Peninsula College offers an excellent benefits package* that includes medical, dental, life, and long-term disability insurance; paid vacation and sick leave; retirement plan options; optional credit union and tax-deferred annuity programs. Peninsula College contributes $1,170.00 per month towards the cost of the Washington State employee insurance programs.
Medical/Dental
- Medical/Dental
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Employee Benefits Summary
Coverage begins the first day of the month following the date of hire. If the date of hire is the first working day of the month, coverage begins immediately. Spouse or registered domestic partner, and dependent children are eligible for coverage.
Medical Insurance
Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the choice of plan and coverage for lawful spouses, registered domestic partners, and dependent children. More information can be found by visiting hca.wa.gov/pebb
Want to know more about Medicare?
If you are nearing age 65 or older, you may want to review Medicare options each year to avoid penalties Depending on your needs, you may even find better coverage at a lower premium than your employer-provided health insurance. Medicare can also be utilized as secondary insurance to your employer-provided insurance to drive down your costs.
Vision Plan
Employees do not pay separate premium for vision coverage; it is covered under the medical plan. Optical service frequency and hardware (glasses, contact lenses, etc.) vary depending on type of plan selected.
- Medical Plan Choices
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Things to think about when choosing a medical plan
Choosing a medical plan is an important decision. Many people think first about cost and which doctors and hospitals are in the network. All medical plans cover the same basic health care services, but vary in other ways such as provider networks, premiums, your out-of-pocket costs, and prescription drug coverage.
Plans are available by County. In Clallam County, we have three options, all are under the Uniform Medical Plans umbrella which is administered by Regence.
- Uniform Classic: Lowest annual deductible, highest monthly premium.
- Uniform Select: Middle range deductible, middle range monthly premium.
- Uniform Consumer Directed Health Plan (CDHP): Highest deductible, lowest monthly premium.
Waiving Medical Coverage
If you have other medical insurance you can choose to waive medical coverage for yourself or any family member. If you have existing coverage through your spouse or domestic partner, please contact the plan directly to see how they will coordinate benefits.
If waiving medical coverage, the employee will still be covered under the dental insurance plan at no monthly premium cost.
Compare the Plans Monthly Premiums
Two premium surcharges may apply in addition to your monthly medical premium.
Tobacco Surcharge: Additional $25/month.
Spousal Surcharge: Additional $50/month. Surcharge will apply if you enroll your spouse or state-registered domestic partner in PEBB medical coverage and your spouse or domestic partner has chosen not to enroll in other employer-based group medical insurance that is comparable to Uniform Medical Plan (UMP) Classic.
- Dental Plan Choices
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PPO Plan:
Uniform Dental Plan (UDP): Administered by Delta Dental of Washington. You can choose any dental provider and change providers at any time. More than three out of four dentists in Washington State participate with this PPO.
Managed Care Plans: *
You choose and receive care from a primary care dental provider (PCD) in that plan’s network. Your PCD must give you a referral to see a specialist. You may change network providers at any time. If you seek services from a dental provider not in the plan’s network, these plans will not pay your claims.
- Delta Care: Administered by Delta Dental of Washington, Plan Network DeltaCare.
- Willamette Dental Group: Administered by Willamette Dental of Washington, Inc.
*Closest office is in Silverdale WA*
Employees do not pay separate premium for dental coverage; it is covered under the medical plan.
Life & ADD Insurance
- Life & ADD Insurance
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Basic (employer-paid) and Supplemental optional life insurance covers the employee only and pays their designated beneficiaries in the event of the employee's death.
- Basic Coverage: $35,000 Basic Term Life & $5,000 Accidental Death & Dismemberment (AD&D) This is employer provided at no cost to the employee.
- Supplemental Life Coverage(s): Supplemental term insurance coverage for employee, lawful spouse, qualified domestic partner and family is available in $10,000 increments from $10,000 up to $100,000, at additional cost to the employee.
- Supplemental AD&D Coverage: Voluntary Accidental Death and Dismemberment for employee, lawful spouse, qualified domestic partner and family is available at additional cost to employee.
Life Insurance Evidence of Insurability may be required for certain supplemental coverage amounts.
