Benefits

Newly-hired employees' medical, dental, and vision benefits will start on the first of the month after date of hire. All other benefits are available upon your start date. 

Medical Insurance

All medical insurance benefits are provided through Blue Cross Blue Shield of Massachusetts. You have two options for health insurance:

HMO Value Plus—An HMO plan that requires you to use an in-network provider. You must choose a primary care physician (PCP) and obtain referrals for specialty care.

• No deductible or co-insurance is required.
• Most services require a copayment at time of visit.
• Annual routine exams are paid at no cost to you.

PPO Saver 3000—A PPO plan that offers in and out-of-network coverage. You must also pay a deductible before the plan pays for most services. If you choose to go out-of-network, you pay additional out of pocket costs.

• An annual deductible of $3,000 for an individual or $6,000 for a family applies.
• The college contributes $1,500/$3,000 per year to your Health Savings Account.
• Most services are subject to deductible.
• Annual routine exams are paid at no cost to you.
• Out-of-network coverage has co-insurance and deductibles.

Pharmacy Benefit Services (For both HMO Value Plus & PPO Saver 3000)

• Tiered copayments for prescription drugs. Deductible also applies for the PPO plan.
• Coverage is available for a wide variety of medications, with many low-cost generics.
• Access to thousands of retail pharmacies.
• You may receive a three-month supply of maintenance prescriptions for just one copay.

Dental Plan

Dental insurance benefits are provided through Blue Cross Blue Shield of Massachusetts. It is a preferred provider organization (PPO) dental plan with access to an extensive regional network with thousands of participating dentists.

• No deductible for preventive/diagnostic care which includes cleanings, sealants, space maintainers, and x-rays.
• Calendar year maximum benefit is $1,750 per member.

Vision Plan

Vision Insurance is provided by Blue2020, giving you access to EyeMed’s Insight Network for a greater variety of choices and flexibility.

• Coverage for exams, prescription glasses, and contact lenses is available each year.
• Choose independent, national retail, and regional retail providers (LensCrafters, Pearle Vision, Target Optical).

Basic Life Insurance

Basic life insurance provides a cash benefit to your beneficiary/beneficiaries in the event of your death while employed by Endicott College.

• Endicott provides this benefit at no cost to you.
• Basic life insurance is equal to your annual salary, up to a maximum of $200,000.
• Benefits are reduced starting at age 65, and by age 70 your basic life insurance is equal to 50% of your salary up to a maximum of $100,000.
• Premiums the College pays on coverage over $50,000 of insurance is taxable income and appears on your pay slip as Group Term Life.
• Benefits are tax-free to the beneficiary.
• Upon termination of employment, you may continue this policy at your own expense.
• Be sure to update your beneficiary/beneficiaries in Workday.

Accidental Death & Dismemberment Insurance

Accidental Death & Dismemberment (AD&D) insurance provides an additional cash benefit to your beneficiary/beneficiaries in the event of your accidental death, and to you if you lose a limb or part of a limb, if either occurs while employed by Endicott College.

• Endicott provides this benefit at no cost to you.
• AD&D insurance is equal to your annual salary up to a maximum of $200,000.
• Benefits are reduced starting at age 65, and by age 70 your basic life insurance is equal to 50% of your salary up to a maximum of $100,000.

Supplemental Life and AD&D Insurance

You may purchase additional life insurance and AD&D insurance at preferred rates through the convenience of payroll deductions.

• You may elect coverage between one and five times your annual salary, up to $200,000.
• You are eligible for the guaranteed issue amount up to $180,000 if enrolled within 30 days of hire. Evidence of Insurability (EOI) is required over $180,000. During this enrollment period, employees are able to enroll or increase their Supplemental Life Insurance coverage up to the $180,000 guarantee issue amount without medical underwriting (EOI) required, for a January 1, 2025 effective date. Outside of this enrollment period, EOI is required for any new or increased coverage that is elected. 
• You need to provide EOI if you wish to increase coverage by more than 1x your salary. 
• You may elect coverage for your spouse up to $50,000. 
• Your spouse is eligible for the guaranteed issue amount up to $30,000 if enrolled within 30 days of hire. Evidence of Insurability (EOI) is required over $30,000. During this enrollment period, employees are able to enroll or increase their souse's amount of Supplemental Life insurance coverage up to the $30,000 guarantee issue amount with medical underwriting (EOI) required, for a January 1, 2025 effective date. Outside of this enrollment period, EOI is required for any new or increased coverage that is elected. 
• Spouses are eligible for up to 100% of the employee's Supplemental Life amount (subject to the $50k maximum). 
• You may reduce or increase your coverage during the enrollment period. 
• You may continue this policy at your own expense upon termination of employment. 
• Be sure to update your beneficiary/beneficiaries in Workday. 

