Collin
County Community College District (Collin College)
About Insurance, Retirement, and Leave Benefits
I am not eligible for the employee health insurance
plan. What can I do to get insurance?
To search for coverage online, you may try one of the following free services. (Collin College does not endorse these search services nor does Collin College endorse any individual health plan obtained using one of these services.)
· Texas Health Insurance Risk Pool: http://www.txhealthpool.com/
· BlueCross BlueShield individual policy: http://bcbstx.com
· 4healthinsurance.doc web link: http://www.4healthinsurance.com
· ehealthinsurance.com web link: http://www.ehealthinsurance.com
Are pre-existing conditions
excluded from coverage under the health plan?
No. The health plans offered
do not deny coverage due to a pre-existing condition provided a person is
enrolled when initially eligible for coverage. However, disability income
coverage does have a pre-existing conditions limitation.
How soon does coverage start
for a new employee?
As of September 2003,
coverage for a new employee starts the first of the month following the
employee’s first 90 days. The new
employee has only 30 days from the date of hire to make insurance elections
such as adding dental or adding dependent coverage. After the initial
eligibility window, approval for coverage is not always guaranteed.
How soon does coverage start
for other enrollees?
The start date depends on the situation, but in most cases one of the
following applies:
·
A dependent added during an employee’s first 30 days can be covered the
first of the following month for optional coverages and the first of the month
after the employee’s first 90 days for health coverage.
·
If a newly acquired dependent is added within 30 days of initial
eligibility, their coverage begins the first of the following month.
·
A newborn or newly adopted child have can have coverage from the date
of birth or placement for adoption, provided the employee adds the new
dependent within 30 days of birth or placement.
·
Most eligible summer enrollment changes are effective the following
September 1st.
·
Most changes made following a recent Qualifying Life Event are
effective the first of the month after the event.
How long does it take to
receive an insurance ID card?
Normally, the ID arrives at
your home address within three weeks of the effective date of coverage.
Do I have to select and
designate a Primary Care Physician (PCP)?
You are required to do so to
receive network benefits. You are strongly encouraged to make your PCP
designation right away in order to save yourself and your family a significant
amount of money. You can change your PCP at any time.
What happens if I see my PCP
when I am covered but before I have received my ID card?
It
is possible that your PCP will see you and collect only your co-payment.
However, because they are not required to charge you less than full charge
without proof of your coverage, you may have to pay for the visit in full and
file a claim for reimbursement. For other options, contact your insurance
company.
What
happens if I obtain a prescription drug when I am covered but before I have my
ID card?
In
most cases, you will have to pay full price for the prescription and file a
claim for reimbursement with your prescription drug administrator once you
receive your ID.
When
do I have to get a referral from my PCP?
When
you wish to see a specialist and receive network benefits. A few exceptions
apply:
·
For mental or behavioral health specialists, your insurance plan has a
special phone number and department to start the process for seeing a network
behavioral health provider.
·
You may go directly to a network eye specialist for an annual eye
exam.
·
Women may go directly to a network OB/GYN for any female-related
medical issue.
·
You may go directly to a hearing aid dispenser without a referral. No
deductible.
Can
I change my PCP?
Yes,
as often as once a month. Call your insurance company directly to make a
change.
Are
glasses or contacts covered?
Vision
coverage under the health plan is limited to an annual eye exam at the same
co-payment for a specialist office visit.
Effective May 2003, vision discount benefits were added to the benefits
package and the discounts include certain percentage discounts on glasses,
contacts, and LASIK obtained by a participating discount plan provider. See Vision Benefits
page for more details.
Am I required to enroll in
health insurance?
No. You can elect in writing
on or before your first day of hire to decline/waive health insurance coverage.
Otherwise, health coverage is automatic from the date of eligibility (the first
of the month after a 90-day waiting period) in an insurance-eligible position.
Effective September 2003, you can enroll in dental or other optional coverages
even if you decline/waive health coverage.
A new employee has only 30 days from the date of hire to make insurance
elections on optional coverages such as dental or to add dependents to such coverages. A new employee may elect or waive health
coverage for employee only and/or dependents during the first 90 days of
eligible employment. The Health
Insurance Opt-Out Credit is for employees and retirees who are eligible for the
state contribution toward health coverage premiums, but do not elect the
State’s health insurance because they have other health insurance that is as
good as or better than GBP health coverage.
