Additional Benefits

Among the things that make Stevens a great place to work is the university's commitment to providing a fair and competitive staff total rewards program to support the universities mission to foster a culture of "excellence in all we do" and to attract, retain and reward outstanding staff who add to the intellectual vibrancy of our campus and help to propel the university to higher levels of achievement.

Your benefits are one aspect of that program and Stevens provide one of the most comprehensive benefits programs in higher education. This program includes:

Health, Dental and Vision Insurance
Flexible Spending Accounts
Life Insurance
Disability Insurance
Retirement
Vacation and Holiday Pay
Leave Programs
Professional Development
Employee Tuition Assistance Programs
Family Member Tuition Assistance Programs

As an eligible employee you may enroll for certain benefits as of your date of hire; other benefits such as medical, dental and vision are effective on the 1^st day of the month following date of hire if you enroll in a timely manner.

Stevens offers a wide range of benefit options to help you meet your changing benefit needs, and we are committed to providing you with great products that are among the best available in our market.

The information contained on this benefits sites is in effect as of January 1, 2018. 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.

If you have any questions about your coverage options or have specific benefit questions, please contact Stevens Human Resources at 201-216-5122.

PLAN YEAR

The plan year for Steven's benefits programs begin on January 1st and ends on December 31st.

ELEGIBILITY

If you are a full-time employee and you are regularly scheduled to work at least 30 hours per week, you are eligible for Stevens' benefits as your "Entry Date". Your Entry Date is based both on the type of benefit and your job classification as follows:

BENEFIT	FACULTY AND KEY STAFF	ALL OTHER STAFF
Medical, Dental, and Flexible Spending Accounts	1st day of the month coincident with or next following your date of hire as an eligible employee.	1st day of the month coincident with or next following your date of hire as an eligible employee.
Life	Date of Hire.	Date of Hire.
Long Term Disability	1st day of the month following 12 months of continuous employment.	1st day of the month following 12 months of continuous employment.
Business Travel Accident for salaried employees only	Date of Hire.	Date of Hire.

DEPENDENT ELIGIBILITY

Employees who are eligible to participate in Stevens’ benefit programs may also enroll their eligible dependents. For the purpose of our benefit plans, your dependents are defined as follows:

Your legal spouse
Your children to the end of the calender year in which they reach age 26
Your unmarried children of any age who are mentally or physically disabled and totally dependent upon you for support (proof of condition and dependence must be submitted)

CHANGING YOUR BENEFITS

Per Internal Revenue Service (IRS) rules, employees may only enroll in pre-tax benefit plans once per year. As such, your benefit choices for medical/prescription drugs, dental, vision, and life insurance, as well as your contributions for flexible spending accounts, are generally binding through December 31st. However, the following qualifying life events are special circumstances that enable you to change your benefits during the plan year.

Marriage	Death of dependent
Birth, adoption or placement for adoption of an eligible child	Loss of dependent status
Divorce, legal separation of annulment of marriage	Employer-directed transfers to facilities out of the benefits network
Loss of dependent's job of change in work status (when coverage is maintained through dependent's plan)	Becoming eligible for Medicare or Medicaid during plan year
A significant change in your or your dependent's health coverage due to your dependent's employment	Receiving a Qualified Medical Child Support Order

31 DAYS

For any qualifying life events, you must inform Human Resources within 31 calendar days (60 calendar days for changes related to Medicaid or CHIP eligibility) and provide proof of the event. Benefit changes that are requested due to a “change of mind” are not allowed until the next annual enrollment period.

PLAN OPTIONS

Stevens offers three medical plan options through Horizon Blue Cross Blue Shield of New Jersey. All three plans cover preventive care at 100% and include prescription drug coverage through a program administered by OptumRx. Within each plan, you maximize coverage when you access care from providers who participate in the Horizon BCBS network. You may enroll in the plan that best meets your needs or you may choose to waive medical benefits.

