Summary of Benefits for Faculty Employee

Eligible employees may choose from among nine health plans. You will pay a monthly premium for medical coverage, which includes vision. You must enroll within 31 days of becoming eligible for PEBB benefits. If you do not enroll, you will be automatically enrolled as a single subscriber. For more information about the plans, please visit the Health Care Authority Medical Plans & Benefits webpage.

You may waive enrollment in PEBB medical coverage if you are enrolled in other employer-based group medical insurance, a TRICARE plan, or Medicare. You must indicate your intent to enroll or waive enrollment by submitting an enrollment form to Human Resources.

• Employee Enrollment Guide
• Monthly Premiums

Dental coverage is included for you and your eligible dependents. Your employer pays the premium. You and any enrolled dependents must enroll in the same PEBB dental plan. If you do not select a dental plan, you will be automatically enrolled in Uniform Dental Plan. There are three PEBB Program dental plans to choose from — two managed-care plans and one preferred-provider plan.

For more information, please visit the Health Care Authority Dental Plans and Benefits webpage.

The PEBB Program offers employer-paid and employee-paid long-term disability (LTD) insurance. These benefits are provided through Standard Insurance Company. LTD insurance protects a portion of your salary if you are unable to work due to serious injury or illness. When you enroll in LTD coverage, it pays you a percentage of your monthly earnings if you become disabled. You will be automatically enrolled in employer-paid LTD insurance coverage, at no cost to you, even if you waive PEBB medical coverage.

You will also be automatically enrolled in a plan that covers 60 percent of your predisability earnings (up to $16,667). You do not need evidence of insurability during your initial eligibility period. At any time, you can reduce to a lower-cost 50-percent coverage level or decline the coverage. If you later decide to enroll in or increase coverage, you will have to provide evidence of insurability and be approved by the insurer.

Your monthly insured earnings (not to exceed $16,667) x employee type rate = monthly premium.

For more information, please visit the Health Care Authority Long-term Disabilities Insurance Premiums webpage.

The PEBB Program provides basic life and basic AD&D insurance through Metropolitan Life Insurance Company (MetLife). Basic life insurance covers you and pays your designated beneficiaries in the event of your death. Basic AD&D insurance provides extra benefits for certain injuries or death resulting from a covered accident. You will be automatically enrolled in these benefits, even if you waive medical coverage. You do not need to provide evidence of insurability (proof of good health).  These benefits provide:

• $35,000 for basic life insurance
• $5,000 for basic AD&D insurance

You can also enroll in supplemental life and supplemental AD&D insurance for yourself and your eligible dependents. To enroll your eligible dependents in supplemental life and AD&D insurance, you must elect employee supplemental life insurance for yourself.

For more information and monthly rates, please visit the Health Care Authority Life Insurance webpage.

Retirement is mandatory. Faculty have the option to participate in either the SBRP or Plan 3 of the Teachers Retirement System (TRS). If you do not make a choice, you will default to SBRP.

Department of Retirement Systems

Plan 3 has two parts: a pension account and an investment account. Your employer contributes to pension. You contribute to the investment account.

Under the investment account part of Plan 3, a portion of your pay is directed to investments that you select from a range of offerings managed by the Washington State Investment Board. You choose from six contribution rates.  If you don’t choose a contribution rate, it will default to option A: 5%. Once your rate is set, you can change it only when you change employers. Changing means working for a different employer, not another division or unit at your current workplace. Ideally, you want to choose your contribution rate based on three considerations: retirement income needs, years until retirement and current budget.

• Option A: 5% all ages
• Option B: 5% up to age 35; 6% ages 35 through 44; 7.5% age 45 and older
• Option C: 6% up to age 35; 7.5% ages 35 through 44; 8.5% age 45 and older
• Option D 7% all ages
• Option E: 10% all ages
• Option F: 15% all ages

For more information, please visit the Teachers’ Retirement System (TRS) Plan 3 webpage.

State Board Retirement Plan

The State Board Retirement Plan (SBRP) is a tax-deferred defined contribution plan that helps you save for retirement. Eligible employees can start participating in the SBRP on their first day of employment in an eligible appointment.

Your employer helps you save even more for retirement by providing 100 percent matching funds to your contributions. Both the employer and employee contributions are immediately vested, and the plan is 100 percent portable if you move between participating employers or leave the community and technical college system.

