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Faculty Guide to Benefits and Compensation

This faculty guide is designed to be a companion piece to the faculty handbook and act as a convenient summary and overview of the Augustana benefit package and current pay practices.  Additional information on college wide policies and benefits information is available on the college website. 

This guide was created and distributed in October 2012.  For the most current information including any updates or changes, faculty members should access individual benefit Summary Plan Descriptions and/or call a member of the Office of Human Resources (ext. 7352).   Additionally, all benefits and pay practices are subject to change. (Posted Oct. 19, 2012) (Faculty Guide to Benefits and Compensation PDF)

BENEFITS


Health Insurance
COBRA Coverage
Vision Care Insurance (Voluntary)
Dental Care Insurance (Voluntary)
Flexible Compensation Plan
Life Insurance
Life Insurance (Voluntary)
Accidental Death & Dismemberment
Accident Insurance (Voluntary)
Total Disability Income Insurance
Group Retirement Benefit 401a
Supplemental Group Retirement  403b (Voluntary)
Employee Assistance Program
Family Medical Leave
Eligibility
How and When to Request Leave
Intermittent and Reduced Schedule Leave
Medical Certification

 

Service Member Family and Medical Leave
Reporting While on Leave
Health Insurance and Other Benefits
Returning to Work
Summary of FMLA
Workers Compensation
Employee Education Benefits/Tuition Remission
Eligibility
A. Tuition Remission at Augustana College
B. ELCA Tuition Exchange Program
C. The Tuition Exchange Program
D. Summer School
Tuition Reduction at Rivermont Collegiate
Use of Carver, PepsiCo & Campus Facilities
Library Privileges
Campus Events

 

PAY AND COMPENSATION


Pay Options
Pay Advances
Paycheck Deductions
Direct Deposit
Garnishments
Safe Harbor/Pay Discrepancies

 

BENEFITS

The following is a brief description of benefits made available by Augustana College to its employees. The details of these benefit programs are outlined in separate summary plan descriptions and can be obtained from the Office of Human Resources. Eligibility for each of these programs depends upon the terms of the benefit plan involved. In the event of any inconsistency between the language of this guide and the language of benefit plan, the language of the benefit plan will control.

Changes to our benefit plan are considered by the Benefits committee with recommendations for changes submitted to the College Cabinet for final approval.  The Benefits committee has both a tenured and non-tenured faculty representative.

From time to time, the benefits described in this section may be changed. Further, although the college does not expect to terminate any benefit, plan or program, it reserves the right to do so.

Health Insurance

Full-time tenure track or tenured faculty members as well as full-time visiting and fellows are eligible to participate in the college’s health care plan. The college pays a large part of the premium for this benefit with employee contributions covering the rest. Coverage is available for spouses and dependents at an additional charge. Adjunct faculty members (who teach at least 14 credits) may also choose to participate, but the college does not contribute to the premium. Each year, the College creates a benefits summary for full-time, part-time, visiting and fellows that detail the prices and coverage available for the health insurance benefit.  Typically, changes in the health plan occur prior to the open enrollment period each August and take effect September 1.

Employees who choose to enroll in this benefit are not able to make changes during the plan year except under the limited qualifying conditions set forth in the Summary Plan Description.

Health insurance benefits for all employees end on the last day of work at Augustana.  For faculty members who are not returning or have a limited appointment, benefits end at the end of the academic year, on May 31.

COBRA Coverage

In compliance with federal law, Augustana College provides employees, their spouses and their dependent children with the opportunity to temporarily extend their health care coverage if the employee loses coverage as a result of a reduction in hours or the termination of employment. This coverage, referred to as COBRA coverage, is available at group rates at the expense of the employee. The Office of Human Resources can provide detailed information about the cost of COBRA extension as well as the length of the extension available based on individual circumstances.

