Exempt and Non-Exempt Staff

Career Advancement Program
Through University of Nebraska-Omaha

The Career Advancement Program (CAP) offers tuition-free classes through the University of Nebraska-Omaha (UNO) for regular full-time and part-time employees of Metropolitan Community College after 6 months of continuous employment (some limitations may apply). This innovative partnership expands MCC's educational assistance program by allowing eligible employees to attend UNO classes with little to no out-of-pocket costs.

CAP provides employees with the following benefits:

• Tuition paid directly to UNO--no reimbursement form needed
• Registration-based fees are waived
• Nearly all undergraduate and graduate level courses are eligible, and may apply towards the completion of a degree or professional development
• Dedicated CAP specialists help participants navigate enrollment in UNO Classes

UNO offers over 7,000 courses each year--with more than 55% offered online or during the evening, including 80 undergraduate courses, 60 graduate courses, and 8 doctoral degree plans.

Employees are encouraged to work with their manager to ensure UNO coursework does not interfere with their work schedule and job responsibilities.

For details including guidelines, FAQs, and UNO contact information, visit the Career Advancement Program website.

HR contact: humanresources@mccneb.edu

COBRA regulations require employers to offer employees and the qualified beneficiaries of the employee, the opportunity for a temporary extension of health coverage (full premium plus a 2% administrative fee) when there is a loss of coverage due to the employee’s termination of full-time employment, reduction in work hours, divorce or legal separation, or death of the covered employee.

In addition, continuation coverage is available to the covered surviving spouse and eligible dependents of an employee who dies or who lose coverage because of divorce, legal separation, or the employee’s entitlement to Medicare; and to eligible dependents who lose their dependent status.

HR Contact: humanresources@mccneb.edu

Part-time regular employee holiday pay is based on the employee's employment status and applicable bargaining agreement

The number of approved College holidays and the actual date(s) each holiday is observed, varies each year as approved by MCC's Board of Governors. (Procedures Memorandum VII-19)

Metropolitan Community College employees are eligible to join the First Nebraska Credit Union. The forms to start, change or stop payroll deduction to First Nebraska Credit Union are available in the Human Resources office or from the credit union.

Main Branch:

10655 Bedford Avenue (Northeast of 108th & Maple)
402-492-9100 or 800-882-0244

48th Street Branch:

4740 S. 48th Street
402-553-7999 or 800-882-0244

Elkhorn Branch

20241 Manderson Street
531-999-2450 or 800-882-0244

Lincoln Branch

8101 S. 40th Street
402-420-0644 or 800-882-0244

Lincoln Branch North

5070 N. 32nd Street
402-477- 7766 or 800-882-0244

West Branch

4203 S. 120th Street
402-330-5373 or 800-822-0244

Website: firstnebraska.org

The College offers full-time exempt and non-exempt employees dental insurance through Blue Cross/Blue Shield (BCBS). New employees must enroll in dental insurance within 31 days of employment. Coverage is effective the first of the month following the beginning date of full-time employment.

By using participating (in-network) dentists, you can save money on your dental care expenses. To locate an in-network dentist, go to nebraskablue.com, click on "Find a Doctor"

Deductible: $25 single/$50 family
Coinsurance: Percentages apply after satisfying the calendar year deductible

HR Contact: humanresources@mccneb.edu

The College provides an Employee Assistance Program (EAP) that offers confidential counseling and referral services for full-time and regular part-time employees and their spouses and children, at no cost to the employee. EAP counselors provide counseling for a variety of issues such as substance abuse, relationships, gambling, anxiety, depression or other personal issues.

 Licensed professional counselors are available to support employees  in person or via electronic means such as telephone, online chat or video (telehealth counseling). Telehealth counseling options are subject to limitations of internet security.

Online Appointment Scheduling:
To schedule an appointment, go to https://bestcareeap.org/forms and complete an online Counseling Intake Packet. An EAP representative  will contact you within 24-48 hours to finalize the process.  If you are not  contacted, please call the EAP  at 402-354-8000 or 800-801-4182.

IMPORTANT: If you are in crisis, do not hesitate to call the EAP.  Best Care EAP counselors are available to respond 24 hours a day, 7 days a week.

