South Puget Sound Community College offers an excellent state benefit package including health, dental and life insurance, retirement and optional deferred compensation programs. This information is subject to change and subject to the provisions of any legislative mandates, collective bargaining agreements and College policy changes. For more information, please contact Wendy Spengler, Human Resource Consultant- Benefits & Compensation Specialist at 360.596.5433 or email firstname.lastname@example.org
The Retirement Planning Seminar Schedule is now available from the state Department of Retirement Systems. If you are a member of the Washington State Retirement Systems (LEOFF, PERS, PSERS, SRS, TRS, WSPRS) and within five years of retirement, we encourage you to review the seminar information overview, and register online at your convenience. You may also register through email at Register@drs.wa.gov or call DRS at 360-664-7300 or 888-711-6676. If you don’t find a seminar near your location, or on a date that is convenient for you, you may be interested in viewing a DRS recorded seminar online. This recorded seminar is available for viewing at any time.
The Retirement Planning page on the DRS website provides useful information to help with planning your retirement— regardless of how close or far away it may be. You can also sign up for online account access. This access will allow you to review your service credit, contributions, beneficiary information and much more. You can also create a benefit estimate that is based on the data in your account, and when you’re ready, retire online.
The College health benefits are negotiated through the State of Washington Health Care Authority. Employees can choose from a variety of health plans including a State preferred provider plan and several managed care plans. Coverage begins on the first day of the following month or if you start work on the first working day of the month, coverage begins that day. Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the employee’s choice of plan and coverage for lawful spouses, same-sex domestic partners, and dependent children. Faculty members who are tenured, tenure track and interim appointees who work half-time or more in an instructional year or equivalent 9 month seasonal basis are eligible for college sponsored health benefits for a full twelve month period. The employee premiums for summer coverage are deducted in June. Employees who have other options for comprehensive medical insurance do not have to participate in the College’s plan. Please choose to receive your PEBB healthcare information electronically! Your information can be sent directly to your email account.
Washington State Healthcare Authority
Notice of Health Insurance Marketplace Coverage Options and your Public Employees Benefits Board (PEBB) Benefits This is not an employer sponsored plan. For additional information please see the attached informational documents or contact www.healthcare.gov.
Adjunct professors are eligible for benefits if they are employed at one or more colleges for a combined total of at least half-time (7.5 credits) or more, for two consecutive quarters. Spring and fall quarters are considered to be consecutive. Employees working at more than one college must notify both colleges in writing of multiple employment to coordinate benefits between colleges.
Vision Insurance is included with all employee health insurance plans and premiums. Optical service frequency and hardware (glasses, contact lenses) vary per type of plan selected. Employees do not pay a separate premium for vision coverage.
Benefit eligible employees have a choice of dental plans. Options include a State of Washington preferred provider dental plan and two managed care plans. The coverage is mandatory and options vary based on plan selection. Employees do not pay a premium for dental insurance.
Full time employees and adjunct faculty may participate in the Medical Flexible Spending Account plan. The College offers an optional flexible spending account for out-of-pocket medical expenses. This is a calendar year plan where employees can set aside pretax dollars to pay for out-of-pocket medical expenses. This is a “use it or lose it” IRC governed plan. Medical expense reimbursements can be requested for the employee, their spouse, and their IRS dependents. Eligible Employees can begin participation the first day of the month following employment.
VEBA is a post-retirement health reimbursement account plan. Upon retirement, all eligible faculty members participate in a tax free transfer of one quarter of sick leave benefits into a health reimbursement plan in lieu of a cash sick leave payout which would be taxable compensation. This is an IRC governed plan and mandatory participation is required based on a group election. These dollars can be used for post-retirement health expenses including health insurance premiums.
Upon retirement classified employees who accrue sick leave participate in a tax free transfer of one quarter of sick leave benefits into a health reimbursement plan in lieu of a cash sick leave payout which would be taxable compensation. This is an IRC governed plan and mandatory participation is required based on a group election. These dollars can be used for post-retirement health expenses including health insurance premiums.
Administrative/exempt employees participate in a tax free transfer of one quarter of sick leave benefits into a health reimbursement plan in lieu of a cash sick leave payout which would be taxable compensation. Administrative/exempt employees have the opportunity to annually vote on participation in a 100% transfer of accrued annual leave balances into the VEBA plan. This is an IRC governed plan and mandatory participation is required based on a group election. These dollars can be used for post-retirement health expenses including health insurance premiums.
