The university is committed to attracting and retaining superior faculty and staff. We provide our employees with a comprehensive benefit package that comprises a valuable part of your total compensation. The information is intended to give you an overview of the benefits we offer our employees. The particular plans available may vary depending upon employment status, union affiliation and plan selection. Provisions of the plans will continue to be determined by law, contract and university policy.

To make an appointment to discuss your benefits, contact Danielle Mason at (973)642-4937 or at Danielle.mason@njit.edu.

The Employee Health and Dental Plans are available to all full-time NJIT staff and faculty employees and their eligible dependents. It is important that you review the services provided by each plan, and determine which Carrier meets the needs of you and your dependentsNJWELL is an employee wellness program designed to help actively employed members of the State Health Benefits Program (SHBP) live a healthy lifestyle and get rewarded for completing activities designed to promote healthy behaviors. 

http://www.state.nj.us/treasury/pensions/njwell/

HIPAA Notice of Privacy Practices and HIPAA Forms

Health Plans

There are four types of medical plans for NJIT employees. A Health Maintenance Organization (HMO), Preferred Provider Organization (PPO), High Deductible Health Plan (HDHP), Tiered-Network Plans       

HMO Plans

The SHBP offers two HMO plans: Aetna HMO plan and Horizon HMO plan. With HMO plans, you select a Primary Care Physician (PCP) within the carrier’s HMO network; you must get referrals to see specialists and there is no out-of-network coverage except for emergencies. You pay set copayments for PCP and specialist visits, so there is no guesswork involved with coinsurance. HMO plans are best for members who prefer predictable, manageable costs for their health care.

 

PPO Plans

The SHBP offers several PPO plans: Aetna Freedom15, Aetna Freedom1525, Aetna Freedom2030, and Aetna Freedom2035; and Horizon’s NJ DIRECT15, NJ DIRECT1525, NJ DIRECT2030, and NJ DIRECT2035. With PPO plans, you are not required to choose a PCP and referrals are not required for specialists. You have copayments for PCP and specialist visits, but some services do require that you pay coinsurance; out-of-network charges cost more out of your pocket. PPO plans are best for members who prefer a wider range/variety of doctors over cost.

HDHP Plans

The SHBP offers four HDHP: Aetna Value HD1500 and Aetna Value HD4000 plans, and Horizon’s NJ DIRECT HD1500 and NJ DIRECT HD4000 plans. With HDHP plans, you pay for services out-of-pocket until you reach your deductible; preventive care and certain screenings are paid by the plan without reaching the deductible. Once the deductible is met, you pay only coinsurance until you reach an out-of-pocket maximum, at which point eligible services are covered in full by the plan. You may be able to open a Health Savings Account (HSA) when you enroll in an HDHP. An HSA is an interest-bearing account that helps you save for future health care expenses. HDHP plans also offer lower monthly premiums. HDHP plans are best for members who want greater control over how they manage health care spending.

Tiered-Network Plans

There are two tiered-network plans: Aetna Liberty Plan, and Horizon’s OMNIA Health Plan. With tiered-network plans, you have the flexibility to visit high quality practitioners in the carrier’s managed care network, with no referrals required, based on two “tiers”: Tier 1 refers to specific doctors, hospitals, and other healthcare professionals who offer high-quality, cost-effective care; Tier 2 refers to providers included in the managed care network, but with slightly higher cost sharing. There is no out-of-network coverage with the tiered-network plans.

Health Benefits Program Application

Prescription Drug Plan

Prescription drug coverage begins and ends when health benefits start and terminate. The plan is administered by Express Scripts, and the amount you pay for prescription drugs is determined by the medical plan you select.

  • Retail Pharmacy Normally, retail pharmacy co-payment amounts are for a 30-day supply. However, you may obtain up to a 90-day supply of your prescription drug. To do so, you must pay two copayments for a 31 to 60-day supply or three co-payments for a 61 to 90 day supply.

Mail Order Service Mail order benefits are available where participants can receive up to a 90-day supply of prescription drugs for one co-payment.

