Employee Benefits

  1. Health Insurance Plan
  2. Dental/Vision Plan
  3. Section 125 Flexible Spending Plan
  4. Life Insurance
  5. Long Term Disability Insurance
  6. Retirement Plan
  7. Optional Early Retirement Plan
  8. Tuition Assistance
  9. Independent Colleges of Indiana Moving Contract
  10. Statutory Benefits
  11. Leaves of Absence

5.01 Health Insurance Plan (REV. 10/10/04)

The Institute provides a health insurance plan for the employee and eligible dependents. Monthly premiums are shared by the Institute and the employee, with the employee portion deducted on a pre-tax basis through the Section 125 Flexible Spending Account. To be an eligible participant, a person must be an eligible employee. An eligible employee is any individual who is a full-time or part-time (benefits eligible) employee who is regularly scheduled to work at least thirty (30) hours per week.

An employee is eligible for coverage on the date of hire and has thirty (30) days from the date of hire to complete the enrollment form. The enrollment form is to be returned to Human Resources. If the enrollment form is not returned within thirty (30) days from the hire date, the employee cannot enroll in the health plan until the open enrollment period. During the open enrollment period, the employee is subject to the plan provisions limiting coverage for pre-existing conditions. (See Pre-existing Conditions Limitation in the Health Benefits Plan) booklet available from Human Resources.

The plan provides in-network and out-of-network benefits to all participants.

Medical coverage is based on usual and customary charges. Most in-network services are paid at 100%, less co-payment and deductible. Medical services are subject to an annual deductible and co-payment. Out-of-network services are subject to an annual deductible and coinsurance.

A prescription drug program is available through a pharmacy network.

For further information regarding the health insurance plan, refer to the Health Benefits Plan booklet available from Human Resources.

5.02 Dental/Vision Plan (REV. 07/01/01)

Monthly premiums are paid by the employee and deducted on a pre-tax basis through the Section 125 Flexible Spending Account. Preventive dental services are paid at 100% with no deductible. Orthodontia services are paid at 50% with no deductible and have a $1,000 maximum dollar benefit per eligible dependent. Basic services are paid at 80% with a deductible. Major services are paid at 50% with a deductible. Co-payments apply for vision services with no deductible.

For further information regarding the dental/vision insurance plan, refer to the Group Insurance Benefits Plan booklet available from Human Resources.

5.03 Section 125 Flexiple Spending Plan

The Institute provides a Flexible Benefits Plan which is available to employees who are regularly scheduled to work at least twenty (20) hours per week. The Flexible Benefits Plan allows the employee to pay for un-reimbursed medical, dental, vision, and dependent care expenses through pre-taxed dollars.

For further information regarding the Flexible Benefits Plan refer to the Flexible Benefits Plan booklet available from Human Resources.

5.04 Life Insurance

The Institute provides a life insurance program to eligible employees. The Institute pays the full premium to the insurance carrier. There is an employee tax liability for insurance coverage over an amount designated by the IRS (address questions to Human Resources). An eligible employee is any individual who is a full-time or part-time (benefits eligible) employee and is regularly scheduled to work at least thirty (30) hours per week. An employee is eligible for coverage on the first of the month following the hire date and has thirty (30) days from the hire date to complete the enrollment form. The enrollment form is returned to Human Resources. If the enrollment form is not returned within thirty (30) days from the hire date, the employee may still enroll in the life insurance plan but is subject to evidence of insurability.

For further information regarding the Life Insurance Plan refer to the Group Life Insurance Benefits Plan booklet available from Human Resources.

5.05 Long Term Disability Insurance

The Institute provides a Long Term Disability Plan to eligible employees. The Institute pays the full premium to the insurance carrier. An eligible employee is any individual who is a full-time or part-time (benefits eligible) employee and is regularly scheduled to work at least thirty (30) hours per week. An employee is eligible for long term disability coverage after one year of service. Coverage is based on sixty (60%) of the monthly salary base of the employee at the commencement of the period of continued total disability to a maximum of $10,000. The maximum benefit of $10,000 includes income payable from Social Security, Worker's Compensation, or any disability benefits payable under any retirement or insurance plan of the Institute.

