St. Charles Community College offers a wide variety of benefits for full-time employees. Below is an overview of the benefits that are offered. For more detailed information about benefits, please contact a representative in the Human Resources Department at 636-922-8421.
Please be advised that the information listed in this brochure is a summary of the benefits. This is not an all-inclusive, detailed list of all benefits, and is subject to change. This document should not be viewed as an implied offer of employment, and this brochure does not take the place of Benefit Summary Plan Descriptions.
Anthem Blue Access Choice PPO – Eligible the first of the month following 45 days of full-time employment.Coverage Options
|Employee + 1||$378.58 per month (employee cost)|
|Family Coverage||$665.35 per month (employee cost)|
CIGNA Healthcare (Dental PPO, CORE Network) – Eligible the first of the month following 45 days of full-time employment.Coverage Options
|Family Coverage||$48.19 per month (employee cost)|
College pays 100% of the premium. The policy equals your annual salary, with reduced coverage beginning at age 65. Eligible the first day of full-time employment. Voluntary Life Insurance coverage is available on the first of the month following 45 days of full-time employment. Additional coverage for spouse and dependent children can also be purchased. Rates are based on amount of coverage, age, and tobacco use.
The college participates in the Public School Retirement System of Missouri (PSRS) and the Public Education Employees Retirement System of Missouri (PEERS). Eligible employees, upon hire or when hours worked reach eligibility levels, participate in either the PSRS or PEERS. Visit www.psrs-peers.org for more information.Contribution Rates
PSRS Participants (faculty, designated staff, and those with Missouri Teacher’s Certification) – Effective July 1, 2011 – 14.5% (College also contributes 14.5%). *Some positions may only contribute two-thirds to PSRS.
PEERS Participants – Effective July 1, 2011 – 6.86% (College also contributes 6.86%)
Coverage begins on the first calendar day following 90 days of employment in an eligible class. Elimination periods are: 60, 90, and 180 days. The college contributes up to $100.00 towards the annual premium. The remainder of the cost will be covered by the employee.
Vacation time is accrued on a pay period basis. Administrator-level positions accrue up to 22 days per year.
Years of Service
|<5 yrs||5 – 9 yrs||10+ yrs|
|Support Staff||Up to 12 days accrued per year.||Up to 17 days accrued per year.||Up to 22 days accrued per year.|
|Up to 15 days accrued per year.||Up to 22 days accrued per year.||Up to 22 days accrued per year.|
Support and Professional/Technical staff hired to work less than 80 hours in a bi-weekly pay period will accrue vacation time using a prorated formula.
For employees hired to work 40 hours per week, up to 12 days of sick time can be accrued per year. For employees hired to work less then 40 hours per week, sick time is accrued using a prorated formula.
The college recognizes 10 paid holidays with one floating day and the weekdays which fall between observed Christmas and New Year’s holidays.
Three personal days per fiscal year are available to current full-time employees on July 1. New employees hired after the start of the fiscal year (July 1) will have personal time distributed on the first payroll after the Introductory Period, based on a depreciating schedule.
Flexible Spending Accounts, Tuition Waiver and Reimbursement, Staff Training and Education Programs, Employee Assistance Program, Tax-Sheltered Annuities, Direct Deposit, Bookstore 10% discount, Cafeteria, Child Development Center Discount, Theater, Library, Walking Trail, Fitness Center, and Lactation Room.
The college is committed to non-discrimination and equal opportunity regarding the treatment of faculty, staff, and students. The college adheres to a strict non-discrimination policy in student admission, educational programs, activities, and employment regardless of race, color, sex, sexual orientation, religion, creed, national origin, ancestry, age, veteran status, disability, or genetic information. The college is an Equal Opportunity Employer. The college maintains a complaint procedure for the purpose of investigating and providing prompt and equitable remedy.
Associate Director of HR