TABLE OF CONTENTS
Intent of Handbook
The University
II. EMPLOYMENT POLICIES & PROCEDURES
Employment Categories
Employment Applications
Job Postings
Work Schedule
Attendance and Punctuality
Personal Appearance
Performance Evaluation
Resignation
Employment of Relatives
Personnel Files
Personal Data Changes
Confidentiality
Use of Mail and Telephone
Use of Computing Facilities
University Property
Gifts and Rewards
Drug and Alcohol Use
Tobacco Restriction Policy
Safety
Payday
Overtime
Compensatory Time
Inconvenience Pay
On-call Time
Vacation
Sick Leave
Holidays
Funeral Leave
Jury Duty
Military Leave
Time Off to Vote
Health Insurance
Dental Insurance
Life Insurance
Disability Insurance
Workers' Compensation Insurance
Benefits Continuation (COBRA)
Retirement
Tax Sheltered Annuities
Credit Union
Tuition Discount
Cafeteria Plan
Parking
Identification Cards
Lyceum and Sporting Events
Library
Computer Services
Bookstore Discount
Check Cashing
Electronic Funds Transfer
Notary Service
Recreational Facilities
VI. GOVERNMENT REGULATION COMPLIANCE
Equal Employment Opportunity
Disability Accommodation
Campus Crime and Security Act
Unlawful Discrimination and Harassment
Immigration Law Compliance
Family and Medical Leave Act (FMLA)
Family Educational Rights and Privacy Act (FERPA)
Whistleblower Protection
Intent of Handbook
The "Staff Handbook" is intended to serve as a guide to the University's employment policies and practices and the benefits provided to staff members. The University is an "at-will" employer, therefore, this handbook does not serve as a contract for employment but rather as a guide to the obligations and rights of University staff members. This handbook is subject to change without notice based on changes in state or federal law, actions of the Board of Governors, or other administrative action. The University reserves the right to deviate from the contents of this handbook depending upon the circumstances of a particular situation.
When changes are made, employees will be informed by the most efficient method. Changes, additions, or deletions are effective as adopted and change to the handbook is not necessary for a change in the employment relationship. An up-to-date version of this handbook, in notebook form, will be available in each division/department office. Please consult this notebook if you have any questions about current policies or benefits. A copy will also be available in the Human Resources Office.
Staff members who are eligible for membership in Public Service Employees' Union, Local 45, are subject to the rules and regulations outlined in the union agreement. These rules and regulations will take precedence over the information contained in this handbook.
The University
The University is committed to the advancement of knowledge, to freedom of thought, and to the personal, social, and intellectual growth of its students. The University strives to identify and maintain a recognized standard of excellence in all of its educational activities. A spirit of educational innovation and excellence has characterized the University throughout its history of serving the State of Missouri.
The goal of the University is to offer an exemplary undergraduate education, grounded in the liberal arts and sciences, in the context of a public institution of higher learning.* The University, through its employees, will achieve this goal by emphasizing and supporting excellence in all areas. Each employee impacts students and co-workers not only through direct contact but also in all actions taken in carrying out the responsibilities of the position held.
* See the University General/Graduate Bulletin for a full mission statement.
EMPLOYMENT POLICIES AND PROCEDURES
Employment Categories
It is the intent of the University to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility.
Each employee is designated as NONEXEMPT or EXEMPT from federal wage and hour laws. NONEXEMPT employees are entitled to overtime pay or compensatory time under the specific provisions of federal law. EXEMPT employees are excluded from this provision according to federal guidelines.
Each employee will belong to one of the following employment categories:
REGULAR FULL-TIME employees are those who are not in a temporary status and who are regularly scheduled to work 40 hours per week. They are eligible for the University's benefit package, subject to the terms, conditions, and limitations of each specific benefit.
REGULAR PART-TIME employees are those who are not assigned to a temporary status and who are regularly scheduled to work less than 40 hours per week. The benefit package for this classification of employee differs from that of the regular full-time employee. Information regarding the benefit package can be obtained from the Benefits Coordinator.
TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. Employees hired for six months or less are not eligible for benefits.
Contact the Human Resources Office for more information.
