Benefits

The WPI Recreational Facilities located on campus is available at no cost to current employees and retirees of WPI; a membership fee is charged for spouses.  For additional information regarding family membership please contact the Physical Education & Athletics Office or refer to the Membership Handbook found on the Recreational Facilities webpage.   

Please check with the Department of Physical Education, Recreation and Athletics (508) 831-5243 for the Recreational Facilities hours of operation.   

COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA), a federal law, contains provisions which mandate the continuation of employer sponsored health insurance under specific circumstances. 

There are two areas: 

1. Under COBRA, age limits have been removed so that any active employee or spouse age 65 or older, remain covered under the University's group health plan unless they have specifically elected Medicare as primary coverage. 

2. As long as the University offers health insurance coverage to employees, the University is required to offer continued group health insurance coverage to covered employees, former employees, spouses and dependents who become ineligible for group coverage because of one of the following qualifying events: 

   If the qualifying event is: disability, coverage is available for 29 months (entire premium cost plus an administrative fee is assumed by the employee). 

   If the qualifying event is:  retirement, termination of employment or reduction of hours, the employee is given the opportunity to continue coverage for 18 months (entire premium cost plus an administrative fee is assumed by the employee). 

   If the qualifying event is:  death of employee, eligibility for Medicare, divorce or legal separation, or dependent child ineligible due to age or loss of full-time student status, coverage is available for 36 months (entire premium cost plus an administrative fee is assumed by employee or beneficiary). 

At WPI, COBRA is administered through a third-party vendor.  For information on the current vendor, please contact the Division of Talent & Inclusion directly. 

The University currently offers dental insurance to employees who are scheduled to work  at least 28 hours weekly and a minimum of 1,456 hours annually. Details on the dental insurance benefit can be found on the WPI Benefits Website. 

The University provides eligible employees with disability income protection when employees miss work due to a non-work-related disability. WPI utilizes the services of a third-party insurance company to track employee absence and process disability claims.  Details on disability insurance benefits can be found on the WPI Benefits Website. 

Short Term Disability 

Maximum Benefit Period:  26 weeks 

Exempt (Salaried) Staff 

Exempt employees are not eligible for Short Term Disability. Refer to Sick Days for clarification. 

Non-Exempt (Hourly) Staff 

Employees scheduled to work at least 28 hours weekly and a minimum of 1,456 hours annually are eligible for short-term disability insurance following the successful completion of the first 90 days of employment.  Short term disability begins on the 13th consecutive day following a non-work-related accident or illness for a maximum of 26 weeks.  Beginning on the 13th calendar day of absence, pending medical approval, weekly income benefit payments will provide 100% of the base weekly earnings, up to a maximum of $750 per week, for a maximum of 26 weeks per disability. 

If an employee’s available sick time does not cover the full 12 calendar days prior to the first disability payment, WPI will allow up to 6 sick days from the following fiscal year’s awarded sick time to be borrowed, at the employee’s request, providing short-term disability is approved by the insurance provider. 

Long Term Disability 

Exempt (salaried) employees and non-exempt employees scheduled to work  at least 28 hours weekly and a minimum of 1,456 hours annually are eligible for Long Term Total Disability Insurance after successful completion of six months of service. On or about the first day of the fourth month of total disability, Prudential Insurance will review medical status and discuss with the employee Long Term Disability and employment options.  When Long Term Disability is determined, the insurance company will assist the employee in beginning the application process.  WPI assumes the entire premium cost of this benefit. 

Once medically approved by the insurance company, the plan provides for 60% of the base monthly earnings not to exceed $10,000, which begins on the first of the month following six (6) consecutive months of total disability and continues during the disability period not to extend beyond the age of 65.  If an employee’s total disability begins after attainment of age 60, the  Long-Term Disability Plan Summary outlines the maximum period of payment. Visit the WPI Benefits Website plan documents. 

Benefits During Disability 

WPI will continue benefits contributions up to 26 weeks from the date of disability.  On the first day of the 27th week, separation of employment will occur.  At that point, most benefits will also terminate with the exception of tuition assistance benefits and the above-described retirement contribution.  The option to continue health, dental and vision insurance benefits will continue under COBRA, but the entire premium must be paid by the employee. 

