1. BENEFITS GENERAL STATEMENT
Insurance benefits may be changed at the time of policy renewal that will not necessarily coincide with the issuance of employee contracts. Existing insurance plans may be modified or terminated as deemed necessary by the College. No promise by any college employee can make the plan permanent. Employees and retirees should be aware that the present plan might be changed or eliminated for economic reasons. The College will make every effort to provide employees with informational meetings and written materials, regarding benefit updates at the time of any change and to update the employee handbook periodically.
The Executive Committee of the Board of Trustees adopted changes in the employee benefit plans on November 15, 1997 as required by the Employee Retirement Income Security Act of 1974 (ERISA) in order to comply with the provisions of this Act. Initial plan descriptions dated July 30, 1976, were written for the purpose of providing information to the U.S. Department of Labor and the participants in the programs. The plan administrator is the Vice President for Business and Finance.
2. MEDICAL INSURANCE
The College offers basic medical insurance and prescription drug coverage to all full-time employees. An employee may enroll his/her spouse/domestic partner, and/or dependents and pay for this coverage through a payroll reduction. A full description of the benefits as well as a schedule of premium costs may be obtained in human resources.
The 1994 Iowa Health Care Access Law requires employers doing business in Iowa to provide health care access to regular part-time employees by a written referral indicating where those employees can get information on health care.
Information concerning plan updates will be made available when applicable.
Retiring employees (and their spouses) who are:
a. covered by the College's health insurance plan at the time of retirement
b. at least 55 but less than 65, and
c. retiring after 10 or more years of continuous full-time service
have the option to remain on the health insurance plan until age 65. During this period the retiree would be required to pay 100% of the premium.
Another option offered is a waiver incentive plan, which helps eliminate duplicate health insurance coverage that may arise through an offering at a spouse's work. Employees may elect to waive their medical coverage offered by the College; and in return, the College will reimburse the employee $75.00 for each month they are not covered by the College's health insurance program. A check will be issued at the end of the plan year. The employee may also choose to have the reimbursement prorated on a monthly basis and added to their retirement plan. Additional information is available in the Human Resources Office.
3. DENTAL AND VISION INSURANCE
Dental and vision insurance is available for ful-time employees. Simpson College will pay one-half of the cost of the single coverage premium while the employee is responsible for the other half. The employee has the right to waive coverage. Spouse/domestic partner, and/or dependents may be covered at the employee's expense. If an individual is involved in an early retirement offered by the College they will have the option under the same guidelines as the medical insurance to remain on the dental vision program until age 65. During this period they would be required to pay 100% of the premium. Additional information and forms are available in the Human Resources Office.
4. TAX SAVER 125 PLAN
All eligible employees may have payments for medical, dental and vision insurance premiums and flexible medical and dependent care spending accounts deducted on a pre-tax basis. This salary reduction program allows employees to save tax dollars on these expenses.
5. RETIREMENT ANNUITY PROGRAMS
(Classified by U.S. Department of Labor as Employee Pension Benefit Plans)
Simpson College provides a voluntary retirement annuity (RA) program through TIAA-CREF (Teachers Insurance and Annuity Association-College Retirement Equity Fund). Descriptive information about this plan, plus optional plans for participation in Supplemental Retirement Annuities (SRA) accounts offered by TIAA-CREF and Equitable of Iowa are available in the Human Resources Office.
All employees who work at least 1,000 hours per year and are at least 21 years of age are eligible to begin participation in the voluntary retirement annuities (RA) program offered through TIAA-CREF on the first day of the month following the completion of one year of continuous service. Lecturers, adjunct faculty members, summer and extension faculty, temporary employees, employees under government and private funding for research or contracted services are not eligible to participate in this plan, but may be eligible to participate in a Supplemental Retirement Annuity (SRA) and should contact the Human Resources Office for details.
