Contracted Faculty Benefits

Contracted Faculty Benefits

2019-2020 Faculty Benefit Information (.501 FTE - 1.00 FTE)

General Information

Medical Plan Summary

Dental Plan Summary

Vision Plan Summary

Insurance Rate Chart

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.

General Notice of COBRA Continuation Rights


Value-Added Benefits

Extra Benefits and Wellness Programs by Moda Health Plans. Programs and resources include:

Extra Benefits by The Standard. Programs and resources include:


Medical Insurance

Medical Insurance - provided by Moda Health or Kaiser Permanente (administered by OEBB)

Medical Plan Summary
Insurance Plan Year: October 1 - September 30

Moda Medical Plans

Prescription Benefit Information: Moda's pharmacy benefit is based on the Oregon Prescription Drug Program, an evidence-based pharmacy program. 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.


Dental Insurance

Dental Insurance - provided by Moda Health or Willamette Dental (administered by OEBB)

Dental Plan Summary
Insurance Plan Year: October 1 - September 30

Moda Dental Plans

Willamette Dental Plan


Vision Insurance

Vision Insurance - provided by Moda Health (administered by OEBB)

Vision Plan Summary
Insurance Plan Year: October 1 - September 30

Moda Opal Vision


Life and AD&D Insurance

Life Insurance - provided by The Standard (administered by OEBB)

Basic Life Insurance (Plan 11)

A basic life insurance benefit of $100,000 is provided. Enrollment is mandatory and the premium is paid 100% by the College.

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. For all others, conversion is an option. Application for portability or conversion must be made within 31 days of the coverage end date.

Voluntary Life Insurance

In addition to the College paid basic life insurance benefit, 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, an employee and/or a spouse/partner that currently has voluntary life insurance can increase the coverage amount by $10,000 per year, up to the guarantee issue amount noted above, 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.

Monthly Voluntary Life Insurance Premiums
Monthly Voluntary Life Insurance Premium Calculator

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.

Accidental Death & Dismemberment Insurance - provided by The Standard (administered by OEBB)

Basic Accidental Death & Dismemberment Insurance (Plan 10)

A basic accidental death and dismemberment insurance benefit of $50,000 is provided. Enrollment is mandatory and the premium is paid 100% by the College.

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. 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.

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 AD&D Premium for Employee Coverage: $0.20 per $10,000 of benefit
Monthly AD&D Premium for Spouse/Partner Coverage: $0.20 per $10,000 of benefit
Monthly AD&D Premium for Dependent Child Coverage: $0.04 per $2,000 of benefit

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 Disability Insurance

Long Term Disability Insurance - provided by The Standard (administered by OEBB)

Long Term Disability (Plan 9)

A long term disability benefit is provided. Enrollment is mandatory and the premium is paid 100% by the employer.

With an approved disability claim, the coverage provided pays 66.67% of eligible monthly salary, up to a maximum monthly benefit of $8,000, after a 60 calendar day benefit waiting period.

Portability is not an option; however, conversion of this benefit may be available when eligibility for coverage ends. Conversion is available to those employees who are still medically able to work and who are not separating from employment due to retirement. Application for conversion must be made within 31 days of the coverage end date.


Long Term Care Insurance

Long Term Care Insurance - provided by Unum (administered by OEBB)

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.

Monthly Long Term Care Insurance Premium
Monthly Long Term Care Insurance Premium Calculator

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.


Employee Assistance Program

Employee Assistance Program - provided by Reliant Behavioral Health (administered by OEBB)

Plan Year: October 1 - September 30

Employee Assistance Program

The employee assistance program provides the employee and their eligible dependents with up to six (6) free confidential counseling visits per plan year.

For online resources, or to log in to the Member Benefits section of Reliant Behavioral Health, use the following access code: OEBB


Other Benefits Available

Employee Health Clinic

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 twelve (12) days per year, 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 three (3) days per year, prorated based upon FTE. Hours are granted with the first paycheck of Fall term (Sept 10) and 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 occurrence. The use of emergency leave is granted by Human Resources. See contract for definition of immediate family member.

Retirement (administered by PERS)

Public Employees Retirement System

Membership begins automatically after six (6) full months of employment for all eligible employees and enrollment is automatic. For employees who have active PERS membership at time of employment, the waiting period is waived.

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).

The retirement benefit is administered according to the rules and regulations of PERS and is subject to change.

Section 125 Flexible Spending Account (administered by Infinisource Benefits Services)

Section 125

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.

Supplemental Retirement Savings Options (administered by CCC)

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)".

Tuition Waivers

Tuition Waivers

Unlimited tuition-free classes are available to employees and qualified dependents in accordance with the Family Tuition Waiver guidelines. Employees may enroll in classes that are not in conflict with regular working responsibilities.


Disclaimer: This is a brief summary of benefits. Please refer to the union agreement and/or insurance plan document for complete details. All benefits are provided in accordance with the terms of the union agreement and/or plan document, which alone determines actual benefits.