For Full-Time Faculty, Full-Time Administrative Staff & Regular Part-Time (20+ hours per week) Administrative Staff

Benefits become effective the first of the month after completing the first month of employment.

This summary provides you with an overview of the benefits offered to you as an employee of The New School.  Unless otherwise noted, eligibility for most plans begins the first of the month following one month of employment.

Health Care Plan and Dental Care Plan

Click Here for 2010 Health Care Plan Options

Coverage Categories

You may choose one of the following coverage categories:

• Employee Only

• Employee Plus Dependent(s)

You may enroll a spouse, a domestic partner (same-sex or opposite-sex), an eligible dependent(s) or an eligible dependent(s) of a domestic partner up to the age of 19. Unmarried dependent children are eligible for coverage up to age 23 if he/she is a Full-Time student. Proof of the dependent relationship is required before dependents can be enrolled (e.g., marriage certificate; birth certificate of each dependent child). A New School Certificate of Domestic Partnership along with required supporting documentation must be submitted and approved before a domestic partner can be enrolled.

Cost

Employees and the University share in the cost of the Health Care Plan and Dental Care Plan. The employee contribution is based on the employee’s base salary, plan, and coverage category. Employee contributions are withheld from pay on a pre-tax basis which lowers your taxable income. Deductions for the Health Care Plan and Dental Care Plan coverage for a domestic partner are withheld from your pay on an after-tax basis and the portion of the University’s contribution attributable to your domestic partner’s coverage is added to your earnings as taxable income (“imputed income”). Please refer to the current imputed income tables for detailed taxation information.

Health Care Plan

The University offers two plan options with Health Net of the Northeast, Inc. 

• Charter $500 Point of Service (POS) Plan option
• Charter $1000 Point of Service (POS) Plan option

Both POS plan options allow the flexibility for  participants to use providers in the Health Net Network (In-Network) as well as providers who do not participate in the Health Net Network (Out-of-Network). Service areas are within the Northeast region which includes New York, New Jersey, Connecticut, and Pennsylvania. Both plans cover hospitalization, doctor’s office visits, surgery and other medically necessary care. In addition, these plans offer some wellness and preventive care services.

You will receive the highest level of benefits when you seek care from a Health Net In-Network provider. There are no claim forms to complete and no need for a referral to see a specialist. In-Network doctor’s office visits are subject to a $20 co-payment .  To do a search for In-Network providers go to www.healthnet.com. The Region is “Northeast” and the network is the “Advantage Platinum” network. 

If you enroll in the Charter $500 POS Plan, Out-of-Network claims will be subject to a $500 annual deductible (for an individual).  If you enroll in the Charter $1,000 POS Plan, Out-of-Network claims will be subject to a $1,000 annual deductible (for an individual). Once the deductible is met, claims are paid at 70% of the Reasonable and Customary Rate established by Health Net. The maximum out of pocket cost for the Charter $500 POS Plan is $3,500. This is in addition to the $500 deductible.  The maximum out of pocket cost for the Charter $1,000 POS Plan is $4,000. This is in addition to the $1,000 deductible.   Once the Out-of-Network deductible and out of pocket maximum are met, claims are paid at 100% of the Reasonable and Customary Rate established by Health Net.  For more information on the POS Plans, please refer to the Charter $500 Summary of Benefits and the Charter $1000 Summary of Benefits.

Both plans provide prescription drug coverage which is administered by CVS Caremark. The co-payments are:

Retail Pharmacy (30 day supply)

$10 generic drugs (listed as "Tier 1" on the Health Net Drug List)
$30 brand name drugs (listed as "Tier 2" on the Health Net Drug List)
$50 brand name drugs (listed as "Tier 3" on the Health Net Drug List)

Mail Order (90 day supply)

$20 generic drugs (listed as "Tier 1" on the Health Net Drug List)
$60 brand name drugs (listed as "Tier 2" on the Health Net Drug List)
$100 brand name drugs (listed as "Tier 3" on the Health Net Drug List)

To view the Health Net Drug List which applies to The New School plans,
go to https://www.healthnet.com, select "Pharmacy Info", select "New
York", select "View Our Drug Lists", select "Individual, Family and
Group", and chose an option under "3-Tier Benefit Plans".

