Fringe Benefits are administered through the Office of Payroll and Benefits. More detailed information may be obtained from the Office of Payroll and Benefits. Greenville College, in its sole discretion, reserves the right to modify or discontinue any benefit program at any time.

VACATION

GENERAL GUIDELINES

• Vacations must be arranged, in advance with as much notice as possible, at the mutual convenience of both the supervisor and the employee.
• Should two or more employees in the same department choose the same vacation time; the employee with the longest period of service will have priority if only one employee can be gone at a time.
• Up to five days (37.5 hours) of vacation time can be accumulated and carried over to following succeeding fiscal year.
• Unused vacation time in excess of five days or 37.5 hours will be forfeited on fiscal year end (June 30).
• Vacation time will be earned based on hire date.
• Occasionally an employee may be asked to reschedule vacation time as a result of their work schedule. If this results in unused time at June 30, and upon agreement of the immediate supervisor and respective Cabinet Member the employee will be allowed to carryover up to an additional 5 days more than the 5 day carryover days allowed.
• In the unlikely event that an employee takes more vacation time than earned during any fiscal year (July 1 - June 30), salary equivalent of the excess time will be deducted from one of the July pay checks.
• Full-time employees who work less than 12 months or less than 37.5 hours per week will have pro-rated vacation time, (e.g., an employee who works nine months of the year will receive 9/12ths of the above scale or an employee who works 35 hours will receive 93.3%.)

Upon leaving employment: Any unused earned vacation time will be paid in the final paycheck. Any vacation days taken in excess of those earned (negative vacation balances) will be deducted from the final paycheck.

Non-Exempt Staff

Vacation time will accrue each pay period towards the annual benefit as follows:

Non-exempt staff may take vacation time in hourly increments. Non-exempt staff are required to report all vacation time used each pay period on the Non-Exempt Attendance Form. (Appendix D)

Exempt Staff

Vacation time will accrue each pay period towards the annual benefit as follows:

Exempt staff that have a hire date prior to July 1, 2005 and have 20 days of vacation will continue to earn this amount going forward. Vacation time may be taken in half-day or full-day increments. Exempt Staff are required to report all vacation time used each month on the Exempt Benefit Utilization Form. (Appendix C)

New Exempt and Non-Exempt staff may be eligible for more vacation time than shown in the chart above (up to a maximum of 20 days) if they have written documentation from their most recent place of employment that they received more vacation days than the vacation time indicated in the above schedule (up to a maximum of 20 days). This vacation policy is effective July 1, 2005.

PERSONAL LEAVE

A total of four days (30 hours), in addition to vacation, will be allowed for Personal Leave per fiscal year. Personal Leave is not to be taken during College registration, graduation periods or other high activity periods designated by departments. Personal Leave is not to be taken in conjunction with vacation or with College holidays.

Unused Personal Leave does not carry forward to succeeding fiscal years. Personal Leave will not be prorated. Upon leaving employment any unused Personal Leave time will not be paid.

Non-Exempt staff may take personal leave in hourly increments, exempt staff in half-day or full day increments.

HOLIDAYS

The College will be closed on the following holidays:

Independence Day (If this holiday falls on a Saturday, the College will be closed on the preceding Friday. If it falls on Sunday, the College will be closed on the following Monday).

Thanksgiving Day & the Friday after Thanksgiving

Offices will be closed on Christmas Eve through New Year's Day

Good Friday (when classes are in session, employees may be required to work and to take an alternate day off to be arranged with the supervisor).

Memorial Day

SICK LEAVE

All benefit eligible employees are eligible for sick time. Sick Leave is granted for illness, injury, maternity or dental/medical exams. It can be used for care of the employee, spouse, unmarried children at home, parents or in-laws either living in the home or independently. Sick Leave is never to be used for other than illness (e.g. vacation, etc.) Medical documentation may be requested of any employee after missing three consecutive days. Abuse of these conditions may result in termination of employment. There is no cash payment for unused Sick Leave either during the time of employment or upon termination.

Sick Leave will accrue at 2.19 hours each pay period of employment up to a maximum of 375 hours (50 days). When all accrued sick leave is used, the employee may borrow up to 52.5 hours from yet unearned hours except during FMLA leave or when all FMLA leave is exhausted. If the employee leaves the College before earning this time, it will be deducted from the final paycheck.

