Clark University offers eligible employees who work 30 or more standard hours per week a choice of four health plans. The University contributes toward both individual and family coverage.

Eligibility begins on the first day of the month following the date of hire. If an employee’s start date is the first of the month or the first scheduled workday of the month, coverage is effective immediately.

Employee monthly premium costs, effective January 1 through December 31, vary based on the plan and level of coverage selected.

The health insurance plan year follows the calendar year. Employees have the opportunity to enroll or make changes to their coverage during the annual Open Enrollment period held each fall.

Employees may not enroll or make changes outside of Open Enrollment unless they experience a qualifying life event, such as marriage, birth or adoption of a child, divorce, or loss of other coverage.

Clark University offers eligible employees who are regularly scheduled to work 30 hours or more per week two dental plan options.

Eligibility begins on the first of the month following the date of hire, unless the employee’s start date is the first of the month or the first working day of the month, in which case coverage is effective immediately.

Employee monthly premiums are effective January 1 through December 31 and vary based on the plan and coverage level selected.

The dental plan operates on a calendar year basis. Employees may enroll in or make changes to their dental coverage during the annual Open Enrollment period each fall.

Enrollment outside of Open Enrollment is only permitted if the employee experiences a qualifying life event, such as marriage, divorce, birth, or death.

Clark University offers eligible employees who are regularly scheduled to work 30 hours or more per week access to a comprehensive vision plan.

Eligibility begins on the first of the month following the date of hire, unless the employee’s start date is the first of the month or the first working day of the month, in which case coverage is effective immediately.

Employee monthly premiums are effective January 1 through December 31 and vary based on the coverage level selected.

The vision plan operates on a calendar year basis. Employees may enroll in or make changes to their vision coverage during the annual Open Enrollment period each fall.

Enrollment outside of Open Enrollment is only permitted if the employee experiences a qualifying life event, such as marriage, divorce, birth, or death.

Clark University offers eligible employees who are regularly scheduled to work 30 hours or more per week the opportunity to participate in the Flexible Spending Account (FSA) program. This benefit is provided at no cost to the employee and allows you to set aside a portion of your salary on a pre-tax basis to pay for qualified health care and/or dependent care expenses.

FSAs are a federal tax-advantaged benefit and are administered through a third-party vendor.

Eligibility begins on the first of the month following the date of hire, unless the employee’s start date is the first of the month or the first working day of the month, in which case eligibility is effective immediately.

Employees elect a fixed annual amount during Open Enrollment, which is deducted from each paycheck throughout the plan year.

The FSA plan year follows the calendar year. Employees must re-enroll each year during the annual Open Enrollment period in the fall. Changes outside of Open Enrollment are only permitted if the employee experiences a qualifying life event, such as marriage, divorce, birth, or death.

New employees may enroll within their new hire eligibility window or wait until the next Open Enrollment period.

Types of FSA Accounts

Health Care FSA

May be used to reimburse qualified out-of-pocket medical, dental, and vision expenses for the employee, spouse, and eligible dependents that are not covered by insurance. This includes expenses such as doctor visits, dental care, vision services, and prescription costs related to a specific injury or illness.

Dependent Care FSA

May be used to reimburse eligible expenses for the care of a dependent that enables the employee (and spouse, if applicable) to work. This includes care for dependent children or dependent adults, as well as certain household services associated with that care.

At the end of the plan year, a run-out period is provided to allow employees to submit claims for services incurred during the coverage period. For specific deadlines and plan details, please refer to the Summary Plan Description.

For additional information, plan documents, and to make or manage your FSA elections, please visit the Employee Navigator site.

This is a voluntary tax-deferred retirement plan. Employees may join the first of any month.

There is a two-year wait before employees working 1,000 hours or more are eligible for the University’s contribution to this plan. However, the mandatory two-year waiting period for new employees to enroll in Clark University’s retirement plan is waived for those with two years of continuous service in a non-student, benefit eligible, position at any institution of higher education. Documentation on the dates of employment from the previous employer is required.

Effective July 1, 2025, the University’s contribution to the 403(b) Defined Contribution will be 5%.