Employment Applications
The University relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in this information or data may result in the University's exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
Job Postings
Nonacademic position openings will be posted on the Human Resources bulletin board and are also on the Web page: http://www2.truman.edu/humanres/jobs.html.
Work Schedule
Work schedules for employees vary throughout the organization. Supervisors will advise employees of their individual work schedules. Most offices are open from 8 a.m. to 5 p.m., Monday through Friday. Supervisors have the authority to set schedules for part-time employees. Employee lunch hours should be scheduled so that the office remains open to serve the public throughout the day. Lunch hours should not be used to accumulate overtime hours or to make up regularly scheduled work hours unless requested in advance and authorized by the supervisor.
Attendance and Punctuality
To maintain a productive work environment, the University expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on the University. In the rare instance when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence. Poor attendance and excessive tardiness are disruptive and may lead to disciplinary action, up to and including termination of employment.
Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the image the University presents to students and visitors. During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their position. The immediate supervisor or department head will determine what constitutes appropriate attire.
Performance Evaluation
Supervisors and employees are encouraged to discuss job performance and goals on an informal, day-to-day basis to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.
Resignation
Resignation is a voluntary act initiated by the employee to terminate employment with the University. The University asks that an employee provide written notice to his/her supervisor allowing as much time as possible before the final day of employment. A minimum of two weeks is desirable to facilitate a smooth transition.
On the last day of employment, an employee clearance form must be completed. This form is distributed by the Payroll Office.
Employment of Relatives
In accordance with the Missouri Constitution, no employee may participate, either directly or indirectly, in a decision to appoint or hire an employee of the University, (part-time, full-time, or student employee) who is related to such employee within the fourth degree of blood relation or marriage. Similarly, an employee may not supervise, either directly or indirectly, the work of another employee who is related within such fourth degree, unless the supervisory role is specifically approved by the President of the University.
Personnel Files
The University maintains a personnel file on each employee. Personnel files are the property of the University, and access to the information they contain is restricted. Only supervisors and management personnel of the University who have a legitimate reason to review information in a file are allowed to do so.
Employees who wish to review their file should contact the Human Resources Office. With reasonable advance notice, employees may review their own personnel file in the presence of an individual appointed by the University to maintain the files.
Personal Data Changes
It is the responsibility of each employee to promptly notify the University of any changes in personal data. Mailing address, telephone numbers, number and names of dependents, marital status, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times. The Benefits Coordinator should be notified immediately of any such changes.
Confidentiality
All personnel and student files are considered privileged information. Employees may come into contact with confidential information. It is the responsibility of University employees to protect that confidentiality. Failure to do so can be grounds for disciplinary action or termination of employment.
Use of Mail and Telephone
Personal mail may be sent through the University mail services as a convenience if personally paid postage is affixed. Because of the large volume of official mail handled by mail services, an employee should not have personal mail, Federal Express, or UPS parcels sent to the University.
Employees are required to reimburse the University for any charges resulting from their personal use of the telephone. The supervisor will advise the employee of the appropriate steps to reimburse the University for personal phone calls and FAX charges. A personal access code for long distance calls is available by calling Telephone Services.
Use of Computing Facilities
Computing facilities, when provided, are intended for business use. Personal use of University computing facilities, while not encouraged, is permitted on a limited basis, on personal time, and to the extent that such use does not interfere with business functions or activities. All data and University-supplied software, including electronic mail and World Wide Web pages, installed or stored on University computers, are the property of the University. Properly licensed personal software may be installed or used to the extent that such use does not interfere with business functions or with any network to which the computer may be attached. All software and data stored on University computer systems are subject to review by appropriate University personnel. Use or installation of unlicensed software on University computers is specifically prohibited. Failure or refusal to comply with these policies may be grounds for disciplinary action or termination of employment.
University Property
University property should be used only for University business. University furniture and equipment should not be moved from one office to another without notifying the inventory control section of the Business Office. University letterhead, envelopes, and facilities are intended for official University business and should not be used for non-university purposes.
Employees should keep keys issued by the University carefully secured. University keys should not be loaned to others. The employee may be held responsible for the abuse of the keys by other individuals. If keys are lost, the employee will be subject to a charge for their replacement.
