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BENEFITS How did our benefits change under the Agreement ratified in 2000? For the VSP vision plan (active employees only), exams, frames and lens are now allowed every twelve months. UV coatings and tints are covered, as are computer glasses (employee only) and progressive lenses. The frame allowance is increased to $60. Kaiser members are now completely eligible, including eye exams. For Delta dental the plan now includes adult orthodontics ($1000 lifetime, 50% co-pay) and enhanced children's orthodontics from $1000 to $2000 lifetime, 50% co-pay) Chiropractic plans were added to both Kaiser and Health Net ($10 co-pay, 30 visits per year). For Kaiser members there is now a $5 office and prescription co-pay (for up to 100 day supply) and a $35 emergency room co-pay. Health Net plan was unchanged, except for the addition of chiropractic. Whom do I contact at the District Office with questions/problems about my benefits? Sofia Lever in Human Resources now handles benefits. You can reach Sofia at 925-229-1000, ext. 1298. Whom do I contact with the UF with questions about my benefits? Ellen Seider at CCC, ext. 4390, is currently the UF Health Benefits coordinator. I have a conflict with my health insurance about what they should cover. How do I resolve it? First of all, you should be very clear about what is and is not covered under your plan. Study the informational brochure carefully. If you don't have one, get it from Sofia Lever in Human Resources at the District or from the health plan directly. In resolving a problem you need to go through customer service first. If the first person to whom you speak is not helpful, ask to speak to his/her supervisor. If the supervisor doesn't resolve the problem, then you should consult the process for arbitration and appeal of the denied services as outlined in your membership information brochure. There is a legally binding, step-by-step procedure that includes strict deadlines for how long each step will take; the procedure provides for independent review of appealed decisions. I understand that retiree health and dental benefits depend on the date of hire and years of service. How does that work? Faculty hired prior to 7/1/77 receive 100% benefits for themselves and their dependents. So do those hired between 7/2/77 and 6/30/84, if they have ten years of service. Those hired after 7/1/84 receive 100% for the employee and 50% for the dependents, if they have 80 points (age + years of service) and are at least 50 years old. They will receive 50% for the employee and 25% for the dependents if they have 70 points, are 55 years old, and have ten years of service. I am thinking about moving out of the area when I retire. What are my health benefit options? If you move to an area where there is no Kaiser or Health Net coverage, you have two options: Flex Net, or a cash stipend. You should consider carefully before deciding on one of these options. For more information on the pro/cons and costs of these options, contact Dan Franks in Human Resources. PART-TIME FACULTY Can I receive unemployment compensation between semesters? Part-time, temporary faculty of California's community colleges are entitled to unemployment compensation for periods between semesters, including summer breaks. This principle was established in unemployment Insurance Code 1253.3 and Cervisi v. California Unemployment Insurance Appeals Board (1989) 208 Cal. App.3ed654. Under the Cervisi statute, a faculty assignment that is contingent upon enrollment, funding, or program changes is not a "reasonable assurance" of employment (1253.3, subd.(G).) Cervisi covers all part-time faculty: instructors, nurses, librarians, counselors, and other academic employees. Faculty are entitled to benefits even if their employer requires them to sign a form stating that they have a "reasonable assurance" of re-employment. These "reasonable assurance" agreements, known as "yellow dog contracts," are null and void. Saying there is a reasonable assurance does not make it so. The Agreement between the Contra Costa Community College District and the United Faculty in Article 20.4.2.9 states: "Part-time assignments will be made available after contract, regular, overload (AC), long-term substitute, and categorically funded assignments have been made. The District recognizes, according to the California Education Code, the fact that part-time instructors have no legal right to or expectation of continued employment . . . . ." To be eligible for unemployment, those who apply must be unemployed and without other sources of funds, such as another job or retirement funds. It is easy to apply for unemployment and can be done by telephone; just call the number listed in the White Pages of the telephone book under "California, State of, Employment Development Department." Then listen and follow the step-by-step directions. Please have the following information available when you call: your Social Security number and the name, mailing address, and zip code of your last employer. If for any reason you are denied an unemployment claim, please contact your UF part-time representative for guidance in filing an appeals letter. Should I elect Social Security, the State Teachers Retirement System (STRS) Defined Benefit Plan, or the STRS Cash Balance Plan? By Federal law each college district must offer a retirement plan. Fortunately, part-time faculty in our district are offered a choice of three: Social Security, State Teachers Retirement Plan (STRS) and the Cash Balance Plan (also STRS). Because it takes such a long time for a part-time faculty member to vest in the STRS' Defined Benefit Plan, this may not be the best choice for part-time faculty. Contributions for the Defined Benefit Plan are 8% from the employee and 8.25% from the employer. If you do not vest in the DB Plan, then the contributions from the district in