Summary of Benefits for Full-Time Faculty
Beginning May 1, 2013, Clark will offer eligible faculty and staff a choice of four health plans with one provider, Harvard Pilgrim. The University will contribute $410.00 per month toward any individual plan; or $935.00 per month toward any family plan. You are eligible on the first of the month following your date of employment. Your cost per month effective May 1, 2013 is listed below depending on the plan and coverage you select.
|Harvard Pilgrim Focus Network||$87.11||$357.55|
|Harvard Pilgrim HMO||$237.76||$751.96|
|Harvard Pilgrim Best Buy HMO||$147.15||$514.76|
|Harvard Pilgrim PPO||$357.60||$1,059.03|
Plan descriptions are available in the Office of Human Resources.
You are eligible on the first of the month following your date of employment. Rates are effective May 1, 2013. The monthly cost to you is:
Group Life Insurance
The University assumes the cost of this benefit to you. You are eligible on the first of the month following your date on employment. The value is two times your annual salary, rounded to the next highest thousand.
This benefit is provided at no cost to you. You are eligible on the first of the month following your date of employment. This benefit will pay 60% of your monthly base salary if you are totally disabled for a continuous period of six months or longer (less any amount received from Social Security or Worker's Compensation). If you are participating in the University’s retirement plan at the time of total disability, an additional 15% will be contributed by the University to your retirement plan while you are collecting disability income (up to age 65).
University Retirement Plan – 403(b) Defined Contribution Plan
Vendor choices: TIAA/CREF or Fidelity
This is a voluntary tax-deferred retirement plan. You may join the first of any month and must contribute 5% of your salary. There is a 2-year wait before you are eligible for the University’s 10% contribution to this plan. However, if you have previously worked in a regular position (not as a student or a temporary worker) at another higher educational institution, the time you worked at this predecessor employer may be counted toward Clark’s 2-year wait. Documentation on the dates of employment from the previous employer may be required. If you wish to contribute more than 5% of your salary, you may enroll in Clark’s Supplemental Tax-Deferred Retirement Plan (SRA). Detailed information is available in the HR Office.
Tuition Programs (benefits apply to faculty hired after June 1, 1996)
1. COPACE (College of Professional and Continuing Education)
Faculty Member: Effective the semester following employment, the employee may take two undergraduate or one graduate course per semester in the College of Professional and Continuing Education, full tuition waived.
Spouse/Child: In addition, after one year of employment, either your spouse or one child may take one undergraduate or one graduate course per semester with Clark paying $500 toward tuition. (2013-2014 full tuition costs are: UG = $1,000/course; GR = $2,100/course)
2. GRADUATE SCHOOL OF MANAGEMENT (GSOM)
Faculty Member: Effective the semester following employment, the employee may take two (2) courses per semester, pending acceptance through the GSOM admissions process.
Spouse/Child: After one year of full-time employment either your spouse or one child may take one course per semester with a $1,000 waiver ($500 waiver for 7-week course), pending acceptance through the admissions process. (2013-2014 full tuition costs are: $3,860/14-week course and $1,930/7-week course)
3. UNDERGRADUATE TUITION FOR DEPENDENT CHILDREN
After three years of full-time employment, your dependent children under age 24 who are matriculating toward an undergraduate degree, may attend the University’s day undergraduate college (pending acceptance through the admissions process) or COPACE full or part-time with tuition cost waived for up to 36 courses or an earned degree, whichever comes first.
A faculty member may be granted a pre-tenure sabbatical leave after completing 6 semesters (generally three years) of full-time service on the Clark faculty at the rank of Assistant Professor or higher. If approved, a pre-tenure sabbatical is generally for one semester only at full pay.
Faculty members may be granted a post-tenure sabbatical based on the following formula: (1) every semester of full time service at Clark at the rank of Assistant Professor or higher counts as one unit of sabbatical eligibility; (2) a faculty member who has accrued 6 units of sabbatical eligibility (generally 3 years) may be granted a one semester sabbatical leave at 80% salary and benefits; (3) or a faculty member who has accrued 12 units of sabbatical eligibility (generally 6 years) may be granted a sabbatical for either one semester at full pay, or two semesters at 80% salary and benefits.
Flexible Spending Accounts (FSA)
The University provides at no cost to you the opportunity for you to set aside a portion of your salary on a pre-tax basis to be used to pay for qualified health care and/or dependent care expenses. A debit card with the annual amount you elect will be provided. You may set aside $100 to $2500 for the health care account and/or $100 to $5000 for the dependent care account thus lowering your taxable income. See the Office of Human Resources for a complete plan description and enrollment forms. New employees have until the first of the month following their date of hire to elect this benefit or may wait until the annual open enrollment period.
Please contact the Human Resources Office is you have questions about benefits, 508-793-7294 or HR@clarku.edu.