- New York State Workers Compensation
- New York State Disability Insurance
- Life Insurance And Accidental Death And Dismemberment Insurance
- Health Insurance
All Wagner College employees are covered by New York State Workers’ Compensation insurance in the event of an on-the-job injury. Instructions regarding the procedures to follow in the event of injury are set forth in this handbook under the section entitled, Occupational Safety and Health Act.
In New York State, Workers Compensation is a no fault system. Workers Compensation laws allow eligible employees to collect benefits without regard to fault, by showing that the injury arose out of and in the course of employment. Injured employees have the right to receive whatever treatment is required by the nature of the injury. Furthermore, to make up for earnings lost during a period of disability, Workers Compensation provides weekly cash payments, calculated as a percentage of the employee’s average weekly wages. The overall maximum weekly benefit is presently $405. There is a one-week waiting period for cash benefits, but if the disability lasts longer than fourteen days, the first week’s compensation is paid retroactively.
In order for timely processing of Workers Compensation benefits, you must report any accident, injury or illness to the Office of Human Resources. You must notify the Office of Human Resources within 30 days for an occupational injury and within two years for any occupational disease that you knew was work related.
If you knowingly misrepresent any material facts for the purpose of obtaining or maintaining insurance benefits you are guilty of a Class E felony, punishable by law.
Under New York State Law, Wagner College must provide temporary disability insurance to compensate for wages lost as a result of a non-work-related disability.
A disability is your inability to work as a result of an injury or illness that does not arise in the course of employment. This includes an inability to work caused by or connected with pregnancy. Inability to work means that the injury or illness prevents you from performing not only your own job, but also any other job that the College may offer you at the same wage. Disability insurance takes effect on the eighth (8th) consecutive day of absence and continues for a six-month period.
Benefits are payable at the rate of 50% of your average weekly wage, as determined over the eight weeks prior to your disability, up to the maximum allowable by law.
In order for you to start receiving disability benefits, you must furnish the Office of Human Resources with a written notice and proof of disability within 30 days of its onset. Wagner College requires that you use all accumulated and unused leave benefits before you start receiving disability benefits.
Learn more about New York State’s statutory disability information.
Wagner College provides its full time employees with Life Insurance and Accidental Death and Dismemberment Insurance through the Standard Insurance, at no cost to you. Coverage begins on the first day of the month that falls on or next follows the date you enter an eligible class. If your effective hire date is between the 1st and 15th day of the month coverage commences on your date of hire. If your effective date of hire is after the 16th day of the month coverage will begin on the first day of the following month. The amount of each benefit is equal to double your base annual salary rounded to the nearest multiple of $500.00, if not already such a multiple, up to a maximum of $500,000.
All new employees receive a copy of Wagner College’s Group Life Insurance Certificate during the Orientation meeting at the Office of Human Resources. This certificate details the main features of the insurance provided under the group policy. Any current employee may request a copy from the Office of Human Resources.
Within thirty-one (31) days following your termination of employment, you may elect to convert all or part of the group life insurance to an individual policy, on a direct payment basis.
On the first day of the month immediately following your date of hire you are eligible to participate in the College’s group health insurance plans. Wagner College contributes a percentage of the monthly premium for all plans. The actual amount depends on the option and type of plan in which the employee enrolls. The employee pays, through automatic payroll reduction, for their percentage of the premium cost respectively.
At present, the College offers a point of service plan . The Group Open Enrollment Period takes place during the month of December. You may however enroll at different times of the year if the enrollment is the result of a “change in family circumstance”. Information regarding the specifics of the health plan, including premium cost, as well as forms may be obtained through the Office of Human Resources. Please be sure to report any changes that may affect the coverage to the Office of Human Resources as well as directly to the health carrier.
Copies of the College’s group health care plan and rosters of participating physicians, hospitals and pharmacies are available at the Office of Human Resources. Wagner College contributions towards health insurance ceases upon termination of employment. You have the option of continuing your health care coverage through COBRA, solely at your cost. The length of time you may be allowed to continue coverage depends upon the qualifying event. See section on COBRA.
