Benefits of Austin College* • Enrollment – You can change elections outside open enrollment if… • you have a Change in Status • your circumstances create Special Enrollment Rights (HIPAA) • Flexible Benefits Plan • Insurance • Other Voluntary Insurance • Retirement Plan • Retiring from Austin College

*Always refer to the Operational Guide for additional information and/or conditions. Benefits of Austin College* • Time Away From Work – Holidays – Vacation – Sick Leave • Staff – Leaves of Absence (Staff only) • Education and Professional Development • COBRA continuation • Wellness and Health Services • Other Benefits

*Always refer to the Operational Guide for additional information and/or conditions. Enrollment for Benefits*

• You must be in a benefit eligible position working 30 or more hours per week. • You have within 31* days of your first day of work to enroll for certain benefits (medical, flexible spending plan, or other forms of insurance). • The next available time to enroll or make changes (exceptions apply) will be during annual open enrollment. – Open enrollment is in the fall. – Changes made during open enrollment are effective January 1 of the next calendar year. – CARES requires certain documentation when adding a dependent to your insurance Dependent Eligibility documentation.

*Subject to specific benefit. Always refer to the governing plan documents or the Operational Guide for additional details. PP 13 Flexible Benefit Plan*

• The Flexible Benefits Plan (or “Flex Plan”) is a voluntary, flexible benefit program which allows employees to pay, through pre-tax salary reduction, for certain benefits on a monthly basis, as provided under Section 125 of the Internal Revenue Code. – Premium Only Plan – Pay with pre-tax dollars for certain benefit premiums, e.g., health insurance. – Health Flexible Spending Account. – Dependent Care Assistance Plan Flexible Spending Account.

*Refer to the Operational Guide and Flexible Benefits Plan Summary Plan Description (SPD) for additional information and/or conditions. PP 13 Flexible Benefit Plan* • Salary reduction means an employee's salary is reduced by a budgeted amount each month to pay for the expenses before taxes are withheld. • Minor limitations and drawbacks to participation: – Social security payment benefits may be lowered by electing such a salary reduction. – The monthly reduction may only be changed once each year except under certain special conditions (e.g., death, divorce, loss of job) termed as qualifying family status changes. – Use it or lose it. – Administrative fee (five dollars per month).

*Refer to the Operational Guide and Flexible Benefits Plan Summary Plan Description (SPD) for additional information and/or conditions. Flexible Benefits Plan*

• Currently administered by Discovery Benefits. – Debit card.

*Refer to the Operational Guide and Flexible Benefits Plan Summary Plan Description (SPD) for additional information and/or conditions. Election changes to Cafeteria Plan during the Plan Year* • You may change or revoke your election at any time during the Plan Year if there is one or more of the following significant changes in status. – a change in your legal marital status – a change in the number of your Dependents – change in the employment status of you, your Spouse, or your Dependent and that affects benefits eligibility under a cafeteria plan – an event that causes your Dependent to satisfy or cease to satisfy an eligibility requirement for a particular benefit – a change in your, your Spouse’s or your Dependent’s place of residence (coverage is affected)

*Change must be made within 31 days after the occurrence. Refer to Summary Plan Document for additional details. PP 14 Insurance*

• Life Insurance • Long Term Disability Insurance • Workers' Compensation • Social Security and Unemployment Compensation

*Always refer to the Operational Guide for additional information and/or conditions. Other Voluntary Insurance*

• Medical Insurance • Dental • Vision • Supplemental Life Insurance • Specified Health Event Insurance • Personal Accident Indemnity Plan • Hospital Intensive Care Unit Insurance • Cancer Indemnity Insurance

*Refer to Plan Brochure for additional information and/or conditions. Medical Insurance

• Eligibility: – you are in a class of eligible employees; – you normally work at least 30 hours a week. • Coverage: – is effective the first day of the month following the date of hire.

(Medical and Rx benefits are always subject to the Plan Document.) Medical Insurance

• Austin College is a member of a health care consortium Collegiate Association REsource of the Southwest, Inc (CARES). • The consortium currently is comprised of Texas Christian University, University of Dallas, and Austin College. • The health insurance program is partially self-insured (we buy stop-loss insurance for large claims).

