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Employee Benefits

Lindsey Wilson College provides the following benefits for it's employees.  If you have any questions or concerns regarding these services, please feel free to contact the Human Resources department.

Vacations

Employees of Lindsey Wilson College accrue vacation as follows:

  • Regular full-time salaried and hourly employees in the active employ of the College receive 10 days per year(6.67 hours per month).
  • The President's Cabinet and Executive Staff in the active employ of the College receive vacation as specified in their letter of appointment.

Note: Any full-time employee can earn an additional five days of vacation for every 10 years of service. However, in no case may any employee exceed 4 weeks (20 days) vacation per year.

The Longevity service requirement is determined by the employee's anniversary date.

Completion of an approved absence request form, signed by the supervisor, is to be submitted to the Office of Human Resources. A two week prior permission is required. The decision for approval of a vacation period will be made by the supervisor, in consideration of the priorities of the College.

Employees must use all vacation days by June 30th of the current fiscal year or they will be forfeited.

Holidays

In addition to vacation, the College provides the following paid holidays:

  • New Year's Eve
  • New Year's Day
  • Martin Luther King Day
  • Good Friday
  • Memorial Day
  • Independence Day (July 4th)
  • Labor Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Christmas Eve
  • Christmas Day

The College may grant three additional days during Christmas-New Year's period. The College will determine each year when and whether the specific days will be granted.

In order to be eligible for a paid holiday, the employee must work both the last scheduled working day immediately preceding and the first scheduled working day following the holiday itself. If an employee works on a holiday, they will be paid at a rate of double time.

If a holiday falls on a Saturday or Sunday, it may, at the College's discretion, be observed on either Friday or Monday. Pay of these holidays is included in your monthly pay.

The department head may approve taking a holiday in conjunction with vacation days where doing so will not disrupt the normal functioning of the department in which the employee works. Requests for taking a holiday in conjunction with vacation days must be made in advance to the employee's supervisor.

Retirement Plan

Once full-time employees have been employed by the College for one continuous year, or if they have previously participated in TIAA-CREF, they may elect to participate in the College's retirement plan. The College will match the employee's contribution, up to 5% of gross pay. The College has also agreed to contribute 3% of the employee's gross pay to the plan for any eligible full-time employee who chooses not to contribute.

All Amounts contributed by the College on your behalf will be deposited for you to TIAA-CREF or NATIONWIDE to be held until you retire. Should you terminate your employment with the College before reaching retirement, the following repurchase statement will apply:

a) None of the TIAA or CREF Retirement Annuities owned by participants requesting repurchase was issued more than five years prior to the time of repurchase (this five year requirement is waived if the total value of all TIAA and CREF Retirement Annuities owned is $4000 of less): and

b) The participant is neither employed by nor moving to an institution having a TIAA-CREF retirement plan in which they will be eligible to participate (employment includes sabbaticals or other leaves of absences.

Amounts paid to the participant on repurchase will be full satisfaction of the participant's and spouse's rights to retirement or survivor benefits attributable to such amounts. Since employee and College's contributions were made on a tax deferred basis, any payout will be treated as taxable income and subject to all federal state taxes and penalties in the year of payback.

For more details about this retirement plan, please consult with the Human Resources Office or refer to the Summary Plan Description explaining the College's retirement plan. If there any differences between the foregoing and the TIAA-CREF plan itself, the terms of the TIAA-CREF plan control.

Social Security

Social Security taxes have two Components - The OASDI (Old Age, Survivor and Disability Insurance) levy on all wages to a certain maximum provided by law and HI ( Hospital Insurance called Medicare) levy on all wages. The College contributes an amount equal to the tax withheld from each paycheck.

The Social Security Administration maintains an office in Campbellsville and provides a toll-free telephone number. If an employee has questions on benefits to be expected or payments to an account, the information can be provided by telephone or an office visit.

Medical Insurance

Lindsey Wilson College normally provides its employees, other than temporary employees and part-time employees working less than 35 hours per week, with group health insurance coverage, subject to the individual employee satisfying any eligibility requirements for insurance coverage established by the insurance provider. The College contributes the majority of the amount of the premium for individual coverage, with the precise amount determined annually and permits the employee to cover eligible dependents through payroll withholding.

The College evaluates its health insurance carrier and coverages on an annual basis.

The College reserves the right in its discretion to change the health insurance provider and to institute cost containment measures.

Refer to the summary plan description provided to you by the health insurance provider for more complete details on coverage requirements, deductible and co-payment provisions, benefits and limitations and restrictions on benefits. The Human Resource Office will also assist in answering any questions you may have about your health insurance coverage.

