When You Leave Your School 2010

Transcription

1 When You Leave Your School 2010 I. INTRODUCTION This manual contains information to assist employees who terminate employment, seek a transfer to another location in the, or request a Leave of Absence. It is important that employees understand their rights under Federal Law and Policy. The manual will answer the question: what happens to benefits? The topics covered include: Extended Health Insurance Illinois Unemployment Compensation Law Human Resources contact information Procedures for termination of employment, transfer Leave of absences (Family/Medical and Personal) The Human Resources office hours are 9:00 AM to 4:45 PM Monday through Friday. Each of the vicariates has a designated Field Representative who is available to answer questions. Their direct line and addresses are provided. Vicariates I and II Vicariates III and IV Vicariates V and VI Erin Foucher Erika Gallardo Mel Stasinski efoucher@archchicago.org egallardo@archchicago.org mstasinski@archchicago.org The Human Resources Directory is available on the following website: II. TERMINATION OF EMPLOYEES Benefits-eligible terminating employees need to be informed regarding their benefits options at the time of termination. See Health Insurance -Extended Coverage Dental Insurance Flexible Spending Account Sick Days Vacation / School Holidays Life Insurance and Disability Retirement Plans -Defined Benefit Pension -Defined Contribution -Share Plan For details regarding Benefits options select website to download employee documents: Severance Document for either Non-contractual Employees or Severance Document for Contractual Employees. NOTE Full-time and part-time professional educators sign the Termination of Employment Report prepared by their employer. The employee receives a copy of the completed form

2 III. BENEFITS FOR SCHOOL EMPLOYEES affected by Reduction in Staff or Closure All employees who are full-time and benefits eligible part-time at the time of their termination have options regarding what happens to benefits. Benefits Eligibility regarding one year of service in the. The following documents explain the options for those affected by reduction in staff or school closure about their benefits upon termination. Non-contractual School Employees The document Outline of Benefits for Lay and Religious Non-contractual Personnel Affected by Reduction in Staff or Closure posted on the, Department of Human Resources website, and details employee options. See address below. Contractual School Employees The document Outline of Benefits for Lay and Religious Contractual Personnel Affected by Reduction in Staff or Closure posted on the, Department of Human Resources website, and details employee options. See address below. Department of Human Resources Website: to download Severance Document for Non-contractual Employees or Severance Document for Contractual Employees IV. TRANFER PROCESS SCHOOL EMPLOYEES If interested in seeking a position in another school, the following is required. Principal and teacher applicants: must be state certified. have submitted the updated Database form. have completed and returned to the current principal the Release of Records form in order to transfer the local personnel file to another school. See page 4. have been approved by the to transfer to another school in the. The Database Form used to transfer to another school in the and is available online tab Careers. Choose elementary school openings, Elementary Teacher Application. If approved, the employee has received documents verifying employment eligibility. Present these documents to the potential employer when accepting a position

3 V. LEAVES OF ABSENCE: Family/Medical and Personal There are two types of Leaves of Absence: Family/Medical and Personal. Employees may ask what happens to my benefits while I am on leave. The question is answered below. Employees, who meet the following requirements, may request a Leave of Absence. However, they must: have at least one year of service in the and are benefits eligible. intend to return to work at the end of the leave. have submitted required request forms. have an employer-approved leave. Family / Medical Leave If approved, allows employee up to six months leave within the calendar year Health Insurance paid by employer during time of approved leave; employee pays usual co-pay Dental Insurance employee pays premium to parish or school Flexible Spending Account Contributions can be made to the plan by: pre-payment from final payroll prior to leave or retroactively make payment from payroll upon return to work or pay as-you-go after tax basis Sick Days allotted sick may be used only for the time that a certified physician has approved for treatment or recovery; no additional sick days are allotted Life Insurance and Disability not considered a break in service coverage will continue while on leave Retirement Plans not considered a break in service vesting continues while on leave Vacation Days Family Medical Leave If leave occurs during the school s built in vacation schedule, the employee is paid during this time may be required to use unused personal and/or vacation days remaining leave shall be without pay. Holidays Family Medical Leave not ordinarily paid for holidays unless using an accumulated sick day Personal Leave If approved, allows an employee up to 90 calendar days, subject to prior approval by employer Health Insurance paid by employer during time of approved leave; employee pays usual co-pay Dental Insurance employee pays premium to parish or school Flexible Spending Account Contributions can be made to the plan by: pre-payment from final payroll prior to leave or retroactively make payment from payroll upon return to work or pay as-you-go after tax basis Sick Days may not use sick days while on personal leave allotted sick days will be re-instated upon return to work Life Insurance and Disability not considered a break in service coverage will continue while on leave Retirement Plans not considered a break in service vesting continues while on leave Vacation Days Personal Leave If leave occurs during the school s built in vacation schedule, the employee is paid during this time. required to unused personal and vacation days; remaining personal leave shall be without pay Holidays Personal Leave not entitled to paid holidays while on personal leave Employees are encouraged to contact the appropriate Field Representative regarding specific questions about either Family / Medical or Personal Leaves of Absence. See page

4 VI. RELEASE OF LOCAL SCHOOL TEACHER RECORDS Termination and Transfer of Teachers This form, signed by the teacher, authorizes the principal to forward personnel records to another elementary school in the. A copy of the signed form is retained in the teacher s personnel file at the sending school. To: Principal School Address City Zip Code Teacher s signature Date