Vision Care Insurance (Voluntary)

Full-time and adjunct faculty members who are interested may elect to participate in our vision care plan. This plan is voluntary and all premiums are paid by participating employees. The Office of Human Resources can provide interested employees with information about the costs and benefits of the plan as well as enrollment information. Employees who choose to enroll in this voluntary benefit are not able to make changes during the plan year, except under the limited qualifying conditions set forth in the Summary Plan Description.

Detailed information and a summary plan description are available from the Office of Human Resources. 

Dental Care Insurance (Voluntary)

Full-time and adjunct faculty members may elect to participate in the Augustana dental plan. This plan is voluntary and all premiums are paid by participating employees.  The Office of Human Resources can provide interested employees with information about the costs and benefits of the plan as well as enrollment information.  Employees who choose to enroll in this voluntary benefit are not able to make changes during the plan year except under the limited qualifying conditions set forth in the Summary Plan Description.  

Flexible Compensation Plan

The college has established a flexible compensation plan which allows for a tax effective way of paying premiums for health insurance and/or other benefit premiums. Unless specifically instructed otherwise, these premiums are deducted from an employee’s pay on a pre-tax basis.

Within this plan, full-time and adjunct faculty members may choose to set aside additional dollars on a pre-tax basis to pay for eligible health care costs not covered by insurance and/or work-related child care costs. The maximum amount that employees can set aside is determined by federal law and will be shared with employees on a yearly basis. Employees also determine on a yearly basis at what level to participate in this program. Dollars set aside for this purpose must be used by the end of the plan year and/or grace period or they will be forfeited, so careful planning is essential.

Questions about this benefit should be directed to the Office of Human Resources. Employees who choose to enroll in this voluntary benefit are not able to make changes during the plan year, except under the limited qualifying conditions set forth in the Summary Plan Description.

Life Insurance

Life insurance is provided to full-time employees at no charge and the amount of coverage varies based on the age of the employee:

  • Under 65: one and a half times annual salary
  • 65–69: 97.5% of annual salary
  • 70 and over: 50% of the annual salary earned on the day before turning 65

Detailed information and a summary plan description are available from the Office of Human Resources.

Life Insurance (Voluntary)

Full-time and adjunct faculty members can purchase additional life insurance beyond that provided by the College.  Prices are based on age and available in a variety of increments.  The Office of Human Resources can provide interested employees with information about the costs and benefits of the plan as well as enrollment informationThis voluntary benefits is not subject to open enrollment on a yearly basis.

Accidental Death & Dismemberment

Accidental death & dismemberment insurance is provided to full-time employees at no charge and the amount of coverage varies based on the age of the employee:

  • Under 65: one and a half times annual salary
  • 65–69: 97.5% of annual salary
  • 70 and over: 50% of the annual salary earned on the day before turning 65

Detailed information and a summary plan description are available from the Office of Human Resources.

Accident Insurance (Voluntary)

The college provides an optional Accidental Death and Dismemberment Insurance policy for full-time faculty members. The employee pays the premium. Benefits are paid in the event of accidental death, dismemberment or loss of sight, speech or hearing. Coverage can be obtained in multiples of $10,000 to a maximum of $500,000, subject to a maximum of 10 times annual earnings on amounts in excess of $300,000. Interested employees should contact the Office of Human Resources for updated premium rates for single and family coverage.

Total Disability Income Insurance

The college pays for a total disability insurance policy for each full-time faculty member with at least one year of service. New faculty members employed within three months of leaving another group disability insurance plan will become eligible immediately. This policy provides, in the event of total disability prior to retirement, a monthly income of 60% of the monthly salary base minus benefits from other sources such as Social Security, workers compensation or other disability programs. The benefit will begin the first of the month after six months of continuous total disability. During disability, this insurance also covers contributions to the group retirement/pension benefit based upon the employee’s salary at the time of disability. Detailed information and a summary plan description are available from the Office of Human Resources.

Group Retirement Benefit 401a

After completing one year of service at Augustana College, full-time and adjunct faculty members are eligible to participate in the group retirement plan. New employees who have been fully vested under another employers’ retirement plan may participate immediately. Visiting and fellows are not eligible for this benefit.

