SALARY & BENEFITS INFORMATION
Please note: Additional information and/or written documentation/brochures for many of the following benefits are available in the Office of Human Resources, Room 144 Main Hall, or by visiting the UW-System Administration Employee Benefits web site at www.uwsa.edu/hr/benefits/. Eligibility for most benefits depends on the terms of your appointment. There are limited open enrollment periods for all programs; new employees must meet with a staff member of Human Resources within the first 30 days of employment to ensure that application deadlines are met. It may be possible to apply for some benefits later, but you will be required to answer medical questions, and your application will be subject to approval.
Please consult with a staff member in Human Resources at 785-8013 for more information about any of these benefits.
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Accidental Death & Dismemberment Insurance Annual Pay Adjustments Bone Marrow Leave Catastrophic Leave Program Compensatory Time Deferred Compensation Dental Insurance Direct Deposit Disability Benefits Domestic Partnership Benefits EdVest (Educational Savings Plan) Employee Assistance Program Employee Reimbursement Account Extra-Ordinary Payments Family & Medical Leave Funeral Leave Health, State Group Plans Identification Cards Income Continuation Insurance Jury Duty Leave Policies & Procedures Leave Without Pay Legal Holidays, Classified Legal Holidays, Unclassified Life, State Group Plans Long-Term Care Insurance Major Medical Insurance Military Leave Overtime & Compensatory Time Paycheck Distribution Payroll Calendars Payroll Deductions Personal Holidays, Classified Personal Holidays, Unclassified Retirement Savings Bond Program Shift Differential Sick Leave, Classified Sick Leave, Unclassified Tax Sheltered Annuities Tax Withholding Time Reports Tuition Reimbursement Unemployment Insurance Vacation, Classified Vacation, Unclassified Voting Time W-2 Statements Click here to go there!
Employees who are eligible for a State of Wisconsin health plan are eligible for this program. This plan provides coverage for accidental death, dismemberment or loss of sight, permanent total disability indemnity, and permanent and total loss of use indemnity. It is possible to insure your spouse, children, domestic partner and domestic partner’s family. Interested employees need to complete an application and submit an Affidavit of Domestic Partnership form, unless there is one on file in Human Resources. Forms can be picked up at the Human Resources Office, 144 Graff Main Hall or by contacting Human Resources at 5-8013. Principal coverage amounts range from $25,000 to $250,000. Benefits under this plan are payable in addition to any other insurance you may have at the time of the accident.
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Annual pay adjustments are typically made to hourly rates at the beginning of the fiscal year (July 1) and are based on the pay plan approved by the legislature.
Prior to approval by the legislature, pay adjustments for classified represented employees are negotiated between the Department of Employment Relations (DER) and the unions. Refer to the appropriate compensation plan for details.
Faculty, academic staff, and classified non-represented employee pay adjustments are recommended directly by Department of Employment Relations.
(Reference: Department of Employee Relations, Division of Compensation and Labor Relations)
Classified This program allows employees to voluntarily donate (transfer) annual leave, Saturday legal holiday, personal holiday and sabbatical leave time to employees who have been granted unpaid leaves of absence due to catastrophic need for which no eligible paid leave benefits or replacement income are available. Catastrophic illness or injury is defined as an illness or injury which is expected to incapacitate the employee and which creates a financial hardship. It may also include an incapacitated family member if the employee is required to take time off from work for an extended period to care for the family member.
A recipient cannot receive more than 80 days of catastrophic leave benefits per calendar year (prorated to percentage of appointment). To be an eligible recipient of donated leave, an employee must satisfy all of the following conditions:
A donor cannot donate more than 24 hours of leave in any calendar year. To be an eligible donor, an employee must satisfy all of the following conditions:
A non-represented donor may not make a donation to a represented recipient. Non-represented employees may donate leave credits only to other non-represented employees, while represented employees may only donate leave credits to other represented employees covered by the same collective bargaining agreement, subject to the catastrophic leave provisions of the applicable collective bargaining agreement.
(Reference: Wisconsin Human Resources Handbook, Chapter 752)
What is the Wisconsin Deferred Compensation (WDC) program? The Wisconsin Deferred Compensation program is a supplemental retirement savings program authorized under Section 457 of the Internal Revenue Code (IRC).
