Bellevue College (BC) offers comprehensive compensation package with salary and benefits as the main components. Generous benefits package is offered to full-time positions and eligible part-time positions.
Eligible employees and their lawful spouse, state-registered domestic partner, or dependent children can select from a menu of nine (9) medical coverage and three (3) dental coverage that best fit your individual needs.
Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the choice of plan and coverage. Selection includes a variety of Consumer Directed Health Plans (CDHP) paired with Health Savings Account (HSA), or traditional health plans. Visit https://www.hca.wa.gov/employee-retiree-benefits/public-employees for more information.
CDHP is a type of insurance plan that has lower premiums, a higher annual deductible, and higher out-of-pocket maximum than traditional health plans. An HSA is a tax-exempt account that you and/or your employer, can deposit funds into on your behalf.
Vision coverage is provided under the medical plan, without additional separate premium cost. Optical service frequency and hardware (glasses, contact lenses, etc.) vary depending on type of medical plan selected.
Dental coverage is provided at no monthly premium cost to the employee. Selection includes Preferred Provider Organization (PPO) and Managed Care Plans.
Waiving Medical Coverage
Those who already have other comprehensive employer-sponsored medical insurance can choose to waive BC medical coverage for themselves or any family member. Those who already have existing coverage through their spouse or state-registered domestic partner, and plan to also enroll in coverage with BC, please contact the plan directly to see how they will coordinate benefits.
If waiving medical coverage, the employee will still be covered under the dental insurance plan at no monthly premium cost. Employee may also cover any eligible family members in dental-only at no cost.
Medical Flexible Spending Account (FSA) and Dependent Care Assistance Program (DCAP) plans are offered by BC and State of Washington. They are calendar year, pre-tax, spending programs you can use to set aside money for eligible expenses. Both plans are paid for by the employee as payroll deductions.
FSA is a Public Employees Benefit Board (PEBB) sponsored program that allows you to use pre-tax money to pay for certain qualifying out-of-pocket health care expenses. Annual contributions in 2021 can be between a minimum of $240 to maximum of $2750. As a “use it or lose it” IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents.
DCAP allows you to set aside pre-tax money from your paycheck to help pay for qualifying child or elder care expenses (e.g. babysitting, daycare, in-home care for an older dependent incapable of self-care). You can set aside up to $5000 annually (single person or married couple filing joint income tax return) or $2500 annually (married filing separate income tax return).
Eligible employees, lawful spouse, qualified state-registered domestic partner and dependent children under 26 years of age are provided with Basic Term Life coverage of $35,000 and Accidental Death & Dismemberment (AD&D) coverage of $5,000 at no monthly premium cost to the employee.
Optional Term Life insurance coverage policies are available for employees ranging from $10K to $1M, for spouse/state-registered domestic partner from $5K to $500K, and for dependent children from $5K to $20K at additional cost to the employee.
Supplemental AD&D policies are available ranging from $5K to $250K at additional cost to the employee.
Basic Long Term Disability (LTD) is provided at no monthly premium cost to the employee. It provides 60% of the first $400 of pre-disability monthly earnings, reduced by any deductible income. The maximum benefit is $240 per month; the minimum benefit is $50 per month. Benefits begin after 90 days of disability or the period of accumulated sick leave, whichever is longer.
Optional LTD provides 60% of pre-disability monthly earnings, reduced by any deductible income, and is available at additional cost to employee. Maximum benefit is $6000 per month; minimum benefit is $240 per month. Cost for the optional plan is determined by employee type and waiting period selected. Waiting periods range from 90 – 360 days.
Employee and Employer contributions to applicable Tax Deferred Retirement Plans are mandatory for benefit eligible employees. The amount of deduction and contribution are dependent upon the retirement plan chosen and may vary by current contribution rates in effect.
