CHABOT-LAS POSITAS
COMMUNITY COLLEGE DISTRICT
BENEFIT AND PAYROLL INFORMATION SUMMARY
FULL TIME EMPLOYEES
| Health and Welfare |
Employees and dependents are eligible to participate in the health and welfare plans on the first day of the month following the date of hire. Employees must enroll within 31 days of their eligibility date or they will be subject to restrictions required by the health plans and life insurance carrier.
The following plans are fully paid by the District (except as noted below) for full time employees and all qualified dependents for the fiscal year.
Plans |
Kaiser HMO |
Blue Cross California Care HMO |
Blue Cross Prudent Buyer Classic – Current rates effective July 1, 2007 – June 30, 2008 Employees must pay a monthly premium share for Prudent Buyer Classic as follows:
|
| Delta Dental |
| Vision Service Plan |
| Life Insurance – Fort Dearborn Life Insurance Company |
| Long Term Disability (LTD) – Fort Dearborn Life Insurance Company |
The employee's share of Blue Cross Prudent Buyer Classic and supplemental life insurance premiums must be paid in advance by payroll deduction. Please refer to the Flexible Benefits Program section. Supplemental Life Insurance is available through Reliance Standard Life Insurance and fully paid by the employee.
Employees with assignments of at least 50% but less than 100% may elect to enroll in any of the above benefit plans, but must share in the premium cost by payroll deduction in advance. If an employee elects not to participate in these plans, he/she must wait to enroll in these plans during the annual open enrollment period or if a qualifying event occurs.
Dependent children are covered under the health plans until the age of:
Age |
Plans |
19 |
Blue Cross plans if dependent is not a full- time student. |
25 |
Blue Cross plans if dependent is a full-time student |
25 |
Kaiser, Delta Dental and Vision Service Plan |
Domestic partners of employees are eligible to enroll in the medical, dental and vision plans and are subject to the same enrollment requirements as legal spouses. The employee must pay the additional Blue Cross Prudent Buyer Classic premium share if applicable. The District's cost of the health benefits provided to the domestic partner are considered taxable income to the employee by the IRS, and income taxes are withheld from the employee each month based on this additional taxable income. Please refer to the bargaining unit for eligibility.
Certificated: To include those individuals who meet the requirements for domestic partnership which are set forth in CA Family Code Section 297.
Classified: Benefits for same and opposite gender partners with proper documentation and who meet the requirements for domestic partnership which are set forth in CA Family Code Section 297.
| Flexible Benefits Program |
Employees may elect to have payments for dependent care expenses, un-reimbursed health care expenses and health plan insurance premiums deducted from their salaries before taxes as follows:
Dependent Care Spending Account – Eligible expenses for the care of a child, disabled spouse or elderly parent up to a maximum of $5,000 per year. |
Health Care Spending Account - Eligible out of pocket health care costs such as deductibles, co-payments and expenses not covered, or not covered 100% by the medical, dental and vision plans up to a maximum of $3,000 per plan year (July 1 – June 30). |
Health Premium Payment Plan - The portion of medical, dental and vision premiums of employees with assignments of less than 100% and payable by the employee will be automatically deducted from the employee's payroll on a pre-tax basis. |
Employees must enroll in the Dependent Care and Health Care spending accounts within 31 days of the date of hire, when an allowable mid-year family status change takes place or during the open enrollment period each year. Enrollment forms and brochures are available by contacting the District Benefits Office. Dependent Care and Health Care spending account elections do not carry over from year to year. Employees must enroll each year they wish to participate. Employees are provided enrollment information during the District's Annual Open Enrollment period.
| Tax Sheltered Annuity (TSA) In Lieu Of Medical Plan |
Full-time employees electing not to enroll in any medical plan, and who provide proof of other medical coverage, may elect to have a $175.00 Board approved TSA purchased monthly by the District. The TSA will be effective upon receipt of the enrollment form and proof of other medical coverage. It is the responsibility of the employee to open a TSA account directly with an insurance company or other provider. An application or certification of coverage may be required. Employees who are not enrolled in a medical plan are not eligible for continuation of the medical plan under COBRA or under the District's retiree health coverage policies.
| Voluntary 403(b) Tax Sheltered Annuity (TSA) and the 457 Deferred Compensation Program |
Employees may elect to have their pre-tax salary reduced by a specific amount for the purchase of a TSA under section 403(b) of the Internal Revenue Code or enroll in the 457 deferred compensation program. Salary reduction forms and a list of Board approved TSAs are available on the Human Resource Services/Benefits Office website. 403(b) and 457 enrollment salary reduction amounts are subject to IRS limitations. It is the responsibility of the employee to open a TSA account directly with an insurance company or other provider. 457 enrollment packets are available in the Human Resources office. Completed forms should be returned to the Payroll Office/District Office.
| COBRA – Medical, Dental, Vision and FSA |
Under the Federal COBRA law, employees and dependents losing group health benefits (medical, dental and vision) may elect to continue their group health coverage for up to 18 months (termination or reduction of hours) or up to 36 months (divorce or loss of dependent status) by paying the monthly health benefit premium plus a 2% administrative fee to the District . Flexible benefits health care spending accounts may also be continued under COBRA. An Initial COBRA Notice is provided to employees and qualified beneficiaries within specified guidelines.
| Leaves |
Sick leave, vacation and other leaves are explained in the Chabot-Las Positas Faculty Association Agreement (Academic employees), the Service Employees International Union Local 1021 Agreement (Classified employees) and the Board Manual (Supervisor, Confidential and Administrative employees). Earned but unused sick leave may be transferred (within one year) from previous employment with a California School District or California Community College District. A form for requesting the transfer of sick leave may be obtained from the Payroll Office.
The maximum number of vacation days that may be earned is 31 days (248 hours) by Classified, Supervisory and Confidential employees, and 30 days by Administrative employees.
| Employee Assistance Program (EAP) |
Confidential short-term counseling is available to employees and family members for personal, financial, work, and other issues. This service is provided at no cost through CONCERN counselors.
| Payroll Services |
Monthly salaries are paid on the last work day of each month. Ten (10) month employees hired after June 30, 1991, will be paid one tenth of their annual salary in ten (10) equal monthly installments from August to May. Ten month employees may receive their pay over twelve (12) months from August to July. If this option is elected, approximately 1/6 of their monthly net pay will be deducted from the August through May pay warrants, and paid to the employee in equal installments on June 30 and July 31. Employees must submit a written request to payroll by August 20.
Classified employees and administrators must complete a Service Report each month. Academic employees must insure that a Report of Absence is completed for each absence.
As the first pay warrant for ten month employees is issued at the start of each semester on August 31 or January 31 for one tenth of the annual salary, the employee will generally not have earned all of the salary received early in the semester and if separated from service early may owe the District for any unearned salary. Please refer all questions to the payroll department.
Any questions regarding payroll, PERS and/or STRS should be directed to the Payroll Office.