乌鸦传媒

This policy is applicable to the criminal and sex offender history screening of all prospective employees. Subcontractors, volunteers and interns may require a CORI and SORI background check if experience involves working in a potentially unsupervised context with children, the disabled, or the elderly.

Where Criminal Offender Record Information (CORI), Sex Offender Registry Information (SORI), and other criminal history checks may be part of a general background check for employment the following practices and procedures will be followed.

I. Conducting CORI Screening

Background checks will be conducted pursuant to Mass. General Laws, Chapter 6, Section 172, and consistent with guidelines promulgated by the Executive Office for Health and Human Services, and/or the Commonwealth鈥檚 Department of Public Health. SORI checks may be performed pursuant to Mass. General Laws, Chapter 6, Sections 178(J) & 178(K), only after a CORI Acknowledgement Form has been completed.

If a new CORI check is to be made on a subject within a year of their signing of the CORI Acknowledgement Form, the subject shall be given seventy-two (72) hours鈥� notice that a new CORI check will be conducted.

II. Access to CORI

All CORI obtained from the DCJIS is confidential, and access to the information must be limited to individuals with a 鈥渘eed to know鈥�. This may include, but not limited to, hiring managers, staff submitting the CORI requests, and staff charged with processing job applications. 乌鸦传媒 must maintain and keep a current list of individuals authorized to access, or view, CORI. This list must be updated every six (6) months and is subject to inspection upon request by the DCJIS at any time.

III. CORI Training

An informed review of a criminal record requires training. Accordingly, all personnel authorized to review or access CORI at 乌鸦传媒 will review and will be thoroughly familiar with, the educational and relevant training materials regarding CORI laws and regulations made available by the DCJIS.

Additionally, if 乌鸦传媒 is an agency required by MGL c. 6, s. 171A, to maintain a CORI Policy, all personnel authorized to conduct criminal history background checks and/or to review CORI information will review, and will be thoroughly familiar with, the educational and relevant training materials regarding CORI laws and regulations made available by the DCJIS.

IV. Use of Criminal History in Background Screening

CORI used for employment purposes shall only be accessed for applicants who are otherwise qualified for the position for which they have applied. Unless otherwise provided by law, a criminal record will not automatically disqualify an applicant. Rather, determinations of suitability based on background checks will be made consistent with this policy and any applicable law or regulations.

V. Verifying a Subject's Identity

If a criminal record is received from the DCJIS, the information is to be closely compared with the information on the CORI Acknowledgement Form and any other identifying information provided by the applicant to ensure the record belongs to the applicant. If the information in the CORI record provided does not exactly match the identification information provided by the applicant, a determination is to be made by an individual authorized to make such determinations based on a comparison of the CORI record and documents provided by the applicant.

VI. Inquiring About Criminal History

In connection with any decision regarding employment, volunteer opportunities, housing, or professional licensing, the subject shall be provided with a copy of the criminal history record, whether obtained from the DCJIS or from any other source, prior to questioning the subject about his or her criminal history. The source(s) of the criminal history record is also to be disclosed to the subject.

VII. Determining Suitability

If a determination is made, based on the information as provided in section V of this policy, that the criminal record belongs to the subject, and the subject does not dispute the record鈥檚 accuracy, then the determination of suitability for the position or license will be made.

Unless otherwise provided by law, factors considered in determining suitability may include, but not be limited to, the following:

(a) Relevance of the record to the position sought;

(b) The nature of the work to be performed;

(c) Time since the conviction;

(d) Age of the candidate at the time of the offense;

(e) Seriousness and specific circumstances of the offense;

(f) The number of offenses;

(g) Whether the applicant has pending charges;

(h) Any relevant evidence of rehabilitation or lack thereof; and

(i) Any other relevant information, including information submitted by the candidate or requested by the organization.

乌鸦传媒 will notify the applicant of the decision and the basis for it in a timely manner.

