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
Employees of Lindsey Wilson College accrue vacation as
Regular full-time salaried and hourly employees in the active
employ of the College receive 10 days per year(6.67 hours per
The President's Cabinet and Executive Staff in the active
employ of the College receive vacation as specified in their letter
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.
In addition to vacation, the College provides the following paid
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
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.
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
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 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
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
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.
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.
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
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
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
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
- This policy provides for a maximum of 136 attempted academic
credit hours or attainment of the individual's first bachelor's
- 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
- 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
- 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.
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
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
- 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.