The benefits outlined herein are accurate as of July 2008. This page is intended to outline the benefits offered by the CAIU and is not intended to be a detailed description. Upon hire, Employee will receive a complete explanation of the benefits highlighted herein. Benefits are subject to change at any time. In case of any discrepancy between this page and the plan documents and/or the Employee Handbook or policies, the plan documents and the Employee Handbook or policies shall govern. If you have any questions regarding the information contained on this page, please contact human resources.
Workday:
Monday thru Friday, 7.5 hours a day. Usual hours are 8:00 am to 4:15 pm with 45 minutes for lunch. Start and end times can be discussed with Supervisor.
Pay Period:
Employees are paid the 15th and 30th of every month. If one of these days falls on a weekend, Employees are paid the Friday before. If one of these days falls on a holiday, Employees are paid the weekday preceding the holiday. Direct deposit is mandatory.
Medical:
Highmark Blue Shield, PPO Blue – $150/$300 in-network deductible; $400/$800 out-of-network. $15 co-pay per visit with a participating provider. $75 co-pay for emergency room visits - $250 if admitted.
Premium share paid by Employee:
- $5.00/pay - Employee only
- $10.00/pay - Employee + 1 dependent
- $13.00/pay - Employee + 2 or more dependents
If Employee's hourly wage is $17.67 or less, Employee premium share is:
- $2.50/pay - Employee only
- $5.00/pay - Employee + 1 dependent
- $6.50/pay - Employee + 2 or more dependents
* Medical coverage is subject to mandatory spousal opt out of primary coverage if Employee's spouse has coverage through his/her own employer.
Prescription Drug Card Program:
Pharmacy - Co-pay $10 for generic and $20 for brand names, and $50 for non-formulary for a 30-day supply.
Mail Service (Merck Medco) - Co-pay $20 for generic and $40 for brand names, and $100 for non-formulary for a 90-day supply.
Dental:
United Concordia - Premium is currently 100% paid by the CAIU. Coverage includes diagnostic & preventative services, basic services, major restorations, and partial orthodontics.
Vision:
Davis Vision - Premium is currently 100% paid by the CAIU. Eye examination every 12 months; no in-network co-pay.
Life Insurance:
Fully paid by CAIU. Benefit is 125% of Employee’s salary, paid during active employment with CAIU.
Flexible Spending Account (FSA):
Employee may use pre-tax dollars to pay for uncovered medical, dental, and vision expenses (up to $2,400/calendar year) and dependent day care (up to $5,000/calendar year).
Employee Assistance Program (EAP):
Employee and his/her household family members receive 3 free consultations per issue, per family member. This program is completely confidential.
Voluntary Disability Insurance:
Employee can purchase voluntary disability insurance, which will pay up to 60% of the Employee’s salary if he/she becomes disabled and unable to work. Employee’s premium is calculated based upon salary.
Vacation:*
- 10 days/year the first year of employment
- 15 days/year for years 2 - 15
- 20 days/year for years 16 - retirement
- No more than 30 days can be accumulated.
Personal Days:*
3 days/year, prorated for those starting employment after October 31 of a year. Up to 1 personal day may be carried over each year, but no more than 4 days can be accumulated.
Sick Leave:*
12 days/year, prorated for those starting employment after July 31 of a year. Up to 3 sick days may be used for care of a sick family member; however, all personal days must first be exhausted.
Holidays:
CAIU observes the standard holidays, as well as numerous other days throughout the school year. A calendar is published annually to notify Employees of that year’s holiday schedule.
Retirement Plans:
PA School Employees Retirement System (PSERS) – Employee contributes 7½% to this defined benefit plan. CAIU’s contribution is set by the School Employee’s Retirement System. Employee is vested after 5 years. Current formula for determining retirement pay per year: years of service x average 3 year salary x 2.5%.
403b – Employee may contribute to one of several TSAs to set aside money, tax deferred, for retirement. No matching contribution from CAIU.
Tuition Reimbursement:
Subject to Supervisor approval and must be reasonably related to the Employee’s work. CAIU reimburses per PA State University rates. Must obtain a B or higher in the course.
Professional Development:
CAIU will pay for seminars, conferences, and other professional workshops, including lodging, transportation, and meal costs where necessary, for those courses deemed necessary and/or beneficial for the Employee’s professional development.
Jury Duty:
Full pay for time served on state or federal jury duty. Employee must reimburse the CAIU for any jury pay he/she receives from the court.
Military Leave:
Full pay for time spent on active Guard duty, up to 3 weeks/year.
Bereavement:
Employee may be absent for 7 consecutive calendar days with full pay following the death of an immediate family member and 1 work day following the death of a close relative.
Worker’s Compensation:
If injured in the coarse and scope of work, WC will pay 2/3 Employee’s salary for the length of the injury. There is a 14 day waiting period before benefit begins.
FMLA/Medical and Disability Leave:
CAIU recognizes and adheres to all laws and regulations regarding FMLA and any other legally mandated leaves. FMLA is leave without pay. Additionally, in the case of a serious medical condition, the CAIU may grant Employee up to i year of leave without pay.
Employee may elect to maintain enrollment in the CAIU insurance programs during any such leave. Under these circumstances, Employee is responsible for the full cost of his/her premiums.
Credit Union:
Memberships with Susquehanna Valley Credit Union and PA State Employees Federal Credit Union.
Retirement Insurance Purchase:
Upon retirement, Employee can purchase health insurance through the CAIU at 100% Employee cost, obtaining the savings of being part of a health plan.
* “Year” as used in these sections means fiscal year beginning July 1 and ending June 30 of the following year. Therefore, regardless of when Employee begins employment, his/her 2nd year begins the following July 1.