YOUR EMPLOYER:  ABRAHAM BALDWIN AGRICULTURAL COLLEGE

Abraham Baldwin Agricultural College (ABAC) is a State College unit of the University System of Georgia.  ABAC enrolls over 3,500 students from 153 Georgia counties, 11 states, and 10 countries.  Almost 1,400 of these students live on campus in modern new apartments.

The college opened its doors as the Second District A&M School in 1908.  The name was later changed to South Georgia A&M College, Georgia State College for Men, and finally to its present title in 1933.  Abraham Baldwin was a signer of the United States Constitution from Georgia and the first president of the University of Georgia.

The college offers 55 two-year programs of study, including 40 college transfer programs and 15 career technological programs.   As a State College, ABAC also offers two four-year degrees.  Four-year degrees are also available in Tifton or on the ABAC campus through partnerships with the University of Georgia, Valdosta State, Georgia Southwestern, Albany State, and Macon State.  The 421-acre campus includes 50 buildings.

As a new member of ABAC’s staff, you are an important part of this institution.  ABAC’s policy is to give equal opportunity to all employees and applicants for employment without regard to race, creed, color, sex, age or national origin.  ABAC’s objective is to seek employees of the highest quality available and to select these employees on the basis of ability, experience, training, intelligence, and character in accordance with the requirements of each position and the needs of the college.

The general purpose of ABAC is to meet the educational, vocational, intellectual, physical and cultural needs of its students through a broadly based curriculum.  Regardless of position or title, we are all part of the same team and must all do our job well to insure that this purpose is accomplished.

The Human Resources Office has prepared this booklet so you will better understand ABAC’s personnel policies and procedures and our employee benefits.  We also want to give you a basic overview of what to expect as an employee.  If you ever have questions, refer to your supervisor or call the Human Resources Office at 391-4888 or visit the office on the third floor of the J. Lamar Branch Student Center.

WORKING AT ABAC

You and Your Job

As an employee of ABAC, whatever your job may be, you can be proud to be a part of this important educational institution. You should also feel confident that you were selected for your job because you posses the important qualifications to carry out the duties and responsibilities of the position.

EMPLOYMENT POLICIES

Drug Free Workplace Policy

ABAC hereby prohibits alcohol and unlawful drugs in the workplace or at any off campus sponsored event open to students.  Unlawful drugs and alcohol are also prohibited by Georgia and Federal laws including the Drug Free Workplace Act of 1988 and the Drug Free Schools and Communities Act Amendment of 1989. 

Standards of Conduct

Unlawful possession, use, or distribution of alcohol or illicit drugs by students and employees on our campus or at any off campus sponsored event is prohibited.

Legal Sanctions

It is against various Federal and Georgia laws for underage students (below 21) to be provided, to possess, to use, distribute, or be under the influence of alcohol. 

It is against various Federal and Georgia laws to possess, use, distribute, or be under the influence of illicit drugs.

Health Risks

Drug and alcohol abuse can cause physical and emotional dependence.  It can also create significant health problems, interfere with memory, sensation, and perception.  Drugs and alcohol can distort experiences and cause loss of self control that can lead users to harm others as well as themselves.

Counseling and Treatment

The Health Center, the Student Development Center, and the Human Resources Office will assist you or make referrals as the need arises.

Campus Sanctions

Faculty and Staff members who violate these drug free policies will be disciplined (consistent with State and Federal laws).  Discipline may include suspension, rehabilitation, termination, referral for prosecution, dismissal, and ineligibility for future employment at ABAC. 

Contacts

Director, Student Development Center................................................................. 391-5135

Director, Health Center........................................................................................... 391-5030

Director, Human Resources................................................................................... 391-4890

Tobacco/Smoking Policy

ABAC does not allow the use of tobacco in any form in any building that has classrooms, administrative offices, apartments, suites, and/or dorm rooms.  In addition, no smoking is allowed within at least twenty-five (25) feet of the entrance to any building on campus.

Civil Rights/Affirmative Action

ABAC will comply with the provisions of Title VI clause of the Civil Rights Act of 1964 as amended.  It is the policy of ABAC to employ people of the highest quality available based on ability, experience, training, intelligence, character, and physical fitness according to the requirements of each position and the needs of the college. 

No applicant for employment will be excluded because of race, color, sex, age, religion, handicap, Veteran’s status, creed or national origin.  Furthermore, no employee will be denied the benefits of, or be subjected to discrimination under any program or activity conducted by ABAC based on such criteria.  This policy pertains to all facets of employment including promotions, upgrading, reassignment, and compensation as well as layoffs, demotions, and termination.  Additionally, the college will intensify its efforts of informing minorities of employment opportunities and other benefits of working for the college.

Handicapped Discrimination

ABAC does not discriminate in admission or access to, or treatment of employment in, its programs or activities under Section 504 of the Rehabilitation Act of 1973 or the Americans with Disabilities Act of 1990.  The Vice President for Student and Enrollment Services has been designated as the coordinator of college services to the handicapped.  Any questions or other matters related to the handicapped should be referred to this office.  (391-5130)

Sexual Harassment

Sexual Harassment of employees or students in the University System is prohibited and shall subject the offender to dismissal or other sanctions after compliance with procedural due process requirements.  (See ABAC Policy Manual for policy details.)  The following individuals have been designated for the reporting of any incidents of sexual harassment.

