|P-551.0||All College group insurance plans are available to full-time employees. Beginning July 1, 2015, group medical insurance is available to part-time non-variable hour employees, in accordance with the Patient Protection and Affordable Care Act (PPACA).Beginning July 1, 2015, group medical insurance is available to part-time variable-hour employees who average 30 or more hours per week during the College's standard Measurement Period, and when choosing to enroll during the College's Administrative Period, group coverage will continue through the College's Stability Period as long as College employment and any applicable employee-paid premiums are maintained.The intent of this policy and resulting procedures is to fully comply with the Patient Protection and Affordable Care Act (PPACA) and any subsequent revisions, clarifications, or guidance issued. College and employee cost-sharing is approved by the Board of Trustees; information is available by contacting the Human Resources department. See Policy 504.0 Employment Classifications.|
|S-551.0.1||Additional faculty-specific classifications exist and are documented in the Full-time Faculty MOU; these additional classifications have no bearing on insurance benefits eligibility.|
|D-551.0.1||Measurement Period: A Measurement Period is a period of time during which the SCC Human Resources department will "look back" to see how many hours of service per week part-time variable hour employees were credited on average. This average is used to determine the eligibility or continued eligibility for medical insurance for most employees.|
|D-551.0.2||Administrative Period: An Administrative Period is a period of time between the Measurement Period and the Stability period, during which the SCC Human Resources department will determine which employees are eligible for medical insurance and will notify and offer enrollment.|
|D-551.0.3||Stability Period: A Stability Period is the medical insurance coverage period for an eligible part-time variable-hour employee.|
|Pr-551.0.1||Basic life and dependent life coverage will begin on the first day worked in full-time position.|
|Pr-551.0.2||Medical, dental, and supplemental life insurance coverage will begin on the first day of the month following the completion of 45 calendar days of employment in a full-time position.|
|Pr-551.0.3||Coverage for long term disability insurance will begin on the 91st calendar day of employment in a full-time position.|
|Pr-551.0.4||Beginning July 1, 2015, medical insurance is available to part-time non-variable hour employees hired to work 30-31 hours per week. Medical insurance coverage effective date is determined in the same manner as for full-time employees. See Pr-551.0.2.|
|Pr-551.0.5||Beginning July 1, 2015, medical insurance is available to part-time variable-hour employees who average 30 or more hours per week during the College's standard Measurement Period. When choosing to enroll, medical coverage will continue through the College's specified stability period as long as College employment and any applicable employee-paid premiums are maintained.|
|Pr-551.0.6||Variable-Hour Measurement, Administrative, and Stability Periods
For variable hour employees, the College will look back at the employee's hours worked during a standard Measurement period to determine the average weekly hours worked. In the event that the employee averages 30 or more weekly hours worked, medical coverage will be offered to the employee during an Administrative Period. If the eligible employee enrolls in the medical plan, coverage will continue for the entire Stability Period as long as College employment and any applicable employee-paid premiums are maintained.
For part-time faculty (Adjunct): A standard calculation will be applied whereby every course credit hour equals 2.25 hours worked. That means a 3-credit-hour course is equivalent to 6.75 hours of work per week. this calculation is based on class time, office hour, and prep time considerations.
Adjunct Faculty Exceptions
There are certain areas where the standard calculation does not accurately reflect hours worked due to unique circumstances, such as music lessons, certain labs, and some non-teaching administrative additional assignments. In these instances, hours worked will be reported to the Payroll department by the supervisor and in the case on non-teaching assignments, the completion of time sheets may be required by the Payroll department.
Continuing Education Instructors
Hours worked by Continuing Education Instructors will be reported to the Payroll department by the supervisor. Typically, classroom time is the only expected work hours since no office hours or prep time are necessary. In cases where prep time is needed, this must be approved in advance by the supervisor and the hours reported to the Payroll department.
Insurance Determination and Insurance Coverage Schedule for Part-Time Variable Hour Employees:
Ongoing Part-time Variable Hour Employees
New Part-time Variable-Hour Employees
|S-551.0.1||For information on employment classifications, see Policy 504.0 Employment Classifications.|
|Pr-551.0.5||Special Unpaid Leave Rule
Unpaid time off taken under the Family and Medical Leave Act (FMLA), or unpaid military leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA), or unpaid time spent on jury duty will not be counted against the employee in calculating average weekly hours during the measurement period.
|Pr-551.0.6||Employment Break Period Rule
Regulations are provided for educational institutions to exclude employment break periods of 4 weeks to 26 weeks. For this purpose, an employment break period is a period of at least four consecutive weeks (disregarding Special Unpaid Leave), measured in weeks, during which an employee is not credited with hours of service. SCC will exclude (or credit) up to 501 hours of services during employment break period in a calendar year (no limit applies for Special Unpaid Leave). When a break in service is between 4 weeks and 26 weeks and the break is longer than the most recent period of employment (disregarding Special Unpaid Leave), the employee will be treated as a new hire, for purposes of this policy, upon returning to work.
Content Owner: Donna Davis – email@example.com
Page Updated by: Julie Parcel
Date Revised: July 20, 2005; Nov. 27, 2012; Feb. 23, 2015