We hope you will use this presentation as a general orientation to the policies and benefits that ap

1
Welcome to Grays Harbor College

• We hope you will use this presentation as a
  general orientation to the policies and benefits
  that apply to the employees of Grays Harbor
  College.
• This presentation may also serve as a handy
  reference for you when you have questions about
  those policies and benefits.
• It is not intended to replace the help the
  friendly staff of the Human Resource office is
  always happy to offer.
• To move through this presentation, click on the
  next link at the bottom right hand corner of
  each page.
• You may also use the index to go directly to any
  topic. A link to the index will appear at the end
  of each topic. Simply mouse click on that link to
  return to the index.
• Skip to Beginning of presentation
• Return to Index to New Employee Orientation

2
General Index

• Grays Harbor College Mission Statement
• Insurance Benefits
• Retirement Benefits
• Getting Paid
• Pay Periods Pay Days
• Paycheck Pickup
• Employee Leave
• Dependent Care Assistance Program (DCAP)
• Medical/Dental Flexible Spending Accounts (FSA)
• Holiday Schedule
• E-Mail Internet Use
• GHC Staff Directory
• GHC Departmental Directory
• GHC Federation of Teachers Collective Bargaining
  Agreement

3
Index to Insurance Benefits

• Brief Summary of Benefit Plans
• Medical Insurance
• Medical Plans
• Medical Plan Overview
• 2008 Monthly Employee Health Insurance Premiums
• Dental Coverage
• Dental Plan Differences
• Compare Benefit Plans
• Changing Medical Dental Plans
• Elimination of Dual Coverage
• Life Insurance
• Life Insurance Options For Your Spouse
• Life Insurance Rates
• Accidental Death Dismemberment (ADD) Insurance
• Long Term Disability (LTD) Insurance
• Long Term Disability Insurance Benefits
• LTD Optional Plan
• Long Term Care Insurance

4
Index to Retirement Benefits

• Retirement Plans
• TIAA-CREF
• Public Employees Retirement System (PERS)
• Public Employees Retirement System (PERS)
  Contribution Rates
• Public Employees Retirement System (PERS)
  Benefits
• Tax-Deferred Annuities
• More Tax Deferral Options
• Return to Index to New Employee Orientation

5
Index to Employee Leave topics

• Vacation Leave
• Vacation Leave Faculty Administrative/Exempt
  Staff
• Vacation Leave Classified Staff
• Personal Leave
• Sick Leave
• Sick Leave Reporting
• Sick Leave Administrative/Exempt Staff
• Sick Leave Classified Staff
• Sick Leave Faculty
• Attendance Incentive Program
• Bereavement Leave
• Bereavement Leave Classified and
  Administrative/Exempt Employees
• Bereavement Leave Faculty
• Leave Without Pay other leaves
• Return to Index to New Employee Orientation

6
Grays Harbor College Mission Statement

• Grays Harbor College is a learner-centered
  community college that exists to improve peoples
  lives through education.
• Recognizing the worth of every individual, we
  offer choices and new beginnings through
  accessible opportunities for life-long learning.
• We encourage the development of individual
  potential and serve as a catalyst for positive
  change.
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We carry out our mission by providing the highest
quality comprehensive programs in

• Academic transfer courses
• Basic education, literacy and academic skill
  development
• Occupational, technical and professional
  preparation and training
• Services and activities which facilitate student
  success
• Cultural enrichment, intellectual inquiry and
  information services
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Further, we commit to

• Attracting and retaining excellent faculty, staff
  and administration
• Focusing our services on, without limiting them
  to, the needs of the people of Grays Harbor and
  Pacific Counties
• Celebrating diversity by promoting and practicing
  respect and tolerance for all
• Developing relationships with community
  organizations and institutions of learning
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And

• Fostering ethical behavior and personal integrity
  
• Employing innovative strategies to enhance
  learning
• Using our resources effectively
• Addressing changes in our world in order to
  respond to emerging needs
• Promoting a vision of our colleges and our
  communitys role in Washingtons future as a
  leading Pacific Rim trading and cultural center
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• Return to Index to New Employee Orientation