Full-time employees who work less than 12 months will have pro-rated sick leave. (e.g. an employee who works nine months of the year will receive 9/12ths of this benefit.)

Non-Exempt staff may take sick leave in hourly increments, exempt staff in half-day or full day increments.

For the purposes of tracking Family and Medical Leave (FMLA), an employee must notify the Office of Payroll and Benefits after three consecutive days of sick leave by completing a request form. (Appendix G)

FAMILY AND MEDICAL LEAVE ACT (FMLA)

Requesting FMLA: Employees are expected to provide as much advance notice of the need for leave as possible to allow for planning of coverage in the employee's absence. For the purposes of tracking FMLA, an employee must notify the Office of Payroll and Benefits by completing a request form. (Appendix G)

Certification from a qualified health care provider may be required for approval of leave to care for a seriously ill or injured family member. Such certification should be provided before the leave begins (or in as timely a manner as possible) and should include the following:

• The date on which the illness or condition began.
• The estimated duration of the condition.
• A statement that the illness or condition warrants the participation of the employee to provide care.
• In the case of intermittent leave, the dates and duration of treatments to be given.

The College may require that a second medical opinion be obtained. This evaluation is done at the expense of the College and must be obtained from a health care provider who is not employed by the College. In the event of conflicting opinions, the supervisor may ask for a third and final provider (at the expense of the College) to offer a binding decision.

Additional certification may be requested for any extension of a medical leave period beyond the dates originally approved.

Continuation of Benefits during FMLA: Health, dental and life insurance coverage (if applicable) continue during family and medical care leave periods. Employees are still responsible for their portions of premiums paid. Arrangement for payment should be made through the Office of Payroll and Benefits. If at the end of the leave the employee chooses not to return to his/her job, the non-returning employee will be responsible for reimbursing the College for the College's costs of these benefits and COBRA health insurance benefits will be calculated from the date the leave began. The employee is eligible for continued health insurance coverage under COBRA.

The employee will not accrue any time-off benefits during the leave period. Under IRS rules, contributions to College pension plans are not allowed during leaves without pay.

Use of sick, vacation, and personal leave during FMLA: The College requires that the employee substitute any accrued sick, vacation, or personal leave (in accordance with existing benefit policies) as part or all of the 12-week FMLA period. Employees are not allowed to add to any sick or vacation balances during the FMLA leave.

Conditions of Return from FMLA: Upon the conclusion of an employee medical leave, the employee must present certification to the Office of Payroll and Benefits from his/her healthcare provider that he/she is able to return to work. Unless and until an employee provides a medical release, the employee will not be able to return to work. At the completion of the approved leave period (up to 12 weeks), an employee will be reinstated to his or her former position or a position of equivalent classification and pay within the College. (Appendix G - Family and Medical Leave Act)

MATERNITY LEAVE

Maternity leave is covered under FMLA (see above and Appendix G).

BEREAVEMENT

Full-time employees are eligible for a maximum of three days leave with pay upon the death in the immediate family. Immediate family is defined as spouse, parent, step-parent, grandparent, child, step-child, grandchild, sibling, mother-in-law, father-in-law, brother-in-law, and sister-in-law.

JURY DUTY

When an employee is called for jury duty full salary is continued. When the employee returns to the College, any remuneration paid for the service, less any direct expense for travel and meals incurred, must be remitted to the College. An employee is expected to return to his/her College duties when temporarily excused from attendance if it is feasible and permissible by the court.

MILITARY LEAVE

In compliance with Federal Law, employees will be granted military leave of absence when they enter military service. Because of the extended nature of the leave, vacation benefits will not accrue during military leave. Insurance and other benefits will cease when military service begins.

Reinstatement rights of employees returning from military duty are specified by law contingent upon proper application and request for reinstatement. The Veteran's Administration will inform returning veterans of their rights.

MEDICAL INSURANCE

The College offers benefit eligible employees the opportunity to participate in the College's group medical insurance program. The College will pay a portion of the monthly premium with a lesser portion paid by the employee through payroll deduction. Contact the Office of Payroll and Benefits for additional information. In the case of new employees, Greenville College will help pay for the health insurance of those employees who elect to continue health insurance under the COBRA plan of a previous employer. If a new employee elects to obtain health insurance in this manner, Greenville College will reimburse the employee directly in an amount not to exceed the College's contribution for the coverage provided through the College's normal insurance plan. These payments will continue as long as the employee elects COBRA coverage, but not to exceed 18 months from the date of hire.

