Coconino Community College

Retirement:

Part-time and Temporary Employees:  Participation in the Arizona State Retirement System (ASRS) is compulsory for all part time or temporary employees working 20 hours or more per week for at least 20 weeks within the fiscal year (July 1-June 30) and for those who are actively participating in ASRS with another employer.  Please notify Human Resources is you are an active member of ASRS with another State employer.  Part-time and temporary employees are not eligible to participate in the Optional Retirement Plan (ORP) in lieu of ASRS.    

Full-time Regular Employees: Participation in the Arizona State Retirement System (ASRS) or the Optional Retirement Plan (ORP) is compulsory for all full-time regular employees.  Employees who choose to participate in the ORP must set up their account with an ORP provider and submit an ORP election form within 30 days of becoming benefit eligible.  Once an employee has elected the ORP, they must remain enrolled in the plan and they forfeit their participation in ASRS for the duration of their employment with CCC.     

ASRS: ASRS is a defined benefit plan.  In addition to paying a pension upon retirement, ASRS also offers participation in group medical and dental plans for retirees. The employee contribution of 9.1% of gross salary is matched by the College. Participants begin to vest after 5 years of service and are 100% "vested" after 10 years of service. "Vested" members who terminate employment may draw benefits at age 50. Members who are not vested must wait until 65 to draw benefits. ASRS also provides a long-term disability benefit. Any terminating employee may keep their contributions on account with ASRS or withdraw their own contributions (but not the employer’s matching share unless fully vested) with a 20% portion withheld against federal income tax. Terminating employees can roll their ASRS money into another eligible account to avoid tax penalties. More information on ASRS can be found on the CCC ASRS page.

ORP: Implemented in September 2001, new, full-time (30 hours a week or more), regular employees may choose to participate in either the Arizona State Retirement System or in CCC's Optional Retirement Program (ORP).  The ORP is a defined contribution system.  Employees contribute either 7% or 9.1% of gross pay, pre-tax, and the employer matches 7%.  Participants become 100% vested after 3 years.  Long Term Disability is also provided within the ORP plan.  ORP companies include ING, TIAA-CREF and VALIC.  Please contact the Human Resources Department for more information.

Long Term Disability: This program provides you with a monthly benefit designed to partially replace income lost during periods of total disability resulting from a covered injury, sickness or pregnancy. It is provided as a benefit under your retirement plan. Long term disability is not effective until after you have been disabled for six months. 

Voluntary Short Term Disability: Voluntary short term disability insurance is available for purchase to benefit eligible employees.  This plan provides coverage for employees who are disabled after the first week of disability and until the sixth month of disability.

NAPEBT: Coconino Community College is part of Northern Arizona Employees Public Benefit Trust (NAPEBT). Medical, Dental, Vision and Flexible Benefits are provided through the trust allowing CCC to take advantage of the lower rates associated with greater numbers of employees. The NAPEBT website, www.napebt.com, has more information about all of our plans as well as enrollment forms and other paperwork. Other trust members include Coconino County, Flagstaff Unified School District, the City of Flagstaff, Flagstaff Housing Authority, the Coconino County Accommodation School and NAIPTA.

Health Insurance: CCC pays your monthly base insurance premiums in full and shares the cost of adding dependents for a family plan. If you elect a premium plan, additional employee cost will be incurred. Please inform Human Resources if you have a qualifying life event change such as marriage, divorce, birth or adoption of a child, changes in family eligibility for other group health plans and changes in family employment status. Such event changes may allow you 30 days of open enrollment to modify your existing coverage. Otherwise, an annual open enrollment is offered in May for the following fiscal year (July 1-June 30).

If you separate employment from CCC, you may keep your current health insurance for up to eighteen months, as permitted by the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA). However, you must pay both the College and employee share of the monthly premium.

More information on the health insurance benefits can be found here.

Vision Insurance: The College offers vision coverage through VSP. Employees are provided with an annual eye exam with a co-payment of $15. Employees have the opportunity to select a "Buy Up" plan to provide additional coverage for lenses and frames. Employees can also purchase family basic and "Buy Up" plans. VSP website

Dental Insurance: The College offers Delta Dental insurance to all regular full-time faculty and staff. CCC pays your individual monthly insurance premiums in full.  You may elect to have premiums for family coverage withheld pre-tax from your paycheck.  Please inform Human Resources if you have a qualifying life event change such as marriage, divorce, birth or adoption of a child, changes in family eligibility for other group health plans and changes in family employment status. Such event changes may allow you 30 days of open enrollment to modify your existing coverage. Otherwise, an annual open enrollment is offered in May for the following fiscal year (July 1-June 30).

If you separate employment from CCC, you may keep your current dental insurance for up to eighteen months, as permitted by the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA). However, you must pay both the College and employee share.

Life Insurance: The College pays for 100% of your individual policy through Mutual of Omaha. Your life insurance plan offers your survivor beneficiary two times your annual salary rounded up to the next thousand dollar amount with a maximum survivor benefit of $75,000.  Additional life insurance through a Mutual of Omaha Voluntary Plan is available for employee purchase. 

