Campus Resources

Human Resources

International Union Security, Police, Fire Professionals of America (SPFPA), and its Amalgamated Local #506

Insurance Policies
Dental Insurance
Section 125 Plan
Group Life Insurance
Medical Insurance Monthly Premiums
Hospitalization - Medical Insurance & Prescription Plan
Long Term Disability Insurance
Workers' Compensation

Family and Medical Leave Policy
Non-Discrimination Statement
Sexual Misconduct Policy
Smoking Policy
Prohibiting Discrimination, Harrassment and Retaliation
Drug and Alcohol
Salary Payment

Miscellaneous Leaves
Athletics Privileges
Certification
Credit Union
Employee and Family Scholarships
Employee Assistance Program
Lockers
Additional Holidays
Bereavement Leave
Holidays
Sick Leave
Vacations
Jury Duty & Military Reserve Duty
Leave of Absence Without Pay
Retirement  
Retirement Plan
Salary Reduction Agreement
 


Dental Insurance
Union employees will receive the same dental insurance choices and rates identical to staff employees. Any future changes in staff insurance or rates will change in the same manner for union employees. The Office of Human Resources will supply rate, coverage and enrollment information.

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Section 125 Plan
This plan is designed to provide tax savings to those employees who subscribe to the medical, dental and/or vision plans.  Contributions to the Federal Social Security Program are based on the amount of gross salary received by an employee.  Participation in this plan will require electronic authorization using our online system during Open Enrollment each year. An employee may revise this election during the year only if a change in family status occurs and for no other reason.

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Group Life Insurance
At no cost to the employee, the Employer provides $75,000.00 group life insurance on the life of the employee.  If other University employees receive additional life insurance at their own cost, Union members can also receive this insurance, at their own cost.  Coverage under the Group Life Insurance Plan becomes effective on the first of the month following 90 days of employment.

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Hospitalization - Medical Insurance and Prescription Plan
Union employees will receive the same medical insurance choices and rates identical to staff employees. Any future changes in staff insurance or rates will change in the same manner for union employees. The Office of Human Resources will supply rate and coverage information.  Employees who decline enrollment during their first month of eligibility and thereafter desire to enroll must satisfy employer's requirements for membership acceptance.  A cash option of $65 per month in lieu of medical insurance is available. Electronic waiver elections must be complete and cannot be revoked or amended during the plan year unless there is a change in family status.

CDHP (Personal Choice HDHP) or Keystone HMO:  1-800-ASK-BLUE

Website for Keystone or Personal Choice: www.ibx.com

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Long-term Disability Income Insurance
At no cost to the employee, the Employer provides an insurance plan on disability income. The plan is designed to provide income if an employee is seriously disabled, and unable to pursue his/her regular work for any period in excess of ninety (90) days.

Under this plan, the disabled employee is entitled to receive a monthly benefit of sixty (60) percent of his/her regular monthly earnings, up to a maximum of $1,500.00 per month.

Benefits provided by Social Security disability or Workmans' Compensation amongst other things are deducted from benefits paid under this long term disability plan.

This benefit is available on the first of the month following 90 days of employment.

An employee receiving benefits under this long term disability plan may continue his/her participation in the Group Life insurance and/or Medical Plan offered by the Employer. Employees will continue to pay their share of the premium while receiving benefits under the long term disability plan up to a maximum of one (1) year.

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Workers' Compensation
Saint Joseph's University is subject to the Pennsylvania Workers' Compensation Act, which provides for medical expenses and partial salary compensation for valid claims. An employee who is injured in an accident in connection with employment at the University must notify his/her supervisor within 24 hours of the accident and the supervisor must file a report with the Office of Human Resources within the next 24 hours.

To ensure that your medical treatment will be paid by the University, you will be taken to the Lankenau Hospital, if the injury is an emergency or it occurs outside normal business hours; or to Worknet at Roxborough Memorial Hospital for non-emergency care during normal business hours. If further treatment is necessary, you will be referred to one of a select panel of physicians. The procedure to follow in the event of a work-related injury is available in the Office of Human Resources. Click here for designated panel of physicians.

