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Benefits Manual for Faculty

INTRODUCTION

GROUP A BENEFITS

A.1 Disability Insurance
A.2 Health Insurance
A.3 Health Insurance for retired faculty and for spouses of deceased faculty
A.4 Life Insurance
A.5 Social Security Taxes (FICA)
A.6 Retirement Annuities Plan
A.7 Tuition Benefits
A.8 Worker's Compensation

GROUP B BENEFITS

B.1 Employee Assistance Program
B.2 Faculty Development Fund
B.3 General Liability Insurance
B.4 Parental Leave
B.5 Family Medical Leave Act (FMLA)
B.6 Sabbatical Leaves
B.7 Travel Accident/Life Insurance
B.8 Travel to Professional Meetings
B.9 Phased Retirement

GROUP C BENEFITS

C.1 Auto/Home Owners Insurance
C.2 Dental Insurance
C.3 Dependent Care Reimbursement Account
C.4 Home Buying/Selling Benefits

This Benefits Manual is designed to help you become familiar with the current benefits offered to regular full-time faculty at Clark University. The contents of this manual are presented for informational purposes only; this is not a contract. The benefits and eligibility policies described are those in effect as of the date shown above, or as indicated next to sections when revised. Policies and levels of coverage are subject to change by the administration in consultation with the faculty, or in accord with government regulations and legislation.

The benefits described below are grouped into three categories. The first category, Group A benefits, includes those benefits that are part of compensation as defined by the American Association of University Professors (AAUP). These benefits are reported as part of the Annual Survey of Faculty Compensation, the results of which are published each year in  Academe. The second category, Group B benefits, includes those benefits offered by the University that are not included in the AAUP's definition of compensation and which involve some cost to the University. The third category, Group C benefits, includes those benefits offered by the University that are not included in the AAUP's definition of compensation and which are offered as a convenience for faculty at no or minimal cost to the University.

Benefits are administered through the Human Resources Office, and faculty are encouraged to consult with the Human Resources staff if they have questions pertaining to benefits.

Many of the benefits included in this manual are described in brief form. For complete descriptions of the benefits, it is necessary to review plan documents, available in the Human Resources Office. If you would like to reach the HR Office by e-mail, please contact us at hr@Clarku.edu.

Regular full-time faculty members are eligible on the first of the month after their date of hire for coverage under the University's Long Term Disability Insurance Plan. The University assumes the cost of this plan. The faculty member must anticipate being disabled for a continuous period of 180 days due to illness or bodily injury to apply for benefits. The current plan also provides benefits for both full and partial disabilities following this 180 day elimination period. On or about the first day of the third month of disability, the Human Resources Office will begin application procedures with the disability insurer. This benefit provides 60% of monthly salary and is limited to $10,000/month, less any amount from Social Security, Workers' Compensation, or retirement benefits. Insurance payments will begin (if eligibility is determined by the insurer) after 180 days. However, the University offers the additional benefit of 60% of the semi-monthly salary (effective at the onset of disability) from the first day of the fourth month to the first day of the seventh month. In addition, the University will continue its contributions to all benefits such as health, life, retirement, etc. up to the first day of the seventh month. At that point, all but health and retirement benefits will cease (15% of base salary at the time of disability onset will be paid to TIAA/CREF by the University if you have participated in the retirement plan for more than 6 months prior to disability). The University will continue its contributions to health coverage for 29 months from date of disability, at which time you are eligible for Medicare.

It is the employee's responsibility to apply for Social Security disability as soon as possible. This is a prerequisite for determining eligibility for disability benefits.

The University currently offers regular full-time faculty a choice of health care plans. Coverage is effective on the first of the month following your date of hire, or on the actual date of hire if that date is the first of the month. Changes to health-care providers are restricted to an annual open-enrollment date which is currently May 1^st.   Employees have the option of having their monthly health care premiums treated as either a reduction (before-tax) to their salary, or as a deduction (after-tax) from their salary. The before-tax option allows health insurance premiums paid by employees to reduce their salary base for purposes of computing federal, state and Social Security taxes, whereas the deduction of premiums does not. Please contact Human Resources for a list of current health care plans and monthly costs. Faculty who elect to receive their base salary over 9 months rather than 12 months, will be expected to arrange with Payroll to pre-pay their contribution to health during the summer months they are not receiving a paycheck.

The monthly premiums and University contributions are currently subject to change each May 1^st. Please contact the Human Resources Office for current rates. Brochures and plan details are available in the Human Resources Office.

