The SLU Human Resource Office Newsletter

April 2007 Volume 2

The Southeastern Human Resources Office Newsletter

HUMANRESOURCESHIGHLIGHTS

COMPREHENSIVE HUMAN RESOURCES SERVICES

Contents

• Benefits News

• Training

• Graduate Assistant Information

B E N E F I T S N E W S

RETIREMENT ELIGIBLITY (LASERS)

LOUISIANASTATE EMPLOYEES RETIREMENT SYSTEM

Regular members of LASERS hired prior to July 1, 2006, are eligible to retire when the following requirements have been met:

30 years of creditable service at any age

• 25 years of creditable service at age 55
• 10 years of creditable service at age 60
• 20 years of creditable service at any age (actuarially reduced benefit) not eligible for DROP or IBO

Regular members of LASERS hired after July 1, 2006 have the following eligibility for retirement:

• 10 years of creditable service at age 60

LASERS recommends that you allow yourself at least 90 days, or a maximum of six months before you retire to complete all of your paperwork. Human Resources will assist you with all of the paperwork as you begin the retirement process. For all retirement options chosen, your contribution balance is exhausted first to pay your retirement benefit, and the benefit continues for your lifetime from your employer contributions and investments.

LASERS also recommends that members within 1 year of retirement eligibility request an estimate. This request will generate a review of your records to insure there are no issues regarding your accrued service credit that would adversely affect your eligibility to retire or enter DROP. An example of an issue would be any Leave Without Pay during your work history.

If you have any questions regarding retirement, please contact Human Resources or visit LASERS’s web-site at .

RETIREMENT ELIGIBILITY (TRSL)

TEACHERS’ RETIREMENT SYSTEM OF LA

A regular plan member of the Teachers’ Retirement System of La (TRSL) must first meet minimum requirements for age and years of service credit.

Members who joined TRSL before 7/01/1999 –

2% Formula

• 5 years of creditable service at age 60
• 20 years of creditable service at any age

2.5% Formula

• 20 years of creditable service at age 65
• 25 years of creditable service at age 55
• 30 years of creditable service at any age

Members who joined TRSL on or after 7/01/1999 –

2.5% Formula

• 5 years of creditable service at age 60
• 20 years of creditable service at any age (actuarially reduced)
• 25 years of creditable service at age 55
• 30 years of creditable service at any age

Timetable for TRSL Retirement –

• 2 to 3 years before
• request a printout of your years of service from TRSL
• resolve any issues involving purchase or transfer of service credit
• 1 to 2 years prior –
• request an estimate
• consider attending a pre-retirement seminar
• 4 to 6 months prior –
• submit your application for retirement

If you have any questions regarding retirement, please contact Human Resources or visit the TRSL web-site at

CHANGES TO HEALTH PLANS FOR PLAN YEAR 2007/2008

Listed below is a summary of the changes in health plan coverage for plan year beginning July 1, 2007 through June 30, 2008.

1. All plans will have a total lifetime maximum of $5 million per person including prescription drugs.
2. All plans will use Catalyst Rx as the prescription drug benefit program.
3. All plans will have mental health/substance abuse programs offered by United Behavioral Health.
4. Premiums have changed for all plans. Visit the Office of Group Benefits web-site at or Human Resources web-site for the new rates.
5. Please visit the various plan websites for the most current listings of providers. The links are listed below:
6. Group Benefits – PPO
7. United Health Care – EPO
8. Humana – HMO

If you have any questions, please contact the Human Resources Office at ext. 2057.

THE FARA HEALTH PLAN IS NO LONGER AVAILABLE

FARA-MCO will no longer be an option for a State Group health plan as of July 1, 2007. On April 9th a judge in the Nineteenth Judicial District dismissed demands in a lawsuit filed by FARA, Inc. Since the lawsuit delayed the start of the Annual Enrollment period, it will be extended until close of business on Friday, May 4, 2007. All plan members currently participating in the FARA plan must make a new selection since this plan will notbe offered after July 1, 2007. FARA enrollees failing to voluntarily select a health plan option will be defaulted to the Office of Group Benefits PPO plan. The options available are Human HMO, United Health Care EPO and Group Benefits PPO.

