Life Insurance
Basic life insurance coverage in the amount of $25,000 is completely paid for by Georgia Gwinnett College. Optional supplemental life insurance equal to your salary multiplied by up to 10 times may be chosen. Dependent Life Insurance is available equal to $10,000 for your spouse and each child between the ages of six months and 19 years, or between the ages of 19 and 26 years if they are unmarried, full-time students. Children at least two weeks old but less than six months old may be insured for $2,000.
Health Insurance
Eight health plans are available for election. The Preferred Provider Organization (PPO), PPO Consumer Choice, High Deductible Health Plan (HDHP), High Deductible Health Plan (HDHP) Consumer Choice, Kaiser Permanente, Kaiser Permanente Consumer Choice, Blue Choice HMO and the Blue Choice HMO Consumer Choice. The employer pays 70 percent of the premium and the employee pays 30 percent for health insurance under the group plan approved for Georgia Gwinnett College.
Those with PPO Health coverage: 1st Medical Network has terminated its contract with Laboratory Corporation of America (LabCorp) effective September 1, 2007 but for BOR patients, coverage is effective through October 31, 2007. In order to keep your out-of-pocket expenses to a minimum, it is recommended that you always ask to be referred to in-network facilities for all lab testing. To search for participating ancillary providers, click on www.healthyGeorgia.com.
Direct link to all Health Care Providers:
http://www.usg.edu/hr/benefits/health_insurance/
Vision
We are offering a vision plan which offers a comprehensive vision exam once every 12 months and materials copay of $25.00, which applies to the entire purchase of eyeglasses or contacts in lieu of eyeglasses. Visit the UnitedHealth Care Vision website for more information.
Retirement
http://www.usg.edu/hr/benefits/retirement_plan_information/
All persons hired after June 30, 2008, who are also exempt from FLSA (Fair Labor Standards Act) will have the opportunity to elect to participate in the BOR Optional Retirement Plan or TRS. Employees and potential employees who are not sure of their FLSA status should contact Human Resources for clarification.
Teachers Retirement System (TRS) - This is a state plan that requires a 5.25 percent base salary employee contribution. The employer contributes 9.74 percent to support the retirement plan. Ten years of creditable service are required in order to be vested.
Link: http://www.trsga.com/
Optional Retirement Plan (ORP) - This option is currently available to all faculty and directors only. However, all persons hired after June 30, 2008, who are also exempt from FLSA, will have the opportunity to elect to participate in the BOR Optional Retirement Plan. This is a portable plan that requires a 5 percent base salary employee contribution; employer contributes 9.24 percent to the (ORP) vendor who then invests these funds on behalf of the employee. The employee is vested immediately in the ORP plan. The ORP vendors are:
Deferred compensation (457) plans are non-qualified, tax deferred compensation plans for employees of non-profit organizations such as colleges and public schools. An eligible employee may reduce his/her salary and put part of his/her income into a retirement account on a pre-tax basis. The payment of taxes on the money put into the account will be deferred until the money is withdrawn, usually age 59 1/2 or later.
Since more money is invested than would be if the money were taxed, the money grows at a faster rate. Because an employee's tax bracket may be lower after retirement the money withdrawn from the account may be taxed at a lower rate.
Deferred compensation plans may be purchased from insurance and investment companies. Investment options vary. Insurance companies offer annuities. Other companies offer mutual funds, stock funds, bond funds etc. The best way to find out which investment option is best for you is to contact the insurance or investment company and talk to an agent or read the company's literature. The purchase of deferred compensation plans is limited to those sold by the companies on Georgia Gwinnett College's list of approved vendors.
You must be careful not to put excess contributions into a deferred compensation plan as there are severe penalties for doing so. You may consult with your deferred compensation company for assistance in determining the maximum amount you may contribute.
Employees may contribute the maximum amount to both 457 and 403b plans as long as that amount does not exceed the employee's earnings.
Approved deferred compensation plan vendors are:
ALL BENEFIT-ELIGIBLE GGC EMPLOYEES MAY PURCHASE DEFERRED COMPENSATION PLANS THROUGH PAYROLL DEDUCTION.
Tax sheltered annuity (403b) plans are federal approved retirement plans for employees of non-profit organizations such as colleges and public schools. An eligible employee may reduce his/her salary and put part of his/her income into a retirement account on a pre-tax basis. The payment of taxes on the money put into the account will be deferred until the money is withdrawn, usually age 59 1/2 or later.
Approved tax sheltered annuity plan vendors are AIG Retirement, TIAA-CREF and Fidelity Investments.