FACULTY:                 V.P. and Dean of Academic Affairs                       391-4780

                                    J. Lamar Branch Student Center, 2nd Floor

STAFF:                      Director of Human Resources                                 391-4890

                                    J. Lamar Branch Student Center, 3rd Floor

STUDENTS:              V.P. for Student and Enrollment Services              391-5130

                                    J. Lamar Branch Student Center, 2^nd Floor

                                    Director Health Services                                          391-5035

                                    Health Sciences Building

Appointment Status

Employees classified as staff are those employees performing non-faculty functions.  There are two types of employment at ABAC: regular and temporary.

1.                  Regular status includes those employees receiving appointments for a period of more than six months.

2.                  Temporary status includes those employees who are employed for a period of less than six months, or working less than ½ time.  Temporary employees may work full time or less.

Employment of Relatives

Relationships by family or marriage shall not give advantage or disadvantage in employment provided the individual meets and fulfills the college appointment and promotion standards.

No individual shall be employed in a department or unit under the supervision of an immediate relative who has or may have a direct effect on the individual’s progress, performance, or welfare.   For purposes of this policy, relatives include husbands, wives, parents and children, brothers, sisters, and any in-laws of those mentioned.

Physical Examinations

If you are to be employed in Public Safety, a physical examination is required.

Commercial Drivers License

Employees who are required to have a Commercial Drivers License as part of their duties are subject to drug and alcohol testing.  This includes pre-employment, post accident, and random testing for both alcohol and drugs.

Loyalty Oath

The State General Assembly passed an act which requires “all persons who are employed by and are on the payroll of and the recipient of wages, per diem, and/or salary of the State of Georgia, or its departments and agencies” to take a loyalty oath.  If a person does not sign the oath, the act then instructs that “such person’s name to be taken from the payroll and such person shall not be permitted to receive any payment from the State.”    

Security Questionnaire/Background Check

As a condition of employment, every employee of ABAC must complete and sign a security questionnaire and authorize background checks.

Probationary Period

All staff employees of ABAC are required to serve the first six (6) months of employment on a provisional basis.  The primary purpose of a provisional appointment is to allow your supervisor to evaluate your performance and determine if you should continue to work with the college.  The provisional appointment also gives you a chance to find out if your job is interesting and rewarding and if you will be happy in your new position.

It is recommended that the initial evaluation occur at the end of three (3) months in order to give the employee an opportunity to show improvement prior to the expiration of the probationary period.  This review should be based upon their job description.  The employee will be given the opportunity to speak with their supervisor about the job, how it is being performed and how it can be performed more effectively.

If an employee is not to be continued, notification in writing prior to the end of the six (6) months period will be made, and he or she may be terminated at that time without right of appeal.

Performance Evaluation

Your supervisor will evaluate your job performance before six (6) months of employment and every year thereafter.  This review will be based on your job description.  You will be given the opportunity to talk to your supervisor about your job and how you are performing.

This program is designed to recognize your individual contributions and to improve your understanding of your job duties and responsibilities.  Take this opportunity to discuss any problem area or to ask any questions you may have.  Areas to be evaluated will include adjustment, capability, productivity, efficiency, potential for future development, punctuality, and attendance.  Considerations for promotions, transfers, demotion or retention will be based on these evaluations.

Salary Adjustments and Increases

Salary adjustments may occur whenever a salary increase is approved by the Board of Regents, our governing body.  Appropriate adjustments will be made to employees’ salaries in positions affected as funds are made available.  This action should not be confused with a promotion or similar action where there is a change in an employee’s responsibility.

Salary increases are normally made on the basis of merit, providing funds are made available to the Board of Regents from the state appropriation allocated by the Georgia Legislature.  The decision to increase your salary is made after considering your record for the previous year as reflected in the performance evaluation.  The prevailing salary scale within your particular job classification must also be considered.

It should be stressed that salary increases are not automatic.

Employees who have worked for ABAC for six (6) months or longer, may have their salaries adjusted, with supervisors’ approval, for academic/professional achievement as follows:  $300 for a GED; $600 for non-academic professional certificate or license, i.e., CPS/CAP; $900 for an associate’s degree; $1200 for a bachelor’s degree; $1500 for a master’s degree; $1800 for a specialist degree; and $2500 for a doctorate.  Coursework should have been completed while employed at ABAC.  The degree must be completed and the official transcript and/or copy of certificate/degree on file in the Human Resources office.  The adjustment will become effective during the next budget period.  Adjustments will be limited to one event, first of its kind.

Working Hours

Most college employees work a five day, 40 hour week from 8:00 am to 5:30 pm, Monday through Thursday and 8:00 am to 3:00 pm Friday, with one hour for lunch.  The work week begins Saturday at 12:01 am and ends at midnight Friday.  Faculty schedules will vary based on assigned classes.

It may be necessary, however, for a department to schedule employees to work a 40 hour week consisting of designated hours other than the normal schedule.  Your supervisor will explain your work schedule.

Breaks

If an employee’s work situation permits, his/her supervisor may authorize two 15 minute breaks, one in mid-morning and one in mid-afternoon.  At break period you may leave your work area, although where it is necessary to have someone on duty at all times, care should always be taken to see that your work assignments are covered.  The needs of the job must be met first, and in some areas breaks are not possible.  It is not possible to forego breaks to accumulate extra time off in the future.