VIII. Adverse Decisions Based on CORI

If an authorized official is inclined to make an adverse decision based on the results of a criminal history background check, the applicant will be notified immediately. The subject shall be provided with a copy of the organization's CORI policy and a copy of the criminal history. The source(s) of the criminal history will also be revealed. The subject will then be provided with an opportunity to dispute the accuracy of the CORI record. Subjects shall also be provided a copy of DCJIS鈥� Information Concerning the Process for Correcting a Criminal Record.

IX. Secondary Dissemination Logs

All CORI obtained from the DCJIS is confidential and can only be disseminated as authorized by law and regulation. A central secondary dissemination log shall be used to record any dissemination of CORI outside this organization, including dissemination at the request of the subject.

GIC Insurance Benefits (Health, Life and Long-term Disability)

The College offers medical, life and long-term disability insurance benefits through the Commonwealth's Group Insurance Plan (GIC).

You must enroll in GIC insurance benefits within 21 days of your official hire date.

When enrolled, GIC insurance benefits become effective the first of the next month after your hire date or the same day if you are hired on the first of the month. (ex: If you are hired Sept. 1, benefits become effective Sept. 1; If you are hired Sept. 15, benefits become effective Oct. 1). Depending on the date of hire, you may be invoiced for the first month of coverage. See Benefit Coordinator for details.

Deductions for Health Insurance will be split between biweekly paychecks.

Please be aware of the following regarding GIC benefits: Wellpoint Total Choice is the only health insurance plan offered by the GIC that is available for members living outside of the US. Harvard Pilgrim Access America is the only plan offered by the GIC that is available for members living outside of New England (CT, ME, MA, NH, RI, and VT).

For questions about enrollment, contact the GIC at 1-617-727-2310.

For questions about coverage, contact the provider.

Helpful information regarding Life Insurance:

You may enroll in Optional Life Insurance for a coverage amount of up to eight times your salary (for a max of $1.5M)

• In order to enroll for Optional Life Insurance, you must be enrolled for basic life insurance.
• If you select coverage in an amount equal to a multiple of your salary, you will be enrolled in the Automatic Increase plan, and your coverage will increase automatically with increases in your salary.
• While you may elect Optional Life Insurance at any time during your employment with BCC, if you elect it within 10 days of hire, you will not be required to provide proof of good health.
• Deductions for Optional Life Insurance are taken once per month, in one lump sum.

The provider is The Hartford. Visit the or call 617-727-2310 ext. 1 for life insurance questions.

Helpful Information regarding Long-term Disability Insurance

• GIC provides up to 55% tax-free income replacement after a disability of more than 90 days.

UNUM is the provider, and can be reached at 1-877-226-8620.

Flexible Spending Accounts (FSA)

BCC employees are eligible to enroll in Flexible Spending Accounts (FSA). FSAs allow employees to set aside money every paycheck on an income tax-free basis for eligible expenses.

You can enroll in the Health Care and/or the Dependent Care FSA.

The Health Care Spending Account covers expenses that diagnose, treat, cure, or mitigate an injury, illness, or condition.

The Dependent Care Assistance Program covers expenses such as day care; preschool, before- and after-school programs; and summer day camps.

New state employees enroll for partial-year benefits. For the Health Care FSA, benefits begin at the same time as other GIC benefits. For the Dependent Care FSA, benefits begin on the first day of employment.

Employees must re-enroll for FSAs every year during open enrollment to continue benefits.

Helpful Information on FSAs

• Commonwealth of Massachusetts employees save on average $300 for every $1,000 contributed in the Health Care Spending Account (HCSA)
• You pay a $1 monthly administrative fee for enrollment in one or both FSAs.
• Your elections will be withdrawn from your pay and placed in your account before federal or state income taxes, or federal payroll tax are applied.
• The IRS imposes a use-it-or-lose-it rule on FSAs. This means that you must use all the money in your account by the end of the plan year, or you lose that money, subject to a short grace period.
• The Provider is TASC. For questions regarding the FSA, please contact: 800-754-9202; or .