CORE AND PLUS PPO PLANS

The Core and Plus Direct Access/PPO Plans give the employee the freedom to visit any provider of their choice without obtaining a referral. The employee will maximize their benefit by receiving care from providers in the Horizon BCBS networks. Coverage levels are different for out-of-network providers and will result in additional out-of-pocket costs.

In-network benefits are the same under each plan, however, the Plus Plan offers higher out-of-network coverage. Your paycheck contributions are highest for the Plus Plan.

EPO PLAN

The Advantage EPO covers eligible expenses rendered by providers in Horizon’s Managed Care network. When you utilize participating providers, you generally only pay your copayment and any applicable in-network coinsurance or deductible. No benefits are available out-of-network, except in emergency situations.

The ADVANTAGE EPO plan requires the lowest employee paycheck deductions.

PLAN OPTIONS	CORE PLAN	CORE PLAN	PLUS PLAN	PLUS PLAN	EPO PLAN
MEDICAL COVERAGE	IN-NETWORK	OUT-OF-NETWORK	IN-NETWORK	OUT-OF-NETWORK	IN-NETWORK ONLY
Annual Deductible Single Family	$500 Two deductibles per family	$1,000 Two deductibles per family	$250 Two deductibles per family	$500 Two deductibles per family	$1,000 Two deductibles per family
Coinsurance	100%	70%	100%	80%	100 / 80%
Out of Pocket Maximum, Individual / Family	$2,000 / $4,000	$4,000 / $8,000	$2,000 / $4,000	$2,500 / $5,000	$3,500 / $7,000
Office Visit: Primary Care Physician	100% after $25 copay	70% after deductible	100% after $20 copay	80% after deductible	100% after 20% copay
Ofice Visit: Specialist	100% after $50 copay	70% after deductible	100% after $40 copay	80% copay after deductible	100% after $40 copay
Emergency Room	100% after $100 facility copayment	100% after $100 facility copayment	100% after $100 facility copayment	100% after $100 facility copayment	80% after $100 facility copay

OptumRX

PRESCRIPTION DRUG	GENERIC / PREFERRED BRANDS / NON-PREFERRED BRANDS
Retail (30-day supply)	$10 / $25 / $40
Mail Order (90-day supply)	$20 / $50 / $80
Specialty	$10 / $25 / $40

HORIZON - direct link to Horizon site

DENTAL PLAN

Good dental health is important to your overall well-being. At the same time, we all need different levels of dental treatment. It is for this reason that Stevens offers two dental plans through Aetna. These plans offer a wide range of dental benefits, from routine preventive and basic care to major services and orthodontia. The PPO dental plan allows you to use any dental provider, however you will receive greater benefits (less out-of-pocket costs) when a participating dentist performs covered dental services. The DMO plan requires that you visit participating DMO providers in order to be covered. Dental benefits are provided to eligible dependents up to age 26.

PPO PLAN

Through this PPO plan, you have the freedom to visit any dentist of your choice; however, if you choose to use a provider that is not a part of the Aetna network you will likely pay more for covered services. You may also be “balance billed” for any amounts between Aetna’s payment and what the dentist charges for services.

DMO PLAN

The Aetna DMO Plan provides benefits when a participating dentist performs covered dental services. Members are required to select a Primary Care Dentist (PCD) from the Aetna network of participating dentists. This plan provides coverage for Preventive/ Diagnostic Services, Basic Services, Major Services and Orthodontia based on Aetna’s contracted rates for participating DMO network dentists. However, this plan does not include coverage for care and services obtained outside of the Aetna network.

DENTAL HIGHLIGHTS	PPO PLAN	PPO PLAN	DMO PLAN
	PARTICIPATING	NON-PARTICIPATING	PARTICIPATING
Annual Deductible Individual Family	$50 $150	$50 $150	No Deductible $5 Office visit Copay
Annual Maximum Benefit	$1,500	$1,100	No Annual Maximum
Preventative Services	100%	100%	no charge
Bacic Services	80%	80%	Copay apply (refer to the Aetna DMO Benefits Summary for applicable copays)
Orhodontia	Not Covered	Not Covered	$30 Exam copay $1,845 Treatment copay

Aetna - direct link to Aetna site

VISION PLAN

Stevens provides employees with an opportunity to enroll in VSP Vision Care, one of the nation’s largest providers of eye care coverage. VSP’s network consists of private practice doctors as well as certain retail chain locations.

