Dana-Farber's employee benefits include competitive health insurance, life insurance, and savings plans, as well as tuition and health-club fee reimbursement.
Employees scheduled to work at least 20 hours per week are eligible for benefits, and the health and dental plans both come with a generous contribution from Dana-Farber.
Dana-Farber employees are covered from the first day they start work, and have 30 days to elect their benefits.
Dana-Farber currently offers three health insurance plans through Harvard Pilgrim Health Care.
In order to be covered, you must go to your designated Primary Care Physician (PCP) or facility, who will then refer you to a specialist if necessary. If you go to someone other than your PCP or without the referral, the service will not be covered.
A PPO plan is similar to an HMO, but offers greater flexibility both in-network and out-of-network. We offer two PPO Plans:1) The Harvard Pilgrim Health Care PPO (HPHC PPO) and2) The Harvard Pilgrim Health Care Best Buy PPO (HPHC BB PPO) with a Health Reimbursement Account (HRA).
The premiums on the HPHC Best Buy PPO plan are lower, and there may be greater out-of-pocket expenses to the participant. The HRA is set up to help offset these additional costs. A good way to think about the HRA is that Dana-Farber provides you with a pool of money to use toward your deductible. The deductible is $1,500 individual and $3,000 family. Dana-Farber contributes 50 percent of the deductible ($750 Individual / $1,500 Family) to your Health Reimbursement Account (HRA) (reduced on a sliding scale based on date of hire after January 31st.) You can use your HRA for any covered expenses, including deductibles.
To help you with health care spending decision-making, Harvard Pilgrim offers tools on https://www.myharvardpilgrim.org/dfci including a treatment cost estimator, healthcare resources that provide you with information about medical services, and your HRA balance.
To complement our health insurance plans, Dana-Farber offers two reasonably priced dental plans through Delta Dental.
DeltaCare is a Dental Maintenance Organization (DMO) plan. It works like an HMO, and you choose a Primary Care Dentist instead of a Primary Care Physician. As long as you go to the dentist you selected at the time of enrollment, you will be covered. There is 100 percent coverage for preventative and basic services (i.e. cleanings and fillings) no deductible, and no claim forms. If you need to see a specialist, you must first see your designated dentist in order to get a referral.
The DeltaPremier plan allows great choice, with more than 96 percent of dentists participating in Massachusetts. Under the DeltaPremier plan, there is a cap of $1,500 in services per person per year. Under this plan, all preventative care is covered at 100 percent.
Under our new Vision Care Plan, administered by EyeMed Vision Care, you pay less when you receive services from a participating EyeMed network doctor. If you elect the plan, you pay coverage costs in full, but at a lower-cost group insurance rate and with pre-tax dollars, so you save on the cost of coverage.
Regular full-time and regular part-time staff members scheduled to work at least 20 hours a week are eligible for vacation benefits. Annual paid vacations recognize accrued service and the need staff members 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) of vacation time per year. Part-time staff members accrue vacation time on a pro-rated basis. Length of service at Dana-Farber will provide more vacation time.
The Institute recognizes nine holidays during the year, on which non-essential departments will be closed. In addition to the nine recognized holidays, Dana-Farber provides three additional "floating" holidays, which can be used at the employees' discretion with approval from their supervisor.
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 per week 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.
The Institute offers eligible staff members a voluntary retirement savings program that allows an employee to save additional money for retirement. The TDA is paid for entirely by the staff member and deducted from their paycheck on a pre-tax basis, and the staff member is fully vested in their account at all times. Employees who receive contributions under the DFCI Retirement plan below receive a 50% matching contribution up to the first 3 percent of eligible earnings contributed into the 403(b) plan.
The Institute maintains a retirement plan for eligible staff at no cost to the employee. Staff members who are at least 21 years of age, work in an eligible employment status, and have completed one calendar year of service in which they worked 1,000 hours or more will have contributions made on their behalf each month. For eligible staff members, Dana-Farber contributes a minimum of 4.5 percent up to the social security wage base, then 9.0 percent of the employee’s salary into the DFCI retirement plan up to IRS limits. Vesting is after 3 years of working 1,000 hours each year.
