Stevens is committed to attracting and retaining top quality faculty and staff. It is in this spirit that the Institute offers a comprehensive array of employee benefits and services. While the programs are designed to enhance your financial security, quality of life, and well being, they also add significantly to your total compensation. Periodically, we re-examine the benefits, and there may be changes from time to time depending on the terms of the alternative benefit plans and on Stevens resources.
The information contained on this web page represents benefits in effect as of January 1, 2013. Benefits apply differently as noted to various employee groups, and there may be eligibility periods before benefits become effective. The purpose of this page is to provide you with general information about the various benefits of Stevens Institute of Technology. It should be understood that some details of explanations and exceptions have been omitted from the descriptions; thus, precise interpretations of coverage and policy should not be made from this web page. For more specific information on any of the following benefit plans please contact the Human Resources Office.
All full-time employees meeting eligibility requirements for coverage may select a health insurance option to meet their needs. The Horizon plan provides the advantages of in-network and out-of-network benefits in the Core and Plus plans, or in-network only benefits in the EPO plan. Included in the Horizon Plan are Vision Care benefits. Prescription drug benefits are provided through Medco .
Employees do contribute to a percentage of the premium cost for single and dependent coverage in both plans. The percentage of the premium cost is based on salary. A schedule of health care insurance premiums is available in the Human Resources Office.
Because of the significant costs involved and the major innovations occurring in the health care industry, Stevens has made changes in its health care plan several times in recent years and reserves the right to make additional changes as circumstances indicate.
All full time employees can also elect to participate in a Dental Maintenance Organization (DMO) or the (PPO) plan provided by Aetna Dental Plan of New Jersey. This is a fully employee funded plan.
Cost is based on coverage selection. A schedule of premiums is available in the Human Resources Office.
All full-time employees can participate in a Flexible Spending Account program which Stevens offers to help offset health care expenses and other eligible expenses our employees may incur. Non-reimbursed medical and dental expenses and dependent care costs can be paid before taxthrough a Flexible Spending Account which employees establish at the beginning of each calendar year. Unused amounts credited to your account at the end of the plan year will be forfeited. The plan is administered by Flexible Benefit Administrators (FBA).
Stevens offers "TransitChek" for all employees that use public transportation. Employees may set aside up to $245.00 a month ($2,940.00 per year) before taxes to purchase "TransitCheks" from Stevens. This benefit enables employees to use pre-tax income to pay for commuting.
Base Plan: All full-time eligible employees are insured in the amount of one times base annual salary rounded to the next higher $100 subject to a maximum of $50,000 of group life insurance at no cost to the employee. This may be converted to an individual policy upon termination of employment provided an application is made and the premium is paid within 31 days of termination. Post-doctoral researchers are not eligible for Group Life Insurance.
Optional Plan: All full-time employees are eligible to participate in group Optional Life insurance on a contributory basis. You may elect to become insured for up to five times your base annual salary subject to a maximum of $1,000,000 (may be subject to medical underwriting.) Rates for premiums are determined by an age schedule. A schedule of Optional Life Insurance Rates outlining these contributions is available in the Human Resources Office. This may also be converted to an individual policy upon termination of employment provided an application is made and the premium is paid within 31 days of termination.
All full-time employees are insured for group total disability benefits after one year of employment with no premium charge to the employee. The plan provides benefits on the first of the month following six consecutive months of temporary disability. The monthly income benefit is equal to 60% of your covered monthly salary as of the date the disability began, but not to exceed $8,000 monthly including any income from Social Security or Workers Compensation for yourself or your dependents.Long-term disability may be for permanent disability or for a shorter period.
Stevens has adopted a private group plan for temporary disability insurance benefits underwritten by Cigna. This insurance plan provides weekly wage benefits (not to exceed 26 weeks) for any one period of disability (maximum weekly benefit is determined by the State of New Jersey). You must be disabled for one week before benefit payments begin.New Jersey eligibility rules apply.
Medical leaves under the Family and Medical Leave Act (FMLA) run concurrently with absences due to temporary disability leave time. This applies even if the employee fails to apply for temporary disability leave time or if the temporary disability leave time is rejected.
Beginning with the first day of employment, you are enrolled and insured by Social Security, Worker's Compensation, and Unemployment insurance as mandated by federal and state laws.