Retirement Plan Contributions 

Employees who were participating in WPI's retirement plan prior to the start of disability may be eligible to receive a monthly contribution to their retirement plan on their behalf while totally disabled.  The maximum monthly retirement contribution is 15% of base monthly earnings, but not more than $2,500, to a maximum age of 65, at which time the monthly retirement contribution ceases. 

Domestic partners are defined as two adults who live together in a mutually exclusive and enduring relationship similar to marriage, consider themselves life partners, share joint responsibility for their common welfare, and are financially interdependent.  Neither partner may be married to someone else, nor related by blood to the other.  They must have shared a common residence for at least six (6) consecutive months and intend to do so indefinitely.  An Affidavit of Domestic Partnership must be completed prior to enrollment in any applicable WPI benefits. 

WPI employees who are on the payroll and who are eligible to participate in the appropriate plans may enroll one domestic partner and their children for coverage under certain plans and programs as follows: 

• Health Insurance:  Coverage under any plan offered by WPI to the extent allowed by the health providers/insurers providing services under the plan 
• Tuition Assistance:  Refer to Tuition Assistance Plans 
• Bereavement, FMLA, MA Paid Family & Medical Leave and Parental or Adoption Leaves:  The domestic partner is treated as the equivalent of a spouse 

A domestic partner may be the equivalent of a spouse for the purposes of pension benefits and life insurance benefits if the employee lists the domestic partner as a beneficiary of such benefit as provided under the applicable plan.  . Domestic partner benefits may be subject to applicable taxes. 

WPI awards an employee referral bonus of $500 (subject to taxes) for each person an employee refers who is hired and successfully completes six (6) months of active service for all permanent staff positions. The eligibility guidelines of the program are: 

• All regular (not temporary), staff (non-faculty) positions, exempt (salaried), and non-exempt (hourly) are eligible for the Employee Referral Bonus program. 
• Current WPI faculty and staff employees are eligible to receive the Employee Referral Bonus, with the exception of Vice Presidents, employees in the Division of Talent & Inclusion, individuals referring their own direct or indirect reports and the hiring supervisor of the open position. 
• There is no limit to the number of referrals an employee may provide. 
• Current WPI employees (permanent and temporary) or former WPI employees who have left during the last twelve (12) months cannot be submitted as referrals to be eligible for the Employee Referral Bonus. 
• WPI will continue to emphasize diversity efforts. 

The procedure for the Employee Referral Bonus Program is as follows: 

• The referring employee must refer their candidate in Workday prior to the referred hire’s start date or at the time of hire.  The applicant that the employee is referring should provide the name or email address of the employee as their source on their employment application.   
• When the referred hire has completed six (6) months of active service, the referring employee will receive a bonus of $500 (subject to taxes) in their paycheck. 
• Employee Referral Program final decisions, in the event of any disputes, all final decisions will be made by the Senior Vice President for Talent & Inclusion (or designee). 
• Please follow the Instructions for Submitting an Employee Referral in Workday. 

Employee Assistance Program

The Employee Assistance Program (EAP) provides WPI employees and their household 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 household members resolve personal problems that may already be affecting their performance both on and off the job. 

The EAP can assist WPI employees and their household members to obtain – at no cost to the employee – confidential assessment, counseling, referral and follow-up services for problems covering a wide range of issues, including:  emotional problems, martial and relationship concerns, family problems, parenting issues, stress, work problems, domestic violence, eating disorders, alcohol and drug use, communication problems, depression and suicidal thoughts, budget and debt problems, and legal concerns.  The EAP provides additional services beyond counseling, including on-line coaching, various discounts, and legal and financial advice. 

Confidentiality is a critical feature of the Employee Assistance Program.  Employees and their household members can be confident that no one at the workplace or anywhere else will know that the EAP was utilized unless the employee chooses to tell someone, except as may be required by law. 

Consultation/assessment is at no cost to the employee and their household members. Services are scheduled through New  Directions or by calling 800-624-5544.  For questions about the EAP program, you may also contact the Division of Talent & Inclusion or visit the WPI Benefits Website. 

