The benefit information presented below is a summary of College provided benefits. This information
is subject to change and subject to the provisions of any legislative mandates and College policy
changes. For more detailed information about Tacoma Community College benefits and to receive
more information, please do not hesitate to contact Leanne Foster at (253) 566-5079 or via email at:
lfoster@tacomacc.edu
Health Insurance
The College health benefits are negotiated through the State of Washington Health Care Authority.
Employees can choose from a variety of health plans including a State preferred provider plan and
several managed care plans. Employees pay a portion of their medical care cost through payroll
deduction. The employee premium is based on the employee’s choice of plan and coverage for
lawful spouses, same-sex domestic partners, and dependent children. The current monthly
premiums range from $20 through $307 depending on plan choice and number of persons covered.
Regular administrative and professional employees’ health insurance benefits become effective the
first day of the month following employment. The College contribution for employee medical plans
currently is $584.58. Employees who have other options for comprehensive medical insurance do
not have to participate in the College’s plan.
Vision Insurance
Vision Insurance is included with all employee health insurance plans. Optical service frequency and
hardware (glasses, contact lenses) vary per type of plan selected. Employees do not pay a separate
premium for vision coverage. Vision coverage is included with the employee health insurance
premium.
Dental Insurance
Regular administrative and professional employees have a choice of dental plans. Options include a
State of Washington preferred provider dental plan and two managed care plans. The coverage
options vary based on plan selection. Currently, employees do not pay a premium for dental
insurance.
Medical Flexible Spending Accounts
The College offers an optional flexible spending account for out-of-pocket medical expenses. This is
a calendar year plan whereby employees can set aside pretax dollars to pay for out-of-pocket medical
expenses. This is a “use it or lose it” IRC governed plan. Employees can set aside between $240
and $2,400 per calendar year. Medical expense reimbursements can be requested for the
employee, their spouse, and their IRS dependents. Employees are eligible to begin participation the
first day of the month following employment.
Voluntary Employee Benefit Association (VEBA)
Post-retirement health reimbursement account plan
Upon College retirement, regular administrative and professional employees participate in a tax free
transfer of one quarter of sick leave benefits into a health reimbursement plan in lieu of a cash sick
leave payout which would be taxable compensation. Regular administrative and professional
employees have the opportunity to annually vote on participation in a 100% transfer of accrued
annual leave balances into the VEBA plan. This is a IRC governed plan and mandatory participation
is required based on a group election. These dollars can be used for post-retirement health
expenses including health insurance premiums.
Life Insurance
The College provides $25,000 in basic life insurance from any cause and $5,000 basic Accidental
Death and Dismemberment (AD&D) insurance at no cost to the employee. Employees can enroll in
additional low cost optional life insurance benefits for themselves, their spouse, and dependents.
Currently, employees can apply for an additional amount equal to $350,000 plus the amount of the
employee’s annualized salary. Upon retirement, employee’s can apply for conversion of their term
life insurance into a whole life policy.
Long Term Disability Insurance
The College provides a basic long term disability plan at no cost to the employee. This plan pays a
benefit between $50 and $240 per month 90 days after disability certification or the period of
accumulated sick leave, whatever is longer. Employees can also participate in an optional long-term
disability plan that provides 60% of the first $10,000 of monthly predisability earnings, reduced by any
deductible income, plus amounts paid into the higher education retirement accounts. This is an aftertax benefit; therefore, any benefits received from this plan are tax free.
Retirement
Regular administrative and professional employees participate in the College’s defined contribution
plan through TIAA-CREF. This plan has a dollar for dollar College match. Employees begin the plan
on their first date of hire. Employees are immediately 100% vested in their contributions and the
College’s contributions. Percentages of contributions are age dependent.
Ages under 35 contribute 5% of their gross income with a 5% College match.
Ages 35 to age 50 contribute 7.5% of their gross income with a 7.5% College match
Ages 50 and over contribute 10% of their gross income with a 10% College match
Individuals who currently belong to a College State sponsored plan can continue with that plan in lieu
of participation in the TIAA-CREF plan (i.e. Public Employee Retiree System (PERS), Teachers
Retirement System (TRS)).
Supplemental Retirement Opportunities
The College offers the opportunity to participate in supplemental retirement plans in addition to the
regular matched retirement. An employee can voluntarily participate in a 403(b) plan and set aside a
portion of their income in a tax deferred plan. These plans are easily set-up and provide for
employee flexibility. Recent tax changes allow employees to participate in both supplemental 403(b)
plans and the State of Washington’s 457 deferred compensation plan.
Deferred Compensation Plan
Employees of the College can participate in the State’s deferred compensation plan. This 457 plan
allows an employee to set aside additional pre tax earnings for retirement savings. Employees can
participate in the supplemental 403(b) retirement plans in addition to participation in the State plan.
Dependent Care Assistance Program
Employees can set aside pretax dollars to pay for out-of-pocket dependent care expenses. This plan
provides a simple, efficient and cost-effective opportunity for savings. Employees may be able to
save hundreds in dollars in taxes annually if they have children under the age of 13 or elderly parents
who require care assistance. Employees can sign up to participate upon hire.
Guaranteed Education Tuition (GET) Plan
The Washington Guaranteed Education Tuition Program, or GET, is a qualified tuition program under
Section 529 of the Internal Revenue Code. GET offers Washington families a safe, affordable and
easy way to save for college. Since GET began in 1998, Washington families have opened more than
44,000 accounts valued at over $436 million.
GET accounts are for everyone.
GET accounts are for everyone – from newborns to senior citizens. The only requirement is
that the student beneficiary live in Washington at the time of enrollment.
GET accounts can be used almost anywhere.
GET accounts can be used at almost any public or private college, university, trade or
technical school in the United States, as well as some schools around the world.
GET accounts grow tax-free.
The increased value of GET accounts is tax-exempt when used for tuition and other qualified
educational expenses. The IRS also allows generous gift and estate tax exemptions for
contributions to GET.
GET accounts are guaranteed.
And best of all, GET is low risk. The state of Washington guarantees that 100 GET units will
cover one year of tuition and state-mandated fees at the highest-priced public university in
Washington – whether your child is ready for college in five years, 15 years or more.
Holidays
Regular administrative and professional employees enjoy ten statutory paid Holidays per calendar
year.
In addition, regular administrative and professional employees continuously employed by the college
for more than four months may select one personal holiday each calendar year in addition to the ten
statutory holidays.
Annual Leave
Regular administrative and professional employees accrue 2 days of annual leave per month or 24
working days each twelve month period.
Illness, Injury, and Emergency Leave (Sick Leave)
Regular administrative and professional employees accrue one day of sick leave for each month of
contracted employment.
Personal Leave
Regular administrative and professional employees may be granted up to five non-accumulative
personal days per twelve month period of service.
Other Leaves
Regular administrative and professional employees enjoy other leaves: military leave, rejuvenation
leave, family and medical leave, civil duty leave, bereavement leave, professional leave and shared
leave.