91��ɫ

The Group Insurance Commission (GIC) administers health insurance and other benefits for eligible state employees and retirees, and their eligible dependents and survivors.  A 91��ɫ benefited employee, whose regular work schedule is at least 50% of full-time hours, is eligible to enroll in GIC health, life, and long-term disability insurance. GIC insurance coverage begins on the first of the month following the date of hire (exceptions to those hired on the first of the month, then coverage is effective immediately).

For new employees, enrollment must be completed within 10 days of hire and submitted to Human Resources.

Active employees will have the opportunity to enroll, terminate, or make changes to their current plan during annual enrollment. Annual enrollment happens during the month of April for coverage to start July 1st. Additionally, active employees can make changes to their current plan anytime there is a qualifying status change. Qualifying status change includes but is not limited to marriage, divorce, birth/adoption of a child, and death of a covered member.

Group Insurance Commission (GIC)
617-727-2310

Access Your  account online to enroll, make changes, or terminate your coverage.

To learn more about these benefit options, please visit  or download the  for benefited state employees.

For detailed information:

• Health Insurance: 
• Flexible Spending Accounts (FSA):  - Handbook
  • FSA Participant Benefits 2024-2025
  • FSA Eligible Expenses 2024-2025
  • FSA Dependent Care Qualifications 2024-2025
  • FSA Grace and Runout Periods 2024-2025
• Life Insurance and Accidental Death & Dismemberment (AD&D):  - Flyer
• Long Term Disability Insurance (LTD):  - Flyer

*Dental and vision care options vary depending on an employee’s collective bargaining unit.*

AFSCME employees and their qualified dependents are eligible for coverage under the Massachusetts Public Employees Fund Dental and Vision Care Plans beginning on the first day of the month following six months of employment. There is no employee cost for either individual or family coverage.

For more information, visit .

APA and MSCA employees and their qualified dependents are eligible for coverage under the Massachusetts Department of Higher Education/Massachusetts Teacher Association Health and Welfare Trust Fund MetLife dental plan beginning 180 days from hire date. MetLife provides the Vision Access program as part of the dental plan program. There is no employee cost for the premium for either individual or family coverage. Benefits are administered by Health Plans, Inc.

For more information, visit .

All Non-Unit employees and their qualified dependents are eligible for coverage under the Massachusetts Department of Higher Education Non-Unit Employee dental plan beginning on the first day of the first month following completion of two full months of continuous employment.  Health Plans, Inc. provides the Vision Access Program as part of the dental plan program.  Dental insurance premiums (half of the monthly cost) are deducted on a post-tax basis from the first and second biweekly pay period of the month (an annual total of 24 payments). Benefits are administered by Health Plans, Inc.

For more information, visit .

Mass4You, the Commonwealth's Employee Assistance Program, is available at no additional cost to all active state and municipal employees and their immediate family members who are eligible for GIC coverage. Enrollment in one of the GIC’s health insurance benefit plans is not required to access Mass4You.

• Mass4You EAP Flyer

All 91��ɫ employees with a faculty/staff ID badge are eligible for a campus fitness center membership.

• Membership includes access to the Ely and Woodward fitness centers on campus, including group exercise classes.
• Spouse/partners of employees are eligible for summer memberships.
• Did you know? All GIC carriers and health plans offer .

Current membership fees are $92.50 per semester and $40.00 during summer break.

• Payment by cash or check only at Student Accounts in the Horace Mann Center.
• 3-4 days after your payment is processed, Student Accounts will activate your campus ID card for access to both fitness centers.
• Complete your Fitness Center Waiver Form

Why Aflac? Even with the best medical plans it may take months, even years to recover financially from a family injury or illness. Aflac plans pay cash benefits directly to you to help with loss of income, deductibles, co-pays, unexpected medical bills and day-to-day living expenses like mortgages, car payments, childcare, groceries and more.