- PERS Plan 2: defined benefit plan (pension) for Classified employees
Employee Contribution: 6.36% on 7/1/2021
Employer Contribution: 12.86% of gross salary
- PERS Plan 3: defined benefit plan (pension) & employee defined contribution for Classified & Exempt employees
Employee Contribution: Varies from 5% to 15%
Employer Contribution: 12.86% of gross salary
- TIAA-CREF: defined contribution plan (401(a)) for Faculty and Exempt employees
Employee Contribution: Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary
Employer Contribution: Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary
- TRS Plan 3: defined benefit plan (pension) & employee defined contribution for Faculty
Employee Contribution: Varies from 5% to 15%
Employer Contribution: 15.51% of gross salary
In addition to their regular required retirement plan, employees can voluntarily participate in a 403(b) Supplemental Retirement Plan and set aside a portion of their income in Pre-Tax Elective Deferral or an After-Tax (Roth) Elective Deferral managed by TIAA-CREF. Agreements and amounts can be changed at any time.
The State of Washington 457 plan is a Deferred Compensation Plan that permits employee to set aside additional pre-tax earnings for retirement savings. Agreements and amounts can be changed at any time.
Certain tax regulations allow employees to participate in one or both supplemental 403(b) plans and State of Washington’s 457 deferred compensation plan. Contributions to a 403(b) or 457 plan are funded solely by the employee.
Enjoy unlimited rides on Metro Transit and Sound Transit, plus other modes of community transportation with the ORCA Passport card. With this card, you’ll get:
- All regular and express buses, commuter and light rail in the Puget Sound region (however doesn’t include special service routes for events).
- Easy to use card–just tap your card on card readers.
- Deactivation on the card when reported lost, stolen or damaged card.
Rates are subject to change via official notice from Bellevue College & costs may vary depending on rate increased by Metro Transit and Sound Transit.
Program is available for full-time benefited employees working 35 hours or more hours per week; also available for part-time faculty working half-time or more. ORCA card may be purchased quarterly when teaching two or more classes. Contact Payroll for details.
Employees can take most credit and non-credit classes at a reduced cost when space is available and certain conditions are met.
Faculty employed at 50% or more and permanent classified, exempt, or administrative employees may take almost any credit class on a space-available basis if requirements and prerequisites have been met. The basic cost is $5.00, plus any fees associated with that class. To get the reduced tuition rate, the employee may not register until the date listed in the enrollment calendar (usually the third day of the quarter). Hourly and probationary employees are not eligible for this reduced tuition. Contact Registration for details.
Permanent benefited employees may be able to receive a 25% employee discount on certain Continuing Education classes. The employee or his/her department pays 75% of the listed fees.
Employees are welcomed to drop into various weekly sessions to improve health and personal productivity, at no cost. Sessions include yoga, body weight exercises, zumba, and others!
Take advantage of Pacific Northwest beautiful background by joining outdoor recreation activities such as group mountain biking, group hiking, indoor rock climbing, and more. Registration with nominal fee may apply to some activities.
Bellevue College is a public sector WA State agency, and employees of the College, along with their eligible family members, may be eligible for certain benefits exclusive to State Employees. These include discounts such as wireless carrier plans or device discounts, as well as participation in the State employee credit unions through School Employees Credit Union (SECU) and Washington State Employees Credit Union (WSECU).
Classified and Exempt employees accrue annual vacation leave at rates determined by their employee status, ranging from 8 to 16 hours per month when eligible. Vacation may be accrued up to 240 hours.
Faculty, Classified and Exempt employees accrue monthly sick leave at rates determined by their employee status or applicable negotiated agreement. Temporary Hourly employee accrue at the rate set forth in WA State Initiative 1433.
BC observes the following annual holidays: New Year’s Day, Martin Luther King, Jr. Birthday, President’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Indigenous People’s Day, Veteran’s Day, Thanksgiving Day, Day after Thanksgiving, Christmas Day.
In addition to college-wide holidays, Classified and Exempt employees may select one (1) personal holiday each calendar year. Personal holidays are not cumulative and lapse at the end of each calendar year. A newly-hired Classified employee may not take the personal holiday during the first four months of employment.
Holiday observance and dates subject to change based on employment status, negotiated agreements, or policy changes.
Bellevue College Benefits Office
Benefit Office – B100
Bellevue College Human Resources
3000 Landerholm Circle SE
Bellevue, WA 98007
Last Updated November 16, 2021