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Employment Opportunities!

Dedicated to student success, we are a dynamic learning community committed to providing educational programs and services


At MCC, we strive to:

  • Support personal growth and economic opportunity for our diverse student population
  • Provide excellence in teaching, personal attention, and extensive opportunities for exploration and growth
  • Strive to recruit and retain a faculty and staff that reflect our community of students

With two distinct campuses – one in suburban Bedford and the other in the city of Lowell – we are one of the largest community colleges in Massachusetts. Learn more about MCC!

  • MCC is an affiliate of the National Coalition Building Institute
  • MCC participates in the Commonwealth Compact, whose mission is to establish Massachusetts as a uniquely inclusive, honest and supportive community of, and for, diverse people
  • MCC is an affirmative action / equal opportunity employer (Applications for employment are considered without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, genetic information, marital status, or veteran status)

For information about a specific job listing, contact Jake Donovan, Talent Acquisition Coordinator by clicking on the card on the left or by calling 781-280-3549.

MCC understands that persons with specific disabilities may need assistance with the job application and/or with the interview process. For confidential assistance with the job application process, contact Pamela Medina, ADA Coordinator, by clicking on the card on the left or by calling 781-280-3536.


Background Checks and CORI/SORI Checks

A pre-employment screening process – or a background check – is a standard practice for MCC job offers. This step ensures our prospective employees meet the necessary qualifications and ethical and legal standards set by MCC. 

After a candidate accepts the conditional job offer, Sterling – the vendor managing this procedure – conducts a thorough background check. The emphasis on the conditional nature of the job offer highlights the importance of successfully completing this screening process before finalizing employment. 

Prospective employees with questions about this process should email us. This comprehensive approach reflects our commitment to maintaining a qualified, trustworthy and compliant workforce.

In order to be eligible to be hired in a position that involves potential unsupervised contact with children, the disabled or the elderly, the successful applicant may be required to undergo a Criminal Offender Record Information (CORI) check and/or a Sex Offender Registry Information (SORI) check. Applicants found to have certain criminal convictions or pending criminal actions will be presumed ineligible to hold such positions. 

The College is authorized by the Commonwealth's Criminal History Systems Board, pursuant to Massachusetts General Laws, Chapter 6, Sections 167-178B, to access CORI records. The College shall refer to regulations issued by the Commonwealth's Executive Office of Health and Human Services, 101 Code of Massachusetts Regulations 15.00-15.16, as guidance when assessing employee or successful applicant CORI records. Sex Offender checks shall be performed pursuant to Massachusetts General Laws, Chapter 6, Sections 178C-178P.

For more information regarding the College's CORI/SORI check process, please email Pamela Medina, Assistant Director of HR/Affirmative Action Officer/Title IX Coordinator.

Employee Benefits

Benefited Employees

Health Insurance

Dental & Vision

Please note that the above plans are separate from the GIC Dental Insurance that is noted in the GIC Benefit Decision Guide


Supplemental Benefits

LTDAll full-time and part-time benefited employees can purchase LTD. This plan is an income replacement program providing tax-free benefit of up to 50 percent of the employee’s gross monthly salary if an illness or injury renders him or her unable to work longer than 90 days.

Additional information is available at the Group Insurance Commission website.


HCSA & DCAP 

Through the GIC's HCSA, administered by TASC, active employees can pay for out-of-pocket health care expenses on a pre-tax basis, reducing participants' federal and state income taxes.

Through the GIC's DCAP, administered by TASC, active employees can pay for certain dependent care expenses with before-tax dollars. Participating in DCAP can significantly reduce your federal and state income taxes.


AFLAC - Aflac pays YOU cash DIRECTLY when you or your family members are hurt or sick. Policies are portable (keep disability and accident to age 70, others for life). All plans are guaranteed renewable and are rate protected at age of sign up.

Aflac pays you cash benefits regardless of what is covered by your major medical insurance. You can use the cash to pay medical expenses not covered by health insurance or to help with everyday living expenses – like the rent or mortgage, groceries, gas, and car payments. Our goal is to help you sustain quality of life for you and your family when confronted with the financial challenges brought about by injury or illness. Link here for a Representatives Contact Information.


Non-Benefitted Employees

Health Insurance - All residents of Massachusetts must now be covered by health insurance. Although, part-time employees are not covered by the GIC insurance they can elect Commonwealth Choice health insurance coverage through the Massachusetts Commonwealth Health Connector Agency. Part-time employees are able to have their health care premiums for the Commonwealth Choice plan of their choosing deducted from their pay on a pre-tax basis.

AFSCME – COALITION I MEMBERS

The Massachusetts Public Employees Fund provides benefits to eligible public employees. New employees become eligible for benefits on the first day of the month following the completion of 6 full months of employment. Eligible employees must be regularly scheduled to work at least half-time per week. Eligible members receive an enrollment package from the Fund prior to completion of six full months of employment. The Fund needs your dental plan choice, a list of your dependents and their birth dates, appropriate documentation (e.g. marriage certificate, birth certificate(s), stepchild verification, etc.) and your signature for its files. For more information on the different plans visit Massachusetts Public Employee Fund.


