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  • Retirement
    appointed for at least six months if you are part time you must be appointed for at least one year Employees excluded from CalPERS membership are covered by the Part time Seasonal and Temporary Retirement Program PST Program CalPERS Retirement Formulas Retirement Formulas State Miscellaneous Tier 1 State Miscellaneous 2 55 One year highest compensation hired prior to 01 15 11 State Miscellaneous 2 60 36 month average compensation hired on or after 01 15 11 State Miscellaneous 2 62 Consecutive 36 month compensation subject to cap hired on or after 01 01 13 Retirement Formulas State Public Safety POFF Unit 8 3 50 One year highest compensation hired prior to 07 01 11 POFF Unit 8 2 5 55 36 month average compensation hired on or after 07 01 11 POFF Unit 8 2 5 57 Consecutive 36 month compensation subject to cap hired on or after 01 01 13 Retirement Formulas State Public Safety Non Unit 8 Public Safety Management POFF 3 50 One year highest compensation if hired prior to 01 15 11 POFF 2 5 55 36 month average compensation hired on or after 01 15 11 POFF 2 5 57 Consecutive 36 month compensation subject to cap hired on or after 01 01 13 Most State Miscellaneous Tier 1 employees contribute 5 percent of gross monthly income in excess of 513 Gross Income 513 x 5 State Miscellaneous Tier 1 employees hired on or after 01 01 13 contribute 6 of gross income POFF Public Safety R08 contribute 8 percent of gross monthly income in excess of 238 currently the CSU pays this contribution on your behalf POFF Public Safety R08 hired on or after 01 01 13 contribute 8 percent of gross monthly income currently the CSU pays this contribution on your behalf POFF

    Original URL path: http://www.csus.edu/hr/departments/benefits/retirement.html (2016-02-12)
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  • Classification Information
    Internet Explorer Only Reasonable Accommodation Interactive Process Assistive Device Application Memorandum Information for Job Applicants Pregnant Parenting Student Rights Campus Compliance Training Requirements Employee and Student Complaint Resources Reference List Additional Resources Employment Services Collective Bargaining Performance Evaluation Information Temporary Employment MPP Employment Staff Employment Employment Services Staff Payroll Absence Management Payroll Forms Payroll Staff Timekeeper List Frequently Asked Questions W 2 Questions Student Employment Timekeepers Professional Development and Training Announcements Fee Waiver Noontime Wellness Training Dates to Remember FAQs Contact Workshop Materials SkillSoft Online Professional Development Jobs HR Directory Forms New Employees Office of the Vice President Classification Program The responsibility for conducting classification skill level reviews and establishing classification skill level and FLSA designation decisions has been delegated by the Office of the Chancellor to the President of Sacramento State who in turn has delegated that authority to the Vice President for Human Resources It is University policy to strive to ensure that duties responsibilities and skill levels assigned to staff positions reflect the appropriate classification skill level in accordance with the Classification and Qualification Standards issued by the CSU Chancellor s Office Below are some links to required documents for the classification process Appeal Procedures The appeal process is a bargaining unit right for the employee to appeal a classification and or skill level decision Check List for all Classification Skill Level Requirements This is a convenient checklist of all the required documents and signatures for the Classification Program Classification Program Memorandum This memorandum provides information on the classification program including any changes or updates to the program for the coming fiscal year Employee Initiated Classification Reviews Staff Employees have a right within University policy and or contract language to initiate a classification or skill level review of their position This document outlines the policies and the

    Original URL path: http://www.csus.edu/hr/departments/classification/classification%20information.html (2016-02-12)
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  • Compensation Information
    Maternity Paternity Adoption non industrial disability insurance Workers Compensation Equal Opportunity Discrimination Harassment and Retaliation AA EOR Full Time Faculty Recruitment Workshop Presentation Internet Explorer Only Reasonable Accommodation Interactive Process Assistive Device Application Memorandum Information for Job Applicants Pregnant Parenting Student Rights Campus Compliance Training Requirements Employee and Student Complaint Resources Reference List Additional Resources Employment Services Collective Bargaining Performance Evaluation Information Temporary Employment MPP Employment Staff Employment Employment Services Staff Payroll Absence Management Payroll Forms Payroll Staff Timekeeper List Frequently Asked Questions W 2 Questions Student Employment Timekeepers Professional Development and Training Announcements Fee Waiver Noontime Wellness Training Dates to Remember FAQs Contact Workshop Materials SkillSoft Online Professional Development Jobs HR Directory Forms New Employees Office of the Vice President Compensation Information Conducting equity analysis for determining salary upon appointment to the University conducting salary in range progression equity review and market salary analyses consulting with departments regarding reorganization compensation programs and position description development Compensation includes management requests for promotions of staff reviewing proposed salary changes establishing starting wages or salaries in conjunction with management and making recommendations to management on pay rates in general Bonus Guidelines Availability for bonus depends upon bargaining unit Bonuses are currently available