The WPI Flexible Benefit Plan, a flexible spending account approved as a federal tax shelter, allows employees to use pretax dollars to pay health and dental insurance premiums, uninsured medical, dental and optical expenses, and dependent care expenses for IRS (Internal Revenue Service) dependents.  FSA accounts are administered through a third-party vendor. 

Eligibility begins on the employees’ date of hire; all employees  scheduled to work  at least 28 hours weekly and a minimum of 1,456 hours annually are eligible to participate in an FSA.  . An FSA enrollment form must be completed each year during open enrollment, directing a fixed sum of money into this account by regular payroll deduction. 

In addition to health insurance, the FSA account may be used to cover reimbursements for expenditures incurred during the coverage period in the following categories:  

Medical Care 

Qualified out-of-pocket expenses associated with visits to doctors, dentists, opticians or prescription drug charges for a specific injury or illness that are not covered by insurance for employees, spouses, or dependents (including stepchildren). 

Dependent Care 

Expenses for the care of a dependent which enables an employee to be gainfully employed.  Such expenses may include direct care for dependent children or dependent parents as well as household services associated with that care. 

At the end of the plan year, the plan allows for a run-off period for employees to submit claims for services rendered.  For specifics of the plan and the run-off period allowed at any given point, please consult the summary plan description. Visit the WPI Benefits Website for more information on Flexible Spending Accounts. 

Any unclaimed amounts remaining in an FSA account at the end of the plan year will be forfeited.

Health Insurance

The University currently offers eligible employees a variety of health care plan options. 

Eligibility- Regular and Regular Fixed term employees as defined in Workday 

• Staff- (Regular or Regular Fixed Term) employees scheduled to work at least 28 hours weekly and a minimum of 1,456 hours annually 
• Full time Faculty- (Regular or Regular Fixed Term) 

WPI pays a portion of the cost of health insurance for eligible employees that are scheduled to work  at least 28 hours weekly and a minimum of 1,456 hours annually.  Premium changes are announced at Open Enrollment by early November of each year.  Open Enrollment is the only time of the year that employees have the opportunity to make changes to their benefits. All changes made during Open Enrollment are effective on January 1st.  An exception to this is if the employee has a qualifying event as defined by the insurance carrier. 

See the Plan Summary on the WPI Benefits Website coverage details. Please understand that plan eligibility does not necessarily mean coverage for all medical treatments or procedures. In addition, under changed circumstances you may be responsible for contributing to the cost of increased premiums. This benefit, as well as other benefits, may be canceled or changed at the discretion of the University, unless otherwise required by law. 

Affordable Care Act 

As part of the employer mandate, WPI is required to offer health care coverage to employees who work an average of 30 or more hours per week based on a measurement period. WPI’s measurement period is January 1, through December 1.  

Under the Affordable Care Act (ACA),  WPI tis required to track employee hours and report them to the federal government.   The employer mandate under the ACA went into effect January 1, 2015.  As part of the employer mandate, WPI is required to offer healthcare coverage to employees who work an average of 30 or more hours per week based on a defined measurement period (WPI has designated an 11-month measurement period from January 1 to November 30). The new hire measurement period is 11 continuous months starting at date of hire.   

If an employee meets eligibility requirements and continues to be employed in any capacity after the measurement period, they will be offered health insurance during WPI’s stability period (January 1 to December 31). All positions are measured each year to determine eligibility in the WPI health plan. If workload requirements are not met, insurance will not be offered during the next stability period, which is the length of time employees maintain benefits once they are eligible (WPI’s stability period coincides with our healthcare plan, January 1 to December 31). 

During the measurement period, WPI will track the workload of all employees not currently offered health insurance. If an employee ends up working an average of at least 30 hours per week annually and continues to be employed in any capacity after the measurement period, they will be offered health insurance. 

Information is relayed during the designated administrative period (the time used to determine who is eligible for benefits and communicate the appropriate information).  

Determining Employee Eligibility for WPI Health Insurance  

Adjunct Faculty    

Under the Affordable Care Act, WPI will calculate adjunct faculty health insurance eligibility based on credit hours and full-time equivalent (FTE) status. WPI established a workload metric measurement factor equating each credit hour to 6.77 overall hours worked. This number incorporates actual hours worked plus additional required activity such as office hours. Based on this metric, a faculty member who averages 4.5 credit hours for four terms (the measurement period for adjunct faculty), a total of 18 credits over the four terms, and an FTE of .75% are eligible for health coverage through the ACA.  .  