your name remain in the plan when you leave teaching. The Cash Balance Plan offers immediate vesting, but the contributions by employee and employer are 4% each. Upon leaving teaching, it takes a full year before you can withdraw your funds from this plan. Social Security at 6.25% for employee and employer is a viable option. If a part-time employee is already vested in Social Security (40 quarters), then the employees should consider the Cash Balance Plan. Each individual needs to look at his/her circumstances and make this very important decision. Does our district offer health benefits for part-time faculty? Yes, part--time temporary faculty and their dependents may qualify for health benefits (dental and vision excluded). To qualify, a part-time faculty member must teach at least 30% of a regular faculty full-time equivalent (FTE) load in the current semester and have averaged at least 30% FTE for the previous two semesters. For those who qualify, the District shall contribute 50% of the health premium for those who teach 50% or less and who elect benefits. For those teaching over 50%, the District will pay a premium amount proportionate to the part-time faculty's semester assignment. For example, if you teach a 60% load, the District will pay 60% of the health premium. For more information, see Article 21.9.5 (page 82) in the current Agreement between the college district and the United Faculty. Can I contribute to a tax sheltered annuity (TSA)? Yes, the District allows part-time faculty to contribute a percentage, or a designated monthly amount, of their wages to a 403(b) plan. A list of plans is available in each college's payroll department. All contributions to a TSA are the sole responsibility of the individual. For other payroll deduction services offered to part-time faculty by the District, see Article 20.4.6 (page 76). Miscellaneous What are my obligations for office hours? A. Regular and Contract I, II and III are obligated for 5 hours per week with a maximum of 1 ½ hours per day. This means office hours are scheduled over a minimum of 4 days. B. Regular and Contract I, II, and III teaching a reduced load are obligated for office hours in proportion to the load being taught. Example: A 60% load would require 3 office hours per week. C. Part-Time office hours are optional. However, the office hours are scheduled in proportion to the load being taught: for .2 to .399 load, ½ hour; .4 to .599 load, 1 hour; .6 load, 1½ hours. The instructor is compensated according to the "Other Academic Services Salary Schedule." How many hours must be spent working on "reassigned time?" When must I do those reassigned hours? When normal load hours are reassigned to other duties, the number of resulting duty hours is determined by the following formula: FTE reassigned X 35 = weekly hours of reassigned duties How is sick leave charged? A. One day is charged if one complete day is missed regardless of the number of class hours scheduled. Exception: if the only scheduled assignment that day is one office hour, only one hour of sick leave is charged. B. If you miss a day when you have no assignment, no sick leave is charged. C. Partial day absences: Charged the lesser of the proportion of that day's instructional hours or the proportion of the week's assignment. D. Sick leave can be used to care for a sick dependent. What are the Early Retirement Options for full-time faculty? Article 14 of the UF-CCCCD Agreement lists the early retirement options. Currently, there is no "Golden Handshake" Program since the State did not renew the legislation permitting this program. However, full-time faculty may choose: A. the Emeritus program which allows faculty upon retirement to teach and earn the (STRS-defined) maximum compensation allowable while concurrently receiving STRS benefits. With the consent of the District, faculty may teach under this program for five years within a six-year period. Restrictions under the program can be found in Article 14.1 of the Agreement. B. pre-retirement reduction of workload. With the consent of the District, faculty, reaching the age of 55 and having been employed full-time in the District for at least 10 years (with the previous 5 years of full-time employment) may reduce their workload up to the maximum of 50%. This option is limited to 5 years. Employees are paid on a pro-rata basis and receive full benefits. STRS retirement credit is granted as if the employee were employed on a full-time basis. Other restrictions can be found in Article 14.2. C. eligibility for early retirement may apply to faculty if they have 25 years of service credit and have reached age 50. See Article 14.4. How am I to be evaluated? Evaluation is conducted under the negotiated contract labeled "Faculty Evaluation Guidelines." Those guidelines are in a booklet separate from the UF-CCCCD Agreement but like the Agreement, the guidelines have the force and authority of California labor law. Faculty and management are bound by their provisions. There are separate guidelines for probationary, tenured, and part-time faculty. Everyone, evaluators and evaluatees, needs to follow the guidelines; otherwise, you will be breaking the law. Full-time faculty who do not have a copy of these guidelines should contact the UF office at DVC; part-time faculty should be given a copy by their evaluators. Does our District have a credit union? Metro 1, First Metropolitan Credit Union, in Concord offers its services to our District. Metro 1 is a full service bank offering a very diverse menu of banking services to part-time faculty. To view the full range of services offered, call (925) 682-6650 or visit their website at www.metro1cu.org. Do you have an unanswered FAQ? Let the UF Office at DVC know. |
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United Faculty of the Contra Costa
Community College District
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