BENEFIT/ORIENTATION INFORMATION CLARK COLLEGE
ADJUNCT FACULTY HUMAN RESOURCES
The Clark College Association for Higher Education is the exclusive bargaining representative for all full-time and adjunct faculty members. A copy of the agreement may be accessed at http://intranet.clark.edu/college_information/policies_procedures/ahe_contract.pdf.
PAYDAYS / SALARY SCHEDULE
Adjunct faculty are paid semi-monthly on the 10th and 25th of each month. If the paydate falls on a Saturday, payday will be the preceding Friday; if the paydate falls on a Sunday, payday will be the following Monday. Adjunct Faculty salaries are negotiated, and can be found in the AHE agreement (see Appendix B). An adjunct faculty becomes eligible for Affiliate status when they teach 9 quarters, accumulated since the 1993-94 academic year.
HEALTH INSURANCE / DENTAL INSURANCE
(See eligibility rules on pages 3 and 4 of this summary) Medical and dental plans for employees and dependents are provided by the College through the Health Care Authority. All eligible employees who are residents of Clark County are entitled to choose from the following medical plans: Uniform Medical, Kaiser Classic, Kaiser Value, and AETNA Public Employees Plan. Residents of other counties may have additional options. Choices for dental plans include: Willamette Dental, Uniform Dental or DeltaCare Dental.
The College pays the major portion of the premium for medical and dental plans; however, medical plans do require employee contributions. Employee premiums will be deducted from paychecks twice per month, with the exception of the first premium, which will be deducted on the 25th of the first month of eligibility. Employees may waive medical coverage on themselves and their dependents; dental coverage may not be waived for the employee. Coverage is effective the first day of the month after establishing eligibility, unless eligibility is established the first working day of the month, in which case coverage is effective on that day. Upon termination, retirement or loss of eligibility, coverage is effective through the last day of the month in which the event occurs. It is the responsibility of employees to keep dependent coverage up-to-date when changes occur in marital status or dependent status. Employees needing help with claims adjustment or having questions regarding medical or dental coverage should contact the appropriate insurance carrier.
Faculty hired at 50 percent or more of full-time employment for at least two consecutive quarters are required to participate in the TIAA/CREF Retirement Plan. The State matches employee dollar contributions to the retirement plan. Contribution rates are based on age, as follows:
under age 35: 5.0% age 35 to 49: 7.5% age 50: 10.0%
Eligibility for retirement continues each quarter unless the adjunct faculty does not work at all during one quarter (Fall or Winter or Spring). According to WAC rule 131-16-021 (6), “Participants shall continue participation regardless of the proportion of full-time duties assigned, except as otherwise provided in this section, as long as continuously employed within the community and technical college system.” … “For the purposes of this section, spring and fall quarters shall be considered as consecutive periods of employment”.
LIFE INSURANCE / LONG TERM DISABILITY INSURANCE
Clark College also pays for the cost of basic life insurance ($25,000), and accidental death and dismemberment ($5,000) plans for all eligible adjunct employees. Additional coverage under the life insurance plan is optional. The monthly premium is based on your age.
Clark College pays for the cost of basic long-term disability coverage for all eligible adjunct employees (after a 90-day waiting period, the employee is paid $240 per month). Optional LTD coverage will pay 60% of the employee’s salary after the waiting period chosen. The premium is based on monthly salary.
Coverage for basic plans begins the first of the month following the beginning of the second consecutive quarter of half-time or more employment. (If you begin work on the first working day of the month, then coverage begins that day). Optional plan coverage is effective the first of the month following application or approval (if approval is required). Please be aware that, if you have enrolled in optional life insurance coverage and you do not self pay during your period of ineligibility, once you return to eligible status, it will be necessary to provide evidence of insurability to request reinstatement of your previous life coverage.
Adjunct faculty will earn a prorated portion of sick leave (based on full-time faculty load) of eight (8) hours of sick leave per month in each month in which compensation is received. Adjunct faculty may accrue sick leave from quarter to quarter, year to year without limit.
