Bryant University presently offers vision care insurance through Employers Vision Trust. Eligibility begins on the first of the month following 30 days of employment. The employee’s cost of the plan is published annually. The premiums for this coverage are deducted from your paycheck on an after-tax basis.
The SRA program is a tax-sheltered annuity program, which can be joined at any time. An employee can contribute up to a maximum dollar amount based upon criteria established by the Internal Revenue Service. The University does not contribute to this plan.
Bryant University employees who work over 1000 hours in a calendar year are eligible to participate in a retirement program with Teachers Insurance and Annuity Association (TIAA), and/or with Fidelity Investments, after two full years of continuous service at Bryant (or without a break in service at another eligible employer). There is no contribution required of employees. The University’s current annual contribution is eight percent (8%) of the first $58,800 of an eligible employee’s base annual salary and twelve percent (12%) on the employee’s base annual salary that exceeds the breakpoint of $58,800, in a calendar year. The University reserves the right to adjust the breakpoint.
Undergraduate Programs
Bryant University offers full tuition remission for undergraduate studies during hours outside of normal work hours for regular full-time employees (1,000 or more regularly scheduled work hours per year) who meet and maintain the University’s admission requirements.
Employees who are accepted and registered in undergraduate courses must complete and submit an undergraduate tuition remission form for each semester for which they are enrolled (in order to be eligible for remission, approved forms must be received prior to the first day of classes). Remission is limited to two courses per semester with a maximum of five courses per academic year. Interested staff members should contact the Admission Office for additional information regarding enrollment requirements.
Lunch Time Courses 12:00 p.m. to 2:00 p.m.
It is the policy of the University to allow employees to take an undergraduate course during lunchtime hours as follows:
1. The individual must be a full-time employee;
2. The department head must verify that the lunch hour course will not interfere with the normal operation of the office; that only the specified lunch hour will be used; and that the individual does not eat at his/her desk;
3. No homework assignments or studying will be allowed during working hours;
4. The course can be taken only on a space available basis (a regular student will always get preference, to include relinquishing of the seat by the staff member if classes have started and the space is needed); and
5. If the class is scheduled outside of the normal lunch hours, that is, earlier than 12 noon or later than 2:00 p.m., the employee must charge vacation time to attend class.
Graduate Programs
Bryant University offers tuition remission for the following graduate programs: Master of Business Administration (MBA), Master of Science in Taxation (MST), Master of Professional Accountancy (MSA), the On-Line Professional MBA (OMBA) and Graduate Certificate in Business Analytics. Remission is available during hours outside of normal work hours for regular full-time employees (1,000 or more regularly scheduled work hours per year) who meet and maintain the University’s graduate admission requirements. Note: Graduate level programs covered by tuition remission are subject to change.
Employees who are accepted and registered in graduate courses covered under this policy must complete and submit a graduate tuition remission form for each semester for which they are enrolled (in order to be eligible for remission, approved forms must be received prior to the first day of classes). Remission is limited to two courses per semester with a maximum of five courses per academic year (employees enrolled in Bryant’s MBA program are eligible for tuition remission for six courses per year based on program requirements). Interested staff members should contact the Graduate Admission Office for additional information regarding enrollment requirements.
In all cases, regular employees may not concurrently be full-time Bryant students. Credit hours per semester will be subject to the course limitation policy of the undergraduate and graduate schools.
Dependent children and spouses or domestic partners/spousal equivalents of regular full-time employees (1000 or more regular work hours per year) who meet and maintain the University’s admission requirements are eligible for tuition remission for Bryant University undergraduate studies and for the following graduate programs: Master of Business Administration (MBA), Master of Science in Taxation (MST), Master of Professional Accountancy (MSA), the On-Line Professional MBA (OMBA) and Graduate Certificate in Business Analytics. Remission eligibility is based upon the following length of service:
• 0-1 years – Not eligible
• 1-2 years – 50% of tuition
• 2-3 years – 75% of tuition
• 3+ years -100% of tuition
For dependent children, this benefit will be applicable only through the academic year in which a dependent child turns age 24.
Employees who enroll in a graduate degree program or whose dependents enroll in either an undergraduate or graduate degree program, will be required to work at Bryant for a minimum of two (2) years following their own or their dependent’s receipt of the degree. If an employee leaves the employ of the University prior to this two-year stay requirement, they will be responsible to reimburse Bryant for the tuition that was provided to them based on the following scale:
• 0-1 year following receipt of degree – 100%
• >=1 but less than 2 – 50%
• 2+ years of service – 0%
*Note: Programs covered by tuition remission are subject to change.
Union employees covered should refer to their Collective Bargaining Agreement for policies governing tuition remission.
Bryant University offers benefits eligible employees an opportunity to participate in the Tuition Exchange scholarship program wherein dependent children may be able to attend member institutions on an exchange basis. The term “dependent children” shall follow IRS guidelines for these purposes. Participation in an undergraduate program shall be limited to dependent children through the academic year in which they turn age 24. A one-year waiting period shall apply; other restrictions may apply.