ALL BENEFIT-ELIGIBLE GGC EMPLOYEES MAY PURCHASE TAX SHELTERED ANNUITIES THROUGH PAYROLL DEDUCTION.
Social Security
All employees with benefits are required to contribute to Social Security. The Social Security taxes withheld from an individual's pay is reflected in two deductions: 6.20 percent for the old age, survivors, and disability insurance tax, and 1.45 percent for the Medicare tax.
Dental Insurance
Board of Regents
Under the Board of Regents Dental Plan you may select the dentist of your choice. The plan pays 100 percent of the Usual Customary and Reasonable (UCR) charges for preventive dental services after a $50 annual deductible has been met, 80 percent of allowable covered charges will be covered up to a maximum allowable benefit of $1,000 per individual per calendar year. Enrollment in this plan is allowed only during the first 30 days of employment.
For more information: http://www.usg.edu/hr/benefits/dental_insurance/
Short Term Disability Insurance (Optional)
Coverage begins from the first day of an accident or hospitalization or eighth day of disability due to sickness and continues during the disability for not more than 22 weeks. The weekly income benefit is 60 percent of the base salary at the time the employee becomes disabled. Visit the Hartford website for more information.
Long Term Disability Insurance (Optional)
An employee must be totally disabled for a period of 5 months in order to be eligible for benefits. The monthly income benefit is 60 percent of the base salary at the time the employee becomes disabled. Visit the Hartford website for more information.
Dependent Care Spending Plan
Under this plan, the employee is able to be reimbursed for dependent care expenses-such as child care and day care fees-with before tax dollars. The total amount of money the employee may contribute is limited to $5,000 per year. Both the employee and his/her spouse must be gainfully employed unless the spouse is a full-time student or physically or mentally unable to care for him/herself. Both the employee and his/her spouse must work except under special circumstances. Care must be provided in a licensed/registered facility.
Health Care Spending Plan
This plan allows the employee to use pre-tax salary dollars for health care expenses. Under this plan, the employee makes a contribution to a spending account each pay period. Reimbursement is made to the employee when a claim with appropriate documentation is submitted for an eligible health care expense not covered by insurance. Limit is $5,000.
Direct Deposit
An employee may elect to have his/her net pay automatically deposited into his/her account on payday. This is available with any bank that participates with the Federal Automated Clearing House.
Gwinnett Federal Credit Union Membership
Employees and their families are eligible for membership at Gwinnett Federal Credit Union. There are seven full service locations with a wide range of low cost banking services including a new employee “survival loan”, free checking, free online banking, free bill payment (with checking + eStatements) and a free BALANCE Financial Fitness counseling program. Members are saving $1,000 on average when using Gwinnett Federal’s affiliated MEMBERS AutoChoice one-stop vehicle buying service or their first mortgage company CUFS. To get started or add services go to www.gwinnettfcu.org.
Worker's Compensation
All employees are covered by the provisions of the Georgia Workers' Compensation Act. This act provides payment for medical and hospital expenses, as well as disability compensation in the event, an employee is injured while performing job duties. It is imperative that proper reporting occurs as Workers' Compensation claims cannot be paid under any other insurance, including disability insurance. Because of this, in order to be properly covered, notify your supervisor immediately upon incurring a work-related injury.
Tuition Assistance Program (TAP)
TAP is an employee supplemental educational assistance program. The tuition assistance program is available to full time benefits-eligible employees of the USG who have successfully completed at least six (6) months of employment in a benefits-eligible position, as of the date of the TAP application deadline for the desired academic semester. For more information: http://www.usg.edu/hr/benefits/tuition_assistance_program_tap/
Employee Self-Service
Employee Self Service is your personal guide to your personal information. Self Service allows you to manage your personal information without the need for emails and phone calls to Human Resources payroll. For more information and to login: https://portal.adp.com/public/index.htm
Relocation Expenses
Georgia Gwinnett College has adopted a Relocation Policy for new regular (benefit-eligible) full-time employees who are faculty or who hold a title of at least Director. Relocation expenses are not automatic and must be recommended by the appropriate Vice President with written approval from the President. Relocation expense amounts must be stated in the offer letter to qualify. The employee is responsible for all taxes on the expense. For more specific information, please refer to the Georgia Gwinnett College Administrative Manual.
Additional Discounts
There are a number of discounts for entertainment and sporting events, as well as discounts for services available on the Team Georgia Connection website. As employees of Georgia Gwinnett College, you are eligible to take advantage of this service. If you have not already setup your userid and password on the Team Georgia website, take a few minutes to do so and check out the Employee Discounts available under Benefits today. For more information: www.team.georgia.gov
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