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.
|
Benefit |
Cost |
Eligible |
About the Plan |
|---|---|---|---|
|
Medical Insurance |
College pays 75% Employee pays 25% |
1st of the month after date of hire |
Hospital and medical services through Harvard Pilgrim Health Care (CBA 16.3.3) |
|
Dental Insurance |
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) |
|
Short Term Disability |
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. |
|
Long Term Disability |
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 |
|
Group Life Insurance |
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) |
|
403(b) Tax-Deferred Annuity Plan |
100% voluntary contribution |
Upon Employment |
Faculty member may contribute on a pre-tax basis to Transamerica. |
|
Retirement Plans |
College contributes 9% of Salary Employee contributes 3% of salary |
After 12 months of employment and at least 26 years of age. |
403(b) Annuity Plan: 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) |
|
Flexible Spending Accounts |
Employee pays 100% |
1st of the month after date of hire |
Pre-tax health and dependent care reimbursement accounts |
|
Subsidized Parking |
College subsidizes the pooled cost |
Eligible on date of hire. |
College subsidizes pooled cost at Boston Common Garage. Eligible on date of hire. Not eligible if receiving benefit under subsidized transit plan. (CBA 16.14) |
|
Transportation Benefit |
College subsidizes up to $42.25 per month. |
Upon Employment |
College subsidizes up to $42.25 toward the cost of public transit orders on WageWorks. Alternatively can elect Blue Bikes annual subscription 100% covered by Emerson. Not eligible if participating in subsidized parking. (CBA 16.15) |
|
Tuition Benefit For Faculty Member |
College pays 100% |
Next Registration |
Up to 4 credits per semester for Emerson Courses (CBA 16.10) |
|
Tuition Benefit for Member's Spouse |
College pays 100% | Next Registration | Up to 4 credits per semester for Emerson Courses |
|
Tuition Benefit for Member's Child at Emerson College |
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) |
|
Tuition Benefit for Member's Child at other colleges |
College pays $2000 |
After two years of service |
Emerson reimburses tuition paid to another accredited college (CBA 16.10) |
|
Tuition Benefit for Member's Child through Tuition Exchange |
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) |
|
COBRA |
Employee pays 100% |
Upon termination of employment or qualifying event |
Continuation of health and dental for employee and/or covered dependents (CBA 16.10) |
|
Employee Assistance Program |
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).