Transcript HUNTER COLLEGE BENEFITS ORIENTATION FULL TIME INSTRUCTIONAL STAFF HEO SERIES EXECUTIVE COMPENSATION PLAN Office of Human Resources Valerie Kelly, Associate Director of Human Resources T: 21 2-772-451

HUNTER COLLEGE
BENEFITS ORIENTATION
FULL TIME INSTRUCTIONAL STAFF
HEO SERIES
EXECUTIVE COMPENSATION PLAN
Office of Human Resources
Valerie Kelly, Associate Director of Human Resources
T: 21 2-772-451 2
Email: [email protected]
Revised 08/06/2015
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TOPICS OF DISCUSSION:
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About Hunter
NYC Health Benefits Program
PSC-CUNY Welfare Fund Benefits
Pension Plans
Alternative Funding Vehicles (AFV’S)
Tax Deferred Annuity (TDA) -Voluntary Savings Leaves
Retirement Health Benefits
Other Benefits
Policies and Procedures
CUNY Campaign
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ABOUT HUNTER COLLEGE
Hunter College is a comprehensive teaching, research, and service
institution, long committed to excellence and access in the
education of undergraduate and graduate students in liberal arts
and sciences, as well as in the professional fields of education,
health science, nursing, and social work.
Founded in 1870, by Thomas Hunter who was influenced by the
free higher education open to young men and wished to offer the
same for women.
Hunter is the second-oldest college in The City University of New
York and is dedicated from its earliest days to serving a student
body which reflects the diversity of New York City.
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HEALTH BENEFITS
How do I Enroll?
 Complete the Health Benefits Application (Form ERB)
 To enroll any eligible dependents you must submit
acceptable documentation to support their eligibility
status and
 Return the health benefits application to the Human
Resources Department/Benefits within 30 days or 90
days wait for processing post 30 day enrollment period
 Qualifying event
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HEALTH BENEFITS
TRANSFER PERIOD
The Transfer Period is a time in which you can
make changes to your health plan without
having a qualifying event
 The NYC Health Benefits Program determines the
exact dates; usually enrollment takes place
during the Fall
 All changes become effective the first day of the
first full pay period in January of the next year
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HEALTH BENEFITS
WHO CAN BE COVERED?
 A legally married husband or wife, but never
an ex-spouse
 Domestic Partner
 Children under age 26 (whether married or
unmarried)
 Unmarried children who cannot support
themselves due to disability that occurred
before the age at which the dependent
coverage would otherwise terminate
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HEALTH BENEFITS
T YPES OF HEALTH PLANS AND SERVICES
 Health Maintenance Organizations (HMO) – A system of
healthcare that provides managed, pre -paid hospital and
medical services to its members. An HMO member chooses
a Primary Care Physician (PCP) from within the HMO
network
Plans presently offered: CIGNA Healthcare, GHI HMO,
Empire HMO New York, Empire HMO New Jersey, HIP Prime
HMO and Vytra Health Plans
 Exclusive Provider Organization (EPO) – Offers a higher
level of choice and flexibility than many other managed
care plans. Members can see any EPO network provider.
There is no need to choose a PCP and no referrals are
necessary to see a specialist. Plans presently offered:
Empire EPO and Aetna EPO
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HEALTH BENEFITS
T YPES OF HEALTH PLANS AND SERVICES
CONTINUED
 Point of Service (POS) – Of fers the freedom to use a network
or an out-of-network provider for medical and hospital care.