10
Employee Benefits

• At Grays Harbor College we believe our success
  is dependent upon the skill, creativity, and
  enthusiasm of our people.
• One of the ways this philosophy is translated
  into practice is by offering employees a full
  range of employee benefit plans.
• Employee benefit plans are available for all
  full time employees and qualified part time
  employees. If you have questions regarding
  eligibility, call the Human Resource office.
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Brief Summary of Benefit Plans

• This summary provides a general overview of our
  benefit programs.
• It is provided for informational purposes, and
  any errors or omissions are unintentional.
• All benefits are governed by the Public Employees
  Benefits Board.
• Grays Harbor College reserves the right to change
  or terminate the plan at any time.
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• Return to Index to New Employee Orientation

12
Medical Insurance

• The college contributes 561.00 per month per
  eligible employee towards the premium for
  medical, dental, basic life, and basic long term
  disability insurances.
• Employee contribution amounts are determined by
  plan chosen and dependents covered.
• Medical coverage may be waived if covered by
  another health plan.
• You can only change medical and dental insurance
  plans during a benefits open enrollment period.
  
• Usually these are held once each year, with
  changes effective January 1st.
• There is no guarantee that the state will
  continue to have yearly open enrollment periods.
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Medical Plans

• Standard managed-care plans
• Aetna Public Employees Plan of Washington
• Preferred provider organization
• Uniform Medical Plan
• People who live outside Grays Harbor County or
  in Eastern Grays Harbor County may have access to
  other plans. See the Human Resource Office for
  information.
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14
Medical Plan Overview
15
2008 Monthly Employee Health Insurance Premiums
16
Dental Coverage

• There are three plans available for GHC employee
  dental insurance.
• There is no employee premium for dental plans.
• There are two plans administered by Washington
  Dental Service
• Uniform Dental Plan
• Preferred provider plan
• Most dentists in our area are participating
  providers for the Uniform Dental Plan, however,
  very few are preferred providers.
• DeltaCare (group 3100)
• Managed care plan
• Currently the closest participating dentist is in
  Olympia
• There is one plan with services provided by the
  Willamette Dental Group
• Willamette Dental Group
• Managed care plan
• Currently, the closest clinics are in Olympia
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Dental Plan Differences

• Uniform Dental Plan
• allows you a choice of any licensed dentist
• your out-of-pocket expenses will be less if
  services are rendered by a Washington Dental
  Service (WDS) Participating/Preferred Provider
  Organization (PPO) dentist
• Willamette Dental of Washington and DeltaCare
• your choice of dentist or dental clinic is
  limited to plan-designated providers
• currently the closest qualifying clinic/provider
  is in Olympia
• (Please refer to plan booklets for coverage).
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• Return to Index to New Employee Orientation

18
Compare Benefit Plans

• You should carefully compare the benefits listed
  in the booklet for each medical and dental plan
  to help you determine which one is most suitable
  for you and your family.
• You may want to discuss the available plans with
  your primary care physician and dentist to see if
  he/she has comments on any of the plans.
• A detailed comparison of medical plans is
  available on the web at Medical plans
  description and comparison
• A detailed comparison of dental plans is
  available on the web at Dental plan description
  and comparison
• Medical and dental coverage is for
• you
• your lawful spouse or qualified same-sex domestic
  partner
• any dependent children
• For a definition of dependent children, see
  Understanding Your Medical Dental Coverage,
  available at the HR office or on the web at
  http//www.pebb.hca.wa.gov
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• Return to Index to New Employee Orientation

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Changing Medical Dental Plans

• You can only change medical and dental insurance
  plans when there is an open enrollment period.
• Usually, these are held once a year, with changes
  effective January 1st
• There is no guarantee that the state will
  continue to have yearly open enrollment periods.
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Adding Dependents Midyear

• You may add eligible dependents midyear if you
  have a qualifying change in family status.
• Changes in family status include
• Marriage or establishment of a same-sex domestic
  partnership.
• Birth, adoption, or placement of a child for
  adoption.
• The loss of other continuous medical coverage for
  dependents who have previously waived coverage.
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Elimination of Dual Coverage

