Cecil College - Employment

OTHER HEALTH PLAN FEATURES

OFFICE VISIT CO-PAY

An office visit co-pay option under medical benefits is available for your convenience and cost-saving. The co-pay amount is the same for all coverage options.

Under this feature, the an office visit charge when using a CareFirst Blue Cross & Blue Shield Preferred Provider Physicians for treatment for sickness or injury requires a co-payment as the only out-of-pocket expense for each visit. The co-pay for treatment from a primary care physician is $10; the co-pay for specialist treatment is $20. These payments are due to the provider at the time of service. There is no other deductible for the office visit portion of the treatment. Testing or other treatment is subject to the deductible and co-pay provisions outlined under each plan option (Base, Mid- or High). The details of this information is contained in the Schedule of Benefits, and other sections in the SPD.

PRESCRIPTION BENEFITS

Prescriptions may be covered in any of two (2) ways, according to your choice:

Over-the-counter medicines from pharmacy - 30 day-supply
Generic – co-pay up to $10.00; Brand Name– 25% of cost up to $50 maximum, regardless of nonavailability of generic substitute
Mail Order for long term medications of up to 90-day supply each order
Generic – co-pay up to $10.00; Brand Name – 25% of cost up to $50 maximum regardless of nonavailability of generic substitute

COST CONTAINMENT

All coverages include cost containment provisions. Please review these carefully in the SPD or call Future Health/Hospital Precertification at 1-877-546-2568. Pre-approval for certain procedures and ALL OVERNIGHT HOSPITALIZATIONS is required.

Emergency room treatment as an outpatient does not have to be pre-approved, unless the patient is subsequently admitted for an overnight or longer stay; if so, the hospital admission must be called in to Benefit Concepts (Third-party Administrator) within 48 hours of admission. Most hospital admissions departments are very familiar with the procedures, and will usually assist you or handle this for you. However, as the member you are responsible for this, and there may be financial penalties for failure to obtain hospitalization authorization. See current Summary Plan Document (SPD).

ANNUAL RE-ENROLLMENT/LATE ENROLLMENT

During the months of May and June each year, the administrator holds an annual re-enrollment, also known as "WP TypographicSymbols"a Spring Migration. During this period only, you may move to a higher or lower option, sign up for a late enrollment, and/or add or drop dependents for non-life event reasons. All changes are effective July 1 of the plan year. Additions or deletions mid-year must be for reasons attributable to a Life Event. Life events are, marriage, legal separation/divorce, birth/adoption, death, and loss of coverage due to involuntary loss of spouse's employment. See current Summary Plan Document (SPD) for more details.

PRE-TAX PAYMENT OF HEALTH INSURANCE

Employees enrolled in the health insurance plan may pay their share of health insurance premium by a pre-tax arrangement under Section 125 of the Internal Revenue Service Code. Once begun, the arrangement is irrevocable for the plan year (to July 1) unless there is a change in family status. Pre-tax salary reduction may impact the amount of Social Security retirement benefits ultimately available; therefore, employee are encouraged to consult with a financial planning advisor regarding this decision.

END OF ELIGIBILITY & CONTINUATION OF HEALTH INSURANCE COVERAGE

In certain circumstances, the eligibility of an employee and/or dependent(s) to continue coverage under the group plan may end. If that occurs, you may elect to continue coverage under provisions popularly known as COBRA. COBRA refers to the Consolidated Omnibus Budget Reconciliation Act of 1985, the federal legislation which makes this opportunity available.)

COBRA provides continuation of coverage for up to eighteen (18) months to employees (and their dependents) who separate from employment (except for gross misconduct), or reduce from full-time to part-time status. The time period of coverage may be extended up to twenty-nine (29) months in the event the employee is disabled at the time of separation. COBRA legislation also provides for continuation coverage to surviving-widowed and divorced spouses of employees, and their children/dependents for up to thirty-six (36) months.

Consult with Human Resources for more information.

POST-RETIREMENT HEALTH INSURANCE BENEFITS

Retiring College employees have the opportunity to continue their health insurance benefits by enrolling in the post-retirement health insurance plan which is sponsored and administered by the Cecil County Government.

