BURLINGTON COUNTY COLLEGE
EMPLOYEE BENEFITS SUMMARY FOR
SPECIAL PROJECT PROFESSIONAL SPECIALIST POSITIONS
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.
Positions funded by restricted monies may have different benefit programs.
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 cost.
Effective Date of Coverage
Coverage under each plan for eligible employees, 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 pro-rated (bi-monthly) payment of $1000 if the effective date of medical coverage would have been prior to September 1, or $500 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
Effective Date of Coverage
Coverage for eligible employees, eligible spouses, and eligible dependents is effective the first day of the month following two complete months of employment as a regular employee of the College. 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 Special Project Professional Specialists 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 Special Project Professional Specialist 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%, 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
One and one quarter (1.25) days per month of completed employment service are accrued. This amounts to fifteen days per year.
PERSONAL LEAVE
Three days per year.
VACATION LEAVE
|
|
Accrual Rate Per
Month |
|
|
|
|
|
|
Second Year |
1.50 Days |
18 Days |
|
Third Year |
1.75 Days |
21 Days |
|
Subsequent Years |
1.83 Days |
22 Days |
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.
The College is usually closed for most operations from Christmas Eve through New Year’s Day as part of these fourteen holidays.