EMPLOYEE BENEFIT HIGHLIGHTS

2017

Administrative Employees

Updated: 01/01/2017
ELIGIBILITY
Coverage is available to Administrative employees working at least 20 hours/week. Coverage for eligible employees begins on the
first day of employment, provided the employee completes the enrollment forms within the first 31 days of employment.
Employees who do not enroll within this time frame are required to sign a declination of coverage.

Same Sex Domestic Partner/Civil Union Partner

Employees who have a State of Illinois recognized civil union or domestic partnership may have partners and eligible dependents
participate in several benefit plans, including health, tuition remission, dental, vision, and use of the Dyson Wellness Center. For
more details, please contact the Office of Human Resources.

MEDICAL BENEFITS- Medical benefits are available to Administrative employees working at least 20 hrs/week
and may begin on the first day of employment. North Central College gives employees the option to choose
from three (3) different medical plans, which are administered through Blue Cross Blue Shield of Illinois. The
College offers two (2) High Deductible Health Plans (HDHP) and one (1) traditional PPO. As a benefit to
employees, premiums for health insurance are made through semi-monthly pre-tax payroll deductions. A
summary of each plan can be found below.

3500 HDHP 2600 HDHP Traditional PPO

High Deductible Health Plan High Deductible Health Plan with Traditional PPO
Monthly Employer HSA
Contribution
(HSA/Limited FSA Eligible Plan) (HSA/Limited FSA (Full FSA Eligible Plan)
Eligible Plan)
*Employee = $20.83
* Employee + Spouse = $41.67
Monthly HSA Contribution by NCC $0 N/A
*Employee + Child(ren) = $41.67
*Family = $62.50

(In / Out of Network) (In / Out of Network) (In / Out of Network)

Individual Deductible $3,500 / $7,000 $2,600 / $5,200 $1,500 / $3,000

Health
Summary
Family Deductible $7,000 / $14,000 $5,200 / $10,400 $3,000 / $6,000

Coinsurance 70% / 50% 100% / 80% 80% / 60%

Out-Of-Pocket (Includes Deductible) $6,350 / $12,700 $2,600 / $10,400 $2,500 / $5,000

Family OOP (Includes Deductible) $12,700 / $25,400 $5,200 / $20,800 $5,000 / $10,000

Deductible, then $35 copay /

In Network Physicians Services Deductible, then Coinsurance
Coinsurance Deductible then Coinsurance

Deductible, then $70 copay /

Specialist Services Deductible, then Coinsurance
Coinsurance Deductible then Coinsurance

Deductible, then
Emergency Room Deductible, then Coinsurance $300 copay
Coinsurance
Deductible, then
Inpatient Hospital Services Deductible, then Coinsurance Deductible, then Coinsurance
Coinsurance
Deductible, then
Outpatient Surgery Deductible, then Coinsurance Deductible, then Coinsurance
Coinsurance
Preventative Care 100% 100% 100%

Deductible, then $10/$30/$60/$150

Rx Copay Deductible, then Coinsurance
Coinsurance (Mandatory Generic Rx)

Deductible, then
Rx Out-of-Pocket Deductible, then Coinsurance $4,100 Single/$8,200 Family
Coinsurance

Specialty Medications Prime Specialty Pharmacy Prime Specialty Pharmacy Prime Specialty Pharmacy

*Adjusted Plan 3 Employer monthly HSA Contributions for Part-Time Administrative Employees
Employee = $10.42; Employee + Spouse = $20.83; Employee + Child(ren) = $20.83; Family = $31.25
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 PHARMACY BENEFITS

NCC is offering one (1) health plan which includes a pharmacy copayment option (Traditional PPO). Please note that if a generic
alternative to your medication is available, but you opt for the brand version, your out-of-pocket costs may be higher.

For the two (2) health plans without the pharmacy copayment option (3500 HDHP and 2600 HDHP), the prescription expenses
apply to the annual deductible and out-of-pocket maximum. This means that you pay the entire cost of the prescription drug until
the deductible is met.

All three (3) medical plans will require that all specialty medication be ordered through Prime Specialty Pharmacy. To find out if you
are taking a specialty medication, please consult your physician.