Full-time employees and certain part-time employees are eligible to contribute to a 403(b) Defined Contribution Retirement Plan. Please contact the Office of Human Resources for enrollment information.
Stevens Institute of Technology will disburse all withholdings for TIAA-CREF contributions by the 10th business day of the month following the month of withholding. Stevens will also disburse the applicable Institute contribution by the 10th business day of the month following the corresponding month of employee withholding.
Annual: All full-time support staff employees with three (3) months or more of service shall be provided with a paid absence allowance of one (1) day for each month of service computed from the date of employment to a maximum of twelve(12) days per calendar year. Up to ten (10) days of the allowance are designated as sick days while the other two days may be used as personal days.
Accumulation: Unused sick days may be carried from year to year to provide protection from possible future long-term illness. Upon the accumulation of fifty (50) days of unused sick days in the employee's account, the employee may request in writing to the Human Resources Office by December 1, that the unused portion of the current years allowance (10 days per year) be paid in a lump sum payment. In general, unused allowances so accumulated beyond the current year's allowance are intended to be used for longer absence as distinguished from single day absence. Payment for absences is provided to support staff employees as "insurance" against wage loss during time of illness. Unused allowance will not be paid where employment is terminated for reasons of resignation, layoff or discharge.
All full-time faculty, senior administration, professional research and administrative/professional employees are eligible for medical leaves of absence with full base pay not to exceed twenty-six (26) weeks for any one period of disability. Stevens must be presented medical evidence that the employee is unable to perform duties for medical reasons. Temporary disability benefits to employees must be assigned to Stevens for the period in which the employee receives full salary payments.
Religious/Personal: Religious holidays and absences for personal reasons approved in advance by the Department Head shall be charged to the support staff member's paid absence allowance or vacation time.
Medical Statement: Stevens reserves the right to stop payment for the first day of absence if a pattern of excessive single day absences develops. It also reserves the right to request a medical statement attesting to an illness and the duration if the situation warrants such a request.
Death in the Family: In the event of a death in the immediate family of a regular full-time employee, payment will be made for lost days of work resulting from personal participation in the period of bereavement, prior to and including the day of the funeral, to a maximum of three (3) days. Immediate family is defined as spouse, children, parent, brothers, sisters, parents-in-law, grandparents, and grandchildren. Absences paid under this policy will not be charged to the allowance established under the basic paid absence policy.
Permanent Part-Time Staff: All permanent part-time support staff working 20 hours per week with (3) months or more of service shall be provided with a paid absence allowance of half day (1/2) for each month of service computed from the date of employment to a maximum of six (6) days per calendar year.
All full-time staff employees may request leaves of absence without
pay. Requests should be made in writing to the Office of Human Resources
and may be granted for personal or family reasons as mandated in the
State of New Jersey under the Family Leave Act.
Full-time faculty members should contact the Office of the Dean for leaves of absence policies and procedures information.
Stevens Institute of Technology follows the state and federal regulations regarding family and medical leave. Family and Medical Leave (FMLA) time runs concurrently with absences due to short-term disability leave time. This applies even if the employee fails to apply for temporary disability leave time or if the temporary disability leave time is rejected.
The Pregnancy Discrimination Act requires employers to provide leave for pregnant employees to the same extent that leave is available to other employees for disability or illness.
The Americans with Disabilities Act and the Federal Rehabilitation Act – plus state anti-discrimination laws – may require employers to grant unpaid sick leave to employees with disabilities as reasonable accommodations of the disabilities, unless doing so creates an undue hardship on an employer.
New Jersey’s Family Leave Act (Title 34, Ch.11B) applies to private employers employing 50 or more employees whether employed in New Jersey or not. Under the act, employers are required to allow leave because of the serious health condition of a child, spouse or parent, including parent-in-law or the birth or placement for adoption of a child that may commence any time within a year of the birth or placement for adoption, Employees are entitled to 12 weeks of leave in any 24 month period, as long as they provide ample notification to their employer and the employee makes a reasonable effort to schedule the leave as not to disrupt unduly the operations of the employer.