VSP provides you with access to affordable, quality vision care coverage and allows you to receive a complete eye examination and materials (if needed). You can choose to receive care from a participating doctor (in-network) or from any non-participating doctor of your choosing (out-of-network). Dollar for dollar, you get the best value from your vision benefit when you visit a participating doctor. If you decide to see a non-participating doctor, you will receive a lesser benefit and typically pay more out-of-pocket. Before visiting a provider that is not part of the VSP network, call VSP at 1-800-877-7195.

Log in to www.vsp.com to view your benefits, find a VSP provider, or obtain additional information regarding lens and eyewear options and more.

This benefit is 100% employee-paid.

VSP

VISION HIGHLIGHTS	IN-NETWORK	OUT-OF-NETWORK
Frequency of Services* Examination Lenses Frames	Every calendar Year Every calendar year Every other calendar year	Every calendar Year Every calendar year Every other calendar year
Examination	$10 copay	Up to $45 allowance
Prescription Glasses	$25 copay	Up to $70 allowance
Lenses Single Vision Bifocal Trifocal	Included in Prescription Glasses	Up to $30 allowance Up to $50 allowance Up to $65 allowance
Frames	Included in Prescription Glasses	Up to $150 allowance
Contact Lenses $150 allowance for contacts, copay does not apply	up to $150 allowance	Up to $105 allowance

VSP - Direct link to VSP

Stevens allows employees to redirect a portion of their pay, through pre-tax payroll deductions, into flexible spending accounts (FSAs). Your FSA benefits are administered by Flexible Benefit Administrators, Inc. The money that goes into your FSA is deducted from your pay before taxes are calculated. There are two types of FSAs available.

HEALTH CARE FSA

You may deposit up to $2,650 into a Health Care FSA. This type of FSA allows you to save money on a pre-tax basis for any IRS allowed health expenses (medical, dental and vision) not covered by insurance. Examples of eligible expenses for you, your spouse and your tax dependent children include:

Deductibles

Copays

Coinsurance

Dental Care /Orthodontics

Eye Glasses / Contact Lenses

Prescribed Over-the-Counter Medications

Hearing Exams / Hearing Aids

HEATH CARE FSA NOTE

Health Care FSA contributions not used for expenses incurred between January 1, 2018 and March 15, 2019 will be forfeited. No rollover is permitted.

You have until April 30th to file a claim.

DEPENDENT CARE FSA

You may deposit up to $5,000 ($2,500 if you are married and file your taxes separately) into a Dependent Care FSA. This type of FSA allows you to save money on a pre-tax basis for day care expenses for your child, disabled parent or spouse. Examples of eligible expenses include:

Payments to Day Care Centers

After-School Care

Summer Day Camp

Preschool Costs (up to, but not including, kindergarten)

DEPENDENT CARE FSA NOTE:

Dependent Care FSA contributions not used for expenses incurred between January 1, 2018 and March 15, 2019 will be forfeited. No rollover is permitted.

You have until April 30th to file a claim.
Flex Admin - direct link to Flex Admin

Life insurance is an important part of your financial security, especially if others depend on you for support. That’s why Stevens provides you with basic life coverage at no cost to you. You also have the option of purchasing supplemental life insurance.

BASIC LIFE INSURANCE

As an eligible employee, Stevens provides you with company paid basic life insurance in an amount that equals one times (1x) your annual earnings up to a maximum of $50,000.

SUPPLEMENTAL LIFE INSURANCE

If you need additional protection beyond the basic life insurance provided to you, you may purchase supplemental life for yourself. If you elect these coverages, you will be responsible for paying 100% of the cost and will have deductions taken from your paycheck in after-tax dollars. You will not be subject to imputed income and the benefit is tax-free. Premiums for employee coverage is age rated and is determined based on your age as of December 31st of the current year. For example, your 2018 rate will be based on your age as of December 31, 2018.

