The State of Washington provides health and related insurance coverage to eligible employees as a benefit of employment. Through the Health Care Authority, the state provides medical and dental coverage to employees beginning on the day they become eligible.
The Health Care Authority is an independent state agency whose administrator is appointed by the governor and confirmed by the senate. It was created by the legislature to administer health care and other benefit programs for eligible state employees, retirees, and their dependents. The HCA administers the Uniform Medical and Dental Plans and contracts with managed care plans for prepaid health care benefits. The duties of the Health Care Authority are described in chapter 41.05 of the Revised Code of Washington (RCW), and administrative rules are contained in Chapters 182-08 and 182-12 of the Washington Administrative Code (WAC). To obtain a copy of the Health Care Authority WAC's, request a copy from the Office of Human Resources.
The Public Employees Benefit Board (PEBB) was created within the HCA to design and approve health care benefits for state employees and retirees. By law, the board is responsible for establishing eligibility policies for plan participation (defining who can enroll in PEBB plans), designing the benefits to be provided under the Uniform Medical and Dental Plans, and approving benefit plans of the other contracting health care plans. The board meets monthly during the year to review benefit and eligibility issues, and in the spring of each year conducts an annual review of policy in these areas.
Faculty who are employed on a quarter to quarter basis become eligible for employer paid benefits beginning with the second consecutive quarter of half-time or more employment at one or more state institutions of higher education. Half-time is defined by Clover Park Technical College as an average of 18.75 hours per week. For determining eligibility, Spring and Fall may be considered consecutive quarters.
The employee shall have the responsibility each quarter to notify the college, in writing, of the multiple employment that in combination would make them eligible for benefits. Once enrolled, if a part-time faculty member does not work at least a total of half-time in one or
more state institutions’, eligibility for the employer contribution ceases. The employee may elect to self-pay for a maximum of four quarters. For more information about benefits for part- time faculty, please contact the Payroll/Benefits Office, Ext. 5836.
Employees have a selection of several medical insurance plans, along with dental plans, to provide a very comprehensive medical/dental package. The college pays the cost of the chosen plan for employees and eligible dependents. The college pays the cost of the chosen plan for employees and eligible dependents. Additional information and the details of coverage (to include eligibility requirements) are provided during orientation of each new employee and are available on an ongoing basis from the Payroll/Benefits.
A basic life insurance policy and accidental death and dismemberment insurance is provided to employees at no cost. Additional insurance may be purchased at low group rates. Contact the Payroll/Benefits for details.
The college offers employees a basic long-term disability insurance plan which provides benefits for injuries sustained on or off the job. Additionally, the college contributes to the State Workers' Compensation Plan which provides benefits for job-related injuries. An optional long-term disability plan is available to permanent employees at low group rates. Contact the Payroll/Benefits Office for details.
The Committee for Deferred Compensation was created by the State Legislature to develop, implement, and oversee a tax advantaged savings plan for state employees. The Deferred Compensation Plan is a supplemental retirement plan and is administered on a nonprofit basis. You may enroll at any time.
The Dependent Care Assistance Salary Reduction Plan (CDA) allows you to reduce your taxable salary by setting aside a "before-tax" portion of your gross earnings to be used to reimburse eligible dependent care expenses.
Information and brochures for both of these plans are available from the Payroll/Benefits Office.
The Family and Medical Leave Act was enacted on February 5, 1993, and became effective for collective bargaining groups February 5, 1994. This act requires employers with 50 or more employees to provide up to twelve weeks of unpaid leave per year to eligible employees who want the leave because of the birth of a child or placement of an adopted or foster care child, to take care of a child, spouse, or parent who has a "serious health condition," or for the employee's own serious illness. While on leave, employees are entitled to continued health benefits. Upon return, almost all employees are entitled to be restored to their former positions or equivalent positions and resume their careers where they were before the leave. To request this leave, follow the same applicable procedure as requesting any other type of leave. Highlights of the Leave Act:
The state leave sharing program allows state employees to donate vacation leave, sick leave or personal holidays to a fellow state employee who has been called to active service in the uniformed services or who is suffering from or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused, or is likely to cause, the employee to take leave without pay or terminate his or her employment. Any Clover Park Technical College employee who accrues sick leave or annual leave is eligible to apply for shared leave. If the employee has depleted or will shortly deplete his/her annual and sick leave reserves, the employee may submit a request for shared leave to the Benefits Specialist. The employee must submit a medical certificate from a licensed physician or health care practitioner verifying the employee's required absence, the medical problem, and expected date of return to work. In the case that the employee has been called for active service in the uniformed services, the employee must submit, prior to the approval or disapproval, a copy of the military orders verifying the employee’s required absence. The employee will be informed in writing of the approval/disapproval of the request. The employee must use all other leave balances such as sick leave, annual leave, and personal leave, prior to receiving shared leave. Employees on shared leave will receive all regular benefits and leave accrual. Accrued leave must be used consecutively and may not be interspersed. Employees may not receive more than 261 days leave under this program. Employees receiving time lost compensation or other types of disability payments are not eligible for shared leave.
Employees who accrue annual leave or sick leave may donate leave to any employee requesting shared leave. When an employee wishes to share leave, the donation will be made on a Donation Request Form and submitted to the Office of Human Resources. The donated leave is deducted from the donors compensable sick leave balance.
Employees may donate any amount of sick leave provided the donation does not cause their sick leave balances to fall below 176 hours after the transfer.
Note: RCW 41.04.665 allows employees of higher education institutions who do not accrue annual leave but do accrue sick leave to donate sick leave. The donation cannot cause the employee’s sick leave balance to fall below twenty-two (22) days.
When an employee wishes to share leave, the donation will be made on a Donation Request Form and submitted to the Benefits Specialist. The donated leave is deducted from the donor's compensable annual leave balance. The donating employee may not donate an amount of hours which would drop their annual leave balance below ten 80 hours nor may employees donate excess annual leave they would not be able to take due to an approaching anniversary date. Any donated leave may only be used by the recipient for the purposes specified in this section. Any shared leave not used by the recipient during each incident/occurrence shall be returned to the donor(s). The shared leave remaining will be divided among the donors on a prorated basis based on each donor’s original donation.
In addition to donating sick or annual leave, the donating employee may donate all or any part of a personal holiday in accordance with WAC 356-18-025. When an employee wishes to share leave, the donation will be made on a Donation Request Form and submitted to the Office of Human Resources.
Incentive buyback will be administered according to applicable collective bargaining agreements and state law. The purpose of this policy is to implement Sections 5 and 6 of Chapter 182, Laws of 1980, which provide for monetary compensation for unused, accrued sick leave for eligible state employees under specific conditions. Commencing in January of 1992 and each January thereafter, each eligible current CPTC employee may elect to convert excess sick leave to monetary compensation as provided in this section.
Eligible Employees: Each person who is employed by Clover Park Technical College District No. 29 as of January 1, 1992, or thereafter and who subsequently terminates employment due to either retirement or death may personally, or through his or her estate in the event of death, elect to convert all eligible, accumulated, unused sick leave days to monetary compensation as provided in this section: PROVIDED, that "vested out-of-service" employees who terminate employment but leave funds on deposit with a state retirement system shall not be considered to have retired or to be an eligible employee for the purpose of this section.