6.1 General Benefits Policy
College Employees are entitled to receive the following benefits in addition to their wage or salary as provided by contract. Employee benefits, together with salary, represent the employee’s total compensation package. The rights, interests and entitlements associated with the employee benefits described here below are for the exclusive benefit of the Employee and/or for his/her qualified dependents, where applicable, and are not assignable or transferable.
6.2 Institutional Benefits
Unless otherwise exempted by law, the College shall provide the employer’s share of the following for each Employee:
6.2.1 Employer Contributions as Required by RMI Law.
- Marshall Islands Social Security Administration (MISSA) Social Security (Retirement) Insurance.
- RMI Basic Health Insurance Plan.
6.2.2 Workman’s Compensation (Line of Duty Injury)
- Definition: Line of duty injury is defined as incapacitation for duty resulting from injury sustained on-the-job and includes related medical treatment; line of duty injury also includes death resulting from an on-the-job injury.
- Pay Status: An Employee who suffers an on-the-job injury will be carried on the payroll with full pay status without charge to Sick Leave or any other leave until the Employee’s personal physician certifies that the Employee is fit to return to duty.
- Treatment: An Employee who is absent from duty for medical treatment of an on-the-job injury will be granted leave with pay and without charge to Sick Leave or any other leave.
- Part-Time duty: An Employee who is able only to work part-time or light duty during recuperation from an on-the-job injury shall receive full pay without charge to sick or any other leave for hours not worked. The Employee must present a statement of incapacitation for full-time duty from his personal physician in order to be eligible for pay for hours not worked.
- Right of Refusal: Employees shall not be obligated to accept duties they deem hazardous.
6.2.3 Liability Insurance.
The College shall provide general liability insurance to cover all Employees for acts carried out within the scope of their employment.
6.2.4 Employee Family Education Benefit Policy
- School Program in the RMI
In the interest of supporting able students and the families interested in advancing their educations, Employees are eligible to receive up to a total of $500 annually for the payment of tuition of their Dependent Child(ren) under the age of eighteen who attend a school program in the RMI. Where both parents are employees of the college, only one can claim this benefit. A Dependent Child for the purposes of this policy includes only a natural child and/or a child adopted pursuant to the RMI Adoptions Act 2002.- Criteria for approval
- The Employee must submit evidence of registration of the student (or students) for whom support is requested and a bill showing payment of all required tuition and fees to be eligible for reimbursement.
- Employees who request hardship status may be eligible for direct payment to the host school by submitting registration, evidence of all family income, and a bill all charges for the academic year from the host school and a balance due of no more than $500.
- The intent of this provision is to assure that the families have contributed fully to their children’s education prior to seeking College support.
- Only one application per school year is permitted and this must be submitted in the current fiscal year of the College.
- Criteria for approval
- Tuition waiver for CMI courses
Eligible Dependents may take up to twelve (12) credit hours each semester, for courses, excluding courses that are audited. Dependents enrolled as Dual enrollment students do not qualify for fee waiver as they are already covered in 1.- Criteria for Approval
- For the purpose of this benefit, Eligible Dependents means:
- Your lawful spouse (either by marriage or by common law in Marshallese custom); and
- Your unmarried child or children, including a child or children adopted pursuant to the RMI Adoptions Act 2002, who:
- chiefly relies on the Employee for support and maintenance; and
- who is under 25 years of age.
- The dependent must meet the College’s standard admissions criteria.
- The dependent must have applied for Pell, RMI Scholarship and any other available financial aid for which he or she may be eligible, and must report any financial aid received. To determine the amount to be waived, the College will deduct the amount of financial aid received from the amount of tuition due.
- The dependent is subject to all the College’s academic and student rules and regulations. Dependents who do not attain a grade of C or better in the course for which tuition has been waived forfeit their eligibility for tuition waivers and will be charged through payroll deduction the full cost of the course(s) tuition.
