|Section III-3: Employee Benefits and Retirement
|Employee Assistance Program
||Supplemental Retirement Plans
|Fair Labor Standards Act
||Section 125 Flexible Benefits
Plan (Cafeteria Plan)
||Special Offers and Discounts
||State Employees' Credit Union
|National College Savings Program (529 Plan)
|Employee Assistance Program
The Employee Assistance Program is a professional, confidential counseling
service available to assist employees and their immediate family members
in esolving personal issues and problems before they affect health, family
relationships, and/or job performance.
Durham Technical Community College recognizes that a wide range of
personal problems can affect an employee’s job performance. Examples
of such personal problems include alcohol and/or drug dependence, marital
or family stresses, or any problems that cause emotional distress. These
problems may result in deterioration of job efficiency. In most instances,
the employee will overcome such personal problems independently and
the effect on job performance will be negligible. In some instances,
normal supervisory assistance will serve either as motivation or guidance
by which such problems can be resolved so the employee’s job performance
will return to an acceptable level. In some cases, however, neither
the efforts of the employee nor supervisor have the desired effect on
resolving the employee’s problems. In addition, unsatisfactory
performance may persist over a period of time, either consistently or
The intent of the Employee Assistance Program is to help the employee
overcome the problem so that job performance meets expectations. The
program is designed to identify the problem at the earliest possible
stage, motivate the employee to seek help, and direct the employee to
Durham Technical Community College believes it is in the interest of
the employee, the employee’s family, and the educational institution
to provide a service which deals with such persistent problems. For
the Employee Assistance Program to be successful, the following must
be acknowledged or implemented:
- Personal problems which affect work performance and attendance
are legitimate concerns of management; management recognizes that
these problems can be successfully treated provided they are identified
early and referral is made to the appropriate resource;
- Personal problems requiring assistance include alcohol dependence
or abuse, drug dependence or abuse, marital issues, or other problems
that cause emotional distress;
- The purpose of the Employee Assistance Program is to assure employees
that, if such personal problems are the cause of unsatisfactory job
performance, they will receive an offer of assistance to help resolve
such problems in an effective and confidential manner;
- Employees will not have their job security or promotional opportunities
jeopardized because of participation in the program;
- Strict confidentiality is essential and will be maintained;
- Employees are encouraged to use the Employee Assistance Program
voluntarily when they need professional help or guidance;
- If an employee has not sought help independently for a personal
problem, it will be the responsibility of the Supervisor and/or Department
Head to follow a procedure which will ensure that no employee with
a behavioral disorder will fail to have the benefit of diagnosis and
- Any expenses incurred in seeking assistance, beyond that which
is covered by medical insurance, will be the employee’s responsibility;
- It is the employee’s responsibility to cooperate in the designated
treatment or rehabilitation plan; after a reasonable opportunity for
progress, normal disciplinary procedures, up to and including job
dismissal, will apply unless there is noticeable improvement in job
- The program is also available to an employee’s immediate
- Time off for participating in the Employee Assistance Program will
be granted in accordance with the existing policy on leave for doctor
- Implementation of this policy will not require or result in any
special regulations, privileges, or exemptions from the standard personnel
policies applicable to job performance.
Full-time and continuing part-time employees may use the Employee Assistance
Program on a self-referral basis by calling the Employee Assistance
Program Counselor directly or by contacting their Supervisor. When an
employee’s job performance begins to decline, the Supervisor and/or
Department Head will:
- Be alert to continued changes in work and behavior patterns;
- Not attempt to counsel with employees relative to personal problems;
- Document particular instances in which an employee’s job
performance fails to meet minimum standards or in which individual
behavior patterns seem to be changing or deteriorating (i.e., an employee
whose attendance and productivity have been good suddenly begins to
miss time from work or his/her productivity slips for unexplained
- Conduct normal corrective disciplinary interviews when the documented
record of unsatisfactory performance calls for it; and at the conclusion
of the interview, inform the employee that the Employee Assistance
Program is available if a personal problem exists including the following:
- Review all recorded instances of performance problems with
- Explain precisely why the level of job performance is considered
- Allow the employee to give reasons for his/her actions or failures;
- Make suggestions for corrections as they apply to job performance;
- Document the corrective disciplinary interview(s) and inform
the employee that the Employee Assistance Program is available
if a personal problem exists.
- If the employee’s performance continues to be unsatisfactory,
conduct another interview and issue a written warning; conclude again
with a recommendation to utilize the Employee Assistance Program;
- Inform the employee that failure to improve job performance will
result in other disciplinary action, including possible job dismissal;
- Review all aspects of the situation with the Department Head or
- Confirm the significant points of the interview to the employee
in writing using the normal disciplinary procedures;
- If deterioration of performance continues, conduct another interview
with the Department Head present and conclude again by offering the
employee the service of the Employee Assistance Program or accepting
the prescribed disciplinary action for continued unsatisfactory performance;
- If the employee refuses assistance, normal disciplinary procedures
will apply; and
- Employees participating in the Employee Assistance Program whose
performance either does not improve or continues to deteriorate are
subject to normal disciplinary procedures.
