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III. EMPLOYEE BENEFITS
Lenoir-Rhyne College is pleased to offer a
variety of benefits related to employment. Several benefits can enhance the
employee’s salary if certain qualifications are met, and provide for a more
secure future. It is necessary to apply for all benefits; they are not
automatic upon employment. Within a few weeks of your employment date you
will attend a small group meeting to learn about your benefits and complete
the necessary enrollment processes. While all benefits mentioned below have
associated costs, only a few are taxable, non-cash benefits according to IRS
regulations.
III A.
Medical/Dental Insurance.
Full-time employees are eligible for the College-sponsored group
medical/dental plan. Coverage, upon enrollment application, becomes
effective the first day following a full calendar month’s employment.
III. B. Section 125 Plans. Lenoir-Rhyne
provides three pre-tax plans to enable employees to pay certain expenses
related to their and their families' medical and child care costs with
pre-tax dollars. This results in less tax withheld from payroll and more
take-hoime pay. Plan years for both plans is the college fiscal year, June 1
through May 31.
The pre-tax premium plan provides for employee
portion of insurance premium to be withheld from payroll prior to
calculation of federal, state, or Social Security taxes (nor does the
College pay Social Security taxes on that portion of wages). This plan is
standard unless specifically waived by the participant.
The flexible spending account plan provides
for certain out-of-pocket medical/dental/medicine/vision/dependent care
expenses to be similarly tax-sheltered. Designated amounts for medical
and/or dependent care are withheld from payroll upon election each plan year
(not automatic).
Details of these plans are available in the benefits
office.
III C. Life
Insurance. The college provides
term group life insurance equal to two times the base annual salary for
full-time employees. Coverage includes accidental death and dismemberment,
and accelerated death benefits.
III D. Disability
Insurance. After one year of
employment, full-time employees become eligible for group total disability
insurance provided by the College. It is necessary to apply for coverage.
III E. Pension.
After the appropriate length of service (one year in most cases) you may be
eligible to participate in Lenoir-Rhyne’s group retirement plan with
Teachers Insurance Annuity Association-College Retirement Equities Fund (TIAA-CREF).
When you contribute three percent of your pre-tax base salary or wages to
the fund the college will contribute six percent for you. Additional
investments can be earned through a variety of investment options which will be
explained to you in detail by either the college Benefits coordinator or a
representative of TIAA-CREF. The money is immediately vested in
wholly-owned contracts with TIAA-CREF. While the College will not contribute
more than six percent for you, you may contribute up to your individual
annual maximum (as determined by the IRS), into your choice of investment
funds through TIAA-CREF.
III F. Vacation
Leave. All employees who work at
least 20 hours per week are entitled to vacation leave with pay. Vacation
accrual will be at the rate of .83 day per month (10 days annually) for
employees who have worked at Lenoir-Rhyne up to five completed years; 1.083
days per month (13 days annually) for employees who have worked at
Lenoir-Rhyne six through ten completed years; 1.25 days per month (15 days
annually) for employees who have worked at Lenoir-Rhyne 10 through 15
completed years; and 1.5 days per month (18 days annually) for employees who
have worked at Lenoir-Rhyne more than 15 completed years. Senior administrators
(college Vice Presidents) will accrue vacation at a rate of 1.83 days per
month (22 days annually). Vacation accrual begins after thirty days of
employment.
A day of vacation may
be defined as equal to the number of hours normally worked per day. That
is, an employee who works eight hours per day earns eight-hour vacation days
and those working less hours will earn at that rate. Vacation is earned by
hours actually worked, and can be reduced by unexcused absences, unpaid
leaves of absence (medical or personal), or working a reduced summer
schedule.
Unused vacation may
be transferred to a “holding bank” for later use. For example, an employee
who earns ten days per year, but only uses five will have the remaining five
days put into their holding bank. An employee’s holding bank may equal the
number of days they are eligible to earn in a year, but may not exceed it.
You may not take
vacation leave before you earn it. Both you and your supervisor are
responsible for maintaining a record of your vacation days earned and used.
You should schedule your vacation when it is convenient to both you and your
department. Since your supervisor has the responsibility of keeping the
work moving, he/she may have to ask you to accept some time other than your
first choice. If your department closes during student holidays, you are
expected to take vacation leave during this shutdown period.
If you terminate your
employment, you will receive the cash value of unused vacation accumulation
provided you have completed at least one continuous year of regular
employment and have given the required two-week notice.
III G. Sick Leave.
All employees who work at least 20 hours per week earn sick leave with pay.
Sick leave accrual occurs at the rate of ten days annually, or .83 day per
month. Sick leave accrual begins the first day following thirty days
employment. You may accumulate up to 120 days of sick leave with pay, but
no compensation is made for unused sick leave upon separation or retirement
from the college.
You may use sick
leave for any of the following reasons; your personal illness, your personal
medical or dental appointment, serious illness or death in your immediate
family or any other leave provisions as outlined in the Family Medical Leave
Act (FMLA). The college reserves the right to require a doctor’s
certificate for absences charged to sick leave because of illness. You may
not take sick leave before you earn it.
