The university offers three healthcare plans with Aetna. These plans do not require the designation of a primary care physician and do not require referrals for visits to specialists.

Once you are enrolled, you will receive an Aetna ID, with your covered dependents (if any) listed on it at your home address of record with The New School. Present your ID card whenever you receive medical services. Once you become a member, you can find information about eligibility, benefits, claims payments, discounts, and special programs by going to Aetna's member portal, and registering with the ID number on the front of your Aetna card.

Refer to the Health Care Plan Comparison Chart to view the differences in coverage between the plans, and refer to the information below for specifics on each plan. If you have questions about coverage, call Aetna at 833.770.1099.

You can access the Aetna Presentation on our medical, dental, vision, and Rx plans online.

We are pleased to announce that we have launched a Benefits Virtual Fair.

Aetna Choice Plan (POS)
The Choice is a point-of-service (POS) plan that allows you to receive care from either Aetna participating (in-network) providers or providers who do not participate in the Aetna provider network (out-of-network).

There is a $30 co-payment for in-network primary care physician office visits (including visits to outpatient mental health providers) and a $50 co-payment for in-network specialist office visits. There is no co-payment for annual preventive care services. There is also a $300 for individual and a $600 for family calendar-year in-network deductible (the amount you pay in a calendar year for certain services before the services are paid). To find Choice in-network providers, go to aetna.com, click on “Find a doctor” and then "Guest." Next enter your zip code, city, and state or county. When “Select a plan” appears, select Aetna Choice POS II”; then click “search” to continue.

You can also receive care from out-of-network providers, but at a greater cost. There is a calendar-year out-of-network deductible (the amount you pay in a calendar year before eligible out-of-network expenses are considered for reimbursement) of $2,000 for an individual and $4,000 for a family.

Thereafter the plans pay 70 percent of the Usual and Customary Rate (UCR); you are responsible for the remaining 30 percent of the UCR plus any billed amount exceeding the UCR. You must complete a claim form and submit it to Aetna. The request for reimbursement must be received by Aetna within 12 months of the date of service. The employer name is The New School, and our group number is 170211. Call Aetna at 833.770.1099 before seeking services from out-of-network providers, as pre-certification may be required.

• How to Locate Providers, Hospital, Facilities
• How to Register for the Aetna Member Website and Print a Temporary ID Card
• Be Proactive About Your Health. Learn More About Preventive Screening
• Learn More About Preventive Care Services that are covered at no extra cost through your health benefits and insurance plan when you see a physician or other provider in your plan’s network. 

The POS Summary Plan Description (SPD), Schedule of Benefits, and Summary of Benefits and Coverage (SBC) provide additional information about this plan.

Aetna Select EPO Plan
The Aetna Select EPO Plan covers services received from Aetna participating (in-network) providers. There is no coverage for services provided by nonparticipating providers except in the case of emergency care. To find Aetna Select in-network providers, go to aetna.com, click on “Find a doctor,” and then "Guest." Next enter your zip code, city, and state or county. When “Select a plan” appears, select “Aetna Open Access Select”; then click “search” to continue.

You can also call Aetna at 833.770.1099 for provider information. Primary care physician visits (including visits to outpatient mental health providers) require a $30 co-payment, and specialist visits require a $50 co-payment. There is no co-payment for annual preventive care services. There is also a calendar-year in-network deductible (the amount you pay in a calendar year for certain services before the services are paid) of $200 for individuals and $400 for families and a 10 percent co-insurance fee on lab work, x-rays, and other services after your deductible is met.

• How to Locate Providers, Hospital, Facilities
• How to Register for the Aetna Member Website and Print a Temporary ID Card
• Be Proactive About Your Health. Learn More About Preventive Screening
• Learn More About Preventive Care Services that are covered at no extra cost through your health benefits and insurance plan when you see a physician or other provider in your plan’s network. 

The Choice EPO Summary Plan Description (SPD), Schedule of Benefits and Summary of Benefits and Coverage (SBC) provide additional information about the plan.

The Value Plan with Health Savings Account
The Value Plan with Health Savings Account (HSA) allows you to receive care from either Aetna participating (in-network) providers or providers who do not participate in the Aetna network (out-of-network). To find Value in-network providers, go to aetna.com; click on “Find a doctor,” then "Guest." Next enter your zip code, city, and state or county. When “Select a plan” appears, select "Aetna Choice POS II”; then click “search” to continue. You can also call Aetna at 833.770.1099. 

The Value Plan has a calendar-year in-network deductible and in-network co-insurance (office visit co-payments do not apply) in addition to a calendar-year out-of-network deductible and out-of-network co-insurance. The deductible is the amount you pay in a calendar year before eligible expenses are considered for reimbursement. The only services not subject to the deductible or co-insurance are in-network annual preventive care services (covered at 100 percent). All other expenses, including prescriptions, are not considered for reimbursement until the calendar-year deductible is met.

The calendar-year deductibles are:

• In network: $1,500 individual/$3,000 family
• Out of network: $3,000 individual/$6,000 family

Thereafter the plan pays 80 percent of the contracted rate for in-network services; you pay the remaining 20 percent. For out-of-network services, the plan pays 60 percent of the Usual and Customary Rate (UCR); you pay the remaining 40 percent of the UCR plus any billed amount exceeding the UCR. You must complete and submit an Aetna claim form to receive reimbursement for out-of-network services (request for reimbursement must be received by Aetna within 12 months of the date of service). Call Aetna at 833.770.1099 before seeking services from out-of-network providers, as pre-certification may be required.

• How to Locate Providers, Hospitals, and Facilities
• How to Register for the Aetna Member Website and Print a Temporary ID Card
• Be Proactive About Your Health. Learn More About Preventive Screening
• Learn More About Preventive Care Services that are covered at no extra cost through your health benefits and insurance plan when you see a physician or other provider in your plan’s network. 

The Value Summary Plan Description (SPD), Schedule of Benefits, and Summary of Benefits and Coverage (SBC) provide additional information about the plan.

