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Benefits

 
Healthcare Coverage

BC currently offers four options for healthcare coverage:

The college (through state funding) contributes approximately 70% of the health insurance premiums while the employee contributes approximately 30% of the premium through payroll deduction.  Rates are adjusted periodically to maintain the plans on a sound financial basis.  Premiums are deducted from payroll checks before federal, state, and FICA taxes are applied.

New employees who are benefits-eligible have 31 days from their date of hire to select a medical plan for themselves and their eligible dependents. Eligible dependents include your spouse and your dependent children up to age 19 (or to age 26 with proof that the dependent is disabled or a full-time student).

On an annual basis, the College offers an open enrollment period, during which employees may change their healthcare plan elections and levels of coverage.

Dental Coverage

BC offers its regular employees a voluntary indemnity dental insurance program provided by the MetLife.  The employee pays 100% of the monthly insurance premium and these premiums are deducted from payroll checks before federal, state, and FICA taxes are applied.

Dental Plan Enrollment:  If you desire dental insurance, you must enroll within 31 days of employment.  If you do not enroll during this period, you will not be eligible to enroll at a later date.

For more information on dental coverage administered by MetLife please refer to the USG website.

Monthly Premiums:

Employee Only

$27.24

Employee + Spouse

$54.46

Employee + Child

$51.74

Family

$87.14

Vision Coverage

BC offers its regular employees a voluntary supplemental vision plan administered by Avesis.  Employee pays 100% of the monthly insurance premium, deducted from payroll checks after federal, state, and FICA taxes are applied.

Monthly Premiums:

Employee Only

$8.86

Employee + One

$15.51

Family

$23.04

Life Insurance

Basic Life Insurance – All regular employees receive the basic coverage of $25,000 at no cost to the employee.

Supplemental Life Insurance – Supplemental insurance may be purchased in the amount of one, two, or three times your annual contract salary (rounded to the next higher multiple of one thousand).  The cost of this coverage is determined by your age.

Dependent Life Insurance – Dependent life insurance provides coverage in the amount of $10,000 for your spouse and children between six months and nineteen years, and $2,000 for children between 2 weeks and six months.  Dependent children, between nineteen and twenty-five, may be covered if they are full-time students.  Unmarried dependent children, who are incapable of self-support because of a physical or mental incapacity, may also be covered.

Accidental Death & Dismemberment Clause- In the event of an accidental death, twice the total amount of insurance will be paid.  In the event of dismemberment, protection is provided in the form of payment of varying amounts according to a specific schedule.  Dependents are not covered by this clause.

Enrollment – Basic insurance is provided automatically; however, you must complete an enrollment card to designate your beneficiary.  You must enroll for supplemental coverage and/or dependent coverage within 31 days of employment, or you must be underwritten and approved by the insurance carrier.

Basic, Supplemental and Dependent Life insurance is administered by CIGNA.  For more information please visit the USG website

Long-Term Disability

The college offers its regular employees the opportunity to participate in an LTD Insurance plan which provides a monthly income if you are unable to work as a result of serious illness or injury. Employees can choose between two plan options: 90-day elimination or 150-day elimination. The cost of the coverage is determined by your salary and option selected.

AFLAC

BC offers its regular employees a voluntary supplemental insurance plans administered by AFLAC.  Employee pays 100% of the monthly insurance premium, deducted from payroll checks before federal, state, and FICA taxes are applied.

AFLAC provides policies which include:

  • Cancer
  • Vision
  • Accident
  • Dental w/Child Orthodontic Rider
Retirement Plans
 
Mandatory Retirement Programs

Employees under age 60 must participate in a basic retirement plan through the Teachers Retirement System of Georgia. Your mandatory contribution is 5.25% of your pre-tax gross salary. Because your contribution is deducted before taxes, however, your net "out of pocket" cost is actually less than 5.25%. Faculty and some administrators may participate in an alternate "optional retirement plan" (ORP). Exempted employees hired after June 30, 2008 will have the opportunity to elect to participate in the optional retirement plan.  

Teachers Retirement System of Georgia (TRS)

The basic retirement program is offered through the Teachers Retirement System of Georgia (TRS). It is a "defined benefit" plan (a pension-type program). Normal retirement age for TRS benefits is 60 with at least 10 years of service. If you have at least 30 years of service, you can retire regardless of age. Reduced benefits are available if you have at least 25 years of service and opt to take "early retirement."