Retiree health plan benefits are available to retiring College employees who have been continuously employed for at least four (4) years preceding the date of retirement, enrolled in the health insurance plan for at least four (4) years preceding the date of retirement, and meet the retirement eligibility requirements of sixty-two (62) years of age with five (5) years of service, or fifty-five (55) years of age with fifteen (15) years of service.

The Base and Mid-level options are available. Medicare Eligible Individuals must enroll in the Mid-Option Plan, and must elect Medicare Parts A and B.

Retirees must pay a portion of the premiums for their retiree health insurance benefits, although the County contributes a fixed dollar amount on a monthly basis. The amount may be adjusted as determined by the Cecil County Board of County Commissioners.

* Summary Plan Document (SPD), enrollment kits and additional information are available in the Human Resources Office.

RETIREMENT INCOME BENEFITS

[Back to Contents]

All full-time college members are required to enroll in a retirement plan. Full-time employees are eligible for either the MARYLAND STATE RETIREMENT/PENSION SYSTEM (MSRS) or the MARYLAND OPTIONAL RETIREMENT PLAN (ORP) for higher education, depending on their employment status.

Full-time Faculty and Professional/Administrative members with a Bachelor's degree or higher may opt for either plan.
Full-time Classified Staff and non-degreed professional staff must enroll in MSRS, except for Buildings and Grounds Division staff.
The College provides a special program for retirement benefits for Buildings and Grounds Division employees because they are not eligible for the Teachers Retirement Plan; further information will be provided to eligible employees upon enrollment.

Full retirement plan enrollment kits will be provided at the time of your benefits orientation with the Human Resources Office. The following information is a general overview:

1) MARYLAND STATE RETIREMENT/PENSION SYSTEM (MSRS)

Public retirement/pension programs such as the MSRS fall within what are known as "defined-benefit" plans. That is, the benefits ultimately received are determined from salary level and years of service, plus retirement contributions you make through payroll deduction. At retirement, you receive a monthly income for life.

Your retirement income is based on a formula computed from your mandatory contributions of 2% of your annual salary, your three highest consecutive years of salary, and your years of creditable service following thirty (30) years, regardless of your age; or at age 62 with five (5) years of service. Other factors apply for early service retirement and/or disability retirement. Features include five (5) year vesting, cost of living adjustments during retirement, disability allowances and liberal death benefits to survivors.

2) STATE OF MARYLAND OPTIONAL RETIREMENT PLAN (ORP)

The State of Maryland Optional Retirement Plan (ORP) for higher education is an annuity program which operates as a "money purchase" plan. The benefit is an annuity which is accumulated from State contributions (7.25% of your annual salary), plus investment and interest earnings. The contributions are pooled with funds from other investors, and invested in various securities. The ultimate retirement benefit is entirely dependent on the financial results of the investments made. As noted above, eligibility for this plan is limited by State law to faculty positions and professional staff positions requiring a minimum earned educational level of a Bachelors degree.

There are currently three (3) vendors approved by the State to invest contributions and provide retirement annuity benefits through the Maryland ORP. They are TIAA-CREF, VALIC, and Fidelity. Information about each available vendor and plan will be provided.

3) VOLUNTARY TAX-SHELTERED ANNUITIES:

Any full-time or part-time College employee may set up a voluntary Tax-Sheltered Annuity for retirement savings. These plans must be qualified according to the Internal Revenue Code, Section 403 (b). The employees retirement savings are contributed through payroll under a salary reduction agreement, and remitted to the vendor by the College.

In accordance with regulations of the State of Maryland, the funds in a voluntary retirement account must be separate from any College contributions made to the States Optional Retirement Plan (ORP) for faculty and staff eligible for this plan. Contribution amounts must also conform to IRS regulation concerning maximum contributions allowed. See Policy # 456.00. Consult with Human Resources regarding guidelines and choices of TSA vendors.