Adjunct faculty members may work 4.5 credit hours or greater for several terms per year but do not average out to 4.5 credits based on the four-term measurement period. This type of appointment is considered “seasonal”, and healthcare is not offered.   

Temporary Current Employees   

Under the Affordable Care Act, temporary current employees whose actual measured hours (the measurement factor) average 30 hours weekly or more during the January 1 to December 31 measurement period are eligible to receive health insurance. The position will be reevaluated annually.  

Supervisors should monitor the temporary employee’s workload throughout the employment period to determine if any adjustments are needed. The new hire’s workload average is also reviewed at the 12-month anniversary of the date of hire.   

Temporary New Employees

Under the Affordable Care Act, temporary new employees who are expected to work actual measured hours (the measurement factor) of 30 hours a week or more during the January 1 to December 31 measurement period are eligible to receive health insurance during the stability period. The position will be reevaluated annually.  

Note: An employee is considered a new hire if they have not been employed by the university within the past 26 weeks.  If the gap in employment is less than 26 weeks, the new assignment is considered a continuation of their previous workload within the measurement period.     

Stipend Positions (assistant coaches and club advisors)

Under the Affordable Care Act, most of WPI’s stipend positions are considered “seasonal employees.” A seasonal employee is any employee who is hired into a position for which the customary annual employment is six months or less.  Seasonal employees are not required to be offered health coverage under the ACA.    

If you or a dependent become ineligible for benefits due to a change in work hours or through a life event, or you leave employment with us, you may have the right to continue your medical benefits under the Consolidated Omnibus Benefits Reconciliation Act (COBRA). You will receive information via USPS mail about your COBRA rights. 

Employees scheduled to work at least 28 hours weekly and a minimum of 1,456 hours annually are eligible for life insurance and accidental death and dismemberment insurance beginning on the first day of the month following their date of hire. 

The value of the life insurance is two times the employee’s annual salary rounded to the next $1,000 to a maximum of $300,000.   WPI assumes the entire premium cost of this benefit. 

If an employee continues full time employment at WPI upon reaching the age of 67, the amount of the employee’s Life Insurance and Accidental Death and Dismemberment Insurance will be reduced by 35%.   

Upon retirement, retirees continue coverage on the University paid life insurance plan.  The amount of the insurance is reduced to $15,000 for the first year of retirement, to $7,500 for the second year of retirement, and to $5,000 for the third year of retirement and all subsequent years. 

For additional details or specifics on the plan, visit the Benefits Webpage. 

The premium cost of group-term life insurance in excess of $50,000 must be included in gross income and that premium cost must be reported on the W-2.  Inquiries about individual personal tax liability should be directed to the Payroll Office.   

Upon termination from the University, employees are offered the opportunity to convert coverage to a non-group plan. 

Employees scheduled to work at least 28 hours weekly and a minimum of 1,456 hours annually are eligible to purchase Voluntary Supplemental Life Insurance. All employees are eligible for guarantee issue supplemental life insurance and AD&D insurance during the new hire enrollment period. “Guarantee issue” is defined as the option to purchase insurance without answering evidence of insurability (EOI) questions.   

Employees beyond the initial eligibility period may purchase coverage, the insurance carrier will require additional documentation, including a statement of medical health and the insurance company will approve or deny coverage.   

The value of the supplemental life insurance can be up to 5 times your annual salary, up to a maximum of $500,000, whichever comes first.  Supplemental life insurance is also offered to spouses/domestic partners and dependent children.  Spouses/domestic partners are eligible for up to half of what an employee purchases for coverage; evidence of insurability may be required.   

This is a voluntary benefit, and the total cost is an employee payroll deduction. 

Upon termination from the University, employees are offered the opportunity to convert coverage to a non-group plan. 

Long Service Recognition

A key resource of the University is the experience and expertise of its long-service staff members.   

