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Insurance and Other Benefits

Pursuant to federal law, employees and their families will be given an opportunity to receive health coverage at group rates for a limited number of months after the occurrence of certain events that would otherwise result in termination of coverage under a plan. Therefore, all employees shall promptly notify the campus Human Resources Office of changes in marital status and/or dependent information.

9.01 HOSPITAL-SURGICAL-MEDICAL INSURANCE

Regular, full-time or regular, part-time State employees are eligible to join the State of Delaware group programs for health care coverage. After three full consecutive months of employment, a portion of regular, full-time employees' health care coverage is paid by the State (referred to as "state share") regardless of the insurance carrier with coverage to become effective after the fourth month of employment. The amount of the state share is equivalent to the cost of the Blue Cross Blue Shield's Basic Plan. When a full-time employee and spouse each has been in eligible State employment for three months, they are entitled to a "double state share" of the health insurance premium with coverage to become effective after the fourth month of employment. A proof of employment and eligibility statement must be on file at the College from the spouse's agency. When one of the employees terminates his or her employment or is on an unpaid leave of absence, the premium of the spouse who remains in State employment reverts back to a single state share. Employees are responsible for notifying the Campus Human Resources Office when such incidents occur.

Additional information is contained in the State of Delaware Group Health Insurance booklets which are available to employees in the Campus Human Resources Office. Time limitations relating to enrollment and changes in types of membership are explained in the health care literature and at the following website: http://www.delawarepersonnel.com/benefits/. It is the responsibility of all employees to acquaint themselves with these limitations to avoid delays in obtaining the coverage desired.

9.02 BLOOD BANK OF DELAWARE

The State of Delaware has a group contract with the Blood Bank of Delaware, Inc., which provides an opportunity for all regular, full-time employees to become members with annual dues being paid by the State. Membership in the program is entirely voluntary. Under this group program, the member, spouse, and eligible dependents may receive unlimited blood replacement in all hospitals in the United States that honor replacement benefits. Members are expected to donate one pint of blood approximately once every two years. Arrangements may be made by the member to make a payment in lieu of the donation or to have another individual donate the blood.

Regular, part-time employees may participate in a group plan with the same coverage as regular, full-time employees. However, they are required to pay the annual dues.

9.03 STATE OF DELAWARE GROUP LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE PLAN

Regular, full-time or regular part-time State employees are eligible to participate in this group insurance plan the first of the month following three (3) months of continuous service. Benefits are based on annual earnings. Employees may elect life insurance coverage in an amount up to six times their Basic Annual Earnings rounded to the next higher $10,000, if not already a multiple thereof, subject to a maximum benefit of $350,000. Further information is available at the following website: http://www.delawarepersonnel.com/benefits/.
(6/8/2004 State Personnel Office Revisions)

9.04 STATE OF DELAWARE DEPENDENT LIFE INSURANCE PLAN

Employees who participate in the State of Delaware Group Life Insurance Plan referred to in 9.03 above may also obtain life insurance for dependents covered under this program. The Plan provides life insurance of $10,000 on the life of a spouse and up to $6,000 for each dependent child six months or older. Further information is available at the following website: http://www.delawarepersonnel.com/benefits/.
(6/8/2004 State Personnel Office Revisions)

9.05 STATE DENTAL PLAN

All regular, full-time or regular, part-time State employees are eligible to join a State of Delaware Dental Insurance Program to obtain benefits for themselves and their dependents. There are a variety of dental programs offered through the State Personnel Office including HMO's, PPO's and traditional programs. The HMO Programs are a dental health maintenance organizations which encourage preventative dental health services, early diagnosis, and prompt treatment. The State's HMO vendors have entered into contracts with dental offices throughout the State to provide the covered dental services. From these contracted offices, the individual employee then selects the dentist of his/her choice. The full cost of a program is borne by the participating individual employee. Further information is available at the following website: http://www.delawarepersonnel.com/benefits/.
(6/8/2004 State Personnel Office Revisions to include Section Title Change from 'DENTAHEALTH' to 'STATE DENTAL PLAN')

9.06 FLEXIBLE BENEFITS PLAN

The College provides a flat dollar amount for regular, full-time employees to spend on flexible benefit programs with coverage to become effective after three (3) full consecutive months of employment. To meet participation requirements of the companies offering these programs, eligible employees are required to enroll in a minimum number of the programs unless the cost for individual coverage is exhausted with less than the minimum requirement.

Request by an employee for exemption from this minimum enrollment requirement will be granted upon proof, satisfactory to the Human Resources and Legal Affairs Department in the Office of the President, being furnished by the employee of 100% coverage in any two or more of these programs through a non-College plan(s).