To contribute more than 5% of the salary, employees may enroll in Clark’s Supplemental Tax-Deferred Retirement Plan (SRA). Detailed information is available in the HR Office.

Universal availability allows employees that are not eligible to participate in the Defined Contribution Plan (RA) and receive the University’s 5% contribution to participate in the Supplemental Tax-Deferred Retirement Plan (SRA).

Group Life:

Clark University provides eligible full-time employees with group life insurance coverage equal to two times their base annual salary, rounded up to the next highest thousand. The University pays the full cost of this benefit.

Eligibility begins on the first of the month following the date of hire, unless the employee’s start date is the first of the month or the first working day of the month, in which case coverage is effective immediately.

For additional information and plan documents, please visit the Employee Navigator site.

Voluntary Supplemental Life Insurance

Clark University offers eligible employees who are regularly scheduled to work 30 hours or more per week the opportunity to purchase Voluntary Supplemental Life Insurance.

Newly hired employees are eligible for guarantee issue coverage during their initial enrollment period. Guarantee issue means you may elect coverage without providing evidence of insurability (EOI) or answering medical questions.

Employees who enroll after their initial eligibility period may still apply for coverage; however, the insurance carrier will require additional documentation, including a statement of health, and coverage is subject to approval by the insurer.

Employees may elect supplemental life insurance coverage up to five times their annual salary, not to exceed the plan maximum. Coverage is also available for spouses and dependent children. Spouses may elect coverage up to a percentage of the employee’s elected amount, and evidence of insurability may be required.

This is a voluntary benefit, and the full cost of coverage is paid by the employee through payroll deduction.

Upon termination of employment with the University, employees may have the option to convert their supplemental life insurance coverage to an individual, non-group policy.

For additional details, please refer to the Supplemental Life Insurance Summary of Benefits

Full time employees are covered by the University’s LTD benefit that pays approximately 60% of the employee’s monthly base salary if the employee is totally disabled for a continuous period of six months or longer (less any amount received from Social Security or Worker’s Compensation) and is provided, at no cost, to the employee.

Eligibility starts on the first of the month following the date of hire unless the date of hire is the first of the month or the first work day of the month in which case eligibility is immediate.

If the employee is participating in the University’s retirement plan at the time of total disability, they will continue to receive a contribution by the University while collecting disability income (up to age 65).

For additional details please refer to the Long-Term Disability Long Term disability summary of benefits.

SCHOOL OF PROFESSIONAL STUDIES
Staff Member: Effective the semester following employment, full- time employees may take two undergraduate courses per semester, or one graduate course per semester in the School of Professional Studies, full tuition waived. Spouse/Child: In addition, after one year of employment, either the spouse or one child may take one undergraduate or one graduate course per semester with Clark paying $500 toward tuition.

SCHOOL OF BUSINESS
Staff Member: Effective the semester following employment, full time employees may take two (2) courses per semester, pending acceptance through the School of Business admissions process.
Spouse/Child: After one year of full-time employment, either the 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.

UNDERGRADUATE TUITION FOR DEPENDENT CHILDREN
After three years of full-time employment, full-time employees’ 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 School of Professional Studies, full or part-time, with tuition cost waived for up to 36 courses or an earned degree, whichever comes first.

Overview

Clark University is a member of the Tuition Exchange (TE) Program, which provides the opportunity for dependent children of eligible Clark faculty and staff to receive undergraduate scholarships at other participating TE member institutions. A list of 600+ colleges and universities that participate in the TE program can be viewed at www.tuitionexchange.org.

The TE program is a scholarship opportunity and not a fringe benefit provided by Clark University. Only full time faculty and staff who have completed five (5) years of full time employment at Clark (as of September 1st of the year of application), are eligible to apply on behalf of their dependent children. Application for the TE program does not guarantee acceptance at a TE member institution, nor does it insure a TE scholarship. 

An Information Session with representatives of financial aid, and human resources will be held in September.

Frequently Asked Questions

What is the Tuition Exchange (TE) Program?