Gifts and Rewards
According to the Code of Policies of the Board of Governors, no employee should accept any gift or favor, exceeding twenty-five dollars in monetary value, from any person, company, or firm which transacts, or wishes to transact, business with the University. This is not intended to prohibit the receipt of advertisement or promotional items on which the name of the advertiser is clearly displayed.
Miles earned under frequent flyer programs on flights paid by the University are the property of the University and cannot be used for personal travel.
Drug and Alcohol Use
The Drug-Free Workplace Act of 1988 requires a federal grant recipient to certify that it provides a drug-free workplace. Toward this end, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on University premises and while conducting business-related activities off University premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner which does not endanger other individuals in the workplace.
Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.
Employees with drug or alcohol problems may participate in a rehabilitation or treatment program through the University's health insurance benefit coverage. Benefits for treatment of mental illness, alcoholism, drug abuse, and chemical dependency are subject to benefit guidelines. As with other types of care, the program will only provide benefits for the type and amount of care that is considered medically necessary.
It is the responsibility of the employee to notify the Human Resources Supervisor of any conviction under a criminal drug statute. Such convictions must be reported to the U. S. Department of Education by the University. Employees with questions on issues related to drug or alcohol use in the workplace may raise their concerns with their supervisor or at the Student Health Center without fear of reprisal. For information regarding benefit coverage, contact the Benefits Coordinator.
Tobacco Restriction Policy
As of July 1, 1995, the use of tobacco in buildings and vehicles owned or controlled by the University is prohibited except in designated areas of residence halls. Through this policy the University will promote the health of the University community, preserve and protect University property, and provide a clean and safe environment in which to study, work, and learn.
Safety
To assist in providing a safe and healthful work environment for employees, the University has established a workplace safety program. Its success depends on the alertness and personal commitment of every individual.
Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to their supervisor or the physical plant safety coordinator. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.
Emergencies requiring immediate action should be reported directly to the Department of Public Safety at 911. The Department of Public Safety is responsible for coordinating all emergency response personnel.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the Benefits Coordinator or the appropriate supervisor. Such reports are necessary to comply with law and initiate insurance and workers' compensation benefits procedures.
First aid supplies are available in the Student Health Center and in several other offices. Building Coordinators have been designated to assist in emergencies.
Payday
All full-time employees are paid on the last working day of the month. Part-time contract employees are also paid on the last working day of each month. Part-time hourly employees are paid on the 15th of each month. Each paycheck will include earnings for all work performed through the end of the previous payroll period except overtime, shift differential, and time off without pay. Overtime and shift differential are paid the next month, and time off without pay is deducted the next month.
The University is required to withhold federal and state income tax and Social Security from the employee's check each month. Upon request to the Benefits Coordinator, some other deductions may be made, such as insurance premiums, tax-sheltered annuities, cafeteria plan, credit union, United Way, U.S. Savings Bonds, and development fund contributions. If an employee owes any debts to the University, payment may be deducted from his/her paycheck.
If a regular payday falls during an employee's absence, the employee may provide written notice to the Payroll Office with directions for the disposition of the check. If prior arrangements are not made, the employee's paycheck will be available, upon his or her return, at the Payroll Office.
Employees are encouraged to have their pay directly deposited into their bank account. Up to two months advance written authorization to the University is required to initiate direct deposit. Forms are available from Payroll. When the University makes direct deposits, the employee will receive an itemized statement of wages.
Overtime
In accordance with the Fair Labor Standards Act, nonexempt employees are paid at the rate of time and one-half for overtime work. Overtime work is defined as all hours that employees are "required, suffered or permitted to work" in excess of 40 hours per week. The work week is Sunday, 12:01 a.m. to Saturday, midnight. For the purpose of this policy, hours worked in a work week will include actual hours worked plus any holiday, vacation, or other approved leave hours. Compensatory time taken during the week is not counted. Daily work schedules may be adjusted to avoid overtime liability upon agreement of employee and supervisor.
Overtime work is not to be performed at the discretion of the employee, but must be scheduled and approved, in advance, by the employee's department head or supervisor.
Hours spent in activities and travel which are approved or required for job training or professional development will be considered as hours worked under guidelines available from the Payroll Supervisor.