Dental/Vision Benefits

BCC employees are eligible for dental benefits through Metlife and for vision discounts.

You must enroll in GIC insurance benefits within ten (10) days of your official hire date.

For Non-Unit Professionals, GIC insurance benefits become effective sixty (60) days from the first full month of hire (ex: If you are hired Sept. 1, benefits become effective November 1; If you are hired Sept. 2, benefits become effective Dec. 1).

For MCCC and AFSCME members, these benefits become effective 180 days following date of hire.

Metlife VisionAccess is a discount program that helps you save and stay on top of your care. This flyer will provide discount information on vision care services.

Retirement Savings

Employees must choose from one (1) of two (2) options for retirement contributions (in lieu of Social Security):

1. Massachusetts State Employee Retirement System (MSERS)

• MSERS is a defined benefit plan. New employees contribute 9% of gross salary, and 11% on salary over $30,000. These employee contributions are Federal tax-deferred. 1.45% is deducted for the Medicare portion of Social Security.
• Those who entered state service after April 2, 2012 are eligible for a pension at age 60 with 10 years of creditable service. State employees are eligible for a pension at any age with 20 years of creditable service.
• For more information, contact 617-727-2310 extension 2, or .

OR

2. Optional Retirement Program (ORP) (For Non-Unit and MCCC Employees Only)

• ORP is an alternative to MSERS that provides flexible and portable pension benefits.
• You must enroll for ORP within 180 days of hire, or you will be automatically be enrolled for MSERS.
• This is an important decision because, once you make your election, it cannot be changed.

457 Deferred Compensation SMART Plan

BCC employees have options for additional retirement savings. You may opt for the 457 Deferred Compensation SMART Plan, a retirement 鈥渁dd-on,鈥� for saving additional retirement monies.

• For 2020, anyone under age 50 can save $19,500 per calendar year, and $26,000 is you are 50 or over.
• You can enroll for the SMART Plan at any time.
• Prior to enrolling, contact your local SMART Plan office at 877-457-1900 to obtain a Plan Enrollment Code flier, which will include a specific code needed to enroll online. Then, click the button below to enroll.
• The minimum contribution is $10/pay period

403B Supplemental Retirement Plan

BCC employees have options for yet more retirement savings.

If you choose to enroll in the 403B plan, you must .

Tuition Remission

Tuition Remission forms must be presented to the Business office when responding to the tuition and fee bill.

Additional Benefits

Employee Assistance Program

for information on our Employee Assistance Program.

Paterson Field House/Fitness Center

Employees of BCC get free access to the where we offer use of an array of exercise equipment, a basketball court, a pool (open seasonally; available for a small daily fee), and offer exercise and wellness classes.

Every two years, all state, county and municipal employees must complete a conflict of interest law online training program within 30 days of employment, and every two years thereafter. Employees are required to provide proof of taking this course to the HR Office in the form of a certificate of completion.

Tuition Remission forms must be presented to the Business office when responding to the tuition and fee bill.

Download the Tuition Remission Form (PDF)

Download Tuition Remission Policy (PDF)

Types of Employee Leave

Sick Leave (accrued)

Sick leave may be used in the following circumstances:

• When an employee cannot perform duties because of incapacitation by personal illness or injury;
• When, through exposure to contagious disease, the presence of the person at work would jeopardize the health of others;
• In the case of a serious illness of husband, wife, child, parent of either spouse or any other person living in the immediate household of the employee;
• To keep medical appointments; or
• See your Collective Bargaining Agreement or Handbook for additional circumstances in which you may be entitled to use sick time and for additional requirements.

If you will be using sick leave, please inform your supervisor as soon as possible on the first day of your absence. The College may require a physician's certificate proving the necessity of such absence. Failure to inform your supervisor of your absence or to provide a physician's certificate when requested may result in sick time being denied.

You will report your sick time using the code "SIC."

The number of sick hours you are allotted is set forth in your Collective Bargaining Agreement or Handbook.