	COVERAGE AMOUNT	BENEFIT MAXIMUM	GUARANTEED ISSUE*
BASIC LIFE / AD&D INSURANCE	ONE TIMES (1x) ANNUAL EARNINGS	$50,000	$100,000 (COMBINED WITH SUPPLEMENTAL AMOUNT)
Supplemental Life Insurance
Employee	1,2,3,4 or 5x annual earnings	$1,000,000 (combined with basic amount)	$100,000 (combined with basic amount)

*If enrolling when initially eligible for benefits, you are automatically approved up to the guaranteed issue amount without being subject to Evidence of Insurability (EOI). Any employee amount elected over the guaranteed issue amount or outside the initial eligibility period is subject to EOI.

Cigna - direct link to Cigna

The disability benefits provided by Stevens help provide financial protection if you become disabled and cannot work. Both short-term and long-term disability benefits are provide at no cost to you. These disability benefits also work with other sources of coverage to replace a certain percentage of your earnings.

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

SAMPLE STD BENEFIT CALCULATION

Gross Weekly Income $500

Benefit Amount 66.67%

Weekly STD Benefit $333

Cigna - direct link to Cigna
The disability benefits provided by Stevens help provide financial protection if you become disabled and cannot work. Both short-term and long-term disability benefits are provide at no cost to you. These disability benefits also work with other sources of coverage to replace a certain percentage of your earnings.

All full-time employees are insured for group total disability benefits after one year of employment with no premium charge to the employee. The Cigna 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.

SAMPLE LTD BENEFIT CALCULATION

Gross Monthly Income $2,000

Benefit Amount 60%

Monthly LTD Benefit $1,200

Cigna - direct link to Cigna
Stevens offers “TransitCheck” for all employees that use public transportation. This benefit enables employees to use pre-tax income to pay for commuting or parking costs related to commuting.

This program is administered by WageWorks.

Mass Transit Commuter Costs - up to $265 per month

Parking Costs (park & ride sites) - up to $265 per month

Premium withheld on pre-tax basis and after tax basis

Continuous Enrollment Cycles - enroll by the 10th of the month for effective date of the 1st of the following month

Log on to: https://www.wageworks.com/mycommute or call 1-877-924-3967
Wage Works - direct link to Wage Works
Stevens realizes the importance of saving towards retirement and has established both a 403(b) plan and a pension plan to assist you in meeting your long-term financial goals.

For more information regarding Stevens retirement plans, investment fund options, fund performance and prospectus information, please visit www.tiaa.org/Stevens.

403(B) ELIGIBILITY

All employees are eligible to contribute to the 403(b) plan from their date of hire.

403(B) EMPLOYEE CONTRIBUTIONS

Through automatic payroll deductions, you may contribute a percentage of your eligible pay on a pre-tax basis up to the lesser of the annual IRS benefit maximum or 100% of compensation (some restrictions apply for highly compensated employees). You may invest your contributions and Stevens matching contributions in a variety of investments. Participants age 50 or older may also make additional catch-up contributions, subject to IRS regulations.

Please note that you may stop your contributions to the 403(b) plan at any time. If you wish to change your contribution amount or resume participation, you may do so at any time.

403(B) EMPLOYER MATCH

Faculty, Exempt Staff or Campus Police Employees: If you make elective deferrals of at least 5% of your eligible earnings the University will make a matching contribution from 6% - 10% depending on your age as of July 1st.

For non-exempt employees, Stevens provides a fixed contribution equal to 2% of your eligible earnings. If you choose to make an elective deferral of 1%, a 3% University match will be made.

Union Employees: A University fixed contribution equal to 2% of your eligible earnings will be remitted to TIAA on your behalf. If you choose to make elective deferrals of 1%, a 3% University match will be made. If you elect to defer 4% - 10%, a University match in the amount equal to your deferral will be made (maximum 10%).

