Tuition Waivers

Effective: Beginning of semester after commencement of employment

Full-time employees and their spouses/domestic partners may attend MACC developmental and college classes with a waiver of incidental fees and tuition, technology fee, and student activity/support services fee. Attendance is subject to approval of the employee’s supervisor/dean. The cost of books, supplies, and laboratory fees is the responsibility of the individual.

In addition, full-time employees are eligible to apply for participation in one non-credit course/workshop per semester. If approved by the employee’s supervisor/dean, all fees and tuition will be waived. Books, workbooks, manuals, software, luncheon and/or dinner costs must be borne by the employee.

Dependents of full-time employees of MACC may attend MACC developmental and college-credit courses with a waiver of incidental fees and tuition, technology fee, and student activity/support services fee. The cost of books, supplies, and laboratory fees is the responsibility of the individual. Dependents are those members of the employee’s family meeting the IRS definition of a dependent. Dependents using this benefit must meet federal academic progress guidelines. Dependents who are eligible and meeting criteria for the Missouri A+ scholarship may receive an MACC voucher for college textbooks, course fees and lab fees in the fall and spring semesters for up to $500 and an MACC voucher for college textbooks, course fees and lab fees in the summer semester for up to $250.

Should the dependent’s parent cease to be employed at MACC, whether through resignation or termination during the course of a semester in which the dependent is enrolled at MACC, in accordance with this policy, the dependent will be allowed to complete the semester but will not be allowed to use the dependent tuition/fee waiver for future enrollment.

Retirees of Moberly Area Community College may also attend MACC courses with a waiver of incidental fees and tuition, technology fee, and student activity/support services fee. Courses may be audited or completed for credit.

Specialized programs such as LETC, MLT, and OTA will be covered at the highest tuition rate for out-of-district courses for employees, dependents, and spouses/domestic partners.

Professional Growth

Effective: After two consecutive years of employment

All full-time employees of Moberly Area Community College who have completed two successive years of full-time employment are eligible to apply to the President’s Council for reimbursement for college credit classes. Maximum reimbursement is $150 per credit hour or the actual credit-hour fee, whichever is less, for college coursework from accredited institutions beyond the Associate’s Degree or Bachelor’s Degree. Reimbursement is limited to six credit hours per academic year and may not be allowed if the employee is receiving another form of financial aid for the coursework. The college coursework is to be taken outside of the employee’s designated work schedule or the employee’s hours of work may be adjusted with approval of the supervisor.

Requests for this benefit must be made before enrolling in the course. To qualify for reimbursement, the applicant must earn a grade of C or higher. Application procedures and final authorization and reimbursement will be determined by the President’s Council.

MACC EMPLOYEE BENEFITS WITH PARTNER COLLEGES

Effective: Some are effective immediately while others may begin with the semester following commencement of employment.

Central Methodist University

Current MACC full-time employees may receive a tuition benefit of full tuition waiver to attend Central Methodist University.

All full-time MACC employees may attend CMU events and receive a CMU discount for paid events (CMU employees discount) with a current MACC employee ID. Some events may be exclusive to CMU employees.

MACC employees have access to Central Methodist University travel (such as study abroad) opportunities. There will be additional costs associated with such travel.

Stephens College

The Children’s School at Stephens College – Discounted Tuition
Current MACC full-time faculty and staff may receive a 25% tuition discount at The Children’s School at Stephens College. Conveniently located on the Stephens College campus, the Children’s School provides half-day and full-day preschool for ages 3-5 and a K-5 elementary school. Students are grouped by ability rather than age. Learn more at stephens.edu/childrens-school.

Stephens Events
MACC faculty and staff can also attend many Stephens College events at the Stephens College employee price.

MACC employees and their immediate families get in free at all Stephens Stars athletic events. Show ID at the door. See stephensstars.com for sports schedules.

MACC employees receive reduced ticket prices at Playhouse Theatre, Warehouse Theatre, and Dance Company events. MACC employees pay the reduced student/ senior rate at these performances — the same as Stephens employees. Seating is not guaranteed. Contact  to reserve seats.

MACC employees are also welcome at our many free lectures, showcases, and other educational and entertaining campus events. A calendar of events is available at stephens.edu/eventsMACCStephens.

MACC and Stephens are working together to strengthen higher education throughout mid-Missouri. In that spirit, Stephens is pleased to offer access to international travel programs, fellowship application assistance, as well as innovative classroom and staff partnerships and collaborations. In addition, access to exclusive community-building events will offer further opportunities to share ideas and strengthen our community.

