1. UMMS Benefits Overview
Long-Term Disability
Flexible Spending Accounts
Tuition Benefits
Paid Time Off
Retirement Plans
Other Benefits
Health Insurance
Dental Insurance
Vision Insurance
Optional Life Insurance
Sick Leave Bank
Short-Term Disability
Welcome to University of Massachusetts Medical School and congratulations on your new position. This presentation will walk you through the benefits that are available to you as a new benefited hire at the University. Each of these benefits listed on this slide will be reviewed in this presentation.

2. HEALTH INSURANCE
For new employees and newly benefited employees, benefits are effective on the first of the month following 60 calendar days from hire date, or two calendar months, whichever comes first.
The 12 health insurance plans available are offered through the GIC (Group Insurance Commission). The GIC is a separate state agency that administers health insurance, life insurance and long-term disability for state employees. The GIC also provides health insurance to eligible employees who retire from state service.
All Health insurance plans includes a $5,000 basic life insurance policy. This life insurance policy can be purchased separately if you do not choose to purchase health insurance from UMMS. (There is a state tax penalty if you are without health insurance for 3 months or more).
All plans have a deductible for medical coverage and a deductible for prescription coverage. The amount of the deductible will vary depending on what plan is selected.
Deductions begin in the month before your effective date. GIC deductions are taken 24 times during the course of the year. UMMS pays employees 26 times per year so there will be 2 paychecks in which no GIC deductions will be taken. Health insurance deductions are taken pre-tax. Optional life insurance and long-term disability deductions are taken after-tax.
You must provide a copy of a marriage certificate if enrolling your spouse on health insurance, and/or birth certificates if enrolling children on your health insurance.
Health insurance and all other benefits except for mandatory retirement will begin on the 1st of the month following 60 calendar days from date of hire or two calendar months, whichever comes first. There is a total of 12 health insurance plans that are offered through the GIC or group insurance Commission. The GIC is a separate state agency that provides health insurance, life insurance and long-term disability benefits for state employees and health insurance for state retirees. If you elect to a health insurance plan through the GIC, you will automatically receive a $5,000 basic life insurance policy. This basic life insurance policy can be purchased as a separate benefit if you are not electing health insurance.
All health insurance plans have a deductible for medical coverage and a deductible for prescription coverage. The deductible amount will depend on the health insurance plan that you elect and whether you elect individual or family coverage.
Deductions for health insurance, life insurance and long-term disability elected through the GIC will begin in the month before your effective date. Because these deductions start in the month prior to effective date when you leave the University your coverage continues through the end of the month following your separation date, provided that your premiums are paid.
Health insurance and basic life insurance deductions are taken on a pre-tax basis. Optional life insurance and long-term disability deductions are taken on an after-tax basis. If you are planning to enroll a spouse or children on your health insurance, you will need to submit a copy of your marriage certificate and your children's birth certificates.

3. HEALTH INSURANCE OPTIONS DURING THE WAITING PERIOD
Because we have a 60-day waiting period for benefits, listed below are 3 options which are available to you to elect coverage for the waiting period.
COBRA – COBRA is the federal law that allows you to continue the health insurance that you had through your previous employer. If you were enrolled in a health insurance plan through your previous employer at the time of your termination, they will provide you with information on your rights to COBRA, as well as the cost of coverage.
Massachusetts Health Connector – The Massachusetts Health Connector is the health insurance exchange for the Commonwealth of Massachusetts which offers a variety of plans you may be eligible to enroll in while waiting for your health insurance through UMass Medical School to be effective. The website for the MA Health Connector is You can go to the website to shop, compare plans and enroll.
B Waiver – B Waiver is a provision offered through the GIC which allows you to enroll in health insurance back to your UMMS hire date if you experience a medical emergency that requires you to incur medical claims that exceed the full cost of the premium for the health insurance plan while you are in your waiting period for the insurance to become effective. Please contact the Benefits department should you have questions about this option.
Because we do have a 60-day waiting period for benefits, this slide lists the options available to you to enroll in other health insurance during the waiting period. If you have just left another job and you carried the health insurance through your previous employer, you can elect Cobra. Cobra is the federal law that allows you to continue the health insurance that you carried through your previous employer. With Cobra, you are required to pay 102% of the full monthly premium.
Another option available to you is to elect a plan through the Massachusetts Health Connector. The MassHealth Connector is the health insurance exchange in Massachusetts that provides coverage to Massachusetts residents who have recently lost coverage. They offer a variety of plans with various deductibles and levels of coverage. Premiums for a health insurance plan elected through the Connector would be paid for on an after-tax basis.
Lastly, the B Waiver is a provision offered through the GIC in which you can enroll in retroactive health insurance effective back to your hire date if you suffer a medical emergency and the total of the medical bills exceeds the full monthly premium cost of your health insurance plan during the waiting period.

