Full-time (35+ hours) Classified, Confidential, and Supervisory employees shall earn vacation at the rate of 8 hours per month during the first 2 years of employment (12 days for 12 months); beginning the 3rd year through the 5th year the rate will be at 9.33 hours per month (14 days for 12 months); starting the 6th year through the 10th year the rate will be 10.67 hours per month (16 days for 12 months); beginning the 11th year through the 15th year at a rate of 12 hours per month (18 days for 12 months); from the beginning of the 16th year at the rate of 13.33 hours per month (20 days for 12 months).
Administrators receive 22 vacation days a year. Employees working part-time (34 hours or less per week) shall earn vacation per month on a pro-rata basis.
Faculty do not accrue vacation time.
Full-time Classified, Supervisors, Confidential, and Administrators accrue 96 hours of sick leave every July 1st. Part-time Classified accrue sick leave hours every July 1st on a prorated basis according to number of hours assigned.
Full-time Teaching Faculty accrues 10 days of sick leave at the beginning of each contract year. Full-time Non-teaching Faculty accrues 11 days of sick leave at the beginning of each contract year. Part-time (Associate) Faculty accrue sick leave according to provisions outlined in the bargaining unit agreement. Absence Request forms must be completed and signed by your Dean or VP.
If you have a need for a medical leave of absence beyond 5 days, please contact Human Resources for information regarding your eligibility for protected leaves of absences under FMLA (Family Medical Leave Act), CFRA (California Family Rights Act), PDL (Pregnancy Disability Leave) or paid parental leave.
If you have been advised by a healthcare provider to quarantine/self-isolate, and/or are experiencing symptoms of COVID-19, have tested positive for COVID-19, and/or have an appointment for the COVID-19 vaccine or are experiencing symptoms of the COVID-19 vaccine, please contact Nicole Piña, Risk Management Coordinator, via email at email@example.com within 24 hours.
Please note that leave eligibility and start date/end date of medical leave will be confirmed by Human Resources and will be communicated via letter to the employee and the employee’s department. Leave may be approved under Supplemental Paid Sick Leave (SPSL) under SB95.
MSJC employees have been provided with the COVID-19 protocols for working safely. Please visit www.msjc.edu/coronavirus/faculty-staff-faq.html for more information.
The district offers a wide variety of health and welfare plans to choose from.* All health and welfare plan summaries may be found on the MSJC Benefit Bridge website.
Click on the “ALL PLANS” button at the top of the screen, select the Classification of the position you are in or applying for and then select the type of benefit you are looking for. You may click on each plan in the “Compare” button, this allows you to do a side-by-side comparison of up to three (3) plans at a time.
Current Employees may log-in to review benefits and change beneficiaries in Benefit Bridge. Plan changes can be made during the Open Enrollment period, which is held during the month of May with a July 1st effective date. However, in the case of a qualifying life event (marriage, birth, adoption, etc.), employees may add/remove dependents outside of the Open Enrollment period. Dependents may be added/removed within 31 days of the life event. Dependent verification must also be provided, such as original marriage or birth certificate.
Open Enrollment Announcement & Benefits Guide
NEW - EFFECTIVE JULY 1, 2020:
The Open Enrollment Announcement and Benefits Guide provides an overview of existing and new plan offerings for the 2020-2021 plan year. It also provides helpful links, important notices and contact information to assist you in getting the most out of your District benefits.
Fulltime employees that opt for single coverage will have no premium expense dependent upon coverage elected, please see your CTA/CSEA contracts for details. They have the option to enroll eligible dependents (dependent verification is required). Payroll deductions vary for employee only coverage, dependent coverage; depending upon the plans elected, number of dependents enrolled, and their relationship to employee. Part-time employees have the option for coverage for themselves and eligible dependents. They will have a prorated district contribution towards their elected plans. Costs vary by plan, number and type of dependent(s). Rate sheets are available online.
All elections or changes must be completed in the Benefit Bridge Enrollment system. Changes may occur at open enrollment or if there is a life event. Life events include but are not limited to marriage, adoption and birth. Changes must be made within 31 days of the life event and dependent verification is required.
We currently have a number of plans to choose from.
Anthem Blue Cross
- Three (3) HMO Options (Anthem HMO20, Anthem HMO30, and and Anthem DHMO500 formerly Anthem HMO40 Select): Co-payments and monthly premiums vary.
