Health and Insurance

Eligibility

Coverage begins the first day of the month following the date of hire. If the date of hire is the first working day of the month, coverage begins immediately. Spouse or same-sex domestic partner, and dependent children are eligible for coverage.

Cost

The majority of insurance premiums are covered by the college. Employee premiums vary with plan choice and dependent coverage. Insurance premiums are deducted from employees' paychecks. The premium amount depends on the plan they choose and the dependents they cover.

Enrollment Timeframes

Employees must complete health plan and retirement enrollment forms within the first 31 days of eligibility, and life insurance enrollment forms within the first 60 days of eligibility.

Medical Insurance

Choose from managed care plans under Kaiser Permanente or the preferred provider plans under Uniform Medical. The Health Care Authority shows medical plans, benefits, and costs to compare on its website.

If you enrolled in a Consumer Directed Health Plan (CDHP) for 2012, you will also be enrolled in an Health Savings Account (HSA).

HealthEquity, Inc. is the qualified trustee that will manage the HSAs for Group Health and Uniform Medical. You should receive a welcome packet from HealthEquity at your home address.

You may make optional deposits into your HSA via payroll deductions by submitting an HSA deduction form to payroll. You may start, change, or stop these payroll deductions any time during the year.

Dental Insurance

Choose from managed care plans under DeltaCare (administered by Washington Dental Service) or Willamette or the preferred provider plan under Uniform Dental. The Health Care Authority offers a Dental Benefits Summary on its website.

Life Insurance

The college provides a $25,000 term life insurance policy. Optional enrollment in additional life insurance is available. Rates and Forms and additional information is available on the Health Care Authority website.

Long-term Disability (LTD) Insurance

The college provides basic coverage after 90 days of disability for all benefits-eligible employees. Employees may supplement this coverage with an additional plan replacing up to 60% of monthly salary. Rates and Forms and additional information is available on the Health Care Authority website.

Flexible Spending Account (FSA)

Tax-free savings plans are available through payroll deduction to cover eligible out-of-pocket medical expenses.

Dependent Care Assistance Plan (DCAP)

Pre-tax accounts for qualified dependent care are available through payroll deduction.