Click here for detailed Prescription Drug Plan Information

Waiver of Coverage (Health)

If an employee wishes to waive health and prescription drug, the Waiver/Reinstatement Declaration Form and the Health Benefits Program Application must be completed along with proof of other group health insurance coverage. Coverage may be resumed within 60 days after the other group health insurance coverage ends.

http://www.state.nj.us/treasury/pensions/epbam/exhibits/pdf/ha0780.pdf

 

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Dental Plans

There are two types of dental plans for NJIT employees: Dental Plan Organization (DPO) and Dental Expense Plan (DEP)

Dental Plan Organizations (DPO)

There are several DPOs participating in the Employee Dental Plans from which you may choose. You must use providers who participate with the DPO you select to receive coverage. Be sure you confirm that the dentist or dental facility you select is taking new patients and participates with the SHBP/SEHBP Employee Dental Plans, since DPOs also service other organizations. When you use a DPO dentist, diagnostic and preventive services are covered in full. Most other eligible expenses require a copayment. In addition, orthodontic treatment is covered for both children and adults, subject to a copayment.

If your dentist drops out of the DPO, you must select another dentist from the DPO. If there are none available within 30 miles of your home, or if you move and your DPO cannot provide a dentist within 30 miles of your home, you may change plans immediately.

Please review the plan rules including exclusions and limitations before selecting a plan. You must remain in the dental plan you select for at least 12 months before you can transfer/change to another dental plan. Enrollment in a dental plan is optional. If you do not enroll when first eligible, you will have the option to enroll each year during the annual SHBP Open Enrollment Period.

Dental Expense Plan (DEP)

The Dental Expense Plan is administered by Aetna Dental. The plan allows you to choose any licensed dentist for your dental care; however, you will pay less if you use an in-network provider. There is a deductible to satisfy for some services and some services are eligible only up to a limited amount.

NJ Employee Dental Plans Application

Waiver of Coverage (Dental)

If an employee wishes to waive dental coverage, the Waiver/Reinstatement Declaration Form and the NJ Employee Dental Plans Application must be completed. Coverage may be resumed within 60 days after the other group health insurance coverage ends. 

http://www.state.nj.us/treasury/pensions/epbam/exhibits/pdf/ha0780.pdf

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Vision Care

The Vision Care benefit provides a reimbursement for employees and their eligible dependents of $35.00 for an eye exam, and a reimbursement of $35.00 for single vision lenses or contacts, or $40.00 for bifocal or progressive lenses. Frames are not covered. Faculty and staff and their eligible dependents are entitled to receive one reimbursement in a designated two year period (July 1, 2014 – June 30, 2016). To receive the reimbursement:

  • Obtain an original itemized receipt for the purchase of corrective lenses.
  • Vision Care Reimbursement Form
  • Forward the form along with the itemized receipt(s) to Human Resources.
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COBRA

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985 requires that most employers sponsoring group health plans offer employees and their eligible dependents the opportunity to temporarily extend their group health coverage in certain instances where coverage under the plan would otherwise end. For SHBP participants, COBRA is not a separate health program; it is a continuation of SHBP coverage under the provisions of the federal law.

COBRA Information

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Useful Links

Summary of Benefits and Coverage
http://www.state.nj.us/treasury/pensions/hb-sbc-state-active.shtml  

Health Benefits Comparison chart
http://www.state.nj.us/treasury/pensions/hb_open_enrollment_2016/ha0895-2016.pdf  

Dependent enrollment documentation requirements
http://www.state.nj.us/treasury/pensions/epbam/exhibits/pdf/hb-0840.pdf  

Health Benefits Premium Calculator
http://www.state.nj.us/treasury/pensions/hb-percentage17-monthly.shtml  

Horizon BCBSNJ Plans
www.horizonblue.com/shbp  

Aetna
www.aetnastatenj.com  

Express Scripts National Preferred Formulary
http://www.state.nj.us/treasury/pensions/pdf/hb/express/express-scripts-formulary-2017.pdf  

Employee Dental Plans Information
http://www.state.nj.us/treasury/pensions/pdf/factsheets/fact37.pdf  

Participating Employee Dental Plans
http://www.state.nj.us/treasury/pensions/employee-dental-plans.shtml

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Public Employees’ Retirement System (PERS)

The Public Employees’ Retirement System (PERS) is a defined benefit plan where the retirement benefit is based on a formula and guaranteed by the State.