Student Health Services

If you are a student of The New School AND either Full-Time Faculty, Full-Time Administrative Staff, or Regular Part-Time (20+ hours per week) Administrative Staff, your student health insurance coverage (if enrolled) will be waived. You will need to enroll for employee health care coverage at the time you become eligible. Additionally, you will no longer be eligible to receive services provided by the Student Health Center. Student health insurance coverage for a dependent (spouse, domestic partner, child) who is enrolled for classes will not be automatically waived.

For additional information including how to waive student health insurance coverage for a dependent, please go to:

http://www.newschool.edu/studentservices/health/insurance.aspx?s=2:3 or contact Student Health Services at 212.229.1671, option #3, or by visiting Loeb Hall located at 135 East 12th Street, 2nd Floor.

Dental Care Plan

The University offers two Dental Care Plan options with Delta Dental of New York.

DeltaCare USA (DHMO) Plan

Delta Dental PPO Plus Premier Plan

The DeltaCare USA (DHMO) Plan offers In-Network coverage only. You must elect an In-Network Primary Dentist when you enroll in this plan and obtain a referral from this dentist to see a specialist. You may change your Primary Dentist within the course of the plan year directly with Delta Dental.  There is no annual maximum benefit on the DHMO plan, however there may be limitations on benefits for certain services and procedures.  For more information on this plan please refer to the DeltaCare USA (DHMO) Information Summary and Benefit Description.

The Delta Dental PPO Plus Premier Plan allows the flexibility for plan participants to use providers in the Delta Dental PPO or Delta Dental Premier Networks (In-Network) as well as providers who do not participate in the Delta Dental networks (Out-of-Network). A claim form is needed for services being provided by a non-participating dentist. The deductible is waived for diagnostic and preventive services (i.e., exams, x-rays and cleanings). All other covered dental procedures are subject to an annual per person deductible of $50, with a maximum family deductible of $150 for the Delta Dental PPO, Delta Dental Premier and non-participating dentists. The maximum annual benefit per person is $1,750. For more information on this plan please refer to the Delta Dental PPO Plan Summary.

To do a search for In-Network providers go to www.midatlanticdeltadental.com. The network for the DHMO plan is “DeltaCare USA”. The network for the PPO plan is “Delta Dental PPO” and “Delta Dental Premier”.

Life Insurance Plans

The New School provides Life Insurance and Accidental Death & Dismemberment Plans through The Standard Life Insurance Company of New York (The Standard).

Basic Life Insurance and Accidental Death & Dismemberment (AD&D) Plans

Eligible employees receive Basic Term Life and AD&D insurance coverage.  Each benefit amount equals 1 1/2 (1.5) times base annual salary rounded up to the next $1,000, up to a maximum benefit of $500,000. This benefit is entirely paid for by the University. For more information please refer to the Life Insurance Certificate and Summary Plan Description.

The Basic Life Insurance and AD&D plans are subject to a reduction in coverage based on age. The reduction is determined by multiplying your base annual salary rounded up to the next $1,000 by the percentages below:

The IRS considers the value of life insurance amounts in excess of $50,000 of your employer paid life insurance as income to you. This amount is called “imputed income” and is calculated in accordance with IRS rules based on your age and the amount of coverage in excess of $50,000. This amount is added to the first paycheck of each month and reflected annually on your Form W-2 as additional income for the calendar year.  Current imputed income rates for amounts in excess of $50,000 are as follows:

Supplemental Life Insurance Plans

Employees can purchase supplemental life insurance at a group rate for 1x, 2x, or 3x their base annual salary, up to a maximum coverage amount of $250,000. This coverage can be elected during your initial benefit eligibility period or during the annual open enrollment period.  If you do not elect supplemental life insurance when you first become benefit eligible and want to enroll at a later date, you will be required to provide medical evidence of insurability which must be approved by The Standard before becoming effective. Employees pay 100% of the cost of coverage through payroll deductions with after-tax dollars.