Flexible Spending Accounts (FSAs) allow employees the opportunity to pay for qualified out-of-pocket healthcare expenses and work-related day care expenses with tax-free dollars, thus increasing their take-home pay. Plus, participants are better prepared when they need to pay for health care expenses during the year.

Participants submit claims for eligible expenses incurred throughout the year that are reimbursed from their FSA up to the amount of the employee’s annual election. An employee's election cannot exceed maximum amounts allowed under IRS limits. Omnify administers participants' FSA accounts at no additional cost to employees.

Health Care FSA accounts are used to reimburse participants for a variety of eligible medically-related expenses incurred by the employee and their eligible family members. Eligible expenses include everyday items like contact lenses and over-the-counter medicine, annual deductibles, office visit copays, and prescription drugs, as well as high dollar expenses such as surgery, orthodontia, hearing aids, and Lasik surgery.

Insurance premiums (including private insurance premiums) are not eligible expenses under a FSA. Employee group health, dental and vision premiums are pre-taxed under the College's Flexible Compensation Plan.

Omnify debit cards

All Omnify health care FSA participants receive an Omnify Card that can be used like cash to pay for eligible expenses. When participants use the Omnify Card, the money comes right out of the established Omnify health care account, not their own pocket, improving cash flow.

IMPORTANT: Participants must comply with IRS guidelines by using the Omnify Card ONLY for qualifying expenses and must be prepared to provide Omnify with appropriate documentation to substantiate expenses upon request. Participants have the option of submitting a claim for reimbursement through the Omnify Benefits Mobile app or website.

Dependent Care FSA accounts are used to reimburse participants who pay for dependent care expenses that are necessary in order for the employee to work; or if married, the care must be necessary because the employee's spouse also works or is a full-time student. This includes preschool, nursery school, daycare expenses, before and after school care and summer day camp for children age 12 or younger that the employee is entitled to a dependency exemption, or for the employee's spouse (or dependent) who is physically or mentally incapable of self-care. See IRS Publication 503. 

IMPORTANT POINTS TO REMEMBER:

• According to IRS regulations, FSA accumulations not used during the Plan Year (September 1 - August 31) are forfeited by the employee under the "use it or lose it" rule.
• Under the Grace Period, active employees have an additional two months and 15 days following the end of each Plan Year (November 15) to incur eligible medical, dental, vision and hearing expenses, as well as eligible daycare expenses to help avoid forfeiture of unused contributions.
• Employees may start, stop or change their annual Omnify election once per year during open enrollment.
• Mid-year election changes are allowed only if the employee, his/her spouse, or dependent child experiences a "qualifying life event" such as marriage, birth of a child, divorce, death of spouse or dependent, or change in employment status of employee or spouse. It is the employee's responsibility to contact Human Resources within 30 days from the date of the event, and the request must be consistent with the life event that has taken place.

HR contact: humanresources@mccneb.edu

The College offers  full-time exempt and non-exempt employees health insurance through Blue Cross Blue Shield (BCBS). Under the Educators Health Alliance (EHA) BCBS PPO plan, employees receive comprehensive health benefits and may choose in-network or out-of-network providers with each health care situation.

Employees share in the cost of medical services by paying out-of-pocket costs including office visit and prescription co-pays, deductibles and co-insurance amounts. The amount of cost share varies depending on the health care services and whether in-network or out-of-network providers are utilized. To find an in-network PPO provider, go to nebraskablue.com and click "Find a Doctor."

New employees must enroll within 31 days of employment, and coverage becomes effective the first of the month following the beginning date of employment.

NOTE: Preventive services do not generally include services intended to treat an existing illness, injury or condition. Claims must include the appropriate diagnosis and procedure code to be paid at 100% preventative benefits level.

