Middlebury Handbook

Eligible dependents of employees enrolled in the College's Medical, Dental, and Employee and Family Assistance Plan (EFAP) plans qualify for survivor benefits. In the event of an employee’s death while actively employed, the employee’s eligible dependents will receive the following benefits:

Medical Insurance, Dental Insurance: Dependents will be eligible for a subsidized COBRA benefit. For 60 days following the date of death all premiums will be paid by the College.

Employee & Family Assistance Plan (EFAP): The EFAP provides access to experienced professional counselors who can assist with a wide range of concerns, including grief support and financial counseling. Arrangements may be made to extend this benefit for a period. Survivors should contact Human Resources for more information.

Accrued Combined Time Off (CTO): Accrued but unused CTO will be paid to the deceased employee's estate.

Dependent Tuition Benefits:  If, at the time of their death, a tenured faculty or staff employee has met the eligibility requirements for Dependent Tuition Benefits, their eligible dependent children will retain access to this benefit, provided they continue to meet all applicable dependent student eligibility criteria.

Vision Insurance, Flexible Spending Accounts, Life Insurance, and Retirement Plans: Benefits under these plans will be administered to designated beneficiaries or survivors in accordance with the terms of each plan and applicable beneficiary designations.

MiddCard Privileges: A surviving spouse, domestic partner or civil union partner may receive MiddCard privileges for one year following the employee’s death. If no such partner survives, eligible dependent children will instead receive Snow Bowl and Golf Course discounts for one year.

Use of Accrued Sick Leave During Short-Term Disability: If, at the time of death, an employee was eligible and had an active Short-Term Disability (STD) claim, accrued but unused Leave Reserve may be applied to supplement STD benefits for the applicable period, to the extent the employee had not previously elected to do so.

Such Leave Reserve may be applied retroactively to eligible periods within the approved STD claim, provided sufficient leave balances existed at the time of the absence. The combined amount of STD benefits and Leave Reserve payments shall not exceed 100% of the employee’s regular base earnings.

Any resulting payments will be made to the employee’s designated beneficiary or, if no beneficiary is on file, to the employee’s estate, in accordance with applicable law and company policy. All payments are subject to standard payroll practices, tax withholdings, plan provisions, and administrative review.