benefits
Life Insurance - Mutual of Omaha
Carroll College offers Life and Accidental Death & Dismemberment coverage to all full-time and benefit eligible part-time employees. The premium is split between the employee and the College. Below is a summary of benefits.
- Eligibility: All full-time and benefit-eligible part-time active employees.
- Life Insurance: One times your annual base salary.
- Accidental Death and Dismemberment (ADD): 60 % of before tax earnings.
- Reduction in Benefits Due to Age: Life and Accidental Death & Dismemberment benefits reduce to: 65% of the amount of life insurance at age 65; and reduced to 50% of salary amount at age 70.
- Accelerated Benefit: If, while you are a covered person, you have a qualifying medical conditon, you have the right to receive a portion of your life insurance during your lifetime. This accelerted benefit pays up to 50% of the Life benefit to a maximum of $100,000.
- Portability: This allows the employee to keep their group life insurance coverage at group insurance rates when they leave employment or reduce their hours and are no longer eligible for group coverage with their employer. It is not available if the individual is sick or disabled.
- Conversion: This allows you to take your insurance coverage and "convert" it into an individual whole life insurance policy.
- Seatbelt Benefit: An additional 10% of the benefit to a maximum of $50,000 is available if you die as a direct result of an automobile accident injury while wearing a seatbelt.
- Education Benefit: Provides a benefit equal to 5% of the principle sum.
Retirement (TIAA-CREF)
TIAA-CREF or Teachers' Insurance Annuity Association and College Retirement Equity Fund provides eligible Carroll College employees with retirement planning and management services. TIAA-CREF has a several managed funds that provide varying rates of risk and return. Eligible employees may make pretax contributions to any or all of these funds, up to their federal tax limit.
Carroll College offers two options for participation in the retirement plan. The first option is the College Match Plan or Regular Annuity Contract where an eligible employee contributes at least 5% of his or her gross annual base salary, and Carroll matches that contribution. The employee allocates the contributions among the available funds as he or she chooses. Eligibility to participate in the College Match requires that an employee work at least 1,000 hours per year and be employed with the College for at least one year. Participation becomes mandatory when the employee has worked at least 1,000 hours per year for three years and have attained the age of 30. Employees new to Carroll who have participated in a TIAA-CREF program previously may waive the waiting period and begin participation in the College Match Program immediately.
The second option, called a Supplemental Retirement Annuity Contract or SRA, allows the employee to make pretax contributions (up to his or her federal tax limit) to the same funds available to those employees participating in the College Match Plan, but does not receive a college match. To be eligible to participate in the SRA Program, a Carroll employee must work at least 1,000 hours per year.
For information on how to enroll, a calculation of your maximum allowable contribution, or any other retirement related inquiry, contact the Office of Human Resources.
You can also find out more information about TIAA-CREF or view your investments at the TIAA-CREF web site.
Health Insurance
The group health insurance Plan for Carroll College is offered through Blue Cross Blue Shield of Montana (BCBS), Blue Choice.
Blue Choice offers three levels of coverage for the participant. The plan participant chooses at which level to receive coverage - Level A, Level B, or Level C.
Level A
If the participant selects a Blue Choice network personal care provider (PCP), office visits are $15.00. Diagnostic, labs and x-ray costs are included in the office visit co-payment if the procedures are performed in the PCP's office. Level A has a maximum out-of-pocket expense (including deductible) of $3,000 per participant/$6,000 per family.
Level B
If the participant selects a Blue Choice network facility for medical services, the deductible is $1,000 per participant; $2,000 per family. Thereafter, benefits are paid 70% by BCBS of MT, 30% by participant. Level B maximum out-of-pocket expenses (including deductible) are $3,000 per participant/$6,000 per family. The out-of-pocket maximum is cumulative between Level A & B.
Level C
If the participant selects a non-participating Blue Choice provider for medical services, the deductible is $2,000 per participant; $4,000 per family. Thereafter, benefits are paid 70% by BCBS of Mt, 30% by participant. Level C maximum out-of -pocket expense (including deductible) is $3,000 per participant/$6,000 per family. The deductible is in addition to the Level A & B maximum.
At all levels, benefits are 100% paid after a $30 co-payment for urgent care; emergency room benefit is 100% after a $100 co-payment.
Carroll College offers a prescription drug benefit through BCBS of MT to all health insurance participants. After the participant pays a one-time $100 deductible (except for generic drugs), the benefit pays $10 for generic drugs, $45 for drugs on the formulary, $75 for drugs not on the formulary.
