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Public Law 99-272, Title X (COBRA)
General Information Sheet (PDF) (27 KB)
Medical Insurance: Eligible as of hire date. Full-time staff are eligible for individual or family coverage, participating in Oakton's self-insurance, HMO Illinois, or BlueAdvantage health plans. The employee share of the premium cost is eligible for tax sheltering under IRS Section 125.
Dental Insurance: Eligible as of hire date. Full-time staff are eligible for either individual or family coverage in Oakton's dental insurance. All premiums are tax-sheltered under IRS Section 125.
Flexible Spending Account: Full-time staff employees may set aside pre-tax dollars for reimbursement of eligible health care and dependent care expenses, pursuant to IRS Section 125 regulations.
Term Life Insurance: One and one-half times annual salary rounded up to the next thousand dollars. Optional and dependent life insurance is available and is paid by the employee.
Tuition Waivers: The College will waive tuition for an unlimited number of Oakton credit-courses for employees, their spouse and children.
Tuition Reimbursement: Reimbursement for course tuition at other educational institutions is available according to contracted amounts.
Retirement: Full-time staff are required by state law to join the State Universities Retirement System (SURS). Employees contribute eight and one half percent of gross pay to SURS. Full-time staff vest their retirement account after five full years’ credited service. In the event of separation from employment before vesting, the employee contributions may be withdrawn.
Deferred Compensation Plans: The College offers 403(b) and 457 tax-deferred annuity plans.
Observed Paid Holidays:
Sick Days: Full-time staff receives 15 sick days per year. Up to three of these days may be used for personal business.
Vacation: Non-exempt staff initially earn ten vacation days per year; exempt staff initially earn 15 vacation days per year. Additional days are earned after five years of service. The maximum annual accrual for non-exempt staff is 19 days per year, and for exempt staff 20 days per year.
Four-Day Summer Work Week: The College adopts a four-day summer work week (dates vary each year).
Early Childhood Centers: Discounted rate for employees. Find out more about tuition rates.
Medical Insurance: Full-time faculty are eligible for individual or family coverage, participating in Oakton's self-insurance, HMO Illinois, or BlueAdvantage health plans. The employee share of premium costs is eligible for tax sheltering under the provisions of IRS Code, Section 125.
Dental Insurance: Full-time faculty are eligible for individual or family coverage in Oakton's dental insurance plan. The employee share of the premium is tax-sheltered under IRS Section 125.
Flexible Spending Account: Employees can set aside pre-tax dollars to cover eligible medical or dependent care expenses.
Term Life Insurance: Twice the annual salary rounded up to the next thousand dollars is provided by the College. Optional life and dependant insurance is available for up to $750,000 and is paid by the employee.
Tuition Waivers: The College will waive tuition for an unlimited number of Oakton credit courses for employees, spouses, and children.
Tuition Reimbursement: Reimbursement for course tuition at other educational institutions is available within budget limitations.
Retirement: State law requires full-time faculty to join the State Universities Retirement System (SURS). Employees contribute eight and one-half percent of gross pay to SURS. Full-time faculty vest their retirement account after five full years credited service. In the event of separation from employment before vesting, the employee contributions may be withdrawn.
Deferred Compensation Plans: The College offers 403(b) and 457 tax-deferred annuity plans.
Observed Paid Holidays:
Sick Days: Full-time faculty receive 15 per academic year, with an additional .5 sick days awarded per LHE for summer employment (up to a maximum of 3). Up to five sick days may be used for personal business.
Sabbatical Leave: Full-time faculty are eligible after six years of full-time teaching. A faculty member may apply for a one full year sabbatical at half-pay or a one-semester sabbatical at full pay. A summer sabbatical is paid at the summer school contractual rate.
Four-Day Summer Work Week: The College adopts a four-day summer work week beginning with the Friday following Memorial Day and continuing until the Friday of the week preceding the beginning of the academic year.
Early Childhood Centers: Discounted rate for employees. Click here to find out more about tuition rates.
Retirement: State law requires Part-time faculty to join the State Universities Retirement System (SURS). Employees contribute eight percent of gross pay to SURS. Part-time faculty vest their retirement account after five years’ credited service. In the event of separation from employment before vesting, the employee contributions may be withdrawn.
Tuition Waiver: An adjunct faculty member teaching 6 LHEs during the fall or spring semester may have tuition waived for up to four Oakton credit courses in that semester for themselves, children, domestic partner, and spouse by marriage or civil union living in the same household. An adjunct faculty member teaching 3 LHEs during the summer semester may have tuition waived for up to two Oakton credit courses. In addition, up to $125 in fees per academic year will be waived.
Deferred Compensation Plans: The College offers 403(b) and 457 tax-deferred annuity plans.
Four-Day Summer Work Week: The College adopts a four-day summer work week beginning with the Friday following Memorial Day and continuing until the Friday of the week preceding the beginning of the academic year.
