Benefits UniversalAFSCMEMCCC FacultyMCCC UnitNUP Employees are eligible for benefits if they are employed for a minimum of half-time (18.75 hours/week for most positions, 20 hours/week for AFSCME Unit 2 positions). All Greenfield Community College employees are on the same bi-weekly payroll cycle which has a one-week delay. Retirement (In lieu of Social Security) Membership in the Massachusetts State Retirement Board is mandatory for AFSCME unit and non-unit classified employees. A contribution at the rate of 9% of gross salary (up to $30,000) and an additional 2% for any amount above $30,000 will begin with your first paycheck. Employees become vested in the State Retirement System after the equivalent of ten (10) years of full-time employment. MSERS Retirement Benefit Guide MSERS Group 1 Retirement Percentage Chart - Hired on or after 4/2/2012 Optional Retirement Program If you are not an AFSCME unit member, you are eligible to participate in the Optional Retirement Program (ORP). You must choose between the ORP and the State Employees' Retirement System (SERS) within 180 days of your first eligibility. Your first contributions upon employment are typically remitted to SERS. If you elect ORP coverage, you may transfer your funds from SERS to the ORP. The Optional Retirement Program is a flexible and portable retirement program that is funded with individual accounts for participants. Each participant selects a provider to invest plan contributions. The current providers are: Fidelity Investments TIAA-CREF Learn more about the ORP and comparative information about the SERS at https://www.mass.edu. Notice of ORP Eligibility ORP Enrollment Guide with cover ORP Group Life Insurance Highlights ORP LTD Highlights FAQ's Health and Basic Life Insurance Health insurance benefits for all eligible employees are the same for everyone, whether faculty, MCCC unit professional, non-unit professional, or AFSCME employee, Units 1 or 2. Health insurance effective dates always occur on the first of a month and a minimum of 60 days after hire. Click on the link below for questions about eligibility dates. Click the link below to view the current State Employees' Benefit Decision Guide offering an overview and comparison of what plans are available to Greenfield Community College Employees and the rates that apply. FY24 GIC Benefits Decision Guide GIC Effective Date Chart Life Insurance Plan Summary Health Care Spending Account (HCSA) A Health Care Spending Account allows an employee to set aside a predetermined amount of dollars on a pre-tax basis to pay for qualified health care expenses, such as, but not limited to: deductibles, prescription drug co-pays, hospital co-pays, orthodontia or dental expenses not covered by your dental plan and many other medical-related expenses not covered by health insurance. The Health Care Spending Account can be used to cover some over the counter drugs such as pain relievers, cough medicine or nasal sinus sprays. Any employee eligible for health benefits is also eligible for this program although you do not have to be enrolled in a state health plan to participate in the Health Care Spending Account. You can set aside as little as $250 or as much as $3,050 annually. The rules for effective dates for this benefit and the Dependent Care Assistance Program below are the same as for health insurance. Flexible Spending Account Handbook FSA Eligible Expense List Dependent Care Assistance Program (DCAP) The Dependent Care Assistance Program allows an employee to set aside a predetermined amount of dollars on a pretax basis to pay for qualified dependent care expenses. Qualifying expenses include charges incurred for the care of a dependent under the age of 13 or a dependent or spouse who is physically and/or mentally incapable of self-care, inside or outside your home which allow you to work, look for work, or attend school on a full-time basis. If you are married, the expenses must also occur while your spouse is employed or on days your spouse attends school. Any employee eligible for health benefits is also eligible for this program. You may elect an annual payroll deduction of up to $5,000. Dependent Care Eligible Expense List Optional Life and Long Term Disability (LTD) Insurance In addition to the Basic Life Insurance, you may also select optional life insurance from one (1) to eight (8) times your annual salary. Rates are available in the Benefit Decision Guide and from the Human Resources Office and are based on age and salary. Insurance premiums are taken in two (2) pay periods prior to the effective date of insurance. Long Term Disability Insurance is also available for employees if they choose. Rates are based on age and salary. LTD Plan Summary Employee Assistance Program All employees are eligible to anonymously access the services offered by the college's Employee Assistance Program. The EAP is designed to help employees, their dependents and household members manage all aspects of their lives. It offers professional short-term counseling, referrals, and resources. Employee Assistance Program Services Tax Sheltered Annuity (TSA) Plans - 403(b) Tax Sheltered Annuity Plans or TSAs, as these are commonly referred to, are tax-deferred retirement plans available to employees of community colleges, state colleges, universities, and other qualified individuals employed in an educational capacity. Employees can contribute a portion of their pre-tax salary into a TSA plan up to certain annual limits set by the IRS. All college employees, including benefited employees, adjunct instructors and part-time contract