Full-Time Employee Benefits

LCC is pleased to offer medical insurance through Blue Cross Blue Shield of Michigan (BCBSM). Five plans are available and provide a comprehensive variety of coverages and alternatives to meet the needs of all employee situations. The five BCBSM plans are administered through the Western Michigan Health Insurance Pool (The Pool) and provide access to the national network of providers available through Blue Cross.

Employees who enroll in medical coverage will have access to a wealth of tools and resources available on the BCBSM.com portal. Telemedicine is also available to enrollees through Blue Cross Online Visits. With online visits, doctors are available 24/7 for those sore throats and stuffy noses that come at the most inconvenient times. For questions that don't require a visit, the 24-hour Nurse Line is there with answers.

Other great programs are available at no cost to medical enrollees. Hinge Health provides a virtual exercise therapy program to reduce back, joint, and muscle pain. 2nd.MD provides access to second opinion medical experts from around the country. Livongo, Omada, and Virta provide support, supplies, and resources for members with diabetes and obesity-related chronic conditions.

Visit the Medical Insurance webpage to learn more.

LCC provides a comprehensive, no cost dental benefit through ADN Administrators. Employees can also purchase additional coverage for a monthly premium. Enrollees can obtain services from any dentist or specialist within the ADN network to receive the largest discounts but have the option to visit any provider outside of the plan’s network too. ADN utilizes the ADN Dental Network as well as the DenteMax network to create the most inclusive network possible.

Visit the Dental Insurance webpage to learn more.

LCC provides a comprehensive, no cost vision benefit through Superior Vision. Employees can also purchase additional coverage for a monthly premium. This flexible and easy-to-use plan will help enrollees access the care they need through thousands of independent and retail providers in the Superior National network. Shopping for glasses and contacts has never been easier with Superior’s online in-network providers. Superior even offers services for hearing care.

Visit the Vision Insurance webpage to learn more.

Employees who enroll in one of the high deductible medical insurance plans may make pre-tax contributions through payroll deduction into a Health Savings Account (HSA), thus decreasing their taxable income. Our HSAs are administered by HealthEquity and allow for contributions up to the IRS limit each year. Money held in the HSA may be used for any IRS-qualified healthcare expense, such as doctor visits, dental care, vision care, prescriptions, and much more. The account's balance of funds is employee-owned and may be rolled over year after year, even if the employee changes medical plans or employers. HealthEquity even provides investment options for balances in excess of $2,000.

Visit the Health Savings Account (HSA) webpage to learn more.

LCC lets full-time employees redirect a portion of their pay through payroll deduction into a Health Care Flexible Spending Account (FSA). The money that goes into the FSA is deducted from pay on a pre-tax basis, decreasing taxable income and increasing spendable income. Each year, enrollees may deposit up to a specified limit into a Health Care FSA, which provides the ability to save money on a pre-tax basis for any IRS-qualified healthcare expenses not covered by healthcare coverage. These expenses include, but are not limited to, doctor visits, dental care, vision care, and prescriptions. The Health Care FSA must be renewed each calendar year and remaining funds must be used within 75 days of the plan year end.

Visit the Flexible Spending Account (FSA) webpage to learn more.

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  Dependent Care Flexible Spending Account (FSA)

  LCC lets full-time employees redirect a portion of their pay through payroll deduction into a Dependent Care Flexible Spending Account (FSA). The money that goes into the FSA is deducted from pay on a pre-tax basis thus decreasing taxable income. Each year, enrollees may deposit up a specified limit into a Dependent Care FSA. Eligible expenses include payments to day care centers, preschool costs (up to, but not including kindergarten), after school care for children under age 13, and elder care. The Dependent Care FSA must be renewed each calendar year and remaining funds do not roll over into the next year.

  Visit the Flexible Spending Account (FSA) webpage to learn more.

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  Life Insurance

  LCC provides a $50,000* Basic Life Insurance policy at no cost for all full-time employees administered through National Insurance Services (NIS). Life Insurance helps employees and their family pay for unexpected funeral or end of life expenses, reducing stress at an already difficult time. Employees can purchase additional coverage amounts for Employee, Spouse, and Child Life Insurance for a monthly premium.

  *If you are a full-time Executive Contract Employee (Pay Grade 9 or above) or LCC President, your Basic Life Insurance policy amount is increased to $100,000 and $500,000, respectively.

  Visit the NIS Insurance webpage to learn more.

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  AD&D Insurance

  LCC provides a $50,000* Basic Accidental Death & Dismemberment (AD&D) Insurance policy at no cost for all full-time employees administered through National Insurance Services (NIS). AD&D Insurance provides benefits for employees and their family following an accidental death or certain bodily injuries. Employees can purchase additional coverage amounts for Employee, Spouse, and Child AD&D Insurance for a monthly premium.

