This page is part of the 2016 Lane website archive, and is presented for historical reference only.

Part Time Faculty Benefits

PART TIME FACULTY BENEFITS

2016-2017 Part-time Faculty Benefit Information (.200 FTE - .500 FTE)

General Summary of Benefits, Eligibility, and More

Health Insurance Plan Comparisons - medical, dental, vision

Rate Chart

Medical Insurance - MODA (administered by OEBB)

Alder Plan (Synergy network only)

Benefit Handbook

Summary of Benefits and Coverage

Birch Plan (PPO and Synergy network options)

Benefit Handbook: PPO network, Synergy network

Summary of Benefits and Coverage: PPO network, Synergy network

Cedar Plan (PPO and Synergy network options)

Benefit Handbook: PPO network, Synergy network

Summary of Benefits and Coverage: PPO network, Synergy network

Dogwood Plan (PPO and Synergy network options)

Benefit Handbook: PPO network, Synergy network

Summary of Benefits and Coverage: PPO network, Synergy network

Dental Insurance (administered by OEBB)

Dental Plan 1 (MODA) - Benefit Handbook

Dental Plan 4 (MODA) - Benefit Handbook

Dental Plan 8 (Willamette Dental) - Benefit Handbook

Vision Insurance (administered by OEBB)

Opal Vision Plan (MODA) - Benefit Handbook

General Notice of COBRA Continuation Rights

Life and AD&D Insurance - The Standard (administered by OEBB)

Optional Life Insurance Rates: Employees can elect to enroll in optional life insurance coverage. The premium is paid 100% by the employee via payroll deduction.

Optional AD&D Insurance Rates: Employees can elect to enroll in optional accidental death and dismemberment insurance. The premium is paid 100% by the employee via payroll deduction.

Long Term Care Insurance - UNUM (administered by OEBB)

Long Term Care: Employees can choose from various coverage options. Rate is based on enrollment selections and age at time of enrollment. The premium is paid 100% by the employee via payroll deduction.

Rates

Employee Assistance Program - Reliant Behavorial Health (access code: oebb) (administered by OEBB)

Employee Assistance Program: This service provides the employee and eligible dependents up to six (6) free confidential counseling visits per plan year.

Other Benefits Available

Employee Health Clinic

The Health Clinic provides a broad range of health care services available to Lane students and employees. They offer services including treatment for acute illnesses, minor injuries, and chronic conditions. They also provide information and referrals to community resources. There is a mandatory deduction of $2.00 per paycheck for access to these services.

Paid Leave

Sick Leave: Employees accrue at the rate of eight (8) hours per month, prorated based on FTE, with no maximum balance restrictions. Upon separation of employment, unused sick leave is not paid out; however, allowed unused sick leave shall be used in accordance with the Public Employees Retirement System (PERS) procedures to compute retirement benefits. Additionally, unused sick leave from prior PERS employment may be eligible to transfer to Lane. Upon transfer, the hours are added to the employee's available sick leave balance and become immediately available for use.

Personal Leave: Employees are granted up to eight (8) hours of personal leave per year. Eight (8) hours are granted with the first paycheck of Fall term (Oct 25) for those with an active Fall term assignment. Employees not working Fall term but have an active Winter term and/or Spring term assignment receive four (4) hours of personal leave with the first paycheck of Winter term (Jan 25) or the first paycheck of Spring term (April 25), whichever comes first. Hours not used by the last paycheck of the preceding academic year (Aug 25) are forfeited.

Emergency Leave: In the event of a critical illness, accident or death of an employee's immediate family member, up to five (5) days of paid emergency leave is granted for each occurence. The use of emergency leave is granted by Human Resources. See contract for definition of immediate family member.

Retirement (administered by PERS)

To establish PERS membership, an employee must work a minimum of 600 hours in a calendar year (hours worked while also a full-time student do not accumulate toward this minimum), complete a six-month waiting period as defined by PERS, and still be employed at least one day following the waiting period. Once membership is established the College will pay the employee contribution each pay period, which is currently 6% of gross salary. Any calendar year an employee does not work at least 600 eligible hours is ineligible for PERS contributions. Upon separation of employment, an employee may cash out, rollover or otherwise withdraw the contributions made to PERS account but may be subject to a new six-month waiting period in the future if re-employed in a PERS qualifying position, with any PERS employer.

If you are already an active member of PERS or a PERS retiree, please notify Human Resources right away so that appropriate action may be taken.

Disclaimer: PERS membership and eligibility is governed by the laws and regulations of the State of Oregon. The information provided here is a just a brief summary. Detailed information on the PERS program, including membership and benefits is available at www.oregon.gov/pers.

Section 125 Flexible Spending Account (administered by Polestar Benefits Inc.)

This voluntary benefit offers employees the opportunity to have money deducted from payroll on a pre-tax basis for reimbursement of eligible medical, dental, vision, and/or daycare expenses.

Tax Sheltered Annuities and Deferred Compensation (administered by CCC)

This voluntary benefit offers a list of Tax Sheltered Annuity and Deferred Compensation providers for employees to contribute additional dollars to a personal retirement account. Contributions are made through payroll deduction on a pre-tax basis under IRS tax codes 403(b) and 457.

Tuition Waivers

Part-time credit faculty working .200 FTE or greater shall be eligible for a one (1) class tuition waiver per term. The tuition waiver may be taken anytime that term or during the next three (3) following term; however, all waivers earned or accrued must be used within each fiscal year cycle (July - June annually). Waivers earned or accrued in Winter and/or Spring term(s) must be used by the immediate following Summer term and shall not be carried forward into the next academic year. Employees applying to Human Resources shall be granted an exception that allows accrued waivers to be used beyond the fiscal year. Applications to Human Resources for accrual exceptions must be made by June 30, annually.

This benefit is also extended to qualified dependents defined as spouse, domestic partner, persons for whom the employee is a legal guardian, or an IRS dependent.

2015 - 16 Plan Year