Dependent Life Insurance Plans

Employees can purchase life insurance for their spouse or domestic partner (same sex or opposite sex) and/or dependent child(ren) up to age nineteen. Life insurance for a spouse/domestic partner is available in coverage amounts of either $10,000 or $25,000. Life insurance for a dependent child(ren) is available in a coverage amount of $4,000. This coverage can be elected during your initial benefit eligibility period or during the annual open enrollment period.   If you do not elect life insurance for a spouse, domestic partner or dependent child when you first become benefit eligible and want to elect coverage for them at a later date, your spouse, domestic partner, or dependent child will be required to provide medical evidence of insurability which must be approved by The Standard before becoming effective. Employees pay 100% of the cost of coverage through payroll deductions with after-tax dollars. 

MEDEX Travel Assist Program

MEDEX Travel Assist is a comprehensive program of information, referrals, assistance, transportation, and evacuation services designed to help you respond to medical care situations and many other emergencies that may arise during travel. You are covered when you travel 100 miles or more from home or internationally for trips of up to 90 days whether for business or pleasure. This benefit is provided to you by The Standard Life Insurance Company of New York.

Retirement Plans

The University offers two retirement plans which are administered by TIAA-CREF.

Once your account is established you can access your account online at www.tiaa-cref.org or call the TIAA-CREF Telephone Counseling Center at 800.842.2776 for assistance.

University Contribution

The New School will make contributions to a retirement plan on your behalf after both of the following requirements are met:

You must be at least 25 years of age, and

You have completed one Year of Service with the University.

Once the eligibility criteria are met, you would begin to receive University contributions on the first of the month following one year of employment.

Please Note:  The one year waiting period will be waived if you were previously employed by a 501(c)(3) organization, governmental entity or a college or university at ANY time in your career for at least one year as a full time employee. Please note that it is your responsibility to request written verification from your previous employer which states your employment start and end dates and that you were considered a Full-Time employee for at least one year during your employment and submit that statement to the Office of Human Resources with the completed enrollment form.  You will be enrolled in the University’s retirement plan and begin to receive the University contribution the first of the month following the date we receive the statement and completed enrollment form.

The University will contribute 7% of your base annual salary if you are under the age of 40 and have less than 6 Years of Service. The contribution amount is 10% for those employees age 40 or older or those who have completed 6 or more Years of Service with the University. The employee directs the investment of the University contributions by choosing from the investment choices offered by TIAA-CREF. Upon enrollment in the Plan, you are immediately 100% vested and have a non-forfeitable right to the University’s contributions and earnings. Your account grows on a tax-deferred basis until a distribution is made to you.

Employee Contribution – Tax-Deferred Annuity (TDA) Plan

You are eligible to begin making voluntary contributions to the Tax Deferred Annuity (TDA) plan the first of the month following one month of employment. You may elect to contribute a percentage (i.e. 5%) of your base annual salary or a dollar amount (i.e. $100). The minimum contribution is $25 per pay check. The maximum annual contribution for 2009 (as set by the IRS) is $16,500. Your account grows on a tax-deferred basis until a distribution is made to you.

Employees who are age 50 or over or who will attain age 50 by December 31 are eligible to contribute an additional $5,500 (as set by the IRS) for 2009 to the Tax Deferred Annuity (TDA) plan.

Employees hired on or after September 1, 2009 or who become benefits eligible on or after September 1, 2009 will be automatically enrolled in the plan at a 3% contribution rate.

Advantages of the Plan

Voluntary contributions are made on a pre-tax basis which lowers your taxable income.  Upon enrollment you are immediately 100% vested and have a non-forfeitable right to your own contributions and earnings

Flexible Spending Account (FSA) Plans

The University offers a Health Care Flexible Spending Account and a Dependent Care Flexible Spending Account. Both accounts are administered by EBPA. The FSA Plan enables you to save money by reducing your taxable income by setting aside pre-tax funds to pay for eligible health care or dependent care expenses.

Once enrolled, you will be issued a Benefits Card which can be used to pay for eligible expenses at point-of-sale.