Employees may take family leave on a reduced-leave schedule for up to 24 consecutive weeks. If the leave is taken upon the birth or adoption of a healthy child, the employee must have an agreement with the employer. Employees must try to schedule reduced leave so as not to unduly interrupt the employer’s operations. Leave taken on a reduced leave schedule does not reduce an employee’s total amount of leave he or she is entitled to under the act.
Leave may be taken intermittently when necessary to aid a family member with a serious health condition. The total time within which an intermittent leave is taken may not exceed a 12 month period, if such leave is taken in connection with a single serious health condition. The employee must provide adequate notice to the employer, and try to schedule the leave so as not to disrupt unduly the employer’s operations.
Employees who take family leave under New Jersey law are entitled to be restored to their original position when their leave began or, if the position has been filled, to an equivalent position with like seniority status, employment benefits, pay and other terms and conditions of employment. Employees who would have been terminated because of layoffs had they not been on leave are not entitled to reinstatement but retain their rights under any applicable layoff and recall systems.
Employers may not retaliate against employees who exercise their right to take leave under New Jersey law.
Effective as of July 1, 2009, the state's law allows eligible employees up to 6 weeks of temporary disability benefits while on leave under either the federal or state leave acts to:
Source: New Jersey Federal Employer Law Manual
Stevens celebrates an average of 15 holidays each year, depending on both the academic and regular calendars which change each year. A schedule of those holidays observed is posted in all departments and is available in the Human Resources Office.
Permanent Part-Time Staff
Stevens celebrates an average of 15 holidays each year depending on both the academic and regular calendars which change each year. Permanent part-time support staff employees earn half of the holidays at their part-time rate. A schedule of those holidays observed is available in the Human Resources Office.
All full-time support staff employees earn vacation during the first fiscal year (July 1 to June 30) of their employment on a prorated basis up to a maximum of ten vacation days. After the first year, employees receive ten vacation days annually until the fifth employment anniversary date when vacation is increased to 15 days. Twenty vacation days are earned after ten years or more of employment, and 25 vacation days are earned after 25 or more years of continuous employment.
Senior administrative, professional research and administrative/professional employees may take vacation during their first fiscal year of employment on a prorated basis up to a maximum of 20 vacation days. Four weeks of annual leave with pay is accrued by employees with one or more years of service. Five weeks of annual leave with pay is accrued by employees after 25 or more years of continuous employment.The accrual is calculated on a monthly basis.
No vacation accrual will be paid for less than six months of employment. All current fiscal year vacation must be completed before June 30 of the following year.
Vacation time must be earned and cannot be borrowed.
Permanent Part-Time Staff
All permanent part-time support staff employees earn vacation during the first fiscal year (July 1 to June 30) of their employment on a prorated basis up to a maximum of ten vacation days at their part-time rate.
All full-time employees are currently eligible to enroll at Stevens for two courses (Graduate or Undergraduate) per semester at no cost providing you qualify and satisfy all requirements for admittance. The employee is responsible to pay any registration fees. You must submit your enrollment form to Human Resources for approval before submitting the form to the Registrar's Office. This procedure must be followed at the beginning of each term. This may be a taxable benefit under current IRS regulations.
The dependent child of a full-time Stevens employee is also eligible for a tuition scholarship at Stevens Institute of Technology provided they satisfy all requirements and are accepted for admittance. The student is required to pay for all other expenses. The employee must apply for this scholarship by completing an application in Human Resources for approval before the child begins matriculation as a student at Stevens. For graduate school enrollment the student must receive approval, on their enrollment form, from Human Resources at the time of registration. The spouse of a full-time Stevens employee is also eligible for a partial tuition waiver at Stevens Graduate or Undergraduate school. The spouse will be responsible for all fees and an additional charge per credit. The current charge is $75 per credit. The Financial Aid Office may require the employee apply for aid in addition to the Stevens tuition remission scholarship. Only the graduate school tuition waver is a taxable benefit under current IRS regulations.
All full-time employees with one or more years of service may qualify for tuition aid for two job-related educational courses per semester at an institution of higher learning. Currently the employee will be eligible to receive 50% of tuition costs upon successful completion of courses, and the remaining 50% of tuition costs upon graduation. This may be a taxable benefit under current IRS regulations. Approval of the employee's supervisor and Human Resources is required prior to enrollment.