The actual benefit amount you will receive when you retire depends on a formula that takes into account your total years of service and two highest consecutive years of average salary.

To help administer the TRS program and to fund its benefits, the University also contributes on your behalf. In FY 2009, the University's contribution represents 9.74% of each participant's salary. There is currently a 10-year vesting schedule, meaning that once you have 10 years of creditable services in the TRS system you are eligible for a retirement benefit once you reach age 60.

*Your TRS statement is now available online!

Optional Retirement Plan (ORP)

Instead of participating in the TRS defined benefit plan, faculty and certain administrators may elect to participate in an optional retirement plan (ORP). Exempted employees hired after June 30, 2008 will have the opportunity to elect to participate in the optional retirement plan. The ORP is a "defined contribution" plan. Again, the individual makes a 5% mandatory contribution. The University also makes a contribution of 9.24% directly toward the individual's ORP account. There is full and immediate vesting of all contributions to an individual's ORP account.

The resources contributed to your ORP can be invested through your choice of four investment companies: Each company offers several investment options. You may change your company allocations once a year, during the annual Benefits Open Enrollment period.

IMPORTANT NOTE: IF YOU ARE ELIGIBLE TO PARTICIPATE IN ORP BUT DO NOT ELECT TO DO SO WITHIN THE FIRST 60 DAYS OF YOUR EMPLOYMENT, YOU FOREVER FORFEIT THIS OPTION during the course of your employment. TRS does not grant exceptions!! PLEASE complete your ORP enrollment materials in a timely way; otherwise you will automatically be enrolled in the basic TRS "defined benefit" plan described on the previous page.

*Amended ORP Plan

Employees Retirement System (ERS) of Georgia

Vested members of the ERS can elect to remain in ERS, or participate in TRS or, if applicable, ORP.

Georgia Defined Benefit Plan

Part-Time employees contribute 7.5% of their wages to the Georgia Defined Plan, which is the State equivalent of Social Security. 

Tax-Sheltered Annuity Plan (403b)

Most employees are eligible to participate in a voluntary tax-deferred annuity plan offered through Georgia State University under provision 403(b) of the Internal Revenue Code (IRC). This plan allows participants to direct a portion of their income, on a tax-deferred basis, into any of a number of investment vehicles such as annuity contracts and mutual funds. Taxes are deferred until the money is withdrawn usually upon retirement (withdrawal prior to retirement age carries a penalty). You make the full contribution, via salary reduction (there are no employer contributions). You may enroll or change your elections for the 403(b) plan at any time, including during the annual Benefits Open Enrollment period.

In general terms, you may set-aside up to $16,500 in a 403(b) plan during 2009. Employees age 50 or older may set aside up to an additional $5,500 for plan year 2009. Your annual contribution is allocated equally across the number of paychecks you receive during the year for your base salary.

Three authorized vendors offer a wide variety of investment options. They are: AIG Retirement (VALIC), Fidelity, and TIAA-CREF.

Deferred Compensation Plan  (457)

Georgia State offers a voluntary deferred compensation plan under provision 457 of the Internal Revenue Code (IRC). This plan allows you to defer a portion of your income, on a tax-sheltered basis, into any of a number of investment vehicles. Taxes are deferred until the money is withdrawn. Unlike a 403(b) plan, withdrawals at times other than retirement do not carry an additional penalty. You may participate in both the 403(b) and the 457 plans. You make the full contribution, via salary reduction (there are no employer contributions). You may enroll or change your elections for the 457 plan at any time, including during the annual Benefits Open Enrollment period.

In general terms, you may set-aside up to $16,500 in a 457 Plan during 2009. Employees who are age 50 or older may set aside up to an additional $5,500 for plan year 2008. Employees who are within 3 years of normal retirement may contribute up to $31,000 instead of $16,500 (up to 100% of their salary). Your deferral is allocated equally across the number of paychecks you receive during the year for your base salary.

There are two authorized vendors, offering a variety of investment options:  TIAA-CREF and VALIC

Healthcare FSA

You may reduce your salary by an amount ranging from $300 to $5000 per year and apply that same amount instead, on a pretax basis, to a medical spending account in your name. You may then use those dollars to cover the cost of medical, dental, and related expenses that are not otherwise paid by your other insurance. For example, this program allows you to submit your healthcare & dental plan deductibles and qualifying out-of-pocket medical & dental expenses that fall outside your plans' coverage. You may enroll at the time of hire or during the annual Benefits Open Enrollment period. BC administers Flexible Spending Account claims.