Health Care Flexible Spending Account

A Health Care Flexible Spending Account pays for eligible, unreimbursed medical, dental and vision expenses incurred by you and your eligible dependents and certain over the counter medications.  For more information on eligible health care flexible spending account expenses please refer to the list of IRS eligible expenses.

Dependent Care Flexible Spending Account

A Dependent Care Flexible Spending Account pays for incurred eligible child (up to attainment of age 13) or eligible adult dependent care expenses such as daycare centers, in-home dependent care, nursery school or adult daycare expenses. The expenses must be necessary to enable one or both parents to work, look for employment, or go to school on a Full-Time basis.

How the FSA Plan Works

You set aside money on a pre-tax basis from each paycheck to be directed to a Health Care and/or Dependent Care FSA. How much you need to contribute depends on the amount of expenses you anticipate you will incur from the date your enrollment in the Plan is effective through December 31 of the current calendar year.

The money set aside is deducted from your paycheck on a pre-tax basis which lowers your taxable income.

If you choose to contribute to the Health Care or Dependent Care FSA, certain annual minimum and maximum elections apply:

                                                        Minimum                        Maximum

Health Care FSA                                   $100                                $5,000

Dependent Care FSA                             $100                                $5,000*

*The maximum is $2,500 if you are married and filing a separate return

Both accounts have a "use it or lose it" feature. Amounts contributed by you in a calendar year but not claimed are forfeited. You have until March 31st of the following year to file a claim for reimbursement.

Once your account is established you can access your account online at www.ebpabenefits.com or call EBPA's Customer Service Center at 888.678.3457.

Qualified Transportation Expense (QTE) Plan

The University offers a Qualified Transportation Expense (QTE) Plan administered by EBPA. The QTE Plan enables you to save money by reducing your taxable income by setting aside pre-tax funds to pay for eligible commuting expenses. There are two types of accounts:

Mass Transit Account

The Mass Transit Account covers commuting expenses via mass transit (i.e., subway, train, bus, ferry, or vanpool).

Parking Account

The Parking Account covers parking expenses at facilities that allow you to park at or near the workplace or on or near a location from which you commute to work by mass transit or carpool.

How the QTE Plan Works

You set aside money on a pre-tax basis from each paycheck to be directed to a Mass Transit Account and/or Parking Account. How much you need to contribute depends on your commute.  The money set aside is deducted from your paycheck on a pre-tax basis.  You will receive a Benefits Card with a MasterCard logo which you use to pay for eligible commuting or parking expenses.

If you choose to contribute to the Mass Transit or Parking Account certain monthly minimum and maximum elections apply:

                                                        Minimum                           Maximum

Mass Transit Account                          $25                                     $230

Parking Account                                 $25                                     $230

In addition to a pre-tax contribution to the Mass Transit and Parking Account, the University also allows post tax contributions if your expenses exceed the maximum pre-tax benefit so all your commuting expenses can be paid for by using your Benefits Card.

Funds in your account(s) not used at the end of the calendar year will be carried over to the next calendar year.

Once your account is established, you can access your account online at www.ebpabenefits.com or call 888.678.3457.

Tuition Waiver Plan

The University provides a Tuition Waiver benefit for courses taken at The New School. This benefit is available to faculty and staff and eligible family members (spouse or Qualified Domestic Partner (same sex or opposite sex), and dependent children up to age 24) once the employee has completed three (3) months of continuous service.

An application for a Tuition Waiver must be completed by the employee and submitted to the Office of Human Resources before an individual registers for the course. Once approved by the Office of Human Resources, the individual is given a Fee Allowance Form that should be presented to the Bursar’s Office as part of the registration process. Otherwise, the employee will be billed by the University for the tuition and mandatory fees.

Faculty and Staff:

One may apply for a Tuition Waiver for up to two (2) courses per semester. The Tuition Waiver applies to tuition and mandatory fees. If you enroll in undergraduate-level courses or Adult/Continuing Education courses, you are not subject to taxation on the benefits. If you enroll in graduate-level courses, the amount of the tuition and mandatory fees covered by the program in excess of $5,250 per calendar year is considered as taxable income to the employee and is added to the employee’s pay as taxable income.