Similar to the tax-sheltered annuity program, the WDC program differs in that it allows participants to begin receiving a distribution of their funds anytime after termination of employment or retirement without penalty. Participants in the TSA program must wait until age 59-1/2 to begin penalty-free distributions. This makes the WDC worth exploring for those employees considering early retirement. However, participants in WDC are offered limited investment options versus the TSA program. Please visit the Wisconsin Deferred Compensation program online or Employee Compensation and Benefits Services for the University of Wisconsin-Madison for more detailed information regarding the WDC program.
Am I eligible to participate? If you are a state or university employee in Wisconsin, or an employee of a local government or school district employer in Wisconsin that has elected to participate in the Wisconsin Deferred Compensation Program, you are eligible to enroll in the plan. Eligible employees can enroll at any time.
How do I invest with WDC? Creating an investment plan requires some time and research. If you have a financial planner, he or she may be able to lend you advice. If you are a new investor, you must look at your overall financial picture and investment goals. The WDC is only one part of your financial retirement, and there are many financial planning tools available to help you. Some of these additional resources are available by visiting www.uwlax.edu/hr/retire_invest_resources.
How much can I contribute? You may begin participating in the WDC with $20 monthly or $8 bi-weekly. Contributions to a TSA are subject to a maximum amount determined annually by the IRS. The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) made several changes to maximum contribution amounts, causing the maximum amount to vary by year and individual circumstances.
Participant fees and reimbursements from investment providers provide funding for program administration. Program fees vary depending on the participant's balance, but range from $6 (for balances less than $5,000) to $120 (for balances $150,001 and more) annually.
How do I enroll in the program? 1. You can download the Wisconsin Deferred Compensation Participation Agreement. Complete the application and mail it to the address indicated on top of the form.
2. To enroll by phone or have an enrollment kit and participation agreement mailed to you, contact the plan administrator's office at:
E-mail: WDoffice@nationwide.com
Telephone Numbers:
Am I eligible to participate? Classified Non-Represented: All are eligible for enrollment in DentalBlue. Classified Represented: Individuals should contact their local union for information. Faculty & Academic Staff: Individuals with contracts of at least 33 percent per semester appointment are eligible for enrollment in DentalBlue.
What options do I have for enrolling in DentalBlue? There are three options:
Dentacare HMO: Plan provides 100 percent coverage for preventative examinations, x-rays, and cleaning of teeth. It requires that dental care be received at a specified dental center.
Preferred PPO: Plan offers choice of dental care provider. Can be either in network (from a specific list of providers) or out of network (your choice). The PPO provides 80 percent coverage in network, and 75 percent out of network for coverage for preventative examinations, x-rays, and cleaning of teeth.
Supplemental Plan: Plan is designed for "wrap-around coverage" with your current HMO Medical Plan. Supplemental plan does not provide stand-alone coverage.
Monthly Deduction Amounts for Plan Premiums
For more information about the DentalBlue program, including forms to apply and a specified list of providers, visit the University of Wisconsin System Employee Benefits web site.
Frequently Asked Questions about DentalBlue
Direct Deposit
You may authorize the University to send your paycheck electronically directly to your bank. This service ensures that your check is available to you on payday, even when you are out of town or unable to pick up a paper check.
To initiate, change, or stop direct deposit, submit form UW-1032, Direct Deposit Authorization, to your campus payroll office.
If you participate in the Wisconsin Retirement System, disability benefits may be available if you become totally and permanently disabled and are unable to engage in any gainful employment. This program, when used in conjunction with Income Continuation insurance, can substantially replace the loss of income caused by a disability. This benefit is provided to all WRS participants who meet the creditable service requirements (if disability is work-related, there is no creditable service requirement). For more information, refer to the Department of Employee Trust Funds.
EdVest is a state-sponsored Section 529 plan allowing Wisconsin residents to deduct up to $3,000 in pre-tax contributions annually to an investment fund for a beneficiary's college education. The beneficiary is the individual for whose benefit these funds will be used. It may be anyone; for example, it could be a child, grandchild, or even yourself. The beneficiary must be a U.S. citizen or resident alien.
Employees can begin an account with as little as $25 or as much as $246,000. Contributions can cover tuition, books, room and board, and other qualified expenses. For more information, visit the EdVest web site, or call toll free 1-888-338-3789.
