Subject to applicable waiting periods and other plan provisions for the benefited Unit Professionals:
Health and Basic Life Insurance
There are various health care plan choices offered to benefited employees, their spouse, and dependent children under age 19 (over age 19 dependent requires specific documentation) including Indemnity plans, Health Maintenance Organizations (HMO), Preferred Provider Organizations (PPO). The Commonwealth contributes 75% of the Health Insurance premium and coverage is available to state employees at 25% of the full cost including basic life insurance of $5,000 and additional $5,000 for accidental death. Employees are eligible for coverage 60 days from the first full month of employment. Health and Basic Life insurance are pre-tax deductions. Open Enrollment gives you an opportunity to review your benefit options and make changes if you desire (no later than late May of each year to be effective on July 1st). Please contact the Human Resources Office for insurance changes outside of the open enrollment period. The following are the health care insurance plan choices:
- Fallon Community Health Plan Direct Care
- Fallon Community Health Plan Select Care
- Harvard Pilgrim Independence Plan
- Harvard Pilgrim Primary Choice Plan*
- Health New England
- NHP Care (Neighborhood Health Plan)
- Tufts Health Plan Navigator
- Tufts Health Plan Spirit*
- UniCare State Indemnity Plan/Basic with CIC (Comprehensive)
- UniCare State Indemnity Plan/Basic without CIC (Non-Comprehensive)
- UniCare State Indemnity Plan/Community Choice
- UniCare State Indemnity Plan/Plus* There are no out-of-network benefits, with the exception of emergency care.
Each plan has a calendar year deductible, a fixed dollar amount you must pay each calendar year before your health plan begins paying benefits. Certain services do not apply towards the deductible. There are in-network deductibles plus members have a separate calendar year deductible for services received from out-of network providers. Co-pays apply for all services. Visit the Group Insurance Commission for more specific information on plan deductibles and co-pays.
Each plan provides benefits for prescription drugs using a three-tier co-payment structure in which copayments vary, depending on the drug dispensed. The program consists of generic, brand name and mail order prescriptions. For more detailed information on the Government Insurance Commission GIC Health Plan options and prescription program, visit the Group Insurance Commission, select State Insurance Benefits, Health Plans, then Active State Employees.
Optional Life Insurance
The GIC’s Life Insurance is insured by The Hartford. New employees may apply for optional life insurance up to 8x their salary without the need for a medical review. If not enrolled at time of hire, employee must wait one year from date first eligible before enrolling. Current employees may apply for optional life insurance up to 8x your salary subject to a medical review at open enrollment or anytime during the year. The Optional life insurance premium cost is based on an employee’s age and salary. For more detailed information on Life Insurance & Accidental Death, please visit Group Insurance Commission, select State Insurance Benefits, then Life Insurance & Accidental Death.
Long term Disability
The GIC’s Long Term Disability (LTD) program is insured by Unum. Employees are eligible to begin coverage 60 days from the first full month of employment. Current employees can apply for LTD coverage during annual (first time eligible) enrollment, or any time during the year, however an evidence of insurability for insurance approval must be provided to enter the Plan. LTD is an income replacement program in the event you become disabled and are unable to perform the material and substantial duties of your job. If an employee is determined disabled by the provider and unable to work for longer than 90 days, the employee will receive 50% of his/her tax free monthly salary up to a maximum monthly benefit. Premiums are based on age/current salary and as both increase, premiums are adjusted. For more detailed information on long-term Disability, please visit Group Insurance Commission, select State Insurance Benefits, then Long term Disability (LTD) Overview.
Dental Insurance and Vision Savings EyeCare Program
Dental Insurance and Vision Savings EyeCare Program is offered to benefited employees, their spouse, and dependent children at no cost. Dental & Vision coverage begins the day after 180 days from date of hire. MetLife is the dental plan as an indemnity plan with benefits of a PPO network which will provide savings. Open Enrollment for MetLife dental, if not elected when hired is December for January 1st coverage. Each plan has a calendar year deductible, a fixed dollar amount you must pay each calendar year before your health plan begins paying benefits. Certain services do not apply towards the deductible. There are in-network deductibles plus members have a separate calendar year deductible for services received from out-of network providers.