Participants in the voluntary annuity retirement plan are required to make personal contributions of 5 percent of base monthly salary. This personal contribution may be a tax sheltered salary reduction. The College will contribute 8 percent of base monthly salary. For the purpose of this plan the normal retirement age is 65. Age 55 is designated as the early retirement age, when you may withdraw funds without tax penalty. However, you must start drawing on your retirement funds, by age 70 1/2. Additional personal contributions up to the statutory limit (including the required 5 percent personal and 8 percent college contributions) may be made on a tax-sheltered basis. These additional contributions beyond the 13 percent mentioned above may be added to the regular TIAA-CREF plan or may be used to purchase Supplemental Retirement Annuities (SRA).
Employees, who are eligible for the annuity options, and choose not to participate, are required to sign a waiver. Reminders of eligibility are sent out from the Human Resources Office each August.
6. DISABILITY LEAVE
If an employee becomes unable to work due to illness, injury or other disability, including pregnancy, he or she will be covered under the Family & Medical Leave Act. During such leave, the employee will be paid the amount of sick leave and vacation pay the employee has accrued.
Under such circumstances, the employee's job will be held for his/her return for a period of twelve weeks. The employee shall be returned to his/her prior position assuming he/she receives a doctor's statement releasing him/her from disability to perform his/her job within the twelve-week time frame. Should the employee be unable to return to work within 12 weeks after commencement of disability leave the College may, at its sole discretion, fill the position.
If the employee's disability extends for a period of ninety days or more, the employee may apply for long-term disability income. If the employee is released to return to work at some subsequent point in time, upon providing a medical release to the Director of Human Resources, a determination will be made by the College, at its sole discretion, as to whether a vacant position is currently available within the employee's qualifications and medical restrictions, if any. Reasonable accommodation will be made in order to facilitate the employee's return to some form of employment.
If such a position is available, the employee will be assigned to it at its normal rate of pay. If such a position is not available, the employment relationship shall be severed.
7. TOTAL DISABILITY INCOME INSURANCE
(Classified by U.S. Department of Labor as Employee Welfare Benefit Plan)
Beginning, December 1, 1988, all full-time employees of the College are covered by the UNUM total disability insurance program immediately upon employment. This insurance provides twenty-four hour coverage against total disability occurring because of sickness or injury. The terms of this policy guarantee, after three months of total disability, maximum monthly benefit including Social Security and Worker's Compensation of 60 percent of the monthly salary base up to $6,000 per month. In no event will the monthly income benefit be less than $100. This benefit will be paid to age 65 or until the employee is able to return to work in his or her own profession. The College pays the total insurance premium for all eligible employees. If an employee enrolled in the College retirement plan becomes disabled, the disability insurance will continue to make payments into the employee's retirement fund at a rate of 13 percent of the salary at the time of disability as long as the eligibility for disability payments continues.
8. GROUP LIFE INSURANCE
(Classified by the U.S. Department of Labor as an Employee Welfare Benefit Plan)
The College provides all eligible employees group term life insurance coverage equal to one and one-half the annual salary. There is no conversion option for this term insurance. Additional optional life insurance is available at special group rates. Please contact the Human Resources Office for details of the program.
9. EDUCATIONAL BENEFITS
Eligibility for educational benefits for employees begins at the beginning of the term after the start of regular full-time employment. The employee's immediate family members (spouses/domestic partner and/or dependent children) are eligible for educational benefits after one year of continuous full-time employment. Tuition remission is available for classes attended at Simpson and, under certain conditions, at other participating institutions. Tuition remission is only available in credit granting areas. Non-credit programs and music lessons do not fall under this remission benefit. Tuition exemption does not apply to study requiring extra compensation to be paid to faculty members, as is the case of independent study courses or summer school courses in which the employee is enrolled that requires extra compensation to the instructor.
a. Tuition Remission Policies
The employee must request tuition remission for each academic year. Tuition remission forms may be obtained in the Office of Financial Assistance or the Human Resources Office. The Director of Human Resources and the Associate Director of Financial Assistance must sign the tuition remission form.Tuition remission benefits are intended to cover tuition charges after business/corporate educational benefits and State financial aid have been applied for and credited to the student's account.