VOLUNTARY EMPLOYEE BENEFIT ASSOCIATION (VEBA)
The VEBA plan allows participating employers to transfer funds equal to a retiree’s compensable sick leave buyout (at 25%) to a VEBA trust administered by a third party. The funds are used to pay medical premiums and other uncovered medical expenses incurred by that retiree and the retiree’s spouse and qualified dependents. The primary benefit of a VEBA plan is that the compensation amount of a retiree’s unused sick leave that is transferred to the plan is tax free. For more information, see the AHE agreement.
Any adjunct faculty member who is teaching at least 50% of a load at Clark, may enroll in College classes on a space-available basis for $5 per quarter. Tuition waiver forms are available in Human Resources.
COMMUTE TRIP REDUCTION
To receive a College-provided C-Tran bus pass, employees must first sign up to participate in the CTR program and agree to use the bus at least 60% of the time to commute to and from work. For enrollment information, contact Human Resources at 992-2381.
FLEXIBLE SPENDING ACCOUNT
With a Flexible Spending Account you can set aside money before taxes (i.e., before Federal Income, Social Security and Medicare taxes) to pay for your out-of-pocket health care expenses such as deductibles, co-pays, co-insurance, and prescription drug costs. As you incur eligible costs throughout the year, you submit a claim form and documentation of your costs, and you will be reimbursed with funds from your FSA account, avoiding taxes.
DEPENDENT CARE ASSISTANCE SALARY REDUCTION
The State of Washington Dependent Care Assistance Salary Reduction Plan, provides a way to set aside a “before tax” portion of gross salary (i.e., before Federal Income, Social Security and Medicare taxes) to reimburse eligible dependent care expenses. Salary reduction is accomplished in equal contributions each regular pay period and deposited into a dependent care account.
As provided under Section 403B and 457 of the Internal Revenue Code, employees of non-profit institutions may shelter a portion of their income. Tax shelters provide a way to postpone paying federal income tax on a portion of income by reducing that income in peak earning years and setting that portion aside in order to provide additional retirement income. The portion sheltered or deferred will be taxed at a later time, when an employee is likely to be in a lower tax bracket. Faculty members are encouraged to call Clark College Human Resources at 992-2119 for additional information or assistance.
LONG TERM CARE
A long term care plan is available to employees through John Hancock. For more information or to request an enrollment kit, call 1-800-399-7271 or visit the John Hancock Long-Term Care website at http://pebbltc.jhancock.com. User ID: pebbltc Password: jhancock
How do employees establish eligibility for PEBB benefits?
WAC 182-12-114 (3)
(3) Faculty are eligible as follows:
(a) Determining eligibility. “Half-time” means one-half of the full-time academic workload as determined by each institution, except that half-time for community and technical college faculty employees is governed by RCW 28B.50.489.
(i) Upon employment: Faculty who the employing agency anticipates will work half-time or more for the entire instructional year, or equivalent nine-month period, are eligible from the date of employment.
(ii) For faculty hired on quarter/semester to quarter/semester basis: Faculty who the employing agency anticipates will not work for the entire instructional year, or equivalent nine-month period, are eligible at the beginning of the second consecutive quarter or semester of employment in which he or she is anticipated to work, or has actually worked, half-time or more. Spring and fall may be considered consecutive quarters/semesters when first establishing eligibility.
(iii) Upon revision of anticipated work pattern: Faculty who receive additional workload after the beginning of the anticipated work period (quarter, semester, or instructional year), such that their workload meets the eligibility criteria of (a)(i) or (ii) of this subsection become eligible when the revision is made.
(b) Stacking. Faculty may establish eligibility and maintain the employer contribution toward insurance coverage by working as faculty for more than one institution of higher education. When a faculty works for more than one institution of higher education, the faculty must notify his or her employing agencies that he or she works at more than one institution and may be eligible through stacking.
(c) PEBB benefits begin.
(i) PEBB benefits begin on the first day of the month following the day the faculty becomes eligible. If the faculty becomes eligible on the first working day of a month, PEBB benefits begin on that date.