If you enroll in the Value Plan, you can open a Health Savings Account (HSA). The HSA is an account to which the university contributes and to which you can contribute to pay for current and future qualified health care–related expenses not covered by the plan. The 2023 maximum allowable contribution is $3,850 for those enrolled in employee-only coverage and $7,750 for those enrolled in family coverage. The maximum allowable contribution includes both employee and employer contributions. Contributions roll over from year to year, and you can take your account, including any accumulated contributions, with you if you leave The New School.

Please refer to this Quick Reference Guide for steps on creating an account, view eligible expense items and much more. 

The university contributes $500 to the HSA if you are enrolled in employee-only coverage and $1,000 if you are enrolled in employee-plus-dependent coverage in 2021 (note that domestic partners are not eligible dependents for reimbursement through the HSA, per IRS rules). Half of the annual university contribution is made in the first half of the calendar year, and the second half is made during the second half of the year.

Please complete this form to transfer your current HSA funds to your HSA with PayFlex.

You can elect to make pre-tax payroll contributions to your HSA in MyDay after your account has been opened. Please refer to this HSA MyDay Guide You can also make after-tax contributions to your HSA by contacting PayFlex directly at 888.678.8242.

Please note that if you enroll in the HDHP with HSA, you cannot enroll in The New School's health care flexible spending account (FSA). For important information about HSAs, refer to the HSA section of IRS publication 969.

Prescription Drug Program
The University's Prescription Drug Program is administered by Express Scripts. Present your Express Scripts member ID card when filling a prescription at the pharmacy. The following co-payment amounts apply for a one-month (30-day) prescription at the retail pharmacy:

• $15 co-payment for tier 1 medications
• $50 co-payment for tier 2 medications
• $100 co-payment for tier 3 medications 

If you have not received your Express Script ID card, please present this letter to your pharmacist to accurately process your prescriptions.

Stay on track with the help of theExpress Scripts Mobile App. You can download it free from your mobile app store. From anywhere, anytime, you can check order status; refill and renew orders; locate a pharmacy and get directions; check drug interactions; set up medication alerts; access your virtual member ID card and much more.

If you have questions about your prescription drug coverage or the mail order delivery program, call Express Scripts at 877.354.2007, or visit: www.express-scripts.com/thenewschool.

Health Care Coverage and Medicare
If you or an enrolled dependent becomes eligible for Medicare, we encourage you to review the important information available at medicare.gov and 1.800.Medicare to understand your options. If you enroll in any parts of the Medicare plan (hospital, medical, prescription drug, medigap) and are also enrolled on the university's health care coverage with Aetna, your university coverage will be your primary coverage (and Medicare secondary). It is important that you contact each carrier to notify it about the other. When calling, ask to speak with someone in the Coordination of Care area.

Please contact [email protected] or call us at 212.229.5671 x4942 if you wish to speak with someone on the New School Benefits Team.

Healthcare Coverage for New School Students Who Are Also Employees
If you are a student in a New School degree program and are also a member of the full-time faculty, full-time administrative staff, or regular part-time (20+ hours per week) administrative staff, you must enroll for employee healthcare coverage at whatever point you become eligible; your student health insurance coverage (if you are enrolled) will be waived automatically. At that point, you are no longer eligible to receive services from the Student Health Center. Student health insurance coverage for a dependent (spouse, domestic partner, or child) enrolled in a degree program is not waived automatically. If you choose to cover such a dependent on your employee insurance, they must file the proper forms at registration to waive student health insurance. For more information, including instructions for waiving student health insurance for a dependent, go to the Student Health Services website; contact Student Health Services at 212.229.1671, option 3; or visit the Student Health Center. 

Aetna Dental PPO Plan
The Aetna Dental PPO Plan gives you the option of using providers who participate in the Aetna PPO or providers who do not participate in the Aetna Dental networks (out of network). To search for in-network providers, go to aetna.com. You must pay at the point of service and file a claim form for any services provided by an out-of-network dentist.

You and your enrolled dependents (if any) are eligible for dental examination and basic cleaning twice a year (not to exceed once in every six-month period). There is no deductible charge for diagnostic and preventive services (e.g., exams, x-rays, and cleanings). All other covered dental procedures are subject to an annual per-person deductible of $50, with a maximum family deductible of $150 (this applies to both in- and out-of-network services). The maximum annual benefit per person is $1,750. For more information, refer to the Aetna Dental PPO Summary Plan Description, Schedule of Benefits, and Aetna Dental PPO Plan Summary. You can contact Aetna at 877.238.6200 for more information.

Aetna (DHMO) Plan
The Aetna (DHMO) Plan offers in-network coverage only. You must select an in-network Primary Dentist when you enroll in the plan and obtain referrals from your primary dentist to see specialists. Please note that the in-network providers associated with this plan are in New York, New Jersey, and Pennsylvania only. There is no plan deductible or a maximum annual benefit on the DHMO plan. For more information on this plan, refer to the Aetna (DHMO) Information Summary and Benefit Description.

To search for in-network providers, go to aetna.com. You can change your designated Primary Dentist at any time by calling Aetna at 877.238.6200.

Aetna participants are automatically enrolled in the Aetna Vision Preferred Plan at no additional cost. (You must be enrolled in the health care plan to receive vision care benefits there is no option to enroll separately.) The plan allows you to receive routine vision services either from participating (in-network) vision providers or from providers who do not participate in the Aetna vision network (out of network). To search for in-network providers, go to aetnavision.com.

The Vision Care Plan covers an examination and new lenses (contact and glasses) every 12 months and new frames every 24 months. Review the Summary Plan Description and Summary of Benefits and Coverage (SBC) for coverage details. Call Aetna Vision Preferred Plan at 877.973.3238 for additional information.

Full-time faculty members and full-time and regular part-time administrative staff (scheduled to work 20 hours or more per week) are eligible for Health Care Plan and Dental Care Plan coverage. Covered employees can enroll the following eligible dependents by providing the indicated supporting documents.

