Dana-Farber Benefits
On this page
- Health Insurance
- Dental Insurance
- Time Off
- Retirement Plan
- Tax-Sheltered Annuity
- Long-Term Disability
- Short-Term Disability
- Life Insurance
- Flexible Benefits
- Transportation Benefit
- Childcare
- Automobile and Home Insurance
- Computer Reimbursement
- Fitness Voucher Reimbursement
- English as a Second Language
- Smoking Cessation Reimbursement
- Tuition Reimbursement
- 529 College Savings Plan
- Legal Plan
Dana-Farber Cancer Institute's comprehensive benefits and services are summarized below.
Please keep in mind that benefits, by their nature, are constantly under review as they are affected by changes in applicable law, regulations, economic conditions, and the way the Institute fulfills its mission.
Regular staff members scheduled to work less than 20 hours/week and all temporary scheduled staff members are not eligible for benefits. For additional information, staff members are encouraged to read the Staff Member Handbook.
If you have any benefits questions, please do not hesitate to contact the Human Resources Department at (617) 632-3052 or stop by the office in the Mayer Lobby.
Our Benefits
Health Insurance
Staff members working 20 or more hours per week may choose to enroll in one of the Institute's health insurance offerings. Detailed brochures about the health insurance plans are available in Human Resources.
Expenses are covered based on the plan and the coverage category chosen.
Staff members must enroll within 30 days of the date of hire, immediately following a "life event,"* or during annual open enrollment. These are the only times when enrollment or a change in coverage is permitted.
In the event that you reduce your scheduled hours below 20 hours a week, become disabled, terminate your employment, or retire, your coverage will end. You may elect to continue your coverage for up to 18 months by paying the COBRA premium. Should you die while employed at the Institute, your spouse and/or eligible dependent children may continue their coverage for up to 36 months by paying the COBRA premium. Coverage will end if your spouse remarries or becomes eligible for other group insurance.
* Examples of "life events" include marriage, divorce, birth or adoption of a child, death of an immediate family member, or loss of a spouse's employment.
Dental Insurance
Staff members working 20 or more hours per week may enroll in the Institute's Dental Plan that offers a choice between traditional dental coverage and a Dental Maintenance Organization (DMO).
Staff members may only switch between the traditional and DMO options during the annual open enrollment period. Dental expenses are covered based on the option chosen.
Staff members may enroll within 30 days after the date of hire, immediately following a "life event," or during annual open enrollment. These are the only times when enrollment or a change in coverage is permitted.
In the event that you reduce your scheduled hours below 20 hours a week, become disabled, terminate your employment, or retire, your coverage will end. You may elect to continue your coverage for up to 18 months by paying the COBRA premium. Should you die while employed at the Institute, your spouse and/or eligible dependent children may continue their coverage for up to 36 months by paying the COBRA premium. Coverage will end if your spouse remarries or becomes eligible for other group insurance.
Additional information on the dental insurance plan is available from Human Resources.
Time Off
Vacation: Regular full-time and regular part-time staff who are scheduled to work at least 20 hours a week are eligible for vacation benefits. Annual paid vacations recognize accrued service and the need staff have to enjoy periods of rest and relaxation free from work. Staff members accrue vacation from their dates of hire. A typical full-time staff member will accrue three weeks (15 days) worth of vacation per year. Part-time staff members accrue vacation time on a prorated basis. Length of service at Dana-Farber will provide more vacation time.
Holidays: The Institute recognizes nine holidays during the year. On these days, non-essential departments will be closed. In addition to the nine recognized holidays, DFCI provides three additional "floating" holidays which can be used at the employee's discretion with approval from his or her supervisor.
Sick Leave: The Institute's paid sick leave is designed to protect staff from loss of income due to their own illness, or the illness of an immediate family member. Regular full-time and part-time staff working at least 20 hours will accrue sick time. Full-time staff will accrue sick time at a rate of eight hours per month (12 days per year). Part-time staff will accrue at a prorated rate. Staff members may use up to three sick days per year for personal business (e.g., medical, legal, or financial) or to celebrate religious holidays.
