As an employee of the state of West Virginia, an extensive array of benefits is available to the employee and the employee’s dependents. These benefits significantly increase the value of the employee’s total compensation and provide for an enhanced working environment. Benefits include, but are not limited to: comprehensive health insurance, life insurance, paid leave for vacation and holidays, paid sick leave, and retirement. In addition, employees have the opportunity to participate in a variety of optional health benefit plans, insurance programs, and monetary savings plans.
The information contained herein is designed to provide employees with a brief overview of the provided and optional benefits. This information is not intended to answer every possible question, but to give the employee an idea of what is available and how these programs work. West Virginia Northern Community College is not responsible for any action taken or harm caused to the employee because the information contained herein was too vague, incomplete, incorrect, or changed after the time this document was written or updated. Detailed information on each benefit and the necessary enrollment forms are available in the West Virginia Northern Community College Human Resource/Payroll Office. Proper enrollment is the responsibility of each employee.
All employee benefits are offered to West Virginia Northern Community College employees by the state of West Virginia and are subject to control and changes by the state of West Virginia.
WVNCC strives to provide full-time regular employees with as many options as possible to maximize their retirement savings opportunities. Employees participate in a tax-sheltered program and both the employee and the employer contribute 6 percent of the employee’s gross pay (automatically deducted each pay period) into the plan. Employees choose their own investment options from a variety of accounts including mutual fund programs. Members are vested immediately.
To build even higher income for retirement years, employees can make additional contributions to the supplemental retirement plans. Supplemental tax sheltering is available up to the maximum allowed under federal tax guidelines through two additional programs.
Employees may change allocations and transfers between certain accounts. This is a defined contribution plan. Retirement benefits are based on the funds that have accumulated in the account (not the years of employment) at the time of retirement.
The Public Employees Insurance Agency (PEIA) offers multiple health insurance plans to full-time regular employees which include benefits for hospital, surgical, major medical, prescriptions, and other medical expenses. Premiums, copayments, and out-of-pocket payment maximums are based on the employee’s salary and the type of coverage (plan A, B, C etc.) chosen. For qualified employees, health insurance coverage begins on the first day of the month following employment with the completion and submission of the required forms. Employees can make changes to their coverage during PEIA’s open enrollment period and/or when they experience a qualifying event. Changes to an employee’s PEIA coverage must be submitted within the time frame stipulated by PEIA.
Life insurance is available to eligible employees and their dependents. Benefit choices include basic life insurance, optional life insurance, and optional dependent life insurance.
Basic life insurance for full-time regular employees is offered to all employees at no additional cost and is offered even if the employee does not choose health insurance through PEIA. The insurance benefit currently totals $10,000 ($20,000 in case of accidental death) for each participant, until an employee reaches a certain age. Currently, when an employee reaches the age of 65 the insurance benefit incrementally decreases as the employee ages. Employees who decline the life insurance but later decide to accept the life insurance are subject to underwriting and may be declined.
One may elect to be covered at his/her expense by an additional optional amount of term life insurance. These additional amounts also double if the death is accidental. The employee may also choose to cover his/her spouse with additional optional life insurance coverage of $5,000 - $40,000 and/or eligible dependent children for $2,000 - $10,000 of optional coverage. The purchase of life insurance coverage is subject to approval and may require medical documentation.
Mountaineer Flexible Benefits
Mountaineer Flexible Benefits is an additional benefits program which allows tax-free deductions for supplemental insurance plans. These options are available to eligible, active employees. They may be continued upon retirement, but may not be continued if the employee resigns or is terminated. Enrollment is upon hire and then once each year during April and May. Once enrolled, the plan is binding for a one-year period unless the employee experiences a significant change in family status.
The options currently include:
- Dental care
- Vision care
- Hearing plan
- Flexible spending accounts
- Legal plan
- Long term income disability protection
- Short term income disability protection
- Health savings account (for participants in PEIA plan c)
TIAA Retirement Services
Consolidated Public Retirement Board
Health and Supplemental Insurance
The Health Plan
Mountaineer Flexible Benefits (FBMC)
Humana EyeMed Vision
MetLife Life Insurance