For more information please contact the Human Resources Office at 2057.

SUMMER AND FALL 2007 SEMESTER

AUTHORIZATION TO TAKE UNIVERSITY CLASSES

AND REQUESTS FOR FEE WAIVERS

One of the great privileges of being an employee at SoutheasternLouisianaUniversity is the ability to take University courses with the financial assistance of the Employee Fee Waiver, which pays a large majority of tuition after a full time employee has been employed for two consecutive years. To further this assistance, the University Approved Training Course Program allows an employee to take an approved class during the workday without being responsible for making up the work time with the permission of their budget unit head. The approved classes are considered part of the Employee Training Program and are prepared based on EEO classifications. Only one class may be taken during normal working hours whether or not the class is on the approved list and is subject to the approval of the Budget Unit/Department Head prior to registration in the class. The employee must meet catalog requirements for any class in which he/she wants to enroll.

Classes are grouped into the following EEO categories. Please click on your appropriate EEO Classification for a list of University Approved Training Classes.

• Clerical/Office
• Food Service
• Grounds Crew
• Paraprofessional
• Professional
• Professional (Part 2)
• Security
• Skilled Crafts
• Service/Maintenance
• Technical

All requests for Authorization to Take University Classes and Fee Waivers for qualified employees will need to be approved by the Budget Unit/Department Head and submitted to the Human Resources Office no later than the last day of late registration for each semester. This will also be the deadline for submitting Employee Dependent Fee Waiver requests.

EMPLOYEE FEE WAIVER/AUTHORIZATION

This form is to be completed by ALL faculty and staff taking university classes, whether employed part-time or full-time. The request must include ALL classes you will be taking whether or not they involve your work schedule or an employee fee waiver.

PLEASE NOTE: If the class is not on the Approved Training Class List for the respective employee's job class category, and class time falls during the employee’s normal workday, the employee must advise their immediate supervisor and timekeeper of how they will make up missed work time to include the appropriate amount of travel time. Employees may not use leave to take a class and may only use 15 minutes of a 45-minute meal break to make up class time. (Meal breaks must be at least 30 minutes. Employees taking classes that are not on their respective Approved Training Class List must document time out for class by utilizing the TimeCentre System (i.e. Classified employees must clock in and out and Unclassified employees must complete the appropriate exceptions logs).

Click here to find Employee Fee Waiver/Authorization to Take University Classes Form

Dependent Fee Waiver - In order to obtain a Dependent Fee Waiver, employees must submit the "Dependent Fee Waiver Form for a Full-Time Employee" to the Human Resources Office each semester. Spouses and children of Faculty and Staff members currently employed full-time and who have completed five (5) years of full-time employment with the University as of the last day of late registration for the semester of enrollment, may use the fee waiver for undergraduate instruction only. The dependent for which fees have been requested must be either a spouse or child and eligible as a dependent for tax purposes during that calendar year. A copy of the tax return must be submitted at the request of the University. If the employee fails to claim the dependent as an eligible dependent for tax purposes, the employee will have to reimburse the University for the amount of the fee waiver.

Click here to find Dependent Fee Waiver Form

If you have any questions regarding Fee Waivers or Authorization to Take Classes, please contact Nannette Cheri at or 549-2057. Please send the completed forms to the Human Resources Office, SLU 10799.

NOTICE ABOUT YOUR ELIGIBILITY TO PARTICIPATE IN 403(b) PLANS

Did you know that Southeastern offersseveral 403(b) tax deferred plans for employees?

Eligible employees have the opportunity to save for retirement by participating in one or more 403(b) plans through payroll deduction. You can participate in Southeastern’s 403(b) plans by making pre-tax contributions to one or more of the 403(b) plans offered.

What do I have to do to contribute to one of the 403(b) plans sponsored by Southeastern?

