Westfield State University. AFSCME Employees. Benefits Guide

Transcription

1 Westfield State University AFSCME Employees Benefits Guide

2 AFSCME EMPLOYEES BENEFITS GUIDE This guide highlights benefits for WSU employees. It may not list all benefits available to a particular employee category, and does not constitute, and should not be interpreted as a contract or binding agreement. Policies relating to benefits, periods of leave, appointment and other aspects of employment are set forth in the applicable collective bargaining agreement. For more information regarding the benefits provided in this guide, visit the Department of Human Resources web site at the respective brochure, contact the provider at the web address provided on page 10, or contact Tina Bonés, Benefits Manager, at or at lbones@westfield.ma.edu.

3 Table of Contents State Retirement Plan 1 Other Retirement and Savings Plans 1 403b Savings Plan Deferred Compensation SMART Plan 2 Credit Union 2 Payroll 2 MassHR 2 Social Security 2 Medicare Taxes 3 Paid Leave 3 Holidays 3 Personal Leave 3 Sick Leave 3 Vacation Leave 4 Commonwealth of Massachusetts Group Insurance Commission (GIC) 4 New Employee Enrollment Information 4 Health Insurance 5 Employee Required Documentation and Information 5 Basic Life Insurance 6 Optional Life Insurance 6 Long Term Disability Insurance 6 Flexible Spending Accounts 7 Dental and Vision Care 7 Massachusetts Public Employee Fund 7 Vision Care Unit 8 Dental Unit 8 Tuition Remission Waivers 9 Provider Web Addresses 10

4 STATE RETIREMENT PLAN The State Retirement Board administers the Massachusetts State Employees Retirement System (MSERS). The MSERS is a contributory defined benefit retirement system governed by Massachusetts General Law Chapter 32. The system provides retirement, disability, survivor, and death benefits to members and their beneficiaries. Membership in the system is mandatory for nearly all state employees who are regularly employed on a part-time (minimum of half-time) or full-time permanent basis. If you are regularly employed in the performance of duties for the state you are considered a member-in-service. All members-in-service make mandatory pre-tax contributions through payroll deduction. Members contribute a percent of their regular compensation based upon when they joined the MSERS. As a member-in-service, you earn creditable service toward a retirement allowance for the time during which you contributed a percentage of your salary to the retirement system. Being vested means you are eligible to receive a retirement allowance. You are vested in the MSERS if you have at least 10 years of full-time service. To be eligible to retire, you need to be vested and meet a minimum age requirement. If you leave state service after you are vested, you may leave your retirement contributions in the system and receive a pension when you meet the minimum age requirement. If you leave state service before you are vested, you may opt to receive a refund of your accumulated retirement contributions. Alternatively, you can have your accumulated retirement contributions rolled over or transferred directly into a tax-qualified IRA or other qualified retirement vehicle. OTHER RETIREMENT AND SAVINGS PLANS 403(b) Savings Plan The Massachusetts 403(b) Elective Deferral Savings Plan supplements benefits of the state s retirement plans, and is an important component of your personal savings for retirement. It is intended to operate under Internal Revenue Code Section 403(b) and is subject to the fiduciary standards described in Massachusetts General Laws Chapter 32, Section 23. Contributions: The Plan accepts only your own voluntary Employee Contribtutions. The Commonwealth does not contribute to the plan. Providers: The Commonwealth sends your contributions to the Contract Provider you select. Contract Providers are those holding a valid Contract for Service with the Commonwealth. You control the investment of your contributions, using funds available from your provider. Distributions: While the Commonwealth expects your savings to be used over the long term, for retirement, you have access to your savings in a wide variety of payment methods, at different times. AFSCME Employees Benefits Guide Page 1