William Woods University

MACC employees receive a 10% tuition discount for all courses taken at WWU– for undergraduate and graduate courses through WWU’s online venues. The discount cannot be retroactively applied or combined with other institutional aid. This discount may be combined with student loans, federal and state aid. All books and additional course fees are the employee’s responsibility (student).

MACC employees can use their current/active MACC Employee ID to attend WWU events and to receive the WWU employee discount for paid events. However, this provision does not guarantee MACC employee admission to all WWU events, as some WWU events may be exclusive to WWU employees.

Effective: Upon employment

The EAP is a free and confidential service designed to help employees and families with personal or work/life balance issues. Common issues include stress management, depression or anxiety, relationship problems, chemical dependency, domestic violence, career frustration, elder care resources, financial concerns, legal assistance, nutrition/health, etc. 

Call the member phone number on your health plan ID card and ask to speak to an EAP consultant.

Or, contact EAP directly 24/7 at 1-888-887-4114.

Life is full of ups and downs. The Employee Assistance Program provides you with support services and health information to help. You may have health concerns, personal or family issues, or work-related challenges. This service gives you a wide range of health and well-being information through one toll-free telephone number, provided at no cost to you as part of your health plan. Call toll free 888.887.4114.

Call EAP services about:

• Routine illness
• Minor injuries
• Stress and anxiety
• Relationship worries
• Coping with grief and loss
• Questions to ask your doctor
• Personal legal concerns*
• Men’s, women’s and children’s health
• Prevention
• Self-care information
• Help Finding a doctor
• Information on medications
• General Health Information

* Because of the potential for conflict of interest, legal consultation will not be provided on issues that may involve legal action against UnitedHealthcare or its affiliates, or an entity through which the caller is receiving EAP services, directly or indirectly (e.g., employer or health plan).

Eligibility Effective: 1st of the month after commencement of eligible employment

Major medical coverage is available for full-time employees and is effective on the first day of the month following full-time employment. This coverage is currently provided by United Healthcare. Three options are available: the PPO plan, the Flexpoint (Base) Plan, or the HSA plan. On the PPO plan, office visit copays are $35 for primary care and $70 for specialist care. On the Base plan, the copay is the same as the PPO plan, but limited to 6 office and 6 urgent care visits with a copay. No referrals are needed. Copayments for prescriptions are $20 for generics, $50 for brand names, $95 for non-formulary medications, and $250 for specialty pharmacy medications. The HSA plan is a high deductible plan with a health savings account. Once the deductible is met the plan pays 100% for all covered care except office visits, urgent care, emergency room, and prescriptions, which are then covered by copays. For more information, see the applicable schedule of benefits.

Summary of Benefits and Coverage—PPO Plan (Choice Plus Plan BCMN) effective 7/1/2021
Summary of Benefits and Coverage—Flexpoint Plan (Choice Plus Plan BYRR) effective 7/1/2021
Summary of Benefits and Coverage—HSA Plan (Choice Plus Plan BC2B) effective 7/1/2021

Rate Schedule effective July 1, 2021

Health Plan information prior to July 1, 2021:

Summary of Benefits and Coverage—PPO Plan (Choice Plus Plan BCMN) effective 7/1/2020
Summary of Benefits and Coverage—Flexpoint Plan (Choice Plus Plan BYRR) effective 7/1/2020
Summary of Benefits and Coverage—HSA Plan (Choice Plus Plan BC2B) effective 7/1/2020

Rate Schedule effective July 1, 2020

Benefit Summary PPO Plan (Choice Plus Plan BCMN) effective 7/1/2020
Benefit Summary Flexpoint Plan (BYRR) effective 7/1/2020
Benefit Summary HSA Plan (BC2B)effective 7/1/2020

Health Plan information prior to July 1, 2020:

Summary of Benefits and Coverage—PPO Plan (Choice Plus Plan AQIQ) effective 7/1/2019
Summary of Benefits and Coverage—Flexpoint Plan (JTZ) effective 7/1/2019
Summary of Benefits and Coverage—HSA Plan (JUW) effective 7/1/2019

Rate Schedule effective July 1, 2019

Benefit Summary PPO Plan (Choice Plus Plan AQIQ) effective 7/1/2019
Benefit Summary Flexpoint Plan (JTZ) effective 7/1/2019
Benefit Summary HSA Plan (JUW)effective 7/1/2019

