The following types of leave are available to Alamo Colleges employees:

• Administrative - travel outside the service area of the District in performance of assigned duties and responsibilities
• Bereavement - 24 hours of paid leave for death of a parent, child, sibling, grandparent, or of a parent, child, sibling, grandparent of the spouse's family,or of any other family member living in the employee's household
• Civic Duty - jury duty, compliance with subpoenas, or court appearances
• Developmental - study, research, writing, skill upgrading, or other suitable endeavor including faculty exchanges
• Military - members of the state military force or of the reserve component of the United States Armed Forces for training or duty ordered
• Personal - 16 hours of noncumulative leave accrue at the start of each new fiscal year
• Sick - accrue indefinitely without limit at a rate of 4.44 hours per pay period

In addition, various paid holidays are provided throughout the academic year including:

• Labor Day
• Thanksgiving
• Martin Luther King Day
• Good Friday
• Battle of Flowers / Fiesta Day
• Memorial Day
• Fourth of July

For additional information, see Holidays, Leaves, and Absences [  referenced as:   Alamo Colleges'   Policy D.5.3   and   Procedure D.5.3.1  ] .

The FMLA entitles employees, who have been employed by the Alamo Colleges for at least 12 months, and have worked at least 1250 hours during the previous year, up to 12 weeks of leave without pay without fear of losing their job for the following reasons:

• a serious health condition of the employee either through accident or illness;
• care for a spouse, parent or child with a serious health condition; or
• an addition to the immediate family because of birth, adoption or placement of a foster child in the home.

Under certain conditions, FMLA may be taken intermittently or under a reduced work schedule. In cases where the need for FMLA leave is foreseeable (birth, adoption, etc.), the employee must provide 30 days' advance notice. In case of medical emergency, the employee must inform the District within 48 hours of becoming aware of the need for the FMLA leave. The District may require a physician's certification of the qualifying circumstances. If both the employee and spouse work for the District, they are entitled to a combined total of 12 weeks for a birth, adoption, placement, or to care for a seriously ill parent. However, they both would retain their individual 12-week entitlement for a personal illness or for the illness of a child.

During FMLA leave, the AC will maintain the same level of health benefits the employee had prior to going on FMLA leave. Employees who are paying a portion of the premiums must continue paying that portion. Failure to pay premiums within 30 days will result in a reduction to employee only health coverage. Employee only coverage will be canceled at the end of the initial 12 weeks. HCRA participants must continue their monthly contributions DCRA participants are not eligible to continue their monthly contributions.

Upon returning to duty from FMLA, employees will be entitled to the same, or an equivalent, job as the job they held prior to FMLA, including all pay, seniority, benefits, rank, tenure, etc. They will also be entitled to reinstate any lost or discontinued benefits to the same level as before going on FMLA without any qualifying conditions, such as examinations, waiting periods, or pre-existing conditions. The District will have no further obligation to maintain benefits for employees after the expiration of the initial 12 weeks of FMLA. The failure of an employee to return to work upon the expiration of a family or medical leave of absence will subject the employee to immediate termination unless an extension is applied for and granted.

For additional information, see Family and Medical Leave [   referenced as:   Alamo Colleges' Policy D.5.4   ] .

Initial Period of Eligibility

Health Coverage enrollment:   Your initial period of eligibility to enroll yourself and your dependents in health coverage is your first 90 days of employment.

Optional coverage enrollment:   Your initial period of eligibility is your first 30 days to enroll yourself and your dependents in dental coverage, optional term life insurance, dependent term life insurance, voluntary Accidental Death and Dismemberment (AD&D) coverage, short-term and long-term disability, long-term care insurance and TexFlex.

Qualifying life event (QLE):   After your initial period of eligibility, changes to your insurance coverage require a QLE and change must be made within 30 days of the event: marriage, birth/adoption, employee/dependent employment status change, involuntary loss of coverage, etc.

Summer enrollment:   Each summer, an enrollment period during July and August enables members to enroll in, apply for, or change benefits for the new plan year (September 1 through August 31). Some changes may require evidence of insurability.

Insurance ( for employee only / no cost to employee ):

Term Life insurance with Accidental Death and Dismemberment equal to annual salary

Long- and Short term Disability Insurance

Short Term Disability (STD) and Long Term Disability (LTD) provided at no cost to employees

STD - an employee is eligible to draw short-term benefits after satisfying a 60-calendar day waiting period or until the employee has exhausted all sick leave accrued (whichever is longer). The plan pays 60% of the employee's weekly salary up to $923 for a maximum of 18 weeks.

