Benefits Program 2013 – 2014 Plan Year. Benefits Offered Health Insurance Flexible Reimbursement Accounts Retirement –VRS Plan 1 –VRS Plan 2 –Hybrid Retirement

Benefits Program

2013 – 2014 Plan Year

Benefits Offered• Health Insurance• Flexible Reimbursement Accounts• Retirement

– VRS Plan 1– VRS Plan 2– Hybrid Retirement Plan– Optional Retirement Plan

• Basic Life Insurance • Optional Life Insurance• Leaves

– Family and Medical Leave Act– Virginia Sickness and Disability Plan– Traditional Sick Leave Plan– Annual Leave– School Assistance and Volunteer Service Leave– Military Leave

• Long-Term Care• Deferred Compensation and Cash Match Program• Commonwealth of Virginia Provider Listing• 529 Plan

Health Insurance - Eligibility

• Full-time salaried classified employees (40-32 hours)

• Full-time Faculty

Health Insurance – Membership Levels

• Single – Employee Only

• Dual – Employee and one dependent (spouse or child)

• Family – Employee and two or more eligible dependents

Health Insurance – Eligible Dependents

• Legally married spouse• Biological and legally adopted children

– May be covered until the end of the year they turn age 26• Stepchildren

– May be covered until the end of the year they turn age 26• Unmarried children of whom you have permanent sole custody

– Principal place of residence is with the employee;– Member of employee’s household;– Receive over one-half of their support from the employee and;– Custody was awarded prior to the child’s 18th birthday

• Unmarried incapacitated dependents age 26 and older– Reside full-time with the employee (or the other natural/adoptive parent)– Employee provides more than half of the dependent’s support

• Documentation required to enroll any eligible dependent in health coverage!!

Health Insurance – Enrollment Periods

• Newly Eligible

• Open Enrollment

• Qualifying Mid-Year Events (QMEs)

Health Insurance – Effective Dates of Coverage

Newly Eligible coverage begins on the first of the month coinciding with or following the date of employment if enrollment form is received within 30 calendar days of employment

Example: hired 2/10, submitted enrollment on 2/18 = 3/1 effective date

Example: hired 2/25, submitted enrollment on 3/5 = 3/1 effective date

Example: hired 2/1, submitted enrollment within 30 days = 2/1 effective date

9 month faculty members – coverage continues through August 31 even if contract ends May 15 and not re-employed on a full-time basis for the next year as long as employee portion of premiums are paid for the summer months

Health Insurance – Enrollment Periods

• If newly eligible employee does not enroll within 30 calendar days of employment, then s/he may enroll during the next annual open enrollment period or with a qualifying mid-year event

Health Insurance – Open Enrollment

• During the spring of each year

• Allows you to change plan and/or membership selections

• Enroll or cancel coverage

• Changes effective July 1

Health Insurance – Qualifying Mid-Year Events

• Within 60 calendar days of qualifying event• Allows for consistent changes• Events include

– Marriage– Birth/Adoption– Divorce– Termination or commencement of spouse’s employment– Death of a dependent– Dependent loses eligibility– Going on or returning from an unpaid leave of absence– Spouse’s open enrollment period differing

• Normally changes will be effective the first of the month following receipt of the enrollment action

Health Insurance – Plan Options

• COVA Care• COVA HealthAware• COVA HDHP• TRICARE Supplement Plan

Health Insurance – COVA Care

• No PCP requirement

• No referrals

• Blue Card PPO Network

• Out-of-network defined by providers not a geographical region

• Out-of network coverage for true emergencies


• Co-payments– PCP - $25– Specialist - $40– Inpatient hospital - $300– Outpatient hospital and ER - $150

• Deductible– $225 – individual– $450 - family

• Co-insurance• Out-of-pocket expense limit

– $1,500 per person– $3,000 per family

• Wellness visits covered at 100% - no co-pay, no co-insurance


• Prescription Drug Program– Mandatory generic– Tier System– Mail Order for Maintenance Rx– Co-pays

• Retail pharmacy – up to 34 day supply– $15 – Tier 1– $25 – Tier 2– $40 – Tier 3– $50 – Tier 4 (Specialty drugs)