WPI acknowledges long service of its employees at 5-year intervals, beginning with completion of ten years of service.  Service in every case will represent a full year's service either in a full-time or regular part-time capacity, or a combination of both types of service. 

In recognition of 15 or more years of service, WPI provides additional time off to staff members. Beginning at 15 years of service and awarded every five years following (i.e. 15, 20, 25, 30 etc.…), eligible employees receive one additional week (5 days) of vacation for use in that anniversary year. This additional time off is awarded on the employee’s anniversary date, must be used within the anniversary year, does not accrue beyond the anniversary year, and does not contribute to the maximum accrual amount.

Employees scheduled to work at least 28 hours weekly and a minimum of 1,456 hours annually are eligible to purchase Long Term Care insurance for themselves and eligible family members.  The Long Term Care insurance offered is flexible, allowing employees to purchase a plan that works for them. 

Long Term Care is the type of care received at either a home or a facility, when assistance is needed with the activities of daily living (bathing, dressing, toileting, transferring, continence and eating), or suffers severe cognitive impairment (such as Alzheimer’s disease). 

This is an individual and personalized benefit; the premium is paid by the employee through a payroll deduction.  Employees are eligible for a guaranteed issue upon their initial eligibility at start of employment, up to a certain maximum set by the insurance carriers.  Coverage after the initial eligibility and beyond the insurance carrier’s maximums will require additional medical documentation.  All coverage eligibility is determined by the insurance carrier.   

Upon termination from the University, employees are given the opportunity to convert their insurance. 

More information is available by contacting the Benefits team at Benefits@wpi.edu. 

Retirement Plan

Employees are eligible to participate in WPI's retirement plan on the first day of the month following completion of at least twelve months of continuous service, if they are in the eligible class of participants, and work at least 1,000 hours per calendar year.  Investment options are available through TIAA (Teachers Insurance and Annuity) or Fidelity.  The waiting period will be waived for any employee with one year of continuous service as a nonstudent at any nonprofit educational organization, teaching hospital, or already participating in a 403B plan immediately prior to the start of employment at WPI. 

Contributions to the retirement plan are calculated annually.  Employees must contribute 5% of their base salary and WPI will contribute 9.5%. 

For eligible exempt (salaried) employees’ participation is mandatory after one year of service. 

Sick Time Exchange

Any non-exempt (hourly), non-union employee who has any unused sick time in excess of 20 days accumulation as of the end of the fiscal year will have excess unused sick days exchanged at a two-for-one rate, resulting in a credit of additional “float” days that may be utilized during the next fiscal year.  Example: A staff member who begins the fiscal year with 20 sick days and uses only 4 of the 12 sick days earned in a current fiscal year will have 8 surplus sick days that will convert to 4 additional “float” days to be utilized during the next fiscal year.  This time is not eligible to be paid out at termination of employment. 

Social Security/Medicare

Social Security (FICA)/Medicare (MQFE) is applicable to all employees.  Employees and the University contribute equal amounts of tax on the statutory base earnings.  Eligibility and benefit determinations are made by the Social Security Administration. 

WPI will provide financial assistance to benefits eligible employees pursuing undergraduate, graduate, and PhD education, the undergraduate university education of dependent children of employees (as defined by the IRS), and the undergraduate and graduate education of employees’ spouses or domestic partners.    

If an employee elects to distribute the assistance between WPI and other Universities, attendance at WPI reduces the total sum available at other Universities by $5,200 per academic year. Part time enrollment reduces the total sum of semesters available. 

The tuition assistance benefit continues for an employee’s dependent children if the employee retires, dies, becomes totally disabled during service, or is on a leave (FMLA, parental, or military) while the dependent is utilizing the tuition assistance benefit. 

An outline of the tuition benefits for employees, children of employees, and spouses or domestic partners follows: 

Employees at WPI 

Tuition at WPI for Undergraduate, Graduate, or PhD Program  

Eligibility Requirements: Employee must be in a benefits eligible position and have worked a minimum of six (6) months of continuous service on or before the first day of the term. 