Spouse or Qualified Domestic Partner

A spouse or Qualified Domestic Partner may enroll in courses offered through a degree program (undergraduate or graduate) to which he/she has been admitted through the regular admission process or in Adult/Continuing Education courses with the tuition and mandatory fees waived,.
If a spouse enrolls in undergraduate-level courses or in Adult/Continuing Education courses, the employee is not subject to taxation on the benefit provided to the spouse. However, if the spouse enrolls in graduate-level courses, the full amount of tuition and mandatory fees covered by the program are considered as taxable income to the employee and is added to the employee’s pay as taxable income.

If a Qualified Domestic Partner enrolls in undergraduate or graduate level courses, the full amount of tuition and mandatory fees covered by the program is considered as taxable income to the employee and is added to the employee’s pay as taxable income.

Dependent Children

A natural or adopted child, or a stepchild up to age 24 may enroll in courses offered through an undergraduate degree program to which he/she has been admitted through the regular admission process with tuition and mandatory fees waived. The employee is not subject to taxation of the benefit provided to the dependent child in an undergraduate program.
Proof of the child’s relationship must be established. Documents such as a birth certificate, adoption certificate, and a copy of the latest signed tax return which show that the employee has claimed the child as a dependent.

The child of a Qualified Domestic Partner may enroll in courses offered through an undergraduate degree program to which he/she has been admitted through the regular admission process with tuition and mandatory fees waived. The tuition and mandatory fees covered under the program are considered as taxable income to the employee and is added to the employee’s pay as taxable income.

Please Note: An employee, spouse, Qualified Domestic Partner, dependent child(ren), or child(ren) of a Qualified Domestic Partner who is eligible for a tuition waiver is not eligible for any scholarship from the University. However, you may apply for a loan through the Office of Student Services.

Short-Term Disability and Long-Term Disability Plan Benefits and the Family and Medical Leave Act (FMLA)

Short Term Disability Plan

If you are absent from work for more than 7 consecutive days due to a medical condition, you may qualify for short term disability benefits.

Short-term disability benefits provide wage replacement for a period of time if you are not able to work due to a qualified medical condition.

During your first year of employment, you are eligible to receive your full pay for the duration of the disability (to a maximum of 4 weeks as certified by your physician and subject to approval of the short-term disability carrier).  If the disability is longer than four weeks, you may qualify for a benefit paid directly by the short term disability carrier which is equal to the New York State Disability benefit amount:  50% of your weekly pay up to a maximum of $170 per week.

If you have 1 or more years of service, you are eligible to receive your full pay for the duration of the disability (to a maximum of 26 weeks as certified by your physician and subject to approval of the short-term disability carrier).

Your wage replacement amount shall not exceed your base rate of pay and any payments received directly from the insurance company shall be offset against your university paid wage replacement.

A short term disability leave will run concurrently with leave qualified under the Family and Medical Leave Act (FMLA) if eligible.

For more information or to apply for short-term disability benefits, please contact the Benefits Department at 212-229-5671 x4949.

Family and Medical Leave Act (FMLA)

FMLA allows an eligible employee to take up to 12 weeks of unpaid leave for the following reasons:

• For incapacity due to pregnancy or prenatal medical care,

• To care for the employee’s child after birth, or placement for adoption or foster care (by the State)*;

• For a serious health condition that makes the employee unable to perform his or her job

• To care for the employee’s spouse, child, or parent with a serious health condition;

• For qualifying exigencies due to a call to active duty in the National Guard or Reserves of an employee’s spouse, child, or parent

• Care for a covered service member who is a current member of the Armed Forces**

* FMLA leave for birth, placement for adoption, or foster care must be taken within 12 months of the FMLA event.

** Allows for up to 26 weeks of leave

The FMLA period runs concurrently with your approved disability period.  More information on the federal FMLA can be found by visiting the Department of Labor's website, http://www.dol.gov/esa/whd/regs/compliance/posters/fmlaen.pdf or by viewing the FMLA poster located in The Office of Human Resources, 79 Fifth Avenue, 18th Floor.