MONTHLY MEDICAL PREMIUMS

3500 HDHP 2600 HDHP Traditional PPO

Employee Only NCC Pays Employee Pays NCC Pays Employee Pays NCC Pays Employee Pays
30+ hrs/week $511.00 $25.00 $558.00 $88.00 $560.00 $111.00
20-30 hrs/week $255.00 $282.00 $279.00 $368.00 $284.00 $388.00
30+ hrs/week (20 Pays) $613.20 $30.00 $669.60 $105.60 $672.00 $133.20
20-30 hrs/week (20 Pays) $306.00 $338.40 $334.80 $441.60 $340.80 $465.60
3500 HDHP 2600 HDHP Traditional PPO
Employee + Spouse NCC Pays Employee Pays NCC Pays Employee Pays NCC Pays Employee Pays
30+ hrs/week $579.00 $246.00 $575.00 $391.00 $548.00 $463.00
20-30 hrs/week $283.00 $543.00 $285.00 $682.00 $274.00 $738.00
30+ hrs/week (20 Pays) $694.80 $295.20 $690.00 $469.20 $657.60 $555.60
20-30 hrs/week (20 Pays) $339.60 651.60 $342.00 $818.40 $328.80 $885.60
3500 HDHP 2600 HDHP Traditional PPO

Employee + Child(ren) NCC Pays Employee Pays NCC Pays Employee Pays NCC Pays Employee Pays

30+ hrs/week $565.00 $227.00 $570.00 $357.00 $548.00 $422.00

20-30 hrs/week $271.00 $522.00 $282.00 $646.00 $273.00 $698.00
30+ hrs/week (20 Pays) $678.00 $272.40 $684.00 $428.40 $657.60 $506.40
20-30 hrs/week (20 Pays) $325.20 $626.40 $338.40 $775.20 $327.60 $837.60
3500 HDHP 2600 HDHP Traditional PPO
Employee + Spouse +
NCC Pays Employee Pays NCC Pays Employee Pays NCC Pays Employee Pays
Child(ren)
30+ hrs/week $875.00 $350.00 $875.00 $560.00 $844.00 $657.00
20-30 hrs/week $432.00 $794.00 $435.00 $1001.00 $422.00 $1080.00
30+ hrs/week (20 Pays) $1050.00 $420.00 $1050.00 $672.00 $1012.80 $788.40
20-30 hrs/week (20 Pays) $518.40 $952.80 $522.00 $1201.20 $506.40 $1296.00

HEALTH SAVINGS ACCOUNT - North Central College offers a Health Savings Account (HSA) designed to reimburse eligible healthcare
expenses with pre-tax money set aside from your earnings. The option to open a HSA is available to employees who enroll in 3500
HDHP or 2600 HDHP only.

For those employees who elect the 2600 HDHP plan, the College will also make a monthly contribution to your HSA depending on
coverage level (see chart on page 2). HSAs may be established with either BenefitWallet (BNY Mellon Bank) or BMO Harris Bank.
Information regarding your two banking options will be provided at your request.

For 2017, the maximum amount you can contribute to this account is $3,400 for a single individual and $6,750 for a family. Employees
55 and older can make an additional $1,000 contribution annually.

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Please note: If you, or your spouse enroll in Medicare Part A and/or B please contact the Office of Human Resources immediately.
Once you are enrolled in Medicare, you can no longer contribute to your HSA.
 DENTAL BENEFITS
Eligible employees have access to dental coverage through Cigna. This benefit is available on the first day of the
month following the date of hire. The College does not contribute to this plan, but as a benefit to employees,
deductions for dental insurance are made through pre-tax payroll deductions.

High PPO Plan Low PPO Plan

Coverage Type
In-Network Out-of-Network In-Network Out-of-Network

Preventive (Type A) 100% 80% 100% 50%

Basic Restorative (Type B) 80% 80% 60% 50%

Major Restorative (Type C) 50% 50% 50% 50%

Orthodontia (Type D) 50% 50% 50% 50%

$100 Type A, B,
$50 Type B & C $75 Type B & C $0 Type B & C
Individual Deductible & C Services
Services Only Services Only Services Only
Only
$300 Type A, B,
$150 Type B & C $225 Type B & C $0 Type B & C
Family Deductible & C Services
Services Only Services Only Services Only
Only
Annual Maximum Per
$1,000 $1,000 $750 $500
Individual
Orthodontia Lifetime
Maximum $1,000 $1,000 $1,000 $500
Per Individual*

VISION BENEFITS
Eligible employees have access to vision coverage through EyeMed, which is available on the first day of the
month following the date of hire. The College does not contribute to the plan, but as a benefit to employees,
deductions for vision insurance are made through pre-tax payroll deductions.

