The following is a summary of RIC benefits that are available to full-time employees and part-time classified and non-classified employees who work at least 20.0 hrs. Certain information may change depending on actual hire date, employment status, date of birth, salary, etc.
Any applicable booklets, enrollment forms and premium information is available by contacting the Office of Human Resources at 401-456-8216.
- Medical, Dental and Vision Insurance
- Vacation, Sick and Personal Accruals
- Basic Group life Insurance & Optional life Insurance
- Long Term Disability Insurance
- Retirement Plans
- Flexible Benefit and Flexible Spending Accounts
- Federal and State Requirements
- Other Benefits and Services Available
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. 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 $1001 (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.
Applicable co-share’s will be deducted from the employees biweekly pay on a pre-tax basis. For a schedule of current co-share click on the applicable employment classification below:
- FY 2016 Health Co-Share Chart A - applies to Classified employees, such as Council 94 and some Classified, Non-union employee(s) and The Howard Union of Teachers (HUT)
- CHART B 2016 - BOG Non-Union, Faculty and PSA.xls
- FY 2016 Health Co-Share - HSA Plan - applies to Faculty, Council 94 and some Classified non-union employees, The Howard of Union Teachers (HUT), PSA and BOG non-union
2014 Plan Design (Current plan design for Faculty, Classified, and HUT teachers – will include PSA & BOG effective 1/1/2016) HSA Plan Design (Available for Faculty, Classified, HUT, PSA & BOG effective 1/1/2016)
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.
Eligible faculty accrue 15 sick days each year up to a maximum accrual of 120 sick days. Eligible PSA and BOG employees 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 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 applicable rate per $1000 of life insurance coverage per pay period (biweekly) on a pre-tax basis, unless the pre-tax option is waived (see FLEXIBLE BENEFITS). Example: an employee’s base annual salary is $15,200; life insurance will equal $16,000 and cost $2.92 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. Go to the following web site to obtain a current rate schedule: http://www.employeebenefits.ri.gov/Life.php.
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 Other Pre-tax Options). 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. Go to the following web site to obtain a current rate schedule: http://www.employeebenefits.ri.gov/Life.php.
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 and a condition of whose employment is participation in the RIBGHE 403 (b) defined contribution 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 Education (BOE) provides a 403 (b) Defined Contribution Retirement Plan. The retirement Plan is available to all eligible non-classified employees whose appointment is for a period greater than six months and who work at least 20 hours per week. Participation at the appropriate time is required as a condition of employment.
Employees under age 30 may enroll in the Plan voluntarily after two years of service and are required to enroll after two years of service and attaining age 30. Employees who have at least 5 years of previous related experience (not including work as a Graduate Assistant) or who are current members in another institution sponsored plan in which the employer has been making regular contributions, may immediately enroll in the Plan.
Employees who participate in the Plan will have a RIC contribution equal to 9% of base salary made on their behalf to one of the authorized vendors. IMPORTANT: Eligible employees must make contributions to their 403 (b) plan at a minimum rate of 5% of their base salary. Voluntary contributions are not allowed in the Plan (see Voluntary Retirement Account and 457(b) information below). Employee Plan contributions may be elected on a tax-deferred or after-tax basis. RIC and employee Plan contributions may be allocated to MetLife, TIAA/CREF or VALIC and transferred among the available provider funds as desired (some provider limits may apply.)
Rhode Island Employees’ Retirement System (RIERS):
Classified employees who are in an eligible class and meet all eligibility criteria are required to participate in the RI Employees’ Retirement System (RIERS). Non-classified employees who are active members of the State of Rhode Island Employees’ Retirement System may elect to continue in that retirement system or to participate in the RIBGHE 403 (b) Defined Contribution Retirement Plan upon eligibility. The decision to remain in the RIERS or enroll in the RIBGHE Plan must be made within 60 days of employment or entering an eligible class. Employees are prohibited from simultaneously participating in both the RIERS and the College Plan. For more information about RIERS visit www.ersri.org/home.jsp.