LTD - an employee is eligible to draw long-term disability benefits after satisfying a 6-month waiting period (60 calendar days plus 18 weeks) or until the employee has exhausted all sick leave accrued (whichever is longer). The plan pays 60% of the employee's monthly salary up to $13,000. This benefit is available until date employee ceases to be disabled, until death, or until the employee reaches the age of 65 (whichever occurs first). Long-term disability benefits are offset by retirement, Social Security Benefits, Workman's Compensation and are also taxable.

Medical insurance

The State of Texas health plan is HealthSelect administered by Blue Cross and Blue Shield of Texas (BCBSTX). It provides comprehensive coverage and prescription drug benefits, an annual vision exam, well woman care, maternity coverage and many other benefits. See out of pocket expense chart.

Full-time employee: The State pays 100% of the employee health insurance premiums and 50% of the premiums for the dependents.

Part-time employee: The State pays 50% of the employee health insurance premiums and 25% of the premiums for the dependents.

$5,000 Life Insurance

Workers' Compensation Benefits

Insurance (employees may buy):

Medical Insurance for family members

Dental Insurance for employee and family

$5,000 Dependent Life Insurance

Additional Accidental Death & Dismemberment Insurance

Additional State Disability Insurance

• STD - pays 60% of salary after being disabled for 30-calendar days or have exhausted all sick leave accrued (whichever is longer). When approved by Fort Dearborn Life (FDL) the STD benefit pays up to 5 months. This benefit is decreased to 10% when the Alamo Colleges insurance begins to pay.
• LTD - pays an additional 10% after being disabled for 6 months or have exhausted all sick leave accrued (whichever is longer) and approved by FDL. The Alamo Colleges already pay for the first 60% of the LTD benefit.

Additional Term Life Insurance (up to four times annual salary)

TEXFLEX Health Care & Dependent Care Reimbursement Accounts

• Use your tax-free dollars for out-of-pocket, medical expenses and dependent car (child care) needs.

Long-Term Care Insurance CNA

• This plan pays for nursing home or alternate care facility expenses.

COBRA - It's the Law

• This federal law allows an employee and/or dependent who would otherwise lose coverage to temporarily extend their health and dental insurance coverage at the group rate for up to 36 months. Everyone will be receiving this COBRA notice again at home. No response required.

For a detailed analysis of the available insurance plans, click Overview of Insurance Benefits.   For a summary of the various ERS medical insurance programs, consult   Medical Insurance Plans .

The Emergency Leave Bank is intended to alleviate hardship caused to an employee or the employee's immediate family if a catastrophic illness or injury cause the employee to exhaust all accrued leave time.

Definitions

Catastrophic Illness or Injury: A severe condition or combination of conditions affecting the mental or physical health of an employee or an employee's immediate family that requires the services of a licensed practitioner for a prolonged period of time and that forces the employee to exhaust all accrued leave to lose compensations from a the District in order to care for themselves or their immediate family.

Immediate Family: Those individuals related by kinship, adoption, marriage or foster children (who are certified by the Texas Department of Human Services) who are living in the same household or, if not in the same household, are totally dependent upon the employee for personal care or services on a continuing bases as per Alamo Colleges' sick leave policy, this includes parents, child, sibling or grandparent of either the employee or the employee's spouse or of any other family member living in the employee's household.

Eligible Employee: An employee who has exhausted all accrued time including vacation, personal, sick leave, because of a catastrophic illness, or because of a previous donation to the Emergency Leave Bank.

Withdrawal of Leave from the Bank

a.   In order to request a withdrawal of leave from the Emergency Leave Bank, an eligible employee must submit a Emergency Sick Leave ( Confidential )Application form to the Bank Administrator.

b.   The withdrawal application must be accompanied by the completed and executed Certification of Licensed Medical Practitioner statement.

c.   The Bank Administrator will review the application for completeness and forward it to the ESL Committee Chairperson who designates members from the Committee to review the application on a first come, first serve bases.

d.   The amount of sick leave time granted to any one employee for any fiscal year cannot exceed one third of the total amount of time in the Emergency Leave Bank or 90 working days, which ever is less for full time employees.

e.   The amount of sick leave time granted to the applicant will be determined by the ESL Committee.

f.   Only one application for withdrawal of leave may be filed in each fiscal year based on catastrophic illness unless the maximum of 90 working days for a full time or 45 days for a part time employee has not been granted.

g.   Faculty members may apply to withdraw from the Emergency Leave Bank only during contract periods for leave time during contract periods.