4. FACTORS TO CONSIDER WHEN CHOOSING THE BEST HEALTH INSURANCE PLAN
The UMMS health insurance plans that are available to you are based on where you reside. Please refer to the map on page 4 of the GIC Benefit Decision Guide or the map in the New Hire Benefits-at-a-Glance brochure to determine the coverage that is available for you to purchase through UMMS.
Once you have determined the plans that are available to you, the next step is to review the details and specifics for the health insurance plans that you are considering. You can find this information in the GIC Benefit Decision Guide Before you enroll in any plan, please be sure to check with the plan to ensure that your desired health providers and hospital facilities are in the network for your plan selection. If you choose a plan without checking your providers and later learn that your providers are not in that plan, you must remain in that plan until the next open enrollment. It is vital that you do your research before choosing a health plan. The health insurance plan websites and 800 numbers can be found on page 15 of the GIC Benefit Decision Guide
Evaluate out-of-pockets costs (co-pays, co-insurance and deductibles)
GIC Benefit Decision Guide
New Hire Benefits-at-a-Glance
The health insurance plan options available to you are based on where you live and more specifically, the county in which you reside. Please review the map on page 4 of the GIC Benefit Decision Guide or the map in the New Hire Benefits at-a-Glance brochure. Once you have noted what health insurance plans are available to you, you will want to review your list of providers and hospitals and make sure that they are in the network for the plan that you are selecting.
Please take the time to review your health insurance options to elect the plan that will work best for you and your family. Be sure to research the plan to ensure that your providers and hospitals of choice are in the network for the plan that you are electing. Also, do the same for any family members that you will be enrolling on your health plan. You will not be able to change your plan until the next open enrollment. You may also want to evaluate the out-of-pocket costs of items such as co-pays, coinsurance and deductibles.

5. HEALTH PLAN COMPARISON
The next few slides will provide you with more detail about each health insurance plan. The UniCare State Indemnity Plan/Basic with CIC and without CIC are considered national network plans and provide access to any licensed doctor or hospital throughout the United States. These plans do not require the designation of a primary care provider or referrals to see specialists. These are the most expensive plans that are offered because they offer the most flexibility.
The broad network plans are UniCare Plan/Plus, Tufts Navigator, Fallon Select and Harvard Pilgrim Independence. These plans provide access to Massachusetts physicians and hospitals within the carrier's network. The Unicare Plan/Plus provides access to any doctor in Massachusetts and has a fairly large network of hospitals. The Tufts Navigator and Harvard Pilgrim Independence plans are plans that have fairly large networks of providers and hospitals. With these two plans you may seek services within the network for maximum coverage, but they also allow you to go outside the network with 80% coverage. The Fallon Select is an HMO plan that provides in-network benefits only.

6. HEALTH PLAN COMPARISON Continued
The regional network plans are the Health New England the NHP Prime or Neighborhood Health Plan which are the HMO plans and provide coverage through their network of doctors, hospitals and other providers. With these two plans you are required to select a primary care provider to coordinate care but referrals to network specialists are not required. These plans do not provide out of network benefits with the exception of emergency care.
The last category is the limited network plans which include Unicare State Indemnity Plan/ Community Choice, Tufts Spirit, Fallon Direct and the Harvard Pilgrim Primary Choice. These plans offer services within their network of providers and hospitals because these plans have more limited networks the premiums for these plans will be less than other types of plans. You can find more specific information on all these health insurance plans in the GIC Benefit Decision Guide Please be sure to review this guide when making your health insurance decisions.