Supplemental Retirement Account (SRA):
Employees who participate in either the Plan or the RIERS may at any time establish a Voluntary Retirement Account with MetLife, TIAA/CREF, VALIC. The Voluntary Retirement Account accepts employee voluntary contributions only up to the annual limits established by the Internal Revenue Service (IRS). The Voluntary Retirement Account also provides personal loan options, hardship, and in-service withdrawal options (certain limits apply.)
457(b) Deferred Compensation Plan (voluntary)
Employees who participate in either the Plan or the RIERS may at any time establish a voluntary 457(b) Deferred Compensation Plan account with ING, TIAA/CREF, VALIC. The voluntary 457(b) Deferred Compensation Plan account accepts employee voluntary contributions only up to the annual limits established by the Internal Revenue Service (IRS). The voluntary 457(b) Deferred Compensation Plan account provides hardship withdrawal options (certain limits apply.)
FICA Alternative Retirement Plan (FARP)
A new retirement plan, the FICA Alternative Retirement Plan (FARP), was established effective December 15, 2013, for most part-time, seasonal, and temporary employees. This will be instead of social security, but employees will continue to contribute 1.45% of wages for Medicare which is matched.
The FARP plan is mandatory for employees hired after July 1, 2013, who do not participate in the Employees’ Retirement System of RI. Eligible employees will be automatically enrolled and will begin their pre-tax contributions of 7.5% of wages beginning with the January 3, 2014 paycheck.
Part-time, seasonal, and temporary employees hired before July 1, 2013, who do not participate in the Employees’ Retirement System of RI, may continue to contribute to Social Security or enroll in the new FARP Plan.
Upon enrollment, TIAA-CREF, the plan administrator, will send participants a Welcome Kit. Contributions will be invested in the age-appropriate Vanguard Target Retirement Trust and the employee’s estate will be set up as the beneficiary. However, employees will have the option to update future investment choices and beneficiary information.
Employees can learn about the FARP Plan, investment choices, access retirement planning tools, and make transactions by going on-line to www.tiaa-cref.org/ri, choosing the “FICA Alternative Retirement Plan”, and selecting the “Plans and Investments” tab. Employees may also speak with a TIAA-CREF consultant by calling (800)897-1026, 8 a.m. to 10 p.m., Monday through Friday and Saturday, 9 a.m. to 6 p.m.
Employees who have questions regarding eligibility in the FARP Plan should contact the RIC Office of Human Resources at 401-456-8216.
Retiree Health Care Insurance Benefit
The Board has established a retiree health insurance plan for employees who participate in the Board’s Retirement Plan (see above). This includes employees whose primary retirement plan is funded through TIAA/CREF, Metropolitan, or VALIC. Participating employees will contribute premiums through their biweekly paycheck. Participation is required for all covered union employees. Non-Union employees have a one-time option to elect or decline participation.
AFLAC FLEXIBLE BENEFIT PLANS
AFLAC Cancer Expense Protection:
The AFLAC Cancer Expense Plan pays benefits to you or any covered person under this 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.
AFLAC Personal Short-Term Disability (Income Protection Insurance):
AFLAC’s Personal Short-term Disability Insurance may help to provide you with a source of income, if you become disabled due to sickness or off-the-job injury. If you have a full-time job working 30 or more hours a week and are totally disabled within 90 days of a covered sickness or off-the-job injury, AFLAC will pay a benefit for each day you remain totally disabled (unable to perform the material and substantial duties of your occupation.)
FLEXIBLE SPENDING ACCOUNTS:
Dependent Care Reimbursement Account:
The Dependent Care Reimbursement Account is a Flexible Spending Account which allows you to pay for qualified dependent care expenses incurred by you and your family. You may contribute up to $5,000 each plan year on a pre-tax basis to pay for eligible dependent care expenses.