• Mail order – 90 day supply– $30 – Tier 1– $50 – Tier 2– $80 – Tier 3– $100 – Tier 4 (Specialty drugs)


• Dental Basic Services– Diagnostic and preventive services

• Twice a year• Paid at 100%

– Dental Maximum• $2,000 annually


• Options– Out-of Network

• Access to providers outside Anthem/Blue Card PPO network• Plan pays 75% - you pay 25%

– Expanded Dental• Adds primary dental service coverage at 80% after deductible (fillings, root

canals, periodontal, etc.)• Adds complex restorative service coverage at 50% after deductible (crowns,

dentures, and bridgework)• Adds orthodontic services coverage at 50% up to a $2,000 lifetime maximum• Provides $2,000 dental maximum annually• Deductible - $50 single, $100 dual, or $150 family

– Vision and Hearing• 1 eye exam every 12 months - $40 co-pay• Provides allowance for lenses, frames, and contacts every 12 months• 1 hearing exam every 48 months - $40 co-pay• Provides hearing aids and other hearing aid related services up to $1,200 every

48 months


• Vendors – – Anthem (medical, prescription drugs, and

behavioral health benefits)– Delta Dental of Virginia (dental)

COVA Care Monthly PremiumsEmployee Only

Employee Plus One

Employee Plus Two or More

Employee Only w/Reward

Employee Plus One w/ EE or Spouse Reward

Employee Plus One w/ EE & Spouse Reward

Employee Plus Two or more w/ EE or Spouse Reward

Employee Plus Two or more with EE & Spouse Reward

COVA Care $72 $164 $220 $55 $147 $130 $203 $186

+ Out-of Network $85 $182 $245 $68 $165 $148 $228 $211

+ Expanded Dental

$96 $210 $289 $79 $193 $176 $272 $255

+ Out-of Network + Expanded Dental

$109 $228 $314 $92 $211 $194 $297 $280

+ Expanded Dental + Vision & Hearing

$110 $234 $321 $93 $217 $200 $304 $287

+ Out-of Network + Expanded Dental + Vision & Hearing

$123 $252 $346 $106 $235 $218 $329 $312

Health Insurance – COVA HealthAware

• Consumer driver health plan that includes deductible, co-insurance, and Health Reimbursement Arrangement (HRA)

• The Commonwealth will fund an HRA of $600 for employees or $1,200 for employees and enrolled spouses to help offset family out-of-pocket costs.

• Employees and spouses may each receive up to $150 by completing certain healthy activities called “do rights”

• If you add the “do right” rewards to the Commonwealth’s initial HRA funding, you can save half of the cost of your plan deductible

• Wellness and preventive services covered at 100% - including an annual vision and hearing exam at no cost to members

Health Insurance –COVA HealthAware

• Deductible

– Individual $1,500

– Family $3,000

• Out-of-Pocket Maximum

– Individual $3,000

– Family $6,000

• Health Reimbursement Arrangement

– $600 Employee

– $1,200 Employee & Spouse

• Co-insurance – plan pays 80% and you pay 20%, after deductible

• Out-of-Network – Plan pays 60% and you pay 40%

Health Insurance –COVA HealthAware

• How Does an HRA Work?– The Commonwealth contributes to the HRA - no employee

contributions to the account– HRA automatically pays expenses first– Out-of-pocket plan costs such as the deductible and

coinsurance for medical, pharmacy and behavioral health expenses can be paid from the HRA

– Money in the account rolls over into the next plan year if not used by June 30th

– There is no need to file claims – HRA funds are automatically dispersed for eligible out-of-pocket amounts not paid by the health plan

Health Insurance – COVA HealthAware

• Options– Expanded Dental

• Adds primary dental service coverage at 80% after deductible (fillings, root canals, periodontal, etc.)