All hours worked, including those believed to be overtime, must be recorded by non-exempt employees. Such hours worked, as well as other compensable hours such as vacation time and sick leave, must be reported to the Payroll Office on a monthly basis.
Compensatory
A nonexempt employee eligible for overtime pay may, in lieu of cash payment, be granted compensatory time off at a rate of 1 ½ hours for each hour of employment for which overtime compensation is required. Compensatory time may be accumulated to a maximum of 90 hours, which represents 60 hours of actual overtime worked. Use of the compensatory time off must be approved by the supervisor. Compensatory time accrual applies only when the hours worked are in excess of forty for the work week.
A record of compensatory time earned and taken must be noted on the employee's time sheet. Each time sheet must be signed by the employee and appropriate supervisor to certify correctness of the hours reported and to evidence the agreement to accept compensatory time off in lieu of overtime pay. Compensatory time must be earned before it is taken. The use of accrued compensatory time is encouraged during slow periods within the individual's department.
Inconvenience Pay
Nonexempt employees who are called back after completing their regular work schedule, or are called in to work on a day when they are not scheduled will be compensated for a minimum period of three hours.
On-call Time
Nonexempt employees will be compensated for on-call time when such time is spent predominantly for the University's benefit. If an employee is required to remain on call on University premises or so close that he or she cannot use the time effectively for personal purposes, that time is defined as working time.
For more detailed regulations on compensation policies contact the Payroll Office.
Vacation
Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation, and personal pursuits. Only employees classified as "regular" (not "temporary") are eligible to earn and use vacation time as described in this policy.
Vacation time will begin to accrue at the end of the first month but no vacation time may be taken until the employee has completed six months of employment. The first month shall be determined in this manner: if the employee's first day of employment is between the 1st and the 15th of the month, that is considered the first month; if the employee's first day of employment is after the 16th, the first month is considered to be the month following the beginning of employment. The amount of paid vacation time employees receive each year increases with the length of their employment as shown in the following schedule.
VACATION ACCRUAL SCHEDULE
| Years of Eligible Service | Vacation Days Per Month |
Vacation Days Per Year |
| Regular Full-time Exempt Employees: | ||
| Upon Initial Eligibility | 1.250 | 15 days |
| After 14 years* | 1.667 | 20 days |
| Regular Full-time Nonexempt Employees: | ||
| Upon initial eligibility | .833 | 10 days |
| After 5 years* | 1.250 | 15 days |
| After 14 years* | 1.667 | 20 days |
*Vacation days begin accruing at the new rate at the beginning of the sixth (or 15th) year but employees are not eligible to take the vacation days until they are earned.
Regular Part-time Employees:
Eligible part-time employees will accrue vacation on a prorated basis. Vacation benefits will accrue with years of service at the same rate as for regular full-time hourly employees. Contact the Benefits Coordinator for specific coverage details.
The length of eligible service is calculated on the basis of a "benefit year." This is the 12-month period that begins when the employee starts to earn vacation time. An employee's benefit year may be lengthened for any significant leave of absence except military leave or jury duty leave.
Once employees enter an eligible employment classification, they begin to earn paid vacation time according to the schedule. However, before vacation time can be used, a waiting period of six months must be completed. After that time, employees can request use of earned vacation time including that accrued during the waiting period.
Non-exempt employees may use paid vacation time in minimum increments of one hour. Exempt employees shall report all vacation used in full day increments. To take vacation, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including University needs and staffing requirements. Vacation time off is paid at the employee's base pay rate at the time of vacation.
Employees are asked to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. It is the responsibility of each employee to provide accurate vacation leave records to payroll. Employees who do not provide vacation leave information to payroll will be assumed to have taken all days available for the year.
As of July 1, 1998 vacation carry-over will be limited to the amount of vacation accrued annually with a maximum of three weeks. Once unused vacation reaches the equivalent of twice the annual amount, or the annual amount plus three weeks, further accrual stops until additional vacation is used. Vacation accrual occurs on a monthly basis and termination of accrual will also occur on a monthly basis. When the employee uses paid vacation time and brings the available amount below the cap, vacation accrual will begin again.