The College's flexible benefits programs include:

  • Life/Accidental Death and Dismemberment Insurance
  • Dental Insurance
  • Vision Insurance

The monthly balance of the College share remaining after coverage selection may be applied towards the portion of State of Delaware Group Health Insurance premium currently paid by the employees; however, any remaining balances not applied to the employee's share of State Group Health Insurance will be forfeited.

Further details on the Flexible Benefits Plan, including specific coverages, can be obtained from Plan information provided to employees or the Campus Human Resources Office. (Amended Board of Trustees, 6/15/1999)

9.07 DISABILITY INSURANCE PLAN

Subject to exceptions of limitations contained in the Group Long-Term Disability Insurance Program booklet distributed to employees, regular, full-time employees who did not elect or default to the State of Delaware Disability Insurance Program are covered by the College's Disability Insurance Plan. The full cost of this Plan is paid by the College.

Employees employed in a position covered by the Delaware State Employees' Pension Plan pursuant to 29 Del. C. Chapter 55 who are U.S. citizens or U.S. residents are eligible to participate in the State of Delaware short-term and long-term disability insurance program. Non-vested employees as of December 31, 2005, and new employees as of January 1, 2006, are automatically eligible and enrolled in this program. The full cost of this program is paid by the State.
(Amended by Board of Trustees, 9/13/06)

9.08 WORKMEN'S COMPENSATION INSURANCE

All employees are entitled to Workmen's Compensation benefits as provided in Title 19, Chapter 23 of the Delaware Code. When an employee is injured while performing assigned job duties, an Injury Report must be completed within 24 hours. This report is to be completed by the injured employee and the Campus Safety Coordinator (Public Safety Department if the Safety Coordinator is not available). Failure to give notice or to accept medical services may deprive the employee the right to Workmen's Compensation payments. A copy of the Injury Report is to be promptly submitted to the Campus Human Resources Office by the Safety Coordinator for subsequent reporting to the Industrial Accident Board within 10 days of the accident. All medical bills, prescriptions, etc., incurred as a result of the accident are to be submitted to the Campus Human Resources Office.

In cases where the injury or disease results in disability of four or more days and is not the result of the employee's misconduct, the employee shall receive the difference between regular compensation and any payments for Workmen's Compensation or related disability benefits for a period of up to three months from the date such payments begin. During this three-month period of time, the employee shall not be charged sick leave for absences due to the injury or disease. After the three months, the employee may elect to use accumulated leave to justify continuing to receive the difference between Workmen's Compensation payments and regular compensation. In this case, the leave should be charged at the proportional rate that the College supplements the Workmen's Compensation payments. The employee may also elect at this point to request a medical leave of absence without pay.

9.09 STATE EMPLOYEES

The State Employees' Pension Plan includes provisions for service, vested, disability, and survivor's pensions. With a few exceptions which are explained to employees to whom they apply, all regular, full-time and regular, part-time employees of the College are covered by the Plan. Contributions to the Pension Plan are mandatory for all employees who, under State law and pension regulations, are not exempt from coverage. A Pension and FICA Exemption Form is maintained at the campuses for each exempt employee. The basis for exemption is stated on this form.

Information concerning the Plan is contained in booklets prepared by the State Pension Office which are available in the Campus Human Resources Office at the following website: http://www.delawarepersonnel.com/benefits/. Additional information may be obtained through the Human Resources and Legal Affairs Department in the Office of the President.

The College strongly encourages employees who are retiring to contact the State Pension Office at least four (4) months in advance of the planned retirement date to arrange an appointment. A member of the staff of the Pension Office will explain applicable provisions of the Plan, including options employees may have, such as buying in for out-of-state teaching service. The Human Resources and Legal Affairs Department in the Office of the President should be notified of pending retirements as soon as possible, preferably three (3) months in advance of the effective retirement date. For those employees who wish to apply for a disability pension, written certification of disability must be received from a physician by the Campus Human Resources Office before the Application for Pension can be filed.

9.10 TUITION-FREE DELAWARE TECH COURSES OFFERED RETIREES AND THEIR DEPENDENTS, AND DEPENDENTS OF EMPLOYEES AND DECEASED EMPLOYEES

In any one semester, the following individuals may enroll, tuition free, in catalog/credit courses offered by the College:

  1. Two dependents (child, child of domestic partner, spouse or domestic partner) of a current regular, full-time employee;
  2. Retiree (service or disability) who was employed by Delaware Tech on a regular, full-time basis for at least five consecutive years immediately preceding retirement;
  3. One dependent (child, child of domestic partner, spouse or domestic partner) of a retiree as described in (2) above;
  4. One dependent (child, child of domestic partner, spouse or domestic partner of a deceased regular, full-time employee who was employed on a full-time basis for a minimum of five consecutive years immediately preceding death.

