Berklee Faculty Union: Contract/Downloads
Promotion and Reappointment Criteria, Budget and Fiscal Information, Faculty Contract, and Sexual Harrassment Policy
FROM THE FACULTY BENEFITS STUDY COMMITTEE
Background Information, Summary of work to date, Principles, and Summary of Faculty Benefits Survey Results
"For YOUR Benefit(s)"
FACULTY BENEFITS WEBSITE INFORMATION
"For YOUR Benefit(s)"
Berklee's Current Benefit Plans for Faculty, the Concept of Flexible Choice of Cafeteria Benefits, and Possible Future Levels of Benefit Choice
March, 2008
Introduction
The current faculty union contract includes a provision to form a study committee for the purpose of exploring the concept of flexible choice of cafeteria benefits. In the fall of 2006, Mike Scott and Larry Simpson appointed Jonathan Holland and Wendy Rolfe, representing the Berklee Faculty Union, and Jay Kennedy and John Eldert, representing the Administration, to take up this charge, supported by Phil Lima from Human Resources. Thus, was formed the Benefits Study Committee. The fall 2007 survey is a result of the committee’s work over the past year, and the data collected will be used to shape further study and the creation of specific proposals in preparation for the next faculty contract bargain in the summer of 2009.
Over the next six months, the committee will craft a preliminary proposal in consultation with both the Faculty Union and administration that will be presented to the full Union Executive Committee and College leadership in the fall of 2008.
Current levels of choice in selecting benefits from the cafeteria offerings
Berklee makes three levels of health plan available to faculty meeting contractual eligibility requirements (see http://www.berkleefacultyunion.org/products.html - Berklee Faculty Union contract, Article XXV). These three plans are intended to meet a range of need varying from that of a very healthy person needing primarily annual physicals and "catastrophic" coverage for the unexpected accident or illness, through greatly enhanced coverage for those with chronic and/or acute conditions needing extensive care.
Berklee today provides for eligible faculty those three plan levels for individuals, couples, and families. Berklee also provides a benefit contribution equal to 65% of the monthly family premium for all Full-time faculty members and those Part-time faculty members who have a three-year contract or who meet the 1,050 accumulated hours threshold. Part time faculty meeting the 500 accumulated hours threshold are eligible for 65% coverage of the cost of an individual plan (i.e., may elect the individual plus one or family plans, but must pay the difference). If a faculty member works part-time below that minimum threshold, or elects spousal or other coverage available outside Berklee, Berklee makes no health contribution to that faculty member. Thus, the amount of contribution to an individual faculty member can range from $0 to $12,000 per year, depending on employment level, family status, or other coverage available.
Berklee also provides a defined-benefit retirement plan for faculty meeting specific eligibility requirements (i.e., Full-time employment), at no cost to the individual. In addition, Berklee provides a defined contribution 403(b) retirement plan to those eligible faculty who match Berklee’s contribution to a maximum of 3% of pay for Full-time and 5% for eligible Part-time. Individuals can contribute above the matching level, if they choose. Faculty members who can “afford” to reduce take-home pay receive a 403(b) contribution. Those who cannot, for whatever reason, receive no Berklee contribution.
What does the concept of “flexible choice of cafeteria benefits” mean in practice?
The concept is based on the expectation that over the span of a full teaching career at Berklee, (something like 40 years), an individual faculty member's need for specific benefits and levels of those benefits will likely change. This might be as a result of differing family compositions (single, couple, children and other dependents) or differing health conditions or economic circumstances.
Berklee believes that a high-quality student experience is greatly enhanced by a faculty that is as healthy, focused, and secure as can reasonably be expected. To that end, with the "flexible choice of cafeteria benefits plan", Berklee. would strive to offer as wide an array of benefit types and levels as the faculty might reasonably need across a full career. These would be intended to promote personal and professional development, encourage healthy behaviors, provide protection against interruption of income, and make some provision for faculty members’ post-retirement years.