5 Additionally, the plan includes a loan provision. Emergency distributions are available through Hardship Withdrawals. 457 Deferred Compensation SMART Plan The 457 deferred compensation plan allows Commonwealth of Massachusetts employees to set aside a portion of earnings, through a payroll deduction, as an investment for retirement. The maximum contributions are defined by the IRS according to specific guidelines, including additional contributions if the individual is age 50 or older. The amounts contributed to the deferred compensation plan are not included in the employee s income for the purposes of federal and state income tax withholding, but they are subject to Medicare taxes. The Office of the State Treasurer manages the Commonwealth s 457 Deferred Compensation SMART Plan. Great-West Retirement Services is currently the third-party administrator for the SMART Plan. Credit Union Employees are able to join Metro Credit Union and become eligible for personal loans, used or new car loans, secured and unsecured credit cards, secured loans, mortgages, home equity loans, money market savings, CDs, IRAs, savings accounts, personal checking accounts, vacation and holiday club accounts. Contributions are made by direct deposit. For more information, visit the Metro Credit Union website or call them directly at MY.METRO ( ). Employees may also contribute to credit unions and other financial institutions by using one of up to 10 direct deposit accounts in MassHR. For more information on payroll deposits, contact the Payroll Office. PAYROLL MassHR MassHR s Employee Self-Service enables employees to view and/or update personal and paycheck related information online. WSU employees are paid biweekly, by direct deposit, for a total of 26 paydays per year. An employee may securely access and print his/her payroll advice online at MassHR. Contact the Payroll Office at if you have questions. Social Security Massachusetts state employees do not have Social Security taxes withheld from their earnings. Employees retiring with a state pension who also are eligible for Social Security benefits may have their Social Security benefits reduced by the following: windfall elimination provision government pension offset Since individual circumstances vary, employees should contact their local Social Security office to find out whether these regulations may affect their Social Security benefits. AFSCME Employees Benefits Guide Page 2

6 Medicare Taxes State employees hired on or after April 1, 1986, have Medicare taxes withheld from their earnings. State employees hired prior to April 1, 1986, who have no break in service during their employment with the Commonwealth, are exempt from Medicare tax withholding. PAID LEAVE Holidays Benefitted employees are entitled to 11 holidays per year: New Year's Day, Martin Luther King Day, Presidents Day, Patriots Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, and Christmas Day. Personal Leave Employees are credited with three personal days at the beginning of each calendar year. Personal leave cannot be carried over into the next calendar year. Employees hired after the beginning of the calendar year are credited with a prorated number of days according to the following schedule: Date of Hire Days From January 1 to March 31 3 From April 1 to June 30 2 From July 1 to September 30 1 From October 1 to December 31 0 Sick Leave Sick leave accrues on an hour-per-hour basis and is awarded at the end of each biweekly pay period. Leaves of absence without pay will automatically prorate and reduce an employee s sick leave accrual amounts. The accrual rate is based on an annual total of 15 days. Employees with a regular workweek of 37.5 hours accrue sick leave at the rate of hours per biweekly pay. Employees with a regular workweek of 40 hours accrue sick leave at the rate of hours per biweekly pay. Sick leave is to be taken when an individual is unable to work due to personal illness or injury, for appointments with health care professionals, or when a member of the immediate family is ill or injured and an employee must care for that family member. There is a limit on the number of days which may be used for the care of family members. Absences must be reported in accordance with specific departmental procedures as soon as possible. Sick leave that is not used during a year carries over to the next year. There is no limit on the amount of sick leave that may be accumulated. AFSCME Employees Benefits Guide Page 3

7 Vacation Leave Vacation leave accrues on an hour-per-hour basis and is awarded at the end of each biweekly pay period. Leaves of absence without pay will automatically prorate and reduce an employee s vacation leave accrual amounts. The accrual rate is based on years of service. The maximum vacation balance that can be carried is 64 days. Accrued time in excess of 64 days will be converted to sick time semi-annually. Employees with a regular workweek of 37.5 hours: Years of Service Hours per Biweekly Total Days per Year Pay 0 to to to Over Employees with a regular workweek of 40 hours: Years of Service Hours per Biweekly Total Days per Year Pay 0 to to to Over COMMONWEALTH OF MASSACHUSETTS GROUP INSURANCE COMMISSION (GIC) New Employees The GIC administers health insurance and other benefits for eligible state employees and retirees, and their eligible dependents and survivors. A WSU employee, whose regular work schedule is at least 50% of full-time hours, is eligible to enroll in GIC health, life, and long-term disability insurance. Employees can find helpful information about choosing insurance plans by reading the GIC Benefit Decision Guide, visiting the GIC website, or contacting the insurance carrier directly for specific plan benefits. NEW EMPLOYEES MUST ENROLL WITHIN 10 CALENDAR DAYS OF HIRE AFSCME Employees Benefits Guide Page 4