The Employee Assistance Program (EAP) is available to all employees (regardless of appointment percentage and including limited-term and project employees) and their immediate family members, including domestic partners. The EAP provides professional, confidential assistance to help individuals resolve concerns that affect their personal lives or work performance. UW-La Crosse cares about its employees and recognizes that work performance can be affected by problems related and unrelated to your job.
In order to help you work through these problems, UW-La Crosse has contracted with Gundersen Lutheran Business Health Services to provide EAP services. Up to three sessions with a counselor are offered at no direct cost to you or your family members.
Confidentiality is the foundation of the EAP. No information may be released to any other person about your participation without your written permission. Your participation is protected and covered by state and federal laws. For limitations to this confidentiality, please talk to your counselor.
For more information or to schedule an appointment, please call 608-775-4780 or 800-327-9991. You may also visit the web site at www.gundluth.org/eap.
This program offers employees the opportunity to pay qualified medical/dependent care expenses with tax-free dollars. There are three parts to the plan:
For more detailed information, see the Employee Reimbursement Account Program Booklet, or call Fringe Benefits Management Company at (608) 829-0435 (Madison office) or toll free at (800) 342-8017 (customer service in Florida).
Am I eligible to participate? All employees except limited-term employees (LTE), research assistants, and other temporary employees are eligible to participate.
How do I enroll? There is an open enrollment period during the first 30 days of employment and every October for the following tax year. The annual application can only be completed online at the Department of Employee Trust Funds website or via telephone by calling 1-800-847-8253. There is no paper form available unless you are initially enrolling as a new employee.
How can I make a claim for reimbursement from my account? Complete a Flexible Spending Account Reimbursement Request Form. You will need to rotate the form (see the Adobe Acrobat Reader tool bar) to view it properly. Instructions for completing the form are available on the Department of Employee Trust Funds website, as well as other Employee Reimbursement Account forms you may need.
Some over-the-counter drugs are now reimbursable!
A recent IRS ruling has expanded the use of your ERA Medical Expense Reimbursement Account dollars! You can now be reimbursed for certain Over-the-Counter (OTC) drugs purchased without a prescription. This ruling is effective October 1 for the categories of medicines or drugs cited in the IRS ruling: allergy medicines, cold medicines, pain relievers, and antacids. The drug must be purchased for use by you, your spouse or dependent(s) for a specific medical condition. Products that are used to maintain general health such as vitamins and herbal supplements continue to be ineligible for reimbursement.
To be reimbursed for OTC drugs, complete the ERA Reimbursement Request Form and attach your receipt(s) which show the name of the drug, the date it was purchased and the cost.
The Employee Reimbursement Accounts open enrollment period for the 2004 plan year is scheduled for October 6 through November 21, 2003. The 2004 ERA Enrollment Booklet was printed prior to this ruling; therefore, it does not include this change. Be sure to consider your over-the-counter drug needs when you make your ERA medical reimbursement account election for 2004.
More ERA program information, including ERA Reimbursement Request Forms, can be found on the Department of Employee Trust Funds internet site at http://etf.wi.gov. Just click on the “Benefit Programs” button to view the ERA menu.
For more information about qualified expenses or other ERA program information, contact Fringe Benefits Management Company at 1-800-342-8017.
Who's eligible? Employees eligible to participate in the Wisconsin Retirement System and their qualifying dependents can choose coverage under one of the State Group Health Plans by completing and submitting any related paperwork within the first 30 days of employment. Faculty and academic staff not eligible to participate in the retirement program may also obtain health coverage if their appointment is at least 33% and at least 6 months (1 semester for academic appointments) in duration. Eligibility is reviewed whenever a new appointment is granted.
When does coverage begin? Coverage for faculty and academic staff begins the 1st of the month following receipt of the application. For classified employees, coverage begins the 1st of the month after six months of state WRS participation.
How are premiums deducted? Premiums are deducted from paychecks on a pre-tax basis. The premiums are paid two months in advance. Premium amounts are subject to change annually during Dual Choice, which is held each fall.