Additionally, a mail order prescription drug plan is available to participants with maintenance prescriptions (medications taken on a regular monthly/daily basis). By using the mail order plan, a participant may receive 3 months of medication for 2 months co-payments (after deductible, if applicable).
Voluntary Dental Insurance
Carroll offers a voluntary dental insurance (employee pays premium), through Delta Dental Insurance Company. The Benefit structure is based on utilization of a network dentist and includes:
Type I - Preventive/Diagnostic
Floride Treatments, X-Rays, Cleanings, Exams, Sealants
- Benefit Year Deductible is $0
- Company Pays 100%
Type II - Basic Restorative
Fillings, Endodontics(root canals), Periodontics (gum treatment)
- Benefit Year Deductible $50
- Company pays 80% of network charges
Type III - Major Restorative
Crowns, bridges, dentures, inlays, onlays, cast restoration, Oral Surgery
- Benefit Year Deductible 1st year - NOT COVERED
- 2nd year and after-Benefit Year Deductible is $50
- Company pays 50% of network charges
Maximum Benefit per year for Type I, II, & III $1,000/covered individual
Type IV - Orthodontia (ages 6 - 19)
- 1st year - NOT COVERED
- Lifetime Deductible $50
- Company pays 50% of network charges
- Lifetime benefit of $1,000
Vision Insurance
Carroll College offers vision insurance free of charge to eligible employees through Vision Service Plan(VSP). The benefit allows for an exam, lenses and frames, once every twenty-four months, for a ten dollar co-pay. In order to guarantee full coverage, a VSP member doctor must be used. To use the service, call a VSP member doctor to make an appointment. Identify yourself as a VSP member through Carroll College. The VSP member doctor will contact VSP to verify your eligibility and plan coverage. The doctor will also obtain authorization so you can receive services. If you are not currently eligible for services, the VSP member doctor is responsible for communicating this to you. VSP will pay the member doctor directly for covered services.
Services and materials obtained from a non-member doctor will be reimbursed up to amounts on the schedule that follows. If you receive an exam and/or materials from a non-member doctor, you are responsible for paying the provider in full, and submitting itemized receipts to VSP for reimbursement. It is important to note that the reimbursement schedule does not guarantee full payment.
Benefit Outline
(Services from a VSP Member Doctor)
- Examination: Paid-in-Full
- Single Vision Lenses: Paid-in-Full
- Lined Bifocal Lenses: Paid-in-Full
- Lined Trifocal Lenses: Paid-in-Full
- Frames: Over 11,058 frames on today's market are covered in full based on a wholesale allowance.
- Contact Lenses: (In lieu of spectacle lenses and frame)
- Necessary, Paid-in-Full
- Elective, when you choose contacts instead of glasses, your $120 allowable applies to cost of your contacts and the contact lens exam (fitting and elaluation). This exam is in addition to your vision exam to ensure proper fit of contacts.
Flexible benefits
The flexible benefits or cafeteria plan offered to Carroll College employees is administered by Intermountain Administrators, Inc. This benefit plan allows employees to use pre-tax dollars to pay for out-of-pocket medical or dependent care expenses. Employees may elect to have their portion of applicable health insurance and/or dental insurance premiums paid from pre-tax dollars as well as begin a "pre-tax savings account" that they may be reimbursed for eligible expenses.
Eligible expenses must have been incurred during the plan year (February 1 - January 31) and must be eligible for tax deduction. These are authorized in the IRS Code Section 213. You may not be reimbursed an amount greater than your annual election.
Insurance premium account
You may elect to pay for insurance coverage through Carroll College's health plan or dental insurance plan with wages that are not subject to federal or state income taxes.
Medical Spending Account
Out-of-pocket medical expenses for deductibles, co-payments, prescriptions, etc. may be reimbursed through the Medical Spending Account. To be reimbursed, submit a completed Medical Expense Reimbursement Request along with the receipt for services. Employees may not be reimbursed for medical-related insurance plans not maintained by your employer (including those paid by an employed spouse through another employer). The maximum annual medical election is $5,000.
Dependent Care Account
You may elect the Dependent Care Account to reimburse your family's child, elder, or handicapped dependent care expenses. Expenses can be reimbursed for live-in care, baby sitters, day homes and licensed day-care centers. You cannot be reimbursed for expenses paid to one of your tax dependents.