Medical Reimbursement Account:
The Medical Reimbursement Account is a Flexible Spending Account which allows you to pay for qualified medical expenses incurred by you and your family. You may contribute up to $2,550 each plan year on a pre-tax basis to pay for eligible medical expenses.
You must claim all elected funds by the end of the run-out period. After the run-out period is complete, unused Day Care FSA balances will be forfeited; this is reffered to as the Use-It or Lose-It rule. Unused Health Care FSA balances up to $500 will be rolled over to the subsequent plan year after the end of the claim run-out period. Any Health Care FSA funds in excess of $500 will be forfeited. For more information, logon to the following web site:
OTHER PRE-TAX OPTIONS (Salary Redirection):
Any premiums paid by an employee for medical, dental, vision, life insurance, cancer protection, through payroll deductions, will automatically be taken on a pre-tax basis (premiums not subject to federal, state and FICA deductions). To deduct on an after tax basis, please request a change form from the Office of Human Resources. New employees may participate at the time of hire and re-enroll each open enrollment (effective July 1st), thereafter, an election to pre-tax, once made, is irrevocable, unless a “Change in Family Status” occurs or a new open enrollment takes place.
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.
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 2016 is $117,000 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.
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.
Rhode Island State employees DO NOT contribute to or participate in the Rhode Island Temporary Disability Insurance program (a short-term disability program).
Tuition waiver is applicable to Board of Education non-union and union full-time employees only. General fees or course charges (tuition only) for institutions under the jurisdiction of the Board of Education (RIC, CCRI & URI) may be waived for all employees. Temporary non-renewable employees are not eligible. The tuition waiver also applies to the employee's spouse, domestic partner and legal dependents that 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.
Pursuant to RIGL 16-97.7 no employee of the Board of Education, his or her spouse, domestic partner or dependent, shall receive a tuition waiver as a result of employment status with the Board of Education, without first consenting to a public disclosure [upon request] of the employees name and monetary value of the waiver. This applies to any tuition waivers, including, but not limited to any waiver at the Community College of Rhode Island, Rhode Island College, and/or the University of Rhode Island.
Each employee requesting a tuition waiver must complete the FERPA (Family Educational Rights and Privacy Act) Release of Tuition Waiver Records Form. Without exception, a notarized form must be provided for each person seeking a tuition waiver and for each semester.
Employees who apply for a tuition waiver for a legal dependent, spouse, or domestic partner must also provide legal documentation such as birth/adoption certificate, marriage certificate, domestic partner certification, or other legal documents that establish eligibility with the first application filed after July 1, 2013. (The Office of Human Resources will attempt to locate appropriate legal documentation that may have been supplied for other purposes and is already on file and readily available.)
The Office of Human Resources may require up to 48 hours to process tuition waiver requests; if so, it is the employee's responsibility to return after 48 hours to pick up approved waivers. Employees may be contacted prior to pick up if additional documentation is required or the tuition request has been denied.
The Tuition Waiver Policy for College Employees and Their Dependents is available at the following link:
Selected forms are available on-line under the HR Forms and Links page
RISD Museum of Art Institutional Membership
Faculty, staff and students are encouraged to visit the RISD Museum of Art, located just 10 minutes from campus. The college has purchased an institutional membership, so that all members of the college are able to attend the Museum for free.
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 commemorative gifts. Awards are presented annually in observance of 10, 20, and 30 years of service. This policy is separate and apart from the State Civil Service Employees’ Service Recognition Program.
HYATT Legal Plan:
One year of protection under the Pre-Paid Hyatt Legal Plan costs about the same as one hour of an attorney’s time. Legal plan premiums are deducted after-tax each pay period. Current biweekly premiums: Individual $2.81, Family $4.20.
Payroll Direct Deposit:
The employee’s net pay must 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 through TreasuryDirect, they invest in themselves and they invest in our country. TreasuryDirect is a web-based system which allows employees to purchase, manage and redeem electronic (paperless) savings bonds, as well as the purchase of Treasury marketable securities (bills, notes, bonds and TIPS).
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.