- Pet Assure
- Total Disability
- TIAA CREF Retirement Plan
- TIAA CREF Supplemental Retirement Annuities (SRA)
- Tuition Remission
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) is intended to insure that you and your dependents can maintain the group health coverage following events that otherwise would result in a termination of coverage. COBRA’s protections are temporary and are intended as a stopgap until insurance is obtained from another source, such as a new employer. The length of time you would be allowed to continue coverage for yourself and/or your dependents depends on the qualifying event.
- Separation from employment (resignation or termination) (18 months)
- Reduction in hours (full-time to part-time status) (18 months)
- Divorce, or legal separation (36 months)
- Death of employee (coverage for spouse or dependents) (36 months)
- Child married or attained age 23 (36 months)
You would have to notify the Office of Human Resources within 60 days of the qualifying event of your decision to elect temporary continuation of health benefits. You would then be responsible for payment of the full premium (including the former College share). The first payment would be due upon enrollment and subsequent monthly premiums should be received by the 15th day of each month.
Your benefits would then continue until the earliest of the following events occurs:
- Our Employee Health Plan is no longer in force
- The expiration of 18 months following August 2001
- You become a covered employee under any other group health plan
- You fail to pay the monthly charge for this coverage on time
- You or your dependent(s) become eligible for Medicare
Wagner College has partnered with Pet Assure to offer employees significant savings on the care of the family’s pets. You may participate in any one of the following programs:
- Full Pet Assure Program includes: 25% savings on ALL veterinary medical services obtained from a participating veterinarian.
- Merchant Deal Discounts: 10-35% savings on local pet services & supplies when obtained from participating providers (boarding, grooming, sitting, training, pet food, treats, toys, kitty litter, vitamins, etc.)
- National Merchant Deals: 10-35% savings from participating national pet services & supply companies, which you can take advantage of from the comfort of your own home.
- Receive periodic e-mails containing time-sensitive National and Local Merchant Coupons.
- Enrollment in Pet Assure’s Nationwide Pet Location and Recovery Service. Pet Assure reunites thousands of lost pets with their owners (24 hours a day / 7 days a week).
- One trip to the veterinarian and Pet Assure can pay for itself!
- Pet Assure Lite includes: National Merchant Deals: 10-35% savings from participating national pet services & supply companies, which you can take advantage of from the comfort of your own home.
- Receive periodic e-mails containing time-sensitive National and Local Merchant Coupons.
- Enrollment in Pet Assure’s Nationwide Pet Location and Recovery Service. Pet Assure reunites thousands of lost pets with their owners (24 hours a day / 7 days a week). Whether you choose to participate in Pet Assure’s full program or Pet Assure Lite, you can enroll ALL of your family’s pets. This includes dogs, cats, horses, birds, rodents, and even reptiles. And since this is not insurance, pre-existing conditions are not a problem. It’s that easy to participate! TO ENROLL IN THE PET ASSURE PROGRAM Complete the enrollment form and fax, toll free, mail directly to Pet Assure, visit www.petassure.com, use promo code Wagner to enroll securely online using a credit card, or call customer service. Wagner College has negotiated significantly reduced rates for you. If you have any questions, please visit www.petassure.com or contact Pet Assure at 888-789-PETS (7387).
Upon completion of one year of continuous employment you are eligible for total disability coverage. Total disability benefits begin on the first day of the month following six months of total disability and continue during such disability until you reach age seventy (70) or until death whichever comes first. This plan provides for a monthly income equal to 60% of your salary, not to exceed $4,500.00 a month. If you are participating in the pension plan, at the time you become disabled, it will also provide contributions to your annuity plan at the rate of 12% of your monthly wage base.
Copies of the Group Long Term Disability Insurance Certificate and forms necessary to apply for long-term disability benefits may be obtained from the Office of Human Resources.