Time Records

State and Federal laws require records be kept of all time worked by nonexempt employees.  See your supervisor about your time reporting requirements.

Overtime/Compensatory Time (Not Applicable to Faculty)

ABAC is covered by the Fair Labor Standards Act (Wage and Hour Law) and is committed to the fair and equitable payment of time worked.

Who is Eligible?

Employees who are covered by the Fair Labor Standards Act.  At ABAC, eligible employees are those paid on the bi-weekly payroll which includes staff and students.

Who is Not Eligible?

Employees who are exempt from the Fair Labor Standards Act.  At ABAC, this includes faculty, administrative and professional employees.  Exempt employees are paid monthly and do not receive overtime pay.

Normal Work Week

Covered employees are normally expected to work a five day 40 hour week with one hour a day for lunch.  The work week begins Saturday at 12:01 a.m. and ends at midnight Friday.  Some departments (such as public safety) may need to adopt a different work schedule.

If an employee is required to work more than their normal hours early in a work week, then they may be granted time off within the same work week in an equal ratio to the extra hours worked so that the work week does not exceed 40 hours, even though the regular work schedule is changed.

Overtime/Compensatory Time Payment

Employees may not work more than 40 hours a week unless prior approval has been given by their supervisor.  If employees are required to come in early, stay late, or stay during lunch, that will be considered time worked.

Hours worked in excess of 40 hours per week will be paid at one and one-half times the employee’s regular rate.  In lieu of payment for approved overtime work, compensatory time may be granted at the rate of one and one-half hours of compensatory time for each hour of overtime work.   Approved compensatory time is subject to a maximum accumulation of sixty (60) hours and must be expended by the end of the succeeding calendar quarter, and no carryover at the end of June is allowed.

The employee has a choice of compensatory time or overtime pay for hours worked over 40 hours in any work week.

Payday

Paychecks for salaried personnel are issued on the last working day of each month, unless otherwise specified by official notice.  Hourly employees are paid every other Friday.  When you receive your paycheck, make sure the proper deductions have been made.  If you find an error, notify the Payroll Office in Tift Hall.   (391-4868)

Direct Deposit

Direct Deposit is available for paychecks, travel expense reimbursements, and Flexible Spending Account reimbursements.

Job Opportunities

The Human Resources Office will notify employees of available positions by various means including posting notices on official bulletin boards, in the campus newsletter, “Focus”, on the ABAC website, and advertising in the local newspapers of surrounding counties.  Our supervisors are encouraged to promote from within whenever possible.

Resignation

Employees who resign for any reason should give their supervisors or the Human Resources Office as much notice as possible.  Minimum notice is two weeks, but a longer or shorter period of time may be agreed upon in writing between the supervisor and the employee.  An employee with proper notice is entitled to all benefits due.  It will be necessary to meet with the Human Resources office prior to the last day of work in order to get pertinent benefit information.  The Human Resources office must receive a copy of the resignation letter.

Layoff

From time to time it becomes necessary to reduce the work force at the college.  Layoffs are required when personnel reductions are necessary.  Affected employees are given sufficient notice so they may seek employment elsewhere.

Dismissal, Demotion or Suspension

1.         Georgia is an “at will” employment state.  Employment at ABAC is based on mutual consent.  Either      the employee or the employer is privileged to terminate employment.

2.         Dismissal, demotion or suspension of classified employees may be effected by the employee’s immediate supervisor when the supervisor  determines that the employee’s performance of duty or personal conduct unsatisfactory.

3.                  Any employee who is convicted of the unlawful manufacture, distribution, sales, use, or possession of marijuana, a controlled substance, or other illegal or dangerous drug, or who admits guilt of any such offense in a court proceeding, shall be suspended for not less than two months or dismissed after compliance with procedural requirements set forth below.  Such employee shall be required as a condition of re-employment following suspension to complete a drug abuse treatment and education program approved by the President of the institution.

4.                  The employee shall be informed in writing of the reasons for the action taken and granted a reasonable opportunity (not less than five (5) working days) to respond to the next highest authority prior to the effective date of the action; provided, however, that under emergency circumstances when immediate action is necessary, the employee may be forthwith dismissed, demoted or suspended, with or without pay, by the immediate supervisor, pending a review by the next highest authority.

5.                  Any such employee shall also be entitled to the procedural protections of a hearing before a Board of Review convened upon request made within fifteen (15) working days following the adverse personnel decision of his immediate supervisor, provided that the Board of Review hearing may take place either before of after the effective date of the personnel decision in question.  (See Grievance Procedures.)

6.                  An employee who has been dismissed or suspended without pay and is later reinstated shall be entitled to recover back pay unless the President or his designee determines otherwise.

7.                  If, prior to arrest for an offense involving a controlled substance, marijuana, or other dangerous drug, an employee notifies his or her immediate supervisor that he or she illegally uses a controlled substance, marijuana, or other dangerous drug, and is receiving or agrees to receive treatment under a drug abuse and education program approved by the institution President, such employee shall be retained by the institution for up to one year as long as the employee follows the treatment plan.  Retention of such employee shall be conditioned upon satisfactory completion of the program.  The employee’s work activities may be restructured if, in the opinion of the immediate supervisor, it is deemed advisable.  No statement made by an employee to a supervisor or other person, in order to comply with this policy shall be admissible in any civil, administrative or criminal proceeding as evidence against the employee.  The rights herein granted shall be available to a System employee only once during a five-year period and shall not apply to any such employee who has refused to be tested or who has tested positive for a controlled substance, marijuana or any other dangerous drug.