For the SBRP plan, "vested" means you are eligible to receive all contributions and accumulations if you terminate employment from all plan employers. SBRP operates under IRC 401(a), a federal tax law and the Washington State Board for Community and Technical Colleges 401(a) Retirement Plan.

The State Board has contracted with TIAA (Teachers Insurance and Annuity Association) to administer records, investments and benefits.

Rates (automatically increase):

For more information, please visit the State Board Retirement Plan webpage.

The State Board Voluntary Investment Program (SBVIP) is an optional, unmatched retirement savings plan, operating under Section 403(b) of the Internal Revenue Code. SBVIP participants may contribute to one or both of the following investment options.

Pre-tax 403(b) Contributions

• Contributions are deducted from your gross salary before taxes are calculated.
• Contributions and earnings grow tax-deferred until you take a distribution.

After-tax 403(b) Contributions (Roth)

• Contributions and earnings grow tax-free. This may be attractive to those who believe that their personal tax rates will increase over time and their tax rate may be higher in retirement.
• Withdrawals will not be subject to taxes if they are part of a "qualified distribution." A qualified distribution is one that is taken at least five tax years from the year of your first Roth 403(b) contribution and after you have attained age 59 ½, become disabled or die.
• You may contribute to the Roth 403(b) regardless of income level.

For more information, please visit the SBVIP webpage.

The Deferred Compensation Program is a special type of savings program that helps you invest for the retirement lifestyle you want to achieve - a lifestyle that might be hard to reach with just your pension and Social Security.

Unlike traditional savings accounts, the Deferred Compensation Program is tax-deferred - it lowers your taxable income while you are working and it delays payments of income taxes on your investments until you withdraw your funds. The Deferred Compensation Program is a great way to save.

The Deferred Compensation Program is an Internal Revenue Code Section 457 plan administered by the Washington State Department of Retirement Systems. The Deferred Compensation Program is similar to a 403b program.

New hires are automatically enrolled upon hire.  DRS will send correspondence directly with information on how you can change your contribution amount or your investment options. You can also opt out of DCP with the option to rejoin later.

For more information, please visit the Department of Retirement Services Deferred Compensation Program webpage.

Other available leave includes medical, parental, military, bereavement, shared leave and pregnancy disability, to name a few.  More information can be found in the Association for Higher Education (AHE) Collective Bargaining Agreement.

SmartHealth is Washington State's voluntary wellness program that supports you on your journey toward living well. It is included in your PEBB benefits at no cost to you. Eligible PEBB subscribers can qualify for a $125 wellness incentive.

For more information, please visit the PEBB SmartHealth webpage.

The Washington State Employee Assistance Program supports public employees and/or family members to help identify and resolve personal concerns that may affect job performance. The Employee Assistance Program provides services that ultimately promote individual and workplace wellbeing. Services available to all covered employees and/or family members include counseling, work/life, 24/7 support and awareness, education and resources.

Employees in Executive Cabinet agencies, employees in contracted public organizations and the adult household family members of the employees are all eligible. The Employee Assistance Program does not provide direct services to anyone under 18 years old, but the caregivers can use the Employee Assistance Program in a consultative manner to problem-solve and identify referrals and resources.

For more information, please visit the Employee Assistance Program webpage.

Flexible Spending Arrangements allow you to set aside pretax money from your paycheck to pay for out-of-pocket health care costs. The PEBB Program offers: a Medical Flexible Spending Arrangements and a Limited Purpose Flexible Spending Arrangements. The Medical Flexible Spending Arrangements covers a wide range of health care expenses. The Limited Purpose Flexible Spending Arrangements covers only dental and vision expenses which is intended for employees enrolled in a consumer-directed health plan with a health savings account. Flexible Spending Arrangements is only offered to PEBB benefits-eligible employees who work at state agencies, higher-education institutions and community and technical colleges.

For more information, please visit the Flexible Spending Arrangements webpage.

The Dependent Care Assistance Program allows you to set aside money from your paycheck on a pretax basis to help pay for qualifying child care or elder care expenses while you (and your spouse or state-registered domestic partner) attend school full-time, work, or look for work. Dependent Care Assistance Program is only offered to PEBB benefits-eligible employees who work at state agencies, higher-education institutions and community and technical colleges.

For more info, visit the PEBB Dependent Care Assistance Program webpage.

Aflac is voluntary insurance, or an optional layer of financial protection, for you and your family in the event of a serious accident or illness. Supplemental insurance is additional coverage that you can use to help with the out-of-pocket expenses that may not be covered by your major medical insurance. Have you ever had expenses not covered by your major medical plan? That’s where Aflac comes in.