Any certificate or training program which is job-related must also be approved by the employee's supervisor and Human Resources prior to enrollment. Courses which are not part of a degree program must be funded by the employee's department.
Stevens Institute of Technology is a member of the Tuition Exchange Program Partnership. The program operates on a balance of exported and imported students from other member institutions.
All full time employees who have completed three (3) years of full time continuous service by September 1 of the year their child will attend school as a first-year student, may apply to participate in the Tuition Exchange Program. The employee must remain employed by Stevens during the time a Tuition Exchange scholarship is being utilized.
The recipient of a tuition exchange scholarship (student) must be the employee's IRS dependent on his/her most recent income tax return at the time of application and must remain an IRS dependent in each year that he/she participates in the program.
The most recent list of participating schools is available from the Office of Human Resources. You may also go to the Tuition Exchange web site at www.tuitionexchange.org
You should be aware that on occasion some schools suspend awarding tuition exchange scholarships.
To apply for a Tuition Exchange scholarship, the employee must complete a Tuition Exchange enrollment application available in the Office of Human Resources. Upon receipt of a completed Tuition Exchange enrollment application, the Office of Human Resources will complete the Tuition Exchange and Scholarship application form (blue) and forward it to the host institution to which the student is applying. A Stevens Institute of Technology Tuition Exchange enrollment application must be completed for each institution to which the student is applying.
You should apply in the fall of the student's senior year of high school.
The Office of Human Resources will be notified by the various schools. Human Resources will notify the employee if an award has been granted and the value of that award. The Office of Human Resources will send a copy of the award to you.
The student must meet and maintain all the requirements of the host institution.
Stevens Institute of Technology reserves the right to limit exported students in the future as required by the Tuition Exchange Program, if exports exceed imports. The Institute reserves the right to suspend or terminate the program at any time, and to change the policies and/or procedures at any time.
Stevens Institute of Technology cannot guarantee your dependent will be accepted as a Tuition Exchange student by other participating schools.
Undergraduate tuition only. The maximum amount awarded under the Tuition Exchange Program for 2012-2013 is $31,000. If your dependent chooses a school with tuition exceeding this amount, and the school only awards the Tuition Exchange recommended amount, you will be responsible for the balance of the tuition. Room and board, books, fees and any other charges are not covered.
This program is limited to undergraduate tuition only. The student must attend school on a full-time basis, as determined by the hosting school.
All full-time faculty, senior administrative and professional research staff employees with three or more years of service, are currently eligible for a scholarship grant for eligible dependent children who are enrolled in an accredited institution of higher learning other than Stevens and pursuing a baccalaureate degree, in an amount not to exceed the regular tuition at such institution or $6,000 per semester, whichever is less (maximum eight semester payments) per eligible child. This is a non-taxable benefit to the employee under current IRS regulations.
Stevens provides coverage for employees traveling on Stevens business in the maximum amount of $250,000 in the event of death, dismemberment or loss of sight. The insurance policy provides that benefit payments will be made as follows: "Indemnity for loss of life of an insured is payable to the designated beneficiary of that employee, or if no such beneficiary has been designated, to the estate of said employee...". Beneficiary cards are available in the Human Resources Office.
Stevens provides direct deposit of paychecks. Direct Deposit offers key advantages to the employee. First, your pay is available for use immediately on payday. You do not have to wait for your check to clear through the banking system, a process that can take several days. Second, you do not have to make out a deposit slip and visit the bank (with its lines) or use the mail (with costs and delays). Third, loss and theft problems are eliminated. In order to avail yourself of Direct Deposit, you will need to provide the Human Resources with a voided personal check, and your bank must be a member of the Federal Wire Transfer System. Most banks are members because they accept direct deposit of social security payments through this system. Nevertheless, you should verify that your bank is a member.
Stevens offers support to all employees who have questions or need of counseling and help in overcoming personal problems. Contact the Human Resources Office for confidential information or confidential referrals to agencies or facilities which might provide the appropriate help.