Berklee would also collaborate with other not-for-profit organizations in order to access more appropriate and desired plan design, and to achieve economies and stabilities of scale in maximizing the utility and affordability of its cafeteria offerings.
Each faculty member would be able to select each year at open enrollment time, those specific benefits and levels most appropriate to their current or anticipated situation, above and beyond a minimum level of required “safety-net” benefits.
Berklee, as part of its compensation plan, currently contributes dollars toward an eligible individual’s benefits needs. In a flexible choice cafeteria benefit plan, a portion of that contribution would be applied to predetermined "safety net" benefits. Once those were met, each individual could elect to use an additional portion of their pay, or part of the remaining Berklee contribution, to purchase additional or higher levels of different types of benefits from the cafeteria offering - according to her or his life needs.
For instance, a healthy young faculty member who has no dependents might elect a less expensive health plan, and put the difference into a retirement plan, taking advantage of the long compounding time before retirement. An older faculty member, either with more dependents, or closer to retirement, might elect a more comprehensive health plan, putting less of the Berklee contribution into retirement.
Another example would be a faculty member whose children have grown and left the family health plan. The premium dollars and possibly supplemental life insurance thus freed up could be redirected to either increased retirement savings, in anticipation of future Medicare premiums, or possibly long term care coverage.
As a final example, those faculty who have access to a spousal plan would have the Berklee contribution fully available for maximizing retirement savings.
Future levels of choice
In order to implement a true flexible benefits system, the college is investigating offering a defined contribution amount that faculty could use for buying needed and desired cafeteria benefits. If their benefits choices exceed the amount Berklee provides, faculty could elect to supplement that amount from their gross pay, generally pre-tax.
This defined contribution amount would likely be calculated as the sum of two or three amounts, determined by market and policy. One approach might be for the health component to be set as the full premium for single coverage of one of the available health plans, which would vary with market conditions. In that case, it would be accurate to say that if you work at Berklee, your health insurance is covered in full. It could possibly be a contract negotiating point as to whether the lowest or the middle plan would be the reference point.
A similar example could be established as the reference point for a retirement contribution, above some minimum required savings level. And in some systems, there is a third non-specific general benefit amount that could be targeted at the individual’s discretion.
Under discussion, is the concept of the College's proportional contributions for benefits for Part Time faculty, in order to minimize and ideally eliminate the possibility that faculty, whose hours suddenly change, might drop to either a lower level of benefits, or completely off plan eligibility (e.g., losing health insurance). In addition, the idea of opening participation to any part time faculty member who wants to "buy in", regardless of hours worked, is being discussed. The Benefits Study Committee is looking at maximizing the eligibility for benefits for all faculty members (please see Principles, also at this site), and a proportional contribution approach by the college towards each faculty member's benefits.
In all these conceptual discussions, it needs to be stressed that the intent is not to reduce any current employee’s benefit contributions. There are multiple ways that a defined benefit approach could be phased in, especially to the extent this approach would require budget increases for the college.
"For YOUR Benefit(s)"
Berklee's Current Benefit Plans for Faculty, the Concept of Flexible Choice of Cafeteria Benefits, and Possible Future Levels of Benefit Choice
March, 2008
Introduction
The current faculty union contract includes a provision to form a study committee for the purpose of exploring the concept of flexible choice of cafeteria benefits. In the fall of 2006, Mike Scott and Larry Simpson appointed Jonathan Holland and Wendy Rolfe, representing the Berklee Faculty Union, and Jay Kennedy and John Eldert, representing the Administration, to take up this charge, supported by Phil Lima from Human Resources. Thus, was formed the Benefits Study Committee. The fall 2007 survey is a result of the committee’s work over the past year, and the data collected will be used to shape further study and the creation of specific proposals in preparation for the next faculty contract bargain in the summer of 2009.
Over the next six months, the committee will craft a preliminary proposal in consultation with both the Faculty Union and administration that will be presented to the full Union Executive Committee and College leadership in the fall of 2008.