The Tuition Exchange is a reciprocal scholarship program where participating member schools are required to offer a minimum “set rate” value scholarship to students they admit with a TE scholarship award. The scholarship amount will be provided on the TE Scholarship application each year.

How does my dependent student become eligible for a TE Scholarship?

It is the student’s responsibility to complete the EZ Online Application on the TE portal. Please note that the student will need to create an account on the portal before they are able to access the EZ Online Application. The deadline to submit the EZ Online Application is 11/15/2025.

When your student is admitted to one or more of the colleges they have identified on the TE EZ Online Application the admitting college determines whether or not to award a TE Scholarship to your student.    

Please note:  It is possible for you to be eligible at Clark and still not receive a TE scholarship from the school of choice that your student is admitted to.  Being certified by Clark is not a guarantee that your student will receive a TE scholarship from the admitting school.

What are my chances that the TE College will award my dependent child a scholarship once eligible?

It depends on the participating TE colleges’ policies and procedures, and the number of scholarships it has available.  Last year, TE colleges that were new to TE, or were very large TE institutions, were more likely to offer a TE scholarship.  Also, if the number of TE applicants to a particular TE college is small, chances will be better to get an award.

What is the value of a TE Scholarship?

TE colleges are required to cover up to a minimum amount of their charged tuition (this is called minimum “set rate” value). Each year the Tuition Exchange Board of Directors establishes the set rate value amount based on a weighted average of all participating TE College tuitions. This means that the set rate value could change each year.

For the 2026-2027 academic year, TE colleges are required to cover up to $44,000 of their charged tuition (this is called minimum “set rate” value).

What happens if too many students apply for TE at a particular TE college?

Each participating TE college determines whom they will accept for admission and how many students they will offer a TE Scholarship to. Each school’s criteria used could include but is not limited to SAT scores, class rank, teacher recommendations, activities, financial need, and employee length of service.

Who administers Clark’s TE program?

Clark’s Director of Financial Assistance acts as the Tuition Exchange Liaison Officer responsible for the administration of the program.  The Human Resources Office is responsible for the determination of your eligibility to participate.

Is there anything else I should know about TE?

It is your student’s responsibility to ensure applications have been submitted to the participating institutions of their choice. It is also a good idea to apply for financial aid at the same time your student applies for admission in case the participating TE College does not offer your student a TE Scholarship.  If your student waits to find out if they have been awarded a TE scholarship before applying for financial aid, it may be too late to do so when they receive the decision about the TE scholarship. Also, even if a TE Scholarship is offered, your student may still be eligible for financial aid beyond the TE Scholarship. Please make sure you apply for financial aid when you apply for admissions to a participating TE school.

Where can I get more information about TE?

Visit the Tuition Exchange site http://www.tuitionexchange.org/ to review a current list of participating TE institutions. If you have questions about TE at another school, contact the Admissions Office at that specific school.  If you have questions about your eligibility for participation in this program, please contact the HR office; or if you have questions about the TE certification process, please contact Clark’s Financial Aid Office.

*   The IRS definition of a qualified dependent is: a) they live with you for more than one-half of the taxable year; and (b) unless disabled, they are under age 19 if not a student, or under age 24 and is a full-time student at least 5 months out of the year; and (c) they do not provide more than one-half of their own support.

If you are a full or part-time employee with an appointment of at least one-year, you are eligible to earn vacation time based on your standard weekly scheduled hours.  The most common standard weekly scheduled hours are 35, 37.5, and 40.

Vacation balances are accrued on a monthly basis and are updated after the first pay cycle of each month.  Salaried employees vacation balances are reflected as days and hourly employees vacation balances are reflected as hours.

• Employees with 12-month appointments earn 20 days per fiscal year up to a maximum of 160 hours.
• Employees with11-month appointments earn 18 days per fiscal year up to a maximum of 144 hours.
• Employees with 10-month appointments earn 16.5 days per fiscal year up to a maximum of 132 hours.
• Employees with 9-month appointments earn 15 days per fiscal year up to a maximum of 120 hours.
• Part-time employees accrue vacation time based on their part-time schedule. For example, if you work 12-months per year, and your regular work week is 5 days/20 hours per week (4 hours per day), your yearly earned vacation hours will be 80 hours (or, 20 4-hour days).

