Administrative Divisions

Prescription Drug Coverage

For the BCBS Community Blue Plan the prescription co-pays are as follows:

Generic Drugs - $10
Preferred Brand Name Drugs - $20
Non-Preferred Brand Name Drugs - $40
Mail Order Prescription Drugs (up-to 90 day supply)
Generic Drugs - $10
Preferred Brand Name Drugs - $20
Non-Preferred Brand Name Drugs - $40

For the BCBS Community Blue High Deductible Plan the prescription co-pays are as follows:

Generic Drugs - $10
Brand Name Drugs - $40
Mail Order Prescription Drugs (up-to 90 day supply)
Generic Drugs - $10
Brand Name Drugs - $40

Enrollment and additional information for Mail Order Prescriptions contact:

Blue Cross Blue Shield of Michigan - Express Scripts®.

Life Insurance and Accidental Death and Dismemberment

Salaried Employees: You will receive a life insurance policy valued at two times your annual salary, at no cost to you unless the volume exceeds $50,000, then the IRS will tax you on the excess premiums, monthly via payroll deduction. You may cap your benefit at $50,000, if applicable. Accidental Death & Dismemberment doubles the life insurance benefit to your beneficiary if you die by accident (e.g. if you have a $60,000 life insurance policy and die by accident, your beneficiary(s) will received $60,000/Life + $60,000/AD&D for a total of $120,000).

Union Employees: Please refer to the collective bargainin agreement for details on your life insurance benefit.

Please contact Human Resources (517-629-0205 or ) to update your beneficiary(s).

Benefit Summary - Clerical

The benefit information provided below is a summary of the benefit information provided in the current Collective Bargaining Agreement (CBA) between the College and Union Representation for Clerical Employees.  Union employees should consult the CBA for specific details.

Health Insurance:

You may choose between the 0002 Blue Cross Blue Shield (BCBS) Community Blue PPO plan or the 0003 BCBS Community Blue PPO plan. 

  • The 0002 plan has a $500/single, $1000/family, annual deductible with a 80%-20% co-insurance split of the approved amount for in-network providers. 
  • The 0003 plan has a $1500/single, $3000/family annual deductible with an 80%-20% co-insurance split of the approved amount for in-network providers. 

The College pays the single subscriber premium for the 0002 plan. The College will contribute up to 50% of the dependent premium and the employee is responsible for the remainder of the premium to insure any dependents.

Rx:

The above medical plan includes prescription drug coverage. The 0002 plan has $10/$20/$40 co-pays per generic/formulary brand name/non-formulary brand name prescription. The 0003 plan has $10/$40 co-pays per generic/brand name prescription. A mail order program is also available.

Dental Insurance:

The dental plan is with BCBS has a $100 deductible and 90%-10% co-insurance on basic services and 50%-50% on other services. $1000 maximum benefit per year for each participant. The College pays the single subscriber premium.

Vision Insurance:

This is a  voluntary, 100% employee paid vision care program. This plan covers one complete eye exam in any 12 consecutive month period with a $10 copay (VSP network doctor) and prescription glasses (lenses and/or frames) at a combined $25 copay. Participants are eligible for new lenses once every 12 months and frames once every 24 months. Medically necessary contact lenses $25 copay.

Disability:

The Short Term Disability (STD) plan is offered through The Standard, a third-party provider.  Effective July 1, 2009 you may be paid $300.00/week less taxes. STD is payable for up to 26 weeks after a 14 day wait period.

Long Term Disability (LTD) picks up after STD ends, if you are still disabled. With terms and conditions met, LTD pays 60% of your salary. One year waiting period to participate.

Life Insurance/AD&D:

Group Life insurance ($50,000) and Accidential Death and Dismemberment insurance ($50,000) is provided at no cost to the employee.  The Standard is the current plan carrier. See details in the CBA.

