Administrative & Academic Faculty Benefits Information

New: Long Term Disability (LTD) Program

Beginning January 1, 2024 academic and administrative faculty employed at 50% FTE or more will be covered under an employer-sponsored LTD program.

Learn More

campus overview

Congratulations and Welcome to Western Nevada College. Below is a summary of the benefits you are entitled to in accordance with your employee classification. The information provided is intended to help you understand our health insurance options, mandatory retirement plan and voluntary supplemental benefits.


Health insurance is provided for the employee through the State of Nevada Public Employees’ Benefits Program (PEBP). Note: For new faculty, coverage begins on the first day of the first full month of employment.

The plans offered are Consumer Driven Health Plan (CDHP-PPO), Low Deductible (LD-PPO), or Exclusive Premier Plan (EPO). The plan includes medical, dental, vision, and term life insurance. Spouse/Domestic partner and dependent coverage is also available; dependent coverage is paid 100% by employee.

For additional information and for a complete overview of the health insurance benefits that are provided, visit the Public Employee Benefits Program website. Enrollment must take place within 30 days of your start date or five (5) days from date your receive enrollment information from PEBP.

Public Employee Benefits Program

HSAs are tax-exempt accounts that are coupled with high deductible health plans. They are employee-owned interest bearing/investment accounts that allow an individual to pay for qualified health care expenses on a pre-tax basis. HSA funds carryover from year-to-year and belong to the employee even if the employee terminates employment, retires or ceases to participate in the CDHP-PPO plan. HSA contributions will be reported by your employer to you and the IRS on form W-2 in box 12 using code W. You will be required to report contributions to and distributions from your HSA on your annual tax return using form 8889 (see IRS Publication 969). EPO/HMO and LD-PPO participants are not eligible to have an HSA or HRA. Additional information regarding HSA is available at the HSA Bank website.

HRAs are accounts established for individual participants but owned by PEBP. The funds in an individual’s HRA can be used to pay for qualified health care expenses. HRA funds carryover from year-to-year subject to maximum carryover limitations that may be set by the Board in the future. If you terminate your coverage or choose a different plan, the funds in your HRA revert back to PEBP. HRA contributions and distributions are not reported to the IRS. EPO/HMO and LD-PPO participants are not eligible to have an HSA or HRA. Additional information regarding HSA is available at the HSA Bank website.

This is an employer-sponsored benefit plan that allows employees to pay for health insurance and some supplemental insurance premiums with pre-tax dollars. This plan includes a medical expense reimbursement account and dependent care account that allows employees to pay for unreimbursed medical expenses and dependent care expenses with pre-tax dollars.

Professional staff who are hired at 50% FTE or more must contribute to a defined contribution plan. Beginning with the effective date of the contract, the faculty member and WNC pay contributions of approximately 15.50% each. The employee's contribution is made on a pre-tax basis and along with WNC’s contribution is put into a 401(a) account. Staff members direct the investments in the account. The plan provides for immediate vesting. The employee’s account may be 100% cashable upon termination of employment, (subject to IRS provisions), while the employer account WNC contributes does allow cash ability upon termination and reaching age 55. If you terminate within the first five years of employment, both account balances may be withdrawn.

Employees who come to WNC already participating in the Public Employees Retirement System (PERS) are required to continue in that retirement system.

No state income tax in Nevada.

Employee pays 1.45% matched 100% by the employer. No contribution is made to Social Security.

Workers’ compensation is paid 100% by the employer. It covers employees in the event of work-related injuries. It is important to know the procedures to follow to make sure claims are processed appropriately and in a timely manner.

Legal Plan

Critical Illness Plan Auto Policies Buy-Up Vision Home Policies Accident Plan

Long Term Disability Pet Insurance

Short Term Disability Long Term Care Hospital Indemnity Plan

Voluntary Life Insurance

MetLaw can give you easy access to experienced, participating attorneys, plus a wide range of covered legal services for a low monthly fee. You may enroll in this plan as a new hire within 60 days of your start date or once a year during open enrollment in

May. You will be required to remain in the plan for the remainder of the plan year (plan year for MetLaw runs July 1 through June 30 of each year). For more information, please visit Hyatt Legal Website (a MetLife Company). Choose “Learn About your Legal Plan” and use METLAW as the password.