For more detailed information on dental coverage, please visit the MetLife website. Dental Benefits are managed for the Department of Education’s Non-Unit employees by Mckenzie & Company. For more information regarding benefit schedules, please view the Board of Higher Education Non-Unit Employee Health and Welfare Dental Plan.
The VisionSavings Eyecare Program provides savings with access to a nationwide network of participating eyecare providers and optical locations. For more detailed information on VisionSavings Eyecare Program call 1-800-275-4638 or log on to VisionSavings Eyecare Program and be sure to communicate the Plan Number 9238205.
Massachusetts State Retirement
The State Employee Retirement Plan (SERS)
The State Employee Retirement Plan (SERS) is a mandatory defined benefit plan in which 9% of the employee’s salary plus an additional 2% of any earnings over $30,000 will be deducted on a pre-tax basis each pay period and invested the plan. Annually, employees will receive a statement of their account which includes contributions, interest earned and balance. Vesting is 10 years after credible service. For more detailed information on SERS, please visit the Massachusetts State Board of Retirement, select Retirement Information, For Current Employee, then New Employees - Understanding Your Retirement Benefits. Non-Unit Professionals, Unit Professionals, and Faculty may choose one retirement plan between the two mandatory retirement plans offered.
Participation in the Optional Retirement Program (ORP) is limited to employees who are otherwise eligible for membership in the State Retirement Plan, but who are not vested under the State Employees Retirement System (SERS), provided they are Non-Unit Professionals, Unit Professionals, or Faculty.
Eligible employees have a choice between SERS and ORP. Both plans have the same mandatory pre-tax contribution based on most recent entry date into the state retirement system (see chart under the SERS section above). Eligible employees must elect coverage under the ORP within 180 days of becoming an eligible employee, or the default is SERS. The election is irrevocable.
The ORP is a defined contribution plan. An employee’s retirement benefit would be based on the total amount contributed and allocated to ORP investment funds and the investment experience of those funds. An employee is vested immediately for the employee's own contribution plus the Commonwealth's contribution. The Commonwealth’s gross contribution is 5% of regular salary. Up to 1% of the Commonwealth’s contribution may go to statutorily required expenditures. The Commonwealth’s net contribution is currently 4.300%.
Commonwealth’s Gross Contribution 5.000% Minus Cost of Administrative Overhead 0.318% Minus Cost of Long-Term Disability Insurance 0.198% Minus Cost of Life Insurance 0.184% Commonwealth’s Net Contribution 4.300%
The Commonwealth’s net contribution is the amount credited to a participant’s ORP account. These employer contributions are calculated with each payroll cycle (26 per year), and are remitted to the ORP Provider as soon as is administratively feasible after the calculation is completed. There are four ORP Providers to receive and invest ORP contributions: LINCOLN, TIAA-CREF and VALIC, FIDELITY. The ORP provides a life insurance benefit and long-term disability insurance for active contributing participant upon joining the ORP. The carrier is the Standard Insurance Company. For more detailed information on ORP and a comparison of the ORP and SERS, please visit the Massachusetts Board of Higher Education, then select Optional Retirement Program..
Massachusetts State Employee Credit Union
Massachusetts State Employee Credit Union is available for employees to contribute through payroll deductions or through the credit union. For more detailed information, please visit the Mass. Dept. of Higher Education, select Campus Employees, Other Retirement and Savings Plans, then Credit Union.
U. Plan is a 529 Plan - Prepaid Tuition Program that allows employees to save for college through payroll deductions to a choice of 80 Massachusetts colleges and universities. For more information on the 529 plan, please visit the Mass. Dept. of Higher Education, select Campus Employees, Other Retirement and Savings Plans, then U.Fund.
Pre-tax Flexible Spending Accounts
There are two types of Flexible Spending Accounts available to all active state employees which allows employees to pay for out-of-pocket medical expenses and/or qualified dependent care expenses on a pre-tax basis.