(Medical and Rx benefits are always subject to the Plan Document.) Medical Insurance

• Premiums are determined in large part based on the experience (claims activity) for an individual school. • These premiums are paid by each school to CARES for payment to various vendors.

(Medical and Rx benefits are always subject to the Plan Document.) Plan – Tier and Plan Cost Share Premium Medical Premiums by PPO 90 Employee 30.6% $208.70 Employee/Spouse $574.18 Plan/Tier Employee/Child $328.83 Employee/Family $699.39

PPO 80 Employee 20.6% $116.86 Employee/Spouse $321.53 Employee/Child $186.99 Employee/Family $391.65

PPO 70 Employee 10.6% $50.98 Employee/Spouse $140.27 Employee/Child $81.58 Employee/Family $170.86

HDHP Employee/5.6% $23.25 Employee/Spouse $63.97 Employee/Child $36.64 Employee/Family $77.92

Rx Buy Up (All plans) Employee 100% $19.03 Employee Spouse $52.33 Employee Child $30.45 Employee Family $63.75

(Medical and Rx benefits are always subject to the Plan Document.) Medical Insurance

• BlueCross BlueShield of Texas (BCBSTX) is our third party administrator (TPA). They pay the claims. • Our PPO network is currently provided and maintained by BCBSTX. • Our network is BlueChoice®PPO Plan.

(Medical and Rx benefits are always subject to the Plan Document.) Medical Insurance

• Express Scripts (ESI) is our pharmacy benefit manager.

Price your Prescriptions

(Medical and Rx benefits are always subject to the Plan Document.) Other Voluntary Insurance*

• Dental: – Indemnity – DHMO

*Refer to Plan Brochure for additional information and/or conditions. Other Voluntary Insurance* • Dental: Indemnity Premiums – Employee Only $ 40.56 – Employee Child $ 78.18 – Employee Spouse $ 91.29 – Employee Family $ 130.40

Total Cigna DPPO

*Refer to Plan Brochure for additional information and/or conditions. Other Voluntary Insurance* • Dental: DHMO Premiums – Employee Only $ 12.99 – Employee Child $ 26.00 – Employee Spouse $ 24.69 – Employee Family $ 37.04

Dr. Mark Smith in Sherman will accept this plan. Should you want to use Dr. Smith, please contact Janelle Johnston for the details. Other Voluntary Insurance* • Vision Insurance Premiums – Employee Only $ 4.56 – Employee Child $ 7.80 – Employee Spouse $ 8.25 – Employee Family $ 12.37 – $20.00 Co-pay – Benefit is for a rolling forward year, not calendar year. – Materials Only.

(Preventive eye examinations are covered at 100% with no co-pay through CARES medical insurance, using a network provider.) Optional Life Insurance*

• Optional Life Insurance Benefits – Available for an employee and their spouse. (30 minimum hours employed per week) – Up to $150,000 with no medical underwriting for the employee (underwriting waived only during initial offering or within 31 days beginning employment). Can purchase up to $500,000. (Not to exceed 5 times employee’s annual salary.) – Up to $50,000 with no medical underwriting for spouse (underwriting waived only during initial offering or within 31 days beginning employment). Can purchase up to $250,000. – Rates vary by age band. Rate for spouse determined by employee’s age on January 1.

*Refer to the insurance certificate for additional information and/or conditions. Other Voluntary Insurance* • Specified Health Event Insurance – Heart Attack & Coronary Artery Bypass Surgery – Stroke – End-Stage Renal Failure – Major Human Organ Transplant – Major Third-Degree Burns – Coma – Plus ... much more

*Refer to Plan Brochure for additional information and/or conditions. Other Voluntary Insurance* • Personal Accident Indemnity Plan – This is an accident-only insurance policy; it does not pay benefits for sickness. – Benefits are payable for a covered person’s death, dismemberment, or injury caused by a covered accident that occurs on or off the job.