Aflac provides money in a tough situation—you choose how to use it for yourself and your family. Think of Aflac as a financial safety-net.

ANNUAL OPEN ENROLLMENT: November

Available plan options:

• Short Term Disability
• Accident Insurance
• Life Insurance.

Learn more: Aflac Information Flyer

Authorized local agent: 

Frequently Asked Questions (FAQ)

1) Do I need Aflac if I have a medical plan?

Major medical plans are great since they help pay for medical attention. By nature, those plans insure that doctors and hospitals get paid. Aflac ensures that you get needed money to help you meet your financial obligations. When you become injured or ill, you will typically face increased expenses coupled with loss of income.  In fact, many families have a double loss of income, as the healthy partner cares for the person in need.  Aflac is designed to help fill the “gap” between increased expenses and decrease in income.

2) Will my rates increase each year?

No. In Aflac’s 60+year history, we have never increased a premium. You will pay the same rate for as long as you keep your coverage, regardless of claims paid.

3) Are filing claims complicated?

No. Simply provide your medical paperwork to your agent, or for fastest claims service, file on-line or in the app, and Aflac will review, approve and pay your claim within just a few days. Regardless of what your medical plan pays, we still send full benefits directly to you. Our plans are not coordinated with your medical plan in any way. It’s your money to use as you see fit.

4) Can Aflac cancel my policy if my health changes?

Aflac plans are guaranteed renewable regardless of health and/or claim activity.

5) What happens if I change employment?

Aflac plans are portable, so you can maintain your plans at the same payroll rate regardless of employment status.

MSERS and ORP

Higher education state employees are required to contribute to a mandatory retirement plan in lieu of social security. For benefited employees, the Massachusetts State Employee's Retirement System (MSERS), also known as the "pension" plan, is the default plan for all new hires. Salaried employees (non-hourly) have the option to choose between MSERS and the Optional Retirement Plan (ORP).

*NEW* Retirement Planning Guide 2024-2025

Massachusetts State Employees' Retirement System (MSERS)

The State Retirement Board administers the Massachusetts State Employees’ Retirement System (MSERS). The MSERS is a contributory defined benefit retirement system governed by Massachusetts General Law Chapter 32. The system provides retirement, disability, survivor, and death benefits to members and their beneficiaries.

Membership in the system is mandatory for nearly all state employees who are regularly employed on a part-time (minimum of half-time) or full-time permanent basis. If you are regularly employed in the performance of duties for the state you are considered a member-in-service.

Optional Retirement Program (ORP)

The Optional Retirement Program (ORP) is available to APA, MSCA, and Non-Unit Professional employees. ORP is a defined contribution plan, administered by the Massachusetts Department of Higher Education. The ORP is offered to eligible higher education employees as an alternative to the Massachusetts State Employees’ Retirement System (MSERS).

When hired, all employees are placed in the MSERS. An employee has 180 calendar days to decide in which retirement plan they would like to participate. If no choice is made during the 180-day election period, an employee would remain in MSERS. Your decision between the ORP and the MSERS is permanently irrevocable.

For more information and enrollment forms, visit 

Did you know that you can save and invest through the Massachusetts Deferred Compensation SMART Plan (457 Plan) and your 403(b) Plan(s) at the same time, giving yourself a powerful opportunity to double your before or after-tax contributions each year?

Learn more: 
Contributing Through Two Plans - 457 and 403(b) Plans
Comparison of Key Features between 457 and 403(b) Plans

403(b) Savings Plan

The Massachusetts 403(b) Elective Deferral Savings Plan gives employees the opportunity to supplement their core benefits of the state retirement plans (MSERS or ORP), and is an important component of your personal savings for retirement.

For more information, visit .

• 2024 Annual Notice
•  - DocuSign e-form to change your biweekly payroll deductions for your 403(b) plan.

