Full-Time Classified Benefits Summary

Part-Time Classified Benefits Summary

Full-Time Unclassified Benefits Summary

Part-Time Unclassified Benefits Summary  (PDF)

Fact Sheets Regarding Retirement

• Beneficiary Designation
• Conversion of Group Life Insurance
• Deferred Retirement
• Dental Plans – Retirees
• Disability Retirement Benefits
• Divorce, Dissolution of a Civil Union, and Your Retirement Benefits
• Employment after Retirement Restrictions
• Family Status Changes — Retirees
• Health Benefits Coverage — Enrolling as a Retiree
• Health Benefit Programs and Medicare Parts A and B for Retirees
• Qualified Domestic Relations Order (QDRO)
• Retirement Checklist
• Retirement Check Information
• Retirement — How to Apply for PERS members
• Retirement — PERS & Pension Options
• Taxation of Retirement Benefits
• Veteran Status

Retirement Forms and Applications

Retirement Estimate Requests (PERS)

PERS Online Retirement via MBOS

Forms For Retirees (PERS)

ABP Retirement Application (PDF)

Ramapo College Benefits Available to Faculty and Staff Retirees

All-College Events

Retired faculty and staff are encouraged to attend all-College events such as Commencement, Founders’ Day, State of the College Address, Convocation, Ground Breakings and Dedications, Campus Holiday lunch, summer concerts, etc.

Athletic Events

Faculty and staff rates will be honored for events at the Sports and Recreation Center.  A Retiree may attend regular season home athletic events at no cost upon presentation of their Ramapo Retiree ID card.  For a schedule of events, please check the Athletics website http://www.ramapoathletics.com/

Campus Store

https://www.ramapo.edu/bookstore/
Retirees are entitled to a 10% discount for purchases at the Campus Store with a retiree ID card.

Class Attendance

Faculty and Staff retirees may audit one undergraduate level class during the spring and fall semesters. Sign-ups can only be done in person (check the calendar on the Friends of Ramapo Home page for dates). The student must meet prerequisites or have permission of instructor to waive prerequisite requirement. Participation is on a space-permitting basis (minimum of two seats must be available). Certain courses may be excluded and some may require a lab fee. No transcript is maintained. All books/lab fees are the responsibility of the student.

Credit Unions

Retirees may retain their accounts with North Jersey Federal Credit Union or Visions Federal Credit Union.

Dining Halls

Retirees are welcome to use all dining services on campus, including the Birch Tree Inn and Pavilion, the Atrium, and Curtain Call Cafe. Please check the website for hours of operation. https://ramapo.sodexomyway.com/

Email Account

Tenured faculty and staff with more than ten years of service must inform POER at the point of retirement, if they wish to be provided with a Ramapo Retiree email account. This allows receipt of all-College messages, as well as remote access to electronic databases in the Library. Please advise the Benefits representative during your retirement interview if you wish to sign up for a retiree email address.

Emeritus Policy

Retiring faculty (associate or full professor), retiring presidents, provost/vice president for academic affairs, and academic and non-academic administrators of the college at the rank of dean or higher who have served at the College for at least ten years may be honored with emeritus status. Emeritus status provides special rights and privileges in addition to those retiree benefits listed herein. These include payment of faculty overload rate for teaching adjunct courses, receipt of selected publications, access to an emeritus office, listing in the College catalogue, and full participation in College commencements and convocations. President recommendation and Board approval are required for emeritus designation.

Friends of Ramapo

https://www.ramapo.edu/foundation/friends/
Retired faculty and Staff shall become members of the Friends of Ramapo at the Friends Plus level at no cost. Friends of Ramapo is an organization founded to expand communications and foster greater understanding between the campus of Ramapo College and neighboring communities.

Parking

The faculty/staff lots are generally available to all when major events are held in the Berrie Center. A retiree is entitled to park in the faculty/staff lots at other times as long as the retiree has the parking sticker issued when he or she was an active employee (the sticker does not expire and may be moved to a new car operated by the retiree as long as the new car information is provided to Public Safety). Alternatively, a permanent hang tag can be issued by Public Safety upon presentation of retirement paperwork which will allow the retiree to park in the main lots only, but eliminate the need for a pass each time the retiree visits campus.

George T. Potter Library/Peter P. Mercer Learning Commons

https://www.ramapo.edu/library/
The George T. Potter Library maintains an organized, balanced and up-to-date collection of information resources and provides assistance and instruction in accessing it. Your retiree ID card allows you access to this facility and its services.