8 A new employee must return completed GIC enrollment forms to the Benefits Office in Human Resources within 10 days of hire to activate GIC insurance coverage. GIC insurance coverage begins on the first day of the month following 60 days of employment. After a new employee s original enrollment period, an active employee: May not enroll in basic life and health insurance until the next GIC annual enrollment unless there is a qualified status change. May not change health insurance plans until the next GIC annual enrollment unless the employee moves out of the plan s service area. May apply for the first time or apply to increase optional life insurance coverage at any time, but will need to provide evidence of good health. May enroll in or increase optional life insurance coverage, without providing evidence of good health, in an amount up to four times salary, within 31 days of a qualified family status change such as marriage, birth or adoption of a child, divorce, or death of a spouse. May apply for long term disability insurance, but will need to provide evidence of good health. Health Insurance GIC insurance premiums are deducted in the month prior to the premium due date. Basic life and health insurance premiums are deducted on a pre-tax basis. For a post-tax basis, an employee must request, complete and submit the appropriate form. An employee will have the opportunity to change the tax status of basic life and health insurance premiums from pre-tax to post-tax, or vice versa, during GIC annual enrollment. GIC health insurance plans and rates can be found in the GIC s Benefit Decision Guide. New employees pay 25% of the full monthly cost for health insurance. The employee s portion of the health insurance premium is deducted from the first and second biweekly pay periods, for a total of 24 payments per year. Employee Required Documentation and Information The GIC requires that an employee provide the following documentation for each person listed as a dependent on a GIC health insurance plan: Spouse copy of marriage certificate Dependent child copy of certificate of birth, adoption, or appointment as legal guardian. The document must link dependent to employee or employee s spouse. Dependent children are eligible to age 26. Former spouse copy of the sections of divorce decree or separation agreement that include absolute date, health insurance language and signatures. If the employee or former spouse remarries, coverage for the former spouse ends as of the date of remarriage. AFSCME Employees Benefits Guide Page 5

9 Basic Life Insurance A new employee may enroll in life insurance coverage of $5,000 without evidence of good health. An employee must enroll in basic life insurance to enroll in health and/or optional life insurance. Basic life insurance premiums are deducted from the first biweekly pay period of the month, totaling 12 payments per year. Optional Life Insurance A new employee may, in addition to basic life insurance, enroll in optional life insurance without providing evidence of good health. This term life insurance coverage is available in amounts up to eight times annual salary, and includes an accelerated life benefit and Accidental Death & Dismemberment (AD&D) benefits. The rate is based on the employee's age and smoker/non-smoker status. Optional Life Insurance premiums are deducted from the second biweekly pay period of the month, totaling 12 payments per year. Health and Life Insurance Questions? Contact the GIC ext. 1 Long Term Disability Insurance A new employee may enroll in Long term Disability (LTD) insurance without evidence of good health. LTD insurance provides a tax-free benefit of 55% of gross monthly salary after a qualified illness or injury has disabled a covered employee for 90 consecutive days. Benefit payments are reduced by other income sources, but the minimum monthly benefit would be $100 or 10% of the gross monthly benefit amount, whichever is greater. The monthly premium is based on age and salary. LTD insurance premiums are deducted from the first biweekly pay period of the month, totaling 12 payments per year. Long Term Disability (LTD) Questions? Contact Unum: AFSCME Employees Benefits Guide Page 6

