Faculty Handbook - Fairmont State University

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New Faculty Enrollment Period for PEIA Health and Life Insurances and Mountaineer Flexible Benefit Plans New hires have the month of hire and the two following months to enroll in health, basic, optional and dependent life, and Mountaineer Flexible Benefit plans. Documentation for dependents is required for health coverage to be approved (marriage license/spouse; birth certificate/children). Effective Date of Coverage: Coverage is effective the first of the month following the month of enrollment in the plan. Example: if you are hired in August and enroll, coverage is effective September 1. HEALTH INSURANCE The WV Public Employees Insurance Agency (PEIA) offers a choice of plans of a preferred provider benefit plan (PPB) and managed care plans (HMO) for employees and their dependents. Employee premiums are based on annual base salary, coverage type (single or family), and the plan selected (see discounts below). New hires have the month of hire and the following two months to select coverage. Coverage is effective the first of the month following the month of enrollment. Premiums are taken on a pre-tax basis. PEIA requires a copy of the marriage certificate to add a spouse, and a copy of the birth certificate for each dependent child from birth up to age 26. In April, PEIA mails to each employee a “Shopper’s Guide”, which outlines the benefits for the plans offered, and premiums for both health and optional life insurances for the plan year. In addition, refer to the Summary Plan Description booklet for more information. Both booklets are available on the PEIA web site: www.wvpeia.com PEIA PPB PLANS A, B, D Preferred Provider Benefit Plan premiums for this plan are based on employee and dependent Tobacco Status. Premiums, annual deductibles, and co-insurance amounts are based on the employee’s annual salary. Plan D is for WV residents who received all care in WV, except emergencies and approved procedures not available in WV. There are restrictions on traveling outside West Virginia to get medical care. Prescription drugs have a separate plan deductible and out-of-pocket maximum. PEIA PPB PLAN C A High Deductible Health Plan, which can be paired with a Health Savings Account or a Health Reimbursement Arrangement. Single deductible is $1250; children or family $2500. Premiums are based on tobacco status, but not on salary. Premium Discounts for PEIA PPB Plans A, B, C & D: Tobacco free Advance Directive/Living Will Improve Your Score (health screen) PEIA MANAGED CARE PLANS (HMO) HMO’s manage health care for their members by coordinating the use of health care services through Primary Care Physicians. PEIA offers HMO plans with “The Health Plan”. Members must be referred by the PCP for specialty care within the network. Family members must live in the plan enrollment area. Premiums are based on salary, tobacco status and living will status, and are set by the managed care plan. www.healthplan.org 1-800-624-6961 47
PEIA LIFE INSURANCE PEIA Basic Health Plan includes $10,000 term life insurance paid by the institution. Employee’s not needing health coverage may elect life insurance only. Coverage reduces to $6,500 at age 65. Optional term life insurance is available to new employees from $5,000 to $500,000. Premiums are based upon employee Tobacco Status, age, and the principal amount selected. Statement of health is required for amounts of $150,000 and over for new hires. Current employees need a statement of health to increase all amounts. Basic and optional life insurance is decreasing term (premium increases by age, and the amount decreases beginning at age 65). Dependent life insurance is available to cover the employee’s spouse and children. Active employees with basic, optional, and dependent life insurance are covered for accidental death and dismemberment insurance. PRE-TAX PREMIUMS (IRS Section 125 Cafeteria Plan) Federal Tax, WV State Tax, and Social Security tax are not withheld on premiums for PEIA Basic Health, PEIA Optional Life Insurance up to $50,000, and Mountaineer Flexible Benefit Plans (except the Legal Plan). Changes to pre-tax plans are permitted during the annual Open Enrollment period held each April, or within 60 days of an IRS approved qualifying event (documentation required), such as: Change in legal marital status, dependent status, or employment status; Unpaid leave of absence by the employee or spouse; Open enrollment under your spouse’s employer; etc. See the Summary Plan Description Booklet for a complete list). Mountaineer Flexible Benefit Plans are sponsored by the Public Employees Insurance Agency, and administrated by Fringe Benefits Management Company (FBMC). Mountaineer Flexible Benefits Web site: www.myFBMC.com A Mountaineer Flexible Benefit booklet is also available on the PEIA web site: www.wvpeia.com Flexible Spending Accounts (FSA) An IRS approved tax-free account that saves you taxes on eligible medical and dependent care expenses. You authorize per-pay-period deposits to your FSA from before tax salary. As eligible expenses are incurred, you request tax-free withdrawals from your account to reimburse yourself (saving federal, state and social security taxes). Medical Expense FSA Allows reimbursement for eligible uninsured medical expenses incurred for you, your spouse and dependents. Eligible expenses include dental and vision expenses, medical and prescription plan deductibles and co-pays. Health Savings Account (PPB Plan C participants only) A tax free account used to pay health care expenses for enrollees in a High Deductible Health Plan (PPB Plan C). Account is owned by the employee, and can be setup thru FBMC or a local bank. Limited Use Medical Expense FSA (use with an HSA account for PPB Plan C participants only) Funds set aside pre-tax can only be used for dental, vision, and preventive care expenses not covered by the PPB Plan C. 48
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2013-2014 Faculty Handbook
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i A MESSAGE FROM THE PROVOST Dear C
Page 6 and 7: iii Faculty Meetings ..............