Berrie Center

Retirees are entitled to purchase tickets to events at the Berrie Center at the Ramapo affiliate price. Tickets may be purchased by mail, phone or online. For further information, see www.ramapo.edu/berriecenter/

Recreational Facilities

http://www.ramapoathletics.com/sports/2008/1/30/GEN_0130085201.aspx?tab=bradleymembership
The Bill Bradley Sports and Recreation Center is a state-of-the-art recreation center, featuring a 1,500-seat arena, fitness center, 25-meter pool, climbing wall, and jogging lanes. Faculty and staff rates will be honored for retirees for events at the Sports and Recreation Center. Faculty and staff rates for membership at the Bill Bradley Sports and Recreation Center are available to Ramapo College retirees (tenured faculty, or staff with at least ten years of service).

Retiree Photo ID Card

The Office of Public Safety issues the photo retiree ID which permits access to the various campus facilities and programs described herein. Retirees will be issued a new retiree ID when visiting the Public Safety Office following Benefits Office Clearance.

Policy Statement

Ramapo College understands the importance of family issues to today’s work force.  Because employees may find it necessary to take leave from their jobs for a temporary period to address certain family responsibilities or their own serious health conditions, and in order to comply with the Federal Family and Medical Leave Act of 1993 (FMLA), New Jersey state law (FLA), as well as contractual obligations, the Administrative Code and Board Policy, Ramapo College established the Family and Medical Leave Policy (Board Policy # 618).

Program Description

Ramapo College will grant an eligible employee leave for up to 12 work weeks during a 12 month period under federal law (FMLA) or 12 weeks during a 24 month period under NJ state law (FLA), if the procedures in this policy are followed and leave is requested for any of the following reasons:

1. The birth or adoption of a child, or the foster care placement of a child
2. To care for a covered family member of the employee if that individual has a serious health condition; or
3. A serious health condition of the employee that renders the employee unable to perform his or her job functions. (Covered by federal law-FMLA, not NJ state law-FLA)

The 12 month period is calculated on a rolling basis measured backward from the date an employee uses any leave under this policy.  Each time an employee takes leave, the College will compute the amount of leave taken and subtract it from the 12 weeks of available leave and the balance remaining is the amount the employee is entitled to take at that time.

Minimum Eligibility Requirements

An employee is eligible under federal law (FMLA) if the employee has been employed for at least 12 months or 52 weeks by Ramapo College, and has worked at least 1,250 hours during the 12-month period prior to the time leave would begin under this policy.  The provisions of NJ state law (FLA) require employment for 12 months with at least 1000 + base hours during the preceding 12 months. Hours are calculated based upon actual hours that the employee worked including overtime.

Ramapo College will use its records of hours worked for all hourly employees.  In the case of exempt employees, the College will assume that any employee employed full-time for seven and one-half month’s meets the 1,250 hours requirement.  Exempt employees who have 12 months’ prior service but less than seven and one-half months’ full-time continuous service at the time leave is requested should include documentation of hours worked with their request.

State Law

There may be circumstances where your leave may fall under the jurisdiction of NJ state leave law (FLA) rather than the federal law (FMLA).  Ramapo College will comply with both laws.  Leave under state law will run concurrently with federal law (FMLA).

Spousal Exception

Federal law provides that if a husband and wife both work for Ramapo College, and are eligible for leave, they are only entitled to a combined 12 work weeks of leave taken for birth, adoption, foster care and to care for a covered family member with a serious health condition.  NJ state law requires an employer to grant a family leave to more than one employee from the same family at the same time provided the employees are eligible for leave.

Key Employee Exception

Federal law (FMLA) provides that if an employee has gross income that is within the top 10% of Ramapo College’s employees during the calendar year in which the leave is taken, Ramapo College reserves the right not to restore the employee to his or her prior position if the College will suffer substantial and grievous harm because of the restoration.  At the time that leave is granted under this policy, Ramapo College will inform the employee that the employee is within the top 10% and also explain the possible consequence that restoration may be denied.

If Ramapo College determines during the employee’s leave that the employee is not to be restored to employment, the employee will be notified immediately and given the opportunity to return from leave and be restored to his or her position.  If the employee does not return from leave, the employee can petition for reinstatement at the end of the leave period and will be notified, by certified mail, whether the employee will not be restored because doing so would cause Ramapo College substantial and grievous harm.

NJ state law (FLA) allows an employer to deny leave to an employee whose base salary ranks within the highest paid 5% of his her salary or is one of the 7 highest paid, if the employer can demonstrate that the granting of leave will cause a substantial and grievous economic injury.

Leave for Pregnancy/Birth of Newborn

Pregnancy qualifies as a serious health condition under federal law (FMLA).  Up to 12 weeks of family leave will be granted for pregnancy under federal law (FMLA) based on medical certification.  When the period of medical disability has ended, the provisions of NJ state law (FLA) will apply and up to 12 weeks leave may be granted for care of the newborn.  If the leave is for birth, adoption, or foster care placement, federal law (FMLA) provides that the leave must be completed within 12 months of the date of birth or placement.  NJ state law (FLA) provides that the leave must commence within 12 months of birth or placement

In the event that an employee wishes to remain out for childcare purposes beyond the covered FMLA and FLA period, it must be requested in writing and it will be handled as a personal leave of absence and subject to provisions of the bargaining unit contract, Administrative Code or Board Policy. (Please refer to your bargaining unit contract for specifics regarding the request process).  