Membership Tiers and Eligibility

The passage of Chapters 92 and 103, P.L. 2007, Chapter 89, P.L. 2008 and Chapter 2, P.L. 2010, changed the enrollment and retirement criteria for PERS members enrolled as of certain dates. These differences in PERS membership are referred to as “membership tiers”. Please refer to the PERS Membership Tier Chart for additional information.

PERS Pension Contribution Rates

How to Enroll

PERS Overview

Police and Firemen's Retirement System (PFRS)

The Police and Firemen’s Retirement System is a defined benefit plan where retirement benefit is based on a formula.

Eligibility

  • Permanent, full-time law enforcement officers in an eligible PFRS job title must meet the age requirement (a prospective employee must not be one day past their 35th birthday to qualify for enrollment); training requirement (must be certified in the basic training course for police officers as prescribed by the Police Training Commission) and medical requirements (must have a medical examination).
  • Employees holding “F” or “J” visas are not eligible to enroll.
  • Employee Contribution
  • 10% of base salary made on a pretax basis
  • Employer Contribution
  • Determined annually by the state
  • Vesting
  • 10 Years

How to Enroll

  • Complete a PFRS Enrollment Application, Report of Examining Physician, and Proof of Age Documentation
  • Please return the completed forms to Human Resources PFRS Retirement Overview
  • Please refer to the PFRS Membership Tier Chart for additional information PFRS Membership Tier

PFRS Overview

 

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Defined Contribution Retirement Program (DCRP)

The Defined Contribution Retirement Program (DCRP) provides eligible members with a tax-sheltered, defined contribution retirement benefit, along with life insurance and disability coverage.

Eligibility

  • An employee who is ineligible for PERS (Public Employee Retirement System) because the hours of work are fewer than those required for membership [or a Tier 3 PERS member whose annual salary falls below the minimum required for eligibility is eligible for enrollment in the DCRP provided the annual salary is $5,000 or higher.
  • Employees enrolled in PERS on or after July 1, 2007, who earn salary in excess of established “maximum compensation” limits; and Employees otherwise eligible to enroll in PERS on or after November 2, 2008, who do not earn the minimum annual salary for PERS Membership Tier 3 enrollment, (subject to adjustment in future years) but who earn salary of at least $5,000 annually].

DCRP Plan Overview

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Alternate Benefit Program (ABP)

The Alternate Benefit Program (ABP) is a defined contribution plan where retirement benefits are based on employee and employer contributions and investment performance. The plan provides group term life insurance coverage and LTD benefits after the vesting period. Eligibility

  • Regularly appointed faculty
  • Visiting professors
  • Part-time lecturers
  • Managerial, Professional, Supervisory, Confidential and Administrative staff
  • Employees holding “F” or “J” visas are not eligible to enroll.

ABP Plan Overview

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Pension Loans

Eligibility

  • Must be an actively contributing member of PERS or PFRS.  Retirees and members who are not in a “regular” pay status (i.e., suspended without pay or on a leave of absence) are not eligible for a pension loan
  • Must have three years of contributing membership posted to your account
  • Permitted no more than two loans in a calendar year

How to Apply

Submit your loan request online using the Member Benefits Online System (MBOS)

How Much You Can Borrow

The minimum amount you may borrow is $50.00.  Loans then increase in multiples of $10.  You may borrow up to one half of your posted pension contributions to a maximum of $50,000, whichever is less.

Interest on Loans

Interest is charged on a loan at a commercially reasonable rate set annually by the NJ State Treasurer.  For eligible borrowers, the interest rate for loan applications received in 2016 is 6.0% per annum on the declining balance of the loan.    An administrative processing fee is $8.00 per loan.

Repayment Amount

The minimum deduction toward repayment of any new loan is equal to the normal pension contribution rate of your salary at the time you apply for the loan.  In most instances, your minimum loan repayment amount will be the same whether you borrow $500 or $5,000; however, the repayment of a larger loan will continue for a longer period of time than for a smaller loan.  PERS and PFRS loans are repaid through payroll deductions.

 

Maximum Loan Deduction

The maximum deduction toward the repayment of your loan is 25% of your base salary.

Note: The Internal Revenue Service regulations require that all loans taken after January 1, 2014, have a maximum repayment schedule of 5 years. 