Employees Affected by Reorganization, Program Modification or Financial Exigency

Staff employees who are terminated, demoted, or otherwise adversely affected by reorganization, program modification or financial exigency, as approved or determined by the President of an institution or his designee, shall not be governed by the procedures described in Dismissal, Demotion or Suspension of the Handbook and Appeals.  Such employees shall, however, have the right of appeal to the Board of Regents as provided in Article IX of the Bylaws of the Board of Regents.

Grievance Procedures

In the day-to-day operation of your area or department, problems, misunderstandings and difficulties sometimes occur.  While consideration, cooperation and common sense can solve most of these situations, a few do require special attention.

INFORMAL PROCEDURE – Mediation

What is mediation?  It is an informal voluntary attempt to arrive at a mutual agreement that works in both parties’ best interests that is assisted with the help of a specially trained mediator, whether from the ranks of employees or external, as needed.  For more information or to use mediation call the Director of Human Resources, Alternate Dispute Resolution Campus Liaison, at 391-4888.

FORMAL PROCEDURE

The college has established a formal grievance procedure for handling the wide variety of problems or inequities that inevitably occur.  If you believe that you have a legitimate complaint, you should feel free to discuss it with your supervisor.  If that does not prove satisfactory to you, the normal procedure is then to go to your department head and next to the Affirmative Action Officer.  If it becomes necessary to use formal grievance procedures, refer to ABAC’s Policy Manual.  The Affirmative Action Officer will assist you if you wish.  (391-4890)

Staff employees terminated prior to the completion of the six month provisional period do not have the right to appeal.

RESPONSIBILITIES OF EMPLOYMENT

Personal Conduct

As an employee of ABAC, you are expected to provide reasonable effort and productivity as well as adhering to published rules and regulations, and to accepted customs and standards of courtesy, conduct and cooperation.

The following are examples of actions which are unacceptable to the college and may result in disciplinary action or discharge:

• Unlawful manufacture, distribution, sale, use or possession of a controlled substance or other illegal or dangerous drug at any time or place
• Failure to follow prescribed safety standards
• Failure or being unfit to perform assigned duties
• Conviction of a felony or a crime involving moral turpitude
• Bringing discredit to the college
• Misconduct
• Insubordination
• Negligence
• Falsifying records, reports or information
• Theft
• Intoxication or drinking on the job
• Failure to report an employee’s absence or reason for absence
• Discourteous behavior
• Habitual absence or tardiness
• Unauthorized absence from assigned work area
• Entering an unauthorized area at any time
• Interfering with the work performance of another employee
• Wasting materials
• Willful damaging of equipment or property
• Gambling
• Sleeping while on duty
• Failure to participate in an internal investigation by the institution

Safety

The prevention of accidents is primarily an individual responsibility.  If any unsafe working conditions are detected, report them to your supervisor, Safety Officer, and the Public Safety Office immediately.  The college strives to develop and maintain safe working conditions and encourages you to work carefully and safely.

Attendance

Your supervisor will tell you about your daily work schedule and lunch period.  You will be expected to report for work on time and remain on the job until official quitting time unless you have been excused by your supervisor.   Violation of this rule may result in termination of employment.

Garnishment of Pay

The college considers the acceptance and settlement of just and honest debts to be a mark of personal responsibility.  The college is required by state law to accept and process garnishments served by officials of the court.

Outside Activities

As an employee of ABAC, you should avoid actual or apparent conflict of interest between your job and outside activities.

EMPLOYEE BENEFITS

Vacation (Annual Leave)  (Not Applicable to Faculty)

ABAC provides paid vacations for all regular employees.  Employees working full-time, other than temporary employees, earn vacation at the rate of one and one-fourth (1¼) working days per month for the first five (5) years of employment, one and one-half (1½) working days per month for the second five (5) years, and one and three-fourths (1¾) working days per month for each year after the completion of ten (10) years of continuous service.   If you are working one-half time or more but less than full-time and are other than a temporary employee, you earn and accumulate vacation time in an equivalent ratio to your percentage of time employed.  Earned vacation may be accumulated up to a maximum of forty-five (45) days, or 360 hours, per calendar year.  Employees shall be compensated for up to forty-five (45) days, or 360 hours, of accumulated vacation time upon termination of service from the college for any reason.

Earned vacation shall be taken at times mutually acceptable to the employee and his/her immediate supervisor.  When an employee’s effective date of employment is on or before the 15^th day of the month, he/she will earn leave for that month.  Employees terminating prior to the 15^th day of the month will not accumulate annual leave for that month.  (An employee’s termination date for purposes of establishing vacation, sick and holiday leave will be his/her last working day, and leave will not be accumulated after that date.)

Sick Leave with Pay

For all regular full-time employees of the University System of Georgia, sick leave shall be accumulated at the rate of one (1) working day per calendar month of service.  Regular part-time employees working one-half time or more will accumulate sick leave in an equivalent ratio to their percentage of time employed.  Sick leave for employees shall be cumulative.