• On January 1, 2002 the Public Employees
  Benefits Board (PEBB) eliminated dual coverage.
• Employees and their spouse/qualified same sex
  domestic partner who are both PEBB members will
  no longer be able to cover each other and/or
  family members for medical and/or dental
  coverage.
• Each PEBB member will need to enroll separately
  for medical and dental coverage.
• Spouses/qualified same sex domestic partners can
  no longer cover each other
• If children are currently dually covered, a
  decision will need to be made regarding which
  parent will enroll them.
• Dont confuse dual coverage with the coordination
  of benefits implemented by Uniform Medical Plan
  for their enrollees.
• Coordination of benefits is provided by UMP in
  the case where the spouse/qualified same sex
  partner of the state employee works for a
  non-state employer.
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• Return to Index to New Employee Orientation

22
Life Insurance

• You are automatically covered for 25,000 Basic
  Life and 5,000 Accidental Death and
  Dismemberment insurance as part of the
  college-paid insurance plan for eligible
  employees.
• At the current cost of .67 per month, you can
  cover your spouse/qualified same-sex domestic
  partner and any dependent children for 2,500
  worth of life insurance coverage.
• You are eligible to take out additional life
  insurance on yourself and your spouse/qualified
  same-sex domestic partner.
• You can take optional life insurance, to the
  maximum of your annual salary, plus supplemental
  life to a maximum of 350,000.
• (This optional life insurance may require proof
  of insurability).
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Life Insurance Options For Your Spouse

• After determining the amount of additional life
  insurance you want on yourself, you are eligible
  to take one-half of this total on your
  spouse/qualified same-sex domestic partner.
• For example, if your annual salary is 30,000 and
  you also took 100,000 supplemental life, you can
  cover your spouse or qualified same-sex domestic
  partner for 65,000 upon proof of insurability
  and approval from ReliaStar Life Insurance Co.
• If you want coverage for your spouse or qualified
  same-sex domestic partner, you must select Part
  B, dependent life.
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Life Insurance Rates

• The rates are based on the employees age and not
  the spouses or qualified same-sex domestic
  partners age.
• Non-smoker rates are available for part
  B-Supplemental, Part C and Part D. Both the
  employee and their spouse or qualified same
  sex-domestic partner must complete and sign the
  Non-smoker Certification form to qualify for the
  non-smoker rates.
• If both the employee and spouse or qualified
  same-sex domestic partner are covered and either
  of you smoke, then the higher smoker rate applies
  for both.
• The rates for life insurance are on page 32 of
  the Term Life Accidental Death Dismemberment
  Insurance Program Booklet, available in the Human
  Resource Office or on the web at
  http//www.pebb.hca.wa.gov
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• Return to Index to New Employee Orientation

25
Accidental Death Dismemberment (ADD) Insurance

• You may enroll in optional AD D coverage in
  multiples of 25,000 up to 250,000 for covered
  accidental death or covered accidental
  dismemberment.
• For employee coverage only, the rate is .38 per
  25,000 principal sum.
• For family coverage the rate is .55 per 25,000
  principal sum.
• BE SURE TO LIST A PRIMARY BENEFICIARY AND
  CONTINGENT BENEFICIARY!
• If you dont enroll at initial hire, you always
  have the opportunity to enroll for additional
  insurance at a later date however, it is more
  difficult to get approval because of the need to
  show proof of insurability and possibly having to
  take a physical.
• The rates for AD D are on page 32 of the Term
  Life Accidental Death Dismemberment Insurance
  Program Booklet, available in the Human Resource
  office or on the web at http//www.pebb.hca.wa.g
  ov
• Next page
• Return to Index to New Employee Orientation

26
Long Term Disability (LTD) Insurance

• Long Term Disability Insurance is similar to
  salary continuation insurance.
• Your continued ability to pay for food, shelter,
  and other commitments is probably dependent upon
  you receiving a paycheck.
• Six out of ten people between ages 20 and 60 will
  be disabled for some period of time before age
  65. If you are between the ages of 35 and 65,
  you are six times more likely to become disabled
  than to die.
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Long Term Disability Insurance Benefits

