For those who intend to remain in their roles at reduced hours, the College will maintain their current health premium costs through December 31, 2009, assuming the employee does not change health plans. To be eligible for the benefits transition support, reduction in hours must take place by June 30, 2009. Beginning on January 1, 2010, the employee will be responsible for the actual health premium costs associated with the health plan elected, hours worked and pay rate.
For those who reduce the months per year that they work, health benefits will continue during the "off month(s)" using the appropriate option below:
Salaried employees will have their pay and benefits credits and deductions reallocated across all twelve months.
Hourly employees are paid for actual hours worked so during the "off month(s)" there is no pay from which to deduct premium costs.
Therefore, the hourly employee has two options:
1) The employee may be billed for benefits provided during the non-working months. The premium due will take into account the benefits credits due based on annualized hours and pay rate; or
2) The employee may choose to have the benefits credits and deductions that accumulate during the non-working months spread over the year's remaining pay periods.
Impact on pay: Employees whose hours are reduced will be paid according to their new hours. Hourly paid (non-exempt) employees are paid for hours worked. Salaried (exempt) employees are paid the reduced salary based on the new regular hours, whether actual hours worked go up or down. Other benefits or program participation connected to hours, salary or FTE will be adjusted accordingly.
Work Hours Related to Health Insurance Credits and Costs
Health premium cost sharing is based on both an employee's projected annual salary and FTE (Full Time Equivalent, based upon projected working hours). Employees working at least 37.5 hours per week are considered a 1.0 FTE. Employees working less than 37.5 hours receive a prorated benefit credit based on both projected annual salary and actual FTE. Therefore, employees who are less than 1.0 FTE will pay more for their health premiums than employees with the same salary who are a 1.0 FTE.
Employment Status
The reduction in your hours does not change your employment status. Regular status is defined as an employee hired into or occupying a position that is expected to last at least nine months in a continuing capacity, year after year, with a work schedule of either part time or full time. However, your hours must be at least 20 to be considered benefits-eligible.
Time off
Personal Leave
If you are an hourly paid employee, you will continue to be granted 11 days of Personal Leave. The reduction in hours will be reflected in the amount of hours used per day. For example, a person who works 8 hours a day would have 88 hours of Personal Leave (8 hrs x 11 days) and a person who works 6 hours a day would have 66 hours of Personal Leave (6 hrs x 11 days).
Vacation
You will begin to accrue vacation at your new FTE rate effective April 13, 2009.
