Campus Resources

Human Resources

The Security, Police, Fire Professionals of America (SPFPA)

Insurance Policies
Dental Insurance
Fringe Benefits Plan
Group Life Insurance
2012 Medical Insurance Monthly Premiums
Hospitalization - Medical Insurance & Prescription Plan
Long Term Disability Insurance
Worker's Compensation

Family and Medical Leave Policy
Statement Prohibiting Discrimination
Sexual Offense Policy
Smoking Policy
Policy Prohibiting Harassment
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. Human Resources will supply rate, coverage and enrollment information.

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Fringe Benefit 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. An employee who uses plan credits to buy insurance coverage will have his or her gross salary reduced by the value of those credits. As a result, for such an employee, contributions to the Federal Social Security Program will be reduced accordingly.

Participation in this plan will require an authorization form to be signed at the beginning of each fiscal 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. 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. A waiver form must be completed prior to the beginning of the plan year (November 1) indicating proof of other coverage and cannot be revoked or amended during the plan year unless there is a change in family status.

Personal Choice

Member Services: 215-557-7577 or 1-800-626-8144

Keystone

Member Services: 215-241-CARE or 1-800-227-3114

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 Workman's 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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Worker's Compensation
Saint Joseph's University is subject to the Pennsylvania Worker's 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 Human Resources Office 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 Human Resources Office. 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 Alumni Memorial Fieldhouse. All tickets purchased on game day/night will be full price. Saint Joseph's University games played at local, off-campus sites (Palestra, Spectrum, etc.) 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 Complex is 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 Human Resources Office.

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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. Human Resources will supply information.

For more information, click here.

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. Human Resources will supply information.

Tuition Exchange and FACHEX Program

For more information, click here.

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
The University provides an Employee Assistance Plan through Unum. Employees are encouraged to seek confidential help in areas of work-life balance, personalized financial counseling and emergency travel assistance.  

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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. 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-CREF, Inc. and/or The Vanguard Group of Investment Companies.

Beginning on the first day of the month following the employee's completion of one year of service, the University will contribute 8 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 employee may contribute an amount in excess of 4 percent within the limitations of the Internal Revenue Code. 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-CREF, Inc. and/or The Vanguard Group of Investment Companies. The University does not contribute to this plan. Booklets describing these plans and the various investment options are available in the Human Resources Office.

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
Absence without loss of pay is allowed for attending the funeral of a member of the immediate family. Members of the immediate family are defined as parent, spouse, child, brother, sister, grandparent, or in-law of the same degree. Up to three working days, as necessary, are allowed.

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, plus two (2) personal days each calendar year.

SPFPA Holiday Schedule 2013-2014

Personal days may be used at the discretion of each qualified employee. However, approval by his/her supervisor and seven (7) days notice in advance of the chosen day 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
Sick days will be earned one (1) day per month worked, the employee may be advanced one (1) full sick day if he/she has worked 80 hours in that month.

For new employees, the accrual of paid sick days begins at the end of the 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 uses two or less sick days in a fiscal year, the employee will receive two additional days to be added to their accumulated sick leave time in the following fiscal year.

The Employer may choose to advanced 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 two (2) 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
The Employer shall grant vacations to its employees.

Employees who as of, June 1 shall have worked less than one (I) year but more than three (3) months service with the Employer shall receive four-fifths (4/5) of one (1) day of paid vacation for each month worked prior to June 1. Should application of this formula result in an employee being entitled to a fraction of a vacation day, an additional vacation day shall he granted if the fraction is below .5.

Employees who on June 1 have worked one (1) full year of service but less than five (5) years continuous service shall receive two (2) weeks paid vacation.

Employees who on June l have worked five (5) years but less than ten (10) years continuous service shall receive three (3) weeks paid vacation.

Employees who on June 1 have worked ten (10) years but less than twenty (20) years continuous service shall receive four (4) weeks paid vacation. Employees who on June 1 have worked twenty (20) or more years continuous service shall receive five (5) weeks paid vacation.

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 he 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 shall not be allowed. Earned vacation will be paid on a pro-rata basis upon termination of employment.

Pay checks will he 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. This benefit will be provided by the Employer up to a maximum of three (3) weeks per calendar year.

Should the employee be released from jury or witness service prior to 12:00 Noon 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 Security 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.

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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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