MCCC/MTA FACULTY & PROFESSIONAL STAFF MEMBERS

Dental coverage is offered to employees, their spouse and children in accordance with collective bargaining agreements benefit package. For full-time faculty, unit professional staff, additional information can be obtained at the MetLife website. When you are asked to log in, type in DHE-MTA. 

MetLife Dental Plan Claim Form


NON-UNIT PROFESSIONAL STAFF MEMBERS

Dental coverage is offered to employees, their spouse and children in accordance with the non-unit employees benefit package. For full-time non-unit professional staff and non-unit classified staff, additional information can be obtained at the MetLife website. When you are asked to log in, type in DHE Non-Unit. 

MetLife Dental Plan Claim Form

Wouldn’t it be nice to have a personal assistant to help you with your busy life? Good news! You have one with Mass4You.

Mass4You is a new Employee Assistance Program brought to you by the Group Insurance Commission (GIC) and the Commonwealth of MA, powered by Optum. Mass4You is a friendly and confidential service that provides a wide range of resources for any life situation.

Available to all active state and municipal employees and their families eligible for GIC benefits.

Need a rental car? Meals delivered to your home? A pet-friendly hotel? We can help.

Save precious time — let us do the research for you.

Our program specialists will search and verify services for you. We will get you pricing, professional credentials and contact information.

Here are just a few of the ways Mass4You can help you and your family:

  • WorkLife services referrals Financial and legal help
  • Child, family and parenting support Stress Management
  • Get support when times are tough.

Our Mass4You Employee Assistance Program (EAP) can help you with family concerns, financial issues, separation and divorce, substance abuse, stress and anxiety, and more. Call to speak confidentially with a specialist to get referrals or prior approval for services. You may also visit liveandworkwell.com to search for a provider.

Talk with a specialist who cares, 24/7 at: 1-844-263-1982

For the deaf and hard of hearing, TTY support is available by dialing 711+1-844-263-1982. Unlimited telephonic consultations and referrals. Receive three in-person or virtual visits if you need to see a provider.

Visit Live and Work Well and use the access code mass4you.

  • Provider search
  • Well-being tools, articles and videos
  • Obtain EAP Authorization for 3 In-Person or Tele-EAP Counseling Visits

Download the myliveandworkwell mobile application and use access code mass4you.

Substance Use Treatment Helpline

Identifying substance use disorders can be confusing. Call the toll-free Substance Use Treatment Helpline at: 1-855-780-5955

Work Related

Paid Leaves:

    • NON-UNIT PROFESSIONALS: This group includes all regular professional employees working half time or more and who are not in the MCCC bargaining unit (see description below). Leaves are delineated in Articles VII and VIII of the Non-Unit Professionals Personnel Policies Handbook.
    • MCCC - This bargaining unit includes "all regular full-time employees occupying the positions delineated in Appendix A" and "all part-time daytime academic support personnel including employees holding the job classifications listed in Appendix A." Appendix A is at the end of Article I of the collective bargaining agreement. Sick leave, vacation leave, personal leave, and other types of leaves are governed by the collective bargaining agreement, primarily in Article IX.
    • AFSCME - This bargaining unit includes "all full-time and regular part-time employees in the bargaining units certified on January 20, 1976, and any and all amendments since that date. A regular part-time employee is defined as an employee who is expected to work 50 percent or more of the hours in a work year of a full-time employee in the same title." A list of positions included in this bargaining unit are listed in Appendix I of the collective bargaining agreement. Sick leave, vacation leave, personal leave and other types of leaves are governed by the collective bargaining agreement, primarily in Articles 11, 12 and 13.

Holidays: See a full list of State Holidays. Please note that we do not get Evacuation Day or Bunker Hill Day.

Workers' Compensation: All employees of the College are covered by Workers' Compensation which covers them if they are injured in an accident on the job.

The Division of Industrial Accidents, part of the Commonwealth's Department of Labor and Workforce Development, is responsible for administering the workers' compensation system in Massachusetts. Forms for reporting injuries and additional information can be found on the Workers' Compensation webpage.

Library: Employees can obtain a library card and take out books and other resources not only from the college's libraries but can access materials from other libraries and through many on-line sources. Information can be obtained at the Library web page.


Wellness

FITNESS CENTER AND UMASS LOWELL RECREATION CENTER: All employees can use the Fitness Center and UMass Lowell Recreation Center as follows:

BEDFORD FITNESS CENTER
The Bedford Fitness Center is located in the Campus Center and is equipped with state-of-the-art weight training and cardiovascular equipment that will satisfy both the inexperienced and experienced user. Locker rooms and showers are provided. The Fitness Center is open to all currently enrolled MCC students, faculty, and staff at no charge throughout the year. Stop by for a free tour or a workout! Questions? Email the Office of Student Engagement.

