Employee Benefits Information
Southern Polytechnic State University offers a wide array of attractive fringe benefits for eligible employees. Employees may also enroll their legal spouse and / or dependent children in the health and welfare benefits. 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.
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.
Please "click" on the links below for additional details on major benefit offerings:
- Credit Union
- Flexible Spending Accounts
- Health Care / Medical Plans
- Leave Accruals and Holidays
- Life/AD&D Insurance
- Open Enrollment
- Retirement Program
- Specific Disease Protection Plan
- Social Security
- Tax Sheltered Annuities
- Tuition Assistance Program (TAP)
- Vision Plan
- 529 Higher Education Savings Program
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.
This plan offers two plan options - a Base Plan and High Plan. 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.
- Delta Dental Base Plan
- Delta Dental High Plan
Short Term Disability
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.
Long Term Disability
Long Term 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.HELPFUL HINTS
The EAP offers a wide variety of services, information and resources on a broad range of topics from emotional or work-life counseling, grief/loss counseling, financial information and resources, legal support and guidance, etc. (EAP services provided through an agreement with MHN, Inc. MHN is not a subsidiary or affiliate of Metlife and the services are separate and apart from the insurance and services provided by Metlife).
Services are completely confidential and in most cases either free or for a reduced fee to regular faculty, staff and in some cases, their immediate family members. Please click on the link to view information regarding EAP. EAP (Employee Assistance Program)
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 $2,500.00 and the dependent care FSA annual limit is $5,000.
- Some of the most common qualifying health expenses include:
- Eye exams
- Contacts and eye glasses
- Chiropractic services
- Dental services (non-cosmetic)
- Some of the most common qualifying dependent care expenses include:
- Nursery / daycare fees
- After school programs
- Summer camps
- Adult daycare fees
- Adoption fees
- Flexible and Dependent Care Spending Accounts Plan Summary
- HSA Health Savings Account Overview
- Health Care Flexible Spending Account Claim Form
- Dependent Care Flexible Spending Account Claim Form
U.S. Bank HSA Guide
U.S. Bank Member Login
The Board of Regents offers employees a variety of health coverage options including two HMO plans, an Open Access POS and an Open Access Health Savings Account (HSA) eligible POS. The Health Savings Account (HSA) administration is provided by U.S. Bank.
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.
- HSA Open Access POS Plan
- Open Access Point of Service
- Maintenance Medication Info
- Blue Choice HMO
- Kaiser Permanente HMO
- Vacation Accruals
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
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.
"Click HERE to view the University's 2014 Holiday schedule."
AD& D insurance allows employees to choose any coverage 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.
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.
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 6% of regular salary for both TRS or 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.
- The Teachers Retirement System of Georgia
- TRS Website
- TRS Publications
- The Optional Retirement Plan
- University System of Georgia Optional Retirement Plan Guide
- Optional Retirement Plan (ORP) Vendor Allocation Change Form.
"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.
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.
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. These programs allow you to start, stop and/or make
contribution changes throughout the year. No additional documentation or qualifying
life event stipulations apply.
To establish your TSA account and payroll deductions, follow these steps:
- Determine which type of plan you'd like to establish. Review the 403 and/or 457 overview comparison chart for more details.
- Determine which of the 4 approved vendors you'd like to invest with by reviewing the current vendor listing. Please note that investing with multiple vendors is permissible.
- Once you've decided on your vendor(s), contact those vendor(s) directly to establish your account and allocate your contributions in the various investment/fund options.
- Once your account has been established, submit either the 403 and/or 457 SRA forms (depending on which type of account you establish) to the HR office. We will use this form to set up your payroll deduction(s) accordingly.
- Updated SRA forms can be submitted throughout the year for any subsequent changes you'd like to make to your account(s) once they are established.
Feel free to contact the HR office for additional questions or assistance.
- 403 and 457 Comparison Guide
- Current TSA Vendors
- 403 (b) SRA Form
- 457 SRA Form
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 and program of study they wish to pursue. TAP does not guarantee admission and all standard admissions processes, fees, deadlines and requirements must be met. Once an employee has successfully completed the admissions process and been accepted to their desired program of study, 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.)
- Fall Semester – July 15th
- Spring Semester – November 15th
- Summer Semester – April 15th
- Tuition Assistance Program (TAP) Application
- KSU Premium & Executive Graduate Tuition Assistance Program (PEGTAP)
- USG Tuition Assistance Program Information Page
- Employee Registration Dates
This is a comprehensive vision plan administered through EyeMed 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.
- Vision Plan Information
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).
- 529 Higher Education Savings Program
- SPSU 529 Payroll Deduction Form (for enrollment, changes and/or contribution cancellations)