Benefits

Smith College offers a suite of benefit programs designed to support employees’ health and welfare, financial well-being, and social and emotional well-being, whether early in their career, during mid-career or nearing retirement.

2025 Form 1095-C Notice of Availability

Smith College offers Form 1095-C, which contains information about 2025 offers of qualified health insurance coverage and enrollment for current or former employees and their qualifying dependents.  As permitted by the IRS, instead of automatically mailing these forms, they are available upon request.

How to Obtain Your Form 1095-C

Active employees are encouraged to access and print their form 1095-C by logging into Workday. Type “My ACA Forms” in the search bar to see your 1095-C.

Hard copies may be requested from Human Resources. Please include your name, and if you are covered dependent, the name of the Smith employee who is the subscriber, as well as your current phone number and mailing address. We will provide your form within 30 days of receiving your request.

Email: hrbenefits@smith.edu
Phone: (413)585-2260
Mail: Smith College Human Resources, 42 West Street, Garrison Hall, Northampton, MA 01063

This notice will remain posted on this website through October 15, 2026

Helpful Tools for 2026

Benefits Overview

Smith offers a robust suite of benefits designed to support the well-being of eligible employees and covered members of their family. Benefits generally begin on your start date and end on your termination date. Please select the links below for more information. See the Employee Handbook for information on eligibility.

Health & Welfare

  • Medical
  • Prescription
  • Dental
  • Vision
  • Health Savings Account
  • Health Care Expense Subsidy

Financial Well-Being

  • Retirement Plan
  • Tuition Assistance Program
  • Life and AD&D Insurance
  • Long-Term Disability
  • Pet Insurance
  • Identity Theft Protection

Social & Emotional

  • Learn to Live
  • Employee Assistance Program
  • Care.com
  • Leaves
  • Time Off
  • Get Fit Smith

Enrolling in Benefits

Benefit-eligible employees will automatically receive a benefit enrollment task in your Workday inbox after you’ve completed required onboarding tasks. You will need social security numbers, dates of birth, and primary care doctors’ names and addresses for yourself and eligible dependents you intend to cover under your benefits Remember, you must enroll within 30 days of becoming eligible for benefits.

Help articles for completing benefit-related tasks, including new hire enrollment, changing benefits for qualifying events and changing your voluntary retirement contributions can be found in Workday via the Search field.

NOTE: Please allow two+ weeks for insurance cards to arrive in the mail. If you need to obtain your member ID information or have questions, please call the appropriate customer service number above or visit their website.

Beneficiaries

You are encouraged to designate beneficiaries for all accounts with a potential monetary benefit (e.g. life insurance, retirement accounts, health savings account). Beneficiaries for life insurance are designated and maintained in Workday. For the retirement plan, you may call Voya Financial at 1-800-584-6001 once your Voya account has been established. Beginning January 1, 2025, beneficiaries for health savings accounts are maintained by Voya Financial (833-232-4673).

Benefits Customer Service Numbers

Non-Benefit Eligible Employees

For individuals who are not benefit-eligible, you’ll find health insurance options through the Commonwealth Health Connector by calling 1-877-MA-ENROLL (1-877-623-6765) or by visiting Massachusetts Health Connector.

Health & Welfare Benefits

Coverage Types for Medical, Dental and Vision

Who you enroll in each plan will determine your coverage type for medical, dental and vision benefits:

  • Employee
  • Employee plus Spouse, Ex-spouse, or Domestic Partner
  • Employee plus Child(ren)
  • Family—Employee, Spouse/Ex-spouse/Domestic Partner, plus Child(ren)

Please note the premium differences between coverage types and what defines them. If you see inconsistencies between your coverage type and your listed dependent(s), please email HRBenefits@smith.edu.

Blue Cross Blue Shield of Massachusetts

Plan Names and Group Numbers

Plan Name

BCBS Product Name

Prefix

Network

BCBS Group #

HDHP

Blue Care Elect Saver with Coinsurance Active

XXP

EPO or PPO

002373452

HMO Value

Network Blue New England Deductible Active

MTN

Network Blue New England

004068739

HMO

Network Blue New England Active

MTN

Network Blue New England

004068736

PPO

Blue Care Elect Preferred

XXP

EPO or PPO

002375053

For any plans, use this Find a Doctor link to determine if a provider is in-network. Enter the zip code for your search area and the applicable Prefix code above.