When life changes, make sure you adjust your benefits. You can change your benefits coverage during the plan year if you have a qualifying event. Eligible qualifying events are:

• Your employment status changes, including moving into or out of a role with 30+ hours per week
• Your spouse or eligible dependent loses or gains coverage
• Your legal marital status changes, including marriage, death of spouse, divorce, or legal separation
• Your number of dependents changes, due to the birth of a child, adoption, or death of a dependent
• Your dependent reaches age 26 and is no longer eligible for your plan
• You and/or your dependents move to a new residence outside of the plan’s coverage area

We value the hard work and commitment you show towards the Endicott College community, and want to help ensure financial security after your employment here is over. Our generous retirement plan is offered to full-time (35+ hours per week) employees. 

The Endicott Employee Retirement Plan is governed by section 403(b) of the Internal Revenue Code and is administered by TIAA. The Plan lets you save your own money for your retirement in a tax-advantaged way and allows the College to contribute as well. If you are in a faculty or staff role and participate in the Plan, the College will contribute up to 8% of your pay to your retirement account.

• You may begin contributing your own money, via payroll deduction, upon your date of hire.
• You may contribute any percentage per pay period, but there is an annual limit per IRS guidelines: $22,500 per year if you are under age 50 and $30,000 per year if you are age 50 or older.
• Percentage contributions depend on your participation choice:

• You will be automatically enrolled at a 2% contribution level after one year of full-time employment if you have not already enrolled voluntarily. You may opt out of this if desired.
• If you make a 2% contribution, the College will make an 8% contribution on your behalf.
• If you do not make (opt out of) a 2% contribution, the College will contribute 6% of your pay to the retirement plan on your behalf.

• You may change or stop your contribution at any time during the year.
• You have two options for saving in a tax-advantaged way:

• You may save before payroll taxes are calculated (pre-tax), which reduces your tax liability for the current year. You will pay taxes on your savings plus earnings later, when you withdraw from your account.
• After federal and state taxes are calculated, you may save to a Roth 403(b) account. That means you will pay taxes now but your savings plus earnings are tax-free when withdrawn.

• You must create an account with TIAA in order to direct your contributions and to name your beneficiaries. If you do not create an account, your contributions and the College’s contributions will be automatically directed to a Lifecycle fund with TIAA.

Endicott cares about your health and emotional wellbeing and offers opportunities to support this goal by giving you time away from work when you need it. 2025 observances, holidays, and closures can be viewed in the 2025 Benefits Guide.

Health Absences

Endicott continues to provide you with sick time, but we refer to it as Health Absence (HA). This time off policy was established to help employees and their families maintain wellness, not just to take time when sick. Health Absence time is available for you to use for occasional personal illness not covered by Paid Medical Leave or Short-Term Disability, or to attend routine medical or dental appointments. You may use up to 40 hours per year of Health Absence time to care for a family member or to accompany a family member to routine medical or dental appointments.

Protecting Your Income During Parental & Medical Leaves

If you have a serious medical condition, have a baby, or welcome a foster or adopted child into your family, Endicott has programs to protect your income while on leave. Some of these are familiar to you, such as Health Absence and Short-Term Disability. The College is pleased to also offer Paid Medical Leave (PML) for those who are eligible. This benefit is only available to employees who work in Massachusetts.

Paid Medical Leave (PML) is an insurance Endicott has purchased to ensure compliance with the Massachusetts Paid Family & Medical Leave law. This new insurance (and the new law) have required the College to change certain other policies. Please see the HR page on the Intranet for full details of these policies. Here are the highlights:     

• Endicott now provides you with Paid Medical Leave. You will receive a percentage of your pay, based on a calculation using your actual pay over the last four quarters and the average weekly pay across the Commonwealth of Massachusetts. Endicott continues to provide you with Short-Term Disability (STD). If PML does not provide you with 60% of your base salary, STD will supplement PML to a maximum of $3,500 per week.
• You may use PTO to continue pay during the waiting period.
• Both PML and STD are available after a seven (7) day waiting period.

Endicott continues to provide federal Family & Medical Leave Act (FMLA) coverage. FMLA protects your job for up to 12 weeks for your or a family member’s serious medical condition. It does not provide any type of salary continuance. In almost all circumstances, the policies described above provide the same or more job protection and also provide some level of income.

Long-Term Disability Insurance (LTD)

Endicott’s integrated disability program provides you with income in the event you become disabled and are unable to work. You are eligible for LTD after a 180-day elimination period. For the first 180 days of your disability, you will receive compensation from a combination of workers’ compensation (if applicable), Massachusetts Paid Family & Medical Leave, Short-Term Disability, and PTO. Benefit maximum increased in 2025 from $4,000 to $10,000 per month.

Full-time employees are eligible immediately for tuition remission. Tuition remission is available to your spouse and children at the beginning of the semester or session following your start date. Please visit MyEndicott to view the tuition remission policy and application, and the tuition exchange policy.