Intermittent/Reduced Leave

Both federal (FMLA) and NJ state law (FLA) permit intermittent leave when medically necessary.  An employee taking leave for personal illness or to care for a sick family member need not take such leave continuously and may take it on an intermittent basis, or by reducing the employee’s scheduled work hours, if the employee provides certification from the healthcare provider caring for the employee and/or family member that leave must be taken in that manner.  If leave is not taken continuously, it will be deducted from the employee’s entitlement to leave, i.e. 12 weeks during a 12-month or 24-month period, in increments of hours or days. Federal law (FMLA) allows for the employee to be transferred temporarily to a job that better accommodates the leave with equal pay and benefits.  NJ state law (FLA) provides that reduced leave may not be taken for more than 24 consecutive weeks and an employee may take only one reduced leave per 24-month period.  Intermittent leave must be in intervals of at least one week and must be completed in a 12-month period.

Employees requesting intermittent or reduced –schedule leave must make a reasonable effort to avoid disruption to College operations.

Intermittent leave is not required to be granted for birth or adoption under federal law (FMLA) or NJ state law (FLA).

Military Caregiver Leave

Eligible employees who are family members of covered service members (spouse, son, daughter, parent or next of kin) will be able to take up to 26 workweeks of leave in a single 12 month period to care for a covered service member in the Regular Armed Forces, National Guard or Reserves with a serious illness or injury incurred in the line of duty on active duty.

Qualifying Exigency Leave

This provision expands the normal 12 workweeks of FMLA job protected leave available to eligible employees with a  covered military member; spouse, son, daughter or parent,  serving in the National Guard or Reserves to use for any qualifying exigency arising out of the fact that a covered military member is on active duty or called to active duty status is support of a contingency operation.  Qualifying Exigency Leave allows eligible employees to use FMLA leave for the following reasons: short notice deployment, military events and related activities, childcare and school activities, financial and legal arrangements, counseling, rest and recuperation, post deployment activities and additional activities as agreed to by the College and employee.    There is a limit of up to seven calendar days for the qualifying exigency of Short Notice Deployment Activities.  There is a limit of up to 5 work days for each instance of qualifying exigency of Rest and Recuperation.   Qualifying exigency leave may be taken continuously, intermittently or on a reduced schedule.  Exigency Leave does not apply to covered military members in the regular Armed Forces.

Procedure for Requesting Leave

All requests for family or medical leave should be made to the Benefits Office in the People Operations and Employee Resources Department.  A “Request for A Leave of Absence” form must be completed by the employee, signed by the supervisor and returned to the Benefits Office 30 days prior to the commencement of leave, except under emergent circumstances.  The employee must advise the College as soon as practicable when dates of leave change or become known.  

Notice Requirements

Federal law (FMLA) provides that if the need for family or medical leave is foreseeable, an employee must provide not less than 30 days notice before the date the leave is to begin or such notice as is practicable. The College may require explanation of why 30 days advance notice was not practicable. 

NJ state law (FLA) requires the employee to provide reasonable advance notice–30 days for birth/adoption, except where emergent circumstances require less notice or 15 days notice for serious health condition, except where emergent circumstances require less notice.  Leave will be denied unless there is a reasonable excuse for the delay.  If leave is denied for lack of notice, the employee may designate leave to start 30 days after notice is given.

Failure to report to work when family and medical leave has been denied will be treated as an unexcused absence and subject to disciplinary action.

If the need for family or medical leave is not foreseeable, notice must be given by the employee as soon as possible and practicable.  Employees are expected to promptly notify their supervisor and the Benefits Office of the People Operations and Employee Resources Department as soon as they learn of the need for leave.  Except in the case of extreme medical emergencies, employees are expected to call to advise their supervisor as soon as they know of the need for and expected duration of leave.  In emergencies, the employee or a family member should contact Ramapo College at (201) 684-7502 and give the same information.  Requests for leave should then be submitted in writing as soon as practicable. (Absent good cause or medical emergencies, written requests for leave should be submitted within three business days after oral request is made).

College Responsibility

After receiving a request for FMLA or FLA leave, Ramapo College will respond in writing, notify the employee whether the leave will be counted as FMLA/FLA leave, and provide information regarding benefit continuation while on leave.  If the leave will not be designated as FMLA/FLA-qualifying, the College shall notify the employee of that determination.  In a notice of FMLA designation, Ramapo College will notify those employees granted FMLA leave for the employee’s own serious health condition, that a fitness-for duty certification from their healthcare provider must be submitted to the Benefits Office prior to restoration to their position.  The College may request that the fitness-for-duty certification address the employee’s ability to perform the essential functions of the employee’s position as listed in the Notice of FMLA designation.