HOME DELIVERy - AMAZON PHARMACY

With Amazon Pharmacy,  members can have prescriptions for long-term medications delivered to their home with access to MedsYourWay™ discount card pricing. Amazon Pharmacy offers the following benefits and features:

• Mobile app or computer access to your account
• Shop the lowest price, whether that's your insurance copay, coinsurance, or MedsYourWay™ discount card pricing
• Receive prescriptions in discreet, tamper-resistant packaging
• Track the progress of your prescription fulfillment and delivery
• Free standard, five-day shipping (two-day for Amazon Prime members)
• Manage your medications and view your order history
• Works with your health insurance plan and doctors to get prescriptions filled so you don't have to
• Talk to a pharmacist 24/7/365

specialty DRUG BENEFIT PROGRAM - ACCREDO

The EHA BCBS plan provides a Specialty Drug Benefit program to order specialty medications for delivery directly to your home. Specialty medications are typically self-administered injectable drugs used to treat serious or chronic medical conditions such as multiple sclerosis, hemophilia, hepatitis and rheumatoid arthritis.

Accredo is a pharmacy that can help you manage your specialty medicines and provides specially trained pharmacists and nurses who provide personalized care to patients. To set up an account with Accredo, contact a patient care advocate at 1-833-715-0973. For more information, visit www.accredo.com.

​Telehealth:

You can get care when you need it in less than 10 minutes with telehealth services. Telehealth lets you video chat with a doctor at your convenience instead of having to travel to a doctor's office. Each visit costs less than emergency room, urgent care or even in-office doctor visits. It's easy to use, affordable, private and secure.

Telehealth is available 24/7, 365 days a year, over your computer, tablet or smartphone in all 50 states. It's perfect when your doctor's office is closed, you're too sick or busy to go in person, or when traveling. Behavioral health services are also available from licensed therapists.

Go to www.amwell.com or call 1-844-733-3627 to get started. When prompted, enter service key BCBSNE to get the BCBS of Nebraska member rate.

EHA mobile app:

Download the "MY EHA" app to your phone for easy access to everything you need in one place:

•  Access your virtual BCBS ID card to share with healthcare provider
•  View a detailed summary of your BCBS health and dental benefits 
•  Log into your MyNebraskaBlue account
•  Access BCBS Prescription Drug Lists and Home Delivery Options 
•  Find BCBS in-network providers near you and outside Nebraska
•  Video chat with a medical professional; $10 co-pay
•  Access your virtual BCBS ID card to share with healthcare provider
•  Register for Wellness challenges and update your progress
•  Watch the EHA Mobile App video more information

HR Contact: humanresources@mccneb.edu

Annual Leave

Full-time exempt and nonexempt employees are eligible for annual leave (time off with pay), paid at the employee's hourly rate. Annual leave requests cannot exceed the hours of annual leave accrued. Annual leave requests must be submitted through UKG and approved by the employee's supervisor.

Annual leave accrues at the following rates:

Exempt Employees:

Non-Exempt Employees:

Employees who resign or retire will be paid out for their accrued, unused annual leave. 

HR Contact:  Karla Stoltenberg, 531-622-2235

Bereavement Leave

Full-time and part-time regular exempt and non-exempt employees may request time off work for bereavement leave due to the death of an immediate family member. A maximum of five days of leave for any one death may be granted, not to exceed 12 days in a fiscal year. Bereavement leave days do not have to be taken consecutively.  The Vice President reserves the right to request written verification of leave upon granting of leave. The length of paid bereavement leave will vary depending on the circumstances, and the appropriate Dean, Vice President or Associate Vice President, must approve the employee's request. Request must be submitted through UKG and approved by the employee's supervisor.

The term "immediate family" is defined as the employee's father, mother, stepparent, grandfather, grandmother, grandchild, spouse, child, stepchild, brother, sister, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law and any other relative living in the household of the employee.

In addition, approved time off without pay may be granted for a period of up to a maximum of three days for the death of an aunt, uncle, first cousin, niece, or nephew. The length of the leave will vary depending on the circumstances. With the approval of the employee's supervisor, an employee may utilize accrued annual leave instead of leave without pay.

Bereavement leave may also be granted for attendance at the funeral services for a co-worker at the College where there has been a personal friendship, and is subject to the supervisor's determination t ha the absence will not create an interruption in the essential workflow.

HR contact: ladavis@mccneb.edu, 531-622-2232

Court, Jury, & Election Duty

Leave with pay shall be authorized for any employee who is:

• Officially required to report for jury duty;
• Subpoenaed in litigation to which he/she is not a party, except litigation to which the employee is a party by reason of his/her employment with the College; or
• Ordered to serve as an election official.