• Adds complex restorative service coverage at 50% after deductible (crowns, dentures, and bridgework)

• Adds orthodontic services coverage at 50% up to a $2,000 lifetime maximum• Provides $2,000 dental maximum annually• Deductible - $50 single, $100 dual, or $150 family

– Vision• Provides allowance for lenses and frames every 12 months

COVA HealthAware Monthly Premiums

Employee Only

Employee Plus One


Employee Only w/Reward

Employee Plus One w/ EE or Spouse Reward

Employee Plus One w/ EE & Spouse Reward

Employee Plus Two or more w/ EE or Spouse Reward

Employee Plus Two or more with EE & Spouse Reward

COVA HealthAware

$26 $78 $93 $9 $61 $44 $76 $59

+ Expanded Dental

$50 $124 $162 $33 $107 $90 $145 $128

+ Expanded Dental & Vision

$57 $137 $181 $40 $120 $103 $164 $147

Health Insurance - HDHP

• Special health insurance plan for employees who want to open a Health Savings Account (HSA) – employees enrolled in COVA are not eligible for HSA

• $1,750/$3,500 Deductible• 80/20% Coinsurance• $5,000/$10,000 Out-of-pocket expense limit• 100% wellness coverage• Out-of-network – emergency only• Blue Card PPO Network• Dental Benefits

– $50/$100/$150 Deductible– 100/80/50% Co-insurance– $2,000 Plan year maximum– $2,000 orthodontic lifetime maximum

• Claims administrator for all services - Anthem

COVA HDHP Monthly Premiums

Employee Only Employee Plus One


COVA HDHP $0 $0 $0

+ Expanded Dental

$24 $46 $69

TRICARE Supplement Plan

• TRICARE-eligible employees who are eligible for the state health benefits program and are in one of the following categories may enroll in this supplement plan:

– Military retirees with 20 years of creditable military service and entitled to retired pay and their spouses/surviving spouses who are NOT eligible for Medicare

– Retired Reservists and National Guardsmen between the ages of 60 and 65 with 20 years of creditable service and their spouses/surviving spouses who are not eligible for Medicare

– Retired Reservists and National Guardsmen under age 60 and enrolled in TRICARE Retired Reserves (TRR) and their spouses/surviving spouses who are not eligible for Medicare

– Military retirees and their spouses/surviving spouses who reside outside the U.S. or its territories

– Military retirees and their spouses/surviving spouses age 65 or older but ineligible for Medicare (all must have received a Statement of Disallowance from Social Security Administration

TRICARE Supplement Plan

• No medical examination required for enrollment

• No pre-existing condition clause• Guaranteed issue• Works with all three TRICARE options

(Standard, Extra, and Prime)• Complete TRICARE Supplement Plan

enrollment form to enroll and provide documentation if covering dependents

TRICARE Supplement Monthly Premiums

Employee Only $61

Employee plus One $120

Employee plus Two or More $161

Health Insurance

• Premium Conversion– Health insurance premiums are

automatically deducted pre-tax

Behavioral Health Benefits

• Employee Assistance Program (EAP)– 4 free visits per person, per occurrence,

per plan year

• Mental health, alcohol, and substance abuse coverage – inpatient or outpatient

Commonhealth

• Wellness program for Commonwealth of Virginia employees

• Includes health check screenings, programs, fitness center discounts, and challenges

Health Insurance – Enrollment Options

• Enrollment Form• Employee Direct

– Quick, easy, and available 24 hours a day from any computer with internet access

– Permits review and changes to health benefits and flexible reimbursement accounts in the Commonwealth’s Benefits Eligibility System

Remember, you have 30 calendar days from your date of hire to enroll in coverage!

ID Cards arrive 3-4 weeks after enrolling

Flexible Reimbursement Accounts (FRA)

• Allows employees to use pre-tax dollars to pay for certain medical and dependent care expenses

• Cannot claim these expenses on your taxes and utilize the FRA

• Medical Reimbursement Account – may claim expenses not covered by your health benefits plan

• Dependent Care Reimbursement Account – may claim expenses for the care of your eligible dependent

• You can enroll in one or both the accounts even if you are not enrolled in a state health insurance plan


• Funds cannot be transferred between the accounts• “Use it or Lose it” rule• May claim reimbursement for expenses incurred during the plan

year (July 1 – June 30)• Must submit all claims for reimbursement by September 30th of

each year• Must re-enroll in FRAs each year – your election does not roll

over from one plan year to another• Availability Rule

– Medical – entire election amount available at the beginning of the plan year

– Dependent Care – funds must be posted to the account in order to be claimed (available after payroll deductions)


