Benefits at a Glance

Health Benefits

The NJDPB has partnered with Businessolver to offer an online benefit enrollment tool called Benefitsolver. Employees will be able to log into Benefitsolver by accessing the link provided below “mynjbenefitshub” portal to make changes to medical plans.  Benefitsolver is an online benefits enrollment tool that provides you with 24/7 access to information about your health benefits to make your elections during open enrollment, as well as to make any midyear changes for life events.

  • Navigate to mynjbenefitshub.nj.gov and click Register. For detailed instructions on how to access your benefits please click on the following link: HOW TO ACCESS mynjbenefitshub

  • Enter your SSN, Date of Birth and Zip Code to create your username and password.

  • Company key is: SHBP/SEHBP

Employees who waive medical coverage may be eligible to receive an incentive payment equal to approximately 25% of the monthly premium for the Garden State Plan (Single Coverage), up to a maximum of $3,000 for Single coverage or $5,000 for Employee + One or Family coverage. Employees will receive the lesser amount, whichever is lower.

The College offers a variety of medical health benefit plans through Horizon Blue Cross Blue Shield of New Jersey and Aetna under the New Jersey Educators Health Plan (NJEHP). These plans provide comprehensive medical and prescription drug coverage through the MMRx program.

Horizon Health Plans

Horizon NJEHP MMRx
A comprehensive health plan offered through Horizon Blue Cross Blue Shield of New Jersey under the New Jersey Educators Health Plan (NJEHP). This plan includes medical and prescription drug coverage and is designed to provide quality, cost-effective healthcare services to employees and their eligible dependents.

 Horizon NJ DIRECT 10 MMRx
A traditional PPO-style plan offering broader provider access and out-of-network benefits. This plan is no longer available to employees hired on or after July 1, 2019.

Horizon NJ DIRECT 15 MMRx
A traditional PPO-style plan similar to NJ DIRECT 10, with comprehensive medical and prescription coverage. This plan is no longer available to employees hired on or after July 1, 2019.

Aetna Health Plans

Aetna GSHP MMRx (Garden State Health Plan)
A cost-effective health plan option that provides medical and prescription drug coverage through Aetna’s network, designed to offer quality care while helping manage healthcare costs.

Aetna Freedom 10 MMRx

A PPO-style medical plan that provides flexibility in choosing providers, including out-of-network coverage. This plan is no longer available to employees hired on or after July 1, 2019.

Aetna Freedom 15 MMRx
A PPO-style plan similar to Freedom 10, offering comprehensive medical and prescription coverage with provider flexibility. This plan is no longer available to employees hired on or after July 1, 2019.

Health Benefits Contribution Calculator

Included below is a link to the “Health Benefits Contribution Calculator” to help you estimate the cost of your medical benefit plan. This calculator is a valuable tool for understanding your estimated payroll contributions, allowing you to make informed decisions regarding your health coverage. .

Please note that the current calculator reflects 2026 contribution rates. Employees will be notified when the 2027 calculator becomes available so they can review projected contribution changes and plan accordingly for the upcoming plan year.

Why This Tool Is Important

As healthcare costs continue to rise, employee contributions, particularly for the Direct 10 and Direct 15 plans—have increased significantly over time. It is important to compare all available medical plans and carefully evaluate which option best fits the needs of you and your family.

Please remember that once you enroll in a medical plan, changes generally cannot be made during the plan year unless you experience a qualifying life event. Using the contribution calculator before enrolling can help you better understand your expected costs and avoid unexpected expenses.

Important Plan Considerations

  • The Aetna Garden State Health Plan may offer the lowest employee contribution costs; however, coverage is generally limited to providers within the State of New Jersey, except in emergency situations where in-network care is not available.

  • Employees hired before July 1, 2019, who move to a lower-cost medical plan may still have the option to return to the Direct 10 or Direct 15 plan during a future Open Enrollment period if their healthcare needs change.

We strongly encourage all employees to review plan options carefully, compare provider access and costs, and select the plan that best meets their healthcare needs.

To better understand plan terminology, please refer to the Glossary of Insurance Terms.

Glossary of Insurance Terms

  • Coinsurance: The percentage of costs you pay after you’ve paid your deductible. For example, if your plan has a 20% coinsurance, you pay 20% of the cost of a service, and your insurance pays 80%.

