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KEY POLICIES AND
PROCEDURES |
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Disclaimer |
This
resource provides an overview of MSU employee services and benefits
programs. Specific details are included in the official plan
documents that regulate operations of the plans. If there are any
differences between this resource and the plan documents, the plan
documents are controlling. Mississippi State University intends to
continue the benefits described within this page, but reserves the
right to end or amend any plan at any time for any reason. If you
have questions about your benefit options, please contact Human
Resources Management at 662-325-3713.
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Welcome |
Welcome
to employment at Mississippi State University. We are pleased that
you have chosen to join an outstanding group of faculty and staff
whose contributions are vital to the success of our institution.
Each of you will become an important part of the team that works
together to meet our mission of teaching, research, and service.
The university
community looks forward to getting acquainted with you. We hope that
your employment at MSU is fulfilling and that you will take
advantage of the many opportunities to contribute and grow, both
personally and professionally.
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Our
University |
One State – One Team
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Mississippi
State University was founded near Starkville, Mississippi, in 1878
as a land-grant institution dedicated to serving the people of the
state and training its youth.
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The university
has since emerged as one of the region’s and the nation’s premier
research and service universities, but has never wavered from its
primary mission. Excellence in undergraduate education remains
foremost among the priorities of the state’s largest university.
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The university
offers 181 bachelor’s, master’s, specialist, and doctoral degrees
in 94 academic programs through the colleges of Agriculture and
Life Sciences, Arts and Sciences, Architecture, Business,
Education, Engineering, Forest Resources, and Veterinary
Medicine. The academic calendar is based on fall and spring
semesters and a 10-week summer term.
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The university
adjoins the city of Starkville, with a population of about 22,000.
MSU enrolls approximately 16,000 students, 20 percent of whom are
graduate students; has about 1,000 faculty members and
approximately 4,000 total full-time employees; has a total
operating budget of more than $515 million; and has annual
research expenditures of about $160 million.
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Starkville is a
close-knit community that is extremely proud and supportive of its
university, working hand-in-hand with Mississippi State to ensure
that students are provided with the best possible atmosphere for
learning.
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MSU is a member
of the Southeastern Conference for intercollegiate athletics,
offering six intercollegiate sports for men and eight for women.
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Approximately 25
percent of students live on campus, and a free shuttle bus system
carries about 3,000 riders daily over four campus routes. The n early
300 campus student organizations include 29 social fraternities
and sororities, Army and Air Force ROTC, and a variety of
intramural and club sports.
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The campus and
adjacent agricultural research lands comprise about 4,000 acres.
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That big,
handsome "dawg" you will see around campus is Bully, the MSU
mascot.
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KEY POLICIES
AND PROCEDURES |
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It is the
responsibility of each employee to become familiar with the policies
that govern our institution. Please pay careful attention to the
information that follows.
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Harassment
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A
Respectful Place to Work and Learn
Mississippi State
University fosters a campus environment that recognizes individual
and cultural differences. The right of free expression and the open
exchange of ideas and views are essential, especially in a learning
environment. Mississippi State University vigorously upholds these
freedoms. However, the value of free expression may be undermined by
certain acts of harassment.
Harassment may
result in the loss of self esteem for the victim and lead to the
deterioration of a quality classroom, social or work environment.
The MSU harassment policy establishes uniform guidelines and
procedures for addressing all forms of harassment and applies to all
students, faculty and staff.
The MSU policy on
Harassment states:
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Harassment
based upon race, color, religion, sex (including sexual
harassment), national origin, age, disability or veteran status
is a form of discrimination in violation of the law and will not
be tolerated.
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Harassment
based upon sexual orientation or group affiliation is prohibited
by MSU policy and also will not be tolerated.
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Retaliation
against any person complaining of harassment is prohibited by
law or MSU policy and will not be tolerated.
Under the
University's policy, prohibited harassment is defined as behavior
that is uninvited, unwelcome, intimidating, and/or offensive and is
directed at another person because of the individual’s:
sex, color, race, religion, national origin, age, disability,
veteran's status, or sexual orientation.