All BCBS plans offered via Smith College include:

Explore the Plans

High Deductible Health Plan with Health Savings Account Overview

​With a HDHP you pay lower premiums each pay cycle as compared to other plans and have a higher deductible to meet before the plan begins to pay claims. The HDHP offers both in-network and out-of-network services. In-network care requires a Primary Care Physician referral. Without a referral, the services will be considered out-of-network. Out-of-network services generally have a higher out-of-pocket cost. Prior approval is required for certain out-of-network benefits. Any one family member can be responsible for the entire deductible or out-of-pocket maximum.   

Health Savings Account

Employees enrolled in the HDHP are eligible to enroll in a Health Savings Account (HSA). These are tax advantaged savings accounts that can be used to cover qualifying medical, dental, and vision expenses. Funds in an HSA carry over year-to-year and are portable when an employee leaves the college. 

Smith makes an annual HSA contribution of $750 per Individual plan or $1,500 for a Family plan. For new hires or other employees joining the HDHP plan midyear (July 1 to December 31), Smith HSA contributions are pro-rated to $375 for an Individual plan or $750 for a Family plan. 

Employees may also make voluntary pre-tax HSA contributions. The maximum contribution for 2026 per the IRS is $4,400 per individual and $8,750 for plans covering two or more. Employees age 55+ can contribute an additional $1,000. The Smith contribution counts toward the HSA maximum contribution limit. 

HSAs are subject to strict IRS regulations, including being incompatible with simultaneous enrollment in a Flexible Spending Account (FSA) by the covered employee or their spouse.

NOTICE: Anyone enrolled in a HSA cannot enroll in a Healthcare Flexible Spending Account (FSA). This includes being claimed as a dependent on your spouse’s FSA.

Plan Documents

The Value HMO plan covers in-network services only and offers lower premiums as compared to many other plans. This plan has an annual deductible of $500 for an individual plan (embedded) or $1,000 for plans covering two or more people. The deductible applies to selected inpatient, diagnostic, and therapeutic services. Referrals from your PCP are required for services such as hospital services and surgery as well as office visits to specialists.

Plan Documents

The HMO plan covers in-network services only. There is no annual deductible. Referrals from your PCP are required for services such as hospital services and surgery as well as office visits to specialists.

Plan Documents

The PPO plan offers both in-network and out-of-network services, and you aren’t required to choose a PCP. You don't need a referral to see specialists. You can visit in-network and out-of-network providers, though you’ll generally pay lower out-of-pocket costs for care in-network.

Plan Documents

Prescription Coverage: OptumRx

Enrollment in a Blue Cross Blue Shield (BCBS) medical plan includes prescription coverage via OptumRx for no additional premium. After you receive your BCBS ID card, download the OptumRx app and/or create an account at OptumRx.com to see your deductible and copays. NOTE: If you view a drug cost list without logging in, it will show you the regular market price of the medication without your insurance coverage.
 

 

Smith College’s medical plans include an annual prescription deductible for certain prescriptions including Tier 2 and Tier 3 drugs as well as preferred and non-preferred brand name drugs. The prescription deductible is $100 per person, embedded, and $200 for plans covering two or more individuals. Once the deductible is met, you will pay the copay for the following months until the end of the year. Generic prescriptions are only subject to the copay and are generally a less expensive alternative to brand name drugs.

Pharmacy Pickup & Home Delivery

Prescriptions through OptumRx can be picked up at your pharmacy or delivered through mail order. To receive your prescription through mail order, please visit OptumRx.com or talk to your doctor.

Hassle-Free Refills

You have the option to set up a recurring, automatic refill for any eligible home delivery medication. Using the OptumRx website, you can adjust the refill date or cancel a refill at any time.

Specialty Pharmacy

Optum Specialty Pharmacy provides specialty medications and some clinical support for complex conditions, including cancer, arthritis, etc. In addition, OptumRx provides a service to members called PillarRx. If applicable, PillarRx will reach out to you regarding enrollment which could lower copays on your specialty prescriptions. To contact Optum Specialty Pharmacy, call 1-855-427-4682 or visit Optum Specialty Pharmacy.

To assist with the cost of medical coverage, Smith College offers a subsidy program to eligible employees enrolled in a Smith College medical plan covering two or more individuals and who have a total household income below a specified level in the prior tax year ($81,760 in 2024).

The subsidy program runs from April to December of the given calendar year and requires verification of the prior year’s household income via submission of a signed federal income tax return(s). Applications can be submitted via Workday. Note: there are no midyear adjustments and no retroactive payments.

For more information please see the Health Care Expense Subsidy Summary document.