Early Childhood Centers: Discounted rate for employees. Click here to find out more about tuition rates.
Medical Insurance: Part-time staff scheduled to work 25 hours per week are eligible to purchase individual HMO health insurance after 90 days of employment. The employee will incur 50% of the cost of the individual health plan.
Retirement:Part-time staff are required by state law to join the State Universities Retirement System (SURS). Employees contribute eight percent of gross pay to SURS. Part-time staff vest their retirement account after five years’ credited service. In the event of separation from employment before vesting, the employee contributions may be withdrawn.
Tuition Waivers:The College will waive tuition for a total of up to 24 credits for part-time staff in 25 hours per week part time positions and up to 18 credits for part-time staff scheduled in 20 hours per week part time positions. Waivers apply to Oakton credit-courses and are eligible for employees, their spouse and children, per fiscal year.
Deferred Compensation Plans: The College offers 403(b) and 457 tax-deferred annuity plans.
Observed Paid Holidays:
Sick Days: Sick days are accrued on a bi-weekly basis based on annual hours worked.
Vacation: Vacation days are accrued on a bi-weekly basis based on annual hours worked.
Four-Day Summer Work Week: The College adopts a four-day summer work week beginning with the Friday following Memorial Day and continuing until the Friday of the week preceding the beginning of the academic year.
Early Childhood Centers: Discounted rate for employees. Click here to find out more about tuition rates.
Health
All retiree medical and dental benefits will be administered by the State of Illinois College Insurance Program (CIP). Full-time staff employees who have worked the equivalent of 10 or more years of full-time service and faculty and administrators who retire between October 1, 2008 and June 30, 2012, and who are eligible to retire under SURS, will be reimbursed for the individual premium cost of the State of Illinois College Insurance Program for the retiree, less the average employee individual premium contribution for the College-sponsored HMO plans for that year. The reimbursement will be made for a period of up to five years immediately following the effective date of retirement.
For questions or concerns regarding the College Insurance Program, contact SURS at 800-275-7877 or at www.surs.org.
Tuition Waiver
Emeritus faculty retiring during the 2008-2012 contract will be entitled to receive tuition waivers for nine credit hours taken in a academic year.
Retiring staff employees who had been regularly employed 25 hours or more are entitled to tuition waivers for six credit hours taken in an academic year.
E-mail
When an employee retires from Oakton, the College will continue to provide a standard account for full- and part-time staff, full-time faculty, and administrators. This service will be provided at the discretion of the College and is subject to termination at any time. The account will be removed from the employee mailing lists (everyone, staff, faculty, and administrators) and placed in a special "Retirees" mailing list. The title on the account will be updated to reflect that the employee is retired. Upon the retired employee's death, the account will be deleted. Any accounts in this category that are not accessed for one year (as determined by an expired password and last login time) will be deleted.
Medical Insurance: Individual or family coverage is available, with participation in Oakton's self-insurance, HMO Illinois, or BlueAdvantage health plans. The employee share of premium costs is eligible for tax sheltering under the provisions of IRS Code, Section 125.
Dental Insurance: Individual or family coverage in Oakton's dental insurance plan. The employee share of premium costs is eligible for tax sheltering under the provisions of IRS Code, Section 125.
Flexible Spending Account: An administrative employee may set aside pre-tax dollars for reimbursement of eligible healthcare and dependent care expenses, pursuant to IRS Section regulations.
Term Life Insurance: Twice the annual salary rounded up to the next thousand dollars is provided by the College. Optional and dependent life insurance is available and is paid by the employee.
Tuition Waivers: The College will waive tuition for an unlimited number of Oakton credit-courses for employees, their spouse and children.
Tuition Reimbursement: Tuition reimbursement for administrators enrolled in credit bearing programs at a college or university other than Oakton is available up to amount budgeted.
Retirement: Administrators are required by state law to join the State Universities Retirement System (SURS). Employees contribute eight and one half percent of gross pay is contributed to SURS. Administrators vest their retirement account after five full years’ credited service. In the event of separation from employment before vesting, the employee contributions may be withdrawn.
Deferred Compensation Plans: The College offers 403(b) and 457 tax-deferred annuity plans.
Observed Paid Holidays:
Vacation: 20 days per fiscal year.
Sick Days: 20 days per fiscal year. Five of these days may be used for personal business.
Memberships & Subscriptions: $150.00 per year is provided for memberships in professional organizations, or for professional publications.
Employee Physical: Reimbursement up to the amount annually budgeted is provided annually for administrators over age 40; bi-annually for administrators under 40.
Sabbatical Leave: After six years of administrative employment at Oakton, an administrator may apply for a sabbatical leave for up to six months in duration. The administrator will receive up to three months pay.
Four-Day Summer Work Week: The College adopts a four-day summer work week beginning with the Friday following Memorial Day and continuing until the Friday of the week preceding the beginning of the academic year.
Early Childhood Centers: Discounted rates for employees. Find out more about tuition rates.