Medical Certification

Ramapo College requires proof of necessity for family or medical leave by a healthcare provider.  The information required shall include:

• The date on which the serious health condition commenced;
• The probable duration of the condition;
• Appropriate sufficient medical facts within the knowledge of the health care provider that would entitle the employee to take family or medical leave;
• An estimate of the amount of time that the employee is needed to care for a family member or a statement that the employee is unable to perform the functions of the position of the employee; and
• In cases of medical leave, an explanation of the extent to which the employee is unable to perform the function of the employee’s position.

Upon request of leave the College will provide the employee with a Certification of Healthcare Provider form for the employee or covered family member. Certifications must be submitted within 15 days of the date requested by the College.  Recertification may be requested every 30 days unless the medical certification indicates the minimum duration is more than 30 days. If duration of illness is more than 30 days, recertification of illness may be required every six months or upon expiration of period of incapacity specified in certification.  Recertification may also be required if extension to leave is requested and/or if significant change in certification due to complications, severity of illness, longer duration or patterns of absences.

During leave, if the College has reason to doubt validity or certification, the College may obtain recertification or a second opinion, and if necessary, a third opinion.  

Military Leave Certification

Employees requesting Military Caregiver or Qualifying Exigency leave must provide the Benefits Office with Certification for Serious Injury or Illness of Covered Service member for Military Family Leave or Certification of Qualifying Exigency for Military Family Leave.

Periodic Reporting

Employees on leave are required to report every month to their supervisor and the Benefits Office regarding their absences and return to work status.

Substitution of Accrued Time to Remain In Pay Status

An employee’s accrued time will be prorated at the commencement of leave. Remaining sick, vacation, personal and compensatory time may be but is not required to be used while on approved leave in accordance with College policy and practices. In the case of an employee’s illness or serious health condition (including childbirth), the employee is required to exhaust sick leave before filing for short-term disability benefits.   Employees may also use sick leave to care for the serious health condition of family members. Paid leave will run concurrently with FMLA.  Employees may not use sick leave for care of a newborn, adoption or child care purposes. Unless an employee requests to use available leave balances, leave will be unpaid. Upon exhaustion of accrued time, employees may be eligible for continued pay through state disability for the employee’s own illness or paid Family Leave Insurance.  When applying for family leave insurance, an employee must first exhaust 10 earned sick or vacation days as appropriate.  

Paid Family Leave Insurance

Family Leave insurance provides paid time for an employee to bond with a newborn during the first 12 months after the child’s birth or to care for a family member with a serious health condition.  An employee must exhaust, as of the date the employee wishes to apply for family leave insurance, 10 earned sick or vacation days as appropriate.  Family Leave Insurance will provide a maximum of six weeks benefit in a 12 month period which will run concurrently against FMLA and FLA entitlement.  Applications for benefits are available in the Benefits office or online at https://www.ramapo.edu/poerd/employee-benefits/

Health Benefits

Federal law (FMLA) and state law (FLA) require Ramapo College to maintain an employee’s coverage under a group health plan for the duration of the leave at a level and under the conditions that coverage would have been provided but for the leave.  The employee is required to continue to pay the employee’s portion of any health insurance premiums normally deducted from the employee’s paycheck and shall pay such amounts monthly by tendering a check payable to Ramapo College.  If the employee fails to make the required payments for health coverage within 30 days of the date that such payments are due, health coverage will be discontinued.  Upon exhaustion of the leave, employees who remain out of work will be offered continuation of coverage under COBRA.

In the event that an employee does not qualify for leave under federal (FMLA) or NJ state leave (FLA) the employee will still be entitled to continued health coverage for three months while on approved unpaid medical leave of absence.  The employee will be required to make any applicable copayments.

Other Benefits

Employees will not earn pension service credit or receive or make pension contributions, nor will they earn any vacation or sick accruals while on unpaid family or medical leave.  Intermittent leave without pay for a period of 11 days, will result in a reduction in vacation and sick leave accruals (one-half of one month’s entitlement for each eleven days), as well as an anniversary date adjustment for bargaining unit employees.   

Confidentiality

Ramapo College will keep confidential all medical information relating to requests for family or medical leave.  This information will be used only to make decisions in regard to the provisions of this policy.  Medical documentation should not be given to supervisors.  

Reinstatement

An employee taking leave under this policy will be returned to the employee’s same position or to an equivalent position, at the election of Ramapo College, unless the employee would have been terminated in the absence of any leave. (e.g., layoff, downsizing, or termination of a temporary job).  Taking of leave will not result in any loss of benefits or conditions of employment accrued prior to the beginning of the leave.

