Benefits Office
Since Michigan Technological University was founded in 1885, an emphasis has been placed on the recruitment and retention of top-quality students, faculty, and staff. Although the University is proud of its fine laboratories and modern campus, its "people assets" are the most important to its educational mission.
To recruit and retain quality staff, the University provides a comprehensive benefits program. Studies have shown that the benefits program here compares well with programs at the top educational institutions in the nation. If you have questions or would like further clarification about the following information, contact the Benefits Office within Human Resources, located in the Administration Building. Benefit coverage will vary depending on employment status (see Eligible Benefits Chart).
Definition for coverage - Three groupings of employees receive varying degrees of benefits coverage:
*Casual employees are eligible for benefits provided by law.
Education Benefits
Employee Education Program
The Employee Education Program is a benefit that waives tuition and certain lab fees for Michigan Tech courses taken by regular employees. Because the benefit varies depending on your status and may be a taxable benefit, you should contact the Benefits Office for details.
You are responsible for the cost of books, supplies, equipment, and penalties. If you successfully complete the course(s) with a passing grade (credit or audit), the University will cover your tuition charges. You must pay tuition for any courses failed, dropped, or taken during a term in which you cease to maintain active employment status. If circumstances beyond your control prevent you from successfully completing the course(s), notify Student Records and Registration in the Administration Building.
In general, you must receive your supervisor's permission to take a course, meet the requirements of eligibility, and be subject to the general regulations and course prerequisites published in the current catalog.
Eligibility
Admission Process
Discuss and receive permission from your supervisor to take the course(s). Once you have approval, the remaining process is very simple.
Tuition Reduction Incentive Program (TRIP)
Spouses and dependents of eligible employees who meet admission requirements are eligible for a fifty percent reduction in tuition for University degree programs. TRIP will pay no more than fifty percent of tuition charges. Books, supplies, fees, or room and board are not included. This benefit could be taxable. Application must be made by July 1 for the ensuing academic year.
Eligibility
Insurance Benefits
TechSelect
Michigan Tech's flexible benefits program, TechSelect, includes medical, dental/vision, life, dependent life, long-term disability, and accidental death and dismemberment insurance for employees and their families (see Eligible Benefits Chart ). TechSelect also offers flexible spending accounts for health and dependent care.
Eligible regular non-union employees participate in the TechSelect program. You are provided an opportunity annually to review your benefits package. It is your responsibility to update or change your package as desired each year during the enrollment period. In addition, you must notify the Benefits Office within 30 days of any family status changes.
Benefits Payment - If you elect to have benefit coverage beyond what the University provides, payment for any additional option you include in your benefits package will be your responsibility (Note: payroll deduction is an option for this purpose). Michigan Tech contributes to your benefits package in varying degrees.
Medical/Dental/Vision Insurance - Coming soon...
Life Insurance - Coming soon...
Long Term Disability Insurance - Coming soon...
Accidental Death and Dismemberment Insurance - Coming soon...
Wellness Program
The Wellness Program promotes wellness for University faculty and staff. The program offers incentive programs with the Student Development Complex, Keweenaw-Memorial Health & Fitness Centers (Houghton, Laurium), and comprehensive health and wellness assessments; basic fitness evaluations; individualized fitness and prescriptions and instruction; workshops; and a comprehensive resource loan library.
Retirement
Michigan Tech provides two retirement programs options: Teachers Insurance and Annuity Association and College Retirement Equities Fund (TIAA-CREF) or Michigan Public School Employees Retirement System (MPSERS). New employees hired after January 1, 1996, unless they have worked in one of the MPSERS university systems (in which case they can remain in MPSERS), may be eligible to participate in the TIAA-CREF program.
As an employee contemplating retirement, you are encouraged to contact the Benefits Office several months in advance so that the steps required to initiate retirement benefits can be completed prior to actual retirement. All retirements must be approved by the President and the appropriate Vice President.
Teachers Insurance and Annuity Association and College Retirement Equities Fund (TIAA-CREF)
Michigan Tech will provide a retirement program through TIAA-CREF for the sole purpose of providing a retirement and/or death benefit. The contract is the property of the individual participant. To be eligible for the retirement annuity the employee must hold a regular position at 50 percent or greater full-time equivalency, or meet the criteria for fixed term eligibility, and meet one of the following conditions:
Contributions to the retirement annuity are 10.55% of the employee's annual salary.
The Michigan Tech Board of Control does reserve the right to change the provisions of this policy for all employees of the University, including all present employees, consistent with state and federal law.
Voluntary Matching Retirement Plan - Employees who are eligible to participate in the TIAA-CREF retirement program have the option of participating in a matching contribution program. The University will match employee contributions by TIAA-CREF participants up to a maximum of 2% of an employee's annual salary. The matching retirement program is offered to assist the employees in accumulating larger retirement assets to help offset the cost of medical benefits once retired.
Michigan Public School Employees Retirement System (MPSERS)
Michigan Tech contributes towards MPSERS retirement for eligible employees. This program is governed by laws of the State of Michigan.
