CSN Employee Benefit Highlights - Faculty and Professional Staff
Here are some of the highlights with respect to employee benefits afforded to Faculty and Professional Staff. This listing does not include all the facts and nuances about these programs, if you have any questions about these benefits, please contact The Human Resources Office at (702) 651-5800.
BENEFITS SUMMARY
HEALTH BENEFITS
• Healthcare coverage includes medical, prescription, dental, and vision
• Three choices for health care coverage
• Low Deductible PPO Plan ($500 individual or $1000 family) *Deductible reduced by 50% for those employees who complete a “Health Assessment Questionnaire.”
• High Deductible Major Medical PPO Plan ($2000 individual or $4000 family) *Deductible reduced by 50% for those employees who complete a “Health Assessment Questionnaire.”
• HMO Plan
• PPO Participants also have a $2500 wellness benefit that covers preventive care including annual physicals and examinations. The wellness benefit is not subject to a deductible and has no co-pay
• Employees participating in the health plan also receive the following benefits:
• $20,000 basic life insurance for the employee
• $20,000 accidental death and dismemberment insurance
• $2,000 basic life insurance for the employee’s dependents.
• Long Term Disability that pays a benefit of up to 60% of your pre-injury wage to a maximum of $7500 per month if you have been disabled for at least 180 days.
• $50,000 business travel insurance
RETIREMENT BENEFITS
• Mandatory 401(a) retirement plan that provides immediate vesting
- Employee contributes 10.5% of his salary pre-tax with a matching 10.5% from the employer up to a maximum salary of $220,000
- Employee has control over how monies are invested
• Two supplemental retirement plans that are both tax-deferred
- 403(b) plan – employees can defer as much as $15,000.00 for 2006. Employees over age 50 can defer an additional $5,000.00 for 2006.
Employees can open an account with TIAA-CREF, VALIC, or Fidelity.
- 457 plan – employees can defer as much as $15,000.00 for 2006. Employees over age 50 can defer an additional $5,000.00 for 2006.
Employees can open an account with ING or Hartford.
• No Social Security taxes are withheld. However, Social Security benefits may be reduced if you are receiving retirement benefits under this plan. That reduction is called the Windfall Elimination Provision (WEP). If an employee has 30 years of substantial earnings under Social Security, they will not be subject to the WEP.
MEDICARE
• CSN participates in Medicare. The employee pays 1.45% of gross salary and the College pays 1.45% of gross salary.
LEAVE & HOLIDAYS
• Annual Leave. Two days per month, accrued monthly. Employees can carry forward a maximum of 48 days from one fiscal year to another. Academic Faculty on 10-month contracts are not eligible for annual leave.
• Sick Leave. 30 days credited on hire; two days per month after the first 12 months, accrued monthly. Employees can carry forward a maximum of 96 days from one fiscal year to another
• Holidays. 11 paid holidays per year including: New Year's Day, Martin Luther King, Jr.'s Birthday, President's Day, Memorial Day, Independence Day, Labor Day, Nevada Day, Veterans' Day, Thanksgiving Day, Family Day and Christmas Day.
EDUCATIONAL BENEFITS
• Grant in Aid Benefits allow an employee to pay for courses at a reduce rate. GIA benefits are available to all academic, and professional staff members.
• GIA benefits are also available for dependents of academic and professional staff members.
SECTION 125 PLAN OPTIONS
• Health Insurance Premiums are pre-taxed under the College’s Section 125 plan.
• Medical Flexible Spending Account
- Employees can participate in a Medical FSA by contributing up to $6000 per fiscal year to cover out of pocket medical expenses including certain over the counter medication.
- Medical FSA participants are automatically issued a debit card to use to pay for medical expenses. The debit card functions as a regular MasterCard.
• Dependent Care Flexible Spending Account
- Employees who have children under the age of 12 or adult dependents can defer up to $5000 per fiscal year to cover child care or elder care expenses.
- Dependent Care FSA participants may enroll in automatic monthly reimbursement, eliminating reimbursement delays for out of pocket expenses.
• FSA Administrative Fee. Participation in the Medical FSA or Dependent FSA requires an administrative fee per year on an after-tax basis (for one or both plans).
SUPPLEMENTAL BENEFITS (EMPLOYEE PAID)
• Term Life Insurance – The College offers term life insurance through two companies (Western Insurance Services and Standard Life Insurance). Both companies offer guarantee issue coverage for new hires:
• Standard Life Insurance – new hires are eligible to purchase up to $100,000.00 for themselves without proof of good health and up to $20,000.00 for their spouse. Employees must elect coverage within 60 days of benefit eligibility.
• Western Insurance Services – new hires are eligible to purchase up to $150,000.00 for themselves without proof of good health and up to $30,000.00 for their spouse. Employees must elect coverage within 60 days of hire. Life Insurance policy is underwritten by Aetna.
• Long Term Care Insurance - The College offers a Long Term Care Benefit through Unum Provident. New hires that elect coverage within 30 days of employment do not need to complete a medical questionnaire. Open enrollment thereafter with proof of good health.
• Cancer Care Insurance – The College offers two types of cancer plans for employees through American Fidelity. Both plans provide coverage for actual charges incurred by a covered person for the treatment of cancer, leukemia, or Hodgkin’s Disease, subject to certain maximum amounts. The plan is available to employees under the age of 65 who have not previously been diagnosed as having cancer. Employee only and family plans are available. Open enrollment, subject to health questionnaire.
• Short Term Disability – The College offers Short Term Disability insurance through American Fidelity. The plan pays a benefit of up to 60% of the employee’s pre-injury wage once the employee has been disabled for at least 15 days. The plan provides benefits up to 26 weeks of disability. Open enrollment; no proof of good health.
• Hospital Indemnity Plan – The College offers a cash-per-day “voluntary indemnity plan” through AFLAC. The plan pays benefits for daily hospital confinement for illness or for accident related events. Additional benefits are payable when you have a surgical procedure. Cash benefits are paid directly to you.
If you have any questions or comments about any of the information contained on this or other Human Resources pages, please e-mail HRCustomerService@csn.edu.
