The University provides all full-time professional and administrative faculty members with the COVA Care Plan or High Deductible Health Plan (HDHP) at group rates. The plan is administered by Anthem Blue Cross Blue Shield and covers out patient-inpatient care, major medical, chiropractic services, dental services and out patient prescription drugs. Employee only, employee plus one and family coverage's are available. The premium is shared by the university and employee. The University provides payroll deduction for the premium on a pre-tax basis. Coverage begins on the first day of the first full month of employment if the employee applies for coverage within 31 days of employment. The COVA care plan is served by the Anthem network of providers plus a network of Blue Cross PPO providers in all 50 states and worldwide. For more information visit DHRM's health benefits website.
Flexible Reimbursement Accounts
There are two types of reimbursement accounts: medical and dependent care. A medical reimbursement account allows you to set aside pre tax dollars to pay for medical,dental, vision care or other eligible expenses not covered by your medical plan. A dependent-care reimbursement account allows you to set aside pre tax dollars to pay for eligible dependent-care expenses.
The university provides all full-time professional and administrative faculty members with group life insurance. The principal amount of life insurance is double the 10-month salary rounded to the next largest thousand dollars. (For example, a $25,600 10-month salary provides a $52,000 policy.) Life insurance premiums are paid by the university.
Optional Life Insurance
The optional life insurance plan provides all full-time professional and administrative faculty members a way to supplement the basic group life insurance for themselves, a spouse and/or children. There are four options: one, two, three and four times your annual salary. Optional life insurance premiums are paid by the employee and based on the employee's age and annual salary for coverage for employee and child. Cost for spousal coverage is based on spouse's age and employee's annual salary. For more information visit the VRS website.
Retirement and Social Security
All full-time professional and administrative faculty members are eligible to participate in the Virginia Retirement System or one of the optional retirement programs. The university supplements federal Social Security benefits with the retirement programs. The university pays the employer's and the employee's contribution. New faculty members have 60 days from date of their employment to select the program in which they want to participate. Coverage will become effective the first day of full-time employment. All income on retirement contributions is accumulated in the retirement fund. For more information visit Virginia Retirement System.
The commonwealth's self-insured liability plan covers all professional and administrative faculty members in their professional activities at no cost to the faculty member.
Workers' Compensation Insurance
Professional and administrative faculty members incapacitated by injury or illness as defined by the Workers' Compensation Act are entitled to benefits provided by the act. The Virginia Workers' Compensation Commission requires all job-related injuries and illnesses be reported immediately by the employee. Treatment is required by one of the panel of physicians approved by the university if medical services are needed.
Professional and administrative faculty members are granted a maximum of 20 working days of vacation each year following the first year of service. Vacation is not cumulative. Employees will not be paid for unused vacation balances upon termination or resignation. Vacation records are to be maintained in a manner of directed by the vice president or director of each division.
All professional and administrative faculty members in the Optional Retirement Plan and non-VSDP VRS participants are granted peer coverage for absences due to illness. When an extended absence occurs, the appropriate vice president reviews all pertinent information related to the absence. If an extended leave of absence is deemed advisable, a written recommendation is made to the president.
If a professional and administrative faculty member chooses the Virginia Retirement System (VRS) with the Virginia Sickness and Disability Program (VSDP), under this program employees are given Sick and Family/Personal Leave each leave year, and this leave cannot be carried forward from year to year. In the event of extended illness or injury, VSDP also provides for short-term and long-term disability benefits at 100%, 80% or 60% of the employee salary.
Family and Medical Leave
The university allows eligible employees to take up to 12 weeks of unpaid family or medical leave due to the birth of a child, placement of a child with the employee for adoption or foster care, the employee is needed to care for a family member (child, spouse or parent) with a serious health condition or the employee's own serious health condition makes him or her unable to do his or her job.
It is the university's objective to grant military leave with or without pay to employees for active duty in the United States armed services, employees who are former members of the armed services, current members of the reserve forces of any of the United State armed services, the Commonwealth's Militia (National Guard, Naval Militia and Virginia State Defense Force) or the National Defense Executive Reserve, in accordance with federal and state law.
The university observes 12 authorized holidays each year. These holidays are scheduled to meet the needs of the university's academic calendar. Please refer to Policy 1102 of the James Madison University Manual of Policies and Proceduresfor the current schedule.
CommonHealth is an employee wellness program that provides a choice of how one can improve or maintain physical and mental health. Programs vary each semester. For more information visit CommonHealth.
Employee Assistance Program
Employees of the commonwealth who experience personal problems can get help through an employee assistance program. Employees have mental health and substance abuse coverage under COVA Care.
Tax-Deferred Annuities and Deferred Compensation Plan Tax
Deferred annuities are available from university-approved companies. Payroll deduction may not exceed state and federal tax regulations; therefore, calculations are required to start a payroll deduction. The university also maintains a deferred-compensation play administered by the Commonwealth of Virginia. The state provides a half match up to $20 per pay period.
There are numerous opportunities for professional and administrative faculty members to participate in recreational activities on campus. University recreational facilities are available to all employees and their families. Season football and basketball tickets are available at a reduced cost.
The Parking Services program is under the direction of Business Services. For the latest information concerning employee vehicle registration, please refer to the Faculty and Staff sections on the Parking services website or contact the parking office at 568-3300.
Faculty Member in Residence
As part of the university's commitment to global awareness and its mission to provide continual faculty development, full-time faculty members may apply for the position of faculty member in residence with JMU Studies Abroad Programs. Interested faculty must complete an application which addresses guidelines set by a university committee of programs directors, former faculty members in residence, and representatives from administration and finance and student affairs. Criteria for selection includes knowledge of culture and language (where applicable) of the country for which they are applying; suitability of course proposal; experience with student advising and student groups; demonstrated administrative ability and financial record-keeping; benefit to the university's departments, schools and colleges. Non-tenured faculty should seek the advice of their deans, department heads or school directors regarding their participation in an international education program before or during the tenure process. For more information, contact the Office of International Programs.
Faculty Development and Improvement Courses Taken at JMU
Full-time faculty members may pursue on-campus courses of instruction offered by the university without paying normal tuition and application fees. They may enroll in two courses per academic session and two courses per summer term.
Attendance at Professional Meetings
The university encourages professional and administrative faculty members to attend state and national meetings of professional organizations. Arrangements to attend these meetings are approved by the department head or school director and the appropriate vice president. The administration annually budgets a limited amount of money for faculty travel expenses.
The university offers two credit unions professional and administrative faculty members may join. Participation in these associations is secured through the purchase of one or more shares of stock and membership fee payment. Members may apply for a loan through a credit union at current interest rates and also maintain a savings account which pays interest based on credit union earnings. Other services available are Christmas clubs, vacation clubs, share drafts and checking accounts.
On-Campus Waiver of Tuition Program
Full-time employees may pursue on-campus courses of instruction offered by the university without paying tuition or application fees. Certain requirements must be met prior to course registration.
Americans With Disabilities Act
The Office of Equal Opportunity monitors the university's compliance with the Americans With Disabilities Act. Employees requiring assistance or reasonable accommodation should contact the immediate supervisor or activity coordinator. ADA policy issues should be directed to the Office of Equal Opportunity or Human Resources.
Equal Employment Opportunity
It is the policy of James Madison University to promote equal opportunity as it relates to employment, promotion, compensation, benefits, employee development, educational programs and the opportunity to advance with the university. Such opportunities will not be restricted because of race, sex, color, national origin, religion, age, genetic information, sexual orientation, disability, veteran status, parental status or political affiliation.