See your Collective Bargaining Agreement or Handbook for information on the Sick Leave Bank.

Personal Leave (accrued)

If you will be using personal leave, please give as much notice as practical. Please see your Collective Bargaining Agreement or Handbook for additional details and requirements. Such requests will not unreasonably be denied.

You will report your personal time using the code "PER."

The number of personal hours you are allotted is set forth in your Collective Bargaining Agreement or Handbook. Please see your Collective Bargaining Agreement or Handbook for additional detail.

Vacation Leave (accrued)

Vacation leave should be scheduled as far in advance as practical.

Please make arrangements with your supervisor for coverage during your vacation.

You will report your vacation time using the code "VAC."

Please see your Collective Bargaining Agreement or Handbook for information on limits on vacation accrual and carry-over.

Bereavement Leave (paid)

Employees may take up to seven (7) consecutive paid days in the case of the death of certain members of an employee's or employee's spouse's family or members of the employee's immediate household.

The number of personal hours you are allotted for bereavement leave is set forth in your Collective Bargaining Agreement or Handbook

Military Leave (paid)

Employees in the armed forces or and members of reserve components of the armed forces are entitled to paid military leave if called to duty.

Please check your Collective Bargaining Agreement or Handbook for additional details.

Federal Family Medical Leave Act (FMLA) Leave (unpaid)

The Federal FMLA entitles eligible employees to take unpaid, job-protected leave for up to twelve (12) weeks during a single 12-month period for specified family and medical reasons, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Reasons include:

• The birth of a child and to care for the newborn child within one year of birth;
• The placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
• To care for the employee's spouse, child, or parent who has a serious health condition; or
• A serious health condition that makes the employee unable to perform the essential functions of his or her job.

Employees may take up to 26 workweeks of leave during a single 12-month period under the FMLA to care for a covered service member with a serious injury or illness if the eligible employee is the service member's spouse, son, daughter, parent, or next of kin (military caregiver leave).

Please see your Collective Bargaining Agreement or Handbook for more information on your family leave/parental leave benefits.

If you are seeking FMLA protections because of a need for leave due to a serious health condition, you must to submit an FMLA Notice Form and a Medical Certification (see below) issued by the your health care provider to the HR Office. This notice form is due 30 days in advance of the leave when possible, or as soon as you become aware that you will need to take a leave.

Use the FMLA Notice Form to give notice of the need for FMLA leave (PDF).

HR will issue you a Medical Certification for completion by your medical provider.

Access the FMLA Medical Certification Form (PDF)

Massachusetts Paid Family Medical Leave (PFML) (paid)

Starting in鈥疛anuary鈥�2021, PFML will provide Massachusetts鈥痺orkers鈥痺ith鈥痵pecified family and/or medical reasons with up to 26 weeks of paid leave in a鈥痓enefit鈥痽ear, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

(NOTE: Massachusetts' PFML and the federal FMLA are separate laws that cover similar situations.)

The PFML is available to all workers in Massachusetts.

Please see your CBA or Handbook for information on other types of employee leave.

If you believe that you have been harassed or discriminated against based on your sex, sexual orientation, gender, gender identity; race, color, national origin; religion, creed; age; disability; or based on membership in any other class protected by law or by the College's Affirmative Action, Equal Opportunity and Diversity Policy, you may file a complaint with the College. Likewise, you may file a complaint if you believe you have been retaliated against for reporting harassment or discrimination or for cooperating in an investigation concerning the same.

Informal Resolutions

Any of the parties involved in a particular matter may request the intervention of the Title IX Coordinator to assist in resolving that matter informally. Likewise, where appropriate, the Title IX Coordinator may attempt to reach an informal and prompt resolution of an issue. An informal resolution is achieved through open or closed dialogue between the parties that allows for the airing of any misunderstandings or disputed issues. Parties reserve their right to withdraw from the informal resolution process and resume the Complaint process at any time. If the parties come to an informal resolution, its terms are reduced to writing and the matter is thereafter considered resolved. Please note, however, that this informal procedure shall not be used as a sole measure in cases involving sexual harassment or violence, or in cases involving student allegations of sexual harassment or violence of any type by an employee.