Fitness-For-Duty-Certification

Ramapo College will require all employees taking FMLA leave for the employee’s own serious health condition to submit a fitness-for duty certification from their healthcare provider, prior to restoration to their position.  Fitness-for duty certification may be required every 30 days for employees on intermittent or reduced schedule leave where reasonable safety concerns exist based on the serious health condition for which the employee took FMLA leave.  The College may contact the employee’s healthcare provider for purposes of clarifying and authenticating the fitness-for-duty certification, but will not delay the employee’s return to work from FMLA leave while contact with the healthcare provider is being made.  An employee who fails to provide a fitness-for-duty certification to the College, as required, may not be entitled to restoration to position under the FMLA.

Reasonable Accommodation of Disability Following FMLA Leave

When an employee with a serious health condition returns to work from FMLA leave, the employee may make a request to the College for reasonable accommodation of the health condition as a disability under the ADA. Under the ADA, the College may request medical information from the employee about the disability, may require a medical examination at the employer’s expense to determine the extent to which the employee may be able or unable to perform the functions of the employee’s position without accommodation, and shall engage in the interactive process with the employee regarding reasonable accommodation of the employee’s disability.

Failure to Return To Work

Employees who give unequivocal notice that they do not intend to return to work lose their entitlement to family and medical leave.  Employees who fail to return to work after family and medical leave without proper authorization shall be treated as having voluntarily terminated their employment and are subject to disciplinary action.

Leave for Non Serious Health Conditions

This policy and federal law (FMLA) and NJ state law (FLA) only protect leaves for serious health conditions. Ramapo College recognizes that employees may need to take leave to care for family members or because of personal illness for conditions that do not meet the definition of “serious health conditions.”

Employees may take paid sick leave for such illnesses subject to the limitations of their union contract. If paid sick leave and personal leave have been exhausted, Ramapo College will consider, on a case- by-case basis, requests for unpaid leave for non-serious personal illnesses, or to care for a family member for a non-serious illness.  Leaves will be granted unless doing so would, in the College’s opinion, adversely affect operations.  Employees may be subject to discipline unless permission to take unpaid leave for foreseeable, non-serious conditions is obtained in advance.

Rights and Obligations

The College and its employees have various rights and obligations under federal and state law, contractual provisions, the Administrative Code and Board policy.  When family leave entitlements and accrued time benefits described herein are exhausted employees may request a leave without pay.  Leaves of absence without pay may not exceed one year. For further information, contact the Benefits Office in the People Operations and Employee Resources Department.  All provisions of this policy shall be interpreted consistent with federal and NJ state law, contractual provisions, the Administrative Code and Board policy.  Ramapo College reserves the right to modify or terminate this policy at any time.

Employee Responsibilities

1. Immediately report accident/injury to supervisor if physically possible.  In the event of an emergency, seek treatment at the nearest hospital (call Public Safety extension 6666).  In the event that the injury occurs outside of normal business hours, report to Public Safety and report to or contact the Benefits Office in the morning of the next business day.
2. Following notification of supervisor, report to the Benefits Office and complete Employer’s First Report of Accidental Injury or Occupational Disease.  The Benefits Office will provide you with a referral for treatment, claim number, and contact information for Horizon Casualty.  Outside the normal business hours, Public Safety will provide the referral.
3. Report to Public Safety and file Public Safety report as soon as possible after reporting to the Benefits Office.
4. Obtain medical treatment with authorized providers only.  The Benefits Office will make initial referrals.  Your case manager at Horizon Casualty and Bureau of Risk Management must authorize follow-up treatment and future referrals.
5. Schedule all follow-up doctors appointments to minimally disrupt operations (e.g. beginning of the workday, end of the workday, during own time) dependent on availability of appointment from medical facility.  This should be coordinated with your supervisor.
6. Maintain regular contact with supervisor and the Benefits Office following all doctors’ appointments.  A doctor’s note must be brought to the Benefits Office following all office visits.  In the case of absence from work, a doctor’s note must be brought to the Benefits Office prior to the return to work clearing the employee to return to work.  In the event that there are restrictions, the doctor must list them and the Benefits Manager and supervisor will make an assessment if modified duty can be accommodated for a specified period of time.