*Refer to Plan Brochure for additional information and/or conditions. Other Voluntary Insurance* • Hospital Intensive Care Unit Insurance – Hospital Intensive Care Unit Benefit – Step-Down Intensive Care Unit Benefit – Progressive Benefit

*Refer to Plan Brochure for additional information and/or conditions. Other Voluntary Insurance*

• Cancer Indemnity Insurance – Benefits are paid only for Covered Persons who receive Physician-prescribed treatment approved by the National Cancer Institute (NCI) or the Food and Drug Administration for Cancer (unless stated otherwise) or an Associated Cancerous Condition, as applicable. – To be payable, the benefits listed in the brochure require a charge to be incurred for the applicable treatment or service, except for the Experimental Treatment Benefit (as detailed below), the Hospital Confinement Benefit (when confined in a U.S. government Hospital), and the Hospice Care Benefit.

*Refer to Plan Brochure for additional information and/or conditions. Life Insurance*

• Group term life insurance is provided for each eligible staff employee and for each faculty member employed full-time. – 1.5 times the employee's annual salary, to a maximum of $50,000.00. – You will need to name a beneficiary for this policy. – Dependent life insurance for spouse and children may be purchased by the employee. • $10,000 spouse • $5,000 child

*Refer to the Operational Guide or certificate for additional information and/or conditions. Long Term Disability Insurance (LTD)* • Group Long Term Disability Benefits provide an eligible employee a monthly income (taxable) of 60% of his or her regular salary (up to a specified limit which is reduced by benefits paid by Social Security). – The college pays the entire premium. – Eligible employees receive this coverage after one year of employment.

Consider a tax free benefit if you become disabled. Ask Human Resources for more information.

*Refer to the Operational Guide or certificate for additional information and/or conditions. Special Enrollment Rights

• Health Insurance Portability & Accountability Act (HIPAA)* – Acquiring a new Dependent by • marriage, birth, adoption or placement for adoption. – Loss of eligibility for other coverage (excluding continuation coverage) • divorce or legal separation; • cessation of Dependent status (such as reaching the limiting age); • death of the Employee; • termination of employment.

*Special enrollment must be requested within 31 days after the occurrence of the special enrollment event. Refer to Med. Plan Doc. Special Enrollment Rights • Health Insurance Portability & Accountability Act (HIPAA)* – Loss of eligibility for other coverage (excluding continuation coverage) • reduction in work hours to below the minimum required for eligibility; • you or your Dependent(s) no longer reside, live or work in the other plan’s network service area and no other coverage is available under the other plan; or • the other plan no longer offers any benefits to a class of similarly situated individuals.

*Special enrollment must be requested within 31 days after the occurrence of the special enrollment event. Refer to Med. Plan Doc. Special Enrollment Rights

• Health Insurance Portability & Accountability Act (HIPAA)* – Termination of employer contributions (excluding continuation coverage). – Exhaustion of COBRA or other continuation coverage.

*Special enrollment must be requested within 31 days after the occurrence of the special enrollment event. Refer to Med. Plan Doc. COBRA • Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. • The law provides continuation of group health coverage that otherwise might be terminated.

Source: http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html COBRA • COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. – This coverage, however, is only available when coverage is lost due to certain specific events.

Source: http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html COBRA • COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events: – Qualifying Events for Employees: • Voluntary or involuntary termination of employment for reasons other than gross misconduct • Reduction in the number of hours of employment – Qualifying Events for Spouses: • Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct • Reduction in the hours worked by the covered employee • Covered employee's becoming entitled to Medicare • Divorce or legal separation of the covered employee • Death of the covered employee

Source: http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html COBRA • (Cont.) COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events: – Qualifying Events for Dependent Children: • Loss of dependent child status under the plan rules • Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct • Reduction in the hours worked by the covered employee • Covered employee's becoming entitled to Medicare • Divorce or legal separation of the covered employee • Death of the covered employee

Source: http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html COBRA • Steps – A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation or a child's ceasing to be covered as a dependent under plan rules. – Plan participants and beneficiaries generally must be sent an election notice not later than 14 days after the plan administrator receives notice that a qualifying event has occurred. – The individual then has 60 days to decide whether to elect COBRA continuation coverage. – The person has 45 days after electing coverage to pay the initial premium.