Health Care Expense Subsidy Job Aid

Dental: Delta Dental of Massachusetts

Smith College offers two levels of Dental coverage via Delta Dental of Massachusetts (800-872-0500).

Value Plan

The “Value Plan” includes an annual deductible of $50 per individual, embedded, and $100 for plans covering two or more people, which is waived for diagnostic and preventative categories. The calendar year maximum benefit is $1,000 per person. New dentures, bridges, implants and crowns are NOT covered. See coverage summaries for details.

Plan Documents

High Plan

The “High Plan” has a maximum benefit of $2,000 per family member per calendar year and includes 50% coverage for orthodontics (up to a lifetime maximum of $2,000) and 50% coverage for major restorative work.

Plan Documents

Vision: EyeMed

Visit in-network providers for an annual exam (with dilation as necessary) at no cost and receive allowances and discounts on eye wear. See the EyeMed Benefit Summary for details on vision coverage. Download the EyeMed app or visit the EyeMed site for a list of providers, Frequently Asked Questions (FAQs) and more.

Plan Documents

Flexible Spending Accounts (FSA): Voya

Smith College employees can elect a Health Care and/or Dependent Care Flexible Spending Account (FSA) through Voya Financial. The money you elect to set aside is deducted from your paycheck before taxes in equal increments throughout the calendar year. IRS regulations state that any unused funds remaining in the accounts at the end of the calendar year must be forfeited, and changes to contributions during the year can only occur under specific conditions.

Health Care FSA

This account allows you to set aside up to $3,400 in 2026 on a pre-tax basis to pay for qualifying out-of-pocket medical, dental and/or vision care costs.

Dependent Care FSA

This account allows you to set aside up to $7,500 per year (or $3,750 if you are married and filing separately) to pay for the care of a child under 13 (or your tax dependent age 13+ who is physically or mentally unable to care for themselves) while you are working.

For more information login to the Voya Financial site or call 833-232-4673.

Financial Well-Being Benefits

Retirement Plan (403(b)): Voya

Overview and Eligibility

Smith employees may make voluntary pre-tax and/or Roth contributions via payroll deduction with no waiting period. Employees may start, change, or stop their voluntary contributions at any time through Workday.

For employees who meet the guidelines outlined in the “Eligibility & Participant Info” tab, Smith College contributes 9% of eligible earnings up to an integration level, and 13.3% of earnings above the integration level. to your retirement account. No matching contribution is required to receive the employer contribution. The College’s contributions are fully vested beginning with the first contribution.

For 2026, the IRS allows individuals to contribute up to $24,500 age 49 and younger. Those age 50+ may make an additional "catch up" contribution up to $8,000. Those ages 60-63 may make a "super catch up" contribution up to $11,250, replacing the standard catchup.

After meeting the criteria below, Smith College contributes 9% of eligible earnings up to an integration level, and 13.3% of earnings above the integration level. No matching contribution is required to receive the employer contribution. The College’s contributions are fully vested. The integration level is established each year and is $83,168 for 2026.

  • Be 21 or older
  • Have a year of service with Smith College
  • Have 910 hours worked in their anniversary year or a subsequent calendar year

Employees who worked at another college or university within 90 days of their date of hire at Smith College may be eligible to receive employer contributions earlier. A “Retirement Eligibility Verification” form, completed by the previous institution, is required to determine eligibility for a waiver of the waiting period.

Smith College Students Employed in the Summer

Smith College students who work at Smith in the summer are eligible to contribute a percentage of their summer earnings to the Smith College Defined Contribution Retirement Plan. If a student working in the summer wishes to contribute, they must enroll for voluntary contribution deductions in Workday.

Planning for Retirement—Online Tools & Individual Consultation

Visit smithcollege.beready2retire.com for access to information including an overview of the plan, frequently asked questions, and investment-related information. Visit the Resource Center to access planning tools and calculators and access webinars covering a variety of financial education topics.

Participants may arrange for an individual appointment with certified financial planner Matt O’Brien at no cost. To choose from available appointment times go to smithcollege.beready2retire.com or call 877-645-5206, or email matthew.obrien@voyafa.com.

Compliance Information

Requesting a Retirement Plan Transaction

If you are interested in consolidating you Smith retirement accounts, please contact Oxander Caballero, Voya Financial Account Consolidation Representative at 612-217-9694 or by email (oxander.caballero@voya.com). Oxander can assist with in plan transfers from TIAA, Fidelity, and other former record keepers to Voya.

To request rollovers out of the plan, withdrawals, or other transactions, contact the retirement services provider (Voya, TIAA-CREF, Fidelity, etc.) directly.