- For the purpose of this benefit, Eligible Dependents means:
- Criteria for Approval
6.2.5 Employee Disaster Relief Gift Contribution Policy
Through this policy, the College and its Employees join together to give gift contributions of cash to alleviate the suffering of a fellow Employee that has been caused by a Devastating Event. An Employee who has suffered a Devastating Event may apply to the Human Resources Director, or to his/her supervisor, to receive a gift contribution.
- College basic gift contribution
- When an employee experiences significant damage or destruction to his/her place of residence and or loss of essential personal possessions as a consequence of devastating event, the college shall contribute $1,000 to a gift fund account, earmarked for the employee for the purpose of reconstructing or repairing his/her place of residence and or replacing essential personal possessions.
- Temporary housing
- In the event that the employee’s place of residence is made uninhabitable by the devastating event, the college will place the employee (and immediate family) in an appropriate accommodation on campus (Uliga or Arrak), if an appropriate accommodation is available. The duration of such accommodation shall be at the discretion of the college, but not to exceed 30 days.
- Employee gift contributions
- Employees may contribute to the fund account established by the college for the employee who has suffered a devastating event.
- How employees may contribute their gift contribution
- Employees can contribute cash gift to the employee disaster relief fund by check or through payroll deduction.
- College matching gift contributions
- For every dollar gift contributed by an employee, the college will make a matching gift contribution up to a maximum of $1,000. Total college contribution (basic and matching gifts) to an individual employee gift fund account may not exceed $2,000.
- Management and distribution of gift contributions
- All contributions made by the college and employees shall be placed by the business office in an gift fund account earmarked for the employee who has suffered a devastating event. Distributions from the account shall be done in accordance with existing business office procedures.
- Definitions
- Devastating event – an event that is highly destructive or damaging to the employee’s place of residence rendering it unsuitable for decent living and or has caused the loss of essential personal possessions.
- Employee – a full time employee of the college of the Marshall Islands.
- Essential personal possessions – items essential for decent living such as clothes, cooking utensils bedding, etc.
- Gift fund account – the account established by the college’s business office in the name of the employee who has suffered a devastating event. College and employee gift contributions made to an employee who has suffered a devastating event will be deposited account earmarked for the employee and held for disbursement for the purpose of reconstructing or repairing the employee’s place of residence and or replacing essential personal possessions. Any funds remaining in the account subsequent to reconstructing or repairing the employee’s place of residence and or replacing essential personal possessions will be given as a cash gift to the employee who has suffered a devastating event.
- Place of residence – the place in which a person lives.
6.3 Additional Benefits
- Sum Insured: US$ 100,000 per Insured Person, or up to 6 x Annual Basic Salary whichever the lesser per Insured Person
- Free Cover Limit: US$ 100,000 to age 65 Excess benefits above the FCL: Prior to underwriters’ decision for cover following completion of medical underwriting, Accident only up to age 70 cover to apply in the interim, subject to an exclusion for pre-existing medical conditions that may deteriorate recovery from an accident, defined as any medical condition for which the Insured person has received treatment, consultations, advice, or medical diagnosis previous to the effective date of the policy.
- Late Retirement: To age 75, subject to employee having joined the employ of the Insured and been in continuous service since before 64th birthday and subject conditions stated by insurance provider.
Dependent Spouse: US$ 10,000 per Insured Person Dependent Child: US$ 5,000 per Insured Person
6.3.3 Health Insurance.- Basic Health Plan. All full-time permanent Employees are covered for medical care under the RMI Basic Health Plan. The cost of Basic Health Insurance is shared equally by the College and the Employee. Employees are responsible for any additional charges incurred but not covered under the Basic Health Plan.
- Supplemental Health Plan. Additional coverage is available under the Supplemental Health Plan at the Employee’s expense in the initial two years of employment with the College. After contract renewal at the two (2) year point, the College will assume the cost of Supplemental Health Insurance for Employees who choose to participate. Coverage does not include spouses or other dependents.
