Part-time employees that work 1,000 hours or more in a 12-month period are eligible for health insurance, optional dental plan, participation in the retirement plan, FICA and worker's compensation.

PAID TIME OFF (PTO)

Part-time benefit eligible employees working less than 35 hours and more than 19 hours per week for 12 months will accrue Paid Time Off (PTO) to be used for vacation, personal leave, holidays, sick leave or bereavement. PTO will accrue at a rate of .06744 per hour worked. PTO in excess of five days or 37.5 hours will be forfeited at fiscal year-end (June 30). Upon termination, accrued PTO will not be paid.

Part-Time staff may take PTO time in hourly increments. Part-Time staff is required to report all paid time off used each pay period on the Part-Time/Temporary Attendance Form. (Appendix D-1)

FAMILY AND MEDICAL LEAVE ACT (FMLA)

Part-time employees who have been employed at least 12 months and who have worked at least 1,250 hours during the previous 12 months are also eligible to take unpaid leave under 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 negative 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).

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 portion paid by the employee through payroll deduction. Contact the Office of Payroll and Benefits for additional information.

LIFE INSURANCE

All part-time benefit eligible employees will receive a $10,000 term life policy on the employee's life. This is a paid benefit 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 benefit eligible employees. The employee pays the total premium through payroll deduction. Contact 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. 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 and other options is available from the Office of Payroll and Benefits.

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 workers 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. Hence, there is no charge to the employee for this benefit.

SERVICE AWARDS

Service awards are presented for every five years of service with Greenville College for part-time benefit eligible employees. An annual service awards reception 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 – Employee will receive his/her five-year service award during May of 2005.

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

Part-time employees that are not benefit eligible do not receive service awards.

TUITION DISCOUNTS

Part-time employees are not eligible for any tuition discounts.

BOOKSTORE DISCOUNT

Part-time employees receive a 10 percent discount on purchases at the 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.