• Minimum contribution - $10 per pay period• Maximum contribution

– Medical - $2,500– Dependent Care - $2,500 if married filing

separately or $5,000 if married filing jointly• Contributions must be made in whole dollar

increments• Monthly pre-tax administrative fee of $3.65

taken from paycheck on the 16th

FRA – Enrollment Periods(Same as Health Insurance)

• Newly Eligible

• Open Enrollment

• Qualifying Mid-Year Events (QMEs)

FRA – Enrollment Periods

• If newly eligible employee does not enroll within 30 calendar days of employment, then s/he may enroll during the next annual open enrollment period or with a qualifying mid-year event


• Anthem is the claims administrator• Additional FSA details may be found at

www.anthem.com/COVA• Online account access at

benefitadminsolutions.com/anthem• Elite Visa Benefit Card is available for the

Medical Reimbursement Account

http://www.anthem.com/COVA

EmployeeDirect

https://edirect.virginia.gov/Application.aspx

Available 24 hours a day

Step 1: Verify your registered e-mail address and date of birthContact a member of the Employee Benefits team if your information is incorrect. It will need to be corrected before you can use EmployeeDirect

Step 2: Create a passwordStep 3: Sign-upStep 4: Click and follow promptsStep 5: Ask questions if you need help

https://edirect.virginia.gov/Application.aspx

Retirement

• Full-time Classified employees are automatically enrolled in the Hybrid Retirement Plan (unless the employee has prior VRS Plan 1 or VRS Plan 2 service; then the employee is enrolled in VRS Plan 1 or VRS Plan 2, as applicable)

• Full-time Faculty may elect to participate in the Hybrid Retirement Plan or the Optional Retirement Plan – if no election is made within 60 days of eligibility, then the employee is automatically enrolled in the Hybrid Plan (unless the employee has prior VRS Plan 1 or VRS Plan 2 service; then the employee may choose between the applicable VRS Plan or the Optional Retirement Plan or default into the applicable VRS Plan)

• Employees with membership dates before July 1, 2010, who have not taken a refund and were vested by January 1, 2013, are covered under VRS Plan 1

• Employees with membership dates on or after July 1, 2010, who were not vested by January 1, 2013, are covered under VRS Plan 2

• Most employees with membership dates on or after January 1, 2014, will be eligible for the Hybrid Retirement Plan

• VRS Plan 1 and VRS Plan 2 members may opt-in to the Hybrid Plan between January 1, 2014, and April 30, 2014 with a July 1, 2014 effective date

• If employed on a full-time basis with another VRS employer, you will need to complete a form to designate which employer you choose to report your retirement

• myVRS

VRS Plan 1

• Defined benefit plan• Retirement benefit is based on your age, creditable service, and

average final compensation at retirement using a formula• Contribute 5% of your compensation on a pre-tax basis• Vested with 5 years of creditable service• Normal retirement age is 65• Full retirement at age 50 with 30 years of service or age 65 with

at least 5 years of service• Reduced retirement at age 50 with at least 10 years of service

or age 55 with at least 5 years of service• AFC is 36 consecutive months of highest base salary• Retirement multiplier in formula is 1.7%

VRS Plan 2

• Defined benefit plan

• Retirement benefit is based on your age, creditable service, and average final compensation at retirement using a formula

• Contribute 5% of your compensation on a pre-tax basis

• Vested with 5 years of creditable service

• Normal retirement age is social security retirement age

• Unreduced retirement benefits at the normal social security retirement age with at least 5 years of service or when age and service equal 90

• Reduced retirement at age 60 with at least 5 years of service

• AFC is 60 consecutive months of highest base salary

• Retirement multiplier in formula is 1.7% for service earned prior to January 1, 2013, and is 1.65% for service earned on or after January 1, 2013

Hybrid Retirement Plan

• Hybrid plan applies to most members hired on or after January 1, 2014

• VRS Plan 1 and VRS Plan 2 members may opt-in to the Hybrid Retirement Plan between January 1, 2014, and April 30, 2014, with a July 1, 2014 effective date