  • Copayment (Copay): A fixed amount you pay for a covered health care service, usually when you receive the service.

  • Out-of-Pocket Maximum: The most you have to pay for covered services in a plan year. After you reach this amount, your plan pays 100% of covered services.

  • Formulary: A list of prescription drugs covered by a prescription drug plan.

  • Preferred Brand Drugs: Brand-name drugs that are preferred by your insurance plan because they are cost-effective and effective for treating certain conditions.

  • Non-Preferred Brand Drugs: Brand-name drugs that are not preferred by your insurance plan, often because there are more cost-effective alternatives available.

  • Generic Drugs: Medications that have the same active ingredients as brand-name drugs and are typically less expensive.

Additional Resource

How to use the calculator:

When using the plan calculators, you will be prompted to answer several questions. Please select the responses below to ensure accurate results:

  • For Employee Type, select “Local Education” from the dropdown menu.

  • For Prescription Plan, choose “Prescription Drugs Coverage included with your SEHBP medical plan.”

Enter the requested information, select the plans you want to review, and click “COMPARE” at the bottom of the page.

2026 Horizon Calculator

2026 Aetna Health Benefits Calculator

Always review all available options carefully to ensure you select the medical plan that best fits your needs and those of your family.

NOTE: Please note that the current calculator reflects 2026 contribution rates. Employees will be notified when the State of New Jersey makes the 2027 calculator available for viewing. Bergen Community College does not update or reset the calculator; it is provided by the State. Once we receive notification from the State that the 2027 calculator is available, employees will be informed to review projected contribution changes for the upcoming plan year.

Delta Dental

The college offers two comprehensive dental options that are COMPLETELY FREE for Employee only and Employee plus one eligible dependent! The College offers employees a choice of dental coverage through Delta Dental of New Jersey, providing access to preventive, basic, and major dental services for employees and their eligible dependents.

  • Delta Dental Plus Premier plan option PPO (Preferred Provider Organization)

The Delta Dental PPO Premium Plan offers flexibility and choice by allowing members to visit any licensed dentist; however, employees will receive the greatest savings when using an in-network Delta Dental PPO provider. This plan includes coverage for preventive services such as routine cleanings, exams, and X-rays, as well as restorative and major services, including fillings, crowns, root canals, and other dental procedures. Members also benefit from lower out-of-pocket costs when receiving care from participating providers.

Coverage Costs Per Pay Period:

  • Employee Only: No Cost
  • Employee + 1 Eligible Dependent: No Cost
  • Employee + 2 Dependents / Family: $35.77 per pay period

PPO Delta Dental Plan (PPO Plus Premier)

DeltaCare USA (DHMO)

Effective January 1, 2026, the College introduced the DeltaCare USA Plan, replacing the former Delta Dental Flagship Plan. DeltaCare USA is a prepaid dental plan (DHMO) that provides comprehensive dental coverage through a fixed copayment schedule, making costs more predictable for employees and their families.

Under this plan, members must select a participating primary care dentist from the DeltaCare USA network and receive care through that provider for maximum coverage. The plan includes preventive care, diagnostic services, and many restorative procedures, with set copayments for covered services. In addition, the plan offers coverage for implants and orthodontic services for both children and adults.

Coverage Costs Per Pay Period:

  • Employee Only: No Cost
  • Employee + 1 Eligible Dependent: No Cost
  • Employee + 2 Dependents / Family: $18.28 per pay period

DeltaCare USA Dental Plan

United Healthcare Vision 

The College offers a comprehensive UnitedHealthcare (UHC) Vision Plan designed to help employees and their eligible family members maintain healthy vision through routine eye exams, prescription eyewear, and access to a large network of vision care providers — all at no cost to employees and their eligible dependents.

One of the many conveniences of the UHC Vision Plan is that ID cards are not required when visiting an in-network provider. Employees simply need to provide their Social Security number (SSN) at the time of service for eligibility verification.

Finding an In-Network Provider

Employees can easily locate an in-network vision provider by visiting the UHC Vision website and using the “Provider Quick Search” feature located on the right side of the homepage. You can search by ZIP code or provider name without the need to register for an account.

Why Register on the UHC Vision Website?

