4.01
APPLICATION FOR BENEFITS PROCEDURE (Rev: 2/00, 1/03)
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.
4.02 HEALTH INSURANCE (Rev: 2/00, 1/03; 1/06; 7/06)
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 HR Payroll Office within thirty days of a divorce, legal
separation, and when a dependent child ceases to be a dependent as defined by
the plan. Qualified depends may be added to your plan at any time during the
year.
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 change health insurance plans and enroll in the Flexible Spending Account program. The State Office of Insurance Management notifies employees of any changes to their medical insurance at this time.
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, IBHP benefits on an individual
basis for a period of time through COBRA coverage. Contact the HR Payroll Office
for more information.
4.03
LIFE INSURANCE & SHORT- & LONG-TERM DISABILITY (Rev: 2/00,
1/03; 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
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 HR Payroll Office. Incident Report forms are available online or from Security.
4.06
WORKERS' COMPENSATION & SICK LEAVE (Revised: 5/05; 7/06)
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 6 (six) 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 HR Payroll Office. The employee should apply for short-term disability.
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 (ORP's) 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 ORP's 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 HR Payroll Office.
4.08
RETIREMENT SYSTEM & SICK LEAVE (Rev: 1/03; 7/06)
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 would be credited to an account with PERSI and used to pay health insurance premiums for the retired employee enrolled in the state retirement plan.
(600 hours maximum at current hourly rate upon retirement.) See the HR Payroll Office 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 HR Payroll Office.
4.10
EMPLOYEE ASSISTANCE PROGRAM (Rev: 9/00, 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 by calling the EAP directly at 1-877-427-2327, 24 hours a day, seven days a week. All communications and information received by the counselors of the program will be kept strictly confidential. More information about this service and costs associated beyond the free services are available by calling the EAP program number listed above or by consulting the EAP Web site.
4.11
TUITION-FREE CLASSES (Rev: 1/03; 7/06; 7/08)
Full-time regular employees and their spouses and children may register for
credit classes at CSI without paying charges associated with credits (commonly
thought of as tuition and fees); however, they are still responsible for any
special fees and book costs. Employees may also take advantage of early
registration if they are enrolled at the time of pre-registration. Employees
need to verify their award has been applied with the Business Office.
4.12
REDUCED FEE/RECIPROCAL AGREEMENT COURSES (Rev: 2/00, 1/03; 7/06)
Due to a reciprocal agreement negotiated between the University of
Idaho, Boise State University, Idaho State University, Lewis-Clark State
College, North Idaho College, and the College of Southern Idaho, all full-time
regular employees and their spouses are entitled to register for courses
at these institutions using the educational privilege benefit. There
will be a nominal fee plus a fee per credit hour to the employee. Special
course fees may also be charged.
To qualify for this privilege the employee must complete fee waiver forms available
through the Business Office prior to registration. Your supervisor and the Payroll
Manager must sign this form. Registrations will not be accepted if this
is not done.
4.13 PRESIDENT EMERITUS DESIGNATION (Added:
8/05)
The Board of Trustees may choose to grant President Emeritus status to a retiring
president. President Emeritus 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 status is to
bestow an honorary title in recognition of successful tenure in the presidential
role.
Appointment Procedure
The College administration would forward a recommendation to the Board of
Trustees that this honorary title be conferred upon a president that is retiring
or has retired from the institution. The campus community will provide input
into the recommendation.
Rights, Privileges and Responsibilities
A retired president granted emeritus status may, in addition to the benefits
and privileges of all retired faculty and staff members:
a. Be listed in the College catalog with emeritus status.
b. Be awarded a certificate of emeritus status at the time of retirement
c. Provide representation on college committees such as accreditation, self-study, planning, etc.
d. Serve as an official College liaison with other portions of the community and region.
e. Participate at their discretion in alumni and commencement activities as well as those of the CSI Foundation.
f. Be granted the use of services and facilities, including an office with telephone, fax machine and computer, college library and mail services.
g. Be granted travel funds for research, publications or to work on College initiatives.
h. Be granted other privileges as deemed appropriate by the Board of Trustees
In addition, President Emeritus members are expected to continue to assist the College in the areas of their competence when requested to do so, particularly in an advisory fashion.