Supervisor Responsibilities

1. Immediately tend to medical emergencies.  Call Public Safety (extension 6666) to request ambulance if necessary.
2. Instruct employee to complete paperwork in the Benefits Office and then proceed to Public Safety to report the accident.  In the event of an emergency, seek treatment at the nearest hospital (call Public Safety extension 6666).
3. In the event that the injury occurs outside of normal business hours, report to Public Safety and report to or contact the Benefits Office in the morning of the next business day.
4. Ensure transportation of employee is arranged.  Consult with Public Safety or the Benefits Office regarding transportation protocol.  Please ensure the employee will be transported back to campus after treatment.
5. Investigate accident by checking location, talking to employee and witnesses and reviewing Public Safety report if and when available.  Determine if hazardous conditions or safety violations exist and act accordingly (i.e. correct situation or report the condition).  Consult with the Director of Environmental Health and Safety and Benefits Office regarding unsafe conditions.
6. Sign Employer’s First Report of Accidental Injury or Occupational Disease. Provide precise details of what was observed at the time accident was witnessed or investigated.
7. Keep in touch with employee out of work regarding return to work status.
8. Communicate with employee regarding doctor’s appointments, physical therapy appointments.
9. Consult with Benefits Office regarding employee’s status and ability to return to work with or without restrictions.
10. Work with the Benefits Office to accommodate any restrictions in the event of modified duty assignments for a specified period of time.

Public Safety Office Responsibilities

1. Call ambulance if necessary.
2. Immediately investigate all accidents and injuries reported.
3. Issue an incident report.  The incident report should include details uncovered during the investigation.
4. Provide authorization to medical facility to treat the employee if occurrence is outside normal business hours.
5. May transport injured employee to medical facility depending on availability of staff.  May transport employee back to campus depending on availability of staff.
6. In the event that an injury occurring outside normal business hours leads to an inpatient hospital admission or fatality, immediately contact the Benefits Manager at home.
7. Serve on Accident Review Committee.

Benefits Office Responsibilities

1. Assist employee with Employer’s First Report of Accidental Injury or Occupational Disease.
2. Input Employer’s First Report of Accidental Injury or Occupational Disease in computer system and obtain claim number for employee.
3. Refer employee to appropriate medical facility for treatment.
4. Refer employee to Public Safety to complete an incident report.
5. Instruct Public Safety (Desk Officer) to inspect the scene immediately if they have not already done so.
6. Instruct supervisor to inspect the scene immediately if they have not already done so.
7. Review accident and incident reports for patterns of injury/illness, hazardous conditions, and/or safety violations.
8. Serve as liaison between Risk Management, Horizon Casualty and supervisor.
9. Serve as liaison between Public Safety, Environmental Health & Safety, and unit to ensure accidents are investigated and appropriate action is taken.
10. Maintain contact with supervisor regarding employee’s return to work status and modified duty availability. Communicate employee’s restrictions to supervisor.
11. File for temporary compensation benefits with Risk Management on behalf of the employee in the event that an employee is disabled for longer than 7 days.
12. Send all medical bills related to incident to Horizon Casualty for processing.
13. Serve on Accident Review Committee.

Environmental Health and Safety Responsibilities

1. Review work procedures/practices after accidents and make appropriate recommendations.
2. Conduct and coordinate training in safety and health procedures.
3. Perform site inspections to identify and minimize unsafe conditions.
4. Investigate workplace safety concerns.
5. Serve on Accident Review Committee.

Horizon Casualty Responsibilities/Division of Risk Management

1. Oversee medical management of the injury.
2. Establish 3-point contact with employee, doctor and College.
3. Authorize treatment for employee.
4. Maintain contact with employee.
5. Attempt to return employee to modified duty position for specified period of time.
6. Process bills for payment.

Open Enrollment for Benefits is here!

Upcoming Webinars and On Campus Retirement Counseling!

Webinar- Your retirement plan at work- Presented by Corebridge Financial

To register:  https://my.valic.com/SeminarRegistration/availableSeminars.aspx?csr=3mcGua5Phbu1krFmzAg+N/ckQCjkgASLy6znSWzRoqs=&AvlSeats=True

Individual Retirement Counseling:

Counseling will be available in the POER Conference Room by appointments only.

Empower

Jordan Swartz from Empower will be available on campus for counseling by appointment only in the POER conference romm on the following dates:

• Wednesday, October 2, 2024  10:00 am – 4:00 pm

Counseling will be available by appointment only in the POER Conference Room. Click here to schedule an appointment with Jordan Swartz or by calling 908-489-6672.

Voya Counseling 

Frank Booth, Financial Advisor from Voya will be available on campus for counseling by appointment only in the POER conference room on the following dates:

• Tuesday, October 22, 2024        10:30 am – 2:30 pm
• Thursday, November 21, 2024   10:30 am – 2:30 pm
• Wednesday, December 4, 2024 10:30 am – 2:30 pm

To schedule an appointment: https://bookvfa2024.timetap.com/ or contact Frank Booth at (860) 573-5673. Voya Learn® Live and On-Demand Sessions

TIAA Retirement Counseling

Joe Del Grande, Financial Consultant from TIAA will be onsite on the following dates:

• Thursday October 24, 2024           9 am – 4 pm
• Wednesday, November 20, 2024   9 am – 4 pm
• Tuesday, December 17, 2024        9 am – 4 pm

Counseling will be available by appointment only in the POER Conference Room. To schedule an appointment, www.tiaa.org/schedulenow, email Joe.DelGrande@tiaa.org or call (800) 732-8353 weekdays, 8 am – 8 pm.