7. DENTAL INSURANCE Cigna Dental Plan Summaries
Our dental insurance for non-unit and share employees is provided through Cigna. Employees that are in other unions will be provided dental insurance through their union. We offer two different levels of coverage. The basic plan has no paycheck deduction for premium and provides $750 of covered service each calendar year for each covered member.
The Cigna Plus plan has a cost sharing between the employee and the University because it offers a higher level of coverage. It provides $1,500 of covered service each calendar year. Both plans cover 100% of preventive and diagnostic services. Basic restorative services (most commonly fillings) are covered at 50% with the Basic Plan and 80% with the Plus Plan. Major restorative services which would include crowns, bridges and dentures are covered at 40% for the Basic Plan and 60% for the Plus Plan. The Plus Plan also provides an Orthodontia benefit of $1,500 for dependents up to age 19.
Please click on the link on this slide to view the detailed plan summaries on the benefits website.
Cigna Dental Plan Summaries

8. VISION INSURANCE
Voluntary vision plan administered through Guardian which uses the VSP network of providers
Allows members to receive services every calendar year
$10 Co-pay for eye examination with in-network provider
$25 Co-pay for materials (waived for elective contact lenses)
No Co-pay for the contact lenses; up to $60 Co-pay for contact lens exam (fitting and evaluation)
Plan gives up to $175 allowance for frames or contact lenses
Premium is $2.94 biweekly for individual and $8.10 biweekly for family
Guardian Vision Plan Summary
The Guardian vision plan is available to all non-union employees and employees in the SHARE union. All other employees receive vision benefits through their union and should refer to their union representative for information.
The University offers a voluntary Vision Plan that provides a benefit for an eye exam and glasses or contact lenses once per year. The plan is administered through Guardian and uses the VSP network of providers. For a small bi-weekly premium of either $2.94 for individual coverage or $8.10 for family coverage. The plan provides an annual eye exam and glasses. The plan allows you up to $175 to spend on either glasses or contact lenses.
Please click on the link on this slide to view the Guardian Vision benefit summary.

9. OPTIONAL LIFE INSURANCE
There are two ways to buy optional life insurance. If you purchase optional life insurance through the GIC, it will be effective on the first of the month after 60 days of employment.
The first option is the Automatic Increase which allows you to buy a multiple of your annual salary (1x to 8x your annual salary). As you receive future salary increases, the optional life insurance amount increases as well.
The second option is the Fixed Amount which allows you to buy a flat or fixed amount of insurance in increments of $1,000 ($1,000 to 1x annual salary minus $1,000) and optional life insurance amount remains at that fixed amount. This amount remains fixed unless you elect to change it at a later date.
As a new hire, you can elect optional life insurance (Automatic Increase or Fixed Amount) and be automatically enrolled. If you decide to elect or increase optional life insurance at a later date (after your 10-day new hire period) without a qualifying event, you will be required to provide evidence of good health. If approved, you will be notified in writing by the insurer/GIC as to the effective date of the optional life insurance.
Pages 16 and 17 of the GIC Benefit Decision Guide will give you additional information and the rates for optional life insurance.
GIC Benefit Decision Guide
The Group Insurance Commission offers optional life insurance and there are two different ways in which you can purchase this benefit. The first option is the automatic increase. The automatic increase option allows you to purchase anywhere from 1 to 8x your annual salary. The amount of life insurance will increase as your salary increases with merit increases and promotions. The fixed amount option allows you to purchase an amount of life insurance which can range from as little as $1,000 up to 1x your salary in increments of $1,000 and stays fixed at the elected amount.
If you think that you want to elect optional life insurance, we suggest that you enroll as a new hire, especially if you have a medical condition which may prevent you from being enrolled at a later time. Applying for this benefit at a later date will require you to provide evidence of good health. Pages 16 and 17 of the GIC Benefit Decision Guide will give you additional information on the optional life insurance and also provides you with the age-banded rates. Click on the link on this page to view the GIC Benefit Decision Guide.