Retirement Plan
The Institute maintains a retirement plan for eligible staff at no cost to them. Staff members who are age 21 and have completed one year of service in which they worked 1,000 hours or more will have contributions made on their behalf each month. Staff will own these funds after 5 years of employment.
Tax-Sheltered Annuity Program
All staff members are eligible to enroll in the Tax-Sheltered Annuity Program at any time. Members may choose from a variety of plans in which they can purchase an annuity with tax-deferred interest at a fixed or variable rate, depending on the option chosen. Enrollment forms and information are available in Human Resources.
Should you become disabled, take an approved leave of absence or terminate employment, contributions made through payroll deduction prior to this event continue to earn interest on a tax-deferred basis. Withdrawals are subject to federal tax laws and the terms of your annuity contract but must begin no later than age 70 1/2.
Should you die while employed at the Institute, death benefits will be paid to your designated beneficiary. When you retire, contributions made prior to your termination continue to earn interest on a tax-deferred basis. You may begin making withdrawals or receiving benefits based on the terms of your annuity contract.
Long-Term Disability
Staff members working 20 or more hours per week are automatically enrolled after 6 months of continuous service. Coverage will end if you change your working schedule to less than 20 hours.
After 90 days of continuous disability, the plan pays 65 percent of your monthly salary, up to a maximum of $10,000 per month, less any amount paid by other income benefits. Benefits continue as long as you are disabled to age 65.
If you take an approved leave of absences or have a "life event," your coverage will continue.
Coverage ends 31 days following termination of employment, 31 days following retirement, or sooner if you become eligible for similar benefits under a similar plan.
Short-Term Disability
Staff members working 20 or more hours per week may enroll within the first 30 days of employment. Coverage begins the first day of the month following your date of hire. You can select coverage up to 70 percent of your base salary. Coverage will end if you change your working schedule to less than 20 hours or terminate your employment.
Because premiums are paid with after-tax dollars, any benefits received from this program will not be taxable. Pre-existing conditions are not covered for the first 12 months you participate in the plan.
Life Insurance
Regular staff members who are scheduled to work 20 hours or more per week are entitled to 1 1/2 times your annual salary, rounded up to the nearest thousand. Staff members are automatically enrolled after three continuous months of service.
Should you become disabled or take an approved leave of absence, or have a "life event," coverage will continue. Coverage ends 31 days following reduction of scheduled hours to below 20 hours a week, termination of employment, or retirement. During this period, you may convert to an individual insurance policy without having to provide evidence of good health.
Staff members may also purchase supplemental life insurance for themselves or dependent life insurance for their spouse and/or children.
If your death is caused by accident, your beneficiary receives 1 1/2 times your annual salary in addition to the benefit provided by the basic life insurance policy.
Flexible Benefits
The Flexible Benefits Program provides a way for you to increase your take-home pay by paying for certain qualified health and dependent care expenses on a before-tax basis. The plan includes two components: Part A, which allows you to pay for health and/or dental insurance premiums on a pre-tax basis, and Part B, under which you may authorize pre-tax reimbursement accounts for health and dependent care.
Enrollment in Part A (pre-tax premium payment) occurs automatically.
Staff members may enroll in the Flexible Benefits Program within 30 days of the date of hire, immediately following a "life event," or during annual open enrollment. These are the only times when enrollment or a change in coverage is permitted.
In the event that you reduce your scheduled hours to below 20 hours a week, take an unpaid leave of absence, become disabled, terminate your employment, or retire, your participation in the Flexible Benefits Program will end. Claims incurred before the completion of your participation may be submitted for up to 60 days following the event. Any balance remaining in your Part B spending account would then be forfeited.
Additional information about the Flexible Benefits Program is available in Human Resources.
Transportation Benefit
Staff members are eligible for subsidized parking through General Services. While parking is not abundant in the Medical Area, when parking becomes available, staff will receive that parking at a discount. Information on prices for different lots is available at General Services.