• Combines the features of a defined benefit and a defined contribution plan

• The defined benefit is based on your age, creditable service and average final compensation at retirement using a formula

• The benefit from the defined contribution plan depends on the contributions made to the plan and the investment performance of those contributions

• In addition to the monthly benefit payment payable from the defined benefit plan at retirement, you may start receiving distributions from the balance in your defined contribution account, reflecting the contributions, investment gains or losses, and any required fees

Hybrid Retirement Plan• Contribute 4% to the defined benefit component on a pre-tax basis • Contribute 1% to the defined contribution component on a pre-tax basis• May voluntarily contribute up to an additional 4% to the defined contribution component on a pre-tax basis (in .5%

increments)• If you contribute the full 5% to the defined contribution portion, employer will match 3.5% to the defined contribution

account (1% match on the first 1% and .25% match on each additional .5% contribution)• Voluntary contributions may be changed on a quarterly basis• Automatic escalation will occur every three years if a member is not contributing the full 5% - voluntary contribution

will increase .5% every three years unless the member opts out of the auto escalation • Vested in the defined benefit portion with 5 years of creditable service• 50% vested in the defined contribution portion after 2 years• 75% vested in the defined contribution after 3 years• 100% vested in the defined contribution portion after 4 years• Normal retirement age is the social security retirement age for the defined benefit component• Unreduced retirement benefits at normal social security retirement age with at least 5 years of service or when age

and service equals 90• Reduced retirement benefits as early as age 60 with at least 5 years of creditable service• Distributions on the defined contribution component are required by law at age 70 ½ but can be taken upon leaving

employment, subject to restrictions• AFC is 60 consecutive months of highest base salary• Service retirement multiplier is 1.0%

Virginia Retirement System (VRS) – Purchase of Prior Service

• Once you are an active member of VRS (Plan 1, Plan 2, or the Hybrid), you may be eligible to increase your benefit, or qualify for retirement at an earlier age by purchasing prior service credit

• Prior service is a period of service that has not been credited to your VRS service record because it was not covered by VRS or it was covered service for which you previously took a refund

Virginia Retirement System (VRS) – Purchase of Prior Service

• Types of service you may purchase include– Military leave of absence– Birth or Adoption leave of absence– Educational leave of absence– Non-covered service with a Participating employer (part-time

service, temporary service, etc)– Public service– Civilian service in the federal government– VRS refunded service– Active duty military service

• Better to buy sooner rather than later– Salary increases have cost implications– Window to buy the time is short

Optional Retirement Plan

• Defined contribution plan available to faculty only• Immediately vested• Retirement benefit is based on employer contributions and the

investment gains and losses on those contributions• Employer contributes 10.4% of creditable compensation under

Plan 1• Employer contributes 8.5% of creditable compensation and

employee contributes 5% under Plan 2• You choose investments from a range of funds offered under

the plan and assume all risks associated with those choices• May begin receiving benefits at termination of employment

regardless of age• Pay out options vary according to provider chosen• Provider choices for the ORP are TIAA-CREF and Fidelity

Optional Retirement Plan

• As a faculty member eligible for the ORP, you must– Complete an Election to Participate for Higher Education

(VRS-65) to indicate which retirement plan you are choosing

• If you choose the ORP, you must– Select the investment provider to which you want your

contributions sent and enroll with that provider– Designate the beneficiaries you wish to receive your account

in the event of your death

• You can change ORP providers during Open Enrollment which occurs in October each year effective the following January

Basic Life Insurance

• Provided to all full-time classified and faculty staff in VRS or ORP

• Natural death benefit equal to 2 times your annual salary– Annual salary rounded to next highest thousand and

multiplied by 2

• Accidental death benefit equal to 4 times your annual salary

• Employer pays the premiums• Minnesota Life Insurance Company is the carrier

Optional Life Insurance

• You may purchase additional life insurance coverage for yourself, spouse, and dependents

• You may purchase one, two, three, or four times your annual salary not to exceed $700,000