• A spouse: copy of a marriage certificate required
• A same- or opposite-sex domestic partner: copy of approved Statement of Domestic Partnership required
• A child (or children) through the end of the year in which the covered child turns 26:* copy of a birth certificate that shows the names of both the parent and the child or legal documentation of adoption or court-ordered care by the employee
• A dependent child (or children) found to be handicapped before the attainment of age 19: copy of birth certificate that shows the names of both the parent and the child or legal documentation of adoption or court-ordered care by the employee and documentation of handicapped status

A child is defined as:

• Your biological child
• Your stepchild
• Your qualified domestic partner's child
• Your legally adopted child
• Your foster child, including any child placed with you for adoption
• Any child for whom you are responsible under court order

Eligible dependents can be enrolled only during the employee's initial eligibility period or enrolled/dropped from coverage during the annual Open Enrollment period unless you and/or your dependent experience a change in Status as defined by Internal Revenue Code.

*Once a child no longer meets eligibility requirements, the covered employee must notify the Benefits staff within 31 days so that the child can be removed from the employee's coverage and offered continuation coverage through COBRA.

Contributions
You and the university share in the 2023 cost of coverage. Contributions for Health Care Plan and Dental Care Plan coverage for yourself, a spouse, and/or a dependent child (or children) (if applicable) are deducted on a pre-tax basis from each biweekly paycheck. If you have enrolled a domestic partner, the portion of the contributions attributable to your coverage in the Health Care Plan and Dental Care Plan is deducted on a pre-tax basis. However, the portion of the contribution attributable to the domestic partner's coverage is withheld from each biweekly paycheck on an after-tax basis, and the portion of the university's contribution attributable to your domestic partner's coverage is added to your earnings as taxable income (referred to as "imputed income"). Please review the 2023 imputed income chart for domestic partner and child(ren) coverage for detailed taxation information.

What is imputed income, and how will it affect my pay?

Imputed income is the fair market value of the additional benefit coverage for domestic partners and their children and, under IRS regulations, is generally treated as taxable income to the employee. Please note the following:

• Taxes paid on imputed income are in addition to your biweekly plan cost.
• The amount of imputed income depends on the plan in which you enroll and the level of coverage selected.
• Imputed income is taxable and will be added to your gross income each pay period for the purposes of calculating federal and state income taxes and for Social Security and Medicare taxes.
• Imputed income will be reported on your W-2.

Human Resources provides a variety of reasonable workplace accommodations and services in accordance with the Americans With Disabilities Act (ADA). Reasonable accommodations may include, but are not limited to, modifying work schedules, granting breaks or providing leave, reconfiguring work spaces or equipment, and providing assistive technology or equipment.

The university offers a Health Care Flexible Spending Account and a Dependent Care Flexible Spending Account, administered by EBPA. A flexible spending account (FSA) enables you to reduce your taxable income by setting aside pre-tax funds to pay for eligible health care and dependent care expenses. Part-time faculty teaching at the School of Jazz and Contemporary Music are not eligible for this benefit.

You can enroll in these accounts when you are newly benefits-eligible, during the university's annual open enrollment period, or if you have experienced a change in status as defined by the IRS (refer to Changing Your Elections for additional information). You can reach EBPA at 888.678.3457.

Health Care Flexible Spending Account
A Health Care Flexible Spending Account is used to pay for eligible non-reimbursed medical, dental, and vision care expenses that you and your eligible dependents incur.* Examples of these expenses are plan co-payments, plan deductibles, and prescription eyewear. For information on eligible health care FSA expenses, refer to the list of IRS-eligible expenses.

Employees enrolled in the High Deductible Health Plan with Health Savings Account cannot elect a Health Care Flexible Spending Account.

*Per IRS regulations, you cannot contribute to a health care FSA to pay for your domestic partner's health care expenses.

Dependent Care Flexible Spending Account
A Dependent Care Flexible Spending Account pays for incurred eligible child care expenses (up to attainment of age 13). It can also be used to pay for eligible adult dependent care expenses for any dependent living with you who is physically or mentally unable to take care of himself or herself and whom you claim as a dependent for tax purposes. Examples of eligible expenses include day care centers, in-home dependent care, nursery school, and adult day care expenses. The expenses must be necessary to enable one or both parents to work, look for employment, or go to school on a full-time basis. For information on eligible dependent care FSA expenses, refer to the list of IRS eligible expenses.

Non-discrinimation Requirements
To prevent the Dependent Care FSA from being characterized by the IRS as discriminatory in favor of highly compensated employees—and therefore no longer eligible for favorable tax treatment—the university may reject any elections or reduce contributions or benefits of the plan. This means your payroll deductions may be reduced or stopped, and/or your taxable income will be adjusted, as needed to satisfy the nondiscrimination requirements.

The Summary Plan Description provides additional information about the plan.

How the FSA Plan Works
You set aside money from each paycheck to be directed to a health care and/or dependent care FSA. The amount you choose to contribute depends on the expenses you expect to incur from the date your enrollment in the plan is effective through December 31 of the current calendar year. The money set aside is deducted from your paycheck on a pre-tax basis, which lowers your taxable income. Once enrolled, you will be issued a benefits card from EBPA with a MasterCard logo that can be used to pay for eligible expenses at the point of purchase. Once you enroll, you can view your account transactions by logging on to www.ebpabenefits.com (go to Sign In; then use The New School as the Employer name. Click on Flexible Spending Accounts; then register or log in.)  You can also call EBPA's member services department at 888.678.3457. You can also request an additional benefits card for your spouse (as defined by the IRS) by completing the Additional Benefits Card Request Form and submitting it directly to EBPA.

If you choose to contribute to the health care or dependent care FSA, annual minimum and maximum elections apply, as follows:

*The maximum is $2,500 if you are married and filing a separate return.

Submitting a Claim for Reimbursement
If you pay for FSA-eligible expenses out of pocket instead of using your benefits card, you should print and complete an FSA Health Care Claim Form and submit your completed reimbursement claim form and documentation of your out-of-pocket expense (e.g., an EOB from the health care or dental care carrier) electronically through EBPA's secure document submission portal, secure.ebpabenefits.com (select "Reimbursement Accounts"). You can also return your completed FSA Reimbursement Claim Form and documentation of your out-of-pocket expense (e.g., an EOB from the health care or dental care carrier) to the mailing address or fax number indicated on the form.