Faculty approved for a multi-year, part-time designations are eligible for pro-rated University contributions.  Please contact  deveritt@clarku.edu for information.

COBRA (Health Insurance Continuation)

The Consolidated Omnibus Reconciliation Act was signed into law on April 7, 1986.  COBRA contains provisions, which require the University to offer health insurance coverage to employees leaving the group.  The University must also provide former employees, spouses and dependents the option of remaining in the group health plan for a limited time.

Also under COBRA, age limits have been removed so that any worker or spouse age 65 or older must be included in the University's group health plan unless he/she has specifically elected Medicare as primary coverage.

Eligibility for continued coverage is triggered by any of the following:

• Termination of employment
• Reduction of employee hours
• Death of employee
• Divorce or legal separation
• Dependent child ineligible due to age or loss of full-time student status

The length of continued coverage (18 or 36 months) is determined by the qualifying event.

I. Retired Faculty Members

Eligibility

Faculty members retiring from Clark (defined as leaving Clark after reaching age 60) after 20 or more years of full-time service at Clark are eligible for a University contribution toward their supplemental health insurance coverage.  This benefit is on a reimbursement basis and processed quarterly after submission of receipts to the Human Resources Office.  Retiring and retired faculty members with less than 20 years, but with 7 or more years of service at Clark are eligible to receive a pro-rated share of this health benefit. (See formula below.)

Clark's Contribution Toward Cost

Retired faculty members eligible for Medicare may wish to enroll in a Medicare Supplement Plan (e.g., Medex, Fallon Community Health Senior Plan, AARP, etc.). Clark University will contribute up to, but not more than the actual premium, $35 per month for an individual or $52.50 per month for the faculty member and spouse. Faculty members retiring from Clark who are currently enrolled in one of the University's health plans and who are not eligible for Medicare may: immediately upon retirement, convert to the non-group, direct bill-at-home plan allowed by the individual's current health plan carrier, with Clark contributing up to, but not more than the actual premium, $35 per month for an individual or $52.50 for the faculty member and spouse; or take advantage of the Consolidated Omnibus Budget Reconciliation Act (COBRA) option and remain on one of Clark University's regular group health insurance plans for up to 18 months, after which time the faculty member may convert to the non-group, direct bill-at-home plan if provided by the individual's current health plan carrier, with Clark contributing up to, but not more than the actual premium, $35 per month for an individual or $52.50 for the faculty member and spouse.

Retired faculty members with less than 20 years, but with 7 or more years, of service at Clark are eligible to receive a pro-rated share of the health benefit. The pro-rated Clark contribution to health insurance will be a fraction of the full contribution equal to the number of years of service divided by 20. For a single retiree this would be:

Contribution = $35 x (# of years of service)/20

II. Survivors of a Faculty Member

The University offers dependents (spouse or children under 18 years of age) of a deceased faculty member a total sum of $35 per month for the Consolidated Omnibus Reconciliation Act (COBRA) period to be used for the continuation of coverage in the same plans available to active faculty. Survivors currently receiving a contribution from Clark for health insurance under an arrangement agreed to prior to the academic year 1988-89 will continue as previously agreed.

Regular full-time faculty members are eligible for life insurance on the first of the month following the date of employment. The University assumes the entire cost of this insurance. Faculty members are insured for two times their annual base salary, rounded to the next $1,000.00.

The scheduled amount of such insurance shall be reduced by 35 percent the first day of the month in which you reach age 70; on the first day of the month in which you reach  age 75, the benefit is reduced by 50% provided that the faculty member continues to work full time. This plan coverage includes a conversion privilege to a non-group plan (at the individual's expense) at the time of termination of employment, or less than full-time employment.

The Federal tax laws mandate that any employer-paid premiums on life insurance valued in excess of $50,000 be treated as a form of compensation and are subject to both Federal and Social Security taxes. The amount of taxable income assessed depends on the person's age and tax bracket, and is usually a  small amount. This "extra income" is reported on the W-2 form at the end of the year. If an individual's life insurance coverage exceeds $50,000 and s/he wishes to limit life insurance coverage to prevent any additional taxable income, such a request should be put in writing to the Human Resources Office.

The earnings of full and part-time faculty are subject to Social Security taxes. Your Social Security contributions are matched by the University and are deposited with the Social Security Administration for your retirement benefits. You and Clark each pay 6.2% in taxes for Social Security (on earnings up to $97,500 in salary for 2007); and 1.45% of your total salary for Medicare hospital insurance.

