WORKFORCE DEVELOPMENT GRANT EMPLOYEE BENEFITS & COMPENSATION SUMMARY Less than Full Time Employees (less than 40 hours per week) July 2018

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1 WORKFORCE DEVELOPMENT GRANT EMPLOYEE BENEFITS & COMPENSATION SUMMARY Less than Full Time Employees (less than 40 hours per week) Your position is funded by a grant which is performance-based. This grant, and consequently this position, may be terminated at any time if the grantor determines that performance measures are not being adequately met, if funding is reduced, and/or no longer available. In addition, as a grant-funded, non-union employee, your employment is at-will and the employment relationship may be ended by either party at any time, with or without notice. Staff in this category do not receive regular raises, step increases, and/or cost-of-living adjustments. We strive to pay hourly wages and salaries that are competitive with those in our community and industry and that recognize individual effort and contribution to the success of the Workforce Development department, and the College as a whole. Established wage or salary ranges are reviewed by the Executive Dean each year during the budget and grant award process. When possible, raises will be considered if there are sufficient funds in grant budgets. The following summarizes all of the benefits provided to less than full time grant employees, except for those benefits that are mandated by law. In the event there is a conflict between this summary and the insurance plan or document itself or the plan document, the contents of the plan document shall prevail. Calculating the Benefit Eligibility Factor Because the less than full-time grant Employee has not yet worked a complete fiscal year, the initial benefit eligibility factor is an estimate. This is determined by multiplying the number of hours per week the Employee is scheduled to work by the number of weeks scheduled to work, and dividing the total by 2080 (the total number of hours a full-time Employee works). This estimated benefit eligibility factor will be used until the less than full-time Employee has worked an entire fiscal year. The benefit eligibility factor for less than full-time Employees is recalculated at the beginning of each fiscal year after a full fiscal year has been worked. This is determined by taking the total number of hours actually worked during the previous fiscal year and dividing the total by 2080 (the total number of hours a full-time Employee works). New Hire Eligibility Criteria Medical, dental and vision insurance will begin the first of the month following the date of hire. Health Insurance Employees may choose from one (1) of three (3) plan options through McLaren Health Plan. The McLaren choices include: two (2) Traditional HMO plan and one (1) High Deductible HMO plan. Employees can also contribute to a Health Savings Account if electing a High Deductible Health Plan. Less than Full-Time Grant Employee Benefit Summary 1

2 Premium Contributions As required under PA152 of 2011, employees may be required to pay a portion of the medical premium through bi-weekly payroll deductions. A part-time employee who elects coverage for him/herself or him/herself and his/her eligible dependents must pay, in addition to the full-time employee premium contribution, a prorated amount of the College s premium contribution based on their benefit eligibility factor (BEF) in effect at the time of application for the benefit, with the balance of the premium being paid by the College. (See Article 19, Section 2 for benefit eligibility factor calculation rules.) If an employee s BEF (percentage of full time hours worked) is.80 or greater, the employee is treated as a full-time employee and will not be required to pay anything in addition to the full-time premium. If an employee s BEF is less than.80, their additional premium portion will be calculated as follows, (.80 BEF) x College s premium contribution. The above scale is applicable only to the calculation of part-time employee contributions for the Medical Insurance benefit and is not applicable to any other benefit. See your HR Representative for current rates and accurate calculation of your premium contribution, if applicable. Health Savings Accounts Employees that elect a High Deductible Health Plan are eligible to participate in a Health Savings Account. The Health Savings Account allows you to use pretax dollars to pay for health expenses not covered by another source, as defined by the IRS. Dental Effective January 1, 2015, the dental plan provides 100% coverage for preventative services and 80% coverage for specified services, including implants, up to a maximum of Two Thousand ($2,000) Dollars per calendar year per person, with the exception of orthodontic services which is a lifetime maximum of One Thousand Five Hundred ($1,500) Dollars for covered individuals up to age nineteen (19). Employees who elect dental coverage are responsible for a prorated amount of the premium based on their benefit eligibility factor. The College will pay for dental insurance for the Employee only (based on their benefit eligibility factor). If the Employee elects couple or family coverage, he/she will be responsible for paying the additional premium cost. Vision Effective January 1, 2015, the vision plan provides 100% coverage for in network exams, lenses and medically necessary contacts. In network frames are covered at $65 plus 20% off remaining balance. In network cosmetic contacts are covered at $125 plus 10% off remaining balance. Employees who elect vision coverage are responsible for a prorated amount of the premium based on their benefit eligibility factor. The College will pay for coverage for the Employee only (based on their benefit eligibility factor). If the Employee elects couple or family coverage, he/she will be responsible for paying the additional premium cost. Less than Full-Time Grant Employee Benefit Summary 2