b. Tuition Remission Procedures
In order for the College to avoid funding tuition, which can be funded, by the Iowa Tuition Grant, employees, spouses/domestic partners and dependent children without a baccalaureate degree will be required to apply for this grant. Students who are not degree seeking are not required to apply for this grant.The Iowa Tuition Grant must be filed for by the prescribed deadline for the forthcoming year. Should the student be eligible for the Iowa Tuition Grant and fail to meet that deadline, the amount of the Iowa Tuition Grant will be deducted from the student's tuition remission. To receive full tuition remission, one must document ineligibility for State grants.
In order to document ineligibility for state grants, the following procedures will be used:
1) It is a requirement that each applicant complete the Simpson College Tuition Remission Application. The form is to be returned to the Director of Human Resources, who will initially process the form and forward it to the Financial Assistance Office for appropriate action.
2) All degree seeking employees, spouses/domestic partners and/or dependent children must complete the Iowa Tuition Grant Program Free Application for Federal Student Aid Form and forward same to the processing center prior to the June 1st yearly deadline.
3) Tuition remission is not granted for more than sufficient hours to graduate. Additional tuition remission beyond graduation must enhance the individual's employment at Simpson College and be approved in writing by the Cabinet level officer for that employee.
4) Employees, spouses/domestic partners or dependent children who enroll as "non-degree" students do not need to complete the Free Application Federal Student Aid Form but must complete the Simpson College Tuition Remission Application.
Application forms may be obtained from the Financial Assistance Office. Tuition remission will be provided according to the program outlined above, less Iowa Tuition Grants.
c. Employee Tuition Remission
After one year of full-time regular employment, employees of the College interested in degree seeking or personal growth and development may be granted tuition remission under the following conditions:1) Employees must have the approval of their supervisor.
2) Classes must not interfere with the performance of the employee's responsibilities.
3) The employee must continue to work full-time. Hours may be adjusted with the supervisor's approval to compensate for class time occurring during the regular workday. The employee is required to submit to Human Resources a schedule signed by the supervisor stating when the class time will be made up.
4) The employee must request tuition remission for each academic term. Tuition remission forms may be obtained in the Office of Financial Assistance or Human Resources. The Director of Human Resources and the Associate Director of Financial Assistance must sign the tuition remission form.
5) Employees will be limited to one-day class during each fall and spring semester. Classes may be taken in the evenings, Saturdays, and FASTrack up to a total maximum of 18 credit hours per academic year. One course in each summer session may also be taken.
d. Dependents Tuition Remission
Full tuition remission is granted exclusive of the general fee and student activity fee for spouses/domestic partners and/or dependent children of all full-time regular employees. "Children" refers to those individuals who are claimed as "dependent" exemptions on the parental federal tax return or meet the criteria of dependent as defined by Federal Student Aid Regulations. Children must be considered dependent each tax year that the student is enrolled at Simpson College and receiving the Tuition Remission Benefit. For the degree-seeking student (spouse/domestic partner or dependent children), tuition remission will be granted for a maximum of eight semesters plus four May terms for a total of 152 hours. The maximum available hours will be reduced by any transfer hours that are accepted toward a degree program resulting from attendance at a tuition exchange college. Tuition remission benefits will be restricted to a maximum of a six-year period from the original enrollment date.1) Dependents eligibility
a) When an employee separates from their spouse/domestic partner and no longer co-habitats in the same residence, the College shall not be responsible, after a six-month period of separation, for the tuition remission benefit of the spouse/domestic partner.
b) In the case of "common law marriage," the employee shall provide the Director of Financial Assistance legal evidence of the marriage in order for the spouse to be eligible for tuition remission benefits.
