benefit	comments	University of Massachusetts ž Amherst
Sick Leave Bank	Intended for use in short-term disability situations where an employee has a reasonable expectation of returning to work. Enrollment is automatic for SEIU bargaining unit members and non-unit personnel, and voluntary for other benefited employees. The Bank provides paid leave for periods of illness or disability that exceed an employee’s accrued time. It is not meant, however, as a substitute for long-term disability insurance.
Transfers UMass/Five-College Federal Credit Union Automobile & Homeowners/Renters Insurance	From Another Massachusetts State Agency - Full transfer of benefits if there is no break in service. Prior personal sick time balance and vacation status retained if rehired within three years. From Massachusetts County/City/Town Government - Retirement funds may be transferred to State Retirement System or repaid if previously withdrawn. Insurance, vacation and personal leave time are not transferable. Credit for years of service toward vacation status may under certain circumstances, be given to classified employees if transfer to UMass occurs within three years. Full service, not-for-profit financial institution owned by and operated for members. Payroll deduction available for savings/loan repayments and automatic paycheck deposit. Special discounts offered through METPAY for auto insurance and homeowners/renters insurance. Payroll deduction available.
Direct Deposit	Employees may have their paychecks automatically deposited into their bank or credit union.
Child Care	Employees are eligible to enroll their children (15 months – 5 years) in University Child Care (UCC). For more information contact UCC, (413) 545-1566(.
U.S. Savings Bonds	Payroll deduction available to purchase U.S. Savings Bonds in $100, $200 and $500 denominations.
Buy-Into Program (for faculty only)	Under certain circumstances, a faculty member may “buy into” the Massachusetts Retirement Plan for certain periods (up to 10 years) of creditable service in another state. Prior service must be as a full-time teacher in a publicly supported educational institution and must be matched by at least an equal number of years of creditable service at UMass prior to age 65. “Buy-in” percentage would be the same as retirement % deducted from weekly paycheck (5%, 7%, 8%, 9%). Total cost can be paid in a lump sum or by payroll deduction over a period not to exceed 5 years.	Division of Human Resources 325 Whitmore Administration Building (413) 545-0862 www.umass.edu/humres

This brochure is intended as a general summary of benefits available under applicable policies and according to collective

bargaining agreements at UMass/Amherst. Nothing in this brochure is intended to create a contract of employment. Certain

benefits may have conditions or limitations which are too detailed to include in this summary. All benefits are subject to

to change. For more information, contact the Total Compensation section of Human Resources, (413) 545-6112 The University is an EO/AA Employer

bensum revised Oct-2000

benefit	effective date	cost	comments
Long-Term Disability Insurance (LTDI)	First day of the month following 60 calendar days of employment.	100% premium paid by employee.	The carrier for the University’s Long Term Disability Insurance (LTDI) plan is The Hartford. The monthly benefit is 50% of gross monthly compensation in effect on the last day of work prior to disability. Guaranteed monthly benefit of $100 for first 12 months of benefit payments and $50 for second 12 months of benefit payments after satisfying 90 day waiting period. Cost of premium determined by age and salary.
State Retirement Plan	Date of hire.	Paid by employee. Federal tax deferred.	Commonwealth of Massachusetts public employees at UMass are not covered under Social Security but instead are covered by a separate Contributory Retire-ment System set up by Chapter 32 of the Massachusetts General Laws. The state retirement plan provides retirement benefits based on age at retirement, years and months of service, and an average of the highest 3 consecutive years of base salary. 9% of base salary is withheld weekly. An additional 2% will be withheld if your annual Full-Time Equivalent (FTE) salary is $30,000 or more.
Optional Retirement Plan (for faculty and senior administrators only)	Date of hire.	Contributions made by the employee and the Commonwealth of Massachusetts. Federal tax deferred.	Available to faculty and senior administrators only as an alternative to the state retirement plan. Optional Retirement Plan (ORP) contributions are invested in custodial accounts or retirement annuity contracts offered by providers. For information on providers, contact Human Resources at 545-6115. ( ORP participants are automatically enrolled in a Long-Term Disability (LTDI) program (not the same as the LTDI plan mentioned above). The amount of monthly annuity income received at retirement depends on the amount contributed, investment experience of funds, age you begin receiving the income, and the form of annuity payment chosen. 9% of base salary is withheld weekly. An additional 2% will be withheld if your annual Full-Time Equivalent (FTE) salary is $30,000 or more.
Tax Sheltered Annuities 403(B)	Upon arrangement with the Treasurer’s Office.	Paid by employee. No University matching. The tax-sheltered annuity program is administered by the University Treasurer’s Office, 587-2050 (.	In accordance with the provisions of the Internal Revenue Code and regulations of the University’s Board of Trustees, you may request that the University place a portion of your salary into a 403(B) account. Choose from among a variety of fixed annuity, variable annuity and mutual fund products. Federal tax not withheld until income is received from the annuity.
Deferred Compensation Plan (457)	Upon arrangement with the plan administrator.	Paid by employee. No employer matching.	The Commonwealth of Massachusetts offers a deferred compensation plan as an alternative and/or supplement to a tax sheltered annuity program. Contributions are voluntary for benefited employees and are made on a tax deferred basis. Aetna is the plan administrator.
Dependent Care Assistance Program (DCAP)	Within 60 days of employment.	Minimal administrative fee paid by employee.	DCAP allows employees to pay up to $5,000 per year for child care or other dependent care expenses with pre-tax income.

