Eligibility
Southern Polytechnic State University offers a wide array of attractive fringe benefits for eligible employees.  In general, eligibility requires employment of at least one-half time and for a period of more than one academic or calendar semester. Some benefits may require full-time employment in a permanent position. Dependent children are covered to age 19, or to age 26 if full-time students. Earned benefits, such as vacation, sick leave and holidays are pro-rated if employment is permanent and half-time or more.  Faculty do not accrue vacation. In all cases, eligibility will be determined by employment status.

Vacation
Full-time employees, except academic year faculty, earn vacation leave at a rate of 10 hours per month (15 days per year) during the first 5 years of employment. The accrual rate is 12 hours per month (18 days per year) for the second 5 years. After 10 years of service, vacation accrual is 14 hours per month (21 days per year). Fiscal year academic personnel accrue vacation at the rate of 14 hours per month (21 days per year). An employee may have a maximum of 45 days of accrued vacation leave at the end of each calendar year. Academic year faculty do not accrue vacation leave.

Sick Leave
Permanent, full-time employees earn sick leave at a rate of eight hours (1 day) per month of employment (12 days per year). Academic year faculty earn one day for each month of service (9 days per year). There is no limit to the amount of sick leave one may accrue.

Holidays
Fiscal year employees receive twelve (12) paid holidays per year.

Life Insurance's
All permanent, full-time employees are provided with up to $25,000 of free term life insurance by the Board of Regents.  New employees are also entitled to enroll for up to three times their annual salary in supplemental life insurance. The premium is paid by the employee.

The Board of Regents also offers a dependent life insurance program. The plan provides for up to $10,000 coverage for eligible dependents at a fixed monthly premium.

Accidental Death and Dismemberment Insurance
An A.D. & D. plan allows the employee to choose any amount between $10,000 and up to ten times salary ($250,000 maximum) in accidental death and dismemberment insurance for themselves with proportional coverage for eligible family members. The premium is paid by the employee.

Long Term Disability Plan
Participating employees who become permanently disabled due to illness or injury may qualify to receive sixty percent of their salary beginning with the 91st. or 151st. day of disability. Benefits are payable to age 65. The premium is paid by the employee.

Short Term Disability Plan
The short term disability plan has a fifteen day elimination period and will pay 60% of salary up to 11 weeks or 22 weeks of medically certified disability. The benefit pays in addition to accrued leave pay. The cost is paid by the employee.

Board of Regents Dental Plan
This plan offers 100% coverage for preventive care, 80% coverage for basic care and 80% coverage for major care. Annual maximum benefit is $1,000 with a deductible of $50.00 per person. The plan offers an in-state and national network of providers. Members will not be subject to balance billing when using a network provider. Services performed by non-network providers will be paid in accordance to the plan's maximum allowable charge. Members will be subject to balance billing when using non-network providers. Member will also be responsible for submitting reimbursement claim form for services performed outside of the network.

100% of the premium cost are paid by the employee and the plan is only available at the time of hire.

CompBenefits Dental Plans
CompBenefits offers the following two dental plans SPSU employees:

1) CS 150 DHMO is a voluntary prepaid dental plan which offers services through a network of dental providers. This plan offers no annual deductible and set co-payments for a number of services as well as substantial discounts on major procedures. 100% of the premium cost is paid by the employee.

2) Elite Preferred 700 PPO/indemnity plan offers 100% coverage for preventive care, 80% coverage for basic care and 50% coverage for major care. Annual maximum benefit is $1,000 with a deductible of $50.00 per person. Members will not be subject to balance billing when using a network provider. Services performed by non-network providers will be paid in accordance to the plan's maximum allowable charge. Members will be subject to balance billing when using non-network providers. Member will also be responsible for submitting reimbursement claim form for services performed outside of the network.

Vision Plan
This is a comprehensive vision plan administered through CompBenefits which offers coverage for annual eye exams, lenses and frames. Substantial discounts on Lasik corrective surgery are also covered under the plan. The coverage is separate from the value-added discounts offered by the University's medical carriers.

