Disability - Short Term
Full-time faculty and administrative employees.
Albion College provides salary continuation to those full-time employees temporarily disabled due to a non-occupational accident or illness including, in the case of a female employee, pregnancy and pregnancy- related conditions.
An employee shall be eligible for full salary continuation and partial salary continuation as follows:
- Full salary will continue for two (2) weeks for each year of service up to ten (10) years of service, and three (3) weeks for each year of service over ten (10) years of service, up to a maximum of 26 weeks (6 months).
- Partial salary will continue at fifty percent (50%) of an employee's monthly salary for employees with less than five (5) years of service, which shall be payable after the exhaustion of the payments in step 1, up to a maximum of 26 weeks (6 months).
- Partial salary continues at sixty percent (60%) of an employee's monthly salary for employees with more than five (5) years of service, which shall be payable after the exhaustion of the payments in step 1 up to a combined maximum of twenty-six weeks.
- Full and partial salary continuation payments will be computed on the basis of the employee's salary at the time the medical leave commenced.
- Once an eligible employee recovers from a disability and returns to full-time work, the employee shall again be eligible for salary continuation.
- Subsequent disabilities arising from the same cause or a recurrence of a previous disability will be considered a new disability only if the employee has returned to work full time for a minimum of two (2) weeks.
- If an employee receives or is entitled to receive benefits from the disability provision of an individual "No Fault" automobile policy, benefits payable will be reduced by that amount of benefits the employee receives or is entitled to receive from the "No Fault" automobile policy.
- The College will require the employee to furnish written statements from a qualified physician specifying the nature and extent of the disability.
Revised 7/97 - Cabinet approved
COI Disclosure Letter
COI Letter of Disclosure (PDF)
C.O.B.R.A. (Health Insurance Continuation)
All full-time employees.
The College will pay the premium for health insurance coverage for the covered dependents of a deceased employee for two months.
Health care benefits may be continued by the College's medical carrier(s) by the dependent(s) of a deceased employee as outlined in the guidelines established by the Consolidated Budget Reconciliation Act of 1985 (C.O.B.R.A.) In the event the spouse of the deceased employee remarries and is covered under the new spouse's group health plan, eligibility for coverage will cease as of that date.
To be eligible, the dependents must be carried as dependents of the deceased employee on the date of death.
After the initial two months as outlined above, coverage will continue for the specified period of time as long as monthly premiums are paid in advance in the Human Resources Office.
The Human Resources office will advise the surviving dependent(s) of the coverage available and procedure for making application as outlined in the guidelines of C.O.B.R.A.
Monthly premium payments must be made in the Human Resources Office by the 25th of the month preceding the month in which coverage is to be effective.
Revised 7/97 - Cabinet approved
Alcohol/Drugs (See - Substance Abuse)
All faculty and staff.
Albion College subscribes to the objectives of the Drug Free Workplace Act of 1988 and prohibits the unlawful manufacture, distribution, dispensing, possession or use of any controlled substance in the workplace.
Employees convicted of any workplace-related criminal drug conviction must inform the Director of Human Resources of the conviction within five (5) days.
Albion College will notify the federal agency that contracts with or provides grants to the College within ten (10) days after receiving notice of an employee's criminal drug statute conviction for conduct in the workplace.
As a condition of employment at Albion College, employees must abide by the terms of this policy. The College shall have the right to discharge employees convicted of violating any criminal drug statute which occurred while in the workplace.
Cabinet reviewed 7/97