When enrolling for a 403(b) plan, you can choose up to 2 of 3 providers:

• Corebridge Financial (VALIC & AIG)
  • Visit the  for higher education state employees to learn more or enroll online.
  • View their Retirement Services flyer to learn more about who Corebridge Financial is and the services they offer.
  • 403(b): An opportunity to take advantage of tax-deferred income for retirement.
  • ROTH 403(b): An opportunity to take advantage of tax-free income for your future.
  • Retirement Pathfinder is an interactive retirement income planning tool that can help you see your retirement plan like you've never seen before.
  • Their  gives you the tools to help you boost your financial literacy and make smarter financial decisions. Register to attend a  and get FutureFIT so you can live retirement the way you want.
• Fidelity - You don't have to know all the answers. Meeting with Fidelity one-on-one can help you feel better about your finances. Whether you're curious about short-term financial needs, or want to get a handle on your retirement goals, we're here to help.
  • Visit the  for higher education state employees to learn more or enroll online.
• TIAA - View their Financial Consultant Team flyer to learn more about TIAA services and to connect with your chosen team member.
  • Keep your financial goals on track with . Reserve your spot today.
  • Visit the  for higher education state employees to learn more or enroll online.

457 Deferred Compensation SMART Plan

The 457 deferred compensation plan allows state employees to set aside a portion of earnings, through a payroll deduction, as an investment for retirement. The maximum contributions are defined by the IRS according to specific guidelines, including additional contributions if the individual is age 50 or older.  

The Office of the State Treasurer manages the Commonwealth’s 457 Deferred Compensation SMART Plan.  Empower is currently the third-party administrator for the SMART Plan.

For more information--

• Smart Plan Highlights
• Visit the  website to learn more.
•  with Vincent Gosselin, our dedicated financial advisor.
• Smart Plan Self-Service Enrollment Flyer - enroll online
•  - not for new enrollments. Only for 1-time bulk payment deduction changes.

Public Service Loan Forgiveness is a federal program that forgives the remaining balance on your Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for a qualifying employer.
91��ɫ is a qualifying employer, however not all employees will meet the personal qualifications for loan forgiveness.

For more information and to determine your eligibility, please visit: 

If you have determined your eligibility and are completing the PSLF Employment Certification Form, submit the form to the Payroll office at payroll@westfield.ma.edu, so they can assist you.

Membership at Metro - a free 91��ɫ benefit

Financially speaking, you have places you want to go. At Metro Credit Union, they have the expertise to get you there. They will help you feel informed and confident every step of the way with free financial education and guidance to the right products and services for state employees.

BANKING
Savings & Club Accounts
Checking Accounts
Money Market Accounts
Retirement Accounts
Certificates of Deposit

BORROWING
Home Equity Lines & Loans
Mortgages
Auto Loans
Consumer Loans

 This service provides face-to-face contact with a live Metro representative to complete almost any transaction that would be done in-person.

Visit their website: 
View their flyer: General Information

All benefited employees, including their spouse and dependent children, are eligible for tuition remission/waiver at the public institutions of higher education in the Commonwealth in the manner and to the extent permitted under applicable policies of the Department of Higher Education. Tuition charges are waived or reduced, while fees are incurred by the student. In most circumstances waivers are valid for all state community colleges, state colleges, and state universities. Exceptions may apply.

Complete your tuition waiver form online: 

If you have questions or need assistance related to tuition waivers, please contact the HR Benefits team at 413-572-5274, 413-572-8476 or benefits@westfield.ma.edu.

Benefited employees are entitled to the following 12 paid holidays each year and as determined by the Commonwealth of Massachusetts. 

New Year’s Day (January 1)
Martin Luther King Day (3rd Monday of January)
President’s Day (3rd Monday of February)
Patriot’s Day (3rd Monday in April)
Memorial Day (Last Monday of May)
Juneteenth (June 19)
Independence Day (July 4)
Labor Day (1st Monday in September)
Columbus Day/Indigenous Peoples' Day (2nd Monday in October)
Veteran’s Day (November 11)
Thanksgiving Day (4th Thursday in November)
Christmas Day (December 25)

Sunday Holidays: In the event a legal holiday falls on a Sunday, the holiday will be observed on the following Monday.