LIFE INSURANCE BENEFITS

[Back to Contents]

BASIC GROUP LIFE and AD&D INSURANCE

Life Insurance - Your eligibility begins on your full-time date of hire. The provider is the Mutual of Omaha. The benefit is equal to 100% of your annual earnings up to a maximum of $150,000, and is payable to your named beneficiary (ies) in the event of your death by natural or accidental causes. Term policy; College pays the premium. A plan booklet is provided to you upon enrollment.
Accidental Death & Dismemberment (AD&D) insurance is added to the Life Insurance policy described above through Mutual of Omaha. Your eligibility begins on your full-time date of hire. The benefit received is added to the Basic Group Life Insurance (above) and is equal to an additional 100% of your annual earnings, up to a maximum of $150,000, in the event of your death by accidental causes. Term policy; College pays the premium. A plan booklet is provided to you upon enrollment (same policy and book as noted above).
Also, the Safe Driver Benefit provides and additional Seat Belt Benefit, if the Insured was wearing a properly fastened seat belt at the time of the accident and an additional Air Bag Benefit, if the auto was equipped with air bag (s). The Seat Belt Benefit equals $10,000 or 10% of the Principle Sum, whichever is less; and the Air Bag Benefit equals $10,000 or 10% of the Principle Sum, whichever is less. Safe Driver Benefits will not be paid if the Insured Person was driving without a valid drivers’ license; was driving in excess of the legal speed limit; or was driving while intoxicated, impaired, or under the influence of drugs (except for drugs taken as prescribed by a Physician for the driver’s use). The above limitations will apply whether or not the driver is convicted.

VOLUNTARY GROUP LIFE INSURANCE

You may elect to purchase additional amounts of voluntary group life insurance for yourself and/or your spouse (in addition to the Basic Group Life Insurance policy provided to you by the College at no cost to you as described above). The provider is the Mutual of Omaha. The amounts of insurance range from $10,000 to $300,000 for each covered person. Also, unmarried dependent children to age 23 may be insured for $10,000 (there are restrictions on children under age six months, and extension provisions for handicapped dependents beyond age 25).

There is a Guaranteed Issue of up to $50,000 of coverage for employees, and up to $20,000 Guaranteed Issue for their spouses if the enrollment is completed within the first thirty (30) days of eligibility (full-time employment). Once the guaranteed issue period has elapsed, and for coverage amounts above the $50,000, as well as spouse coverage above $20,000, individual health statements are required, and coverage is subject to approval by the provider. Applications may be restricted to annual Late Enrollment or special enrollment periods communicated periodically from Human Resources.

Payments are made through voluntary payroll deduction and remitted to the insurance company on your behalf by the College. The group rates are portable upon your separation from the College.

LONG TERM DISABILITY INSURANCE (LTD)

[Back to Contents]

Your eligibility begins at ninety (90) days of continuous full-time employment. Provider is Mutual of Omaha. If you are an active full-time employee you may receive a monthly benefit in the event you become totally disabled due to bodily injury or sickness. After a waiting period of ninety (90) days following the onset of disability, you receive 66 2/3% of your normal salary up to $6,000 monthly maximum. You may also be able to receive partial disability payments in the event you are able to return to work, but on a reduced schedule following a total disability. Term policy; College pays the premium (therefore, benefit payments are taxable upon receipt).

WORKERS' COMPENSATION INSURANCE

[Back to Contents]

All on-the-job injuries, regardless of severity, must be reported immediately to the supervisor and Human Resources within 24 hours of the injury

All full-time and part-time employees of the College are covered under Maryland law for on-the-job injuries.

Benefits from the PMA International Group may include medical treatment, hospitalization, disability payments and/or lump sum awards as determined by the Workman's Compensation Commission. PMA determines whether or not an injury or illness is work-related and, therefore, compensable. If the injury is determined to be compensable, AIG will provide lost pay benefits at 66 2/3 percent of your salary (non-taxable).

The first three (3) days are not reimbursed (unless the absence extends to fourteen (14) days). In order to be paid for the initial three (3) day period (for absences of less than 14 days) employees with accrued sick or annual leave must cover the lost time from their accrued leave. In case of lost time, return-to-work must be accompanied by a physician's release statement. Please direct any questions to Human Resources.

Expenses for medical treatment may be paid directly to the provider by PMA, or if the employee has paid for medical care, reimbursement will be made to the employee. AIG imposes limitations on the amount it will pay to doctors/health care providers outside of the State of Maryland. Therefore, you are encouraged to use Maryland health care providers for all work-related injuries or illnesses. If you use an out-of state provider, you may end up being financially responsible for payment to that provider.