• You are automatically covered under the basic
  policy which provides 60 of the first 400 basic
  earnings, reduced by any deductibles (social
  security, retirement disability, etc.) with a
  minimum monthly payment of 50 and a maximum of
  240.
• Benefits begin after 90 days of total disability
  or after the period of your accumulated sick
  leave, whichever period is longer, and continues
  during your disability up to the Maximum Benefit
  Period.
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LTD Optional Plan

• You may select, at your cost, the optional plan.
• Part-time faculty and seasonal employees are
  eligible for the basic and optional insurance.
• The premium is based on the Benefit Waiting
  Period (number of days in the waiting period) and
  also on which retirement plan you are enrolled
  in. The shorter the waiting period, the higher
  the premium.
• The optional plan pays 60 of the first 10,000
  of your basic monthly earnings reduced by any
  deductibles, with a minimum monthly payment of
  100.
• You can increase your waiting period as you earn
  more sick leave.
• If you decrease the number of days for your
  waiting period, and then file a claim within 12
  months, Standard Insurance Co. will look for
  pre-existing conditions and may utilize your
  previous waiting period before authorizing
  payment on the claim.
• The rates for the optional LTD plan are on page
  34 of the Long Term Disability Plan Booklet,
  available in the Human Resource office or on the
  web at http//www.pebb.hca.wa.gov.
• Next page
• Return to Index to New Employee Orientation

29
Long Term Care Insurance

• Long-term care involves a wide variety of
  services for people with a prolonged physical
  illness, disability or cognitive disorder (such
  as Alzheimers disease).
• Long-term care is not one service, but many
  different services aimed at helping people with
  chronic conditions compensate for limitations in
  their ability to function independently.
• Those eligible to apply for Long Term Care
  Insurance are
• actively at work employees who are eligible for
  the Public Employees Benefits Board (PEBB)
  medical plans
• retirees who are eligible for the PEBB medical
  plans
• parents and parents-in-law (issue age under 80)
  of eligible employees and retirees
• spouses and surviving spouses (issue age 18 or
  older) of eligible employees and retirees.
• Long-term Care Insurance Packets are available at
  the Human Resource Office.
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• Return to Index to New Employee Orientation

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Retirement Plans

• Grays Harbor College offers an assortment of
  retirement plans for employees who qualify.
• The plan available to you is dependent on the
  type of job you have.
• Typically full time faculty and exempt staff
  enroll in TIAA-CREF and classified staff enroll
  in one of three Public Employees Retirement
  Systems (PERS) plans.
• Next page
• Skip to TIAA-CREF (faculty retirement plan)
• Skip to Public Employees Retirement System
  (classified staff retirement plan)
• Return to Index to New Employee Orientation

31
TIAA-CREF

• As a general rule, faculty and administrative/exem
  pt staff enroll in TIAA-CREF. If working in an
  eligible position, participation is mandatory.
• Tax deferred salary reductions depend upon the
  employees age
• under 35 years - 5
• 35 - 49 years - 7.5
• 50 years over - 10
• The college matches your mandatory TIAA/CREF
  salary reductions.
• If an instructor or administrator has been a
  member of Washington State Teachers Retirement
  System (TRS), or the Public Employees Retirement
  System (PERS) they may elect to continue
  participation in that system rather than joining
  TIAA-CREF.
• If you have questions concerning TIAA-CREF,
  please contact TIAA-CREF at 1-877-209-3142 or
  Lisa Espedal in the Human Resource Office at
  360-538-4041.
• Next page
• Next topic
• Return to Retirement Plans
• Return to Index to New Employee Orientation

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Public Employees Retirement System (PERS)