COBRA

Under a federal law known as COBRA, employees and their dependents may have the right to continue health insurance coverage in certain instances where coverage under the plan would otherwise end (e.g., termination of employment, reduction in hours, etc.). (Appendix H)

LIFE INSURANCE

All full-time benefit eligible employees will receive a $20,000.00 term life insurance policy on the employee's life. This is a benefit provided by the College.

SOCIAL SECURITY/MEDICARE (FICA)

Employees are covered under the Federal Income Contribution Act (FICA) known as Social Security with the employee and the College paying amounts designated by law. For specific information, contact the Office of Payroll and Benefits or the local Social Security Office.

DENTAL INSURANCE

Dental coverage is optional and available to employees. The employee pays the total premium through payroll deduction. Contact the Office of Payroll and Benefits for additional information.

LONG TERM DISABILITY INSURANCE

A Group Total Disability Insurance plan is provided for all full-time employees on the first day of the month following the date of hire. There is 12-month exclusion for pre-existing conditions. Benefits commence the 91st day after the employee has been totally disabled and continue during such disability until the employee reaches age 65 or until death. The full premium for this coverage is paid by the College. See the Office of Payroll and Benefits for additional information.

FLEXIBLE SPENDING PLAN (Section 125)

Section 125 of the Internal Revenue Code provides for the reduction of certain un reimbursed medical expenses, health insurance premiums, and child care expenses from pre-taxed wages. The plan year is based on a calendar year (January 1 through December 31). Employees are required to re-enroll annually in the month of December. Failure to enroll in December forfeits this benefit until the following plan year. Qualifying events as defined by the plan are allowed. For further information, contact the Office of Payroll and Benefits.

RETIREMENT PLAN 403(B)

All benefit eligible employees may participate in the retirement plan on the first day of the month following the date of hire. During the first two years of employment, employees may elect to contribute one to four percent of their salary to the retirement plan. The College will contribute one and one half times the employee's contribution, not to exceed six percent.

After two years of employment, all full-time employees must participate in the retirement plan. Participants must contribute a minimum of four percent of their salary through payroll deduction not to exceed the statutory limit. The College will contribute six percent of the employee's salary. A participant may elect to have his/her salary reduced by the amount of contribution, thereby deferring the payment of income tax on this amount until retirement.

One and a half times the participant's annual payment, or six percent of the salary, is set aside as the College's contribution to the retirement fund and the amount is sent in 24 equal monthly payments to the insurance company. This means that an amount equal to ten percent of the participant's salary is being deposited each year for retirement purposes.

The College has its retirement program with the Teacher Insurance and Annuity Association (TIAA-CREF). More detailed information about TIAA-CREF is available from the Office of Payroll and Benefits.

BUSINESS TRAVEL INSURANCE

The College maintains a group travel/accident insurance program. The policy insures against accidental death, dismemberment, and permanent total disability resulting from bodily injury while on College business. The College pays the full premium for this coverage.

A benefit is payable in accordance with the following classification and schedule.

In addition, employees may participate on a voluntary basis in “pleasure extended” coverage of this plan.

WORKERS COMPENSATION INSURANCE CLAIMS

All employees are covered under the Worker's Compensation Law of the State of Illinois, with the full premium for this coverage paid by the College. An employee injured in the course of performing regular employment duties during employment hours is automatically covered under the provisions of this law.

Reporting a Claim

In the event of an on-the-job injury, the incident should be reported immediately to the supervisor. Seek immediate medical attention if necessary. During regular business hours, every worker's compensation claim must be reported to the office of the Vice President for Finance during the same day of the injury. If the injury occurs after regular business office hours, the claim must be reported the following business day. Failure to report the injury/accident in a timely manner may result in a loss of benefits. This same procedure applies to student workers.

Even though the injury or accident may not be significant enough to require medical care, it is still important that a record be filed identifying the circumstances surrounding the accident. In every accident of any significance, contact should be made immediately with a doctor. This is for the mutual protection of the College and the employee. Benefits from College sick leave, Social Security, and long term disability programs are coordinated with worker's compensation benefits where applicable.

