Employee Benefits

2021 Employee Benefits Summary

Coverage begins the first day of the month following the date of hire. If the date of hire is the first working day of the month, coverage begins immediately. Spouse or same-sex domestic partner, and dependent children are eligible for coverage. Eligible employees at Renton Technical College (RTC) receive a generous benefits package in addition to their paycheck, including:

Medical Insurance

Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the choice of plan and coverage for lawful spouses, same-sex domestic partners, and dependent children. more information can be found by visiting www.hca.wa.gov/pebb

2021 Employee Monthly Contribution by Family Tier

PEBB Medical Plans Employee Employee & Spouse Employee & Child(ren) Employee & Family
Kaiser Permanente NW Classic $159 $328 $278 $447
Kaiser Permanente NW CDHP $25 $60 $44 $79
Kaiser Permanente WA Classic $189 $388 $331 $530
Kaiser Permanente WA CDHP $26 $62 $46 $82
Kaiser Permanente WA Sound Choice $55 $120 $96 $161
Kaiser Permanente WA Value $112 $234 $196 $318
UMP Classic $105 $220 $184 $299
UMP Select $37 $84 $65 $112
UMP CDHP $25 $60 $44 $79
UMP Plus-PSHVN $72 $154 $126 $208
UMP Plus-UW Medicine (ACN) $72 $154 $126 $208

Dental Coverage

Renton Technical College provides dental coverage at no monthly premium cost to the employee. Benefit eligible employees have a choice of dental plans. Options include:

  • Uniform Dental Plan (Preferred Provider Organization -PPO plan) Administered by Washington Dental Service (WDS)
  • DeltaCare (Managed Care Plan) Administered by Washington Dental Service (WDS)
  • Willamette Dental (Managed Care Plan) Administered by Willamette Dental


Employees do not pay separate premium for vision coverage; it is covered under the medical plan. Optical service frequency and hardware (glasses, contact lenses, etc.) vary depending on type of plan selected.

Waiving Medical Coverage

If you have other medical insurance you can choose to waive medical coverage for yourself or any family member. If you have existing coverage through your spouse or domestic partner, 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.

Medical Flex Spending Accounts (FSA) & Dependent Care Assistance Program (DCAP)

The FSA and DCAP plans are offered by the College and the State of Washington. FSA is a PEBB sponsored benefit program that allows you to use pre-tax money in a calendar year to pay for certain out-of-pocket medical expenses and/or Child care expenses.

An FSA can save you 25 - 40% on your eligible expenses. Both plans are offered as payroll deductions.

Annual contributions in 2021 can be between a minimum of $240 to maximum of $2,750. As a "use it or lose it" IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents.

Dependent Care FSA (DCAP) allows you to save on child or elder care expenses (e.g. babysitting, daycare, in-home care for an older dependent inept of self-care). Annual contribution is $5,000 for a Single person or Married couple filing a joint tax return. Contribution of $2,500 for each married participant filing separate tax returns.


Permanent employees, lawful spouse, qualified same-sex domestic partner, and dependent children under 26 years of age. Are eligible to enroll in life insurance. Coverage is effective first of the month following the date of employment for basic coverage; for optional coverage, amounts become effective the first of the month following approval date.

  • Basic Coverage: $35,000 Basic Term Life & $5,000 Accidental Death & Dismemberment (AD&D) This is employer-provided at no cost to the employee.
  • Supplemental Life Coverage(s): Supplemental term insurance coverage for employee, lawful spouse, qualified same-sex domestic partner, and family is available in$10,000 increments from $10,000 up to $100,000, at additional cost to the employee.
  • Supplemental AD&D Coverage: Voluntary Accidental Death and Dismemberment for employee, lawful spouse, qualified same-sex domestic partner, and family is available at additional cost to employee.

Life Insurance Evidence of Insurability may be required for certain supplemental coverage amounts.

Long-Term Disability (Two Plans offered)

  • Basic Plan: Employer-provided and at no cost to the employee. It Provides 60% of the first $400 pre-disability monthly earnings, reduced by any deductible income. The maximum benefit $240 per month; the minimum benefit $50 per month. Benefits begin after 90 days of disability or the period of accumulated sick leave, whichever is longer.
  • Optional Plan: Pays 60% of pre-disability monthly earnings, reduced by any deductible income, and is available at additional cost to employee. Maximum benefit $6000 per month; minimum benefit is $240 per month. Cost for the optional plan is determined by employee type and waiting period selected.