What type of coverage is provided? The health program provides a variety of plans available by county including standard fee-for-service coverage and health maintenance plans. A Dual-Choice Booklet, which is the annual listing of carrier choices and specifics regarding State health insurance coverage, is distributed to all employees upon hire and again during Dual Choice, which is held in the fall. Employees may select any program initially and may change programs during Dual Choice. This is generally the only time employees can select a different plan. Employees changing plans during Dual Choice will have continuous coverage with no exclusions for pre-existing health conditions. Dual Choice is also the only time that health plan providers can make changes in coverage or premium costs.
What about insurance cards? Insurance cards arrive approximately four to six weeks after your forms have been completed and processed. Employees should contact the health insurance provider directly to inquire about missing insurance cards.
What happens when an employee terminates employment, for whatever reason? Terminating employees may continue health insurance coverage through COBRA, or when a dependent's eligibility ends. Continued coverage is available for dependents in the event of employee death, layoff, or retirement. A tax-free account is set up to pay premiums equal to the employee's unused sick leave times their last rate of base pay. When this account is exhausted, or if there is no accumulated sick leave, the insured must pay the full premium cost.
What if I did not sign up during my initial 30-day eligibility period? Employees not currently participating in the health plan are eligible to apply for coverage at any time with the Standard health plan, but are required to serve a six-month waiting period for pre-existing conditions.
Who do I contact regarding prescriptions?
The Group Insurance Board (GIB) authorized the Department of Employee Trust Funds (DETF) to contract with a Pharmacy Benefits Manager (PBM) to provide pharmacy benefits services to all State of Wisconsin group health insurance participants effective January 1, 2004. All participants receive their pharmacy benefits from the PBM, Navitus Health Solutions (Navitus). Participants receive an identification (ID) card from Navitus and a separate one from their health insurance plan. See also ETF Prescription Drug Benefit information.
Employees who wish to have access to library privileges, the student center, and field house facilities must obtain a UW-L identification card. Photo I.D. cards are available for free from Student Activities & Centers, 221 Cartwright Center.
Employees who participate in the Wisconsin Retirement System are eligible for Income Continuation Insurance, which replaces a portion of your income in the event of a disability. Benefits from this plan are integrated with other programs such as Social Security and the Wisconsin Retirement System. The amount of sick leave classified employees accumulate determines their share of premium costs. Benefits become available after a 30-day waiting period, or use of all sick leave benefits, whichever is longer. Unclassified employees (faculty and academic staff) choose a waiting period until benefits begin. Premiums are based on the waiting period they select and their annual salary. See also http://etf.wi.gov/publications/et2106.pdf to veiw the booklet.
Wisconsin Statute, s.230.35(4)(a), establishes paid holidays when offices of the state government, including those of the UW System, are not required to be open for business. These holidays are:
*If a holiday falls on a Sunday, state offices are closed the following Monday. If a holiday falls on Saturday (which is the normal day off for most employees), employees are granted this day as a Saturday/Sunday holiday to be taken off on a different date.
For less than full time positions covered by WSEU, legal holidays will be prorated on the basis of the percentage of appointment.
If a holiday falls on an employee's scheduled day off, or the employee works a holiday, the employee will be given holiday compensatory hours to be taken off on a different date.
Legal Holidays, Unclassified
(Reference: Unclassified Personnel Guideline #9, 9.01 and 9.06)
For a comparison of life insurance options, see the UW-System comparison chart.
Individual and Family Term Life Insurance - Employees of the UW System who are eligible for a State of Wisconsin Health insurance program are eligible for this term life insurance plan. Employees may initially select $5,000, $10,000, or $20,000 coverage, as well as $5,000 or $10,000 for a spouse (provided the amount does not exceed the employee's coverage), and either $2,500 or $5,000 for children. The employee and spouse are eligible to purchase additional amounts of insurance each year on a guaranteed basis up to a maximum of $200,000 for the employee and $75,000 for the spouse. Premiums are based on age and amount of coverage desired; see rates for Individual & Family Group Life.
