New College of Florida a offers its employees comprehensive and affordable insurance plans, a generous leave package, as well as many other benefits.

Insurance Benefits

New College offers eligible employees the opportunity to participate in a variety of voluntary insurance benefit programs:

New College of Florida Benefit Summary Booklet
Health insurance plans
Life insurance plans
Dental insurance plans
Vision insurance plans
Supplemental insurance plans
Post-tax insurance plans 

Flexible Spending Accounts

A Flexible Spending Account (FSA) allows an employee to pay for eligible out-of-pocket medical and/or dependent care expenses with tax-free dollars.

At the time of hire or during each open enrollment period, the employee must elect an annual amount to contribute to the FSA account. The amount selected will be deducted from the employee’s paychecks on a pre-tax basis throughout the year. When an eligible expense is incurred, a claim form and receipt documentation is submitted to the People First Service Center for reimbursement from the FSA account.

FSAs have a “use it or lose it” policy, which means the employee will forfeit any amounts unused and not reimbursed for services received during the Plan year. However, 2018 elections allow for a maximum $500 carryover of unused funds to the next calendar year.

Other considerations:

  • The employee must use any money contributed to a Medical Reimbursement Account or a Dependent Care Reimbursement Account on expenses incurred by the end of the plan year.
  • The employee must submit all claims by the deadline – April 15 – or the account balance will be forfeited.
  • The employee cannot change the Reimbursement Account contributions during the plan year unless a qualifying status change event occurs.
  • The minimum annual deduction amount for each Reimbursement Account is $60.

Affordable Care Act

To comply with the federally-mandated provisions of the 2010 Patient Protection and Affordable Care Act, the College offers State of Florida Group Health Insurance coverage as an optional benefit for all qualified employees including Other Personal Services (OPS) employees. The coverage is subject to change based on state and federal legislation. OPS Employees who meet the measuring guidelines, including graduate assistants and adjunct faculty, will be notified by People First to elect coverage.

Dental Insurance

Dental insurance coverage is available to all faculty, administrative and support staff employees at the College. There are several different dental insurance plans to choose from, and each plan has a different premium and different benefits. Employees have 60 calendar days from their date of hire to enroll in a dental insurance plan. Plan changes may only be made during the annual open enrollment period or as a result of an approved qualifying status change. To enroll or make changes to your dental insurance plan, please contact the Office of Human Resources  and schedule an appointment.

With the Indemnity Dental options, you may receive care from any dentist. You have a deductible to meet and then pay part of the cost for the services you receive.

With the PPO Dental plan, you may choose to receive care from any dentist although your cost is lower when you use network dentists. You generally have an annual deductible to meet before the plan starts paying benefits and then you pay a percentage of the cost for the care you receive. The PPO covers adult and child orthodontia (excluding the Preventative PPO.)

The Prepaid Dental plans pay benefits only when you use network providers. These plans do not have a deductible and cover most preventive care at no charge. You pay a specific dollar amount for other care you receive. All the pre-paid plans provide adult and child orthodontia.

For information regarding the Family Leave Act  see the Pay and Leave web page.

The Human Resources Department assists employees in accessing information regarding employment, recruitment, retention, discipline, development and benefits. While HR staff are happy to assist you with providing answers to questions to the best of our ability, it is imperative that you understand that such information is not intended to be official or final, nor is it intended to supersede or supplant information received as a result of direct research by the employee. Employees are strongly encouraged to confirm all information with the appropriate source document or contact the appropriate agency.