c) For a domestic partner to be eligible to receive tuition remission benefits the employee and partner must have on file with the office of Human Resources an Affidavit of Domestic Partnership.
d) When the employee is divorced and the dependent children of the employee reside with the former spouse/domestic partner, the children are eligible for tuition remission benefits.
e) When the employee's spouse/domestic partner has dependent children, they must reside in the employee's home for at least their senior academic year in high school to be eligible for tuition remission benefits.
f) If a full-time employee who has served the College for at least six consecutive years dies while under contract to the College, the spouse/domestic partner or dependent children of that employee is/are guaranteed the same tuition remission benefit that they would have received if the deceased had continued to be employed at the College.
e. CIC TUITION EXCHANGE PROGRAM
Simpson College has joined the Council of Independent Colleges that makes available to its member institutions a tuition exchange program involving approximately 275 schools throughout the nation. The program is available to all dependent children of Simpson College employees who have been employed full-time at least one year and are continuously employed while the student is enrolled at the exchange college.
The following requirements must be met in order for a student to be eligible to participate:
1) The applicant must be admissible at the host college.
2) Each host college may choose to enroll only three (3) exchange students in any year.
3) Applicants are required to submit all Financial Aid Awards to the host college.
4) The host college's commitment to each student is limited to tuition remission.
5) Each applicant applies directly to the college(s) of choice, submitting all required financial aid information.
6) The Admissions Office of the host college informs the student of his/her admissibility.
7) The tuition exchange officer will notify the student of tuition exchange eligibility after acceptance for admission.
8) Retention of a student in this program is determined on the same basis as all other students are continued.
9) Students continuing in good standing are automatically eligible for up to three years of annual renewal of tuition remission.
If, as an employee, you have any questions regarding this program or would like a listing of the participating colleges, contact the Director of Human Resources or the Associate Director of Financial Assistance.
f. TUITION EXCHANGE INC. PROGRAMSimpson College is currently participating in a program of cooperative tuition remission involving over 400 schools throughout the nation. Eligibility also includes one year of continuous employment, and to remain in the system depends upon the number of students from other institutions choosing Simpson as well as the number going to those institutions from Simpson. The College cannot assure any college family that eligibility will be available at a given time. At the same time, a dependent must be admissible to the institution by their standards. Details of this program are subject to change.
The process for participation in the tuition exchange is:
1) A student making application for admission to the tuition exchange college should request the Financial Assistance Office to prepare the necessary papers in order that one copy may be sent with the application for admission.
2) The Financial Assistance Officer will send a copy of the form to the tuition exchange officer at the College to which the student is making application.
3) Limitations exist on the number of students Simpson may export to other schools, the number of students, which a given school is willing to accept on this program, and in some cases the number of credits Simpson may invest in any given student.
4) Given a limitation of eligibility on the number of students the College can export through this system, available credits will be expended on the basis of "first come, first served."
The Associate Director of Financial Assistance is the designated tuition exchange officer at Simpson College. The Associate Director will provide full information on colleges participating in the program, Simpson's status within the program, related details and will provide counsel and assistance to all seeking further information.
10. IDENTIFICATION CARDS
Each employee who works more than half-time on a regular 12-month basis is given an identification card. The student development staff takes ID pictures in the fall. If an employee loses his/her ID card or wants to have a new card issued, there will be a charge for that service. This card will admit the employee, spouse/domestic partner and dependent children to all home athletic events, most Iowa Intercollegiate Athletic Conference away games, most lectures, concerts, and other campus events. Exceptions include student government sponsored concerts, Metro Opera performances, Madrigal Dinner, and other special events. ID cards are also necessary to check out library materials.
11. COWLES CENTER PRIVILEGES
Simpson Athletic Club (SAC) tags are available for full-time and part-time employees of the College, their spouses/domestic partners and dependents in the Human Resources Office. This privilege is not for married children or grandchildren. Tags are needed for proper identification and admittance to Cowles Center for swimming, tennis, and other activities as designated by the Director of Athletics. Employees are subject to fee assessments, if they request private lockers.