Employees are strongly encouraged to register on the UHC Vision website, as it is a valuable tool for managing vision benefits. Once registered, employees can:

  • View their specific vision plan details
  • Check eligibility for new glasses or contact lenses
  • See when they are due for their next eye exam
  • Monitor how much of their vision benefit has been used
  • Access additional plan information and resources
  • Print a vision ID card directly from the website if desired

Important Registration Tip:  When registering, please use your Social Security number (SSN) as your ID number.

Helpful Resources

Flexible Spending Accounts FSAs

Flexible Spending Accounts are a convenient, pre-tax way to pay for eligible out-of-pocket health care, dependent care, and transit expenses.  Based on elected contributions, monies from each paycheck are deposited into your account(s) before federal income, Social Security and Medicare taxes are withheld to be used for eligible expenses using the before-tax dollars from your account(s).  Participation in the plans is voluntary.  Bergen Community College offers the following Section 125 Flexible Spending Accounts through Further:

IRS Limit for 2026: $3,400 –  Health Care FSA   

IRS Limit for 2026: $7,500 –  Dependent Care FSA

Member Sign in -Scroll to the bottom left-hand side of the screen and click on “Horizon My Way,” located next to the piggy bank image.

 

Commuter Benefits

The College offers a Commuter Benefits Program, allowing employees to save money on work-related commuting expenses through pre-tax payroll deductions. This valuable benefit helps employees reduce taxable income while making everyday commuting costs more affordable.

Employees can set aside pre-tax dollars to pay for eligible mass transit and parking expenses associated with their daily commute to and from work. There are two commuter account options available, and employees may enroll in one or both depending on their commuting needs.

Available Commuter Accounts

Mass Transit Account
Use pre-tax funds to pay for eligible public transportation expenses, including:

  • Bus fares and passes
  • Ferry services
  • Train and subway fares
  • Eligible vanpool fees (must include six or more adult passengers)

Parking Account
Use pre-tax funds to pay for eligible parking expenses, including:

  • Parking at or near your workplace
  • Parking at locations where you access public transportation for your commute

2026 Contribution Limits

Employees may choose a monthly contribution amount through payroll deduction, up to the IRS maximum of:

  • $340 per month for Mass Transit Expenses
  • $340 per month for Parking Expenses

These limits are separate, meaning employees who qualify may contribute to both accounts simultaneously, maximizing their pre-tax savings.

Flexible Enrollment

One of the greatest advantages of the Commuter Benefits Program is flexibility. Employees can generally enroll, stop participation, or change contribution amounts at any time during the year, allowing them to adjust elections as commuting needs change.

Non-Eligible Expenses

While many commuting expenses qualify, the following expenses are not eligible for reimbursement:

  • Tolls
  • Taxi or rideshare services
  • Gas/Fuel
  • Mileage expenses

The Commuter Benefits Program is a valuable way for employees to save money on commuting costs while lowering taxable income, making daily travel to and from work more cost-effective and convenient.

Show me how to do OCA Commuter Benefits  If you wish to enroll, go to MYADP.COM portal under view my benefits.

For more information on Parking and Transit please review the Transit FSA – FAQ and Transit FSA Information.

Employee Assistance Program (EAP)

The College is committed to supporting the overall well-being of employees and their families through the Employee Assistance Program (EAP), administered by Magellan Healthcare. This valuable benefit is provided at no cost to employees and offers confidential support for a wide range of personal, family, and work-related concerns.

The EAP provides employees and their eligible household family members with access to mental health services, professional counseling, and support resources designed to help navigate life’s challenges and improve overall wellness. Whether dealing with stress, anxiety, depression, grief, relationship concerns, work-life balance, financial pressures, or family matters, employees have access to experienced professionals who can provide guidance and support.

Key Benefits of the Employee Assistance Program:

  • Confidential Counseling Services for emotional, mental health, and personal concerns
  • Support for Employees and Eligible Family Members at no cost
  • Work-Life Resources including assistance with family, caregiving, and everyday life challenges
  • Mental Health and Emotional Wellness Support to promote healthy, productive lives
  • Referrals to Specialized Services and Community Resources when additional support is needed
  • 24/7 Access to Resources and Assistance

The Employee Assistance Program is an important part of the College’s commitment to employee wellness, recognizing that personal well-being directly impacts professional success. Employees are encouraged to take advantage of this high-value benefit, which provides professional support, peace of mind, and access to helpful resources whenever needed.

