Part-time Faculty

The university offers healthcare coverage and dental coverage with Aetna. Please review the Health and Dental Eligibility page for eligibility requirements.

If you are eligible to participate in the university's health care and dental care plans, you can also enroll the following eligible dependents:

• A spouse (a copy of a marriage certificate is required)
• A same or opposite-sex domestic partner (a copy of an approved Statement of Domestic Partnership is required)
• A child (or children) through the end of the year in which he or she turns 26* (a 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 is required)
• A dependent child (or children) who was found to have a disability before the attainment of age 19 (a 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 and documentation of disability status is required):

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 your initial eligibility period or enrolled or dropped from coverage during the Annual Open Enrollment period each fall unless you and/or your dependent experience a Change in Status as defined by the Internal Revenue Code.

*Once a child no longer meets eligibility requirements, you must notify the Benefits staff within 30 days so that the child can be removed from your coverage and offered continuation coverage through COBRA.

Contributions
You and the university share in the 2023 cost of coverage. You are responsible for paying your share of the premium. In order to enroll in a health and/or dental care plan, you must earn enough in wages to cover the annual cost of the plan(s) you elect. Contributions are withheld from your monthly paychecks over the course of the Academic Year (September through June). If you do not receive a paycheck in any month during the Academic Year, the amount of contributions withheld from another paycheck (or paychecks) that you receive during the Academic Year will be increased so that your premium will be paid to the fullest extent feasible through deductions from your pay.

Contributions for health care plan and dental care plan coverage for you, a spouse, or a dependent child (or children), if applicable, are deducted on a pre-tax basis from your 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 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 refer to the 2023 imputed income chart for domestic partner coverage or the 2023 imputed income chart for children and domestic partner 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 monthly 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.

If your entire share of the annual premium is not paid through payroll deductions from your paychecks, you will be required to pay on an after-tax basis (by personal check) for your coverage. If you do not pay your share of the premium, your coverage will be terminated retroactive to the last day of the month for which you paid your share of the premiums.

A part-time faculty member (other than part-time faculty teaching in the School of Jazz and Contemporary Music) may participate in the university's healthcare and dental care plans if he or she meets the eligibility requirements set forth in the collective bargaining agreement between the university and ACT-UAW. A key criterion is that part-time faculty members must teach at the university for at least one academic year before becoming eligible for healthcare and/or dental care coverage. Therefore, newly hired part-time faculty members are not eligible for coverage during the first year of their employment with the university. Please review the Benefits Eligibility Criteria Checklist to determine whether you are eligible for healthcare and dental care coverage under The New School's plan. Part-time faculty members who teach at Mannes are subject to a different set of criteria. Mannes part-time faculty members should review the Mannes Part-Time Faculty Benefits Eligibility Criteria Checklist to determine whether they are eligible for healthcare and dental care coverage under The New School's plan.

Part-time classroom faculty who teach at the School of Jazz and Contemporary Music and who are members of Local 802, AFM, AFL-CIO, must meet the eligibility criteria outlined in the university's contract with Local 802, in conjunction with the Memorandum of Agreement. Review the Local 802 Jazz Benefits Eligibility Criteria Checklist. If eligible, they may participate in the university's healthcare and dental care plans or in the Musician's Local Health Benefit Plan, which is administered by Local 802. Note: Part-time classroom faculty at Jazz are not eligible for the healthcare flexible spending account. Part-time faculty members who teach at Jazz but who do not teach in the classroom and are not members of Local 802 are not eligible to participate in the university's healthcare and dental care plans. They are eligible for the benefits highlighted here.

The university offers a healthcare plan with Aetna. This plan does not require the designation of a primary care physician and does not require referrals for visits to specialists. Please review the Health and Dental Eligibility criteria for eligibility requirements.

Once you are enrolled, you will receive an Aetna ID with your covered dependents (if any) listed on it at the home address on 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 the Aetna member portal, aetna.com, and registering with the ID number on the front of your Aetna card.

You can access the Aetna Presentation on our medical, dental, vision and Rx plans online. As a reminder, part-time faculty are eligible for the Aetna Select EPO plan. Please refer to the Local 7902/802 Collective Bargaining Agreement for more information.

Aetna Select EPO Plan
The Aetna Select EPO Plan covers services received from participating (in-network) Aetna 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 of $400 for individuals and $800 for families. The deductible is the amount you pay in a calendar year for certain medical services before your health plan begins to pay. 

• 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 provider in your plan’s network. 
  
  

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

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 the Express 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 express-scripts.com/thenewschool.

The university offers two dental care plans with Aetna. Please review the Health and Dental Eligibility criteria for eligibility requirements.

Aetna Dental PPO Plan
The Aetna Dental PPO Plan gives you the flexibility to use 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 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 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 healthcare 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 for details. Call Aetna Vision Preferred Plan at 877.973.3238 for additional information.

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 healthcare 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 healthcare 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.

*According to IRS regulations, you cannot contribute to a healthcare FSA to pay for your domestic partner's healthcare 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.

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 healthcare 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 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 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 healthcare 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 healthcare 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 healthcare 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 healthcare 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 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 more information about these plans.

Tax-Deferred Annuity Plan - Employee Contributions
You are eligible to make voluntary contributions to the Tax Deferred Annuity (TDA) plan beginning the first of the month following your hire date. New TDA enrollments and changes to existing elections can be made 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.

Please contact the Benefits Staff at [email protected] or call TIAA at 800.842.2252 for additional information.

