Non-Teaching Instructional Staff Benefits, Human Resource

As an employee of the Non-Teaching Instructional Staff (Higher Education Officer Series, College Laboratory Technicians, Research and Registrar Series) you are a member of the full time "instructional" staff. The information below has been prepared to answer some of the questions you may have about your employment and fringe benefits.

In your new hire package you received a summary description booklet outlining the hospital and medical plans listed below.

Typical HMO plans and Preferred Provider Organization (PPO) and Point of Service (POS) plans are offered.

The City of New York pays 100% of the basic plan for GHI-CBP/EBCBS and HIP Prime HMO. The remaining plans require payroll deductions for the basic plan. Optional coverage may be purchased for some health plans through additional payroll deductions.

Each plan varies on the benefits offered. GHI is the only plan that does NOT offer annual physicals if you are under 45 years of age.

You have the option of joining one of the above health plans. Coverage for you and your eligible dependents will begin on the effective date of your appointment if your enrollment application is completed within 30 days of that date. The definition of eligible dependents has been expanded to include a registered domestic partner. Coverage is not automatic. The required enrollment forms are available in the Human Resources Office. Proof of marriage and birth certificates for dependent children are required.

Whenever a Qualifying Event occurs such as a birth, marriage or divorce, you have 30 days from the date of the event to add or drop an individual. Forms are available in the Human Resources Office. Proof of the event is required.

Once you select a plan it cannot be changed until the official transfer period held in the fall semester. The change in plan becomes effective the first full payroll the following January.

The Professional Staff Congress-City University of New York Welfare Fund benefits covers all instructional staff members.

PSC/CUNY pays for the prescription drug coverage for all health plans. In addition, they administer the drug plan for the following health plans: GHI-CBP, Physicians Health Services, Empire and VYTRA through National Prescription Administrators (NPA). There are usually co-payments.

Also provided are the following non-contributory benefits for covered employees and dependents (except where noted):

A $2 million Catastrophe Major Medical Insurance Plan made available through the PSC/CUNY Welfare Fund may be purchased from Albert H. Wohler’s & Co. Premiums are based on the member’s age and may be paid through payroll deductions. The policy provides coverage for your spouse, and children who are unmarried, dependent full-time students until their 27th birthday. The plan provides coverage for employees on a leave of absence, for retirees and, in the event of death, survivors, as long as the premiums continue to be paid.

Participation in the PSC/CUNY Federal Credit Union is also available by calling (212) 354-2238.

If you opt not to join the health insurance program, you must complete a waiver form. Under certain circumstances you may be entitled to a cash incentive payment when you waive health benefits. If you have City coverage through another agency the incentive does not apply. For single coverage the incentive is $500 per year and $1000 per year for family coverage, paid in two installments. Proof of health care coverage plus family status, if applicable, is required. PSC/CUNY Welfare Fund benefits are still available if you waive health insurance, with the exception of prescription and the major medical supplement.

LONG TERM CARE PLANS

1. The City of New York offers a long-term care plan to all CUNY employees. New employees are guaranteed acceptance if they enroll within 30 days of employment. Thereafter, employees may enroll at any time but will be required to provide medical evidence of good health. This plan may be paid for through payroll deductions. Premiums are based on each individual’s age upon enrollment and the benefit option chosen. This plan is available to spouses, parents, parents-in-law, grandparents and grandparents-in-law.

2. The PSC/CUNY Welfare Fund plan can be purchased through the John Hancock Insurance Company through payroll deductions. Premiums are based on each individual’s age upon enrollment and the benefit option chosen. The plan is available to spouses, parents, and parents-in-law whether or not the employee enrolls. Coverage continues as long as premiums continue to be paid.

Information on these voluntary contributory plans is available in the Human Resources Office.

A number of city benefit programs are designed to save employees money by offering pre-tax savings through payroll deductions, as follows:

MSC allows employees who contribute to their health insurance plan to pay for this coverage on a pre-tax basis. Employees are automatically enrolled in the MSC benefit unless they elect otherwise by completing a form declining the benefit.

HCFSA allows employees, through pre-tax payroll deductions, to set aside money to pay for eligible health care expenses that are not reimbursable under their health and welfare insurance coverage.

The DeCAP program allows employees, through pre-tax payroll deductions, to set aside money to pay for qualified day care, child care or in-home care for a disabled spouse or parent enabling the employee to work.

More information on these benefits and the necessary forms for enrollment are available through the Human Resources Office.

Within 30 days of your appointment date you must elect to join either the New York City Teachers’ Retirement System (TRS) or the Optional Retirement Program (ORP), TIAA-CREF. Substitute appointees may elect to join if they choose to do so. Only current members of TRS may elect to join this pension plan. Members of ERS may have the option to enroll in TRS or TIAA/CREF.

If you are already a member of the New York City Teachers’ Retirement System (TRS) or the New York City Employee’s Retirement System (ERS), you may continue your membership, by notifying your benefits representative. If you are retired and receive a pension from New York State or any of its political subdivisions, you may obtain approval to work without affecting your pension, but you cannot participate in our pension program.

Additional information about TRS and TIAA/CREF, and applications for membership, is available in the Human Resources Office.

TRS is a defined benefit plan which means that benefits are based on age, average salary and years of employment. The vesting period is 5 years and 3% of salary must be contributed. The City contributes a lump sum annually to its pension funds not to individual accounts.