Any payment received for court, jury or election service, exclusive of travel reimbursement and parking fee reimbursement, shall be deducted from the employee's College paycheck. Full accounting of payment received will be provided at the conclusion of the leave period through normal supervisory channels.

Requests for court, jury or election service leave must be made through the appropriate College request process.

Payroll contact: 531-622-2741

Donated Leave Program

The Donated Leave Program (DLP) was established to provide a measure of financial assistance to full-time and part-time regular employees who have exhausted all accrued leave (annual leave or personal leave, and sick leave,) during the course of a certified FMLA serious illness or injury, or to provide care for an immediate family member with a certified FMLA medical condition.

To be eligible to apply for DLP benefits, employees must have donated at least one day of accrued annual leave (personal leave for faculty) the DLP bank for the applicable fiscal year, and meet all eligibility criteria as prescribed in P.M. VI-40, Donated Leave Program. The identity of donors and recipients is kept confidential.

Donated leave benefits are subject to availability and, if approved, are paid at the recipient's current base rate of pay, up to a maximum of six weeks.

Participation in the DLP will cease upon the exhaustion of the maximum number of hours allowed, termination of employment, death of the employee or eligible family member, or end of the fiscal year.

HR contact: Cindy Croy, 531-622-2231, cacroy@mccneb.edu or Human Resources at humanresources@mccneb.edu or 531-622-2420.

Family Medical Leave Act

Eligible employees may request time off without pay for limited time periods for family and medical leave with job and health insurance protection in compliance with the federal Family and Medical Leave Act (FMLA) of 1993.

Under FMLA, the term "family or medical leave" means an approved absence potentially available to eligible employees for up to a total of 12 weeks of unpaid leave during an applicable 12-month period under the following circumstances:

• When the employee is unable to perform the functions of his or her position because of a serious health condition of the employee ("health of employee leave"),
• Because of the birth of the employee's son or daughter, and in order to care for such son or daughter ("birth leave"),
• Because of the placement of a son or daughter with the employee for adoption or foster care ("placement leave”),
• In order to care for the employee’s spouse, son, daughter or parent who has a serious health condition ("health of relative leave").

When the need for leave is foreseeable, such as a birth leave, placement leave or planned medical treatment, the employee must provide reasonable prior notice to the College. When not possible to give a 30-day notice, notice must be given to the College as soon as practicable, which means within two business days after the need for leave becomes known to the employee. Where the need for health of relative leave or health of employee leave is foreseeable based on planned medical treatment, the employee must also make a reasonable effort to schedule the treatment so as not to unduly disrupt College operations. While on health of employee leave, the employee will be required to report periodically on his or her leave status and intention to return to work.

The term "serious health condition" means an illness, injury, impairment, or physical or mental condition that involves:

• inpatient care in a hospital, hospice or residential medical care facility or any subsequent treatment in connection with such inpatient care;
• continuing treatment by a health care provider for an incapacitating condition requiring absence from work, school or other daily activities for more than three calendar days or which would likely result in such an absence if not treated by a health care provider;
• continuing treatment by a health care provider.

The College requires medical certification from a health care provider to support a request for health of employee leave or health of relative leave. For a health of relative leave, the certification also must state that the employee is needed to care for his or her son, daughter, spouse or parent and must include an estimate of the amount of time the employee is needed to provide such care.

Health of relative leave and/or health of employee leave may be taken on an intermittent or reduced leave schedule basis if such basis is certified by the health care provider to be medically necessary. If leave is requested on such a basis, however, the College may require the employee to transfer temporarily to an alternative position, having equivalent pay and benefits, which better accommodates recurring periods of absence or a part-time schedule. Birth leave and placement leave may not be taken on an intermittent or reduced leave schedule basis unless the employee and College mutually so agree.

Depending on the type of leave requested under FMLA, paid leave must be substituted for leave without pay.

Servicemember Family and Medical Leave: The federal Family and Medical Leave Act (FMLA) entitles eligible employees to take leave for a covered family member's service in the Armed Forces. Servicemember FMLA provides eligible employees unpaid leave for any one or for a combination, of the following reasons:

• A "qualifying exigency" arising out of a covered family member's active duty or call to active duty in the Armed Forces in support of a contingency plan: and/or
• To care for a covered family member who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of the member's office, grade, rank, or rating.

