CSI Employee Policies and Procedures Manual
 
 

4. BENEFITS

4.01  APPLICATION FOR BENEFITS PROCEDURE (Rev: 12/10)

The employee has the responsibility to fill out the necessary forms in HR for benefits. If your employment status changes, qualifying you for additional benefits, you must notify HR and fill out the necessary forms.

All changes in employee status concerning benefits must be approved in writing by the supervisor and the President. Information about your CSI benefits may be found online at hr.csi.edu/benefits.asp.

4.02  HEALTH INSURANCE (Rev: 1/12)

Health insurance covers employees working twenty (20) or more hours per week for a period of five (5) months. Coverage becomes effective the 1st day of the month following the date of hire. The employee's share of premium is deducted monthly from their paycheck. The employee is responsible for notifying the Payroll Manager within thirty days of a divorce, legal separation, and when a dependent child ceases to be a dependent as defined by the plan.

An open enrollment period for health insurance occurs annually in April or May. Open enrollment is the only time of the year you are able to enroll dependents in the health insurance plan (unless a qualifying event occurs) and sign a new contract for the Flexible Spending Account program. The HR Office will notify employees of any changes to their medical insurance at this time. All notifications will be conducted through the e-mail.

Health coverage will be continued to the end of the month when termination of employment occurs before the 15th of the month. Termination after the 15th will result in continued health coverage through the end of the following month. Within sixty (60) days after eligibility for health care coverage ends, you may be able to purchase continued medical, dental, EAP benefits on an individual basis for a period of time through COBRA coverage. Contact the Payroll Manager for more information.

4.03  LIFE INSURANCE & SHORT- & LONG-TERM DISABILITY (Rev: 7/06)

Your life insurance and short and long-term disability insurance coverage become effective the 1st day of the month following the date of hire. Only employees who are qualified to receive benefits are covered under the life insurance and disability insurance. The College pays for all life insurance and disability insurance premiums. Supplemental insurance is available at the expense of the employee.

4.04  LIABILITY INSURANCE (Added: 2/00)

The College carries liability insurance which protects the interest of the College in case of proven liability on the part of one of its agents.

An employee may be sued as an individual (along with the College) for personal injury to others or damage to the property of others. In such an instance, the employee is protected by the College liability insurance as long as the employee is acting in good faith as an agent of the College and discharging official duties.

4.05  WORKERS' COMPENSATION INSURANCE (Rev: 12/12)

The College is required by law under the Idaho Workers' Compensation Act to carry employee insurance against "on the job accidents" and "occupational diseases."  The liability of the College to an employee, due to accidents or illnesses caused by his or her employment, is limited to those benefits provided in the Act.

Employees who are hurt or think they may have injured themselves on the job must immediately fill out an Incident Report, have it signed by their supervisor, and turn it into the Security Office.  Incident Report forms are available online or from Security.

4.06  WORKERS' COMPENSATION & SICK LEAVE (Rev: 12/10; 12/12)

Workers' Compensation is carried through the State Insurance Fund and is designed to pay the doctor and hospital bills for someone who is injured while working on the job.  It will also partially compensate an employee for loss of wages while off the job due to the injury.  In addition, the College policy allows an employee to continue receiving full salary under the following conditions:

An employee injured on the job can take up to three (3) months job protected unpaid leave for an approved Workers’ Compensation injury.  The employee can choose to be paid accrued sick, vacation or compensation time in any increments they choose while receiving payment from the State Insurance Fund.  Should an employee choose to do so, it is the employee’s responsibility to complete the appropriate Workers’ Compensation Leave Supplement form and submit it to the Payroll Manager.

4.07  RETIREMENT SYSTEM (Rev: 2/00)

Membership in the Public Employee Retirement System of Idaho (PERSI) is mandatory for all full-time regular staff.  Contributions are payroll deducted.  Employee and employer contributions are required on all earnings.  This system requires a five-year vesting and allows transfer within the State of Idaho system.

There are two Optional Retirement Plans (ORPs) available for instructional and administrative employees.  These are defined contribution plans administered by either TIAA-CREF or VALIC. Upon hire, these employees must choose one of the ORPs to serve as their retirement carrier or they may choose to stay with PERSI if already vested in that plan. Contributions are made by the College and the employee.  Investment choices are the responsibility of the employee, and the plans are portable.  Further details on the Retirement System may be obtained from the Payroll Manager.

4.08  RETIREMENT SYSTEM & SICK LEAVE (Rev: 1/14)

The College is required by Idaho Code to pay PERSI a percentage of an employee's payroll.  This provides a benefit to qualified retiring employees, whereby an amount equivalent to one-half the dollar value of accumulated sick leave at time of retirement (a total of 600 hours maximum at current hourly rate upon retirement) would be credited to an account with PERSI and used to pay health insurance premiums for the retired employee enrolled in the retiree health plan.  See the Payroll Manager for more information.

4.09  TAX DEFERRED RETIREMENT SAVINGS

CSI provides pre-tax payroll deduction for employees who participate in certain Tax Sheltered Annuity (403B) Plans or Deferred Compensation (457) Plans.

For a listing of plans available, or to arrange payroll deduction, see the Payroll Manager.