6.4 Extended Employment Benefits
The following may be added to an Employee’s contract as needed for recruitment incentive and Employee retention.
6.4.1 Housing
Policy
The College provides either housing or a housing allowance to full-time Employees recruited to positions open for internationally competitive expatriate recruitment and whose usual place of residence is outside of the Republic of the Marshall Islands. Housing benefits begin on the start date of the contract, continue throughout the employment relationship between the College and the Employee and end when the employment relationship ends.
Purpose
Housing benefit is part of the extended benefits package added to an Employee’s contract as needed for recruitment incentive and employee retention.
Definitions
Internationally competitive expatriate recruitment- Positions open normally for expatriate recruitment.
Housing Allowance. When College housing is not available, or if the eligible Employee chooses to live off campus, the College will pay the Employee’s rent directly to the Employee’s landlord, to a maximum of $750.00/month for a single renter, and to a maximum of $1000.00/month for two people sharing an accommodation when both people are under full-time contract with the College or up to $500 when the spouse/partner is working for another organization and also receiving a housing benefit. Administrators are eligible for a rental allowance of up to $900/month. Rent payment shall be made by the College Business Office directly to the landlord.
Lease Agreement. The Employee is responsible for the terms of the lease agreement including damages, lost deposits, and notice of vacation. The Human Resources Department will assist the Employee in the following:
- locating initial hire housing,
- noting and documenting the condition of the initial housing property at the time of move in, attaching any such documentation to the lease agreement,
- ensuring the landlord provides security features to the property that safeguards the employee,
- and representing the Employee in issues related to the maintenance of the property and property furnishings, deducting from the landlord’s rental payment for reimbursement of the Employee for expenses incurred by the Employee for maintenance and furnishing replacement expenses that are clearly the responsibility of the landlord.
Housing Security Deposit. In the event that a security deposit is required for the housing, the employee is responsible for the security deposit. However, the College will assist the employee by paying the deposit upfront up to $750 and the employee will reimburse the College through salary allotments over a period of 6 months. The Employee will be responsible for any valid claim against the security deposit by the housing landlord. Security deposits previously paid by the College are not transferable.
- Eligible for the transportation benefit are the full-time Employee, his or her spouse, and dependent children under eighteen (18) years of age. Dependents are required to reside in the Marshall Islands for a minimum period of 24 months to qualify for this benefit. If the Employee fails to complete the first year of employment the Employee is obligated to pay to the College an amount equal to the expense undertaken by the College in providing these benefits.
- On completion of the initial two year contract of employment the College shall provide repatriation transportation from the work location to the point of hire by the simplest, most economical and most direct route for the Employee, as well as the spouse and dependent children whose transport to the RMI was paid by the College upon hire by the College. Spouse and/or dependent child repatriation travel may take place any time after the Employee has completed the first year of his/her initial two year employment contract and up to ninety (90) days following the expiration of the Employee’s final contract with the College, or for a dependent child, the dependent’s attainment of age 25, whichever occurs first. Employee repatriation travel is provided only at the termination of the Employee’s final contract. Repatriation transportation includes ground travel from the point of hire to the nearest airport.
- If the Employee fails to complete his/her initial contract of employment then the College is not obligated to provide return transportation to the Employee, spouse and dependents. Moreover, the Employee is obligated to pay to the College an amount equal to the expense undertaken by the College in providing for the repatriation travel of spouse and/or dependents that may have occurred prior to the Employee’s completion of contract.