Source: http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html COBRA • Qualified beneficiaries must be given an election period during which each qualified beneficiary may choose whether to elect COBRA coverage. • Each qualified beneficiary may independently elect COBRA coverage. A covered employee or the covered employee's spouse may elect COBRA coverage on behalf of all other qualified beneficiaries. • A parent or legal guardian may elect on behalf of a minor child. Qualified beneficiaries must be given at least 60 days for the election. This period is measured from the later of the coverage loss date or the date the COBRA election notice is provided by the employer or plan administrator. • The election will be provided in person or by first class mail within 14 days after the plan administrator receives notice that a qualifying event has occurred.

Source: http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html PP 14 Benefits: Workers' Compensation* • Applies to all employees immediately upon employment and provides for payment of all medical expenses resulting from an injury or work related illness which occurs while the employee is on the job. – New employees can waive right of coverage by signing waiver (restrictions apply).

*Subject to State regulations. Currently, Travelers is our WC carrier. Refer to the Operational Guide for additional information and/or conditions. PP 14 Benefits: Social Security and Unemployment Compensation* • All employees participate in the Social Security Program (the Federal Insurance Contributions Act, or FICA), and the college matches the deductions as provided by law. • Unemployment claims are filed with, and processed by, the Texas Workforce Commission.

*Always refer to the Operational Guide for additional information and/or conditions. PP 15 Sick Leave*

• Accrual of Sick Leave – Full-time employees accrue one day (eight hours) for each calendar month of full-time pay. – Part-time employees earn sick leave on a prorated basis. – Unused sick leave accumulates from year to year, to a maximum of 120 days. – No sick leave accrues during periods of leave without pay or for any month an employee works less than 70 hours.

*Always refer to the Operational Guide for additional information and/or conditions. PP 15 Sick Leave*

• Sick Leave Pool – Regular staff employees may join the Austin College Sick Leave Pool after being employed for six months. – All eligible staff who elect to participate in the pool shall be assessed three (3) days from their personal sick leave as the initial enrollment assessment.

*Always refer to the Operational Guide for additional information and/or conditions. PP 16 Wellness and Health Services* • The purpose of the wellness program is to promote physical, mental and spiritual wellbeing through activities, information sharing and resources.

*Always refer to the Operational Guide for additional information and/or conditions. PP 16 Wellness and Health Services* • Health Awareness Series – The college’s Health Center and Human Resources Office jointly sponsor an informative educational series periodically during the academic year.

*Always refer to the Operational Guide for additional information and/or conditions. PP 16 Wellness and Health Services* • Health Services – During working hours, the college's Health Center can render first aid to any employee as a result of an accident occurring on the campus.

*Always refer to the Operational Guide for additional information and/or conditions. PP 16 Wellness and Health Services* • Health Services – The center offers on- campus convenience with no fees for such services as administering allergy shots or emergency services. – Flu and pneumonia shots, tetanus immunizations, and various blood tests will be offered throughout the year for a nominal fee.

*Always refer to the Operational Guide for additional information and/or conditions. • The college observes fourteen PP 17 Holidays* days as holidays each year. The holiday schedule is approved each spring for the next fiscal year (July 1 to June 30). Six of the 14 consist of the following: – Thanksgiving Day – Friday after Thanksgiving Day – Christmas Day – New Year's Day – Memorial Day – Independence Day Austin College is open Labor Day *(New employees are eligible for two floating holidays if hired between July 1 and December 31. New employees are eligible for one floating holiday if hired between January Up to two floating holidays are 1 and March 31. New employees hired between April 1 and available (included in the 14) and are June 30 are not eligible for the floating holiday(s) until July 1. New staff may not use a floating holiday during their three- determined each fiscal year. month probationary period (six months for campus police officers).

*Always refer to the Operational Guide for additional information and/or conditions. PP 18 Vacation*

• Regular, full-time staff with uninterrupted service ordinarily accrue paid vacation according to the following schedule: (Note: one day = eight (8) hours.) – Accrued time is available for use during the calendar month in which it is accrued, except during the introductory period. – Date of hire through year 5 you accrue .83 days per month (10 days per year). – Beginning year 6, start accruing 1 day per month (12 days per year). – Beginning year 11, start accruing 1.5 days per month (18 days per year).

*Always refer to the Operational Guide for additional information and/or conditions. PP 18 Vacation*

• Continued… – Beginning year 11, start accruing 1.5 days per month (18 days per year). – Beginning year 16, start accruing 1.67 days per month (20 days per year).