For further information regarding the Long Term Disability Insurance Plan refer to the Group Long Term Disability Insurance Plan booklet available from Human Resources.

5.06 Retirement Plan

The Institute provides a Defined Contribution Retirement Plan for all benefits eligible employees. An eligible employee is any individual who is a full-time or part-time employee and is regularly scheduled to work at least twenty (20) hours per week.

The Institute contributes an amount equal to ten (10%) of the gross wages paid during the month to the retirement plan. Personal contributions may be made to the Institute’s Defined Contribution Retirement Plan or to a Supplemental Retirement Annuity through approved carriers.

The Institute offers an Optional Early Retirement Plan (See Section 5.07 Optional Early Retirement Plan). Employees planning to retire from the Institute should notify their supervisor and Human Resources of their intent to retire at least sixty (60) days prior to the effective date of retirement (Employees at the level of Director and above are requested to give at least six (6) months notice). Upon notification of a planned retirement, the Benefits Coordinator in Human Resources will provide the employee with retirement income options and coordinate payment of this benefit with the appropriate account custodian.

For further information regarding the Retirement Plan contact Human Resources.

5.07 Optional Early Retirement Plan (REV. 07/01/2014)

The Institute offers an Optional Early Retirement Plan for employees with at least fifteen (15) years of service* who elect to retire between the age of 62 and prior to the 67th birthday. Partial benefits are available to employees retiring at age fifty-five (55) through age sixty-one (61). If an employee retires at age sixty-seven (67) or after, they are eligible for the Medicare supplement plan paid by Rose-Hulman for 5 years. Participation in the plan is voluntary.

*One year of service is defined as working 1,000 hours or more during a twelve (12) month period.

Eligibility 
Active employees who meet the minimum age and service requirements are eligible to retire under this plan. The following employees are not considered to be “active” employees:

  • employees on leave of absence or sabbatical
  • employees on layoff status
  • employees receiving or eligible to receive disability benefits under the Institute’s Group Disability Insurance Plan

Election Period 
Eligible employees must complete a written election form. The enrollment election period begins thirty (30) days prior to the date on which the eligible employee retires or terminates employment. The written election form notifies the Institute of the effective date of retirement. Failure to file the election form during the thirty (30) day election period will disqualify the employee from the plan. The election form is to be returned to the Benefits Coordinator in Human Resources.

Non-exempt staff are expected to submit their intent to retire in writing to Human Resources and their immediate supervisor at least one month (1) prior to the planned retirement. Exempt staff are expected to give at least one month (1) notice.

The Institute has the right to evoke or amend the plan at any time at its discretion without affecting those already retired under an election. For election forms and further information regarding the Optional Early Retirement Plan, refer to the policy available from Human Resources.

5.08 Tuition Assistance

Dependent Children Tuition (REV. 09/01/04) 
The Institute provides a partial college tuition assistance program to dependent children of eligible employees. An eligible employee is any individual who is a full-time employee or part-time (benefits eligible) employee. After five years of continuous full-time employment at the Institute, a dependent child will be eligible for partial college tuition assistance for programs of study at the baccalaureate level. A dependent child is an unmarried, natural or legally adopted child of eligible employees who is declared as a dependent on the eligible employee’s federal income tax return.

The dependent child must attend an accredited college or university and pursue a program which can be counted toward the completion of an initial baccalaureate degree. The program is designed to provide eligible dependents the opportunity to be enriched by the traditional on-campus experience similar to that which Rose-Hulman provides. Assistance for programs that are exclusively or primarily on-line (e.g.: University of Phoenix Online or similar programs) will not be provided. Benefits will not be provided to dependent children beyond age twenty-five (25).