Regular full-time faculty members are eligible to participate in either of the University's Retirement Plans, TIAA/CREF (Teachers' Insurance and Annuity Association/College Retirement Equities Fund) or Fidelity. After two years of continuous service, the University will contribute 10% of your base salary (or actual salary if on leave or sabbatical) provided you contribute a minimum of 5% of your salary.

Faculty who have previously participated in a defined contribution plan at a College or University with 501.C.3 status will be allowed credit for such previous participation up to the entire 2-year waiting period. The calculation of base salary does not include salaries received through Clark overload teaching assignments, including the College of Professional and Continuing Education's regular and summer sessions. Faculty members receiving salary from grants may arrange to make a 5% or more contribution to the retirement plan, but the University portion will be contributed only in cases where the grant provides fringe benefit reimbursement at the audited University rates. Full-time faculty who are not eligible for the University 10% contribution may enroll  without the University's contribution.

Faculty may choose to have their personal contributions treated as a tax-sheltered annuity as provided by IRS regulations on 403.b plans.   Please contact deveritt@clarku.edu to enroll in either of the retirement plans.

Full-time and tenure/tenure-track faculty, faculty emeriti, and members of their immediate family are eligible for tuition benefits. Children and spouses of retired or deceased faculty enjoy the same tuition benefits.

1. Full-time faculty hired after June 1, 1996:

Faculty member benefit: 

The semester following full-time employment, tuition is waived each semester for two COPACE undergraduate courses; or two GSOM graduate courses; or one COPACE graduate course.  (IRS regulations require that you be taxed on the value of graduate tuition benefits in excess of $5250 per calendar year.)

Family benefit:

a) After one year of full-time employment, a child or spouse/partner may enroll in two COPACE undergraduate courses, or one COPACE graduate course per semester with a $500 tuition waiver per course, with the balance to be paid by the employee or family member; or one GSOM graduate course with a $1,000 tuition waiver per course, with the balance to be paid by the employee or family member.  (IRS regulations require that you be taxed on the value of graduate tuition benefits in excess of $5250 per calendar year.)

b) After three years of full-time employment, dependent children of the employee may attend COPACE undergraduate programs (no age limit); or if under the age of 25, may attend the Day College undergraduate programs (pending acceptance through the admissions process), on either a full or part-time basis. Tuition will be waived for up to 36 courses, or the completion of a bachelor's degree, whichever comes first.  

2. Full-time faculty hired prior to June 1, 1996:

Faculty member benefit: Tuition waived each semester for two COPACE undergraduate courses, or two GSOM graduate courses, or one COPACE graduate course.

Family benefit:

a) If enrolled in a degree program prior to June 1, 1996: For faculty whose child or spouse/partner was enrolled in a Clark degree program prior to June 1, 1996, they will be eligible for two courses each semester in either COPACE or GSOM with full tuition waived.

b) If not enrolled in a degree program prior to June 1, 1996: A child or spouse/partner may enroll in two COPACE undergraduate, or one COPACE graduate course per semester with a $500 tuition waiver per course, with the balance to be paid by the employee or family member; or one GSOM graduate course with a $1,000 tuition waiver per course, with the balance to be paid by the employee or family member.  (IRS regulations require that you be taxed on the value of graduate tuition benefits in excess of $5250 per calendar year.)

c) After three years of full-time employment, dependent children of the faculty member may attend COPACE undergraduate programs (no age limit); or, if under the age of 25, may attend the Day College undergraduate programs (pending acceptance through the admissions process), on either a full or part-time basis. Tuition will be waived for up to 36 courses, or the completion of a bachelor's degree, whichever comes first.

For faculty whose children are already matriculating in an under-graduate Clark degree program prior to June 1, 1996, there will be no restrictions on age limitations or number of courses.

d) After five years of full-time employment, dependent children under the age of 25 are eligible for an off-campus tuition benefit for undergraduate degree programs at another accredited institution of higher education. The benefit is available for a maximum of four years or the completion of a bachelor's degree, whichever comes first. The amount of the benefit per family is 60% of the effective or scholarship-adjusted tuition at the other institution, not to exceed 60% of Clark's current tuition. The effective tuition is defined as the actual tuition less any scholarship assistance calculated to be for tuition. The calculation of effective tuition is made as follows:

Calculation for scholarship assistance: if scholarship aid is given by the institution or other source, only a proportion of the financial aid granted will be deducted from the amount of the tuition benefit paid by Clark.  This proportion will be the ratio of tuition to total charges.

