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Adjunct Professors Health Benefits

 

Cost of Coverage (Rate Sheet):

Welcome to Spring 2026 Open Enrollment!


Open Enrollment Period: February 23, 2026 - March 20, 2026

Eligible employees may enroll within the first four (4) weeks of the of the Fall or Spring semester. The current open enrollment period is February 23 – March 20, 2026. Open Enrollment changes made during this period will be effective February 1, 2026, and the first payroll deduction will be processed on the April pay warrant.

Available health plan options may be reviewed under the Medical Coverage and Dental Coverage drop-down menu below.

Eligibility guidelines can be viewed in the drop-down menu below.

KEY ENROLLMENT INFORMATION:

  • If you take no action during the open enrollment period, your current health benefit plans will remain in effect; however, the Fall 2025/Spring 2026 premium rates will apply.
  • If you would like to make changes to your current medical or dental plan, you may complete and submit the information described below during the open enrollment period.

Cost of Coverage (Rate Sheet):

ENROLLMENT INFORMATION AND ASSISTANCE:

Kaiser Medical and CIGNA Dental Enrollment Forms are available under the Enrollment Forms drop-down menu below.

  • Completed forms and dependent verification documents may be submitted securely through Dropbox.
    • Dropbox Upload Link: https://dropbox.mtsac.edu
    • To (Recipient): hrbenefits@mtsac.edu
    • Examples of Required Dependent Documents:
      • Natural-born, adopted, and stepchildren under age 26: Legal Birth Certificate or Legal Adoption Documentation
      • Spouse/Registered Domestic Partner: Government-issued marriage certificate/certificate of Registered Domestic Partnership

If you have any additional questions, please feel free to contacthrbenefits@mtsac.edufor assistance.

    • District Contribution

      Effective July 1, 2025, the District contribution shall be proportional to the contribution made by full-time faculty members toward their respective out-of-pocket premium costs. The annual District contributions towards the premiums for each eligible adjunct professor are a maximum annual pool of $1,417,000.

    • Eligibility

      All adjunct professors who qualify under the Affordable Care Act are considered eligible adjunct professors under section 8.G.1 and are not subject to the maximum annual pool limitation. Otherwise, to be eligible for this program, the employee:

      • Must have served the District as an adjunct professor for a minimum of four (4) consecutive semesters, not including summer/winter intersessions, prior to applying for medical and/or HMO dental benefits described herein;
      • Must not be receiving medical or dental insurance coverage through another employer, either directly or as a spouse, domestic partner, or dependent; and
      • Must comply with all requirements and procedures of the carrier for enrollment and maintenance of coverage.
      • A break in service of greater than two (2) years will nullify eligibility.
      • Credit adjunct faculty professors must be scheduled to teach at least twenty percent (20%) or 3 LHE of a full-time load.
      • Noncredit adjunct professors must be scheduled to teach at least six (6) hours per week for each primary term.

      Minimum Load Requirements: The employee must meet the minimum load requirement each term to qualify for the programs described above. The parties agree that the District’s primary responsibility regarding scheduling professors and classes is to best meet the needs of students and programs, and that this medical benefits program does not obligate the District to maintain any professor’s load at any minimum level from one term to another.

    • Application

      The premiums shall be paid through a tax-free payroll deduction each month of coverage in a term, up to a maximum of four (4) months per semester. The employee must enroll within four (4) weeks of the start of the employee’s assignment in the fall or spring term of eligibility. If the enrollment deadline is not met, the eligible employee may apply for this benefit in the subsequent semester.

      The employee may choose insurance for one party, two-party or family coverage, but the cost of the employee portion of the eightly premium must not exceed the employee’s net pay at the time the coverage takes place. If at any time the employee’s portion of the premium exceeds the employee’s net pay, the employee must pay the District the total expected shortfall for the term within thirty (30) days of notification. Failure to make the required payment will result in termination of the coverage.

      Participation in this program shall not make the employee eligible for the District’s Retiree Medical Program.

    • Enrollment Forms
    • Medical Coverage

      Kaiser Permanente Traditional HMO - $10 office visit; RX $5-10$10

    • Dental Coverage

      Adjunct professors eligible for insurance as listed in 8.G.2 may choose to participate in an HMO group dental plan through the College at the cost of the professor.

      Cigna Dental HMO

    • Cigna Programs and Services

      Healthy Rewards Programs and Services for Cigna Members

    • Flexible Spending Accounts
      The District shall offer flexible spending accounts (FSA's) for medical, dental, vision and/or dependent care to adjunct and continuing education professors who have three (3) or more years of service and are working at least an average of 40% or 6 LHE of a full-time teaching load.
    • Health Services Access

      Adjunct faculty will have access to Student Health Services. The Adjunct Faculty Health and Welfare pool will pay for the services prior to redistribution to enrollees, in an annual amount not to exceed $25,000 as long as the total amount allocated does not exceed the maximum annual pool as outlined in Article 8.G.1.

      The District shall provide additional funding in an annual amount not to exceed $25,000 to provide mental health services for adjunct professors through Student Health Services.

    • Employee Assistance Program (EASE)

      EASE is a specialized program available to employees - paid for by the District that offers confidential help (no charge to you) for matters such as:

      • Family troubles with spouse or children
      • Emotional distress
      • Drug/alcohol problems
      • On-the-job anxieties and stress
      • Grief, loss, and transitions

      EASE services are not only for you, but also your immediate family members too.  For detailed information regard the EASE Program, please see attached link.

      Employee Assistance Program Flyer

    • Disclaimer
      The parties agree that the District shall not be held responsible for conditions imposed by regulatory agencies or insurance carriers that are beyond the control of the District.