To contact the Employee Assistance Program Counselor, call 1-800-435-1986.
This call and Employee Assistance Program visits are confidential. Numbers
of college employees and family members using the services are reported
annually to the Human Resources Department for determining continuation
of this benefit.
|Fair Labor Standards Act
|See Time-Off Plan for Overtime Compensation in Section III-4 of this Employee Handbook.
|Durham Technical Community College provides several insurance plans
and voluntary supplemental plans for full-time employees. The college
also provides medical, dental, and life insurance for full-time employees.
Only medical coverage and dental coverage are provided for continuing
part-time employees. Employees must enroll within
30 days of their starting date in order to be eligible to participate
in any insurance benefits Durham Tech provides. All insurance
becomes effective on the first day of the month after the employee receives
his/her first paycheck. There is no waiting period for the employee's
dependents if they are enrolled within the first 30 days of employment.
For enrollment after the first 30 days of employment, refer to the insurance
provider's handbook or contact the Accounting and Payroll Services Director
in the Business Office.
Various insurance plans are available as follows:
Cancer/Dread Disease Insurance
Cancer/dread disease insurance is available as an optional
plan covering cancer and 30 specified diseases with
hospital intensive care. A return of premium is available
after five years.
Dental insurance coverage is through Principal Life
Insurance Company. The college pays the cost of the
employee’s coverage. Family coverage is available to each
participating employee and must be paid by the employee.
Coverage includes exams, cleaning, and X-rays at 100
percent. Other procedures are covered at 80 percent for
preventive service and 50 percent for restorative procedures.
Limited assistance is provided for orthodontic care.
The Teachers’ and State Employees’ Disability Income
Plan provides an equitable replacement income for eligible
employees who are temporarily or permanently disabled
and unable to perform the duties required of their usual
occupation prior to retirement. Short-term disability
benefits are payable on the sixty-first day of a disability.
Employees must have at least one year of contributing
membership service in the Retirement System earned
within 36 calendar months preceding the disability.
Benefits for short-term disability are equal to 50 percent
of 1/12 of the employee’s annual base rate of compensation.
At the conclusion of the short-term eligibility period,
an employee whose disability is likely to be permanent is
eligible to apply for long-term disability benefits if the
employee has five years of contributing membership service
earned within 96 calendar months prior to the end of the
short-term disability (available to employees participating
in the Retirement System).
Disability insurance options are also available as follows:
(A) Colonial Life Insurance Company –
Provides a voluntary group plan beginning on the eighth day an illness (including pregnancy) and the first day of an accident.
This insurance is portable.
(B) Symetra Life Insurance Company – Provides a
voluntary group plan beginning after 6 months of
disability and providing monthly benefits for up to
60 months (available to full-time employees).
All employees are covered through Durham Technical Community College's
general and professional liability insurance. This insurance provides
coverage arising from any alleged wrongful act, error, omission or
neglect, or breach of duty that occurs when acting as a representative
of Durham Technical Community College.
Durham Tech provides life insurance benefits and
additional options as follows:
(A) Teachers’ and State Employees’ Retirement System
of North Carolina – Provides a group plan equal to
the employee’s annual salary, not to exceed $50,000,
after one year of employment;
(B) Colonial Life Insurance Company – Provides a
voluntary group plan offering term and cash value
permanent life insurance as well as an accidental
death benefit. This insurance is portable;
(C) Symetra Life Insurance Company – Provides a group
plan equal to the employee’s last annual salary
(provided to full-time employees);
(D) Symetra Life Insurance Company – Provides a voluntary
group plan offering employees the opportunity to
supplement the basic group life insurance through
the purchase of additional life insurance equal to their
last annual salary at reduced group rates (available to
Long-Term Care Insurance
Long-term care benefits are available to Durham Tech employees on
a voluntary, self-pay basis. These benefits are intended to supplement
benefits provided through the employee's health plan. Coverage is available to
employees and their spouse, children, parents, parents-in-law, grandparents,
Health insurance is provided by the North Carolina
Teachers’ and State Employees’ Comprehensive Major
Medical Plan. The college pays for the cost of the
employee’s coverage on the basic coverage plan; employees
pay a portion of the standard coverage plan. Children and
family coverage is available to each participating employee
and must be paid by the employee. For additional information
about this insurance, visit the State Health Plan website at http://www.shpnc.org/ or contact the college’s Accounting and Payroll Director who
also serves as the college's Health Benefits Representative.
Vision insurance is available as an optional benefit through
the Superior Vision provider network of ophthalmologists,
optometrists, and optical companies. Employees may
select a plan for an annual exam and materials or a plan
for materials only. Discounts are available for prescription
eyeglass lens and frames, contact lenses, disposable contact
lenses, and all other prescription materials. Because this is
an optional benefit, all costs related to participation are
paid by participants. A listing of providers is available
through the Superior Vision provider directory available
at www.superiorvision.com. If an employee's current
provider is not listed, the employee may nominate his/her
provider for consideration to the Superior Vision network.