Frequently Asked Questions (FAQs) for Faculty Summer Pay 403(b) Eligibility
TIAA - direct link to TIAA
Highlights:

Sick Leave

Temporary ("Short Term") Disability Leave

Personal Days

Maternity / Paternity Leave

Bereavement Leave

NJ Sick Leave
All full-time staff employees may request leaves of absence without pay. Requests should be made in writing to the Division 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.

PREGNANCY DISCRIMINATION ACT

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.

OTHER LEAVE REQUIREMENTS UNDER FEDERAL LAW

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 LAW

FAMILY LEAVE

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:

Bond with a newborn child during the first 12 months after the child's birth. (You, your domestic partner, or your civil union partner must be the biological parent of the child.)

Bond with an adopted child during the first 12 months after the child's placement.

Care for a family member with a serious health condition. (A health care provider must certify the condition.)

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.

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.
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 will be responsible for the additional 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 spouse of a full-time Stevens employee is also eligible for a partial tuition waiver for two courses per semester at Stevens Graduate or Undergraduate school. The spouse will be responsible for all fees and the current charge per credit (currently $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.

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.
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.

Certificate or Training Programs

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.

Tuition Exchange Program

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.

Who is eligible?

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.

Where do I find a list of participating schools?

The most recent list of participating schools is available from the Division 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.

How do I apply for a Tuition Exchange Scholarship?

To apply for the Tuition Exchange Program, go to https://www.tuitionexchange.org/ under “families” click on the online application to apply. An application should be completed for each individual school of interest.

When should I apply for a Tuition Exchange scholarship?

You should apply in the fall of the student's senior year of high school.

How will I know if my dependent has been selected to receive a Tuition Exchange Scholarship from the schools he/she applied to?

The employee will be notified of the decision by the various schools.

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.

What is covered under this program?

Undergraduate tuition only. The maximum amount awarded under the Tuition Exchange Program for 2016-2017 is $34,000. 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.

Are there any restrictions?

This program is limited to undergraduate tuition only. The student must attend school on a full-time basis, as determined by the hosting school.

Tuition Aid for Dependent Children

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...". Information and the Travel and Medical Assistance Provider card is available for Stevens employees only.
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. To sign up for direct deposit, please access Payment Elections tab under the Pay Worklet from your Workday home page.
Stevens offers support to all employees who have questions or need of counseling and help in overcoming personal problems. The Employee Assistance Program (EAP) services are offered through CIGNA; many services are available 24 hours a day, 7 days a week. You can speak with a licensed clinician and/or arrange for up to three face-to-face sessions with local counselors. In addition, CIGNA’s EAP website and toll-free number gives you access to research issues on your own. Additional information about the EAP is available at www.cignabehavioral.com/cgi or Toll-free Number 1-800-538-3543
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.

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.

Access to ADP iPay Statements can be found online.
Stevens Institute of Technology is an Equal Opportunity Employer. Accordingly, Stevens adheres to an employment policy that prohibits discriminatory practices or harassment against applicants or employees based on legally impermissible factor(s) including, but not necessarily limited to, race, color, religion, creed, sex, national origin, nationality, citizenship status, age, ancestry, marital or domestic partnership or civil union status, familial status, affectional or sexual orientation, gender identity or expression, atypical cellular or blood trait, genetic information, pregnancy or pregnancy-related medical conditions, disability, or any protected military or veteran status.

Stevens is building a diverse faculty, staff and student body and strongly encourages applications from female and minority candidates as well as veterans and individuals with disabilities. Stevens is a federal contractor under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and the Rehabilitation Act of 1973, as well as other federal statutes.

Questions about job listings may be directed to the Division of Human Resources, 201-216-5122.

Gross Weekly Income	$500
Benefit Amount	66.67%
Weekly STD Benefit	$333

Gross Monthly Income	$2,000
Benefit Amount	60%
Monthly LTD Benefit	$1,200

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