Current levels of choice in selecting benefits from the cafeteria offerings
Berklee makes three levels of health plan available to faculty meeting contractual eligibility requirements (see http://www.berkleefacultyunion.org/products.html - Berklee Faculty Union contract, Article XXV). These three plans are intended to meet a range of need varying from that of a very healthy person needing primarily annual physicals and "catastrophic" coverage for the unexpected accident or illness, through greatly enhanced coverage for those with chronic and/or acute conditions needing extensive care.
Berklee today provides for eligible faculty those three plan levels for individuals, couples, and families. Berklee also provides a benefit contribution equal to 65% of the monthly family premium for all Full-time faculty members and those Part-time faculty members who have a three-year contract or who meet the 1,050 accumulated hours threshold. Part time faculty meeting the 500 accumulated hours threshold are eligible for 65% coverage of the cost of an individual plan (i.e., may elect the individual plus one or family plans, but must pay the difference). If a faculty member works part-time below that minimum threshold, or elects spousal or other coverage available outside Berklee, Berklee makes no health contribution to that faculty member. Thus, the amount of contribution to an individual faculty member can range from $0 to $12,000 per year, depending on employment level, family status, or other coverage available.
Berklee also provides a defined-benefit retirement plan for faculty meeting specific eligibility requirements (i.e., Full-time employment), at no cost to the individual. In addition, Berklee provides a defined contribution 403(b) retirement plan to those eligible faculty who match Berklee’s contribution to a maximum of 3% of pay for Full-time and 5% for eligible Part-time. Individuals can contribute above the matching level, if they choose. Faculty members who can “afford” to reduce take-home pay receive a 403(b) contribution. Those who cannot, for whatever reason, receive no Berklee contribution.
What does the concept of “flexible choice of cafeteria benefits” mean in practice?
The concept is based on the expectation that over the span of a full teaching career at Berklee, (something like 40 years), an individual faculty member's need for specific benefits and levels of those benefits will likely change. This might be as a result of differing family compositions (single, couple, children and other dependents) or differing health conditions or economic circumstances.
Berklee believes that a high-quality student experience is greatly enhanced by a faculty that is as healthy, focused, and secure as can reasonably be expected. To that end, with the "flexible choice of cafeteria benefits plan", Berklee. would strive to offer as wide an array of benefit types and levels as the faculty might reasonably need across a full career. These would be intended to promote personal and professional development, encourage healthy behaviors, provide protection against interruption of income, and make some provision for faculty members’ post-retirement years.
Berklee would also collaborate with other not-for-profit organizations in order to access more appropriate and desired plan design, and to achieve economies and stabilities of scale in maximizing the utility and affordability of its cafeteria offerings.
Each faculty member would be able to select each year at open enrollment time, those specific benefits and levels most appropriate to their current or anticipated situation, above and beyond a minimum level of required “safety-net” benefits.
Berklee, as part of its compensation plan, currently contributes dollars toward an eligible individual’s benefits needs. In a flexible choice cafeteria benefit plan, a portion of that contribution would be applied to predetermined "safety net" benefits. Once those were met, each individual could elect to use an additional portion of their pay, or part of the remaining Berklee contribution, to purchase additional or higher levels of different types of benefits from the cafeteria offering - according to her or his life needs.
For instance, a healthy young faculty member who has no dependents might elect a less expensive health plan, and put the difference into a retirement plan, taking advantage of the long compounding time before retirement. An older faculty member, either with more dependents, or closer to retirement, might elect a more comprehensive health plan, putting less of the Berklee contribution into retirement.
Another example would be a faculty member whose children have grown and left the family health plan. The premium dollars and possibly supplemental life insurance thus freed up could be redirected to either increased retirement savings, in anticipation of future Medicare premiums, or possibly long term care coverage.
As a final example, those faculty who have access to a spousal plan would have the Berklee contribution fully available for maximizing retirement savings.
Future levels of choice
In order to implement a true flexible benefits system, the college is investigating offering a defined contribution amount that faculty could use for buying needed and desired cafeteria benefits. If their benefits choices exceed the amount Berklee provides, faculty could elect to supplement that amount from their gross pay, generally pre-tax.