Employees with a start date after June 30, 2012, will be subject to a vesting schedule in addition to the waiting period.  After becoming eligible to participate in the group retirement benefit, employees will be subject to a vesting schedule and will become fully vested no later than five years after beginning employment.  

Employees who are eligible for this plan receive a monthly contribution to the plan paid fully by the college. This contribution is based on a percentage of the employee’s regular wage and may vary depending on the college’s financial contribution. Most recently, this contribution is at 10 percent of the annual wage. Employees select from a variety of investment options within the current carrier, TIAA-CREF.  Detailed information and a summary plan description are available from the Office of Human Resources.

Supplemental Group Retirement  403b (Voluntary)

In addition to the group retirement plan, full-time and adjunct faculty members may elect to contribute pre-tax dollars to a 403b plan established for this purpose. This is a voluntary plan where each employee elects the amount to be withheld from pay, subject to the minimums and maximums established by the plan and the federal government. There are several vendors to choose from, each with a range of investment options. Once the decision is made to withhold pay for these purposes, the election will continue and carry over from one academic year to the next. Employees can make changes to the amount withheld or to the investment options at any time.

Detailed information and a summary plan description are available from the Office of Human Resources.

Employee Assistance Program

Augustana provides access to the Genesis Employee Assistance Program (EAP) to all Augustana employees (both full and part-time) as well as members of an employee's family.  This is a free confidential professional counseling service designed to help employees and/or family members with a wide range of personal issues including, marital, emotional/stress, alcohol and drug abuse, elder care, family illness, family relationships, financial concerns, job stress, addictions of any sort as well as many additional common issues.

Employees and their family members can access the Genesis EAP by calling 800-475-1641.  Counseling can be provided in-person at one of six Quad City locations or by telephone and immediate appointments are always available for crisis situations. 

Family Medical Leave

In compliance with the Family and Medical Leave Act (FMLA), unpaid leave is available to employees under the following circumstances:

  • To care for a newborn or adopted child
  • To care for, or ease the transition of, an adopted child or child placed in the home through foster care
  • To care for a spouse (or legal equivalent), child or parent with a serious health condition
  • An employee’s own serious health condition
  • To care for a family member injured during active military duty
  • To ease in the transition when a family member is called to or returning from active military duty

Eligibility

All employees who have been employed at least 12 months and worked at least 1,250 hours during the preceding 12 months are eligible to take time off for family and medical leave. Having met the applicable service requirements, employees may be granted up to a total of 12 weeks of family or medical leave combined during any rolling 12-month period and up to 26 weeks of leave to care for a family member injured while on active military duty. A “rolling” 12-month period measured backwards from the date an employee takes leave will be used for computing the period within which the leave may be taken. Any accrued paid time off including sick time must be used before using unpaid time. For employees who are married or in a civil partnership, and are both employed at Augustana, the total maximum leave under law is 12 weeks. In all cases, all forms of employee leave, whether paid or unpaid, will run concurrently with FMLA.

How and When to Request Leave

Employees requiring time off from work for one of the reasons identified above must notify Augustana College of the need for leave by completing a Request for Family/Medical Leave form, available from the Office of Human Resources. This request must be made 30 days in advance of the leave when the need for leave is foreseeable. If the need for leave is not foreseeable, leave must be requested as soon as is practical. Failure to give advance notice might result in the request being denied until the 30-day notice period is met when applicable. When possible, employees should give notice of the need for leave in writing.

Intermittent and Reduced Schedule Leave

Leave may be taken intermittently as deemed necessary. Depending on the circumstance, a reduced schedule may be created to accommodate the leave needs of an employee. If leave is unpaid, the college will reduce the employee’s pay to reflect the amount of time actually worked. In addition, employees on an intermittent or reduced leave schedule may be temporarily transferred to an available alternative position that better accommodates the need for leave and which has equivalent pay and benefits.