Non-Exempt to Exempt Employee Retirement - You will have the option of changing your retirement program from MPSERS to TIAA-CREF when your position has changed from non-exempt to exempt. A decision must be made within three months, or you will remain in the MPSERS retirement program.
Tax Sheltered Annuities
Michigan Tech participates with private insurance companies to provide programs for tax sheltered annuity plans for employees.
Holidays
Michigan Tech observes six paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. In addition, the President of the University may declare other days, not to exceed four for the year, as holidays.
When a holiday falls on a Saturday or Sunday, an alternate day may be observed at the discretion of the University.
To be eligible for holiday pay, you must have a day of paid employment of either actual hours worked, vacation hours, or sick leave during the week in which the holiday falls. Holidays during vacation or sick leave shall not be counted as a part of a vacation or sick leave time.
Part-time employees shall receive Holiday pay in proportion to straight time hours employed in the work week in which the holiday falls.
Hourly employees required to work on a holiday shall be paid for the holiday in the same way as employees not required to work, plus time and one-half their regular pay for hours worked on the holiday.
Leaves
Approved Absences without Pay
During a leave of absence without pay, an employee will not accrue vacation or sick leave, nor be eligible for any payments for time off work provided by this policy. Subject to, and consistent with, the Group Life Insurance Plan, the Group Hospitalization Medical Plan, and other Univeristy group insurance plans, coverage may be continued during a leave of absence, provided direct payment of the total premium is made through and as prescribed by the University. During a leave of absence, the University's contribution to the relevant retirement system is discontinued and benefits do not accrue, are not forfeited, and cannot be withdrawn.
Informal Leave of Absence
A leave of absence may be granted for personal reasons for a period not to exceed 14 calendar days.
Application - Written application must be made to your immediate supervisor, and approved by the department chair/director and Human Resources. Such a leave may not be extended.
Formal Leave of Absence, Personal Reasons
A formal leave of absence may be granted for personal reasons for a period not to exceed 180 calendar days.
Application - Written application must be made to your immediate supervisor and approved by the department chair/director and Human Resources. Such a leave may be extended for an additional period not to exceed 180 calendar days upon approval of the department chair/director and Human Resources. In no event shall leave be granted to enable an employee to work for another employer or in self-employment.
Family and Medical Leave Act of 1993 (FMLA)
Under the Family and Medical Leave Act of 1993, employers are required to grant eligible employees an FMLA leave of absence. These leaves maintain current health coverage during the leave, are without pay, and may not exceed twelve weeks within a twelve month period. Arrangements for leaves are to be made with the supervisor and Human Resources.
Professional Development Leave
A Professional Development Leave may be granted to regular, full-time, exempt, non-faculty, non-represented staff who are more than one echelon below a Vice President. The leave is not to exceed one year, and may be granted to eligible employees for the purpose of pursuing graduate study, maintaining professional expertise, engaging in research sponsored by an agency other than the University, or for other purposes beneficial to the University and to the professional stature of the individual. The leave is intended for employees with at least three years of continuous employment at Michigan Tech. There should be at least one year between Professional Development Leaves. The leave provides for benefits to continue at no additional cost to the person on leave. Staff may not accept full-time employment outside the employment proposed in the leave application. Employees agree to return to Michigan Tech upon completion of the leave for a period equal to the length of the leave.
For more information or to obtain an application for Professional Development Leave, contact the Benefits Office in Human Resources.
Return from a Leave of Absence
Applications for reinstatement from a leave of absence must be made to the employee's immediate supervisor and approved by the department chair/director and Human Resources before the leave expires. The University, at its option and without cost to the employee, may require that a physician or physicians of its choosing determine, by way of examination, the fitness of the employee to return to work.
An employee returning to work from a leave of absence shall be placed on the former job or a job of like status and pay unless circumstances have so changed as to make it unreasonable to do so. An employee who has been on military leave of absence, however, must give written notice to the University within thirty calendar days after the release from service, that the employee intends to return to work, in order to be eligible to do so.
Sick Leave (see Eligible Benefits Chart)
Available for the following purposes, sick leave covers employees and members of the employee's immediate family, who, in this instance, shall include the spouse, children, parents, foster parents, parents-in-law, siblings, grandparents and grandchildren, legal guardianship, other dependents, or significant other (an individual with whom an employee has a continuing personal living arrangement that has existed over an extended period of time):
Sick Leave Accrual - Sick leave for eligible employees accrues biweekly at the rate of one-half day for each two weeks of employment. Maximum sick leave accrual is one hundred thirty-two days. Part-time employees accrue sick leave in proportion to straight-time hours employed each pay period. Sick leave balances are shown on your pay stub and on a report your department receives biweekly.
Employees on leaves of absence without pay or on layoff will not accrue sick leave during such period. However, employees returning from an approved leave will have credited to them any unused sick leave previously earned. This provision will not apply to rehires.
Documentation - A statement from the University's designated physician and/or your physician or a sworn affidavit may be required to sustain a claim of absence because of illness, injury, or disability. Michigan Tech reserves the right to have the University-designated physician make the final decision.