Sick leave may be granted at the discretion of the institution and upon approval by the supervisor for an employee’s absence for any of the following reasons:

• Illness or injury of the employee
• Medical and dental treatment or consultation
• Quarantine due to a contagious illness in the employee’s household
• birth of a child
• Illness, injury, or death in the employee’s immediate family requiring the employee’s presence

Immediate family is defined as follows:  spouse, parents, children, grandparents, grandchildren, siblings, step-parents, step-children, and in-laws.

If sick leave is claimed for a continuous period in excess of one week, a physician’s statement is required to permit further claim of sick leave rights by the employee/patient.  This statement must be presented to the Human Resources office.  If you are out sick but you are using annual leave also, Human Resources needs to know in order to meet regulations for Family Medical Leave Act (FMLA).

A terminating employee shall not accumulate sick leave or be entitled to receive sick pay after the last working day of his or her employment.

Upon the movement of an employee among institutions of the University System, accumulated sick leave will be transferred if there is no actual break in service.

Sick Leave Credit Toward Retirement

Employees are encouraged to save their sick leave because unused sick leave can count toward years of service credit in Teachers’ Retirement.  For more information see the TRS Members’ Guide available in the Human Resources Office.

Sick Leave Without Pay

Any employee unable to return to work after exhausting all accumulated sick leave and accrued annual leave, may be granted sick leave without pay for a period not to exceed one year.  Furthermore, such approved sick leave shall allow the employee the right to continue his or her group insurance benefits, as long as he/she continues the employee’s portion of the premiums.  The institution will continue its share of the cost for such a period.  All other benefits are prohibited which otherwise would accrue to the employee. 

Educational Leave Without Pay

Institutions may grant educational leave without pay to full-time employees for periods not to exceed one year at a time for the purpose of pursuing a course of instruction offered by an institution of higher education (for example, to complete a doctorate).  Such approved leave shall allow the employee the right to elect to continue group insurance benefits, as long as he/she continues the employee’s portion of the premiums.  The institution will continue its share of the premiums for the period.

Military Leave With Pay

Ordered Military Duty

For any Ordered Military Duty Human Resources must receive a copy of the order for duty.  For the purpose of this policy, ordered military duty shall mean any military duty performed in the service of the State or the United States, including but not limited to service schools conducted by the armed forces of the United States.  Such duty, performed for a period or periods not exceeding a total of thirty (30) days in any one calendar year, shall be deemed “ordered military duty” regardless of whether the orders are issued with the consent of the employee.

Leave of Absence

An employee who receives orders for active military duty shall be entitled to absent himself or herself from his or her duties and shall be deemed to have a leave of absence with pay for the period of such ordered military duty, and while going to and returning from such duty, not to exceed a total of eighteen (18) work days in any one continuous period of absence.  At the expiration of the maximum paid leave time, continued absence by the employee shall be considered as military leave without pay.  The employee shall be required to submit a copy of his or her orders to active duty.

Emergency Leave of Absence

Notwithstanding the forgoing leave limitation of 18 days, in the event the Governor declares an emergency and orders an employee to State active duty as a member of the National Guard, such employee while performing such duty shall be paid his/her salary or other compensation as an employee for a period not exceeding thirty (30) days in any one calendar year and not exceeding thirty (30) days in any one continuous period of such State active duty service.

Payment of Annual Leave

After an employee has exhausted his/her paid military leave, an institution may pay the employee for his/her accumulated annual leave. 

Sick Leave for Maternity Reasons

Disability due to pregnancy shall be considered as any other disability and appropriate sick leave provisions will apply before and after the pregnancy.  If sick leave is taken for more than one week, a doctor’s excuse must be provided to the Human Resources office.

It is of the utmost importance that the supervisor is informed of the pregnancy in order to assist the employee and ABAC with making a smooth transition during the period of absence.  The Human Resources office should be contacted as soon as possible in order to ensure that proper procedures are followed.

Family & Medical Leave

In accordance with the federal Family and Medical Leave Act (FMLA) of 1993, an eligible employee may be entitled to up to twelve workweeks of leave during any twelve-month period for one or more of the following reasons:

• The birth and care of a newborn child of the employee;
• The legal placement of a child with the employee for adoption or foster care;
• The care of an immediate family member (defined as the employee’s spouse, child, or parent) with a serious health condition; or
• A serious health condition of the employee him/herself, which renders the employee unable to perform the duties of his/her job.

Both the employee and the institution have rights and responsibilities under FMLA.  Detailed definitions and procedural information are outlined in the corresponding USG HR FMLA Procedure.  http://www.usg.edu/employment/benefits/fmla/

Briefly, FMLA leave is without pay and is designed to hold a place of employment for you until you return to work.  It begins with the first occurrence of the event (birth, adoption or illness). Paid leave must be used first and any remaining portion of the twelve weeks is without pay. 

Personal Leave

At the discretion of the President of an institution, personal leave of absence without pay for periods not to exceed one year may be approved.  Such approved personal leave shall allow the employee the right to continue group insurance benefits, as long as he/she continues the employee portion of the premiums.  The institution will continue its participation.

Voting

Employees of the University System are encouraged to exercise their constitutional right to vote in all federal, state, and local elections.  When an employee’s normal working hours coincide with voting hours, the employee shall be granted leave as stipulated by his/her immediate supervisor, for the purpose of voting.