When using out-of-network providers, healthcare delivery
resembles that of a traditional indemnity plan
Plans presently of fered: HIP Prime POS
 Preferred Provider Organization (PPO) – Of fers the freedom to
use either a network or an out -of-network provider for medical
and hospital care. Participating plans contract with health
care providers who agree to accept negotiated lower payment
from the health plan
Plans presently of fered: GHI-CBP/EBCBS
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EMPLOYEE HEALTH PLAN RATES AS OF JULY 1 , 2015
Health Plan
Individual Rate
Family Rate
Aetna EPO
Optional Rider
Total
Basic Plan
Rx Drugs
$73.57
$107.55
$181.12
$376.57
$272.43
$649.00
Cigna Health Care
Optional Rider
Total
Basic Plan
Rx Drugs
$278.79
$103.57
$382.36
$758.58
$310.09
$1,068.66
Empire EPO
Optional Rider
Total
Basic Plan
Rx Drugs
$257.49
$72.12
$329.61
$657.77
$176.79
$834.56
Empire HMO
Optional Rider
Total
Basic Plan
Rx Drugs
$98.90
$72.12
$171.02
$298.66
$176.79
$475.45
GHI-CBP/EBCES
Basic Plan
$0.00
$3.10
$3.10
$0.00
$7.86
$7.86
$49.45
$89.93
$153.73
$229.27
Optional Rider Enhanced Major Medical Coverage
Total
GHI HMO
Optional Rider
Basic Plan
Rx Drugs
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EMPLOYEE HEALTH PLAN RATES AS OF JULY 1 , 2015
CONTINUED
Health Plan
Individual Rate
Family Rate
$0.00
$67.95
$2.63
$70.59
$0.00
$166.49
$6.45
$172.94
$302.75
$242.88
$545.69
$741.83
$591.69
$591.69
Vytra
Basic Plan $35.05
Optional Rider Rx Drugs
$78.03
Total
$113.08
$143.28
$202.94
$346.22
HIP Prime HMO
Optional Rider
Basic Plan
Rx Drugs
Durable Medical Equipment & Private Duty
Nursing
Total
HIP Prime POS
Optional Rider
Total
Basic Plan
Rx Drugs
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MEDICAL SPENDING CONVERSION (MSC) HEALTH BENEFITS BUY-OUT WAIVER
PROGRAM
Eligible employees who have non-city group
health benefits may waive city health benefits
in return for an annual cash incentive ($500
for individual and $1,000 for family coverage)
post-tax payment.
Must provide proof of coverage under another
group health plan.
No person can be covered by two City heath
contracts at the same time
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PSC-CUNY WELFARE FUND
WELFARE FUND COVERS OPTICAL, DENTAL,
PRESCRIPTION AND HEARING AID
To enroll you must complete the PSC-CUNY
Welfare Fund Enrollment Form which you can
obtain from your Human Resources
Dependent information will be obtained from
your NYC Health Benefits Application
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PSC-CUNY WELFARE FUND EFFECTIVE DATE
OF COVERAGE
Your PSC-CUNY Welfare Fund benefits
begins on the 1 st day of the next month
following your appointment (or on the first
day of the month if you start on the 1 st day
of the month), if your enrollment form is
received within 30 days
If the Human Resources Department does
not receive your enrollment form within 30
days of your appointment date, there may
be a delay in benefits.
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PSC-CUNY WELFARE FUND
WHAT ARE THE BENEFITS?
Non Contributor y Plans are provided at no cost to you. These
include:
• Death Benefit
• One-Year Term Life Insurance
• Prescription Drug Plan
• Dental Plan
• Optical & Hearing Aid Benefits
• Group Long Term Disability
Contributor y Plans are voluntar y and require a contribution from
you. These include:
• Catastrophe Major Medical
SPECIAL NOTE: Enrollment in the
Marsh Catastrophe Major Medical plan is currently closed while
changes are made to the plan. Will reopen enrollment shor tly.
• Optional Long Term Disability
• Term Life Insurance (provided through NYSUT)
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OPTICAL BENEFITS
 General Vision Services (GVS)
 Davis Vision
 Direct Reimbursement (up to $100)
 Hearing Aid
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PRESCRIPTION DRUG BENEFIT
The Medco-Express Scripts Prescription Drug Plan is available
for members enrolled in the New York City Health Benefits
Program (NYCHBP). On an annual basis, the fee structure for
the prescription co-pay is as follows:
 Tier 1 $10,000
 Tier 2 next 10,000
 Tier 3 above $20,000
The PSC Welf are Fund Pay 8 0 % - The employee pay 2 0 %
The PSC Welf are Fund Pay 5 0 % - The employee pay 5 0 %
The PSC Welf are Fund Pay 2 0 % - The employee pay 8 0 %
 Employees that select Aetna HMO, CIGNA Healthcare,
HIP Prime POS, or GHI HMO as their health carrier and
decide to purchase the optional drug rider provided by
the health carrier instead of Medco -Express Scripts will
be eligible for an annual stipend to offset the cost of
the rider.
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PRESCRIPTION DRUG BENEFIT
CONTINUED
Medco Health Retail Network Service
 Participating Retail Pharmacies should be used
when filling prescriptions for a short period of
time. If used after the second refill your co insurance will increase from 20% to 35%.
 At Non-Participating Pharmacies you must pay
the full cost of the prescription. Medco will
reimburse you the cost of the medication minus
the co-insurance. A direct reimbursement claim
form must be completed. The form can be
obtained on-line through the Human Resources
Website.