You have until March 31 of the following calendar year to file a claim for reimbursement.

Both accounts are governed by a "use it or lose it" policy. Amounts you have contributed in a calendar year but have not used by December 31 of the calendar year are forfeited. However, the IRS announced new health care flexible spending account rules that allow participants to roll over unused FSA funds from one year to the next, reducing the amount subject to this rule. The New School allows a rollover of up to $550 of unused health care FSA funds (not dependent care FSA funds, per the IRS) to be used by December 31 of the following calendar year. If you leave The New School, your participation in the FSA plan ends on your employment termination date. You will not be able to use your benefits card after that date.

To obtain forms and documents related to the FSA plan, visit the Benefits Forms and Documents section.

The New School provides life insurance and accidental death and dismemberment plans through The Standard Life Insurance Company of New York (The Standard).

Basic Life Insurance and Accidental Death and Dismemberment (AD and D) Plans
Eligible employees receive Basic Term Life and AD and D insurance coverage. Each benefit amount equals 1.5 times base annual salary rounded up to the next $1,000, up to a maximum benefit of $1,000,000. This benefit is paid for entirely by the university. For more information, please refer to the Life Insurance Certificate and Summary Plan Description.

The life insurance and AD and D plan coverage amounts are subject to a reduction based on age. The reduction is determined by multiplying the amount of life insurance coverage in place by the percentages below.

The IRS considers the value of life insurance amounts in excess of $50,000 of your employer-paid life insurance as income to you. This amount is called "imputed income" and is calculated in accordance with IRS rules based on your age and the amount of coverage in excess of $50,000. This amount is added to the first paycheck of each month and reflected annually on your Form W-2 as additional income for the calendar year. Current imputed income rates for amounts in excess of $50,000 are as follows:

Supplemental Life Insurance Plan
Employees can purchase supplemental life insurance at a group rate for one, two, or three times their base annual salary, up to a maximum coverage amount of $250,000. Employees pay 100 percent of the cost of coverage through payroll deductions with after-tax dollars. This coverage can be elected at the time you are initially eligible for benefits or during the annual open enrollment period.

If you elect coverage at the time you are initially eligible for benefits, you may be approved for a maximum coverage amount up to $150,000 without completing a medical questionnaire (Supplemental Life EOI Form). Any amount above $150,000 will require the completion of a medical questionnaire, subject to approval by The Standard, The New School's Life Insurance Plan carrier, before coverage becomes effective.

If you are enrolling for the first time or are increasing your election during the annual benefits open enrollment period, you will be required to complete and submit a medical questionnaire, subject to approval by The Standard, before any new or additional coverage will become effective. Once enrolled for supplemental life insurance coverage, you will be subject to the age bracket increase in January of the year you will enter the new age bracket.

Supplemental life insurance coverage is subject to the same reduction in coverage schedule as noted in the Basic Life Insurance section above.

Dependent Life Insurance Plan
Employees can purchase life insurance for their spouse or domestic partner (same sex or opposite sex) and/or dependent child(ren) up to age nineteen. Life insurance for a spouse or domestic partner is available in coverage amounts of either $10,000 or $25,000. Life insurance for a dependent child(ren) is available in a coverage amount of $4,000. Employees pay 100% of the cost of coverage through payroll deductions with after-tax dollars. This coverage can be elected at the time you are initially eligible for benefits or during the annual benefits open enrollment period.

If you elect dependent life coverage at the time you are initially eligible for benefits, your dependent(s) will automatically be approved for any amount of coverage elected. If you are enrolling for the first time or are increasing dependent life insurance coverage during the annual benefits open enrollment period, your dependent will be required to complete and submit a medical questionnaire, subject to approval by The Standard before any new or additional coverage becomes effective.

If your spouse or domestic partner is an employee of The New School and is also eligible for the Life Insurance Plan, you cannot elect Dependent Life Insurance coverage for them, and you and your spouse or domestic partner cannot both elect Dependent Life Insurance to cover your children.

Beneficiary Information
Employees must designate a beneficiary for their own basic life and supplemental life coverage (if any) through MyDay by following these instructions. Beneficiaries may be changed at any time. Employees are automatically designated as beneficiaries for dependent life insurance coverage.

The New School currently offers one retirement plan, administered by TIAA. Once enrolled in the Tax Deferred Annuity plan, you can access your account online or call the TIAA Telephone Counseling Center at 800.842.2252 for account information. You can also meet with a TIAA consultant for an individual counseling session on campus by calling 800.732.8353 to schedule an appointment.

TIAA’s live webinars can help you stay on track for meeting your financial goals. Reserve your spot today at TIAA.org/webinars.

Review the Summary Plan Description for these plans for more information.

Tax-Deferred Annuity Plan - Employee Contributions
You are eligible to make voluntary contributions to The New School's Tax Deferred Annuity (TDA) plan beginning the first of the month following your hire date. You can make new TDA enrollments and changes to existing elections at any time through MyDay. Follow these instructions for making your change. Your enrollment or change will take effect in the pay period following the date you submit the benefit event through MyDay. 

A variety of investment choices are offered by TIAA. You can select investment options and name beneficiaries for this plan online directly with TIAA (click "Ready to Enroll"; then select "Tax-Deferred Annuity Plan"). If you do not make an investment choice, your contributions will be automatically invested in a qualified default investment alternative, which is a TIAA Lifecycle Fund, on the basis of your expected year of retirement, assuming age 65. Review the fact sheet for Lifecycle Funds and the investment performance and fee information. You can change your investment choices online with TIAA at any time by logging in to your account.