Harassment can
take various forms. It may be:
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Verbal
- Offensive jokes and language, threats, and comments about a
person's body or appearance |
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Physical
- Touching, holding, grabbing, and other unwanted physical
contact. The worst cases involve physical threats and/or
sexual assault |
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Non-verbal
- Offensive gestures, staring, degrading or offensive letters,
e-mail, pictures, or cartoons |
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Psychological
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Sabotage, intimidation, or purposeful
interference with one's work or educational activities. |
Intent vs. Impact
It is important to
understand that intent is not
relevant in determining whether or not a behavior is considered
harassment. All that matters is the impact
of the behavior on the individual or the work or learning
environment.
Regardless of
intent, the behavior will be judged on its impact upon the work or
learning environment. This fact is critically important. The
statement, "I didn't mean anything by it," is not a valid defense
for engaging in harassing behavior.
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All students,
faculty and staff are expected to adhere to this university policy
and will be held accountable for violating it.
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Mississippi
State University will respond promptly to all complaints of
harassment and retaliation.
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Violation of
this policy can result in serious disciplinary action up to and
including expulsion for students or discharge for employees
How
Are Complaints Handled?
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The employee
should discuss the unwelcome behavior with the alleged offender in
person or in writing, or
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The employee can
discuss the behavior with the immediate supervisor of the alleged
offender, or
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The employee can
discuss the behavior with their immediate supervisor. If the
supervisor is also the alleged offender, the employee may go
directly to their supervisor's supervisor, or unit head.
If the complaint
cannot be resolved within the department, the employee, supervisor,
or unit head may refer the complaint to the Office of Diversity and
Equity Programs, the Provost, or Human Resources Management.
In some
circumstances, the employee may not feel comfortable discussing the
complaint in their unit. If so, they may contact one of the offices
above.
The
Supervisor's Responsibilities
If you supervise
others, you are responsible for:
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Ensuring
that all employees understand the harassment policy.
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Observing workplace behavior.
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Advising and counseling employees.
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Taking action on reported incidents.
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Setting an example and being a role model.
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Establishing guidelines for professional behavior.
If you have
questions about the harassment policy or procedures for addressing a
complaint of harassment or discrimination, contact the
Office of
Diversity and Equity Programs (662 325-2493)
or
Human Resources
Management (662 325-3713).
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Compliance
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MSU complies with
federal and state regulations, including, but not limited to:
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Americans with Disabilities Act (ADA).
If you need special accommodations at any time, please let your
supervisor know.
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Affirmative Action/Equal Opportunity.
The University
is committed to the principles of equal opportunity, affirmative
action and diversity.
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Buckley Amendment, Family Education Rights and Privacy Act (FERPA),
which covers release of student information.
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HIPAA,
the Health Insurance
Portability and Accountability Act of 1996, which
contains privacy requirements to protect personal health
information.
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The Gramm-Leach-Bliley Act (GLBA),
which requires universities to maintain an information security
program for the protection of financial information
If
your job duties give you access to employee, student, or financial
records, be sure to become familiar with laws and policies that
cover release and/or use of information
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Drug-Free Campus
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The unlawful
manufacture, distribution, dispensation, possession, or use of a
controlled substance is prohibited in the workplace at Mississippi
State University. Any employees determined to have violated this
policy will be subject to disciplinary action, up to and including
dismissal.
Employees who
report to work while under the influence of illegal drugs are in
violation of this policy. If an employee's work performance and/or
behavior indicates possible drug use or abuse, the employee's
supervisor will refer the employee to the Department Human Resources
Management for information and referral to available
counseling/treatment programs. Violation of this policy shall result
in mandatory evaluation or treatment for substance use/abuse or
disciplinary action, up to and including dismissal.
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Alcohol on Campus
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The University
prohibits the unlawful possession, use, or distribution of illicit
drugs and alcohol on University property or as part of any
University activity.
Students or
employees failing to observe the drug and alcohol policy will be
subject to the imposition of sanctions by the University in
accordance with established disciplinary action procedures.
For students,
sanctions may include suspension or expulsion. For employees,
sanctions may include separation of employment. In addition to
University sanctions, any student or employee found in violation of
the drug and alcohol policy may be referred to the appropriate
authorities for prosecution.
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Misuse of University Assets
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The misuse of
Mississippi State University (MSU) assets is a serious matter that
affects compliance with the law as well as the honor and integrity
of the institution. Therefore, all university employees are expected
to avoid even the appearance of impropriety when fulfilling their
responsibilities.
It is the policy
of MSU to identify and promptly investigate any misuse of university
assets or dishonest or fraudulent activities against MSU and, when
appropriate, to pursue legal remedies.
