The following benefits only apply to full-time faculty and staff, unless otherwise noted. Full-time employees are characterized as working 35 hours/week. Changes in benefits, including enrollments, terminations of coverage or changing the levels of contributions to existing pre-tax investment plans, may only be done during Open Enrollment each year (the end of the year, effective Jan 1st) or within 31 days of a qualifying status change, i.e. birth, divorce, marriage, etc. occurring mid-year. If you have any questions, please contact Kevin Ng, Associate Director HRIS, Benefits & Compensation, 212-517-0539 or email.
Medical benefits are offered through Oxford. New full-time employees are eligible for the Oxford Freedom Plan on the first of the month after commencement of employment. Both in-network and out-of-network benefits are offered. In-network benefits require a $10 co-pay for all doctor visits and referrals from primary care doctors to visit specialists. In-network hospitalization is covered at 100% and prescription drugs are available at $5 (generic) or $ 15 (brand name) co-pay. All out-of-network benefits are subject to a deductible of $500 per individual per calendar year, to a maximum of $1,000 family deductible per calendar year. Oxford then reimburses members 70% of the “usual and customary charges.” Members may contact Oxford at 800-444-6222 with claim questions, or to obtain new cards. You may also utilize Oxford’s website, www.oxhp.com to obtain cards and check their doctor network. Employees contribute towards the cost of the insurance based upon their salary and choice of individual or family coverage. The College reserves the right to change the employee’s contributions, to modify or amend the medical plan design or terminate the plan. Contact Human Resources for more details.
Marymount offers dental coverage through the Cigna dental network. New full-time employees are eligible for the Cigna Dental Plan on the first of the month after commencement of employment. Marymount has two dental plans under Cigna. The DHMO dental plan allows members to visit Cigna general dentists, as well as receive referrals to see Cigna specialist dentists. Members in the DHMO dental plan are charged a reduced fee for all services. The DPPO dental plan allows members to visit any in-network, out-of-network dentists or specialists without referrals. Cigna may be reached at 800-244-6224 or www.cigna.com. To submit reimbursement claims for out-of-pocket costs, please fax forms to 859-550-2662. Employees contribute towards the cost of the dental insurance based upon the plan elected and how many dependents they choose to cover. The College reserves the right to change the employee’s contributions, to modify or amend the dental plan design or terminate the plan. Contact Human Resources for more details.
Life Insurance coverage is through The Hartford Company. The life insurance coverage is equal to twice the employee’s earnings, rounded to the next higher $1,000. The maximum benefit is $500,000. Employees do not contribute towards the cost of life insurance coverage.
Long-Term Disability Coverage
The policy provides supplementary income to employees who have been certified disabled by a medical provider. Long-term disability coverage begins following a 3-month waiting period and pay 60% of the employee’s monthly salary to a maximum of $11,500 per month. Employees do not contribute towards the cost of disability coverage.
Flexible Spending allows full-time employees to set aside money from their salary for expenses they know they will incur during the year. Employees may set up accounts with Beniversal, Inc for dependent care and/or medical expenses not covered by their health plan. The money they elect is deducted from their paychecks, pre-tax. There is no waiting period for the Dependent Flexible Spending Account. The maximum for the Dependent Flexible Spending Account is $5,000.00. The Medical Flexible Spending Account (FSA) eligibility includes employees that have six months plus of full-time service. The maximum elections are determined by length of full-time service. Medical Flexible Spending maximums is $2,600 per employee. Money elected but not claimed during the year is forfeited under the IRS’s “use it or lose it” policy. Employees can only enroll in this plan during Open Enrollment and must enroll every year to continue their participation. Beniversal is a subsidiary of Benefit Resources who currently provides our E-trac (Mass Transit/ Parking) Plan. http://www.benefitresource.com
After three months of continuous employment, full-time employees are eligible for tuition remission for courses taken at MMC. The maximum remission per semester is 8 credits +1 non-credit course. After 1 year of full-time employment, eligible dependents may take courses at Marymount. Employees may also participate in the College’s Tuition Exchange Program and council of Independent Colleges and Universities Tuition Exchange Plan.
