Food/Maintenance/Police Officers AFSCME Local 1094 Benefits Summary
(Those who are regularly scheduled to work at least 20 hours per week may be eligible for prorated benefits proportionate to the time actually worked.)
Paid Holidays: Six holidays and six seasonal bonus days per year.
Sick Leave: Eight sick days and twenty-two personal sick leave reserve. May be prorated for initial year of employment.
Annual Leave Accumulation (per fiscal year): 0-12 months, 5 days; 13-48 months, 10 days; 49-96 months 15 days; 97-144 months, 20 days; 145 or more months, 25 days. Maximum accumulation is 150 percent of accrual per fiscal year.
Short-Term Disability: Eligible employees who have used their sick leave and sick leave reserve will be paid at 75% of base annual salary for up to six months. Employees who accumulate annual leave will use accumulated and unused annual leave to make up the difference between STD and full salary.
Long-Term Disability: One year waiting period. After 6 months of disability, pays up to 60% of basic annual salary less social security, retirement, workers’ compensation, etc. Premiums currently paid by University.
Family Care Leave: May use up to 24 hours of Family Care Leave at 100% of base wages.
Personal Leave Days:Available after completion of 6 months of employment. May be used in 4 hour increments. Effective 10/01/07 a total of 24 hours will be available.
Hospitalization/Medical: Hospital, Medical and Prescription Drug Program – Preferred Provider Organization (PPO). Community Blue Plan 2. Coverage effective on date of hire. Annual cost as negotiated in contract. $250 individual deductible/$500 family deductible; $20 Office co-pay/$100 ER co-pay. Drug co-pays: $10 generic/$20 brand name at NMU Health Center; $15 generic/$30 brand name at participating pharmacy/mail order. Benefit year is January 1 to December 31.
Dental Insurance: The University will pay the full cost of a two-person plan for participating employees who complete the necessary enrollment forms. Dependent coverage may be purchased. Benefit year is January 1 to December 31.
Optical Insurance: The University will pay the full cost of a family plan for participating employees who complete the necessary enrollment forms. Dependent coverage may be purchased. Benefit year is July 1 to June 30.
Life Insurance with Accidental Death and Dismemberment: One times annual salary rounded to next $1,000 paid by University with immediate coverage. Options of 1, 2, or 3 times annual salary and dependent coverage ($10,000 spouse/ $5,000 children or $15,000 spouse/$10,000 children) may be purchased by employee. Employee coverage includes a double indemnity clause in case of Accidental Death and Dismemberment. Maximum of $500,000.
Retirement: For those employees hired June 1, 2011 or later, who participate in TIAA-CREF, the Employer shall contribute seven and one-quarter percent (7.25%) of salary and will further match an employee's contribution up to one and one-half percent (1.5%) of salary.
Designated Individuals: Employees may designate an individual in lieu of a spouse for the purposes of Funeral Leave, Family Care Leave, Family and Medical Leave Act (FMLA) Leave, and Recreation Memberships.
Household Member Program Benefits (HMP) Under the HMP, a full-time employee who does not already enroll a spouse in the health care plan may enroll one adult individual for benefit coverage if certain criteria are met. Additional information may be found in the Local 2178-UAW Master Agreement or by contacting the Human Resources Department.
Tuition Scholarship Program: Employees, spouses and dependent children may take classes with no credit hour limit. In the event of death, surviving spouse and dependent children may continue in the program until completion. NMU will abide by State and Federal laws regarding the taxability of benefits.
Flexible Spending Accounts: Money may be deducted from salary on a before-tax basis to fund child care and/or for un-reimbursed medical, dental, and optical expenses. Subject to IRS regulations.
Recreation Membership: Single Physical Education Recreation Facility membership or Walking Pass free (value reported on W-2 form). Family membership available at reduced rate through payroll deduction.
Bookstore Discount: 20% on books; 10% on other items. Does not include sale items or caps and gowns.
Jury Duty: Full pay for regularly scheduled hours of work missed less what court pays.
Longevity Bonus: For employees hired prior to October 1, 1998. Based on annual wage of $8,000 as follows:
|Continuous Service||Annual Longevity Pay|
|6 or more and less than 11 years||2 percent|
|11 or more and less than 15 years||3 percent|
|15 or more and less than 19 years||4 percent|
|19 or more and less than 23 years||5 percent|
|23 or more and less than 26 years||6 percent|
|26 or more years||8 percent|
Funeral Leave: Five days, three days, or one day of paid funeral leave. Please refer to the Master Agreement for specifics.
Social Security Benefits: Mandatory University and employee contribution. Monthly benefits at retirement or in case of total disability.
Military Reserve and National Guard Duty: The employer will abide by Federal and State laws pertaining to the leave of absence, rehire, and status after rehire or leave of absence of employees who are members of either the National Guard or a unit of the United States Reserve Forces.
Workers' Compensation: Employees who are granted Workers= Compensation will be paid the difference between regular salary and payments received under provision of the Act for up to six (6) consecutive months after which they may apply for long-term disability benefits, if eligible.
Parking: Effective October 2004 University will pay for one (1) parking decal. Employees may pay for additional parking decal fees on a pre-tax basis.
Library: Access to University library.
Tax-Deferred 403(b) Plans and 457(b) Plans: Available through payroll deduction.
Banking, Credit Unions: Direct deposit is preferred.
These are summaries of benefits available and are subject to change. Union contracts, personnel policies, master benefit policies and the rules of insurance providers and administrators control the benefits available. If you have questions about benefits, consult your current union agreement or contact the Human Resources Department at 227-2470.