Full-time Employee Benefits
- Last Updated: Thursday, 19 October 2017
Employee Assistance Program (EAP): The Jorgensen Brooks Employee Assistance Program (EAP) is an assessment and brief counselling service offering 24 hour crisis response, problem assessment, referral and problem-solving assistance for covered employees and their family members. 24-Hour Crisis Telephone Response Toll Free: (888) 520-5400
JBG Clinical Care – information relative to our counseling services for employees and their families; “CLICK FOR YOUR CLINICAL CARE FLYER”
JBG Personal Care – resources for topics such as legal, financial, ID theft recovery, child and elder care, education, housing, saving center, medical advice and so much more!
Access JBG Personal Care with these easy steps
2. Then type the employer’s name, including spaces [Coconino Community College ] click “login”
3. “Click here to access your JBG Personal Care”
Arizona State Retirement System (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 and employer match vary from year-to-year based on state legislation. More information on ASRS can be found on the ASRS website.
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 ORP or ASRS. 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.napebtbenefits.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 High Deductible Health Plan insurance premiums for the employee only and offers a Cafeteria Plan to allow employees to choose from a variety of benefits on an annual basis. Employees are allocated a specific dollar amount to spend on benefits. Any allotment not applied can be received as taxable income. Any elections over and above the allotment are treated as payroll deductions. 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 April 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.
Vera Whole Health: Vera Whole Health is an independent primary care health clinic. It is a new, additional benefit available to employees, spouses, and dependents (age 3 and up) of the Northern Arizona Public employees Benefit Trust (NAPEBT). The Trust includes the City of Flagstaff, Coconino County, Coconino Community College, Coconino Accommodation School District, Flagstaff Unified School District, and the Northern Arizona Intergovernmental Public Transportation Authority. For more information about this benefit, please visit: http://patients.verawholehealth.com/vwh/napebt/
Wellness Incentive Program: You can earn a discount on your health insurance premium by participating in the Wellness Incentive Program each year. Check out the details here: https://www.mywellsite.com/NAPEBT/
Jorgensen Brooks Group Employee Assistance Program: Behavioral health services that helps individuals create more effective strategies for meeting life's challenges. Jorgensen Brooks helps individuals better problem solve through brief, problem focused counselling. To schedule an appointment call 1-888-520-5400.
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.
Dental Insurance: The College offers Delta Dental insurance to all regular full-time faculty and staff. The employee pays for individual and family monthly insurance premiums in full. 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 April 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 of the monthly premium.
Life Insurance: The College pays for 100% of your individual policy through Minnesota Life. 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 $100,000. Additional life insurance through a Minnesota Life Voluntary Plan is available for employee purchase.
Dependent Life Insurance: The College pays for 100% of dependent coverage. 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 dependent insurance. If a dependent dies while insured under this plan, the amount of life insurance paid in accordance with the following table based on a dependent’s age at the time of death:
- Spouse, any age: $2,000
- Child, 14 days – 19 years: $1,000(age 25 if in school)
- Child, 14 days but less than 6 mos: $100
- Child, less than 14 days: None
Additional dependent life insurance through a Minnesota Life 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. AD&D matches the Basic Term Life amount. More detailed information is available through Minnesota Life.
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 (PTO) Days: All benefit eligible employees working at least 1,560 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.
|32 Days Per Year|
|0-2 Years of Service||21 Days Year|
|3-4 Years of Service||26 Days Year|
|5+ Years of Service||32 Days Year|
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 PTO time than two times his/her maximum accrual for the year, subject to the limitations specified in Policy 410-03, 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 converted to the compassionate leave bank.
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 PTO (or sick leave for faculty) 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 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 Heath Equity. 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 to 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 403B and 457B programs 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.
CCC Class Tuition Reimbursement: Full-Time Faculty and Staff who are assigned 30 hours or more are eligible for 15 credit hours per semester that may be shared between themselves or a dependant for reimbursement of 100% tuition. Part-Time Staff receive 7 credit hours per semester that may be used by themselves or a dependant. Part-Time Faculty will receive credit hours based on the number of credit hours taught that semester. Reimbursement of standard tuition is conditional on a final grade of A or B or C (or equivalent) and a pass in a designated pass/fail class. Reasonable accommodations under the Americans with Disability Act and Amendment Act may be made with consultation of the Director of Human Resources and the Disability Resources Coordinator. Release time for an employee’s class attendance must be arranged in advance with supervisor’s approval.
Outside CCC 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 $1,000.
Possible Student Loan Forgiveness: The Public Service Loan Forgiveness (PSLF) Program forgives the remaining balance on your Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for a qualifying employer. For more information visit the Loan Forgiveness student aid site.