of the plan's service area for 90 or more consecutive days. This is a life-qualifying event that permits a mid-year change in your medical coverage. Please note that this is based on the residency of the person with employee medical coverage. A dependent moving out of the plan service area does not constitute a life-qualifying event.
High Deductible Health Plan Coverage Considerations
You may be enrolled in the Personal Choice plans, including the HDHP, when living outside of the United States for more than 90 days. However, other than emergency room coverage and Blue Cross Blue Shield Global Core providers, coverage under the Personal Choice plans will be at the out-of-network level, which has very high deductibles and low coinsurance.
The regular Personal Choice PPO provides better out-of-network benefits than the HDHP. If you are enrolled in the Personal Choice HDHP and want to switch to the regular Personal Choice PPO, you will need to do this during Open Enrollment. There is no life-qualifying event based on a change of residency applicable to Personal Choice plans. Open Enrollment occurs in September, for a November 1 effective date.
Health Savings Account (HSA) and Flexible Spending Account (FSA) Considerations
The FSA Medical Spending Account and the HSA associated with the HDHP can be used to reimburse qualified medical expenses incurred outside of the United States. The care must be considered legal in the country in which it was administered, as well as in the U.S. Prescriptions are reimbursable as long as the medication is consumed while outside of the U.S. and is legal in both countries.
FSA Dependent Care expenses are reimbursable if the qualifying person (receiving the custodial care) is a U.S. citizen or national or a resident of the U.S., Mexico or Canada.
*Please note that claims incurred while actively at work are processed as Worker’s Compensation regardless of where the claim was incurred. You should contact the Office of Environmental Health and Safety for all work-related claims. You should not submit claims for work-related injuries to Independence Blue Cross.
- Independent Blue Cross: ibx.com, 800-275-2583
- HealthEquity: healthequity.com, 866-346-5800
- Davis Vision: davisvision.com, 888-393-2583
If you or your children are covered under another group health plan, through a spouse or ex-spouse, please note that the loss of that coverage is a life qualifying event. As explained on page 18 of the Benefits Guidebook, this is qualifying life event that allows you to make plan changes at any time during the year in which they occur.
For any allowable change you must enter it in Workday within 31 calendar days of the event. You will need to provide documentation of the loss of coverage and upload it as part of your Life Event Change. Instructions for making a Life Event Change can be found here.
If you have any questions, please contact benefits@brynmawr.edu or 610-526-5261.
Open Enrollment 2025-2026
Open Enrollment for the November 1, 2025, to October 31, 2026, plan year runs from September 8th through the 26th. Eligible employees can change their medical, dental, vision, and life insurance elections during this time. You can enter any election changes through Self-Service in BiONiC and then print and complete any needed change forms from this page. If you would like to make changes to your benefit elections and/or covered dependents, you must take action by September 26. Pursuant to IRS regulations, changes outside of open enrollment are not permitted unless you experience a qualifying life event (e.g. marriage, birth of child, loss of coverage on spouse's plan, etc.) Keep in mind that the IRS limits the types of changes you can make for such events. If you experience a qualifying life event, contact HR as soon as possible and no later than 30 days from the event; otherwise, you will need to wait until the next Open Enrollment period to make changes.
Please note, we recommend using Firefox as your browser when making any election changes through BiONiC.
General Information and Resources
- 2025-2026 Benefits Guidebook (in Spanish)
- Virtual Benefits Fair information
- Additional resources about High Deductible Health Plans and Health Savings Accounts
- 2025-2026 Rates
- Self-Service Enrollment Instructions through BiONiC
- Contact benefits@brynmawr.edu with any questions.
What's Changing
- The College’s annual medical premiums increased by 5.5% for this plan year and this 5.5% increase is reflected in the monthly premiums for the HMO, POS, and PPO plans.
- Changes for the High Deductible Medical Plan and HSA are being made after additional review of peer and local institutions plans and to incorporate best practices for employer HSA contributions.
- High Deductible Medical Plan (HDHP)
- The IRS mandated an increase in deductibles to $1,700 (EE only) and $3,400 (EE + dependent(s)). This is a $50 and $100 increase from the prior plan year.
- Decrease in out of pocket max for in network benefits from $6,350 to $4,000 (EE only) and from $12,700 to $8,000 (EE + dependent(s)).
- Decrease in co-insurance the member pays for in-network services after deductible from 10% to 0%.
- Employees enrolled in the HDHP plan will now all pay a monthly payroll premium (not just the family level).
- Health Saving Account (HSA)
- Employees enrolled in the HDHP medical plan may be eligible to enroll in a Health Savings Account.
- The College will make direct employer contributions into employee's HSA
- Those enrolled in the HDHP plan at the EE only level will receive $800 and those enrolled in the HDHP plan at any other level will receive $1,600.