Court Duty

Court duty leave with pay shall be granted to regular employees for the purpose of serving on a jury or as a witness.  Such leave shall be granted upon presentation of official orders from the appropriate court.  A copy must be sent to Human Resources.

Selective Service and Military Physical Examination

Any regular employee required by federal law to take a Selective Service or Military physical examination shall be paid for any time lost to take such an examination.

Other Leave

In the event of inclement weather or an emergency which requires leaves of absence of employees, the President of a unit in the University System may declare leave with or without pay.

Holidays

ABAC observes twelve (12) official paid holidays each year.  A schedule of the holidays will be published each year by the college.  A terminating employee shall not be paid for any official holiday occurring after the last working day of his/her employment.

Retirement

The Teachers Retirement System (TRS) of Georgia was established by the General Assembly of the State of Georgia in order to provide retirement allowances for teachers of Georgia and other employees of the University System of Georgia.  As a condition of employment, all regular classified employees of the college (less than age 60) working one-half time or more are required to be members of the TRS of Georgia.  Employees who are at least 60 at the time they become employed may decline TRS membership.  Employees who are not eligible for membership and do not make retirement contributions are as follows:

• Any employee whose term of employment does not exceed six (6) months
• Any employee who is employed less than one-half time
• Alien employees, except in those cases where the alien holds a resident visa
• Student employees are considered by the TRS to be “temporary employees” and therefore are not eligible for membership.  (A student for this purpose is defined as a person whose primary purpose is to acquire an education at the college.)

Eligible employees contribute five (5) percent of their gross salary to the TRS.  The State of Georgia also contributes matching funds to the system.  This rate has always been greater than the percentage contributed by the employee.

If a member terminates employment or becomes ineligible for membership in the TRS, all contributions and earned interest will be returned upon application by the employee.  Interest is credited to member accounts each June 30.  You may incur a federal tax penalty for early withdrawal of your contributions to the retirement system.

The TRS of Georgia law provides for monthly benefits in the event of death or totall disability when the member has credit for at least ten (10) years of service under the system.  Until a member has at least ten (10) years of service credit, his/her beneficiary can recover only a lump sum refund of the member contributions plus interest as survivor benefits.

More detailed information on the TRS of Georgia may be obtained from the TRS Members’ Guide, available from the Human Resources Office.

Retirement transfer:

Employees who transfer to other agencies that are covered by TRS will keep their same account and their years of service credit will transfer with them.

Employees who transfer to other state agencies that are covered by the Employee Retirement System (ERS) may be eligible to transfer their time from TRS to ERS.  If these employees have ten (10) years credit in TRS they will be eligible to continue in TRS.

Employees who transfer from other state agencies that are covered by ERS and have at least ten (10) years service credit will be eligible to continue membership in ERS.

Retirement

Optional Retirement Plans (Available to Administrators and Faculty)

Faculty and Administrators may choose an optional retirement plan.  The Human Resources office will provide the information needed to enroll in one of these plans.

Life Insurance

The college offers a group life insurance program to its regular employees working at least one-half time or more.  A basic amount of life insurance is automatically provided at no charge to all eligible employees.  Each employee, however, must complete an application for life insurance in order to name a beneficiary of the policy.  An employee may also purchase additional supplemental insurance coverage and/or dependent life insurance.

The dollar amount of coverage available to you is dependent upon your annual salary as shown in the life insurance schedule in the Group Health and Life Insurance Booklet.  No evidence of insurability is required for supplemental and/or dependent coverage if application for such coverage is made within thirty-one (31) days of employment.  Both basic and supplemental life insurance plans contain accidental death and dismemberment benefits.

Insurance premiums are deducted from your payroll check each month.  Employees on bi-weekly payrolls will have life insurance premium deductions made from the first two paychecks received each month.  If you leave our employment, your group life protection continues until the last day of the month in which you work.  You can convert your group life insurance to an individual life insurance policy within thirty-one (31) days after coverage ends without medical examination.  (Call the Human Resources Office for details, 391-4888.)

Social Security

ABAC’s regular full-time employees participate in the Social Security Program.  The contribution under this program is shared by the individual and the college.  The amount of contribution and the benefits you receive are established by the U.S. Congress.

Georgia Defined Contribution Plan

This plan covers employees who are not eligible for social security membership.  The current cost of this program is seven and one-half (7 1/2) percent and may be refunded or used as a retirement plan.

Health Insurance

ABAC offers a group health insurance plan to all regular employees working one-half time or more.  Upon employment, you must apply within thirty-one (31) days.  If you do not apply within thirty-one (31) days of your employment, you can apply during an open enrollment period offered once a year.  Coverage under this plan will take effect on the first day of employment, provided your employment begins prior to the 16^th of the month and you elect “first day coverage.”   However, you must pay the full premium for that month.  Otherwise your coverage begins the first day of the following month of employment.  ABAC pays most of the cost of this coverage for you.

Insurance premiums are deducted from your payroll check each month.   Employees on bi-weekly payrolls will have insurance premium deductions made from the first two paychecks received each month.   If you leave our employment, your group health insurance can be continued for up to eighteen (18) months and if one of your dependents loses coverage while you are employed, coverage can be continued for up to thirty-six (36) months.  In either case, you will be required to pay 102% of the total premium.  See the Human Resources Office for details or call 391-4890.