Health Plan information prior to July 1, 2019:

Summary of Benefits and Coverage—PPO Plan (Choice Plus Plan AQIQ) effective 7/1/2018
Summary of Benefits and Coverage—Flexpoint Plan (JTZ) effective 7/1/2018
Summary of Benefits and Coverage—HSA Plan (JUW) effective 7/1/2018

Rate Schedule effective July 1, 2018

Benefit Summary PPO Plan (Choice Plus Plan AQIQ) effective 7/1/2018
Benefit Summary Flexpoint Plan (JTZ) effective 7/1/2018
Benefit Summary HSA Plan (JUW)effective 7/1/2018

Health Plan information prior to July 1, 2018:

Summary of Benefits and Coverage—PPO Plan (GVR) effective 2/1/2017
Summary of Benefits and Coverage—Flexpoint Plan (JTY) effective 2/1/2017
Summary of Benefits and Coverage—HSA Plan (JUW) effective 2/1/2017

Rate Schedule effective February 1, 2017

Benefit Summary PPO Plan (GVR)effective 2/1/2017
Benefit Summary Flexpoint Plan (JTY)effective 2/1/2017
Benefit Summary HSA Plan (JUW)effective 2/1/2017

Retirement Program

Effective: Upon employment

All full-time staff are covered by either the Public School Retirement System of Missouri (PSRS) or the Public Education Employee Retirement System of Missouri (PEERS).

Additionally, employees participate in the Medicare and social security programs as follows:

Full-time Certified Staff:

Public School Retirement (14.5% pre-tax deduction)
Medicare (1.45%)

Part-time Certified Staff:

Public School Retirement (9.67% pre-tax deduction)
Social Security (6.2%)
Medicare (1.45%)

Other Eligible Staff (Non-teaching):

Public Education Employee Retirement (6.86% pre-tax deduction)
Social Security (6.2%)
Medicare (1.45%)

These employee deductions are matched by the college.

Voluntary 403(b) Plan

Effective: Upon employment

Employees working on a regular basis are eligible to purchase a TSA (tax sheltered annuity) and make contributions pursuant to a salary reduction agreement, as defined in Section 403(b) of the Internal Revenue Code.

More Information

Effective: 1st of the month after commencement of employment

All Full-time employees are enrolled for a life insurance benefit of $20,000 and an accidental death and dismemberment benefit of $20,000.

Effective: 1st of the month after commencement of employment

Full-time employees may elect coverage for additional life insurance benefits in $5,000 increments up to $150,000 (or 5 times annual salary) guaranteed issue. Coverage may also be elected for up to $50,000 for a spouse and up to $10,000 for children.

Effective: 1st of the month after commencement of employment

Full-time employees may elect coverage for additional life insurance benefits in $5,000 increments up to $150,000 (or 5 times annual salary) guaranteed issue. Coverage may also be elected for up to $50,000 for a spouse and up to $10,000 for children.

Effective: 1st of the month after commencement of employment

Employees may elect coverage through Aflac that pays benefits for full or partial disability lasting less than 90 days.

Effective: 1st of the month after commencement of employment

Full-time employees and their families may elect coverage provided by United Healthcare using the National Options PPO 30 dental network. With the Buy up plan, preventative services are covered at 100% of UCR, Basic and major services are covered at 80% and 50% respectively, with a $50 per year, per person deductible (maximum deductible of $150 per family). The Base dental plan covers 100% of UCR up to $500 for preventive services and restorations with no copay.

Coverage and claim information can be found at www.myuhc.com.

Flex Plan participants can only make changes to their coverage at the beginning of the plan year or if there is a qualifying event.

As of July 1, 2019, our dental coverage is with United Healthcare. There are two options, the Base plan and the Buy up plan. The Base plan includes coverage for exams, cleanings, x-rays, and fillings with no deductible. The Buy up plan covers the same services as the Base plan, plus coverage for Basic and Major services. A $50 annual per person deductible (maximum of $150 per family) applies to basic and major services. Coverage and claim information can be found at www.myuhc.com.

As of January 1, 2015, our dental coverage is with Cigna using the Cigna DPPO dental network. Preventive services such as exams and cleanings are covered at 100% with no deductible. Basic services are covered at 80%. Major services are covered at 50%. There is no waiting period unless enrolling after initial eligibility, then 0/6/12 month waiting periods will apply. A $50 annual per person deductible (maximum of $150 per family) applies to basic and major services. Coverage and claim information can be found at www.mycigna.com.