To request rollovers into the plan from former employers, contact Voya.

To apply for a loan, contact Voya.

About Voya

An overview of Voya, including the company's U.S. history and frequently asked questions can be found on its website, voya.com.

Account statements are uploaded to participants' online accounts on a quarterly basis. Voya will mail a paper copy upon request. To request paper statements, update communication preferences in the Voya account or call Voya Participant Services.

Retirement Service Providers’ Websites

Contact information is provided below for Voya, the plan's current record keeper, and former retirement service providers. For detailed plan information, go to smithcollege.beready2retire.com.

Protecting Your Online Retirement Account

Please review the tips drafted by the U.S. Employee Benefits Security Administration to help protect online retirement account data.

Planning for retirement can be a big decision. Please refer to the document below to assist you with your planning.

Health Insurance for Early Retirees (ERO)

Employees who retire from Smith College between the ages of 62 and 65, and who have a minimum of 10 years of consecutive service in a regular position at Smith College immediately prior to retirement, may continue to participate in the college's group health plan until age 65, with the college continuing to pay half of the employer portion toward health and dental benefits. To enroll for this program, please email HRBenefits@smith.edu.

For other retiring employees, Medicare Part A (hospital insurance) and Part B (medical insurance) are available beginning at age 65.

Medicare Supplemental Health Plan for Smith College Retirees

Smith College retirees and spouses may elect coverage for supplemental plans offered by MountainOne Insurance through the Benistar Employee Services Trust Program. The Benistar plans include two supplement plans that allow you to see any Medicare participating provider nationally.

Smith College established a Retirement Plan Investment Committee that works with a third-party independent investment or fiduciary advisory firm to establish governance procedures, and select and monitor investment options. The key objectives of the committee are to:

  • Ensure that decisions about the retirement plan are in the best interests of the plan participants (employees)
  • Select investment fund offerings
  • Monitor the retirement vendors and the funds offered using measures and benchmarks in various areas affecting plan assets, including investment performance, fees and expenses

Committee Members

David DeSwert, Executive Vice President for Finance & Administration
Anne-Marie Szmyt, Vice President for Human Resources
Katie Bowling, AVP of Total Rewards
Jillian McGrath, AVP of Finance & Controller
Denise McKahn, Associate Provost
Susan Sayre, Associate Professor, Economics

Tuition Assistance Programs

Smith College is committed to academic achievement and lifelong learning for employees and their eligible family members. In support of this commitment, we make a significant investment in providing employees with rich opportunities for professional growth and development. Tuition assistance is available to eligible employees, their spouse and their children.

Smith College Employees

Spouses of Eligible Smith College Employees

College-Aged Children

School-Aged Children

Infants & Preschool Children

Smith College provides basic life insurance, basic AD&D insurance, and long-term disability insurance at no cost to employees. 

Pet insurance and identity theft protection are available at an additional cost.

Basic Life Insurance coverage is equal to your annual salary rounded to the next highest $1,000*. You have the option to purchase additional supplemental coverage equal to one, two, three, four or five times your annual salary. You also have the option to purchase supplemental life insurance for a spouse, and/or a child(ren). Please see the rate sheet below.

NOTE: Certain life insurance elections and/or changes require you to submit an approved evidence of insurability (EOI) to The Hartford in order for your coverage to be effective. While Workday will often trigger an EOI task after you submit a life insurance coverage request, you can access and submit your Evidence of Insurability directly via The Hartford’s secure website. First time users will need to register an account. The Hartford may reach out to you for more information and with your application status. If approved, your coverage and premiums will be updated in Workday.

*Coverage reduces at age 65 per the policy.

2026 Employee Supplemental Life

Step Rates: Monthly Premium Rate per $1,000 of Coverage

Age Band Rates Rate Basis
0–24 0.0200 Per $1,000
25–29 0.0200
30–34 0.0300
35–39 0.0450
40–44 0.0800
45–49 0.1250
50–54 0.2150
55–59 0.2700
60–64 0.4500
65–69 1.2400
70–74 1.2400
75+ 1.2400

Dependent Supplemental Life

Dependent Monthly Premium Rate  Rate Basis
Spouse Life $0.2250 Per $1,000 spouse
Child Life – Option 1 ($5K) $1.00
Child Life – Option 2 ($10k) $2.00

Smith provides AD&D coverage at no cost to eligible employees. Coverage is equal to your annual salary round to the next highest $1,000*.

*Coverage reduces at age 65 per the policy.

