Part-Time, Regular Staff employees are eligible for the following benefits: Tuition remission (employee only)
Full-Time, Temporary Staff employees are eligible for the following benefits: ▪ Medical/vision insurance ▪
Paid holidays (those that fall during employee’s regular work period)
(individual only): Available to those employees with a contract over 60 days in duration. ▪ Dental insurance (individual only): Available to those employees with a contract over 9 months in duration.
▪ Tuition remission (employee only) ▪ Teachers’ Retirement System (mandatory participation after one year of employment)
Part-Time, Temporary Staff employees are eligible for the following benefits: Tuition remission (employee only)
Adjunct Faculty members are eligible for the following benefits: Tuition remission (employee only)
Continuation of Benefits Upon Leave or Separation An employee is entitled to the continuation of certain benefits during absences due to vacation, sickness, on-the-job injuries, long-term disability, leave without pay or leave of absence, termination, and retirement. Leave Without Pay, Leave of Absence, and Long-Term Disability : An employee's benefits will remain in effect as long as he/she remains active (defined as being on the payroll). When an employee exhausts his/her leave, is placed in a "leave-without-pay" (LWOP) or "leave-of- absence" (LOA) status, or is placed on long-term disability (LTD), his/her benefit entitlements change. When an employee moves into the LWOP, LOA (without pay for reason of illness), or LTD status, the following outlines how his/her various benefits are handled: • Accrual of annual and/or sick leave ceases. • The University continues to pay the employee's individual health/vision and dental benefit premiums for six months from the employee’s last day worked or from the last day of paid leave. The employee may continue the family coverage by paying the family premium. After the employee has exhausted his/her six-month entitlement during which the University paid the individual premiums, he/she is no longer eligible for coverage under the University’s group plan. However, he or she may continue coverage under the provisions of the Consolidated Omnibus Reconciliation Act (COBRA). • Employees enrolled in any supplemental insurance coverage(s) must pay the monthly premium for any of the coverage(s) he/she wishes to continue during
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