MEDICAL, DENTAL AND VISION INSURANCE
Section 36-12-2 of the General Laws provides that all State employees are entitled to hospital care and surgical/medical benefits.
Employees may choose individual or family coverage under UnitedHealthCare PPO Plan as well as Delta Dental of RI and Vision Service Plan. All employees share the cost of premiums as follows: Non-classified employees contribute for individual coverage 9% (total salary under $75,000) or 11% (total salary $75,000 and over) of the monthly cost; for family coverage non-classified employees contribute 6% (total salary under $35,000), 9% (total salary between $35,000 to $75,000) or 11% (total salary $75,000 and over); Classified employees contribute 2.5% of base salary and 0.5% of other wages.
Employees who are covered by a spouses plan (or another plan) may elect to waive medical coverage and become eligible for an annual reimbursement of up to $2002 (treated as taxable income).
Coverage is effective as of the date of hire. If coverage is not elected at the time of hire, employees may not reenter the plan until the next open enrollment (effective July 1st) unless a "Change in Family Status" is experienced. Change in Family Status is defined as, marriage, death of a spouse or child, birth or adoption of a child, divorce or legal separation from a spouse and termination of spouse’s employment or reduction in spouse’s hours or employment resulting in loss of benefits.
Waiver Of Health Coverage
Employees who are covered by another medical plan and do not choose to elect medical coverage may be eligible for the Waiver of Health Coverage option. The option to waive coverage may be exercised during the open enrollment period. Proof of coverage under another plan is required. Employees may also waive dental and/or vision plans if desired with no additional reimbursement.
VACATION, SICK AND PERSONAL ACCRUALS
Faculty (only) accrue 15 sick days each year up to a maximum accrual of 120 sick days. Staff (only) may accrue up to 22 vacation days, 15 sick days and 4 personal days each year.
Employees are immediately eligible for 10 official holidays (plus general election of State officials - Election Day, when it occurs) provided they continue to be designated as such by the General Assembly.
BASIC GROUP LIFE INSURANCE & OPTIONAL LIFE INSURANCE
Basic Group Term Life Insurance and Accidental Death and Dismemberment Insurance (AD&D):
Section 36-12-6 of the General Laws provides that all eligible State employees are entitled to participate in the Group Term Life Insurance and AD&D Plan provided by the Aetna Life Insurance Company.
The amount of basic insurance coverage will be equal to the basic annual compensation rounded up to next highest multiple of $1000. Employees contribute at the rate of $.2446 per $1000 of life insurance coverage per pay period (biweekly) on a pre-tax basis, unless the pre-tax option is waived (see AFLAC). Example: an employee’s base annual salary is $15,200; life insurance will equal $16,000 and cost $3.91 per pay period. The pre-tax option will apply to the first $50,000 of the aggregate amount of basic and supplemental life insurance coverage, thereafter, premiums will be deducted on an after-tax basis. The amount of insurance coverage may increase/decrease resulting from changes in salary.
Supplemental Group Term Life Insurance :
The Supplemental Group Term Life Insurance provides the opportunity to supplement the Basic Group Term Life Insurance coverage at a rate of one time the annual salary rounded up to the next highest multiple of $1000. The premium for the Supplemental Group Term Life Insurance is based on age and is subject to change. Applicable supplemental life insurance coverage premiums are deducted per pay period (biweekly) on a pre-tax basis, unless the pre-tax option is waived (see AFLAC). The pre-tax option will apply to the first $50,000 of the aggregate amount of basic and supplemental life insurance coverage, thereafter, premiums will be deducted on an after-tax basis. The amount of insurance coverage may increase/decrease resulting from changes in salary.
LONG TERM DISABILITY INSURANCE
Employees eligible for participation in the Long-term Disability Insurance Plan include: regular non-classified employees who work 20 hours or more per week (or 1/2 time for faculty), who have at least 12 months of continuous service, who have attained the age of 30 and a condition of whose employment is participation in the College 403 (b) Defined Contribution Retirement Plan. Rhode Island College pays the full cost of the long-term disability insurance. Employees are automatically included in the plan on their eligibility date and are issued a certificate of coverage.