In order to encourage staff development, under the Graduate Tuition Assistance benefit, Marymount Manhattan College will provide partial reimbursement for graduate study to College staff employees who have completed one year of continuous full-time service. The benefit applies to employees seeking to obtain a first Master’s level degree or a Doctoral degree if a Master’s degree was obtained prior to employment at MMC. Once you have participated in the program, you may not receive reimbursement for a subsequent program. Unless approved by the Executive Vice President – Administration & Finance, the College will not reimburse a staff member for both a Master’s degree and a Doctoral degree.
- The College will reimburse the employee up to $200 per credit. Reimbursement is limited to 10 credits per calendar year and is capped at $2000 per year. The total amount capped is $6000. Participation in the program will occur on a first come first served basis. Availability of funding will determine the number of participants in the program.
- Since graduate study may not interfere with or interrupt the participant’s normal duties within any given business day, staff employees should not register for classes scheduled during regular daily business hours of the College, which are 9 AM through 5 PM.
- Should a staff employee participating in the tuition reimbursement benefit terminate his or her employment with the College before the completion of an academic semester for reasons other than disability, then full tuition charges for that semester are the responsibility of the staff employee.
- Exclusions from this policy include attendance at workshops, seminars, conferences and other non-degree granting institutions.
Marymount Manhattan College believes in helping its employees save towards retirement. The College will contribute an amount equal to 10% of a full-time employee’s W-2 salary to a Retirement Annuity (RA) account set up by TIAA-CREF. Employees also have the option, at any time, to begin tax-deferred biweekly contributions to TIAA-CREF. These contributions may be placed in the RA account or in a Group Supplemental Retirement Annuity Account (SRA, also known as 403b) account. There may be a waiting period for the College’s contribution. Contact Human Resources for more details. For more information on TIAA-CREF, stop by Human Resources for a packet or call TIAA-CREF at 800-842-2888. You may also check out their website, www.tiaa-cref.org
The College offers full-time employees the option to set aside pre-tax dollars from their paychecks to use towards their transportation expenses to and from work. Employees can elect to participate in the E-Trac Transit program and/or the Commuter Parking Accounts program. The E-Trac Transit program allows employees to purchase Metro Cards or fares on various tri-state buses and trains. Employees utilizing the Commuter Parking Account can request parking reimbursements by providing proof of payment. The IRS pre-tax limit for Mass Transit is $255 and Parking is $255 per month. Employees may only enroll in both accounts during Open Enrollment.
To receive reimbursement, you must participate in a gym and/or program that promotes cardiovascular wellness. (Memberships in sports clubs, country clubs, weigh loss clinics, spas or other similar facilities are not eligible.) For a gym to be considered eligible, it must provide at least two pieces of equipment or activities that promote cardiovascular wellness from the following list:
- Elliptical cross-trainer
- Group exercise
- Rowing machine
- Squash/ tennis/ racquetball courts
- Stationary bicycle
- Step machine/climber
- Walking/running group
If you have any questions please call Oxford at (800)444-6222
Healthy Rewards offers discounts for routine vision services, including exam and eyeglasses through the Vision Network Savings Program. The Cigna Vision network offer over 20,000 locations nationwide, including these national retail opticals: Pearle Vision, Sears, Target and JC Penney. This is a discount program, not an insured coverage. Find an Eyewear Healthcare Professional and Review Vision Care Discounts.
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College Facilities and Services:
Employees also have access to various College services and resources. They include:
- Lending privileges at the College Library, which holds 90,000 volumes, as well as access to various electronic databases.
- Use of the College’s dining facilities (cafeteria).
- Various dance/theater performances, as well as lectures and exhibits are offered free to College faculty, staff and their families.
- Discounted membership at the 92nd Street Y-use of their gym and pool and discounts on all of their classes, concerts and lectures. Upon purchasing a membership, simply present your College id to receive the discount. Call 92nd Street Y Membership Services (212) 415-5729 for more details. www.92ndsty.org
Click for more information about each of the benefits that are offered here at Marymount
The information on this web page is only a summary of Marymount Manhattan benefits. Full details regarding coverage, eligibility and any limitations are contained in the appropriate booklets describing each plan. If the benefits highlights on this page ever conflict with the summary plan booklets, the summary plan booklets will govern. The College, committed to maintaining a competitive benefits program, reviews and revises these plans periodically.