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PRESCRIPTION DRUG BENEFIT
CONT.
Medco Health Home Deliver y Ser vice

The Home Delivery Services should be used
when filling prescriptions for maintenance
medication or for a 100-day (three-month)
supply.
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Standard shipping and handling is free.
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DENTAL PLAN
Delta Dental USA Program-DMO Plan
No premiums, claims forms, deductibles or
annual lifetime limits
Out-of-pocket expenses vary depending on
services
Orthodontia coverage for children and adult
Flexibility in switching and selecting dentists
within HMO network
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DENTAL PLAN Continued
Guardian Dental Guard Preferred PPO Plan
 No premiums, deductibles, or annual lifetime limits
 Out-of-pocket expenses vary depending on services
 Orthodontia coverage for children
 Freedom to use participating or non -participating dentist
G ua rdi a n D e n t a l G ua rd P re fe rre d Th i s i s a “ pre fe rre d prov i de r: ( P P O) pro g ra m
w i t h t wo c o m po nen ts:
• a c c e ss to a pa n e l o f de n t a l prov i de r s w h o c h a rg e re duc e d fe e s a n d
• Pa r t i a l re i m bur seme nt fo r s e r vic es re n de re d ( a c c o rding to a G ua rdi a n
re i m bur sement s c h edul e) B e n e fit s i n c l ude m o s t s t a n da rd de n t a l pro c e dure s .
Th e re a re n o a n n ual o r l i fet ime m a x imum pay m e nt l i mit at ions. P l a n
pa r t i c i pa nt s m ay us e a ny l i c ensed de n t i st to prov i de s e r vic es, a l t h o ugh n o n pa r t i c i pa t ing de n t i st s a re n ot re q ui re d to c h a rg e t h e re duc e d fe e s , t h e re by
e l iminat in g t h e va l ue o f t h e c o m po nen t a bove . Th e prov i de r pa n e l m a int a ined
by G ua rdi a n Li fe i s D e n t a l G ua rd P re fe rre d. In fo rma tion o n pa r t i c i pat ing
de n t i st s i s ava ila ble fro m G ua rdi a n o n t h e i r we bs i te o r by ph o n e 1 8 0 0 8 4 8 4 5 6 7. Fre q ue n c y l i mit s: St a n da rd pro phy l a c t ic c a re ( c l eanin g a n d n e c e ssar y
x - rays ) i s cove re d o n ce eve r y s i x m o n t h s.
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PICA PROGRAM
 PICA is a prescription drug program made available
through the joint effort of the City of New York Office
of Labor Relations and the Municipal Labor
Committee and covers all employees, non -Medicare
retirees and their dependents enrolled in a health
plan offered by the City Health Benefits Program
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PICA PROGRAM CONTINUED
PICA covers medication in two specific drug
categories:
 Injectable - most medications normally administered
by injections not requiring administration by a health
care professional
 Chemotherapy - medications used to treat cancer
and the side effects of chemotherapy
 There is an annual deductible of $100 per person for
Injectable and Chemotherapy medications. This
deductible is independent of any other deductibles.
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TERM LIFE INSURANCE
THROUGH NEW YORK STATE UNITED TEACHERS (NYSUT)
TRUST
New Full-time employees receive free for
one year a $25,000 term life insurance
policy. Fund participants may elect further
term life insurance by paying a premium.
This option is not available to prior NYSUT
members
The free term life coverage is for the
employee only
Employees under age 65 may purchase up
to $1,000,000 of life insurance coverage.
Physical exam may be required.
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CHOOSING A PENSION PLAN!
YOUR CHOICES ARE…
 Teachers’ Retirement System of the City of NY
(TRS)
 TIAA-CREF - (Optional Retirement Program)
 NYC Employees’ Retirement System (ERS) (only as
a Transferred Contributor)
 Board of Education Retirement System (BOERS)
(only as a Transferred Contributor)
Please note: As a new staff member you have 30
days from your appointment date to choose a
pension plan. This choice is IRREVOCABLE. After
30 days, New York State Education Law Section
6253 mandates assignment to TRS.