Employees who become totally disabled (as defined by the Plan), may be eligible to receive a monthly benefit equal to 60% of their monthly wage base reduced by social security and other "Benefits From Other Sources." The plan also provides a Monthly Annuity Premium Benefit equal to 14% of their monthly wage base, which is credited to their College Retirement Plan. Both benefits increase annually by 3% after 36 months. Benefits start after the end of the 6-month waiting period. Certain maximum and minimum benefit amounts may apply and time limits based on age may also apply. Temporary appointment employees are not eligible for long term disability coverage. Non-classified employees who participate in the Rhode Island Employees' Retirement System (RIERS) will be enrolled when eligible in the long-term disability income protection only.
Retirement Account (RA) / 403 (b) Defined Contribution Plans:
The Rhode Island Board of Higher Education provides a Retirement Account (403 (b) defined contribution plan) to the following: regular faculty, faculty with term appointments, regular non-classified administrative staff, and temporary and limited appointment employees in non-teaching positions whose appointment is for a period greater than six months and who work at least one-half time. Participation at the appropriate time is required as a condition of employment.
Employees under age 30 may enroll voluntarily after two years of service at RIC (or tow years of qualified service (proof required) at any institution of higher education). Enrollment is required after two years of service at RIC and attaining age 30. Employees who have at least 5 years of previous related experience (internships and graduate assistant work excluded), and who are at least age 30, are eligible to voluntarily enroll upon employment. Employees who participate in the RA will have a College contribution equal to 9% of base salary made on their behalf to the plan of their choice. Eligible employees must make contributions to their RA (403 (b) plan) at a minimum rate of 5% of their base salary up to the maximum allowed by law. Employee contributions may be elected on a tax-deferred or after-tax basis and may be changed at anytime. College and employee contributions may be allocated to TIAA-CREF, MetLife, or VALIC and transferred among the available funds as desired (some provider limits may apply.)
Rhode Island Employees’ Retirement System (RIERS):
Employees who are active members of the State of Rhode Island Employees’ Retirement System may remain in that system or may participate in one of the authorized 403 (b) Retirement Accounts when eligible. The decision regarding election of remaining in the RIERS or enrolling in one of the authorized RA’s must be made within 60 days of employment. Employees may not contribute to both the State of Rhode Island ERS and the College RA. For more information about RIERS visit www.ersri.org/home.jsp
Supplemental Retirement Account (SRA):
Employees who currently participate in the Employees’ Retirement System or the Retirement Account (403 (b) plan) may establish a Supplemental Retirement Account (SRA) with TIAA-CREF, MetLife or VALIC. Refer to RA (403 (b) defined contribution plan) above. The SRA also provides personal loan options. All employees and new employees who are not eligible to participate in the RA, may elect to participate in an SRA at any time and contribute up to the maximum allowed by law.
Deferred Compensation Plan (457(b):
Employees who currently participate in the Employee’s Retirement System or the 403(b) Retirement Account may establish a 457(b) Deferred Compensation Plan with TIAA/CREF, AIG/VALIC or ING. All employees may elect to participate in a 457 (b) Plan at any time and contribute up to the maximum allowed by law.
Retiree Health Care Insurance Benefit
The Board of Governors has established a retiree health insurance plan for employees who participate in the Board’s Alternate Retirement Plan. This includes employees whose primary retirement plan is funded through TIAA/CREF, Metropolitan, or VALIC. A small contribution .25% ( ¼ of 1%) by the employee will be deducted from each employees paycheck. Non-Union employees have a one time option to elect or decline participation.
AFLAC FLEX ONE PLAN/CAFETERIA PLAN
AFLAC administers the State of Rhode Island Cafeteria Plan. All of the following programs are voluntary and are available through the AFLAC Flex One Plan/Cafeteria Plan. Any associated premiums will be deducted on a biweekly basis from pay before or after taxes as elected.
Cancer Expense Protection:
The Cancer Expense Plan pays benefits directly to the employee or any covered person under the policy when diagnosed as having internal cancer. The Cancer Expense Plan is designed to provide funds to help cover the extra expenses associated with cancer treatment such as experimental treatments, blood and plasma received, ambulance transportation, daily lodging, hospice, etc. The Plan also provides an annual Cancer Screening Wellness Benefit when a covered person receives a cancer screening such as mammogram, Pap smear, flexible sigmoidoscopy, colonoscopy, biopsy, PSA, etc.
