2023-24 Part-time Faculty Benefit Information
- General Information
- Online Plan Comparison Tool - customize to see only the plans and benefits that are important to you
- Medical Plans - choose from the following:
- Kaiser Plan 1
- Moda Plan 1
- Moda Plan 2
- Moda Plan 3
- Moda Plan 4
- Moda Plan 5
- Dental Plans - choose from the following:
- Delta Dental Premier (Moda) Plan 1
- Delta Dental Premier (Moda) Plan 5
- Delta Dental Premier (Moda) Plan 6
- Willamette Dental
- Vision Plan
- Moda Opal
- Medical Plans - choose from the following:
- Rate Charts
Enrollment Changes - If you experience a qualifying change in family status (i.e. loss of other group coverage, marriage/divorce, birth/death, adoption, etc.), please contact Human Resources within 31 days of the qualifying event to make changes to your insurance.
Insurance Plan Year: October 1 - September 30
Moda Medical Plans
Medical Plans Available: Plan 1, Plan 2, Plan 3, Plan 4, and Plan 5
Prescription Benefit Information: Moda's pharmacy benefit is based on an evidence-based pharmacy formulary. More information on this benefit, a "price check" tool, a prescription drug list, and other resources is available on Moda's pharmacy services web page.
Kaiser Medical Plan
Prescription Benefit Information: Kaiser's pharmacy benefit is based on a formulary list of drugs that have been approved by Kaiser Permanente Pharmacy and Therapeutics Committee. More information on this benefit is available on Kaiser's pharmacy web page for the Oregon and SW Washington Region.
Voluntary Life Insurance
Employees have the option of purchasing voluntary life insurance for themselves, spouse or domestic partner, and/or dependent children. Enrollment is voluntary and the premium is paid 100% by the employee via post-tax payroll deduction.
Upon hire, the option to purchase voluntary life insurance is available within the first 31 days of employment. New employees can enroll themselves and a spouse/partner in voluntary life insurance, up to the guarantee issue amount, without the requirement of answering health-related questions. Dependent child voluntary life insurance is also available.
Guarantee Issue Amounts:
Employee - Up to $200,000, in increments of $10,000
Spouse/Partner - Up to $30,000, in increments of $10,000
During the annual open enrollment period, voluntary life insurance can be increased by $20,000 per year, up to the guarantee issue amount noted above, for employee coverage without the requirement of answering health-related questions. Current coverage can also be decreased during open enrollment. First time coverage or application for amounts that exceed the guarantee issue requires the completion of a health-related questionnaire, which is provided by the insurance carrier at the time of application.
Voluntary life insurance premiums are based on the insured's age, are tobacco-rated, and do change as the insured's age increases (in 5 year age bands). To arrive at the per paycheck deduction amount, divide the monthly premium shown by 2.
Portability and conversion options are available when eligibility for coverage ends. Portability is an option for those employees under age 65 at the time in which coverage ends (without regard to reason for termination), who have been enrolled in the benefit for at least 12 months, and who are still medically able to work. Portability is also available to the employee's insured spouse/partner and/or insured dependent children. For all others, conversion is an option. Application for portability or conversion must be made within 31 days of the coverage end date.
Voluntary Accidental Death & Dismemberment Insurance
In addition to the College paid basic life insurance benefit, employees have the option of purchasing voluntary AD&D for themselves, spouse or domestic partner, and/or dependent children. Enrollment is voluntary and the premium is paid 100% by the employee via post-tax payroll deduction.
Upon hire, the option to purchase voluntary AD&D is available within the first 31 days of employment. Coverage amounts available are in increments of $10,000, up to a maximum benefit of $500,000. For dependent children, coverage amounts available are in increments of $2,000, up to a maximum benefit of $10,000. Health-related questions are not required for the AD&D benefit.
During the annual open enrollment period, coverage can be added, increased, or decreased. Health-related questions are not required for the AD&D benefit.
Voluntary AD&D premiums are based on a flat rate per $10,000 of coverage. To arrive at the per paycheck deduction amount, divide the monthly premium shown by 2.
- Monthly Voluntary AD&D Insurance Premium (see "optional" rate information)
Portability and conversion options are available when eligibility for coverage ends. Portability is an option for those employees under age 65 at the time in which coverage ends (without regard to the reason for termination), who have been enrolled in the benefit for at least 12 months, and who are still medically able to work. Portability is not an option for the employee's insured spouse/domestic partner and/or insured dependent children. For those not eligible for portability, conversion is an option. Application for portability or conversion must be made within 31 days of the coverage end date.)