Exception: Administrative Staff earn three weeks vacation after one year of service, four weeks after three years of service; this service time need not be as a Administrative Staff to be countable.

*Always refer to the Operational Guide for additional information and/or conditions. PP 19 Education and Professional Development* • Educational benefits are primarily available to full-time faculty and "regular" staff employees who complete 24 months of full-time employment. • Undergraduate tuition benefits are only available to a dependent* child/stepchild or spouse. The tuition benefits received are “tax-free” to you for your dependent child/stepchild or spouse. However, graduate tuition benefits received under the QTR are generally taxable to you. – *The dependent must be claimed on an employee’s income tax return for year the tuition benefit is requested. For purposes of this policy (PP 19) only, Austin College defines a dependent as child or stepchild under the age of 26.

*Always refer to the Operational Guide for additional information and/or conditions. PP 19 Education and Professional Development*

*Always refer to the Operational Guide for additional information and/or conditions. PP 19 Education and Professional Development* • Qualified Tuition Reduction (QTR) – Regular employees (staff and faculty) and their qualified dependants, including spouses. – “Tuition" only; exclusions include room, board, fees, courses of private instruction, continuing education courses, special costs for a January term field trip, any off-campus expenditure, or other non-tuition costs. – Except for the “Austin Teacher Program”, enrollment at Austin College under QTR is limited to four academic years for each student enrolled full time.

*Always refer to the Operational Guide for additional information and/or conditions. PP 19 Education and Professional Development* • Off-Campus "Non-Reciprocal" Awards – The following limitations* apply: • Unavailable to spouses of regular employees. • Must be full-time undergraduate at a fully accredited institution. • Awards are limited to four years for each student enrolled fulltime, with a limit of two semesters per calendar year, i.e., Spring/Summer, Summer/Fall, or Spring/Fall. • Maximum of $1,000 per semester or $2,000 for a full academic year, with tuition for quarter terms pro rated at a maximum of $667 (for three quarter terms) or $500 (for four quarter terms).

*Always refer to the Operational Guide for additional information and/or conditions. PP 19 Education and Professional Development* • Qualified Tuition Exchange (QTE) – Tuition Exchange, Inc., and the Association of Presbyterian Colleges and Universities (APCU) - and has, currently, direct exchange agreements with several other colleges and universities in Texas. Contact the director of financial aid for more information.

*Always refer to the Operational Guide for additional information and/or conditions. PP 22 Retirement* • Contributions (Retirement Account- RA) – Mandatory plan - The college currently contributes 7% of the salary and the individual contributes 2%. – All contributions are immediately 100%fully vested. – Year of service requirement.**

**Immediate eligibility may apply

Supplemental Retirement Account – SRA Available immediately. Subject to contribution limits.

*Always refer to the Operational Guide for additional information and/or conditions. PP 14 Benefits – Retiree Medical Coverage*

• Effective January 1, 2005, eligibility for retiree medical insurance benefits will be determined by the “Rule of 75.” Any combination of age and service which equals seventy-five (75) will qualify an employee for retiree medical insurance benefits IF he or she: (1) is at least fifty-five (55) years of age and (2) has at least ten (10) years of college employment from the most recent hire date and (3) is a participant in the plan during the 3- month period immediately prior to retirement and (4) was actively at work on the day prior to retirement.

*Always refer to the Operational Guide for additional information and/or conditions. PP 21 Loans* • Salary Advances: – Advances are usually restricted to new employees who have moved from other geographic regions and who have not had sufficient time to establish local credit. – The vice president for business affairs approves salary advances for staff employees. For eligible members of the faculty, the vice president for academic affairs approves salary advances.

*Always refer to the Operational Guide for additional information and/or conditions. Employee Assistance Program Employee Assistance Program • Best Doctors is a free confidential service offered through CARES. Patient Care TELADOC

TELADOC.COM Austin College employees are eligible for membership at Texoma Educators Federal Credit Union. Emergency Travel Assistance AND Identity Theft Protection

Emergency Travel Assistance if you have a medical emergency while you are more than 100 miles from home.

