Part-time Faculty

The university offers healthcare coverage and dental coverage with Aetna. Please review the Health and Dental Eligibility page for eligibility requirements.

The New School requires faculty and staff to provide proof-of-relationship documentation to establish a dependent’s eligibility for insurance coverage. This requirement ensures legal compliance and good governance and helps the university control healthcare costs. 

Covered employees can enroll the following eligible dependents by providing the indicated supporting documents:

• A spouse (a copy of a marriage certificate is required)
• A same or opposite-sex domestic partner (a copy of an approved Statement of Domestic Partnership is required)
• A child (or children) through the end of the year in which they turn 26* (a copy of a birth certificate that shows the names of both the parent and the child or legal documentation of adoption or court-ordered care by the employee is required)
• A dependent child (or children) who was found to have a disability before the attainment of age 19 (a copy of a birth certificate that shows the names of both the parent and the child or legal documentation of adoption or court-ordered care by the employee and documentation of disability status is required):

A child is defined as:

• Your biological child
• Your stepchild
• Your qualified domestic partner's child
• Your legally adopted child
• Your foster child, including any child placed with you for adoption
• Any child for whom you are responsible under court order

Eligible dependents can be enrolled only during your initial eligibility period or enrolled or dropped from coverage during the Annual Open Enrollment period each fall unless you and/or your dependent experience a Change in Status as defined by the Internal Revenue Code.

Domestic Partnership

A domestic partnership is defined as two individuals who live together in a long-term relationship of indefinite duration. There must be an exclusive mutual commitment similar to that of marriage, in which the partners agree to be financially responsible for each other's welfare and share financial obligations.

When Your Dependent Child(ren) Is No Longer Age-Eligible for Coverage

When your child is no longer age-eligible to continue coverage as a dependent on your New School medical, dental, or vision plan, coverage will terminate at the end of the month in which the child becomes ineligible. Your child may continue coverage through COBRA for up to 36 months by paying the full group rate, plus an additional 2 percent for administrative expenses. COBRA information will be sent by The New School's third-party COBRA administrator to the home address on file.

When Your Legal Spouse Is No Longer Eligible for Coverage
A divorced or legally separated spouse is no longer eligible for coverage under the New School medical, dental, or vision plan as of the date the divorce or separation is finalized. You must elect to terminate coverage within 31 days of the date of finalization of your divorce by declaring a qualifying life event in MyDay. Your ex-spouse may continue coverage through COBRA for up to 36 months by paying the full group rate, plus an additional 2 percent for administrative expenses. COBRA information will be sent by The New School's third-party COBRA administrator to the home address on file.

Once a child no longer meets eligibility requirements, you must notify the Benefits staff within 30 days, so that the child can be removed from your coverage and offered continuation coverage through COBRA.

Contributions
You and the university share in the 2025 cost of coverage. Rates are based on the number of courses you teach in an academic year. Please see below for the breakdown. You are responsible for paying your share of the premium. In order to enroll in a health and/or dental care plan, you must earn enough in wages to cover the annual cost of the plan(s) you elect. Contributions are withheld from your bi-weekly paychecks over the course of the academic year (September through June). If you do not receive a paycheck in any pay period during the academic year, the amount of contributions withheld from another paycheck (or paychecks) that you receive during the academic year will be increased so that your premium will be paid to the fullest extent feasible through deductions from your pay.

One-course-only contribution rates

Two-or-more-course contribution rates

Contributions for healthcare plan and dental care plan coverage for you, a spouse, or a dependent child (or children), if applicable, are deducted on a pre-tax basis from your paycheck. If you have enrolled a domestic partner, the portion of the contributions attributable to your coverage in the healthcare plan and dental care plan is deducted on a pre-tax basis. However, the portion of the contribution attributable to the domestic partner's coverage is withheld from each paycheck 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 (referred to as "imputed income"). Please refer to the 2025 imputed income chart for domestic partner coverage or the 2025 imputed income chart for children and domestic partner coverage for detailed taxation information. If you are teaching only one course, please refer to the following 2025 imputed income chart for domestic partners only or children and domestic partner coverage

What Is Imputed Income, and How Will It Affect My Pay?
Imputed income is the fair market value of the additional benefit coverage for domestic partners and their children and, under IRS regulations, is generally treated as taxable income to the employee. Please note the following:

• Taxes paid on imputed income are in addition to your monthly plan cost.
• The amount of imputed income depends on the plan in which you enroll and the level of coverage selected.
• Imputed income is taxable and will be added to your gross income each pay period for the purposes of calculating federal and state income taxes and for Social Security and Medicare taxes.
• Imputed income will be reported on your W-2.

If your entire share of the annual premium is not paid through payroll deductions from your paychecks, you will be required to pay on an after-tax basis (by personal check) for your coverage. If you do not pay your share of the premium, your coverage will be terminated retroactive to the last day of the month for which you paid your share of the premiums.