Dental Insurance

You may purchase our dental insurance separately from our health insurance; however, you must apply for coverage within thirty-one (31) days of employment.  If you do not take the dental coverage upon initial employment you can not pick it up later unless there is an offer to join during Open Enrollment.

Retired Employee Insurance

Retiring career employees may continue as members of our group life and health insurance programs.  See the Human Resources Office website for details or call 391-4890.

Long-term Disability Insurance

ABAC offers a long-term disability insurance protection plan to provide you with a monthly income should you become totally disabled while employed at the college This is a voluntary program with all cost paid by the employee.  The cost of this program is small. 

Flexible Spending Accounts

• Child Care
• Health Care

If you have out-of-pocket expenses for either child care or health care, you may be able to save tax money by making payroll deductions.  If you are interested, contact the Human Resources Office.

Tax Deferred Annuities

The U.S. Internal Revenue Service code provides that ABAC may purchase tax deferred annuities for employees of the college and that the portion of an employee’s salary put into an annuity will not be taxed to the employee currently but when received in a refund or in retirement income.  Other tax sheltered plans are also available.  Employees interested in this voluntary program should contact the Human Resources Office.

Workers’ Compensation

All employees of ABAC are covered under the provisions of the Workers’ Compensation Act.  This act provides protection for the employee in the event of injury of death while performing services for the college.  If you should incur an on-the-job accident, you must immediately notify your immediate supervisor and Human Resources in order for the necessary paperwork to be completed within five (5) days as required by law.

You must be referred to a physician chosen by AmeriSys (administrators for the State of Georgia Workers’ Compensation Managed Care Organization).  All instructions and telephone numbers needed to report accidents after hours are included in the brochure, “Employee Handbook for State of Georgia Department of Administrative Services Workers’ Compensation Managed Care Organization” and on the “Workers’ Compensation Managed Care Plan” card distributed to the employee at the time of employment.

Unemployment Compensation

College employees are covered under the Georgia Employment Security Law. commonly known as Unemployment Compensation.  This law was enacted to provide a source of economic security when persons become unemployed through no fault of their own.   The act helps the worker get through a trying period of involuntary unemployment.  It allows the employee to maintain some degree of purchasing power until he/she can become re-employed.  The benefits provided under the law are coordinated between the Human Resources Office and the local office of the Georgia Department of Labor.

Gratuities

No employee may accept gratuities, courtesies, or gifts in any form whatsoever from any person or persons, corporation or association that, directly or indirectly, may seek to use the connection thus formed for securing favorable comment or consideration on any commercial commodity, process or undertaking.

ITEMS OF INFORMATION

Information on AIDS

The best currently available information is that HTLV-III (the virus that causes AIDS and AIDS Related Complex) is not transmitted by any form of casual contact.  If an employee has concerns about the presence of a person with the AIDS virus, that individual should be directed to a knowledgeable counselor or administrator (Student Development, Director of Health Services or Vice President for Student and Enrollment Services) to help relieve concerns and to obtain additional information.

Identification Card

I.D. cards are required in order to obtain a vehicle parking permit.  At the beginning of each term, the Student Affairs Office issues I.D. cards as needed.

Automobile Registration and Parking

Traffic regulations on campus have been established for everyone’s convenience and well being.  You must register your automobile if you are going to park on the campus.  You will be issued an employee permit for your vehicle which will allow you to park in designated faculty/staff parking spaces.  Further information and parking rules may be obtained from the Public Safety Office, located in the north wing of Weltner Hall, downstairs.  The telephone number is 391-5060.

Telephone Service

Employees should consult their supervisor about the procedure to place calls.  The phone is to be utilized for business purposes, not personal calls, and prompt courteous telephone manners are expected by all users.

Campus Electronic Mail and Communications

It is our policy to make electronic mail facilities, including Internet connection, available to all members of the college community to support the mission of the college.  To help assure valid usage of Internet facilities, we ask that everyone adhere to the policy presented on the following link:

http://www.abac.edu/OITS/policy/emailpolicy.htm

For your convenience, a campus email announcement list is maintained by OITS.  You may e-mail the faculty and staff by following the directions at http://www.abac.edu/WebMail/announcements.htm

Soliciting/Canvassing

Canvassing, placing of signs and posters for solicitation purposes, chain letters, collections of any kind, and sales of tickets or merchandise are prohibited on college premises.  To send announcements of a personal nature, such as Items for Sale, follow the directions at http://www.abac.edu/WebMail/classifieds.htm

Library Privileges

All regular employees are entitled to use the college library and, in general, are subject to the same rules as students.

Athletic Events and Facilities

Regular staff employees working half-time or more are encouraged to attend athletic events and use the athletic facilities.  These are usually free if you have a current I.D. card.  Check with the Division of Health, Physical Education, and Recreation, 391-4930, for details.

Fishing – Lake Baldwin

Lake Baldwin is stocked with bass and bream, just waiting for you.  Permits can be obtained from the Agriculture Division, 391-4790.

Food Services

The college contracts with SODEXHO, Inc. to operate dining facilities at the Donaldson Dining Hall where employees may purchase meal plans or pay for individual meals.

