In this section:

Faculty Openings
Staff Openings
FAQs
Apply

Harvard-Westlake School currently offers two distinct types of health plans which are self-insured and administered by a third party administrator, EBA&M. One is a traditional health insurance plan where the employee can elect to go to any provider at higher cost to the employee. The other offers the low-cost services of Blue Cross - www.bluecrossca.com ). Employee need not elect one plan over the other; either may be used at any time. The school also offers an HMO plan through Blue Cross.

The School has a completely self-insured dental plan. Employee may choose any dentist, including dentists out of the area. The vision plan is a simple "pre-pay for reimbursement" plan where the employee may choose any provider, including one out of the area.

The School pays 100% of employee coverage premiums. Dependent coverage is available, paid partially by the employee.

The School offers a tax-deferred retirement program through TIAA-CREF. This non-profit organization is the largest in the independent school realm and has demonstrated consistent excellence in its communication with participants and investment of their contributions.

All employees become eligible to join the plan upon completion of one year of service. Participation of eligible employees becomes mandatory upon reaching the age of thirty.

The plan calls for defined contributions by participants. For tax purposes, this contribution is treated as a salary reduction, excludable from taxable income. Participants age 30 or above contribute 6%. The School matches this contribution and adds an additional 6% for all salary above the Social Security assessment maximum. The School offers an optional matched 1% above the mandatory 6%. Participants may make additional tax-deferred contributions, as they see fit, up to the IRS legal maximum amount. Future retirement benefits will be determined by total magnitude of contributions, participant investment decisions, return on investment, age at retirement and other factors.

Invested funds may be apportioned, at the participant's discretion, among a number of investment alternatives. Participants may change their apportionment of new contributions at any time to suit changes in their perception of market conditions or preference for personal investment risk. They may also transfer previous contributions among investment options, subject to certain restrictions.

Plan investments are strictly for retirement purposes. Under present tax laws, retirement benefit payments are subject to taxation as ordinary income at the time of withdrawal. Premature withdrawals of funds are strongly discouraged by the School and are subject to both restriction and surcharge by the federal government. Early withdrawal and loan programs are available in case of need. The plan allows a beneficiary to receive any uncollected funds.

Coverage through The Standard is three and one-half times salary, up to a maximum of $350,000. In case of death from any cause, the benefit will be payable to the employee's named beneficiary. Payment will be made in one sum unless the employee had elected an optional method of settlement. An "accelerated" death benefit is available.

The accidental death and dismemberment benefit is for loss of life or limb due to accidents. The accidental death benefit is in addition to the life benefit. The net result is a double life insurance benefit in case of accidental death.

Group life insurance in excess of $50,000 is considered taxable income to the employee. Taxable value rises with age, is computed via IRS tables, and is subject to withholding. Employees have the option of declining the taxable portion of their coverage.

Premium paid by Harvard-Westlake School.

Social Security Benefits

Provides:

• Basic retirement
• Disability
• Death benefit

Employee and School each pay 7.65% of salary.*
             * The 7.65% "FICA" tax has two components. The 6.20% Old-Age Survivor and Disability Insurance is assessed against salary up to $84,900. The 1.45% Medicare tax is assessed against all salary.

Workers' Compensation

In the case of work-related injuries, provides:

• Payment of medical expenses
• Disability benefit vary according to salary and disability rating
• Death Benefit

Underwritten by the State of California.

Provides a weekly benefit for eligible persons during periods of unemployment.

Unemployment payments are funded directly by Harvard-Westlake School.

Payroll deductions are .08% assessed against salary up to $68,829 . This limit is combined with the SDI limit. (see below) Provides some compensation to care for parents, children, spouses and domestic partners or to bond with a new child.

As described below, State Disability payments are sharply limited in duration and amount. Long-Term Disability coverage does not begin until after 6 months of disability and only pays a portion of disability. Disability consists of 3 elements:

• Short-term benefits through the State of California (SDI)
• Supplemental benefits through the school
• Long-term benefits through The Standard

State Disability Income
Short-term disability insurance provides a weekly benefit through the State of California .

By law this insurance must be paid for by the employee via payroll deduction at the rate of .10% assessed against salary up to $68,829. This limit is combined with the State Family Leave limit. (see above)

Short-Term Disability
Employees eligible for disability compensation from the State will receive an additional supplement from the School sufficient to bring their total disability compensation up to the level of their normal salary. This arrangement ceases when the employee is no longer eligible for the State short-term disability benefits or is no longer fully disabled. This benefit is coordinated with all sources of disability income, including private disability insurance; in no instance will an employee receive total compensation and benefits exceeding that individual's normal salary and benefits.

Group Long-Term Disability

• Through The Standard.
• After 6 months of disability:
• Pays 2/3rds of salary.

Benefits paid, so long as disability continues, to age 65 (and for a stipulated period thereafter if age at time of disablement is over 60).

Retirement Plan Protection : As an additional benefit, TIAA-CREF contributions (both employer and employee portions) will continue throughout the disability, to age 65.

Cost-of-Living Protection: Once disability payments commence, they will be automatically increased 4% per year so long as the disability continues, as will TIAA-CREF contributions.

Reduced by the amount of all other group benefits, Social Security, Workers' Compensation, etc.

Premium paid for by Harvard-Westlake School.

Annual allotment for lunch on campus
Use of academy facilities - athletic facilities, academy libraries, etc.
Affiliated with Credit union