A part-time faculty member (other than part-time faculty teaching in the School of Jazz and Contemporary Music) may participate in the university's healthcare and dental care plans if he or 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 members must teach at the university for at least one academic year before becoming eligible for healthcare and/or dental care coverage. Therefore, newly hired part-time faculty members are not eligible for coverage during the first year of their employment with the university. Please review the Benefits Eligibility Criteria Checklist to determine whether you are eligible for healthcare and dental care coverage under The New School's plan. Part-time faculty members who teach at Mannes are subject to a different set of criteria. Mannes part-time faculty members should review the Mannes Part-Time Faculty Benefits Eligibility Criteria Checklist to determine whether they are eligible for healthcare and dental care coverage under The New School's plan.

Part-time classroom faculty who teach at the School of Jazz and Contemporary Music and who are members of Local 802, AFM, AFL-CIO, must meet the eligibility criteria outlined in the university's contract with Local 802, in conjunction with the Memorandum of Agreement. Review the Local 802 Jazz Benefits Eligibility Criteria Checklist. If eligible, they may participate in the university's healthcare and dental care plans or in the Musician's Local Health Benefit Plan, which is administered by Local 802. Note: Part-time classroom faculty at Jazz are not eligible for the healthcare flexible spending account. Part-time faculty members who teach at Jazz but who do not teach in the classroom and are not members of Local 802 are not eligible to participate in the university's healthcare and dental care plans. They are eligible for the benefits highlighted here.

The university offers two dental care plans with Aetna. Please review the Health and Dental Eligibility criteria for eligibility requirements.

Aetna Dental PPO Plan
The Aetna Dental PPO Plan gives you the flexibility to use providers who participate in the Aetna PPO or providers who do not participate in the Aetna Dental networks (out-of-network). To search for in-network providers, go to aetna.com. You must pay at point of service and file a claim form for any services provided by an out-of-network dentist.

You and your enrolled dependents (if any) are eligible for dental examination and basic cleaning twice a year (not to exceed once in every six-month period). There is no deductible charge for diagnostic and preventive services (e.g., 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 (this applies to both in- and out-of-network services). The maximum annual benefit per person is $1,750. For more information, refer to the Aetna Dental PPO Summary Plan Description, Schedule of Benefits, and Aetna Dental PPO Plan Summary.

You can contact Aetna at 877.238.6200 for more information.

Aetna (DHMO) Plan
The Aetna (DHMO) Plan offers in-network coverage only. You must select an in-network primary dentist when you enroll in the plan and obtain referrals from your primary dentist to see specialists. There is no plan deductible or maximum annual benefit on the DHMO plan. For more information on this plan, refer to the Aetna (DHMO) Information Summary and Benefit Description.

To search for in-network providers, go to aetna.com. You can change your designated primary dentist at any time by calling Aetna at 877.238.6200.

Aetna participants are automatically enrolled in the Aetna Vision Preferred Plan at no additional cost. You must be enrolled in the healthcare plan to receive vision care benefits there is no option to enroll separately. The plan allows you to receive routine vision services either from participating (in-network) vision providers or from providers who do not participate in the Aetna vision network (out-of-network). To search for in-network providers, go to aetnavision.com.

The Vision Care Plan covers an examination and new lenses (contact and glasses) every 12 months and new frames every 24 months. Review the Summary Plan Description and Schedule of Benefits for details. Call Aetna Vision Preferred Plan at 877.973.3238 for additional information.

Aetna has various tools and resources to help faculty and staff navigate their benefits.

Aetna Medical Concierge Customer Service: 833.770.1099
Aetna Dental Customer Service: 877.238.6200
Aetna Vision Customer Service: 877.973.3238
Aetna Website: aetna.com
New School Group Number: 170211
Aetna 24-Hour Nurse Line: 800.556.1555
Member ID Number: Will be shown on your ID card, but you can also use your Social Security number when first logging in to their website

Aetna Member Account and Mobile App
Use this step-by-step guide to register on the Aetna member website. You can view your benefits and coverage details specific to your plan, review and pay claims, estimate costs, search for providers, access your ID cards, and much more. Manage your benefits from your phone with the Aetna Health app.

Search Aetna Networks
Use the Aetna website to find a doctor, hospital, or healthcare provider in the Aetna network.

• Members enrolled in the New School's EPO Plan have access to the Aetna Select (Open Access) network.

Aetna Advocate
Call the New School concierge team at 833.770.1099 and request a case manager to receive assistance with:

• Learning about your coverage
• Finding healthcare solutions that fit your needs
• Understanding your diagnosis
• Finding and making an appointment to see the appropriate physician or hospital for an illness
• Planning for upcoming appointments

Infertility Services

Covered services include seeing a provider to diagnose and evaluate the underlying medical cause of infertility and to conduct surgery to treat the underlying medical cause of infertility. Examples are endometriosis and varicocele surgery.

Effective January 1, 2022, the New School Aetna policy changed from a $10,000 maximum benefit to three rounds of IVF. This change was made to opt in to the New York state mandate that requires all fully insured employer group plans to cover up to three cycles of IVF for people with a medical diagnosis of infertility. 

In addition, effective June 1, 2022, the Aetna plan was updated to waive the definition of fertility for same-sex couples who have undergone voluntary sterilization.