All full-time Stevens employees are eligible to apply for certain insurance coverage of possible savings with the New Jersey Manufacturers Insurance Company (NJM). You must be either a resident of NJ or PA. NJM offers the standard Personal Automobile, Homeowners, Tenants, and Dwelling policies. NJM policies pay handsome dividends to its policy holders on expiration of their policies. For more information, you may call their toll-free Customer Service telephone center, 1-800-232-6600. Stevens group membership number is 45387.
Stevens maintains a United States Postal Office with full service available during regular business hours.
Stevens full-time faculty, senior administrative, professional research and administrative/professional employees are eligible for membership in the Faculty Club. Membership includes the use of the Club's quarters for personal dining and small private functions, as well as participation in the organization's social and educational programs. The annual dues are nominal.
All Stevens employees are eligible to participate in the "Employee Referral Bonus Award" program administered by the Human Resources Office. Further information on this program is available at your request in the Human Resources Office.
All Stevens employees have access to the recreational facilities, Stevens Library, and Campus Store. Contact the responsible departments for schedules and availability.
All full-time faculty and staff employees who wish to park a vehicle on campus will be required to purchase a parking decal. Further information regarding eligibility, parking decal fee schedule based on salary, and parking regulations can be obtained from the Security Office which is located in the Gatehouse. Stevens will not be responsible for any damages to cars that are parked in the campus parking lots. The Campus Police site: http://www.stevens.edu/sit/police/index.cfm
Stevens Community Social Activities: A notice of topics and events of interest to the Stevens Community is distributed on a regular basis. Sporting events, picnics, dances and cultural events are a few of the activities which bring segments of the Stevens Community together. Your participation is invited.
We are pleased to announce for all employees ADP iPay Statements, an on demand, secure viewing tool for earnings statements and W2s.
Through ADP, our payroll provider, we are able to offer you access to your earnings statements and W2 forms 24 hours per day, 7 days a week. Additionally, you can make changes to your federal W-4. Simply type in your changes, print the form, sign it and forward the completed form to the Payroll Department. At this time, state withholding changes are not available online.
Go to https://portal.adp.com.
Click on First Time Users Register Here (See screen shot below)
Click on the register now button.
Step 3 You will be prompted for a registration Pass Code which is StevensNJ-ESS.
The passcode is not case sensitive.
You will be required to input your first name, last name, social security number (SSN) and full date of birth. Press next
Once you have authenticated, the system will prompt you for your email address. This email address will be used for all notifications generated by Self Service. Press next
The system will now prompt you for security information. This information will be used in the event that you have forgotten either your UserID or password. Be aware security information is case sensitive. Press next
The system will now prompt you to enter a password. Press next
A confirmation screen will display indicating that you have successfully registered for Self Service and a confirmation email will be generated to you.
Please save your personal UserID which is displayed both on the confirmation screen and in the confirmation email. The UserID will be used for your access to Self Service.
Once you receive the e-mail, which should take only a few minutes, you can proceed to step 9
Go to https://portal.adp.com.
To Display the Form W2 Wage and Tax Statements click on Annual Statements. There you can select the year for the FormW2 you wish to view.
Click Log Off in the upper right hand corner when you are done and wish to leave the site. There is one language option other than English, which is Spanish. Click on the drop down by language for that option.
Direct any questions to Payroll@stevens.edu or 201-216-5150.
Stevens Institute of Technology is an independent college dedicated to education and research. Stevens is located on a 55-acre park-like residential campus on the west bank of the Hudson River in Hoboken, NJ. Hoboken has direct rail, ferry, and roadway (tunnel) connections to mid-town Manhattan and the financial district.
Stevens' undergraduate enrollment is approximately 2,375 men and women: graduate enrollment is nearly 3,700. Approximately 14,000 Stevens alumni hold leadership positions in a broad spectrum of professions throughout the world.
All employees must present proof of eligibility for employment in the United States by having an I-9 form completed and verified at the time employment begins. The Stevens Invention and Patent Agreement and the Stevens Copyright Agreement may also be required as a condition of employment.
Definitive information on all of the above programs is available in the respective plan documents and policy certificates. It is these plan documents and policy certificates, not this page, which determine the benefits being provided. Questions concerning any aspect of the Stevens' Benefit Programs should be referred to the Office of Human Resources. As indicated earlier, the benefit plans may change from time to time.
Stevens is an Equal Employment Opportunity/Affirmative Action employer.