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.

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.

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 17.50% 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 If you terminate within the first five years of employment, both account balances may be withdrawn.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.

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.

This classified employee benefit covers a maximum of six credits per semester at any NSHE institution. A maximum of four credits per semester can be taken as job required. The remaining two credits or all six credits may be taken as job related or career/personal development courses. Reimbursement will be made after the courses are successfully completed with a grade of "C" or above (or "pass" in the case of pass/fail courses). Courses taken for audit are not eligible for tuition reimbursement. If the employee does not pass the class with a "C" or above, he/she will be responsible for all costs associated with the class. Classified employees must be .50 FTE or more and have been employed as a classified staff member at least six months before the start of the semester. Information is available by reviewing Policy Number 4-3-8. 

The Classified Family Grant-in-Aid program provides education benefits for the eligible spouses, domestic partners, and dependents of classified employees. The benefit covers an unlimited number of credits at Western Nevada College. Classes must be for-credit and included in the weighted student credit hour calculation. Information is available by reviewing Policy Number 4-3-9. 

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.

Classified employees accrue 10 hours of sick leave per month which may be used for qualifying events as soon as it is accrued.

Leave is prorated for less than full time FTE.

Classified employees accrue 10 hours of annual leave per month. Accrued annual leave may be used after six (6) months of employment. After 10 years of continuous service, an employee will earn up to a maximum of 12 hours per month. After 15 years of continuous services, an employee will earn up to a maximum of 14 hours per month. An employee can carry up to a maximum of 240 hours into each new calendar year. Leave is prorated for less than full time FTE.

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.

The Classified Employee Handbook provides a ready reference to the terms and conditions of your employment with the State of Nevada.