For more information, please contact Human Resources at @email. 

Voluntary Employees’ Beneficiary Association Trust is a non-profit, multiple employer voluntary employees’ beneficiary association  authorized under Internal Revenue Code 501(c)(9). The Voluntary Employees’ Beneficiary Association Trust offers a funded health reimbursement arrangement plan available to public employers in the state of Washington at retirement.

A health reimbursement arrangement  is an account-based health plan you can use, after becoming claims-eligible, to reimburse your qualified out-of-pocket medical care costs as defined by the IRS. Common qualified expenses include co-pays, deductibles, prescription drugs, retiree insurance premiums, etc.

Your Voluntary Employees’ Beneficiary Association account is funded with 25% of your sick leave balance upon retirement.

Tuition assistance is available to state employees who are employed half-time or more, and have been be employed for six continuous months (RCW 28B.15.558). 

• Employee Tuition Matching Program - maximum of five credits per quarter.
• Space Available Waiver (Employee Tuition Program for Professional Development) - maximum of five credits per quarter.

Forms can be found in the Employee Self-Service intranet site.

• Faculty Professional Development
  • Full-time Academic Employees - Each full-time academic employee shall be granted three hundred dollars ($300) per year for documented professional development expenses upon delivery of verified receipt for same.
  • Part-time Academic Employees - The Employer will provide seven-thousand five hundred ($7,500) annually to support the professional development activities of part-time faculty. This money will also be distributed through the PEC in Fall Quarter and Winter Quarter upon application by part- time faculty.
  • Contact your Dean.

Liberty Mutual Insurance Company offers voluntary group auto and home insurance coverage to all PEBB members. Members may receive a discount of up to 12 percent off Liberty Mutual’s auto insurance rates and up to 5% off Liberty Mutual's home insurance rates. In addition to the discount, Liberty Mutual also offers:

• Discounts based on your driving record, age, auto safety features, and more.
• A 12-month rate guarantee on their competitive rates.
• Up to an additional 7.5% payroll discount on your auto insurance.
• Convenient payment options including automatic payroll deduction, electronic funds transfer, or direct billing at home.
• Prompt claims service with access to local representatives.

For more information, please visit the Health Care Authority Auto and Home Insurance webpage.

The Combined Fund Drive is Washington State’s workplace giving program for active and retired public employees. State and higher education employees are invited to give to the charity of their choice through payroll contribution and agency fundraising events.

Though the program currently disburses funds to more than 1,700 charities, there are actually over 4,500 member charities in the Combined Fund Drive. In order to qualify to be a Combined Fund Drive member charity, our charities must be a registered 501(c)3 or 170(c)1 with the Internal Revenue Service and must also have an active registration with the Office of the Secretary of State Charities Program.

A state employee or retiree can give safely and easily through the Combined Fund Drive's online system, or with a paper contribution form in any of the following ways:

• Monthly Contribution: A recurring amount will be taken out of each paycheck until the employee chooses to stop.
• One-Time Contribution: A single donation is collected and distributed to the charity of the donor’s choice.
• Limited Time Contribution: Donations will be taken out of each paycheck for a set amount of time as defined by the employee.
• Personal check or cash, at fundraisers or accompanied by a paper contribution form.

For more information, please visit the Combined Fund Drive webpage.

Olympic College recognizes and celebrates its employees. During Opening Days, OC celebrates and expresses appreciation for employees’ contributions to the college.

The Fitness Center is located in the Physical Education building at OC Bremerton and open to staff & faculty at no additional charge. 

• The Fitness Center is closed on weekends and holidays, and any day there are no classes or campus is closed.
• All staff will need to fill out a new Par-Q form. Minors will need their parent's signature.
• You must have an OC ID to use the facility. 
• All patrons must be in workout attire including athletic shoes.

For more information, please visit the OC Fitness Center webpage.

Olympic College offers parking on all three of its campuses.

Full-time Employees: $50 per year; $20 per additional vehicle (no more than two)

Part-time Employees: $15 per year

• All employees are eligible to park in the Employee lots.
• Parking availability is a first-come, first-served basis.
• Placard must be displayed on rear view mirror, or driver side dash.
• Employees may park in General lots if there are no spaces available in the employee lots.

For more information, please visit the OC Parking webpage.