4.10  EMPLOYEE ASSISTANCE PROGRAM (Rev: 1/03)

The Employee Assistance Program (EAP) is a short-term counseling and referral service provided to all employees who are currently receiving benefits.  This program addresses marital, child or other family problems, persistent anxiety, abuse of alcohol or other drugs, stress problems, depression, grief, or other distractive concerns.

We encourage any employee currently receiving benefits, or their family member, to take it upon themselves to seek assistance.  All communications and information received by the counselors of the program will be kept strictly confidential.  More information about this service can be found on the HR Benefits site.

4.11  TUITION-FREE CLASSES (Rev: 1/12; 12/12)

Employee Tuition Exemption Form (PDF)

Full-time regular employees and their spouses and children are eligible to enroll in credit classes at CSI and submit an exemption form for charges associated with credits (commonly thought of as tuition); however, they are still responsible for any special fees associated with these courses and the cost of any books and supplies. Exemption forms do not apply to Non-Credit or Community Education courses. Employees, their spouses and children are responsible for logging into Moxie and confirming that their exemption has been applied toward their account balance. They are also responsible for paying any special course, lab or activity fees by the applicable due date. This benefit and its requirements also extend to Retirees and their spouses. Children of Retirees may register for credit classes and apply for the exemption as long as the child meets the following criteria:

  • Under age 19 at the end of the year or
  • A full-time student under age 24 at the end of the year for at least five (5) months of the year or
  • Permanently and completely disabled at any time of the year

To avoid late fees and being dropped for no payment; submit the completed exemption from to HR/Payroll at the same time as enrollment. Employees need to check their “$Money Matters” account on Moxie to confirm exemption processing and check for outstanding balances. Contact the Business Office if the exemption has not been applied. Eligible employees, their spouses and children are subject to all applicable due dates and late fees, as well as being dropped for no payment or non-attendance. No exceptions are made for employees, their spouses or children.  

4.12  REDUCED FEE/RECIPROCAL AGREEMENT COURSES  (Rev: 5/17)

Reduced Fee/Reciprocal Agreement Form

Full-time regular employees may be able to register for courses at some Idaho post-secondary institutions using a reciprocal agreement negotiated with the College of Southern Idaho. There will be a nominal registration fee, plus a fee per credit hour to the employee. Special course fees may also be charged.

To qualify for this benefit the employee must complete a reciprocal agreement form. The supervisor and Payroll Manager must sign this form. It is the employee's responsibility to submit the reciprocal agreement to their attending institution and to know what benefit that institution allows.

4.13  PRESIDENT EMERITUS DESIGNATION (Rev: 5/17)

The Board of Trustees may choose to grant President Emeritus/Emerita status to a retiring president. President Emeritus/Emerita status should be reserved to honor, in retirement, a president who has made distinguished professional contributions to the College of Southern Idaho and who has served a significant portion of his/her career at the institution. The intent of conferring President Emeritus/Emerita status is to bestow an honorary title in recognition of successful tenure in the presidential role.

Appointment Procedure

The College administration will forward a recommendation to the Board of Trustees to ask that this honorary title be conferred upon a president that is retiring or has retired from the institution.

Rights, Privileges and Responsibilities

A retired president granted emeritus/emerita status may, in addition to the benefits and privileges of all retired faculty and staff members:

  • Be listed in the College catalog with emeritus/emerita status.
  • Be awarded a certificate of emeritus/emerita status at the time of retirement or when appropriate.
  • Participate at his/her discretion in alumni and commencement activities as well as those of the CSI Foundation.
  • Be granted other privileges as deemed appropriate by the Board of Trustees.
  • When requested by administration, President Emeriti may serve in advisory capacities.

4.14 RETIREMENT ELIGIBILITY AND BENEFITS POLICY (Rev: 1/14)

Lifetime Pass Benefit

To be eligible for retirement benefits at the College of Southern Idaho you must be a benefited employee, be a minimum of 55 years of age, and have worked full-time ten consecutive years at the time of retirement. Nine, ten and eleven month benefited employees will count as having completed a full year of employment. Years of part-time service does not count.

The following benefits are set forth for CSI retired employees of the College of Southern Idaho:

  1. To participate in the CSI Early Retiree Health Insurance Plan you must meet the requirements listed above, not be Medicare eligible and have a monthly retirement check from PERSI or from one of the ORPs.
  2. The retired employee and spouse may take credit classes at the current employee exemption rate in effect when the classes are to be taken. For children, please see 4.11 Tuition-Free Classes.
  3. The retired employee will receive a clock or customary CSI retirement gift at the time of retirement.
  4. The retired employee will receive a Lifetime Pass that will allow them to attend selected CSI events at reduced prices.
  5. Events with special pricing for retired employees are CSI regular athletic events (not conference tournaments), student plays and musical performances, Arts on Tour, Herrett Center events, Library cards and access to the Student Recreation Center. Discount prices do not apply to non-CSI events held on campus.

Retirement benefits are subject to change and will be applied based upon the Lifetime Pass Benefits in effect at the time the benefit is to be used. A list of the current retirement benefits may be found online.

Faculty Emeritus Retirement Benefits are detailed in the Faculty Handbook.

Any deviation or change to this policy must be approved by the President or his designee.