Long Term Care
Long Term Care is coverage that will help pay for assisted living, nursing home care, or home health care in the event the insured is unable to care for oneself due to a chronic condition or disability. Enrollment is voluntary and the premium is paid 100% by the employee via post-tax payroll deduction.
Upon hire, the option to purchase long term care insurance is available within the first 31 days of employment. Coverage amounts must be in increments of $1,000 a month, ranging from a $2,000 minimum monthly benefit up to a $9,000 maximum monthly benefit, with options for receiving the monthly benefit over 3 years, 6 years, or a lifetime, and additional add-on benefit selections for inflation and/or total choice home care. New employees can elect long term care coverage for themselves, without answering health-related questions, for amounts that do not exceed the Evidence of Insurability. New employees can elect long term care coverage for a spouse/partner; however, coverage is not guaranteed and subject to approval by Unum.
Evidence of Insurability Limits:
Monthly benefit - up to $6,000
Benefit Duration - up to 6 years
During the annual open enrollment period, coverage can be added, increased, or decreased. First time coverage or applications to increase benefit coverage is not guaranteed and subject to approval by Unum.
The rate is based on enrollment selections and the insured's age at time of enrollment. To arrive at the per paycheck deduction amount, divide the monthly premium shown by 2.
Continuation of coverage after payroll deductions have ended is available through Unum on a direct bill basis. Application for continuation must be made within 60 days of the last payroll deduction.
Plan Year: October 1 - September 30
Employee Assistance Program
The employee assistance program provides the employee and their eligible dependents with up to eight (8) free confidential counseling visits per incident per person per plan year and 4 free coaching sessions per person per plan year.
For online resources, or to log in to the Member Resources section of Uprise Health, use the following access code: OEBB. Additionally, online videos are available on the Uprise Health YouTube Channel.
Health Insurance Opt-Out Stipend
Employees who have other group coverage may choose to opt-out of the College's medical, dental and vision plans. Those who opt-out because of other group coverage are eligible to receive a $109.00 stipend each pay period. Participation or enrollment in the Individual Marketplace Exchange (ACA), Oregon Health Plan/Medicaid or Student Health Insurance does not qualify for the opt-out stipend. Proof of other group coverage is required.
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.
Employees are granted up to eight (8) hours 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 with the first paycheck of Winter term (Jan 25) or the first paycheck of Spring term (Apr 25), whichever comes first. Hours not used by the last paycheck of the preceding academic year (Oct 10) are forfeited.
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 occurrence. In the case of both serious illness and death, the employee shall be granted up to five (5) additional days for bereavement. The use of emergency leave is granted by Human Resources. See contract for definition of immediate family member.
Public Employees Retirement System
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 (6) month waiting period as defined by PERS, and still be employed at least one day following the waiting period. 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 the 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.
Once membership is established, the College contributes the required employee contribution of six percent (6%) of eligible gross pay into Public Employees Retirement System (PERS) on each employee's behalf, in addition to any employer contribution required; therefore, there is no deduction from employees' pay for this benefit. Additional contributions are not allowed and investment of all contributions is handled by the State of Oregon. All employees desiring to contribute pre-tax dollars to an individual retirement account may do so through Tax Sheltered Annuities and Deferred Compensation programs (see below for more information).
Membership, retirement, and eligibility is administered according to the rules and regulations of PERS. The information provided here is just a brief summary and is subject to change.
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
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 or post-tax basis under IRS tax codes 403(b) and 457.
Effective January 1, 2017 contributions to a post-tax personal retirement account are available under IRS tax code 403(b), also known as a "Roth 403(b)".
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 terms; however, all waivers earned or accrued must be used within each fiscal year cycle (July - June annually). Waivers earned or accrued in Winter term and/or Spring term 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 a qualified dependent defined as spouse, domestic partner, or person for whom the employee is a legal guardian or an IRS dependent.
Extra Benefits and Wellness Programs by Moda Health Plans
Extra Benefits and Wellness Programs by Kaiser Permanente
Extra Benefits by The Standard. Programs and resources include:
HR Benefits Contacts
Emily Madden (all PT faculty health insurance)
Kali Phillips (last names beginning with A-L, except PT faculty health insurance)
Lead HR Benefits Analyst
Heidi Morales (last names beginning with M-Z, except PT faculty health insurance)
Lead HR Benefits / LOA / ADA Coordinator
Talent Acquisition and Development Manager