• Classified staff employees and some eligible
  part-time employees participate in the Public
  Employees Retirement System (PERS).
• If employed by the state and enrolled by October
  1, 1977, the employee is in PERS Plan I.
• If employed by the state and enrolled after
  October 1, 1977 and before March 1, 2002, the
  employee is in PERS Plan II. These employees have
  the option of switching to PERS Plan III during
  the annual open enrollment period.
• If employed by the state and enrolled after March
  1, 2002, the employee has the choice to enroll in
  PERS Plan II or PERS Plan III.
• New eligible employees will have 90 calendar days
  to make their choice to either enroll in PERS
  Plan II or PERS Plan III. If they do not make
  their choice within the 90 calendar days, then
  they will automatically default to PERS Plan III.
• It is mandatory you belong to PERS if eligible
  and not enrolled in TRS or TIAA/CREF.
• If you have previously worked for another state
  agency and withdrawn your retirement
  contributions, you may buy-back your previous
  service by contacting the Department of
  Retirement Systems (DRS) in Olympia
  1-800-547-6657.
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Public Employees Retirement System (PERS)
Contribution Rates

• The employer contribution for all three PERS
  plans is 8.31 of your pre- tax salary.
• The employee tax deferred contribution (rates
  change periodically) is based on your pre-tax
  salary
• PERS Plan I - 6
• PERS Plan II 5.45
• PERS Plan III
• contribution rates are chosen from six rate
  options ranging from 5 to 15 of pre tax salary
  at the time of enrollment.
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Public Employees Retirement System (PERS) Benefits

• PERS Plan I and PERS Plan II are defined benefit
  plans. Retirement benefits are calculated based
  on years worked and final employee earnings.
• retirement benefit 2 x Service Credit Years x
  Average Final Compensation
• Average Final Compensation for PERS I is based on
  highest average 24 consecutive months of
  employment
• Average Final Compensation for PERS II is based
  on the average of 60consecutive highest paid
  service credit months
• PERS Plan III is part defined benefit and part
  defined contribution plan. The money available at
  retirement is a combination of funds from two
  sources
• The retirement benefit for the defined benefit
  portion of PERS III is calculated based on years
  worked and final employee earnings.
• retirement benefit 1 x Service Credit Years x
  Average Final Compensation
• Average Final Compensation for PERS III is based
  on the average of 60consecutive highest paid
  service credit months
• The retirement benefit for the defined
  contribution portion is based on the amount
  contributed by the employee and the performance
  of the investments made with that contribution
  over the years.
• If you have questions concerning PERS, please
  contact
• The Department of Retirement Systems (DRS) at
  1-800-547-6657
• The Department of Retirement Systems website at
  www.drs.wa.gov
• Lisa Espedal in the Human Resource Office at
  360-538-4041
• Next page
• Return to Retirement Plans
• Return to Index to New Employee Orientation

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Pay Periods Pay Days

• There are two pay periods per month, the 1st
  through the 15th and the 16th through the
  30/31st.
• All full-time permanent employees are paid twice
  per month,
• On the 25th you are paid for work performed the
  first half of the current month
• on the 10th you are paid for work performed the
  second half of the previous month
• Part time faculty are paid according to the above
  example
• Part time non-permanent employees are paid once
  per month,
• Part time hourly employees are paid on the 10th
  of the month for work performed in the previous
  month.
• If payday falls on a Saturday, employees are paid
  on the previous Friday if it falls on a Sunday,
  employees are paid the following Monday.
• Next page
• Return to Index to New Employee Orientation

36
Paycheck Pickup

• To get your paycheck you may
• Pick up paychecks at the cashiers window located
  at the 2000 building, 3rd floor.
• You must be prepared to show photo ID to the
  cashier when you pick up your check
• Have paychecks mailed to your home
• Make arrangements with the Payroll office to have
  checks mailed to your home
• Have someone pick up your paycheck for you
• The person picking up your check must present a
  signed written statement from you authorizing
  him/her to pick up your check. There are no
  exceptions to this requirement, even for spouses.
• He/she must be prepared to show photo ID to the
  cashier
• Sign up for Automatic paycheck deposit
• This option is not available to part time non
  permanent employees
• See the Human Resource office to arrange for
  direct deposit
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• Return to Index to New Employee Orientation