The amount of the Rose-Hulman award is limited to the lesser of one-half of the current Rose-Hulman Institute of Technology freshman tuition rate per child per year, or the actual tuition and academically related fees charged at the Institution attended up to a maximum total lifetime benefit per family. This maximum total lifetime benefit for the 2002-2003 fiscal year is $31,000 and will increase by $1,000 each year beginning fiscal year 2003-2004 to $40,000 by the year 2012.

After one year continuous full-time employment, full tuition remission is granted if the eligible child attends Rose-Hulman Institute of Technology.

Tuition Benefit Program Application for tuition assistance must be made to Human Resources for each dependent and each time there is a change in the institution attended. An original invoice of charges from the institution attended must be submitted to Human Resources for each academic period and is the basis for payment.

Dependent children participating in this program may not apply for a TE Scholarship for the same academic year. (See the Tuition Exchange Policy) available from Human Resources. 
For those eligible employees hired prior to 1982, please refer to the Tuition Benefit Program for Dependent Children Plan A policy available from Human Resources.

For application forms and further information regarding the Tuition Benefit Program for Dependent Children refer to the policy available from Human Resources.

Tuition Exchange (REV. 10/01/03) 
The Institute participates in the Tuition Exchange, Inc. (TE) program which provides a national scholarship exchange for dependent children of full-time faculty and staff members and part-time benefits eligible staff members. The definitions of an eligible employee, dependent child and eligibility requirements are the same criteria as noted above in the Dependent Children Tuition section. Rose-Hulman is required to maintain a balance between “exports and imports”. Because of high demand and limited availability, Rose-Hulman cannot assure that all who apply will receive a scholarship.

Access also depends on the importing institution, which will have its’ own criteria for selecting recipients and a limit on the number of scholarships.

The scholarship will cover tuition up to a program maximum of $20,800 per year beginning with the 2004-2005 academic year. This program maximum is adjusted annually based on inflation.

The Tuition Exchange (TE) program Web site is http://www.tuitionexchange.org/. All schools that participate in the Tuition Exchange program are listed here.

Tuition Exchange Scholarship Application must be submitted to Human Resources during the period October 1 through November 1. Applications will only be accepted for children attending college the following academic year. Early applications will not be accepted. Human Resources will verify eligibility and inform the employee/parent of their priority ranking by December 1. The normal admission process is followed at the school the child would like to attend.

If the number of applicants exceeds the number of available TE Scholarships, applicants will be selected through a priority ranking system.

First priority will be given to renewals: those students already enrolled in a member institution, and who are holding a TE scholarship.

Second priority will be given to applicants based on employment seniority of the employee. In the event of employees with equal seniority, ranking will be on the date of submission of the application. A lottery system will be implemented in the case of employees with equal seniority submitting an application on the same date. 
Only one dependent child per family may be enrolled in the TE scholarship program at the same time. 
If the dependent child is not awarded a Tuition Exchange Scholarship, he or she is eligible to participate in the Rose-Hulman Tuition Benefit Program for Dependent Children (See Dependent Children Tuition section above).

For application forms and further information regarding the Tuition Exchange Program refer to the policy available from Human Resources.

Employee Courses for Credit (REV. 01/01/01) 
The Institute pays for college courses for credit for eligible employees after one year of service provided the course work relates to the employee’s current position. An eligible employee is any individual who is a full-time or part-time (benefits eligible) employee and is regularly scheduled to work at least thirty (30) hours per week. The supervisor will review a course syllabus or description to determine if the course relates to the employee’s current position. The supervisor must also approve the employee’s request to take courses held during normal work hours.

An initial Employee Course for Credit Program Application for tuition assistance or subsequent applications must be made to the supervisor. An application is required for each academic period. A copy of the course syllabus or course description must accompany the application, with supervisory approval, and returned to Human Resources. The supervisor, in consultation with the Benefits Coordinator, will determine whether the course is related to the employees’ current position. Only courses deemed related to the employees’ current position will be paid. This process must be completed before class enrollment to be eligible for payment. The employee shall present the bill for tuition and academic related fees to Human Resources. The Institute shall pay the cost of the tuition and academic related fees directly to the institution at which the employee is enrolled.

