The information provided on this website is meant to provide an overview of benefits for MassBay "benefit eligible" employees. It does not list all benefits available to a particular employee group. Policies relating to benefits are set forth in the applicable collective bargaining agreement or are governed by the laws of the Commonwealth of Massachusetts.
The Commonwealth of Massachusetts offers an array of health insurance plans which are administered by the Group Insurance Commission (GIC). In addition to health insurance, GIC administers Basic Life Insurance, Optional Life Insurance and Long Term Disability. You can find additional information on all of these benefits by reading the GIC Benefits Decision Guide or by visiting the GIC website.
New employees must complete and return the Enrollment/Change Form-1 within 10 days from their date of hire in order to enroll in benefits. Coverage begins on the first day of the month following 60 calendar days from the date of hire, or two calendar months, whichever comes first. Employees hired after July 1, 2003 will be responsible to pay 25% of the premium cost.
Open enrollment generally takes place in the Spring with a July 1 effective date. Employees will have a chance during open enrollment to enroll or cancel coverage, add or drop dependents and/or change health plans.
Dental benefits are dependent on your classification, please click on the appropriate link for additional information.
MCCC Faculty and Professional Staff
Non-Unit Professional Staff
Flexible Spending Accounts (FSA)
As part of the GIC benefits, employees have the option to enroll in a Health Care Spending Account (HCSA) and/or the Dependent Care Assistance Program (DCAP). Both plans provide employees with the opportunity to pay for certain expenses on a pre-tax basis.
Employees may enroll in the plan within 10 days of their hire date or during open enrollment. Please note that employees must actively enroll in the FSA accounts during each open enrollment period.
You may find additional information on the HCSA here and on the DCAP here.
Employee Assistance Program (EAP)
The Employee Assistance Program provides a wealth of services and information to all employees free of charge. These services include counseling services designed to address significant life problems and Work/Life benefits to address the everyday problems involved in juggling work and family. Additionally, the EAP delivers benefits designed to enhance quality of life not just for employees and their family members, but for managers and supervisors, too. The EAP can help all employees to achieve their Peak Performance best through training, coaching and wellness.
All services offered by the EAP are strictly confidential. You can contact the EAP by calling 1-800-252-4555 or you can get additional information by visiting the EAP website.
Massachusetts State Employees Retirement System (MSERS)
MSERS is a contributory defined benefit plan that is administered by the Massachusetts State Retirement Board (MSRB). Employees who complete the contribution and service requirements under the plan may be eligible for a life-time benefit at retirement, based on a combination of years of service, age, and salary average. Additional information can be found on the MSRB website.
Optional Retirement Plan (ORP)
ORP is a defined contribution plan that is administered by the Department of Higher Education (DHE). Faculty and Professional staff covered under the MCCC contract and Non-Unit Professional employees may be eligible to participate in the ORP as an alternative to MSERS. Retirement income from the ORP plan for the most part, is based on your personal account balance at the time of retirement. Additional information on the ORP plan can be found on the DHE website.
SMART Plan (OBRA)
Part-time, seasonal or temporary employees of the Commonwealth of Massachusetts are required to participate in an Alternate Retirement Plan (OBRA) through the SMART Plan. This plan is an alternative to Social Security as permitted by the federal Omnibus Budget Reconciliation Act of 1990 (OBRA). Employees will have 7.5% of their salary contributed to the plan which will be invested in the SMART Capital Preservation Fund.
Tax Deferred Savings Plans
Benefit eligible employees may also enroll in a 403(b) and 457(b) tax deferred savings plan in order to supplement your primary pension plan (MSERS or ORP). All contributions are taken on a pre-tax basis. For additional information please visit the DHE website.
Benefit eligible employees are eligible for tuition benefits in accordance with their respective collective bargaining agreements or Department of Higher Education policy. To take advantage of this benefit, employees must complete the Tuition Remission Form and have all signatures obtained. You must then submit the form with your semester tuition bill to the College or University at which you, your spouse or child are enrolled.