This defined contribution amount would likely be calculated as the sum of two or three amounts, determined by market and policy. One approach might be for the health component to be set as the full premium for single coverage of one of the available health plans, which would vary with market conditions. In that case, it would be accurate to say that if you work at Berklee, your health insurance is covered in full. It could possibly be a contract negotiating point as to whether the lowest or the middle plan would be the reference point.
A similar example could be established as the reference point for a retirement contribution, above some minimum required savings level. And in some systems, there is a third non-specific general benefit amount that could be targeted at the individual’s discretion.
Under discussion, is the concept of the College's proportional contributions for benefits for Part Time faculty, in order to minimize and ideally eliminate the possibility that faculty, whose hours suddenly change, might drop to either a lower level of benefits, or completely off plan eligibility (e.g., losing health insurance). In addition, the idea of opening participation to any part time faculty member who wants to "buy in", regardless of hours worked, is being discussed. The Benefits Study Committee is looking at maximizing the eligibility for benefits for all faculty members (please see Principles, also at this site), and a proportional contribution approach by the college towards each faculty member's benefits.
In all these conceptual discussions, it needs to be stressed that the intent is not to reduce any current employee’s benefit contributions. There are multiple ways that a defined benefit approach could be phased in, especially to the extent this approach would require budget increases for the college.
Faculty Benefits Study Working Principles
Prepared by Berklee Benefits Study Committee
For the Berklee Faculty Union: Jonathan Holland and Wendy Rolfe
For the Administration: John Eldert, Vice President of Administration,
and Jay Kennedy, Associate Vice President for Academic Affairs/Associate Provost,
with Philip Lima, Director, Retirement Benefits
What Makes Berklee a "Great Place to Teach, Learn, and Work?"
(quote from Berklee's 2006-09 Strategic Planning Statement)
A. Fair, Equitable, and Useful Total Compensation
a. Proportional pay/benefits for proportional fraction of full time work
b. Cafeteria choice of flexible benefits
B. Individual responsibility for smart choices and good health behaviors
C. Issue: professional development and opportunity for growth
D. Issue: curriculum attributes
E. Issue: student attributes
F. Issue: working conditions
G. Issue: supporting services
H. Issue: cultural values
Compensation defined as equaling gross pay + benefits allocation
i. Maximum eligibility for benefits, limited only by provider/carrier provisions
ii. Minimum required benefits to act as a safety net, not open to choice
iii. Cafeteria choice of desired benefits and levels above required safety-net
iv. Full array of life-stage-appropriate offerings make up cafeteria benefits
v. Educational programs promote awareness and good health practices
vi. Individual responsibility for smart choices and good health practices
What Makes Berklee a "Great Place to Teach, Learn, and Work?"
(quote from Berklee's 2006-09 Strategic Planning Statement)
Cafeteria Choice of Flexible Benefits - Principles for Discussion
i. Compensation defined as equaling gross pay + benefits allocation
1. (available for cafeteria benefits, or net take-home pay)
ii. Maximum eligibility for benefits, limited only by provider/carrier provisions
iii. Minimum required benefits to act as a safety net, not open to choice
iv. Cafeteria choice of desired benefits and levels above required safety-net
v. Full array of life-stage-appropriate offerings make up cafeteria benefits
1. Health + Welfare offerings (at different risk/premium/coverage levels)
• Health/dental plans
• Sick time, short term disability, long term disability
• Workers compensation
• Social Security death, dependent, survivor benefits
• Long term care
• Dependent care/daycare
• other?
2. Retirement Plans (at different levels)
• Defined benefit
• Defined contribution
• Social Security
• other?
3. Other
• Transportation subsidies
• other?