Upon termination of employment, employees will be paid for unused vacation time that has been earned through the last day of work. As of July 1, 1998 the maximum amount of unused vacation that will be paid or used to extend service will be 20 days. If the University terminates employment for cause, forfeiture of unused vacation time may result.
Sick Leave
The University provides paid sick leave to all eligible employees for periods of temporary absence due to illness or injury. Eligible full-time employees will accrue sick leave benefits at the rate of 12 days per year (one day for every full month of service), 3/4-time employees will accrue 9 days per year (.75 day for every full month of service), and half-time employees will accrue 6 days per year (.5 day for every full month of service).
Employees can request use of paid sick leave after completing a waiting period of three months from the date they become eligible to accrue sick leave benefits. Non-exempt employees can use paid sick leave in minimum increments of one hour. Exempt employees should report any absence of one day or more. Sick leave is to be used in the event of illness, injury, or scheduled health related appointments for the employee or an immediate family member.
Employees requesting sick leave may, after an absence of six consecutive work days, be required to submit a statement from their attending physician.
Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their work day if possible. The direct supervisor must also be notified of each additional day of absence.
Compensation for sick leave will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation.
Unused sick leave benefits will be allowed to accumulate until the employee has accrued a total of 120 days of sick leave benefits. If the employee's benefits reach this maximum, further accrual of sick leave benefits will be suspended until the employee has reduced the balance below the limit. Days over 120 will continue to accrue for retirement benefits but may not be taken as sick leave.
Unused sick leave benefits will not be paid to employees but will be credited toward retirement upon termination of employment if the employee is vested. One-twelfth of a year of service will be credited to the employee's total employment time for each 21 days of unused sick leave reported by the University at the time of termination. In order to provide this benefit, Payroll must have accurate records of sick leave used. It is the responsibility of each employee to provide accurate records to Payroll. No unused sick leave will be reported to MOSERS if Payroll cannot verify days used.
Employees who have one year of continuous service and have worked at least 1,250 hours in the previous twelve month period, are covered under the Family and Medical Leave Act of 1993. For more information see the FMLA section of this handbook or contact the Benefits Coordinator. In cases of extended illness or illnesses, sick leave without pay may be requested and will be granted up to a maximum of 120 working days, or denied, at the discretion of the President of the University.
Holidays
The University will grant paid holiday time off upon employment to an eligible classification. The holiday schedule is based on the academic calendar and is subject to change each year.
Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. An employee who works on a recognized holiday will be paid at one and one half times his/her base rate for all hours worked, in addition to holiday pay.
To be eligible for holiday pay, employees must work the last scheduled day immediately preceding the holiday and the first scheduled day immediately following the holiday, unless excused by approved leave.
If a recognized holiday falls during an eligible employee's paid absence (such as vacation or sick leave), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied.
The observance of special recognized religious holidays may be permitted. The employee should make arrangements in advance with the department supervisor. In such cases, time off is charged to accumulated vacation leave, accrued compensatory time, or leave without pay.
Funeral Leave
Full-time employees may be granted necessary time off in the event of the death of the employee's family member. Time off with compensation may be granted for a maximum of three working days for the death of wife, husband, mother, father, son, daughter, brother, sister, grandchild, step parent, or step child. One working day will be allowed with compensation for the death of mother-in-law, father-in-law, sister-in-law, brother-in-law, aunt, uncle, grandparent, grandparent of spouse, great grandparent, or great grandchild unless the employee can show cause for up to three days leave. Funeral pay is calculated on the employee's base pay rate at the time of absence. Employees who wish to take, time off due to the death of a family member should notify their supervisor immediately.
Employees may, with their immediate supervisor's approval, use any available vacation, accrued compensatory time, or time off without pay for additional time off as necessary or for funerals not covered by this policy.
Jury Duty
The University encourages employees to fulfill their civic responsibilities by serving jury duty when so required. Regular full-time employees are eligible for paid jury duty leave for a reasonable period of time. Regular part-time employees may receive paid jury duty leave for hours they would normally be scheduled to work. Any payment received by the employee for jury duty must be endorsed over to the University and submitted to the cashier in the Business Office unless the employee elects to use accumulated vacation leave for jury duty and retain jury duty pay for the days covered by vacation leave. Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence.
