Benefits
The benefits information presented on this page is a summary of College provided benefits. This information is subject to change and is subject to the provisions of any legislative mandates and College policy changes. For more detailed information about Highline College benefits, please do not hesitate to contact the College benefits coordinator at (206) 592-3885.
Highline College offers a comprehensive benefits package which include medical, dental, life, and long-term disability insurance through the Public Employee Benefits Board (PEBB), along with retirement benefits through TIAA and the Department of Retirement Systems.
Health and Dental Insurance
Eligibility
Full-time faculty, classified staff, administrators and professional staff are eligible for benefits. Hourly employees and part-time faculty may be eligible for benefits if they meet specific criteria and are notified by Highline College Human Resources.
Effective Date of Coverage
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.
Health Insurance
Eligible employees have several medical plan options to select from. Highline College covers the basic employer premium and the employee pays a portion through payroll deduction.
Premium Rates Effective January 1, 2024
| PEBB Medical Plans | Employee | Employee & spouse | Employee & children | Employee, spouse & children |
|---|---|---|---|---|
| Kaiser Permanente NW Classic | $331 | $662 | $579 | $910 |
| Kaiser Permanente NW CDHP | $195 | $390 | $341 | $536 |
| Kaiser Permanente WA Classic | $226 | $452 | $396 | $622 |
| Kaiser Permanente WA CDHP | $26 | $52 | $46 | $72 |
| Kaiser Permanente WA SoundChoice | $69 | $138 | $121 | $190 |
| Kaiser Permanente WA Value | $211 | $422 | $369 | $580 |
| UMP Classic | $124 | $248 | $217 | $341 |
| UMP Select | $59 | $118 | $103 | $162 |
| UMP CDHP | $35 | $70 | $61 | $96 |
| UMP Plus—PSHVN | $109 | $218 | $191 | $300 |
| UMP Plus—UW Medicine ACN | $109 | $218 | $191 | $300 |
Resources:
PEBB Virtual Benefits Fair – Medical Benefits
Dental Insurance
Employees choose from three dental plans. Highline College covers the full premium for employees and enrolled dependents.
Uniform Dental Plan (UDP)
UDP is a preferred provider organization (PPO) plan that allows employees the freedom to choose a dentist from a wide network of providers. Administered by Delta Dental of Washington.
This is a managed-care plan with a limited network of providers—employee must select a provider from its network dentists when you enroll. Also administered by Delta Dental of Washington.
This is a managed-care plan with a limited network of providers—employee must select a provider from its network dentists when you enroll. Administered by Willamette Dental Group.
Resource:
PEBB Virtual Benefits Fair – Dental Benefits
Vision
Covered under medical plan chosen.
Waiving Medical Coverage
If you have other employer-based medical insurance, Medicare or TRICARE, you have the option to waive Highline medical coverage. Dental is mandatory for all eligible employees and cannot be waived.
Flexible Spending Arrangement (FSA) & Dependent Care Assistance Program (DCAP) & Limited Purpose FSA
FSA & DCAP accounts allow employees to set aside pre-taxed dollars to cover out-of-pocket health care and/or childcare expenses. In 2024, a minimum of $120 or a maximum of $3,050 can be contributed to a medical FSA and up to $5000 per household to a DCAP, and up to $3050 a limited purpose FSA.
$250 Medical FSA contribution:
If you are a represented employee whose annual salary as of November 1, 2023 is $60,000.00 or below, you may be eligible to receive a $250 medical FSA contribution from Highline in 2024. This benefit will be funded by Highline and will not be deducted from your paycheck.
This benefit will not apply to employees who are enrolled in a consumer-directed health plan (CDHP) with an HSA. You must be enrolled in a PEBB medical plan to be eligible for this benefit.
Reminder: If you are currently enrolled in FSA and/or DCAP and want to participate in 2024, you must reenroll again via the Navia Benefits Solutions website or submit the 2024 enrollment form to the benefits office by November 30, 2023.
Visit the PEBB Virtual Benefits Fair and the Navia website for more information on FSA, DCAP and Limited Purpose FSA benefits.
Life Insurance
Permanent employees, lawful spouse or same-sex domestic partner, 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.
For more on PEBB life and AD&D insurance benefits, visit the PEBB Virtual Benefits Fair.
Long Term Disability
Employer-paid (basic) LTD
- Provides 60% of the first $400 pre-disability earnings, reduced by any deductible income.
- Maximum benefit $240, minimum benefit $100 per month or 10% of the LTD benefit before deductible income (whichever is greater).
- Benefits are paid after 90 days of disability or the period of accumulated sick leave, whichever is longer.
Employee-paid LTD insurance Plan
Supplemental plans are available, at a cost to the employee, with a 90-day benefit-waiting period, and options for 60% or 50% salary replacement. The monthly premium for employee-paid LTD is determined by your retirement plan enrollment, the coverage level selected, and your monthly salary. Use the Employee-Paid LTD Premium Calculator to estimate your monthly premium.
For more on PEBB LTD benefits, visit the PEBB Virtual Benefits Fair and the PEBB website.