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TIER VI
TRS/CUNY ORP
o E f f e c t i v e f o r a l l e m p l o y e e s j o i n i n g t h e N YC Te a c h e r s ’ R e t i r e m e n t S y s t e m o r C U N Y O p t i o n a l
Retirement System on or af ter April 1 , 2012.
o R e q u i r e s 3 % e m p l o y e e c o n t r i b u t i o n , r e g a r d l e s s o f s a l a r y, u n t i l A p r i l 1 , 2 0 1 3 ; t h e r e a f t e r, t h e
contribution rate in a given year is based upon regular compensation.
o Employee contributions will now be required of all par ticipants for the duration of their
employment.
o All par ticipants will be required to make employee contributions at the current rate of 3%
u n t i l A p r i l 1 , 2 0 1 3 . T h e r e a f t e r, e m p l o y e e c o n t r i b u t i o n r a t e s i n a g i v e n c a l e n d a r y e a r w i l l b e
based upon their earnings in the second calendar year preceding the current calendar year as
follows:
Wa g e s
Wa g e s
Wa g e s
Wa g e s
Wa g e s
Wa g e s
of $45,000 or less
between $45,000 and $55,000
between $55,000 and $75,000
between $75,000 and $100,00
b e t w e e n $ 1 0 0 , 0 0 0 b u t l e s s t h a n $ 17 9 , 0 0 0
between $100,000 or more
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3%
3.5%
4.5%
5.75%
6%
(TRS)
6% (CUNY/ORP)
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CHOOSING A PENSION PLAN! - REVIEW AT A
GLANCE
TRS
TIAA -CREF (ORP)
 Defined benefit plan
 Defined contribution plan
 Ve s t i n g a f t e r 1 0 y e a r s
 Ve s t i n g a f t e r 3 6 6 d a y s
 E m p l o y e e c o n t r i b u t e s b a s e s a l a r y, p r e - t a x
to the Qualified Pension Plan (QPP) for
the duration of employment
$45,000 or less
3%
$45,000 - $55,000
3.5%
$55,000 - $75,000
4.5%
$75,000 - $100,000
5.75%
$ 1 0 0 , 0 0 - $ 17 9 , 0 0 0
6%
 E m p l o y e e c o n t r i b u t e s b a s e s a l a r y, p r e - t a x
for the duration of employment
$45,000 or less
3%
$45,000 - $55,000
3.5%
$55,000 - $75,000
4.5%
$75,000 - $100,000
5.75%
$100,00 – or more
6%
 Employer contributes lump -sum to
pension fund, not individual accounts
 Benefits based on age, final average
s a l a r y ( FA S ) a n d y e a r s o f s e r v i c e c r e d i t
 Employer contributes 8% of salar y for first
s e v e n y e a r s a n d 1 0 % t h e r e a f t e r.
 Employer/employee Contributions held in
suspense for 366 days unless you have a
vested open retirement plan contract.
 Benefits based on amounts contributed by
e m p l o y e r, e m p l o y e e , i n v e s t m e n t e x p e r i e n c e .
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TRS
To enroll, complete the following:
Retirement Program Election Form and
TRS Enrollment Application and Beneficiary Form
must be notarized
necessary proof of birth documentation must be submitted
Membership begins on day TRS receives Tier VI
Enrollment Application or 30 days after CUNY
appointment, whichever comes first.
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TRS
TRANSFERRING MEMBERSHIP
After joining TRS, and if you are a member of one of the
following retirement systems, you may transfer your
membership (service credit and accumulated pension
funds) to TRS:
 NYC Employees’ Retirement System
 NYC Board of Education
 NYC Fire Department Fund
 NYC Police Department Pension Fund
 NYS and Local Police and Fire Retirement System
 NYS Teachers’ Retirement System
 NYS and Local Employees’ Retirement Systems
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TIAA-CREF
To enroll, complete the:
Retirement Program Election Form and
TIAA-CREF Retirement Annuity Application
beneficiaries must be listed
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TIAA-CREF
VESTING CYCLE
 If you do not have a previous vested CUNY Retirement Annuity
contract or a vested open retirement plan contract from
another employer, employee & employer contributions will be
held in an escrow account for 366 days (the vesting cycle).
 Upon the completion of the vesting cycle, employee
contributions which are being held in an escrow account in
Albany will be sent from the Of fice of the State Comptroller
(OSC) and applied to your TIAA -CREF annuity contracts with
2% interest. The University will apply the employer
contributions with 2% interest to your contracts.
 After vesting you will start receiving quarterly statements
from TIAA -CREF.
