BURLINGTON COUNTY COLLEGE

EMPLOYEE BENEFITS SUMMARY FOR

FACULTY MEMBERS

DISCLAIMER

This information is provided in summary form. Details regarding each benefit are provided to employees shortly after initial employment during an orientation session. Enrollment in all programs is subject to meeting all eligibility criteria. Individuals are cautioned against making assumptions or drawing conclusions regarding these benefits without first reviewing the relevant written materials and discussing them with the appropriate Human Resources Department staff member. The information contained in this document is subject to change without notice. The College assumes no liability or responsibility for errors or omissions regarding the contents of this document.

HEALTH INSURANCE

Traditional Plan

Eligible employees have the option of joining a traditional indemnity plan offered by Blue Cross/Blue Shield (referred to as the Traditional Plan). This program includes major medical coverage as well as basic medical/surgical benefits. The College pays the full premium for the employee, spouse, and eligible dependents.

Preferred Provider Organization (PPO)

A Preferred Provider Organization (PPO) plan is also available. The College pays the premium for the coverage type (single, family, etc.) selected by the employee up to the maximum premium for the same coverage under the Traditional Plan. In other words, if the PPO premium costs are equal to or less than the Traditional Plan cost, the College pays the full premium for the PPO. If the PPO coverage type selected by the employee has a greater premium cost than the same Traditional Plan coverage, the employee must pay the difference between the PPO cost and the Traditional Plan cost.

Health Maintenance Organizations (HMO’s)

Depending upon where an employee resides, an employee may be eligible for coverage by one or more Health Maintenance Organizations (HMO’s). The College pays the premium for the coverage type (single, family, etc.) selected by the employee up to the maximum premium for the same coverage under the Traditional Plan. In other words, if the HMO costs are equal to or less than the Traditional Plan costs, the College pays the full premium for the HMO. If the HMO coverage type selected by the employee has a greater premium cost than the same Traditional Plan coverage, the employee must pay the difference between the HMO cost and the Traditional Plan costs.

Effective Date of Coverage

Coverage under each plan for eight-month Faculty members, eligible spouses, and eligible dependents who commence regular employment as Faculty members on the first day of the Fall Semester is effective on September 1.

Coverage under each plan for all other Faculty members, eligible spouses, and eligible dependents is effective sixty days after the date of employment as a regular employee of the College.

Waiving of Health Insurance

Employees may voluntarily waive medical coverage through Burlington County College. Employees are required to provide proof of medical coverage each calendar year in order to be eligible for the waiver. By providing proof of coverage, employees are eligible to receive a total annual payment of $1000 in pro-rated (bi-monthly) payments if the effective date of medical coverage would have been prior to September 1, or $500 (for the remainder of the year) if the effective date of medical coverage would have been after September 1.

DENTAL INSURANCE

Carrier

The College has a dental insurance plan with Delta Dental. The College pays a portion of the premium for the coverage type (single, family, etc.) selected by the employee.

Summary Plan Information

• Annual $25.00 deductible for each enrolled individual with a family aggregate of $75.00.
• Annual maximum of $1,000 per covered individual.
• Lifetime maximum of $1,000 for orthodontics. Orthodontics coverage is limited to enrolled individuals who are under the age of twenty-three.
• In grossly simplified and generalized terms, once the deductible has been satisfied, the plan covers 50% of many dental procedures and the employee must pay the remaining 50%. There are, of course, exceptions, and some procedures are not covered at all.

Effective Date of Coverage

Coverage for eight-month Faculty members, eligible spouses, and eligible dependents who commence regular employment as Faculty members on the first day of the Fall Semester is effective September 1.

Coverage for all other Faculty members, eligible spouses and dependents is effective the first day of the month following two complete months of employment as a regular employee. For example, if an individual with a date of employment of January 15 completes two full months (February and March) of employment on March 31, coverage is effective April 1.

Waiving of Dental Insurance

Employees may voluntarily waive dental coverage through Burlington County College. Employees are required to provide proof of dental coverage each calendar year in order to be eligible for the waiver. By providing proof of coverage, employees are eligible to receive a pro-rated (bi-monthly) payment of $250 if the effective date of dental coverage would have been prior to September 1, or $125 if the effective date of dental coverage would have been after September 1.

RETIREMENT PROGRAM

Alternate Benefit Program (ABP)

Many Faculty members are eligible for enrollment in the Alternate Benefit Program (ABP) offered by the New Jersey State Division of Pensions.

