Staff HR Policy D-713.00
Institutional Effectiveness Criterion: Culture
Health and Dental Benefit Policy
Comprehensive hospital medical and surgical coverage will be offered by the College to eligible employees and their eligible dependents with employee contributions through payroll deduction. An employee on a medical leave of absence may continue medical coverage (and coverage for eligible dependents) during the leave for 12 months following the day the medical leave began, with the participant contribution at the same rate as for an active employee while out on paid leave. If the employee is terminated because he/she is physically unable to work and has exhausted all accrued sick time and vacation time paid out using the number of hours per day worked in their regular schedule COBRA premium shall be waived during the remainder of the 12 month period. The employee is responsible for informing Human Resources if they acquire medical coverage elsewhere before the 12-month period is complete, at which time the College-provided COBRA would end.
Part-time eligible employees (on regular, annual appointments calling for 50 percent or more of a full-time work load) may purchase medical coverage for themselves and eligible dependent family members. NMC will pay a prorated portion of the premium based upon the percentage of a full-time appointment held.
Dental coverage will be offered to regular full-time employees and their eligible dependents with employee contributions through payroll deduction.
If any provisions(s) of this policy or set of bylaws conflicts with laws applicable to Northwestern Michigan College, including the Community College Act of 1966, the Freedom of Information Act, or the Open Meetings Act, as each may be amended from time to time, such laws shall control and supersede such provisions(s).