Employees must show proof of jury duty appointment to their supervisor as soon as received so that the supervisor may make arrangements to accommodate their absence. Non-exempt employees should report time missed for jury duty in hourly increments. Exempt employees should report absences of one day or more. The employee shall report to work following jury duty whenever there are at least four working hours left in his or her work shift, excluding reasonable travel time.
Either the University or the employee may request an excuse from jury duty if, in the University's judgment, the employee's absence would create serious operational difficulties.
The University will continue to provide university-paid health insurance benefits for the full term of the jury duty absence. Vacation, sick leave, and holiday benefits will continue to accrue during jury duty leave.
Military Leave
A military leave of absence will be granted to regular full-time or part-time employees to attend scheduled drills or training or if called to active duty.
Employees will continue to receive pay while on leave not to exceed 15 working days in any federal fiscal year (October 1 - September 30). The University will not pay the employee for those days within the dates of the orders that he/she would not normally have been working. The portion of any military leave of absence in excess of 15 working days will be unpaid. However, employees may use any available paid time off for the absence.
Subject to the terms, conditions, and limitations of the applicable plans for which the employee is otherwise eligible, health insurance benefits will be provided by the University for the full term of the military leave of absence.
Vacation, sick leave, and holiday benefits will continue to accrue during a military leave of absence.
Employees on active duty training assignments or inactive duty training drills are required to return to work for the first regularly scheduled shift after the end of training, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with all applicable state and federal laws.
Every reasonable effort will be made to return eligible employees to their previous position or a comparable one. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service, such as the rate of vacation accrual and job seniority rights.
Time Off to Vote
The University encourages employees to fulfill their civic responsibilities by participating in elections. If employees are unable to vote in an election either before or after their regular work schedule, the University will grant up to three hours of paid time off to vote, unless the polls are open for three consecutive hours outside the employee's work schedule. If necessary, arrangements should be made with the employee's supervisor.
Health Insurance
The University's health coverage is available for all regular employees who work a minimum of 1,664 hours per year or equivalent and is effective the first day of employment. The employee may purchase health insurance for his/her dependents under the guidelines of the MSU Consortium. The complete Plan Document is available at the following web site: http://www.msuconsortium.org.
Dental Insurance
Dental insurance is available for all regular full-time employees and their dependents. The effective date is the first day of the month following employment.
Life Insurance
Life insurance coverage for all full-time employees, equal to the employee's annual salary rounded up to the next $1,000, is paid by the University and is effective the first day of the month following employment. The employee may purchase additional coverage through monthly payroll deduction. The employee may also purchase dependent life insurance coverage in the amount of $5,000, $10,000, or $15,000.
Disability Insurance
Long term disability coverage is paid in full by the University for all full-time employees. The policy provides a monthly income if an employee is totally disabled for an extended period as a result of an accident or sickness. Benefits equal to 60 percent of regular monthly earnings are payable after a 180 day waiting period and continue as long as the employee remains disabled, or until age 65 (or later if disability occurs after age 60). The employee must also apply for social security disability.
Workers' Compensation Insurance
The University provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, worker's compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.
Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported. This will enable an eligible employee to qualify for coverage as quickly as possible. If the injury occurs outside of normal working hours and qualifies as an emergency, treatment should be obtained and a report made on the next business day.
If an employee is temporarily disabled by a job injury or illness, he/she will receive tax-free income until released by the doctor to return to work. Payment are two-thirds of the average weekly pay, up to a maximum set by state law. Payments are not made for the first three days unless the employee is hospitalized or unable to work for more than 14 days. Evidence of checks received from Workers' Compensation must be provided to the Benefits Coordinator.
Neither the University nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by the University.
Benefits Continuation (COBRA)
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified dependents the opportunity to continue health and dental insurance coverage under the University's health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, death of an employee, a reduction in an employee's hours, a leave of absence, an employee's divorce or legal separation, or a dependent child no longer meeting eligibility requirements.
Under COBRA, the employee or dependent pays the full cost of coverage at the University's group rates plus an administration fee. The University provides each eligible employee with written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the University's health insurance plan. The notice contains important information about the employee's rights and obligations. It is the employee's obligation to keep the University informed of changes in dependent status.