In Network Out of Network

EYE EXAMS
Frequency Once every 12 months
Benefit $10 Copay Up to $40 Retail
LENSES
Frequency Once every 12 months
Single Vision $15 Copay Up to $30 Retail
Bifocal $15 Copay Up to $50 Retail
Trifocal $15 Copay Up to $70 Retail
Lenticular $15 Copay Up to $70 Retail
Standard
$80 Copay Up to $50 Retail
Progressive Lenses
Premium
$100/$110/$125 Copay Up to $50 Retail
Progressive Lenses
CONTACT LENSES
Frequency Once every 12 months
Benefit Standard: $100 Retail Allowance
Standard: Up to $100 Retail
*In Lieu of Eyeglass, (15% off balance over $100)
Medically Necessary: Up to $210
Lenses, and Frames Medically Necessary: Covered in Full
FRAMES
Frequency Once every 24 months
$100 Retail Allowance
Benefit
(20% off balance over $100)
Up to $70 Retail 4
EAP PROGRAM
The Employee Assistance Program (EAP) is
sponsored by North Central College as an
employee benefit at NO cost to you, and is
available to employees, their spouses and
dependent children. Perspectives is our service
provider. The EAP services are confidential and
staffed by professionally trained and
experienced staff. The EAP can help you resolve
a broad range of issues, including, but not
limited to: Family Issues/Marital & Couples
Counseling; Coping with Change; Budgeting;
Stress and Anxiety; Drug and Alcohol Additions;
Grief and Anger Issues.
To learn more about the services of
Perspectives, call 1.800.459.6327 or visit the
Perspectives website at
www.perspectivesltd.com.
BASIC TERM LIFE INSURANCE
Through Cigna, basic term life is 100% paid by North
Central College and includes accidental death and
dismemberment insurance. Eligible employees are
provided with coverage equal to 1 times their basic
annual earnings, up to a maximum of $500,000. The
coverage amount reduces by 33% when you reach
age 65, and by an additional 17% (for a total
reduction of 50%) when you reach age 70. Please
make sure to check your beneficiary information
listed as you complete the Benefits Enrollment
process. You must designate a beneficiary for this
benefit, regardless of whether you enroll in any other
benefits.
Under IRS regulations the value of employer-based
basic term life insurance coverage in excess of
$50,000 is considered taxable or imputed income. It
is reported as Code C in Box 12 on W-2 statements
and included in Wages, Tips, and Other
Compensation.
VOLUNTARY TERM LIFE INSURANCE
You may apply for voluntary term life insurance
through Cigna that is equal to or up to five (5) times
your base salary, to a maximum coverage of
$500,000. Coverage is subject to approval by Cigna,
which will require the Evidence of Insurability process
and possibly lab tests, copies of medical records,
and/or a physicians statement.
If you currently have voluntary term life insurance of
less than $200,000, you have the option of increasing
your coverage by $10,000 with no medical
underwriting required during Benefits Enrollment.
Spouse term life insurance coverage is available in
increments of $5,000, up to a maximum of $100,000
or half of the employees voluntary term life
insurance amount.
Dependent child term life insurance coverage is
available in flat amounts of $1,000, $2,000, $4,000,
$5,000 or $10,000. The coverage is purchased in a
lump sum, covering one or more than one child.
Please see the Voluntary Term Life Insurance
highlights on the HR Benefits website for additional
information, including rates for coverage.
DISABILITY BENEFITS
Short-Term Disability Leave
In cases of extended Medical Leave, where medically qualified, the College
will continue to pay 75% of normal pay for a maximum of six (6) months.
Long-Term Disability
Administrative employees working 30+ hours per week are eligible for
Long-Term Disability insurance administered through Cigna on the first day
of employment. This benefit is offered at no cost to the employee. See
chart below for additional details.
Long Term Disability (LTD)
Maximum Monthly Benefit $8,000
66.67% of Basic Monthly
Benefit
Earnings
Elimination Period 180 Days
Dental Plan Monthly Contributions
FLEXIBLE SPENDING ACCOUNT (FSA)
Employees may select a pre-tax option for health, dental, and vision
expenses. The IRS allows employees to set aside pre-tax income up to a
maximum of $2,550 per year into a Health Care Reimbursement account or
Limited Flexible Spending account. In addition, an employee may also set
aside pre-tax dollars into a Dependent Care Reimbursement account up to a
maximum of $5,000 per year, per household. If an employee participates in
a HSA, the employee may only participate in a Limited Flex Spending
Account or Dependent Care Account.
All services for the FSA (medical and dependent care) must be incurred
within the plan year (January 1 through December 31). Receipts may be
submitted through February 28th of the following plan year.