Supplementary Benefits

In addition to medical, dental, and wellness benefits, the College offers a variety of voluntary supplementary benefits designed to provide employees and their families with added financial protection and peace of mind. These optional plans can help offset unexpected expenses related to accidents, illness, hospitalization, or loss of income.

Employees have the opportunity to purchase additional coverage through Aflac Insurance, with select benefits also available through Prudential for eligible union employees.

Aflac Insurance – Voluntary Benefits

Through Aflac, employees may elect supplemental coverage options that provide financial assistance when unexpected medical situations arise. These plans are designed to help cover expenses that traditional medical insurance may not fully pay for.

Available voluntary plans may include:

  • Accidental Death Coverage – Provides financial protection for beneficiaries in the event of a covered accidental death.
  • Cancer Care Coverage – Helps offset costs associated with cancer treatment, screenings, and related expenses.
  • Hospital Indemnity Coverage – Provides cash benefits for covered hospital admissions, stays, and related medical events to help ease financial burdens during recovery.

These voluntary plans can provide valuable supplemental protection by helping employees manage out-of-pocket costs and maintain financial stability during difficult or unexpected situations.

Prudential NJEA Income Protection Program

(Union Employees Only)

Eligible union employees may also have access to the Prudential NJEA Income Protection Program, which offers additional financial security through income protection benefits. This program is designed to help safeguard employees against potential loss of income due to qualifying circumstances and may include disability-related protections available through union participation.

Employees are encouraged to review available supplementary benefit options to determine which plans best fit their individual and family needs. These benefits provide an added layer of financial protection and can be an important resource during life’s unexpected events.

Employee Perks and Discount Programs

The College is pleased to offer employees access to an Employee Perks and Discount Program, providing valuable savings on everyday purchases, travel, entertainment, and essential services. This benefit is designed to help employees maximize their purchasing power and enjoy exclusive discounts typically not available to the general public.

Through the Perks Discount Program, employees can access exclusive offers and special pricing on a wide range of products and services, making it easier to save money on both everyday needs and special occasions.

Program Benefits Include Discounts On:

  • Travel and Vacations – Hotels, flights, rental cars, cruises, and vacation packages
  • Electronics and Technology – Computers, mobile devices, appliances, and popular electronics brands
  • Entertainment – Movie tickets, theme parks, attractions, concerts, and sporting events
  • Auto Care and Services – Vehicle maintenance, repairs, tires, and automotive discounts
  • Household Services – Home improvement, cleaning services, moving assistance, and more
  • Retail Shopping and Everyday Savings – Exclusive discounts on a variety of products and services

This program provides employees and their families with a convenient way to save money throughout the year while enjoying access to a broad range of discounts and special offers. Employees are encouraged to take advantage of this high-value benefit, which can lead to meaningful savings on purchases they already make every day.

Pension Plans

Alternate Benefit Program (ABP)

The Alternate Benefit Program (ABP) is a tax-sheltered, defined contribution retirement plan available to eligible higher education faculty, instructors, and administrative staff.

Key Features:

  • Employee contribution of 5% of base or contractual salary
  • Employer contribution of 8% of salary
  • Contributions are invested in a tax-deferred retirement account
  • Employees are 100% vested after 13 months of employment

Additional Benefit:

  • Automatic enrollment in group life insurance coverage
  • Life insurance benefit equals 3.5 times the employee’s annual salary

The ABP offers employees the ability to build retirement savings through individual investment choices while benefiting from employer contributions.

 

Alternate Benefit Program (ABP) Summary (PDF)

Public Employees’ Retirement System (PERS)

Employees not eligible for the ABP may be eligible for the Public Employees’ Retirement System (PERS). NJ PERS is a defined benefit retirement plan for public employees in New Jersey, such as state, county, municipal, and school board employees. Retirement benefits are calculated using a formula and are guaranteed by the State, not based on investment performance.

  •   Vesting: 10 years

  • Tiers are determined by the employee’s date of enrollment

  • PERS provides retirement benefits and life insurance benefits paid to the employee’s beneficiary

  • The life insurance benefit equals three times the annual base salary

Public Employees’ Retirement System (PERS)

Employees who are not eligible for ABP may participate in the Public Employees’ Retirement System (PERS), a defined benefit pension plan for eligible New Jersey public employees.