For the purposes of
this policy, your immediate family is defined as your spouse, child, parent,
brother, sister, or your in-law relatives of the same degree.
III H. Holidays.
There are 16 paid holidays each year. They or announced equivalents are as
follows:
MARTIN LUTHER KING, JR. DAY - Third Monday of January
SPRING BREAK and FALL BREAK – The Friday of
spring break and the Monday
of fall break
EASTER - Two Days: Good Friday and Easter
Monday
MEMORIAL DAY - One day.
FOURTH OF JULY - One day.
THANKSGIVING - Two days. Thanksgiving Day
and the Friday following.
CHRISTMAS-NEW YEAR’S - Seven days: The
period beginning December 24 or the last business day before Christmas Eve
Day and continuing through New Year’s Day or the
first business day after New Year’s Day if Christmas
and New Year fall on weekends.
Normally, if the
holiday day falls on Saturday, the recognized day off will be the Friday
before, and if on Sunday, the day off will be the following Monday.
III I. Paid Leave
Limitations. Please note the
following limitations on paid leave:
Unless an absence has
been pre-approved by the supervisor, an employee must report to work both
the day before and the day after a holiday or day in order to receive
holiday pay. If such an absence is due to illness the college reserves the
right to require a doctor’s certificate.
Employees working
less than 20 hours per week do not earn vacation, sick leave, or holiday
pay.
Vacation time or sick
time will not be accrued if the employee is out of work for a full
“calendar” month. If an employee works any part of a month he/she will
accrue vacation and sick time at their regular rate.
An employee may not
use a paid leave day as their “final” day of employment. The official
termination day will be the date last actually worked.
Records of all leaves
claimed must be verified by your supervisor and forwarded to payroll in the
appropriate format. You may inquire for details at the payroll office,
Lineberger 210-A.
Holiday pay will not
be granted to terminating employees, except in the case of a bona fide
retirement.
III J. Tuition
Remission.
The College offers a nondiscriminatory policy of
remission of tuition for full- and part-time employees, their spouses, and
their dependent children who are degree-seeking students at Lenoir-Rhyne.
This policy also includes certain tuition exchange opportunities for
dependent children of employees. Employees
who wish to enroll in courses not for credit must have the course approved
thru the Registrar and the professor of the course for no credit, and at no
charge.
I.
Who Is Eligible?
-
Full-time employees (those who work 30 hours or more per
week).
-
Part-time employees (those who work no more than 29 hours, and
no less
than 20 hours, in a week).
-
Undergraduate/Graduate Assistants (part-time employees
required to be
enrolled in an undergraduate or
graduate, degree-seeking program).
-
Spouses of full-time employees.
-
Dependent children of full-time employees (defined as being
claimed on the
employee’s end of the
year tax return, or noted as the “parent of record”).
II.
What Benefits Are They Eligible For?
-
Full-time employees:
·
One semester waiting period from hire date for 6 hours of
Undergraduate or
Graduate Tuition Remission.
·
Two semester waiting period from hire date for 144 hours
of
Undergraduate Tuition
Remission and 36 hours of Graduate Tuition
Remission.
·
The above waiting periods are waived if an employee
comes to the
College
immediately from another institution that offers a tuition
remission
benefit. Also, both sessions of
summer school count as
one semester
when observing the required waiting period(s)
·
When an employee becomes eligible at the end of the one
semester or two
semester
waiting period(s), the Tuition Remission benefit takes effect as of
the next
semester start date.
·
Study Abroad Programs: Applies
only to employees hired before
August 1, 1997.
Applies toward one semester only and will cover up to
within $1,000 of that
particular program’s tuition costs or the amount of
tuition remission
that the qualifying individual would have received attending
Lenoir-Rhyne
College
that semester, whichever figure is lower.
·
Undergraduate/Graduate Assistants are not subject to
any of the
aforementioned
waiting periods, per the Department of Labor statute
# 29 CFR Part
541.
-
Part-time employees:
·
One semester waiting period from hire date for 3 hours of
Undergraduate
or
Graduate Tuition Remission.
·
Two semester waiting period from hire date for 72 hours of
Undergraduate Tuition Remission and 18 hours of Graduate Tuition
Remission.
·
A maximum of 6 credit hours may be taken for each semester
(Fall,
Spring, and both sessions of summer school combined).
-
Spouses:
·
Eligible for same benefits as outlined for full- or part-time
employees
above.
-
Dependent Children:
·
Eligible for same benefits as outlined for full- or part-time
employees
above, except graduate programs.
·
Tuition Exchange (to be outlined in another section).
·
Benefit applies to children up to their 24th
birthday.
·
Tuition Remission is available to dependent children of
employees who
die, become disabled, or retire.
III.
What Are They Not Eligible For?
-
Dependent Children:
·
May not use tuition remission for graduate programs, or for
room and
board.