In addition to the mandatory retirement, three Voluntary Retirement Plans are available. Each plan has a basic annual contribution limit. All voluntary retirement contributions are made through payroll deductions.

The 403(b) Tax Sheltered Annuity plan allows pre-tax dollars to be set-aside for retirement.

The Roth 403(b) Tax Sheltered Annuity plan allows for after-tax dollars to be set aside for retirement. If the distributions are made after the age of 62 and the account has been open for at least five years, your withdrawals may be tax-free.

The Deferred Compensation 457 plan is designed to supplement your other retirement savings and pensions. Contributions are made pre-tax and investment earnings are tax-deferred or you may invest on post-tax (Roth) basis and your investment earnings will be tax free upon eligible withdrawal.

Faculty can take up to six credits per semester at a reduced rate. Dependents of faculty can take unlimited credits, but in order to be eligible, children must be unmarried and under the age of 24 and must receive at least 50% of their financial support from the employee and/or employee’s spouse. For more information visit the Grant-in-Aid section of the Board of Regents Handbook.

Employees request Grant-in-Aid through Workday. Please see the NSHE Grant-in-Aid Job Aid for instructions [Workday login required].

WNC employees are offered an employee assistance program. The program is strictly voluntary and confidential, and can help you or any member of your immediate family with confidential assessment, problem identification, personal and work-related issues. EAP is accessible by telephone twenty-four hours a day, seven days a week. For more information, brochures are available in the WNC Human Resources Office or visit their website GuidanceResources Online and enter our “Organization Web ID”: WNCEAP to find out how ComPsych can help.

The fitness center is located in the Dini Building and available for employee use at no cost.

Upon hire, "A" and "B" Contract employees accrue 30 days of sick leave for the first year of employment. After one year, sick leave will accrue at the rate of 2 days per month up to a maximum of 96 days at the end of the fiscal year. Sick leave accrual is prorated for employee with less than full time FTE.

"A" Contract ONLY employees accrue 2 days per month up to a maximum of 48 days at the end of the fiscal year. Annual leave accrual is prorated for employee with less than full time FTE.

Two-thirds salary for one year or full salary for six months upon approval by the appropriate committee (Sabbatical or Faculty Development Program). An academic faculty member may be granted either a sabbatical or a faculty development leave once every seven years.

The Nevada Legislature sets up the holiday schedule. The following are legal holidays:

  • New Year’s Day
  • Martin Luther King, Jr.'s  Day
  • President’s Day
  • Memorial Day
  • Juneteenth Day
  • Independence Day
  • Labor Day
  • Nevada Day
  • Veterans' Day
  • Thanksgiving Day and Family Day
  • Christmas Day

When January 1, June 19, July 4, November 11, or December 25 falls on a Saturday, the preceding Friday is the observed legal holiday. If these days fall on Sunday, the following Monday is the observed holiday.

Our partnership with Greater Nevada Credit Union (GNCU) gets WNC employees access to GNCU's Financial Wellness Center which includes financial wellness webinars, knowledge, and resources. WNC employees can also participate in their Community Heroes and Perks programs which include cash bonuses and credits.


 For current policies and procedures, refer to the Policy Manual on the WNC website. Chapter 4 includes the Human Resources policies.


 As an employee you may view your employment status, benefit elections, update your W4 tax elections, review your payslip, change your contact information and more all from the convenience of your computer or mobile device by logging into your Workday account. Upon hire, you will receive a MyWNC Anywhere username and password to access the program


NSHE's personalized benefits plans provide you with the care, coverage, and peace of mind you need to live, grow, and succeed.

Visit BCN’s Benefits & Wellness pages for more information.

Please Note: The benefits and rates listed above are subject to change without prior notice.