• You pay premiums through payroll deduction• Premiums for coverage for yourself and spouse are based on the coverage

amount and your age• Premiums for dependent children are flat amounts and based on the coverage

amount• You cannot cover your spouse and dependents without being enrolled in

optional coverage for yourself• Evidence of insurability is required when electing coverage amounts greater

than $350,000 for yourself, or electing Options 2, 3, or 4 for your spouse• Evidence of insurability is also required when electing coverage AFTER your 31

day initial eligibility period• Minnesota Life Insurance Company is the carrier

Designation of Beneficiary

• Order of precedence established by law for payment of Basic and Optional Group Life Insurance and retirement benefits– Spouse– Children and descendants of deceased children,

per stirpes– Parents equally or surviving parent– Duly appointed executor or administrator of your

estate– Next of kin

Family and Medical Leave Act

• Provides 12 workweeks of job-protected leave during a calendar year (26 weeks if using caregiver leave)

• Eligible employees:– 1 year of State service– Worked 1,250 hours in the 12 months immediately preceding the leave

• Leave granted for– Birth/Adoption of Child– To care for an immediate family member (child, parent, spouse)– Employee’s own illness/injury– Qualifying exigency arising out of the fact that your spouse, child, or parent

is on active duty or call to active duty status in support of a contingency operation as a member of the National Guard or Reserves

– To care for your spouse, child, parent or next of kin who is a covered service member with a serious injury or illness

Virginia Sickness and Disability Program (VSDP)

• Covers full-time classified employees and full-time faculty members who are active members of the VRS

• VSDP does NOT cover employees who elect the ORP

• Administered by Unum

• Return to Work Policy


• Sick Leave– Credited on January 10 based on

your first date of employment– May not be carried from one

calendar year to the next – No payment of unused sick leave

when you terminate employment– Used for absences due to personal

illness, injury or pregnancy and for doctor visits when disability benefits are not payable

– May use up to 33% of your sick leave for immediate family illness

– Leave amount increases based on years of service (5 yrs = 72 hours; 10+ years = 80 hours for full-time and 10+ years = 40 hours for part-time)

Employment Begin Date

Hours of Sick Leave

January 10 – July 9

64 – full-time

July 10 – January 9

40 – full-time


32 – part-time


20 – part-time


• Family and Personal Leave– Credited on January 10

based on your first date of employment

– May not be carried from one calendar year to the next

– No payment of unused family and personal leave when you terminate employment

– Used for absences due to personal and family reasons, as well as for personal illnesses or injuries

– Leave amount increases based on years of service (10+ years = 40 hours)

Employment Begin Date

Hours of Family and Personal Leave


32


16


• Short-term Disability– One year waiting period– Provides income protection

after 7 calendar days of absence if you become disabled and cannot work

– Provides up to 125 workdays of income replacement

– Amount of income replacement for days determined on months of state service you have when you go out

– Pre-disability job is protected and held while on STD

Months of State Service

100% 80% 60%

Less than 60

0 0 125

60 – 119 25 25 75

120 – 179

25 50 50

180 or more

25 75 25


• Long-term Disability– One year waiting period– Provides income replacement when you are

disabled and unable to perform the full duties of your job without any restrictions for a long period of time

– Begins at the conclusion of the 125 work days of short-term disability if approved by Unum

– Return to your pre-disability position is not guaranteed after you begin long-term disability and TCC can recruit for and fill your pre-disability position


• Long-term Care– Provided under VSDP – at no cost to VSDP participants– Provides up to $96 basic daily benefit with a two-year

lifetime maximum of $70,080 should you require assistance for an extended period of time

– Qualify when you are unable to perform 2 out of 6 activities of daily living (bathing, dressing, eating, continence, toileting, transferring)

– Benefits begin after a 90 day period following a certified, qualifying loss

– Can continue coverage by converting to individual policy if separating employment (including retirement)

Traditional Sick Leave Plan

• Covers employees who elect the Optional Retirement Plan

• 12 month employees accrue 5 hours of leave per pay period (15 days annually)

• 9 month teaching faculty accrue 4 ½ days per academic semester, awarded on the first day of each semester

• Carries over from year-to-year• Do not lose• ¼ paid out up to a $5,000 maximum at separation of

service if faculty member has 5+ years of continuous service with VCCS

Personal Leave

• Covers 9-month faculty who elect the Optional Retirement Plan

• 3 days of personal leave are granted to 9-month faculty at the beginning of the academic year