employees are eligible to participate in this program. Work study students are not eligible. Tax Sheltered Annuity Plan Information Deferred Compensation (457 Plan) - SMART Plan A 457 deferred compensation plan is a retirement plan that allows you to make contributions into an account established on your behalf. Your contributions are made on a pre-tax basis, and all earnings are tax-deferred. The amounts accumulated on your behalf may be distributed at retirement, or due to another qualifying event, such as separation from service or death. Employees can contribute a portion of their pre-tax salary into a 457 deferred compensation plan up to certain annual limits set by the IRS. SMART Plan (also known as a 457b plan or deferred comp) Information Listed below is an overview of the benefits available to you as a half-time up to full-time classified employee of Greenfield Community College. Dental and Vision Coverage A dental and vision plan (individual or family plan) is available at no cost to you. The plan is managed by Delta Dental. The plan does not become effective until six (6) full months of employment. Members approaching their six-month anniversary should log into the Massachusetts Public Employee Fund website to obtain information about the various dental and vision plans offered and to add dependents to their plan if applicable. Sick, Vacation & Personal Leave Effective with your hire date you will begin to accrue vacation leave based on a rate of ten (10) days per year. (Actual hours will be pro-rated according to how many hours/week you work) Since we are on a biweekly payroll, these accruals are also pro-rated over 26 pay periods per year. Increase in the amount of vacation you earn is based on the AFSCME union contract. Total vacation hours of up to 64 days can be carried from year to year. Also with your hire date you will begin to accrue sick leave based on a rate of 15 days per year (pro-rated to how many hours/week you work). Again your accruals are based on 26 pay periods. Sick leave is cumulative. There is no cap on the amount of sick leave you may carry. There is a sick leave payout at time of retirement only at a 20% buyback. Your accrual and usage of your sick, vacation and personal hours are listed on your payroll advice. Effective January 1 of each year, you will receive three (3) Personal Days (the number of hours is pro-rated by how many hours per week you work). Personal days cannot be carried over from one calendar year to another. All personal time must be used by December 31. Tuition Remission Upon completion of your probationary period (6 months), tuition remission is available for you, your spouse and any dependents at any Massachusetts state college and university.* Tuition only is waived; fees are not included. (Please refer to the System-wide Tuition Remission policy for AFSCME members in the Policies section of this website.) * Per Chapter 46 of the Acts of 2015 (UMass tuition retention legislation), the tuition and fee structure at UMass changed drastically. Whereas before the passage of Chapter 46, tuition was little more than $1,000 and fees comprised multiple thousands of dollars, upon the implementation of Chapter 46, tuition increased to an average of $10,000 per year while fees dropped proportionately. Given this change, the Commonwealth recognized that it could not give 100% tuition remission at UMass campuses as described in all collective bargaining agreements and policy and procedure handbooks. Consequently, all tuition remission agreements honored at UMass have become tuition credit programs of approximately the same value. AFSCME Benefit Summary Listed below is a brief overview of the benefits available to you as a full-time faculty member at Greenfield Community College. Dental Insurance Dental insurance (MetLife) is available to you and any dependents at no cost to you. Coverage becomes effective six (6) full months after hire. Dental Plan Summary - MTA Download Dental ID Card Sick & Personal Leave Faculty members earn sick leave upon hire. Sick leave is based on a total of ten (10) days per year. Your first paycheck advice will list the amount of leave time that you have accrued. There is no cap on the amount of sick leave an employee may carry. Sick leave credits can be paid off only at the time of retirement. This payout is at 20% of accumulated sick leave credits. Effective with your date of hire you have one (1) personal day that must be used by December 31. Personal days cannot be carried over from one calendar year to another. On January 1 of each following year you will receive two (2) Personal Days. Tuition Remission Tuition remission is available to you and any dependents at any Massachusetts college or university.* Tuition only is waived; fees are not waived unless your spouse or dependent is attending a community college, and then a 50% fee waiver may apply. (Please refer to the System-wide Tuition Remission Policy for MCCC members in the Policies section of this website.) * Per Chapter 46 of the Acts of 2015 (UMass tuition retention legislation), the tuition and fee structure at UMass changed drastically. Whereas before the passage of Chapter 46, tuition was little more than $1,000 and fees comprised multiple thousands of dollars, upon the implementation of Chapter 46, tuition increased to an average of $10,000 per year while fees dropped proportionately. Given this change, the Commonwealth recognized that it could not give 100% tuition remission at UMass campuses as described in all collective bargaining agreements and policy and procedure handbooks. Consequently, all