- Deposits will be made directly to the HSA each pay period from January 2026 through October 2026 to align contributions with both the IRS calendar year limits and Bryn Mawr’s benefit plan year. Amounts will be pro-rated for new hires and life events.
- High Deductible Medical Plan (HDHP)
- Flexible Spending Account Administration
- Flexible Spending Account Administration for the medical, dependent care, and transit accounts will be consolidated and move from Inspira and Edenred to Baker Tilly effective January 1, 2026.
- Additional information about this transition as well as the opportunity to enroll in those plans will be shared in November.
What's New
- Dental:
- An additional dental plan is now available, which includes a higher annual maximum and higher orthodontia maximum.
- The Core plan remains available and Delta Dental is the vendor for both Dental plans.
- The College will continue to pay the full premium for those enrolled in the Core plan at the employee only level.
- Vision
- A separate Vision plan is now available through EyeMed.
- Employees enrolled in one of the Bryn Mawr medical plans will continue to have vision bundled into those plans. This plan would be in addition to that if elected.
- Employees who are not enrolled in a Bryn Mawr medical plan now have the option to enroll in a vision plan.
Additional Benefits Information
Additional Benefits Included with Health Insurance
- Independence Blue Cross provides resources to help you in determining which care option, including virtual or urgent care, may be best based on your medical need. View the guide here.
- Teladoc (virtual care)
- Teladoc Health Diabetes Management
- Wondr Health
- Ovia- please note IBX will no longer offer this benefit with the start of new plan year.
Employee Assistance Program (EAP)
- Available to all employees and their household members. Additional information is available here.
- Access the program online at ResourcesForLiving.com or by calling Aetna directly at 1-800-865-3200. The use of Aetna services is confidential. Online login: Bryn Mawr College Password: EAP
Forms
- Flexible Benefit Election Form
- Health Savings Account (HSA) Election Form and Health Equity Health Savings Account Application
- Lincoln Financial Life Insurance
Flexible Spending Accounts
Bryn Mawr College provides full-time and part-time staff members who are scheduled to work at least the equivalent of 26 hours per week (52 weeks per year, or 1,352 hours annually) the opportunity to contribute to flexible spending accounts (FSA). Please refer to the Benefits Guidebook, Handbooks and Policies and other provided plan documentation for complete details.
*** Please note effective January 1, 2026 Baker Tilly will administer the Flexible Spending accounts.
A Medical Care Flexible Spending Account (FSA) provides you with the ability to save money on a pre-tax basis to pay for any IRS-allowed medical, Rx, dental or vision expense that is not covered by your health care plan. Examples of these types of expenses include:
- Deductibles and copayments
- Expenses for medical services or supplies not covered by your plan
- Dental, vision and hearing care expenses
Your annual contribution is divided by your number of pay periods and that amount will be deducted pre-tax each pay period. The amount you elect may not be changed or revoked during the plan year unless you experience a qualifying life event. Also, you may not transfer funds between a Medical Care FSA and a Dependent Care FSA. Additionally, if you are enrolled in a Health Savings Account (HSA) you are not eligible to contribute to a Medical Care FSA.
For the 2026 Plan Year, the maximum amount that you may contribute to a Medical Care FSA is $3,400.
A Dependent Care Flexible Spending Account (FSA), provides you with the ability to set aside money on a pre-tax basis for day care expenses for your child, disabled parent or spouse. Generally, expenses will qualify for reimbursement if they are the result of care for:
- Your children, under the age of 13, for whom you are entitled to a personal exemption on your federal income tax return.
- Your spouse or other dependent, including parents, who are physically or mentally incapable of self-care.
For the 2026 Plan Year, the maximum amount that you may contribute to a Dependent Care FSA is $7,500. The IRS has set the maximum allowable contribution per calendar year for a Dependent Care Flexible Spending Account as follows:
- $7,500 for a married couple filing jointly
- $7,500 for a single parent
- $3,750 for a married person filing separately
Both the Medical Care FSA and Dependent Care FSA have a "use it or lose it" feature; however, the grace period allows you to incur claims until March 15 of the following year. You should be careful in considering how much you elect each year because any unused balance by the end of the grace period is forfeited.
Forms
Resources
- FSA eligible item list
- Use this online resource to see what items are FSA eligible
Contact Information
- 2025
- Online: inspira.com
- Phone: 844-729-3539
- 2026
- Online: myFlexDollars.com
- Phone: 1-800-307-0230
- Email: support@myflexdollars.com
Life Insurance
Bryn Mawr College provides full-time and part-time benefit eligible employees who are scheduled to work at least the equivalent of 26 hours per week (52 weeks per year, or 1,352 hours annually) with basic life Insurance of $50,000 (reduced by 50 percent for participants age 70 or older). This coverage is 100 percent paid for by the College.