    Original URL path: http://www.csus.edu/hr/departments/classification/compensation%20information.html (2016-02-12)
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  • Catastrophic Leave
    Leave CSU Family Medical Leave FML industrial disability leave Maternity Paternity Adoption non industrial disability insurance Workers Compensation Equal Opportunity Discrimination Harassment and Retaliation AA EOR Full Time Faculty Recruitment Workshop Presentation Internet Explorer Only Reasonable Accommodation Interactive Process Assistive Device Application Memorandum Information for Job Applicants Pregnant Parenting Student Rights Campus Compliance Training Requirements Employee and Student Complaint Resources Reference List Additional Resources Employment Services Collective Bargaining Performance Evaluation Information Temporary Employment MPP Employment Staff Employment Employment Services Staff Payroll Absence Management Payroll Forms Payroll Staff Timekeeper List Frequently Asked Questions W 2 Questions Student Employment Timekeepers Professional Development and Training Announcements Fee Waiver Noontime Wellness Training Dates to Remember FAQs Contact Workshop Materials SkillSoft Online Professional Development Jobs HR Directory Forms New Employees Office of the Vice President Catastrophic Leave Donation Program The CSU Catastrophic Leave Donation Program allows employees to voluntarily donate sick and or vacation leave credits to employees that are totally incapacitated due to a catastrophic illness or injury and have exhausted all leave credits including any sick vacation personal holiday or CTO credits Family illnesses that are deemed catastrophic requiring an employee to be absent to care for an immediate family member are also eligible for the CSU Catastrophic Leave Donation Program Depending on the employee category an employee who accrues vacation or sick leave credits may voluntarily donate a certain number of accrued hours to another employee deemed eligible for catastrophic leave The amount of hours that can be donated during a fiscal year vary per employee category To donate Catastrophic Leave Credits complete the Catastrophic Leave Donor Form and submit to the Office of Human Resources Disability Leaves Catastrophic leave donations are not transferable between campuses An employee can donate to or receive credits from employees at his her respective campus only

    Original URL path: http://www.csus.edu/hr/departments/disability%20leaves/catastrophic%20leave.html (2016-02-12)
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  • CSU Family Medical Leave (FML)
    or foster care or to care for a son or daughter with a serious health condition includes child of employee with in loco parentis status Care for the employee s spouse registered domestic partner or parent with a serious health condition Employee s own serious health condition that makes the employee unable to perform one or more of the essential functions of his her job Qualifying Military Exigency Leave MEL arising out of the fact that the employee s spouse registered domestic partner son daughter or parent is on active military duty in the National Guard or Reserve or has been called to active duty in the National guard or Reserve in a contingency military operation Service Member Care Leave SMCL for a covered service member with a serious injury or illness if the employee is the spouse registered domestic partner son daughter parent or next of kin of the service member Parent and Child are defined as Parent biological parent or in loco parentis in position of e g legal guardian Child biological adopted foster step legal ward and in loco parentis CSU policy requires that when an employee is placed on CSU FML for their own serious health condition the employee must use his her sick leave vacation credits Personal Holiday and CTO unless specifically excluded by collective bargaining agreement prior to going on any unpaid portion of CSU FML CSU FML runs concurrently with sick leave vacation credits Personal Holiday and CTO as appropriate or other paid leaves and is not counted separately from the CSU FML period unless the employee is on CA PDL Employees who request CSU FML leave to care for a qualified family or a service member with a serious health condition are required to use eligible vacation credits Personal Holiday and CTO unless specifically excluded by collective bargaining agreement prior to going on any unpaid portion of CSU FML An employee may use sick leave by mutual agreement pursuant to collective bargaining agreement CSU FML runs concurrently with any eligible sick leave vacation credits Personal Holiday and CTO used to care for the family member and the unpaid portion of CSU FML begins once the eligible leave credits have been applied to the leave FML on a Reduced or Intermittent Basis Leaves for the employee s own family member s or covered service member s serious health condition can be permitted on either an intermittent or reduced work schedule when medically necessary For intermittent leave or leave on a reduced work schedule there must be a medical requirement for that type of leave as distinguished from voluntary treatments and procedures and such medical need must best be accommodated through an intermittent or reduced work schedule Employees needing intermittent CSU FML or a reduced work schedule must make a reasonable effort to schedule leave to avoid disrupting campus operations Benefits While an employee is on CSU FML the CSU pays its normal share of any medical premiums pursuant to law In addition CSU