Confidential Reporting Resources

Persons who have experienced prohibited forms of sexual harassment may share information confidentially with designated employees (鈥淐onfidential Employees鈥�) who cannot reveal identifying information to any third party unless one or more of the following conditions is present:

• The individual has provided written consent to disclose information;
• There is a concern about imminent harm to self or others;
• The information concerns the neglect or abuse of someone who is a minor, elderly, or disabled; or
• an employee is responsible for providing non-identifiable information for purposes of the Clery Act.

Confidential Employees at 乌鸦传媒 are listed below:

• Celia Norcross, Dean of Students: call 413-236-1601 or email cnorcross@berkshirecc.edu

Formal Resolutions

Please use this form to report a violation of the College's Title IX Sexual Harassment Policy (including claims of sexual violence):

Please use this form to report a violation of the College's Affirmative Action, Equal Opportunity and Diversity Policy (other than sexual harassment and sexual violence claims):

• Students may contact Celia Norcross at cnorcross@berkshirecc.edu or
• Meghan MacBain, Director of Compliance at mmacbain@berkshirecc.edu
• to speak about options.

View the College's Policy on Affirmative Action, Equal Opportunity and Diversity

View BCC's Affirmative Action, Equal Opportunity and Diversity Policies

• Non-Unit Professionals Handbook (PDF)
• AFSCME Collective Bargaining Agreement - CBA (PDF)
• DCE Collective Bargaining Agreement - CBA (PDF)

Payroll Calendar for Benefited Employees

All BCC full-time staff have the opportunity to apply for the BCC Staff Mentoring Program (SMP) beginning Fall of 2025. Mentees can can support for gaining leadership skills, advancing their career, expanding their network, pursuing additional certifications or degrees and more. Mentors can share their experience and knowledge to guide others on campus in their professional journey, as well as deepen their work connections and relationships at BCC.

Click the link below to learn more (must be a current employee to view).

Read BCC's Mission Statement and Values

Organizational Charts

Here you will find comprehensive 乌鸦传媒's organization charts detailing the reporting structure of the following:

• Academic Affairs (PDF)
• Administration and Finance (PDF)
• Divisional (PDF)
• President's Cabinet (PDF)
• President's Office (PDF)
• Strategic Initiatives and Community Engagement (PDF)
• Student Affairs and Enrollment Management (PDF)

Ann Stevens, Assistant Director of Human Resources
Email: astevens@berkshirecc.edu
Tel: 413-236-1023

Contact for:

1. Human Resources Operations
2. Onboarding and Offboarding
3. Benefits Management
4. Workplace Accommodation Requests
5. FMLA/PFML

Sarah Ryndak, Manager of Recruitment, Engagement and Training
Email: sryndak@berkshirecc.edu
Tel: 413-236-1028

Contact for:

1. Job Design/Recruitment
2. Training and Development
3. Employee Relations
4. Talent Management

Rebecca (Becky) Manship, Human Resources Coordinator
Email: rmanship@berkshirecc.edu
Tel: 413-236-1026

Contact for:

1. Requests for current and historic employee data
2. Tuition Remission Forms
3. Verification of Employment
4. Personnel Actions
5. Workers Comp

Contact bcchr@berkshirecc.edu for general inquiries.

As you contemplate your retirement, it is important that you understand the retirement process and what retirement means for you, financially and in regards to your insurance coverage. To aid you in this process, we have listed information and resources related to retirement below.

Ann Stevens, Assistant Director of Human Resources, is available to assist you in navigating the retirement process. You may reach her at astevens@berkshirecc.edu.

Erion Lamme at the DHE can assist you with setting up retiree income and general questions at: elamme@dhe.mass.edu

State Retirement System (GIC)

State Retirement System Members

Resources

Includes: Retirement Benefit Guide, Retirement Calculator, and a pre-retirement checklist.