Cost: Tuition waived by WPI 

Comments: One undergraduate course per term or two graduate or PhD courses per semester (day or evening classes).  A semester is defined as Fall, Spring and Summer. A Request for WPI Tuition Remission form must be filled out, submitted to, and approved by the Division of Talent & Inclusion, prior to enrollment. These "tuition scholarships" are awarded with the provision that employees are qualified for admission and that the class hours do not conflict with regular work requirements. 

Employee Graduate and PhD Courses 

*The amount of graduate and PhD program tuition is subject to all applicable taxes, per section 127 of the IRS guidelines. Federal law requires that tuition remission granted over $5,250 each calendar year must be reported as taxable income on the employee’s W-2 form. 

Some individual graduate courses and PhD programs may be tax exempt if they meet the IRS definition of job related. The WPI Graduate Level Course Job Related Designation Form must be submitted for each course to determine if the course meets the IRS tax exempt definition. 

Tuition for Off Campus Undergraduate, Graduate, or PhD Programs  

(Credit earning courses may ONLY be taken at an accredited institution of higher learning) 

Eligibility Requirements:  Employee must be in a benefits eligible position and have worked a minimum of six (6) months of continuous service on or before the first day of the term 

Cost: Reimbursement of 75% of tuition and mandatory fees, up to a maximum of $2,000 per academic year. 

*The amount of graduate and PhD program tuition is subject to all applicable taxes, per section 127 of the IRS guidelines. 

Comments: Employee must complete an Application for Off-Campus Educational Assistance (a copy of the course description(s) must be attached to the request) and obtain approval from their supervisor and Division of Talent & Inclusion prior to enrollment. Classes must be job related or part of a job-related degree program, as approved by a supervisor or department head and the Division of Talent & Inclusion. If the course takes place during work hours, a Department Head signature will be required. Once the employee has completed the class, a copy of their final passing grade and receipt of payment for the class must be submitted to Talent & Inclusion for the reimbursement to be processed within 60 days of the completion of the course. 

On or Off Campus Non-Credit Courses  

Eligibility Requirements:  Employee must be in a benefits eligible position and have worked a minimum of six (6) months of continuous service on or before the first day of the term 

Cost: Non-credit courses (i.e., Continuing Education Units, courses, seminars, etc.) taken at WPI or off campus must be approved by a department head, and all direct costs of attendance are charged to the department. These courses should contribute directly to the employee’s present position. 

Dependent Children of WPI Employees 

Each family is eligible for tuition assistance equivalent to a total of not more than twelve (12) academic years at WPI, or a maximum of $62,400 at universities other than WPI, whichever comes first. If a family elects to distribute assistance between WPI and other universities, attendance at WPI will reduce the total sum available for other universities by $5,200 per academic year. 

Dependent children of WPI employees are eligible for tuition assistance and defined as under 27 years of age and must be claimed as a dependent of the employee for federal income tax purposes. A child may be natural born or adopted, a dependent ward or dependent stepchild or legal responsibility at the present time and prior to the age of eighteen. 

Undergraduate Study at WPI – Dependent Children 

Eligibility Requirements:  Employee must have worked a minimum of 1,450 hours for more for three (3) years of continuous service on or before August 1st (for the fall terms) or on or before January 1st (for the spring terms) of the year the student will begin classes. 

Cost: Tuition waived by WPI* 

*Please note that recipients of the WPI tuition benefit are not eligible to receive WPI Academic Merit Scholarships, WPI University Awards, or WPI need based scholarships. If a dependent child of a WPI employee is utilizing the tuition benefit, a copy of the WPI Employee’s Dependent Children Tuition Form must be completed and submitted to the Benefits Office at Benefits@wpi.edu, as these funds must be documented as resources received. 

Comments: Dependent children may attend the undergraduate school with tuition costs waived for up to 16 terms (full-time or part-time enrollment in each of A, B, C, D, and E terms count as one of the sixteen terms allowed). Tuition benefits for dependent children with documented disabilities who are attending WPI will be extended to up to six years to address inequities and increase accessibility. 

To receive this benefit, an Application for Participation in WPI Employees’ Dependent Children Tuition Plan must be submitted to, and approved by, the Division of Talent & Inclusion along with a copy of the tuition bill by June 1st for Fall courses, December 1st for Spring courses and May 1st for Summer courses. Overload, project, or independent study work is not included. 