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Athletic Privileges
Employees receive a fifty (50) percent discount and preferred seating, on tickets - purchased in advance - for all home Saint Joseph's University basketball games at Hagan Arena. All tickets purchased on game day/night will be full price. Saint Joseph's University games played at local, off-campus sites are not necessarily included at discounted rates. Based on availability, full-time employees can receive four (4) discounted tickets (season/single game). Season ticket holders are given priority.

The Sports Recreation Complexes are available for use at no cost to full-time and retired full-time employees, their spouses and dependent children (who qualify as exemptions under the definition of the Internal Revenue Service Code).

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Certification
The Employer shall reimburse employees for the fee incurred for Act 235 recertification upon presentation of a valid 235 certification card.

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Credit Union
The Employer provides the opportunity for credit union membership. Members can save regularly through payroll deductions and also have the opportunity to borrow at moderate interest rates. Applications and brochures describing this benefit are available in the Office of Human Resources.

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Employee and Family Scholarships

Tuition Benefits (Employee)
Union employees will receive the same tuition benefits identical to staff employees. Any future changes in staff tuition benefits will change in the same manner for union employees. The Office of Human Resources will supply information.

Tuition Benefits (Family)
Union employees will receive the same tuition benefits identical to staff employees. Any future changes in staff tuition benefits will change in the same manner for union employees. The Office of Human Resources will supply information.

Tuition Exchange and FACHEX Program

Tuition Exchange Program
The Tuition Exchange Program shall be available to employees covered by this Agreement on the same basis as it is available to staff employees.

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Employee Assistance Program

Employees are eligible to see a counselor in the Counseling and Personal Development Center for the purposes of consultation, evaluation and referral.  The center staff, made up of three (3) licensed psychologists and an alcohol and other drug specialist, has information about a wide variety of resources and services available in the surrounding metropolitan area. 

In some cases, if it is determined that the concern can be successfully addressed via brief counseling (1-3) sessions, the employee is invited to return following the initial consultation.  Counseling sessions are confidential and free of charge.

 

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Lockers

The Employer will, as far as practicable, undertake to provide each employee covered by this Agreement with a locker, an area in which to change clothes, and access to bathroom facilities.  Female officers will be afforded a separate locker area from the males.  Employees shall have the right to supply their own locks for their lockers.

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Retirement Plan

Regular Retirement Plan
Beginning on the first day of the month following employment, employees may participate in the Regular Retirement Plan and have contributions directed to TIAA and/or Vanguard.

Beginning on the first day of the month following the employee's completion of one year of service, the University will contribute 7 percent of the regular salary of each participating employee. In addition, the University will match the contribution of each participant who has satisfied the one year requirement, up to a maximum of 3 percent. The University will make contributions to the plan only if the employee completes the required forms.

Note: Employees, who are currently participating with Lincoln Investment Planning, Inc. may continue to do so. Lincoln Investment Planning, Inc. is not available to employees who are not currently investing with them.

Supplemental Retirement Plan
Employees may begin participation in the Supplemental Retirement Plan on the first day of the month following employment by making tax deferred contributions direct to TIAA and/or Vanguard. The University does not contribute to this plan. Booklets describing these plans and the various investment options are available in the Office of Human Resources.

Note: Employees, who are currently participating with Lincoln Investment Planning, Inc. may continue to do so. Lincoln Investment Planning, Inc. is not available to employees who are not currently investing with them.

Salary Reduction Agreement

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Additional Holidays
If the staff employees receive additional holidays and/or vacation benefits, the Union members shall also receive the same benefits during the contract.

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Bereavement Leave

Eligibility

Union employees will receive the same bereavement benefits identical to staff employees. Any future changes in bereavement staff benefits will change in the same manner for union employees.  The Office of Human Resources will supply any necessary information.

Proof of Death
Proof of death may be required by the Employer before any leave hereunder is granted. Prior notification by the employee to his/her supervisor is required before any leave hereunder can be granted.

Death of Immediate Family member During Vacation/Holiday or Other Leave
In the event of a death in the immediate family while the employee is on paid holiday, vacation or other leave, paid bereavement leave will be added to such other paid leave.

Employees will not be entitled to bereavement leave during their three (3) month probationary period.

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Holidays

The Employer shall grant the employees covered by this Agreement, twelve (12) paid holidays, each fiscal year. 