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Tax-Deferred Annuities

• In addition to the contribution you make towards
  your retirement plan, you can also enroll in a
  tax-deferred annuity which
• enables you to set aside an additional amount of
  money each payday
• is not subject to income tax until funds are
  withdrawn
• the contributions made reduce your taxable income
  for the year the contributions are made.
• You can contact the following Grays Harbor
  College approved companies for tax-deferral
  options
• IDS American Express
• Contact George Zelenak at (toll free)
  1-877-300-9300
• AIG/VALIC
• Contact Betty Paulsen of VALIC Financial
  Advisors, Inc. at 360-289-3782
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More Tax Deferral Options

• Deferred Compensation Plan
• State of Washington - Committee on Deferred
  Compensation
• Contact Customer Service Representative
• at 1-888-327-5596
• visit their web site at
• http//www.drs.wa.gov/dcp
• TIAA/CREF (SRA)
• enrollment packets available at the GHC Human
  Resource Office
• Next page
• Return to Index to New Employee Orientation

39
Dependent Care Assistance Program (DCAP)

• Dependent Care Assistance Program (DCAP)
  participation can reduce your federal income and
  social security taxes. Its easy--you set aside
  an equal portion of your earnings each pay period
  during the year, before these taxes are computed.
  The amounts set aside are then used to reimburse
  your dependent care expenses.
• DCAP provides a simple, efficient and inexpensive
  opportunity to help you pay for dependent care
  expenses. If you have young children or elderly
  parents, you may be able to save hundreds of
  dollars a year by taking advantage of DCAP.
• Any unused money withheld during the year is not
  returned to the employee, so it is important to
  calculate an informed estimate of your projected
  out of pocket expenses before you sign up.
• Current state employees must enroll during the
  November open enrollment period. New employees
  may enroll within 60 days of their hire date. A
  change in family status may also allow
  enrollment.
• Contact Lisa Espedal (538-4041) in the Human
  Resource Office for more information.
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• Return to Index to New Employee Orientation

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Medical/Dental Flexible Spending Accounts (FSA)

• Medical/Dental Flexible Spending Account
  participation also can reduce your federal income
  and social security taxes.
• Pre-tax money withheld from your paycheck is set
  aside and then used to reimburse you for your
  qualified out-of-pocket medical and dental
  expenses, including prescription and some over
  the counter medications.
• Any unused money withheld during the year is not
  returned to the employee, so it is important to
  calculate an informed estimate of your projected
  out of pocket expenses before you sign up.
• Current state employees must enroll during the
  November open enrollment period. New employees
  may enroll within 30 days of their hire date.
• Contact Lisa Espedal (538-4041) in the Human
  Resource Office for more information.
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• Return to Index to New Employee Orientation

41
Vacation LeaveFaculty Administrative/Exempt
Staff

• Administrative/Exempt Staff vacation leave
• Twelve (12) month contracted administrative/exempt
  employees earn 15.34 hours of vacation leave per
  full month of service, to be awarded after the
  last day of each calendar month.
• Those contracted for less than 12 months and/or
  less than 100 full time earn vacation on a
  pro-rata basis.
• Faculty vacation leave
• Faculty do not accumulate vacation leave.
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Vacation Leave Classified Staff

• Classified Staff accumulate one day (8 hours) of
  vacation for each month worked. Upon termination
  of employment at GHC the employee is entitled to
  payment for unused vacation leave.
• The amount accrued will increase based on years
  of service up to a maximum of 22 days per year.
• Vacation leave is awarded after the last day of
  each calendar month.
• New employees cannot use their accrued vacation
  until they have completed their mandatory 6-month
  probationary period.
• Classified employees that terminate before
  completion of their probationary period are not
  entitled to a cash settlement for those days
  accumulated.
• Classified employees working less than a
  full-time schedule shall accrue vacation leave
  credit on a pro-rata basis.
• Vacation leave credits shall not accrue during a
  leave of absence without pay which exceeds ten
  working days in any calendar month.
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Personal Leave