Corebridge Financial (formerly AIG)

Nazma Begum from Corebridge Financial (formerly AIG) will be on campus on the following dates:

• TBD

Counseling will be available by appointment only in the POER Conference Room. Click here to schedule an appointment with Nazma Begum or by calling (800) 448-2542.

Brighthouse (MetLife)

David Sharpe, Financial Advisor from Brighthouse (Metlife) will be onsite on the following dates:

• TBD

Counseling will be available by appointment only in the POER Conference Room. To schedule an appointment, email dsharpe@financialguide.com or call (973) 575-3254.

NEW JERSEY EARNED SICK LEAVE LAW

The Sick Leave Benefit:

Under the Sick Leave Law, Eligible Employees earn sick leave at the rate of one-hour for every 30 hours worked, up to a maximum of 40 hours of earned sick leave per benefit year. The benefit year commences on January 1 and ends December 31. For example, an Eligible Employee who works five hours on Monday, Wednesday and Friday earns one-hour (1) of earned sick leave after working two weeks, or 30-hours.

Eligible employees commenced accruing earned sick leave on October 29, 2018, or on their first day of employment, whichever is later (“Accrual Start Date”). Eligible employees are eligible to use earned sick leave accrued under the Sick Leave Law on February 26, 2019, 120 days after their Accrual Start Date and may carry-over up to 40 hours of leave per benefit year.

Eligible Employees:

The Sick Leave Law extends earned sick leave benefits to employees who were not previously entitled to this benefit — in particular, Adjuncts, hourly, temporary employees, and student workers are now eligible. The Sick Leave Law does not apply to College employees who already receive paid sick leave.

Uses of Sick Leave:

Eligible employees may use earned sick leave to take time off when: an employee/family member needs diagnosis, care or treatment or recovery from an illness, or preventive medical care; an employee/family member has been a victim of domestic violence and needs time for treatment, counseling, or to prepare for a court proceeding; an employee needs to attend to a school-related conference or meeting, or; the College closes due to a public health emergency. Please note, sick leave accrued under the Sick Leave Law may not be used for bereavement.

Notify your Supervisor that you will be taking sick time for one of the eligible reasons listed above.

To take sick time, enter your sick hours using the Paid Sick Leave Code on your timesheet once you sign on to submit your weekly hours.

You may view your available sick leave balance at any time in Web Self-Service by clicking Leave Balances under the Employee tab in Web Self-Service.

Additional Information:

Please review the NJ Earned Sick Leave FAQS and the Notice of Employee Rights from the New Jersey Department of Labor and Workforce Development.

LIFE INSURANCE WAIVER

Members of the Public Employees Retirement System (PERS) and the Alternate Benefit Program (ABP) may waive their non-contributory group life insurance over $50,000 to avoid federal and state tax liability. Any member who waives the non-contributory life insurance must waive the total amount of coverage in excess of $50,000. Waiver forms are available at:

http://www.state.nj.us/treasury/pensions/epbam/exhibits/pdf/rm0674.pdf

The Division of Pensions and Benefits must receive waivers on or before December 31 to be effective January 1 of the next calendar year. A copy of the waiver should also be sent to the Benefits Office.

THE IMPORTANCE OF PREVENTATIVE CARE

Routine checkups and screenings can help you avoid serious health problems, allowing you and your doctor to work as a team to manage your overall health, and help you reach your personal health and wellness goals.

What is Preventive Care?

Preventive care focuses on maintaining your health, and establishing your baseline health status. This may include immunizations, vaccines, physical evaluations, lab work, x-rays and medically appropriate health screenings. During your preventive visit, your doctor will determine what tests or screenings are appropriate for you based on many factors such as your age, gender, overall health status, personal health history and your current symptoms or chronic health concerns.

Click the link to access the Preventive Health Guidelines for both Children and Adults. Preventive_Health_Guidelines

Grand Rounds Health:  NJ SHBP Expert Medical Opinion Partner

What is Grand Rounds Health?

Grand Rounds Health is a remote expert second opinion partner that connects SHBP and SEHBP participants to world-class experts for expert guidance for members with complex needs.  This benefit helps improve outcomes and reduce costs from incorrect diagnoses and treatment.  Grand Rounds Health services are available at no out-of-pocket costs.

How do members get started?

Eligible plan members can visit www.grandrounds.com/shbp or call 1-855-734-4017 to enroll.  They can access their account on any device (desktop, tablet, or mobile) after they sign up.