If you have an outstanding PERS or PFRS pension loan balance and plan to take another loan, you must repay the combined balance of the original loan and all subsequent loans within five years of the issuance date of the FIRST LOAN.

Loans for Alternate Benefit Program Participants

  1. Must be actively contributing member to AXA, MassMutual, MetLife, Prudential, TIAA, Valic, or VOYA.
  2. Must be vested member to receive loan.
  3. Must not exceed $50,000 in total outstanding loan(s) including newly requested amount.
  4. Must have the loan application signed by Human Resources.

Members should contact the Designated Service Provider (DSP) for the following:

  1. Loan application
  2. Interest rate
  3. Payment options
  4. Payment status
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The Family Medical Leave Act provides the following job protected leave benefits to eligible employees:

  • Up to 12 work weeks of unpaid leave
  • Ability to maintain existing medical benefits

Leave of absence under FMLA can be taken for:

  • Birth & child care of an employee’s biological child during the first year of life.
  • Adoption or foster care placement.
  • Serious illness or health related, disabling condition of spouse, civil union partner, domestic partner, children or parents.
  • Serious illness or health-related, work disabling condition of the employee.

Employees must have 12 months of service with NJIT and must have worked at least 1,250 hours in the twelve months immediately preceding the leave (if leave is for their own health condition) or 1,000 (if leave is for a family member) hours in the previous 12 month period in order to be eligible for FMLA. Military FMLA– An eligible employee who is the spouse, child, parent or next of kin of a member of the armed forces, inclusive of national guard or reserves is eligible for up to 26 work weeks of family leave in a 12 month period to care for such person while she/he undergoes medical treatment or therapy on an in or outpatient basis or is on temporary disability for a service illness or injury. If you have any questions regarding FMLA please contact the Department of Human Resources at (973) 596-5468.

Unpaid/Extraordinary Leave of Absence

As the name indicates, this leave is not a scheduled or programmed benefit but a leave provided at the discretion of NJIT under truly extraordinary circumstances. Employees who do not meet the qualification of any other leave will need to apply for an Extraordinary/Unpaid Leave.  Terms of such leave are individualized.  Please consult your collective bargaining unit agreement or contact the Department of Human Resources at ext. 3380 with any questions or concerns for eligibility.

NJIT is pleased to announce that it will offer a voluntary retirement incentive program for its tenured faculty who meet certain criteria and who choose to retire at the end of Spring`16 (08/01/16), Fall`16 (01/01/17), Spring`17 (08/01/17) or Fall`17 (01/01/18). This once-in-a-decade program has been designed with the goal of enabling faculty who are ready to retire to do so in a thoughtful and planned way. To be eligible to participate in the program, tenured faculty members must meet the following criteria:

  • As of June 30, 2016, have a combined age and years of service at NJIT equal to, or greater than 80 (Age and service will be calculated as of June 30, 2016, irrespective of retirement date.)
  • Be age 55 or older
  • Have completed at least 10 years of service at the university as a regular full-time employee
  • Be enrolled in the Alternate Benefit Program (ABP) retirement plan
  • Be in paid active employment status with the university as of March 31, 2016
  • Sign a binding commitment to retire by March 31, 2016.
  • Participants who apply and meet all program requirements will receive an incentive payment equivalent to their annual salary, as of June 30, 2016, multiplied by a ‘payout multiplier,’ which is based on sum of the employee’s age and years of service as indicated below:
Sum of Age and Years of Service Payout Multiplier
140 or more 1.60
130.0 to 139.9 1.55
120.0 to 129.9 1.50
110.0 to 119.9 1.45
100.0 to 109.9 1.40
90.0 to 99.9 1.35
80.0 to 89.9 1.30

Participants may elect: one lump sum payment; or, six equal semi-annual payments spread over three calendar years; or, ten equal semi-annual payments spread over five calendar years. Eligible faculty may elect to participate in the program by signing a binding commitment to retire by March 31, 2016. The Offices of the Provost and Human Resources will offer information sessions and other planning resources for interested participants in early Spring 2016. I hope that you will consider taking advantage of this once-in-a-decade program, if it helps meet your retirement planning needs. Sincerely, Kay Turner, Esq., SPHR Vice President Human Resources