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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
The College offers two types of State Health Benefits Programs, Preferred Provider Organizations (PPO) and Health Maintenance Organizations (HMO). The PPO plans offered are NJ Direct10 and NJ Direct15. The HMO plans are Aetna and Cigna Healthcare.
The NJ Direct and HMO plans are managed care plans and are available nationwide. They provide coverage for preventative care such as annual checkups, screening tests, well-baby visits and immunizations in the hope of avoiding serious illness and more costly treatment.
The College pays the full premium for the employee, spouse/domestic partner and eligible dependants.
Effective Date of Coverage
Coverage under each plan for eight-month Instructional Assistant members, eligible spouses, and eligible dependents who commence regular employment as Instructional Assistants on the first day of the Fall Semester is effective on September 1.
Coverage under each plan for all other Instructional Assistant 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
Effective Date of Coverage
Coverage for eight-month Instructional Assistants, eligible spouses, and eligible dependents who commence regular employment as Instructional Assistants on the first day of the Fall Semester is effective on September 1.
Coverage for all other Instructional Assistants, 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 $150 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 Instructional Assistants 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)
An Instructional Assistant 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.
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
Personal sick leave normally accrues at the rate of one day per contract month.
A sick leave pool is also available.
PERSONAL LEAVE
Three days per year.
VACATION LEAVE
Vacation leave for twelve-month Instructional Assistants 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 and ten-month Instructional Assistants 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 Instructional Assistants.
The College is usually closed for most operations from Christmas Eve through New Year’s Day as part of these fourteen holidays.
Eight-month and ten-month Instructional Assistants receive holidays that occur during the semesters they work.
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