Employee Eligibility

The minimum requirements for an employee to be eligible for FMLA are:

• The employee has 12 months of service with the employer
• The employee has worked for the employer 1,250 hours in the 12-month period immediately before the commencement of the leave
• The employee is employed at a worksite where 50 or more employees are employed by the employer within 75 miles of the worksite

Employee Notice

If the reason for FMLA is foreseeable you must give a minimum of 30 days notice. If the need for leave is unexpected, you must notify the Benefits Department as soon as possible and in no event, more than 2 days after knowing the need for leave. Notification can be done via fax, phone, email, or spokesperson.

Pay and Benefits

FMLA is usually unpaid but in accordance with the University’s short term disability policy you may have the option to use vacation days. Employees who qualify for short term disability will receive pay in accordance with the terms of the plan. If the leave is for placement of a child with the employee for adoption or foster care, or to care for the employee’s parent, child, or spouse, you have the option to use vacation days.

The employee’s health and dental coverage will be maintained during the leave under the same conditions as if the employee had continued to work. This means that the employee must continue to pay the portion he or she normally pays toward the medical and dental benefits premium. If any of the leave is paid, the premiums will be deducted from your pay as usual. If some or all of your leave is without pay, information on how and when to make payments will be provided to you.

Return to Work

You must notify your supervisor and the Benefits department of your intent to return to work one week prior to the anticipated date of return or of any medically necessary changes in the date of return. If the leave was due to your serious medical condition, you will be required to provide medical clearance from your health care provider verifying your ability to return to work. Please submit the medical clearance before you return but no later than the day you return to work. If you return to work on or before the expiration of your leave you will normally be returned to your former position or an equivalent job. If, however, you do not return prior to the expiration of FMLA leave, there is no guarantee of reinstatement.

If you have questions or need additional information regarding Family and Medical Leave please contact the Benefits Department at 212-229-5671 extension 4949, or go to http://www.dol.gov/dol/topic/benefits-leave/fmla.htm.

Long Term Disability Plan

The New School provides a Long Term Disability Plan (LTD) through The Standard Life Insurance Company of New York. This benefit is entirely paid for by the University. Coverage under the LTD Plan begins the first of the month following three (3) months of continuous employment measured from the day the employee is in a benefits eligible position.

If you are disabled for at least six (6) months, you are eligible to file a claim for LTD Plan benefits. The total LTD benefit is equal to 60% of your monthly base earnings in effect at the onset of the disability, up to a monthly maximum of $7,500, less benefits from other sources such as Social Security, Workers' Compensation or any other benefit amounts that are payable for disability under any other group insurance coverage. Once LTD Plan benefits begin, your employment with The New School will end and you will be eligible to apply for COBRA Continuation Coverage for Health Care Plan and Dental Care Plan coverage and the Health Care Flexible Spending Account (if enrolled).

The LTD benefit durations are as follows:

Age When Disability Starts                 Age or Duration Maximum

59 or younger                                                   Age 65

60 – 64                                                             5 years

65 – 68                                                             Age 70

69 or older                                                        1 Year

For more information on this plan, please refer to the Long Term Disability Certificate and Summary Plan Description.

Workers' Compensation

Workers’ Compensation is insurance that provides cash benefits and/or coverage for medical care provided to employees who are injured or become ill as a direct result of their job with The New School. You must notify your supervisor and contact the Security Office to file an incident report about the injury and the way in which it occurred as soon as possible. Failure to file an incident report in writing within 30 days after the incident may cause you to lose the right to Workers’ Compensation Benefits. Incident reports are available at all security guard desks.  Employees who QUALIFY for Workers Compensation benefits will receive pay continuation according to the requirements of the state law and our insurance plan.