Long-term disability coverage is equal to 60% of your annual salary up to a monthly maximum of $15,000. Employees can apply for long-term disability through the Human Resource Department (email HRBenefits@smith.edu or asmith13@smith.edu). The required documents will be filed with The Hartford on the employee’s behalf. Additional information needed for the claim, such as medical documentation, etc., will be requested by The Hartford directly through the employee.

Smith College benefit-eligible employees are eligible for preferred rates and payment via payroll deduction when enrolling in a pet insurance policy with Nationwide.

To obtain rates and enroll (or change an existing enrollment):

  1. Go directly to the Nationwide site via this dedicated URL for Smith pet insurance, or
  2. Call 877-738-7874 and mention that you are a Smith College employee to receive preferred pricing.
  3. Nationwide then informs HR to add or update your payroll deduction.

My Pet Protection Choice Plan Summary (PDF)

Smith College offers identity theft protection. This is available to all employees, regardless of benefits eligibility status, and is completely voluntary. You can opt in and out of the plan at any time during the year.

The family plan will cover any individuals in your household even if they are not a dependent on your insurance. For example, if you have a parent physically living in your household who is financially dependent on you, they are eligible for identity theft protection through your Allstate Identity Protection Family Plan.

Allstate Identity Protection ProPlus (747.38 KB)
Allstate Identity Protection ProPlus Features (232.1 KB)
Allstate Identity Protection Subscriber FAQs (370.85 KB)

Dependent Care Expense Subsidy

To assist with the cost of dependent care, Smith College offers a subsidy program to eligible employees who have a total household income below a specified level in the prior tax year ($81,760 in 2024), file as joint or head-of-household on their taxes, and have a Dependent Care FSA of $100 or more.

The subsidy program runs from April to December of the given calendar year and requires verification of the prior year’s household income via submission of a signed federal income tax return(s). Applications can be submitted via Workday using the instructions below. Note: there are no midyear adjustments and no retroactive payments.

Dependent Care Health Subsidy Summary
Dependent Care Expense Subsidy Job Aid

Social & Emotional Well-Being Benefits

This benefit is designed to support mental and emotional well-being. Learn to Live is a free, confidential, on-demand digital well-being resource for those interested in learning tools to help manage stress, anxiety, depression, sleeplessness, substance use, or panic, providing help any time and from anywhere.

Benefit eligible employees and their family members (age 13 and older) can enroll for free in any of Learn to Live's interactive programs and optional personalized one-on-one coaching.

To access Learn to Live please visit www.learntolive/partners (access code SMITHL2L).

Employee Assistance Program (EAP)

Smith College is committed to supporting the well-being of employees and members of their family household. Via our Employee Assistance Program, administered by ComPsych, individuals can access free confidential referral and consultation services in the areas noted below.

You can contact ComPsych 24-hours a day even on weekends and holidays by phone (855-784-2056) or online (visit guidanceresources.com, and use the Web ID SmithEAP).

Emotional Well-Being

ComPsych offers 12 sessions per issue per contract year (Nov. 1 to Oct. 31).* The EAP can help with a variety of issues including: anxiety, grief, communication problems, substance abuse, domestic violence, marital/family concerns, depression, parenting, stress, and more.

*If you think you may need more than 12 sessions with a counselor and you have Blue Cross Blue Shield (BCBS), you may want to ask ComPsych if they can help you set up an appointment with a counselor who is also BCBS provider. For more information about BCBS Mental Health Benefits, call 800-444-2426.

Legal Consultation and Referrals

Call to be connected to a free, 30-minute consultation with an advice attorney for most legal matters. Should your matter be more complex, you will be referred to an attorney at a 25% discount.

Financial Consultation and Referrals

Financial professionals are available to provide free telephonic consultation on most financial issues.

Family and Caregiving Resources and Referrals

Specialists can provide in-depth consultation, resources and referrals on concerns such as childcare, eldercare, pet care, special needs programs and more.

Employee Flyer

Refer to the GuidanceResources Flyer to learn more about ComPsych offerings for Smith College employees.

Care.com

To help employees balance needs in their personal life, Smith College provides all active benefit-eligible employees with a membership to Care.com at no cost to employees. Care.com can help you find caregivers for your whole family, including your child, parents/grandparents and/or pet, as well as your home. There is no limit to the number of times you can access the services.

To learn more about the Care.com benefit visit smithcollege.care.com or contact Care.com at 855-781-1303 or careteam@care.com.

What Does the Care.com Membership Include?

