This is a summary of benefits only. For details and requirements, please ask Human Resources for the plan document, ECCAAUP collective bargaining agreement (CBA), employee handbook, or other controlling documents. For details on particular benefits, click on the benefit name.
Benefit |
Cost |
Eligible |
About the Plan |
---|---|---|---|
College and Employee contribute. |
1st of the month after date of hire |
Hospital and medical services through Harvard Pilgrim Health Care (CBA 16.3.3) |
|
College contributes cost of Individual coverage under Base Plan towards all plans and coverage levels. Employees pay difference. |
1st of the month after date of hire |
Diagnostic, preventive and restorative services through Delta Dental of Mass. (CBA 16.3.3) |
|
100% Employee Paid |
1st of the month after date of hire |
Vision services and eyewear through EyeMed. |
|
College pays 100% |
After three months of qualifying service |
College pays 100% for first 30 consecutive calendar days of disability, then 60% for up to 150 additional consecutive calendar days. (CBA 14.1.2) Coordinates with state-mandated benefits.See Leaves of Absence and Time Off webpage for more information. |
|
College pays 100% |
After six months of qualifying service |
Following six months of disability, a monthly income of 60% base salary up to max benefit. Duration is based on age at disability for a bona fide leave as defined by the plan |
|
College pays 100% |
After one year of employment |
Life Insurance equal to twice basic annual salary, to a maximum of $700,000. At ages 70 & 75 the coverage amount is reduced. (CBA 16.6) |
|
100% voluntary contribution |
Upon Employment |
Faculty member may contribute on a pre-tax basis to Transamerica. |
|
College contributes 9% of Salary Employee contributes 3% of salary |
After 12 months of employment and at least 26 years of age. |
Faculty member must contribute (condition of employment) on a pre-tax basis to Transamerica. The eligibility provision is not retroactive for Term Faculty Members hired prior to January 1, 2018. (CBA 16.2.3) |
|
Employee pays 100% |
1st of the month after date of hire |
Pre-tax health and dependent care reimbursement accounts |
|
College subsidizes or reimburses eligible parking/transit. |
Upon Employment |
||
College pays 100% |
Next Registration |
Up to 4 credits per semester for Emerson Courses (CBA 16.10) |
|
College pays 100% | Next Registration | Up to 4 credits per semester for Emerson Courses | |
College pays 100% |
After two years of service |
If accepted into Emerson College, full tuition for any of the College’s degree programs (CBA 16.10) |
|
College pays $2000 |
After two years of service |
Emerson reimburses tuition paid to another accredited college (CBA 16.10) |
|
Varies by Institution |
After two years, may apply for scholarship |
If awarded a TE scholarship, child may attend a participating institution with free or reduced admission. (CBA 16.10) |
|
Employee pays 100% |
Upon termination of employment or qualifying event |
Continuation of health and dental for employee and/or covered dependents (CBA 16.10) |
|
College pays 100% |
Upon Employment |
Evaluation/referrals; family/emotional issues; child & elder care, etc. (CBA 16.10) |
Learn more about other benefits.
Faculty Members, their spouses, and dependents are responsible for any tax consequences resulting from benefits received by them from the College. (i.e. graduate courses).