  *If you are a full-time Executive Contract Employee (Pay Grade 9 or above) or LCC President, your Basic AD&D Insurance policy amount is increased to $100,000 and $500,000, respectively.

  Visit the NIS Insurance webpage to learn more.

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  LTD Insurance

  LCC provides Basic Long Term Disability (LTD) Insurance at no cost for all full-time employees following a 90-day elimination period. Our LTD Insurance is administered by National Insurance Services (NIS). This insurance helps employees continue to pay bills and provide for living expenses while disabled. Benefits are paid at 66.6% of the employee’s monthly salary up to $6,000 monthly maximum benefit.

  Visit the NIS Insurance webpage to learn more.

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  Critical Illness Insurance

  Full-time employees can purchase Critical Illness Insurance through The Hartford for a monthly premium. Critical Illness Insurance provides a lump sum benefit if the employee or their covered dependents are diagnosed with a serious medical condition such as cancer, heart attack, or stroke. Covered employees can use the payment in any way they choose, such as for expenses not covered by medical insurance or day-to-day living expenses.

  Visit The Hartford Insurance webpage to learn more.

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  Accident Insurance

  Full-time employees can purchase Accident Insurance through The Hartford for a monthly premium. Accident Insurance provides a lump sum benefit if the employee or their covered dependents experience an accidental injury, related services, and treatments. Covered employees can use the payment in any way they choose, such as for expenses not covered by medical insurance or day-to-day living expenses.

  Visit The Hartford Insurance webpage to learn more.

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  Hospital Indemnity Insurance

  Full-time employees can purchase Hospital Indemnity Insurance through The Hartford for a monthly premium. Hospital Indemnity Insurance provides a lump sum benefit if the employee or their covered dependents requires a hospital stay due to a covered illness or injury. Covered employees can use the payment in any way they choose, such as for expenses not covered by medical insurance or day-to-day living expenses.

  Visit The Hartford Insurance webpage to learn more.

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  AFLAC

  Employees have access to purchase supplemental Accident, Critical Illness, Hospital, and Life Insurance plans through AFLAC. Premium are paid directly to AFLAC and are not available for LCC’s payroll deduction.

  Visit the AFLAC webpage to learn more.

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  Michigan Public School Employees' Retirement System (MPSERS)

  The Michigan Public School Employees' Retirement System (MPSERS) provides a choice between Defined Benefit and Defined Contribution Plans. Employees contribute between 0% and 13% in addition to LCC contributions towards retirement, based on plan choice.

  Visit the Retirement webpage to learn more about MPSERS and retirement.

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  TIAA Optional Retirement Plan (ORP)

  As an alternative to MPSERS, full-time faculty and administrators only can elect to contribute to the Optional Retirement Plan (ORP) through TIAA. The ORP is a Defined Contribution Plan where employees contribute 4.3% towards retirement investments and LCC contributes an additional 12%. Vesting in College contributions is complete after two years of full-time service. Eligible employees must elect this alternative plan within 90 days following initial eligibility.

  Visit the Retirement webpage to learn more about the TIAA ORP and retirement.

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  Tax Sheltered Annuities

  Tax sheltered annuities allow employees to make voluntary, pre-tax contributions through payroll deduction to a 457(b) or a 403(b) retirement investment plan. Employees may enroll and participate in the tax sheltered annuity program at any time.

  Visit the Tax Sheltered Annuities webpage to learn more about tax sheltered annuities and LCC's investment company options.

Full-time employees* will not lose pay from their regular wages when the College is closed for the following holidays:

• New Year's Day
• Martin Luther King, Jr. Day
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Thanksgiving Day
• The day following Thanksgiving Day
• Christmas Day
• Two additional days, the day before Christmas and the day before New Year's Day when Christmas Day and New Year's Day fall on a Tuesday, Wednesday, Thursday or Friday

Full-time employees* will also not lose pay from their regular wages for the time the College is closed between Christmas Day and New Year's Day (i.e. winter break).

*Exceptions to Holiday Pay and Closed Campus pay for winter break are below:

Maintenance (FMA)

Full-time maintenance employees do receive Holiday Pay for College-recognized holidays but do not receive Closed Campus pay for winter break days. Employees who work on College-recognized holidays will be paid 1.5 times their regular hourly pay rate.

Police (POAM)

Full-time police officers do not receive Holiday Pay for College-recognized holidays or Closed Campus pay for winter break days. Officers who work on College-recognized holidays will be paid 1.5 times their regular hourly pay rate and may take additional Paid Time Off (PTO) time for the number of hours worked.

Visit the Holiday Calendar webpage for the current schedule.

