Employee Benefits

2022 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 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:

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, same-sex domestic partners, and dependent children. more information can be found by visiting hca.wa.gov/pebb

2022 Employee Monthly Contribution by Family Tier

PEBB Medical Plans Employee Employee & Spouse Employee & Child(ren) Employee & Family
Kaiser Permanente NW Classic $159 $328 $278 $447
Kaiser Permanente NW CDHP $26 $62 $46 $82
Kaiser Permanente WA Classic $204 $418 $357 $571
Kaiser Permanente WA CDHP $24 $58 $42 $76
Kaiser Permanente WA Sound Choice $50 $110 $88 $148
Kaiser Permanente WA Value $113 $236 $198 $321
UMP Classic $110 $230 $193 $313
UMP Select $39 $88 $68 $117
UMP CDHP $24 $58 $42 $76
UMP Plus-PSHVN $78 $166 $137 $225
UMP Plus-UW Medicine (ACN) $78 $166 $137 $225

Dental Coverage

Renton Technical College provides dental coverage at no monthly premium cost to the employee. Benefit eligible employees have a choice of dental plans. Options include:

  • Uniform Dental Plan (Preferred Provider Organization -PPO plan) Administered by Washington Dental Service (WDS)
  • DeltaCare (Managed Care Plan) Administered by Washington Dental Service (WDS)
  • Willamette Dental (Managed Care Plan) Administered by Willamette Dental


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.

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.

Medical Flex Spending Accounts (FSA) & Dependent Care Assistance Program (DCAP)

The FSA, LPFSA (New) and DCAP plans are offered by the College and the State of Washington. FSA is a PEBB sponsored benefit program that allows you to use pre-tax money in a calendar year to pay for certain out-of-pocket medical expenses and/or Child care expenses.

An FSA can save you 25 - 40% on your eligible expenses. Both plans are offered as payroll deductions.

Annual contributions in 2022 for Medical Flexible Account can be between a minimum of $120 to maximum of $2,750. As a "use it or lose it" IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents.

Annual contributions in 2022 for the (New) Limited Flexible Account (LPFSA) can be between a minimum of $120 to maximum of $2,750. As a "use it or lose it" IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents. Limited FSA is new for this year and is for employees enrolled in CDHP plans with HSA. Funds can only be used for dental and vision expenses only.

Dependent Care FSA (DCAP) allows you to save on child or elder care expenses (e.g. babysitting, daycare, in-home care for an older dependent inept of self-care). Annual contribution is $5,000 for a Single person or Married couple filing a joint tax return. Contribution of $2,500 for each married participant filing separate tax returns.


Permanent employees, lawful spouse, qualified same-sex domestic partner and dependent children under 26 years of age. Are eligible to enroll in life Insurance. Coverage is effective first of the month following the date of employment for basic coverage; for optional coverage, amounts become effective the first of the month following approval date.

  • 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 same-sex 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 same-sex 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 (Two Plans offered)

  • 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.

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 n/a

*Employee and Employer contributions to applicable retirement plans are mandatory for benefit eligible employees. The amount of the deduction and contribution are dependent upon the retirement plan chosen and may vary by current contribution rates in effect.

Supplemental Retirement & Deferred Compensation Plan

  • Supplemental Retirement Plan: In addition to regular matched retirement, employee 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: The State of Washington 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.

Contributions to a 403(b) or 457 plan are funded solely by the employee.

Credit Classes (Reduced Classes)

Faculty employed at 50% or more and permanent classified, exempt, or administrative staff may take almost any credit class on a space-available basis if requirements and prerequisites have been met. To get the reduced tuition rate, the employee may not register until the date listed in the enrollment calendar (usually the third day of the quarter). Hourly and probationary employees are not eligible for this reduced tuition.

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 pays, savings and checking accounts, overdraft protection, personal lines of credit and low interest loans.

Home Street

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

Paid Holidays

Eligible employees will be paid for up to 12 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
  • Juneteenth
  • Presidents’ Day
  • Memorial Day
  • Independence Day
  • Personal Holiday (1 day)


Employees accrue vacation (16.67 hour per month for exempt employees), sick (8 hours per month), and personal leave based on their classification (8 hours per year for exempt employees). To determine the accrual rate, refer to the appropriate contract or collective bargaining agreement.

Paid Family Medical Leave (PFML)

This benefit offers partially paid leave to care for yourself or a loved one in times of serious illness or injury; to bond with a new child joining your home through birth, adoption or foster placement; and for certain military-connected events if you have a family member in active duty service.
Under the PFML program, the Employment Security Department (ESD) will replace up to 90% of an eligible employee’s typical weekly wage (up to $1,000 per week). To learn more about this benefit, please visit the ESD PFML website.

Washington CARES ACT (LTC)

The Washington Cares Fund provides a mandatory long-term care insurance benefit to workers in the state of Washington. This new program protects against the risks of needing long-term care and can be used to purchase long-term care services, including professional care, equipment, home safety evaluations, and/or compensation for family members who provide care, beginning in January 2025. Premiums have been set by state law at 0.58% of gross wages, or $0.58 per $100. For example, if an employee earns $50,000 annually, the total annual premium is $290, or $12.08 per paycheck. Please visit the CARES website to learn more about this benefit: WA CARES



Soha Qassis
Benefits Manager
(425) 235-7861