See the Brochure PP 23 Computer Purchase Policy*

• Must be in a continuing, full-time position with over one year of service. • The maximum financed is one month’s salary with a maximum of $1,000 for a single computer for the employee’s use at home, or at the employee’s college office. – Repayment is by payroll deduction over a maximum of 12 months.

*Always refer to the Operational Guide for additional information and/or conditions. OP 12 College Owned Houses Rental Policy* • Austin College maintains various residential housing units adjacent to the campus, which are managed by the Physical Plant. Persons wishing to rent a property should contact the Physical Plant office at extension 2006.

*Always refer to the Operational Guide for additional information and/or conditions. Need Cash? • ATM available in the east entry of the Wright Campus Center. • Business Office cashier will cash checks up to $200. Food and Drink

• Austin College provides five meals per fall and spring semesters to eligible employees: – breakfast or lunch in the dining hall; – unused meals from the fall semester will roll into January Term. Otherwise, the spring allowance begins the first day of spring term. Must show AC – ID. – Accumulated meals must be used by Commencement. • Complimentary drinks – Cafeteria – Pub Austin College Lake Campus

• This is a recreational site leased from the Corps of Engineers, intended primarily for use by persons affiliated with Austin College (faculty, staff, students and alumni). It is located on the Preston Peninsula of Lake Texoma. • The entrance to the Lake Campus is accessible with your Austin College ID card daily from 9am to 11pm. Check times for Campus closings.

Lake Campus Information OP 7 Miscellaneous General Operational Policies and Procedures* • Campus Store – A regular employee receives a 10% discount on books (other than textbooks) and supplies purchased at the Campus Store.

*Always refer to the Operational Guide for additional information and/or conditions. PP 20 Access to Campus Events and Facilities with ID Card* • Access to Campus Events and Facilities with ID Card: – Access to all college activities and events. – Identification for certain discounts, serves as library card, and allows access to certain campus facilities.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Notification Concerning Use of Leave – Whenever an employee is to be absent from work, he or she should notify the supervisor or program director, in advance, if possible, or as promptly as possible on the day of the absence.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Leave for Death in the Family – Absences due to a death in the "immediate family" (see PP2, “Definitions”), including also, an employee or spouse’s grandparent or other close relative, are excused for a period of up to five days.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Leave for Inclement Weather – Inclement weather conditions will not ordinarily necessitate a cessation of work. – If there is an emergency that prevents the college from operating, however, an announcement will be made through the Office of the President.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Leave for Jury Duty – Absences for jury duty are excused without loss of pay, nor will such absences be charged to vacation leave, holiday time or other types of leaves. – Bring a certificate from the clerk of the court, documenting your jury service should your supervisor require it. It is not required for payroll.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Leave Without Pay – In instances where paid leave is not available, or not applicable, an employee may be placed on “leave without pay” e.g., a disciplinary suspension.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Leave of Absence Without Pay (Other than Medical) – Leaves of absence may be arranged for justifiable personal reasons if approved by both the supervisor and the executive. Such leaves of absence may be paid, unpaid, or a combination of both. Employees need not exhaust all accrued paid leave prior to requesting a leave of absence.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Family and Medical Leave (FMLA) – An eligible employee of Austin College may request unpaid time off to provide family care, medical, military exigency, or military caregiver leave. – An eligible employee is one who (1) has been employed by Austin College for at least one year; (2) has actually worked at least 1,250 hours in the previous 12-month period (inclusive of time the employee has spent in military service during that period); and (3) works at a location where the Austin College employs 50 or more employees within 75 miles. – For purposes of measuring the maximum amount of leave available to an employee, the 12-month period is measured forward from the date any employee's first FMLA leave begins.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Military Leave – Austin College provides military leave to employees in accordance with the Uniformed Services Employment and Re- employment Rights Act of 1994 (USERRA) and applicable state laws.

*Always refer to the Operational Guide for additional information and/or conditions. PP 29 Leaves of Absence* • Miscellaneous Leaves – Leave during the workday for appointments, classes, business or personal reasons, etc., may be approved by the supervisor on an individual basis. – The employee is expected to make up the missed time during the same workweek or charge the missed time to sick leave (if applicable), vacation leave, personal days (in the case of a less than twelve- month employee), and/or floating holiday (if available).

*Always refer to the Operational Guide for additional information and/or conditions.