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TIAA-CREF
IMPACT OF MULTIPLE EMPLOYMENT
ON CONTRIBUTIONS
Effective July 1, 2001, earnings in a parttime/hourly Instructional Staff position
held by a full-time Instructional Staff
member became pensionable
Part-time earnings require both employee
and employer contributions
Staff member must complete Form 102b
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ALTERNATE FUNDING VEHICLES
In order to allow for diversification of your
ORP investments two AFV’s are permitted. At
present, the AFV’s are the Guardian
(represented by the Halliday Financial Group)
and MetLife. Once you are vested (after 366
days) in your retirement annuity you may
transfer your assets. Please review with each
vendor what fees, if any, apply to such
transfers
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HOW DO I ADD TO MY PERSONAL
INVESTMENTS FOR RETIREMENT?
 Employees have the option of participating in a tax deferred annuity
 The tax-deferred annuity allows employees to set aside
pre-tax dollars subject to IRS limits
 As a result, employees may voluntarily reduce their
taxable income
Tax-deferred annuity options:
 Teachers’ Retirement System of the City of New York (for
TRS members only)
 TIAA -CREF
 Lincoln Life (represented by the Halliday Financial Group HFG)
 New York State Deferred Compensation Plan (NYSDCP)
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LEAVES
FAMILY MEDICAL LEAVE
JURY DUTY
.
MILITARY LEAVE
SPECIAL LEAVE OF ABSENCE- (SLOAC)
TEMPORARY DISABILITY (Sick Leave)
TRAVIA LEAVE
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FAMILY AND MEDICAL LEAVE (FMLA)
Under the CUNY Family and Medical Leave
(FML) employees are eligible to take up to
12 weeks of unpaid, job protected leave
for family (including Domestic Partners)
and medical care during designated FML
year, September 1 st through August 31 st
Employees pay their share of premiums
through direct pay. Employer share paid
by CUNY
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JURY DUT Y
STATE OR LOCAL JURIES OF NEW YORK
 CUNY employees shall be released to serve on State or local
juries in New York. The employee shall suf fer no loss of pay
nor reduction of leave credits for serving.
 Employees summoned to jur y duty must notify, as soon as possible,
their immediate super visor and the Director of Human Resources
that they have been summoned. A photocopy of the jur y duty
summons must be presented by the employee.
 When returning from jur y duty, you must submit a photocopy of the
completed jur y duty cer tificate to your immediate super visor and
the Director of Human Resources
 If the State inadver tently issues a check for the per diem jur y duty
ser vice, you must reimburse the college for the full amount.
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JURY DUT Y
FEDERAL AND OUT-OF-STATE
 CUNY employees shall be released to serve on Federal and
out-of-state jury duty.
 Employees summoned to jury duty must notify, as soon as
possible, their immediate supervisor and the Department of
Human Resources that they have been summoned. A
photocopy of the jury duty summons must be presented by the
employee.
 When returning from jury duty, you must submit a photocopy
of the completed jury duty certificate to your immediate
supervisor and the Department of Human Resources
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MILITARY LEAVE
The Board of Trustees of the City University of New York passed
a resolution for a continuation of military leave and employer paid health and welfare benefits coverage for employees are
members of the National Guard, Reserve forces, or Reserve
components of the Armed Forces of the United States recalled
from the reserves to active military service.
 Supplemental Military Leave
 Military Leave at Reduced Pay
 Continued Health Insurance Coverage
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SPECIAL LEAVE OF ABSENCE COVERAGE
(SLOAC)
Special Leave of Absence Coverage
(SLOAC) may provide continued City health
coverage for specified periods of time to
certain employees who are on authorized
leave without pay as a result of temporary
disability or illness.
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TRAVIA
(SICK LEAVE PAID UPON RETIREMENT)
 Members of a public retirement system (TRS, ERS or BOERS)
must meet the eligibility requirements for a ser vice retirement
and must declare their bonafide intention to retire, file an
application for retirement with their retirement system
 ORP member s are eligible for Travia if they declare their
bonafide intention to retire, file an application for retirement
with TIAA/CREF and are:
Tier 1/2 - age 55 or with at least 20 year s of pensionable,
continuous, full -time CUNY ser vice.
Tier 3/4/5 - age 55 and possess 5 year s of pensionable,
continuous, full -time CUNY ser vice.
Tier 6 – established on 4/1/12. Fur ther details to follow.
 Retirees are granted a retirement leave of absence with full
pay consisting of a maximum of five (5) months of pay if they
have accrued 160 days. Those who have fewer than 160 sick
days will receive one -half of their accumulated unused sick
days
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ELIGIBILITY FOR RETIREE HEALTH
BENEFITS
TIAA-CREF members initially appointed to a full time position on or after September 1, 1985:
1. Separated at age 62 or over with 15 years of
pensionable, continuous, full-time CUNY service, or
2. Separated prior to age 62 with 15 years of
pensionable, continuous, full-time CUNY service and
no subsequent full-time employment in a college,
university, or other institution of post secondary
education related to duties performed while in
active service in CUNY or to duties normally
performed by Instructional staff at CUNY and
attained age 62.