You can choose to contribute a percentage of your base annual salary or a flat dollar amount per paycheck. The maximum annual contribution as set by the IRS in 2023 is $22,500. Employees age 50 and older (and those who will attain age 50 by December 31) are eligible to contribute an additional $7,500 annually, as set by the IRS (referred to as the "Age 50+ Catch-Up"). If you have made or are making contributions to more than one employer's retirement plan, it is your responsibility to ensure that your total calendar year contributions do not exceed the maximum annual basic contribution amount and the Age 50+ Catch-Up contribution amount (if applicable).

Your election is a Salary Reduction Agreement and shall be legally binding and irrevocable with respect to amounts paid while the agreement is in effect. Generally, employees must pay Social Security and Medicare tax on 403(b) contributions that they make into their Tax Deferred Annuity Account. It is recommended that you consult a tax advisor before making your elections.

Automatic Enrollment of Newly Eligible Employees
Unless you decline to participate or otherwise make a separate election, you will be automatically enrolled in the TDA plan at a 3 percent contribution rate on the date indicated in the enrollment notification email you receive. If you are automatically enrolled and do not make an investment choice, contributions will be invested in a qualified default investment alternative (see information above). If you have been automatically enrolled and you subsequently decline the enrollment or make a new election, the change will take effect on the first of the month following your change request. If you decline the automatic enrollment, you can elect to contribute at any time in the future through MyDay by following these instructions.

TIAA Self-Directed Brokerage Services Account
You have the option of opening a TIAA Self-Directed Brokerage Services Account within your retirement plan, giving you an opportunity to divide your retirement plan contributions among a variety of investment choices beyond the investments offered through The New School's plans.

The New School will make contributions to a retirement plan on your behalf once you have met both of the following requirements:

• You are at least 25 years of age
• You have completed one year of service with the university

Once the eligibility criteria are met, you will begin to receive university contributions on the first of the month following completion of one full year of employment. Contributions will be made into a separate account (from the Tax Deferred Annuity plan described above) with TIAA.

Waiting Period Waiver
The one-year waiting period will be waived if you were previously employed at any time in your career by a 501(c)(3) organization, public college or university, not-for-profit private college or university, or governmental entity as a full-time employee for at least 12 consecutive months. It is your responsibility to request written verification from your previous employer stating:

• Your employment start and end dates
• That you were considered a full-time employee for at least a 12-month period during your employment tenure
• That the employer is a 501(c)(3) organization, public college or university, not-for-profit private college or university, or government entity

Please note that if a letter is received and approved before your benefits' effective date, university contributions will begin on that effective date. Thereafter university contributions will begin on the first day of the month following receipt and approval of the letter to waive the one-year waiting period. 

Once you are enrolled in the plan, the university will contribute 7 percent of your base annual salary if you are under the age of 40 or have less than six years of service. The contribution amount is 10 percent of your base annual salary if you are age 40 or older or if you have completed six or more years of service. Contributions are made to your account each pay period. Upon enrollment in the plan, you are 100 percent vested and have a nonforfeitable right to all contributions made to your account and all earnings. Your account grows on a tax-deferred basis until a distribution is made to you.

A variety of investment choices are offered by TIAA. Select investment options and name beneficiaries for this plan online directly with TIAA (click on "Ready to Enroll"; then select "The New School Retirement Plan"). If you do not make an investment choice, your contributions will be automatically invested in a qualified default investment alternative, which is a TIAA Lifecycle Fund (multi-asset fund), on the basis of your expected year of retirement, assuming age 65. Review the fact sheet for Lifecycle Funds and the investment performance and fee information. You can change your investment choices with TIAA online at any time by logging into your account.

The New School offers faculty, staff, and their families access to TIAA’s student loan solution, Savi, a new online tool that can make a significant difference in student debt.

Eligible employees can take advantage of a tool that helps them find the best federal repayment and forgiveness programs for their financial situation and simplifies the long-term task of navigating their way to Public Service Loan Forgiveness (PSLF).

• Caps payment on the basis of income and family size
• Frees up funds that can be directed toward other financial goals
• Removes the complexities of forgiveness
  

Eligibility Requirements for and Features of the PSLF Program

• The program is available to full-time government or not-for-profit employees for many federal direct loans.
• Participants must be on a qualifying income-driven repayment plan.
• The loan balance is forgiven once 120 qualifying monthly payments have been made (ten years).
• Months spent in pandemic-based forbearance count toward the 120 payments, even for those not making payments.

How Savi Can Help You Apply for Forgiveness

Savi streamlines the process, from helping you enroll in forgiveness programs to ongoing support and payment tracking, ensuring you remain on track from start to forgiveness. Here's a snapshot of what will happen after payment of a small fee.

1. First you need to enroll in Savi Essential Service.

2. Next, provide your basic information. From there, Savi handles the rest—from checking your forgiveness application for accuracy and completion all the way to submission.

3. After some verifications with us, which Savi handles, everything is sent to your loan servicer.

4. You receive reminders from Savi about ongoing tasks you may need to complete afterward, like an annual submission to the PSLF program, in order to stay in compliance with the requirements of the forgiveness program. 

To learn more about Savi, review the Savi Brochure, Quick Start Guide, and FAQ. You can also visit TIAA.org/newschool/student to begin calculating your savings.

Short-Term Disability
Short-term disability benefits provide wage replacement for up to 26 weeks if you are unable to work because of a qualifying medical condition. If you are absent from work for more than seven consecutive calendar days because of a medical condition, including pregnancy, you may qualify for short-term disability benefits.

During your first year of employment, you are eligible to receive your pre-disability pay for the duration of a disability up to a maximum of four weeks with certification by your physician and the approval of the short-term disability carrier. If the disability lasts longer than four weeks, you may qualify for a benefit paid directly by the short-term disability carrier, which is equal to the New York State disability benefit amount of 50 percent of your weekly pay up to a maximum of $170 per week.

If you have one or more years of service, you are eligible to receive your pre-disability pay for the duration of a disability up to a maximum of 26 weeks with certification by your physician and the approval of the short-term disability carrier. Your wage replacement amount will not exceed your base rate of pay. Any payments received directly from the short-term disability carrier will be offset against your university paid wage replacement.