A credit is provided for
employees that they may use toward dental and Voluntary AD&D premiums. A credit is provided for retirees that they
may use toward dental premiums. Once an
employee or retiree chooses the Health Insurance Opt-Out Credit, he or she is
waiving State health insurance.
When
can I make changes to my insurance?
Outside
of a new employee’s initial enrollment period, changes can only be made either
within 30 days of a qualifying life event or during summer enrollment. However,
past the initial new hire enrollment window, evidence of insurability or EOI
(proof of good health) is required for most coverage, and acceptance for
coverage is not guaranteed. Dental, AD&D, and TexFlex enrollment are
examples of true summer enrollment opportunities without the EOI approval
requirement—all other coverages require EOI approval, which is not guaranteed.
Who
is listed as my beneficiary for the free basic and/or optional term life
insurance through ERS?
ERS
mails an annual statement of benefits to your home mailing address on file with
them every December. Your beneficiary information is confirmed on this annual
statement. To check on your beneficiary designation or to change your
beneficiary designation online, go to www.ers.state.tx.us,
ERS OnLine.
What
happens to my insurance if I go on a leave of absence without pay?
Options
depend upon the type of leave and the duration. If an employee does not
physically work at least one day in a particular month, the employee is
responsible for paying the state contribution to insurance plus his own
contribution, if any, unless approved Family Medical Leave (FML) applies to any
part of the month. An employee on an approved leave of absence without pay must
mail premium payments directly to ERS.
When
does my insurance end?
Insurance
ends on the last day of the last month in which an employee is physically at
work, provided the required premium for the month is paid.
How
do I qualify for retiree health insurance?
Current
Why
do I have to participate in either the Teacher Retirement System (TRS) or
Optional Retirement Program (ORP)?
How
do I find out if I am in Teacher Retirement System (TRS) or the Optional
Retirement Program (ORP)?
Your
paycheck stub will indicate either TRS or the abbreviation of a name of an ORP
company with a deduction equal to either 6.4% (TRS) or 6.65% (ORP) of your
gross salary. TRS members had to complete a TRS-5 form at hire and receive an
annual statement of account from TRS.
ORP participants had to officially select an ORP vendor along with
completing other forms at the time of enrollment and should receive ORP company
statements from their ORP company on a quarterly basis.
How
much is the employee contribution to the Teacher Retirement System (TRS)? Is
there an employer contribution?
6.4%
of your gross salary. Yes, however, the employer contribution is a required
near-matching amount that helps fund the TRS trust fund and not the
participant's individual account specifically.
How
much is the employee contribution to the Optional Retirement Program
(ORP)? Is there an employer
contribution?
6.65%
of your gross salary. Yes, the employer contributes 6.58%; however, the
employer contributions are not the ORP participant's vested right unless/until
the employee contributes to ORP for at least a year and a day (13 months).
Can
I choose any company to invest with for the Optional Retirement Program
(ORP)? You may choose any company
from the list of Collin College-authorized ORP vendors.
Can
I contribute more to my retirement than the Teacher Retirement System/Optional
Retirement Program (TRS/ORP) allows?
Yes,
you can contribute more towards your retirement than the TRS or ORP percentage
allows on a tax-deferred basis through a voluntary Tax Deferred Account (TDA).
What
is a Tax Deferred Account (TDA)?
A
TDA is a supplemental voluntary retirement savings account as allowed by the
provisions of the Internal Revenue Service Code (IRC) Section 403(b). A TDA
allows an employee to set aside money tax-free in addition to the Teacher
Retirement System (TRS) or Optional Retirement Program (ORP) set percentage
amount. The TDA participant determines a monthly dollar amount to defer from
their gross salary, within IRS limits, and the company from Collin College's
authorized list to whom Collin College sends the money for your account.
Can
I choose any company to invest with through a Tax Deferred Account (TDA)?
You
may choose any company from the list of Collin College-authorized TDA vendors.
What
type of plan is Teacher Retirement System (TRS)?
TRS
is an IRC Section 401(a) retirement pension plan, also called a Defined Benefit
Plan.
What
type of plan is ORP?
ORP
is an IRC Section 403(b) retirement annuity or mutual fund investment plan,
also called a Defined Contribution Plan.