WELLNESS

[Back to Contents]

Cecil College embraces the concept of "wellness" in terms of the physical and emotional health of the individual. The College is committed to the "wellness" of employees in the belief that this will significantly reduce illness and absenteeism, lessen the effects on the workplace caused by employees' physical and emotional problems and/or substance abuse and, ultimately, enhance the performance and productivity of employees.

Depending on the financial resources available, the College will develop and/or provide appropriate programs and opportunities for employees to participate in wellness activities. The College may limit participation and/or withdraw specific programs as necessary. Programs include:

EXERCISE TIME
Full-time employees working a regular 37.50 hours/Monday-Friday schedule may engage in a lunch time exercise program. This allows for one-half hour of compensated time added on to the employee's lunch hour for the purpose of changing/clean up after vigorous exercise and still provide sufficient time to eat a nutritious lunch. To qualify for the extra half-hour, exercise must be performed during standard lunch periods (generally ranging between 11:00 am. and 2:00 p.m.).
Approval must be obtained from the supervisor, and is conditional upon the needs of the department. Classified employees must document the time on their time sheets. The time does not accrue and may not be "saved" for the end of the day. This is a privilege, and not a benefit and may be withdrawn in the event of job conflicts and/or abuse.
SMOKE-FREE ENVIRONMENT
The College maintains a smoke-free environment by State law and in the interest of wellness and safety.
PROJECT ALERT & PROJECT CARD/CECIL AWARENESS FOR RESISTING DRUGS
The College provides information and support to employees and students on problems with substance abuse in conjunction with "The Drug Free Schools and Communities Acts" and "The Drug Free Workplace Act". Project Alert provides educational information, confidential referrals to rehabilitation and counseling services, support group meetings, periodic workshops and seminars for college personnel and other services as available. It is located in the Enrollment & Student Support Services complex on the North East Campus. Project CARD is the coordinator and funding agent for community coalition projects to educate Cecil Countians about the inherent dangers in substance abuse. It is housed at the Elkton Center.
SEMINARS AND WORKSHOPS
The College will periodically offer seminars, workshops and other topical programs on wellness-related issues. These may take place during regular Faculty Duty Days, at All-College Day or other designated times and will be publicized through the Daily Communiqué, flyers, etc.

EMPLOYEE LEAVE BENEFITS

[Back to Contents]

PAID HOLIDAYS

Upon employment, you are eligible to receive holiday pay for twelve (12) official holidays observed by the College. They are: Independence Day, Labor Day, Thanksgiving (2 days), Christmas (3 days), New Year (3 days), Martin Luther King, and Memorial Day.

PAID SICK LEAVE

Full-time employees accrue Paid Sick Leave Benefits which allow you to continue receiving full pay if you are unable to work due to sickness or injury. Paid benefits may be received up to the limit of actual sick days accrued.

During employment, you earn sick leave at the rate of 3.47 hours per pay up to twelve (12) days per year (ten days for 10-month faculty), accrued to an unlimited maximum.

Sick days earned at other Maryland Community Colleges and state or county agencies will be accepted by Cecil Community College with proper documentation from the previous employer. (Under the Maryland State Retirement System, members may convert unused sick leave into creditable service at the time of retirement according to MSRS formula.)

A voluntary Sick Leave Bank for employees is maintained in conjunction with long term disability benefits. In the event of disability due to illness or injury, members are eligible for up to 45 additional days of sick leave benefits.

Employees are eligible to join the Sick Leave Bank after one year of full-time employment and must have a current accrual of 13 unused sick days. To become a member, enrollees must donate 3 unused sick leave days. There is an annual late enrollment offered at the end of each fiscal year; this information is communicated from the Office of Human Resources. See Human Resources Department for more information.

In the event of necessity, any full-time employee may request additional paid sick leave which may be advanced in the form of a "loan." Such unearned sick leave may be granted up to a maximum of twelve (12) days, and must be "repaid." The request must be approved by the President of the College.

FAMILY AND MEDICAL LEAVE ACT OF 1993

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.

Unpaid leave must be granted for any of the following reasons:

to care for the employee's child after birth, or placement for adoption or foster care;
to care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
for a serious health condition that makes the employee unable to perform the employee's job.