Retirement:

The College offers a 403(b) Retirement Annunity (RA) plan administered by  Teacher’s Insurance and Annuity Association/College Retirement Equities Fund (TIAA/CREF). There is a two year wait for participation eligibility. When enrolled in the plan, you will contribute 1% of your taxable gross earning (mandatory) with the College contributing 6%. Includes waiver of premium if you are totally disabled.  The College also offers a Supplemental Retirement Annuity (SRA) plan also administered by TIAA/CREF.

Flexible Benefits (Section 125 Reimbursement Program):

You may elect salary reduction (pre-tax) for non-insured medical expenses and/or dependent care expense.

Tuition Remission and Exchange:

This superb benefit is available, under certain guidelines, for employees and qualified dependents. See details in the CBA.

Employee Assistance Program:

The College contracts with Behavioral Health Resources (BHR) for confidential assistance with everyday issues: marital, family, grief counseling, physical health, emotional health, elder care, substance abuse, financial counseling, and job stress.

Supplemental Income Insurance - Aflac:

There are two products offered – an Accident/Injury and a Critical Illness plan. The AFLAC products do not replace any existing benefit. It is an additional voluntary benefit offered at a group rate which is paid 100% by the employee.

Holiday, Medical and Vacation Pay:

The College recognizes most major holidays and provides paid vacation to all individuals covered by the CBA. Vacation must be used in the fiscal year awarded or it is lost.  Associate members may earn 1 day of medical pay per month.  Medical pay may be accumulated up to a maximum of 65 days.  Please see the CBA for details for allocation and usage.

Amenities:

  • Free parking
  • Discounted meal prices at cafeteria
  • Bookstore discount
  • Access to campus events (e.g. speakers, concerts, performances, athletic events)
  • Library access
  • Free gym access including full size pool, jacuzzi, weight room, racquetball courts, basketball courts, cardio equipment, indoor and outdoor track, indoor and outdoor tennis courts, and an employee-only exercise facility
  • Nature center with hiking/walking trails
  • On-site flu shots
  • Free professional headshots

For more information, please contact Human Resources at (517) 629-0205 or .

Supervisor Information

A Student Employment Handbook (PDF) is available online.

Becoming a Student Supervisor

At the beginning of an academic year your department chair or department head will appoint Student Employee Supervisors and Alternate Supervisors. This information is communicated to the Student Employment Office (SEO) which then enables you to post student jobs, hire and approve student employees work hours.

If you are not sure if you are a student supervisor, or would like more information, please contact the Student Employment Office.

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Responsibilities of a Student Payroll Supervisor and Alternate Supervisor

  1. Tell the student that they are responsible for completing tax and I-9 information in the Student Employment Office (SEO) (if they have worked on campus in the past these forms should already be on file). This must be completed before a student can begin working for you. According to the Department of Homeland Security U.S. Citizenship & Immigration Services any individual working within the United States must have evidence of identity and employment eligibility within 3 business days of the date employment begins. If the I-9 has not been completed within 3 business days employment must cease. Students who do not have their tax forms and I-9 information filled out will not be able to be authorized as a student employee and will not have the capability of reporting their hours worked on the Online Time Clock until they have these forms on file with the SEO.

    The Student may print the required forms online, but they must turn them in personally (bringing the required identification) to the Human Resources/Student Payroll Office located in the Campus Building at 1003 E. Cass St.
     
  2. After the student has been entered in Banner as a student employee, you must enter the new employee by submitting the Notification of Hire form using the position number, organization code and rates provided to you by the SEO. By submitting the Notification of Hire form you are assigning a Supervisor or Alternate Supervisor responsibility to yourself and another person in your department. As such, you are responsible for verifying and processing time sheet information to the SEO. ***New employees added in the last 7 days of a pay period may not be paid until the following pay period.
     
