a) GENERAL REGULATIONS REGARDING SICK DAYS, VACATION DAYS, AND PERSONAL DAY
i) Teaching Faculty: The policy for Faculty sick days at St. Andrew's is that Faculty members will be paid for the first ten days of absence due to illness each year. Absence for more than the available sick leave (including days accumulated from prior years) will result in deduction from salary for each additional day of absence. Up to a maximum of 50 unused sick days accrued during an employee's period of employment will be carried over for use during the next academic year. In no case will the total of available sick days exceed sixty (ten for the current year and 50 carryover). Sick days for classroom teachers and teaching assistants are to be used ONLY for personal illness, for the illness of a family member, or for the birth of a child. Absences from work for any other reason cannot be charged against sick days.
Personal Day: Each teacher and teaching assistant gets three personal days each year when he or she may be absent from the campus for any reason. A personal day should not be used before or after a holiday. The school pays for a substitute, if necessary. Requests for personal days must be made in advance and in person with the Division Head. In addition to personal days, the Division Head has discretion to provide for occasional absences of up to two hours for necessities such as to see a doctor, dentist, or to run an important errand. An absence from campus of up to two hours is in the context of a full 7:30-3:30 work day; absences from campus longer than two hours will be rounded up to a half-or-full day of annual leave.
Bereavement Leave: In the event of death of an immediate family member of a teacher, a maximum of three days of paid leave will be granted. An employee requiring bereavement leave should contact his/her Division Head to approve the leave.
Vacation Days: Teachers do not receive vacation days.
Unpaid Leave: If all sick leave and personal days are used up, an employee may apply for unpaid leave. This must be submitted in writing and approved in advance by the Division Head with the approval of the Head of School. The teacher will be charged a day’s pay for each day missed, and the school will hire a substitute. Unapproved absences are not permitted.
While absences from school for such reasons as jury duty or attendance at conference or workshops, etc., do not count against sick days, they nevertheless should be reported.
All absences must be reported to the Division Head prior to the absence on the appropriate form.
ii) Twelve-Month Administrative and Clerical: The policy for Administrative and Clerical personnel sick days at St. Andrew's is that twelve-month Administrative and Clerical personnel will be paid for the first twelve days of absence due to illness each year. Absence for more than the available sick leave (including days accumulated from prior years) will result in deduction from salary for each additional day of absence. Up to a maximum of 48 unused sick days accrued during an employee's period of employment will be carried over for use during the next academic year. In no case will the total of available sick days exceed 60 (12 for the current year and 48 carryover).
Sick day for members of the administration and staff are to be used ONLY for personal illness, for the illness of a family member, or for the birth of a child.
Personal day: Each member of the administration and staff gets two personal days each year when he or she may be absent from the campus for any reason. Personal day should not be used before or after a holiday.
Bereavement Leave: In the event of death of an immediate family member, a maximum of three days of paid leave will be granted. An employee requiring bereavement leave should contact his/her Division Head to schedule the leave.
Vacation Days: All other absences must be charged against the annual allotment of 20 vacation days. Part-time employees will have vacation days prorated against the number of days they actually work. All vacation must be taken by the week before the faculty return for the next school year.
Unpaid Leave: If all sick leave and personal days are used up, an employee may apply for unpaid leave. This must be submitted in writing and approved in advance by the Division Head or supervisor with the approval of the Head of School. The employee will be charged a day’s pay for each day missed, and the school will hire a substitute. Unapproved absences are not permitted.
While absences from school for such reasons as jury duty or attending conferences or workshops, etc., do not count against sick days or holidays, they nevertheless should be reported.
Any absences must be reported promptly to the Business Office, either before or immediately after the absence, on the appropriate form. Unused vacation will not be paid.
b) FAMILY AND MEDICAL LEAVE ACT OF 1993: In accord with the Family and Medical Leave Act of 1993, St. Andrew's provides up to twelve weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons. Employees are eligible if they have worked for at least one year at St. Andrew's. The use of this leave does not result in the loss of any employment benefits in place before the leave. The Business Manager can provide more detailed information.
c) PAID HOLIDAY AND VACATION DAYS FOR TWELVE-MONTH ADMINISTRATIVE AND CLERICAL: Contracts of St. Andrew's Episcopal School Administrative and Clerical staff take into account certain holidays during the course of the school year. These holidays include Labor Day, Thanksgiving holidays, Christmas holidays, Martin Luther King Day, President’s Day, Spring Break, Good Friday, Easter Monday, Memorial Day and Independence Day, with alternating personnel manning the switchboard on specific dates as designated by the Head of School.
d) GROUP MEDICAL LIFE INSURANCE: The school makes available to its full-time employees group medical insurance through its Group Health Insurance Plan. Eligibility is the first day of the month following the month in which employment commences. Participation is voluntary. The School pays 75% of the employee's premium, if elected. The premium for dependent coverage is paid wholly by the employee. Deductibles are on a calendar-year basis. Claims for reimbursement must be filed by the employee directly with the insurance company. Claim Forms are available from the Business Office. Individual needs or claims and questions will be handled through the Chief Financial Officer. Policy benefits, limitations, and requirements are as set forth in the Group Insurance Booklet, a copy of which is available from the Business Office. New employee initial eligibility is the first day of the first month following completion of a thirty (30) day waiting period.