**Contact the Benefits Coordinator for more information on any of the benefits listed above.
Retirement
All University employees who work 1,000 hours or more per year are members of the Missouri State Employees Retirement System (MOSERS). The University currently contributes a percentage of the amount of the employee's salary each month to the retirement system. The employee does not contribute. Vesting is complete after five years of service with the State of Missouri. See the MOSERS Retirement booklet for additional information or contact the Benefits Coordinator.
Tax Sheltered Annuities
Approved licensed companies are authorized to sell tax-sheltered annuities to University employees upon providing reasonable assurances to the University that the deductions from employees' salaries will meet the requirements for "tax-sheltered" plans. The President of the University is authorized to develop and implement policies and procedures for employees to purchase tax sheltered annuities through the University, including a provision for a minimum level of sales to University employees by each company. Contact the Benefits Coordinator to obtain a list of currently approved companies for tax sheltered annuities.
Credit Union
A credit union is available on campus for all full-time employees. To join, an employee must complete a membership card, pay an enrollment fee, and make an initial deposit. For more information concerning payroll deduction, contact the Credit Union or the Benefits Coordinator.
Tuition Discount
Full-time regular employees and their spouses or children who qualify for admittance to Truman are eligible for a 75 percent discount on tuition charges. The reduction in enrollment fees applies only to regular, in-state enrollment fees for on-campus classes and does not apply to charges such as out-of-state tuition, course overload charges, supplemental class fees, residence hall charges, travel costs, or off-campus course fees. These fees must be paid in full by the student.
Full-time employees may alter their work schedule, if approved by their supervisor, in order to permit their attendance at courses offered on campus during their regularly assigned working hours, usually not to exceed three hours per week. Each full time employee must work 40 hours per week, and time lost due to class attendance must be rescheduled at a time acceptable to the employee and supervisor.
An employee must be a full-time permanent employee of the University at the beginning of the semester or summer session in order to receive enrollment discount privileges.
*NOTE: The tuition discount may result in taxable income to the employee and in some instances the University will deduct Federal Income Tax, State Income Tax, and/or FICA Tax from the employee's pay on the amount of the discount.
Cafeteria Plan
The Cafeteria Plan is a state sponsored employee benefit program which allows employees to redirect a certain portion of their earnings before federal, state, or social security taxes have been withheld. In certain instances, employees may use their pretax money to pay for health, dental, and life insurance premiums, other health care expenses (such as eyeglasses and medical bills), and child or dependent care.
This program allows a one time per year sign up and runs January 1 through December 31. Employees may enroll in this plan at the time of initial full-time employment or at the scheduled annual sign up time. Changes in family status or employment status should be reported to the Benefits Coordinator so that appropriate changes may be made between enrollment periods.
For more information contact the Benefits Coordinator.
Parking
Up to two faculty/staff parking decals are issued at no charge to each employee. Additional decals may be purchased. "Red" lots are designated for faculty and staff parking.
Decals are issued by the Department of Public Safety.
Identification Cards
Staff identification cards are issued by the Dean of Student Affairs Office. The identification card is required for use of the library and recreational facilities, for check cashing, to receive a discount at the bookstore, and for other services. There may be a replacement charge for lost or stolen cards and an employee may be held responsible for the abuse of the card by other individuals.
Lyceum and Sporting Events
Each employee may receive up to two tickets for Lyceum and sporting events at no cost. Free tickets for Lyceum events can be obtained at the Student Activities Board office in the Student Union Building. Free sporting events tickets are available by presenting employee ID at the ticket window. Reserve seat tickets may be purchased at the Athletics office.
Library
Employees may check out library materials from the University library, in accordance with the regulations established by the library, upon presentation of the employee's identification card.
Computer Services
Internet email accounts and local dial-in terminal server accounts are available to University employees at no charge. These accounts may be requested by contacting the Computer Services Help Desk.
Bookstore Discount
Books, supplies, and certain other articles sold in the Campus Bookstore may be purchased by full-time employees at a 15 percent discount upon presentation of the employee's identification card. The employee discount excludes sale items and educationally discounted products.