Any short-term disability leave will run concurrently with leave qualified under the Family and Medical Leave Act (FMLA), if eligible.

If you do not return from an approved short-term disability leave or if you do not return upon the expiration of the maximum allowable approved short-term disability period, your employment with The New School may be terminated.

Family and Medical Leave Act (FMLA)
FMLA entitles an eligible employee to take up to 12 weeks of unpaid job-protected leave for the following reasons:

• For incapacity due to pregnancy or prenatal medical care
• To care for the employee’s child after birth or placement for adoption or foster care*
• For a serious health condition that prevents the employee from performing their job**
• To care for the employee’s spouse, child, or parent with a serious health condition
• Because of a qualifying exigency if the spouse, child, or parent of an employee is in the National Guard or Reserves or a regular component of the armed forces and is on covered active duty or is called to covered active duty
• For military caregiver leave (also known as covered service member leave) to care for an injured or ill service member or veteran who is the employee's spouse, child, parent, or next of kin. An employee may take up to 26 weeks in a single 12-month period for this purpose.

*FMLA leave for birth, placement for adoption, or placement for foster care must be taken within 12 months of the FMLA event.

**The FMLA period runs concurrently with an approved short-term disability period.

The first 56 hours of an approved unpaid Family and Medical Leave (FMLA) will be paid out as New York City Sick Leave per the Paid Sick Leave Act. Please refer to the Institutional Policies and Procedures Manual for more detailed information.

Please refer to The New School's FMLA policy for detailed information. If you have questions or need additional information about the FMLA, contact the Benefits Department at 212.229.5671 x4942 or visit dol.gov/whd/fmla/index.htm. You can also view the U.S. Department of Labor's FMLA poster for related information.

Employee Eligibility
Minimum requirements for an employee to be eligible for FMLA:

• The employee has 12 months or 52 weeks of service with The New School.
• The employee has worked for The New School for at least 1,250 hours in the 12-month period immediately before commencement of the leave.
• The employee is employed at a work site within 75 miles of which 50 or more employees are employed by The New School.

New York State Paid Family Leave
New York State’s Paid Family Leave (PFL) allows eligible employees to take up to 12 weeks of leave in 2023. General program information is available on the New York State Paid Family Leave website. This is an employee paid benefit. The 2023 payroll contribution is 0.455 percent of an employee’s wages each pay period and is capped at an annual maximum of $399.43. This deduction may fluctuate from pay period to pay period, depending on gross wages. The maximum annual contribution for 2023 is $399.43. 

Paid Family Leave entitles an eligible employee to take up to 12 weeks of paid job-protected leave for the following reasons:

• To bond with a child during the first 12 months following the birth, adoption, or foster care placement of a child or
• To participate in providing care, including physical or psychological care, for a family member (child, spouse, domestic partner, parent, grandchild, grandparent, or parent of a spouse or domestic partner) with a serious health condition (defined at the end of this policy) or
• For qualifying exigencies, as interpreted by the Family and Medical Leave Act (FMLA), arising out of the fact that a spouse, domestic partner, child, or parent is on active duty (or has been notified of an impending call or order to active duty) in the armed forces of the United States.

PFL is paid at 67 percent of the employee's average weekly wage, not to exceed 67 percent of the State Average Weekly Wage (SAWW), which is set annually by the New York State Department of Labor. For 2023, the SAWW is $1,688.19, so the maximum weekly PFL benefit someone may receive is $1,131.08.

Please read the New York State Paid Family Leave Statement for more details.

Employee Notice
All employees requesting Short-Term disability benefits, FMLA and or PFL leave must provide verbal or written notice of the need for the leave by contacting the university’s Benefits Department at [email protected] or 212.229.5671 x4942.

When the need for a leave is foreseeable, the employee must provide the university with at least 30 days' notice. If an employee becomes aware of a need to take FMLA leave less than 30 days before the leave would commence, the employee must provide notice of the need for the leave either the same day or the next business day after he or she becomes aware of it. When the need for FMLA leave is not foreseeable, the employee must comply with The New School’s usual and customary notice and procedural requirements for requesting leave, absent unusual circumstances.

Pay and Benefits
FMLA leave is unpaid. However, other types of leave, such as disability for an employee’s own serious health condition or the birth of a child, may provide income replacement and run concurrently with FMLA and be designated as FMLA leave. An employee may choose to use accrued vacation days and/or accrued floating holidays in order to be paid during all or part of a leave that would otherwise be unpaid.

An employee’s health and dental coverage will be maintained during FMLA leave under the conditions that would apply if the employee had continued to work, and the employee must continue to pay the portion he or she normally pays toward the medical and dental benefits premium. During paid FMLA, the premiums are deducted from the employee's pay as usual. During an unpaid FMLA leave, the required premium continues to be payable and the Benefits Department notifies the employee about how to make payments and when payments are due.

Returning to Work, Lactation Space, and Child Care Resources
A fitness-for-duty certification from a doctor must be provided at least two weeks before the scheduled date of return. If receipt of certification is not timely, the employee’s return to work may be delayed. Generally, an employee who takes FMLA leave will be able to return to the same position or a position with equivalent status, pay, benefits, and other employment terms. The position will be the same or virtually identical in terms of pay, benefits, and working conditions. The New School may choose to exempt certain key employees from this requirement and not return them to the same or a similar position.

The New School has recently purchased lactation spaces for nursing parents to comfortably and conveniently pump while at work. Please review the Lactation Spaces Guide for more information pertaining to the use of these spaces.

The New School Caregivers Support Working Group of the Social Justice Committee has created this webpage with information and resources for child care. The New School's Employee Assistance Program also offers support, guidance, and resources on child care.

Long-Term Disability
The New School provides a Long-Term Disability (LTD) Plan through the Standard Life Insurance Company of New York. This benefit is paid for entirely by the university. Coverage under the LTD Plan begins the first of the month following three months of continuous employment dated from the day the employee began working in a position eligible for LTD benefits.

