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. Rates are based on the number of courses you teach in an academic year. Please see below for the breakdown. 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.

One-course-only contribution rates

Two-or-more-course contribution rates

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. If you are teaching only one course, please refer to the following 2023 imputed income chart for domestic partners.

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), Plan Design & 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 provides reasonable accommodations in accordance with the Americans with Disabilities Act (ADA) for qualified faculty and staff who require accommodations to allow them to perform the essential functions of their jobs because of a disability or pregnancy, childbirth, or a related medical condition. 

Types of Accommodations
It’s important to note that having a medical condition alone is not enough to make an employee eligible for a particular accommodation. Once the Office of Human Resources is notified of a faculty or staff member’s request for an accommodation, we engage in a collaborative and interactive process with both the employee and the supervisor or department chair to determine what accommodations are reasonable considering the essential functions of the job, the employee’s needs, and the particular work environment. 

Examples of reasonable accommodations may include but are not limited to:

• Making programs and activities readily accessible to and usable by individuals with mobility or other disabilities 
• Modifying equipment or devices to allow people with disabilities to use them, such as providing amplification for a telephone
• Modifying a work schedule
• Restructuring job responsibilities or reallocating non-essential (marginal) job functions
• Providing printed materials in an alternative format that is accessible to individuals with visual impairments 

Process and Procedure
To begin the reasonable accommodation process, faculty and staff should contact the Office of Human Resources by email [email protected] and submit two forms:

• The Reasonable Accommodation Request Form, completed by the employee
• The Reasonable Accommodation Medical Authorization Form, completed by the employee's medical provider

The request forms and medical information provided will be treated as sensitive and confidential and will be shared only with those who need to know in order to provide the reasonable accommodation.

Interactive Process and Cooperative Dialogue
Upon receiving a request for accommodation, the New School Benefits team will engage with faculty and staff in what is known as the “interactive process and cooperative dialogue.” The purpose of the interactive process and cooperative dialogue is to enable the team to understand the needs of the faculty or staff member and, based on the circumstances, to identify any reasonable accommodations. If necessary, the Benefits team may consult with a supervisor or department chair as part of this process (disability will not be disclosed to the supervisor or department chair).

At the conclusion of the interactive process and cooperative dialogue and upon reaching a final determination, the Benefits team will provide the requestor with a written final determination identifying any accommodation granted or denied. A copy of the approved accommodation plan will also be provided to the employee’s supervisor or department chair. Faculty and staff or their supervisor or department chair can contact the Office of Human Resources at any time to request a revision to the accommodation plan to reflect changes in job description, medical condition, etc.  

Ergonomic Assessment
Ergonomic Assessment adjustments may or may not be part of a reasonable accommodation. Faculty and staff may request an ergonomic assessment regardless of disability. For ergonomic requests, faculty and staff should submit a note from their physician to [email protected]. The note must include diagnosis or symptoms and a request for equipment or evaluation. 

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.

Nondiscrimination 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 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 and 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 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

NYC Safe and Sick and Emergency Instance Leave
According to Article XX(A) of the collective bargaining agreement between ACT-UAW Local 7902, Article XXIX of the AFL-CIO Local 802 collective bargaining agreement and The New School, faculty members are entitled to take safe and sick leave or emergency instance leave. Also per Article XX(A) and Article XXIX, in accordance with New York City’s Earned Safe and Sick Time Act (Paid Safe and Sick Leave Law), faculty members are permitted to use earned safe and sick leave for absence from work due to 1) the need for preventive medical care; 2) mental or physical illness, injury, or health condition; 3) the need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition for the faculty member or a family member; 4) the need for assistance when the faculty member or a family member is the victim of any act or threat of domestic violence or unwanted sexual contact, stalking, or human trafficking.

Faculty who elect to take paid safe and sick leave shall accrue safe and sick leave at a rate of one hour for each 30 contact hours of service (up to a maximum of 56 hours). 

Family member (per the Act) is defined as a spouse, registered domestic partner, son or daughter (biological, adopted, foster, stepchild, legal ward, grandchild, or child of a person standing in loco parentis), sibling (including step-siblings, half-siblings, and siblings-in-law), parent, parent of a spouse, spouse of a child, and spouse of siblings, and any other individual whose close association with the faculty member is the equivalent of a family relationship.

Safe and Sick Leave and Emergency Instance Procedure
When safe or sick leave is foreseeable, faculty members must provide seven calendar days’ advance written notice of their intention to take safe or sick leave to their supervisor and to the Human Resources department. If safe or sick leave is unforeseeable, faculty members shall provide written notice of the use of the leave to their supervisor and to the Human Resources department as soon as reasonably practicable. A faculty member’s failure to provide the required timely notice may result in a denial of the leave, unless unusual circumstances justify the failure to comply.

Where the need for Emergency Instance or Safe and Sick Time is foreseeable, faculty are required to complete the SSL and Emergency Instance Request Form to alert the Human Resources department of their leave election. Along with submitting the SSL and Emergency Instance Request Form, faculty must also alert their college through its notification process or an absence form along with their Absence Plan for plan approval. For safe and sick leave accrual details, faculty should email [email protected].

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 day of or the next business day after 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.

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. The university will begin taking payroll deductions from faculty starting in March. 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. The university will subsidize 50 percent of the faculty contribution rate. In addition, we will impute income for NYPFL employer-paid premiums and report the payment of such premiums on behalf of the faculty in Box 14 of the employee’s W-2 form.

Faculty will be able to take up to 12 weeks of job-protected paid family leave:

• 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.

Only those part-time faculty members who meet one of the following conditions may opt out of PFL:

• They work less than 20 hours per week and fewer than 175 days in a consecutive 52-week period.
• They work 20 or more hours a week but for fewer than 26 consecutive weeks in a 52-week period.

If you think you will meet one of these criteria, you may request to opt out. You will not be automatically excluded from the program. To request exclusion, you must submit the Employee Opt-Out of Paid Family Leave Benefits Form to the Human Resources Office for approval. The deductions will stop only after approval. 

PFL Claim Submission Procedure

• Faculty should provide at least 30 days’ advance notice if the reason for PFL is foreseeable—for example, an expected birth, placement for adoption or foster care, planned medical treatment for a serious health condition of a family member or covered service member, or known military exigency. If 30 days’ notice is not practicable, then notice must be given as soon as reasonably possible. Faculty must also advise the university as soon as possible when dates of a scheduled leave change, are extended, or were initially unknown.
• To initiate a PFL request, faculty should email [email protected]. In addition, faculty who wish to use PFL benefits must complete the appropriate Request for Paid Family Leave form and submit proof of claim documentation. Completed paperwork with applicable documentation will be submitted to the university's carrier, The Standard, for review and approval. Once approved, PFL wages will be paid by The Standard by check sent on a weekly basis to the mailing address listed on the form.

Along with submitting the Request for Paid Family Leave form, you must also alert your college through their notification process or absence form along with your Absence Plan for plan approval.

Employee Notice
If you have questions regarding the Emergency Instance, Safe and Sick Time, and Paid Family Leave procedures, please contact the Benefits team at [email protected].

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.

For more information or to apply for short-term disability benefits, please contact the Benefits Department at [email protected].

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.