Key Features:

  • Retirement benefits are calculated using a state-defined formula
  • Benefits are guaranteed by the State of New Jersey, not dependent on investment performance
  • Vesting requirement: 10 years of service
  • Retirement eligibility and benefits vary based on pension tier (determined by enrollment date)

Additional Benefit:

  • Life insurance coverage equal to three times the employee’s annual base salary
  • Benefits are payable to designated beneficiaries upon eligibility

PERS provides a stable, long-term retirement benefit based on service and salary history.

Public Employees’ Retirement System (PERS) Summary  

Defined Contribution Retirement Program (DCRP)

The Defined Contribution Retirement Program (DCRP) applies to certain employees who do not qualify for ABP or PERS, or who meet specific salary or eligibility thresholds.

Key Features:

  • Required enrollment for employees who:
    • Earn approximately $5,000 or more annually but do not meet PERS/TPAF eligibility requirements, or
    • Exceed certain pension salary limits
    • Include some elected or appointed positions
  • Contributions are made to an individual investment account
  • Retirement benefits are based on contributions and investment performance, not a fixed pension formula

The DCRP provides a portable retirement savings option for employees who do not qualify for traditional pension plans.

Defined Contribution Retirement Program

Pension Contribution Limits for 2026 – 403(a), 403(b), 457(b) and Roth

2026 Retirement Limits Including Employer Contributions

Important:, your Roth election is NOT extra money. Roth is simply a tax choice inside your 403(b) or 457(b) limit.

The combined total cannot exceed the annual limit.

Mandatory Limit
401(a): $72,000 (Pre-Tax) Includes 5% Employee Contribution and 8% Employer Match

Tier 1: Age 49 and Under
Voluntary Paycheck Contributions
403(b): $24,500 (Pre-Tax, Roth, or a Mix of Both)
457(b): $24,500 (Pre-Tax, Roth, or a Mix of Both)
Total Voluntary Maximum: $49,000

Tier 2: Ages 50 to 59
Voluntary Paycheck Contributions
403(b): $32,500 (Pre-Tax, Roth, or a Mix of Both) Includes $8,000 Catch-up
457(b): $32,500 (Pre-Tax, Roth, or a Mix of Both) Includes $8,000 Catch-up
Total Voluntary Maximum: $65,000

Tier 3: Ages 60 to 63
Voluntary Paycheck Contributions
403(b): $35,750 (Pre-Tax, Roth, or a Mix of Both) Includes Super Catch-up: $11,500
457(b): $35,750 (Pre-Tax, Roth, or a Mix of Both) Includes Super Catch-up: $11,500
Total Voluntary Maximum: $71,500

Tier 4: Age 64 and Older

Voluntary Paycheck Contributions

403(b): $32,500 (Pre-Tax, Roth, or a Mix of Both) Includes Standard Catch-Up: $8,000

457(b): $32,500 (Pre-Tax, Roth, or a Mix of Both) Includes Standard Catch-Up: $8,000

Total Voluntary Maximum: $65,000

CERTAIN LIMITS CHANGE EVERY CALENDAER YEAR

Qualified Retirement Plans and Deferred Compensation Contribution Limits for 2026 – 403(a), 403(b), 457(b) and Rothension Plans – 401(a), 403(b), 457(b) and Roth

The Four Rules

  • The 401(a)
    The Rule: Your participation is tied directly to your salary. You are required to contribute 5% of your base salary into this box. In return, your school district matches that by contributing a massive 8% on top.
    The Math: If your salary is $75,000, you put in $3,750, and the school gives you $6,000 of completely free money per year.

  • The 403(b)
    The Rule: This is your primary voluntary savings box. You fund it directly from your paycheck. The catch is that it is locked until you are 59½. If you pull money out early, you pay a 10% penalty fee.

  • The 457(b)
    The Rule: This is a second voluntary savings box you fund from your paycheck. It keeps its superpower: There is no 10% early withdrawal penalty. If you quit, retire early, or leave your NJ school district at any age, you can access this money penalty-free.

  • The Roth IRA
    The Rule: You pay your taxes normally today. Because you pay up front, the money grows completely tax-sheltered, and your withdrawals in retirement are 100% tax-free.