Requirements for infertility services are covered in Aetna's clinical policy bulletins.

Comprehensive services by an infertility specialist include ovulation induction cycles using medication to stimulate the ovaries, which may include the use of ultrasound and lab tests, and artificial insemination, which includes intrauterine (IUI) and intracervical (ICI) insemination.

• Understanding infertility
• Understanding Advanced Reproductive Technology

To learn about fertility services and ART, visit the Family Planning section. Aetna’s National Infertility Unit (NIU) is staffed by a dedicated team of registered nurses and infertility coordinators. They can help you with determining eligibility for benefits and precertification. You can call the NIU at 1.800.575.5999.

Aetna Enhanced Maternity Support
Visit the support center for resources to guide you through topics including family planning, pregnancy, and post-delivery. Enroll in the Maternity program to get personalized support throughout the stages of your pregnancy, along with postpartum resources once your baby is born. Nurses with maternity experience are available to answer questions and guide you through your unique maternity journey.

• Prenatal Preventive Care: Your preventive care benefit may cover some prenatal services with no cost sharing. Other services, such as ultrasounds, diagnostic labs, and treatment of complications, are not preventive, and your deductible or copay may apply. You can learn more here.
• Lactation and Breast Pumps: Covered services include assistance and training in breastfeeding and counseling services during pregnancy or after delivery. Coverage for the purchase of breast pump equipment is limited to one item. You can also read more about breast pumps here.

Gender-Affirming Care
The Aetna plan provides medically necessary gender-affirming services for eligible plan participants, including behavioral health coverage and gender-affirming surgery. The university prescription provider, Express Scripts, covers hormone therapy for transgender people when clinically appropriate. Requirements for gender-affirming surgery are covered in the Aetna clinical policy bulletins.

As of June 1, 2024, The New School’s Aetna medical plans will cover an expanded range of gender-affirming care services for all plan participants. The plans will now provide coverage for additional gender-affirming care procedures including:

• Voice modification surgeries and therapy
• Facial reconstructive procedures
• Tracheal shave or reduction
• Hair removal (electrolysis, laser treatment, etc.)
• Hair removal for reconstructive surgery 

Click here for more information on these expanded services.

Faculty and staff can visit the Transgender and Gender Diverse Support Center for helpful tools and resources. They can also contact the Aetna Transgender Dedicated Department for further assistance with any questions and to identify a single point of contact for their entire journey.

2025 Summary of Benefits and Coverage 

• EPO Plan Aetna Select (Open Access)

2025 Plan Design and Benefits

• EPO Plan Aetna Select (Open Access)

Additional Resources 

• Be Proactive About Your Health and Learn About Preventive Screening.
• Preventive Care Services are covered at no extra cost through your insurance plan when you see a physician or other provider in your plan’s network.
• MinuteClinic, located inside some CVS pharmacies, treats a variety of illnesses.

The university's Prescription Drug Program is administered by Express Scripts. Present your Express Scripts member ID card when filling a prescription at the pharmacy. The following co-payment amounts apply for a one-month (30-day) prescription at the retail pharmacy:

• $15 co-payment for tier 1 medications
• $50 co-payment for tier 2 medications
• $100 co-payment for tier 3 medications 

Log in at express-scripts.com or the mobile app using your user name and password. First-time visitors need to register, so have your member ID number or Social Security number handy.

Read our step-by-step instructions for registering and creating an ESI account. Once your account is created, you can check your order status, refill and renew prescriptions, and find your nearest preferred pharmacy. You can also view and print your Digital ID Card.

If you have not received your Express Script ID card, please present this letter to your pharmacist to accurately process your prescriptions.

The Express Scripts website can also be used to find out the price of a medication. Review the 2025 Express Scripts National Preferred Formulary.

This Prior Authorization Member Flyer provides information on what to do when a drug is not covered at the pharmacy.  

SaveOnSP

SaveOnSP helps participants save money on their specialty medications. Nearly 400 specialty medications are eligible for this plan benefit. If you’re filling an eligible medication, a representative from SaveOnSP will contact you to complete your copay assistance program’s enrollment process and arrange for the monitoring of your account. You’ll pay a reduced cost for your medication after enrolling and consenting to SaveOnSP monitoring your pharmacy account. If you choose not to participate in the plan benefit, you’ll pay a higher cost share when you fill your medication.

• Click here to learn more about enrollment or call 800.683.1074 to participate.
• View the 2025 Copay Assistance Benefit Drug List. 

Vaccinations

You can have vaccinations administered conveniently at your participating retail pharmacy through your prescription plan. 

• Log in at express-scripts.com and click Prescriptions, then Find a Pharmacy. Make sure the pharmacy you use is part of your participating pharmacy network. (If you’re a first-time visitor to our website, please take a moment to register using your member ID number.)

Stay on track with the help of the Express Scripts Mobile App. You can download it free from your mobile app store. From anywhere, anytime, you can check order status, refill and renew orders, locate a pharmacy and get directions, check drug interactions, set up medication alerts, access your virtual member ID card, and much more.

