Explanation of Benefits
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 $118,500 and for calendar year 2017 is $127,200 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.
Flexible Spending Accounts (FSA)
An FSA allows you to set aside a portion of earnings on a pre-tax basis to pay for qualified expenses (medical, dental, vision, and/or dependent care) incurred during the plan year. The IRS sets pre-tax contribution limits for FSAs and enforces rules related to plan administration, enrollment, and status changes.
The State's FSA program is administered by Navia Benefit Solutions. You can view information about this at http://www.employeebenefits.ri.gov/benefits/active/supplement/fsa.php.
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 Blue Cross Blue Shield of Rhode Island 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 January 1st) unless a "Qualifying Status Change" is experienced. Qualifying Status Change 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. Employees have 31 days to report a family status change (including marriage status change). You can view more information at http://www.employeebenefits.ri.gov/enrollment/status-change.ph.
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:
Rate Charts Effective June 19 2022
2022 Co-share rates
- Classified Unclassified HUT 20 PP Rate Chart Anchor Plans
- Classified Unclassified HUT 26 PP Rate Chart Anchor Plans
- RICAFT, PSA, and NUNC Rate Chart Anchor Plans
New Anchor Plan Designs
For Benefit Summaries on all Anchor Plan designs for Medical, Dental and Vision please visit the State of Rhode Island Employee Benefit website at www.employeebenefits.ri.gov.
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.
State Employee Wellness Program
Eligible* employees who participate in the Wellness Program may earn Co-Share Credits!
For more information go to: www.wellness.ri.gov
Questions regarding the Wellness Program, please contact:
Wellness Program Coordinator
State of Rhode Island
*Eligible employees are all State of Rhode Island employees who are paying medical co-shares based on the Rhode Island State Employee Health Plan rates that are posted at www.employeebenefits.ri.gov. All other employees may participate in the Wellness Program activities, however, co-share credits will not be earned.
Rhode Island State employees DO NOT contribute to or participate in the Rhode Island Temporary Disability Insurance program (a short-term disability program).
Short-Term Disability Insurance
Eligible State employees may purchase short-term disability insurance via payroll deductions. Short-term disability insurance replaces a portion of your income when you cannot work due to a covered accident off the job or sickness. You can find more information by visiting http://www.employeebenefits.ri.gov/benefits/active/supplement/disability.php.
- AFLAC local office (401-475-9936, ext. 130), State of RI Hotline (833-218-5376), or visit www.aflac.com.
- Colonial Life (866) 349-8011 or visit https://www.visityouville.com/en/StateOfRI
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 and as 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.
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. You can visit www.employeebenefits.ri.gov/benefits/active/supplement/legal.php for detailed information including premiums.
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 Hartford.
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/benefits/active/supplement/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/benefits/active/supplement/life.php.
* Late applicants will need evidence of insurability
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.
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 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 fixed rate of 5% of their base salary. Voluntary contributions are not allowed in the plan (see voluntary retirement account and 457(b) information. Employee plan contributions may be elected on a tax-deferred or after-tax basis.
Enrollment Eligibility Guidelines
After a 2-year waiting period, employees are eligible to participate if they are faculty or staff on continued appointments with workloads of at least 20 hours per week and six months or more in duration.
The two-year waiting period may be waived if you meet one of the following conditions:
- You own an institution sponsored 403(b) or 401(a) retirement annuity (employer contributed), or
- You have 5 years of experience in your field, not including work done while a graduate student and you are at least 30 years of age.
- Active members of the Employees’ Retirement System of Rhode Island (ERSRI) may elect to remain in ERSRI. This decision must be made within 60 days of becoming eligible for participation in the 403(b) retirement plan.
- Once you become eligible to participate in this retirement plan, your contribution will be a fixed rate of 5% of your biweekly salary. RIC will contribute 9% biweekly, and all monies will be directed to an individual retirement account.
- You must enroll directly with TIAA 0o obtain TIAA information and enrollment forms. Please visit: http://www.tiaa.org/opc/ or contact Dan Samson at (401) 276-3722 or by email at firstname.lastname@example.org.
- If you are required to serve the standard two year waiting period for retirement and you are eligible for other benefits, you can make tax-deferred contributions to a 403(b) Supplemental (Voluntary) Retirement Account (SRA) and/or a 457(b) Deferred Compensation Plan.
- Please note that only employee contributions are made to these retirement plans.
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.
Supplemental Retirement Account (SRA):
Employees who participate in either the RIBGHE Plan or the RIERS may at any time establish a Voluntary Retirement Account with TIAA. 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 Retirement Plan (voluntary)
A 457(b) Deferred Compensation retirement plan is a tax-deferred plan that offers you an additional opportunity to save more money for retirement and pay less in taxes now. When you elect to participate, a portion of your salary is set aside – on a pre-tax basis – to save toward supplementing your main retirement plan and Social Security. This plan is available to all state employees who are eligible for benefits.
Non-Classified Employees (Non-Union, Non-Classified (NUNC), Professional Staff Association (PSA) and RICAFT) RI Board of Governors for Higher Education (Office of Postsecondary Commissioner) 457(b) Deferred Compensation Retirement Plan offers plans with TIAA. For more information on the vendors and how to enroll please contact the vendor of your choice as follows:
Classified Employees (Council 94 & Nurses Unions): A packet of information on the Fidelity, TIAA, and VOYA plans is available from the State Employee Benefits Office. You may enroll anytime during the year at http://www.retirementatwork.org/ri or directly with the vendor. Vendor contact information: Fidelity; VOYA; and Teachers Insurance and Annuity Agreement (TIAA).
*Non-Classified Employees (Non-Union, Non-Classified (NUNC), Professional Staff Association (PSA) and RICAFT) are also eligible to enroll in a 457(b) Deferred Compensation Retirement Plan sponsored by the State of Rhode Island. For more information please visit the Employee Benefits website at:
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, 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 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. 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.
For detailed information, please click here: https://web.uri.edu/hr/benefits/bogmedretplan/.
Tuition waiver is applicable to RI Council on Postsecondary Education (RIOPC) non-union and union full-time employees only. General fees or course charges (tuition only) for institutions under the jurisdiction of the RIOPC (RIC, CCRI & URI) may be waived for all employees. 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 RIOPC, his or her spouse, domestic partner or dependent, shall receive a tuition waiver as a result of employment status with the RIOPC, 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 either for themselves, spouse, partner or dependent, must complete the FERPA (Family Educational Rights and Privacy Act) Release of Tuition Waiver Records, the Certification for Tuition Waiver Form and Dependency Affidavit Form (if applicable) for each semester, without exception. If the Dependency Affidavit is applicable the employees signature must be notarized.
In addition to completing the above forms, 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. (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 the Certification of 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 and selected forms are available on-line under the HR Forms and Links page
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.
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. You may have up two direct deposit accounts.
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).
RISD Museum of Art Institutional Membership:
Faculty, staff and students are encouraged to visit the RISD Museum, 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.
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.