State Group Life Insurance (Minnesota Mutual) - Employees eligible to participate in the Wisconsin Retirement System are eligible for State Group Life Insurance coverage after they have been active WRS members for six months. Employees may opt for up to five times their annual salary. Each level (basic, supplemental, and additional units) provides coverage of one year's salary rounded up to the next higher thousand. Coverage is reduced for active employees after age 70. Employees retiring from State service or those terminating with 20 years of service can benefit from this coverage in retirement; coverage becomes free at age 66, when the basic level of coverage is reduced by half. This program also allows dependent coverage and has benefits for accidental death and dismemberment. Premiums can be waived in the event of a disability. Employees who do not enroll during their initial eligibility period must complete an Evidence of Insurability to get coverage. Cost is determined based on age and amount of coverage; see rates for State Group Life.
University Insurance Association Life Plan - The University Insurance Association (UIA) provides a group policy decreasing term life plan serviced by the National Guardian Life Insurance Company. Participation in the University Insurance Association is a condition of employment for faculty and academic staff who meet the minimum salary base determined each year. The premium of $24 per year is deducted annually from the November 1 paycheck. If you initially qualify for March 20 coverage (staff who begin at the start of the second semester), a $12 premium will be deducted from your April 1 paycheck. To update your beneficiaries under this policy, complete a UIA Designation of Beneficiary.
UW Employees Life Insurance (Country Life) - This term life insurance coverage is available to all classified, faculty and academic staff employees who currently hold at least a 1/3 University appointment. The amount of coverage and monthly cost are based on age. This plan includes accidental death and dismemberment benefits as well. See rates for UW Employees Life Insurance.
Participation in this program requires group health insurance coverage and is designed to supplement that coverage. $100,000 maximum benefit per disability. It does not duplicate coverage but does attempt to fill gaps left by your basic plan. An "in-hospital" bed patient stay is required to start most medical claims.
For each insured, the Company will pay 50% of reasonable and basic dental services and orthodontic charges which exceed the $100 per person, per year deductible. The maximum payment by the company is $750 per calendar year. Orthodontic treatment must begin prior to age 19 and is subject to a lifetime maximum benefit of $1,200. Orthodontic benefits are delayed for 12 calendar months following the effective date of the certificate. Premiums are deducted from paychecks on a pre-tax basis.
Vision care coverage was added January 1, 2008.
For more information visit the Epic site.
Classified employees who work in excess of 40 hours per week will be compensated at a premium rate, time and a half, straight time rate, or not at all depending upon their employment status. Supervisors must always approve overtime and the method of payment whether cash or time off.
The state provides two categories for the purpose of determining overtime status: "exempt" and "non-exempt." Generally speaking, administrative, supervisory, or professional employees are normally exempt from overtime since their rate of salary is generally intended to include compensation for all required employment hours. However, there are times when exempt employees can be compensated for overtime either in cash or as time off at a later date. Non-exempt employees receive overtime at time and a half, either in cash or as compensatory time off at a later date.
Compensatory time not used prior to January 1 may be carried over until April 30 of the new calendar year. If a balance still remains, it will be paid as a lump sum at the employee's April 30th pay rate.
(References: Collective Bargaining agreements for represented positions; Wisconsin Compensation Plan, Section A (4.03) for non-represented positions)
Faculty and academic staff members appointed for the academic year are paid on the first of each month on a nine-month basis, October 1 through June 1. Annual appointees are paid on the first of each month. If the first of the month falls on a Saturday, Sunday, or Monday holiday, checks are distributed the preceding Friday, except on January 1, when checks are available the first working day of the new year. Academic-year appointees are eligible to participate in a 12-month payment deduction plan, offered by the UW-Credit Union or Advantage Credit Union, which provides employees with a paycheck each month of the year. Summer session appointments are paid on August 1 and September 1. Earnings statements are issued separately from paychecks by the Payroll Processing Center in Madison and are sent to employees by campus mail. Unclassified payroll calendars Return to topic choices Classified staff members are paid every other Thursday for the previous pay period. A pay period is comprised of two consecutive weeks. If a payday falls on a holiday, paychecks are distributed on the preceding workday.
Paychecks for all employees can be directly deposited into a checking or savings account. Those employees who do not submit a direct deposit form must personally pick up their checks on payday in the Cashiers Office, Room 121 Graff Main Hall, during normal business hours.
Earnings statements are issued separately from paychecks by the Payroll Processing Center in Madison and are sent to employees by campus e-mail.