How to Apply for Retirement

During the application process, you'll choose how your retirement payments will be made. Retirement Board staff will be available to discuss these options with you.

Buybacks of Prior State Service

See this Mass.gov page for details about prior service buybacks:

Enroll or Changing Retiree Benefits

The Retiree/Survivor Enrollment/Change Form (Form-RS) is the form you need to sign up for retiree benefits, including dental thru GIC.

PLEASE NOTE: In signing up for these benefits, you must also complete the Employment Status Change Form, which can also be found at the "GIC Forms" link above.

Contact the GIC

Due to the COVID pandemic there is little telephone presence at the GIC, so it is recommended you use the online contact form linked below for requests for information or assistance.

If you have further questions, you can also contact the GIC at 617-727-2310. Declan Hobbs is also a great resource on retirement:Declan Hobbs, Retirement Counselor State Retirement Board at 413-730-6135 extension 384.

The Optional Retirement Plan (ORP)

Optional Retirement Program (ORP)

View ORP resourses and the ORP Checklist below:

Download the ORP Checklist (PDF)

ORP Provider Contact Information

If you opted in to an ORP, you will have chosen either TIAA or Fidelity as your provider. You may contact these providers to discuss your retirement situation.

TIAA	Fidelity
Elizabeth (Betsey) O'Boyle, Senior Financial Consultant/TIAA Financial Solutions130 Turner Street Building 3, Suite 215 Waltham, MA 02453; Phone: 781-314-2903 Email: eoboyle@tiaa.org	Matthew Toedt,鈥疪etirement Planner/Personal and Workplace Investing Fidelity Investments 1 Spartan Way, Mailzone TS4V Merrimack, NH 03054,鈥�508-450-4284 Email matthew.toedt@fmr.com.

Supplemental 403(b) Voluntary Savings Plan

If you are enrolled in a 403(b) Plan, please let Ann Stevens know by emailing astevens@berkshirecc.edu in HR know if you want your final payout deposited into this plan, or paid directly to you upon retirement. If you choose to be paid out, this payment will occur approximately two weeks after your last day at work.

Massachusetts Deferred Compensation SMART Plan 457(b)

To access information about drawing benefits or to schedule an appointment with your SMART Plan Advisor

If you are enrolled in a SMART Plan, please let Ann Stevens (astevens@berkshirecc.edu) in HR know if you want your final payout deposited in this plan, or paid directly to you upon retirement. If you choose to be paid out, this payment will occur approximately two weeks after your last day at work.

Contact Information

For more information on withdrawing SMART Plan benefits, please contact:

Heather Kane, Empower Retirement
877-457-1900
Email heather.kane@gwrs.com

1. The Board of Trustees, on behalf of the college, and upon the recommendation of the President, will grant the title "Professor Emeritus" to retiring faculty members who have met the qualifications below. Under special circumstances, the Board of Trustees may waive requirements as stipulated in this policy.
2. An ad hoc committee of three senior faculty members with at least fifteen years' service at BCC and the Dean of Academic Affairs will consider all candidates for the designation and make recommendations to the President in accordance with the provisions of this policy.
3. The honorary title "Emeritus" will be granted by the Board of Trustees to approved faculty members at the time of retirement, and a plaque acknowledging the designation will be presented at the commencement following retirement.
4. Designees of the "Emeritus" status must meet the following qualifications:
   1. Candidates must have taught for twenty years in higher education, a minimum of fifteen years at BCC;
   2. Candidates must have achieved the full professor rank; and
   3. Candidates must have retired from the college in good standing.
5. The designees will receive the following benefits:
   • Designees' names will be listed in the college catalog during an individual's lifetime.
   • Designees will be invited to participate in significant events in the life of the college; for example, commencements, honors convocations, retirement and awards banquets, etc.
   • Designees will have access to all such other benefits as may be defined by the college, including the same tuition and fees benefits for attending BCC as received by full-time faculty members.

• Read the BCC Telework Policy (PDF)