You can contribute to one of the 403(b) plans once you have completed a salary reduction agreement and returned it to the Benefits Section of the Human Resources Office and have enrolled with oneof the investment providers approved by Southeastern. The salary reduction agreement gives Southeastern the right to take the elected dollar amount or percentage from your paycheck and contribute those amounts to your 403(b) plan. For a complete list of investment providers available to you through the plan, and their contact information, please visit and click on the Benefits link, the Retirement Link and then click on 403B Supplemental Retirement Plans.

How do I know if I am eligible to participate in my school’s 403(b) plan?

SoutheasternLouisianaUniversity employees are eligible to participate, with the exception of the following:

• Non-resident aliens
• Student employees (student workers, graduate assistants, student interns, student resident assistants, and teacher scholars)
• Employees who normally work fewer than 20 hours per week

Employees should contact the Human Resources Office at 985-549-5655 for more information regarding eligibility.

Howmuch can I contribute?

In general, you may contribute up to $15,500 in 2007. This limit may be adjusted annually by the IRS. Also, if you have at least 15 years of service with Southeastern or you are at least 50 years old, you may also be able to make additional catch-up contributions. Contact Sue Jones in the Human Resources Office at 985-549-5655 for additional information on the amount that you can contribute to a 403(b) plan.

I am already participating in the 403(b) plan. What other rules about participating should I know? If you are already contributing to on of the approved 403(b) plans, you may change your contribution amount or percentage by completing a new salary reduction agreement and returning it to the Benefits Section of the Human Resources Office. If you are increasing yourpayroll deduction you must have a calculation performed to ensure that you are within the contribution limits. Your “Total Maximum Amount Contributable” (MAC) calculation may be obtained by contacting your 403(b) plan provider or contacting Sue Jones in the Human Resources Office for assistance. Please refer to Benefits link for more information.

TRAINING NEWS

New Employee Orientation

The next orientation for new classified and unclassified employees will be held on Wednesday, May 23rd in Room 139 of the UniversityCenter. Attendance is mandatory for classified employees and unclassified employees are expected to attend. (Please see the Training website for a list of orientations for the remainder of 2007). For more information on the program, please contact Jan Ortego at r at phone extension 5771.

On-Line Programs available to Faculty and Staff

The State Division of Administration, through its CPTP program, offers a state of the art, e-learning program for state employees called “ MindLeaders”. This is acomputer-based resource of interactive courses available over the Internet 24 hours a day, 7 days a week.

The three categories of courses offered online are Computer Skills Courses, Professional Development Courses and Business Skills Videos. In order to access these classes, employees will need an enrollment key that they can obtain by contacting Jan Ortego via email at . Graduate assistants and student workers are not eligible to use these courses.

IF YOUR SUPERVISOR MANDATES THIS TRAINING, IT WILL NEED TO BE COMPLETED DURING WORK HOURS. IF YOU CHOOSE TO DO THIS TRAINING AFTER WORK HOURS, IT WILL BE CONSIDERED VOLUNTARY AND WILL NOT BE COMPENSATED.

For more information about these classes, please check out the following website:

Unscheduled Absences Policy Training

If you are a classified employee or the supervisor of a classified employee and have not yet attended training on the Unscheduled Absences Policy for classified employees, please note that the next training is scheduled for Tuesday, May 8th. Two sessions are available, one from 9:30 a.m. to 11:00 a.m., and a second from 1:30 p.m. to 3:00 p.m. in room 139 of the UniversityCenter. This training is mandatory for classified employees and highly recommended for their supervisors. Please email Sharon Sparacello at or phone her at extension 5435 to register for a session.