You get unlimited access to the world’s largest network of caregivers. There, you can explore detailed caregiver profiles in your area, post a job for caregivers to apply to, access the Care.com Safety Center and background check options, send real-time payments to caregivers, and even learn about household payroll and tax assistance.

Is There a Cost to Use the Care.com Benefit?

There is no cost to find care providers on the self-service site. Once you hire them, the cost of care should be discussed with your caregiver.

Leaves and Time Off

Smith College offers a variety of time-off programs to support employees, including vacation, sick, holidays, leaves, and even time off to volunteer. In addition to the information below, please visit the Employee Handbook.

Where possible Smith seeks to be flexible to help employees achieve a balance between work and home responsibilities. Managers will carefully consider requests for arrangements such as flextime, job sharing and part-time employment. See the Employee Handbook for terms and eligibility.

Paid personal time is available for use in the case of family illness or emergencies, or to meet other personal obligations that arise. You may also use your personal time to observe a religious or other holiday that is not an official college holiday or in the event of inclement weather when the college is not officially closed.

Other Requested Personal Time

Additional personal time off is granted by Smith for bereavement leave, jury duty leave, military reserve training and active military duty leave.

See the Employee Handbook for terms and eligibility.

Additional personal time off is granted by Smith for bereavement leave, jury duty leave, military reserve training and active military duty leave.

See the Employee Handbook for terms and eligibility.

Holiday Schedules

Smith observes a number of holidays throughout the year. Whenever possible, department heads are encouraged to grant time off for the observance of religious and other holidays that are not official college holidays. This time off may be taken as personal time, vacation or short-term absence without pay. See the Employee Handbook for terms and eligibility.

Administrative & Administrative Support Staff with 12-Month Appointments

Independence Day (2 days)
Thursday, July 3, 2025
Friday, July 4, 2025

Labor Day (1 day)
Monday, September 1, 2025

Fall Break (1 day)
Monday, October 13, 2025

Thanksgiving (3 days)
Wednesday, November 26, 2025
Thursday, November 27, 2025
Friday, November 28, 2025

Winter Break ( 10 days)
Monday, December 22, 2025
Tuesday, December 23, 2025
Wednesday, December 24, 2025
Thursday, December 25, 2025
Friday, December 26, 2025
Monday, December 29, 2025
Tuesday, December 30, 2025
Wednesday, December 31, 2025
Thursday, January 1, 2026
Friday, January 2, 2026

Martin Luther King, Jr. Day (1 day)
Monday, January 19, 2026

Memorial Day (1 day)
Monday, May 25, 2026

Juneteenth (1 day)
Friday, June 19, 2026

Holiday Pay Guidelines

  • Non-union hourly employees who work on an observed College holiday will receive time-and-a-half pay in addition to straight-time holiday pay.
  • Non-union hourly employees may opt to take another paid day off during the same week. Hours worked on the holiday will count as overtime.
  • Exempt (salaried) employees required to work on a College holiday will receive compensatory time off.

Holidays are considered paid holidays only if they fall within your regular work schedule.

Religious and Spiritual Holidays

Throughout the year, members of our community observe a variety of religious and spiritual holidays. In keeping with the College’s commitment to inclusivity and respect, we share this information to support those celebrating these holidays.

How You Can Help:

  1. Familiarize yourself with holidays using the CRSL Calendar.
  2. Minimize scheduling conflicts and provide appropriate foods during celebrations.
  3. Staff may request time off through their managers, using personal time as needed.

For additional information, please visit the Religious Life page.

Summer Office Hours

  • Start Date: Tuesday, May 26, 2026 (following the holiday).
  • Regular Office Hours Resume: Monday, August 17, 2026.

If you have questions regarding holiday schedules, pay, or religious accommodations, please contact Human Resources or your Department Head.

Download a PDF of the Full-Year Appointment 2025-26 Holiday Calendar

Administrative & Administrative Support Staff with 12-Month Appointments

Independence Day (1 day)
Friday, July 3, 2026

Labor Day (1 day)
Monday, September 7, 2026

Fall Break (1 day)
Monday, October 12, 2026

Thanksgiving (3 days)
Wednesday, November 25, 2026
Thursday, November 26, 2026
Friday, November 27, 2026

Winter Break (8 days)
Wednesday, December 23, 2026
Thursday, December 24, 2026
Friday, December 25, 2026
Monday, December 28, 2026
Tuesday, December 29, 2026
Wednesday, December 30, 2026
Thursday, December 31, 2026
Friday, January 1, 2027 

Martin Luther King, Jr. Day (1 day)
Monday, January 18, 2027

Memorial Day (1 day)
Monday, May 31, 2027

Juneteenth (1 day)
Friday, June 18, 2027

Holiday Pay Guidelines

  • Non-union hourly employees who work on an observed college holiday will receive time-and-a-half pay in addition to straight-time holiday pay.
  • Non-union hourly employees may opt to take another paid day off during the same week. Hours worked on the holiday will count as overtime.
  • Exempt (salaried) employees required to work on a college holiday will receive compensatory time off.