Time-Off Benefits

Full-Time administrative staff and Regular Part-Time administrative staff working at least 20 hours per week are entitled to the following time off benefits:

Vacation

Full-Time administrative staff and Regular Part-Time administrative staff accrue vacation days each pay period within a fiscal year. The fiscal year begins on July 1st and ends on June 30th. A maximum of twenty-two (22) vacation days per fiscal year can be earned as a Full-Time administrative staff member.  Regular Part-Time administrative staff members accrue vacation days on a prorated basis.

You must have completed at least six (6) months of service before you can use any accrued vacation leave.

Employees may accrue and bank up to 44 vacation days per fiscal year. Vacation accrual in excess of the 44 day maximum must be used by the end of the fiscal year during which such excess is accrued.  If the excess vacation days are not used by the end of that fiscal year, the excess vacation days will be forfeited.  There is no provision for pay in lieu of earned vacation, except at termination of employment and only to the maximum of 44 days.

Floating Holidays

Full-Time administrative staff members earn one (1) Floating Holiday every quarter for a maximum of four days per fiscal year. The fiscal year begins on July 1st and ends on June 30th. Floating Holidays must be taken within the fiscal year they are earned and may not be carried over into the next fiscal year. Part-Time administrative staff members accrue Floating Holidays on a prorated basis.

Employee Assistance Program (EAP)

This benefit is paid for by the University and is available to you and your family members.

The EAP is provided by an independent organization, the Employee Development Center (EDC), a division of the Weill Medical College of Cornell University. The Center provides information, assessment, crisis intervention, short term counseling and referrals for a range of problems that may include family matters, legal and financial concerns, childcare and eldercare needs or issues of personal growth and transition. 

To schedule an appointment, call 212.935.3030.  Outside New York, call 800.327.9092.

Other Programs and Discounts

For a complete list of discounts available to all faculty and staff visit www.newschool.edu/discounts/employee.aspx

Museum of Modern Art

In recognition of The New School’s support of the Museum of Modern Art (MoMA), free admission is offered at the museum for New School employees and up to two (2) accompanying guests, upon presentation of the employee’s university identification card. MoMA is located at:

11 West 53rd Street (between Fifth and Sixth Avenues)

212.708.9400

Please note: You must present your current New School ID Card at the Information Desk in the lobby for complimentary admission. There is no need to wait in the general admission line.

You may also obtain free same day film tickets for yourself and up to two (2) accompanying guests.  Alternatively, you may purchase film tickets one week in advance of a screening for a $1.50 per ticket service fee.

You are also eligible for a 20% discount at the MoMA stores and MoMAstore.com on special shopping days offered approximately six times per year.  

Please note: You must present your current New School ID Card at the Information Desk in the lobby for complimentary admission. There is no need to wait in the general admission line.

For information on museum hours and special exhibits can be found at the MoMA’s website: www.moma.org

YMCA

The YMCA McBurney Branch, located on 14th Street, between 6th and 7th Avenues offers a 20% discount on individual and family memberships.  The initiation fee is reduced by 50% to $62.50.

You must present your New School ID and a recent pay stub to receive the discounts. Information on the YMCA's programs and schedules can be found at www.ymcanyc.org/index.php?id=709

The New York Times

Employees of The New School are eligible for a 60% discount on the cost of a subscription to The New York Times. Beginning January 4, 2009, weekly education home delivery rates are:

Monday – Friday:            $2.00

Monday – Saturday:        $2.40

Saturday and Sunday:     $2.90

Sunday only:                  $2.50

Seven days:                   $4.90

To take advantage of the special discount to The New York Times, or to change a current subscription contact the Customer Service Department of The New York Times at 1-888-NYT-COLL (1-888-698-2655) to order a single subscription.

To order a classroom subscription of eight or more copies for required reading in the classroom, contact the education program’s customer service center at 800-631-1222.

Liberty Mutual Home and Auto Insurance

Liberty Mutual offers Auto, Home, Condominium, and Renters Insurance.  They also offer Umbrella Personal Liability Protection and Identity Theft Expense Insurance as well as Watercraft and Motorcycle Insurance coverage.

As an employee of The New School, you are entitled to a 10 percent discount on their premiums. If you purchase insurance though Liberty Mutual you will be billed directly by Liberty Mutual via an invoice to your home. You may enroll in or cancel this coverage at any time.