Classified and LTE payroll calendar
Credit Union: Membership in the Advantage Credit Union is open to all staff. Deposits to checking and savings accounts, and loan payments, may be made by payroll deductions by completing an authorization form. The credit union offices are located at 929 State St., La Crosse and 1848 East Main St., Onalaska.
Organizational/Union Dues: Deductions for organizational dues are authorized by individuals through the treasurer of the appropriate organization. Examples of organizations/unions on the La Crosse campus are The Association of University of Wisconsin Faculty (TAUWF), the American Association of University Professors (AAUP), the Wisconsin Education Council (WEAC-UP), and the Wisconsin State Employees Union (WSEU).
Parking Permits: Annual parking permit fees may be paid by payroll deduction. New employees need to contact Protective Services. Once enrolled in the parking program, staff are sent registration forms every summer for the following year.
Taxes: Each employee is required to complete federal and state W-4 forms claiming any tax exemptions. Tax withholdings may be changed at any time by filing a new W-4 form. Please see the Internal Revenue Service's Withholding Allowance Calculator for guidance in determining exemptions.
Employees who live in the State of Minnesota are required to complete Form W-222 annually. Minnesota residents have the option of having Wisconsin tax withheld OR claiming exempt status from Wisconsin tax and filing a quarterly estimate with the Minnesota Department of Revenue.
Social Security: A mandatory Social Security and Medicare deduction is taken from each paycheck. For information about Social Security payments and benefits, visit Social Security On-Line.
U. S. Savings Bonds: Savings bonds may be purchased by payroll deduction. To enroll, contact the National Bond & Trust Company (telephone 1-800-426-9314).
United Way: The Greater La Crosse United Way coordinates a UW-L campaign each fall. Staff members are sent pledge cards and may either make a donation directly or authorize payroll deductions to the United Way.
The UW-La Crosse Foundation: The UW-La Crosse Foundation is the official depository for private donations given to benefit the UW-L campus. Gifts can be made through payroll deductions for general purposes, or they may be credited to a specific fund, scholarship, department, or activity. Deductions can be increased or eliminated at any time. All contributions are deductible to the full extent of the law and year-end receipts will be issued upon request for income tax purposes.
Effective calendar year 2004, eligible classified employees will earn one (1) additional personal holiday each calendar year in recognition of Veterans Day for a total of 4.5 days (36 hours) of personal holiday prorated according to the percentage of appointment each calendar year, except those employees represented by the Building Trades agreement and those whose 2003-2005 contracts have not yet been settled. These days may be used at any time provided employees receive approval from their immediate supervisor, and must be used in the year in which they are earned. (NOTE: Employees will have until December 31, 2006 to use the additional personal holidays earned for calendar years 2004 & 2005.) Probationary employees who do not pass their six-month evaluation will earn only the annual pro-ration of their personal holidays. See your respective Collective Bargaining Agreement or the State of Wisconsin Compensation Plan for Non-Represented Employees for more detailed information.
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For more information regarding the Wisconsin Retirement System and other retirement benefits, see the Department of Employee Trust Funds or the UW-L Retirement web page. For rehired annuitant information, see Returning to Work After Retirement.
What is the Wisconsin Retirement System (WRS)? The Wisconsin Retirement System provides eligible State of Wisconsin employees with a lifetime retirement annuity, unless an individual only qualifies for a lump-sum payout or chooses a separation benefit prior to retirement age. Approximately 10 percent of an employee's annual salary is contributed to his or her retirement account annually. Though the University makes the entire contribution, the account is split between employee and employer contributions. The percentage invested may change slightly on an annual basis, but the amount is contributed in addition to your annual salary, rather than having the percentage deducted from your paychecks.
Am I eligible to participate? Coverage is mandatory for faculty and academic staff members employed at least one-third time for at least one year. Those not immediately eligible are covered after one year if they averaged one-third time in the previous year. Classified employees have mandatory coverage if employed 600 hours for at least one year.
Some details about the WRS: The Department of Employee Trust Funds (ETF) administers the retirement program for the State of Wisconsin, including the University of Wisconsin-La Crosse. The following types of benefits are available through the Wisconsin Retirement System: Separation Benefits. If you terminate employment before age 55 (50 for protective category employees), you may receive a separation benefit. A separation benefit is a lump-sum payment of your employee required contributions plus accrued interest.