• Administrative/Exempt Staff
• Entitled to three (3) days of paid Personal Leave
  each calendar year. Personal Holiday must be
  taken by June 30 each year or it will be lost.
• Faculty
• Full time faculty are granted up to two (2) days
  of paid Personal Leave per contract year, as
  stipulated in the Collective Bargaining
  Agreement.
• Personal Holiday must be taken by June 30 each
  year or it will be lost
• For rules governing the use of this leave,
  reference should be made to the most current GHC
  Federation of Teachers Collective Bargaining
  Agreement.
• Classified Staff
• Entitled to one (1) day of paid Personal Holiday
  each calendar year. Personal Holiday must be
  taken by the end of each calendar year (December
  31) or it will be lost.
• New employees have to work four (4) calendar
  months before they can use their Personal
  Holiday.
• Entitled to one (1) day of Personal Leave during
  the life of the WPEA Collective Bargaining
  Agreement 2007-2009. Personal Leave must be taken
  by the end of the contract year (June 30, 2009)
  or it will be lost.
• New employees have to work four (4) calendar
  months before they can use their Personal Leave.
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44
Sick LeaveReporting

• Whenever an employee must miss work due to
  illness
• The employee must telephone his/her supervisor or
  designee at the earliest opportunity to report
  his/her absence.
• Faculty must call Jeannette Shaw Green (VPI
  designee) at 538-4134.
• Classified and exempt staff must call their
  immediate supervisor.
• Report the absence on a Leave Request Form (forms
  are available
• http//www.ghc.edu/employment/leaveform.pdf ) and
  have it approved.
• Faculty sick leave requests must be approved by
  the Vice President of Instruction. Skip to
  Faculty Sick Leave
• Classified and exempt employee sick leave
  requests must be approved by the employees
  immediate supervisor. Skip to Classified Staff
  Sick Leave or Administrative/Exempt Staff Sick
  Leave
• Completed and approved leave forms must be
  submitted to the Human Resource Office.
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45
Sick Leave Administrative/Exempt Staff

• Administrative/Exempt Staff earn 8 hours of sick
  leave at the end of each month.
• There is no limit to the amount they may
  accumulate.
• Paid sick leave may not be used in advance of
  accrual.
• Sick leave may be used for personal
  illness/injury or illness/injury within the
  immediate family.
• Administrative/Exempt employees working less than
  a full-time schedule accrue sick leave credit on
  a pro-rata basis.
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46
Sick LeaveClassified Staff

• Full-time classified employees accrue 8 hours of
  sick leave for each month of completed classified
  service.
• There is no limit to the hours they may
  accumulate.
• Paid sick leave cannot be used in advance of
  accrual.
• Employees working less than a full-time schedule
  shall accrue sick leave credit on a pro-rata
  basis.
• Sick leave credits shall not accrue during a
  leave of absence without pay which exceeds ten
  (10) working days in any calendar month.
• Sick leave may be used for
• personal and family illness or injury.
• to provide emergency child care for the
  employees child (limited to three days in any
  calendar year).
• See WAC 251-01-172 for definition of family
  members.
• Reference should be made to the current DOP rules
  in Chapter 22 for complete understanding of the
  use of sick leave. Copies of applicable rules
  are available from the Human Resource Office.
• Newly hired GHC employees who need to use sick
  leave in the first full calendar month of
  employment must contact Patricia Foshaug in the
  Human Resource office for further information on
  when the leave is available.
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47
Sick LeaveFaculty

• Full time faculty under contract for at least
  three consecutive quarters are granted one day of
  sick leave for each calendar month of employment
  during which services are rendered.
• Sick leave for full time faculty is front loaded
  at the start of their annual full time contract.
• There is no limit as to the number of days full
  time faculty can accumulate from year to year.
• Part time faculty not otherwise employed as full
  time at GHC earn one hour of sick leave for each
  20 contact hours the faculty is contracted to
  teach in the quarter leave is requested.
• Part time faculty sick leave is cumulative and
  non-compensable.
• Part time faculty sick leave is allotted at the
  beginning of the contract period.
• For complete explanation regarding faculty sick
  leave, reference should be made to Article V,
  section 3 of the 2005-08 Collective Bargaining
  Agreement,
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48
Attendance Incentive Program