The amount of your election cannot exceed the lesser of your or your spouse's earned income (assumed to be $200.00 per month if you have one eligible dependent in care, $400.00 per month with two or more), nor can your elected benefit exceed $5000.00 per year.
When you have an expense, simply complete a Day Care Expense Reimbersement Request, have your provider sign it (or obtain a receipt) and send it to Intermountain.
Determining your Election
Your flex plan election is a very personal decision that is affected by the amount of medical and dependent care expenses that you anticipate incurring during the plan year. If you are new to the flex plan, it is best to take a conservative stance when estimating your election because any money left in the account at the end of the plan year after all reimbursement requests have been submitted is forfeited. Initially, only elect the amounts for medical and dependent care that you are nearly certain that you will incur. As you gain experience estimating these expenses you can choose to elect more.
Changing your Election
Once your election has been made for the year, it may only be changed under the following circumstances:
Any event or circumstance that changes the number of tax dependents in your family such as marriage, birth, death or divorce. Employment status changes that can effect the need for child care or the rates and availability of health coverage. Significant changes in your employer's health plan coverage or premium rates.
For more information on the Flexible Benefits Plan, to receive Reimbursement Forms, or to change your election, contact the Office of Human Resources.
Employee Assistance Program (EAP)
The EAP program is offered to all eligible employees in co-operation with Reliant Behavioral Health. Lised below are some frequently asked questions about the program.
To Schedule an Appointment
If you or a family member need to access the EAP, please call the EAP line at 1 866 750 1327. Leave your name, phone number(s) and a good time to reach you. An EAP counselor will return your call within 24 hours. From the time of contact with the EAP counselor, an appointment will be scheduled within 72 hours, with urgent needs given priority.
How much does it cost?
When you or family members seek help from the EAP, up to four (4) sessions are provided by the EAP counselor FREE OF CHARGE. These visits are not counted as part of your employee health insurance benefit.
What about Confidentiality?
In keeping with the ethical and legal guidelines that apply to EAP services, all information about you and your family is strictly confidential. There are no computer records and only EAP counselors have access to any information about you. By law, certain situations must be reported. The law states that all health care providers must report to the proper authorities if it is believed a client may be at risk of imminent harm to themselves or another person, or if child or elder abuse is involved.
What if I need a referral?
The EAP counselor will work with you to assess and resolve your problem within four sessions. If this is not possible, however, you will receive a referral to an appropriate professional or program in the community. You are encouraged to mention your Blue Cross Blue Shield of Montana, Blue Choice insurance coverage (if applicable) prior to the first session to ensure seamless continued service, if necessary.
Who are the EAP Counselors?
The EAP counselors are licensed mental health professionals who provide assessment and therapy to respond to a wide variety of problems. They will help you to focus on a workable solution to the problems that you present.
What about Emergencies?
We realize that emergency situations may arise that call for immediate assistance. If your situation warrants immediate attention, we ask that you contact the Emergency Room of St. Peter's Hospital or call the 24-hour Crisis Line at 800-999-1077.
Does the EAP provide other services?
The EAP also provides educational, legal consultations, as well as financial services and Identity Theft Services. The EAP will also provide consultations to promote a healthy work environment, improve communication, and promote effective interpersonal relationships in the workplace. Please discuss your interest in these services with the Director of Human Resources.
Tuition Remission
A regular, full-time employee is immediately eligible to attend, tuition free, up to two classes and up to six credits per term at Carroll College as an auditor or for credit. After three years of continuous, regular, part-time service, a regular, part-time employee is eligible to attend, tuition free, up to two classes and up to six credits per term at Carroll College as an audit or for credit.
The spouse and children of tuition remission elegible full time employees may attend classes at Carroll College under a graduated tuition remission benefit relating to the employee's years of service. In order for the child(ren) to be eligible for the tuition remission benefit, the child(ren) may not hold a baccalaureate degree, and must be under 25 years of age, unmarried and dependent upon the financial support of the eligible staff member.
After completion of the benefit eligible years of service, the first year of eligibility, employee's spouse and child(ren) are entitled to a one-third reduction from the regular tuition; after two years, the reduction increases to two-thirds; and after three years, the reduction is increased to the full amount of regular tuition.
Part-time benefit eligible employees also have tuition remission available to their dependents. The remission is available after the employee has been benefit eligible for three years and is pro-rated for spouses and dependents based on the employee full time equivelent (FTE).
Please Note:
This summary was prepared to give you a brief overview of the benefits purchased for you. This summary is in no way a binding contract and should be reviewed as an explanation only.