e) LIFE INSURANCE: St. Andrew’s provides life and accidental death & dismemberment insurance equal to one times your annual salary for all full-time faculty and staff members. The minimum amount of coverage for employees under age 65 is $15,000. Employees age 65 and older have a reduced benefit schedule. The coverage is written through Mutual of Omaha, and the School pays 100% of the cost of the coverage. New employee initial eligibility is the first day of the first month following completion of a thirty (30) day waiting period.
f) DENTAL INSURANCE: Optional Group Dental Insurance is available for full-time employees. Policy benefits, limitations and requirements are as set forth in the Group Insurance Booklet, a copy of which is available from the Business Office. New employee initial eligibility is the first day of the first month following completion of a thirty (30) day waiting period.
g) LONG-TERM DISABILITY INSURANCE: The School provides to its full-time employees long-term disability insurance that pays a disability benefit after 90 days of disability. The full description of this benefit is set forth in the booklet describing the insurance, a copy of which is available from the Business Office. New employee initial eligibility is the first day of the first month following completion of a thirty (30) day waiting period.
h) OTHER INSURANCE AVAILABLE FOR EMPLOYEES: All full-time employees have the option of choosing additional disability, cancer, and/or intensive care insurance at the employee's expense with premiums paid through payroll deductions. These policies and premiums may not be the best coverage or the least expensive for a particular individual. If you are interested in any of these policies, contact the Business Office.
i) RETIREMENT PLANS: St. Andrew's offers two separate retirement plans for its full-time employees, each administered by TIAA-CREF (Teachers Insurance and Annuity Association/College Retirement Equities Fund). These plans are designed to qualify as 403(b) retirement plans under IRS regulations. Note that the amount by which your salary is reduced for purposes of these plans is subject to FICA taxes but not to state or federal income taxes. Investment options vary and are described in a brochure/prospectus available from the Business Office. Application forms are available from the Business Office.
i) Retirement Annuity (RA) – To be eligible you must be a full-time employee (minimum 1,000 hours per year). A certain percentage of the employee’s gross salary is taken out each month and is matched by St. Andrew’s. Through ten years of employment the percentage, which is both, contributed and matched is 5%. Between 10 years of service and 15 the percentage is 6%. Between 15 and 20 years the percentage is 6.5%, and after 20 years of employment the percentage is 7%. An employee with more than ten years of service does not automatically have to accept the higher rates.
An employee is fully vested in the plan after three years.
ii) Supplemental Retirement Annuity (SRA) - Any employee may contribute to this plan on a monthly basis through a salary reduction agreement any amount, subject, however, to IRS limitations. St. Andrew's does not match any contribution to a SRA.
j) CAFETERIA PLAN: This plan allows employees to set aside pre-tax dollars (i.e., not subject to FICA or state or federal income taxes) to pay for medical-related or childcare expenses. The following provisions apply:
i) Eligibility: All full-time employees (expected to work at least 20 hours per week) are eligible. New employee initial eligibility is the first day of the first month following completion of a thirty (30) day waiting period.
ii) Purpose: Employee participants in the Cafeteria Plan are entitled to be reimbursed out of amounts withheld from their salary for permitted medical, dental, and optometric expenses, childcare expenses, and medical insurance premiums.
iii) Amount: At the beginning of each school year, a participating employee makes an election of amounts to be contributed to this plan from his monthly paycheck. These elections are fixed for September 1 of a given year through August 31 of the following year. Once made, an election can be changed only upon a change in marital status or employment status of a spouse.
iv) Eligible Expenses:
(1) Group medical insurance premiums
(2) Dependent child care
(3) Medical expenses (only the part not covered by group insurance/includes most dental and optometric)
v) Reimbursement: To receive reimbursement for a covered reimbursable expense, a claim form must be completed and submitted to the administrator by the 20th day of the month in which the employee wants reimbursement. Reimbursement forms are distributed in September to participants. Insurance premiums, if that option is elected, are handled automatically through payroll deduction (No monthly payroll deduction form is required).
vi) Reduced Social Security Contribution: When you elect to participate in the Cafeteria Plan, the amount indicated on your Salary Reduction Agreement is not subject to Social Security (FICA) tax, and since your social security contributions are thereby reduced, your social security benefits received at retirement may be reduced.
k) SHUTTLE BUS AND AFTER SCHOOL CARE AVAILABILITY: Children of faculty and staff members may ride the shuttle bus at 25% of the rate charged to other students. Participation in this service must be scheduled with Cline Tours, and payment must be made directly to them. The use of After School Care for the child or children of an employee is provided without charge as long as the employee is on school business.
l) Full-time faculty and staff receive a 10% discount on tuition for their children. After 10 years of employment, the discount increases to 20%. Additionally, faculty may receive up to 100% financial aid based on meeting the qualifications for financial aid.