Yearly paid holidays are as follows:

                        1.  New Years Day                 7.  Thanksgiving Day

                        2.  Good Friday                      8.  Day after Thanksgiving

                        3.  Easter Sunday                   9.  Day before Christmas

                        4.  Memorial Day                   10. Christmas Day

                        5.  Independence Day            11. Day before New Years

                        6.  Labor Day                         12. Martin Luther King Day

Two (2) Personal days will be afforded to employees each fiscal year based on the following formula: 

  • Employees hired between June 1st and September 30th will be afforded two (2) personal days during that fiscal year.
  • Employees hired between October 1st and January 31st will be afforded one (1) personal day during that fiscal year.
  • Employees hired between February 1st and May 31st will not be afforded any personal days during that fiscal year.

Personal days may be used at the discretion of each qualified employee; however, approval by his /her supervisor(s) is required.  If the employer chooses to designate personal days for other employees, sick days may not be used on those designated days by the union member.  An employee required to work on a holiday shall receive time and one half (1-1/2) for all hours worked, in addition to holiday pay.  Straight time shall be paid for holidays not worked.

To be eligible for holiday pay, the employee must work their last scheduled work day before the holiday, and their first scheduled work day after the holiday.  If two (2) holidays fall on two (2) consecutive days, the employees must work their last scheduled work day before the first holiday to be paid for the first holiday, and their first scheduled work day after the second holiday to be paid for the second holiday, or must have been on an approved paid vacation or personal holiday.

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Sick Leave

As a full time employee of Saint Joseph’s University, you are eligible for twelve (12) paid sick days per year of continuous service beginning on the June 1st following your hire date.  Sick time used during the year will be deducted from your sick bank, and each June 1, an additional 12 days will be added to your sick time bank.  Earned sick time that has not been used may be accumulated to a maximum of ninety (90) days.  For a new employee’s first year, sick time will accrue to the sick bank at the rate of one day per month following the successful completion of the ninety (90) day introductory period.

In the event of a serious illness, or accident, and under the care of a physician, the remaining days of sick time during the calendar year may be advanced to the employee.

If an employee, after one year of service, uses four (4) or less sick days (32 hours sick time) in a fiscal year, a bonus of sixteen (16) hours pay will be provided to that employee in the first pay check in the following fiscal year.  If an employee, after one year of service, uses three (3) or less sick days (24 hours sick time) in a fiscal year, a bonus of forty (40) hours pay will be provided to that employee in the first pay check of the following fiscal year.

The Employer may choose to advance sick leave for persons on disability if they are long time employees with good work and attendance records.

Eligible employees may accumulate sick leave up to a maximum of ninety (90) days.  Sick leave days are for use as needs arise due to serious illness, or accident.

When an employee is absent three (3) or more consecutive days, occasioned by illness, or accident, the employee will be required to furnish the employer with a certificate from a licensed physician stating that the specific absence, and length of such absence, was due to illness, or accident.

In case of extended illness, earned vacation time may, at the employee's option, be substituted for sick leave.  Unused sick leave, however, may not be converted to overextend vacation or holiday leave.  Holidays occurring during an employee's sick leave will not be computed as a working day against that leave.

Accumulated sick leave is not reimbursable to the employee upon termination of employment.

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Vacations

As a SPFPA employee at Saint Joseph’s University, you are eligible for paid vacation time based on the following schedule:

Years of Continuous   Service

Vacation Eligibility

 

 

June 1st following your hire date

10 days

June 1st before/after* your 5th anniversary

15 days

June 1st before/after* your 10th anniversary

20 days

June 1st before/after* your 20th anniversary

25 days

*If your anniversary date falls in the first half of the fiscal year (June 1 - November 30), your additional week of vacation will be added to your bank on the June 1 of the fiscal year in which the anniversary occurs.  If your anniversary date falls in the second half of the fiscal year (December 1 -May 31), your additional week of vacation will be added to your bank on the June 1 of the fiscal year that follows your anniversary.

Vacation time must be taken in the year in which you become eligible. At the end of the fiscal year, unused vacation time may not be carried over to the following year. Exceptions to this policy will be limited to cases in which you are unable to take some of your vacation time due to the needs of your department, as determined by your department head.  Such extreme exceptions must be designated by your department head and submitted in writing to the Office of Human Resources. Where such exceptions are made, the carryover will be limited to one week, which must be used in the first quarter of the new fiscal year or be forfeited. Extra pay in lieu of vacation is not permitted.