Check Cashing
Employees may cash personal checks for a limited amount at the cashier area of the Business Office between the hours of 8:30 a.m. and 4:00 p.m. Monday through Friday. Identification is required.
Electronic Funds Transfer
Employees may arrange with Payroll for automatic deposit of pay at a participating bank. The necessary forms are available in Payroll or the Human Resources Office.
Notary Service
Notary services are provided to employees free of charge in the Business Office.
Recreational Facilities
All University employees may use the natatorium, tennis courts, and other recreational facilities under the guidelines established by the supervisory department. Children under the age of 14 must be accompanied by a parent. Some facilities will require the presentation of a University identification card for admission. Policies for the Campus Recreation Center will be developed by the Recreation Center Advisory Committee.
GOVERNMENT REGULATION COMPLIANCE
Equal Employment Opportunity
The University provides equal employment opportunity on the basis of merit and without discrimination of race, religion, sex, age, disability, or national origin. The University extends equal opportunity for employment in both faculty and staff positions to all qualified individuals.
This policy governs all aspects of employment including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
An employee with questions or concerns about any type of discrimination in the workplace is encouraged to bring these issues to the attention of his/her immediate supervisor or the Equal Employment Opportunity (EEO) Officer. Employees can raise concerns and make reports without fear of reprisal. Employees found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
Disability Accommodation
The University is committed to ensuring equal employment opportunity for persons with disabilities in accordance with the Americans with Disabilities Act and all other applicable federal, state, and local laws.
Hiring procedures have been reviewed to provide persons with disabilities equal employment opportunities. Pre-employment inquiries are made only regarding an applicant's ability to perform the essential duties of the position. Upon request, the University will provide reasonable and appropriate accommodation throughout the application and hiring process.
Reasonable accommodation is available to all disabled employees whenever their disability affects the performance of job functions. If accommodations are needed, contact the department supervisor or the Human Resources Supervisor. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments. Leave of all types will be available to all eligible employees on an equal basis.
Campus Crime and Security Act
As required by federal law, a Campus Crime and Security Report which contains current policies regarding crime and emergency actions and response, prevention programs, statistics concerning criminal offenses and arrests, and sexual assault policies and procedures is available on request. Please contact the Human Resources Office or the Department of Public Safety for a copy of this report.
Unlawful Discrimination and Harassment
The University is committed to providing a work environment that is free of discrimination and unlawful harassment. Discrimination or harassment based on an individual's sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. Violation of this policy may lead to disciplinary action, up to and including termination of employment.
Any employee who wants to report an incident of unlawful harassment should promptly report the matter to his or her supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should contact the Human Resources Office or the Equal Employment Opportunity Officer. Employees can raise concern without fear of reprisal.
Immigration Law Compliance
The University is committed to employing only United States citizens and aliens who are authorized to work in the United States.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with the University within the past three years, or if their previous I-9 is no longer retained or valid.
Employees with questions or seeking more information on immigration law issues are encouraged to contact the Payroll Office or the International Student Office. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.
Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act of 1993 requires the University to provide up to 12 weeks of unpaid, job protected leave to eligible employees for certain family and medical reasons. Employees are eligible if they have worked at the University for at least one year, and for 1,250 hours over the previous twelve months. Accumulated sick and vacation leave will be counted as part of the total twelve week leave. The employee should provide 30 days advance notice when the leave is "foreseeable."
The University will maintain the employee's insurance coverage under the group health plan for the duration of FMLA leave. Dependent coverage may be continued as long as the employee pays the premiums due.
Unpaid leave may be granted for any of the following reasons:
- To care for the employee's child after birth, adoption or placement for foster care;
- To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
- For a serious health condition that makes the employee unable to perform his or her job.
Contact the Benefits Coordinator for details.
Family Educational Rights and Privacy Act (FERPA)
The Family Educational Rights and Privacy Act of 1974 (FERPA) provides current and former students of the University with specific rights of access to and control over their student record information. In compliance with the Act the University treats student educational records in a confidential manner. The University discloses information from a student's educational record only with the student's consent, except as permitted by law.
Whistleblower Protection
No state employee shall be disciplined for the disclosure of any alleged prohibited activity under investigation or any related activity.