MSU will take
appropriate disciplinary and legal actions against employees and/or
entities, including but not limited to restitution, forwarding
information to the appropriate authorities for criminal prosecution,
and possible termination of employment.
MSU policies are
available online through the
Office of
Internal Audit.
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Use of Computing
and Network Resources
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MSU's computing
and network resources service a large number of faculty,
students, staff, and others. All users have the responsibility to
use the university computing and network resources in an effective,
efficient, ethical, and lawful manner.
The
Policy and
Procedure for Use of Computing and Network Resources at Mississippi
State University (ORP 01.12) addresses:
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Security
- The user is responsible for correct and sufficient use of the
tools each computer system provides for maintaining the security
of stored information.
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Academic
Freedom
- Free expression of ideas is central to the academic process.
However, the University may remove any electronic information from
its system under circumstances.
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Privacy
- It is the policy of the University not to routinely monitor
individual use of computing and network resources. However, users
should be aware that their use of these resources may not be
private...
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Inappropriate
Usage
- Computing and network resources should be used only in accord
with the guidelines defined in policy and procedure.
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Personal Use
- Incidental personal use of computing and network resources is
permitted in accordance with OP 01.12.
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Sanctions
- Violators of OP 01.12 who are University faculty, students, or
staff are subject to the disciplinary procedures of the
University.
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Information Security
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The user is
responsible for correct and sufficient use of the tools each
computer system provides for maintaining the security of stored
information.
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Computer
accounts, passwords, and other types of authorization are assigned
to individual users and should not be shared with others.
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The user should
select an obscure password and change it frequently.
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The user should
understand the level of protection each computer system
automatically applies to files and supplement that protection, if
necessary, for sensitive information.
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The user should
be aware of computer viruses and other destructive computer
programs, and take steps to avoid being either their victim or
propagator. Minimally, the user must ensure that appropriate
antivirus software is operational on all personal computers and
that virus definitions are kept current.
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Use of
Social
Security
Numbers
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Mississippi State University (MSU) is committed to protecting
personal information and to deterring identity theft of its
students, faculty, staff, alumni, and others with whom it has an
official association. In the normal practice of conducting
university business, MSU collects and maintains confidential
information related to its students, employees, alumni, and other
individuals associated with MSU. The university is committed to
protecting personal and confidential information and properly
handling and maintaining such data.
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The collecting of social security numbers (SSNs) is required of
all employees of the university, all tuition-paying students,
students receiving financial aid, and other individuals for which
state and federal law require the reporting of SSNs.
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If
there is no legal requirement to collect a SSN from a particular
individual, MSU will not require such an individual to provide
their SSN and will not deny any service as a consequence.
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MSU will not disclose the social security number of any individual
to anyone outside the Mississippi Institutions of Higher Learning
(IHL) system except as allowed by law or with permission from the
individual or as approved by MSU legal counsel.
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FLSA and
Records of Hours Worked
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Employee
Classifications Under the FLSA
MSU employees are
either exempt from the Fair Labor
Standards Act (FLSA), or non-exempt.
Exempt:
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To be exempt
means an employee’s job meets the test criteria for an executive,
administrative, or professional exemption and the employee is not
covered by the minimum wage and overtime provisions of the FLSA.
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These employees
are not paid overtime or granted compensatory time for hours
worked over 40 in a work week.
Non-exempt:
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Non-exempt
positions are found in clerical/secretarial,
technical/paraprofessional, skilled crafts, service maintenance,
and temporary positions.
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Non-exempt
employee are paid overtime for the hours actually worked in excess
of 40 in the workweek at a rate not less than time and one-half
their regular rates of pay, or granted compensatory time off for
the overtime hours.
Your initial letter of offer will state whether your
position is classified as exempt or non-exempt.
If your position
is a non-exempt one, your letter of offer will state whether your
department pays overtime or grants compensatory time off.
If you are a
non-exempt employee, you will be required to maintain an accurate
record of hours worked. Both you and your supervisor will verify the
record of hours worked for each payroll period.
Your department
will let you know how to maintain time records.
If you supervise non-exempt employees, you will be responsible for
oversight of the hours worked and verification of time records.
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Work Week, Meal and Rest
Breaks
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The
normal work week is 40 hours, although your week may vary depending
on your position and responsibilities. Work schedules for individual
employees are determined by their department. Flexible work
schedules may be adopted by the department to accommodate
departmental needs.