Retirement Options (Tax-Deferred Retirement Plans)

Plan Employee Contribution Employer Contribution
PERS Plan 2: defined benefit plan for classified staff 7.90% of gross salary 12.86% of gross salary
PERS Plan 3: defined benefit & employee defined contribution for classified staff, Administrators, and Exempt employees Varies from 5% to 15% 12.86% of gross salary
TRS Plan 2: defined benefit & employee defined contribution for Faculty 7.77% of gross salary 15.51% of gross salary
TRS Plan 3: defined benefit & employee defined contribution for Faculty Varies from 5% to 15% of gross salary 15.51% of gross salary
TIAA-CREF: defined contribution plan for Faculty, Administrators, and Exempt employees Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary n/a

*Employee and Employer contributions to applicable retirement plans are mandatory for benefit-eligible employees. The amount of the deduction and contribution is dependent upon the retirement plan chosen and may vary by current contribution rates in effect.

Supplemental Retirement & Deferred Compensation Plan

  • Supplemental Retirement Plan: In addition to regular matched retirement, employees can voluntarily participate in a 403(b) plan and set aside a portion of their income in Pre-Tax Elective Deferral or an After-Tax (Roth) Elective Deferral. Agreements and amounts can be changed at any time.
  • Deferred Compensation Plan: The State of Washington 457 plan permit employees to set aside additional pre-tax earnings for retirement savings. 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.

Credit Classes (Reduced Classes)

Faculty employed at 50% or more and permanent classified, exempt, or administrative staff may take almost any credit class on a space-available basis if requirements and prerequisites have been met. 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.

Auto and Home Insurance – Liberty Mutual

PEBB members may receive a discount of up to 12 percent off Liberty Mutual’s auto insurance rates and up to 5 percent off Liberty Mutual’s home insurance rates. In addition to the discount, Liberty Mutual also offers:

  • Discounts: based on your driving record, age, auto safety features, and more.
  • A 12-month rate guarantee on their competitive rates.
  • Convenient payment options including automatic payroll deduction, electronic funds transfer, or direct billing at home.
  • Prompt claims service with access to local representatives.

Credit Unions

Eligible employees may join one of two credit unions. Both offer member services that include payroll direct deposit, automatic bill pays, savings and checking accounts, overdraft protection, personal lines of credit, and low-interest loans.

Home Street

As an RTC employee, you are eligible for exclusive homeownership benefits with the Hometown Home Loan Program offered through Home Street Bank. With this benefits package, you have access to vital homeownership resources.

Paid Holidays

Eligible employees will be paid for up to eleven (11) of the following holidays:

  • Labor Day
  • Veteran’s Day
  • Thanksgiving Day
  • The day after Thanksgiving Day
  • Christmas Day
  • New Year’s Day
  • The legally designated day for Martin Luther King Jr’s birthday
  • Presidents’ Day
  • Memorial Day
  • Independence Day
  • Personal Holiday (1 day)


Employees accrue vacation (16.67 hours per month for exempt employees), sick (8 hours per month), and personal leave based on their classification (8 hours per year for exempt employees). To determine the accrual rate, refer to the appropriate contract or collective bargaining agreement.

Leave of Absence

Employees requiring a leave of absence for medical reasons for themselves or for a qualifying family member, qualifying military leaves, pregnancy disability leave or for parental leave for bonding with a newborn, adopted child or foster care placement may qualify for protected leaves. Leaves of absences may be continuous or intermittent, an HR representative will evaluate your FMLA eligibility and advise you on other leave options that may fit your situation.

If you would like to request FMLA for yourself or for a family member, please return one of the following Leave of Absence request forms to Sally Allen in Human Resources.

Once you have submitted your leave of absence request along with supporting documentation to Sally Allen in Human Resources, we’ll work together to discuss eligibility, the process, and options.  Please note that FMLA and other protected leaves are not paid, meaning you must choose to use your paid leave (accrued sick, vacation, personal, etc.) to cover any approved absences or elect to be in a leave without pay status. If your approved leave is extended, you may be required to provide updated documentation from your provider.

An option in lieu of using your paid (accrued) leave is the Washington Paid Family and Medical Leave Program (PFML).  PFML provides paid time off to care for yourself or a qualifying family member. PFML is managed by the State of Washington. To see if you qualify and to apply, please visit their website by clicking on the link above. Please note that employees applying for PFML must also notify Sally Allen in Human Resources and apply for a leave of absence from the college.   Employees cannot use employer-provided paid time off (accrued leave) at the same time as Paid Family and Medical Leave.