Note: Setting up a Medical FSA can save you substantial tax dollars on predictable medical costs. However, be careful how you plan and use this benefit. Any unspent funds left in the account after the end of the plan year must be forfeited.

  • Enrollment form
  • Reimbursement form
 
Dependent Care FSA

You may reduce your salary by an amount ranging from $300 to $5000 per year and apply that amount instead, on a pretax basis, to a dependent care spending account in your name. You may then use those dollars to cover the cost of qualifying childcare, eldercare, or care of other legal dependents. You may enroll at the time of hire or during the annual Benefits Open Enrollment period. Under the law, if both parents work for Georgia State, the combined maximum for both individuals cannot exceed $5000. BC administers Dependent Care Flex claims.

Note: Setting up a Dependent Care FSA can save you substantial tax dollars on predictable dependent care costs. However, be careful how you plan and use this benefit. Any unspent funds left in the account after the end of the plan year must be forfeited.

  • Enrollment form
  • Reimbursement form
Annual & Sick Leave

BC recognizes the need to be away from your job and, when possible, provides you with compensation for that time through annual leave, sick leave, and holiday pay.

Annual Leave can be used for vacations and other absences as long as the leave is requested and approved by the administration.  Accrual is cumulative with a maximum of 360 hours or 45 days on any December 31.  Annual leave is earned as follows:

Employee Status

Years of Service

Leave hours earned/month*

Classified Staff

0-5
6-10
over 10

10
12
14

Faculty
Fiscal Year Contract

Immediately

14

Faculty
Academic Year Contract

No annual leave time earned

*based on full-time equivalency (FTE)

Sick Leave – All regular employees earn sick leave at a rate of 8 hours (FTE) per month with no limit on the amount that may be accumulated.

Holidays

BC observes 12 official holidays each year.  A schedule of the holidays is published at the beginning of the year.

HOLIDAYS 2010

January 1

New Year’s

January 4

College will re-open

January 18

Martin Luther King Jr.

March 5

Spring Holiday

July  5

Independence Day

September 6

Labor Day

November 25, 26

Thanksgiving

December 24, 28, 29, 30, 31

Christmas

December 27

CAMPUS CLOSED – required annual leave

Holidays 2011
January 3 New Year's Day
January 4 College will re-open
January 17 Martin Luther King Jr.
March 11 Spring Holiday
July 4 Independence Day
September 5 Labor Day
November 24, 25 Thanksgiving
December 22,23,26,27,28 Christmas
December 29,30 COLLEGE CLOSED-required annul leave
Family Medical Leave Act (FMLA)

The Family Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job protected leave each year. The employee must be employed for at least one year and have worked at least 1,250 hours over the previous 12 months. Employees may request FMLA for the following events:

  • Birth of a child
  • Adoption of a child
  • Serious health condition of the employee, the employee's child, spouse, or parent
  • Any period of incapacity or treatment connected with inpatient hospital care, hospice or residential medical care facility;
  • Any period of incapacity sporadic absences from work, school, or other regular daily activities that also involves continuing treatment by a health care provider; or,
  • Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that if not treated, would likely result in a period of incapacity; and for prenatal care.

On January 28, President Bush signed into law the National Defense Authorization Act for FY 2008 (NDAA), Public Law 110-181. Section 585(a) of the NDAA amended the FMLA to provide eligible employees working for covered employers two important new leave rights related to military service:

  • New Leave Entitlement:  An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member. This provision became effective immediately upon enactment. This military caregiver leave is available during “a single 12-month period” during which an eligible employee is entitled to a combined total of 26 weeks of all types of FMLA leave.
  • New Qualifying Reason for Leave:  Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation. By the terms of the statute, this provision requires the Secretary of Labor to issue regulations defining “any qualifying exigency.” In the interim, employers are encouraged to provide this type of leave to qualifying employees.
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HR Contacts

John Jacobs
HR/Payroll Accountant 1
229-243-6450
229-248-2594 (fax)
jjacobs@bainbridge.edu

Gretchen Griner-Cantley
HR Generalist
229-243-5342
229-248-2594 (fax)
gretchen.cantley@bainbridge.edu

Address:

2500 East Shotwell Street
Post Office Box 990
Bainbridge, Georgia  39818

Hours:

Monday-Friday  8am – 5pm