5 EXTENDED HEALTH COVERAGE 2010 Employees under age 65 and their eligible dependents may choose one of the following options when no longer eligible for health insurance benefits due to termination of employment, divorce or death of employee, or attainment of age 26 for covered dependent children: Extend medical coverage under the same group plan, at your own expense, for up to 18 months or until you become eligible for other group health coverage (including Medicare), OR If the employee reaches age 65 and is ineligible to continue extended coverage, the dependent spouse under age 65 may continue for the remaining duration of 18 months, OR Drop the insurance at the end of the month in which the termination, death, or divorce occurs, OR Convert to a direct pay arrangement with the HMO provider. There is no option to convert to direct pay with the Blue Cross Blue Shield PPO. NOTE: Premiums and benefits vary from the group plan. Surviving spouses and divorced spouses under age 55 at the time of enrollment in Extended Health are eligible to continue coverage for up to 24 months or until eligible for other insurance. Surviving spouses and divorced spouse over 55 can continue coverage until age 65 or until eligible for other insurance. Terminating employees, surviving spouses or children, or divorced spouses who enroll in Extended Health Coverage may also convert to a direct pay arrangement when their extended coverage period expires, if coverage is provided through an HMO. Please note that full-time employees transferred to non-eligible part-time status, on an involuntary basis, will also be eligible for extended health coverage

6 Extended Health Coverage Premiums 2010 SINGLE FAMILY BLUE CROSS BLUE SHIELD PPO $ $1, HMO ILLINOIS $ $1, BLUE ADVANTAGE $ $ 1, Rates are subject to change on January 1 st each year NOTE: While on extended coverage, you will still be allowed to change plans and or type of coverage during the annual open enrollment period. Within 60 days of termination, you may extend your group coverage at your expense. Coverage is not automatically extended during this time, but rather becomes effective retroactively when the Human Resources office receives the Application Form and payment. Within 30 days of death, dissolution of marriage, or dependent child s 26th birth date, you may extend your group coverage at your expense. ENROLLING OR TERMINATING EXTENDED HEALTH COVERAGE The Office of Human Resources will send you a packet of information once notified of your termination. The packet will include information regarding your eligibility and rates under the plan. Your health coverage with the Archdiocese ends at the end of the month in which your employment was terminated. If you have not received your packet of information from HR by the second week following the end of the month of you termination. Please contact Human Resources. QUESTIONS ABOUT HEALTH INSURANCE COVERAGE SHOULD BE DIRECTED TO HUMAN RESOURCES ( )

7 WHAT EVERY WORKER SHOULD KNOW ABOUT Unemployment Insurance Unemployment insurance is a state-operated program under which you are entitled to benefit payments while you are unemployed if you meet the legal requirements. As a non-profit entity, the has elected to participate as a reimbursable employer. Payroll taxes are not paid by your school, and benefits are not funded by any deductions from your wages. Your school reimburses the State for the amount of benefit paid to you. The program is administered by the Illinois Department of Employment Security. Who qualifies for unemployment insurance? 1. To qualify, you must have earned at least $1,600 during a recent 12-month period known as the base period (see chart below). You must have earned at least $440 outside of the base period quarter in which your earnings were the highest. The staff of your local IDES office can explain the rules in more detail. If you file your claim: This year between Jan 1. And Mar. 31 This year between Apr. 1 and June 30 This year between July 1 and Sept. 30 This year between Oct. 1 and Dec. 31 Your base period will be: Last year between Jan. 1 and Sept. 30 And the prior year between Oct. 1 and Dec. 31 Last year between Jan. 1 and Dec. 31 Last year between Apr. 1 and Dec. 31 And this year between Jan. 1 and Mar. 31 Last year between July 1 and Dec. 31 And this year between Jan. 1 and June Your employer must be subject to the state s unemployment insurance law. Among the types of work not covered are some agricultural, domestic and railroad work, some special government work, some work done for one s family, and some work done on commission. The voluntarily participates on a reimbursing basis. 3. You must either be entirely out of work or be working less than full-time because no more work is available. Your earnings must fall below a certain threshold determined at the time you file your claim. 4. Your unemployment must be involuntary. You may be disqualified if you: quit your job voluntarily without good cause attributable to your employer; were discharged for misconduct in connection with your work; were discharged for a felony or theft in connection with your work; or are out of work because of a labor dispute

8 5. You must be able and available to work. Benefits are not paid for any period in which you are vacationing, attending school (you may be eligible if you are attending a training course approved by the IDES Director or engaging in any other activity that makes you unavailable for work). Benefits are not paid for any day or days on which you are unable to work because of illness, disability, family responsibilities, lack of transportation, etc. 6. You must be actively seeking work, and willing to accept any suitable job offered. You must document your work search every two weeks on a form you file with IDES. When and where do I file? File your claim for unemployment insurance benefits during the first week after you have become unemployed. You can file for benefits online at or at a local IDES office or Illinois worknet Center. If you are uncertain about your eligibility for benefits, ask your local IDES office for further information. Receipt of this information does not necessarily mean you are eligible. You must also register for job placement service at an IDES office or online at What do I bring? This pamphlet Verification of your Social Security number Names and addresses of past employers and the number of days worked for each Records showing wages earned, including dismissal wages and vacation pay Records of any pension payments you are receiving, including Social Security Any odd-job or part-time earnings while you are unemployed Your spouse s employment or unemployment status and Social Security # Names and birthdates of your children including stepchildren, adopted children under 18, disabled children regardless of age, and any child of whom you have court-ordered custody (bring a copy of the court order) If, within the past two years, you have worked (1) in a state other than Illinois, (2) for a railroad, or (3) for the federal government, or (4) if you have served in the armed forces, tell the claims taker. Note: the law provides jail sentences and fines of up to $500 for each offense if you attempt to obtain benefits fraudulently by withholding pertinent information or by making false statements with your claim. IDES complies with all state and federal nondiscrimination laws. The IDES Equal Employment Opportunity (EEO) Officer is responsible for compliance and can be reached at 312/ or (TDD) 312/