Tuition: ($                              )
 _______________________                X Scholarship ($               ) = Amount deducted
Tuition + Room + Board                                                                        ($                        ) ($                                          )

You must submit each semester a special Off-Campus Tuition form (available in the Human Resources Office) along with a detailed copy of the other institution's total invoice for that semester. This invoice must include a specific charge for tuition, room and board, and any scholarship funds awarded.

Please note: this benefit is defined as a "family" benefit, and if both spouses are employed full-time at Clark University, the child is only eligible for the benefit of one parent.

3. Full-time faculty hired prior to January 1, 1986:

Full-time faculty hired prior to January 1, 1986 have the additional benefit of tuition remission for their spouse and/or children to attend either undergraduate or graduate day college programs (i.e. excluding COPACE and GSOM) at Clark (pending acceptance through the admissions process).

If the faculty member terminates employment for reasons other than retirement or disability, and he/she or a family member are enrolled at Clark, tuition will be payable, pro-rated for the remainder of the semester.

Faculty are eligible for benefits under the Workers' Compensation Law of Massachusetts which provides financial benefits in the case of a work-related injury or illness. This insurance covers medical expenses for injuries occurring on the job and a percent of salary for lost time. Work-related injuries or illnesses must be reported to the Human Resource Office immediately. Failure to do so may result in a delay of payment in benefits.  Please call HR at ext. 7294 if you have been injured at Clark.

The Clark University Employee Assistance Program (EAP) was created to provide Clark faculty and staff and their household family members with an opportunity to identify potential problems and prevent them from becoming major obstacles in their work and personal lives. The program also helps employees and their families resolve personal problems that may already be affecting their performance both on and off the job. The EAP is the result of Clark's recognition that emotional health is a key component of success at work.

The EAP enables Clark faculty and their families to obtain, at no cost to them, confidential assessment and referral services for problems such as child care, eldercare, alcoholism, drug abuse, legal and financial difficulties, family/marital problems, emotional stress and any other job-related or personal problems.

Clark University currently contracts with the Wellness Corporation of Shrewsbury, Massachusetts to provide these services. Consultation/assessment is at no cost to the employee or family members. Subsequent treatment, if required, will be coordinated with your medical insurance coverage. Call the Wellness Corporation directly at 1-800-828-6025.

For additional information or literature contact the Human Resources Office.

Confidentiality is a critically important feature of the Clark University Employee Assistance Program. All employees are assured that no one at the work place will be informed of the phone call, visit or any follow-up service, unless you have authorized this in advance.

The faculty development fund exists to provide modest support for focused faculty development projects, "seed money" for new research initiatives to help obtain results or confirm ideas that can become part of a research proposal to an outside granting agency, and for creative endeavors.

Faculty eligible for grants are tenure/tenure-track faculty who are not expected to be on leave during the period of support.

Guidelines for application for faculty development fund grants are available on the Clark website under "office of Sponsored Programs and Research," or from the OSPR Office.

Regular full-time and part-time faculty are insured under the University's policies while they are working on behalf of the University. This coverage includes comprehensive General Liability and Umbrella Liability policies that insure claims resulting from bodily injury or property damage and an Educators Legal Liability policy that insures certain personal injury claims.

Examples of general liability claims would be incidents involving persons claiming bodily injury while on the Clark campus or while participating in a university-sponsored event, where negligence by the University or a faculty member is alleged. Examples of personal injury claims under the Educators Legal Liability policy would be alleged discrimination during a hiring or promotion process.

As with all University insurance, coverage is provided for those faculty who are able to demonstrate that their actions were made in the good faith conduct of their professional duties as Clark faculty members. Coverage for legal assistance for such cases is generally provided under current policies, but prior approval must be obtained before costs are incurred. Since all insurance policies have certain exclusions and definitions, individual faculty members may wish to review copies of policies at the Office of Planning and Budgets.

Tenured or tenured-track faculty members, as well as faculty members holding Lectureships as defined in section I.D.2 (b) of the Faculty Handbook, are eligible to apply for a parental leave after one year of continuous full time employment at Clark University.

The purpose of the University’s Parental Leave is to provide assistance in the form of relief from teaching obligations to faculty members who are the primary caregiver to their newborn or newly adopted children.

For purposes of the University’s Parental Leave policy, “primary caregiver” means a faculty member who is the sole caretaker of his or her newborn or newly adopted child at least 30 hours per week, from Monday through Friday between the hours of 9:00 am and 5:00 pm.