When Leave is due to a qualifying exigency, an eligible employee may take up to 12 workweeks of leave during any 12-month period. When leave is to care for an injured or ill servicemember, an eligible employee may take up to 26 workweeks of leave during a single 12-month period to care for the servicemember. Leave to care for an injured or ill servicemember, when combined with other FMLA-qualifying leave, may not exceed 26 weeks in a single 12-month period.

Servicemember FMLA runs concurrent with other leave entitlements provided under federal, state, and local law. The College's policy is to comply with Nebraska State law in any circumstance where it applies to the employees of Metropolitan Community College.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Leave of Absence Without Pay

Requests for leave of absence without pay may be granted for the following reasons:

• Personal illness or injury to employee.
• Employees receiving Long-Term Disability benefits.
• Due to serious illness in immediate family or catastrophe involving employee’s personal property. (Employees who have exhausted paid leave or any applicable Family and Medical Leave Act (FMLA), or when FMLA does not apply).
• For an employee to attend a college, university, special workshop, or institute.
• An employee's Military Service leave. In some instances Military Service leave may be paid (Refer to P.M. VI-13).
• Other personal reasons.

With the exception of military leave and employee entitlements to FMLA, the following will normally be required as conditions precedent to consideration of requests for leaves of absence without pay:

• A minimum of one year of continuous prior employment with the College for leaves of more than 30 work days;
• A satisfactory work performance and attendance record at the College; and
• The availability of temporary employee(s) to "cover" the proposed period of absence, and the effect of leave on the level of service delivered by or to the College.

With the exception of military leaves and certain FMLA leaves, all accumulated annual leave, sick leave, and personal leave must be used by the employee prior to beginning a leave of absence without pay. The maximum length of a leave of absence without pay is normally 12 calendar months.

Supervisors reporting directly to a Dean, Vice President or Associate Vice President may approve leaves without pay for periods of five work days or less. A Vice President or Associate Vice President may approve leaves without pay for periods of 30 work days or less. All leaves of absence without pay of more than 30 work days must be approved by the President.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Military Leave

Requests for military leave must be made through the appropriate College leave process with additional details including a copy of the relevant military orders. Military leave requires the approval of the employee's supervisor and the respective Vice President or Associate Vice President.

Contact Human Resources at humanresources@mccneb.edu or 531-622-2420.

Sick Leave

Full-time exempt and non-exempt employees accrue sick leave at the rate of  4 hours per pay period up to a maximum of 880 hours. 

Accrued sick leave permits paid absence due to:

• Disability caused by a medical condition of the employee;
• The need to prevent exposure of co-workers and the public to contagious disease;
• The need of the employee to obtain dental or medical care;
• The illness or injury of a member of the employee's immediate family defined as father, mother, current spouse, dependent children, dependent stepchildren, and any relative living in the household of the employee; 
• Adoption of a child when that child requires the personal care and presence of the employee.

A description of the Family and Medical Leave Act (FMLA) provisions, which may apply in some cases, is available in Human Resources.

Upon retirement, a portion of the employee's accrued, unused sick leave may be paid to employees age 60 or older with a minimum total point score of 70 (points equal employee’s age at retirement plus years of regular employment with the College). The College will pay out a portion the retiree's accrued, unused sick leave at the employee's current daily rate, up to a maximum of 880 hours according to the following chart:

For example: An employee age 60 at the time of retirement with 12 years of full-time employment would be paid 17% of their accrued, unused sick leave.

Upon the death of a current employee, 50 percent of the employee's unused sick leave will be paid to the employee's designated beneficiary.

HR contact: Karla Stoltenberg, 531-622-2235

The College pays the full cost for basic term life and accidental death & dismemberment (AD&D) insurance for full-time employees. Employees may purchase additional term life insurance for themselves and their eligible dependents. Coverage is effective the first of the month following 31 calendar days of employment, as long as the employee is actively at work the day coverage is due to become effective. Late enrollments in voluntary insurance coverage will be subject to evidence of insurability.

The following life insurance coverage will be effective beginning June 1, 2022.