Under this program, an employee selects where she/he would like her/his 5% mandatory tax-deferred contribution and the 8% employer contribution invested from among several carriers selected by the Division of Pensions.

Additional tax-deferred monies may be invested by the employee without additional employer contributions. Maximum tax-deferred amounts are determined in accordance with Internal Revenue Service Code regulations.

Additional contributions which are not tax-deferred may be made by an employee as well; again these are without additional employer contributions.

Public Employees’ Retirement System (PERS)

A Faculty member may be eligible for enrollment in the Public Employees’ Retirement System (PERS) instead of the Alternate Benefit Program (ABP).

This is a defined benefit program with retirement benefits based upon years of service in the program and the average salary of the highest three years of base salary rates. Both employee and employer contributions are mandatory. The members’ contribution rate in PERS is 3 percent of base salary, except in special circumstances, as determined by the State Treasurer.

Additional tax-deferred monies may be invested by the employee without additional employer contributions to the Supplemental Annuity Collective Trust administered by the Division of Pensions or to any of several State approved carriers. Maximum tax-deferred amounts are determined in accordance with Internal Revenue Service Code regulations.

Additional contributions which are not tax-deferred may be made by an employee as well; again without additional employer contributions.

LIFE INSURANCE

Alternate Benefit Program (ABP)

As part of the Alternate Benefit Program (ABP), life insurance in the amount of 3.5 times the base salary earned by an employee in the twelve months preceding death is available at no cost to the employee. The employer pays the full premium.

Upon retirement, the life insurance benefit is reduced to one-half of the value of the last twelve months of base salary on which pension contributions were made.

Example: $40,000 salary x 0.5 = $20,000 Life Insurance Benefit

The Prudential Insurance Company is the carrier.

Public Employees’ Retirement System (PERS)

As part of the Public Employees’ Retirement System, life insurance in the combined total amount of three times the base salary earned by an employee in the twelve months preceding death is provided under both the contributory (1.5 x salary) and non-contributory (1.5 x salary) aspects of the program. During the first full year of enrollment, the employee is required to participate in both the contributory and non-contributory portions of the life insurance program. After the conclusion of that year, the employee has the option of waiving the contributory portion and decreasing the benefit to 1.5 times the base salary. If exercised, that option is irrevocable.

Upon retirement, the life insurance benefit is reduced to 18.75% of the value of the last twelve months of base salary on which pension contributions were made.

Example: $40,000 salary x 0.1875 = $7,500 life insurance benefit.

The Prudential Insurance Company is the carrier.

DISABILITY INSURANCE

Alternate Benefit Program (ABP)

As part of the Alternate Benefit Program (ABP), long-term disability insurance is offered through the Prudential Insurance Company. Benefits approximate 60% of salary and both employee and employer contributions to the retirement program are continued without cost to the employee until the age of seventy (70).

Public Employees’ Retirement System (PERS).

The PERS provides for disability retirement for individuals who meet stipulated requirements.

Short-Term Disability Insurance Plan

The College offers a short-term disability insurance plan with Fortis Benefits Insurance Company. It offers a daily dollar benefit based upon the number of sick leave days which an individual had accrued as of the first date of absence.

TUITION WAIVER

Employees, their eligible spouses, and eligible dependents are entitled to attend Burlington County College without tuition or general or laboratory fee charges.

This waiver applies to both credit and credit-free courses although special program costs may be assessed to the employee for certain courses.

TUITION REIMBURSEMENT

Employees may receive refund of tuition up to a specified maximum for courses approved in advance by the College.

Courses must be part of an approved degree program or determined by the College to be relevant to the employee’s job.

SICK LEAVE

Each Faculty member normally accrues ten days of sick leave in each academic year.

In the case of an extended illness where the employee has exhausted individual sick days, the employee may request additional days from the Board of Trustees. An examination of each case will be made by the Board.

PERSONAL LEAVE

Three days per year.

VACATION LEAVE

Vacation leave for twelve-month faculty members is accrued at the rate of 1.83 working days per month. This yields a total of 22 working days per year.

No vacation leave is available to eight-month faculty members inasmuch as they are not normally required to work during semester breaks.

OTHER LEAVES

Very specialized leaves including bereavement leave, jury duty leave, sabbatical leaves, leaves without pay, etc. are also available.

HOLIDAYS

Fourteen holidays per fiscal year (July 1 through June 30) are provided by the College for twelve- month faculty members.

The College is usually closed for most operations from Christmas Eve through New Year’s Day as part of these fourteen holidays.

Eight-month faculty members receive holidays that occur during the semesters they work.