Tuition benefits for dependent children with documented disabilities who are attending WPI will be extended to up to six years to address inequities and increase accessibility. 

Off Campus Undergraduate Study – Dependent Children 

Off Campus Undergraduate programs must be taken at an accredited institution of higher learning where a student is enrolled in a degree seeking program. 

Eligibility Requirements:  Employee must have worked a minimum of 1,450 hours or more for three (3) years of continuous service on or before August 1st (for the fall terms) or on or before January 1st (for the spring terms) of the year the student will begin classes. 

For employees hired after July 1, 1987: WPI will pay up to $2,600 per semester ($5,200 per year) per child to a maximum of $62,400 per family. (This will be examined for inflation annually). This benefit applies to an undergraduate degree program and is for tuition and mandatory fees. Each child is eligible for not more than 4 academic years (8 semesters or the equivalent) of tuition assistance except when the specified length of baccalaureate curriculum is greater than four years, in which case the full period will be covered.* The tuition grant is paid directly to the employee, upon receipt within 60 days of the completion of the course by the Division of Talent & Inclusion of an Application for Participation in WPI Employees’ Dependent Children Tuition Plan and an itemized bill from the college or university at which the student is enrolled. 

*If a dependent child is enrolled in a baccalaureate curriculum that is greater than four years, official documentation from the institution where the degree is being sought will be required. 

**Children may take, at no charge, one or two courses at WPI during E-Term on a space-available basis provided that the course has already met the minimum paid enrollment required for regular course status. 

For exempt (salaried) staff and faculty members hired prior to 1987: WPI will continue to offer a grant for tuition and mandatory fees, not to exceed 50% of the tuition at WPI per student. 

If a dependent child discontinues their educational program, any tuition refunds up to the amount of the grant will revert to WPI.  The WPI Employee Dependent Children Tuition Form must be submitted to, and approved by, the Division of Talent & Inclusion along with a copy of the tuition bill within 60 days of the completion of the course. Overload, project, or independent study work is not included. 

Spouse or Domestic Partner of WPI Employee 

Undergraduate or Graduate Study (Master’s degrees only) at WPI 

Eligibility Requirements: Employee must have worked a minimum of 1,450 hours or more for three (3) years of continuous service on or before August 1st (for the fall terms) or on or before January 1st (for the spring terms) of the year the student will begin classes. 

Cost: Tuition waived by WPI 

*The amount of graduate and PhD program tuition is subject to all applicable taxes, per section 127 of the IRS guidelines. 

Comments: One undergraduate course per term or two graduate courses per semester (day or evening). Enrollment for spouses and domestic partners will be provided on a space available basis. A Request for WPI On Campus Tuition Remission form must be filled out, submitted to, and approved by the Division of Talent & Inclusion, prior to enrollment. 

The Tuition Exchange (TE) program (http://www.tuitionexchange.org), is a national scholarship exchange program available to dependent children of full-time faculty and staff at approximately 600 participating colleges and universities. 

Colleges and universities participating in this program have agreed to grant tuition scholarships for participants from other member institutions.  The primary obligation of each member institution is to maintain a balanced exchange pattern, i.e., a reasonable match between student ‘exports’ and student ‘imports’.   

All applicants must seek admission to the TE partner institution, which determines admission and admission procedures.   

The following guidelines are applicable to eligible WPI employees who participate in the Tuition Exchange scholarship program. 

