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Compensation & Benefits
The salary pay ranges for each position are established by the State and are included in the position listing. The exact salary offered to new employees is calculated based on a combination of education and experience.
Below is a summary of the benefits available to Tri-County Technical College employees. For complete information on any of these benefits, please refer to the detailed insurance booklets available through the College Personnel Office or the Employee Insurance Programs website at http://www.eip.sc.gov/. These benefits are available to new full-time employees without proof of good health, within the first 31 days of employment or within 31 days of a change in family status. If a new employee refuses coverage or fails to enroll within 31 days, he/she will have to show proof of good health and may have to wait until the next open enrollment period to enroll in the desired plan(s).
The dental plan covers diagnostic/preventive at 100% of allowable charges, basic dental services (fillings, teeth pulled, etc) at 80% of allowable charges, prosthetics at 50% of allowable charges and orthodontia services (for children under 19 years of age, up to a maximum benefit of $1,000). Open enrollment is during October of odd numbered years with the following January 1st as the effective date.
The dental plus program covers the same services as the standard dental plan with the exception of orthodontia. The allowable charges for dental plus are at or above what 90% of the dentists in the state charge for their services. You must carry the same level of dental plus (employee only, employee/child, employee/spouse or full family) as you carry in basic dental.
Health insurance provides coverage for medical expenses if you become sick or injured. There are two plans available. Each plan covers the same services and expenses but the monthly premiums, deductibles, and co-payments are different. This insurance also has an automatic $3,000 life insurance policy, regardless of which plan is chosen. Open enrollment is during October of odd numbered years with the following January 1st as the effective date.
A prescription drug card is a part of the health plan and has a co-payment of $9 for generic and $30 for brand name drugs and $50 for preferred brand drugs. These co-payments do not count toward your deductible.
HMO's are available as an additional option for any employee that lives or works in an area serviced by a participating HMO.
Coverage options range from $10,000 to $500,000 dollars. Amount of coverage is based on salary range and the premiums are based on age. Coverage is portable into retirement until age 70. Coverage options available at retirement are 50% or 100% of the face value of coverage as an active employee. The plan has a seat belt rider that provides an additional 10% of face value if you are in a fatal accident and are wearing your seat belt. The plan also has a Living Benefit that provides the employee 80% of the face value if diagnosed with a terminal disease. The other 20% would go to the beneficiary at the time of death. A Travel Assistance Program (provided by Hartford through Worldwide Assistance Services, Inc.) has been added to the Optional Life program. It includes 24 hour toll-free access to emergency assistance and some personal services when traveling 100 miles or more from home for 31 consecutive days or less. This coverage is also provided for covered dependents.
Dependent Life Insurance
Life insurance coverage on your spouse is available up to $100,000. If you wish to purchase more than $20,000 of life insurance on your spouse, you must prove medical eligibility. The amount that you can buy on your spouse depends on the amount of Optional Life Insurance that you have purchased. The premiums are based on the employee's age.
Life insurance is available on your dependent children in the amount of $10,000. The premium is $1.24 per month regardless of the number of children you have.
Long Term Care Insurance
This insurance is available for employees, retirees, and their spouses, parents and parents-in-law; regardless of whether or not the employee or retiree participates. There are two enrollment options available: The first pays 50% of your daily benefit amount (DBA) based on your option and where care is given. The second pays 100% of your DBA for the same services. Some new features for 2004 include a higher DBA limit, an expanded list of activities of daily living; a 10% premium discount for each spouse if both enroll, the ability to purchase additional coverage while you are receiving benefits, and restoration of benefits if you receive LTC benefits and then recover and no longer need care. The premiums are based on age of the enrollee and daily benefit chosen. Once enrolled, your premiums are locked in for that age, but may increase if there is an overall increase. There is a return of premium feature for the employee and spouse if they were enrolled and continuing to make premiums when they die. This is a cash benefit paid directly to the insured.
Supplemental Long Term Disability
This plan supplements the long-term disability benefit provided by the SC Retirement System. The plan guarantees you a monthly benefit of 65% of your gross salary at a minimum benefit of $100.00 per month and a maximum benefit of $8,000 per month. There are two plans available, one with a 90 day waiting period and one with a 180 day waiting period.
This feature provides for the use of pre-tax dollars to pay for health, dental and the first $50,000 of your optional life premiums, dependent day care and medical expenses that will not be paid or reimbursed by the insurance. There is an annual enrollment for the day care and/or medical expense programs. These two features allow you to set aside a designated amount of pre-tax dollars for related expenses. Once spent you file for reimbursement. Enrollment is in October for the following January 1st as the effective date. You must be employed for one year as of January 1st to be eligible for the medical spending program.
South Carolina Retirement System
Participation in either the South Carolina Retirement System or an Optional Retirement Plan is mandatory for employees hired to fill a permanent position, regardless of the number of hours they work. Coverage is optional for temporary employees unless they already have an active account at the SC Retirement System. Employees contribute 6.5% of their gross salary, the College contributes 13.29% of the employee's gross salary. Employees are fully vested after five years. Full retirement is at 28 years of service or age 65. If you terminate employment you may leave your contributions on account, request a refund (an automatic 20% will be taken as taxes) or request to have the funds rolled into an approved IRA (this could avoid the 20% tax penalty). This system also provides a base long term disability plan to a cap of $800.00 per month.
Optional Retirement Plans
These plans are available to all full-time and part-time employees. There are four plans available and these carriers can change from year-to-year. The plans that are currently available are VALIC, Metlife, Hartford, and TIAA/CREF. Employee and college contribution rates are the same as for the SC Retirement System.
- Faculty Non-work days: Faculty and Librarians have a base of 23 days per academic year that they may use, with their supervisors approval. The days must be used in full-day increments.
- Annual Leave: Classified employees, Unclassified Non-teaching Personnel, and Institutional Officers earn a base of 1.25 days per month of annual leave provided that they are in pay status for at least half of the working days of that month. Employees must have prior supervisor approval to use annual leave. After ten years of state employment the earning rate increases annually by .78 hours per month per year to a maximum earning of 2.5 days per month.
- Sick Leave: All classified and unclassified employees earn 1.25 days per month of sick leave, provided that they are in pay status for at least half of the working days of that month. Sick leave is to be used for doctor appointments and illnesses. Ten days per calendar year of your sick leave balance can be used to care for ill immediate family members (this includes parents, spouse and child(ren).
- Holidays: There are 12 legal holidays per year for classified employees, Unclassified Non-teaching Personnel and Institutional Officers.
Other Available Benefits
- Deferred Compensation Program: Three tax-deferred savings plans to choose from: 401K and 457. Contributions are payroll deducted, pre-tax, and can be started at anytime.
- Direct Deposit: Payroll checks for all employees are direct deposited to your bank.
- Leave Transfer Program: This program is for employees who are experiencing a catastrophic and extreme financial hardship, due to a disease, injury, or illness. Once an employee has exhausted all applicable leave balances and will be in a leave without pay status for a minimum of thirty working days they may apply for the Leave Transfer Program. Some of the other requirements are that the disability not be a routine disability (such as pregnancy) and must be medically necessary. For more information and the initial consultation, contact Personnel.