Health Care Spending Account (HCSA)
Employees may choose an annual election of $500 to $5,000, which will be deducted from their paychecks on a pre-tax basis. All HCSA participants receive a free debit card from Benefit Strategies to conveniently pay for health care expenses out of their HCSA account. As the employee incurs health care expenses, a claim form and receipt must be submitted to Benefit Strategies. The reimbursement amount is posted to the employee’s direct deposit account or a check is mailed to the employee if the employee is not enrolled in direct deposit. As required by the IRS, please keep all copies of HCSA receipts with your tax documents.
Dependent Care Assistance Program (DCAP)
An employee may choose an annual election of up to $5,000 to pay for child care, after school programs, or day camp for your dependent child under age 13 or adult dependent day care expenses on a pre-tax basis. As you incur expenses, submit a claim form and receipt to Benefit Strategies. They will deposit the reimbursement to your bank account.
For more detailed information on HCSA & DCAP, please visit the Group Insurance Commission’s website.
Open enrollment for GIC’s money-saving Flexible Spending Accounts (HCSA and DCAP) require an enrollment form to completed in November every calendar year for benefits to be effective January 1. Current participants MUST re-enroll annually to receive benefits in the following calendar year.
Family Medical Leave
Bristol Community College guarantees eligible employees the right to take up to 12 weeks of unpaid leave for family or medical reasons ("FMLA Leave"). FMLA Leave will be unpaid unless the employee chooses to use accrued paid vacation if applicable, rescheduled time, or personal leave. An employee may utilize sick leave during or at the end of a leave if he or she qualifies consistent with existing College policy. For more detailed eligibility information, contact Human Resources.
Sick and Personal Leave
Sick leave is earned each pay period totaling 15 days a year. Employees that work less than 12 months a year will receive pro-rated amounts of sick leave. Sick leave credits are cumulative. There is no cap on the amount of sick leave you may carry. Sick leave credits can be paid out only upon retirement. This is at a 20% rate. An automatic 7.5 hours is assigned to a Sick Bank unless HR is notified by October 30 each year.
Vacation leave is earned each pay period equaling 22 days a year. Employees that work less than 12 months a year will receive pro-rated amounts of vacation leave. Vacation leave credits are cumulative up to 64 days.
On January 1st of each year, the employee receives 22½ hours of personal leave. Employees that work less than 12 months a year will receive pro-rated amounts of personal leave. This leave must be used during the calendar year it is granted. Any personal leave not used by December 31st will be forfeited.
Compensatory time will be administered according to the collective bargaining agreement.
Bereavement leave without loss of pay for a maximum of four (4) consecutive working days is available for employees who need to take time off due to the death of spouse, child, step-child, parent of either spouse, brother, step-brother, sister, step-sister, grandparent, grandchildren, or a person living in the immediate household. An employee may request to defer one day of leave for the above-named relatives to a later date based on the scheduling of a memorial service. The immediate supervisor should be notified as soon as possible regarding the circumstances.
The following legal holidays in the Commonwealth of Massachusetts are observed by Bristol Community College:
New Year's Day, Martin Luther King Day, Presidents‚Äô Day, Patriots‚Äô Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans‚Äô Day, Thanksgiving Day, and Christmas Day.
*In the event a legal holiday falls on a Sunday, the holiday will be observed on the following Monday.
*In the event a legal holiday falls on a Saturday, all offices under the jurisdiction of any department of state government shall be open to the public for business on the Friday proceeding any Saturday holiday.
*Employees should consult their collective bargaining agreements with regard to compensatory time off or compensation for employees who work on holidays.
TUITION REMISSION – State Tuition Waiver
Tuition remission is available for the employee, spouse and dependents at any Massachusetts State college or university. There is not a waiting period. For more detailed information, please visit Tuition Remission.
Note: This information is meant as a summary only and is subject to change. More detailed information can be found in the Non-Unit Professionals Personnel Policies Handbook.
Please be advised that Web pages and links for outside organizations are not maintained by Bristol Community College, and the College assumes no responsibility as to their content or accuracy.