Saturday Holidays: In the event a legal holiday falls on a Saturday, all offices under the jurisdiction of any department of state government shall be open to the public for business on the Friday immediately preceding any Saturday holiday.

Bargaining unit employees: See the relevant collective bargaining agreement.

All WSU employees receive paid time off. The amount of time off varies by the employee’s collective bargaining agreement. Employees should reference their collective bargaining agreement for clarification or additional leave types not referenced here.

Paid Time Off (PTO) Leave Accrual and Forfeiture Grid

Personal Leave

AFSCME, APA, MSCA Librarians, and all Non-Unit employees employed on January 1 each year receive five (5) personal days on January 1. Employees hired later in the year, receive a prorated number of personal days. Personal leave balances cannot be carried over into the next calendar year.

MSCA faculty employed on January 1 each year receive two (2) personal days on January 1. Employees hired later in the year, receive a prorated number of personal days. Personal leave balances cannot be carried over into the next calendar year.

Sick Leave

Sick leave is accrued on an hour-per-hour basis and is awarded at the end of each bi-weekly pay period. Sick leave balances can be carried over year to year.

For AFSCME, APA, MSCA Librarians, and all Non-Unit employees, the accrual rate is based on an annual total of 15 days per year.

For MSCA faculty, the accrual rate is based on 10 days per year and earned 09/01-05/31.

Vacation Leave

Vacation leave is accrued on an hour-per-hour basis and is awarded at the end of each bi-weekly pay period. The accrual rate is based on years of service.

For AFSCME and Non-Unit Classified (NUC) employees:

• 0 - less than 4.5 yrs: 10 days
  4.5 - less than 9.5 yrs: 15 days
  9.5 - less than 19.5 yrs: 20 days
  19.5 yrs or more: 25 days
• 25 years or more as of 06/30/20: 30 days
• vacation accrual balances greater than 50 days are forfeited annually at the end of the last pay period ending in December.

For APA employees:

• 0 - 4 yr: 20 days 
  5 - 9 yrs: 22 days
  10 - 14 yrs: 23 days
  15 - 19 yrs: 24 days
  20 yrs or more: 25 days
• 25 years or more as of 06/30/20: 30 days
• vacation accrual balances greater than 50 days are forfeited annually the first pay period after May 1 and November 1.

For Non-Unit Professional (NUP) employees:

• 0 - 4 yrs: 20 days
  5 - 10 yrs: 22 days
  10 - 14 yrs: 23 days
  15 - 19 yrs: 24 days
  20 yrs or more: 25 days
• 25 years or more as of 12/31/17: 30 days
• vacation accrual balances greater than 50 days are forfeited annually January 1. There will be a final sweep to sick as of 12/30/23 before the forfeiture schedule becomes active.

For MSCA Librarians:

• 0 - 7 yrs: 22 days
  8 - 11 yrs: 23 days
  12 - 19 yrs: 24 days
  20 yrs or more: 25 days
• 25 years or more as of 06/30/20: 30 days
• vacation accrual balances greater than 50 days are forfeited following the close of each biweekly payroll period.

For MSCA Faculty: MSCA faculty do not receive paid vacation leave.

For 91��ɫ employees, there are multiple leave options available when you need time away from work for your own medical condition, birth/adoption, or care of a family member. Your HR Benefits team can assist you with determining the best leave option for your situation.

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave 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. Eligible employees are entitled to:

• Twelve workweeks of leave in a 12-month period for:
  • 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;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
• Twenty-six workweeks of leave during a single 12-month period 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).

Employees wishing to apply for FMLA should complete the request form and meet with Human Resources for additional information.