- Employees may elect to purchase supplemental life insurance for themselves. Coverage is available up to $300,000 ($10,000 minimum). Lincoln Financial's Evidence of Insurability (EOI) Health Questionnaire must be completed by new hires who elect supplemental life insurance in excess of $50,000. Existing employees must complete the questionnaire for any changes. The combined maximum benefit for basic and supplemental life is $350,000.
- Spouse Life Insurance Coverage: Employees are also given the option to purchase life insurance for their spouse in $10,000 increments up to $300,000. Spouse supplemental life insurance coverage in excess of $50,000 (for new hires) will require a completed Lincoln Financial EOI Health Questionnaire. Existing employees must complete the questionnaire for any changes.
- Dependent Child(ren) Life Insurance Coverage: Insurance for dependent children may be purchased in increments of $5,000 to a maximum of $10,000.
Please refer to the Benefits Guidebook, Handbooks and Policies and other provided plan documentation for complete details. You may also contact Human Resources with any questions
Disability and Other Leaves
The College’s short-term disability (STD) plan provides partial income due to an employee’s temporary disability stemming from a non-work related illness or injury up to a maximum of 26 weeks (130 days). Employees who are scheduled to work at least the equivalent of 10.5 hours per week (or 546 hours annually) are eligible based on years of service.
Service Benefit
- Less than 6 continuous months: 0% of pay
- 6 months but less than 3 years: 60% of pay
- 3 years but less than 5 years: 70% of pay
- 5 years but less than 10 years: 80% of pay
- 10 years or greater: 90% of pay
Payment calculations will begin following the seventh calendar day (fifth workday) of a non-work related illness or injury. Service is determined based on the employee’s last day of work, and is not adjusted for subsequent leave periods unless the employee returns to work for five consecutive working days. Pay includes regular pay only; shift differential, overtime pay, bonuses and other types of extra compensation are excluded. For more detailed information please review the College’s Short Term Disability Policy.
Long-term disability (LTD) insurance is available to employees scheduled to work at least 1820 hours annually at no cost, and is paid for by the College. Coverage protects income in the event of a non-work related injury or illness. LTD premiums are based upon an employee's salary and the maximum long term disability benefits available. The plan pays 60 percent of base earnings after a 180-day elimination period. The maximum monthly benefit is $14,000.
Bryn Mawr College provides medical and family leave in accordance with the Family and Medical Leave Act (FMLA) of 1993. This provides eligible employees to take 12 weeks of unpaid leave per 12 month period.
Please refer to the Handbooks and Policies and other provided plan documentation for complete details. You may also contact Human Resources with any questions.
Retirement Plan
Access your TIAA retirement account at tiaa.org/brynmawr, or contact TIAA at 800-842-2252 to change investments, update beneficiaries or start or change your per pay contribution. View information about available webinars and one-on-one counseling sessions with TIAA here. Reminder: Please make address changes directly with Bryn Mawr and not through TIAA.
Bryn Mawr College sponsors a 403(b) retirement plan. Employees are eligible for a College contribution of 10 percent of gross eligible wages if they work a minimum of 1,000 hours per year. The College contribution will begin on the first day of the month following the first eight months of employment. The contributions are retroactive to the first of the month coincident with or following the employee’s date of employment.
Employees may also contribute to their retirement by electing a fixed dollar amount or percentage for each pay period. The annual amount is limited under the Internal Revenue Code as follows:
Payroll Year Contribution Limit Age 50+ Catch Up Maximum Compensation
2025* $23,500 $7,500 $350,0000
2024 $23,000 $7,500 $345,000
*If you want to reach the limit in 2025, you should elect the following amount per pay...
Age at Year End Annual Limit Monthly BiWeekly
Under 50 $23,500 $1,958.34 $903.85
50 and above $31,000 $2,583.34 $1,292
Start planning your retirement and register for Marsh McLennan and TIAA webinars here
You can contribute to the retirement plan on a pre-tax basis, after-tax basis (Roth), or combination of both. For the pre-tax contribution there is no federal income tax withheld from the amount of the contribution, but that money (and investment earning that accumulate over the years) are taxable when they are withdrawn from the Plan. The after-tax or Roth format works in the opposite; employees electing the Roth format will pay federal income taxes now on the amounts that they contribute to the Plan, but there is no tax due when the money is withdrawn (assuming that the money has been invested in the Plan for a minimum of 5 years and the retiree is 59 ½ or older when making the withdrawal).
Please review the following regarding the Roth retirement plan option. Note that if you contribute to both the regular pretax retirement and the Roth plans simultaneously, the pretax payroll deduction will be given priority in the event both can't be fully taken. *Note that loans are not available on Roth balances.
Contact Us
Human Resources