10. Sick Leave Enrollment Form
SICK LEAVE BANK
The Sick Leave Bank is offered to all UMMS benefited non-unit, SHARE and NAGE employees.
Provides employees with full pay while out on a continuous, approved FMLA for own illness; also covers first 8 weeks of maternity leave.
To enroll, submit the enrollment form to Benefits after you have been employed for 1 year. (A one-time donation by you of 16 hours of your sick time is required at time of enrollment to participate). Your enrollment form will be reviewed, and you will be notified via of approval/denial.
If approved, you will be enrolled effective the beginning of the next pay period after receipt of form. To request pay from the Sick Leave Bank during an approved, continuous FMLA, complete and submit the Sick Leave Bank Request Form found on the Benefits Forms website.
The Sick Leave Bank benefit will provide full pay to employees while out on approved FMLA.
Sick Leave Bank Policy
Sick Leave Enrollment Form
The Sick Leave Bank is offered to all UMass benefited non-unit, share and aged employees. The Sick Leave Bank provides employees with full pay while out on an a continuous approved FMLA for their own illness. The Sick Leave Bank also covers the first eight weeks of maternity leave.
To enroll in the Sick Leave Bank, you must submit the enrollment form to benefits after you've been employed for one year. A 16-hour sick time donation is required at the time of enrollment. Your enrollment form will be reviewed by benefits and you will be notified via of approval/denial of your enrollment. If approved, you will be enrolled effective the beginning of the next pay period after we have received your form. To request pay from the Sick Leave Bank, you may submit the Sick Leave Bank request form which can be found on the benefits website. The Sick Leave Bank benefit provides full pay to employees while out on an approved FMLA.

11. SHORT-TERM DISABILITY (STD)
Short-Term disability provides income to you if you are unable to work due to an illness, injury or maternity leave  
STD carrier is Guardian
Short-Term disability premium are paid on an after-tax basis, so the STD benefit is non-taxable
Policy pays either 50% or 60% of weekly salary up to maximum of $1,500 per week
STD benefit pays up to a maximum of 11 weeks
Pre-existing condition clause-3 month look back and must be insured for 12 continuous months under plan to be paid for a disability due to a pre-existing condition
STD premium is based on weekly salary, age and benefit level elected
Non-unit (non-union) employees with the exception of faculty and executives are eligible for this benefit
To learn more about the STD Benefit, click here.
The Short-Term disability benefit provides income to employees if they're unable to work due to an illness, injury or maternity leave. The carrier for the Short-Term disability plan is Guardian. The premiums for the benefit are paid on an after-tax basis so when you collect the benefit it is not taxable. We offer either a 50% or a 60% benefit of weekly salary up to a maximum of $1,500 per week. The maximum pay option is available for 11 weeks. There is a pre-existing condition clause with the benefit so be sure to review that information before electing the benefit. Calculating the premium is based on weekly salary, your age and the benefit level that you elected.

12. LONG-TERM DISABILITY (LTD)
Long-term disability insurance provides income to you if you become disabled and unable to work. The long-term disability benefit pays for full disability or partial disability (more than 20% loss of earnings).
LTD benefit offered through the GIC (Group Insurance Commission).
As an employee of the Commonwealth of Massachusetts, you will not contribute into Social Security because you will contribute into the state pension system. In general, to be eligible for Social Security disability, you need 40 credits, 20 of which were earned in the last 10 years ending with the year you became disabled. (Younger workers may qualify with fewer credits).
You should carefully review your financial situation and consider electing Long-Term Disability coverage through the GIC if your intention is to work for the University for an extended period of time since you may potentially not be eligible for Social Security disability at a future date.
Long-term disability is a benefit that provides income to you if you are disabled and unable to work for more than 90 days. This benefit is offered through the GIC or Group Insurance Commission. LTD is an important benefit to consider when working for the state of Massachusetts because state employees do not contribute into Social Security. Social Security disability requires you to have 40 credits, 20 of which were earned in the last 10 years ending with the year you became disabled so depending on how long you work for the University, at a certain point, you will lose your eligibility for Social Security disability. You should consider electing the Long-Term disability benefit through the GIC especially if you intend to work for the University for an extended period of time.