Holidays are considered paid holidays only if they fall within your regular work schedule.

Religious and Spiritual Holidays

Throughout the year, members of our community observe a variety of religious and spiritual holidays. In keeping with the college’s commitment to inclusivity and respect, we share this information to support those celebrating these holidays.

How You Can Help:

  1. Familiarize yourself with holidays using the CRSL Calendar.
  2. Minimize scheduling conflicts and provide appropriate foods during celebrations.
  3. Staff may request time off through their managers, using personal time as needed.

For additional information, please visit the Religious Life page.

Summer Office Hours

  • Start Date: Tuesday, June 1, 2027 (following the holiday).
  • Regular Office Hours Resume: Monday, August 16, 2027.

If you have questions regarding holiday schedules, pay, or religious accommodations, please contact Human Resources or your Department Head.

Download a PDF of the Full-Year Appointment 2026-27 Holiday Calendar

Administrative & Administrative Support Staff with LESS Than 12-Month Appointments (academic year)

Labor Day (1 day)
Monday, September 1, 2025

Thanksgiving (3 days)
Wednesday, November 26, 2025
Thursday, November 27, 2025
Friday, November 28, 2025

Winter Break ( 10 days)
Monday, December 22, 2025
Tuesday, December 23, 2025
Wednesday, December 24, 2025
Thursday, December 25, 2025
Friday, December 26, 2025
Monday, December 29, 2025
Tuesday, December 30, 2025
Wednesday, December 31, 2025
Thursday, January 1, 2026
Friday, January 2, 2026

Martin Luther King, Jr. Day (1 day)
Monday, January 19, 2026

Memorial Day (1 day, if scheduled to work)
Monday, May 25, 2026

Holiday Pay Guidelines

  • Non-union hourly employees who work on an observed College holiday will receive time-and-a-half pay in addition to straight-time holiday pay.
  • Non-union hourly employees may opt to take another paid day off during the same week. Hours worked on the holiday will count as overtime.
  • Exempt (salaried) employees required to work on a College holiday will receive compensatory time off.

Holidays are considered paid holidays only if they fall within your regular work schedule.

Religious and Spiritual Holidays

Throughout the year, members of our community observe a variety of religious and spiritual holidays. In keeping with the College’s commitment to inclusivity and respect, we share this information to support those celebrating these holidays.

How You Can Help:

  1. Familiarize yourself with holidays using the CRSL Calendar.
  2. Minimize scheduling conflicts and provide appropriate foods during celebrations.
  3. Staff may request time off through their managers, using personal time as needed.

For additional information, please visit the Religious Life page.

Recess Periods (7 days)

Fall Break (2 days)
Monday, October 13, 2025
Tuesday, October 14, 2025

Spring Break (5 days)
Monday, March 16, 2026
Tuesday, March 17, 2026
Wednesday, March 18, 2026
Thursday, March 19, 2026
Friday, March 20, 2026

Work Schedules for Academic Year Staff

39-Week Schedule: Monday, August 18, 2025–Friday, May 22, 2026
Other 9-, 10-, or 11-Month Schedules: Work schedule dates vary

If you have questions regarding holiday schedules, pay, or religious accommodations, please contact Human Resources or your Department Head.

Download a PDF of the Academic-Year Appointment 2025-26 Holiday Calendar

Administrative & Administrative Support Staff with LESS Than 12-Month Appointments (academic year)

Labor Day (1 day)
Monday, September 7, 2026

Thanksgiving (3 days)
Wednesday, November 25, 2026
Thursday, November 26, 2026
Friday, November 27, 2026

Winter Break (8 days)
Wednesday, December 23, 2026
Thursday, December 24, 2026
Friday, December 25, 2026
Monday, December 28, 2026
Tuesday, December 29, 2026
Wednesday, December 30, 2026
Thursday, December 31, 2026
Friday, January 1, 2027

Martin Luther King, Jr. Day (1 day)
Monday, January 18, 2027

Memorial Day (1 day, if scheduled to work)
Monday, May 31, 2027

Holiday Pay Guidelines

  • Non-union hourly employees who work on an observed College holiday will receive time-and-a-half pay in addition to straight-time holiday pay.
  • Non-union hourly employees may opt to take another paid day off during the same week. Hours worked on the holiday will count as overtime.
  • Exempt (salaried) employees required to work on a College holiday will receive compensatory time off.