Vesting. If your WRS employment began on or after January 1, 1990 and terminated before April 24, 1998, to be vested you must have some WRS creditable service in at least five separate calendar years. Individuals hired other than these dates are immediately vested.
Disability Benefits. If you become permanently and totally disabled while employed under the WRS you may qualify for disability benefits. Death Benefits. If you die before you begin receiving a WRS retirement or disability annuity, a death benefit will be payable from your WRS account. Once an employee applies for an annuity, death benefits are based on the annuity option selected at retirement. Additional Contributions. As long as you remain employed under the WRS you may make additional contributions to your WRS account. Additional contributions increase your retirement account and may be used to purchase qualifying or forfeited creditable service.
Buying Creditable Service. While you are actively employed under the WRS, you may be eligible to buy creditable WRS service, which will increase the benefits for which you are eligible when you terminate employment. There are only certain types of service that you can buy, and the most common are the six-month qualifying period (applies only to classified employees who began WRS employment before 1973) and WRS service forfeited by withdrawing your employee contributions. How Divorce Can Affect Your WRS Benefits. If your marriage is legally terminated, the court can award up to 50% of your WRS account or annuity to your former spouse through a "Qualified Domestic Relations Order" (QDRO). A WRS account or annuity can be divided if the divorce occurred after January 1, 1982.
Night Differential: Specific amounts for night differential for non-represented classified employees are developed by the Department of Employment Relations, while amounts for represented classified employees are negotiated biannually and are part of the collective bargaining agreement. Night differential is paid for hours worked between 6:00 p.m. and 6:00 a.m. To qualify for the 6:00 p.m. to 12:00 a.m. shift differential, an employee must work a minimum of two hours on a shift during the period between 6:00 p.m. and 1:00 a.m. Any questions relating to night differential should be directed to the Office of Human Resources or your respective union contract.
Weekend Differential: Specific amounts of weekend differential for non-represented classified employees are developed by the Department of Employment Relations, while amounts for represented classified employees are negotiated biannually and are part of the collective bargaining agreement. A weekend differential will be paid for all hours worked between the hours of 12:01 a.m. on Saturday and 12:00 midnight on Sunday.
(References: Collective Bargaining agreements for represented positions; Wisconsin Compensation Plan, Section A (4.05 and 4.06) for non-represented positions)
What is the tax-sheltered annuity program? The tax-sheltered annuity (TSA) program allows UW-L employees to make voluntary, pre-tax investments toward retirement under the Internal Revenue Code 403(b). Employees choose an approved tax-sheltered annuity vendor and complete a vendor application by contacting the company of choice directly. Then, employees complete a Salary Reduction Agreement to have a specified amount deducted each pay period. You cannot file the Salary Reduction Agreement with Human Resources until you've completed a vendor application. It's very easy. See detailed instructions at www.uwsa.edu/hr/benefits/retsav/tsaenroll.htm.
Contributions and earnings accumulate tax-free until you begin receiving them. The TSA plan is not subject to ERISA, a federal law which, in part, requires participants to name a spouse as beneficiary of at least 50 percent of an account.
Am I eligible to participate? All permanent, project, and LTE employees and student workers of UW-L including graduate assistants are eligible to participate, with the exception of research assistants and employees-in-training, fellows, and interns. Eligible employees can enroll at any time.
How do I choose a TSA vendor? Choosing a TSA vendor requires some time and research. If you have a financial planner, he or she may be able to lend you advice. If you are a new investor, you may consider a blended asset fund that is managed for you based on your risk tolerance and time until retirement. These funds may be called managed allocation funds, or funds of a fund. Contact TSA vendors directly to learn more about these types of funds.
You may visit vendor web sites directly by using the links below or use additional resources by visiting www.uwlax.edu/hr/retire_invest_resources.
INSURANCE COMPANIES
MUTUAL FUND COMPANIES
Scudder, Stevens, & Clark Inc
(not accepting new business)
WISCONSIN RETIREMENT SYSTEM
How much can I contribute? You may begin a TSA with $20 monthly or $8 bi-weekly. Contributions to a TSA are subject to a maximum amount determined annually by the IRS. The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) made several changes to maximum contribution amounts, causing the maximum amount to vary by year and individual circumstances.