Visit the Human Resources Labor Relations webpage to learn more details about Holiday pay provisions for each position type's contract or practices.

Depending on the position type and applicable contract or practices, full-time employees earn a variety of paid leave time. 

Visit the Human Resources Labor Relations webpage to learn more details about leave time provisions for each position type's contract or practices.

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  Administrators (AFT and Non-Bargaining)

  Full-time administrators receive 8 hours of Sick time for each month worked, 16.67 hours of Vacation time for each month worked (5 weeks of Vacation each year), and 40 hours of Personal time each year. These hours are front-loaded at the beginning of each fiscal year. When an employee is hired into or leaves the position mid-year, these amounts are prorated based upon the number of months that will be worked in the remainder of the fiscal year.

  Full-time administrators receive up to 8 hours of Community Service Leave (CSL) per fiscal year to provide community service hours as part of an organized community service program. Visit the LCC Community Service Leave (CSL) webpage for more details.

  In addition to the time listed above, AFT full-time administrators who apply for and are approved for leave under the Family Medical Leave Act will be eligible for up to 2 weeks of paid time per year to cover time not worked related to the approved family medical leave.

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  Faculty (MAHE)

  Full-time faculty working a 173-day contract accrue about 7 hours of Sick time per month for 11 months. Full-time faculty working a 204-day or longer contract accrue about 8 hours of Sick time per month. Full-time faculty that work beyond their contract days accrue additional Sick time dependent upon the type of hours worked. Sick time can be used for a variety of personal needs including employee health issues, care of a family member, family graduation or marriage, and other personal reasons per MAHE contract guidelines.

  Full-time faculty receive up to 8 hours of Community Service Leave (CSL) per fiscal year to provide community service hours as part of an organized community service program. Visit the LCC Community Service Leave (CSL) webpage for more details.

  In addition to the time listed above, full-time 52-Week Faculty positions also receive 10 or 13.33 hours of Vacation time for each month worked, depending upon probationary status. These hours are front-loaded at the beginning of each fiscal year. When an employee is hired into or leaves the position mid-year, these amounts are prorated based upon the number of months that will be worked in the remainder of the fiscal year.

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  Maintenance (FMA)

  Full-time maintenance employees accrue about 11 hours of Paid Time Off (PTO) for each month worked. The PTO accrual amount is increased depending upon the number of years of full-time service the employee has with the College per FMA contract guidelines. These hours may be used for vacation, personal needs, short term illness, family care, or other needs.

  Full-time maintenance employees receive up to 8 hours of Community Service Leave (CSL) per fiscal year to provide community service hours as part of an organized community service program. Visit the LCC Community Service Leave (CSL) webpage for more details.

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  Police (POAM)

  Full-time police officers receive 19 hours of Paid Time Off (PTO) for each month worked. This amount is increased depending upon the employee's years of service per POAM contact guidelines. These hours are front-loaded at the beginning of each fiscal year. When an employee is hired into or leaves the position mid-year, these amounts are prorated based upon the number of months that will be worked in the remainder of the fiscal year. PTO hours may be used for vacation, holiday, personal, sick, family care, or other needs.

  Full-time police officers receive up to 8 hours of Community Service Leave (CSL) per fiscal year to provide community service hours as part of an organized community service program. Visit the LCC Community Service Leave (CSL) webpage for more details.

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  Support Staff (ASP and Non-Bargaining)

  Full-time support staff accrue about 8 hours of Sick time for each month worked and about 8 hours of Paid Time Off (PTO) for each month worked. The PTO accrual amount is increased depending upon the number of years of full-time service the employee has with the College per applicable contract or practices.

  Full-time support staff receive up to 8 hours of Community Service Leave (CSL) per fiscal year to provide community service hours as part of an organized community service program. Visit the LCC Community Service Leave (CSL) webpage for more details.

Most full-time employees have access to leave time in excess of their personal bank for critical or emergent needs per applicable contract or practices.

Visit the Human Resources Labor Relations webpage to learn more details about Leave Bank provisions for each position type's contract or practices.

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  Jury Duty Leave

  Most full-time employees will not lose pay from their regular wages when obligated to serve as a juror in court per applicable contract or practices.

  Visit the Human Resources Labor Relations webpage to learn more details about Jury Duty Leave provisions for each position type's contract or practices.

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  Bereavement Leave

  Full-time employees will receive up to five days of paid leave when there is a death in an employee's immediate family per applicable contract or practices.

  Bereavement Leave Request Form

  Visit the Human Resources Labor Relations webpage to learn more details about Bereavement Leave provisions for each position type's contract or practices.

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  Employee Assistance Program (EAP)

  All LCC employees and their household family members have access to free, confidential professional assistance and referral services through our Employee Assistance Program (EAP) administered through HMSA. Services offered include, but are not limited to, Work-Life Counseling, Financial & Legal Consultations, and a dedicated Toll Free Crisis Line.