The Emergency Leave Bank was created by the employees, for the employees of the Alamo Colleges. Questions on the policies or the procedures herein shall be directed to the Employee Services Department at 485-0200.

An Employee Assistance Program (EAP) provides free, confidential, and professional assistance to help employees and their families resolve concerns that are hurting their personal lives and/or their job performance. In addition to being private and confidential, the program is voluntary. It is designed so employees can seek the help they need without worrying that someone at work will "find out" about their problem.

When problems at home or at work are causing you difficulty, you have a place you can turn to. Alamo Colleges provides a number of free counseling sessions with Deer Oaks Employee Assistance Program for each covered employee and their family members. Additional services are provided on a sliding fee basis or through your health insurance plan. If you need a resource that is not offered by Deer Oaks, they will make sure you get the help you need by referring you to another agency. This other agency may charge you a fee for their services. Your EAP counselor will help you develop an Action Plan to address your problems, and follow-up with you to make sure you get the help you need.

Through your EAP, you and your family members receive free confidential help with your personal concerns before they overwhelm you. Employee Assistance Programs reduce health care costs, boost morale, reduce employee turnover, and increase productivity.

Call 1-866-EAP-2400, identify yourself as an Alamo Colleges employee, then ask to speak to an EAP counselor. A professional will briefly discuss your concerns with you, then make an appointment with the EAP counselor at the Deer Oaks Employee Assistance Program office, or, if necessary, refer you to another community resource. Maybe the brief time on the telephone is enough to help you sort out all that is troubling you.

For additional information, see Benefits - Employee Assistance Program [   referenced as:   Alamo Colleges' Procedure D.5.2.1   ] .

• Employee Development Mini-Grants
• SAC Service Learning Grants
  • Faculty Information

Faculty / Staff parking permit decals are required to be displayed on the front window (above the motor vehicle registration and inspection stickers) in all vehicles parking on any of the Alamo Colleges lots, at Northeast Lakeview College, Northwest Vista College, Palo Alto College, San Antonio College, St. Philip's College, or Southwest Center. The decals are removable and therefore may be used in any vehicle you drive to campus. Permits are available for an annual $21 fee from the college's Business Office. Designated faculty parking areas are clearly delineated as "Reserved" in most parking lots on all the campuses.

For additional information, see Transportation and Parking Controls [  referenced as:   Alamo Colleges' C.2.2.2 and TACC Policy CHC LEGAL   ] .

See Guidelines for Released Time Procedure DJ-SAC LOCAL  [ SAC Procedures ] for detailed information on released time.

Retirement: The Alamo Colleges contribute to Social Security and has a mandatory retirement plan with the Teacher Retirement System of Texas or the Optional Retirement Program. Employees must contribute a defined portion (depending on the plan) and the state will contribute a portion. Other options are available for faculty and administrators. All employees may contribute to a tax-sheltered annuity. For a summary of the different Alamo Colleges retirement plans, click Retirement.   Additional retirement-related information is available at the various links shown below:

• Employees Retirement System of Texas
  • Planning to Retire?
  • Planning Your Retirement
  • Overview of Retirement Benefits
  • Retirement Benefits for Survivors

• Optional Retirement Programs
  • Optional Retirement Program - Texas Higher Education Coordinating Board ( THECB ) Rules, Chapter 25
  • 2008 Analysis of Possibilities for ORP / TDA - Texas Community College Teachers Association ( TCCTA ) - This includes an ORP / TDA Glossary of Terms.
  • An Overview of TRS and ORP - THECB

• Other Information
  • Ballpark E$timate - Estimate How Much You'll Need for Retirement
  • Investment Growth Calculator - Fidelity Investments

• Social Security Online
  • Benefit Calculators
  • Request a Social Security Statement
  • Online Calculator - (WEP version)

• Teacher Retirement System of Texas
  • Benefits Programs
  • TRS Retirement Estimate Calculators
  • TRS Benefits Handbook

Summer employment is based on two main factors. First, there must be a need to offer the courses in order to serve students, and class sizes must have an enrollment of twelve students or more. Second, there is only a limited amount of resources that can be put into full-time summer salaries. Because of this, the College cannot make commitments or promise summer employment. Summer pay is currently pro-rated based on a nine-month salary. Twelve semester hours or the equivalent constitute a full load for a three month proration. Counselors and librarians may be issued an extended service contract and currently may work a maximum of sixty days during the summer.