If you would like to learn more about or purchase a policy from Liberty Mutual, please contact Ryan Fortier at 866.539.4532, extension 50500. For more details, you can also visit the Liberty Mutual website at www.libertymutual.com/lm/tns

Long Term Care Insurance

Long Term Planning Associates, LLC will help you assess your long term care needs and obtain the coverage that is right for you.  Contact them directly to discuss coverage options, costs, and enrollment. All coverage is underwritten by Long Term Planning Associates, LLC.  If you purchase long term care coverage, invoices will be sent directly from the vendor to your home. You may enroll in or cancel this coverage at any time.

If you would like to learn more about long term care insurance, please contact Randi Oster, Long Term Planning Associates, LLC, at 203-331-1818, ext. 139.

Bank of America at Work® Program

The Bank of America at Work® program is a comprehensive package of banking products and services offered at discount prices, which is made available to you as a New School employee.

In order to access the program, you must sign up for Direct Deposit of your net pay. You will then be eligible for free checking and a variety of banking services, accounts and special discounts.

You can enroll in the Bank of America’s at Work Program by visiting your local Bank of America banking center or by calling 800-782-2265. You can also go to their website: www.bankofamerica.com/bankatwork.

Academic Federal Credit Union

The Academic Federal Credit Union (AFCU) is a member owned not-for-profit cooperative financial institution. They offer savings and checking accounts, credit cards, and loans. Membership is available to you and your family members. To join, you need to open an insured savings account by depositing as little as $20 and paying a one-time membership fee of $5.00.  Additional information can be found on their website at www.academicFCU.org.  Contact the benefits department at 212.229.5671, extension 4942, for an application and additional information.

When You Can Change Your Elections

Health Care Plan, Dental Care Plan, and Flexible Spending Account Plan

Generally, you can only change your Health Care, Dental Care and Flexible Spending Account Plan elections during the University's annual Open Enrollment period. However you can change your election in the middle of a calendar year if you have a Change in Status as defined by the IRS. Changes made to your benefit elections must be made within 30 days of a Change in Status.  The following are events which constitute a Change in Status:

Marital Status Change

Marriage, death of spouse, divorce or annulment, legal separation

Dependent Status Change

Birth, adoption or placement for adoption, death of dependent child, newly eligible dependents due to plan design change, dependent no longer eligible according to terms of plan, loss of student status, marriage of dependent child

Loss of Coverage

Employee or dependent loses other coverage

Employment Status Change

Commencement or termination of employment, commencement or return from a leave of absence, status change from a benefits eligible position to ineligible or vice versa

Judgments, Decrees and Orders

You or another individual is required to provide health coverage for your dependent child

Other

Establishing a domestic partnership with a state or local municipality

Termination of a domestic partnership

Note:  If you or your qualified dependent(s) lose eligibility under CHIP (Children's Health Insurance Program) or Medicaid, or are determined to be eligible for state premium assistance under either the CHIP or Medicaid programs, you or your qualified dependents have 60 days from the coverage loss date or eligibility determination date to enroll in or drop coverage in our plan.

Tax-Deferred Annuity Plan and Qualified Transportation Expense Plan

Election changes to your Tax-Deferred Annuity Plan and the Qualified Transportation Expense Plan elections can be made each month.  Changes will take effect on the first of the month following the date your completed enrollment/change form is received by the Benefits Department in the Office of Human Resources.

Where you can view The New School's Policies and Procedures Manual

Log into https://my.newschool.edu using your regular computer login and password and:

Click on the gray “Employee” tab.  

Scroll down to the Human Resources section on the bottom left of the screen

Click on “Institutional Policies and Procedures Manual”

Where you can view your current benefits coverage and deductions

Log into https://my.newschool.edu using your regular computer login and password and:

Click on the gray “Employee” tab

On the left side you will see the “Self Service/ALVIN” box

Click on “Benefits Information” to access information related to benefits including your current elections

Click on “Pay Stubs” to view your pay stubs by pay period and your benefits related deductions