Basic Life and ad&d :

MCC provides life insurance and AD&D equal to one times the employee’s base salary, rounded to the next highest thousand, up to a maximum of $100,000.
The cost of life insurance provided by the College in excess of $50,000 will be reported as "other compensation" on the employee's Form W-2, per IRS Section 79-Imputed Income.

Employee Voluntary Life:

• Guaranteed Issue Amount: Employees may purchase additional life insurance in $10,000 increments, up to the lesser of five times the employee's annual salary or $200,000.
• ​Maximum Amount: Employees may purchase additional life insurance exceeding the Guaranteed Issue Amount with evidence of insurability in $10,000 increments, up to the lesser of five times the employee's annual salary or $400,000.

In no instance will the employee's voluntary life insurance amount exceed five times the employee's annual salary.

Spouse Voluntary Life:

• Guaranteed Issue Amount: Employees under age 70 may purchase life insurance for their legally married spouse in $5,000 increments, up to the lesser of 100% of the Employee's Voluntary Life amount or $50,000.
• Maximum Amount: Employees may purchase life insurance for their legally married spouse with evidence of insurability exceeding the Guaranteed Issue Amount in $5,000 increments, up to the lesser of the Employee's Voluntary Life amount or $100,000.

Spouse voluntary life insurance coverage ends when the employee turns age 70.

Dependent Child(REN) Voluntary Life:

Employees who elect Employee Voluntary Life may also purchase life insurance for their unmarried child(ren), age 14 days to age 26. The benefit amount is $10,000 for each eligible dependent child.

A terminally ill employee may request up to 50 percent of the amount of life insurance currently in force as an accelerated death benefit. Certain restrictions, criteria and fees apply.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

The College provides full-time employees long-term disability (LTD) insurance which is integrated with Social Security Benefits and other forms of disability compensation. LTD coverage is effective the first of the month following 31 days of continuous employment, as long as the employee is actively at work on the day coverage is due to become effective.

Pre-existing conditions are not covered. A pre-existing condition is defined as any treatment received in the three (3) months prior to your effective date of coverage. In addition, any disability that begins during the first 12 months you are continuously covered under this policy due a pre-existing condition will not be covered. LTD provides income when an injury or illness results in an employee’s continuous disability beyond a 90-day elimination period. If approved by the insurance carrier, the monthly income benefit is 60 percent of the employee's base monthly earnings in effect immediately prior to disablement. If secondary disability income benefits are received, the maximum total monthly benefit from all benefit sources will be 70 percent of the base monthly earnings. The Program complies with the Age Discrimination Act for disability occurring after age 60.

In addition to the monthly income benefit, the insurance company will make a monthly payment to the disabled employee's basic retirement plan.

HR Contact: Laura Davis, 531-622-2232, or Cindy Croy, 531-622-2231

Maintaining health insurance coverage is an important part of providing economic security during retirement. Below is additional information about health insurance options available to employees before becoming Medicare eligible.

Early Retiree Health Insurance Options

When employees take early retirement (prior to age 65), there are two options available to ensure continuous health insurance coverage until you turn age 65 and enroll in Medicare.

Option 1: COBRA Continuation Coverage

You may continue your Blue Cross/Blue Shield (BCBS) health and dental coverage for up to 18 months when you retire and your coverage under MCC ends:

• You pay 100% of the monthly COBRA premium, plus a 2% administrative fee.
• You may not switch from COBRA to the EHA Direct Bill Plan for early retirees at a later date.
• COBRA is administered by PayFlex.

Option 2: Educators Health Alliance (EHA) Direct Bill Plan Retirees (ages 50-64)

To be eligible for this option, retirees must meet the following criteria:

• You must be between the ages of 50-64 at time you retire and your coverage under MCC ends, and
• You must have had a minimum of 60 months of continuous health coverage under the EHA BCBS health plan.

Additional Requirements:

• Retiree (and spouse if also enrolling) must become dues-paying member of the Nebraska State Education Association (NESA).
• You must enroll in health and dental coverage.
• Retirees may not elect COBRA then switch to the Direct Bill Plan at a later date.