Medical Certification

If leave is requested for a serious health condition, for either the employee or the employee’s family member, a medical certification will be required. This certification requires information from the employee and the relevant health care provider and must be completed to determine eligibility before commencing the leave whenever possible. Medical certification forms are available from the Office of Human Resources. Augustana College, at its expense, may require an examination by a second health care provider designated by the college. If the second health care provider’s opinion conflicts with the original medical certification, Augustana College, at its expense, may require a third mutually agreeable health care provider to conduct an examination and provide a final and binding opinion. Augustana College may also require a subsequent medical recertification. Failure to provide requested certification within 15 days, if practical, may result in delay of further leave until it is provided.

Service Member Family and Medical Leave

The leave amounts for easing the transition during a call to active duty or return to active duty are the same as other FMLA leave listed above.
Activities to ease the transition include, but are not limited to: attending certain military events; arranging for alternative childcare; addressing certain financial and legal arrangements; attending certain counseling sessions; and attending post-deployment reintegration briefings. If leave is required to assist in the care of a covered service member who is ill or injured during active duty, a total of 26 weeks of leave is available for the 12-month period as described above. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious illness or injury—incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties—for which the service member is undergoing medical treatment, recuperation or therapy, or is in outpatient status, or is on the temporary disability retired list.

Reporting While on Leave

If employees take leave because of their own serious health condition or to care for a covered relative, the employee must contact their department chair or other designated official at least once every two weeks regarding their status and intention to return to work. In addition, employees must give notice as soon as practical (within two business days if feasible) if the dates of leave change, are extended or initially were unknown.

Health Insurance and Other Benefits

During an approved leave as defined above, Augustana College will maintain health benefits as if the employee continued to be actively employed. However, if an employee elects not to return to work at the end of the leave period, the employee will be required to reimburse the college for the cost of the health insurance premiums paid by the college for maintaining coverage during the leave, unless the employee cannot return to work because of a serious health condition or because of other circumstances beyond the employee’s control.   The employee remains responsible during any FMLA leave for paying his or her share of the health insurance premium.  
If an employee is utilizing unpaid leave during Family Medical Leave, the employee will be responsible for making payment arrangements for any premiums for elected insurance coverages. Retirement contributions will only be made during times of paid leave.

Returning to Work

Upon return from FMLA leave, employees will be reinstated to their former, or equivalent, positions with the same compensation and benefits received before their leave. Failure to return from FMLA leave on the designated date for any reason other than those beyond the employee’s control (such as recurrence of a medical condition) will be considered a voluntary termination of employment by the employee. Certification from a medical provider stating that the employee is able to return to work will be required.

Summary of FMLA

Because of the complicated nature and many regulations that accompany this type of leave, it is strongly suggested that employees meet with the Office of Human Resources to discuss the situation and receive specific details of FMLA. During this meeting additional information will be provided about benefits continuation during your leave as well as other information relevant to your particular situation.

Workers Compensation

In accordance with state regulations, Augustana College will provide workers compensation insurance for employees who are injured while at work.  In these situations, the College works with an outside vendor who provides care and, where appropriate, salary continuance when an employee is unable to work due to an event covered by workers compensation.  All leaves of absences due to a work related injury will also be considered FMLA events.  While on workers compensation leave, no additional leave can be taken by the employee and other leave benefits will not accrue.  Employees on extended workers compensation leave will need to make payment arrangements for the employee portion of any elected insurance benefits.

Employee Education Benefits/Tuition Remission

Augustana College offers several education benefit options for employees, their spouses and their qualifying children. Each program described below has varied eligibility requirements. Cost and availability may vary based on the program and the participating school. Meetings will be held on a periodic basis to answer questions and help employees who hope to use this benefit understand the details of their particular situation.