Long Term Disability
- Long Term Disability
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Long-term disability (LTD) insurance protects a portion of an employee’s salary if they are unable to work due to sickness, injury, or pregnancy. When an employee enrolls in LTD coverage, it pays a percentage of their monthly earnings if they become disabled.
The PEBB Program offers two kinds of LTD insurance:
- Basic Plan: Employer provided and at no cost to the employee. It Provides 60% of the first $400 pre-disability monthly earnings, reduced by any deductible income. The maximum benefit $240 per month; the minimum benefit $100 per month. Benefits begin after 90 days of disability or the period of accumulated sick leave, whichever is longer.
- Optional Plan: 60% and 50% of pre-disability monthly earnings, reduced by any deductible income, and is available at additional cost to employee. Maximum benefit for 60% plan is $10,000 per month and $8,333 per month for the 50% plan. Premium for the optional plans is determined by employee type and waiting period selected.
Optional Flex Spending Account (FSA), Dependent Care Assistance (DCAP), and Health Savings Account (HSA)
- FSA/DCAP/HSA
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You may be eligible to enroll in optional Flex Spending Account (FSA), Dependent Care Assistance (DCAP), and Health Savings Account (HSA).
Retirement Plans
- Retirement Plans
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** Options depend on individual employees' prior retirement plan participation in WA State Employer Plans, if applicable**
Retirement Options (Tax-Deferred Retirement Plans)
Plan Employee Contribution Employer Contribution PERS Plan 2: defined benefit plan for Classified staff 6.36% of gross salary 10.25% of gross salary PERS Plan 3: defined benefit & employee defined contribution for Classified staff, Administrators, and Exempt employees Varies from 5% to 15% 10.25% of gross salary TRS Plan 2: defined benefit & employee defined contribution for Faculty 8.05% of gross salary 14.42% of gross salary TRS Plan 3: defined benefit & employee defined contribution for Faculty Varies from 5% to 15% of gross salary 14.42% of gross salary TIAA-CREF: defined contribution plan for Faculty, Administrators, and Exempt employees Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary 100% Match *Once benefit eligible, participation is mandatory. The amount of the deduction and contribution are dependent upon the retirement plan you chose and may vary by current contribution rates in effect. Once you make your contribution rate selection, you cannot change while employed by PC.
More Benefits
- Supplemental Retirement & Deferred Compensation Plans
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You can choose optional, non-employer matched additional retirement savings plan(s):
- State Board Voluntary Investment Program (SBVIP): Administered by TIAA, employees can voluntarily participate in a 403(b) plan and set aside a portion of their income in Pre-Tax Elective Deferral or an After-Tax (Roth) Elective Deferral. Agreements and amounts can be changed at any time.
- Deferred Compensation Plan (DCP): Administered by the Department of Retirement Systems, employees can voluntarily participate in a 457 plan permits employee to set aside additional pre-tax earnings for retirement savings.
Certain tax regulations allow employees to participate in one or both supplemental 403(b) plans and State of Washington's 457 deferred compensation plan.
Certain tax regulations allow employees to participate in one or both supplemental 403(b) plans and State of Washington's 457 deferred compensation plan.
- Bundle & Save with Liberty Mutual
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PEBB members may receive a discount of up to 12% off Liberty Mutual’s auto insurance rates and up to 5 percent off Liberty Mutual’s home insurance rates. In addition to the discount, Liberty Mutual also offers:
- Discounts based on your driving record, age, auto safety features, and more.
- A 12-month rate guarantee on their competitive rates.
- Convenient payment options including automatic payroll deduction, electronic funds transfer, or direct billing at home.
Prompt claims service with access to local representatives.
- Credit Unions
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Eligible employees may join one of two credit unions. Both offer member services that include payroll direct deposit, automatic bill pays, savings and checking accounts, overdraft protection, personal lines of credit and low interest loans.
- Save for your Childs Educational Future
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Guaranteed Education Tuition (GET): The GET program is Washington's 529 prepaid college tuition plan that helps families with young children save for future higher education expenses. The State of Washington guarantees that the value of your account will keep pace with the cost of college tuition, no matter how much it changes in the future.
If you have any questions about employee benefits, contact Human Resources Consultant Kelley Opdyke at kopdyke@pencol.edu or (360) 417-7985.
*Not all employees are eligible for benefits at hire.