• Insurance Programs
• Cafeteria Plan
• Holidays
• Leave from the University
  • Vacation Leave
    • Nonclassified/Academic Schedule
    • Classified Schedule
  • Sick Leave
    • Nonclassified/Academic Schedule
    • Classified Schedule
  • Civil, Emergency and Special Leave
  • Family and Medical Leave Act of 1993
  • Funeral Leave
  • Military Leave
  • Leave without Pay
  • Terminal Leave Payment
• Retirement
• Medicare Tax
• Employee Benefits Fair
• Supplemental Retirement Accounts
• Deferred Compensation Plan
• Workers' Compensation and Unemployment Insurance
• Employee Assistance Program
• Educational Privileges
• Service Award Programs
• Training & Development
• Discount Programs

Insurance Programs

The University has a variety of insurance plans that are available for interested employees. Since new insurance plans are added to our program throughout the year, contact the Benefits Section of Human Resource Management for the latest list of offerings and related premiums. Available plans include health, life, vision, dental, intensive care, cancer, disability, accident and long-term care insurance.

All insurance plans are optional. New employees or newly eligible employees must enroll within the first 30 days of eligible employment for guaranteed coverage. After 30 days, coverage may be denied or pre-existing condition limitations may apply for some plans.

Each plan has regulations pertaining to effective dates of coverage and to eligibility for enrollment. Carefully review the provisions of each plan to determine the effective date of coverage and any limitations or exclusions that may apply. Federal legislation known as COBRA allows continuance of health insurance for covered employees and/or their dependents that become ineligible. Contact the Benefits Section of Human Resource Management for information on COBRA, including duration of continued coverage, time limits for application for coverage, and premiums.

Life insurance policies may be converted to individual policies upon termination of employment or loss of eligibility. Contact Human Resource Management for details.

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Cafeteria Plan

Section 125 of the Internal Revenue Code established the opportunity for employees to pay for their life, health, vision, dental, and certain other supplemental insurance premiums on a pre-tax basis. If you elect this plan, you will pay less federal tax, less state tax, less FICA Medicare tax, and the amount of reportable income under “wages, tips and other compensation" will be less on your W-2. This plan is commonly referred to as a “cafeteria plan,” describing the broad menu of benefits offered. For more details, contact the Benefits Section, Office of Human Resource Management.

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Holidays

Holiday Schedule

The official University holiday schedule is established by the President of the LSU System. University holidays may not necessarily coincide with holidays for other state agencies. The University holiday schedule is intended to serve the operational needs of the University community. The University averages 14 paid holidays per year; the same number of holidays is granted to all employees.

A classified employee who is required to work on a holiday is entitled to compensatory leave or overtime pay as authorized in the Civil Service Rules. An employee must be in pay status either immediately before or immediately after a holiday period in order to get paid for the holiday; anyone on leave without pay both before and after the holiday period will not be paid for the holiday.

Employees on student, intermittent or restricted (temporary) appointments or classified employees on part- time appointments of less than 20 hours per week will not be eligible for compensation on holidays.

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Leave from the University

Vacation Leave

Vacation leave is leave with pay granted to regular, 12-month employees for the purpose of rehabilitation, restoration, and maintenance of work efficiency, or for the transaction of personal affairs. Vacation leave must be requested in advance in writing and must be approved by the appropriate departmental supervisor before being used. The prior notification requirement may be waived in an emergency.

The amount of leave earned is based on full-time equivalent State service in pay status. Part-time employees appointed at greater than 50% of full time accrue leave in proportion to their percentage of full-time worked. Leave is charged in half-hour increments and is credited to the official attendance records at the end of each month.

Nonclassified / Academic Schedule

Regular fiscal (12-month) employees (those appointed for a period of more than 180 days) who work full-time earn vacation leave in accordance with one of the schedules shown below. New employees must make a one-time election to accrue vacation leave under the LSU System schedule or the Civil Service schedule. Regular employees appointed for less than full time but greater than 50% of full time earn leave in proportion to the percentage of full time worked. The leave period may not extend beyond the term of appointment. No employee shall accrue vacation leave while on leave without pay. Any leave without pay taken will affect leave accrual for that month. An employee on leave without pay for less than ½ of the working days in the month will earn 50% of the full accrual. If ½ or more of the working days are in unpaid status no leave is accrued for that month. Under the LSU System accrual schedule, payment of unused leave at the time of separation from service for any reason is limited to a maximum of 176 hours for employees with less than 10 years of LSU service or 300 hours for those with 10 or more years of service. Under the alternate Civil Service schedule, payment of unused leave at the time of separation is limited to a maximum of 300 hours. Nonclassified employees have a choice of accruing vacation leave under one of the following schedules:

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Classified Schedule

Regular employees, both full and part-time, earn vacation leave for each hour worked based on years of service in accordance with the schedule shown below. When a classified employee is re-employed within 5 years after a voluntary separation from service, vacation leave that was not paid at the time of separation will be re-credited. Employees on restricted appointments are not eligible to earn leave. No classified employee shall be credited with vacation leave for overtime hours, hours on leave without pay, or for any hour of a holiday or other non-work day that occurs while on leave without pay. There is no limit on the total accumulation of leave, however payments of unused vacation leave at the time of separation from service for any reason is limited to a maximum of 300 hours.