Regular contract full-time employees and continuing part-time employees
working 30 hours or more per week are eligible for longevity pay after
the date the employee has completed 10 years of aggregate service to
the State of North Carolina. Prior State of North Carolina service may
count toward calculation of longevity for pay purposes if necessary
records are provided by the employee at the time of employment.
Longevity pay amounts are computed by multiplying the employee's annual
base salary rate as of the eligibility date by the appropriate percentage
in accordance with the following table:
Years of Aggregate
|10 but less than 15 years
|15 but less than 20 years
|20 but less than 25 years
|25 or more years
Annual payment is made in a lump sum, subject to all statutory deductions,
during the monthly pay period in which the employee has satisfied all
|National College Savings Program (529 Plan)
|Full-time and continuing part-time employees are eligible to participate
in the National College Savings Program. The National College Program,
which is officially known as the North Carolina Savings and Investment
Program, has been established by the State Education Assistance Authority,
a political subdivision of the State of North Carolina, to enable residents
of any state to invest funds to pay the qualified higher education expenses
of their designated beneficiaries on a flexible basis that achieves
certain tax savings in accordance with federal tax law and North Carolina
law. As part of the program, the General Assembly has established the
Parental Savings Trust Fund of which the Authority is trustee, to hold
all assets of the program. The Trust Fund assets are not the property
of the State of North Carolina.
Full-time employees and continuing part-time employees
working 30 hours or more per week are enrolled in the
Teachers’ and State Employees’ Retirement System, and
6 percent is deducted monthly from all wages earned to
contribute to this retirement benefit. The state contributes
a percentage of all wages paid as the employer’s
contribution to the employee’s retirement account.
As of July 1, 1982, employees’ contributions were placed
into a State employee tax-sheltered annuity account. These
contributions are deferred from State and Federal income
taxes until the employee retires or withdraws the funds.
For additional retirement information, see
"Separation from the College”
and "Re-Employment of Retired
Persons" in this Employee Handbook.
|Section 125 Flexible Benefits
Plan (Cafeteria Plan)
|The Flexible Benefits Plan allows employees to elect (by estimating
expected expenses) the amount of out-of-pocket medical and/or dependent/child
care expenses they anticipate incurring during the annual benefit period.
The law allows for that same amount of income not to be taxed. The portion
elected for eligible expenses is set aside each pay period and later
reimbursed when the expense is incurred (available to full-time employees
and continuing part-time employees working 30 hours or more per week).
|Special Offers and Discounts
Some restaurants, stores, and businesses give discounts, coupons, or
special offers to state and local government public employees.
college participates in the "WeSave" program at http://www.wesave.com/.
- The Durham Performing Arts Center (DPAC) offers a discount to broadway shows.
- McDuffie Dentistry located at 6104 Fayetteville Road, Suite 107, offers free teeth whitening for new patients. Phone: 919-484-7478.
- Melton's Service Center offers the following discounts for students and employees of Durham Tech
(ID must be shown): 10% off all repairs up to $500.00, excluding tires and
state inspection and a $24.95 oil change which includes up to 5 qts. oil (5w30, 5w20
and synthetic blends – full synthetic extra), standard filter, top off all
fluids and check tire pressure.
- Great Wolf Lodge offers a 10% discount.
- The American Dance Festival Perfomances offer a 20% off single tickets to ADF performances at Durham Performing Arts Center and Reynolds Industries Theater on Duke University's Campus. They can purchase tickets online, over the phone, or in person at either box office using the code: 14EDUADF The discount is not available for Niv Sheinfeld & Oren Laor at Nasher Museum of Art or Ishmael Houston-Jones and Emily Wexler at The PSI Theatre at the Durham Arts Council. http://americandancefestival.org/performance/general-information/
|State Employee's Credit Union
|Employees are eligible to join the State Employees' Credit Union. The
credit union is a cooperative savings and loan association organized
to promote thrift among its members and to provide a source of credit
for worthwhile purposes at the least possible cost. Banking services
include but may not be limited to savings, checking, loans, and direct
payroll deposit. Financial advisement is also available. Contact the
Accounting and Payroll Services Department in the Business Office for
|Tax-Deferred Annuity Plans
(Supplemental Retirement Plans)
|Tax-deferred annuity programs are available to full-time and continuing
part-time employees. Under these programs, the employee designates specific
salary funds to be deposited in an annuity fund. These funds are deferred
from taxes until the employee retires or withdraws the funds. These
additional funds at retirement may serve to supplement an employee’s
retirement income. Contact the Business Manager about voluntary programs
under section 403-B and 401-K of the federal tax code.
|All employees are covered through the North Carolina
Workers’ Compensation Insurance. Liability under Workers’
Compensation applies to on-the-job injuries or death caused by
an accident arising in the course of employment. In case of an
accident covered through Workers’ Compensation Insurance,
individuals may obtain the necessary forms to report such accidents
from the Business Office located in the White Building.
|Also see a variety of additional benefits and educational opportunities
detailed in Section III-5 “Professional