UNEMPLOYMENT COMPENSATION

Under the present law, employees are covered under unemployment compensation insurance. These laws provide for the monthly compensation for employees who are no longer employed through no fault of their own.

The program is administered by the state but paid by the College. There is no charge to the employee for this benefit.

TUITION DISCOUNTS AT GREENVILLE COLLEGE

Employee Tuition Discount - Traditional Undergraduate Program

Employees who have completed one year of employment by the date the course work starts are eligible to receive full tuition discount. Should an employee terminate employment while participating in the tuition discount benefit, the tuition benefits for the remainder of the semester will be computed on a prorated basis. Employees may take up to two courses each academic year. Classes scheduled during regular working hours must be arranged in advance with the consent of the supervisor. Work time must be made up within the work week.

SPOUSE AND DEPENDENT CHILDREN TUITION DISCOUNT

Spouses and unmarried dependent children of full-time regular employees or retired employees may receive tuition discounts on undergraduate courses and 50 percent discount on applied music courses, provided the following conditions are met:

Critical conditions of the GC Tuition Discount policy are:

1.     The individual planning to enroll must apply for admission and be accepted under the college's current admission policies.

2.       The spouse or unmarried dependent child (benefit to end after age 23) who is planning to enroll for 6 or more hours per semester must annually file a FAFSA for monetary aid from the Illinois Student Assistance Commission, from the Federal Pell Grant Program, and from any other applicable grants. The FAFSA must be filed prior to July 1 for the fall semester.  The Tuition Discount will not be awarded until the FAFSA is filed.  With the exception of PELL/SEOG, any awards received from these sources will be applied against tuition and will reduce the amount of the Tuition Discount.  Government awards (ISAC/FEDERAL) forfeited by late application filings will not be covered by the College. If the child marries during the semester, the waiver will continue for the remainder of the semester. The waiver will not carry forward to subsequent semesters.

3.    Each employee who wishes to receive the Tuition Discount benefit at GC must annually complete a Tuition Discount Application/Approval Form (See Appendix U ) and obtain the appropriate approvals and signatures prior to registration.  A separate form should be used for each recipient of the Tuition Discount.

4.    The Discount is for tuition only (and 50% of applied music fees).  The maximum amount of the Discount can not exceed the total tuition charges for the semester.  Fees (other than applied music fees), housing, and meal plans are not covered by the Tuition Discount, with the exception of those dependents who qualify for PELL/SEOG.

5.    If the dependent qualifies to receive the GC Tuition Discount at the 100% level, no other GC scholarship/funds may be applied to the dependent’s account.

6.    For staff and administrative staff, the percentages of discount amounts are established annually for the full academic year.  Should the staff member’s employment anniversary date occur during the fall semester prior to Dec. 31, the staff member will be granted the next level of discount percentage for the full academic year.  

7.    Should an employee no longer be employed while participating in the Tuition Discount benefit, the tuition benefits for the remainder of the semester will be computed on a prorated basis.

8.    Dependent children who are in the 11th and 12th grade of high school (or equivalent home school level) may enroll through the “early enrollment” process as a guest and receive a full-tuition discount.  The maximum number of college hours/credit that can be taken by a high school student participating in “early enrollment” and receiving tuition discount is twelve (12) hours.

9.    Based on the years of employment, the following discount percentages will apply:

    During 1st year             None
    After 1 year             up to 25%
    After 2 years            up to 50%
    After 3 years            up to 75%
    After 4 years            up to 100%

The tuition benefits described above may extend to the spouse and/or unmarried dependent children of deceased or fully disabled employees if they meet all of the following guidelines:
The deceased or disabled employee had been employed for at least 10 years of equivalent full-time service,
The employee was employed full-time at the time of death or full disability, and
The spouse and/or unmarried dependent children meet all the above criteria for spouse and/or dependent children tuition discounts.

New hires that were employed at a Council for Christian Colleges & Universities (CCCU) institution immediately preceding employment at Greenville College will receive credit for each year of full-time service at cooperating CCCU institutions. This only applies to CCCU institutions that participate in the CCCU Tuition Waiver Exchange Program.

CCCU Tuition Agreement – Traditional Undergraduate Program

The CCCU has a tuition agreement with cooperating Colleges to grant tuition waivers to dependents of employees and retirees. The conditions and lists of participating colleges can be found at www.cccu.org. The application form for this program can be obtained in the Financial Aid Office.

