Listed below is a brief synopsis of the benefits available to you as a Non-Unit Professional employee of Greenfield Community College.
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.
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 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. For example, the former tuition waiver at UMass Amherst has become a tuition credit of $1,714.00.