10 Flexible Spending Accounts Flexible Spending Accounts are the Health Care Spending Account (HCSA) and the Dependent Care Assistance Program (DCAP). There is a monthly administrative pre-tax fee of $2.50. HCSA -Allows a participant to pay for qualified health care expenses on a pre-tax basis through biweekly payroll deductions, totaling 26 deductions per year. New employees may enroll for partial year benefits. The annual minimum election is $250; the annual maximum is $2,550. A new employee s effective date for HCSA is the same effective date as GIC insurance coverage. DCAP - Allows a participant to pay for qualified dependent care expenses on a pre-tax basis through biweekly payroll deductions, totaling 26 deductions per year. New employees may enroll for partial year benefits. The annual maximum election is $5,000 per family. A new employee s effective date for DCAP is the employment date. The HCSA and DCAP plan year is January 1 through December 31. After a new employee s original eligibility period for HCSA/DCAP, employees may not enroll until the next open enrollment unless there is a qualified status change. An enrolled employee must re-enroll for the next calendar year during each open enrollment period. Health Care Spending Account (HCSA) and Dependent Care Assistance Program (DCAP) Questions? Contact ASIFlex Dental and Vision Care An employee and qualified dependents are eligible for coverage under the Massachusetts Public Employees Fund Dental and Vision Care Plans beginning on the first day of the month following six months of employment. There is no employee cost for either individual or family coverage. WHO DO I CALL? Call the Massachusetts Public Employee Fund (MPEF) office or if: You want to know what Dental Plan you are enrolled in. You have questions about your eligibility for benefits. You need an Enrollment Form to add your eligible dependents. You need a Student Verification Form. You may download a form at: You need to inform the Fund of a change in your dependent status. You change your address (you must also notify your Human Resources Office). AFSCME Employees Benefits Guide Page 7

11 Call the Vision Care Unit or visit their website if: You need a vision care identification card. You need to confirm the date on which you are eligible to receive vision services. You have Vision Care coverage questions. You are using the Davis Vision Provider Network and need to locate a provider in your area. You are not using the Davis Vision Provider Network and need a Claim Form. You wish to access the Laser Vision Correction Discount Program. Call the MPE Dental Unit if: You need a MPE Dental Plan Identification Card. You have Dental Care coverage questions. You need to locate a MPE Exclusive Provider Network (EPN) dentist in your area. You have questions about which dental procedures are covered under this program. You have a question about a dental claim. You want to report an error on your Explanation of Benefits (EOB) Statement. You have a concern or question about the treatment you are receiving from a MPE Exclusive Provider Network (EPN) dentist. You are out of state and have an emergency. Massachusetts Public Employees Fund Office (Administrator) 45 Bromfield Street, Suite 401 Boston, MA or Dental Care Unit Vision Care Unit AFSCME Employees Benefits Guide Page 8

12 TUITION REMISSION WAIVERS The Tuition Remission Waiver benefits program is a two-step process and is available for full-time benefitted employees, as well as the employee s spouse and dependent children. Eligibility and applicable requirement information is available in Human Resources. Tuition charges are waived or reduced, while fees are incurred by the student. In most circumstances waivers are valid for all state community colleges, state colleges, and state universities. Exceptions are: the University of Massachusetts Medical Center and the Massachusetts Law School at Andover. Contact Michele Lyons at or by at mlyons@westfield.ma.edu. Step 1: Complete a Tuition Waiver Request Form and turn it in to Human Resources. Forms are available in the HR Office and online. Step 2: The Certificate of Eligibility for System-wide Tuition Remission Form Once an employee submits the Tuition Waiver Request Form to the Human Resources Office, it will be processed and the employee will receive a Certificate of Eligibility for System-wide Tuition Remission form that is signed by the Chief Human Resources Officer (or designee). The employee needs to sign and date this form. Also, the employee s department head needs to sign and date the form. The employee must present this certificate to the Bursar s Office at the college where the student is attending. WSU is not responsible for delivering your certificate nor do we set the rate of discounted tuition this is done by each individual college and can vary from school to school. AFSCME Employees Benefits Guide Page 9

13 PROVIDER WEB ADDRESSES RETIREMENT AND SAVINGS PLANS: State Retirement Plan: 403b Savings Plan: Deferred Compensation Smart Plan: Metro Credit Union: COMMONWEALTH OF MASSACHUSETTS GROUP INSURANCE COMMISSION (GIC): Basic and Optional Life Insurance: Dependent Care Assistance Program: GIC Benefit Decision Guide: GIC health insurance plans and rates: Health Care Spending Account: Long Term Disability Insurance: PAYROLL MassHR: DENTAL AND VISION: Massachusetts Public Employees Dental Care: Massachusetts Public Employees Vision Care: Student Verification Form: Verification.pdf AFSCME Employees Benefits Guide Page 10

14 Westfield State University The Horace Mann Center 333 Western Avenue Second Floor West, Room 209 Westfield, MA AFSCME Employees Benefits Guide Page 11