If you have questions about your prescription drug coverage or the mail order delivery program, call Express Scripts at 877.354.2007 or visit the Express Scripts website. This is a customized link specific to The New School that allows users to compare drug prices of different plans and find information about formulary coverage. 

The university provides reasonable accommodations in accordance with the Americans with Disabilities Act (ADA) for qualified faculty and staff who require accommodations to allow them to perform the essential functions of their jobs because of a disability or pregnancy, childbirth, or a related medical condition. 

Types of Accommodations
It’s important to note that having a medical condition alone is not enough to make an employee eligible for a particular accommodation. Once the Office of Human Resources is notified of a faculty or staff member’s request for an accommodation, we engage in a collaborative and interactive process with both the employee and the supervisor or department chair to determine what accommodations are reasonable considering the essential functions of the job, the employee’s needs, and the particular work environment. 

Examples of reasonable accommodations include but are not limited to:

• Modifications to a workstation, office, classroom, etc.
• Extra bathroom breaks or additional breaks to rest
• Time off for pregnancy-related appointments, recovery, etc.
• Modification of programs and activities to make them readily accessible to and usable by individuals with mobility or other disabilities 
• Modification of equipment or devices to allow people with disabilities to use them, such as providing amplification for a telephone
• Modification of work schedules 
• Restructuring job responsibilities or reallocating non-essential (marginal) job functions
• Providing printed materials in an alternative format that is accessible to individuals with visual impairments 

Process and Procedure
To begin the reasonable accommodation process, faculty and staff should contact the Office of Human Resources by email [email protected] and submit two forms:

• The Reasonable Accommodation Request Form, completed by the employee
• The Reasonable Accommodation Medical Authorization Form, completed by the employee's medical provider

The request forms and medical information provided will be treated as sensitive and confidential and will be shared only with those who need to know in order to provide the reasonable accommodation.

Interactive Process & Cooperative Dialogue
Upon receiving a request for accommodation, the New School Benefits team will engage with faculty and staff in what is known as the “interactive process and cooperative dialogue.” The purpose of the interactive process and cooperative dialogue is to enable the team to understand the needs of the faculty or staff member and, based on the circumstances, to identify any reasonable accommodations. If necessary, the Benefits team may consult with a supervisor or department chair as part of this process (disability will not be disclosed to the supervisor or department chair).

At the conclusion of the interactive process and cooperative dialogue and upon reaching a final determination, the Benefits team will provide the requestor with a written final determination identifying any accommodation granted or denied. A copy of the approved accommodation plan will also be provided to the employee’s supervisor or department chair. Faculty and staff or their supervisor or department chair can contact the Office of Human Resources at any time to request a revision to the accommodation plan to reflect changes in job description, medical condition, etc.  

Reasonable Accommodation Cost

The department is responsible for covering the costs related to the employee-approved accommodation. Any ergonomic-related costs are covered through Facilities. Please see below for more information on ergonomic requests.

Ergonomic Assessment
Ergonomic Assessment adjustments may or may not be part of a reasonable accommodation. Faculty and staff may request an ergonomic assessment regardless of disability. For ergonomic requests, faculty and staff should submit a note from their physician to [email protected]. The note must include diagnosis or symptoms and a request for equipment or evaluation. 

The university offers a Health Care Flexible Spending Account and a Dependent Care Flexible Spending Account, administered by EBPA. A flexible spending account (FSA) enables you to reduce your taxable income by setting aside pre-tax funds to pay for eligible healthcare and dependent care expenses. Part-time faculty teaching at the School of Jazz and Contemporary Music are not eligible for this benefit.

You can enroll in these accounts when you are newly benefits-eligible, during the university's annual open enrollment period, or if you have experienced a change in status as defined by the IRS (refer to Changing Your Elections for additional information). You can reach EBPA at 888.678.3457.

Health Care Flexible Spending Account
A Health Care Flexible Spending Account is used to pay for eligible non-reimbursed medical, dental, and vision care expenses that you and your eligible dependents incur.* Examples of these expenses are plan co-payments, plan deductibles, and prescription eyewear. For information on eligible healthcare FSA expenses, refer to the list of IRS-eligible expenses.

Employees enrolled in the High Deductible Health Plan with Health Savings Account cannot elect a Health Care Flexible Spending Account.

*According to IRS regulations, you cannot contribute to a healthcare FSA to pay for your domestic partner's healthcare expenses.

Dependent Care Flexible Spending Account
A Dependent Care Flexible Spending Account pays for incurred eligible child care expenses (up to attainment of age 13). It can also be used to pay for eligible adult dependent care expenses for any dependent living with you who is physically or mentally unable to take care of himself or herself and whom you claim as a dependent for tax purposes. Examples of eligible expenses include day care centers, in-home dependent care, nursery school, and adult day care 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. For information on eligible dependent care FSA expenses, refer to the list of IRS eligible expenses.

Nondiscrimination Requirements
To prevent the Dependent Care FSA from being characterized by the IRS as discriminatory in favor of highly compensated employees—and therefore no longer eligible for favorable tax treatment—the university may reject any elections or reduce contributions or benefits of the plan. This means your payroll deductions may be reduced or stopped, and/or your taxable income will be adjusted, as needed to satisfy the nondiscrimination requirements.