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The MSU
work week begins at 12:01 a.m. Sunday and ends at 12:00
midnight the following Saturday. |
Most employees work an
8- hour day, with one unpaid hour for lunch. The University provides
unpaid meal periods of at least thirty minutes to one hour for all
employees.
Non-exempt Employees:
Departments may allow a 15-minute paid rest period each 4-hour work
period, but are not required to do so.
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Dealing With
Work-Related Problems
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If you have a
work-related problem, first talk with your supervisor. Then, if you
are not satisfied, discuss the problem with your unit head; or, in
the case of faculty, with the Office of the Provost.
You may also
contact the Department of Human Resources Management for assistance
with work-related problems, including explanations of MSU policies.
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Inclement Weather and
Emergencies
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During inclement
weather (severe storm warnings, etc.), or during emergencies, listen
to local radio and television stations, or go to the
MSU web site
for information, including:
These
announcements apply to all faculty, staff, and students, unless you
have been designated to remain at work or to report to work, during
inclement weather. Your supervisor/department head will provide this
information.
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Workers’ Compensation
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All MSU employees,
including student workers, are covered by Workers' Compensation at
no cost to the employees.
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It
pays the employee's medical expenses resulting from work-related
injury or illness.
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The
coverage provides compensation for absence from work, partial or
total disability, and loss of life due to injury on the job without
regard to fault as to the cause of the injury or occupational
disease.
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You are
covered by Workers' Compensation from your date of hire.
Report any
workplace injury or illness to your supervisor immediately. |
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TAKING CARE OF BUSINESS |
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There are several
tasks that you will need to take care of soon after your hire date.
This section includes information on:
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Pay Schedule
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Direct deposit
(optional)
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MSU ID Card
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Email account
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Human Resources
Information Form
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Vehicle
registration and parking permit (if you will be parking in
university lots)
Check with your
department for information on computing and telecommunications
access.
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Pay Schedule
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All MSU employees
are paid on a semi-monthly pay schedule, or twice monthly. You may
choose to be paid by check, or have your pay direct deposited to an
account of your choice.
Checks and direct
pay confirmations are distributed on the 15th of the
month (or on the preceding Friday if the 15th falls on a
Saturday or Sunday), and on the last working day of the month.
Note:
If you are a nine-month faculty member beginning employment
on August 16, you may choose to be paid over nine months or over
twelve months. If you choose payment over twelve months, you will
complete a
Faculty Pay Distribution Agreement,
which should be sent to Human Resources Management, mail stop
9603, 150 McArthur Hall.
If you choose
to be paid over nine months, the University will calculate the
amount necessary to continue your benefits during the summer
months and deduct those premiums over the nine-month period you
are paid.
Please note
that this election cannot be changed once your first check is
issued.
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Direct Deposit
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Direct Deposit is
a program in which your pay is automatically deposited into your
checking or savings accounts. With direct deposit, your money is in
your account on payday.
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1 |
Open and
print the
Direct
Deposit Authorization form. After printing
the form, use the Back button on your browser to return to
this page. |
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2 |
If you want
your check deposited to a checking account, attach a voided
personal check. For deposit to a savings account, attach a
statement from your financial institution that includes the
financial institution’s routing number and your account
number. |
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3 |
Return the
completed form and attachments to Treasury Services, mail stop
9602,
Room 320
McArthur Hall. |
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Direct deposit of your pay is effective with the
second payroll after you sign up for this service. Your first check
will be sent to you in your department's payroll.
You may chose to continue to receive a printed copy
of the direct pay confirmation, or use
Banner Web
(choose Banner tab, then MyBanner for Employees, Pay Information,
Pay Stub) to view your pay information.
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MSU Employee Identifiers
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NOTE:
You must be in the university's information system
before you can use online services, such as registering your vehicle
or getting your MSU ID card. Your supervisor or departmental
secretary can tell you whether you are in the system.
Once your new hire
paperwork has been entered into the university's information system,
you will be assigned an MSU Identification Number, NetID, and
NetPassword.