Direct Bill Plan Information:

• Click here to view a recorded webinar containing detailed information about the Direct Bill Plan for Early Retirees.
• EHA offers four health plan options and one dental option.
• You may remain covered until age 65 and become eligible to enroll in Medicare.
• Calendar year deductible and coinsurance accumulations from active BCBS coverage transfer to the EHA Direct Bill Plan.
• Members can move out of state and keep their Direct Bill Plan.
• Once you turn age 65 and become eligible for Medicare, you're given the opportunity to convert to an EHA Medicare supplemental plan.

MEDICARE AND MEDICARE SUPPLEMENT PLANS (Age 65+)

When employees take retirement at age 65 and over, retirees must apply for Medicare Part A and Medicare part B by contacting the Social Security Administration. Retirees may also purchase a Medicare Supplement Plan and Medicare Part D plan (for prescription drugs) offered through BCBS or an insurance company of your choice.

Volunteers Assisting Seniors

Volunteers Assisting Seniors (VAS) is a nonprofit organization that utilizes the skills, knowledge, and education of retired seniors to simplify the lives of other Nebraskans by helping them better understand their benefits and entitlement, and make informed decisions. Private counseling sessions may be scheduled with a VAS volunteer regarding Medicare and Medicare supplement policies, Medicare Part D, long-term care insurance, and more. All counseling sessions are free, unbiased and confidential.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Deductions for medical, dental, vision, and Flexible Spending Accounts are payroll deducted on a pre-tax basis. This means you do not pay taxes on those dollars, thus reducing your taxable income.

Once you enroll in pre-tax benefits, either as a new hire or during Open Enrollment, your choices will remain in effect for the rest of the plan year unless you (or your eligible dependent) experience a "Qualifying Life Event." Employees are responsible for notifying the Human Resources office within 30 days of a qualifying event.

When premium deductions are payroll deducted on a pre-tax basis, IRS regulations have specific rules about allowable mid-year changes to benefit elections.

Examples of Qualifying Events:

• Change in Marital status (marriage, divorce, death)
• Change in the number of dependents (birth, adoption, death, child reaching limiting age of 26)
• Change in employment status for employee or spouse (termination of employment, change in hours worked)
• Entitlement or loss of eligibility for Medicare or Medicaid
• Change of coverage due to spouse's employer Open Enrollment

Employees are responsible for notifying the Human Resources office within 30 days of a qualifying life event to make a change of coverage (i.e., add/remove a dependent from health, dental, vision), or to request an election change under a PayFlex flexible spending account. The change requested must be consistent with the life event that has taken place.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Full-time employees must participate in the College’s 403(b) Retirement Plan ("the Plan") immediately upon hire by contributing a minimum of two percent of their base earnings. The College will match an amount equal to the employee's contribution up to 8.5 percent to the employee's retirement account. College contributions are fully and immediately vested.

Employees may change their retirement contribution once per pay period. Employee voluntary contributions to the Plan are deducted each pay period, and may be contributed on a tax-deferred or Roth after-tax basis.

The Plan offers employees the choice between two investment carriers: TIAA or Fidelity Investments. Both companies offer a diverse array of investment options, including the guaranteed TIAA Traditional Annuity and mutual funds, variable annuity investment accounts through TIAA and over 150 mutual funds through Fidelity. Contributions are used to purchase individually-owned annuity contracts or custodial accounts.

Employees may also contribute additional earnings with before-tax or Roth after-tax contributions to a Supplemental Retirement Account (SRA) within annual limits set by the IRS. The College does not match these additional voluntary retirement contributions. Only TIAA SRAs contain a loan provision.

Upon termination or retirement, employees may withdraw accumulations from their retirement account(s). Distributions paid directly to the participant may be subject to a mandatory 20 percent federal income tax withholding, in addition to any other federal income tax owed for the tax year in which the withdrawal is made, unless the distribution is transferred directly into an eligible retirement account. Withdrawals made prior to age 59½ may be subject to a 10 percent IRS imposed penalty.

When an employee retirees, he or she may choose from several retirement income options including, but not limited to, a lifetime monthly annuity income, systematic withdrawal, direct rollover or a lump sum. For information regarding retirement investment and distribution options, contact TIAA or Fidelity Investments.

IMPORTANT: TIAA Traditional Annuity Fund accumulations may be subject to certain withdrawal restrictions.