Vacation Leave, Sick Leave and Personal Days
| Status | Vacation | Sick Leave | Personal Days |
|---|---|---|---|
| Represented Classified | Bargaining unit members of Washington Public Employees Association (WPEA) Monthly accrual begins at 9.33 hours per month, increases based on years of service to a maximum of 16 hours per month Monthly leave accruals Maximum accrual - 300 hours Can be taken after 6 months of continuous employment | 8 hours per month | Personal Leave Day: Four days per fiscal year for employees employed by the college less than 10 years Five days per fiscal years for employees employed by the college more than 10 years Can be taken after four months continuous employment Personal Holiday: One day per calendar year May be taken after 4 months of continuous employment |
| Classified Non-Represented Supervisors | Non-bargaining unit members Monthly accrual 18.67 hours per month Maximum accrual - 400 hours | 8 hours per month | Personal Holiday: One day per calendar year May be taken after 4 months |
| Exempt & Administrators | 20 hours per month Maximum accrual 480 hours | 8 hours per month | Personal Holiday: One day per calendar year May be taken after 4 months |
| Faculty | None | Eight hours per month for each month worked | Personal Leave: Up to 24 hours per academic year |
Bereavement Leave
All employees in salaried positions may take up to three days of paid bereavement time off for the death of a family member. This is separate from your accrued sick and vacation leave.
View Bereavement Leave.
Retirement
Retirement participation is mandatory for eligible Highline College employees. Employees are offered a choice between two retirement plans and that choice is generally irrevocable while employed at Highline.
Classified Employees:
Classified employees and eligible hourly employees must choose between the Public Employees Retirement Systems (PERS) Plan 2 or 3. These plans are administered by the Department of Retirement Systems. Employees are given a 90-day election period and will automatically be defaulted into PERS Plan 2 if no plan is selected. Find more information about Plan Choice.
PERS Plan 2 – A 401(a) defined benefit plan. Highline and employee contribute a percentage of salary to fund the plan. Your monthly benefit at retirement will be based on your earned service credit and compensation.
PERS Plan 3 – A 401(a) hybrid plan with Defined Benefit and Defined Contribution components. The defined contribution portion of the plan is funded through mandatory employee contributions. The employee may choose between six contribution options. Highline College contributes to Defined Benefit part.
Faculty:
Faculty must choose to enroll in the State Board Retirement Plan (SBRP) with the vendor being TIAA or the Teachers Retirement System (TRS) Plan 3 administered by the Department of Retirement System (DRS). Prior history in a Washington State Retirement Plan may limit plan choice. Click here to compare TRS Plan 3 and SBRP.
SBRP -TIAA – This is a Defined Contribution Plan. The employee contributes a mandatory defined amount and the state matches the employee’s contributions. Contribution rates are based on age.
TRS Plan 3 – A 401(a) hybrid plan with Defined Benefit and Defined Contribution components. The defined contribution portion of the plan is funded through mandatory employee contributions. The employee may choose between six contribution options. Highline College contributes to Defined Benefit part.
Administrative/Exempt Employees:
Administrators and exempt employees may choose to participate in the State Board Retirement Plan (SBRP) with the vendor being TIAA or the Public Employees Retirement System (PERS) Plan 3 administered by the Department of Retirement Systems (DRS). Prior history in a Washington State Retirement Plan may limit plan choice. Click here to compare PERS Plan 3 and SBRP.
SBRP/TIAA – This is a 401 (a) Defined Contribution Plan. The employee contributes a mandatory defined amount and the state matches the employee’s contributions. Contribution rates are based on age.
PERS Plan 3 – A 401(a) hybrid plan with Defined Benefit and Defined Contribution components. The defined contribution portion of the plan is funded through mandatory employee contributions. The employee may choose between six contribution options. Highline College contributes to Defined Benefit part.
PERS Rates Effective July 1, 2023.
TRS Rates Effective September 1, 2023.
| Share Type | PERS Plan I | PERS Plan II | PERS Plan III Defined Benefit & Defined Contribution Components |
|---|---|---|---|
| Employee Share | 6.00% of gross salary | 6.36% of gross salary | Six rate options from 5% to 15% of salary |
| Employer Share | 9.39% of gross salary | 9.39% of gross salary | 9.39% of gross salary |
| Share Type | TRS Plan 1 | TRS Plan 2 | TRS Plan 3, Defined Benefit & Defined Contribution Components |
|---|---|---|---|
| Employee Share | 6.00% of gross salary | 8.06% of gross salary | Six rate options from 5% to 15% of salary |
| Employer Share | 9.70% of gross salary | 9.70% of gross salary | 9.70% of gross salary |
State Board Retirement Plan/Contributions Rates:
Contributions are based on your age
| Your Age | Your Contribution | Employer Contribution | Total SBRP Contribution |
|---|---|---|---|
| Under 35 | 5% | 5% | 10% |
| 35-49 | 7.5% | 7.5% | 15% |
| 50+ | 10% | 10% | 20% |
Supplemental Retirement Savings:
State Board Voluntary Investment Program (SBVIP):
SBVIP is an optional, unmatched retirement savings plan, operating under Section 403(b) of the Internal Revenue Code (IRC) administered by TIAA. SBVIP participants may contribute on a pre-tax and/or after-tax (Roth) basis, and can start and stop their contributions at any time during employment. Contact Human Resources to start/stop contributions.
Deferred Compensation Program (DCP):
Tax-deferred savings plan administered by the Department of Retirement Systems. New employees are automatically enrolled in DCP 3 months after hire at a contribution rate of 3%. Employees are sent a notification letter within approximately 30 days of hire. This notice includes information about auto-enrollment and the necessary steps to take if one chooses to opt-out or make changes to their DCP enrollment. Contributions can be changed at any time during employment.
Benefits 24/7
Benefits 24/7, our new enrollment system, launched in January 2024. Employees can use Benefits 24/7 on a computer or mobile device to enroll in and manage benefits throughout the year.
To access Benefits 24/7 click here: Benefits24/7. Access the Benefits 24/7 Quick Start Guide for details about Benefits 24/7 and how to get started.
If you need help accessing Benefits 24/7, including resetting your security questions and answers:
- Visit the Help with Benefits 24/7 webpage.
- Employees: Contact the Benefits office.
Retirees and continuation coverage subscribers: Contact PEBB through HCA Support.