Benefits for Employees in Benefited, Non-Unit, Overtime Exempt positions

Insurances

  • MA Group Insurance Commission (GIC) insurance coverages
    Newly hired, benefited Non-Unit employees may enroll for GIC health, life and long-term disability insurance coverage within 21 calendar days of hire into a benefited position. If hired on the first day of the month, coverages are effective on date of hire. If hired after the first day of the month, coverages are effective the first day of the following month. Enrollment in health and optional life insurance is allowed within 60 calendar days of certain qualifying events. For more information:
  • MA Group Insurance Commission (GIC) Flexible Spending Accounts
    Newly hired, benefited employees may enroll in GIC Health Care Spending Account and/or Dependent Care Assistance Program within 21 days of hire or within 60 calendar days of a qualifying event. The Dependent Care Assistance Plan (DCAP) is effective on date of hire. If hired on the first day of the month, the Health Care Assistance Plan (HCSA) is effective on date of hire. If hired after the first day of the month, HCSA coverage is effective the first day of the following month.
    Proactive enrollment each plan year (July 1 - June 30) is required to continue participation from one plan year to the next. For more information:
  • Dental and Vision insurance coverages
    Newly hired, benefited non-unit employees may enroll for dental insurance coverage within 30 days of hire. If hired on the first day of the month, coverages are effective on date of hire. If hired after the first day of the month, coverages are effective the first day of the following month. Open enrollment is the month of October for changes effective the following January 1.

Paid time off

Benefited employees earn paid vacation, sick and personal days in addition to paid time off for holidays and campus closure days. For more information:

Benefited Non-Unit employees who are out of work due to their own health condition can apply to the Sick Leave Bank for income security if they do not have adequate PTO to secure income while on leave. For more information:

Retirement

Employees do not contribute to the federal Social Security system on their earnings from the University (Medicare tax is withheld). Non-Unit employees in positions not subject to overtime are required to participate in one of the Commonwealth of Massachusetts mandatory retirement plans (below), contributing 9% of regular compensation up to $30,000 and 11% of regular compensation above $30,000 to one of these programs.

  • MA State Employee's Retirement System (MSERS) is a defined benefit or pension plan. SERS pensions are calculated based on the age at which you retire, years of service contributing to the pension system and the average of your highest five consecutive years of salary. Ten (10) full-time equivalent years of contributions are required to ‘vest’ and become eligible to draw a pension at retirement age. A chart displaying what percentage of your average salary is available based on age and years of service appears online.
     
  • Optional Retirement Program (ORP) is defined contribution plan. The Commonwealth contributes 4.3% of your salary to your ORP account in addition to purchasing long-term disability and life insurance for ORP members (for a total of 5% employer contribution). You may choose invest your ORP funds with TIAA or Fidelity. ORP participants are immediately vested in the full balance of their ORP account including employer contributions and investment earnings.

A useful tool in comparing these two plans is available on-line here. Employees who elect to participate in MSERS have 180 calendar days to enroll in the ORP. ORP membership is irrevocable. 

Contributions and benefits related to the MSERS and ORP plans are limited to 64% of the IRS salary limit ($224,000 in calendar year 2025). Mandatory retirement contributions for earnings above this salary limit are made to the University GAP plan. You may choose to invest your contributions, and the University’s 5% match, with Fidelity or TIAA.

Individuals who establish ten or more full-time equivalent years of creditable service in either MSERS or ten years contributing to the ORP are currently eligible for GIC retiree health insurance coverage at a reduced premium.

Members of the Optional Retirement Program (ORP) are covered under both the MA Department of Higher Education ORP life and long-term disability insurance policies. Premium for both plans is employer-paid. For more information:

Additional benefits