If you are disabled for six months, you may be eligible to apply for Long-Term Disability benefits. At the expiration of the six-month period, your employment will end and you will be offered COBRA in order to continue health care coverage at your own cost.

Approval of benefits is subject to the long-term disability carrier’s approval. If you are approved for benefits you may receive 60 percent of your pre-disability earnings, not to exceed a benefit of $15,000 per month, less the sum of benefits from other sources including, but not limited to, Social Security benefits, Workers’ Compensation benefits, and Unemployment benefits. Long-Term Disability benefits generally end upon your attaining age 65 (later in limited instances) or until the time you are no longer disabled, if sooner.

The LTD benefit durations are as follows:

For more information about the LTD Plan, refer to the Long-term Disability Certificate and Plan Summary.

Workers’ Compensation Insurance
Workers’ Compensation Insurance provides cash benefits and/or coverage for medical care to employees who are injured or become ill as a direct result of their job with The New School. You must notify your supervisor and contact the Security Office to file an incident report about the injury and the way it occurred as soon as possible. Failure to file an incident report in writing within 30 days after the incident may cause you to lose the right to Workers’ Compensation benefits. Incident reports are available at all security guard desks. Employees who qualify for Workers’ Compensation benefits will receive pay continuation according to the requirements of state law and our insurance plan.

Please refer to our Workers’ Compensation Notice for more information concerning your rights under Workers’ Compensation benefits.

The university offers a Qualified Transportation Expense (QTE) Plan, administered by EBPA. The QTE Plan enables you to reduce your taxable income by setting aside pre-tax dollars to pay for eligible commuting expenses. You can enroll in the plan or make changes to your account through MyDay by following these instructions. Your enrollment or change will take effect in the pay period following the date you submit the benefit event through MyDay.

Once your EBPA account is established, you can access it online at ebpabenefits.com. (Go to Sign In; then use The New School as the Employer Name. Then go to Qualified Transportation and register or log in.)  You can also call EBPA at 888.678.3457. You can then view your account contributions, reimbursements, and account balance(s) at any time.

There are two types of accounts, mass transit accounts and parking accounts. Review the Qualified Transportation Expense Plan Summary for more information.

Mass Transit Account
Eligible expenses include commuting expenses incurred for travel to and from work by subway, train, bus, ferry, or van pool. Taxicab expenses are not eligible.

Parking Account
Eligible expenses include parking expenses incurred at a parking facility near your workplace or at a parking location from which you commute to work by mass transit or carpool.

How the QTE Account Works
You set aside money from each paycheck to be directed to a Mass Transit Account and/or Parking Account. The amount you contribute depends on the cost of your commute. The money set aside is deducted from your paycheck on a pre-tax basis. Funds become available for use as you make paycheck contributions. Once enrolled, you receive a benefits card with a MasterCard logo from EBPA, which you can use to pay for eligible mass transit and/or parking expenses at the point of purchase. In order to make a purchase using your card, you must have enough funds available in your account to cover the expense.

If you choose to contribute to a Mass Transit or Parking Account, monthly minimum and maximum elections apply, as follows:

In addition to making the pre-tax contribution to the Mass Transit and Parking accounts, you can elect to make post-tax contributions if your expenses exceed the maximum pre-tax allowable election. That way, your entire monthly commuting expense can be paid for using your benefits card. Funds in your account(s) not used at the end of the calendar year will be carried over to the next calendar year.

Requesting a Reimbursement
If you pay for QTE-eligible expenses out of pocket instead of using your benefits card, you should print and complete a QTE Reimbursement Claim Form in the Benefits Forms and Documents section. You can submit your completed Reimbursement Claim Form and receipts electronically through EBPA's secure document submission portal, secure.ebpabenefits.com (select "Reimbursement Accounts"). You can also return your completed form and receipts to the mailing address or fax number indicated on the form.

You have until March 31 of the following calendar year to request reimbursement.

If you leave The New School, your participation in the QTE Plan ends on your employment termination date. You will not be able to use your benefits card to pay for expenses after that date.

To obtain forms and documents related to the QTE Plan, go to the Benefits Forms and Documents section.

The New School offers a tuition waiver benefit for courses taken at the university once an employee has completed three months of continuous service. This benefit is available to faculty, staff, and eligible family members (spouse, same- or opposite-sex Qualified Domestic Partner, and children of any age). Tuition waiver benefits applies to tuition and mandatory fees. Please read our Tuition Waiver Overview for detailed information and potential tax implications.

Applying for Tuition Waiver Benefits
A Tuition Waiver Request Form must be completed by the employee and submitted to Human Resources (along with the required supporting documentation if the tuition waiver request is for a dependent — refer to the plan policy) before registering for a course. Once the request is approved by Human Resources, the individual will receive an email regarding the registration process. Otherwise, the employee will be billed by the university for the tuition and mandatory fees.

Job-Related Graduate Education Certification Process
The New School provides employees who are using tuition exemption benefits with the opportunity to certify that their graduate-level education at the university is job-related in accordance with IRS tax regulation. That regulation allows the value of job-related graduate programs and courses to be eligible for federal tax exemption.

Procedure
The staff member applying for the graduate education benefit and their supervisor should follow the steps outlined in the Certification Policy to request the tax exemption. Below are the forms that must be completed by the employee and their supervisor. Please email [email protected] with any fringe related questions.

• Employee Form
• Supervisor Form

The university offers three supplemental plans with MetLife.

• Accident Insurance
• Critical Illness Insurance
• Legal Plan

Accident and Critical Illness Insurance are designed to complement, but not replace, your major medical insurance. These plans can help cover your out-of-pocket expenses for catastrophic events. Both plans pay a lump-sum benefit directly to you, not the medical provider.

The legal plan allows you to get easy access to professional legal counsel for a variety of legal matters with no additional fee.

MyBenefits provides you with a personalized, integrated, and secure view of your MetLife delivered benefits.