13. LONG-TERM DISABILITY (LTD) Continued
Long-Term disability carrier is UNUM
LTD policy premiums are paid on an after-tax basis, so the LTD benefit is paid to you as non-taxable
Policy pays 55% of gross monthly salary after 90 days of disability and for partial disability
Policy provides a 36-month benefit for behavioral health disabilities
Policy provides a rehabilitation and return-to-work assistance benefit and a dependent care expense benefit
Continues to pay up to age 65 as long as you remain disabled
Pre-existing condition clause-does not provide coverage unless 12 months treatment free or paid 12 months of premiums
Page 15 of the GIC Benefit Decision Guide will provide you with additional information and the rates for the LTD benefit
GIC Benefit Decision Guide
The Long-Term disability policy insurance carrier is UNUM. The policy pays a tax-free benefit of 55% of gross monthly salary after 90 days of disability or for a partial disability. The policy also provides a benefit for behavioral health disabilities, as well as a rehabilitation and return to work assistance benefit along with a dependent care expense benefit. As long as you remain disabled, the policy will continue to pay you up to age 65. Please review page 15 of the GIC Benefit Decision Guide to find additional information and the rate chart for the Long-Term disability benefit.

14. FLEXIBLE SPENDING ACCOUNTS
Flexible spending accounts are an IRS programs that allows you to defer some of your income on a pre-tax basis and put that income into an account that can be used for eligible health care related and dependent care related expenses
The Plan year is from July 1 through June 30
For the health care spending account (HCSA), you may defer from $250 to $2,700 for the plan year
The health care spending account benefit begins on first of the month after 60 days of employment from hire date or 2 calendar months, whichever comes first
For the health care spending account, you receive a debit card to use for purchases
For the dependent care assistance program (DCAP), you may defer up to $ per pay period for plan year
The DCAP benefit begins on date of hire and you must submit invoice and claim form for reimbursement
Both programs have a 2 ½ month grace period (extended time past the end date of the plan year) to use your funds-you have until 9/15/20 to spend your funds
There is a $2.00 monthly administration fee if you are enrolled which is deducted every pay period on a pre-tax basis
GIC Benefit Decision Guide
FSA Handbook FY20
List of Eligible Expenses
Flexible spending accounts are an IRS program that allows you to defer money from your paycheck on a pre-tax basis and use that money toward eligible health care or dependent care expenses. The plan here for UMass is from July 1st through June 30th. You elect an annual amount to defer and that amount is deducted over the number of eligible pay periods in the plan year.
With the health care spending account (HCSA), you may defer any amount from $250 to $2,700 for the plan year. The health care spending account benefit begins on the 1st of the month after 60 days of employment so it is effective the same day as your health insurance. When you elect the healthcare spending account you receive a debit card from the vendor. That debit card can be used to make eligible purchases.
The dependent care assistance program begins on your hire date provided that you enroll within the first 10 days of employment. The dependent care program (DCAP) requires you to submit claims to be reimbursed for eligible expenses. If enrolling as a new hire for the dependent care program, you may elect any amount up to $ per pay period.
Both programs have a 2 ½ month grace period. The grace period is an extended time in which you can use your funds. Because the plan year ends on June 30th, you would have until September 15, 2020 to spend all the funds for this plan year. Any funds not spent by the September 15th deadline would be forfeited so it is important to accurately estimate your spending. There is a $2.00 monthly administration fee for one or both programs. The fee is deducted bi-weekly on a pre-tax basis.
Please refer to the GIC Benefit Decision Guide to find supplemental information on the flexible spending accounts.

15. TUITION BENEFITS
The tuition benefits offered at the University include tuition assistance, tuition remission and tuition credit. The tuition assistance is a benefit for full-time benefited employees after 6 months of employment. The benefit can be used for any accredited school if you are taking a class or course that is related to your present job. Within 60 days of completion of the course, you must provide proof of grade and payment to the benefits department. If the course meets the criteria, you will be reimbursed $200 per semester up to a maximum of $400 per academic year.
The tuition remission benefit is for all benefited employees and can be used at the Massachusetts community colleges and state universities after 6 months of employment for full-time employees and 12 months of employment for part-time employees. This benefit also extends to spouse and children up to the age 26. The tuition remission benefit will vary depending on your status and the status of the student.
The tuition credit benefit is for all benefited employees and is effective immediately upon hire. This program also extends to spouse and children up to age 26. The tuition credit is based on your years of service and whether the student is pursuing an undergraduate or graduate degree.

