Human Resources Opportunities and Employment at MCC

In order to be eligible to be hired in a position that involves potential unsupervised contact with children, the disabled or the elderly, the successful applicant may be required to undergo a Criminal Offender Record Information (CORI) check and/or a Sex Offender Registry Information (SORI) check. Applicants found to have certain criminal convictions or pending criminal actions will be presumed ineligible to hold such positions. 

The College is authorized by the Commonwealth's Criminal History Systems Board, pursuant to Massachusetts General Laws, Chapter 6, Sections 167-178B, to access CORI records. The College shall refer to regulations issued by the Commonwealth's Executive Office of Health and Human Services, 101 Code of Massachusetts Regulations 15.00-15.16, as guidance when assessing employee or successful applicant CORI records. Sex Offender checks shall be performed pursuant to Massachusetts General Laws, Chapter 6, Sections 178C-178P.

For more information regarding the College's CORI/SORI check process, please email Pamela Medina, Assistant Director of HR/Affirmative Action Officer/Title IX Coordinator.

Benefitted Employees

Employees in benefitted positions at Middlesex Community College are considered employees of the Commonwealth of Massachusetts and are eligible to review health insurance benefits through the state’s Group Insurance Commission (GIC). The GIC offers eligible employees, employees’ spouse, and dependent children (up to the age of 26 where applicable by law) a variety of health insurance plans. Coverage begins on the first day of the month, following 60 calendar days or more depending on the date of hire.

---

Supplemental Benefits

Long Term Disability (LTD)

Long Term Disability Insurance is an income replacement option. If you are unable to work for 90 consecutive days due to illness or injury the plan could potentially replace up to 55% of an employee’s regular pay against sickness or injury, up to age 65. The premium cost depends on the employee’s age and salary. All full-time and part-time benefited employees are eligible to purchase LTD. 

Basic Life Insurance
For a low-cost premium, a $5,000 term life insurance plan is offered to benefit eligible employees. Employees that elect health insurance coverage are automatically covered by the basic life insurance.

Optional Life Insurance
This employee-pay-all benefit is offered to provide economic support for your family and has no cash value. It is term insurance and allows you to increase your coverage up to eight times your annual base salary for a maximum of $1.5 million. Term insurance covers you and pays your designated beneficiary in the event of your death. You must have Basic Life Insurance to enroll in Optional Life Insurance. The monthly premium is determined by your age and base salary.

---

HCSA & DCAP 

Health Care Spending Account (HCSA) and Dependent Care Assistance Program (DCAP)

Health Care Spending Program
Through the GIC's Health Care Spending Account (HCSA), administered by  TASC, active employees can pay for out-of-pocket health care expenses on a pre-tax basis, reducing participants' federal and state income taxes.  New employees have 30 days after date of hire to sign up for this benefit; current employees may only sign up during the open enrollment period, which is normally April through early May each year, to be effective July 1.

All active state employees who are eligible for health benefits with the GIC are eligible for HCSA. Employees must work at least 18.75 hours in a 37.5-hour work week or 20 hours in a 40-hour work week. The monthly administrative fee for HCSA alone, DCAP alone, or HCSA and DCAP combined will be $1.00 on a pre-tax basis.

Examples of eligible expenses can include:

• Physician office and prescription drug copayments
• Medical deductibles and coinsurance
• Eyeglasses, prescription sunglasses, and contact lenses
• Orthodontia and dental benefits
• Smoking cessation and child birth classes
• Hearing aid and durable medical equipment
• Chiropractor and acupuncture visits

Dependent Care Assistance Program
This plan allows an eligible employee to elect a dollar amount (deducted monthly pre-tax) to pay for qualified, out-of-pocket dependent care expenses, such as day care, after-school programs, elder day care, and day camp, on a pre-tax basis. Annual elections can be up to $5,000. There is a low-cost administration fee per month.

AFLAC

Aflac pays YOU cash DIRECTLY when you or your family members are hurt or sick. Policies are portable (keep disability and accident to age 70, others for life). All plans are guaranteed renewable and are rate protected at age of sign up. Aflac pays you cash benefits regardless of what is covered by your major medical insurance. You can use the cash to pay medical expenses not covered by health insurance or to help with everyday living expenses – like the rent or mortgage, groceries, gas, and car payments. The goal of AFLAC is to help sustain an employee’s quality of life when confronted with the financial challenges brought about by injury or illness.

---

Non-Benefitted Employees

Health Insurance - All residents of Massachusetts must now be covered by health insurance. Although, part-time employees are not covered by the GIC insurance they can elect Commonwealth Choice health insurance coverage through the Massachusetts Commonwealth Health Connector Agency. Part-time employees are able to have their health care premiums for the Commonwealth Choice plan of their choosing deducted from their pay on a pre-tax basis.

Wouldn’t it be nice to have a personal assistant to help you with your busy life? Good news! You have one with Mass4You.

Mass4You is a new Employee Assistance Program brought to you by the Group Insurance Commission (GIC) and the Commonwealth of MA, powered by Optum. Mass4You is a friendly and confidential service that provides a wide range of resources for any life situation.

Available to all active state and municipal employees and their families eligible for GIC benefits.

Need a rental car? Meals delivered to your home? A pet-friendly hotel? We can help.

Save precious time — let us do the research for you.

Our program specialists will search and verify services for you. We will get you pricing, professional credentials and contact information.

Here are just a few of the ways Mass4You can help you and your family:

• WorkLife services referrals Financial and legal help
• Child, family and parenting support Stress Management
• Get support when times are tough.

Our Mass4You Employee Assistance Program (EAP) can help you with family concerns, financial issues, separation and divorce, substance abuse, stress and anxiety, and more. Call to speak confidentially with a specialist to get referrals or prior approval for services. You may also visit liveandworkwell.com to search for a provider.