• Each January, eligible employees who have
  accumulated more than 60 days (480) hours of sick
  leave may request payment for
• one-fourth of the sick leave earned in the
  previous calendar year over and above a balance
  of 480 hours
• if the employee passed on payment for excess
  hours in prior years, those hours are not
  available for reimbursement
• The Human Resource Office notifies eligible
  employees in writing of this option by January 31
  of each year.
• Contact the Human Resource Office (538-4218) for
  detailed information on this program.
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49
Bereavement Leave

• For purposes of bereavement leave, individuals
  considered to be members of the family are
• Husband or wife
• Mother or father
• Sister or brother
• Mother-in-law or father-in-law
• Grandparent or grandchild
• Son, daughter, stepchild, or a child in the
  custody of and residing in the home of an
  employee.
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  Classified Employees
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50
Bereavement Leave Administrative/Exempt
Classified employees

• Administrative/Exempt Staff
• Administrative/Exempt staff may use accrued
  compensable sick leave for compassionate and/or
  bereavement purposes subject to the approval of
  the President or his/her designee.
• Classified Staff
• Three days of bereavement leave shall be granted
  for each death of a family member.
• Additional absence for compassionate and/or
  bereavement purposes may be covered by accrued
  compensable sick leave subject to the approval of
  the employees supervisor.
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51
Bereavement Leave Faculty

• Three days of bereavement leave shall be granted
  for a death in the faculty members family, as
  defined in Article V, Sec. 4 of the 2005-08
  Collective Bargaining Agreement.
• Bereavement leave will be charged against accrued
  compensable sick leave and should be requested
  using a leave request form.
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52
Leave Without Pay other leaves

• If time away from work is needed and the employee
  chooses to use leave without pay rather than
  accrued leave, or has no accrued leave to use,
  leave without pay can usually be arranged.
• Approval must be granted by the supervisor on the
  leave form prior to the absence.
• For more information, contact your immediate
  supervisor or Human Resource Office at 538-4218.
• For specific information regarding Jury
  Duty/Civil Leave, Maternity Leave, Leave of
  Absences, Military Leave, Shared Leave, etc.,
  please contact the Human Resource Office.
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53
Year 2008 Holiday ScheduleThe College is closed
on these days
54
E-Mail Internet Use

• The use of electronic resources by state
  employees is governed by RCW 42.52.160, which
  sets the standard that no state employee may use
  state resources for private benefit or gain.
• Exceptions to this law allow limited unofficial
  use if there is no cost to the state and the use
  does not interfere with the performance of
  official duties.
• E-mail cannot AT ANY TIME be used for political
  or campaign activities, commercial uses,
  conducting an outside business, or solicitation
  on behalf of others.
• E-mail and Internet usage leaves electronic
  trails and may be subject to disclosure as a
  public record.
• Because E-mail is not private and may not be
  secure from unauthorized access it should not be
  used to deliver confidential information.
• The best guide to internet use is to ask yourself
  these questions
• Would I want others to see what I am doing?
• Is it for work purposes?
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55
E-Mail Internet Personal Use

• GHC Board Policy 521 covers the acceptable use of
  electronic resources by GHC employees. Personal
  use is allowable only if
• There is little or no cost to the state
• Any use is brief in duration, occurs
  infrequently, and is the most effective use of
  time or resources
• The use does not interfere with the performance
  of the employees official duties
• The use does not disrupt or distract from the
  conduct of state business due to volume or
  frequency
• The use does not disrupt other state employees
  and does not obligate them to make a personal use
  of state resources
• The use does not compromise the security or
  integrity of state property, information or
  software
• Internet access is provided solely to support the
  education objectives of the College. In order to
  utilize our limited resources for the maximum
  benefit of the campus community, the College
  reserves the right to limit the availability or
  restrict access to specific internet services.
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