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All regular University employees with a Full Time Equivalent (FTE) between .5 and 1.0 are eligible to participate in the University's group medical, dental, life insurance, and flexible spending accounts. Medical and dental insurance benefits are prorated for faculty with FTE between .5 and .75, and for staff with FTE between .5 and .8. Neither temporary nor short hour staff are eligible for participation in these benefit plans.
Group medical, dental, life insurance and flexible spending account benefits begin on the first of the month which follows the date the employee begins eligible employment. Employees moving from ineligible to eligible status will begin benefits on the first of the month following the date the employee becomes eligible for benefits. If an employee begins eligible employment on the first day of the month, or moves from ineligible status to eligible status on the first of the month, benefits begin that day.
Only regular employees with an FTE of .75 or above are eligible to participate in the University's long term disability insurance plan. The University's tuition scholarship program benefits regular, full time (faculty at .75+ FTE and staff at .80+ FTE) employees. Temporary and short hour staff are not eligible for participation in these plans.
Eligibility for the 401(a) University Retirement Plan is based on Years of Service and Hours of Service. Please see University Retirement Plan eligibility requirements.
Vacation and sick leave accrues on a prorated basis for regular employees with FTE between .5 and 1.0. Due to the nature of the academic calendar, faculty are not eligible for vacation or sick leave accrual. Temporary and short hour staff are not eligible for participation in these plans.
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One
who is exempt from the overtime and minimum wage provisions of the
Federal Fair Labor Standards Act (FLSA) and the Washington State Minimum
Wage Act. This definition is based on job responsibilities and categories
defined by the FLSA. |
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One
who is entitled to the protection of the FLSA and the Washington State
Minimum Wage Act, including the payment of overtime for hours worked
over 40 in one week. This definition is based on job responsibilities
and categories defined by the FLSA. |
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One
who is regularly scheduled to work a minimum of .75 FTE as faculty,
or 32 hours (.80 FTE) per week as staff, in a regularly budgeted position.
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One
who is regularly scheduled to work less than .75 FTE as faculty, or
20 to 31 hours (.50 to .79 FTE) per week as staff, in a regularly
budgeted position. |
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One
who is regularly scheduled to work less than 20 hours (.50 FTE) per
week in a regularly budgeted position. |
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One
who is assigned to a position for a limited period of time, usually
less than 6 months. |
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An
employee's lawful spouse; a natural or adopted child under age 24
of the employee and/or the lawful spouse, where such child is primarily
dependent on the employee for support; an adult disabled child (as
defined within specific plan documents). Court ordered medical support
orders are also recognized for purposes of establishing dependent
status. |
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Full
time equivalent percentage. For regular employees FTE is based on
a 40 hour work week. |
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(1) A time during which employees may elect to make changes to their medical, dental, voluntary life insurance benefits, and flexible spending accounts. Examples of changes are: adding or dropping dependent coverage; or changing life insurance amount. (2) Open enrollment
for new dependents (i.e., a new spouse or child by birth or adoption)
takes place during the first 30 days after the employee acquires
the new dependent. |
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The
monthly amount charged by insurance vendors to provide insurance coverage.
Sometimes referred to as premium rate or fringe benefit premiums.
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In reference to paid leaves, the employee's anniversary will coincide with the employee's beginning date of regular employment with Seattle Pacific University. Also referred to as years of employment. |