The Summary Plan Description provides additional information about the plan.

How the FSA Plan Works
You set aside money from each paycheck to be directed to a healthcare and/or dependent care FSA. The amount you choose to contribute depends on the expenses you expect to 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. Once enrolled, you will be issued a benefits card from EBPA with a MasterCard logo that can be used to pay for eligible expenses at the point of purchase. Once you enroll, you can view your account transactions by logging on to ebpabenefits.com. (Go to Sign In and use The New School as the Employer name. Click on Flexible Spending Accounts; then register or log in.)  You can also call EBPA's member services department at 888.678.3457. You can request an additional benefits card for your spouse (as defined by the IRS) by completing the Additional Benefits Card Request Form and submitting it directly to EBPA.

If you choose to contribute to the healthcare or dependent care FSA, annual minimum and maximum elections apply, as follows:

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

Submitting a Claim for Reimbursement
If you pay for FSA-eligible expenses out of pocket instead of using your benefits card, you should print and complete an FSA Health Care Claim Form and submit your completed reimbursement claim form and documentation of your out-of-pocket expense (e.g., an EOB from the health care or dental care carrier) electronically through EBPA's secure document submission portal, secure.ebpabenefits.com (select "Reimbursement Accounts"). You can also return your completed FSA Reimbursement Claim Form and documentation of your out-of-pocket expense (e.g., an EOB from the healthcare or dental care carrier) to the mailing address or fax number indicated on the form.

You have until March 31 of the following calendar year to file a claim for reimbursement.

Both accounts are governed by a "use it or lose it" policy. Amounts you have contributed in a calendar year but have not used by December 31 of the calendar year are forfeited. However, the IRS announced new healthcare flexible spending account rules that allow participants to roll over unused FSA funds from one year to the next, reducing the amount subject to this rule. The New School allows a rollover of up to $550 of unused healthcare FSA funds (not dependent care FSA funds, per the IRS) to be used by December 31 of the following calendar year. If you leave The New School, your participation in the FSA plan ends on your employment termination date. You will not be able to use your benefits card after that date.

To obtain forms and documents related to the FSA plan, visit the Benefits Forms and Documents section.

The New School currently offers one retirement plan, administered by TIAA. Once enrolled in the Tax Deferred Annuity plan, you can access your account online or call the TIAA Telephone Counseling Center at 800.842.2252 for account information. You can also meet with a TIAA consultant for an individual counseling session on campus by calling 800.732.8353 to schedule an appointment.

TIAA’s live webinars can help you stay on track for meeting your financial goals. Reserve your spot today at TIAA.org/webinars.

Tax-Deferred Annuity and Roth Plans—Employee Contributions
You are eligible to make voluntary contributions to The New School's Tax Deferred Annuity (TDA) and Roth plans beginning the first of the month following your hire date. You can make new TDA and Roth enrollments and changes to existing elections at any time through MyDay. Follow these instructions for making your change. Your enrollment or change will take effect in the pay period following the date you submit the benefit event through MyDay. 

A variety of investment choices are offered by TIAA. You can select investment options and name beneficiaries for this plan online directly with TIAA (click "Ready to Enroll"; then select "Tax-Deferred Annuity Plan"). If you do not make an investment choice, your contributions will be automatically invested in a qualified default investment alternative, which is a TIAA Lifecycle Fund, on the basis of your expected year of retirement, assuming age 65. Review the fact sheet for Lifecycle Funds and the investment performance and fee information. You can change your investment choices online with TIAA at any time by logging in to your account.

You can choose to contribute a percentage of your base annual salary or a flat dollar amount per paycheck. The maximum annual contribution as set by the IRS in 2025 is $23,500. Employees age 50 and older (and those who will attain age 50 by December 31) are eligible to contribute an additional $7,500 annually, as set by the IRS (referred to as the "Age 50+ Catch-Up"). If you have made or are making contributions to more than one employer's retirement plan, it is your responsibility to ensure that your total calendar year contributions do not exceed the maximum annual basic contribution amount and the Age 50+ Catch-Up contribution amount (if applicable).

Your election is a Salary Reduction Agreement and shall be legally binding and irrevocable with respect to amounts paid while the agreement is in effect. Generally, employees must pay Social Security and Medicare tax on 403(b) contributions that they make into their Tax Deferred Annuity and Roth Accounts. It is recommended that you consult a tax advisor before making your elections.

Please contact the Benefits Staff at [email protected] or call TIAA at 800.842.2252 for additional information.

Automatic Enrollment for Newly Eligible Employees
Unless you decline to participate or otherwise make a separate election, you will be enrolled automatically in the TDA plan at a 3 percent contribution rate on the date indicated in the enrollment notification email you will receive. If you are automatically enrolled and do not make an investment choice, contributions will be invested in a qualified default investment alternative (see information above). If you have been automatically enrolled and you subsequently decline the enrollment or make a new election, the change will take effect on the first of the month following your change request. If you decline the automatic enrollment, you can elect to contribute at any time through MyDay. Follow these instructions for making your change.

