2006-2007 Faculty Resource Guide


7.  Human Resources
Health Care Benefits; Dental Plans; Basic Life Insurance; Optional Life Insurance; Long Term Disability; Employee Leave Benefits; State Retirement Plan; Medicare Tax; Tax Sheltered Annuities; Deferred Compensation Plan, Savings Bonds; Dependent Care Assistance Program and Health Care Spending Account; Direct Deposit; Tuition Remission; Commonwealth of Massachusetts Employees Charitable Campaign; Union Dues; Miscellaneous Benefits     

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Health Care Benefit Plans

Employees may choose from 9 different health plans, including 2 indemnity plans, a POS plan, a PPO plan and several different HMO plans offered by the Group Insurance Commission (GIC).  A detailed summary of the various options is available in the Office of Human Resources.  Coverage begins on the first of the month following two full months of service.  New employees pay 25% of the premium cost, which is deducted on a pre-tax basis from bi-weekly pay. 

Dental Plans

There is no cost for dental insurance to employees whose benefits are governed by a union contract.*  Employees are required to wait six (6) full calendar months before benefits begin.

Coverage is provided for:

Basic Services

Diagnostic and Preventive Care

Restorative Services 

There are Open and Closed options.  The percentage of benefits paid under the closed option is slightly greater. 

* Non-Unit employees are charged a monthly fee for dental coverage through MET LIFE, but are required to wait only two full months.  The plan is for individual or family coverage and is an optional benefit available at the time of hire.  

Basic Life Insurance

For $1.33 per month, employees may elect to receive $5,000 of term life insurance with double indemnity.  This coverage is required if an employee subscribes to a health plan through the GIC. Employees electing to waive health insurance coverage may purchase optional life insurance separately (See information below and the GIC’s Benefit Decision Guide). 

Optional Life Insurance

Additional term life insurance may be purchased in $1,000 increments up to $1,000 less than eight (8) times the base salary.  Employees are required to work two full calendar months before this insurance is effective.  Employees who wish to purchase optional insurance over four times their base salary are required to submit evidence of insurability to the GIC.  Employees who do not enroll in the optional insurance program when first eligible are required to wait one full year from the date of eligibility. More information can be found in the GIC’s Benefit Decision Guide. 

Long Term Disability

This disability insurance provides 50% of base wages for disability due to illness or injury outside of the workplace.  An employee must be totally disabled for three (3) months in order to receive compensation.  Premium rates are based on age and salary. 

Employee Leave Benefits

Vacation Leave

Vacation Leave is earned based on hours worked and is recorded biweekly.  The rate of accrual is determined by union affiliation and number of years in service.  More detailed information is available in the Office of Human Resources. 

Holidays

There are 13 paid holidays per year: 

*To be used within a specified number of days in accordance with the applicable collective bargaining agreement.  Additional information is available in the Office of Human Resources. 

Personal Leave Days

Full time faculty members receive 2 personal leave days each year: 1 day in January and 1 day in September.  Personal days do not accumulate yearly, and any unused leave is forfeited at the end of the calendar year. 

Sick leave

Sick leave is accrued at a rate of 1.11 days per month for Sept. 1 through May 31 only, and is recorded biweekly. 

State Retirement Plan

State employees do not contribute to social security; therefore, all employees are required to pay a percentage of gross wages towards retirement.  Faculty members and employees in certain other positions in administration have the option of participating in an Optional Retirement Program (ORP) if they choose.  As of Jan. 1, 1988 these retirement contributions are made on a pre-tax basis.  The contribution rate for employees hired after June 30, 1996 is 9% plus 2% on wages over $30,000.00.  Employees hired after Dec. 31, 1978 are required to make this additional 2% contribution on wages earned over $30,000.   

Eligibility for retirement is based upon a minimum of 10 years of creditable service at age 55 or 20 years of creditable service at any age.  An employee who terminates employment prior to age 55 with 10 or more years of creditable service is eligible to receive a monthly pension at age 55 or later.  Those who voluntarily terminate employment after fewer than 5 years of service may receive only a refund of contributions.  Those who voluntarily leave employment with more than 5 years but fewer than 10 years of service may receive a refund of contributions plus 50% of the interest.  Employees who leave employment with more than 10 years of service may receive a refund of contributions and 100% of interest. 

Medicare Tax

Employees hired after Apr. 1, 1986 are required to pay the Medicare portion of the Social Security Tax.  (1.45% of gross wages.)  The Commonwealth matches these contributions. 

Tax Sheltered Annuities

TSAs are available to all employees wishing to supplement their retirement beyond contributing to the State Retirement System or, for those eligible, the Optional Retirement Plan.  Such plans are made as a salary reduction agreement.  The annuity contract is established between the employee and an authorized investment firm. 

These plans are 100% employee funded.  For specific information regarding your personal retirement planning, additional limitations and “catch-up” provisions, consult a financial advisor. 

Deferred Compensation Plan

The Commonwealth also sponsors a deferred compensation program for employees.  Additional information is available in the Office of Human Resources. 

Savings Bonds

Payroll deduction for U.S. Savings Bonds Series EE is available. 

Dependent Care Assistance Program (DCAP) & Health Care Spending Account (HCSA)

DCAP and HCSA are qualified plans designed to help defray the costs of child/elder care and health care.  IRS guidelines must be met.  Because of the risk of forfeitures careful planning is necessary. 

Direct Deposit

Employees are required to have their biweekly checks direct deposited into a checking, savings or other account of their choice. 

Tuition Remission

Employees, their spouses and their dependant children may be eligible for tuition remission in any of the state’s Colleges or Universities, excluding the Medical School.  Some benefits exist for non-dependent children as well.  For more information please consult the applicable collective bargaining agreement and/or the Office of Human Resources. 

Commonwealth of Massachusetts Employees Charitable Campaign (COMECC)

The COMECC is an annual fundraising campaign in support of various charitable institutions. Employees may contribute to one or more agencies and have contributions deducted from their pay. 

Union Dues

Employees whose employment and benefits are governed by a collective bargaining agreement are required to pay union dues or an agency service fee.  Union officials from the Massachusetts Teachers Association/MA State College Association (MTA/MSCA); the American Federation of State, County and Municipal Employees (AFSCME); or the Association of Administrative Professionals (APA) will provide additional information. 

Miscellaneous Benefits

College employees are eligible to use the Whittemore Library and the Fitness Center. 

The College bookstore offers a discount to college employees. Some limitations apply.  

College employees may use the Campus Center dining facilities. 

NOTE:  This is only a brief summary of the benefits available to College employees, and is subject to change.  For specific questions, please call the Office of Human Resources at 508.626.4530.