403(b) RETIREMENT PLAN: TAX DEFERRED ANNUITY PLAN
Eligible employees may participate in a retirement savings plan through
TIAA-CREF immediately upon hire without any waiting period. Please
contact the Office of Human Resources for enrollment paperwork. After
enrollment, the employee will submit a salary reduction form to the Office
of Human Resources designating the amount to be withheld from each
paycheck as an employee contribution.
403(b) RETIREMENT PLAN: COLLEGE DEFINED CONTRIBUTION PLAN
After one (1) full consecutive year of service and having worked a minimum
of 1,000 hours for the College during the eligibility measuring period,
employees qualify for employer contributions to the 403(b) account. This
one (1) year eligibility requirement is waived for individuals with a minimum
of one (1) academic year of service of 20+ hours/week at another four-year
college or university. The College makes an employer contribution (base
salary only) based on the employees years of service to the College (see
below). Contact the Office of Human Resources for details regarding the
plan.
Years of Service % of Base Salary
1-4 8.5%
5-9 9.5%
10+ 10.5%
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TUITION BENEFITS
Undergraduate Tuition Remission
Administrative employees whose letter of appointment calls
for them to work a minimum of 1,850 hours/yr., and who
have been employed by North Central College for a minimum
of one complete academic term are eligible for 100%
undergraduate tuition remission for themselves, their spouse,
and eligible dependent children.
Administrative employees whose letter of appointment calls
for them to work a minimum of 1,000 hours/yr., and who
have been employed by North Central College for a minimum
of one complete academic term are eligible for 50%
undergraduate tuition remission for themselves, their spouse,
and eligible dependent children.
Graduate Tuition Remission
Administrative employees whose letter of appointment calls
for them to work a minimum of 1,850 hours/yr., and who
have been employed by North Central College for a minimum
of one complete academic term are eligible for 100%
graduate tuition remission for themselves, their spouse, and
eligible dependent children.
Administrative employees whose letter of appointment calls
for them to work a minimum of 1,000 hours/yr., and who
have been employed by North Central College for a minimum
of one complete academic term are eligible for 50% graduate
tuition remission for themselves, their spouse, and eligible
dependent children.
Tuition Exchange Program
The tuition exchange program allows eligible dependent
children of Full-Time (1860 hrs/yr.) Administrative employees
the opportunity to attend various colleges and universities
throughout the U.S., in accordance with provisions outlined in
the North Central College Personnel Policy Guide.
This is not a guaranteed benefit. A list of participating
institutions and details are available in the Financial Aid
Office. There are restrictions which vary from school to school
and an application is required.
For more information about the tuition exchange program,
please contact the Financial Aid Office at 630.637.5603.
Lifetime Fitness Wellness Option
The college is committed to your health and has engaged a
partnership with Lifetime Fitness to provide a waiver of
enrollment costs and a $30.00 subsidy to all plan options at
any Chicagoland Lifetime Fitness Center.
Accident and Critical Illness Insurance
Accident Insurance pays a fixed benefit amount based on
covered expenses or treatments resulting from an accident .
Critical Illness provides employees with a lump sum benefit for
certain covered conditions.
LEAVE TIME FOR ELIGIBLE EMPLOYEES
Family Medical Leave (FMLA)
Eligible employees are provided up to twelve (12) weeks of
family medical leave in accordance with the Family Medical
Leave Act of 1993 (FMLA).
Paid Family Medical Leave (Paid FMLA)
Eligible employees are provided up to four (4) weeks of paid
leave once every five (5) years for medical leave, and the
employee must meet FMLA eligibility of one-year of
employment and 1250 hours per year.
Jury Duty Leave
Employees who are required to appear for jury duty by a
court of law or other agency of the government during
scheduled work hours shall be excused from regular work
duties and be paid at the employees regular base pay. Please
provide the Office of Human Resources with a copy of your
jury summons for your employee benefit file.
Bereavement Leave
Employees are granted a period of paid time off during the
bereavement period, up to a maximum of five (5) days for the
passing of an immediate family member. Please see the
Personnel Policy Guide for the definition of immediate family
member.
Short-Term Military Leave