CLEP Credit – Traditional Undergraduate Program

The tuition benefit that applies to certain Greenville College employees and their dependents (see above schedule) will also cover the cost of receiving credit by exam (CLEP credit). This benefit applies only to the costs associated with receiving the college credit. It does not cover any costs associated with taking any CLEP test. Employees/dependents must cover the testing fees. Individuals seeking this credit are responsible for requesting the test and for actually receiving any credit that may be earned based on test results.

Example 1: An employee or their dependent takes the English CLEP test and earns a score high enough to justify the awarding of three hours of credit. The employee or dependent pay ETS, the test publisher, to take the exam. Any tuition benefit for which the employee or their dependent is otherwise eligible (based on the spouse and dependent children tuition discount schedule) may cover the cost of actually receiving the three hours of credit.

Example 2: An employee or their dependent takes a Math CLEP test and did not earn a score high enough to justify the awarding of any credit. The employee or dependent is nevertheless responsible to pay ETS for the cost of the test administration. The employee or dependent receives no tuition benefit because he/she did not earn credit based on the test score.

GOAL Undergraduate

Employees and their spouses may take classes offered through the GOAL program after one year of full time employment and receive full tuition discount as long as they meet the regular enrollment requirements of the GOAL program. This tuition waiver benefit covers tuition only; it does not include books and course fees. For employees, classes scheduled during regular working hours must be arranged in advance with the consent of the supervisor. Work time must be made up within the workweek. Openings are limited and offered on a first-come, first-served basis. For details, contact the Office of Adult and Graduate Studies. Should an employee terminate employment while participating in the tuition discount benefit, the tuition benefits for the remainder of the semester will be computed on a prorated basis.

Tuition Waiver Policy for Graduate Programs

Greenville College offers the following graduate-level academic programs: Master of Education (MAE) and Master of Arts in Teaching (MAT). After an employee has worked full-time at Greenville College for at least one year, the following benefit will be available: Full-time College employees and their spouses will be given the opportunity to apply for a limited number of tuition-waiver slots in courses offered through these graduate-level programs. Specifically, up to three (3) tuition-waiver students will be allowed to enroll in each Master's level course, assuming that the course has reached its minimum of 12 tuition-paying students and that total enrollment does not exceed 25. Tuition-paying students will always be given priority in filling available slots over tuition-waiver students. Not eligible under this policy are part-time employees (and their spouses) and dependents of full-time or part-time employees. This tuition waiver benefit covers tuition only; it does not include books and course fees; employees are responsible for paying any additional taxes incurred due to the waiver benefit being classified as additional income. Employees seeking the tuition waiver are expected to fully meet the obligations of their employment during the period they are enrolled in a GC graduate course, through arrangements with their supervisor.

Individuals requesting a tuition waiver slot in a given course must meet the admissions criteria for the relevant program and must complete the tuition waiver request form (Appendix S) and submit it to the program director of the request for a slot at least one month prior to the first class session. One month prior to the first day of a given course, requests for tuition-waiver slots in that course will be prioritized based on the following:

• Full-time employees will be given first priority. Among those employees, priority will be given based on seniority of full-time employment at Greenville College . Note: Seniority is determined by years of employment during the employee's current tenure. Years of employment are determined by the month and year the employee began work at the College.

• Spouses of full-time employees will be given next highest priority, with ranking based on the employee's seniority of full-time employment at Greenville College.

• During the month immediately preceding the first day of a given course, any remaining available tuition-free slots in that course (of the three total) will be filled on a first-come, first-served basis among qualified applicants who are full-time employees and their spouses. Should the final enrollment of tuition-paying students drop unexpectedly below the minimum of twelve (12), normally the course will be cancelled. Determination of final enrollment will be made after the first class session.

• Research Projects required in the graduate degree programs are included in the tuition waiver policy but are not subject to the enrollment or seniority requirements for graduate courses. In lieu of paying a per credit charge for the hours earned through the project, tuition-waiver eligible students are required to pay the faculty advisor(s) fee(s) and any additional payroll taxes incurred due to the IRS classifying the benefit as income. Students must check with the appropriate program director for advisement costs and other charges if research is extended beyond normal time limits.

If the number of employees or spouses of full-time employees exceeds the three available waiver slots, employees or spouses of full-time employees who have completed the most credit hours in the Greenville College graduate program receive priority over employees or spouses enrolling in their first course or who have not completed as many credit hours.