  3. After submitting the Notification of Hire form, you will receive an email from the SEO office within 3-5 business days that the students you submitted may begin working on the date provided on the form. It is then up to you, as the supervisor to notify your student that he/she can begin working.
  4. The SEO will notify you if the position number, organization code or rate you entered is NOT approved. There are additional circumstances that may cause a student to not be authorized to work (such as, Resident Assistants are not eligible to work other positions on campus) and SEO will contact you and/or the student as soon as possible after receiving the authorization.
     
  5. You are responsible for training your student employees on the use of the ACIS time clock system. If you are not familiar enough with the time clock program, please contact the SEO for additional training at x0203
     
  6. As a Supervisor/Alternative Supervisor it is important for student employees and student employment supervisors to keep open communication with each other regarding the student employee's total weekly work hours for each of their campus jobs. It is very important to let your students know that they must log their hours worked on the actual day & time that they worked. Reporting hours or shifts as a lump sum is not permitted and will not be approved for payment until they are corrected. If you as the supervisor are approving hours but you are not directly supervising the student's work schedule before approving the students hours for the pay period, it is recommended that you print that student's timesheet and have the individual who is directly supervising the students work schedule verify the hours by reviewing and signing off. Students are limited to 20 hours per week for all campus jobs. This allows the College to provide employment opportunities to more students. This is especially significant for work study and International students who are limited by federal regulations.

    IMPORTANT: The work week runs from Monday to Sunday no matter when the pay period ends.

    Students who work more than 20 hours per week without prior approval from their supervisor risk employment disciplinary actions up to and including termination.

    Student employee supervisors that allow their student workers to repeatedly work more than 20 hours per week risk disciplinary action and/or loss of privilege of the department to have student employees.
     
  7. Each department will be supplied with a copy of the Student Employment Handbook. Please make this available for your students to read. Supplying them with a copy of the Student Employment Handbook at time of hire is encouraged.

Posting a Student Employment Opportunity

Posting a student job opening with the Student Employment Office will ensure that you have a access to a wide pool of students actively looking for a position on campus. In fact, the Student Employment Office asks that departments avoid independent advertising of job openings in order to be fair to all job seeking students.

Please complete a Student Job Posting Form (network login required) and return to the Student Employment Office (SEO). The SEO will post your position on the SEO website. Students are encouraged to use this site when searching for campus employment so you should begin receiving inquiries shortly after posting the position.

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Pay rates - Hourly or Flat Rate?

Students should be paid an hourly wage unless the nature of the position makes it impossible to determine an hourly rate such as research positions, Resident Assistants, etc. Please contact SEO if you need assistance determining the proper pay rate.

You must have prior approval from Student Payroll before hiring a student to be paid a Flat Rate.

Students working a flat rate position should not be working at other positions. If the position is to be paid as a flat rate please contact the Student Payroll Supervisor and turn a signed copy into the Student Employment Office at least 7 days prior to the end of the pay period.

Please note that students with Federal Work Study cannot utilize this award under a flat rate pay as regulations require us to be able to document an hourly wage for Federal Work Study.

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Approving Student Time Sheets and reporting to SEO

At the end of a Payroll Period you (as the Student Supervisor) will need to approve the timesheets for your student employees.

  • You must set the deadline for your student employees to have their timesheets verified. Student Employment suggests that you have them report to you by 4:00 p.m. on the first day of the next pay period.
     
  • You are expected to approve your student's timesheets by 4:00 p.m. the second day of the next pay period. Not meeting this deadline will result in the student not being paid until the following pay period. If your student has not submitted their time for approval you will no longer be able to approve their time. If your student employee has not submitted their time for approval, please get with them ASAP and make sure this is done by the deadline. Approving the timesheet is your communication to Student Payroll that you have reviewed the timesheet and are recording the time worked as accurate. You may need to work with student work schedules to verify the data entered by the student. In those circumstances where the person approving the timesheet online is not the person who knows when hours were actually worked, you are encouraged to have the student bring a printed version to the "direct supervisor" for a signature indicating they too are approving as accurate.
Online Time Clock System

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