The Professional Development line of the applicable department budget is to be charged for all courses. 
Upon completion of the course, the employee shall provide a copy of the final grade report to Human Resources. Failure to provide a grade report or achieving a final grade of less than "C" requires the employee to reimburse the Institute the entire amount of tuition and academic related fees within 30 days after course completion. If the employee drops the course for any reason prior to course completion, the employee will be responsible to reimburse the Institute the tuition and academic related fees within 30 days of dropping the course. Reimbursement shall be either direct payment or payroll deduction as elected by the employee. 
For application forms and further information regarding the Employee Courses for Credit Program, refer to the policy available from Human Resources.

5.09 Independent Colleges of Indiana Moving Contract (REV. 09/01/03)

As a result of Rose-Hulman’s membership in the Independent Colleges of Indiana (ICI), both new and existing Institute faculty and staff can now utilize specific ICI moving contracts for moving their household goods. ICI has negotiated significant discounts with specific carriers for the benefit of all active employees in its membership. The only Rose-Hulman involvement is a requirement to verify employment before services may be provided.

Institute employees should contact the Director of Human Resources, at extension 8176 or by email to Kim Miller@rose-hulman.edu, to request use of this service. Human Resources will verify employment with the moving companies and provide them with employee contact information. The moving companies will then contact the employee directly for quotes and all other information, including billing arrangements which will be made exclusively between the employee and the company.

Comments and feedback regarding employee experience with these services should be reported to Human Resources so that Rose-Hulman may keep ICI appropriately informed regarding the value of this service to its membership. For further information regarding the Independent Colleges of Indiana Moving Contract, refer to the policy available from Human Resources.

5.10 Statutory Benefits

Statutory benefits are those benefits provided on behalf of employees by the Institute as required by Federal law. These statutory benefits include:

Social Security and Medicare 
Employees are covered by the Federal Social Security Act. Medicare coverage is a part of this coverage. Social Security pays benefits when employees retire, become disabled, or die. Employees and the Institute pay taxes for this benefit. The employees’ taxes are deducted from their pay, and the Institute matches these taxes dollar for dollar.

The Federal government sets a limit each year on earnings which are subject to social security and the applicable tax rate.

For further information on Social Security benefits and the limits established each year, Human Resources.

Unemployment Insurance 
Under state law, unemployment benefits are provided to those employees who are terminated from employment for reasons other than willful misconduct or resignation, or just cause as defined by Indiana law.

Worker’s Compensation Insurance (REV. 09/01/02) 
The Institute carries worker’s compensation insurance to cover the cost of an employee’s medical bills and a portion of lost wages due to an injury or illness that arises out of and in the course of employment. Worker’s Compensation guidelines are regulated by the State of Indiana Worker’s Compensation Board. 
If the employee has lost wages as a result of a worker’s compensation injury or illness, the worker’s compensation insurance carrier will pay the employee 66 2/3% of gross earnings during the period of temporary total disability. There is a seven (7) calendar day waiting period before the employee will receive compensation through the worker’s compensation insurance carrier. During this seven (7) calendar day waiting period, the employee has the option to use earned sick leave. If the employee has no earned sick leave, the employee has the option of using earned vacation leave or time off without pay.

After the seven (7) calendar day waiting period, the employee will begin receiving payments directly from the worker’s compensation insurance carrier at the rate of 66 2/3% of the employee’s average gross earnings from the previous twelve (12) months.

The employee will have the option to take earned sick and vacation hours after the seven (7) calendar day waiting period at the rate of 1.0 hour per day to bring the net wages to approximately 100%.

After the employee is off work for twenty-one (21) days, the employee’s first seven (7) days of gross earnings will be reimbursed by the worker’s compensation insurance carrier at 66 2/3% of the gross earnings.

If the attending physician recommends returning to work under light duty restrictions (Return to Work Program RTWP), efforts will be made to accommodate the employee if such restricted work is available.

For further information regarding Worker’s Compensation (See Appendix 8).