The Tuition Exchange Program places restrictions on institutions, and student eligibility and scholarship availability are not automatic.
Full-time, benefits eligible, administrative employees, seeking to participate in a doctoral or master’s degree program at other institutions, are eligible to participate in the Fellowship Program. As part of this program, Bryant University will pay tuition and fees up to a maximum of $30,000 for a work-related master’s or doctoral program (at an accredited institution) that are not covered under Bryant’s tuition remission program.
Master’s Degree Program
The following will apply:
Doctoral Degree Program
The following will apply:
Procedure:
Faculty members should refer to the collective bargaining agreement for information pertaining to the faculty fellowship program.
The Executive Education and Career Accelerator provides a wide range of non-credit professional and business education programs. Individual courses, certificate and certification preparation programs are designed to meet the needs of Bryant employees and the business community. The EDC provides training programs for individuals and companies offering instructor-lead on-campus, onsite corporate programs as well as online programs as part of our e-learning community.
Participation of a full-time employee in a job-related seminar or course is dependent upon approval by a supervisor and department head, and available funding in a vice president’s budget.
Employees are eligible for a discount on selected courses, excluding books. A listing of courses and schedules can be found on their website at https://accelerator.bryant.edu/
The Employee Assistance Program (EAP) is a free and confidential service that an employee and/or member of the employee’s household may use at any time. The University presently retains Coastline EAP to administer the University’s Employee Assistance Program. Employees can use the EAP by calling 1-800-445-1195 or 401-732-9444 or logging on at www.coastlineeap.com (username is: Bryant University). The EAP is available to assist employees in resolving personal or emotional difficulties. Regardless of the problem or issue, the professional staff at Coastline EAP is not permitted, by law, to speak with an employer unless the employee requests such in writing. Employees are encouraged to take advantage of the EAP services provided through Coastline EAP.
In compliance with federal law, Bryant University offers optional continuation of health and dental insurance coverage to employees who are no longer eligible for coverage under these plans due to termination of employment (other than by reason of gross misconduct) or because of a reduction of hours. An option for continuation of health/dental insurance coverage for a dependent child is provided if, under the plan, the dependent would lose eligibility for coverage upon attaining a specified age, or for a spouse who is no longer eligible for coverage.
This law is designed to ensure that health insurance coverage continues to be available to employees after they leave their employment. The cost of this coverage, plus administrative charges, is paid in its entirety by the employee, spouse, or dependent child.
Bryant University employees are covered by Workers’ Compensation insurance for work-related personal injuries or occupational illnesses arising out of, or in the course of, their employment. Every work-related illness or accident must promptly be reported to the employee’s supervisor and the Human Resources Department should be notified. An accident/injury report form must be completed and will be submitted by the Human Resources Department to the University’s Workers’ Compensation insurance carrier for processing of the claim. Workers’ Compensation insurance benefits include payment of medical and hospital-related bills and compensation for lost wages. Since Workers’ Compensation insurance does not cover the first three (3) days of any work-related injury/illness claim, an employee may use accrued sick time for those days.
When an employee becomes disabled, long-term disability insurance provides 60% of an employee’s monthly base salary up to $14,000 (less Social Security, Rhode Island Temporary Disability and Worker’s Compensation payments, etc.), up to age 65. If applicable, the long-term disability insurance carrier may also make payments to the employee’s retirement fund. Employees who work over 1456 hours per calendar year are eligible to participate in this plan after one year of service. Participants contribute to the cost of the plan.
At no cost to the employee, Bryant University provides Group Life Insurance equal to two (2) times the employee’s annual salary, with coverage to age 70 to all benefits-eligible employees. The policy also provides for accidental death and dismemberment coverage.
The amount of life insurance provided is reduced by 33% when the employee attains age 70, 33% when the employee attains age 75, 33% when the employee attains age 80, 33% when the employee attains age 85, and 33% when the employee attains age 90. Life insurance terminates upon retirement.
Accident Protection Plan
MetLife’s accident insurance pays a benefit should you or any covered member of your family have an accident. More than 150 covered event/services are included, such as fractures & dislocations, 2nd & 3rd degree burns, concussions, etc. Payments are made directly to you – you decide how to spend the money for medical expenses not covered by your medical plan or for non – medical needs (i.e., household bills, home modifications, etc.). Premiums for this coverage are deducted from your paycheck on a pre-tax basis.
Critical Illness Plan
MetLife’s Critical Illness Plan provides you with a lump sum payment paid directly to you – you decide how to spend the money for medical expenses not covered by your medical plan or for non–medical needs (i.e., household bills, home modifications, etc.). Additionally, this plan pays an annual, per person wellness benefit. Premiums for this coverage are deducted from your paycheck on a pre-tax basis.