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Sick Leave

Sick leave is leave with pay granted an employee who is suffering with a disability as a result of an accident, illness or childbearing that prevents the employee from performing usual duties and responsibilities or who requires medical, dental, or optical consultation or treatment. A written certification from a physician or other acceptable proof of disability is required for sick leave of 10 or more consecutive days, unless the department has a shorter time requirement. An employee may be required to furnish a doctor’s written statement or other proof of illness at any time when abuse of sick leave is indicated. Sick leave may not be used for child rearing.

Sick leave is earned according to the percentage of time worked. Years of service are based on full-time equivalent State service in paid status.  Leave is charged in half-hour increments and is credited to the records at the end of each month. University policy does not allow for the advancement of leave. Sick leave is accrued as follows:

Nonclassified / Academic Schedule

No employee shall accrue vacation leave while on leave without pay. Any leave without pay taken will affect leave accrual for that month. An employee on leave without pay for less than ½ of the working days in the month will earn 50% of the full accrual. If ½ or more of the working days are in unpaid status no leave is accrued for that month. The leave period may not extend beyond the term of appointment. When a former State employee is re-employed in an eligible position within 5 years from the date of a voluntary separation, all unused sick leave may be reinstated. There is a terminal payment of 200 hours of sick leave upon retirement or death prior to retirement; other than these circumstances there is no payment for accrued sick leave upon separation. There is no limitation on the amount of sick leave accumulated. Sick leave is earned according to the schedule below.

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Classified Schedule

Regular classified employees, full and part-time, earn sick leave for each hour worked based on years of service as shown in the schedule below. Employees on restricted appointment are not eligible to earn leave.  No sick leave is earned for any overtime hour, any hour of leave without pay, or any hour of a holiday or other non-work day that occurs while the employee is on leave without pay. There is no payment for sick leave upon separation from service. A classified employee who is re-employed by the State within 5 years after a voluntary separation will be re-credited with all unused sick leave. An employee who is on vacation leave may not, upon return, have hours originally charged as vacation leave changed to sick leave. There is no limit on the total accumulation of leave.

In order to be paid for sick leave, an employee must follow the call-in / notification procedures established by the department. Failure to do so will result in the hours absent being charged as unauthorized leave without pay, and the employee may be subject to more severe disciplinary action. When a department suspects an abuse of sick leave, an employee may be required to present a physician’s certificate for each absence. The physician’s certificate must state that the employee is/was under the doctor’s care and unable to work and should state the expected number of days that the employee must be out.

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Civil, Emergency and Special Leave

Leave with pay is granted to an employee under the following circumstances, without charge to vacation or sick leave:

1. To perform jury duty.

2. When summoned to appear as a witness before a court, grand jury, or other public body or commission. This provision for special leave does not apply if the employee is the plaintiff or the defendant, or if the employee is summoned as a witness as a result of employment other than State Employment.

3. When performing emergency civilian duties in relation to national defense.

4. When the appointing authority has determined that a local condition, inclement weather or other act of God prevented the employee from reporting to work or performing normal duties.

5. When participating in a State Civil Service examination or taking a required examination pertinent to the employee’s state employment, before a State licensing board.

6. When ordered to report for pre-induction physical examination for possible entry into military of the United States.

7. To vote in a primary, general or special election which falls on a regularly scheduled work day, provided not more than two hours of leave shall be allowed for voting in the parish where employed and not more than one day to vote in another parish.

Family and Medical Leave Act of 1993

The FMLA allows eligible employees to take up to 12 weeks of job-protected leave (paid and/or unpaid) because of a new child, to care for a seriously ill eligible family member or for the employee’s own serious illness. The University will continue to pay the employer portion of insurance premiums during the period leave. Contact the Benefits Section of Human Resource Management for details.

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Funeral Leave

Regular (not temporary) employees may be granted time off without loss of pay or leave when attending the funeral or burial rites of a parent, step-parent, child, step-child, brother, step-brother, sister, step-sister, spouse, mother-in-law, father-in-law, grandparent or grandchild. A maximum of two days of special leave may be granted on any one occasion.

