Part Time Faculty Benefits

Part Time Faculty Benefits

2018 - 2019 Part-time Faculty Benefit Information (.200 FTE - .500 FTE)

General Information


​Medical Insurance

Medical Insurance - Provided by MODA (administered by OEBB)

The insurance plan year is October 1 - September 30. Accumulators (deductible, out-of-pocket maximum, alternative care benefit amount, etc.) are based on the insurance plan year; therefore, "reset" to zero on October 1 of each year.

Plan Summaries: Synergy Network

Alder Plan Synergy Network Medical Insurance ($400 in-network deductible)
Birch Plan Synergy Network Medical Insurance ($800 in-network deductible)
Cedar Plan Synergy Network Medical Insurance ($1200 in-network deductible)
Dogwood Plan Synergy Network Medical Insurance ($1600 in-network deductible)

Plan Summaries: Connexus Network

Birch Plan Connexus Network Medical Insurance ($800 in-network deductible)
Cedar Plan Connexus Network Medical Insurance ($1200 in-network deductible)
Dogwood Plan Connexus Network Medical Insurance ($1600 in-network deductible)

​Plan Handbooks: Synergy Network

Alder Plan Synergy Network Handbook ($400 in-network deductible)
Birch Plan Synergy Network Handbook ($800 in-network deductible)
Cedar Plan Synergy Network Handbook ($1200 in-network deductible)
Dogwood Plan Synergy Network Handbook ($1600 in-network deductible)

Plan Handbooks: Connexus Network

Birch Plan Connexus Network Handbook ($800 in-network deductible)
Cedar Plan Connexus Network Handbook ($1200 in-network deductible)
Dogwood Plan Connexus Network Handbook ($1600 in-network deductible)

Prescription Benefit: The 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 are available on Moda's pharmacy services web page.


Dental Insurance

Dental Insurance - Provided by MODA or Willamette Dental (administered by OEBB)

The insurance plan year is October 1 - September 30. Accumulators (deductible, maximum benefit amount (if applicable), etc.) are based on the insurance plan year; therefore, "reset" to zero on October 1 of each year.

Plan Handbooks: Moda Health

Delta Dental Premier Plan 1
Delta Dental Premier Plan 5
Delta Dental Premier Plan 6

Plan Resources: Willamette Dental

Member Handbook
Certificate of Coverage
Benefit Summary
Other Information


Vision Insurance

Vision Insurance - Provided by MODA (administered by OEBB)

The insurance plan year is October 1 - September 30. The maximum benefit amount is based on the insurance plan year; therefore, it will "reset" to zero on October 1 of each year.

Plan Handbook

Opal Plan Vision Insurance Handbook


Life and AD&D Insurance

Life and AD&D Insurance - Provided by The Standard (administered by OEBB)

Optional Life Insurance Rates: Employees can elect to enroll in optional life insurance coverage. The premium is paid 100% by the employee via payroll deduction.

Optional AD&D Insurance Rates (see "Optional" rate information): Employees can elect to enroll in optional accidental death and dismemberment insurance. The premium is paid 100% by the employee via payroll deduction.


Long Term Care Insurance

Long Term Care Insurance - Provided by UNUM (administered by OEBB)

Long Term Care: Employees can choose from various coverage options. Rate is based on enrollment selections and age at time of enrollment. The premium is paid 100% by the employee via payroll deduction.

Long Term Care Rates


Employee Assistance Program

Employee Assistance Program - Provided by Reliant Behavorial Health (access code: oebb) (administered by OEBB)

Employee Assistance Program: This service provides the employee and eligible dependents up to six (6) free confidential counseling visits per plan year.


Other Benefits Available

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 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.

Personal Leave: Employees are granted up to eight (8) hours of personal leave 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 of personal leave with the first paycheck of Winter term (Jan 25) or the first paycheck of Spring term (April 25), whichever comes first. 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 occurence. The use of emergency leave is granted by Human Resources. See contract for definition of immediate family member.

Retirement (administered by PERS)

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-month waiting period as defined by PERS, and still be employed at least one day following the waiting period. Once membership is established the College will pay the employee contribution each pay period, which is currently 6% of gross salary. 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 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.

If you are already an active member of PERS or a PERS retiree, please notify Human Resources right away so that appropriate action may be taken.

Disclaimer: PERS membership and eligibility is governed by the laws and regulations of the State of Oregon. The information provided here is a just a brief summary. Detailed information on the PERS program, including membership and benefits is available on the PERS website.

Section 125 Flexible Spending Account (administered by Polestar Benefits Inc.)

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 (administered by CCC)

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 basis under IRS tax codes 403(b) and 457.

Tuition Waivers

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 term; however, all waivers earned or accrued must be used within each fiscal year cycle (July - June annually). Waivers earned or accrued in Winter and/or Spring term(s) 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 qualified dependents defined as spouse, domestic partner, persons for whom the employee is a legal guardian, or an IRS dependent.