• U.S. Department of Labor Guide to FMLA
•  - submit to HR 30 days prior to leave start
•  - submit to HR for family leaves

Employees may also be eligible for unpaid time off. The amount and type of time off varies by the employee’s collective bargaining agreement. Employees should reference their collective bargaining agreement for clarification or additional leave types not referenced here.

Paid Family and Medical Leave (PFML)

, is a benefit program for Massachusetts workers offered by the Commonwealth. Employees may be eligible to take up to 26 weeks per year of paid, job-protected time off from work when you need it most, so that you can focus on your health and the health of your family.

Most Massachusetts employees are eligible for up to 26 weeks of combined family and medical leave per benefit year.  You can take leave for a qualifying reason.  A qualifying reason is the cause or event that makes you unable to work and eligible for Paid Family and Medical Leave benefits.

Qualifying reasons for eligible employees are:

• Caring for your own serious health condition as certified by a health care provider, including illness, injury, or pregnancy/childbirth (up to 20 weeks of paid medical leave)
• Caring for a family member with a serious health condition as certified by a health care provider, including illness, injury, or pregnancy/childbirth (up to 12 weeks of paid family leave)
• Bonding with your child during the first 12 months after birth, adoption, or placement (up to 12 weeks of paid family leave)
• Caring for a family member who was injured serving in the armed forces (up to 26 weeks of paid family leave)
• Managing affairs while a family member is on active duty (up to 12 weeks of paid family leave)

A benefit year is 52 weeks starting on the Sunday prior to the first day of paid leave through any leave program. You can take more than one kind of leave in a benefit year, but the maximum amount of paid leave you can take in a benefit year is 26 weeks.

Employees wishing to apply for PFML should complete the request form and meet with Human Resources for additional information.

•  - submit to HR 30 days prior to leave start
•  - submit to HR for family leaves

When applying for PFML, use Employer Identification Number (EIN) 04-6002284 and choose 91��ɫ, a state agency, as your employer, to ensure proper routing of your claim. Your paystub shows the Commonwealth of Massachusetts because payroll is processed using the statewide payroll system.

For 91��ɫ benefited employees, access to 100% paid sick leave when the employee has exhausted all their available paid time off (PTO), may be available for their own medical condition or in some cases, absences related to birth and adoption. Membership and eligibility requirements vary based on union affiliation.

AFSCME Extension of Sick Leave

• No employee donation required
• Eligibility after 12 months
• Must submit an application
• Approval determined after review of cost, history of sick leave usage, and length of request
• Must exhaust all own PTO before eligible, then after 5 working days unpaid, start receiving 100% paid sick leave
• Use for own illness; not for family or work injury
• Up to 12 weeks - additional 3 weeks for extraordinary circumstances

APA Sick Leave Bank

• Must opt IN
• Employee donation of 1 day required for membership
• New hire eligibility after accruing 45 hours sick time
• Open enrollment for non-members during September annually
• Must exhaust all own PTO before eligible, then after 37.5 hours (5 work days) unpaid, start receiving 100% paid sick leave 
• Use for own illness or birth/adoption; not for family or work injury
• Up to 2 years in a 5 year period
• If the bank falls below 25 days, must donate to maintain membership

MSCA Sick Leave Bank

• Must opt OUT
• Employee donation of 1 day required for membership
• New hire eligibility after accruing 7.5 hours sick time
• Open enrollment for non-members during October annually
• Must exhaust all own PTO before eligible, then after 37.5 hours (5 work days) unpaid, start receiving 100% paid sick leave
• Use for own illness or birth/adoption; not for family or work injury
• Up to 2 years in a 5 year period
• If the bank falls below 50 days, must donate to maintain membership.