Health Care Plans
Several health care plans are available to Southern Polytechnic employees. Eligible employees may choose from the Board of Regents Indemnity health plan, the Board of Regents PPO, or from one of our HMO's:  Kaiser and Blue Choice. A detail description sheet is available for comparison. All of the plans provide coverage for the employee, spouse and eligible children. The Board of Regents contributes approximately 78% of the cost for each of the health plans.

Specific Disease Protection Plan
"Cancer Insurance", this plan covers a range of medically specific conditions.  Benefits are generally paid on a per day or per incident basis with payment made directly to the covered participant. Coverage is available on two levels of protection with the low option having a $5,000 cap and the high option unlimited. Individual and family plans are available.

Flexible Spending Accounts
A Flexible Spending Account (FSA) plan allows employees to set aside a specific tax free dollar amount each pay period and to receive this money for un-reimbursable medical/dental expenses. There is an annual maximum of $2400.00 that can be contributed for the Health FSA and $5,000 for the Dependent FSA. Another plan allows the same type of program for dependent care.

Credit Union
Southern Polytechnic is a unit member of the State Employees Credit Union. Membership is available to all permanent employees.

Tax Sheltered Annuities
Tax sheltered annuities (TSA) allow employees to reduce their taxable gross income by contributing pre-taxed dollars into qualified plans.   Funds may be contributed into either a 403 (b) or 457 plan.  A list of current TSA vendors can be obtained by clicking here or from the Human Resources Department.  To request a TSA contribution, a Salary Reduction Agreement (SRA) should be completed and submitted to the Human Resources Department.  Click here for the 403 (b) SRA or here for the  457 SRA or contact the Human Resources Department.

Retirement Program
All employees working one-half time or more and more than one semester are required to participate in a retirement plan. Faculty may choose between the Teachers Retirement System or from the four Board of Regents Optional Retirement Plan's American Century, Fidelity, TIAA-CREF and VALIC. Any of these retirement plans require a contribution of 5% of regular salary and SPSU makes a contribution between 8% - 11%.

Optional Retirement Plan election forms are flexible in the distribution of the combined total of institutional contribution and employee contribution and may be split among the four participating companies. Optional Retirement Plans are immediately vested.

The Teachers Retirement System pays interest however requires ten years service for vesting. TRS issues a booklet that details the options for employee and dependent in retirement. The minimum requirement for retirement under the Teachers Retirement System is ten years of service credit and the attained age of 60. Disability retirement is available with a minimum of ten years of service regardless of age. Staff employees of SPSU are required to participate in the Teachers Retirement System of Georgia.

Social Security
All employees who participate in the retirement program are also covered by Social Security. The percentage withholding and the salary base amount are subject to change. The employer matches employee contribution to Social Security.

Open Enrollment
An annual open enrollment period during the fall permits changes from one health plan to another, the addition of dependent coverage and other changes. After the initial 31 days of eligibility, additions of life insurance, Long Term Disability and Short Term Disability may require evidence of insurability. The Human Resources Department provides details of open enrollment each year.

Tuition Assistance Program
After 6 months of employment with the University, a full time benefited employee may apply for tuition assistance under the TAP program. TAP covers 100% of tuition and eligible fees up to 8 hours per semester. There are certain rules that apply to participation in this program. For more information, visit http://www.usg.edu/employment/benefits/tuition/

The Georgia Section 529 Higher Education Savings Plan is a program which allows any employee with current payroll activity to open a college savings account on behalf any beneficiary, including themselves.  Total contribution limits are currently set at $235,000 per beneficiary with are no annual contribution restrictions.  All  contributions are on an after-tax basis.  At the time of withdrawals for qualified expenses, including tuition, fees, required books, supplies, room and board, and other related expenses, all withdrawals will be exempt from both federal and Georgia income tax.  Individuals filing itemized federal and state tax returns who fall under certain income levels may be eligible for certain state income tax deductions.
 

Revised 04/03