Steps for Public Employee Retirement System (PERS) or Alternate Benefits

To begin the retirement process, employees must first submit a written retirement request to their manager, ensuring that Human Resources and Benefits groups are copied on the correspondence. Please note that all retirements must be effective on the 1st of the month; for faculty members, the effective date must be either February 1st or July 1st. Once the request is submitted, retirees should carefully review all retirement documents and complete all necessary action forms.

Alternate Benefits Program (ABP): Employee must complete the Application for Retirement. Part 1 — TERMS AND CONDITIONS OF RETIREMENT should be reviewed by employee, PART 2 — MEMBER INFORMATION must be completed by employee and Part 3 — Designate Group Life Insurance Beneficiary must be completed by employee and PART 4 — CERTIFICATION OF EMPLOYING AGENCY must be complete by HR and returned to employee to mail directly to State of New Jersey Department of the Treasury ABP-2-20-1122 DIVISION OF PENSIONS & BENEFITS — DEFINED BENEFIT & DEFINED CONTRIBUTION BUREAU P.O. Box 295, Trenton, NJ 08625-0295.

PDF – Public Employee Retirement System Entire Summary(PERS): First review your Retirement Checklist, How to Apply for PERS Pension Benefits, Retirement Planning Member Guidebook, and Retirement – PERS and TPAF Pension Options. If you choose to retire you must apply directly online through (MBOS) for Instructions on how to login in MBOS Click here 

Retiree Vision information (Retiree Dental is no longer offered): You will be sent to you directly from Gente. We no longer offer Retiree Dental; however, you will receive the option along with an enrollment form and information from Delta Dental to purchase your own plan. Dental and Vision will end as of the last day of employment before your retirement date. (Example: if you retire 07/01/2026, your dental will end as of 07/31/2026).

Unused sick time: At retirement, you will be paid 50% of your accrued, unused sick time, up to a maximum of $17,500 if hired prior to 2010, or $15,000 if hired after May 21, 2010, based on your collective bargaining agreement. Your final payment, including sick payout and any accrued, unused vacation time, will be issued in the pay period following your final paycheck. No contributions will be deducted from this payment, and it will be issued via direct deposit.

Retiree Health Benefits

1. The Under 25 Years Group (The “Pay-Your-Own-Way” Group)
If you retire from BCC with less than 25 years of service credit, you do not qualify for State-paid health insurance.
Can you still get the insurance? Yes. You are allowed to enroll in the NJ State Health Benefits Retired Group so you can keep your coverage.
The Catch: You must pay 100% of the premium cost yourself out of your monthly pension check. Because you are paying the full market rate, it can be very expensive.  Medicare Part B: You do not receive any monthly cash reimbursement ($46.10), even if you were hired before 1995.

2. The 25 to 49 Years Group (The “Grandfathered Max” Group)
This is the group from your original text—those who hit 25 years of service before the 2007–2011 law changes.
The Reward: You unlocked the highest tier of benefits. Your monthly premium for standard health insurance (like NJ DIRECT15) is $0.
Medicare Part B: Because your hire date was before July 1, 1995, you get a partial cash reimbursement of $46.10 per month added to your pension check once you turn 65.
Pension Payout: Your pension replaces roughly 45% to 85% of your salary, depending on exactly how many years between 25 and 49 you worked.

3. The 50+ Years Group (The “Double Pension” Group)
If you reach 50 years of service, your health benefits are exactly the same as the 25-year group, but your pension wealth hits the jackpot.
Health Premium: Still $0 for standard plans. (You already maxed this out at year 25).
Medicare Part B: Still a cash reimbursement of $46.10 per month (governed strictly by your pre-1995 hire date).
The Real Benefit: Your monthly pension check nearly doubles compared to someone who retired at 25 years. The state formula awards you roughly 90.9% of your final salary for life, and because your health insurance is free, you keep all of it.

4.The Ultimate Summary: Age 65 Rules for Everyone
No matter if you worked 15 years, 25 years, or 50 years, everyone faces the exact same process at age 65:
Medicare is Mandatory: You must sign up for Medicare Parts A and B three months before your 65th birthday.
The Auto-Switch: The State will automatically transition you into the Aetna Medicare Advantage Plan.
Change Window: You have 30 days from receiving your letter to log into mynjbenefitshub.nj.gov if you want to switch to a different available retiree plan.