(ii) For faculty hired on a quarter/semester to quarter/semester basis under (a)(ii) of this subsection, PEBB benefits begin the first day of the month following the beginning of the second quarter/semester of half-time or more employment. If the first day of the second consecutive quarter/semester is the first working day of the month, PEBB benefits begin at the beginning of the second consecutive quarter/semester.
WAC 182-12-114 (3)
How do eligible employees maintain the employer contribution toward insurance coverage?
(3) Maintaining the employer contribution – eligible faculty.
(a) Benefits-eligible faculty anticipated to work the entire instructional year or equivalent nine-month period (eligible under WAC 182-12-114 (3)(a)(i)) are eligible for the employer contribution each month of the instructional year, except as described in subsection (7) of this section.
(b) Benefits-eligible faculty who are hired on a quarter/semester to quarter/semester basis (eligible under WAC 182-12-114 (3)(a)(ii)) are eligible for the employer contribution each quarter or semester in which the employee works half-time or more.
(c) Summer or off-quarter/semester coverage: All benefits-eligible faculty (eligible under WAC 182-12-114(3)) who work an average of half-time or more throughout the entire instructional year or equivalent nine-month period and work each quarter/semester of the instructional year or equivalent nine-month period are eligible for the employer contribution toward summer or off-quarter/semester insurance coverage.
|Exception:||Eligibility for the employer contribution toward summer or off-quarter/semester insurance coverage ends on the end date specified in an employing agency’s termination notice or an employee’s resignation letter, whichever is earlier, if the employing agency has no anticipation that the employee will be returning as faculty at any institution of higher education where the employee has employment.|
(d) Two-year averaging: All benefits-eligible faculty (eligible under WAC 182-12-114(3)) who worked an average of half-time or more in each of the two preceding academic years are potentially eligible to receive uninterrupted employer contribution to PEBB benefits. “Academic year” means summer, fall, winter, and spring quarters or summer, fall, and spring semesters and begins with summer quarter/semester. In order to be eligible for the employer contribution through two-year averaging, the faculty must provide written notification of his or her potential eligibility to his or her employing agency or agencies within the deadlines established by the employing agency or agencies. Faculty continue to receive uninterrupted employer contribution for each academic year in which they:
(i) Are employed on a quarter/semester to quarter/semester basis and work at least two quarters or two semesters; and
(ii) Have an average workload of half-time or more for three quarters or two semesters.
Eligibility for the employer contribution under two-year averaging ceases immediately if the eligibility criteria is not met or if the eligibility criteria becomes impossible to meet.
(e) Faculty with gaps of eligibility for the employer contribution: All benefits-eligible faculty (eligible under WAC 182-12-114(3)) who lose eligibility for the employer contribution will regain it if they return to a faculty position where it is anticipated that they will work half-time or more for the quarter/semester no later than the twelfth month after the month in which they lost eligibility for the employer contribution. The employer contribution begins on the first day of the month in which the quarter/semester begins.
. . .
(7) The employer contribution to PEBB insurance coverage ends in any one of these circumstances for all employees:
(a) When the employee fails to maintain eligibility for the employer contribution as indicated in the criteria in subsection (1) through (6) of this section.
(b) When the employment relationship is terminated. As long as the employing agency has no anticipation that the employee will be rehired, the employment relationship is terminated:
(i) On the date specified in an employee’s letter of resignation; or
(ii) On the date specified in any contract or hire letter or on the effective date of an employer-initiated termination notice.
(c) When the employee moves to a position that is not anticipated to be eligible for benefits under WAC 182-12-114, not including changes in position due to a layoff.
The employer contribution toward PEBB medical, dental and life insurance for an employee, spouse, Washington state registered domestic partner, or child ceases at 12:00 midnight, the last day of the month in which the employee is eligible for the employer contribution under this rule.
Clark College Human Resources – April 28, 2010 i:/Benefits/BEOI/Faculty-Adjunct/BEOI-ADJ 2010-0428.doc