- Two (2) Anthem Blue Cross PPO Options (Anthem PPO500 and Anthem PPO750): Co-insurance, monthly premiums and annual deductibles vary.
- One (1) Anthem PPO Essentials Option (Anthem PPO1250 Essentials): Co-insurance and monthly premiums vary.
- One (1) Anthem Blue Cross High Deductible PPO Plan with Health Savings Account (Anthem HSA1): Co-insurance, monthly premiums and annual deductibles vary.
- One (1) Anthem Elements Choice PPO, Minimum Value Plan (Anthem Minimum Value Plan): Co-insurance and monthly premiums vary.
- Two (2) Kaiser Permanente HMO Options (Kaiser HMO20 formerly Kaiser High Opt 1 and Kaiser DHMO500 formerly Kaiser Low Opt 2): Co-payments and monthly premiums vary.
- One (1) Kaiser Permanente HMO Plan with Health Savings Account (Kaiser HSA HMO).
- One (1) Kaiser Permanente HMO, Minimum Value Plan (Kaiser Minimum Value Plan): Co-payments, co-insurance, annual deductibles and monthly premiums vary.
NOTE: ALL traditional HMO medical plans have a $100 Emergency Room co-payment (which is waived if you are admitted to the hospital). However, the PPO plans vary (refer to Benefit Bridge or plan summaries for details).
NOTE: Anthem members have prescription drug coverage through Express Scripts and copays
vary depending on the medical plan.
Kaiser members have prescription drug coverage through Kaiser Pharmacy and copays vary depending on the medical plan.
NEW - Anthem LiveHealth Online (LHO) will continue to be available to REEP HMO and PPO plan members at no-cost, effective July 1, 2020 through June 30, 2022. This program provides around the clock, 24/7 board certified physicians benefits and referrals. For more information please refer to the Anthem Live Health Flyer for information on how to access services.
Dental benefits are available to full and part-time employees. The premium is covered 100% by the district for fulltime employees regardless of the number of dependents. Part-time employees may opt for dental coverage and out of medical for a low to no monthly premium cost for dental.
We currently have 3 PPO dental plans and 1 DHMO to choose from. Rate sheets are available online.
- Delta PPO: $2500 annual calendar spending per enrollee. 100% coverage up to the $2500 when services are rendered by a participating PPO dentist. No Ortho coverage.
- Anthem PPO: $2500 annual calendar spending per enrollee. 100% coverage for preventative care, co-insurance varies depending on services used. Orthodontics is available.
- MetLife DHMO (aka Safe Guard) Dental Plan: Is an HMO dental plan and you must use a DHMO Dentist. No co-pays for preventative care and no annual deductibles. Additional out-of-pocket co-payments apply depending on services used.
- Delta Incentive (No longer offered for new enrollments): $1000-$1200 annual calendar spending per enrollee. Co-insurance increasing 10% (70-80-90-100%) every year you receive services. No Ortho coverage.
Vision benefits are available to full and part-time employees. The premium is covered 100% by the district for fulltime employees regardless of the number of dependents. Part-time employees may opt for vision coverage and out of medical for a low to no monthly premium cost for vision. Rate sheets are available online.
- VSP Vision: Annual exam $20 co-payment, 12 mo. lenses coverage, 24 mo. $120 frame allowance, 12 mo. $120 contact lenses allowance. Additional discounts on other related costs.
- MES Vision: Annual exam $20 co-payment, 12 mo. lenses coverage, 24 mo. $125 frame allowance, 12 mo. $125 contact lenses allowance. Additional discounts on other related costs.
Behavioral Health Coverage
EFFECTIVE JULY 1, 2020:
For All Employees (Anthem Blue Cross, Kaiser and Non-benefit Eligible Employees)
New - Talkspace – Online Therapy
Talkspace is a new way to seek mental health support through text and web messaging. This benefit is in addition to the mental health benefits provided under your Anthem or Kaiser plan, and in addition to the Anthem Employee Assistance Plan (EAP). With Talkspace, you can choose your therapist from a list of recommended, licensed providers and receive support day and night from the convenience of your device (iOS, Android, and Web). This benefit is available to you and your family members age 13 and over. Talkspace provides unlimited text and voice messaging at no copayment with a personal therapist immediately after registration.