Clark’s fiscal year begins on June 1^st.  As of July 1^st, each year, you may only have the maximum annual number of days allowed (20 days for 12-month positions; 18 days for 11-month positions, etc.) carried forward.   Any additional days will be forfeited.

Employees on a 9, 10 or 11-month appointments must use their vacation time during their regular appointment period and cannot extend their appointment periods and receive vacation pay during any period of time not regularly worked.

Disclaimer: Vacation accruals for hourly employees with less than 12-month appointments, whose pays are not distributed over 26 bi-weekly pay periods, accrue their time monthly as follows:

• Employees with 11-month appointments earn 1.64 days per fiscal year up to a maximum of 144 hours.
• Employees with 10-month appointments earn 1.65 days per fiscal year up to a maximum of 132 hours.
• Employees with 9-month appointments earn 1.67 days per fiscal year up to a maximum of 120 hours.

Your supervisor must approve all vacation time off requests.

Employees paid on grants must use their vacation time during the effective dates of the grant.

Eleven (11) per year as specified by the University with no waiting period. New employees earn an additional floating holiday after three months of employment. A floating holiday must be taken during the fiscal year, or it will be forfeited.

Sick leave is accrued at the rate of one (1) day for each calendar month worked; total days not to exceed sixty-five (65). Employees may use two (2) sick days per year for personal business. The “personal days” must be approved by your supervisor.

Bereavement (Funeral Leave) You will be granted up to three days with regular pay in the event of the death in your (or your spouse) immediate family. Immediate family shall include spouse, father, mother, brother, sister, child, grandparent or grandchild.

We understand that pregnancy loss is a deeply personal and emotional experience, and we are committed to supporting our employees through such difficult times. We strive to provide a compassionate and supportive work environment for employees who experience pregnancy loss, whether it be a miscarriage, stillbirth, or other forms of pregnancy loss.

Leave and Time Off

Employees experiencing pregnancy loss are eligible for leave under the following circumstances:

1. Paid or Unpaid Leave: Employees may use available paid time off (e.g., sick leave, vacation, or personal days) for time needed due to pregnancy loss. If the employee does not have sufficient paid time off, the leave may be unpaid, unless otherwise required by law.
2. FMLA (Family and Medical Leave Act): Eligible employees may be entitled to up to 12 weeks of job-protected leave under the Family and Medical Leave Act (FMLA) for a pregnancy-related medical condition, including miscarriage or stillbirth. Please contact hr@clarku.edu for additional details on eligibility and the process for requesting this leave.
3. State-Specific Leave Laws: In some states or jurisdictions, additional leave benefits may apply. Employees are encouraged to consult with HR to understand their rights under state or local laws.
4. Flexible Work Arrangements: We understand that emotional recovery from pregnancy loss can take time, and we are open to discussing flexible work arrangements or accommodations to help employees navigate their personal needs during this period.

Support and Resources

We offer a variety of resources to support employees who are coping with pregnancy loss, including:

• Employee Assistance Program (EAP): Our EAP provides confidential counseling services and resources for emotional support and mental well-being.
• Healthcare Support: Employees are encouraged to reach out to our HR department for information on healthcare options and support resources, including medical leave or accommodations for any related health conditions.

Confidentiality

We respect the privacy of all employees and will handle requests related to pregnancy loss with sensitivity and discretion. If you wish to discuss your leave options or any specific accommodations, please contact the Office of Human Resources and Organizational Excellence, and we will do our best to accommodate your needs while maintaining confidentiality.

Returning to Work

We understand that returning to work after a pregnancy loss may be challenging. We are here to work with you on a transition plan that ensures a supportive environment as you return to your role. Please communicate with your manager, or the Office of Human Resources and Organizational Excellence, about any needs or accommodations you may require.