Talk with a specialist who cares, 24/7 at: 1-844-263-1982

For the deaf and hard of hearing, TTY support is available by dialing 711+1-844-263-1982. Unlimited telephonic consultations and referrals. Receive three in-person or virtual visits if you need to see a provider.

Visit Live and Work Well and use the access code mass4you.

• Provider search
• Well-being tools, articles and videos
• Obtain EAP Authorization for 3 In-Person or Tele-EAP Counseling Visits

Download the myliveandworkwell mobile application and use access code mass4you.

Substance Use Treatment Helpline

Identifying substance use disorders can be confusing. Call the toll-free Substance Use Treatment Helpline at: 1-855-780-5955

Massachusetts State Employee Retirement System (MSERS)
MSERS is a contributory, defined benefit retirement system administered through the Massachusetts State Board of Retirement and governed by Massachusetts General Laws, Chapter 32. MSERS also provides disability, survivor, and death benefits to members and their beneficiaries. The amount of an employee’s pre-tax contribution is 9% of regular salary and an additional 2% of regular salary in excess of $30,000.

Optional Retirement Plan (ORP)
New benefited faculty, MCCC Unit Professionals, and Non-Unit Professionals are eligible to enroll with the Optional Retirement Plan if they are not vested in the MSERS. The Department of Higher Education administers the Optional Retirement Plan (ORP). The ORP is a defined contribution plan that provides income based on the investment performance of your individual account balance that you decide how it is invested. The amount of the employee’s pre-tax contribution is 9% of regular salary and an additional 2% of regular salary in excess of $30,000. Participants are able to choose from ORP providers.
Specific information on ORP
*Each eligible new employee has 180 days to decide between MSERS and ORP. Once a decision has been made, it is irrevocable.

Social Security
Commonwealth of Massachusetts state employees do not have Social Security taxes withheld from their earnings. (Medicare is taken out.) Employees retiring with a state pension who are also eligible for Social Security benefits may have their Social Security Benefits reduced by Social Security’s Windfall Elimination Provision (WEP) and/or Government Pension Offset (GPO).
Specific information on Windfall Elimination Provision (WEP)
Specific information on Government Pension Offset (GPO)

Deferred Compensation Supplemental Retirement SMART Plan
Under Internal Revenue Code Section 457, this plan allows employees to save and invest pre-tax or after-tax, Roth, 457 contributions through salary deferrals. Employees can participate in this plan at any time. IRS annual limits do apply. The plan is administered by Great West.
Massachusetts Deferred Compensation SMART Plan information

Massachusetts 403(b) Supplemental Retirement Plan
Under Internal Revenue Code Section 403(b), this plan allows employees to save and invest pre-tax or after-tax, Roth contributions through salary deferrals. Employees can participate in this plan at any time. IRS annual limits do apply. The Plan is administered by the Department of Higher Education.
Specific information on 403(b)

Click on the following link to explore tuition waiver opportunities available to each employee category:

• Middlesex Community College Tuition Waiver Policy Grid

Tuition Waiver Forms:

•  Middlesex Community College Tuition Waiver Form
• AFSCME Employees wishing to take courses outside of Middlesex Community College please fill out Appendix F

Updated November 2019

The Massachusetts Earned Sick Time Law, effective July 1, 2015, entitles employees in Massachusetts to earn and use sick time according to certain conditions.

According to the Massachusetts Attorney General, "[e]mployees who work for employers having eleven or more employees can earn and use up to 40 hours of paid sick time per calendar year, while employees working for smaller employers can earn and use up to 40 hours of unpaid sick time per calendar year.

An employee can use earned sick time if required to miss work in order (1) to care for a physical or mental illness, injury or medical condition affecting the employee or the employee's child, spouse, parent, or parent of a spouse; (2) to attend routine medical appointments of the employee or the employee's child, spouse, parent, or parent of a spouse; or (3) to address the effects of domestic violence on the employee or the employee's dependent child.  Employees will earn one hour of sick time for every 30 hours worked, and begin accruing those hours on the date of hire or on July 1, 2015, whichever is later. Employees can begin to use earned sick time on the 90th day after hire...

Earned paid sick time will be compensated at the same hourly rate paid to the employee when the sick time is used.

Employees can carry over up to 40 hours of unused sick time to the next calendar year, but cannot use more than 40 hours in a calendar year. Employers do not have to pay employees for unused sick time at the end of their employment. If an employee misses work for a reason eligible for earned sick time, but agrees with the employer to work the same number of hours or shifts in the same or next pay period, the employee will not have to use earned sick time for the missed time, and the employer will not have to pay for that missed time.  Employers will be prohibited from requiring  an employee to work additional hours to make up for missed time, or to find a replacement employee.

Employers may require certification of the need for sick time if an employee uses sick time for more than 24 consecutively scheduled work hours. Employers cannot delay the taking of or payment for earned sick time because they have not received the certification.  Employees must make a good faith effort to notify an employer in advance if the need for earned sick time is foreseeable.

Employers are prohibited from interfering with or retaliating based on an employee's exercise of earned sick time rights, and from retaliating based on an employee's support of another employee's exercise of such rights.

The law does not override employers' obligations under any contract or benefit plan with more generous provisions than those in the law. Employers that have their own policies providing as much paid time off, usable for the same purposes and under the same conditions as the law, are not be required to provide additional paid sick time."

Any employee who has a need to utilize any earned sick leave as of July 1, 2015 should contact Human Resources for assistance on a case by case basis.

For more information, please see the following:

Notice

The Earned Sick Time Law

Regulations that clarify practices and policies in the administration and enforcement of the Law