Therapists engage daily, 5 days per week, which often includes weekends. To use the Talkspace benefit, visit www.talkspace.com/reep
Anthem Blue Cross EAP
Managed Health Network (MHN) Employee Assistance Plan (EAP) is being replaced by Anthem Blue Cross. The EAP is provided to all employees of the district and all immediate family members living in your household, even if you are not eligible for benefits. This change to Anthem Blue Cross provides access to a great network of providers, as well as the ability for better integration between the MHSA and the EAP. If you are an Anthem Blue Cross member, the phone number to access this benefit will be listed on your Anthem ID card. All Kaiser members, or non-benefit eligible employees, should refer to the REEP EAP flyer for information on how to access services.
Please Note: Kaiser members will utilize Managed Health Network (MHN), for their mental health needs that are not covered under EAP. To receive and pay for services you just need to provide them with your medical coverage information (i.e. Medical ID card from Kaiser). You may contact MHN at (888) 327-0020 or at www.members.mhn.com
The District encourages employees to participate in programs, activities, and services that impact their wellness. Effective July 1, 2020 REEP has contracted with Omada Health to provide wellness program services. This program will be focused on diabetes/hypertension and weight management and will be offered to REEP employees enrolled in either Anthem or Kaiser Permanente who qualify to participate.
Term Life Insurance
The District covers all permanent full and part-time employees with a $20,000 Group Term Life Policy and a $2,000 Accidental Death & Dismemberment Policy. Employees have the option to purchase additional Voluntary Group Term Life or Accidental Death & Dismemberment Insurance by completing their election in Benefit Bridge and authorizing a voluntary payroll deduction. Evidence of Insurability/Statement of Health may be required, dependent upon amount requested.
It is the employee’s responsibility that these items are accurate and up to date. Please review life insurance plans as well as retirement savings (CalPERS/CalSTRS) regularly. Make appropriate changes to beneficiaries as life changes occur, such as marriage, divorce, birth or adoption of a child. Group term and voluntary term life beneficiary changes can be made on the Benefit Bridge website. CalPERS and CalSTRS can be updated on their respective websites. All state and policy beneficiary rules apply.
American Fidelity (AF) Section 125 Plans
Section 125 Plans allow employees to pre-tax some of their out-of-pocket expenses. From premium costs for their health and welfare coverage, to their medical/dental/vision expenses not covered under their plans, and/or expenses for dependent day care, all through a monthly payroll deduction. American Fidelity (AF) also offers a 403(b) tax-deferred annuity which helps add to a well-planned retirement portfolio. Other voluntary benefits are also available through AF such as Accident and Cancer Insurance.
Flexible Spending Accounts
A flexible spending account (FSA) allows employees to reduce the taxes you pay on earnings by setting aside a portion of each paycheck for eligible medical, dental and dependent care expenses before taxes are calculated. You can choose to participate in two different types of flex accounts:
- Health Care FSA lets you spend tax-free money to pay for a wide range of eligible medical and dental care costs.
- Dependent Care FSA covers payments for child and dependent care that allows you to work.
You may enroll only during open enrollment or when you become eligible for benefits. At this time you may decide the amount to contribute to your health and/or dependent care FSA by estimating your qualifying expenses such as doctor’s visits, dependent care, etc. The annual amount selected will be deducted each pay period into equal, tax-free flex account contributions. Please contact our American Fidelity representative for further details.
While every attempt is made to ensure that the information above is accurate and up-to-date, information is subject to change. The District will not be held liable for information that is subject to change and reserves the right to alter the content of the website at any time.
The District participates in the following retirement programs:
- CalPERS - Public Employees Retirement System for classified and some SCA employees (dependent upon position).
- CalSTRS - State Teachers Retirement System for certificated employees.
- Apple - For Temporary Short Term employees and Associate Faculty who are not in PERS or STRS.
Additional Retirement Resources can be found at www.SSA.gov
Tax Sheltered Annuity Programs (Optional)
The Mt. San Jacinto Community College District is pleased to announce that enhancements are being made to the 403(b) and 457(b) Salary Reduction Agreements (SRA). Effective immediately, new 403(b) and 457(b) Salary Reduction requests received will need to be completed and faxed to our new 403(b) / 457(b) Plan Administrator’s (TSA Consulting Group) toll-free fax line (located at the bottom of page 2 of the form).