This program is designed to help employees save and pay for the cost of medical expenses during retirement. Compounding interest paid on an annual basis savings on a tax-free basis, and a generous Institute matching contribution are key benefits of the program. Participants must be 50 years of age and participating in the DFCI Retirement Plan during the enrollment plan year to be eligible to participate.
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).
The plan provides a benefit for non-work related injury, illness, accident or pregnancy while totally disabled under a doctor's care to weekly paid employees. The plan pays up to 70 percent of your pre-disability weekly salary, with a maximum benefit of $750 per week. The benefit is 100 percent employee paid, which means that the benefit you receive is tax-free.
Coverage begins the first day of the month following your date of hire, for those employees who choose to enroll. You can select coverage up to 70 percent of your base salary.
Staff members working 20 or more hours per week are automatically enrolled after six months of continuous service. Coverage will end if you change your work 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.
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. More than 9,000 attorneys nationwide participate in the plan.
Dana-Farber pays for all benefit-eligible employees to be enrolled in a life insurance plan that covers one and a half times their annual salary. Employees are enrolled after just three months of employment. Employees may also purchase supplemental life insurance for themselves at one and a half, two, or three times their salary, as well as dependent life insurance for their spouse and/or children.
Your pet is an important part of your family. Help pay for the cost of ensuring your pet's continued good health with Dana-Farber's new pet insurance plan, starting January 1, 2009. This plan is offered through Veterinary Pet Insurance (VPI), one of the oldest and largest health insurance plans for pets.
VPI helps you pay for your pet's major surgeries, minor incidents and routine care such as vaccinations, annual physical exams, heart worm protection, spaying or neutering, prescription flea control and more. Multiple-pet discounts are available, and you can visit any veterinarian.
Age limits apply for pets at the time of enrollment based on your type of pet. Premiums are based on your pet's age, species, state of residence, and the type of coverage you choose. You have several plan options to choose from, with annual benefit maximums ranging from $9,000 to $14,000. No lifetime maximums apply.
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 MetPay program provides participating members with 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.
Tuition reimbursement is offered to staff members for educational courses that relate to any role at Dana-Farber. The Institute will reimburse 100 percent of tuition costs, based on number of years of service. Employees are eligible for $1,500 after three months of service, and then up to $3,500 based on years of service.
Tuition reimbursement covers only tuition and laboratory fee costs, and is calculated on an academic year (September 1 – August 31).
Eligible staff members who have completed at least one year of service are eligible for the Institute's Fitness Reimbursement 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 $400 per year. Fitness reimbursements of $150 are also available through Harvard Pilgrim for employees who are enrolled in health plans through Dana-Farber.
Staff members who wish to participate in a tobacco cessation program receive 100 percent reimbursement for approved programs. Applications should be sent to Human Resources for reimbursement prior to starting the program. Covered programs include hypnosis, acupuncture, classes, prescription drugs, and the patch.
All staff members are eligible for 100 percent tuition reimbursement for English as a Second Language courses, with maximum reimbursements of up to $2,500.
This is a pre-tax basis benefit to help eligible employees save money. Employees can decide to enroll in two reimbursement accounts for either medical expenses or dependent care.
Staff members are eligible for subsidized parking. Parking is not abundant in the Longwood Medical Area, but spots in area lots are discounted as they become available. Parking fees vary depending on lot location.
Staff members are also eligible for subsidized T passes from the MBTA. Passes are subsidized by Dana-Farber by 50 percent, up to $125 a month, and deducted from employees' paychecks on a pre-tax basis.
Dana-Farber has contracted a number of daycare slots through Bright Horizons at the Landmark Center. Slots range from infant to toddler to child, depending on the age of your child. Staff members may be eligible for a childcare subsidy, depending on household income.
A helpful option available for eligible employees 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 home to care for their child.
Starting January 1, 2009, Dana-Farber will assist employees with the significant costs of qualified adoption-related expenses. The child must be under age 18 at the time a qualified adoption expense is paid or incurred. Employees can be reimbursed for up to $5,000 of qualified expenses per child per year. There is a $10,000 per family lifetime maximum. Examples of qualified adoption assistance expenses include adoption agency fees; legal fees and court costs; and adoption-related expenses for travel and lodging.
The descriptions above are a general description of our benefits and the plan documents and related contracts govern in case of any discrepancies.
Members of bargaining units may have variances in benefits from the ones listed above.
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