12. LIBRARY
College employees may check out library materials by presenting their Simpson I.D. card. Family members may present their public library card. Reference books, microforms, periodicals, indexes and videotapes are for library use only; faculty may check out reference items (overnight), periodicals (overnight or one week) and videotapes (two weeks). A library handbook is available. Check out the library website for current information.
13. WELLNESS PROGRAM
Simpson College offers a wellness program, which includes annual blood profiles, flu shots, participation in the Assistance Centre, seminars, newsletters, and contests that encourage employees to improve their overall health.
14. GROUP AUTOMOBILE AND HOMEOWNER'S INSURANCE
Optional group automobile insurance, group homeowner's and renter's insurance is available to all college employees. The employee pays the full cost with a deduction from his/her monthly salary. Information concerning these plans may be obtained from the Director of Human Resources.
15. GUIDELINES FOR PERSONAL COMPUTER PURCHASES
Employees may purchase computers for personal use through the College. Computer choices will be limited to Simpson's current computer vendor(s). Purchases may be paid for in full at the time of purchase or through payroll deduction. More detailed information is available through Information Services.
16. PROFESSIONAL GROWTH AND DEVELOPMENT
After one year of employment, employees may request to attend conferences or classes to enhance abilities or skills. The employee must first obtain the supervisor's approval. The information concerning the conference or class should be brought to the Director of Human Resources for final approval. Exempt personnel are expected to exhibit and continue professional growth and development consistent with their major responsibilities.
a. Within the restraints of budget and schedule, exempt personnel are encouraged to attend professional conferences that have identifiable promise for professional growth or institutional improvement. Employees are encouraged to utilize those conferences that seem to be most productive within geographic limits of the state or the region. Annual professional meetings at the state level should be attended. Regional meetings within a regional orbit of Chicago, St. Louis, Kansas City, Omaha, and Minneapolis are encouraged. Attendance at national conferences must be approved in advance by a supervisor. Attendance at conferences should be planned well in advance and the privilege shall be equitably shared among qualified staff in each department. Approval forms are available from the appropriate department head.
b. Occasional workshops and in-service programs may be presented on campus for the purpose of professional improvement and growth. Supervisors are encouraged to support these activities.
c. Networking is encouraged with colleagues at neighboring colleges, or invite colleagues in similar fields to our campus. Expenses for such travel should be assessed against department budgets.
17. VACATIONS
Vacation with pay is granted to regular employees who work at least one-half time on a full year (12 month) basis. There is no paid vacation accrual for employees who work 9 or 10 months per year. An employee must work a minimum of six months before he/she may use accrued vacation. Vacation time is earned and posted monthly on the pay deposit slip in hours accrued. There is a maximum accrual of 240 hours for vacation time.
a. VACATION FOR NON-EXEMPT EMPLOYEES
1) Vacation accrual for non-exempt employees the first five years is based on the number of hours worked per year according to the following schedule:
Hours worked per year Vacation earned 1040 to 1220 40 hours 1221 to 1320 44 hours 1321 to 1420 48 hours 1421 to 1520 52 hours 1521 to 1620 56 hours 1621 to 1720 60 hours 1721 to 1820 64 hours 1821 to 1920 68 hours 1921 to 2020 72 hours 2021 plus 80 hours 2) For full-time non-exempt employees, vacation time is accumulated at the rate of 6.67 hours per month (80 hours per year) for the first 5 years. After five years of employment, five additional vacation days (40 hours) will be granted, and posted at 10 hours per month for 120 hours per year. After 15 years of employment, vacation time is increased to four weeks (160 hours) and will be posted at 13.34 hours per month. This is granted for continuous full-time service.