The College provides $35,000 in basic life insurance from any cause and $5,000 basic Accidental Death and Dismemberment (AD&D) insurance at no cost to the eligible employees. Employees who are eligible for health insurance are also eligible for term life insurance benefits. Employees can enroll in additional low cost optional life insurance benefits for themselves, their spouse, and dependents.
The College provides a basic long term disability plan at no cost to the employee. All faculty members who are eligible for health insurance are eligible for long-term disability coverage. Employees can also participate in an optional long-term disability plan. This is an after-tax benefit; therefore, any benefits received from this plan are tax free.
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DRS has released a new online tool so that you can update and change your beneficiary choices online. Now you can change your beneficiary choices including mailing addresses and benefit percentages at any time. Classified employees are eligible to participate in the State of Washington Public Employees Retirement Plan (PERS). The PERS system has two initial plans that a new employee can participate in. The PERS Plan 2 is a defined benefit plan. The PERS Plan 3 is a defined benefit plan with a defined contribution plan component. For more information about these plans, employees and potential applicants are encouraged to learn more at: DRS PERS Plans.
Administrative/Exempt staff are eligible to participate in either the State Board Higher Education Retirement Plan or the PERS 3 Plan. The PERS 3 Plan is a defined benefit plan with a defined contribution plan component. The Higher Education Retirement Plan (HERP) is administered by the Teachers Insurance and Annuity Association (TIAA) and the College Retirement Equities Fund (CREF). This plan has a dollar for dollar college match. Employees begin the plan on their first date of hire. Employees are immediately 100% vested in their contributions and the College’s contributions. For more information about these plans please refer to the plan websites at DRS PERS 3 Plan or TIAA-CREF.
Full time faculuty are eligible to participate in either the State Board Higher Education Retirement Plan or the TRS 3 Plan. The TRS 3 Plan is a defined benefit plan with a defined contribution plan component. Operating under IRC Section 401(a), TRS 3 is a hybrid plan, having components of a Defined Benefit and Defined Contribution Plan. Read more about the plan in the TRS 3 Member Handbook. The Higher Education Retirement Plan (HERP) is administered by the Teachers Insurance and Annuity Association (TIAA) and the College Retirement Equities Fund (CREF). This plan has a dollar for dollar college match. Employees begin the plan on their first date of hire. Employees are immediately 100% vested in their contributions and the College’s contributions. For more information about these plans please refer to the plan websites at DRS TRS 3 Plan or TIAA-CREF.
Adjunct faculty members initially participate in the group retirement plan if they work a cumulative total of at least fifty percent of a full-time workload at one or more college districts or the state board for two consecutive quarters. The group retirement benefit begins at the beginning of the second consecutive quarter. The part-time academic employee continues group retirement participation unless he/she has a break in service. If a break in service occurs, the employee must re-qualify under the two consecutive quarter rule Academic employees who currently belong to a College State sponsored plan can continue with that plan in lieu of participation in the TIAA-CREF plan (i.e. Public Employee Retiree System (PERS), Teachers Retirement System (TRS)).
Effective January 1, 2017 all new full-time employees will be automatically enrolled in the State’s Deferred Compensation plan. DCP is a tax-deferred savings plan administered by the Washington State Department of Retirement Systems. It’s designed to help you realize your retirement goals by offering a convenient way to build retirement income beyond your regular pension.
Guide to Automatic Enrollment
Deferred Compensation Program Automatic Enrollment
The College offers the opportunity to participate in supplemental retirement plans in addition to the regular matched retirement. An employee can voluntarily participate in a 403(b) plan and set aside a portion of their income in a tax deferred plan. Employees can participate in the supplemental 403(b) retirement plans in addition to participation in the State plan.
Employees can set aside pretax dollars to pay for out-of-pocket dependent care expenses. This plan provides a simple, efficient and cost-effective opportunity for savings. Employees can sign up to participate upon hire or during the open enrollment period offered each year. Learn more at: DCAP
The College is committed to providing a safe and healthy workplace for all employees. The Washington State Department of Labor & Industries works with the College to explore workplace solutions for employees needing ergonomic assessments. Please visit the Labor & Industries website for more information and resources. Office Ergonomics: Computer Workstation and Mobile Computing Video ; Preventing Carpal Tunnel Syndrome in the Workplace & Carpal Tunnel Syndrome Tips. If you have questions about workplace ergonomics, please contact Human Resources for more information.