Once you are at the site, you will see the Salary Reduction Agreement (SRA) forms: 403(b); 457(b); Meaningful Notice.
The SRA Service Team at our plan administrator is available to help you from 7 a.m. to 7 p.m. CT. Questions regarding the salary reduction agreement process should be directed to the SRA Team at (toll-free) 888-796-3786, option 5, or via email.
We are excited to make the SRA process more efficient and provide a dedicated SRA team at our plan administrator to answer your questions.
The District also offers a wide range of voluntary plans at an additional cost.
Health & Welfare/Retirement Contact Information
When you have questions you can contact any of the following or our office.
|Plan or Program||Phone||Website|
|American Fidelity – Kathy Bayaca
(Section 125/403(b) Representative)
|(800) 365-9180 Ext. 336||www.americanfidelity.com
|Anthem Employee Assistance Program (EAP)||(800) 999-7222||
|Anthem PPO||(800) 627-7244|
|Anthem PPO w/HSA||(888) 224-4911|
|Anthem PPO DENTAL Plan||
|Anthem PPO Elements – Minimum Value Plan||(800) 627-7244|
|Apple Retirement||(800) 634-1178|
Benefit Bridge Customer Care Team
|CalPERS Retirement||(888) 225-7377|
|CalSTRS Retirement||(800) 228-5453||www.calstrs.com|
|Colonial Bridge Benefits||(800) 325-4368||www.ColonialLife.com|
|CompleteCare – Catilize Health||(877) 872-4232|
|Delta Dental DPO-PPO/Incentive||(866) 499-3001||www.deltadentalca.com|
|Express Scripts (Prescription Issues)||(888) 806-4969||www.expressscripts.com|
|Hyatt Legal Services||(800) 821-6400|
|ID Theft Protector||(866) 262-5844||www.idtheftassist.com|
|Kaiser Permanente HMO||(800) 464-4000||www.kp.org|
|MES Vision Plan||(800) 877-6372||www.mesvision.com|
|MetLife DHMO/Safe Guard Dental||(800) 880-1800||www.safeguard.net|
|MetLife Legal – Formerly Hyatt Legal||(800) 438-6388|
|MetLife LIFE INSURANCE||(800) 638-6420|
|MHN Behavioral Health (Kaiser Members Only)||(888) 327-0020|
MidAmerica - (HRA Plan)
|TSA Consulting – 403(b)/457 Third Party Administrator||(888) 796-3786, Option 5||www.tsacq.com|
|Unum Long Term Care||(888) 868-6745||http://unuminfo.com/REEP/index.aspx|
|VSP Vision Plan||(800) 877-7195||www.vsp.com|
An employee who has been employed full-time with the District in a regular contract status for not less than five (5) consecutive years leading to retirement; is at least the minimum age allowed for retirement according to STRS/PERS regulations; and, has provided the appropriate written notice to the Human Resources Department of his/her intent to retire shall be eligible for continued medical insurance coverage under the District’s group insurance policy for a period of ten (10) years at a locked-in rate determined by the plan at retirement. If the premium amount increases in the following years, the retiree is responsible for the difference between their locked-in rate and the new premium amount.
Upon reaching the age of 65 all employees must enroll in Medicare Part A. Upon retirement, the retiree (Age 65+ or Medically Medicare Eligible) must enroll in Medicare Part B as well as Medicare Part A.
Retiree dependent coverage shall be offered with any attendant costs being fully borne by the retiree. The dependent coverage shall cease upon termination of the retiree’s enrollment in the program. Dependents who are retired and are covered under the district plan that are Medicare eligible must enroll in Medicare Part A and B.
Upon written request from an employee, made prior to the effective date of retirement, the employee in lieu of the continued health benefit program, may opt for the Health Reimbursement Arrangement (HRA). Under the HRA plan the retiree would receive an annual amount (see CTA/NEA and CSEA Bargaining Agreements) for a period of ten (10) years. The funds are to be utilized for eligible medical expenses and/or premiums, as outlined in IRS Code Section 213(d). Should the employee choose this option, the option is irrevocable and the retiree shall not be eligible for participation in the health benefit program.
An employee hired after May 1, 2018 will only be allowed to elect the Health Reimbursement Arrangement (HRA) upon retirement. Please review our frequently asked questions for more information.