The education benefit policy at Augustana College is subject to changes or elimination at any time by the board of trustees and is not considered a contractual or vested obligation. These programs are currently not taxable; however, should these benefits be declared compensation subject to either federal or state taxes, Augustana College will not be financially liable for such taxes. All inquiries concerning benefit eligibility should be directed to the Office of Human Resources. Coordination for tuition exchange with other institutions, as well as tuition remission, will be coordinated by the Office of Financial Assistance once eligibility has been confirmed.

Eligibility

For the purposes of this policy only, eligibility for benefits is defined below:

Employee: Refers to full-time or half-time (working more than 20 hours per week) regular employees with a schedule of at least 9 months per year. Benefits vary based on full or part-time status. Part-time employees are only eligible if they work a schedule of at least 20 hours per week and will receive a benefit proportional to a 40 hour work week. Adjunct faculty are those faculty members teaching at least 14 credits per year. Adjunct faculty are considered part-time employees for the purpose of this policy. Children of a deceased or totally disabled person are entitled to this benefit if the parent died or became disabled while serving as an active full or part-time employee of Augustana. In the case of death or disability, this benefit must be used within six years of the employee’s death or total disability and will be at the same proportion as when the employee died or became totally disabled.

Qualifying Spouse: Refers to the legal spouse or equivalent same-sex domestic partner as recognized by a state, court or religious sect recognized by the Internal Revenue Service. Employees will be required to show proof of this relationship to determine benefit eligibility.

Qualifying Children:

  • The biological child of the employee
  • The legally adopted child of the employee
  • A step-child of the employee who has resided in the employee’s home for 12 of the last 12 months
  • In all of the above categories the qualifying child must begin the program before the end of his/her 24th year. Children may continue to receive the benefit if the benefit began prior to age 24 and enrollment is continuous.
  • Exceptions will be made for military service with age extensions based on the length of military service. Requests for military exceptions should be made in writing to the Director of Human Resources.

A. Tuition Remission at Augustana College

The tuition remission benefit is available for full-time employees who work a 9-month or greater schedule. Employees must work continuously at the college for two years to become eligible for this tuition exemption scholarship. Part-time employees regularly scheduled for 20 or more hours per week and adjunct faculty will receive this benefit on a pro-rated basis after continuous employment of two years. Four years of continuous full-time service at another college or university within one year of the date of employment at Augustana College will also satisfy this requirement. Tuition remission will be available to retired employees if the qualifying child is currently enrolled at Augustana College and actively utilizing the tuition remission benefit upon the effective date of the employee’s retirement.

Employees may not normally enroll in courses conducted during their working hours. An exception may be made when the supervisor determines this course to be for the improvement of the employee’s service to the college and is not offered outside of normal working hours.

The tuition exemption scholarship is for full-time or part-time study, but applies to tuition only. Those eligible to receive this tuition exemption scholarship will be required to fill out the FAFSA (Free Application for Federal Student Aid) form and any funds received through state or federal funding will offset the amount of the tuition exemption. Employees applying for this benefit are responsible for meeting the state filing deadline. Failure to meet this deadline will require the employee to pay the portion of the tuition that would have been covered by a state or federal grant.

Employees and/or their qualifying spouse will be responsible for any fees. This tuition exemption does not take the place of other scholarships. If a student enjoys the benefits of a scholarship, the exemption applies only to the balance due on tuition. Students must apply for scholarship help from outside sources if he/she is eligible. This exemption may NOT be applied to costs for books, room, board or other expenses associated with attendance at Augustana College.

This tuition exemption does not cover fees for applied music courses or courses not completed on our Rock Island campus. International study, for example, would not qualify for this tuition exemption scholarship. In- ternship experiences can be covered with a tuition remission scholarship.

Additionally, potential students must meet Augustana College admission requirements.

The benefit will cease for qualifying children upon receipt of a degree from any institution or 140 attempted credit hours at Augustana College, whichever occurs first. A tuition exemption for qualifying spouses with a baccalaureate degree shall be permitted. All Augustana College course- work assessed on the student’s billing statement will be considered attempted credits. This includes courses dropped after day two of the term but before week five, even if they do not appear on the transcript. Credits will be prorated for students who withdraw from the institution and receive a partial term benefit.