At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave. For more information refer to one of the FMLA posters or contact Human Resources.

PAID ANNUAL LEAVE (VACATION)

The policy and procedures for Paid Annual Leave generates many questions from new employees. If you have any questions not answered herein, please see your supervisor or contact Human Resources.

All administrators, 12-month faculty, and classified employees are granted annual leave (paid vacation) benefits per fiscal year from the date of full-time hire according to employment category. Annual leave is earned and accrued monthly as eligible according to employment category.

Administrators, and 12-month faculty accrue annual leave benefits at the rate of 5.77 hours per pay or twenty (20) days per year.

Full-time classified employees accrue annual leave benefits according to the following schedule of length of service:

Less than 3 years service = 3.47 hours per pay or (12) days per year;
At least 3 but less than 5 years service = 4.32 hours per pay or fifteen (15) days per year
At least 5 but less than 8 years = 5.20 hours per pay or eighteen(18) days per year;
8 or more years = 5.77 hours per pay or twenty (20) days per year

Full-time administrators, 12-month faculty and classified employees who were hired prior to July 1, 1979, are grandfathered to earn 2 days per month or 24 days of annual leave per fiscal year. In the event of termination of employment and subsequent rehire, this privilege is forfeited.

Administrators, 12-month faculty, and classified employees are also granted two (2) personal leave days per fiscal year (see Personal Leave below).

Ten-month faculty do not receive annual leave benefits.

Perfect Attendance Day

Classified employees and administrators who go one fiscal year without missing any time due to illness or injury will be eligible for an additional day off in the fiscal year following the year in which perfect attendance was achieved. The employee must gain supervisory approval in advance of scheduling the day off.

Service Milestones

Classified staff receive one (1) additional day of annual leave during the fiscal year immediately following their fifth, tenth, fifteenth, twentieth, and twenty-fifth, etc. year of service in recognition of these service milestones. These days are not accrued and must be taken during the fiscal year in which the service milestone occurs.

New Employees

New employees with hire dates effective from the first day of the month to the fifteenth day of the month will receive that months accrual.

Leave may be taken as of the first day of the month following the date of full-time hire.

Regulations

Upon leaving College employment, any remaining balance of accrued annual leave will be paid to the employee in a lump sum. In the event of dismissal for cause, or resignation without at least two (2) weeks notice, annual leave will not be paid.

Employees leaving College employment from the first day of the month through the fifteenth day of the month will not receive that months accrual.

Annual leave for administrative staff (exempt-level) will be deducted in full-day increments only in accordance with federal law. No adjustments for partial days are necessary or permitted. Leave slips submitted for partial day deductions for administrative staff will be returned to the supervisor. In the event of partial-day absences, the employee and supervisor should make alternate arrangements to complete work or assignments as applicable.

Exception: partial day deductions of leave for administrators are permitted under the Family and Medical Leave Act of 1993 (FMLA) for eligible employees as applicable to the 12-week FMLA benefit. FMLA eligibility must be determined by Director of Human Resources and approved in writing.

If a snow day or other college-closing occurs on an employees scheduled day of annual leave, the leave day will not be deducted from the employees balance.

Sick leave may not be used in lieu of annual leave for paid vacation time. Illness which occurs while an individual is on annual leave is not cause for substituting sick leave.

Employees may not draw annual leave pay and continue to work and receive additional pay for the same period of time.

Procedures and Guidelines for Requesting Annual Leave

Requests to use annual leave should be submitted at least two (2) weeks in advance for consideration by the supervisor and/or department head unless otherwise authorized.

Approval must be in writing on a Leave Request Form. Leave slips are available on the Colleges’ services website.

Approval shall be subject to the scheduling and other work requirements of the College. Supervisors may also deny leave requests based on insufficient notice or departmental work requirements.

Leave slips for classified staff are attached to the time sheet and turned in for the same time period during which the leave is taken.

Administrative staff members leave slips are submitted to the supervisor for approval and then forwarded to Human Resources.

If a change in scheduling or other circumstance occurs, the supervisor must give written authorization to Human Resources to cancel or change a leave slip, or to restore already deducted leave to the employees balance.

Annual leave balances are reported on individual employee pay stubs.