TIAA Self-Directed Brokerage Services Account
TIAA offers a Self-Directed Brokerage Services Account within your retirement plan, giving you an opportunity to allocate your retirement plan contributions among a variety of investment choices beyond the investments offered through The New School.

The university offers a Qualified Transportation Expense (QTE) Plan, administered by EBPA. The QTE Plan enables you to reduce your taxable income by setting aside pre-tax dollars to pay for eligible commuting expenses. You can enroll in the plan or make changes to your account through MyDay by following these instructions. Your enrollment or change will take effect in the pay period following the date you submit the benefit event through MyDay.

Once your EBPA account is established, you can access it online at ebpabenefits.com. (Go to Sign In; then use The New School as the Employer Name. Then go to Qualified Transportation and register or log in.)  You can also call EBPA at 888.678.3457. You can then view your account contributions, reimbursements, and account balance(s) at any time.

Types of Accounts
There are two types of accounts, mass transit accounts and parking accounts. Review the Qualified Transportation Expense Plan Summary for more information.

Mass Transit Account
Eligible expenses include commuting expenses incurred for travel to and from work by subway, train, bus, ferry, or van pool. Taxicab expenses are not eligible.

Parking Account
Eligible expenses include parking expenses incurred at a parking facility near your workplace or at a parking location from which you commute to work by mass transit or carpool.

How the QTE Account Works
You set aside money from each paycheck to be directed to a Mass Transit Account and/or Parking Account. The amount you contribute depends on the cost of your commute. The money set aside is deducted from your paycheck on a pre-tax basis. Funds become available for use as you make paycheck contributions. Once enrolled, you receive a benefits card with a MasterCard logo from EBPA, which you can use to pay for eligible mass transit and/or parking expenses at the point of purchase. In order to make a purchase using your card, you must have enough funds available in your account to cover the expense.

If you choose to contribute to a Mass Transit or Parking Account, monthly minimum and maximum elections apply, as follows:

In addition to making the pre-tax contribution to the Mass Transit and Parking accounts, you can elect to make post-tax contributions if your expenses exceed the maximum pre-tax allowable election. That way, your entire monthly commuting expense can be paid for 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.

Requesting a Reimbursement
If you pay for QTE-eligible expenses out of pocket instead of using your benefits card, you should print and complete a QTE Reimbursement Claim Form in the Benefits Forms and Documents section. You can submit your completed Reimbursement Claim Form and receipts electronically through EBPA's secure document submission portal, secure.ebpabenefits.com (select "Reimbursement Accounts"). You can also return your completed form and receipts to the mailing address or fax number indicated on the form. You have until March 31 of the following calendar year to request reimbursement.

If you leave The New School, your participation in the QTE Plan ends on your employment termination date. You will not be able to use your benefits card to pay for expenses after that date.

To obtain forms and documents related to the QTE Plan, go to the Benefits Forms and Documents section.

In order to support working parents, The New School will pilot a Child Care Assistance program in spring 2025. This new initiative is aimed at offsetting some of the financial burden of childcare costs, allowing parents to focus on their careers and education without compromising their children’s care. The program is available to all employees, including SENS-UAW Academic Student Workers. Employees must submit an application each semester by the stated deadline to be considered. Review the Child Care Assistance Stipend overview for more information, including deadlines and application links.

The New School provides a tuition waiver benefit for eligible part-time faculty whose employment is covered by a collective bargaining agreement with Local 7902, ACT-UAW, and Local 802, AMF. Eligible family members include the faculty member's spouse, same- or opposite-sex Qualified Domestic Partner, and dependent children. The tuition waiver benefit applies to tuition and mandatory fees. Please read the Tuition Waiver Plan for PT Faculty Members for detailed information and potential tax implications.

Applying for Tuition Waiver Benefits
A Tuition Waiver Request Form must be completed and submitted to Human Resources (along with the required supporting documentation if the tuition waiver request is for a dependent—refer to the plan policy) before registering for a course. Once the application is approved by Human Resources, the individual will receive an email regarding the registration process. Otherwise, the employee will be billed by the university for the tuition and mandatory fees.

Job-Related Graduate Education Certification Process
The New School provides employees who are using tuition exemption benefits with the opportunity to certify that their graduate-level education at the university is job-related in accordance with IRS tax regulation. That regulation allows the value of job-related graduate programs and courses to be eligible for federal tax exemption.

Procedure
The staff member applying for the graduate education benefit and their supervisor should follow the steps outlined in the Certification Policy to request the tax exemption. Below are the forms that must be completed by the employee and their supervisor. Please email [email protected] with any fringe related questions.

• Employee Form
• Supervisor Form

NYC Safe & Sick & Emergency Instance Leave
According to Article XX(A) of the collective bargaining agreement between ACT-UAW Local 7902, Article XXIX, of the AFL-CIO Local 802 collective bargaining agreement, and The New School, faculty members are entitled to take NYC Safe and Sick or Emergency Instance.