Personal Short-Term Disability (Income Protection Insurance):
AFLAC’s Personal Short-Term Disability Insurance may help to provide an additional source of income, if an employee becomes disabled due to sickness or off-the-job injury. An employee who works full-time (30 or more hours a week) and is totally disabled within 90 days of a covered sickness or off-the-job injury, AFLAC will pay a benefit for each day they remain totally disabled (unable to perform the material and substantial duties of their occupation.)
Child or Dependent Care Assistance Program:
The Dependent Care Assistance Program is a Flexible Spending Account which allows employees to pay for qualified dependent care expenses incurred by them and their family. Employees may contribute up to $5,000 each calendar year on a pre-tax basis to pay for eligible dependent care expenses.
Pre-tax Options (Salary Redirection):
Any premiums paid by an employee for medical, life, cancer, hospital or dependent care through payroll deductions, may be elected on a pre-tax basis.
FEDERAL AND STATE REQUIREMENTS
Federal and State Withholding of Taxes:
Provisions of the Federal Withholding Tax Law require the College to withhold Federal Income Tax and Rhode Island State Income Tax from gross earnings or adjusted gross earnings.
Social Security:
Chapter 7, Title 36, of the General Laws of 1956 and State/Federal agreements provide for social security coverage for State employees. Employees in part-time and temporary positions may be excluded from coverage. The social security payroll deduction (FICA) will be automatically terminated when the calendar year earnings have reached the maximum and will be subsequently reinstated with the first paycheck in the ensuring calendar year. The maximum annual earnings taxable for calendar year 2007 is $97,500 at a rate of 6.20% for Social Security. The deduction for Medicare HI (health insurance, FICA-HI) is at the rate of 1.45% on all earned salary.
Unemployment Compensation:
Should termination occur, employees may be eligible to receive unemployment compensation benefits subject to the evaluation and decision of the Rhode Island Department of Labor and Training.
RI-TDI
Rhode Island State employees DO NOT contribute to or participate in the Rhode Island Temporary Disability Insurance program (a short-term disability program).
OTHER BENEFITS AND SERVICES AVAILABLE
Tuition Waiver
Tuition waiver is applicable to Board of Governors non-union and union full-time employees only. General fees or course charges (tuition only) for institutions under the jurisdiction of the Board of Governors (RIC, CCRI & URI) may be waived for all employees. The level of eligibility for full-time employees shall be unlimited. This waiver applies to the employee’s spouse and legal dependents who may pursue courses in a regular study program for credit at the baccalaureate level only. Other limits and or restrictions may apply and certain benefits may be treated as taxable income.
Service Recognition Policy:
Rhode Island College honors members of the faculty, administrative and support staff for long and faithful service, and at the point of retirement, through the awarding of appropriate gifts bearing the College symbol. Awards are presented annually in observance of 10, 15, 20, 25 and 30 years of service. This policy is separate and apart from the State Civil Service Employees’ Service Recognition Program.
Signature LegalCare Plan:
One year of protection under the Pre-Paid Signature Legal Care Plan costs about the same as one hour of an attorney’s time. Legal Care premiums are deducted after-tax each pay period. Current premiums biweekly: Individual $2.68, Family $3.58.
Campus Store:
Rhode Island College Campus store has expanded its services to include convenience goods in addition to school supplies, books and clothing. Employees are entitled to a discount on any item in the store and when purchasing textbooks for courses taken at Rhode Island College.
Payroll Direct Deposit:
An employees net pay may be directly deposited to any financial institution that is a member of the New England Automated Clearinghouse.
R. I. Credit Union:
The RI Credit Union offers employees many convenient payroll deduction plans. Employees may elect to have savings, Christmas and vacation clubs, IRA's, loans and mortgages through the RI Credit Union deducted from their pay.
U. S. Savings Bonds:
Savings bonds are a stable, dependable way to lay a solid foundation for future security. When employees buy savings bonds, they invest in themselves and they invest in our country. U. S. Savings Bonds may be purchased through payroll deductions and employees have a choice of purchasing Series EE and/or Series I Bonds.
The preceding summary has been provided for informational purposes only. In cases where the information presented here is not consistent with plan documents, the plan documents will govern.
