Employee Benefits

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 same-sex domestic partner, and dependent children are eligible for coverage. Eligible employees at Renton Technical College (RTC) receive a generous benefits package in addition to their paycheck, including:

Health Insurance

Eligible employees may choose from among eight health plans offered in 2018, including two Consumer-Directed Health Plans with Health Savings Account (CDHP-HSA).  Vision benefits are under the medical plans:

Plans

Employee

Employee & Spouse

Employee & Child(ren)

Full Family

Kaiser Permanente WA Classic

$162

$334

$284

$456

Kaiser Permanente WA Consumer-Directed Health Plan w/health savings plan

$27

$6

$47

$84

Kaiser Permanente WA SoundChoice

$51

$112

$89

$150

Kaiser Permanente WA Value

$78

$166

$137

$225

Uniform Medical Plan Classic

$102

$214

$179

$291

Uniform Medical Plan Consumer-Directed Health Plan (w/health savings account)

$25

$60

$44

$79

UMP Plus - Puget Sound High Value Network

$45

$100

$79

$134

UMP Plus - UW Medicine Accountable Care Network

$45

$100

$79

$134

In addition, those residing in the southwest region of Washington or northwest/northern region of Oregon may select:

  • Kaiser Permanente Classic – a managed care traditional plan
  • Kaiser Permanente CDHP-HSA

Washington Wellness

The goal of Washington Wellness is to make healthy choices easier for state employees and retirees. SmartHealth is a voluntary wellness program that rewards employees and retirees for making time to take simple steps to be your best. Eligible employees and retirees can qualify for a $125 incentive for participating in the wellness program.

Dental Insurance

Eligible employees may choose from two managed care plans and one preferred provider plan. Dental premiums for you and your dependent(s) are fully paid by RTC. Plan options include:

Life Insurance - MetLife

The PEBB Program's full employee benefits package includes basic life insurance at no cost to you. It provides:

  • $35,000 for death from any cause.
  • An additional $5,000 in case of accidental death or dismemberment.

As an employee, your basic life insurance covers you and pays your designated beneficiaries in the event of your death. Your basic life insurance includes accidental death and dismemberment (AD&D) insurance, which provides extra benefits for certain injuries or death resulting from a covered accident.

Optional life and AD&D insurance available through MetLife (self-pay)

Types of optional coverage

Employee (subscriber)

Spouse or state-registered domestic partner

Child(ren)
(ages 2 weeks up to 26 years)

Optional life insurance

Increments of $10,000 up to $500,000 with no Medical Evidence of Insurability, to a maximum of $1,000,000 with Medical Evidence of Insurability.

Increments of $5,000 up to $100,000 with no Medical Evidence of Insurability, to a maximum of $500,000* with Medical Evidence of Insurability.

Increments of $5,000 up to $20,000

Optional AD&D insurance

Increments of $10,000 up to $250,000.
Optional AD&D Insurance does not cover death and dismemberment from non-accidental causes. Optional AD&D Insurance never requires evidence of insurability, and you can apply at any time.

Increments of $10,000 up to $250,000

Increments of $5,000 up to $25,000

*Spouse/state-registered domestic partner optional life insurance cannot exceed 50% of employee's optional life insurance.

Review your Beneficiaries

Update your beneficiary for life insurance and retirement programs

Long-Term Disability Insurance

LTD insurance is designed to help protect you from the financial risk of lost earnings due to serious injury or illness. When you enroll in LTD coverage, it pays a percentage of your monthly earnings to you if you become disabled.

The PEBB Program's full employee benefits package includes basic LTD insurance at no cost to you. It provides:

  • Benefit: 60 percent of the first $400 of your predisability earnings (your monthly base pay), reduced by any deductible income.
  • Minimum: $50/month
  • Maximum: $240/month

Benefits start after 90 days or the period of sick leave (excluding shared leave) for which you are eligible under the employer’s sick leave plan (whichever is longer), and continue during disability up to the maximum benefit period.

Optional LTD insurance (voluntary)

You can build on your basic coverage with the optional LTD Plan. You may need to provide evidence of insurability, depending on what coverage you apply for and when. Optional LTD provides:

  • Benefit: 60 percent of the first $10,000 of your pre-disability earnings, reduced by any deductible income, and any benefits paid under the basic plan.
  • Minimum: $50/month
  • Maximum: $6,000/month

This plan includes a cost of living adjustment (COLA) provision. Benefits start after the end of the benefit waiting period you choose, or the period of sick leave (excluding shared leave) for which you are eligible under the employer’s sick leave plan (whichever is longer), and continue during disability up to the maximum benefit period. The maximum benefit period is based on the age of the enrollee when he or she becomes disabled.