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

Tuition waiver is available to regular full-time and part-time employees and their eligible dependents for MCC credit and most non-credit classes, providing the employee or dependent enrolling on waiver does not prevent a tuition-paying student from enrolling in the class. Tuition-free classes are provided on a space-available basis.

Dependents are defined as a spouse, child or stepchild, providing the dependent lives in the same household as the employee and is claimed as a dependent on the employee's federal income tax return.

Continuing Education reserves the right to designate certain non-credit classes as not available for tuition waiver or limit the number of students per non-credit class enrolled under employee tuition waiver.

HR Contact:  531-622-2420, or email Human Resources

The College offers vision insurance through Ameritas using the VSP network of vision care providers to full-time employees and their eligible family members. Vision plan benefits include minimal copays for routine eye exams, eyeglasses, frames, and contact lenses.

Employees pay for vision insurance premiums with pre-tax dollars. The College does not share in the cost of vision insurance premiums. See "Employee Cost Chart"

New employees may voluntarily elect to enroll in vision insurance within 31 days. Coverage is effective the first of the month following the beginning date of employment.

To maximize your vision coverage and savings, utilize an in-network VSP vision care provider. An ID card is not required. VSP providers can look-up your vision insurance coverage during an office visit.

Contact Human Resources at humanresources@mccneb.edu or 531-622-2420.

Educators Heath Alliance (EHA) Wellness provides numerous opportunities to improve your physical, emotional, and financial well-being. EHA Wellness activities are voluntary and available at no cost to all full-time employees.  Register to participate in fun, educational, online wellness challenges throughout the year.

Learn more about EHA Wellness

It's easy to get started

• Go to www.ehawellness.org
• Login with your EHA Code, emailed to all new employees by EHA Wellness
• Choose a PIN# and click "Continue to EHA Wellness" button

Are Spouses Eligible?

• Yes! If your spouse is enrolled in your EHA BCBS health insurance, he or she may fully participate

Join Wellness Challenges

Register for one at a time or enroll in all at once!

• Take part in online wellness challenges at your own pace
• Register for bi-monthly and year-long challenges
• Self report your own progress throughout the challenges
• Complete the challenge and you may win a $25 gift card, courtesy of EHA Wellness
• Add a "wellness buddy" (co-worker, spouse, friend) to help motivate each other and share the journey

Additional Wellness Resources

WW
EHA Wellness is committed to helping you and your eligible spouse, reach your wellness goals - to loose weight, eat healthier, move more, and develop a more positive mindset by offering special discounted rates for the WW offerings. Join WW through EHA Wellness at a discounted rate to access exciting features, products and experiences through the rewards program, WellnessWins™.

Headspace

EHA Wellness has partnered with Headspace, the mindfulness and meditation app, to provide you with beneficial tools to improve your overall health, decrease stress and anxiety, and clear your mind for better focus, including:

• meditations and sleep casts
• themed mindfulness animations
• mindful movement workouts
• specially curated music to help you focus, sleep, or energize

MoneyWellth

EHA Wellness Program provides a free, online financial wellness program in partnership with MoneyWellth, that meets you where you are in your financial journey.

By registering for MoneyWellth (username, EHA Wellness Code), you will gain access to resources and guidance through articles, interactive tools, and videos on trending topics such as:

• reducing debt
• saving for the future
• retirement
• investments
• credit 
• loans, and more!

Contact Human Resources at humanresources@mccneb.edu or call 531-622-2420.

The College provides Workers' Compensation insurance for all employees. An employee injured on the job is entitled to medical and indemnity benefits, as stated in the provisions of the Nebraska Workers' Compensation Act.

Any injury that would qualify an employee for such benefits must be reported to their supervisor and Human Resources on the day the injury occurs.

Indemnity (wage loss) benefits are based upon 66 2/3 percent of the employee's average weekly wage, up to the maximum in effect on the date of the injury as established by state law. Compensation benefits begin on the 8th calendar day of disability due to the injury. Compensation for the first 7 days of disability is not paid unless the employee is off work 42 days or more. The days of disability need not be consecutive.

If an employee goes to a doctor within 48 hours after the injury, the employee is excused from work for the appointment; however, all appointments thereafter require sick leave usage.

Contact: Human Resources, 531-622-2420