3 Retirement Upon hire, Employees will automatically be enrolled in a defined benefit plan. The plan is administered by the Michigan Public School Employees Retirement System (MPSERS), and has a ten-year vesting requirement. Health insurance benefits are currently available through MPSERS upon retirement. Deferred Compensation Employees may defer a portion of their salary into tax-sheltered long-term savings plans (403(b) and/or 457(b) programs). The College offers several investment options. Paid Time Off Paid Time Off is prorated based on the Employee s benefit eligibility factor. Employees are granted a prorated amount of 10 hours of Paid Time Off (PTO) for each month. This amount is posted to the Employee s PTO bank on the 16 th of each month (may accrue up to 240 hours). A new hire who starts before the 16 th of a month shall receive credit for that month. If the start date is on or after the 16 th of a month, time will start accruing the month following the date of hire. Vacation hours over the accrual limit of 160 hours (20 days) will be forfeited as of July 1 of each year. Administrators & Directors Administrators and Directors are granted prorated hours based on the Employee s benefit eligibility factor. Employees are granted a prorated amount of hours of Paid Time Off (PTO) each month. This amount is posted to the Employee s PTO bank on the 16 th of each month (may accrue up to 400 hours). A new hire who starts before the 16 th of a month shall receive credit for that month. If the start date is on or after the 16 th of a month, time will start accruing the month following the date of hire. Upon termination, the Employee will receive pay for any unused paid time off at his or her regular rate of pay. This will be calculated after all leave data entry has been completed. When resigning, employees must give at least 14 calendar days written notice in order to receive pay for any unused paid time off Overtime/Compensatory Time All hours worked in excess of forty (40) in the standard work week shall be paid at the rate of one and one-half (1½) times the basic hourly rate. All overtime work must be scheduled and have prior approval of the immediate supervisor. Paid leave time shall be counted as work time in determining eligibility for overtime. Employees who work overtime shall be given a choice of receiving either additional pay or compensatory time at time and one-half (1½) the hours worked in conformity with Federal and State law. Compensatory time may be accrued up to a maximum of 240 hours. After the maximum accrual has been reached, all additional overtime hours of work shall be paid overtime compensation. Less than Full-Time Grant Employee Benefit Summary 3

4 The use of compensatory time must be scheduled at least twenty-four (24) hours in advance and have prior approval of the supervisor. Upon termination, unused accrued compensatory time shall be paid at the regular rate earned by the employee at the time the employee receives such payment. This will be calculated after all leave data entry has been completed. Salaried Workforce Development employees are not eligible for Overtime/Compensatory Time. Holiday Pay Employees assigned to the Employment Services Group follow the State of Michigan holiday schedule and shall be paid for the following days when the day falls within a workweek in which the Employee is regularly assigned to work: New Year s Day (January 1) Martin Luther King Day (third Monday in January) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving Day (fourth Thursday in November) Day after Thanksgiving (fourth Friday in November) Christmas Eve (December 24) Christmas Day (December 25) New Year s Eve (December 31) All other employees will follow the College s Holiday Closing Schedule which can be found on the HR website at To be paid for a holiday the employee must have been in a paid status the work day before and the work day after the holiday. An employee is in a paid status when they have worked or are using paid leave time. Pay For Work Performed During Emergency Closure 1. Employees required by Management to report to a work site that is closed due to an emergency condition in order to perform necessary emergency or deadline-required duties will receive additional compensation in the form of an additional hour of pay for each hour of work performed during the emergency closure. 2. This additional hour compensation is also paid: To employees who are required by their supervisor to represent the College at off-campus business meetings or events during the emergency closure to a maximum of eight hours for each business day. In the event the employee begins working at his/her work site before the decision is made to close due to an emergency event. In such event, premium is not paid beyond the time the employee learns that the work site is closed. 3. With the exception of 2 above, the requirement to report for work must have the prior approval of an Executive Cabinet Member. 4. The premium is paid as wages and cannot be received in the form of banked hours such as compensatory time. Less than Full-Time Grant Employee Benefit Summary 4

5 Family and Medical Leave (FMLA) If an Employee qualifies for FMLA, the leave will be administered according to the law and the College s FMLA policy. Supplemental Insurance Option (at Employee s expense) AFLAC Programs offered: Income Protection, Specified Health Event, and Cancer Indemnity Plan. Educational Grant Waiver Employees may enroll in Mott Community College s credit and non-credit courses with the College paying a portion of the cost (based on their benefit eligibility factor). Related Service Fees: The educational grant does not cover the cost of books or materials. A comprehensive list of service fees that are covered by the grant can be obtained from the Accounting Office or can be accessed through both the Accounting and Human Resources websites. Verification of Status: In order to provide verification of employment the employee shall process the grant through the Office of Human Resources by completing an Educational Grant Waiver & Information form. Repayment: The employee is responsible for any charges if they do not complete a credit class with a passing grade or if the class is dropped. (A passing grade is 1.0 or above, Audit, or Satisfactory.) If a passing grade is not received by the end of the semester in which the credit class is taken or at the time grades are assigned, the appropriate charges will be applied. The employee will also be responsible to repay any charges for non-credit courses under the same circumstances as if the employee were a paying customer. (For example, an employee registers for a Continuing Education class but never attends and does not drop before the deadline.) Payment to the College by the employee shall be by automatic payroll deduction of equal amounts each pay period over a period of twelve (12) months. The College is specifically authorized to initiate payroll deductions once the charges have been recorded and the employee has been notified that the requirements of the Educational Grant have not been fulfilled. The employee may authorize a repayment period of less than twelve (12) months or may pay the full amount due in a single lump sum. If the repayment obligation has not been fulfilled at the time of the employee s separation from employment, the College is authorized to deduct the full remaining obligation from the employee s final paycheck. Any remaining balance will be pursued through the College s normal accounts receivable and collections processes. In the event that an employee s employment with the College should end (for any reason) prior to the end of the semester, the charges for the current class(s) they are enrolled in will be withheld from the employee s final paycheck until a final grade is given for the class(s). If the employee completes the class(s) with a passing grade, the withheld funds will be returned to the employee. Less than Full-Time Grant Employee Benefit Summary 5

6 Employee Assistance Program (EAP) Employees have available to them an Employee Assistance Program operated by Help Net. The Employee Assistance Program provides counseling to the employee and any household members at no cost to the employee for a variety of issues. Employee Computer Purchase Program The College offers a convenient computer loan program in order to encourage employee s use of computer technology for personal and professional development. Employees can finance a home computer system, for up to $3,000, through the Employee Computer Purchase Program. Payments are then made through payroll deduction for up to twenty-four (24) months. Employees interested in this program should contact the Accounting Department for details. For additional information, contact the Office of Human Resources at Less than Full-Time Grant Employee Benefit Summary 6