Carryover of Annual Leave

Carryover by individuals of unused annual leave into the next fiscal year is determined by the Board of Trustees and the number of days may vary from year to year.

During certain fiscal years designated by the Board of Trustees, annual leave may not be accrued and carried over into the next fiscal year. Any unused excess may then be forfeited or transferred to sick leave as is designated by the Board of Trustees. Individual exceptions to carryover limitations may be granted by the President.

PERSONAL LEAVE

10 month teaching Faculty only may receive up to two (2) days of personal leave per semester for urgent personal business which cannot be otherwise arranged. Division approval is required. Such leave is not accruable.

Administrators, 12-month faculty, and classified employees are granted five (5) personal leave days per fiscal year. Employees will receive a one-time lump sum accrual of 37.5 hours the first pay of the fiscal year. Any unused personal leave does not carry over and is not paid out upon resignation or termination from the College.

MILITARY LEAVE

Members of the National Guard and Reserves of the various branches of the United States Military are entitled to up to fifteen (15) days leave in accordance with Paragraph 2, Article 65 of the Annotated Code of Maryland. This Military leave is not deducted from annual leave accrual and is paid according to the employees normal base rate.

BEREAVEMENT LEAVE

Upon employment, you are eligible to receive additional leave days as needed, up to the following limits, in the event of a family member's death:

Immediate Family Member - five (5) days
Other Relatives - three (3) days

JURY DUTY

The college considers jury duty a civic responsibility and grants additional leave to employees called to serve. Regular pay will continue during jury duty with the submission of a Leave slip.

EDUCATIONAL BENEFITS

[Back to Contents]

Cecil College believes that an employee's self-development is essential to the successful operation of our institution. It enhances the individual's self-esteem and performance by virtue of broadened knowledge and capabilities. Benefits provided are governed by policies written under the guidelines of the Annotated Code of Maryland, Section 16 and provisions of IRS Section 127 concerning tuition reduction programs.

There are three (3) types of educational benefits available to eligible employees:

TUITION WAIVER for courses offered at Cecil College. Refer to Policy and Procedures or consult with Human Resources for more information.
TUITION REIMBURSEMENT for courses offered at other accredited or professionally recognized institutions. Refer to Policy and Procedures or consult with Human Resources for more information.
EMPLOYEE TRAINING AND DEVELOPMENT in-service training for staff. This program is designed to assist staff members in acquiring or upgrading specific skills to enhance performance or improve service provided.
Such training, when requested or required as an essential element of the job duties or job performance of classified or part-time non-exempt employees, is compensable under provisions of the federal Fair Labor Standards Act. (Professional staff members are exempt from "hours worked" provisions of the Fair Labor Standards Act.)
The College will develop in-service programs as determined by need or in response to employees' requests. Programs will be provided to full-time and designated regular part-time employees at no cost. The College may suspend or withdraw training programs at any time. Off-site training may also be provided as determined by the above criteria for necessity.

TEXTBOOK REIMBURSEMENT – CLASSIFIED STAFF

This benefit is provided only to full-time nonexempt employees (Classified Staff). The following procedures apply:

Full-time Classified Staff Employees may receive a textbook reimbursement allowance of up to $100 per fiscal year. Such reimbursement is for course-related textbooks payable to employees who are enrolled in credit-division courses at Cecil College.
Dollar amounts in any given fiscal year may be prorated among all eligible requestors based on availability of budgeted funds. However, the maximum reimbursement may not excess $100 per employee per fiscal year. Reimbursement will be provided one time per fiscal year during the regular second semester.
To receive reimbursement, the employee must submit form providing * proof of course registration and *paid receipts for the books purchased for the course. See Human Resources for reimbursement form.
Deadline for submission of requests will be announced each year in the annual end-of-fiscal year “Cut Off Dates” Notification from Financial Services and/or other broadcasts or notices from the Human Resources Office.

MISCELLANEOUS BENEFITS

[Back to Contents]

FREE PARKING

Free parking is provided by the college. Employees may park anywhere with the exception of designated handicapped spaces and loading zones.

CREDIT UNION

College employees may join the Cecil County School Employees Credit Union with an opening account of $5.25. A loan account may be opened with a deposit of $25.25. Payroll deductions may be arranged for savings or loan purposes. Checking account services are also provided. Contact the Credit Union at (410) 398- 6921 for forms and information.