Legal Services Plan
MetLaw Legal Service Plan provides you access to 13,000 experienced plan attorneys nationwide. You receive unlimited legal access either by phone or in-person. This plan offers coverage to pay for many common and routine legal issues.
Allstate Identity Protection Plan
Allstate Identity Protection Plan offers identity protection that keeps up with your digital life. This plan offers both credit report monitoring, as well as monitoring of on-line activity from financial transactions to what you share on social media, so you can protect the trail of data you leave behind.
College Savings Plan – CollegeBound 529 Plan
The 529 College Savings Plan is a tax advantaged college savings program managed by Invesco. The plan offers tax free earnings growth on contributions, no initial sales charge for corporate plans, no income limit restrictions, a choice of investments, and a high contribution limit. Assets in a 529 plan can be used at any accredited institution of higher learning in the U.S. plus many foreign institutions.
There are certain federal regulations governing Flexible Spending Accounts of which you should be aware. Once you make your spending account election for a calendar year, you cannot change it (unless you have a qualifying event). You are required to use all of the money in your account during the period of the plan year for which you enrolled, plus a 2½ month grace period. If you do not use all of the money in your account by the end of the grace period, the balance will be forfeited.
Dependent Care Assistance Plan (DCAP)
The Dependent Care Assistance Plan (DCAP) allows you to set aside a portion of your salary from each paycheck (up to a maximum of $5,000 per year) into a special account. This money is not taxed and may be used to reimburse you for dependent care expenses for children (daycare) or older dependents who are physically and/or mentally incapable of self-care. You must submit the appropriate supporting documents to receive reimbursements. Contributions must be made in consecutive months starting with your first paycheck of the year.
Medical Reimbursement Plan (MRP)
The Medical Reimbursement Plan (MRP) allows you to set aside a portion of your salary from each paycheck (up to a maximum of $3,200 annually) into a special account. This money is not taxed and may be used to reimburse you for the eligible out-of-pocket medical expenses you incur throughout the year. You must submit the appropriate claims and supporting documents to receive reimbursements. The MRP allows you to pay for certain health and dental expenses that are not covered by insurance such as co-payments, deductibles, orthodontia, eyewear and hearing devices.
A Health Savings Account (HSA) is a triple tax advantaged account which allows you to save money that you can then use to pay for qualified Medical, Dental and Vision expenses. This means that your contributions, interest accruals and withdrawals are all made on a tax-free basis. The HSA is only available to employees who enroll in the High-Deductible Health Plan. Money in the HSA can be used to pay expenses which are subject to the deductible under that plan, in addition to non-covered expenses. HSA funds rollover from year to year and, if you leave the University or retire, the account remains with you.
Bryant University presently offers Delta Dental U.S.A. coverage through Delta Dental of R.I. Eligibility begins on the first of the month following an employee’s date of hire. The employee’s contribution toward the cost of the plan(s) is published annually in a co-payment schedule. When permitted by law, dental insurance costs may be paid on a pre-tax basis through payroll deduction.
Maintaining your good health (and that of your family) is a primary concern not only for you, but also for the University. To address this concern, we are pleased to offer a health care benefits program with quality choices which allows you to select the best health care plan for you and your family. Bryant University’s health plans are considered to have a non-grandfathered status under the guidelines set forth by the Affordable Care Act (ACA).
Eligibility begins on the first of the month following an employee’s date of hire. The employee’s contribution toward the cost of the plan(s) is published annually in a co-payment schedule. When permitted by law, health insurance costs may be paid on a pre-tax basis through payroll deduction.
Bryant University extends medical and dental insurance, tuition remission, tuition exchange, and Employee Assistance Program benefits to spousal equivalents and same sex domestic partners of all benefits-eligible colleagues, subject to the eligibility requirements set forth by the insurance program providers. Specific requirements for medical coverage can be obtained through Blue Cross Blue Shield of Rhode Island at the employee’s time of enrollment. Specifics for enrollment in the dental plan can be obtained through the Human Resources Department. It is important to note that domestic partner benefits are taxable to the employee unless the domestic partner meets the IRS’s definition of a dependent.
Benefits are available to full-time regular staff and faculty members who work 1000 hours or more per calendar year (1456 hours per year for disability insurance).
The following is intended to provide a brief overview of the benefit plans offered by the University. For additional information on each plan, employees may refer to the summary plan descriptions or access the HR information directory https://info.bryant.edu/human-resources
Employees must complete the appropriate paperwork to enroll in each benefit, if applicable.
Under the Health Insurance Portability and Accountability Act (HIPAA) and under Internal Revenue Code, which allows organizations to make deductions for certain employee benefits on a pre-tax basis, an employee may make changes to his or her benefits only because of a “qualified family status change.” The changes defined in the law are:
If a “qualified family status change” occurs, the employee may make changes, which are consistent with the event within “30 days.” Failure to make changes within the required time will result in the employee forfeiting the right to make the change until the next open enrollment period for that benefit.