- Eligibility for repatriation travel pursuant to any renewal contract of employment subsequent to the initial contract of employment will be subject to the following Eligibility Conditions in the event that the Employee resigns prior to the end of the renewal contract:
| Employment Category | Eligibility Condition |
|---|---|
|
Faculty Employee |
Employee tenders a resignation at least 90 days before, and works through, the end of the semester in which the resignation is tendered. |
|
Staff (non-Faculty) Employee |
Provides at least sixty (60) days of notice of resignation. |
-
If the Employee fails to honor the above Eligibility Condition then the College is not obligated to provide return transportation to the Employee, spouse and dependents. Moreover, the Employee is obligated to pay to the College an amount equal to the expense undertaken by the College
- in providing for the repatriation travel of spouse and/or dependents that may have occurred prior to the Employee’s untimely resignation, and
- for any renewal incentives paid as a part of the incomplete renewal contract.
- The Employee must use the benefits described in the subsection within ninety (90) days of his or her final contract of employment or such benefits are waived.
6.4.3 Moving In Allowance
For newly hired full-time Employees who are recruited and hired from outside of the Republic of the Marshall Islands , the College will provide the Employee on arrival a $2,000 allowance that may be used at the Employee’s discretion to offset the cost of shipping and other expenses associated with the move to the RMI.
- The Moving In Allowance is subject to the following conditions.
- If the Employee fails to complete the first year of employment, then the Employee is obligated to pay to the College an amount equal to the expense undertaken by the College in providing these benefits.
- Employees are responsible for the complete arrangement of shipment and quarantine of their pets and may include it in their shipping allowance. However, the College takes no responsibility for the safety, health or transportation arrangements for Employee’s pets.
On completion of the initial contract of employment or any subsequent renewal contract of employment, full-time Employees who are recruited and hired from outside of the Republic of the Marshall Islands, will be reimbursed up to $2,500 to assist in the cost of removal of house and personal effects on repatriation. The following conditions apply:
- If the Employee fails to complete the initial employment contract or fails to meet the Eligibility Conditions of any subsequent renewal contract of employment, the College is not obligated to provide Repatriation Moving Benefits to the Employee, spouse or dependents.
- Repatriation Moving Benefits must be used within ninety (90) days of the Employee’s initial employment or contract termination or such benefits are waived.
6.4.5 Transportation and Relocation of Employees within the RMI
- Transportation
Once a contract for a Full-Time, Permanent Position is signed by an Employee who is hired from outside of Majuro or the Center to which they have been appointed, the College provides transportation from the point of hire to the job location by the simplest, most economical and most direct route for the employee as well as the spouse and dependent children. - Relocation allowance
The College will provide the Employee an allowance of $1,000 that may be used at the Employee’s discretion to offset the cost of shipping and other expenses associated with the move to their new work location. - On completion of employment and subject to meeting end of contract requirements, the College will provide transportation for the employee, spouse and dependents to their place of initial hire.
6.4.6 Retirement Savings Plan
The College will support an Employee Retirement Savings Plan by matching employee contribution in accordance with agreed employer contribution limits.
- Participation
- Plan Eligibility/Entry
Full time employees on permanent contracts are eligible after completing 6mths of service.
Employees can join the first day after completing the 6mths. - Employee Contribution Changes
Employees can make changes to their contribution on a quarterly basis
- Plan Eligibility/Entry
- Contribution
- Employee Contribution
Employees can contribute from as low as 1% to 100% of their pay. - Employer Contribution
The College will match employee contributions up to 3% commencing in 2021 and will cap at 10% by 2025 to be implemented as follows:
- Employee Contribution
| Year | Employer Contribution |
|---|---|
|
2021 |
3% |
|
2023 |
6% |
|
2024 |
8% |
|
2025 |
10% |
Example of Employer matching contribution:
| Employee Contribution | Employer Contribution |
|---|---|
|
1% |
1% |
|
2% |
2% |
|
3% |
3% |
|
4% |
3% |
- Plan Vesting
The Employee will always be 100% vested in their contribution. For Employer Contribution, this schedule will apply:
- Plan Vesting
| Employee Contribution | Employer Contribution |
|---|---|
|
1 |
0% |
|
2 |
20% |
|
3 |
40% |
|
4 |
60% |
|
5 |
80% |
|
6 |
100% |