NUP Supplemental Sick Leave

• No employee donation required
• Must exhaust all own PTO before eligible
• 100% paid sick leave
• Use for own illness; not family or work injury
• Up to 12 weeks in a 1-year period

The Commonwealth of Massachusetts is the worker's compensation insurer for all state employees. Workers compensation insurance pays for medical expenses associated with job-related injuries and may also provide a weekly income if you are unable to work due to such an injury for five (5) calendar days or more. 

Reporting A Work-Related Injury or Illness

All work-related injuries, serious or otherwise, must be reported to your immediate supervisor and to HR Benefits on the day they occur. The supervisor, first responder, or authorized individual arranges for any immediate medical attention required and provides the employee with an Injured Employee Workers Compensation Packet. The employee will provide portions of this packet to the treating medical provider.

Within 48 hours of the injury, the employee must complete the  via DocuSign which automatically routes to your supervisor, then to HR for processing.

Upon receipt of the , Human Resources will open a claim. The claim number and assigned adjuster will be provided to the injured employee as confirmation that the claim was filed and if ongoing claim administration is required.

MEDICAL TREATMENT OR TIME AWAY FROM WORK

If the injury requires medical attention and/or the time away from work is five (5) or more calendar days, please review and/or download the following injury related documentation:

• Injured Employee Workers Compensation Packet

Contact Information

University Coordinator: HR Benefits, 413-572-5274

EMAIL for assistance: benefits@westfield.ma.edu

General Claims Administration:

HRD/Workers' Compensation Unit
100 Cambridge St, Suite 600, Boston, MA 02114
Phone: 617-727-3437
Fax: 617-727-7816

Medical Providers Seeking Payment (medical bills and related records):

All bills must be received on a HICFA 1500 or UB 90 form with a detailed description of the services rendered attached.

HRD/Workers' Compensation Unit
P.O. Box 211134, Eagan, MN 55121

Absence from Work for Five (5) or More Calendar Days

If an employee will be absent from work for five (5) or more calendar days, the employee and his/her supervisor must notify Human Resources to begin the formal request for income replacement while the employee is out due to a work-related illness or injury.

Workers Compensation Income Benefits

If you are unable to work, and while awaiting determination on a workers’ compensation claim, a benefited employee may use his or her own accrued time (sick, vacation, personal, compensatory), if available.

The employee does not receive pay from Workers Compensation while awaiting determination on the claim. If approved, Workers Compensation income benefits begin effective the 6th calendar day of absence and replace 60% of the employee’s average earnings over the 12 months preceding the illness/injury (within certain minimum and maximum benefits).

If an employee is disabled for more than 21 days, workers’ compensation income is made retroactive to the first day of absence.

Employees are eligible for paid bereavement leave up to 7 days depending on their union association and relationship to the deceased.

Bereavement Leave Grid

The Americans with Disabilities Act (ADA) is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public. The purpose of the law is to make sure that people with disabilities have the same rights and opportunities as everyone else.

In the workplace, ADA ensures people with disabilities have access to the same employment opportunities and benefits available to people without disabilities. Employers must provide Reasonable Accommodations (RA) to qualified applicants or employees. A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.  

The Reasonable Accommodation Policy

Service Animal Guidelines

What is SERV?

SERV (State Employees Responding as Volunteers) is an employee benefit available as a result of Governor Patrick’s Executive Order 479 which provides an opportunity for employees to give back to their communities by volunteering at approved nonprofit organizations.

Who can volunteer?

Upon written approval, university employees with at least six months of service may volunteer for up to one day per month (7.5/8.0 hours) for approved activities; part-time employees are eligible on a pro-rated basis. Seasonal, intermittent, and contract employees are not eligible.

What types of volunteer activities are acceptable?

Volunteer activities must take place in an accredited nonprofit organization or a public entity, such as a public school. Out-of-state organizations are not included and not all nonprofit agencies are on the state approved list for a variety of reasons. SERV volunteers cannot perform services which could be considered political or partisan or a promotion of religion.

91��ɫ SERV Brochure

SERV Leave Verification Form