Additional detailed information on this benefit is available from the Office of Human Resources and employees with an interest are encouraged to review detailed eligibility agreements as well as enrollment forms for applicable deadline dates.

B. ELCA Tuition Exchange Program

Augustana College also participates in the ELCA Tuition Exchange program. Qualifying children of employees may attend another participating ELCA college (receiving institution) through this program. Qualifying children receive a tuition benefit at the receiving institution that is generally equivalent to the benefit that the receiving institution provides for its own full-time employees. Some institutions limit the imports they will take in any academic year.

ELCA Tuition Exchange is available to qualifying children (as defined previously) of full-time employees. This exchange is not available to part-time employees, adjunct faculty or to employee spouses. Full-time employees must complete two years of service at Augustana College to be eligible for this tuition exchange benefit. Four years of continuous full-time service at another college or university within one year of the date of employment at Augustana College will also satisfy this requirement. Additionally, prospective students must meet criteria set by the receiving institution for acceptance into the college. A full listing of ELCA institutions is available at www.elca.org.

Tuition Exchange will be available to retired employees if the qualifying child is currently enrolled in a consortium institution and actively utilizing the tuition exchange benefit upon the effective date of the employee’s retirement.

ELCA Tuition Exchange benefit will cease upon:

  • Receipt of a baccalaureate degree at any institution, OR
  • Completion of four academic years (12 terms or equivalent) of full-time post high school study

Employees who have qualifying children interested in participating in the ELCA Tuition Exchange program must fill out an eligibility form available through the Office of Human Resources. Once eligibility is verified, the Office of Financial Assistance will coordinate the exchange with the receiving school. Advance planning is necessary to receive this benefit. Employees are encouraged to attend one of the group meetings held periodically on this subject and/or meet individually with the Office of Human Resources and the Office of Financial Assistance to discuss participation.

Additional detailed information on this benefit is available from the Office of Human Resources and employees with an interest are encouraged to review eligibility agreements as well as enrollment forms for applicable deadline dates.

C. The Tuition Exchange Program

Augustana College participates in The Tuition Exchange Program providing tuition exchange benefits with many colleges and universities across the country. This benefit is available to qualifying children (as previously defined) of current full-time employees with four or more continuous years of service at Augustana College. Eight years of continuous full-time service at another college or university within one year of the date of employment at Augustana College will also satisfy this requirement. While service at another college or university may be used for eligibility purposes, only years of service at Augustana College will be used for determining seniority. A full listing of participating institutions and information on the specific benefit offered by each school is available at www.tuitionexchange.org.

The Tuition Exchange is a reciprocal scholarship program, which means Augustana College must balance the number of individuals sent out on the exchange (exports) by an equal number of imports over the most current five-year period. Because of this requirement, this program is not a guaranteed program.

Should it be necessary to limit the number of exports of qualifying children, priority will be based on previous use of the program and the employee’s seniority.
The Tuition Exchange is available to retired employees if the qualifying child is currently enrolled in a consortium institution and actively utilizing this benefit upon the effective date of the employee’s retirement.

The Tuition Exchange benefit will cease upon:

  • Receipt of a baccalaureate degree at any institution, OR
  • Completion of four academic years (12 terms or equivalent) of full-time post high school study

As with the other tuition benefit programs, employees who have children interested in participating in the program should fill out an eligibility form available through the Office of Human Resources. Once eligibility is verified, the Office of Financial Assistance will coordinate the exchange with the receiving school. Advance planning is necessary to receive this benefit. Employees are encouraged to attend one of the group meetings held periodically on this subject and/or meet individually with the Office of Human Resources and the Office of Financial Assistance to discuss participation.

Additional detailed information on this benefit is available from the Office of Human Resources and employees with an interest are encouraged to review eligibility agreements as well as enrollment forms for applicable deadline dates.