ADMINISTRATIVE STAFF SABBATICAL LEAVES

The purposes for which sabbatical leaves may be granted include research directed toward publishable works or other professional writing, the completion of doctoral studies or equivalent terminal degree, professional travel to study or participate in internships at other institutions, organizations or departments, and/or other activity that will enable the administrative staff member to serve the College more effectively. Sabbatical leaves are dependent upon adequate funding.

Eligibility

Administrative Staff who have completed six consecutive full-time years of service at the College are eligible for a sabbatical. Recipients of a sabbatical leave, if they otherwise qualify, become eligible again for a sabbatical leave upon completion of six additional consecutive full-time years of service at the College.

Conditions

The number of sabbatical leaves granted in a fiscal year will be conditioned by factors related to the budget and satisfactory staff replacement. The equivalent of two sabbatical leaves may be granted in a year. The recipient of any type of sabbatical leave is obligated to return to the College for a minimum of one full-time year of service. The College is obligated to reappoint the recipient to the original exempt staff position. Should the recipient return to the College for less than one year or retire during the one-year period, the administrative staff member is obligated to reimburse the College, on a prorated basis, for the sabbatical leave compensation.

The recipient may receive income from other sources during a sabbatical leave. Any gainful employment during the sabbatical period must be clearly relevant to the purposes of the sabbatical leave. The recipient is expected to make full disclosure of any anticipated income and employment assistantships, fellowships, part-time teaching, consultations, and the like, before a sabbatical leave is granted. The College will continue to provide all of the fringe benefits normally participated in by the recipient.

Length of Sabbatical

A maximum of six weeks full-time or twelve weeks half time may be granted for a sabbatical. The length of time requested should be reasonable with that of the project request.

Applications/Selections

Applications are to be submitted by December 1 of the preceding year to the appropriate Cabinet Member for approval by the President. Applications should present the purposes, anticipated activities, plans, and other pertinent information about the sabbatical leave. The immediate supervisor and appropriate Cabinet Member should make recommendations, independent of the application, regarding the applicant and including plans for Administrative Staff replacement. Recipients will be named not later than the following April 1.

ADMINISTRATIVE STAFF PROFESSIONAL IMPROVEMENT ALLOWANCE (PIA)

The Greenville College philosophy regarding professional development assistance is that these grants are investments in the future for the sake of making Administrative Staff members more effective in their service to the College. Administrative Staff are encouraged to attend professional meetings and to pursue advanced graduate study.

Full-time Administrative Staff may use the Professional Improvement Allowance for any of the following expenditures: professional memberships, journals, and books, professional meeting expenses, and graduate school expenses. The maximum allowance is $250 per fiscal year.

In order to apply for these funds, the administrative staff should complete a check request with the appropriate receipts attached, obtain the respective Cabinet Members approval on the check request and forward it to the Vice President for Finance for final approval.

PIA is not automatic and depends on satisfactory performance evaluations and the administrative staff's plan for development.

SERVICE AWARDS

Service awards are presented for every five years of service with Greenville College. Full-time benefit eligible employees will be recognized at an annual reception that is held during the month of May. Service awards are calculated on a calendar year basis.

Example 1: An employee is hired on January 1, 2000 – The employee will receive his/her five-year service award during May of 2005.

Example 2: An employee is hired on November 15, 1999 – The employee will receive his/her five-year service award during May of 2004.

BOOKSTORE DISCOUNT

Employees receive a 10 percent discount on purchases at Greenville Christian Bookstore. Exclusions include, but are not limited to, textbooks, academically priced software, and snack items.

FITNESS TRAINING CENTER

All employees, their spouses and dependent children (under the age of 18, 22 and under if in college) may use the Fitness Training Center (FTC) free of charge. The FTC offers various exercise equipment, heated indoor pool with four lanes, saunas, hot tubs and an aerobics room. ID cards are required for entrance to the FTC.

USE OF RECREATION CENTER

Faculty and Staff members and their families may use the Recreation Center free of charge under the following conditions.

1) Faculty or Staff member is present or a Recreation Center supervisor is on duty

2) Priority to facilities will be given to the athletic department or official college activities.

Anyone outside of Faculty/Staff or their families must be approved by conference services and rental fees may apply.