TIAA-CREF is a defined contribution plan in that benefits are based on the amount contributed by the employee and employer and the success of the employee’s choice of investments. Vesting is approximately 13 months (30 payroll periods). The employee contributes 3% and the City contributes 8% for the first seven years of employment and 10% thereafter.

Members of the full time instructional staff may participate in a tax deferred annuity program known as a 403(b) plan. This plan allows participants to defer a percentage of salary before taxes through a salary reduction agreement.

TIAA-CREF and TRS offer Tax Deferred Annuity Programs for members enrolled in their retirement plans. The TRS/TDA sign up period is limited to once a year in the fall. Enrollment is effective for the first payroll in the next year. The TIAA/SRA initial sign up is once a year at any time and is effective for the next available payroll date. All full time instructional staff members may participate in a TDA program by the Professional Staff Congress through HRC Financial Planners. Appointments can be made with James Pino at 1-800-786-1598.

Employees may enroll in one tax deferred annuity program only.

TEMPORARY DISABILITY LEAVE (SICK LEAVE)
(PSC/CUNY Agreement, Article 16)

Temporary disability shall be defined as “any temporary physical or mental incapacity, including pregnancy, complications of pregnancy and childbirth.”

“Employees covered by this Agreement shall be granted temporary disability leave of twenty (20) calendar days, (accrued monthly) exclusive of Saturdays, Sundays and authorized holidays and recesses during each year of service. The unused portions of such temporary disability leave shall be cumulative to a maximum
of one hundred and sixty (160) calendar days during which the college is in regular session.”

A member of the instructional staff may be granted a special leave to care for a newborn infant provided he/she has legal responsibility for the care and / or support of the child. Such leaves shall be granted without pay upon notification to the President and application for such leaves. Ordinarily for one full semester. See Human Resources Department for use of available leave time, if applicable.

“Members of the New York City Teachers’ Retirement System and members of the permanent instructional staff and lecturers (full-time) with administrative certificates of continuous employment, person with titles in the higher education officer series, and persons with titles in the business manager series who are members of any retirement system who announce their bona fide intention to retire shall be granted a retirement leave of absence with full pay consisting of one-half of their accumulated unused temporary disability leave up to a maximum of one semester, or the equivalent number of school days.” Retirement leaves can be granted only to individuals who meet the retirement eligibility requirements for the appropriate Tier of the Public Retirement System. This form is available in the Human Resources Department

“Employees who are required to serve on jury, or are required to report to Court in person in response to a jury duty summons, or they are required to report for jury examinations or to qualify for jury duty, shall receive their regular salary during such absences provided that they remit to the University an amount equal to the compensation received by them, if any, for jury duty.”

Covered employees are eligible for Family Medical Leave if they worked for the college for a total of 12 months AND for at least 1,250 hours during the year preceding the effective date of the leave. The leave year for determining usage of the 12-week entitlement shall be the Academic Year: September 1 through August 31.

Permissible Reasons For Taking FMLA Leave:
1.	For birth of a son or daughter, and to care for the newborn child.
2.	For placement with the employee of a son or daughter for adoption or foster care
3.	To care for the employee’s spouse, domestic partner, son, daughter, or parent with a serious health condition, and
4.	Because of a serious health condition that makes the employee unable to perform the essential functions of his/her job.

Any approved leave for illness granted under the University’s temporary disability leave provisions which extends beyond five days will be counted as part of the employee’s FMLA entitlement, if it qualifies. Authorized absences for medical reasons, paid or unpaid, anticipated and unanticipated, which extend for more than FIVE (5) days will be counted as FMLA leave from the beginning of the absence. A notification of such absences must be made to the College Human Resources Director. However, such notification whether written or oral does not amend or change the continuance of any and all internal college, Board of Trustees, CUNY Rules and Regulations, or contractual notification requirements currently in effect.

For anticipated absences a written request to cover such absences must be submitted to the College Human Resources Director at least thirty days before leave is to begin. However, such written application does not amend or change the continuance of any and all internal college, Board of Trustees, CUNY Rules and Regulations, or contractual notification requirements currently in effect. For unanticipated absences the College Human Resources Director must be notified when the absence is expected to continue, or has extended beyond three calendar days.

FMLA forms for both the employee and physician are available in the Department of Human Resources.

TUITION WAIVERS

As full time faculty you are eligible for tuition waivers for undergraduate and graduate courses at any College of the City University of New York. There is a year eligibility period for undergraduate courses and there is no limit on the number of credits. For graduate courses, there is no wait and there is a limit of 6 credits per semester. The summer session is not included. Graduate courses require management certification forms with the course description and bursar’s receipt attached. Tuition waiver forms are available in the Human Resources Office.

The New York State College Tuition Choice Program provides individuals with the opportunity to save for a child’s college expenses while gaining tax advantages. Participants may deduct up to $5000 of their contributions from their New York State taxable income. Contributions to the program may be made through payroll deductions or direct payment to the plan.

If you want more information about the program, call the College Savings Program at 1-800-NYSAVES. The Human Resources Office also has informational brochures, enrollment materials and payroll deduction forms for the program.

Bonds are available for purchase through payroll deductions. The phone number is 1-800-4US BOND. The school code is 70070. The Human Resources Office has handouts for the program in the reception area.