Part-Time Faculty Benefit Plans

This summary provides you with an overview of the benefits offered to you as an employee of The New School. 

Health Care Plan and Dental Care Plan

A Part-Time Faculty Member may elect to participate in the University's Health Care and Dental Care Plans if he/she meets the eligibility requirements set forth in the collective bargaining agreement between the University and ACT-UAW.  A key criterion is that part-time faculty must have worked at the University for at least one Academic Year before he/she can be considered eligible for Health Care and/or Dental Care Plan coverage. Therefore, no newly appointed Part-Time Faculty Member will be eligible for coverage during the 2009-2010 Academic Year. 

Benefits Eligibility Criteria for Academic Year 2009-2010

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

You and the University share in the cost of the Health Care Plan and Dental Care Plan. Your 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 Aetna. 

• Elect Choice EPO
• Open Access 1000

These plans do not require the designation of a Primary Care Physician (PCP) or referrals when seeking care from a Specialist. Once you are enrolled with Aetna you will receive an ID Card which lists your name and the name of your covered dependents (if applicable). Please present your ID Card each time you receive medical services and each time you fill a prescription at a retail pharmacy

Elect Choice EPO

The Elect Choice EPO provides coverage only when received from a provider who participates in the Aetna Network (In-Network). The EPO plan is only available to residents of the following states: New York, New Jersey, Connecticut, California, and Washington. Out-of-Network coverage is only available in the case of emergency services.

When you receive care from an In-Network Primary Care Physician or PCP, each office visit is subject to a $25 Copayment. When you receive care from an In-Network Specialist, each office visit is subject to a $40 Copayment. A Primary Care Physician is defined as a general practitioner, family practitioner, pediatrician, or internist. All other types of physicians are considered Specialists. To search for In-Network providers, go to http://www.aetna.com/docfind/home.do. Enter the required information and from the “Plan” drop down menu, go to the section labeled “Aetna Open Access Plans” and choose “Elect Choice EPO”.

For more information on this plan, please refer to the Elect Choice EPO Summary of Benefits.

Open Access 1000

The Open Access 1000 is a Point-of-Service (POS) Plan which allows you the flexibility of using providers who participate in the Aetna Network (In-Network) as well as providers who do not participate in the Aetna Network (Out-of-Network). This plan is available nationally which allows members to access In-Network providers for services anywhere in the U.S.

You will receive the highest level of benefits when you seek care from In-Network providers. In-Network physician office visits are subject to a $20 Copayment. To search for In-Network providers go to http://www.aetna.com/docfind/home.do. Enter the required information and from the “Plan” drop down menu, go to the section labeled “Aetna Open Access Plans” and choose “Managed Choice POS Open Access”.

If you choose to seek care from Out-of-Network providers, you will need to meet an annual Deductible prior to receiving a reimbursement from Aetna. The annual Out-of-Network Deductible for the plan is:

Open Access 1000: $1,000 individual / $2,000 family

Once the annual Deductible is met, claims are paid at 70% of the Reasonable and Customary Rate established by Aetna. Your maximum annual Out-of-Pocket cost for Out-of-Network services for either plan is $3,000 for an individual and $6,000 for a family (this does not include the annual Deductible). Once the Out-of-Network Deductible and Out-of-Pocket maximum amounts are met in a calendar year, claims are paid at 100% of the Reasonable and Customary Rate for the remainder of that calendar year. For more information, please refer to the Open Access 1000 Summary of Benefits.

Prescription Drug Coverage

All the plans provide prescription drug coverage which is administered by Aetna. The Copayments* are as follows:

Retail Pharmacy (30 day or 1 month supply)
$10 generic drugs
$30 brand name drugs (preferred)
$50 brand name drugs (non- preferred)

Mail Order (90 day or 3 months supply)
$20 generic drugs
$60 brand name drugs (preferred)
$100 brand name drugs (non- preferred)

To determine the Copayment amount for a specific medication, go to www.aetna.com.
1. On the home page, click on “Individuals and Families” in the center of the page.
2. On the next page, click on the “Aetna Pharmacy” box.
3. On the following page, click on the “Is Your Drug Covered” box.
4. On the next page, click on the drop down menu for the Aetna Pharmacy plan type. The plan type that you should select is “Three Tier Open Formulary”.
5. On the following page, click on “Medication Search” and enter the drug name.

