Southern Polytechnic State University offers a wide array of attractive fringe benefits for eligible employees. In general, eligibility requires regular employment of at least three-fourths time for a period of more than one academic semester. Some benefits may require full-time employment in a permanent position.
Spouses and dependent children are eligible for coverage up to age 19 for health, dental, vision and life insurance coverages. Full-time students may remain on the aforementioned plans up to age 26. Medical coverage is available to dependents up to age 26 without regard to student status.
Earned benefits, such as vacation, sick leave and holidays may be pro-rated according to employee's FTE. Faculty do not accrue vacation. In all cases, eligibility will be determined by employment status.
Leave Accruals and Holidays
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.
Regular, 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.
Fiscal year employees receive twelve (12) paid holidays per year. The President will designate the University's official holidays.
CIGNA Life Insurance
All regular benefits eligible employees are provided with a $25,000 term life insurance through CIGNA. Premiums for this basic life insurance policy are paid for by the Board of Regents. Employees may also elect to purchase up to five times their annual salary in supplemental life insurance. The premium for supplemental coverage 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 of $4.70.
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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.
Health Care / Medical Plans
Effective January 1, 2012 eligible employees may choose from the Board of Regents Open Access POS or the Open Access Health Savings Accout (HSA) eligible POS. Health Savings Account (HSA) administration is provided by U.S. Bank.
The Board of Regents has frozen HMO enrollment and as such, only those employees currently enrolled in these plans may retain the coverage. However new enrollments are not permitted at this time.
All of plans provide coverage for the employee, spouse and eligible dependents. The Board of Regents contributes approximately 70% of the premium cost for each health plan.
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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 $1,200 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 plan availability is only guaranteed at the time of hire.
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CompBenefits Dental Plans
CompBenefits offers the following two dental plans SPSU employees:
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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.
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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 up 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.
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 before-tax dollar amount each pay period and to receive this money for qualifying health and dependent care related expenses. The health FSA annual maximum is $4,800.00 and the dependent care FSA annual limit is $5,000.
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Credit Union
Southern Polytechnic is a unit member of the Georgia United Credit Union. Membership is available to all regular SPSU employees.
To become a member, visit Georgia United Credit Union Membership page.
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. To request a TSA contribution, a Salary Reduction Agreement (SRA) should be completed and submitted to the Human Resources Department.
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Retirement Program
All employees working one-half time or more and more than one semester are required to participate in a retirement plan. Faculty and exempt level staff may choose between the Teachers Retirement System or from the Optional Retirement Plan (which has three Board of Regents authorized vendors: Fidelity, TIAA-CREF and VALIC). Retirement plans require an employee contribution of 5.53% of regular salary for TRS or 5% for the Optional Retirement Plan. Optional Retirement Plan participants receive an institutional contribution amount ranging between 8% - 11%.
Optional Retirement Plan contributions may be split among the three participating companies. Optional Retirement Plans are immediately vested.
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 9.5 years of service regardless of age. Staff employees of SPSU are required to participate in the Teachers Retirement System of Georgia.
Once made, the enrollment decision between TRS or ORP is irrevocable and can not be changed.
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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 30 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 System of Georgia, a full time benefited employee may apply for tuition assistance under the TAP program. Employees must apply through the regular admissions process for the institution or program of study they wish to attend. All standard admissions processes, fees and requirements apply. Once an employee has successfully completed the admissions process, TAP covers tuition and eligible fees up to 9 hours per semester.
Most University System of Georgia institutions and programs of study are TAP eligible. The course, program or degree does not have to be related to an employee's current position. Certain rules and some exclusions may apply. Please visit the USG Tuition Assistance information page for more details (link is below).
The following standing TAP Application deadlines have been established and apply to all University System of Georgia institutions: (If any of these dates fall on a holiday or on a weekend, the application deadline will be the last business day prior to the dates identified.)
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529 Higher Education Savings Program
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.
To participate with the 529 plan, first establish an account with our current 529 provider (TIAA-CREF); then submit a contribution election form to the SPSU Office of Human Resources for payroll deductions (if desired).
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Revised 7/2012