tuition remission agreements honored at UMass have become tuition credit programs of approximately the same value. MCCC Faculty Benefit Summary Listed below is a brief overview of the benefits available to you as a half-time up to full-time unit professional at Greenfield Community College. Dental Insurance Dental insurance (MetLife) is available to you and any dependents at no cost to you. Coverage becomes effective six (6) full months after hire. Dental Plan Summary - MTA Download Dental ID Card Sick, Vacation & Personal Leave Effective with your hire date you will begin to accrue vacation leave based on a rate of twenty (20) days per year (pro-rated by how many hours/week you work). Since we are on a biweekly payroll, these accruals are also pro-rated on 26 pay periods per year. Increases in the amount of vacation you earn are based on the MCCC union contract. Total vacation hours of up to 64 days can be carried from year to year. Also with your hire date you will begin to accrue sick leave based on a rate of 15 days per year (pro-rated for how many hours/week you work). Again your accruals are based on 26 pay periods. Sick leave is cumulative. There is no cap on the amount of sick leave you may carry. There is a sick leave payout at time of retirement only at a 20% buyback. Effective January 1 of each year, you will receive three (3) Personal Days (the number of hours is pro-rated by how many hours per week you work). Personal days cannot be carried over from one calendar year to another. All personal time must be used by December 31. Your accrual and usage of your sick, vacation and personal hours are listed on your payroll advice. Tuition Remission Tuition remission is available to you and any dependents at any Massachusetts college or university.* Tuition only is waived; fees are not included unless your spouse or dependent is attending a community college, and then a 50% fee waiver may apply. (Please refer to the System-wide Tuition Remission policy for MCCC members in the Policies section of this website.) * Per Chapter 46 of the Acts of 2015 (UMass tuition retention legislation), the tuition and fee structure at UMass changed drastically. Whereas before the passage of Chapter 46, tuition was little more than $1,000 and fees comprised multiple thousands of dollars, upon the implementation of Chapter 46, tuition increased to an average of $10,000 per year while fees dropped proportionately. Given this change, the Commonwealth recognized that it could not give 100% tuition remission at UMass campuses as described in all collective bargaining agreements and policy and procedure handbooks. Consequently, all tuition remission agreements honored at UMass have become tuition credit programs of approximately the same value. MCCC Professional Benefit Summary Listed below is a brief synopsis of the benefits available to you as a Non-Unit Professional employee of Greenfield Community College. Dental Insurance Dental insurance is available to you at a minimal monthly rate. There is a 60-day waiting period (same as health insurance) before this goes into effect. The dental carrier is MetLife. Monthly costs are $22.80 for Individual Coverage and $45.60 for Family Coverage. Dental Plan Summary -NUP Download Dental ID Card Sick, Vacation & Personal Leave Effective with your hire date you will begin to accrue vacation leave based on a rate of twenty (20) days per year (pro-rated by how many hours/week you work). Since we are on a biweekly payroll, these accruals are also pro-rated on 26 pay periods per year. Increases in the amount of vacation you earn are based on the Non-Unit Professional Personnel Policy Handbook. Total vacation hours of up to 50 days can be carried from year to year. Also with your hire date you will begin to accrue sick leave based on a rate of 15 days per year (pro-rated for how many hours/week you work). Again your accruals are based on 26 pay periods. Sick leave is cumulative. There is no cap on the amount of sick leave you may carry. There is a sick leave payout at time of retirement only at a 20% buyback. Effective January 1 of each year, you will receive three (5) Personal Days (the number of hours is pro-rated by how many hours per week you work). Personal days cannot be carried over from one calendar year to another. All personal time must be used by December 31. Your accrual and usage of your sick, vacation and personal hours are listed on your payroll advice. Tuition Remission Tuition remission is available to you and any dependents at any Massachusetts college or university* after a 6 month waiting period. Tuition only is waived—fees are not included unless your spouse or dependent is attending a community college, and then a 50% fee waiver may apply. (Please refer to the System-wide Tuition Remission policy for non-unit professionals in the Policies section of this website.) * Per Chapter 46 of the Acts of 2015 (UMass tuition retention legislation), the tuition and fee structure at UMass changed drastically. Whereas before the passage of Chapter 46, tuition was little more than $1,000 and fees comprised multiple thousands of dollars, upon the implementation of Chapter 46, tuition increased to an average of $10,000 per year while fees dropped proportionately. Given this change, the Commonwealth recognized that it could not give 100% tuition remission at UMass campuses as described in all collective bargaining agreements and policy and procedure handbooks. Consequently, all tuition remission agreements honored at UMass have become tuition credit programs of approximately the same value. NUP Benefit Summary