Do I have access to my investment? A tax-sheltered annuity account is meant for use in retirement; generally, withdrawals cannot be made until age 59-1/2 without penalty. However, a TSA with an insurance vendor may allow you to borrow against the amount in your account, and hardship withdrawals are available with a penalty. Contact vendors directly for details.
How do I enroll in the program? It's as easy as 1 - 2 - 3. Visit www.uwsa.edu/hr/benefits/retsav/tsaenroll.htm for detailed instructions.
A $9 university processing fee is charged annually for those individuals who participate in the TSA program. For greater detail about the tax-sheltered annuity program, visit Employee Compensation and Benefits Services for the University of Wisconsin-Madison.
Classified employees must complete a time report for each two-week pay period and submit it to the Office of Human Resources by 1 p.m. on payday. Revised time reports are due by 4:30 p.m. Monday following the end of the pay period. Refer to the complete calendar of pay periods and time-report due dates for details.
Your time report must be signed by both you and the supervisor. If a supervisor is not available to sign an employee's time report, the employee should go to the next level supervisor for a signature. The supervisor is responsible for the time report submitted by the employee and should be sure that the information on the time report is correct. The time report in the Office of Human Resources is the official permanent record of paid time.
Check with your supervisor for the correct procedure used in your office or unit for completing and forwarding your time reports.
In an effort to encourage continual learning and professional development of employees, UW-La Crosse participates in a tuition fee reimbursement program.
Am I eligible to participate? Unclassified employees (faculty and academic staff) must have a 50 percent or greater appointment and a classified employee must have a permanent or project appointment to be eligible for reimbursement. Probationary classified employees are also eligible.
What are the program requirements? Interested employees must complete the Request for Employee Tuition Reimbursement prior to commencement of coursework. One course up to five credits or equivalent training in any academic term is eligible for reimbursement. The employee's supervisor/department chair, dean/division officer, and the Provost/Vice Chancellor must approve the reimbursement. Employees may be reimbursed for authorized education and training within the constraints of UWS General Administrative Policy Papers (GAPP) #25, UW-L employee reimbursement guidelines, and budgetary constraints. Employees are reimbursed from department or unit funds.
Approved coursework is taken on the employee's own time. If approved coursework is only available during the employee's work hours, a schedule of proportional compensatory time may be arranged, provided normal services of the employing unit are not disrupted or impaired. Supervisors may contact Human Resources for information about scheduling options.
How do I apply? Complete the Request for Employee Tuition Reimbursement and submit it to your immediate supervisor. A copy of the form, completed through the employee's portion, should be sent to Human Resources. The original should be routed for approval. Human Resources will begin tracking the original form if it has not been received within 10 working days.
How do I submit for reimbursement? Tuition fees will be reimbursed upon successful completion of the course, contingent upon current employment at the university. Employees must submit a receipt for tuition, final grade documentation, and a copy of the approved Request for Employee Tuition Reimbursement. Consult the guidelines on the form for details, or contact University Financial Administration with questions.
Unemployment insurance benefits are provided by Chapter 108 of the Wisconsin Statutes at no cost to employees. Such benefits provide partial compensation for a limited period of time to those eligible employees who generally are unemployed for reasons not of their own making. Employees who voluntarily terminate their jobs, or who are dismissed for cause, may or may not be eligible, depending upon the circumstances of their particular cases. In addition, all claimants for unemployment benefits are required to register for work with the Job Service Office and must be both physically able to work and substantially available for work in the general labor market.
University employees who are off from work because they have less than a 12-month appointment, are not eligible for unemployment insurance benefits during periods when school is not in session.
How much vacation time will I earn?
After completion of the initial 6 months of employment, full-time employees are eligible for one of the following two annual leave scales:
Persons employed less than full-time earn vacation prorated according to the percentage of their employment (only includes time in pay status)
This document is a brief summary and does not substitute for the text in the Bargaining Unit agreements or the State of Wisconsin Compensation Plan provisions. Any conflicts in interpretations or omission of information must be resolved in favor of the Bargaining Unit Contract or State of Wisconsin Compensation plan.
Annual Leave Schedules
(Based On Full Time Employment And Current Position)
Allocated Leave Hours By Bargaining Unit
