Benefits

2012 Summary of Benefits

The Human Resources' Benefits Office provides benefits administration and consultation services for employees, retirees, and their dependents.

The Benefits Office:

• Counsels and assists new, current, terminating, and retired employees on benefit-related matters.
• Negotiates and coordinates campus-based benefit programs.
• Administers University System of Georgia benefit programs in support of employees.
• Helps ensure compliance with University System policies as well as federal and state laws.

The following information provided contain a brief summary of benefits available to full-time benefits-eligible employees of Columbus State University. Further details and information will be provided at the New Employee Orientation or upon request.

2012 Premium Rate Sheet (PDF)

The university currently offers four health insurance plans, which can provide coverage on your first day of employment:

• Blue Open Access POS
• Blue Choice HMO (Health Maintenance Organization)
• HSA Open Access POS (High Deductible Health Plan)
• Kaiser Permanente HMO

The university contributes approximately 70% of the total cost of your health care coverage for HMO, POS and POS-Health Savings Account. The employee pays the remaining portion of the premium monthly through payroll deduction; premiums for health insurance are withheld from your pay on a pre-tax basis, resulting in less cost to you.

New employees who are benefits-eligible have 30 days from their date of hire to select a medical plan for themselves and their eligible dependents. Eligible dependents include your spouse and your dependent children up to age 26. Employees must show proof of dependent eligibility and will be required to present a marriage license, birth certificate, or other document establishing a dependent relationship as a condition of their coverage.

On an annual basis, the university offers an open enrollment period, during which employees may change their healthcare plan elections and levels of coverage.

Medco (Pharmacy Benefit Manager)

The Prescription Drug Benefit program provides quality care for you and your family while managing costs. With the Board of Regents of the University System of Georgia/Medco prescription program, you can get your prescription filled at any participating pharmacy. Please remember to present your prescription ID card with your prescription.  

2012 Premium Rate Sheet (PDF)

Columbus State University offers a choice of two dental plans for you and your family:

BOR Metlife Indemnity Dental Plan

The dental plan is 100% employee funded. Employees pays the monthly premiums through payroll deductions, which are on a pre-tax basis. Other features include:

• $50 annual deductible per insured
• $1,200 annual maximum benefit per insured
• $1,000 lifetime orthodontic benefit per insured

CSU Delta Dental Plan

The dental plan is 100% employee funded. Employees pays the monthly premiums through payroll deductions, which are on a pre-tax basis. Other features include:

• $50 annual deductible per insured
• $1,500 annual maximum benefit per insured
• $1,000 lifetime orthodontic benefit per insured

Vacation and sick leave hours are accrued based on the status and duration of employment with Columbus State University.

Regular, full-time benefits-eligible employees accrue vacation leave that is pro-rated based on the years of service:

• 1-5 years of service = 10 hours for each full month
• 6-10 years of service = 12 hours for each full month
• 10+ years of service = 14 hours for each full month
• 360-hour maximum annual carryover
• Nine-month contract faculty do not accrue vacation hours.

Sick leave is accrued at the rate of eight hours of each full month (with no maximum accrual). Unused sick leave may be used toward retirement under the Teachers Retirement System of Georgia (TRSGA).

Part-time, benefits-eligible employees working at least one-half time but less than full-time earn and accrue vacation and sick leave on a pro-rata basis according to the percentage of time employed. Temporary employees, including student assistants, graduate assistants, and part-time instructors do not earn or accrue vacation or sick leave credit.

Accrued vacation and sick leave is listed on each employee's paycheck stub.

• Employee Shared Sick Leave Program (PDF)
• Shared Leave Program Policy (PDF)
• Shared Leave Program Donor Transfer Certification Form (PDF)

Employees under the age of 60 must participate in a basic retirement plan through the Teachers Retirement System of Georgia. Columbus State University requires all employees to participate in the state-mandated plans. The mandatory contribution is 5.53% (effective July 1, 2010) of your pre-tax gross salary. Staff participate in the Teachers Retirement System of Georgia, but faculty and core administrators may choose Teachers Retirement System of Georgia or the Optional Retirement Plan.

Teachers Retirement System of Georgia (TRSGA)

TRSGA Member's Guide

The basic retirement program is offered through the Teachers Retirement System of Georgia (TRSGA). It is a "defined benefit" plan (a pension-type program). Normal retirement age for the TRSGA benefits is 60 with at least 10 years of service. If you have at least 30 years of service, you can retire regardless of age. Reduced benefits are available if you have at least 25 years of service and opt to take "early retirement."

The actual benefit amount you will receive when you retire depends on a formula that takes into account your total years of service and your years of highest average salary.

To help administer the TRSGA program and to fund its benefits, the university also contributes on your behalf. The university's contribution represents 10.28% (effective July 1, 2010) of each participant's salary. There is currently a 10-year vesting schedule, meaning that once you have 10 years of creditable services in the TRSGA system, you are eligible for a retirement benefit once you reach age 60.