If you are an employee participating in the TIAA/CREF retirement plan, you may also establish a supplemental retirement annuity (SRA) plan through TIAA/CREF in order to increase the amount of funds dedicated to future retirement income, through salary reduction. Unlike the TIAA Retirement Plan, SRA’s provide you with the ability to get loans from your accumulated income. For more information regarding SRA’s you should contact the Office of Human Resources, or visit TIAA/CREF’s web site.
TIAA/CREF Supplemental Retirement Annuities (SRA) All employees may also establish a supplemental retirement annuity (SRA) plan through TIAA/CREF in order to increase the amount of funds dedicated to future retirement income, through salary reduction. Unlike the TIAA Retirement Plan, SRA’s provide you with the ability to get loans from your accumulated income.
All full-time personnel become eligible for Wagner College tuition remission according to the following schedule.
- Upon completion of six (6) months of employment the employee is eligible for up to one (1) full tuition equivalent (FTE). This FTE may be used for the employee’s spouse or dependent if the employee does not use it for themselves.
- Upon completion of three (3) years of employment, the employee is eligible for up to three (3) FTEs for self, spouse and dependents per academic year.
- An employee who uses the tuition remission benefit for themselves may not take more than 2 courses in a term, nor may they take more than 5 courses in a calendar year.
Tuition Remission will have a lifetime benefit limit of three (3) FTEs for each employee. An FTE (Full Time Equivalent) tuition remission benefit may not be apportioned among individuals. Thus, the maximum number of individuals receiving this benefit shall be three (3) matriculants per employee benefit.
The FTE tuition remission benefit is defined as the dollar amount charged, in a given academic year, to full-time undergraduate students for tuition not including fees, room or board. Tuition Remission for spouses and dependents will only be offered for undergraduate courses. Effective immediately, Tuition Remission for graduate courses will only be covered if it is for the employee him/herself.
Tuition remission benefits will be granted for the employee, spouse and tax-eligible dependents, only if the following criteria are met:
- The employee has been employed the minimum length of employment for the benefit.
- The employee, spouse and/or dependent must be academically qualified and admitted to a credit-granting program administered by the College, under standard admissions criteria; that is, he/she would have been among the admitted from all applicants in blind admissions competition.
- The employee has completed and submitted the necessary tuition remission form to the Office of Human Resources.
- The employee has completed and submitted the necessary Financial Aid forms to the Financial Aid Office. It is understood that all New York State and/or federal awards, or scholarships for which the employee’s spouse or dependent(s) may be eligible shall be applied toward tuition charges.
All tuition remission students must maintain a minimum 2.25 GPA. If the cumulative GPA of a tuition remission student drops below the 2.25, the applicable student must pay full tuition until the cumulative GPA exceeds 2.25.
Summer tuition remission is available to employees and dependents only where the class capacity has not been filled.
Any employee desiring to take advantage of the tuition remission benefit for themselves, may do so only if it does not interfere with the employee’s work schedule and responsibilities. Employees taking classes at any time must have the written approval of their immediate supervisor and the vice president of the area to which they report each time they enroll in a course.
You should note that tuition remission for graduate studies is generally a taxable benefit. You should consult with your tax advisor for further details.
There will be no tuition remission available for the Semester Abroad, the Executive MBA, the Accelerated MBA, Expanding Your Horizons (EYH) and the Physician Assistant Programs.
Students who are on tuition remission are eligible to apply for study abroad programs. However the requirements of each program may be different. In some cases, the student will receive remission of Wagner tuition charges but may be required to pay the fee to the foreign university for the cost of the program. Please check with Human Resources/the Provost’s Office on the specific costs of each program for which the student will be responsible.
Only those sons and daughters included on your most recent Federal Income Tax Form 1040 are considered dependents. The Office of Human Resources reserves the right to request proof of same, before approving tuition remission benefits.
