Faculty Benefits

Benefits Overview: Faculty

Eligibility for Benefits

Full-time faculty members are eligible for all benefits described below. Part-time faculty members become eligible for benefits during the second consecutive quarter of teaching 50% or more.

Changing Benefits 

After you make your initial selections, you have limited opportunities to change your choices. Open enrollment happens only once each year, in November.  You may make certain types of changes if you have a qualifying life event, such as marriage, divorce, or birth of a child.  Adding additional life or disability insurance coverage can be done any time, however, it requires medical evaluation, and your medical conditions may prevent you from adding insurance later.  Therefore, it is important to consider both your current and future needs when you first enroll.

Employee Assistance Program

This Washington State program provides free counseling and referrals to help with personal or work-related problems that may be impacting your work performance.   Participation is voluntary and confidential.  For more information, visit the EAP website and refer to the EAP brochure.  Employees can request a work schedule adjustment to allow access to the services of the employee assistance program.

Medical Insurance

Employees who are eligible for benefits may choose from the plan options offered.  These options include vision benefits.

Dental Insurance

Employees who are eligible for benefits may choose from three different plans.  The College pays the full cost of dental coverage.  If you make no selection, you will be automatically enrolled in the Uniform Dental Plan.

Flexible Spending Account (FSA)

The College offers an optional flexible spending account for out-of-pocket medical expenses. This plan allows employees to set aside between $240 and $2,500 per calendar year on pretax basis to pay for out-of-pocket medical expenses.  These funds can be used to reimburse eligible medical expenses for the employee, spouse, or IRS qualifying dependents.  For details, visit the PEBB website.

Dependent Care Assistance Program (DCAP)

This program allows you to save on child or elder care expenses such as babysitting, daycare, or in-home care for an older dependent by setting aside pre-tax dollars from your paycheck.  DCAP reimburses your dependent care expenses so you and your spouse can work.  If you earn more than $31,000 per year, DCAP will likely save you more than federal child care tax credits.

Who qualifies?

  • Your child under the age of 13
  • A dependent or spouse of any age who is mentally or physically incapable of self-care

What qualifies?

  • Day care
  • Babysitting
  • General purpose day camps
  • Pre-kindergarten expenses
  • Registration fees (for daycare, pre-K, camp)

For more information, visit HCA's DCAP page

Health Savings Account (HSA): If you choose a Consumer-Directed Health Plan (CDHP) option as your medical plan, your plan will be linked to a Health Savings Account.  These plans have a higher annual deductible, but you can use funds from your HSA to pay for many out-of-pocket costs.   EvCC contributes a set amount to your HSA, and you can choose to add additional funds, either through pre-tax payroll deductions, or through separate after-tax contributions.  A key feature of the HSA is that your funds roll over from year to year, allowing you to save for future medical expenses.

COBRA Rights

Upon hire, employees are sent a notice of COBRA rights. This notice explains qualifying events, and employee rights to continue health insurance coverage if he/she qualifies under one of these events.

Life Insurance

Each employee who is eligible for benefits is provided with life insurance benefits in the amount of $25,000 plus $5,000 for accidental death/ dismemberment.  This basic coverage is provided at no cost to you.  Additional life insurance is available at group rates.

Long-Term Disability Insurance 

Each employee who is eligible for benefits is covered under the basic long term disability group policy. The basic plan provides $50 to $240 per month if you become disabled.  You can choose to increase this coverage by enrolling in additional optional coverage at group rates.  If you choose to enroll after your initial new hire eligibility period, you will be required to complete a medical questionnaire and go through the insurance company’s approval process.

For further information regarding the medical/dental, life insurance and LTD offered to eligible College employees, use the link below:  

Leave Benefits

For details on compensable and non-compensable leaves, refer to Article 6 of the AFT Contract


January 1                                             (New Year’s Day)

Third Monday in January                    (Martin Luther King Jr.'s Birthday)

Third Monday in February                  (Presidents' Day)

Last Monday in May                           (Memorial Day)

July 4                                                   (Independence Day)

First Monday in September                (Labor Day)

November 11                                      (Veterans’ Day)

Fourth Thursday in November            (Thanksgiving Day)

Day after Thanksgiving

December 25                                      (Christmas Day)

Contact Sharon Lewis in HR for questions directly related to Faculty Benefits.

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