At the conclusion of your sick leave, the University, at its option and without cost to you, may require that a physician or physicians of its choosing determine, by way of examination, your fitness to return to work.
Accrued sick leave is not paid out upon resignation, retirement, or termination.
Voluntary Sick Leave Pool (VSLP)
The VSLP is designed to alleviate hardship caused by catastrophic illness or injury. Eligible employees may join the voluntary pool during their employee orientation or during the annual enrollment period in April. Any eligible employee may join by donating 24 hours of sick leave to the voluntary pool.
Eligibility
Application - Submit a request to the Benefits Office in the Human Resources Department.
A committee will review the request and determine if days can be awarded. If approved, there is a 30-day waiting period before the requester can begin using days from the Voluntary Sick Leave Pool. A maximum of 100 days are available to a requester each year.
Bereavement Leave
You will be allowed three days bereavement leave to attend or make arrangements for the funeral or service of a family member without loss of pay. If additional time off is needed, you may request the use of sick time, compensatory time, or leave of absence without pay. Family members are defined as follows: spouse, children and step-children, parents and step-parents, siblings, grandparents and great-grandparents, grandchildren and great-grandchildren, in-laws (mother, father, brother, sister), foster parents or children, legal guardians, aunts and uncles, or significant other (an individual with whom the employee has had a continuing personal living arrangement that has existed over an extended period of time).
Vacation and Annual Leave
You are provided vacation time and annual leave for rest and personal convenience. You may not take the leave in advance of it being earned, and pay in lieu of vacation is not allowed (except as noted below).
Vacation Leave Accrual - Vacation time begins to accumulate on the first date of employment. Part-time employees accrue vacation leave in proportion to straight-time hours employed each pay period. Your accrual balance is shown on your pay stub and on a report received by your department biweekly. Employees on a leave of absence without pay or on a layoff will not accrue vacation during such period. However, employees returning from an approved leave will have credited to them any unused vacation previously earned. This provision will not apply to rehires.
Eligibility - Exempt Employees
Eligibility - Non-Exempt Employees
Vacation accrual rate (in days) for non exempt employees is based upon the table below:
Non-exempt Vacation Accrual Rates
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Use - In an effort to maintain a smooth-running operation with minimal disruption, some departments may establish certain limitations on the length of vacation, the number of employees who can be on vacation at one tome, or time periods when vacations can be scheduled. Within these limitations, your supervisor will endeavor to meet your requested time off for vacation periods.
Other conditions
Longevity Pay
Regular, non-exempt employees are eligible to receive longevity pay, which is based on the length of continuous, non-exempt status with the University. Longevity amounts will be added to your base rate of pay. Eligible employees who are actively employed or on an approved leave of absence as of their longevity date anniversary will receive longevity pay according to the following schedule. The differential longevity amounts will be added to your base rate of pay as you reach the years of service indicated.
| Longevity Step |
Hourly Rate Differential |
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| Beginning Year 6 |
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| Beginning Year 11 |
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| Beginning Year 16 |
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| Beginning Year 21 |
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| Beginning Year 26 |
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| Beginning Year 31 |
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Miscellaneous Benefits
Corporate Card
Michigan Tech has entered into an agreement with American Express Travel Related Services Company, Inc. to assist employees who frequently travel on University business in obtaining an American Express Corporate Card. This card is intended primarily for University business but may also be used for personal expenditures.
All faculty and staff members who travel or host functions on behalf of the University are eligible to apply for the American Express Corporate Card and are strongly encouraged to use the card for all travel expenditures whenever possible. As of April 2003, an annual fee of $35 will be assessed to each card holder. It is at the discretion of the department head to reimburse employees for this fee.
American Express is soley responsible for credit approval and issuance of the card. Nonpayment of charges may result in revocation of card privileges. Once a card has been revoked for late/nonpayment, the employee will be unable to continue to participate in the program. Late payment fees are the responsibility of the cardholder.
Card privileges will be withdrawn upon termination of employment with the University. The employee must return the card to Accounting Services before the last day of work.
Benefits of the Card
Eligibility
Application
Accounting Services personnel will forward the application to American Express for review and approval. The Card should be received from American Express in about four (4) weeks.
Any discrepancies on American Express billing should be resolved by the cardholder.
Savings Bonds
United States Savings Bonds may be purchased through payroll deduction. Contact the Payroll Office in Human Resources for information.
Workers' Compensation
As an employee, you are covered by Workers' Compensation for job-related injuries. Injuries need to be reported to the appropriate supervisor(s) as soon as possible. If medical attention is required, the supervisor should immediately refer the injured employee to the University's medical group, currently Portage Medical Group (Houghton) or Portage Health (Hancock).
Reporting a Claim - Complete a Supervisor's Incident and Injury Investigation Report. It must be signed by the supervisor and forwarded to the Occupational Safety and Health Administration (OSHA) and Benefits Offices within 24 hours of the incident. The Benefits Office will process the insurance claim and provide the injured party with additional information.
Returning to Work - Michigan Tech's policy is to return an employee to work as soon as possible under one of the following three options:
Conditions - The University
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