Flexible Spending Account – Navia Benefit Solutions

You can set aside between $240 and $2,600 per calendar year pretax dollars to pay for out-of- pocket medical expenses.  Because this is an IRC governed plan, you must "use it or lose it." Enrollment must be renewed each year. You can use your Medical FSA for you, your spouse or your qualified tax dependent's health care expenses, even if they are not enrolled in your PEBB medical or dental plan.

*FSAs are not an option for those enrolled in CDHP-HSA plans.

Dependent Care Assistance Program

The DCAP allows you to set aside money from your paycheck on a pre-tax basis to help pay for qualifying child care or elder care expenses while you (and your spouse or registered domestic partner) attend school full-time, work, or look for work. 

A qualifying dependent must be:

  • Age 12 or younger and live with you. OR
  • Age 13 or older, physically or mentally incapable of self-care, and regularly spend at least eight hours each day in your household.

Employee Assistance Program (EAP)

Renton Technical College offers free short-term counseling, assessment, and referral services to our employees. This program provides confidential assistance to employees and their families dealing with difficulties like drug and alcohol abuse, family and marital issues, legal problems, financial problems, anxiety, depression, nervousness, and more. A professional counselor can assist you with a referral.

Retirement

Classified employees –  Department of Retirement

New classified employees upon hire are asked to choose between (Public Employees Retirement System) PERS 2 and PERS 3 plans.
PERS 2 is a defined benefit plan. PERS 3 is a combination of defined benefit and defined contribution plan. The plan choice is mandatory and permanent as long as the individual is employed at the College in an eligible position.

Faculty and Administrative employees

TIAA (401(a) Retirement Plan – faculty and administrative

TRS 3 (faculty)

PERS 3 (administrative)

Faculty and Administrative employees participate in the College's defined contribution plan through TIAA. This mandatory plan is matched dollar for dollar by the College. Employees begin the plan on their date of hire and are immediately vested. Percentages of contributions are based on age.

  • 34 years and under contribute 5% of gross income with a 5% College match
  • 35 to 49 years contribute 7.5% of gross income with a 7.5% College match
  • 50 years and over contribute 10% of gross income with a 10% College match

Note:  Newly hired faculty who are already members of TRS 3 (Teacher's Retirement System) may chose to remain in that plan or participate in TIAA.

Note:  Employees who already belong to a College State sponsored plan may elect to continue in the plan in lieu of participation in the TIAA plan (i.e. PERS or TRS.)

Supplemental Retirement Plans (Voluntary)

Additionally, RTC employees have the opportunity to participate in voluntary retirement plans.

2018 the maximum for each plan is $18,500.  Employees 55 or older can contribute an additional $6,000 for a total of $24,500

NOTE:  IRS regulations currently allow maximum participation in both the TIAA SRA plan and the State of Washington Deferred Comp plan.

Paid Holidays

Eligible employees will be paid for up to eleven (11) of the following holidays:

  • Labor Day
  • Veteran’s Day
  • Thanksgiving Day
  • The day after Thanksgiving Day
  • Christmas Day
  • New Year’s Day
  • The legally designated day for Martin Luther King Jr’s birthday
  • Presidents’ Day
  • Memorial Day
  • Independence Day
  • Personal Holiday (1 day)

Leave

Employees accrue vacation, sick, and personal leave based on their classification.  To determine the accrual rate, refer to the appropriate contract or collective bargaining agreement.

Tuition and Fee Waiver for Permanent Employees of Washington State

Renton Technical College shall waive tuition, operating, and services and activities fees for permanent half-time or more employees of Washington State who enroll in state funded classes on a space available basis. This waiver does not apply to contract funded or student funded classes and special fees (computer, telecourse, etc.) which must be paid by all students enrolled in the class. This waiver applies to faculty, counselors, librarians, classified staff, and exempt professional and administrative employees at institutions of higher education employed half-time or more.

Space available, for this purpose, is defined as the seats or spaces remaining within the authorized published class capacity on the seventh day of academic quarter or the equivalent day of summer quarter.

Other Professional Development Benefits

Employees may also qualify for other professional development benefits depending on their classification and respective collective bargaining agreement.

Auto and Home Insurance – Liberty Mutual

PEBB members may receive a discount of up to 12 percent 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

Eligible employees may join one of two credit unions. Both offer member services that include payroll direct deposit, automatic bill pay, savings and checking accounts, overdraft protection, personal lines of credit and low interest loans.

HomeStreet

Homeownership Benefits for RTC Employees

As a RTC employee you are eligible for exclusive homeownership benefits with the Hometown Home Loan Program offered through HomeStreet Bank.  With this benefits package, you have access to vital homeownership resources.

Guaranteed Education Tuition

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. The earlier you start, the more time you have to save and the greater the opportunity for increased value of your GET account. GET account values are measured in "units," where 100 units equals the cost of one year of resident, undergraduate tuition and state-mandated fees at Washington’s highest priced public university. Individual units are valued at 1/100th of that cost. You can buy units in whole or partial amounts, from one to 600 units per student.