5.11 Leaves of Absence

Vacation Leave 
The Institute encourages staff to utilize vacation leave annually.

Earning Vacation Leave (REV. 10/01/04) 
Vacation leave is earned based on position classification, length of service, and number of hours worked. Employees begin earning vacation leave on the first day of the month following the hire date. If the hire date is the first day of the month, the employee earns vacation for that month. Employees cease to earn vacation leave upon separation of employment. Vacation is earned at the rate of one-twelfth (1/12) of annual leave per month (e.g.: annual leave = 10 days per year = .83 days per month= 6.66 hours per month). 
Staff members do not earn vacation days/hours during unpaid leave.

Full-Time Employees

Length of Service

Annual Vacation Leave Earned

0 - 1 year

10 days (6.66 hours per month)

1 - 2 years

10 days

2 - 3 years

15 days (10.00 hours per month)

3 - 4 years

15 days

4 - 5 years

20 days (13.33 hours per month)

5+ years

20 days

Part-Time Employees

Service Hours Worked

Annual Vacation Leave Earned

First Year

20-25 hours

6.25 days / 50 hours

26-29 hours

7.25 days / 58 hours

30-35 hours

8.75 days / 70 hours

36-39 hours

9.75 days / 78 hours

Second Year

20-25 hours

6.25 days / 50 hours

26-29 hours

7.25 days / 58 hours

30-35 hours

8.75 days / 70 hours

36-39 hours

9.75 days / 78 hours

Third and Fourth Years

20-25 hours

9.375 days / 75 hours

26-29 hours

10.875 days / 87 hours

30-35 hours

13.125 days / 105 hours

36-39 hours

14.625 days / 117 hours

Fifth and Subsequent Years

20-25 hours

12.5 days / 100 hours

26-29 hours

14.5 days / 116 hours

30-35 hours

17.5 days / 140 hours

36-39 hours

19.5 days / 156 hours

Temporary Employees 
Temporary staff and staff working less than twenty (20) hours per week are not eligible for vacation leave.

Maximum Vacation Leave 
Employees may accumulate up to a maximum of 40 days or 320 hours vacation leave.

Utilizing Vacation Leave 
Upon completion of the initial review period, employees may take vacation leave as it is earned, however employees may not take vacation leave before it is earned. Vacation leave must be approved by the supervisor prior to use and must be taken in increments of at least four hours for exempt employees, and at least quarter hour increments for non-exempt employees except as defined in (Section 5.10 Worker’s Compensation Insurance).

Tracking Vacation Leave

Exempt Employees (REV. 10/01/04) 
Vacation and sick leave taken is to be recorded electronically through the Banner Web for Employee “Time Entry” application no later than the tenth work day of the month for the preceding month. (See Section 4.11 Time Records)


Non-Exempt Employees 
Hours worked and exceptions to the regular work schedule will be recorded electronically through the Banner Web for Employee “Time Entry” application no later than noon on Monday following the end of the pay period (See Section 4.11 Time Records).


Hourly Employees 
Hours worked and exceptions to the regular work schedule will be recorded electronically through the Banner Web for Employee “Time Entry” application no later than noon on Monday following the end of the pay period (See Section 4.11 Time Records).

Unused Vacation Leave 
Unused vacation leave will be paid up to 25 days or 200 hours maximum to the employee upon separation or to the designated beneficiary in the event of death of the employee. Unused vacation leave beyond 25 days or 200 hours will be forfeited upon separation or death. 
Sick Leave

Earning Sick Leave 
Employees begin earning sick leave on the first day of the month following the hire date. If the hire date is the first day of the month, the employee earns sick leave for that month. Employees may not take sick leave before it is earned. Employees cease to earn sick leave upon separation of employment. Sick leave is to be used for medically related absences for the employee or immediate family members or for extended funeral leave and is also designed to serve as short term disability coverage. Sick leave is not to be used as personal leave. 
Employees do not earn sick days/hours during unpaid leave.