Another option is Shared Leave.  If you have used, or are about to use, all of your accrued annual and paid leave, you may be eligible to receive leave donations from other employees through the Shared Leave Program, to apply for Share Leave, complete the Shared Leave Request and Medical Certification form and submit to Sally Allen in Human Resources.

After your leave of absence is complete and you are ready to return to work, you must be authorized by Human Resources to return therefore you will be required to provide a Return to Work form or letter from your provider stating you are cleared to return to work with or without restrictions (For example; reduced schedule, lifting restrictions) to Sally Allen in Human Resources. Your return will be delayed until certification is provided and authorized.

Return to work forms are also required if you request to work from home during your leave period. Keep in mind that work from home is subject to supervisor approval. The Telecommute Plan & Agreement must be completed, signed by your supervisor and sent to Sally Allen in Human Resources prior to teleworking.

For more information on the FMLA process, you can visit the following:

Note: Dealing with issues that qualify for Family and/or Medical Leave can be challenging. For these and other matters, the Employee Assistance Program (EAP) helps Washington state government employees and their family members resolve personal or work-related problems. Using your EAP does not cost you anything. More information can be found by contacting the EAP at 1-877-313-4455 or online.

COVID-19 Related Leave – Vaccine Leave

Per the Governor’s guidelines, RTC will permit employees to take a reasonable amount of leave with pay during their scheduled work day for the employee to travel and receive each dose of the COVID-19 immunization.  If you elect to use this new leave with pay, you must provide a record of immunization to HR.  Please work with your supervisor to schedule your leave to get the vaccine.  (If you got a dose of the vaccine or full dose prior, the leave with pay is not retroactive).

Paid Family Medical Leave (PFML)

This benefit offers partially paid leave to care for yourself or a loved one in times of serious illness or injury; to bond with a new child joining your home through birth, adoption, or foster placement; and for certain military-connected events if you have a family member in active duty service.

Under the PFML program, the Employment Security Department (ESD) will replace up to 90% of an eligible employee’s typical weekly wage (up to $1,000 per week). To learn more about this benefit, please visit the ESD PFML website at https://www.paidleave.wa.gov/workers

Workplace Accommodations

COVID-19 Accommodations

Employees requesting an accommodation due to COVID-19 high-risk status, please use these forms COVID-19 High-Risk Employee Accommodation Request Form and Authorization to Release Medical Information. All accommodation requests not related to COVID-19 should follow the standard process.

For more information, download the Health Emergency Labor Standards Act (HELSA) Q&A.

Workplace Accommodations

The Americans with Disabilities Act’s (ADA) overall purpose is to make American Society more accessible to people with disabilities. The ADA requires covered employers to provide reasonable accommodations for applicants and employees with disabilities (which has a very broad definition) and prohibits discrimination on the basis of disability in all aspects of employment. Reasonable accommodation includes, for example, restructuring jobs, making worksites and workstations accessible, modifying schedules, providing services such as interpreters, and modifying equipment and policies.

Renton Technical College’s accommodation process is designed to explore reasonable accommodations for employees with medical conditions or disabilities. Accommodations are provided on an individual basis and created in collaboration with the requesting employee, Sally Allen in Human Resources, your physician, and the employee’s supervisor if necessary.

Requesting a Reasonable Accommodation

If you believe that a medical condition is affecting your ability to perform your job, you may want to begin the reasonable accommodation request process by contacting Sally Allen in Human Resources. You are not required to disclose the medical need for an accommodation to your immediate supervisor.

During the accommodation request process, you may need to provide the following information:

What workplace barrier is preventing you, due to a disability or medical condition, from performing a job or gaining equal access to a benefit of employment like an employee lunchroom or employee parking. Try to specify the basis and nature of your request, the limitation(s) tied to your request, time constraints you may have and possible accommodation ideas. In addition to the written accommodation request, verification of the disability and/or limitations may be required. These forms can be used for that purpose:

Once you’ve submitted the above items to Sally Allen in Human Resources, we’ll work together to determine if an accommodation can be made.

For more information on the accommodations process, you can visit the following:



Soha Qassis
HR Manager, Benefits & Contracts
(425) 235-7861