Page 8 and 9: v FOREWORD The Fairmont State Unive
Page 10 and 11: 1 ADMINISTRATIVE STRUCTURE The foll
Page 12 and 13: 3 Director of Procurement is respon
Page 14 and 15: 5 Advisory Council of Faculty The F
Page 16 and 17: classified employees duly elected b
Page 18 and 19: 9 EDUCATIONAL PERSONNEL PREPARATION
Page 20 and 21: Section 4. The Faculty may review a
Page 22 and 23: Section 4. The Fairmont State Unive
Page 24 and 25: FAIRMONT STATE UNIVERSITY FACULTY S
Page 26 and 27: Senate may direct the President of
Page 28 and 29: f. If the vote fails to resolve the
Page 30 and 31: a. Publicize and solicit applicatio
Page 32 and 33: 23 N. PRESIDENTIAL PERCEPTION SURVE
Page 34 and 35: The Faculty Personnel Committee eva
Page 36 and 37: EXPERIENCE: 27 1) six years of coll
Page 38 and 39: FACULTY 8 (For Faculty Whose Initia
Page 40 and 41: to that professional and scholarly
Page 42 and 43: Primary consideration will be given
Page 44 and 45: (2) Merit Evaluations for a minimum
Page 46 and 47: the Office of the Provost before th
Page 48 and 49: Classroom Equivalencies The 12-hour
Page 50 and 51: 41 The reviewer will submit a memor
Page 52 and 53: AUTHORITY TO RELEASE PERSONALLY IDE
Page 54 and 55: 45 Faculty Meetings Faculty meeting
Page 58 and 59: 49 Dependent Care FSA Set aside fun
Page 60 and 61: 2 days of accrued leave = 100% of t
Page 62 and 63: Military Caregiver under FMLA entit
Page 64 and 65: Fairmont State University Board of
Page 66 and 67: An eligible employee, spouse, or de
Page 68 and 69: 59 SUPPORT SERVICES Advertising Fai
Page 70 and 71: other related support functions. Al
Page 72 and 73: 63 Electronic Reserves Electronic r
Page 74 and 75: The Supply operation provides servi
Page 76 and 77: Publicity The Office of Public Rela
Page 78 and 79: BLACKBOARD LEARN AT FAIRMONT STATE
Page 80 and 81: should be noted that "approved" in
Page 82 and 83: will be away from campus for an ext
Page 84 and 85: Fairmont State University’s Core
Page 86 and 87: speak or write as citizens outside
Page 88 and 89: 3.4. Faculty appointed to clinical-
Page 90 and 91: 4.3.1. The appointee shall render f
Page 92 and 93: 7.2. Promotion shall not be granted
Page 94 and 95: 10.10. Following receipt of the not
Page 96 and 97: SECTION 16. INFORMAL PROCEDURES FOR
Page 98 and 99: 2.6. A recognized institutional hol
Page 100 and 101: as they or other employees would be
Page 102 and 103: coverage pursuant to Section 13, Ar
Page 104 and 105: 13.3. Absences from work due to wea
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97 6.3. While on sabbatical leave,
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99 SECTION 4. FILING of COMPLAINTS
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101 responsible for encouraging and
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103 8.2. Institutional Support. Per
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105 student may be academically dis
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107 employees. This plan shall addr
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109 5.2. Merit Pay Recipients: The
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111 Important Note: Since gifts of
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113 (2) He/she will meet with the c
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When a consensual relationship ends
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117 II. The responsibility for unde
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119 clarifying or interpreting a ma
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121 the Conduct Discipline and Grie
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123 STATEMENT ON SEXUAL HARASSMENT
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125 aspect of campus life and emplo
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127 III. IV. maintenance. Personal
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129 2. In identifying faculty whose
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131 agenda item shall be submitted
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133 leave of absence, and available
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135 (2) The nominee must have attai
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137 absence of the Dean or Associat
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139 APPENDIX A ADDITIONAL CERTIFICA
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141 by this examination include sit
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143 INDEX Absence Policy Faculty, 3
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Faculty Handbook - Fairmont State University

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