Staff members are also eligible for subsidized T-passes from the MBTA. Information on prices and plans is available at General Services. To sign up for a T-pass, bus pass, or a commuter rail line pass, please go to the Cashier's window in the Dana Lobby.
Staff is additionally eligible for their parking or T-Pass to be deducted from their paycheck on a pre-tax basis. To sign up for this, please fill out the application when applying for your parking or T-Pass.
Childcare
Dana-Farber has contracted a number of daycare slots through Bright Horizons at the Landmark Center. Slots range from infant, toddler, to child, depending on the age of your child. Also, staff members are eligible for a subsidy on their childcare depending on family income. For more information, please contact Human Resources.
An option available to staff working 20 hours or more is Parents in a Pinch. This program provides back-up childcare if your usual daycare plans fall through. Staff members can have a Parents in a Pinch childcare provider come to their house, or the staff member can drop their child off at a local daycare center which participates in the program.
Automobile and Home Insurance
Dana-Farber, in association with the Massachusetts Hospital Association, has a group plan for automobile, home, renters, and boat insurance through Metlife Auto & Home. The program is called the MetPay program, which provides participating members group rate discounts. All benefits-eligible staff members can participate by calling Metlife's toll-free number to receive a free group discounted quote on insurance.
Computer Reimbursement
The Institute will reimburse an eligible staff member 50 percent of the cost of computer hardware, not including sales tax. The maximum amount of reimbursement is $500 over a three-year period.
This benefit is offered to regular staff members who have completed one year of continuous service at the Institute. The staff member must be scheduled to work at least 30 hours per week (or 75 percent appointment). This is a taxable benefit that is added to the staff member's gross earnings and reimbursed in your regular paycheck.
Fitness Voucher Reimbursement
Regular staff members who are scheduled to work at least 30 hours per week and who have completed at least one year of service are eligible for the Institute's Fitness Voucher Program. The Institute will reimburse 50 percent of the cost of annual membership at a qualified health club or fitness center. The maximum benefit is not to exceed $300 per fitness year. Information and application forms are available through Human Resources.
English as a Second Language
All staff members (including unfunded staff) are eligible for 100 percent tuition reimbursement for English as a Second Language courses. Maximum reimbursements of up to $2,000 or $2,500 (depending on DFCI years of service).
Smoking Cessation Reimbursement
Any staff member who wishes to participate in a smoking cessation program receives 100 percent reimbursement for the program, providing an application is made to the Human Resources Division for tuition reimbursement prior to starting the program.
Tuition Reimbursement
Tuition reimbursement is offered to staff members for educational courses that are directly job-related. Full or partial reimbursement is provided for approved courses successfully completed according to the following schedule:
- 3 months to one year of service: 100% of tuition for each course, total reimbursement not to exceed $1,500 for the academic year.
- One to two years of service: 100% of tuition for each course, total reimbursement not to exceed $2,000 for the academic year.
- Two to three years of service: 100% of tuition for each course, total reimbursement not to exceed $2,500 for the academic year.
- Three to five years of service: 100% of tuition for each course, total reimbursement not to exceed $3,000 for the academic year.
- More than five years of service: 100% of tuition for each course, total reimbursement not to exceed $3,500 for the academic year.
Tuition reimbursement covers only tuition and laboratory fee costs, and is calculated on an academic year (September 1-August 31).
Full-time staff members who have completed three months of continuous service prior to the beginning of the course may apply for tuition assistance. Part-time staff members who work 20 hours or more per week are eligible for tuition reimbursement on a pro-rated basis after three years of service.
Applications should be submitted at least three weeks prior to the beginning of the semester.
529 College Savings Plan
This plan allows employees to have a portion of their paycheck direct-deposited, post-tax, into a variety of investment accounts to cover costs associated with a secondary education. Some advantages of this plan include tax-deferred earnings and federal tax-free withdrawals for qualified education expenses (such as tuition, room and board).
Legal Plan
With this plan, employees have unlimited phone and/or office consultations with plan participating attorneys for virtually any personal legal matter for a low monthly premium. Over 9,000 attorneys nationwide participate in the plan.