UMASS LOWELL RECREATION CENTER
MCC faculty and staff, and partners and spouses of MCC faculty/staff, are eligible to purchase memberships at the UMASS Lowell Recreation Center. This multi-million dollar facility offers an overwhelming variety of workout options, including basketball and racquetball courts, an indoor track, and a large quantity of cardiovascular and weight-training machines and equipment. Faculty and staff memberships may be purchased directly at the UMASS Lowell Recreation Center. Questions? Email Lauren Hutchinson or call 781-280-3546.


Savings and Discounts

Credit Union - Learn more about the METRO Credit Union for State Employees

Discount Programs

    • Bookstore Discount

All employees of Middlesex Community College may be eligible for a 10 percent discount on all non-sale merchandise at the bookstore excluding text books.

    • Apple Computer & Other Discounts

All employees of Middlesex Community College may be eligible for discounts at Apple Computer Stores. You must show proof of employment by receiving a verification letter from Human Resources. You can also obtain discounts online. Click on the Store tab and then click on the education store in the left side menu of the web-page and follow the directions to identify yourself as a Middlesex Community College employee. If you need further assistance please call the Human Resources Department at 781-280-3527.

    • Cellular Service Discounts

Discounts may be available to MCC employees on the following cellular phone providers:

VERIZON - Alicia Ingenito Business Development Manager, Verizon Wireless

T- Mobile - Jamie Monahan 508-505-7810 


Health Care Spending & Dependent Care Assistant Programs

Through the GIC's Health Care Spending Account (HCSA), administered by  TASC, active employees can pay for out-of-pocket health care expenses on a pre-tax basis, reducing participants' federal and state income taxes.  New employees have 30 days after date of hire to sign up for this benefit; current employees may only sign up during the open enrollment period, which is normally April through early May each year, to be effective July 1.

All active state employees who are eligible for health benefits with the GIC are eligible for HCSA. Employees must work at least 18.75 hours in a 37.5-hour work week or 20 hours in a 40-hour work week. The monthly administrative fee for HCSA alone, DCAP alone, or HCSA and DCAP combined will be $1.00 on a pre-tax basis.

Examples of eligible expenses can include:

    • Physician office and prescription drug copayments
    • Medical deductibles and coinsurance
    • Eyeglasses, prescription sunglasses, and contact lenses
    • Orthodontia and dental benefits
    • Smoking cessation and child birth classes
    • Hearing aid and durable medical equipment
    • Chiropractor and acupuncture visits

For more information, visit the GIC website.

Click on the following link to explore tuition waiver opportunities available to each employee category:

Tuition Waiver Forms:

Updated November 2019

The Massachusetts Earned Sick Time Law, effective July 1, 2015, entitles employees in Massachusetts to earn and use sick time according to certain conditions.

According to the Massachusetts Attorney General, "[e]mployees who work for employers having eleven or more employees can earn and use up to 40 hours of paid sick time per calendar year, while employees working for smaller employers can earn and use up to 40 hours of unpaid sick time per calendar year.

An employee can use earned sick time if required to miss work in order (1) to care for a physical or mental illness, injury or medical condition affecting the employee or the employee's child, spouse, parent, or parent of a spouse; (2) to attend routine medical appointments of the employee or the employee's child, spouse, parent, or parent of a spouse; or (3) to address the effects of domestic violence on the employee or the employee's dependent child.  Employees will earn one hour of sick time for every 30 hours worked, and begin accruing those hours on the date of hire or on July 1, 2015, whichever is later. Employees can begin to use earned sick time on the 90th day after hire...

Earned paid sick time will be compensated at the same hourly rate paid to the employee when the sick time is used.

Employees can carry over up to 40 hours of unused sick time to the next calendar year, but cannot use more than 40 hours in a calendar year. Employers do not have to pay employees for unused sick time at the end of their employment. If an employee misses work for a reason eligible for earned sick time, but agrees with the employer to work the same number of hours or shifts in the same or next pay period, the employee will not have to use earned sick time for the missed time, and the employer will not have to pay for that missed time.  Employers will be prohibited from requiring  an employee to work additional hours to make up for missed time, or to find a replacement employee.

Employers may require certification of the need for sick time if an employee uses sick time for more than 24 consecutively scheduled work hours. Employers cannot delay the taking of or payment for earned sick time because they have not received the certification.  Employees must make a good faith effort to notify an employer in advance if the need for earned sick time is foreseeable.

Employers are prohibited from interfering with or retaliating based on an employee's exercise of earned sick time rights, and from retaliating based on an employee's support of another employee's exercise of such rights.

The law does not override employers' obligations under any contract or benefit plan with more generous provisions than those in the law. Employers that have their own policies providing as much paid time off, usable for the same purposes and under the same conditions as the law, are not be required to provide additional paid sick time."

Any employee who has a need to utilize any earned sick leave as of July 1, 2015 should contact Human Resources for assistance on a case by case basis.

For more information, please see the following:

Notice

The Earned Sick Time Law

Regulations that clarify practices and policies in the administration and enforcement of the Law