Holidays are considered paid holidays only if they fall within your regular work schedule.

Religious and Spiritual Holidays

Throughout the year, members of our community observe a variety of religious and spiritual holidays. In keeping with the College’s commitment to inclusivity and respect, we share this information to support those celebrating these holidays.

How You Can Help:

  1. Familiarize yourself with holidays using the CRSL Calendar.
  2. Minimize scheduling conflicts and provide appropriate foods during celebrations.
  3. Staff may request time off through their managers, using personal time as needed.

For additional information, please visit the Religious Life page.

Recess Periods (7 days)

Fall Break (2 days)
Monday, October 12, 2026
Tuesday, October 13, 2026

Spring Break (5 days)
Monday, March 15, 2027
Tuesday, March 16, 2027
Wednesday, March 17, 2027
Thursday, March 18, 2027
Friday, March 19, 2027

Work Schedules for Academic Year Staff

39-Week Schedule: Monday, August 17, 2026–Friday, May 28, 2027
Other 9-, 10-, or 11-Month Schedules: Work schedule dates vary

If you have questions regarding holiday schedules, pay, or religious accommodations, please contact Human Resources or your Department Head.

Download a PDF of the Academic-Year Appointment 2026-27 Holiday Calendar

Other Offerings

Local insurance agencies offering insurance discounts to Smith College employees:

Smith College recognizes that faculty and staff commuting to campus as the sole occupants of vehicles has an impact to the environment and imposes stress to availability of campus parking.

This policy:

  • Has been developed to complement a series of transportation demand management policies including parking opt-out, free passage on five college buses during the academic year, parking pass fees, free ride home and availability of two ride-sharing services all designed to work in concert to reduce the number of commuter trips by individuals in vehicles.
  • Creates a more equitable transit subsidy system where employees who live in areas not served by Five College bus routes (those routes that are subsidized through Five Colleges, Inc. – PVTA routes B38, B39, M40 and B43) are eligible for reduced fares on other routes.
  • Supports compliance with Massachusetts Rideshare regulations (310 CMR 7.16) (a state-wide air quality regulation and is part of the Commonwealth's plan to reduce air pollution and to achieve and maintain health-based federal quality standards).
  • Satisfies Smith’s commitment to the "Provision of Public Transportation," one of the "tangible actions" included within the American College and University Presidents' Climate Commitment. This action is defined as follows: Encourage use of and provide access to public transportation for all faculty, staff, students and visitors to your institution.

The subsidy is valid only for employees who do not live in the area served by the Five College bus routes (those routes that are subsidized through Five Colleges Inc. – PVTA routes B38, B39, M40 and B43) which already offer free passage during the academic year.

IRS maximum monthly reimbursement limits apply to this benefit.

To receive reimbursement for a monthly or weekly transit pass, employees must fill out and submit a Transit Pass Reimbursement Form and provide proof of purchase (receipt) to Human Resources.

The Emerson-Lewis Fund was established in 1921 by the Smith Class of 1901 in memory of two classmates. Income from the Fund, which is administered by a committee, is used to assist employees of the college community in times of emergency when a gift of money would come in useful. While the funds at its disposal are limited, the committee hopes that they will not only provide financial assistance, but will also convey the support of a caring community.

Written applications to the Fund may be made either by an individual or by the individual's supervisor. Applications should be addressed to Elena Palladino, Board of Trustees Office, College Hall 207. They should explain the circumstances of the emergency, request a specific sum, and be accompanied by proof of expenditures.

As a Smith College employee, you and your family may become members of the UMass Five College Federal Credit Union. The credit union offers many services and programs to assist members with college tuition costs:

Paying for College

Disclaimer

The benefits summarized here are not conditions of employment. Smith College, in its sole discretion, reserves the right to amend, modify or terminate any plan or provision at any time. (Smith College has the sole and absolute authority to interpret the terms of these plans, determine benefit eligibility and resolve any and all ambiguities or inconsistencies in the plans.)

This link leads to Blue Cross Blue Shield machine-readable files made available in support of the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and health care providers.  Machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data. The files are not intended to be a cost comparison tool for employees and dependents in medical plans offered at Smith College. Information on medical plans is available on the Smith College Benefits Page and Blue Cross Blue Shield's website.