    Original URL path: http://www.csus.edu/hr/departments/disability%20leaves/fmla.html (2016-02-12)
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  • Maternity, Paternity, Adoption
    disability leave Maternity Paternity Adoption non industrial disability insurance Workers Compensation Equal Opportunity Discrimination Harassment and Retaliation AA EOR Full Time Faculty Recruitment Workshop Presentation Internet Explorer Only Reasonable Accommodation Interactive Process Assistive Device Application Memorandum Information for Job Applicants Pregnant Parenting Student Rights Campus Compliance Training Requirements Employee and Student Complaint Resources Reference List Additional Resources Employment Services Collective Bargaining Performance Evaluation Information Temporary Employment MPP Employment Staff Employment Employment Services Staff Payroll Absence Management Payroll Forms Payroll Staff Timekeeper List Frequently Asked Questions W 2 Questions Student Employment Timekeepers Professional Development and Training Announcements Fee Waiver Noontime Wellness Training Dates to Remember FAQs Contact Workshop Materials SkillSoft Online Professional Development Jobs HR Directory Forms New Employees Office of the Vice President Maternity Paternity Adoption Leave The Maternity Paternity Adoption Parental leave is a paid leave of up to 30 days associated with the birth of an employee s own child or the placement of a child with the employee in connection with adoption or foster care This type of absence is not charged against the employee s leave credits and the amount of paid days received is based on employee category Paid Maternity Paternity Adoption Parental leave may

    Original URL path: http://www.csus.edu/hr/departments/disability%20leaves/parent.html (2016-02-12)
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  • non-industrial disability insurance
    CSU Family Medical Leave FML industrial disability leave Maternity Paternity Adoption non industrial disability insurance Workers Compensation Equal Opportunity Discrimination Harassment and Retaliation AA EOR Full Time Faculty Recruitment Workshop Presentation Internet Explorer Only Reasonable Accommodation Interactive Process Assistive Device Application Memorandum Information for Job Applicants Pregnant Parenting Student Rights Campus Compliance Training Requirements Employee and Student Complaint Resources Reference List Additional Resources Employment Services Collective Bargaining Performance Evaluation Information Temporary Employment MPP Employment Staff Employment Employment Services Staff Payroll Absence Management Payroll Forms Payroll Staff Timekeeper List Frequently Asked Questions W 2 Questions Student Employment Timekeepers Professional Development and Training Announcements Fee Waiver Noontime Wellness Training Dates to Remember FAQs Contact Workshop Materials SkillSoft Online Professional Development Jobs HR Directory Forms New Employees Office of the Vice President Non Industrial Disability Insurance NDI Non Industrial Disability Insurance NDI provides you with a source of income should you become disabled and unable to perform your normal duties at work To be eligible for NDI coverage you must be a CalPERS member If you are eligible enrollment is automatic and effective on your date of hire Currently the CSU pays the full premium for NDI coverage Under NDI if you are

    Original URL path: http://www.csus.edu/hr/departments/disability%20leaves/ndi.html (2016-02-12)
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  • Workers' Compensation
    departments Academic Personnel and Employee Labor Relations Faculty Resources Performance Evaluation Information Benefits Benefits Provider Contact COBRA Disability Leaves Employee Assistance Program Employee Benefits Programs FAQ New Employees Orientations Workshops When You Separate Retirement Classification and Compensation Classification Information Compensation Information Disability Leaves Military Leave Catastrophic Leave CSU Family Medical Leave FML industrial disability leave Maternity Paternity Adoption non industrial disability insurance Workers Compensation Equal Opportunity Discrimination Harassment and Retaliation AA EOR Full Time Faculty Recruitment Workshop Presentation Internet Explorer Only Reasonable Accommodation Interactive Process Assistive Device Application Memorandum Information for Job Applicants Pregnant Parenting Student Rights Campus Compliance Training Requirements Employee and Student Complaint Resources Reference List Additional Resources Employment Services Collective Bargaining Performance Evaluation Information Temporary Employment MPP Employment Staff Employment Employment Services Staff Payroll Absence Management Payroll Forms Payroll Staff Timekeeper List Frequently Asked Questions W 2 Questions Student Employment Timekeepers Professional Development and Training Announcements Fee Waiver Noontime Wellness Training Dates to Remember FAQs Contact Workshop Materials SkillSoft Online Professional Development Jobs HR Directory Forms New Employees Office of the Vice President Workers Compensation If you are injured or become ill because of your job you may be entitled to Workers Compensation Benefits For more information

    Original URL path: http://www.csus.edu/hr/departments/disability%20leaves/workers%20compensation.html (2016-02-12)
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