• Unused personal leave is converted to sick leave at the end of the summer term following the academic year for which it was granted

Annual LeaveClassified Employees

• Classified employees accrue annual leave based on years of service

Years of Service

Semi-monthly Accrual Rate

Maximum Carryover Limits

Maximum Payment Limits

Up to 5 years

4 hours 192 hours (24 days)

192 hours (24 days)

5 years 5 hours 240 hours (30 days)

240 hours (30 days)


288 hours (36 days)


288 hours (36 days)


336 hours (42 days)


336 hours (42 days)

Annual Leave12-Month Faculty

• Up-front leave is granted on the effective date of employment

• Cannot carry forward more than the maximum limit each January

• Upon separation, unused annual leave is paid out up to the maximum payout limit

Up Front, Upon Hire

Accrual Per Pay Period

Maximum Accrual Per Year

Maximum Carry Forward Limit

Maximum Payment Limit

Executives, Senior Administrators

96 Hours

12 Days

8 Hours 192 Hours

24 Days

192 Hours

24 Days

192 Hours

24 Days

Administrators, 12-month teaching faculty

84 Hours

10.5 Days

7 Hours 168 Hours

21 Days

168 Hours

21 Days

168 Hours

21 Days

School Assistance and Volunteer Service Leave

• Up to 16 hours per calendar year• Leave may be used to meet with teachers of

school-aged children, attend a school function, to volunteer in a school, etc.

• Leave may be taken in 1 hour increments• Leave does not carry over from year to year

Civil and Work Related Leave

Provided with pay to • Appear in court or related proceedings as

witness, or on jury duty• Serve on State councils or other bodies• Resolve work-related conflicts• Participate in employment discrimination

complaint resolution• Attend administrative hearings• Interview for other state positions

Military Leave

• Granted to members of the armed forces who are ordered to active duty

• May be used in the form of paid and unpaid leave

• Contact the Office of Human Resources if you are called to active duty military service

Leave Sharing

• Employees covered under the Traditional Sick Leave Plan may request donated annual leave if the employee experiences leave without pay due to– personal illness or injury– A family member’s illness or injury for which the employee is using

Family & Medical Leave• Employees covered under VSDP may request donated annual

leave if the employee experiences leave without pay due to a family member’s illness or injury for which the employee is using Family & Medical Leave

• A donor can authorize in minimum increments of 8 hours• No limit on the number of annual leave hours that may be

donated• 9 month faculty are eligible to receive donated leave, but cannot

donate since they do not accrue and earn annual leave

Long-Term Care• Administered by Genworth• Voluntary benefit offered to

– classified employees who work a minimum of 20 hours per week– Salaried faculty – full-time and part-time including adjuncts– Other employees, as determined and defined by the employer who

work 29 or more hours per week • May cover yourself, spouse, parents, step-parents, parents-in-law,

grandparents, step-grandparents, grandparents-in-law, and adult children ages 18-79

• Guaranteed issue for the employee when enrolling within 60 days of your hire date

• May choose a monthly benefit amount between $3,000 and $7,500, choose a total coverage amount based on 2, 3, or 5 years, and may choose a benefit increase option

• Premiums are based on your age and benefit choices at the time of purchase – payroll deduction is not available for this benefit

Deferred Compensation

• Effective 1/1/2008, all newly hired and re-hired salaried state employees will be enrolled automatically in the Commonwealth of Virginia 457 Deferred Compensation Plan

Deferred Compensation

• Supplement to employer provided retirement plan (VRS Plan 1, Plan 2, Hybrid or ORP)

• Your contributions are made automatically through payroll deduction on a pre-tax basis – immediately vested

• You pay federal and state income taxes only when you receive the money from your account – no IRS penalty for withdrawal prior to age 59 ½

• ICMA-RC is the provider

Automatic Enrollment

• ICMA-RC will mail a packet to your home address – Automatic Enrollment Notice - within your first month of employment