IV.
Policy For Remaining Eligible For Tuition Remission
-
Full-time Employees:
·
Must maintain employment in good standing.
·
If employment ends (voluntarily or involuntarily), the Tuition
Remission
benefit will carry through to the end of that particular semester if the
employment ends past the mid-point of the semester (past spring break
or fall break). If employment
ends earlier, the benefit ends at that
time.
·
Must maintain “Satisfactory Academic Progress”, as
outlined in the
General Catalog of the College. Those
who do not meet this criteria will
lose the Tuition Remission benefit, and will not have it restored until they
are removed from academic probation or suspension.
-
Spouses:
·
Same as abov
e.
-
Dependent Children:
·
Same as above.
V.
What Does The Employee Pay For?
The value of the Tuition Remission benefit is net of all other grants,
scholarships, and gift aid regardless of the source.
This means that all other forms of gift aid (non-loan or work) are
first applied to tuition, and the remaining tuition balance will be covered
by the tuition remission amount for which the employee is eligible.
The full- or part-time employee and eligible
dependents pay for all books required for course work and any special fees
associated with a major field of study.
The College’s technology fee and general fee is waived for
employees, but not for spouses or dependents.
Room and board is not covered.
VI.
VI.
Application Process, A – Z…….
a.
Step 1
The first step in the benefit process is for the employee or eligible
dependent(s) to apply for admission to
Lenoir-Rhyne
College
. The
employee is encouraged to contact the Admissions office for assistance in
this matter.
b.
Step 2
All eligible employees applying for tuition remission are required to
complete a FAFSAA form to assist LRC with determining availability of
federal/state funds. There are
no exceptions to this step.
c.
Step 3
Once the employee or eligible dependents has been admitted to the
College the employee must complete a Tuition Remission form: (http://www.lrc.edu/hr/forms/Undergrad%20TR%20Form.pdf).
The employee must sign and date the form, followed by the
immediate supervisor’s signature. The
form is then submitted to the Financial Aid office for review and final
approval. The approved form
remains in effect for the duration of the semester, and must be re-submitted
prior to the beginning of a new semester.
d.
Step 4
After the completion of Steps 1, 2, & 3, the employee may register
for classes with the Registrar’s office.
Tuition Remission registration for employees must be only after class
size has been determined; that is, employees using Tuition Remission do not
count in determining whether or not a class makes.
VII.
Policy For Employees Taking Classes
-
Full-time employees
·
Full-time employees are encouraged to schedule classes at
times
that do not interfere with normal working hours (8.00a.m. –
5:00p.m.).
·
If it becomes necessary for an employee to schedule a class during
normal working hours, the employee may enroll in one class to be
taken during the day. The
supervisor’s written approval of this
exception must be given.
·
Employees striving to complete a program of courses that
extend
beyond the one-class-per-working-day option should consider
applying for a leave of absence. For
example, students who must
complete an internship or block of student teaching courses would
need to be away from work the majority of the day, therefore
creating a need for their position to be filled, if only on a
temporary basis.
·
Supervisors have the right to limit the number of hours students
may enroll in based on past or recent work performance, and
upcoming work requirements
-
Part-time Employees:
·
Same as Full-time Employees
III J. (b) Tuition
Remission – MBA Program
Established in 1997,
the Business College’s Masters Program has certain limitations for employees
eligible for the tuition remission benefit.
The College will allow
for five spots in each first-year class to be occupied by Lenoir-Rhyne
employees or their eligible dependents. Priority for the five spots will be
given first to full-time employees of the college, and then to their
dependents if spots remain open. Dependents may only apply for admittance
into the program beginning with the Spring semester. Acceptance of
applicants into this program will be on a first come, first serve basis. The
benefit will not be eligible for part-time employees in the MBA program
only.
All guidelines as
outlined in Section III J will apply to the MBA program except those stated
in paragraph 2 of this subsection.
III K. Meals. If you wish to eat at
the college dining hall, you may buy meals at reduced rates by check or debit card.
This is accomplished by having an ID card made in the Student Life
department and then contacting the campus dining office for options of
establishing a declining balance on your card. Meals purchased by check or debit card
are slightly less than those purchased with cash.
III L. Carl A.
Rudisill Library. All employees
have full use of Library facilities. This includes check-out of books,
audio visual software and hardware. You will need your ID card when
checking out materials from the Library.
III M. Athletic
Events Admission. Full-time
employees may request a season ticket for all Lenoir-Rhyne home football and
basketball games, free of charge. The ticket must be requested from the
Athletic Office. It is not transferable, and is valid for admission for
yourself and a guest.
III N. McCrorie Fitness Center. If you are a
full-time employee, your college identification card must be used for
admission to the Fitness
Center for you and your spouse. If you
are a part-time employee (24 hours per week or less) a membership card may
be issued for use of the Fitness Center for yourself only. Inquire for
details at the McCrorie Fitness Center office, located in the Shuford Gym
Office complex, Room 239.
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