1. ELIGIBLE EMPLOYEE: Any faculty or staff member who has completed three years of continuous full-time employment at WPI as of August 31st of the year the employee’s dependent child would matriculate at a TE school is eligible to apply for scholarship.    Participation in the program will cease upon termination of employment.  Being an eligible tuition exchange export does not guarantee that the student will receive a tuition exchange scholarship. Our certification of eligibility as an export allows the student the opportunity to be considered for a tuition exchange scholarship at another member institution.  Selection criteria are school-specific and may vary between schools. Award decisions will come from the other school.  WPI Tuition Exchange liaisons have no input or influence on the scholarship selection criteria implemented at other schools. 
2. DEPENDENT CHILD: Any dependent child of an eligible employee (as defined by the IRS) up to age 27. 
3. APPLICANT: The dependent child of an eligible employee who has applied for full-time, undergraduate study to a college or university participating in the Tuition Exchange (TE) program.  Tuition Exchange scholarships are not granted for graduate study, non-degree study, or second undergraduate degrees. 
4. MAXIMUM SCHOLARSHIP: The maximum period of time that each export and import recipient may receive a scholarship is four years (eight semesters). 
5. A WPI Tuition Exchange (TE) Application must be completed online directly through the Tuition Exchange EZ application to be considered for the Tuition Exchange scholarship.   
6. Each Tuition Exchange school will publish an import application deadline on their TE Member Institution profile.  WPI export applicants are responsible for knowing the tuition exchange application deadlines at the intended school and submitting their TE EZ application in a reasonable timeframe to allow for the WPI TE Liaison Officer and Talent & Inclusion to verify employee status.   WPI families are encouraged to submit their TE EZ applications by the end of October.     
7. WPI’s Tuition Exchange Liaison Officer, the Director of Financial Aid, will complete the certification of export applicants. 
8. Tuition Assistance and Tuition Exchange cannot be used simultaneously. 
9. TE Renewal - WPI Export TE scholarship recipients do not need to reapply each year for the scholarship.  The WPI TELO will recertify eligibility for the next school year starting in mid-February.  The Parent’s WPI employment status is checked initially at recertification and then again in September when the import school confirms the student’s enrollment and eligibility for funding.   If the parent’s employment status with WPI changes (terminated, leaves/resigns), their student’s eligibility for future Tuition exchange scholarship is also rescinded.   
10. TE Reapply - WPI Export applicants who are not currently receiving TE scholarship may reapply for consideration each year by completing a new TE EZ application. 
11. TE Scholarship is not transferable - The Tuition Exchange scholarship is not transferable between member institutions.  If the student is transferring from one TE school to another TE school, they must reapply for tuition exchange. 

Unemployment Insurance

The University pays the entire cost of the Unemployment Insurance Program. Benefits for unemployed workers in Massachusetts are provided under the Federal Unemployment Tax Act and Massachusetts Unemployment Compensation Law. 

Eligibility and benefit determinations are made by the Massachusetts Division of Employment and Training. 

Workers' Compensation

The Workers' Compensation Law of Massachusetts provides financial benefits for employees who have a work-related injury or illness.  Medical expenses for injuries occurring on the job and a percentage of the employee’s salary for lost time are paid by this insurance. 

If an employee is injured at WPI, they will be paid by the University for the remainder of the day of injury and for the next five (5) consecutive workdays.  If lost time amounts to more than five (5) days, Workers' Compensation pays the employee 60% of the employee’s average weekly gross wage.  If duplication in payment occurs, the employee’s authorization to make adjustments in Workers' Compensation payments will be required. 

All injuries, regardless of severity, must be immediately reported to the individual's supervisor so that he or she may help ensure appropriate medical attention is obtained and to remedy the condition or circumstances that caused the incident.  The individual or supervisor should complete The Accident Report Form and submit it to Talent & Inclusion within 48 hours of the incident.  If the injured individual cannot complete the accident report the supervisor must do so.  Whenever possible, supervisors shall review the details of the accident report form with the individual before it is submitted.  Once submitted, Talent & Inclusion review the accident report and may request additional information.   

In addition to the Workers' Compensation weekly benefit payment, the supplement paid from the University will depend on the employee’s length of service as follows: 

1. Up to five (5) years of completed service:  Employee will receive, during the first 12 days of absence, the equivalent of their regular daily pay (Workers' Compensation payments supplemented by WPI).  Starting with the 13th day, the employee will receive Workers' Compensation payments only. 

2. Completion of five (5) years but less than ten (10) years of service:  Employee will receive, during the first twenty-four days of absence, the equivalent of their regular daily pay (Workers' Compensation payments supplemented by WPI).  Starting with the 25th day, the employee will receive Workers' Compensation payments only. 

3. Completion of more than ten (10) years of service:  Employee will receive, during the first thirty-six days of absence, the equivalent of their regular daily pay (Workers' Compensation payments supplemented by WPI).  Starting with the 37th day, the employee will receive Workers' Compensation payments only.