Please note: Tier 1 medications have a $10 retail pharmacy Copayment, Tier 2 medications have a $30 retail pharmacy Copayment, and Tier 3 medications have a $50 retail pharmacy Copayment. The charge for a 90-day (3 months) supply through the Aetna Rx Home Delivery Program is 2 times the retail pharmacy Copayment.

Student Health Services

If you are a student of The New School AND a Part-Time Faculty member, 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 one Dental Care Plan with Delta Dental of New York.

DeltaCare USA (DHMO) 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.

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

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

Eligibility

Part-time Faculty must work at the University a minimum of two consecutive Academic Years to be considered eligible to participate in the University’s Retirement Plan for Part-Time Faculty.

The University will contribute 10% of your base annual salary. You direct 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 (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) to the Tax Deferred Annuity (TDA) plan.

Please note: Unless you decline to be enrolled, all newly-hired part-time faculty shall be automatically enrolled in the TDA plan the first of the month following 30 days of employment. Contributions will be set at 3% of wages into a TIAA-CREF lifecycle fund based on your expected retirement date, assuming age 65.

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.

Please note that enrollment in either plan is only available at the beginning of each calendar year (i.e. January 1).

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 January 1 through December 31.

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.

If you leave The New School your participation in the FSA plan will terminate on your employment termination date and you will not be able to use your Benefits Card after that date.

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. Charges to park at a garage where you live are not covered under this plan

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.

If you leave The New School your participation in the QTE plan will terminate on your employment termination date and you will not be able to use your Benefits Card after that date.

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).

Part-Time Faculty members and their immediate family are eligible for a Tuition Waiver on the basis of one course for every course taught. Courses must be taken in the same academic year on a space available basis (excluding “income sharing” courses), or the next academic year, provided the part-time faculty member has not voluntarily or involuntarily left the University.

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.

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.

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. Proof of the spouse’s relationship must be established (i.e., marriage certificate)

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. A New School Certificate of Domestic Partnership along with supporting documentation must be submitted and approved before a domestic partner can receive this benefit.

If a natural or adopted child, or a stepchild up to age 24 enrolls in courses offered through an undergraduate degree program to which he/she has been admitted through the regular admission process, the employee is not subject to taxation on the benefits provided to the child. 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 must be submitted and approved before the child can receive this benefit.

If the child of a Qualified Domestic Partner enrolls in courses offered through an undergraduate degree program to which he/she has been admitted through the regular admission process, 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. A New School Certificate of Domestic Partnership along with supporting documentation must be submitted and approved, as well as proof of the child’s relationship to the Domestic Partner must be established. Documents such as a birth certificate, adoption certificate, and a copy of the latest signed tax return which show that the Qualified Domestic Partner has claimed the child as a dependent must be submitted and approved before the child can receive this benefit.

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 for work for more than 7 consecutive calendar days due to a medical condition including pregnancy, 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.

If you are found to eligible for benefits, your benefit amount is equal to the New York State Disability benefit amount: 50% of your weekly pay up to a maximum of $170 per week. Payments are sent to you directly from the Short-Term Disability Plan carrier. Benefits are payable to a maximum of 26 weeks as certified by your physician and subject to approval of the short-term disability carrier.

The employee’s health, dental, and flexible spending account 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, dental and flexible spending account benefits premium. Information on how and when to make payments will be provided to you.

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 Benefits at 212-229-5671 x3848.

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;

• Due to a qualifying exigency if the spouse, child, or parent of an employee is in the Armed Forces on active duty and deployed overseas.

• To care for a spouse, child, parent, or next of kin who is a covered service member (or in some cases a veteran of the Armed forces) undergoing medical treatment, recuperation, or therapy on an outpatient basis or is otherwise on the temporary disability retired list for a serious injury or illness. This leave can be taken for up to 26 work weeks and shall only be available during a single 12-month period.

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

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/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 employees who qualify for short term disability will receive pay in accordance with the terms of the plan.

The employee’s health, dental, and flexible spending account 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, dental and flexible spending account benefits premium. 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.

Childcare Leave

The University will not respond unreasonably to requests for unpaid leaves of absence of less than a full semester for the purpose of caring for a newborn or newly-adopted child, or for the care of a child with an emergency medical condition. The part-time faculty will provide his/her supervisor with as much notice as possible of such situations, and the supervisor will make reasonable attempts in such cases to accommodate requests for leaves of absence of less than a full semester. If the supervisor is unable to grant a request for leave for less than a full semester, the faculty member will receive authorization for a full semester of unpaid leave.

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.

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

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.

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.

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.

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

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 including an application can be found on their website at www.academicFCU.org.

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 31 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 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 election.

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