Optional Retirement Plan (ORP) (PDF)

Faculty and certain administrators may elect to participate in an Optional Retirement Plan (ORP). The ORP is a "defined contribution" plan. Again, the individual makes a 5% mandatory contribution. The university also makes a contribution of 9.24% directly toward the individual's ORP account. There is full and immediate vesting of all contributions to an individual's ORP account.

The resources contributed to your ORP can be invested through your choice of four investment companies:

• AIG VALIC
• Fidelity Investments
• Teacher's Insurance & Annuity Association-College Retirement Equities Fund (TIAA_CREF)

Each company offers several investment options. You may change your company allocations once a quarter, at the beginning of each quarter.

Columbus State University offers a vision plan provided by EyeMed. This plan provides a professional vision and eye health exam, including a complete analysis of visual functions for you and your family.

• Exam every 12 months; Lenses every 12 months; Frames every 24 months
• $10 Copay for eye exams
• $120 allowance for frames 

Life Insurance Rate Sheet (PDF)

Columbus State University provides Basic Life Insurance and Accidental Death & Dismemberment (AD&D) in the amount of $25,000. You are automatically enrolled in the Basic Life and AD&D plan through CIGNA. This plan pays your beneficiary at the time of your death.

Supplemental Life

Columbus State University offers Life Insurance and Accidental Death & Dismemberment (AD&D) plans that provide important financial coverage for you and your family. These plans pay benefits if you, and/or an eligible family member suffer a covered loss. You have a choice to enroll in a Supplemental Life plan through CIGNA or the CSU Lincoln Plan.

CIGNA Plan

• Supplemental Life
  • 1 - 5x your annual salary rounded up to next $1,000 - up to maximum of $975,000 - includes corresponding amounts of AD&D coverage.
• Spouse Life
  • $10,000 (does not include AD&D)
• Child(ren) Life
  • $10,000 (does not include AD&D)

CSU Lincoln Plan

• Supplemental Life
  • 1 - 5x your annual salary rounded up to next $1,000 - up to maximum of $1,000,000 - includes corresponding amounts of AD&D coverage.
• Spouse Life
  • Increments of $5,000 to a maximum of $250,000, not to exceed 2.5 times employee's elected life amount.
• Child(ren) Life
  • $10,000 if child is 6 months or older; $2,000 if child is less than 6 months old.

Dependent Life

You may also insure your eligible dependents (spouse and children) for $10,000 each at $4.70 monthly for family coverage. Dependent life is 100% employee funded.

You may apply for this coverage at the time of hire or during annual benefits Open Enrollment; subsequent acceptance after time of hire is contingent on your providing evidence of insurability.

Full-time, benefits-eligible employees of Columbus State University (employed full-time for at least six months by TAP application deadline) may be eligible to participate in the Tuition Assistance Program for approved courses for academic credit. Tuition is waived for approved courses. TAP application forms must be approved by Human Resources by the established deadlines prior to employee registration for each term.

Tuition Assistance Policy and Application

The university offers an Employee Assistance Program through the Pastoral Institute for benefits-eligible employees and their dependents. The Employee Assistance Program is a service that provides short-term confidential counseling and assistance associated with resolving life problems such as family issues, job stress, substance abuse issues, traumatic events and other personal concerns. Employees have six free sessions during the service year (September 1 - August 31) for counseling and/or workshops. The employee's dependents may share an additional six sessions. A family may not exceed 12 sessions during the Employee Assistance Program (EAP) service year. This program operates in such a manner that the names of participating employees and family members aren't disclosed to CSU.

These benefits are outside your health plan.

Several supplemental insurance programs are available through AFLAC and can be deducted through payroll. Policies include cancer, intensive care, accident and short-term disability. Most Aflac programs are subject to Section 125 and employees must enroll within the first 30 days of employment or during the annual Open Enrollment period. This benefit is 100% employee funded.

For more information, please contact the Human Resources Department.

This voluntary plan allows you to receive a benefit if you are ill or injured for an extended period and unable to work. You may receive 60% of your salary (up to a monthly benefit of $5,000) after you have been out of work for 90 days. Benefit levels may be adjusted if you receive other income such as retirement or Social Security disability benefits. You pay the full cost for this program. If you apply at any time other than at your time of hire, acceptance is contingent upon your providing evidence of insurability.

Prudential is the authorized vendor for long-term disability.

Flexible Spending Account Brochure (PDF)

Using a Discovery Benefits Flexible Spending Account (FSA) is a great way to save on taxes for designated medical care or dependent day care expenses! You have the option of enrolling in two accounts - the Health Care Account and Dependent Care Account.

How it Works

You designate a portion of your pay for qualified medical care or dependent day care expenses. Your contributions are made by payroll deduction, are pre-tax, and taken out of your paycheck in equal amounts over the course of the year. For qualified Health Care Reimbursements, you will be issued a card to use at the point of purchase. You will be contacted if a receipt is needed for substantiation. For Dependent Care reimbursements, submit the receipt and/or documentation to be reimbursed.