BLOOD BANK MEMBERSHIP

All full-time and part-time employees who reside in Cecil County or the Eastern Shore of Maryland, or in Delaware are eligible to join the Blood Bank of Delaware/Eastern Shore under the College's group membership. Group members receive the most extensive benefits with no waiting period and total coverage nationwide where replacement benefits are honored. Annual membership dues are $5.00.

Employees who reside south or west of the Susquehanna are covered by American Red Cross.

See Human Resources for more information.

COMMUNIQUE

The College keeps you informed daily of campus events and other items of campus/community interest with an e-mail newsletter. Please see your supervisor to learn how this information is accessed and distributed in your department. To publish your information, please contact the Office of Public Relations at extension 327.

LIBRARY SERVICES

The College Library (a.k.a. Learning Resources Center) extends borrowing privileges and other services to all Faculty and Staff. A library card may be obtained at the circulation desk. Refer to Faculty Handbook for details on academic services to Faculty members.

GENERAL INFORMATION

[Back to Contents]

TIMEKEEPING

The College's standard work week is 37.50 hours- one (1) hour per day for meals during a normal 7.5 hour day. Timekeeping practices are regulated by the Fair Labor Standards Act - this is what is referred to as the "minimum wage law" or the overtime law".

FACULTY AND ADMINISTRATIVE/PROFESSIONAL STAFF are "exempt" classifications which means they are not entitled to overtime pay for hours worked over 40 per week and are not paid an hourly wage. For this reason, no documentation of time and/or hours worked are required.

CLASSIFIED STAFF and part-time employees on an hourly basis are "nonexempt" which means not exempt from the minimum wage and overtime provisions of the FLSA. Employees in these categories must keep accurate time documents which reflect actual hours worked and be paid according to their hourly rate for all time worked. "Time worked" is defined as any time spent on job duties for Cecil College, with or without the permission or knowledge of your supervisor. However, overtime work must be authorized in advance by your supervisor.

While, by FLSA provisions, you must document and be properly paid for unauthorized work time, you may be subject to disciplinary action if you fail to seek your supervisor's authorization. Overtime must be paid at time and one-half for all hours over 40 within one week. (Certain safety and emergency workers may be exempt from this provision according to "before hire" agreements after April 15, 1986).

Your supervisor should inform you of the timekeeping procedures in your department. Employees may not approve their own time documents and may not fill out another employee's time sheet or punch another's time card. Travel time to/from meetings, seminars etc. will be paid if it falls within or overlaps the employee's normal work hours. Time spent at required training meetings must be recorded as time worked and count toward the overtime calculation if the work week exceeds 40 hours.

PAY SCHEDULE

The College pays every two weeks, 12 month employees receive 26 paychecks per year. 10 month employees receive 22 paychecks per year, or may opt to spread their pay out over 26 if desired.

DIRECT DEPOSIT

Direct deposit of your paycheck to your checking account is available for all employees of Cecil College except work-studies. Service has been arranged through County Banking and Trust Company of Cecil County. If you have an existing checking account with County Bank, or if you wish to open one, County Bank will waive the monthly service charge. However, you will be charged for check printing and "bounced" checks. If you do not wish to bank with County bank, you can participate in the direct deposit benefit through your current bank or savings and loan company even if your bank is located in another state. Check with your bank for its policy concerning checking account charges with direct deposit customers. You will receive a pay stub with your bank account numbers printed on it, together with a void check from the College. Your funds will be available to you each payday, Friday, a.m. Pay stubs are distributed through college in-house mail.

You will receive a supplement, Notification of College Policies and Procedures, with certain College-wide policy information required for all employees.

Employment

CONTENTS

HEALTH INSURANCE BENEFITS

RETIREMENT INCOME BENEFITS

LIFE INSURANCE BENEFITS

LONG TERM DISABILITY INSURANCE (LTD)

WORKERS' COMPENSATION INSURANCE

WELLNESS

EMPLOYEE LEAVE BENEFITS

EDUCATIONAL BENEFITS

MISCELLANEOUS BENEFITS

GENERAL INFORMATION