In accordance with the Massachusetts Paid Family and Medical Leave law (M.G.L. c. 175M), Clark University provides eligible employees with job-protected leave and access to paid benefits for qualifying family and medical reasons. MAPFML is administered through Clark University’s approved private plan and is coordinated with the federal Family and Medical Leave Act (FMLA) when applicable.

Eligible employees may take leave for their own serious health condition, to bond with a new child, or to care for a family member with a serious health condition, as defined under MAPFML.

Eligibility

Employees are eligible for MAPFML if they meet the eligibility requirements established by the Massachusetts Department of Family and Medical Leave (DFML), which generally include earning a minimum amount in wages subject to PFML contributions during the applicable base period.

Eligibility determinations, benefit approvals, and payment amounts are made by the DFML or Clark University’s approved leave administrator.

Duration of Leave

Under MAPFML, eligible employees may take up to:

• 20 weeks of Paid Medical Leave in a benefit year for their own serious health condition
• 12 weeks of Paid Family Leave to bond with a child following birth, adoption, or foster placement
• 12 weeks of Paid Family Leave to care for a family member with a serious health condition
• 26 weeks of Paid Family Leave to care for a covered service member with a serious injury or illness

The combined maximum leave entitlement under MAPFML is 26 weeks in a single benefit year, as defined by the DFML.

When applicable, MAPFML will run concurrently with FMLA and other job-protected leaves to the fullest extent permitted by law.

Reasons for MAPFML Leave

Paid Family or Medical Leave may be taken for the following reasons:

1. The employee’s own serious health condition
2. Bonding with a child during the first 12 months after birth, adoption, or foster placement
3. Caring for a family member with a serious health condition
4. Qualifying military exigencies related to a family member’s active duty service
5. Caring for a covered service member with a serious injury or illness

For purposes of this policy, a serious health condition has the same meaning as defined under MAPFML and FMLA and generally includes an illness, injury, impairment, or physical or mental condition requiring inpatient care or continuing treatment by a health care provider.

Requesting MAPFML Leave

Employees requesting MAPFML must:

• Submit a leave request through authorized leave vendor Clark University’s leave administrator, as soon as practicable. You may reach our vendor at 1-877-367-7781 and use control number 53759

• Provide at least 30 days’ advance notice when the need for leave is foreseeable (such as planned surgery or pregnancy)
• Submit required medical or family care documentation as requested by Prudential or the DFML

Our authorized Leave Vendor will coordinate the leave process in partnership with the Office of Human Resources and Organizational Excellence and will notify employees of approval, duration, benefit amounts, and ongoing documentation requirements.

Use of Accrued Paid Time

MAPFML provides paid benefits through the state or private plan. Employees may elect, where permitted, to supplement MAPFML benefits with accrued sick or vacation time in accordance with University policy and applicable law, but may not receive pay in excess of their regular weekly wage.

Benefits During Leave

During MAPFML leave, employees’ health and dental insurance will be continued on the same terms as if the employee were actively working, provided the employee continues to pay their normal premium contributions.

If an employee is not receiving pay through payroll, premium payments must be made directly to the University in accordance with established billing procedures. Failure to make timely payments may result in coverage termination, subject to required notice.

Job Protection and Reinstatement

MAPFML provides job protection. Upon return from approved leave, employees will be reinstated to their former position or an equivalent position with the same pay, benefits, and employment status, unless the position has been eliminated due to legitimate operational reasons unrelated to the leave.

Employees must notify their supervisor and the Office of Human Resources and Organizational Excellence at least one week prior to their anticipated return date. A fitness-for-duty or return-to-work certification may be required for leaves taken due to the employee’s own serious health condition.

Coordination with Other Leave Laws

MAPFML will run concurrently with FMLA, the Massachusetts Parental Leave Act, and other applicable leave laws when the leave qualifies under more than one statute.

Outside Employment

Employees may not engage in outside employment while on MAPFML leave. Any employee who is gainfully employed elsewhere while on leave may be considered to have voluntarily resigned and may be subject to disciplinary action.

Questions

Questions regarding MAPFML eligibility, benefits, or the leave process should be directed to the Office of Human Resources and Organizational Excellence.