Life Insurance

The College has a group life policy which provides protection for all regular, full-time employees. The amount of life insurance is at least $20,000 for each employee.

Sick Leave

Full-time eligible employees accumulate sick leave on the basis of 6 days per year or 1/2 day per month. In an effort to encourage employees to save accumulated sick days for unanticipated one time illness, the College allows employees to accrue up to, but not to exceed, at any time, 30 days of accumulated and carried over sick time.

When an employee is off work for three days or more, the College requires that employees submit a doctor's statement before returning to work. Sick leave may be used to take care of immediate family members who are sick. Immediate family is defined as father, mother, sister, brother, child, or grandparent and the mother or father of the employee's current spouse.

The College may, in its sole discretion, based on specific employee request, agree to allow other employees to donate sick days to another employee under emergency situations. Any such requests should be submitted on an absence request form, signed by the supervisor and forwarded to the Office of Human Resources.

Accidental Death and Dismemberment Insurance

The College provides an accidental death and dismemberment policy that provides similar coverages as those listed under Life Insurance in No.7 above.

Tuition Assistance for Employees and their Dependents

Lindsey Wilson College will award employee tuition waivers for the Lindsey Wil­son College undergraduate program to employees, current spouses and dependent children of full-time employees in accordance with the terms of this policy. Depen­dency is determined by the Federal Financial Aid Process. In order to qualify for tuition assistance under this policy, the current spouse, child or children must sat­isfy the following conditions:

  • The current spouse, child, or children must maintain satisfactory aca­demic progress as outlined in the College catalog. The benefit is sur­rendered if the student is placed on probation and can be reinstated if the student returns to status of good standing.
  • This policy provides for a maximum of 136 attempted academic credit hours or attainment of the individual's first bachelor's degree.
  • The current spouse, child, or children must complete all necessary financial aid forms. Failure to complete the necessary financial aid forms will render the current spouse, child or children ineligible for the tuition waiver. Please note that any outside grants or scholarships will be applied to the student's account before the Lindsey Wilson College's educational assistance grant is applied.
  • Books, materials, lab fees, etc. required for course work will be at the expense of the current spouse, child or children of the full-time em­ployee.
  • The current spouse, child, or children of employees will become eli­gible for benefits under this Tuition Assistance Policy once the employee's contractual agreement begins.
  • Any employee who terminates at any given time during a term will assume responsibility of payment of the prorated balance of Tuition Assistance Policy for current spouses, child or children of employees.
  • It is normally not the College's practice to support students receiving dependent tuition assistance in order to attend the Lindsey in London program or other study abroad programs. Applications for such sup­port will be considered by the President and Executive Staff, on a case by case basis.

Any employee who wishes to take a class during the course of the work day must receive written approval from their direct supervisor and the vice president in charge of their area. College operations need to take first priority.

Any non-faculty employee interested in teaching one or more courses outside the purview of their regular administrative or support assignment, must first receive prior written approval from the direct supervisor and the vice president in charge of their area before agreeing to do so.

Survivor Benefit

Dependent children of any active Lindsey Wilson College employee who dies after at least seven years of full-time, uninterrupted employment will be permitted to attend Lindsey Wilson College and receive free tuition, according to the normal employee-dependent student tuition policy outlined in Section II, No. 9 of this handbook.

CIC Reciprocal Agreement

Lindsey Wilson College has entered into a reciprocal agreement with many other independent institutions through a program sponsored by the Council of Indepen­dent Colleges. This program is designed to encourage dependents of full-time in­dependent College employees to pursue educational opportunities at similar schools throughout the United States. The specific requirements related to this Program can be obtained through the CIC web site or the Office of Academic Affairs.

Graduate Tuition Policy

As part of Lindsey Wilson College's ongoing professional development efforts, it has established a policy wherein full-time, salaried faculty and professional staff employees may request graduate tuition remission assistance under the following conditions:

  • To be eligible, an employee must have completed at least two years of full-time service at the Institution.
  • The graduate program of study must be tied to the individual's posi­tion at the College and be deemed important to the employee's profes­sional development for the purpose of improving job performance or expanding skills and knowledge in the employee's area of work.

Each year, the Budget Committee will establish a pool of dollars within the profes­sional development funds allocated for the fiscal year, which will be earmarked for this program. A maximum of $1,100 per fiscal year and a maximum of $550 per semester will be allocated to anyone individual.

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