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Military Leave

If you are ordered to duty with troops, at field exercises, or for instruction with any branch of the Armed Forces (including the National Guard) for periods not to exceed 15 working days in any one calendar year, you are entitled to leave of absence without loss of pay, service, vacation leave, or efficiency rating. Any portion of military leave that you must take in excess of 15 working days during any calendar year is to be taken as leave or leave without pay.

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Leave Without Pay

Leave without pay must be requested in writing, in advance and may be granted to you for personal reasons. The duration of this leave may not extend beyond the period of your present appointment. During such leave, you do not accumulate sick leave or vacation leave. While you are on leave without pay, you may continue membership in the University group insurance programs (except for AD&D) for a maximum of one year, but UNO will not make any contributions, unless the leave without pay is granted under the Family and Leave Act (FMLA). Arrangements to continue insurance coverages must be made in advance by completing a form in the Benefit., Section of Human Resource Management.

Your service before and after leave without pay is credited in the same manner as if your service had been continuous.  When leave without pay is granted, your department must hire only a temporary replacement for your position.

The reasons for requesting leave without pay must be acceptable to the University, and your department must be able to grant it without seriously affecting departmental operations. Reasons for granting leave without pay may include, but not be limited to:

• Extended illness (after sick and vacation leave are exhausted)

• The need to provide care for members of your family

• Education which will directly increase your effectiveness

• Adoption of a child

You will not receive holiday payment for any holiday that intervenes while you are on leave-without-pay status. Leave without pay may be granted for a period of one year or more, subject to approval of the Board of Supervisors, for academic (other than faculty) and nonclassified employees. For classified employees, leave without pay may be granted for a period up to--but not exceeding--one year. Any extension beyond this time is subject to the joint approval of the University and the Civil Service Commission.

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Terminal Leave Payment

Upon termination of service with UNO, you will be paid the value of your accrued vacation leave in a lump sum, disregarding any final fraction of an hour. Such payment, however, cannot exceed the value of 300 hours. Nonclassified employees with less than 10 years of service who are under the LSU system accrual schedule can not be paid for more than 176 hours of vacation leave.

Upon death or retirement only, eligible academic and nonclassified employees are paid the value of accrued sick leave not to exceed 200 hours.

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Retirement

University staff members contribute as a condition of employment to the Louisiana State Employees’ Retirement System, the Teachers' Retirement System of Louisiana, the Optional Retirement Plan of the Teachers’ Retirement System, the Louisiana Public Employees Deferred Compensation Plan, or Social Security (except those on F, J, or M visas). The percentage of effort, type of position, and duration of employment determine whether employees contribute to Social Security or to a state retirement plan. Eligible classified and nonclassified employees contribute 7.5% of base salary to the Louisiana State Employees’ Retirement System or to the Louisiana Public Employees Deferred Compensation Plan. Nonclassified employees hired after July 1, 1991, and academic employees contribute 8% of gross salary to either Teachers’ Retirement System or Optional Retirement Plan. Temporary or part-time employees contribute to Social Security. All contribute to the state retirement systems are tax-sheltered. Specific information on each retirement system is available Human Resource Management.

Employees who are retired from a Louisiana state retirement system may be subject to certain restrictions and should contact the Benefits section of Human Resource Management for details.

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Medicare Tax

As a general rule, employees hired after 3/31/86 are subject to the Medicare portion of the social security tax. This tax is equivalent to 1.45% of wages.

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Employee Benefits Fair

The fair is sponsored annually by Human Resource Management to give employees the opportunity to learn more about available benefits. Representatives from University-sponsored insurance companies, retirement systems and the tax-sheltered annuity plans set up display exhibits and are available to answer questions. Many University departments also take part in the Fair.

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Supplemental Retirement Accounts

Supplemental Retirement Accounts (SRA) permit you to reduce your current federal and state income tax by setting aside a portion of your salary toward the purchase of annuities, stocks, etc. Income tax on the diverted income is postponed until benefits are withdrawn. This can result in substantial savings for you, in addition to supplementing your retirement income. The Benefits Section, Office of Human Resource Management, can furnish details concerning this program.

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Deferred Compensation Plan

All employees have the opportunity to reduce their current federal and state income taxes by voluntary participation in the State of Louisiana Deferred Compensation Plan. The portion of your salary that is set aside will be used to purchase designated investments (life insurance, fixed annuity, variable annuity, mutual funds, and/or savings account) according to your selection(s). Earnings on these investments are also free from current taxation. The Benefits Section, Office of Human Resource Management, can furnish details concerning this plan.

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Workers’ Compensation and Unemployment Insurance

University employees are covered for workers’ compensation and unemployment insurance. Contact the Office of Human Resource Management for details concerning these programs.

