Non-Represented Benefits Summary Updated February 2007

Class of Employees: Executives, Senior Management, Deans, Senior Administrators, Coaches

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 Up to six (6) weeks at full salary per fiscal year. May be prorated for initial year of employment.

Short-Term Disability Eligible employees who have used six weeks of sick leave 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 forty (40) hours of Family Care Leave at 100% of base wages and forty (40) hours at 75% of base wages with accumulated and unused annual leave to be used to make up the difference per fiscal year. If hired after January 1 of current fiscal year may use up to twenty (20) hours at 100% of base wages and twenty (20) hours at 75% of base wages with accumulated and unused annual leave to be used to make up the difference per fiscal year.

Personal Leave Days: If hired between July 1 - December 31, may use up to 24 hours of paid Personal Leave per fiscal year to attend to personal business. If hired between January 1 - April 30, may use up to 12 hours of paid Personal Leave in initial fiscal year.

Hospitalization/Medical Hospital, Medical and Prescription Drug Program – Preferred Provider Organization ( PPO). Coverage effective on date of hire. Final cost dependent on claims experience. For September 1, 2006 through August 31, 2007, the University health contribution is $9,195 and the required employee contribution is $1,050 (prorated for partial year) and is deducted on a bi-weekly basis.  To the extent that average university health expenditures do not exceed the combined University and employee health contribution, the difference will be refunded to the employee up to the employe e contribution amount ($1,050 in fiscal year 2006-2007).  The health plan in cludes a $50 individual deductible/$100 family deductible; $10 Office co-pay/$50 E R co-pay. Effective 1/1/03 drug co-pays: $5 generic/$10 brand name at NMU Health Center; $10 generic/$20 brand name at participating pharmacy/mail order. The deductibles/co-pays are based on a January 1 to December 31 plan year.

Dental and Optical Insurance The University will pay the full cost of a family dental and optical plan for all full-time employees who complete the necessary enrollment forms. Dental Benefit Year: January 1 to December 31; Optical Benefit Year: July 1 to June 30.

Life Insurance with Accidental Death & Dismemberment One times annual salary rounded to next $1,000 paid by University with immediate coverage. Options of ½, 1, 2, 3, 4, or 5 times annual salary and dependent coverage ($20,000 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 University contribution to TIAA-CREF is 12.5% of salary for employees hired after January 1, 1999. The University contribution to TIAA-CREF for employees hired prior to January 1, 1999 is 12.5% of salary up to $20,000 and 17.5% of salary above $20,000.

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.

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 taxabililty 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.

Funeral Leave Five days, three days, or one day of paid funeral leave. Please refer to the Non-Represented Personnel Policy Manual for specifics.

Social Security Benefits Mandatory University and employee contribution. Monthly benefits at retirement or in case of total disability.

Military Reserve and Dismemberment 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 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 Electronic funds transfer available.

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 the Nonrepresented Personnel Policies Manual or contact the Human Resources Departmnent at 227-2470.

11/08/06