If an employee’s general health is causing frequent or regular absences, employees should be directed to contact Human Resources. Absences of three or more consecutive days should be reported to Human Resources and documentation will be requested. The existence of an illness or injury may support continued use of sick leave under short-term disability. 

Safe & Sick Leave & Emergency Instance Procedure

When safe or sick leave is foreseeable, faculty members must provide seven calendar days’ advance written notice of their intention to take safe or sick leave to their supervisor and to the Human Resources department.

If safe or sick leave is unforeseeable, faculty members shall provide written notice of the use of the leave to their supervisor and to the Human Resources department as soon as reasonably practicable. A faculty member’s failure to provide the required timely notice may result in a denial of the leave, unless unusual circumstances justify the failure to comply.

Where the need for Emergency Instance or Safe and Sick Time is foreseeable, faculty are required to alert their college through its notification process or an absence form along with their Absence Plan for plan approval and then record their Safe & Sick or Emergency Instance time off request in MyDay. 

Additional information regarding eligibility and accruals can be found by reviewing the university’s Sick Time policy. Instructions to complete the Safe & Sick and Emergency Instance request process can be found on the Part-Time Faculty Contract Implementation Hub website.

New York State Paid Family Leave
New York State’s Paid Family Leave (PFL) allows eligible employees to take up to 12 weeks of leave. General program information is available on the New York State Paid Family Leave website. The university will begin taking payroll deductions from faculty starting in March. The 2025 payroll contribution is 0.388 percent of an employee’s wages each pay period and is capped at an annual maximum of $354.53. This deduction may fluctuate from pay period to pay period, depending on gross wages.  The university will subsidize 50 percent of the faculty contribution rate. In addition, we will impute income for NYPFL employer-paid premiums and report the payment of such premiums on behalf of the faculty in Box 14 of the employee’s W-2 form.

Faculty will be able to take up to 12 weeks of job-protected paid family leave:

• To bond with a child during the first 12 months following the birth, adoption, or foster care placement of a child 
• To participate in providing care, including physical or psychological care, for a family member (child, spouse, domestic partner, parent, grandchild, grandparent, or parent of a spouse or domestic partner) with a serious health condition (defined at the end of this policy)
• For qualifying exigencies, as interpreted by the Family and Medical Leave Act (FMLA), arising out of the fact that a spouse, domestic partner, child, or parent is on active duty (or has been notified of an impending call or order to active duty) in the armed forces of the United States

Employees taking Paid Family Leave receive 67% of their average weekly wage, up to a cap of 67% of the current New York State Average Weekly Wage (NYSAWW). For 2025, the NYSAWW is $1,757.19, which means the maximum weekly benefit is $1,177.32.

Paid Family Leave wages are based on what you've earned eight weeks before applying for New York State Paid Family leave.

Please read the New York State Paid Family Leave Statement for more details.

Only those part-time faculty members who meet one of the following conditions may opt out of PFL:

• They work less than 20 hours per week and fewer than 175 days in a consecutive 52-week period.
• They work 20 or more hours a week but for fewer than 26 consecutive weeks in a 52-week period.

If you think you will meet one of these criteria, you may request to opt out. You will not be automatically excluded from the program. To request exclusion, you must submit the Employee Opt-Out of Paid Family Leave Benefits Form to the Human Resources Office for approval. The deductions will stop only after approval. 

PFL Claim Submission Procedure

• Faculty should provide at least 30 days’ advance notice if the reason for PFL is foreseeable—for example, an expected birth, placement for adoption or foster care, planned medical treatment for a serious health condition of a family member or covered service member, or known military exigency. If 30 days’ notice is not practicable, then notice must be given as soon as reasonably possible. Faculty must also advise the university as soon as possible when dates of a scheduled leave change, are extended, or were initially unknown.
• To initiate a PFL request, faculty should email [email protected]. In addition, faculty who wish to use PFL benefits must complete the appropriate Request for Paid Family Leave form and submit proof of claim documentation. Completed paperwork with applicable documentation will be submitted to the university's carrier, The Standard, for review and approval. Once approved, PFL wages will be paid by The Standard by check sent on a weekly basis to the mailing address listed on the form.

Along with submitting the Request for Paid Family Leave form, you must also alert your college through their notification process or absence form along with your Absence Plan for plan approval.

Employee Notice
If you have questions regarding the Emergency Instance, Safe and Sick Time, and Paid Family Leave procedures, please contact the Benefits team at [email protected].

Short-Term Disability
Short-term disability benefits provide wage replacement for up to 26 weeks if you are not able to work because of a qualified medical condition. If you are absent from work for more than seven consecutive calendar days due to a medical condition, including pregnancy, you may qualify for short-term disability benefits.

Benefits are payable to a maximum of 26 weeks as certified by your physician and subject to approval of the short-term disability carrier. If you are approved for short-term disability benefits, you are eligible to receive a wage replacement directly from the short-term disability carrier equal to the New York State Disability benefit of 50 percent of your weekly pay to a maximum of $170 per week. Your wage replacement shall not exceed your base rate of pay.

In order to be approved for short-term disability benefits by the carrier, you must have earned wages for eight weeks before incurring the disability.