Vacation Leave	Awarded on the last Saturday of each month .	Paid by UMass.	Minimum of 10 days and a maximum of 25 days per year depending on employee type (classified, professional, calendar year faculty) , bargaining unit/ non-unit designation and the number of years employed. Excludes academic year faculty.
Personal Leave	Available July 1 for use during state fiscal year.	Paid by UMass.	Ranges between 3 to 6 days depending upon the bargaining unit.* Excludes academic year faculty.
Holidays	Date of hire.	Paid by UMass.	13 paid holidays per year for benefited, full-time calendar year employees.*
Sick Leave	Sick leave is awarded on the last Saturday of the month.	Paid by UMass.	Minimum of 10 days and a maximum of 15 days per year depending upon bargaining unit/non-unit designation.* A portion of time may be used in the case of illness of an immediate family member or affiliated person living in the household.
Leaves:	In addition to the leaves mentioned below, several other kinds of leaves both paid and unpaid are also granted by the University. Refer to your union contract or non-unit handbook for details.
Bereavement Leave Maternity Leave Family & Medical Leave	Date of hire. Completion of probationary period. After one year and 1,250 hours of employment.	Paid by UMass. Unpaid leave up to 8 weeks. May use accrued leave time if available. Unpaid leave up to 12 weeks. May use accrued leave time if available.	Maximum of 4 consecutive working days in the event of a death in the immediate family and 2 consecutive working days for other family members. Leave of absence without pay granted to employees for the purpose of giving birth or adopting a child. To care for the employee’s child after birth, or placement for adoption or foster care; to care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or for a serious health condition that makes the employee unable to perform the employee’s job.
Tuition Waiver Tuition Remission	Must be employed at the start of the academic semester. Eligible upon completing 6 consecutive months of full-time employment.	Waiver applies to the tuition only. All books and other course materials are the employee’s responsibility. Waiver applies to the tuition only. All books and other course materials are the employee’s responsibility.	Full-time employees, spouses and dependent children receive free tuition at any UMass campus (excludes MD program). Regular, part-time employees receive 7 tuition-free credits per semester or summer. Full-time employees, spouses and dependent children enrolled in a full-time state-supported program at any Massachusetts state college, community college, or university, receive free tuition. If enrolled in continuing education, receive 50% tuition free. NOTE: Graduate level courses taken by the employee (if unrelated to the job) or by the employee’s spouse, children, or domestic partner, shall be taxed according to the I.R.S. Code. The dollar value of each graduate level course is added to the employee’s salary and taxed at the applicable state and federal rates.

* Benefits are pro-rated for part-time (50% or more), benefited employees. bensum revised Oct 2000

benefit	effective date	cost	comments
Group Health Insurance	First day of the month following 60 calendar days of employment. Each year in the Spring, the Group Insurance Commission sponsors an annual open enrollment period when you may change your health insurance by completing the requisite forms. Changes are effective on July 1st.	85% premium paid by UMass. 15% premium paid by employee. Contact Human Resources’ Group Insurance Coordinator, 545-6112 ( for a list of insurance rates.	Choice of comprehensive health care plans: GIC Indemnity Plan allows the most flexibility and choice and offers 2 levels of coverage: Basic and with Catastrophic Illness Coverage (CIC). Monthly premiums are higher than those for the other two plans listed below. You can select any licensed doctor or health care provider and must meet a specified deductible each calendar year. A GIC Indemnity Plan Plus is also available at a lower premium and with certain restrictions. Preferred Provider Organization (PPO) combines the features of an indemnity plan and an HMO by providing a network of providers and allowing flexibility in seeking medical opinions outside the network. Most services are covered for 80% reimbursement after meeting the deductible. All inpatient and outpatient care must be pre-certified. The current PPO carrier is Tufts Health Plan. HMOs have a network of doctors, hospitals and other health care providers within a certain geographical area. No benefits are available for out-of-network providers unless you require emergency treatment, are traveling out-of-state, or the HMO approves such care. HMO plans are the least expensive of the three available choices.
Basic Life Insurance ($5000)	First day of the month following 60 calendar days of employment.	$0.81/month paid by employee. $4.59/month paid by UMass.	Basic Life Insurance Coverage of $5,000 is provided no matter which level of health insurance coverage you select. This is term life insurance which has an accidental death and dismemberment clause. You can sign up for Basic Life Insurance coverage without participating in a health insurance program.
Optional Life Insurance	First day of the month following 60 calendar days of employment.	Paid by employee.	Term life insurance is available in amounts up to 8 times your annual salary. Cost is determined by age. A non-smokers premium rate is available.
Dental Insurance	First day of the month following 60 day calendar days of employment for non-unit employees. 6 month waiting period for employees in a bargaining unit.	100% premium paid by UMass. Information about dental plans and dental plan administrators is available by contacting Human Resources, 545-6113. (	Choice of indemnity program or Preferred Provider Organization (PPO). There are 3 levels of dental coverage: 1) diagnostic and preventive services 2) restorative and other basic services 3) prosthodontic and major restorative services Services other than diagnostic and preventive require a co-payment after an annual deductible has been met. There is also an annual maximum benefit per person.

bensum revised Oct 2000