Effective: 1st of the month after commencement of employment

As of July 1, 2019, full-time employees and their families may elect coverage provided by United Healthcare using the UHC network. When utilizing the network providers, the plan pays for eye exams with $10 copays and glasses with $25 copays. Out of network services are reimbursed up to specified limits. If elected instead of glasses, contact lenses, including the exam, are paid up to $125 every 12 months.

Coverage and claim information can be found at www.myuhc.com.

As of January 1, 2015, full-time employees and their families may elect coverage provided by Cigna using the VSP network. When utilizing the VSP network, the plan pays for eye exams and glasses with $10 copays for each. Out of network services are reimbursed up to specified limits. If elected instead of glasses, contact lenses, including the exam, are paid up to $120 every 12 months.

Coverage and claim information can be found at www.mycigna.com.

Effective: 1st of the month after policy is issued, after 6 months of employment.

Full-time employees and their families may elect a coverage plan provided through LTC Financial Partners, LLC, the policies are underwritten by United of Omaha Insurance Company.

For an overview and explanation of our Long-Term Care Benefit view our online newsletter – Long-Term Care Today.

Effective: 1st of the month after commencement of employment.

This is an accident only insurance policy providing limited benefits, including an annual wellness screening benefit and a death benefit if death is as a result of and occurs within 365 days an accidental injury. For covered accidental injuries, fixed benefits are paid directly to you regardless of any other coverage you may have. Coverage is available for dependents and is provided by Aflac.

Flex Plan participants can only make changes to their coverage at the beginning of the plan year or if there is a qualifying event.

Effective: 1st of the month after policy is issued.

This insurance pays a fixed benefit upon initial diagnosis of a covered critical illness up to $50,000, depending on the amount of coverage elected. Covered illnesses include heart attack, heart failure, stroke, blindness, major organ failure, end stage kidney disease, and invasive cancer. This includes an annual wellness screening benefit and coverage is available for dependents. Coverage is provided by Aflac.

Eligibility Effective: After first day of employment on completion of enrollment application.

This insurance provides benefits for hospital admissions/confinements, emergency room visits, out-of-hospital prescription drug, and well-baby care. Coverage is provided by Aflac.

Eligibility Effective: 1st of the month after commencement of employment

There are three components to this “cafeteria plan.” Participation in this plan allows the College to provide a non-taxable benefit through salary reduction within the meaning of Section 125 of the Internal Revenue Code for eligible group health insurance premiums, health savings account and/or flexible spending account for eligible medical expenses, and dependent care reimbursement up to the limits defined by the IRS.

Eligibility Effective: Upon employment.

All full-time staff are covered by either the Public School Retirement System of Missouri (PSRS) or the Public Education Employee Retirement System of Missouri (PEERS).

Additionally, employees participate in the Medicare and social security programs as follows:

These employee deductions are matched by the college.

Eligibility Effective: Upon Employment.

Employees working on a regular basis are eligible to purchase a tax sheltered annuity and make contributions pursuant to a salary reduction agreement, as defined in Section 403(b) of the Internal Revenue Code.

Medical Leave

Effective: After 1st month of employment

Employees accrue 1 1/3 sick days per month to a maximum of 72 days. Sick leave may be granted for the employee and immediate family, and may be taken in half hour increments. “Immediate family” is defined as spouse, children, parents, grandparents, grandchildren, brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, and sister-in-law.

Medical Leave Pool

Effective: After 1 year of employment and donation of sick day

Provides eligible employees up to 15 days of salary continuation for qualifying medical leaves. See the full policy for donating to and requesting leave from the pool.

Family Medical Leave

Effective: After 12 months and 1,250 hours of employment

MACC complies with federal and state law allowing up to 12 weeks leave for birth or adoption of a child, for a serious health condition of the employee or to care for a family member with a serious health condition, any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or up to twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Personal Leave

Effective: After 1st month of employment

Three sick days may be used as personal days each fiscal year. Personal leave may be requested due to inclement weather as well as for personal business. Personal leave may be taken in half hour increments.