For more information or to apply for short-term disability benefits, please contact the Benefits Department at [email protected].

Workers' Compensation Insurance
Workers' Compensation Insurance provides cash benefits and/or coverage for medical care 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 report forms 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.

Please refer to our Workers’ Compensation Notice for more information concerning your rights under Workers’ Compensation benefits.

The New School offers employees and their household members EAP and work–life benefits through Aetna Resources for Living. Inquiries and services are provided at no cost to you and are completely confidential.

Aetna Resources for Living
You are entitled to eight face-to-face counseling sessions per year per concern. Counseling sessions can be conducted in person or online with televideo. Aetna is prepared to help you on a wide range of concerns, including but not limited to:

• Emotional well-being
• Stress and anxiety management
• Relationship support
• Work and life balance
• Grief and loss
• Alcohol and substance abuse

In addition, you are entitled to a free 30-minute consultation for each new legal or financial issue. Topics include but are not limited to:

• Elder law and estate planning
• Family or domestic law
• Wills and other legal document preparation
• Budgeting
• Identity theft and fraud
• Retirement or other financial planning

Childcare

Call a work–life specialist for assistance with your childcare needs, including, but not limited to:

• Research to find care in your area that fits your needs

• Referrals to qualified caregivers

• Childcare financial assistance programs

• Adoption resources

Through Aetna, you have access to a full range of tools, self-assessments, and resources to help you with your day-to-day needs, including but not limited to:

• Childcare, parenting, and adoption
• Elder care
• Home repair and improvement assistance
• Special needs
• Pet care
• Live and recorded webinars

Please visit the Discount Center to get free access to local discounts through Aetna.

How to Access EAP Services
You can call 888.238.6232 anytime, 24 hours a day, seven days a week, or visit resourcesforliving.com (enter the username "newschool" and the password "eap").

Materials in Spanish

• The New School EAP Summary: "Ayuda en todo Momento"
• Legal Assistance: "Servicios Legales"
• Financial Assistance: "Servicios Financieros"

Qualified Transportation Expense and Tax-Deferred Annuity Plans
You can make changes to these plans once a month by initiating a benefits event in MyDay. Follow these instructions to make a Qualified Transportation Expense change and follow these instructions to make a change to your Tax Deferred Annuity election. Your change will take effect on the first of the month following the date of your MyDay change. For further assistance with MyDay, contact [email protected]. For any benefits assistance, contact Benefits Help at 212.229.5671 x4942 or visit Human Resources at 80 Fifth Avenue, 8th floor, New York City.

If you and/or your qualified dependent(s) lose eligibility under CHIP (Children's Health Insurance Program) or Medicaid or have been determined eligible for state premium assistance under either the CHIP or Medicaid programs, you and your qualified dependents have 60 days from the date coverage ends or the eligibility determination date to end coverage or enroll.

Healthcare, Dental Care, and Flexible Spending Accounts
Generally, you may only change your elections for these plans once a year, during the university's annual Open Enrollment period. However, you may change your elections during the calendar year if you have a change in status as defined by the Internal Revenue Code.

Change requests must be made no later than 31 days after the date of the status change as described below. Please refer to the MyDay Guide: Benefit Changes due to a Qualifying Life Event to initiate the correct benefit event. 

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, loss of eligibility of dependent according to the terms of the plan, loss of student status, marriage of dependent child.

Domestic Partner Status Change
Domestic partner gain or loss of other coverage, a newly established domestic partnership, termination of an existing domestic partnership.

Loss of Coverage
Employee or dependent loses other coverage.

Employment Status Change of Employee, Spouse, Domestic Partner, or Dependent Child
Commencement or termination of employment, commencement or return from an unpaid leave of absence, change in employment classification that affects the individual's eligibility under the plans, and change in worksite.

Judgments, Decrees, and Orders
You or another individual is required to provide health coverage for your dependent child(ren).

Other
Establishing a domestic partnership with a state or local municipality, or termination of a domestic partnership or change in residence of the employee, spouse, domestic partner, or dependent child(ren).

For Dependent Care FSA Only

• The provider of the dependent care changes or your cost for dependent care significantly increases or decreases.
• In the case of the birth of a child, the change becomes effective on the child's date of birth.  All other changes become effective the first of the month following the event.

If You and/or Your Dependent(s) Experience a Change in Status

• You must initiate a benefits event through MyDay by clicking on the benefits worklet. MyDay can be accessed through your apps locker on your New School homepage.
• You must attach documentation to your benefits event supporting the change in status, which clearly indicates the date the change is effective—for example, a letter from a spouse or domestic partner's employer indicating loss of coverage.
• You must attach a copy of supporting dependent documentation (if not already on file with Human Resources), such as a marriage certificate, a child's birth certificate, or the Statement of Domestic Partnership.

For assistance with MyDay, contact [email protected] or contact Benefits at 212.229.5671 x4942.

You can see information on your current benefit plan coverage, including your per-paycheck contributions and deductions, on MyDay. Click on the Benefits worklet (circle) on your homepage. Then, under View, click Benefit Elections. You can download or print your benefit elections for your records.