Automatic Enrollment for Newly Eligible Employees
Unless you decline to participate or otherwise make a separate election, you will be enrolled automatically in the TDA plan at a 3 percent contribution rate on the date indicated in the enrollment notification email you will 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 through MyDay. Follow these instructions for making your change.

TIAA Self-Directed Brokerage Services Account
TIAA offers a Self-Directed Brokerage Services Account within your retirement plan, giving you an opportunity to allocate your retirement plan contributions among a variety of investment choices beyond the investments offered through The New School.

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.

Types of Accounts
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 provides a tuition waiver benefit for eligible part-time faculty whose employment is covered by a collective bargaining agreement with Local 7902, ACT-UAW, and Local 802, AMF. Eligible family members include the faculty member's spouse, same- or opposite-sex Qualified Domestic Partner, and dependent children. The tuition waiver benefit applies to tuition and mandatory fees. Please read the Tuition Waiver Plan for PT Faculty Members for detailed information and potential tax implications.

Applying for Tuition Waiver Benefits
A Tuition Waiver Request Form must be completed 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 application 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 Policy
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 questions or requests for assistance.

• Employee Form
• Supervisor Form

Short-Term Disability
Short-term disability benefits provide wage replacement for up to 26 weeks if you are not able to work because of a qualified medical condition. If you are absent from work for more than seven consecutive calendar days due to a medical condition, including pregnancy, you may qualify for short-term disability benefits.

Benefits are payable to a maximum of 26 weeks as certified by your physician and subject to approval of the short-term disability carrier. If you are approved for short-term disability benefits you are eligible to receive a wage replacement directly from the short-term disability carrier equal to the New York State Disability benefit of 50 percent of your weekly pay to a maximum of $170 per week. Your wage replacement shall not exceed your base rate of pay.

Short-term disability leave will run concurrently with leave qualified under the Family and Medical Leave Act if eligible. For more information or to apply for short-term disability benefits, please contact the Benefits Department at 212.229.5671 x4942.

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

• 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 makes the employee unable to perform their job**
• To care for the employee's spouse, child, or parent with a serious health condition
• Due to a qualifying exigency if the spouse, child, or parent of an employee is in the National Guard or Reserves or of a regular component of the Armed Forces and on covered active duty or called to covered active duty
• Military caregiver leave, also known as a "covered service member leave," to care for an injured or ill service member or veteran who is the spouse, child, parent, or next of kin of the employee. 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 foster care must be taken within 12 months of the FMLA event.

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

Please refer to The New School's FMLA policy for detailed information. If you have questions or need additional information regarding 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
The 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 the commencement of the leave.
• The employee is employed at a work site where 50 or more employees are employed by The New School within 75 miles of the work site.

Employee Notice
All employees requesting FMLA leave must provide verbal or written notice of the need for the leave by contacting the university's benefits office at benefitshelp@newschool.edu or by calling 212.229.5671 x4942.

When the need for the leave is foreseeable, the employee must provide the university with at least 30 days' notice. When an employee becomes aware of a need for FMLA leave less than 30 days in advance, the employee must provide notice of the need for the leave either the same day or the next business day of becoming aware. 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 leaves, such as disability for an employee's own serious health condition or the birth of a child may provide income replacement and will run concurrently with FMLA and be designated as FMLA leave.

An employee's medical and dental coverage will be maintained during the leave under the same conditions as if the employee had continued to work and an employee must continue to pay the portion he or she normally pays toward the medical and dental benefits premium. During paid FMLA, the premiums will be deducted from the employee's pay as usual. During an unpaid FMLA leave the required premium continues to be payable, and the Benefits Department will provide notification as to 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 one which is 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.

Workers' Compensation Insurance
Workers' Compensation Insurance provides cash benefits and/or coverage for medical care provided 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 in which 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 the state law and our insurance plan.

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

The New School offers employees and their household members EAP and work/life benefits through Aetna Resources for Living. Inquiries and services are provided at no cost to you and are completely confidential.

Aetna Resources for Living
You are entitled to eight face-to-face counseling sessions per year, per concern. Counseling sessions can be conducted in person or online with televideo. Aetna is prepared to help you on a wide range of concerns, including but not limited to:

• Emotional well-being
• Stress and anxiety management
• Relationship support
• Work and life balance
• Grief and loss
• Alcohol and substance abuse

In addition, you are entitled to a free 30-minute consultation for each new legal or financial issue. Topics include but are not limited to:

• Elder law and estate planning
• Family or domestic law
• Wills and other legal document preparation
• Budgeting
• Identity theft and fraud
• Retirement or other financial planning

Through Aetna, you will have access to a full range of tools, self-assessments, and resources to help you with your day-to-day needs, including but not limited to:

• Childcare, parenting, and adoption
• Elder care
• Home repair and improvement assistance
• Special needs
• Pet care
• Live and recorded webinars

Please visit the Discount Center to get free access to local discounts through Aetna.

How to Access EAP Services
You can call 888.238.6232 anytime, 24 hours a day, seven days a week, or visit resourcesforliving.com (enter the username "newschool" and the password "eap").

Materials in Spanish

• The New School EAP Summary – "Ayuda en todo Momento"
• Legal Assistance – "Servicios Legales"
• Financial Assistance – "Servicios Financieros"

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.

Healthcare, 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, a 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, a child's birth certificate, or the Statement of Domestic Partnership.

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

You can see information on your current benefit plan coverage, including your per-paycheck contributions and deductions, on 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.