16. TUITION BENEFITS Continued
UMass Medical School has also developed educational partnerships with Assumption College, Clark University and the Literacy Volunteers of Greater Worcester to provide employees discounted tuition rates for undergraduate, graduate and continuing education courses.
Assumption College programs include Master of Business Administration, Master of Arts in Clinical Counseling Psychology and Master of Arts in Rehabilitation Counseling
Clark University programs include Master of Public Administration, Master of Science in Professional Communication and Master of Science in Information Technology
Literacy Volunteers of Greater Worcester includes English as a Second Language (ESL)
More detailed information on these tuition benefits can be found by going to the Benefits website via the link below.
Link to Additional Information and Forms
Educational partnerships have been developed with Assumption College, Clark University and the Literacy Volunteers of Greater Worcester to provide you with discounted tuition rates for various programs. Details on these benefits can be found by accessing the link which is included on this slide.

17. PAID TIME OFF
The University grants holiday, personal, vacation and sick time to all benefited employees. The amount of paid time off granted to an employee is based on their FTE (full-time equivalency) and classification.
Holiday Time: 13 Holidays each year-full-time employees receive 8 hours of holiday pay for each holiday
Personal Time: Personal time is awarded to you based on your hire date and can be used during the year in which it is awarded.
Vacation Time: Vacation time is accrued bi-weekly starting upon hire and is shown on your bi-weekly pay advice. As of the last full pay period of each fiscal year (the fiscal year ends on June 30), the maximum number of vacation hours that you will be allowed to accrue and carry over into the next fiscal year is two hundred forty (240) hours. During the course of the fiscal year, you will be allowed to accrue additional vacation hours over the two hundred forty (240) hour maximum, but you must use any accrued hours over the maximum by the last full pay period of that fiscal year or they will be lost and will not be paid out. Any accrued, but unused hours, will not be available for you to use after the end of the fiscal year. HR will begin communicating with you in March of each year to remind you to use any accrued hours over the 240-hour cap by the end of the fiscal year so they will not be lost.
Sick Time: Sick time is accrued bi-weekly weekly starting upon hire and is shown on your bi-weekly pay advice. You may accrue up to 960 hours of sick time.
Specific policies for holidays, personal, vacation and sick time can be accessed from the link below.
Paid Time Off Policies
The University provides paid time off in the form of holiday, personal, vacation and sick time. As a state entity, the University observes 13 holidays each year. Personal time is awarded to you based on your hire date. Every January, full-time employees receive 16 hours of personal time to use for that year. Vacation time is accrued bi-weekly starting at hire. The rate of vacation time accrual is based on your full-time equivalency and your classification. Sick time is also accrued bi-weekly. Full-time employees accrue 120 hours of sick time per year. The specific policies regarding these benefits can be found by accessing the link found on this page.

18. MANDATORY RETIREMENT PLANS
MSERS (Massachusetts State Employee Retirement System)
ORP (Optional Retirement Program)
(if eligible)
You contribute 9% of salary and 2% of salary above $30,000
Contributions are pre-tax
Contributions are in lieu of Social Security
Your funds are invested by State Treasurer
Pension is a guaranteed, predicable income based on age at retirement, total years of service and average 5 consecutive years of salary-must have 10 years full-time service and be minimum age of 60
If not vested with 10 years of service for pension and leave the University, the funds may be rolled over or withdrawn
You contribute 9% of salary and 2% of salary above $30,000
Contributions are pre-tax
Contributions are in lieu of Social Security
Employee controls their own investments
Retirement income is the total of accumulated funds at end of employment with the University-plan comes with life insurance and long-term disability benefits
If not vested with 10 years of service (eligible for retiree health insurance) and you leave the University, the funds may be rolled over or withdrawn
At time of hire you will be defaulted into the MSERS or Massachusetts State Employee Retirement System. If you are eligible, you will be notified of your eligibility in the ORP or optional retirement program with the MSERS. You will contribute 9% of your whole salary and 2% of any salary above $30,000. The contributions are made on a pre-tax basis and are in lieu of Social Security.
The same is true for the ORP program. With the MSERS plan, your contributions are invested by the State Treasurer. With the ORP plan, you would pick your own investments. In MSERS, the pension is a guaranteed, predictable income that is based on your age at retirement, total years of service and average 5 consecutive highest years of salary.
You must have a total of at least 10 years of full-time service to be eligible for the pension. With the ORP plan, your retirement income is the total of accumulated funds in your account at the end of your employment with the University. The ORP plan also comes with life insurance and long-term disability benefits. If you are eligible, you will receive a separate communication regarding the ORP plan. If ORP eligible, you will have 180 days to decide whether to elect the ORP or remain in the MSERS plan.
Presentation Title

