Benefits

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, 2015. 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 Division of Human Resources.

Health Insurance

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 certain Vision Care benefits. A separate Vision Plan is available through VSP at www.vsp.com. Prescription drug benefits are provided through Optum RX.

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 following pdf: Health Insurance Costs.

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.

Dental Insurance

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 (www.Aetna.com). This is a fully employee funded plan.

Cost is based on coverage selection. A schedule of premiums is available in the following pdf: Aetna Dental Plan Rates.

Flexible Spending Account Plan

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 tax through 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).

TransitChek

Stevens offers "TransitChek" for all employees that use public transportation. Effective January 1, 2014, employees may set aside up to $130.00 a month before taxes to purchase "TransitCheks" from Stevens. This benefit enables employees to use pre-tax income to pay for commuting. Upcoming changes to TransitCheks through WageWorks effective May 2015.

Group Life Insurance

Base Plan: All full-time eligible employees are insured in the amount of one times base annual salary 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 rounded to the next higher $1,000 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.

Long Term Disability

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 benfits 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.

Temporary Disability

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.

Statutory Benefits

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.

Retirement Program

TIAA-CREF

Full-time employees and certain part-time employees are eligible to contribute to a 403(b) Defined Contribution Retirement Plan. Please contact the Division 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.

Paid Absence/Leave Policy

Highlights:

Unpaid Absence Policy

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

Holidays

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.

Vacation

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.

Tuition Waiver

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 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.

Tuition Aid

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 a Tuition Exchange scholarship, the employee must complete a Tuition Exchange Form available in the Division of Human Resources. Upon receipt of a completed Tuition Exchange Form, the Division of Human Resources will update the Tuition Exchange site with the application information.
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.

Travel Insurance

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.

Deposit of Salary Checks

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.

Employee Assistance Program

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

Some other Privileges and Benefits

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.

ADP iPay Statements

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.

General Information

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.

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TIAA-CREF

PREGNANCY DISCRIMINATION ACT

OTHER LEAVE REQUIREMENTS UNDER FEDERAL LAW

NEW JERSEY LAW

FAMILY LEAVE

Permanent Part-Time Staff

Permanent Part-Time Staff

Certificate or Training Programs

Tuition Exchange Program

Who is eligible?

Where do I find a list of participating schools?

How do I apply for a Tuition Exchange Scholarship?

When should I apply for a Tuition Exchange scholarship?

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

What is covered under this program?

Are there any restrictions?

Tuition Aid for Dependent Children