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ELIGIBILITY FOR RETIREE
HEALTH BENEFITS CONTINUED
TRS/ERS/BOERS are eligible for retiree health benefits under the
NYCHBP if the following criteria is met:
At least 10 years of credited service as a member of a
retirement or pension system maintained by NYC at the time of
retirement * AND
You have been TRS members who retire with deferred payability
retain the right to retiree health coverage upon receiving
retirement income from TRS
Retirees pay their share of the premiums through pension
deductions. The employer share is paid by CUNY
*As of current rules. Subject to change.
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OTHER BENEFITS
 COLLEGE SAVINGS PLAN (529)
T h i s p l a n a l l ow s yo u to s av e m o n ey fo r a f a m i l y m e m b e r ’ s e d u c a t i o n , i . e . ,
dependents, parents, etc.
U p to $ 10 , 0 0 0 i s d e d u c t i b l e f r o m N e w Yo r k S t a te t a x a b l e i n c o m e f o r m a r r i e d c o u p l e s
f i l i n g j o i n t l y ; s i n g l e t a x p ay e r s c a n d e d u c t u p to $ 5 , 0 0 0 a n n u a l l y.
 TRANSIT BENEFIT
T h i s p l a n a l l ow s yo u to d e d u c t t r a n s p o r t a t i o n e x p e n s e s o n a p r e - t a x b a s i s .
 TUITION WAIVERS
E l i g i b l e C U N Y e m p l oye e s a r e e l i g i b l e fo r a t u i t i o n wa i v e r fo r u n d e r g r a d u a t e o r
graduate degree courses.
 FEDERAL CREDIT UNIONS
E l i g i b l e C U N Y e m p l oye e s a n d t h e i r i m m e d i a te f a m i l i e s m ay j o i n a n d g e t s p e c i a l
o f f e r s o n b e n e fi t s s u c h a s , I n s u r e d s av i n g s a n d i nv e s t i n g a c c o u n t s , c h e c k i n g
accounts, credit cards, loans and more.
 SAVINGS BONDS
To o p e n a n a c c o u n t , p l e a s e v i s i t w w w. t r e a s u r y d i r e c t . g ov
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OTHER BENEFITS CONTINUED
 CUNY Work/Life Program
A f r e e c o n fi d e n t i al s e r v i c e f o r yo u a n d yo ur f a m i l y 24 h o u r s a d ay, 7 d ay s a w e e k .
T h i s s e r v i c e w i l l h e l p yo u m a n a g e yo ur p e r s o n a l a n d p r o fe s s i o n a l r e s p o n s i b i l it i e s .
 CUNY eMALL
C U N Y e M A L L i s a v i r t ua l s h o p p i n g s i te t h a t o f fe r s d i s c o un t s f o r f a c ul t y a n d s t a f f .
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POLICIES AND PROCEDURES
Affirmative Action
Gifts to Faculty/Ethics
Americans With Disability – 504
IT Security Procedures - General
CUNY Dedicated Sick Leave
Leave Blood Donation for Breast & Prostate
Cancer
CUNY E-mail/Password Usage Advisory
Non-Discrimination Policy
CUNY Family Medical Leave Act (FMLA)
Policy Against Sexual Harassment
CUNY Policy on Acceptable Use of Computer
Resources
Right to Know
CUNY Policy on Drugs and Alcohol/Information
About Risks
Statement on Policy on Multiple Positions
CUNY Workplace Violence Policy Statement
The Uniformed Services Employment and
Reemployment Rights Act
CUNY Domestic Violence And The Workplace
Tobacco – Free Policy
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CUNY CAMPAIGN FOR CHARITABLE
GIVING
 An annual charitable giving campaign takes place
within the City University of New York beginning
September 1 st through December 31 st .
 The CUNY Campaign is now in its 32nd year.
 Over 1,000 charity participants. Including our very
own Hunter College Foundation
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CONCLUSION
Your responsibility is to determine which plans
are best for you and your family. The College
may not make health benefits or pension
elections on your behalf.
Take the time to review your options carefully.
It is important for you to play an active role in
understanding your benefits and how they
work. We encourage you to weigh all factors
before making a decision.
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