Vacation

Effective: Upon employment

All full-time, 12 month employees are entitled to five days of vacation with pay upon employment, provided the employee remains employed for a minimum of 11 ½ months. These initial five days must be used prior to first accrual date. Ten paid vacation days after 11 1/2 months of employment. One additional vacation day is added for each consecutive year of service beyond 5 consecutive years. Maximum total vacation period is 3 weeks (15 days). Vacation leave must be taken within the 12-month period between accrual dates, and may be requested in half hour increments. Employees are allowed to carry-over up to five (5) unused vacation days beyond the annual accrual date (excluding the initial 5 days). All vacation time must be approved by the appropriate supervisor. Vacation leave is discouraged during peak usage times throughout departments, such as the week just prior to the beginning of the fall or spring college semester and for the first week of that semester, except for programs with specifically designated vacation times. Supervisors may deny vacation leave requests that will impede the ability of their departments to function at full capacity during peak usage times.

Staff who are paid on an hourly basis may take vacation leave during spring break and Christmas break. Those who elect to do so will be paid at the normal rate of pay for the vacation days used during these break periods.

Holiday Pay

Effective: Upon employment

There are currently 11 designated paid holidays. These days are approved at the beginning of each college year.

Sabbatical Leave

Effective: On completion of a sequence of six full years of satisfactory professional services

The college also has a sabbatical leave policy that covers contracted staff certified under the Public School Retirement System.

Jury Duty

Effective: Upon employment

Absence is with pay for service on jury or as subpoenaed witness.

Military Leave

Effective: Upon employment

Paid and unpaid time off and reinstatement according to federal and state law.

Effective: 1st of the month after commencement of employment

There are several components to this “cafeteria plan.” Participation in this plan allows the College to provide a non-taxable benefit through salary reduction within the meaning of Section 125 of the Internal Revenue Code for employee group health insurance premiums and other health related insurance premiums.

Employees enrolling in the Base Plan can elect to enroll in a flexible spending account for eligible medical expenses up to $2,650 for 2018. Employees enrolling in the HSA Plan can have contributions up to $3,450 deposited to a health savings account and can elect to enroll in a Limited Flexible Spending Account (LFSA) for dental and vision expenses.

There is also an option for a dependent care reimbursement account up to the limits defined by the IRS.

FSA and LFSA Information:

You must keep all detailed receipts for eligible expenses in order to provide documentation to Meritain for reimbursement, as well as the IRS in the event of an income tax audit.

• FSA Guide
• Use of the Benny prepaid debit card is optional, and it cannot be used to pay for dependent care expenses. If using the card, you will still be responsible for sending the required documentation to Meritain Health.
• Benny Card FAQ
• Limited Flexible Spending Account Information
• Requests for reimbursement of all eligible expenses up to your annual maximum can be made by mailing the Reimbursement Form along with copies of your detailed receipts to Meritain Health. You can also fax them to Meritain at 1.888.837.3725 or email them to .
• Claims can be submitted at any time, and are processed weekly on Thursdays.
• Healthcare FSA and LFSA: You may incur expenses toward your healthcare FSA or Limited FSA after the plan year has ended. The deadline to incur these expenses is 3/15/19 for 2018.
• Dependent care FSA: You may incur dependent care claims up until the end of the plan year (12/31/18 for 2018).
• Healthcare, Limited, and Dependent care FSA claims can be submitted up until 3/31/19 for 2018.

See the links below for further information, or contact the Human Resources Office.

Reimbursement Form
Meritain.com (under “View My Account Information” click on “Flexible Spending Account”)

Flex Plan participants can only make changes to their coverage at the beginning of the plan year or if there is a qualifying event.

The Missouri Community College Association (MCCA) is an individual and institutional membership organization that serves the citizens of the state of Missouri by offering educational leadership through the state’s community colleges. MCCA offers services to the state, its member organizations and its individual members in four areas:

1. Educating the public about the contributions made by community colleges.
2. Offering professional development programs for administrators, classified staff employees, faculty, and trustees at member institutions.
3. Collecting, interpreting, and disseminating information pertinent to community colleges.
4. Shaping higher education policy in the state through the legislature and the Executive Branch including the Governor’s office, the Department of Higher Education (MDHE), the Coordinating Board for Higher Education (CBHE), the Department of Economic Development, Department of Elementary and Secondary Education (DESE), and other related state agencies.

Effective October 1, 2021, MCCA membership is complimentary for all community college employees. No matter your role at your organization, we will provide you with the tools you need to excel in your job and will connect you with peers who are willing to share their knowledge and experience. To take full advantage of your MCCA member benefits, we all members to create a profile in MemberClicks — our association management software and portal for online services. To create a profile, click here.