A dependent child is defined as an individual who meets all of the following criteria: (1) single, (2) 24 years of age or younger (unless disabled according to the definition used by the State of Delaware for health insurance coverage eligibility), (3) lives with the employee or his/her former spouse, and (4) claimed as an exemption on the employee's, domestic partner's, or former spouse's income tax form. In the case of death of the employee, a dependent child is defined as an individual who met the requirements in the preceding sentence at the time of the employee's death, and is claimed as an exemption on the surviving parent's, step-parent's or domestic partner's income tax form.

Enrollment requires (1) the review and certification of eligibility by the Campus Human Resources Office, and the approval of the Vice President and Campus Director, (2) fulfillment of College admission requirements, and (3) must be in accordance with stipulations outlined in Board adopted policy relating to this benefit. Catalog/credit courses include those offered by the College, day or evening. Special interest and other non-credit courses are not included in tuition-free offerings.

Dependents of current regular, full-time College employees may also participate on a space available basis in the Dependent Tuition Waiver Exchange Program for the University of Delaware's Associate in Arts Program. In order to be eligible for the tuition exchange program, all applicants shall:

If eligible, students apply for a SEED grant from the State of Delaware. Eligibility will be determined by Delaware Tech's Vice President for Human Resources and College Relations.

Students complete a Free Application for Federal Student Aid (FAFSA).

Students apply for and receive admission as fully matriculated students in the University of Delaware's Associate in Arts Program.

(See STAFF DEVELOPMENT ACTIVITIES WHILE ON FULL-TIME EMPLOYMENT, Section VII, 7.14 for regular, full-time employees' entitlement to tuition-free courses.)
(Amended Board of Trustees, 6/15/1999, 4/8/2003, 4/3/2007, 6/5/07)

9.11 CONFLICTS

The summaries of benefit plans set forth in this manual are for the convenience of employees only. In case of a conflict between this manual and the Plans described in this Section, the Plan documents will control.

9.12 SOCIAL SECURITY

With few exceptions, which are explained to the individuals to whom they apply, all full-time employees are covered by Social Security.

9.13 UNEMPLOYMENT COMPENSATION

Depending upon the circumstances, employees may be eligible for Unemployment Compensation upon termination of their employment with the College. Eligibility for Unemployment Compensation is determined by the Division of Unemployment Insurance of the State Department of Labor.

9.14 FLEXIBLE SPENDING ACCOUNT

Regular, full-time or regular, part-time State of Delaware employees are eligible to join the Delaware State Employee Flexible Spending Account. This program consists of three parts: Premium Conversion, Health Care Spending Account, and Dependent Day Care Spending Account. The flexible spending accounts (health care and dependent day care) require employees to enroll annually in the Plan if they wish to participate.

Premium Conversion allows employees to pay for Hospital-Surgical-Medical Insurance, State Dental Plan, and State of Delaware Group Life Insurance premiums with pre-tax dollars. All regular, full-time and regular, part-time employees in a participating agency are automatically covered. Non-participation may be requested via a letter to the State Treasurer's Office Plan Administrator

Health Care Spending Account allows employees to elect to redirect funds on a pre-tax basis from their pay to an account from which they can be reimbursed for medical expenses not covered by insurance.

Dependent Day Care Spending Account allows employees to elect to redirect funds on a pre-tax basis from their pay to an account from which they can be reimbursed for dependent day care expenses.
(6/8/2004 State Personnel Office Section Title Change revision 'DELAFLEX' to 'FLEXIBLE SPENDING ACCOUNT')

9.15 WELLNESS CENTERS

Full-time and regular, part-time employees and retirees (service or disability) of the College are eligible to use the wellness center located at each campus free of charge. The President shall have the discretion to establish rates to be charged to temporary employees and/or adjunct faculty, which may be less than the amount charged to members of the general public, and which may be different for each campus to reflect regional variations in the prevailing rates charged by private facilities. An exercise E.C.G. evaluation must be completed prior to using the centers and will be provided by the vendor contracted to manage the center(s) at no cost to full-time employees. This evaluation may be waived with a physician's note and approval from the staff managing the centers.
(Added Board of Trustees 6/15/99; Revised Board of Trustees 6/8/04, 4/12/05, and 6/4/13)

9.16 CHILD DEVELOPMENT CENTERS

The Child Development Centers accept enrollment applications for infants, toddlers, and pre-school children. The Centers offer quality care to children at affordable prices. Among those eligible to utilize the services of the centers, based on space availability, are Delaware Tech employees.