What can members do with Grand Rounds Health?

• Receive an expert second opinion for a world-class expert for any condition they may have which included Grand Rounds Health gathering all available medical records on behalf of the member.
• Find high-quality, in-network providers for local care and even have their appointment scheduled for them.
• Speak with a Grand Rounds Health Staff Clinician for any questions they may have about their health, as often and for as long as they want.

See the attached pdfs for more information:  Expert Medical Opinions and How to Get Started

Visions Federal Credit Union – become a member and receive a bonus – click on link for more information:  link

New Jersey Division of Pensions & Benefits (NJDPB)

 SUBJECT: Pension Education Opportunities for Your Employees — Upcoming Webinar Dates

New dates for Employee Informational Webinars have been posted to the Division of Pensions & Benefits Website.  Sessions are offered through live online webinars hosted by GoToMeeting and can be attended without travel from your own computer.

The topics are listed below.

To Register for any of the webinars, please click on the following link:

• Understanding Your Pension Benefits for PERS or TPAF Members
• Overview for Employees in the DCRP
• Retirement Planning for PERS and TPAF Members
• PERS and TPAF Pension Options
• PERS and TPAF Retirement Estimates
• Reviewing a Sample Retirement Application for PERS or TPAF Members
• Social Security Benefits for Members of all N.J. State Administered Retirement Systems

Deferred Compensation Plan Webinars from Prudential

Join Prudential virtually for a series of live webinars offered to State employees enrolled in the New Jersey State Employees Deferred Compensation Plan, or employees who are interested in joining.

To view the schedule of webinar topics, dates, and times please click on the schedule.  Schedule

All webinars are hosted via Webex and run approximately 30 minutes with a brief Q&A afterwards.

Domestic Violence Victim Leave Law -NJ SAFE Act

State Representative Elected to the PERS Board of Trustees

Affordable Care Act-Notice of Health Insurance Marketplace Coverage Options

Employer Obligation to Maintain and Report Records 

Medicaid and The Children’s Health Insurance Programs 

Board Of Trustees Of The Public Employees

Individual Retirement Counseling:

Counseling will be available in the POER Conference Room by appointments only.

Empower

Jordan Swartz from Empower will be available on campus for counseling by appointment only in the POER conference romm on the following dates:

• Wednesday, October 2, 2024  10:00 am – 4:00 pm

Counseling will be available by appointment only in the POER Conference Room. Click here to schedule an appointment with Jordan Swartz or by calling 908-489-6672.

Voya Counseling 

Frank Booth, Financial Advisor from Voya will be available on campus for counseling by appointment only in the POER conference room on the following date:

• Tuesday, October 22, 2024        10:30 am – 2:30 pm
• Thursday, November 21, 2024   10:30 am – 2:30 pm
• Wednesday, December 4, 2024 10:30 am – 2:30 pm

To schedule an appointment: https://bookvfa2024.timetap.com/ or contact Frank Booth at (860) 573-5673. Voya Learn® Live and On-Demand Sessions

TIAA Retirement Counseling

Joe Del Grande, Financial Consultant from TIAA will be onsite on the following dates:

• Thursday October 24, 2024           9 am – 4 pm
• Wednesday, November 20, 2024   9 am – 4 pm
• Tuesday, December 17, 2024        9 am – 4 pm

Counseling will be available by appointment only in the POER Conference Room. To schedule an appointment, www.tiaa.org/schedulenow, email Joe.DelGrande@tiaa.org or call (800) 732-8353 weekdays, 8 am – 8 pm.

Corebridge Financial (formerly AIG)

Corebridge Financial (formerly AIG) will be on campus on the following dates:

• TBD

Counseling will be available by appointment only in the POER Conference Room. Click here to schedule an appointment with Nazma Begum or by calling (800) 448-2542.

Brighthouse (MetLife)

David Sharpe, Financial Advisor from Brighthouse (Metlife) will be onsite on the following dates:

• TBD

Counseling will be available by appointment only in the POER Conference Room. To schedule an appointment, email dsharpe@financialguide.com or call (973) 575-3254.

To request an onsite or virtual appointment with our other vendors Equitable & Gitterman Wealth Management:

Equitable – NJ ABP & 403 (b)/ACTS Programs – Marc Sheridan – (732) 476-2825 – marc.sheridan@equitable.com – see link for more information:  link

Gitterman Wealth Management, LLC. (Empower formerly MassMutual) NJ ABP/ACTS

Jason P. Condon, Wealth Manager  To schedule an appointment go to: https://calendly.com/jasonpcondon/introductory-meeting or email: jcondon@gittermanwealth.com

Additional information on supplemental savings plans is available in the Benefits Office or can be downloaded from HR/Benefits webpage.