3) Vacations must be scheduled to meet the requirements of the department and have the approval of the departmental supervisor. When an authorized holiday falls within an employee's vacation period, the holiday may be added.
b. VACATION FOR EXEMPT EMPLOYEES
Full-time year round exempt personnel normally will receive 20 working days (160 hours) of vacation per year. No paid vacation is given to employees who work 9 or 10 months per year. Vacation accrual is posted monthly on the pay deposit slip in hours accrued at the rate of 13.34 hours per month. There is a maximum limit of 240 hours for vacation time that can be accrued. Exempt personnel are to report monthly to the divisional vice president's secretary by the 6th of the month whether or not any time has been taken using the Exempt Monthly Vacation and Sick Leave Report.
In order to benefit from vacation, it must be taken. Generally an employee must work at least six months before using accrued vacation. Vacation privileges are not intended to provide additional pay in lieu of time away from work. When no vacation accrual is available, time off will be considered an unpaid leave of absence.
All exempt personnel are required to submit vacation plans for approval to the proper supervisor allowing for the arrangement of work schedules and to insure continuity.
Vacations are generally not to be taken at crucial times during the academic year such as orientation or commencement week, nor are they to be taken in conjunction with Christmas vacation without specific approval from the department supervisor.
18. SICK LEAVE
Sick leave is provided to prevent loss of income or financial hardship during necessary periods of absence from work caused due to illness or injury. Employees may use sick leave for absence due to personal illness, injury, physical examination, eye examination, dental care, or exposure to contagious disease. Up to one-half of accrued sick leave may be used for the illness of a spouse, child or parent
Sick leave is accrued at the rate of one day (8 hours) for each month of employment accumulative to 90 days (720 hours) and will begin to be calculated beginning on the first full month of employment. The Cabinet level officer may require a statement from a doctor documenting any absence of three days or more.
A regular employee who works less than full-time, but at least half-time year around, accrues sick leave proportionately. No paid sick leave is given to employees who work 9 or 10 months per year. Accumulated sick leave is accrued and posted monthly on the pay deposit slip in hours accrued.
All time off for personal or family illness will be charged against sick leave. If no accrued time is available, the employee may use accrued vacation time or take the time without pay. Exempt employees are responsible for reporting their use of sick leave to their Vice President on or before the 6th of each month. Non-exempt employees are to turn in their use of sick leave on their time sheets to the payroll office.
When employees cannot work because of personal or family illness, they should call their supervisor immediately and explain the reason for their absence. In addition, the supervisor should be kept informed of the progress and when to expect the employee back on the job.
A supervisor may require a doctor's statement documenting any absence of three days or more.
Sick leave with pay will be granted only for time lost on the basis of a regular workweek or less, and not overtime or premium pay.
When an employee goes from full-time to part-time, the sick leave will be prorated on the same basis as the part-time work. For example, a full-time employee who has accrued 10 days leave will retain five of these days when going to one-half time.
19. ACCUMULATED SICK LEAVE PAY-OUT FOR NON-EXEMPT EMPLOYEES
When a non-exempt employee retires at age 65 (or at the employee's option age 62) or has 20 years of service, accrued sick leave will be paid. There is a $2,000 maximum limit on accumulated sick leave being paid under this provision.
20. PERSONAL DAY
In order that non-exempt employees may have some time available to conduct personal business that requires them to be away from work for a short period of time, up to eight (8) hours per anniversary year will be granted as personal time off to all regular non-exempt employees. This is time off with pay and may be taken, with approval of their supervisor, in segments of not less than one hour or may be used in one full day off. These 8 hours must be used during the employee's anniversary year.
21. LEAVE OF ABSENCE
A leave of absence without pay is discouraged. It is granted only in emergency circumstances at the discretion of the department supervisor and approved in writing by the Director of Human Resources.
Employees must request leave from their supervisor and receive approval before beginning any unpaid leave. The direct supervisor has a right to know the reason for the absence. Any leave of absence including medical or family leave should be reported on the employee's time sheet. If a leave of absence is granted for a period of 30 days or more, the employee must make arrangements with the Director of Human Resources to maintain medical insurance and other benefits during the leave.