Regular, full-time and regular, part-time employees shall receive a discount, approved by the President, for dependent children enrolled in the Center.
(Added Board of Trustees, 11/14/2000 ; Revised Board of Trustees 6/8/2004 )

9.17 BOOKSTORE DISCOUNT

The Campus Bookstores provide a variety of gifts, clothing, textbooks, etc. Employees and their qualified dependents* are granted a 20% discount on the purchase of items currently in stock, with the following exceptions:

  • The discount is not applied to used textbooks, food, drink, candy, DART bus passes, phone cards, gift certificates, postage stamps, or other items sold at a pass-through margin.
  • The discount is not applied to items that are "on sale."
  • Computer software and electronic items currently in stock are eligible for a 10% discount.

Employees and their qualified dependents eligible for the discount on bookstore purchases include:

  • Regular full-time
  • Regular part-time
  • Temporary full-time
  • Temporary part-time
  • Adjunct faculty
  • Retirees (service or disability)

In order to qualify for a discount on classroom books, proof of the employee's and/or qualified dependent's course registration must be provided; employees shall provide an ID; and eligible dependents making Delaware Tech textbook purchases must provide a valid student schedule/bill listing the DTCC employee exemption as a payment type.

* The definition of a qualified dependent is found in PPM Subsection 9.10.
(Added Board of Trustees, 6/8/2004, 4/12/11)

9.18 EXCELLENCE IN SERVICE AWARDS

All regular full-time and regular part-time employees of Delaware Technical Community College, as well as work site groups and teams of employees, are eligible for nomination for the Excellence in Service Award excluding Instructors, Educational Training Specialists in CCP, and employees in the Administrative Pay Plan. This award recognizes the contributions, achievements, dedication and talents of non-instructional Delaware Technical Community College employees who exemplify the highest standards of excellence and commitment to the College and its community. Recipients of this award are recognized at the Collegewide Employee Recognition Event; receive a monetary award of $1,000, a plaque, and recognition in suitable media.
(Board of Trustees, 6/8/2004; revised 6/7/11)

9.19 EXCELLENCE IN TEACHING AWARDS

All regular full-time Salary Plan A instructors, both credit and noncredit, who are teaching as part of their normal duties with at least four (4) years of service are eligible to receive the Excellence in Teaching Award. This award is given to those individuals who demonstrate a commitment to excellence in teaching, in the performance of other assigned instructional duties and in a sustained commitment to excellence: (a) as an instructor who has contributed to his/her discipline; (b) through an active and involved role in campus affairs; and by involvement in the community as a representative of the college. Recipients of this award are recognized during the Collegewide Employee Recognition Event, presented with an inscribed medallion, recognized in suitable media, and be eligible for participation in the Community Colleges for International Development's (CCID) annual professional development travel abroad. (Board of Trustees, 6/8/2004; revised 6/7/2011)

9.20 EXCELLENCE IN STUDENT SUCCESS AWARDS

The award is given to recognize College employees who exemplify the highest standards of excellence and commitment in promoting and supporting student success. All regular full-time and regular part-time employees of Delaware Technical Community College, as well as work site groups and teams of employees, are eligible for nomination. A work site group or team, not to exceed ten (10) employees, shall be considered one nomination, eligible for one award. Any College employee may nominate any eligible individual, group, or team for the Excellence in Student Success Award. Recipients of this award are recognized during the Collegewide Employee Recognition Event and receive a $1,000 honorarium, a plaque, and recognition in suitable media.
(Approved by the Board of Trustees, 6/7/2011)

9.21 WELLNESS DOLLARS

Regular full-time and temporary full-time employees over nine months receive 25 “wellness dollars” (non-US currency) per fiscal year to be used for College wellness programs that have a cost to the employee, such as annual flu shots and health screenings. Wellness dollars are a part of the employee benefit package used for accounting purposes and can be used between July 1 and June 30. Any unused balance cannot be carried over into the new fiscal year. The Office of the President Human Resources Office will announce which programs are eligible for use of wellness dollars and track the use by employees.
(Approved by the Board of Trustees, 6/5/2007

9.22 EXTENDED CARE FOR YOUTH CAMPS

The College offers a variety of camps during the spring and summer breaks through the Corporate and Community Programs Division that are designed to enrich, educate, motivate and mentor youth.

Regular, full-time and regular, part-time employees receive free extended care during the employee's working hours for dependent children who are enrolled in any youth camp sponsored by the College.
(Added Board of Trustees 4/8/14)