19. OTHER AVAILABLE BENEFITS
Voluntary Retirement Plans
University 403(b) Plan (pre-tax or Roth)
457(b) Plan/MA SMART Plan (pre-tax or Roth)
Link to Voluntary Retirement Plans
529 College Savings Plan
Link to 529 College Savings Plan
Corestream-Employee Discount Plans
Link to Corestream Discounts
Some of the other voluntary benefits available to you include the UMass University 403(b) plan and the 457(b) or Massachusetts Smart Plan. These plans can be started at any time. The University also offers a 529 college savings plan, as well as, additional discounts and services available through the course stream portal.
Please use the links on this page to access additional information on these benefits.

20. SUBMITTING BENEFITS FORMS
At new hire orientation, HR staff will hand you those benefits forms that require a wet signature (signature with a pen vs. electronic signature). New hires must submit these completed benefits enrollment forms within calendar 10 days of hire by sending them via fax, or personal delivery to the Benefits department. Once these forms have been received by Benefits, Benefits staff will go into the onboarding portal and print out the remaining benefits forms to process your elections.
After viewing this presentation, if you have questions about any of the benefit options, you are encouraged to log into the weekly interactive Benefits Q&A session which is held every Wednesday from 1pm to 2pm. If you plan to log into the Benefits Q&A session, you are required to register. Please register by ing and indicate the date that you wish to attend.
Fax Number:
Address for General Benefits Questions:
Physical and Mailing Address: 333 South Street, HR Service Center, Second Floor, Shrewsbury, MA 01545
Phone Number: , option 1, option 1
NOTE: You are responsible for submitting your benefits forms by the required deadline. Benefits staff will not be following up with you if forms are not submitted by the deadline. If forms are not submitted timely, you risk not being enrolled in benefits and you will have to wait until the next open enrollment to enroll in health, dental and vision insurances.
At new hire orientation, HR staff will hand you those benefits forms that require a wet signature, in other words forms that require signature with a pen versus an electronic signature. You must complete, review and submit these forms to the benefits department within 10 calendar days of your hire date. These forms may be faxed, ed or hand delivered to benefits. Once these wet signature forms are received by benefits, the benefits staff will go into the onboarding portal and print out the remaining benefit forms to process your benefit elections. Please be sure to complete the remaining forms online and verify that your elections are accurate so that we can process your enrollments in a timely manner.
If you have questions about any of the other benefit options, you are encouraged to log into the weekly benefits Q&A session, which is held every Wednesday from 1:00 p.m. to 2:00 p.m. If you plan to attend the zoom session, you will be required to register. Please register by sending an to and indicate the date that you wish to attend.
The fax number, address for general benefit questions, physical and mailing address, as well as, the phone number for benefits is listed on this page.
For questions, please or call benefits at , option 1, option 1.
Please note that you are responsible for submitting your benefits forms by the required deadline. Benefits staff will not be following up with you if your forms are not submitted within your first 10 days of hire. If you do not submit your forms timely you will risk not being enrolled in benefits and you will have to wait until the next open enrollment to enroll in health, dental and vision insurance.

21. Thank You and Welcome to UMass Medical School!
Thank you for viewing this presentation and welcome to UMass Medical School.