• The Commonwealth will contribute $20 per paycheck to the Plan unless within 90 days of receiving the Automatic Enrollment Notice you:– Actively enroll in the Plan– Begin contributing to a 403(b) arrangement– Opt out of participation

• Automatic contributions will begin approximately 120 days from your employment date

• Automatic contributions will be invested in the default investment fund – the target date portfolio closest to your date of birth – participant must take active control of the account to change the investment option

Deferred CompensationActive Control of Account

• You choose the amount you want to save, subject to tax code and Plan limits – minimum is $10 per pay period and annual limit to plan is $17,500 for 2014

• Can start/stop/increase/decrease deductions – changes are effective the first of the month following the month in which the change is made

• State contributes 50% of your contribution or $20 per paycheck, whichever is less – if you are a Hybrid plan participant, then you must contribute the maximum voluntary contribution to that plan before you are eligible for cash matching contributions on the deferred compensation contributions

Deferred CompensationOpting Out

• May opt out within the first 90 days of receiving Automatic Enrollment Notice– Opt out by going online or calling ICMA-RC– No paper form to opt out

• No deferral will be taken if you opt out within the first 90 days of notice

• May also opt out within 90 days of first deferral– Receive a refund of deferrals and any earnings– ICMA-RC will send a 1099 reflecting the refund and any

earnings

403(b) Plan

• Supplement to employer provided retirement plan (VRS Plan 1, Plan 2, Hybrid, or ORP)

• Your contributions are made automatically through payroll deduction – immediately vested

• You pay federal and state income taxes only when you receive the money from your account – 10% IRS penalty for withdrawals prior to age 59 ½

• You choose the amount you want to save, subject to tax code and Plan limits – minimum is $10 per pay period and annual limit to plan is $17,500 for 2014

• Can start/stop/increase/decrease deductions at any time• State contributes 50% of your contribution or $20 per paycheck, whichever is

less • Automatically enrolled in the cash match plan when you sign up provided you do

not already receive cash match under the 457 plan• If you are a hybrid plan participant, you must contribute the maximum voluntary

contribution to the defined contribution portion of the plan in order to be eligible to receive cash matching contributions on the 403(b)

• Several providers to choose from

Commonwealth of Virginia Provider Listing

• Listing of companies that offer voluntary insurance plans and services (i.e., life insurance, short and long-term disability, cancer policies, annuities, pre-paid legal services, etc.)

• Some of the companies on the listing pay the administrative fee for payroll deduction and others do not – fee for post-tax and pre-tax deductions is 35 cents per pay period

529 Plan• Virginia Education Savings Trust

– Offers selection of investment funds– Investments subject to market conditions

• Virginia Prepaid Education Program– Program backed by statutory guarantee– Lock in future costs of tuition and fees at Virginia public

colleges• College America

– Offers a range of American Funds portfolios• College Wealth

– Offers FDIC-insured bank deposit accounts• Earnings grow tax free• Can use at colleges throughout the country

Credit Union Membership

• TCC employees may join either the Virginia Credit Union or the Old Dominion University Credit Union

• Links to the credit unions websites can be found on the Employee Benefits Page of the TCC website

TCC Benefits Webpage

• Contact information

• Links to forms and provider websites

• Link to EmployeeDirect

http://www.tcc.edu//welcome/collegeadmin/administrative/hr/benefits/index.htm

Questions?

• TCC Office of Human Resources - Benefits– 822-1706; 822-1916

• Health Insurance– Anthem – 1-800-552-2682– Delta Dental – 1-888-335-8296– Aetna – 1-855-414-1901

• Flexible Reimbursement Accounts– 1-877-451-7244

• Virginia Retirement System– 1-888-827-3847

• Optional Retirement Plan– TIAA-CREF – 1-800-842-2776– Fidelity – 1-800-343-0860

• Minnesota Life Insurance Company– 1-800-441-2258

• Unum– 1-800-652-5602

• Long-Term Care– Genworth -1-866-859-6060

• ICMA-RC (Deferred Compensation Plan)– 1-877-327-5261

Documents

Benefits Program 2013 – 2014 Plan Year. Benefits Offered Health Insurance Flexible Reimbursement Accounts Retirement –VRS Plan 1 –VRS Plan 2 –Hybrid Retirement