Once this policy is enacted, it will apply to all employees. However, if an employee has a hire date prior to adoption of this policy and is eligible for more than 3 FTE through a prior policy, that employee will continue to be eligible for more than 3 FTE provided their beneficiaries beyond 3 FTE are currently enrolled. If an employee is eligible for more than 3 FTE under a prior policy, has used 3 FTE to date, and has no dependents currently enrolled, that employee will be subject to the new policy immediately.
- Wagner College Early Childhood Center
- Tuition Exchange Program
- Lunch/Meal Pass
- Flexible Spending Accounts
Upon completion of one year of continuous employment you are eligible for a fifty percent (50%) discount for dependent children enrolled at the Wagner College Early Childhood Center. The Center provides unique opportunities for children age 2 years 3 months through age 6. It offers children an enriched environment in which they are encouraged to explore, imagine, create and discover in a small group setting. There are half-day sessions as well as full day sessions. For more information on admission requirements and procedures you should contact the Early Childhood Center directly, at extension 3137.
Wagner College Early Childhood Center
If you have been employed at the College for one year or more, you are eligible to apply for scholarships under the Tuition Exchange program, for your dependents. For the purpose of this policy, the term dependents include naturally and legally adopted children of full-time personnel, provided that financial dependence on the employee is demonstrated.
Tuition Exchange (TE) is a partnership of 480 colleges and universities offering competitive tuition exchange scholarships to members of faculty and staff families employed at member institutions. Each institution is obligated to maintain a balance between students sent on the exchange (exports) and students received on the exchange (imports). Scholarships are not fringe benefits; they are competitive awards. Applicants must meet the admission requirements of the member institution. Because they are so highly competitive, some schools will give consideration to variables other than the applicant’s academic record such as: geographic diversity, athletic ability or academic major.
If you are interested in applying for a tuition exchange scholarship you should contact the College’s liaison officer, in the Office of Human Resources, approximately twelve-eighteen months before you plan to use the TE program. The liaison officer will be able to provide you with a list of the member schools as well as information about the process and deadlines. By November 1styou would need to notify the TE liaison officer of intent to apply for TE scholarship for the following academic year, by completing the tuition exchange application.
By December 1st, the liaison officer will determine the number of TE scholarships available for the upcoming academic year. The number of available “slots” will be determined by the historical number of “imports” and “exports” and may vary from year to year. If the number of applications received is so high that it would create an imbalance, participation will be based on seniority. If the imbalance is such that it threatens the College’s participation in the Tuition Exchange, Inc. the President has the authority to disallow additional exports until the College has an opportunity to recover its status. Participants in the TE program must re-apply each year.
Wagner College does not assume any financial responsibility for any educational expenses should the TE program become suspended or terminated. A TE scholarship, if awarded, is not considered part of the college’s FTE tuition remission benefit. Tuition Remission is still available to full-time eligible employees who do not receive TE awards but do meet Wagner College’s eligibility requirements.
If you are full time staff employee working a 30-35 hour workweek you are entitled to free lunch privileges in the Wagner Union Dining Hall. In order for you to receive this benefit, you must activate your Wagner College identification card at the Dining Hall Office. Your compensation will not increase in the event you choose not to use this privilege.
If you are a faculty or administrator, you may purchase discounted meal plans, in the College’s Business Office or Dining Hall Office.
Flexible Spending Account is a voluntary program, which allows you to put aside money, through payroll deduction, to pay for medical and dependent care expenses TAX-FREE.
Health FSA eligible expenses are Family Health Care Expenses, including: deductibles, office visit co-pays, dental expenses (including orthodontia), vision expenses (exams, RX glasses, contact lens solutions, laser eye surgery), and prescription drug co-pays. If you expect to incur medical expenses that wont be reimbursed by your regular health insurance plan, you should be taking advantage of Wagner’s Flexible Spending Account.
Eligible Dependent Care Expenses include: child care, pre-school, adult dependent day care centers or services (if IRS dependent and living with you).
The benefit runs on the calendar plan year. For more information on Flexible Spending Accounts, contact the Office of Human Resources.