Dependent Life Insurance: Dependent coverage is available to employees at a rate of .12 per month and provides a payout of up to $2000. Your lawful spouse; natural-born or legally adopted child; your stepchild who is living in your home and is chiefly dependent on you for support; and a foster child are eligible for dependents insurance. If a dependent dies while insured under this plan, the amount of life insurance paid in accord with the following table based on a dependent’s age at the time of death:

• Spouse, any age: $2,000
• Child, 6 mos – 19 yrs: $1,000(age 23 if in school)
• Child, 14 days but less than 6 mos: $100
• Child, less than 14 days: None

Additional life insurance through a Mutual of Omaha Voluntary Plan is also available for employee purchase. 

Unemployment Insurance: Your unemployment insurance program provides a measure of economic security to you when unemployment beyond your control occurs. The cost of benefits paid to be eligible for this insurance is funded by CCC.

Accidental Death & Dismemberment: The College pays 100% of your AD&D policy. If, while insured under this plan, you are accidentally injured, and that injury is independent of sickness and all other causes, you will receive a benefit which is based on the type of loss (loss of life, limbs, eye, etc.). More detailed information is available in your Group Life and AD&D Benefits booklet.

Workers Compensation: Worker’s compensation insurance and Leave is provided to you in the event you endure a work-related illness or injury. This insurance will provide recovery of lost wages and appropriate time away from work to recuperate.  

Social Security: Your social security benefits, which include disability and survivor income and Medicare benefits, are made up of contributions from you that are matched by CCC.

Paid Time Off Days:    All benefit eligible employees working at least 1560 hours (three-quarter time or more) in a fiscal year are eligible to accrue PTO leave.. Eligible employees working less than 2080 (full-time) hours per year will accrue PTO on a pro-rated basis. PTO will not be accrued during unpaid leaves of absence.

Employees are encouraged to use their PTO leave each year rather than accumulate the time. Unused PTO may be carried past June 30th of each year, but no individual may carry forward more vacation time than two times his/her maximum accrual for the year, subject to the limitations specified in Policy 410.3.8, regarding payment for PTO leave upon termination.

At the end of each fiscal year, any unused PTO time in excess of two times the annual accrual rate will be forfeited.

Bereavement Leave: Bereavement leave provides 3 days (in state) or 5 days (out of state) paid time off in the event of a death in the immediate family. Your supervisor may approve an additional 3 days with pay that is charged to your sick leave balance.

Emergency Leave: When initiated by the President, emergency leave is offered to pay employees regular wages in the event CCC closes due to natural disaster, inclement weather or other reasons which may restrict or jeopardize the employee's safety.  

Jury Duty: Employees will be released for jury duty at their regular rate of pay. The College reserves the right to request that the employee be dismissed from jury duty should the employees absence pose any undue hardship on the College.

Holiday Leave: CCC recognizes 21 holidays each calendar year and employees are paid their regular wages during these days off.

Family Leave: Under the provisions of the "Family and Medical Leave Act", eligible employees are entitled to up to 12 weeks of unpaid leave annually for the birth or placement of a child, or for the care of a child’s, spouse’s, parent’s or the employee’s own serious health condition. In order to be eligible, employees must have worked at CCC for at least a year, and worked no less than 1250 hours in the 12 months preceding the request. To request FMLA, please fill out the FMLA Form. Also, use the following links to view FMLA Frequently Asked Questions and CCC's FMLA Policy. Please contact Human Resources with any questions.

Flexible Spending: Full time employees are afforded the option to participate in a flexible spending program through Discovery Benefits. This benefit allows employees to pay for un-reimbursed medical, dental, orthodontic and vision expenses and eligible dependent care expenses with pre-tax dollars. 

HSA: Benefit eligible employees who elect the High Deductible Health Plan (HDHP) from Blue Cross Blue Shield are eligible too participate in a Health Savings Account.  This benefit allows employees to set aside money pre-tax for un-reimbursed medical, dental, orthodontic and vision expenses or retirement.  Unlike a Flex Spending plan, this benefit rolls from year to year and is portable when an employee terminates employment with CCC. 

Deferred Compensation Plan: CCC offers a 403B program to allow you to invest a portion of your salary until you retire or separate from employment. You are not taxed on the money you defer until you receive its value at retirement or separation from CCC. More information on this benefit can be found by accessing the TSA page.

Tuition Waiver: Full-Time Faculty and Staff receive 15 credit hours per semester that may be shared between themselves or a dependant for waiver of 100% tuition.  Part-Time Staff recieve 6 credit hours per semester that may be used by themselves or a dependant.  Part-Time Faculty will recieve credit hours based on the number of credit hours taught that semester.  Additional non-resident tuition, non-credit workshops and lab and materials’ fees are excluded.   Release time for an employee’s class attendance must be arranged in advance with supervisor’s approval.

Tuition Reimbursement: CCC encourages you to pursue professional development through continuing education. This benefit allows eligible employees to be reimbursed up to $111.00 per credit hour, for a maximum of 9 hours per fiscal year conditional on a final grade of A or B (or equivalent) with an annual value of $1000.00.