Continuing Education and Life Long Learning

All regular employees are encouraged to attend continuing education courses when their schedules permit.  Regents’ policy allows employees of a unit of the University System to attend credit classes offered by that same institution on a non-credit, space available basis at no charge.  Those interested in taking advantage of a class in this manner should contact the appropriate division chair for permission to attend.  Similarly, employees may attend continuing education classes on a space available basis at no cost or reduced cost by contacting the Public Service and Business Outreach Center, 391-5069.   In neither of these cases may credit be earned, but the content of such courses is available without the payment of tuition for those employees who desire to take them.

Tuition Assistance Program (TAP)

Full time employees (who meet the applicable admissions standards and have received appropriate prior authorization from their institutions) with at least six (6) months service may register without tuition or fees for up to eight (8) semester hours per term on a space available basis at ABAC or other university system institutions.  See the Human Resources Office or the Human Resources page of the ABAC website for information and assistance.  http://www.abac.edu/hr/

SUMMARY OF BENEFITS

For More Information:

Human Resources Office

Branch Student Center, 3^rd Floor, 391-4890

Affirmative Action Officer

Branch Student Center, 3^rd Floor, 391-4890

Agriculture & Forest Resources Division (Lake Baldwin)

Ag Sciences Building, 391-4790

Public Service & Business Outreach Center (Continuing Education)

Weltner Hall, 391-5069

Health, Physical Education, Recreation and Athletics

Gressette Gym, 391-4930

Public Safety Office (ABAC Police)

Weltner Hall, 391-5060

Vice President and Dean of Academic Affairs

Branch Student Center, 2^nd Floor, 391-4780

Director of Student Life and Housing

ABAC Place, Town Hall, 391-5140

STUDENT MEDICAL EMERGENCY PROCEDURES

If a student has a medical emergency contact:

• The Student Health Center (391-5035)

If it is life threatening also contact:

• Tift County EMS (382-2323)
• Public Safety Office (391-5060)

CAMPUS COORDINATORS

ABAC Health Center – Ms. Wanda Golden, Chair of Nursing Division/Director of Health Center, Health Sciences Building, 391-5030

Affirmative Action/Equal Employment Opportunity/Civil Rights Issues (Faculty/Staff) – Ms. Bertha Daniel, Director of Human Resources, Student Center, 391-4890

Alternative Dispute Resolution (ADR)/Conflict Resolution/Mediation –

Ms. Bertha Daniel, 391-4890

Civil Rights Issues (Students) – Dr. Gail Dillard, Vice President for Student Affairs, J. Lamar Branch Student Center, 2^nd floor, 391-5130

Drug Testing Coordinator – Ms. Bertha Daniel, 391-4890

Emergency and Natural Disaster – Mr. Bryan Golden, Director of Public Safety, Weltner Hall, 391-5060

Environmental Health and Safety Coordinator –Director of Plant Operations, Physical Plant, 391-5180

Faculty/Staff Development Coordinator – Mrs. Joy Godin, Division of Business Administration, 391-4834, 391-5090

Fire Officer – Duane Weeks, Project Coordinator, Physical Plant, 391-5186 or Michael McLean, Maintenance Supervisor, Physical Plant, 391-5184 or 391-5180

Hazardous Chemicals Coordinator (Academics) – Dr. Barry Miburo, Science/Math Division, Conger Hall, 391-5117

Hazardous Chemicals Coordinator (Non-Academics) – Mr. Michael McLean, Maintenance Supervisor, Physical Plant, 391-5184 or 391-5180

Homeland Security Contact –Mr. John Clemens, Vice President for Fiscal and Physical Affairs, Evans Hall, 391-4872

Honors Program - Luke Vassiliou, Assistant Professor, Humanities, King Hall,                    Room 5, 391-4973

Lost & Found –Van McGriff, Office of the Vice President of Student Affairs,

391-5130

Open Records - (Faculty/Staff) - Dr. Donna Miller, Director of Institutional Research & Planning, Carlton Center, 391-4980

Open Records - (Students) - Ms. Beth Saxon, Director of Enrollment Services, J. Lamar Branch Student Center, 2^nd floor, 391-5001

Out-of-State Tuition Waivers for Foreign Students – Dr. Gail Dillard, 391-5130

Records Management Officer – Ms. Bertha Daniel, 391-4890

Safety Officer – Mr. John Clemens, 391-4872

Section 504 (Handicapped Regulations) Coordinator for Employees –

Ms. Bertha Daniel, 391-4890

Section 504 (Handicapped Regulations) Coordinator for Students –

Dr. Gail Dillard, 391-5130

Sexual Harassment (Contact any of the following)

FACULTY:                 V.P. and Dean of Academic Affairs                                   391-4780

                                    J. Lamar Branch Student Center, 2^nd floor

STAFF:                      Director of Human Resources                                             391-4890

                                    J. Lamar Branch Student Center, 3^rd floor

STUDENTS:              V.P. for Student and Enrollment Services              391-5130

                                    J. Lamar Branch Student Center, 2^nd Floor

Director Health Services                                                      391-5030

                                    ABAC Health Center

Study Abroad - Brian Ray, Assistant Professor, Humanities, Conger Hall,

Room 309, 391-4969

Title IX – Ms. Bertha Daniel, 391-4890

Voter Registration – Dr. Gail Dillard, 391-5130                                                                        

8/1/07