A faculty member who is the primary caregiver for his or her newborn or newly adopted child is entitled to paid relief from course teaching duties during the semester in which the child is born or adopted, or in the case of a birth or adoption occurring within the last four weeks of the Fall semester, during the Spring semester immediately following the birth or adoption. A tenure-line faculty member (only) whose child is born or adopted during the last four weeks of the Spring semester or during the summer may receive relief from teaching during the Fall semester immediately following the birth or adoption.

During the leave, the faculty member is released from classroom teaching responsibilities. Other essential University duties associated with the faculty member's position shall continue, with responsibilities during the leave to be specified at the time of application. Teaching replacements in the faculty member's department are to be minimized, and full-time replacements will not be made. Specific instructional needs of the department are to be negotiated at the time at which an application for a leave is submitted. The department Chair is responsible for submitting specific requests related to instructional needs to the Provost. Full salary and benefit compensation continue during this leave. Faculty who do not meet the eligibility requirements for a paid leave, may be eligible for up to 12 weeks of unpaid leave under the Federal Family Medical Leave Act (FMLA).

A non-tenured faculty member taking a Parental Leave may apply to the Provost for a one year extension of the probationary period for tenure consideration. To qualify for an extension of appointment, the faculty member must have been granted a Parental Leave. For each Parental Leave, a non-tenured faculty member is eligible to extend the probationary period by one academic year.

Any semester on Parental Leave will not count towards accrual for paid sabbatical leaves.

To be considered for a Parental Leave, the faculty member must submit a written request to the Provost. The request should be received as early as possible prior to the start of the semester in which the leave is to be initiated.

In accordance with the federal Family and Medical Leave Act (FMLA) 1993, faculty may take a period of unpaid leave for the care of family members as specifically defined under FMLA. Faculty are eligible if they have worked at Clark University for at least one year, and or a minimum of 1,250 hours during the previous 12-month period.

Leave may be granted for the following reasons:

• To care for the faculty member's child after birth, or placement for adoption or foster care
• To care for the faculty member's spouse, child or parent who has a serious health condition
• For a serious health condition that makes the faculty member unable to perform his/her job

For purposes of this policy, a "serious health condition" is defined as an injury, illness, or physical or mental condition involving inpatient care or continuing treatment by a health care provider.

Family care leaves may be approved for a maximum of 12 weeks in a 12-month period. For purposed of this policy, a "rolling" 12-month period will be used, measured backwards from the date a faculty member uses any family care leave. Spouses who are both employed by the University are allowed a combined total of 12 weeks of family care leave within a 12-month period for the care of a newborn or adopted child. If leave is requested due to the illness of a child, a spouse, or a parent, then each spouse will be allowed 12 weeks of leave.

a) Family member illnesses:

For the care of a sick family member, up to 12 weeks of unpaid leave. The faculty member will be responsible for the cost of his/her benefits during unpaid leave.

b) Newborn Leave:

Faculty members are allowed up to 12 weeks of continuous unpaid leave following a birth to care for a newborn. Clark's Pregnancy leave for Faculty (see section B.4) is inclusive of this 12 week leave.

c) Adoption Leave:

Faculty must request adoption leave at least 4 weeks prior to the anticipated leave date, and present a copy of the official adoption papers. Unpaid leave may be approved for up to 12 weeks following the date of adoption. During any portion of the leave that is unpaid, faculty will be responsible for the cost of their benefits.

Faculty are required to provide a minimum of 30 days advance notice when the leave is "foreseeable" (pregnancy, planned surgery, etc.), and to submit a medical certification of either their own or family member's illness. Forms are available in the Human Resources Office.

A tenure track faculty member is eligible for a pre-tenure sabbatical leave after completing three years of full-time service on the Clark faculty at the rank of Assistant Professor or higher. If approved, a pre-tenure sabbatical will be for one semester at full pay and full benefits.  Applications should be made through the department chair to the Provost.

A faculty member may be granted a post-tenure sabbatical leave following six or more years of full-time service on Clark faculty after completion of a prior post-tenure sabbatical or six years after initial employment by Clark if a pre-tenure sabbatical has not been taken. If a pre-tenure sabbatical is taken, the first post-tenure sabbatical may not be taken until three full years of service have elapsed following the return from the pre-tenure sabbatical. The post-tenure sabbatical may be granted for one semester at full pay and full benefits or for two semesters at 80% salary and full benefits, with the exception of TIAA/CREF which will be based on the actual amount of salary paid by Clark. For further details on sabbatical leave, see the Faculty Handbook.