Comprehensive Public Training Programs Scheduled on Campus

The Comprehensive Public Training Program (CPTP), a section of the Louisiana Division of Administration, is offering free professional development programs on campus. The Human Resources Office is pleased to be able to sponsor these programs. By hosting these programs, which are normally offered in Baton Rouge, we hope to make them more available to all staff. Advance registration is required for these programs and space is limited. For more information, please contact Jan Ortego at or at extension 5771. Following is a schedule of programs, criteria for participating (as established by CPTP), and a short description of each program:

CPTP CLASSES TO BE OFFERED AT SOUTHEASTERN SPRING/SUMMER 2007

All classes will be held from 8:15 a.m. till 3:30 p.m. in University Center Room 139

Code:

S = Supervisors Only

NTS = Non-Traditional Supervisors Only

NS = Non-Supervisors Only

ALL = Any employee

May 21 & 22, 2007 Course: EFFECTIVE SUPERVISORY PRACTICES, PART 1(2days) NTS

This 2-day class covers the fundamentals of supervision and begins with a discussion of how the supervisor's job is different from the jobs of the employees he or she supervisors. Concepts that arecoveredthat relate to supervision include the key responsibilities of supervisors, communication skills, conflict management, and the value of individual differences at all levels of the organization.This class is designed for first-line supervisors whose jobs fallOUTSIDE of the traditional office environment. Examples of these job categories include, but are not limited to, trades/crafts, maintenance, security, health care, production, transportation, and food service.

May 31, 2007 Course: MANAGING WORK TIME EFFECTIVELY (1day) ALL

This 1-day class examines the various approaches that can be used to manage time effectively. Participants will identify the activities that determine their use of time and learn the keys to effective time management. Particular emphasis will be placed on establishing work priorities to maximize effective use of time.

June 4 & 5, 2007 Course: EFFECTIVE SUPERVISORY PRACTICES, PART2(2days) NTS

This two-day class continues the concepts covered in Effective Supervisory Practices, Part 1, that help first-line supervisors improve skills needed in their day-to-day job functions. This class will provide practical strategies for supervisors in the following areas: problem solving and decision-making, ethical behavior, motivating employees, corrective coaching, progressive discipline, and conducting performance evaluations.This class is designed for first-line supervisors whose jobs fallOUTSIDE of the traditional office environment. Examples of these job categories include, but are not limited to, trades/crafts, maintenance, security, health care, production, transportation, and food service.

Note: Effective Supervisory Practices, Part 1, is a prerequisite to this course.

June 26 & 27, 2007 Course: PROFESSIONALISM & PRODUCTIVITY FOR NON-SUPERVISORS(2 Days) NS

This 2-day class is designed to provide participants with the tools and strategies necessary to enhance their professionalism while also increasing their level of productivity. Elements of professionalism covered include professional behavior, communicating as a professional, managing conflict as a team professional, personal organization and productivity, and personal goal setting.

June 28, 2007 Course: DEVELOPING A MOTIVATED WORK GROUP(1 day) S

This 1-day class examines motivation and goal setting as components of managing work group performance. Participants will learn how to link goal setting with individual action plans, strategies, objectives, and goals of the agency. Participants will be able to diagnose motivation-related performance problems.

G R A D U A T E A S S I S T A N T

Summer 2007 Semester Employment Information for Graduate Assistants (GAs)

Departments may now submit rECOMMENDATION OF EMPLOYMENT (roe) FORMS for Summer

Last Day to Work for Spring 2007 Semester: May 11

Last Pay Date for Spring: For Graduate Administrative Assistant(AAs)/Teaching Assistants (TAs) – May 25; for Research Assistants (RAs)/Graduate Teaching Fellows(GTFs) – May 31.

Additional Duties

5.01P forms are on the HR website. These must be completed and approved in advance. Dates GAs can perform additional duties are May 13 through June 2. To be eligible for additional duties during the semester break, a student must be employed as a GA in both the previous spring and following summer semesters. For those who use the time clock, the pay rate must be the same as during the spring semester.

Exit Check-out Forms

Exit forms must be completed for all GAs who will not be returning as GAs. Forms are generated in the department and the department will sign off on section one. The student must take the form to Physical Plant where their staff will sign off when keys have been returned if applicable. HR will complete the remainder of the form. If the form is not completed and received by HR by Friday, May 11, checks and transcripts will be held. This could be a problem for GAs, especially those leaving town. The department must also verify that the student has certified his/her time or obtain a signed form from the GA for Payroll to certify their time.