Full-Time Employees 
Hours Worked per Week Annual Sick Leave Earned 
40 hours 12 days /96 hours or 8 hours per month

Hours Worked/Week

Annual Sick Leave Earned

40 hours

12 days / 86 hours (8 hrs/month)

Part-Time Employees 
Hours Worked per Week Annual Sick Leave Earned (1/12 per month)

Hours Worked/Week

Annual Sick Leave Earned

< 20 hours

0

20 - 25 hours

7.5 days / 60 hours

26 - 29 hours

8.7 days / 70 hours

30 - 35 hours

10.5 days / 84 hours

36 - 39 hours

11.7 days / 94 hours

Temporary Employees 
Temporary employees and employees working less than twenty (20) hours per week are not eligible for sick leave.

Maximum Sick Leave 
Employees may accumulate a maximum of 72 days or 576 hours sick leave.

Utilizing Sick Leave 
Employees may take sick leave during the initial review period; however employees may not take sick leave before it is earned. Sick leave must be approved by the supervisor prior to use and must be taken in increments of at least four hours for exempt employees, and at least quarter hour increments for non-exempt employees except as defined in (Section 5.10 Worker’s Compensation Insurance.In reporting medically related absences, employees are expected to notify their supervisor as soon as possible. Voice mail messages are not acceptable means of notification unless the employee is instructed to do so by the supervisor.

Tracking Sick Leave

Exempt Employees (REV. 10/01/04) 
Vacation and sick leave taken is to be recorded electronically through the Banner Web for Employee “Time Entry” application no later than the tenth work day of the month for the preceding month. (See Section 4.11 Time Records

Non-Exempt Employees 
Hours worked and exceptions to the regular work schedule will be recorded electronically through the Banner Web for Employee “Time Entry” application no later than noon on Monday following the end of the pay period (See Section 4.11 Time Records).

Hourly Employees 
Hours worked and exceptions to the regular work schedule will be recorded electronically through the Banner Web for Employee “Time Entry” application no later than noon on Monday following the end of the pay period (See Section 4.11 Time Records).

Unused Sick Leave (REV. 10/01/04) 
Employees are not compensated for accumulated sick leave upon separation of employment.

Family and Medical Leave (FMLA) (REV. 02/01/08) 
In accordance with the Family and Medical Leave Act (FMLA), Rose-Hulman provides eligible employees up to 12 weeks of unpaid leave in a rolling 12-month period measured backward from the date the employee uses any FMLA leave. Service Member Family Leave* may be taken for up to 26 weeks during a single 12-month period. This FMLA leave is a guaranteed period of time eligible employees can be absent from work with job protection. The time off is not paid, unless the employee is taking vacation or sick leave concurrently with FMLA leave. If you choose not to use paid sick and vacation time concurrently with FMLA leave, you will not continue to accrue additional sick and vacation hours, as you will be in an unpaid status. Employees who are on Family and Medical Leave or an approved leave of absence may not engage in any form of self-employment or perform work for any other employer during that leave, except when the leave is for military or public service or when the secondary employment has been approved by the Institute. As an employee of Rose-Hulman Institute of Technology, we are your primary employer. Employees can request or use FMLA leave, or Human Resources may place the employee on FMLA leave, to cover the time they need to be away from work for any of the following purposes:

  • To care for a newborn child or a newly adopted or newly placed foster care child, as long as the leave is taken in the year following the child's birth or placement;
  • To care for their child, spouse, or parent who has a serious health condition;
  • To provide employees time to attend to their own serious health condition that leaves them unable to perform their job.
  • To provide the employee with time off arising from the fact that the employee's spouse, child or parent is on active duty or called to active duty in the Armed Forces, and in support of a "contingency operation" (members of the Armed Forces involved in hostilities or which result in a call to active duty).

Service Member Family Leave is available to employees who are the spouse, parent, child or next of kin of a "covered service member" in need of care. Covered service members include those undergoing treatment or who are on the military's temporary disability retired list due to a "serious injury or illness."