If a holiday, which is granted as a day off with pay, falls in a vacation period, an extra day of vacation is allowed.  Such extra day shall be taken at an agreed upon time.  Vacation time is earned between June 1st and May 31st and may not be accumulated from year to year.

Vacation shall be scheduled in accordance with seniority, provided it does not interfere with the normal operations of the employer.

One weeks' paid vacation shall be based upon the employee's regularly scheduled weekly hours of work, and his/her straight time hourly wage.

Vacations must be taken as stated above; and extra pay in lieu of vacation earned per fiscal year shall not be allowed.  Upon termination of your employment, regardless of the circumstances surrounding the termination, the employee shall be compensated for all vacation earned in the previous fiscal year and a pro-rated portion of the vacation time remaining in the current fiscal year when the employment has ended.  The pro-rated formula will be based on each fully completed month of employment at the date of termination.

Pay checks will be mailed to workers during their vacation if sufficient notice is given.

Vacation time may be used in increments of two (2) hours.  This incremental use must be approved in advance by a supervisor, manpower permitting.

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Jury Duty & Military Reserve Duty

Any employee who is called for jury duty service or subpoenaed as a witness in a matter which occurred while in the performance of their duties shall be excused from work for the days on which he/she serves and he/she shall receive, for each such day on which he/she otherwise would have worked, the difference between his/her regularly scheduled hours times his/her straight time hourly wage and the payment he/she receives for jury service or as a witness.  The employee must present proof of service and the amount of pay received therefore.  Employees who are called for jury duty or subpoenaed as witnesses are granted leave to fulfill this duty. The University will pay normal pay for the period served.

Should the employee be released from jury or witness service prior to 12:00p.m. of any day, he/she shall report to the Employer for the purpose of completing his/her regularly scheduled work and, failure to do so will result in forfeiture of all pay by the Employer for said day.

If an employee is required, as a member of any armed forces or National Guard or reserve unit, to attend reserve training or encampment, he/she shall be granted up to ten (10) days off.  They shall receive, for each such day on which they otherwise would have worked, the difference between their regularly scheduled daily hours times their straight time hourly wage and the payment he/she received for military service.  The employee must present proof of service and the amount of pay received therefore.

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Leave of Absence Without Pay

A leave of absence without pay may be granted by the Employer to an employee, provided that such request for leave is substantiated by a good reason as determined by the employer.  All such requests must be submitted to the Director of Public Safety or in his absence to his designee at least two (2) weeks prior to the commencement of such leave.

The Employer will continue to pay its share of the medical and group life insurance plans on behalf of any employee taking such leave for a period not to exceed thirty (30) days from commencement of such leave.

Employees may be eligible for job-protected leave under the University’s Family and Medical Leave Policy.  For the full text of the Policy CLICK HERE.  Employees with a serious health condition, or an immediate family member with a serious health condition, should request leave in the Office of Human Resources.  The University agrees to comply with the Family and Medical Leave Act, as amended.

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Military Veterans (Leaves for Military Service)

Employees who are ordered to active duty in the United States armed forces will be given a leave of absence without pay. For a period of one hundred and eighty (180) days or until such time as the employee’s family health coverage (including medical, dental and vision) is paid by the Government; whichever is earlier, employees will be entitled to the same health benefit coverage(s) as they were prior to being ordered to active duty. During the above-mentioned period, Saint Joseph’s University will continue to contribute its’ portion of the total cost for the health coverage that it was paying at the time of the leave. If during the 180-day period the employee’s military service continues past a new open enrollment, wherein increased premiums are incurred, Saint Joseph’s University will contribute the same portion and amounts to which it contributes to other University employees with the same coverage. During open enrollment, the employee is entitled to participate in open enrollment in the same manner as any other employee of the University. During the employee’s leave, s/he may opt to continue to pay their portion of the health premium(s) by mailing Saint Joseph’s University a check for the appropriate amount(s) or upon their return to work make other payment arrangements. Veterans will be reinstated in accordance with applicable law at the time of their return.

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