Who
is eligible to choose the Optional Retirement Program (ORP) in lieu of the
Teacher Retirement System (TRS)?
Full-time
faculty, librarians, and certain administrators who have never been eligible
for ORP before in
When
am I “vested”?
Teacher
Retirement System (TRS) members:
·
Five years
·
Vesting in TRS means you have earned a retirement annuity income as a TRS
retiree at a minimum age of 60 (or younger if years of service plus age equal
80 or more).
·
Optional
Retirement Program (ORP) members:
·
One year plus one day (13 months of contributions)
·
Vesting in ORP means you have earned rights to the employer ORP contribution
of 6.58% (including contributions made on your behalf prior to vesting).
Can
I get into Teacher Retirement System (TRS) if I am in or have been in the
Optional Retirement Program (ORP)?
No,
unless prior to vesting in ORP, you change to a position that is ONLY eligible
for TRS.
Can
I get into the Optional Retirement Program (ORP) if I am in or have been in
Teacher Retirement System (TRS)?
No,
unless you become eligible for ORP for the first time in your career in
Who
is listed as my beneficiary for the death/survivor benefit options through my
Teacher Retirement System (TRS) or Optional Retirement Program (ORP) account?
TRS
mails an annual statement of account to your home mailing address on file with
them every October. Your beneficiary information is confirmed on this annual
statement. To check on your beneficiary designation at any time, mail a
written, signed request with your social security number to TRS at
How
do I qualify for retiree health insurance?
Current
When
can I use my accrued vacation time?
Staff
members who accrue vacation time may use earned vacation leave after completing
the 90-day probationary employment period.
I
have used up all my vacation but need more time off, so can I use my sick
leave?
Sick
leave is to be used ONLY for the following:
·
Illness of the employee; or physician or dental appointments for the
employee.
·
Illness of the employee’s child or spouse where care of the child or
spouse is necessary; or physician or dental appointments for the employee’s
child or spouse where care of the child or spouse is necessary.
· Extended Sick Leave allows up to a maximum of three days (24 hours) per fiscal year of accrued sick leave that may be used for the illness, medical or dental appointments of extended family members, which includes mother, father, grandmother, grandfather, grandchildren, sister, brother and in-laws. Step and foster relationships of the above are included in the definition of extended family members. An example of the application of the three-day/24-hour extended family maximum: Assuming that a) an employee has at least 24 available hours of accrued sick leave and b) has not used any leave for extended family members during the fiscal year: The employee may use 4 hours of sick leave to take his/her grandchild to the doctor and would have a balance of 20 hours of his/her total accrued sick leave accrual available to assist any other eligible extended family members during that fiscal year. The request for Sick Leave for extended family members must be made on a Request for Leave form, indicating the family relationship.
· Critical Illness Leave is to provide all full-time benefits eligible employees up to three consecutive days of leave with pay for critical illness of an immediate family member.
· “Critical illness” for this policy is defined as: confinement in the Intensive Care Unit (ICU), Critical Care Unit (CCU), or hospice care of a licensed medical facility.
· “Immediate family” for this policy is defined as: the employee’s spouse, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, father-in-law, sister-in-law, brother-in-law, or other person who occupies a position of similar significance in the family of the employee. An employee's step and foster relationships with the above are included in the definition of “immediate family.”
Do
I have to document my time worked and time off?
Yes,
and all time off requires advance supervisor approval, except for unforeseen
medical or emergency absence which still requires notice to the supervisor as
soon as possible.
·
Non-exempt employees must complete a monthly Time Sheet for any time
off, whether with or without pay.
·
Exempt employees, such as full-time faculty, need to complete an
Application for Leave Form for time missed of four hours or more, reported in
four-hour increments. A time sheet is
not required from exempt employees.
·
ANY employee taking leave for Bereavement, Critical Illness,
Family/Medical Leave, Military Leave, or Jury Duty must complete an Application
for Leave Form and contact Human Resources for assistance with documentation.
·
ANY employee who will be out more than five days for a medical reason
or who is hospitalized (such as following an ER visit) for any period of time
must contact Human Resources regarding appropriate documentation.
Home . Benefits Summary . FAQs . Beginning Employment
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Copyright 2003-09 (Collin College)
Last reviewed or revised 09/2008