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Employee Assistance Program of Louisiana

More info on the EAP

The EAP was established in conjunction with Metro Behavioral Health Services to offer confidential assistance to employees and their dependents for personal or medical problems. Assistance is provided in such areas as family or marital problems, anxiety, stress, depression, alcohol or drug abuse, eating disorders, financial problems, parenting/step-parenting problems, gambling, grief/loss, panic attacks, separation, in addition to other types of problems.

The program offers an initial cost-free assessment and up to three counseling/family sessions, with additional referrals provided if necessary. Employees who need help should call an employee assistance counselor at either (504)244-9898 or toll free at 1-800-749-3277, or contact Human Resource Management for further details.

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Educational Privileges

Non-academic and other academic (excluding faculty) employees who have been employed full time at least one year and with approval from their department head or supervisor, may register for job-related undergraduate or graduate credit courses at any LSU System campus for up to six hours per fall and/or spring semester (3 hours in summer session) and receive full tuition exemption. Only three hours per week of the approved job-related courses may be taken during work time without charge to vacation leave.

You may apply to take administrative leave (special leave) to obtain an advanced degree if you hold a full-time administrative or professional (nonclassified) position and have three or more consecutive years of service. Such leave is to be for not more than one year, and must culminate in the receipt of an advanced degree. The pay that you receive while on such leave is to be individually determined, but in no event shall it exceed one-half of your regular salary. Upon completion of this leave, you will be required to return to your University duties for two years before accepting employment elsewhere. This type of leave is requested by letter submitted to the Chancellor through administrative channels. If approved, the request will be referred by the Chancellor to the President of the LSU System for consideration. Final approval must come from the LSU Board of Supervisors.

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Service Award Programs

An “Employee of the Month” recognition program is open to all classified and nonclassified permanent staff below director or manager classification. The designation is based on excellence in job performance, initiative, attitude, involvement, responsibility, dependability, volunteerism, friendliness and cooperation. Designees receive certificate for commendation, have their photographs displayed in a prominent location, and have a special parking slot for the respective month.

An “Employee of the Month” is chosen from the pool of monthly staff recognition recipients and receives a certificate and cash award.

Staff members also have the opportunity to receive a number of awards that carry recognition and cash stipends for excellence in job service. These include: Three UNO Foundation Outstanding Staff Service Awards, honoring service over and above normal assigned duties; a UNO Alumni Association Outstanding Classified Staff Award; and a UNO Alumni Association Outstanding Nonclassified Staff Award; and Friends of the Library Outstanding Staff Awards.

The Charles E. Dunbar Career Service Award is statewide program that recognizes outstanding Civil Service employees. The award, which has been merited by UNO employees in the past, is based on commitment to the classified service, contributions toward work or workplace improvement, personal initiative, and volunteer community service.

Service pins and / or certificates are presented to nonclassified and classified employees for 5, 10, 15, 20, 25, 30 and 35 years of service.

Many of these honors are presented during an annual Staff Recognition Program each year.

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Training and Development

Employee training in several areas is provided for all levels of staff. Current training programs are listed below:

• Comprehensive Public Training Program - This program co-sponsored by the Department of State of State Service and Division of Administration, offers management development and supervisory training as well as training in specialized areas such as the use of computer software packages.
  
  Employees interested in participating in any of these courses must obtain departmental approval.  Employees will not be charged annual leave.

  Class registration forms and a schedule of classes can be found at the CPTP web site.    Please print the registration form, fill it in, have your supervisor or department head sign the form, and forward it to Human Resource Management, Admin Bldg. - 213.  You will receive written confirmation of registration approximately two to three weeks before the class begins. You are not enrolled in the class unless you receive the written confirmation.
  
  Contact Human Resource Management for further details at (504) 280-6259.

• “Connections” Customer Service Training - This is a structured approach to improving student / employee relations through increasing sensitivity and personal communication skills. Contact Resource Management for details.

• “Staff Computer Training” - University staff computer training classes are offered at no charge through programs developed by University Computing and Communications. Course offerings include: Microsoft Word, Excel, Access, Powerpoint, various web development workshops plus much more. Contact UCC for further information.

• The Human Resource Management Training Department offers courses in: Civil Service Rules and Regulations, Sexual Harassment Prevention for Management, Stress Management, Leave Accrual, and other courses as needed. Also available are some community-assisted programs for reading, writing and English as a second language. For more information, call the Training Section of Human Resource Management.

Discount Programs

There are several University departments that offer discounts to University employees on departmental services, programs, and merchandise. Departments offering discounts include Bookstore, Drama and Communications, Health Services, and Athletics. If you are in doubt whether you are entitled to a discount, please ask.

In addition, Human Resource Management has information on discounts available from organizations and programs outside the University. Because these are always subject to change, please contact Human Resource Management. Some of the discount programs generally offered include Astroworld, Six Flags Over Texas, Universal Studios, and Busch Gardens.

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