Employees taking leaves of absence to extend a holiday period either before or after the holiday will not be eligible for holiday pay. The entire period of absence is an unpaid leave of absence. Employees also do not receive pay for holidays falling within the leave of absence, nor will vacation or sick leave accumulate during the leave.
If employees wish to take an extended leave without pay (more than one month), no guarantee will be made that their jobs will be available upon their return. Unusual circumstances and extreme emergencies will be given special consideration by the work supervisor and the Director of Human Resources.
There is no established sabbatical policy for non-faculty personnel. Exceptions based upon unusual circumstances may be made upon occasion with the approval of the President and the Board of Trustees.
22. REST PERIODS
Employees shall be allowed rest periods (or coffee breaks) of 15 minutes maximum each half-day, provided such interruption in work does not interfere with the performance of the employee's responsibilities or the efficiency of the department. If a rest period is permitted, it should be taken at times within the workday to be arranged by the supervisor, normally mid-morning and mid-afternoon. The work supervisor is responsible to insure that this privilege is not abused.
23. DINING HALL PRIVILEGES
The College encourages its employees and their families to utilize the College dining hall in order to become better acquainted with students and others in the community.
Meals may be purchased at a predetermined discounted rate at the door or arrangements may be made on a long-term basis through the College Business Office.
24. SPECIAL RISK AND ACCIDENT COVERAGE
Exempt employees are insured up to $100,000 for accidental injury or death if such injury or death occurs while the insured is on a College authorized trip. Any injury, which occurs while in or on, or entering or leaving any kind of aircraft shall be covered, when such injury occurs as follows:
a. While the insured is a passenger in a licensed passenger aircraft;
b. Provided by a scheduled airline on any regular, special or chartered flight; and
c. Flown by a pilot duly licensed to operate such aircraft; or
d. While the insured is a civilian passenger in any transport type aircraft operated by the Military Air Transport Service of the United States or by the Air Transport Command of Canada; or
e. As a result of the insured being struck by any aircraft.
f. The College provides bodily injury and property damage coverage when an employee uses a rental car in the line of business. Employees are requested not to take out additional insurance through the rental agency when scheduling a rental car. Employees who travel will be issued insurance cards that verify coverage.
g. Beneficiary will be the same as named on employee's life insurance policy.
25. WORKERS' COMPENSATION INSURANCE
All employees of the College are covered by workers' compensation insurance, which covers costs incurred because of accidental injury while on the job. If the work-related injury causes disability for a period of more than three days, weekly compensation is paid. The insurance carrier also pays medical expenses. The employee will be paid in full by the College for a maximum of 90 days; on the condition the employee endorses the disability check issued from workers compensation insurance over to the College. If the illness or injury continues beyond 90 days the employee will be reimbursed from worker's compensation funds only.
If an employee is injured while working, the injury should be reported immediately to the supervisor. If the College nurse is on duty, minor injuries should be treated there.
If the injury is severe, the employee should be examined immediately at Mercy Indianola Medical Clinic, 108 North Jefferson in Indianola.
If the medical services of a specialist are needed, contact the Human Resources Office for a list of preferred doctors. Employees may seek the medical opinion of their physician, however, the College reserves the right to select a treating physician. Employees not wishing to receive medical treatment from a College selected physician may be responsible for the medical expense associated with the injury.
The supervisor in each department is responsible for notifying the Director of Human Resources immediately when an employee has been injured. The employee should, within 24 hours of the injury, furnish the Director of Human Resources with all information necessary to complete the insurance forms.
26. JURY DUTY
The College honors the responsibility of its employees to serve on jury duty. When an employee is called for jury duty or subpoenaed to testify, the employee will receive full compensation from the College on the condition that the employee remits to the payroll clerk the monies received from the county, state, or federal courts for this duty. The time absent from work will not be deducted from vacation or sick leave allowance.