4-7 Insurance
As an employee of a higher education institution that participates in the State's insurance program and eligible for participation in the Teacher Retirement System or Optional Retirement Program, you are eligible to enroll in the insurance coverage offered by the College.

The basic insurance plan, for which certain part-time employees are eligible, includes health coverage through the state and basic term life insurance, including $5,000 term life and $5,000 of accidental coverage. The basic plan provides coverage only for the employee; it does not include coverage for  dependents.

The State of Texas pays the health insurance premiums for full-time employees and half the monthly premiums for their dependents.  In addition, the college pays one-half of the remaining monthly premium for a full-time employee's monthly premium obligation for dependent health and dental.
The State pays one-half of the monthly premium for eligible part-time employees for employee/only health coverage under the basic plan with the employee responsible for the other half. In addition, eligible part-time employees may enroll in dependent health coverage and other optional coverage's, including dental, provided satisfactory arrangements have been made for payment of the monthly premiums.

Optional coverage enrollment: An employee may enroll in optional coverages during their initial period of eligibility, their first 31 days of employment. During this 31-day window, the employee may enroll in dental coverage, optional term life insurance, dependent life insurance, voluntary accidental death and dismemberment (AD&D) coverage, short term and long term disability, long term care, vision and legal assistance.  Some coverage will require evidence of insurability.
An employee may formally decline health coverage, but will receive no additional pay in lieu of the State premium supplement. Please note: Even if an employee declines health coverage her or she may still enroll in optional coverage.

New employees will be subject to a 90-day health coverage waiting period. During this waiting period, the employee may enroll themselves and/or eligible dependents in a health plan.
Once a health plan is selected, health coverage begins on the first day of the month following the 90th day of employment.

For the purposes of determining who is eligible for insurance, the term "employee," as used in this policy, shall mean any person employed by the Board of Trustees of San Jacinto College in any capacity who receives compensation for services rendered and includes all regular full-time employees (designated to work 40 or more hours per week) and certain part-time employees (work more than 20 hours per week, but less than 40, or are qualified adjunct faculty).

All insurance forms should be completed on or before the first day of employment. Payroll deductions are available through the business office for the group health and dental dependent insurance.

Full-time employees are eligible for:
  • The full cost of group health and dental insurance premiums for employee only.
  • The one-half of dependent coverage premiums not paid by the state for group health and dental insurance.
  • The full cost of life insurance at two times the annual salary.
  • The full cost of accidental death and dismemberment insurance with a maximum of two times the annual salary.
  • The full cost of long-term disability insurance at sixty percent monthly salary with a maximum of $6,000 per month (commencing the greater of 90 consecutive days or the number of days you are entitled to sick leave).


The State pays half the health insurance premiums for part-time employees and 25% of their dependents’ health premium costs.  Neither the college nor the state contributes any portion of the premiums for optional coverage for part-time employees.

The following conditions apply specifically to long-term disability:
Long-term disability coverage is generally effective as of the first day at work.

  • Any employee out on comprehensive leave for one calendar month because of personal illness may be required to be examined by a certified practitioner designated by the college to determine their eligibility for long-term disability. An employee who is determined to be totally and permanently disabled will be required to apply for long-term disability, if eligible. An employee who is determined to be totally and permanently disabled will be paid comprehensive leave only to the extent to meet the requirements of the long-term disability waiting period.
  • An employee must have certification of disability from a private practitioner as well as a practitioner designated by the college. Re-certification may be required as often as every three months.
  • When an employee is absent due to a disabling condition, the college may, at its discretion, fill the position temporarily.
  • In the event the disabled employee is unable to return to work after an absence of four months, the position may be filled with a permanent employee.
  • A disabled employee who asks to return to work must have certification from a private practitioner as well as a practitioner designated by the college that the employee is capable of resuming his or her regular assigned duties on a full-time basis.
  • In the event the disabled employee is able to return to work only after a 4-month period, and his or her position has been filled, the disabled employee will return to work subject to the availability of a position and subject to assignment at a salary commensurate with the position as recommended by the Chancellor. If a position is not available in the disabled employee's discipline or job classification, the disabled employee will be given first consideration for any available position for which he or she is qualified.
  • An employee who is disabled may be eligible for insurance benefits.

Employees may participate in the Tex-flex program offered to all employees of public community colleges. This program allows an employee to pay for insurance premiums with pre-tax dollars, pay for child-care expenses with pre-tax dollars and contribute to a medical reimbursement account for out-of-pocket medical expenses.

(Re: Policy IV-E-3; Board of Trustees Policy Manual)