In the event both spouses work for the Institute, only one twelve (12) week leave is granted for the birth, adoption, or placement of a child in foster care. Each spouse is eligible for a twelve (12) week leave in the event of a serious health condition. An employee is not entitled to a total of more than 12 weeks of FMLA leave per year, meaning a “rolling” twelve month period measured back from the date the employee uses any such leave. For those using FMLA under the Service Member Family Leave, the employee can take up to 26 weeks of leave.

To apply for Family and Medical Leave, the employee must obtain and complete a Request for Leave Form from Human Resources. Employees are asked to give thirty (30) days’ notice of intent to take Family and Medical Leave when possible.

The employee may use earned sick and vacation days to be paid during Family and Medical Leave; otherwise, the leave is unpaid. If the employee chooses to take the leave without pay, additional vacation and sick leave will not be earned during unpaid leave.

The Institute will continue to provide group insurance coverage (e.g.: health insurance, life insurance, and long term disability insurance) during the leave. If the employee does not return from the leave for other than health reasons, the employee will be responsible to reimburse the Institute for the full premium cost of the group insurance coverage.

Health insurance benefits through COBRA will be calculated from the date the leave began. For further information regarding COBRA benefits (See COBRA section in the Health Benefits Plan) booklet available from Human Resources.

Certification of a health care provider will be required when taking Family and Medical Leave when the leave is for a serious health condition. The employee must complete a Family Medical Certification Form with approval from the health care provider that the employee is able to return to work. This certification is to be returned to Human Resources. An employee will be returned to the same or equivalent position as he or she held before Family and Medical Leave with no reduction in pay or benefits.

For further information regarding Family and Medical Leave, contact Human Resources.

Funeral/Bereavement Leave (REV. 11/01/08) 
In the event of an “immediate family member’s” death, employees will be granted up to three (3) days off from work without loss of pay. “Immediate family members” of the employee are as follows: mother or father, children, spouse, brother or sister, grandparents, grandchildren and in-laws (mother, father, brother, sister). If there are special circumstances involving other family members not mentioned; employee should consult with the Office of Human Resources for clarification.” 
The employee may use sick and/or vacation leave for additional time off, with supervisory approval.

Military/Reserve Service Leave 
The Institute supports those employees who choose to become members of a reserve unit of the armed forces, National Guard, or Commissioned corps of the Public Health Service.

Annual Training 
An employee who is required to participate in two (2) weeks of annual training as part of a military service program may request a leave of absence. The request shall be in written form accompanied by relevant military orders and given to the supervisor with a copy placed in the employee’s central personnel file in Human Resources. The employee may, but is not required to, take earned vacation leave during training.

Active Duty / Re-employment Rights 
Employees who give advance notice of the need to be off for military service or training will be granted a leave of absence for such purposes and will be provided re-employment at the end of their leave to the extent provided by the Uniformed Services Employment Re-employment Rights Act. 
For further information regarding USERRA, contact Human Resources.

Insurance Coverage 
Health insurance coverage will cease on the last day of the month during which an employee was called to active duty. Employees and dependents will be offered continued health insurance coverage under terms of the Consolidated Omnibus Budget Reconciliation Act (COBRA). Life insurance and long term disability coverage will cease on the date the employee reports to active duty. The Institute reserves the right to continue group insurance coverage for an employee’s dependents under personal hardship circumstances. 
For further information regarding USERRA, contact Human Resources.

Jury Duty 
The Institute encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees who are summoned to jury duty are granted necessary time off without loss of pay or fringe benefits. Employees summoned to jury duty must notify their immediate supervisor and forward a copy of the jury duty summons to be placed in the employee’s central personnel file in Human Resources.

Leave of Absence Without Pay 
A leave of absence without pay may be granted for good cause with approval of the supervisor and area Vice President. Request for such leaves must be submitted, in writing, to the supervisor who will consult with the area Vice President regarding approval. A copy of the leave request will be placed in the employee’s central personnel file in Human Resources. 
The employee will have first consideration for reinstatement to any position for which the employee meets minimum qualifications. The employee will not be eligible for benefits during the leave of absence.