MIT Human Resources posts legal notices regarding employee benefits to this location, including notices that must be posted electronically.
This site is intended to provide a brief summary of benefits and services. If there is an inconsistency between this site and the plan documents or MIT policy, the plan documents or policy statements will govern. MIT reserves the right, at its discretion, to modify, change, or revoke any of the plans, programs, practices or policies described here, as MIT may require, with or without notice at any time.
Recent Required Notices
- Labor Condition Application Notifications
These US Department of Labor required notices serve to inform interested parties that the Massachusetts Institute of Technology submits applications for H-1B non-immigrants for certain academic and research positions.
All Required Notices
- Affordable Care Act Requirement
The Affordable Care Act includes an individual shared responsibility provision that requires you, your spouse (or partner), and your dependents to have qualifying health insurance coverage for the entire year. In addition, it requires the employer to file with the Internal Revenue Service a list of their employees and dependents covered by health insurance during the year. MIT will provide Form 1095-C to employees to include when they file their federal tax returns.
- COVID-19 Unemployment Eligibility Information from the Massachusetts Department of Unemployment Assistance (below)
- Creditable Coverage for Prescription Drug Plans (below)
- Equal Opportunity: MIT is an equal opportunity employer. All qualified applicants will receive equitable consideration for employment based on their experience and qualifications, and will not be discriminated against on the basis of race, color, sex, sexual orientation, gender identity, pregnancy, religion, disability, age, genetic information, veteran status, or national or ethnic origin. See MIT's full policy on nondiscrimination. Know your rights.
- FMLA: Employee Rights and Responsibilities in English and Spanish (learn about MIT's employee leave benefits)
- Health Insurance Coverage in Massachusetts
The Massachusetts Health Care Reform Law requires all adult Massachusetts residents age 18 and older to have health insurance or pay a penalty. To meet the state's requirements, the insurance must include certain basic benefits known as Minimum Creditable Coverage (MCC). The medical plans that MIT offers meet the Minimum Creditable Coverage (MCC) requirements.
- Health Plan Summary Information
MIT is required under Federal Health Care Reform to provide you with a summary of the following plans' benefits, exclusions and cost-sharing requirements. Download a summary of benefits by viewing "Publications" at each of the links below:
- HIPAA Privacy Notice (below)
This notice describes how medical information about you may be used and disclosed and how you can get access to this information.
- HIPAA Special Enrollment Rights Notice (below)
If you are declining enrollment either for yourself or for your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to enroll yourself and your dependents in an MIT health plan.
Labor Condition Applications, US Department of Labor Requirement - See all Labor Condition Applications for H-1B Non-immigrant Workers.
- Massachusetts Earned Sick Time (below)
The Massachusetts Earned Sick Time law requires employers like MIT to offer some paid sick time to all employees, even those who generally are not eligible for employee benefits. The paid sick leave accrues at the rate of one hour of sick leave for every 30 hours worked. The notice describes the basic provisions of the law. Note that MIT provides more generous sick leave for its benefits-eligible staff.
- Massachusetts Equal Pay Act
The Massachusetts Equal Pay Act (MEPA) ensures equal pay for comparable work for all Massachusetts workers.
- Massachusetts Paid Family and Medical Leave Act
The Massachusetts Paid Family and Medical Leave Act provides eligible Massachusetts employees with certain paid medical and family leaves.
- Newborns' and Mothers' Health Protection Act (NMHPA) (below)
Group health plans and health insurance issuers generally may not, under federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section.
- Notice Required by the Patient Protection and Affordable Care Act (PPACA) (below)
MIT's health plans generally require the designation of a primary care provider. You have the right to designate any primary care provider who participates in the network of your plan and who is available to accept you or your family members.
Pregnant Workers Fairness Act and the PUMP Act
The federal Pregnant Workers Fairness Act went into effect on June 23, 2023. This law requires employers to provide reasonable accommodations to employees for “known limitations” related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”
The PUMP for Nursing Mothers Act, effective December 22, 2022, amended the Fair Labor Standards Act to require employers to provide reasonable break time for an employee to express breast milk for her nursing child each time such employee has the need to express the milk for one year after the child’s birth.
- State Children's Health Insurance Program Reauthorization Act (SCHIP) of 2009
- Women's Health and Cancer Rights Act (below)
If you undergo a mastectomy and elect reconstructive breast surgery in connection with your mastectomy, then you will receive benefits for the mastectomy-related services.