4. Beyond scope of this discussion
• professional development,
• tuition remission, tuition subsidy (Financial Aid programs)
vi. Educational programs promote awareness and good health practices
vii. Individual responsibility for smart choices and good health behaviors
For the Berklee Faculty Union: Jonathan Holland and Wendy Rolfe
For the Administration: John Eldert, Vice President of Administration,
and Jay Kennedy, Associate Vice President for Academic Affairs/Associate Provost,
with Philip Lima, Director, Retirement Benefits
What Makes Berklee a "Great Place to Teach, Learn, and Work?"
(quote from Berklee's 2006-09 Strategic Planning Statement)
A. Fair, Equitable, and Useful Total Compensation
a. Proportional pay/benefits for proportional fraction of full time work
b. Cafeteria choice of flexible benefits
B. Individual responsibility for smart choices and good health behaviors
C. Issue: professional development and opportunity for growth
D. Issue: curriculum attributes
E. Issue: student attributes
F. Issue: working conditions
G. Issue: supporting services
H. Issue: cultural values
Compensation defined as equaling gross pay + benefits allocation
i. Maximum eligibility for benefits, limited only by provider/carrier provisions
ii. Minimum required benefits to act as a safety net, not open to choice
iii. Cafeteria choice of desired benefits and levels above required safety-net
iv. Full array of life-stage-appropriate offerings make up cafeteria benefits
v. Educational programs promote awareness and good health practices
vi. Individual responsibility for smart choices and good health practices
What Makes Berklee a "Great Place to Teach, Learn, and Work?"
(quote from Berklee's 2006-09 Strategic Planning Statement)
Cafeteria Choice of Flexible Benefits - Principles for Discussion
i. Compensation defined as equaling gross pay + benefits allocation
1. (available for cafeteria benefits, or net take-home pay)
ii. Maximum eligibility for benefits, limited only by provider/carrier provisions
iii. Minimum required benefits to act as a safety net, not open to choice
iv. Cafeteria choice of desired benefits and levels above required safety-net
v. Full array of life-stage-appropriate offerings make up cafeteria benefits
1. Health + Welfare offerings (at different risk/premium/coverage levels)
• Health/dental plans
• Sick time, short term disability, long term disability
• Workers compensation
• Social Security death, dependent, survivor benefits
• Long term care
• Dependent care/daycare
• other?
2. Retirement Plans (at different levels)
• Defined benefit
• Defined contribution
• Social Security
• other?
3. Other
• Transportation subsidies
• other?
4. Beyond scope of this discussion
• professional development,
• tuition remission, tuition subsidy (Financial Aid programs)
vi. Educational programs promote awareness and good health practices
vii. Individual responsibility for smart choices and good health behaviors
Fall 2007 Benefits Survey Results Summary
Faculty Benefits Survey
December 2007
Recurring Themes in Survey Responses
1. Information and communication:
expressed need for more and better information on benefits programs and options
Faculty need better delivery of information: when, where, how
2. Disparity in benefits: full-time/part-time:
interest in proportional benefits for proportional fraction of full time work
3. Retirement benefits and income needs:
interest in additional opportunities for retirement savings
need to raise awareness of retirement savings needs and challenges
4. Health insurance options:
concern about increasing premium cost/out-of-pocket expense
interest in options for coverage for retirement
5. Other areas of concern:
Parking, child care, long-term care insurance
6. Total compensation /flexible benefits:
interest in increasing awareness of the concept of total compensation
interest in information on flexible benefits programs/cafeteria benefits plan
December 2007
Recurring Themes in Survey Responses
1. Information and communication:
expressed need for more and better information on benefits programs and options
Faculty need better delivery of information: when, where, how
2. Disparity in benefits: full-time/part-time:
interest in proportional benefits for proportional fraction of full time work
3. Retirement benefits and income needs:
interest in additional opportunities for retirement savings
need to raise awareness of retirement savings needs and challenges
4. Health insurance options:
concern about increasing premium cost/out-of-pocket expense
interest in options for coverage for retirement
5. Other areas of concern:
Parking, child care, long-term care insurance
6. Total compensation /flexible benefits:
interest in increasing awareness of the concept of total compensation
interest in information on flexible benefits programs/cafeteria benefits plan