Retirement Forms to Review:

Medicare Information and Specialist, Yu Chou 908-656-2208

  • How and When to Apply for Medicare

  • Medicare Part B Application  – Section A : Completed by employee, Section B: Complete by employer (submit both sections to Social Security Administration)

  • Medicare Request for Employment Information – The Benefits Department completes the “Request for Employment Information” and returns to employees to give the SSA along with the “Medicare Part B Enrollment” form. If you wish to go online and apply for benefits for Medicare Part B instead of manual enrollment, please use the link provided below:

Social Security – Apply for Benefits

RESOURCE CONTACTS:

Federal Family Medical Act (FMLA) & New Jersey Family Leave Act (NJFLA) and Family Leave Insurance (FLI)

Federal and Medical Leave Act (FMLA)

Federal and Medical Leave Act (FMLA) Employees requesting leave under the FMLA must notify us of their need for leave as soon as possible, either verbally or in writing, and provide enough information to determine if the leave may qualify for FMLA protection. Once notified, employees will receive a Notice of Eligibility and Rights & Responsibilities explaining their eligibility and required obligations, along with the appropriate certification form based on the reason for leave (such as the employee’s own serious health condition, a family member’s condition, or military-related leave).

Employees are responsible for completing and returning the required certification within the specified timeframe, generally 15 calendar days. After the documentation is reviewed, a Designation Notice will be issued to inform the employee whether the leave qualifies for FMLA and how it will be counted. During leave, employees must follow normal call-out procedures and may be required to provide updates or a Fitness-for-Duty Certification before returning to work. All medical information and documentation will be kept confidential in accordance with applicable laws.

Click here: Information on Federal Family Medical Act (FMLA)

New Jersey Family Leave Act (NJFLA) and Family Leave Insurance (FLI)

New Jersey’s amendments to the Family Leave Act (NJFLA) and Family Leave Insurance (FLI), largely effective July 17, 2026 under Assembly Bill A3451/S2950, expand employee protections and coverage.

Key Requirements as of July 17, 2026:

  • Employer Coverage: The law now applies to employers with 15 or more employees, reduced from 30.

  • Employee Eligibility: Employees qualify for job-protected leave after only 3 months of employment and 250 hours worked, down from 12 months/1,000 hours.

  • Job Protection for Benefits: Employees receiving state Temporary Disability Insurance (TDI) or FLI benefits gain job restoration rights.

  • Leave Sequencing: Employees can choose the order of paid leave benefits but cannot use earned sick leave concurrently with TDI/FLI to “top off” pay.

Click here: The difference of all type of leaves

Americans with Disability Act

Employees requesting a workplace accommodation should notify us or their supervisor, either verbally or in writing. Once a request is received, we will review the situation, provide any necessary forms, and determine whether the Americans with Disabilities Act (ADA) applies. If needed, limited medical documentation may be requested to better understand the employee’s limitations and accommodation needs.

We will then engage in an interactive process with the employee to identify a reasonable accommodation that allows them to perform the essential functions of their job without causing undue hardship to the organization. After reviewing available options, a decision will be made to approve, deny, or provide an alternative accommodation, and the employee will be notified in writing.

Click here: Additional information on the Americans with Disability Act

Workers Compensation

When an injury occurs at work, employees must immediately inform their supervisor. If a supervisor or manager is unavailable, contact Public Safety. If medical attention is needed, go to Health Services at HS100, or you will be directed to a participating healthcare provider. After receiving treatment, submit all documents from your physician or the Emergency Room to the benefits department, room 315A. Under no circumstances should you provide your personal insurance card to the ER staff or use your prescription card, as all claims are processed through Workers’ Compensation. If you choose not to seek medical attention, you must sign the BERGEN COMMUNITY COLLEGE DEPARTMENT OF PUBLIC SAFETY Medical Waiver & Release of Liability  BERGEN COMMUNITY COLLEGE DEPARTMENT OF PUBLIC SAFETY Medical Waiver & Release of Liability and complete the Employee’s First Report of Injury or Illness then submit both forms to the Benefits Office. In the event of a medical emergency, employees, supervisors, or witnesses must contact Public Safety immediately by calling 9-1-1. For any questions or concerns, email the Benefits Department at [email protected].

Click here: Participating Healthcare Provider list