A staff member will be eligible for holiday with pay, provided the staff member:

   A. Is a regular or probationary full-time or part-time staff member on the day of the holiday;

   B. Is not receiving salary continuation, short-term disability, long-term disability, worker's compensation, or is on an unpaid leave of absence or layoff at the time of the holiday;

   C. Worked on the holiday if scheduled to work on that day, unless excused by their supervisor;

   D. Is not an academic year staff member who is on their scheduled break at the time of the holiday.

Staff members required to work on an approved calendar holiday, in addition to holiday pay, will be compensated at the rate of two (2) times their regular hourly rate for all hours worked on the holiday.

Holiday pay shall be eight (8) hours if full-time or four (4) hours if part-time, at the staff member's hourly rate.

Salary continuation may be used for:

   A.  Staff member or staff member's child, spouse, household member, parent, or parent-in-laws (living in staff member’s household) illness or injury, hospitalization and appointment pertaining to health.

   B. Impending death of staff member's parent-in-law to a maximum of three (3) working days, if needed.

   C. Death of staff member's child, stepchild, foster child, spouse, household member,  brother, brother-in-law, sister, sister-in-law, parent, parent-in-law, grandparent or grandparent-in-law to a maximum of five (5) working days, if needed. Extension may be granted in extenuating circumstances by Human Resources.

   D. Attendance at a funeral of a relative other than above (maximum of one (1) day).

   E.  With the supervisor's approval, a staff member may be released from work for that part of that day needed to attend the funeral of a faculty/staff member of the University.

   F.  Staff members may use salary continuation for days the University is officially closed due to inclement weather. One additional day (8 hours) may be used by each eligible staff member each calendar year, if necessary, due to inclement weather.

   G.  A staff member may elect to transfer four (4) or eight (8) hours of vacation, on no more than 2 occasions, each calendar year to another APSS, CPSS, or EAPSS member who is on short-term or long-term disability, to enable the employee on disability to replace some of the wages lost. The hours transferred will be deducted from the vacation balance of the employee donating the hours, in the calendar year that the Transfer Authorization Form is received by the Payroll Office. A separate Transfer Authorization Form must be completed for each transfer requested. The staff member receiving the transfer can receive no more than the equivalent of eighty (80) hours, per pay period. The total number of hours paid to a staff member on disability will not exceed one hundred forty-four (144) hours in a calendar year. The University will notify staff when a total of one hundred forty-four (144) hours have been donated. Any vacation donations over one hundred forty-four (144) hours will be returned to the donor. Any donated but unpaid vacation hours shall be paid upon the death of a staff member on disability.

A. All Confidential Professional Support Staff members must meet their employment obligation of regular and reasonable attendance. It is clearly intended that salary continuation as herein provided is primarily intended to protect the income of staff members while disabled and that no use of sick leave may be used beyond what is considered reasonable. Intentional misuse of the benefit may result in the denial of salary continuation usage in that instance and disciplinary action up to and including termination.

   B. The staff member shall notify their supervisor of an absence in advance and shall state the expected duration thereof when possible.

   C. If requested by the University, acceptable proof shall be furnished regarding the need for the absence. The University will then determine whether the reason qualified for use of salary continuation.

   D. Staff members engaging in other employment or profit making activities while collecting salary continuation may lose rights to salary continuation as well as to continuation of employment.

   E. Human Resources will review salary continuation usage. Typically, it will occur in June and December of each year. If usage exceeds 48 hours in a given 6 month period the Human Resources Specialist will discuss the results of the salary continuation review with the affected supervisors. Supervisors may have a conversation with the Confidential Professional Support Staff member regarding usage of salary continuation to determine if further resources or actions are necessary. If no plan of action has been agreed upon, then a committee of the Director of Employee Relations and the Work Life Consultant, may convene to outline the action with the supervisor and Confidential Professional Support Staff member.

The University shall provide regular full-time staff members with short-term disability insurance for those absences caused by illness or injury for a period longer than twenty (20) days and less than six (6) months, subject to the conditions of the master policy.

The University shall provide regular full-time staff members a program of long-term disability for those absences caused by illness or injury for a period longer than six (6) months, subject to the conditions of the master policy.

The University shall provide for continued participation in the appropriate University's retirement program for any eligible staff member receiving benefits under its disability program.

Medical Insurance will be made available. The cost of coverage to the University shall not exceed the cost of coverage for one staff member.

      i. If both job-share employees do not elect coverage, each will receive 50% of the credit given to regular full and part-time staff.

      ii. If one job-share employee elects medical insurance and the other does not:  the employee without coverage will receive 50% of the credit given to regular full and part-time employees, the other job-share employee will pay the cost of the credit given to the other employee plus the cost charged to regular full and part-time employees for the option that they select.

      iii. If both job-share employees elect medical coverage, each employee will pay 50% of the group cost for the plan chosen.  The University will pay the remaining 50%.  Group costs will change annually.

Dental Insurance will be made available. The cost of coverage to the University shall not exceed the cost of coverage for one staff member.

      i. If both job-share employees do not elect coverage, each will receive 50% of the credit given to regular full and part-time staff.

      ii. If one job-share employee elects dental insurance and the other does not: the employee without coverage will receive 50% of the credit given to regular full and part-time employees, the other job-share employee will pay the cost of the credit given to the other employee plus the cost charged to regular full and part-time employees for the option that they select.

      iii. If both job-share employees elect dental coverage, each employee will pay 50% of the group cost for the plan chosen.  The University will pay the remaining 50%.  Group costs will change annually.

Life Insurance will be provided equal to their base hourly rate of pay times 1040 hours.
 

Vision Insurance will be made available to the same extent and at the same rate as is available to other University employees.

Employees will be paid 4 hours for each approved holiday as outlined in section 2.1.

Vacation will be accrued according to the provisions for part-time employees as outlined in section 2.2.

Salary Continuation will be provided according to the provisions for part-time employees as outlined in section 2.3.

A Retirement Plan will be provided according to the provisions for part-time employees outlined in the plan document.

Medical Insurance for Retirees will be made available to the same extent and in the same manner as is available to other part-time University employees.

An employee on salary continuation or short-term disability shall be entitled to return to their previous position provided that they are released to return to their position within six (6) months from their last day worked. The University will continue benefits for employees receiving salary continuation or short-term disability pay.

When an employee’s salary continuation and short-term disability pay have been exhausted, the employee may request to be placed on extended sick leave if the employee continues to be unable to perform the duties of their position due to the illness or accident.  Such request must be made thirty (30) days prior to the expiration of short-term disability payments.  Human Resources shall notify the staff member of the imminent exhaustion of short-term disability pay in time for the staff member to meet the thirty (30) day request notice as specified above. Extended sick leave may continue for up to eighteen (18) months from the employee’s last day worked.  The time period may be extended by the University. If the employee is released to return to work during their extended sick leave, they will be offered the next available position for which they are qualified. The University will pay the cost of COBRA medical coverage during the first twelve (12) months of extended sick leave.