Please Note: Over-the-counter medications are no longer eligible for reimbursement under the Health Care Account without a prescription.

Annual Plan Maximums

• Health Care Reimbursement Maximum - $5,000
• Dependent Care Reimbursement Maximum - $5,000
  • $2,500 Dependent Care Reimbursement Maximum for married employees filing separate tax returns. 

A Health Savings Account is an individually owned, portable savings account that allows an employee to save for qualified medical and retiree health expenses on a tax-sheltered basis. CSU sponsors payroll deduction for such account through US Bank. The benefit of participating in a HSA is three fold; tax free contributions, tax free withdrawals, and tax free interest on an interest bearing account. There is no 'use it or lose it' rule like a Flexible Spending Account since your balance stays in the account if not withdrawn. However, certain rules will apply:

• Employees must choose between HSA and the Medical Flexible Spending Account. IRS guidelines will not permit both.
• You must be enrolled in a POS High Deductible Health Plan in order to set up a HSA.
• Cannot be enrolled in Medicare (generally not reached 65).
• May not be claimed as a dependent on another person's tax return.

Contribution savings limits change annually, the limits for 2012 are:

• Single Coverage - $3,100
• Family Coverage - $6,250 
• $1,000 age 55 catch-up

Columbus State University provides employees the opportunity to save for your future in a 403(b) and/or a 457(b) tax-sheltered savings program. These retirement plans are available to employees of public educational institutions and certain nonprofit organizations, allowing employees to make pretax contributions through payroll deduction. Both tax sheltered retirement plans are meant to encourage employees to save for their future in a long term retirement savings. The income tax is paid at withdrawal when you may be in a lower tax bracket. However, if withdrawn before age 59½ you might be subject to federal restrictions and a 10% penalty for early withdrawal.

 Why participate in a tax sheltered annuity retirement savings plan through CSU?

Columbus State University offers personal tax sheltered retirement savings from three different vendors for your convenience:

TIAA-CREF
Darren K. Graff, CEBS
100 East Pratt Street
5215 North O'Connor Blvd.
Las Colinas, TX 75039-3730
tiaa-cref.org

VALIC
Chris Bone
706-888-3700 (cell)
706-660-6339 (local)
800-892-5558 ext.88298
www.valic.com

FIDELITY
Thomas Radzavich
205-552-8611
thomas.radzavich@fmr.com
www.Fidelity.com

For more information regarding tax sheltered annuities, please contact your benefits personnel in Human Resources

Columbus State University has established 12 official paid holidays per year for its employees. An exact schedule of these holidays is published each year by the university administration.

• New Year's Day
• Martin Luther King's Birthday
• Memorial Day
• 4th of July
• Labor Day
• Thanksgiving (and Friday)
• Winter Holiday Break

These holidays are in addition to earned vacation time and are observed in accordance with the rules and regulations set forth by the university.

2012 Holiday Schedule

All employees of the university are covered by the provisions of the Georgia Workers' Compensation Act. This act provides payments for medical and hospital expenses, temporary or permanent disability compensation and death benefits in the event an employee is injured or killed in an accident while performing his or her official duties. Should an accident occur on the job, the employee should report the accident as soon as possible to their supervisor and their supervisor should make arrangement to report the accident or injury. The report must be completed even if medical treatment is not required. Failure to report the accident promptly could result in failure to receive benefits.

Workers' Compensation Panel of Physicians (PDF)

Workers Compensation Bill of Rights for the Injured Worker (PDF)

Incident Report Form (PDF)

The Georgia Defined Contribution Plan was created by the 1992 Georgia Legislature, Act 996, effective July 1, 1992. The purpose of the law is to provide a retirement system for temporary, seasonal and part-time (less than 50%) employees of the state of Georgia who are not eligible for membership in the Employees' Retirement System, the Teachers Retirement System or the Optional Retirement Plan at one of the University System of Georgia's colleges or universities.

Temporary and part-time employees contribute 7.5% of their wages to the Georgia Defined Contribution Plan, which is the state equivalent of Social Security.

Welcome to our extended family of CSU retirees!  As a retiree, you will be able to stay in touch with CSU and retain certain benefits and privileges, including :

• Health and dental Insurance ( if carried prior to retirement)
• Basic life insurance - $25,000 (or the amount carried prior to retirement)
• Supplemental life - (if carried prior to retirement)
• Dependent life - $5,000 (if carried prior to retirement)
• American Family Life Assurance (Aflac) - Intensive Care, Cancer Care Insurance (if carried prior retirement)

For information about the above, call the Human Resources Office at (706) 568-2005.

Other retiree benefits which can be accessed through use of your CSU ID card include:

• Library privileges
• Athletic events
• Campus parking permit
• Fine arts performance discount tickets
• Recreation Center

Learn more about CSU Perks (PDF)

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