D. Summer School

Use of the Augustana College tuition remission for employees’ qualifying children utilizing The Tuition Exchange or ELCA Tuition Exchange programs will be limited to:

  • Six summer school credits per summer not to exceed 24 total credits AND will cease upon receipt of a baccalaureate degree at any institution.

Additional fees may be required for participation in summer school sessions.

Tuition Reduction at Rivermont Collegiate

Employees of Augustana College are eligible to receive a reduction of tuition at Rivermont Collegiate. For updated pricing and discount rates, please call Rivermont Collegiate and identify yourself as an employee of Augustana College. Proof of employment, if needed, can be provided by the Office of Human Resources.

Use of Carver, PepsiCo & Campus Facilities

The identification (ID) card issued to each employee upon hire allows for entry and usage into the Carver PE Center and PepsiCo Recreational Center during the regularly scheduled hours of operation. This privilege extends to an employee’s spouse and children under 18 years of age. An employee’s family member can either use the employee’s ID card, or can come to the PepsiCo Center and request a family pass. Employees may also bring a guest, but these guests may be subject to a usage fee. For details on the hours of operation and guest fees, information is available on the campus website or by calling the facility the employee plans to visit.

Library Privileges

The ID card issued to each employee upon hire provides stack and library privileges at the Thomas Tredway Library. Employees are expected to follow all policies set forth by the library regarding use of equipment as well as borrowing and returning library materials. Hours and policies for the library can be found on the campus website.

Campus Events

Augustana College is a campus full of enriching and diverse activities and events. Employees are encouraged to participate in events that are of interest. The ID card issued to each employee provides for free or discounted admission for employees and their immediate family members to regularly scheduled athletic events, lecture series, plays and concerts sponsored by the college. Employees are encouraged to seek detailed information as to whether an admission fee will be charged and if an advance ticket is needed.

COMPENSATION AND PAY

This section of the guide provides overall information about how faculty members are paid. This is intended as a general description with individual decisions made by the Dean’s Office and others based on the individual circumstances. Augustana College is committed to complying with all applicable federal, state and local laws. Employees with questions about individual compensation decisions or Augustana College pay policies should contact the Dean of Academic Affairs.

Pay Options

Full-time faculty members can choose to be paid over a 9 month or 12 month basis.  If a 9 month basis is chosen, the cost for benefits will be divided into 9 equal payments.
Visiting, Fellows & Adjunct faculty members are paid on a 9 month basis.  For visiting and fellows, pay and benefits will end on May 31st.  Health insurance may be extended through COBRA.  The Office of Human Resources can provide information on COBRA benefit extension options and prices.

Pay Advances

Pay advances are not available for employees for any reason.

Paycheck Deductions

The college is required by law to make certain deductions from employee paychecks each pay period. Such deductions typically include federal and state taxes and Social Security. All deductions and their amounts are listed on the pay stub or pay advice for those who select direct deposit of pay. If employees have questions about these deductions, or would like to make legal changes to their deductions, they should see the payroll staff, located in Sorensen Hall.

Direct Deposit

Faculty members are encouraged to consider direct deposit for pay purposes. Along with eliminating paper checks and postage, pay is generally received one to two days earlier with direct deposit.  Direct deposit can be started or changed at any time, just contact the Payroll Office for additional information.

Garnishments

If an employee’s wages are garnished by a court order, Augustana College is legally bound to withhold the amount indicated in the garnishment order from the paycheck. The college will honor federal and state guidelines that protect a certain amount of an employee’s paycheck from being subject to garnishments.

Safe Harbor/Pay Discrepancies

While the college strives for accuracy, employees who believe their pay has been calculated incorrectly, or if improper deductions have been made, they should contact the payroll staff as soon as possible. The college will investigate the situation and make corrections if errors have been made. If employees are not satisfied that the situation has been correctly handled, they may also bring this matter to the attention of the Vice President of Finance and Administration.