  Visit the Employee Assistance Program (EAP) webpage to learn more.

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  Experience Calm

  LCC purchased 250 subscriptions to Calm for the 2023-24 academic year to encourage and support the mental health of our employees in their work and personal lives. Calm is a mental health mobile and desktop app that incorporates these great features and more:

  1. Subscription is a family plan, so you can share access with up to five friends or family members
  2. Thousands of meditations
  3. Relaxing sounds and music
  4. Stretch videos to fit in throughout your day
  5. Sleep stories for you and your kids
  6. Podcasts on mental health topics

  Important Note: All subscriptions have been claimed. Please complete the LCC Calm Subscription Waitlist form to be added to the waitlist for when a subscription becomes available. These form submissions will also help LCC gauge interest for future planning around this benefit offering.

  If you claimed a subscription but have since decided you might not use it and would like to free up a subscription for another employee, please reach out to lcc-hr-benefits@star.lcc.edu.

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  Find Childcare through Upwards

  All LCC employees have free access to the Upwards provider network and Upwards 24/7 concierge services to assist them in finding the perfect childcare provider.

  Visit the Upwards webpage to learn more.

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  Fitness Centers

  All LCC employees have access to state of the art fitness facilities on Main Campus and West Campus at no cost.

  Visit the Fitness Center webpage to learn more.

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  Other Employee Wellness Benefits

  Visit the Employee Wellness webpage to explore more great resources to support mental, emotional, and physical wellness.

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  Tuition Waiver

  Full-time employees, along with their eligible dependents, may take unlimited courses at LCC, tuition free, by using the Tuition Waiver benefit. Each semester, employees and their eligible family members may request the waiver to be applied to credit and/or non-credit courses, including youth programs.

  Visit the LCC Tuition Waiver webpage to learn more.

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  Siena Heights University

  Siena Heights University offers LCC employees an $80 per credit hour tuition discount for both their bachelor’s and master’s degree courses. 

  Visit the Education Benefits webpage to learn more.

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  Public Service Loan Forgiveness Program

  LCC is a qualifying employer under the Public Service Loan Forgiveness (PSLF) Program. This federal program forgives the remaining balance on your Direct Loans after you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for a qualifying employer.

  Visit the Education Benefits webpage to learn more.

Being an LCC employee provides you with a lot of perks such as discounts on car insurance, cell phone plans, mortgages, tuition, shopping, and much more!

Visit the Employee Perks webpage to learn more.

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  Free Campus Parking

  LCC employees receive parking at no expense in non-restricted parking locations on all campuses. 

  Visit the LCC Parking webpage to learn more.

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  Electric Vehicle (EV) Charging Stations

  LCC employees can charge their electric vehicles for free for up to four hours every day at one of our many charging ports on Downtown Campus.

  Visit the Electric Vehicle (EV) Charging Stations webpage (LCC login required) for more details and port locations.

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  Administrators (AFT and Non-Bargaining)

  Professional Development Leave

  Paid professional growth and development leaves for absences up to one year are available after each six continuous years of full time employment. Applications for Professional Development Leave are evaluated on the basis of the value of the leave to the College, contributions of the employee to the College, enhancement of the employee’s competence through the leave, as well as the employee’s length of service with the College.

  Visit the Human Resources Labor Relations webpage to learn more details about Professional Development Leave provisions for each position type's contract or practices.

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  Faculty (MAHE)

  Sabbatical / Professional Development Leave

  Paid professional growth and development leaves for absences not to exceed two consecutive semesters are available after each six years of full time employment. Sabbatical / Professional Development Leaves may be granted for advanced study, research, writing, or cognate pursuits, resulting in achievement which will contribute to the professional effectiveness of the faculty member and will significantly benefit the College.

  Visit the Human Resources Labor Relations webpage to learn more details about MAHE Sabbatical / Professional Development Leave provisions.

  Professional Publications & Organizations

  Full-time faculty may be reimbursed up to $50 per year for subscriptions to professional or technical publications or for membership in professional organizations related to College work.

  Visit the Human Resources Labor Relations webpage to learn more details about MAHE Professional Publications and Organizations provisions.

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  Maintenance (FMA)

  Short Term Disability

  LCC provides Short Term Disability Insurance at no cost for all full-time maintenance employees beginning with the 8^th consecutive calendar day of disability. This insurance can continue for up to a maximum of 13 weeks of disability. Benefits are paid at 66.6% of the employee's basic weekly earnings up to a maximum of $1,150 per week. 

  Visit the Human Resources Labor Relations webpage to learn more details about FMA Short Term Disability provisions.