Employees on short-term military duty shall retain the same
status as an active employee, except for pay, for a maximum
period of two (2) weeks annually. An employee granted
Military Leave of Absence shall be reimbursed by the College
for the difference between military pay and their regular base
salary paid for the equivalent time.
Long Term Care
Long-Term Care Insurance pays for care that an individual
needs when they cannot safely care for themselves whether
that care is received at home, in the community, or in a
nursing home. Call our independent Long-Term Care
enrollment line at (888) 123-4567 to talk one-on-one with a
Long-Term Care enrollment counselor who can answer your
questions and help you enroll.
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OTHER BENEFITS AND DISCOUNTS VACATION & SICK LEAVE
Parking Vacation and sick leave is accrued per pay period according to the following
Free of charge. Employees are able to utilize chart:
well-lit, paved surface parking on campus.
Recreational Facility
Employees can use the Recreational Center and Vacation Accrual Vacation Accrual
Merner Fieldhouse free of charge. Annual Hours Sick Accrual Per Per Pay Per Pay
Activity Pass Worked Pay (0-9 yrs. of (10+ yrs. Of
With a North Central College ID card, employees Service) Service)
are entitled to free admission for the employee
and one guest to athletic events (excluding 2000-2080 9.34 hours 5.00 hours 6.67 hours
NCAA-sponsored competitions), the hospitality
tent at home football games, select mens and
womens basketball games, concerts by the 1800-1999 8.42 hours 4.50 hours 6.00 hours
Colleges music performance groups and
academic fine arts productions. 1600-1799 7.46 hours 4.00 hours 5.34 hours
Direct Deposit
North Central College provides direct deposit for 1400-1599 6.54 hours 3.50 hours 4.67 hours
paychecks into a designated account(s).
Employees receive a detailed on-line Advice of 1200-1399 5.58 hours 3.00 hours 4.00 hours
Deposit each pay day through the Colleges
Merlin system.
1000-1199 4.67 hours 2.50 hours 3.34 hours
Campus Coffee
Most Wednesday mornings during the academic
year employees are encouraged to attend
Campus Coffee. This is a chance for employees OFFICIAL COLLEGE HOLIDAYS
to get to know other departments on campus, as
well as enjoy beverages and snacks.
In accordance with the North Central College Personnel Policy Guide, the
Bicycle Commuter Program following is a list of scheduled College holidays:
The College will reimburse up to $20 per month
for expenses accrued by eligible employees who
ride a bike to work three (3) or more times a New Years Day
week for a full month.
Good Friday (1/2 day)
Community Education Memorial Day
Employees receive discounted fees for
community education classes. Independence Day
North Central Bookstore Labor Day
Employees will receive a discount on items Thanksgiving Day and the day after
purchased at the campus bookstore with their
North Central College ID card. Three (3) days during the winter holiday
Library Privileges
Employees have access to the Oesterle Library, The North Central College Academic Year Calendar and Class Scheduling can
the online reference materials and interlibrary
loan materials, as well as a variety of periodicals, be found at: http://northcentralcollege.edu/academics/curriculum/calendar
historical documents, and special collections.

Moving Reimbursement Disclaimer

Eligible employees who incur expenses while
relocating to the area may be reimbursed up to The Employee Benefit Highlights is intended only to be a summary of
half (50%) of the IRS eligible moving expenses to benefits and services. If there are any inconsistencies between these
a maximum of $2,000. See the Provost and Vice highlights, the College policies and the plan documents, the plan documents
President for Academic Affairs for more
information. will govern. North Central College reserves the right, at its discretion, to
modify, change, or revoke any of the plans, programs, practices, or policies
Dyson Wellness Center
Current employees and their dependents (ages described here, with or without notice at any time.
3-26) may visit the Dyson Wellness Center
(DWC) for minor medical problems. The staff at
DWC are able to examine, diagnose, treat illness Please contact the Office of Human Resources at 630.637.5757 or
and injuries, and when necessary, prescribe humanresources@noctrl.edu, or visit us on the 5th floor of Old Main (OM507),
basic medications. 30 N. Brainard Street, Naperville, IL 60540, if you have questions or inquiries.
Campus Wellness Program
Employees can take part in fitness classes such
as yoga, spinning, and turbo kick boxing at no
cost. Employees are also able to take advantage
of on-campus flu shots, as well as a yearly health
screening which includes blood panels, bone
density tests and more.