Regular full-time faculty members are provided travel accident/life insurance coverage by the University. The policy, which remains in effect during sabbatical leave periods, provides for a maximum benefit of $300,000 if death or dismemberment occurs while traveling on University business. All planned trips should be communicated to the Provost's Office.

Please note: the coverage may not apply to travel to certain international destinations designated a "war zone".  Check with the Paul Coute, Business Manager for specifics prior to your travel.

Tenure/tenure-track faculty members are eligible for support for travel to professional meetings. Funds for faculty travel are limited, and the maximum reimbursement is established annually. The faculty member must be presenting a paper, chairing a session, or offering a creative performance. Applications for travel support are made to the Provost's Office.

Tenured faculty with ten or more years of services at Clark University, who have attained age 59, may apply for phased retirement. A year of service is defined as two semesters of full-time employment, including semesters of sabbatical leave and leave for pregnancy, but excluding other leaves of absence. The faculty member may enter into an agreement with the University to retire at a specified date in the future, and to reduce overall workload during the phased period of from one semester to three years. The specific terms of an agreement will be arranged between the individual faculty member and the Provost, to the mutual agreement of both parties. It is anticipated that specific agreements for individuals will differ.

Salary in the first year will be 50-70% of full-time salary. Annual increase for phased retirees will be equal to the average increase for full-time faculty in their rank.

The teaching load during the period of phased retirement shall be 40-60% of the normal full-time load. Non-teaching responsibilities will be determined by mutual agreement between the faculty member and the Provost prior to the commencement of the phased retirement agreement. In no case is it expected that the overall workload will be less than half that of a full-time faculty member.

Faculty will be eligible for full benefits except sabbatical leave, life, and long-term disability insurance. The University's contribution to TIAA/CREF and Social Security shall be based on actual salary paid.

Requests for information and questions concerning eligibility, participation, or other aspects of the operation of the plan should be in writing and directed to the Provost's Office.

Any discontinuance or modification of the plan cannot adversely affect the benefits accrued by the participants prior to the date of discontinuance or modification.

Through an agreement with the Knight-Dik Insurance Agency insurance coverage is provided through payroll deductions. A group discount of six percent is currently offered. For information and applications contact Knight-Dik Insurance directly at (508)753-6353.

The University offers employees the option of joining a dental plan. The current provider is Dental Blue. Coverage is effective on the first of the month following your date of hire, or on the actual date of hire if that date is the first of the month. The employee assumes the full cost of this plan, and may choose to pay premiums as either a deduction (after-tax) from or reduction (before-tax) to salary. The monthly rates, subject to change each November 1^st, are available in the Human Resources Office.

• You may cancel at any time, however, you must wait at least a year before re-enrolling, and re-enrollment must be during the open enrollment period--currently October 1-15.  Re-enrollment is effective November 1.

Brochures and plan details are available in the Human Resources Office.

The University provides at no cost to you the opportunity for you to set aside a portion of your salary on a pre-tax basis to be used to pay for qualified health care and/or depending care expenses.   A debit card with the annual amount you elect will be provided.  You may set aside $100 to $5000 per calendar year for each of the health and/or dependent care accounts thus lowing your taxable income. Open enrollment is November each year with a January 1st effective date.   New faculty have until the first of the month following their date of hire to elect these benefits or may wait until the annual open enrollment period.  Visit the HR office for a complete plan description and enrollment forms. has implemented a plan which helps employees with the high costs of child and dependent care. The plan allows employees to elect to contribute before-tax dollars into an account from which you may then withdraw funds (reimburse yourself) when you incur eligible dependent care expenses.

 C.4 HOME BUYING/SELLING BENEFIT

 The University provides at no cost to you the opportunity for you to receive a Cash Benefit anytime you (or members of your family) buy or sell real estate. 

*approximate

This Program has been made available to employees of Clark University and their family members (both immediate and extended) through a partnership with Location Inc.  The Program provides you with a substantial cash benefit any time you buy or sell a house or other real estate. This helps you reduce your costs of buying or selling a home, one of the most important transactions an employee and their family can make.

The Program can be used for buying and selling a home, a vacation home, or even undeveloped land. If you both buy and sell real estate using the benefit program, you can receive your employee benefit on both sides of the transaction.

 Click here to sign up or learn more

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