Accident Insurance
Accident Insurance supplements your primary medical plan and disability programs by providing cash benefits in cases of accidental injuries. You can use this money to help pay for uncovered medical expenses, such as your deductible or coinsurance, or for ongoing living expenses, such as your mortgage or rent. Visit the MetLife website for more details, rates and plan information. For assistance contact a MetLife customer service representative at 800.438.6388, Monday through Friday from 8:00 a.m. to 8:00 p.m.

Critical Illness Insurance
When a serious illness or other medical condition strikes, such as a heart attack, stroke, or cancer, Critical Illness Insurance can provide a lump-sum benefit to cover out-of-pocket expenses for your treatments that are not covered by your medical plan. You can also use the money to take care of your everyday living expenses, such as housekeeping services, special transportation services, and day care. Benefits are paid directly to you, unless assigned to someone else. Visit the MetLife website for more details, rates, and plan information. For additional assistance contact a MetLife customer service representative at 800.438.6388, Monday through Friday from 8:00 a.m. to 8:00 p.m.

Legal Plan
The MetLaw Hyatt Legal Plan offers participants and their eligible dependents access to legal advice and services from a nationwide network of attorneys with coverage for many personal legal issues. Services include telephone advice and office consultations on an unlimited number of legal matters, in addition to full representation for covered matters. The legal plan is available for $18 per month after tax.

For more details and plan information, visit the MetLaw website and enter the access code LEGAL20 or call the Client Service Center at 800.821.6400 Monday through Friday from 8:00 a.m. to 8:00 p.m.

If you are already enrolled in the legal plan and need to find an attorney, go to members.legalplans.com and use the Attorney Locator to find one near you.

New full-time faculty members, full-time and regular part-time administrative staff members, and current employees who have become eligible to participate in our benefit plans will receive an invitation via their New School email account to attend an upcoming benefits orientation. Please review the information found in the individual sections of this website.

New Employees
New employees become eligible for most benefits on the first of the month following one full month of employment. You must complete and submit your benefit event in your MyDay inbox within 31 days of your benefits-effective date. You can view the benefits orientation presentation at any time to review your plan options.

If you do not enroll in the Health Care or Dental Care insurance plans or set up a Flexible Spending Account within 31 days of your benefits-effective date, you cannot be enrolled in these plans for the current calendar year, and your next opportunity to enroll will be during the fall Open Enrollment period for coverage effective on January 1 of the following year.

Change in Employment Status
If you become eligible for benefits because of a change in employment status, most benefits become effective the first of the month coincident with or following the date of the change. You must submit your benefit enrollment elections through MyDay within 31 days of your benefits-effective date. (Note: If you do not enroll in the Health Care or Dental Care insurance plan or in the Flexible Spending Account Plan within 31 days of your benefits-effective date, you cannot be enrolled in these plans for the current calendar year, and your next opportunity to enroll will be during the fall Open Enrollment period for coverage effective on January 1 of the following year.)

Qualified Transportation Expense and Tax-Deferred Annuity Plans
You can make changes to these plans once a month by initiating a benefits event in MyDay. Follow these instructions to make a Qualified Transportation Expense change and follow these instructions to make a change to your Tax Deferred Annuity election. Your change will take effect on the first of the month following the date of your MyDay change. For further assistance with MyDay, contact [email protected]. For any benefits assistance, contact Benefits Help at 212.229.5671 x4942 or visit Human Resources at 80 Fifth Avenue, 8th floor, New York City.

If you and/or your qualified dependent(s) lose eligibility under CHIP (Children's Health Insurance Program) or Medicaid or have been determined eligible for state premium assistance under either the CHIP or Medicaid programs, you and your qualified dependents have 60 days from the date coverage ends or the eligibility determination date to end coverage or enroll.

Health Care, Dental Care, and Flexible Spending Accounts
Generally you may only change your elections for these plans once a year, during the university's annual Open Enrollment period. However, you may change your elections during the calendar year if you have a Change in Status as defined by the Internal Revenue Code.

Change requests must be made no later than 31 days after the date of the status change as described below. Please refer to the MyDay Guide: Benefit Changes due to a Qualifying Life Event, to initiate the correct benefit event. 

Marital Status Change
Marriage, death of spouse, divorce or annulment, legal separation.

Dependent Status Change
Birth, adoption or placement for adoption, death of dependent child, newly eligible dependents due to plan design change, dependent no longer eligible according to the terms of the plan, loss of student status, marriage of dependent child.

Domestic Partner Status Change
Domestic partner gain or loss of other coverage, a newly established domestic partnership, termination of an existing domestic partnership.

Loss of Coverage
Employee or dependent loses other coverage.

Employment Status Change of Employee, Spouse, Domestic Partner or Dependent Child
Commencement or termination of employment, commencement or return from an unpaid leave of absence, change in employment classification that affects the individual's eligibility under the plans, and change in worksite.

Judgments, Decrees and Orders
You or another individual is required to provide health coverage for your dependent child(ren).

Other
Establishing a domestic partnership with a state or local municipality, or termination of a domestic partnership or change in residence of the employee, spouse, domestic partner or dependent child(ren).

For Dependent Care FSA Only

• The provider of the dependent care changes or your cost for dependent care significantly increases or decreases.
• In the case of the birth of a child, the change becomes effective on the child's date of birth.  All other changes become effective the first of the month following the event.

If You and/or Your Dependent(s) Experience a Change in Status

• You must initiate a benefits event through MyDay by clicking on the benefits worklet. MyDay can be accessed through your apps locker on your New School homepage.
• You must attach documentation to your benefits event supporting the Change in Status, which clearly indicates the date the change is effective, for example, letter from a spouse or domestic partner's employer indicating loss of coverage.
• You must attach a copy of supporting dependent documentation (if not already on file with Human Resources), such as a marriage certificate, child's birth certificate, or the Statement of Domestic Partnership.

For assistance with MyDay, contact [email protected] or call Benefits at 212.229.5671 x4942.

You can see information on your current benefit plan coverage, including your per-paycheck contributions and deductions, in MyDay. Click on the Benefits worklet (circle) on your homepage. Then, under View, click Benefit Elections. You can download or print your benefit elections for your records.