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MSU ID Number |
A unique nine-digit number that is used as the
primary identification number within the university's
comprehensive information system, Banner. |
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NetID |
Your NetID is a unique identifier that is used
for accessing a variety of information technology resources
and services. It will be generated when your new hire
paperwork is entered into Banner, the university's information
system. |
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NetPassword
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Your NetPassword is used in conjunction with
your NetID to access MSU online services and resources. You
will be required to set up your initial NetPassword in the
NetPassword Maintenance application, located at the web site
Net Password Maintenance site. |
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Your MSU
Identification Number
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Mississippi State
University is committed to protecting the personal information of
its students, staff, and faculty and, where the use of such
information is necessary, providing safeguards against identity
theft.
A unique
nine-digit identification number is generated for each employee. The
number will be printed on your ID card. This MSU ID number replaces
the use of the employee's Social Security number in most
transactions.
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Your University ID Card
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Your ID card, with
digital photo, identifying information, and encoded magnetic stripe,
is your key to accessing goods and services both on and off campus.
ID cards are also
used as "key cards" for access to some buildings and departments.
Students, faculty, and staff should carry their ID card with them at
all times.
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If you attend a
regularly-scheduled orientation session, you may have your ID card
made then, provided your new hire paperwork has been processed.
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Campus Card
Office hours are 8:00 a.m. to 5:00 p.m.,
Monday
through Friday. |
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Email Accounts
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As am MSU
employee, you have a university email
address,
NetID@msstate.edu, where NetID is your unique MSU network
identifier. It is also possible that you will obtain other email
addresses while at MSU.
The NetID@msstate.edu
is used by the University as a means of communication with you.
Whether you read your email at this address, or forward it to some
other address, you should be aware that you have it to ensure that
you receive important university email correspondence.
By default, this
address is also displayed in the online and printed campus
directories. For more information on your university email (such as
changing your directory email address) go to
www.its.msstate.edu/email.
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Human
Resources Information Form
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The Human
Resources Information Form collects data that will be published in
the campus directory and made available on the campus computer
network. You will also use this form (or enter the information
online) when you need to make changes in addresses, phone numbers,
etc.
If you are
purchasing a parking decal, you enter this information at that time.
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Parking on Campus/Permits
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All vehicles
brought on campus must have a current decal, either
permanent or temporary.
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Permits must be purchased and displayed within 24 hours
of bringing a vehicle on campus – excluding weekends.
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Permits are to be affixed to the vehicle according to directions
on the back of the permit.
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Once you have been issued a permit, the amount will automatically
be billed to your account receivables (excluding temporary
employees).
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Web registration for vehicles is available online for fall
semester only
(typically from June through October). To verify the dates that
online registration is available, visit the Parking Services web
site, or call 662 325-3526.
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From November through May, register your vehicle by going
to the Parking Services office, located in the Roberts Building on
Lee Boulevard (next to McKee Hall). Hours of operation are 7:30
a.m. to 4:30 p.m., Monday through Friday.
You will need
your car's make, model, color, and tag number.
ONLINE
REGISTRATION
(when available)
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You will need
your car's make, model, color, and tag number.
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Go to
http://oncampus.msstate.edu
and login using your NetID and Net Password. Should you
experience problems with your NetID, please contact the Help Desk
at 325-0631 or visit
https://ssl2.msstate.edu/NetPassword/Maintenance.
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Select the
Banner tab. The Vehicle Registration page is located under
Personal Information.
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After verifying
your directory information, the on-line application will appear.
Answer all questions as they pertain to you and your vehicle.
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"Submit" the
on-line application once you have provided all of your
information. If application has been filled out properly, you will
be prompted that the information has been "Submitted
Successfully". If you are not prompted that the information has
been "Submitted Successfully", review your information, make
changes and resubmit.
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Your permit will
be mailed to the address you provided.
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Display the
permit as instructed.
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Shuttle
Transportation
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A
conveni ent way to get around campus during the day is to use one of
the
University shuttles. Shuttles also run between campus and some
locations in Starkville.
Several shuttle
routes serve the main campus, including the College of Veterinary
Medicine. They also serve designated buildings in the Thad Cochran
Research Park.
Each shuttle route
is designated by color, and pickup and drop-off locations contain
signs with shuttle information.
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EXPLORING EMPLOYEE BENEFITS |
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Disclaimer |
This information is provided as a
guide to procedures associated with MSU policy(ies) or requirements
of state and/or federal law. Mississippi State University reserves
the right to make changes at any time to the policies, procedures
and other statements made or referenced in this resource. The
resources provides guidelines for following procedures, which can be
changed by the University at any time. No statements made in this
guide should be considered a contract, either express or implied. |
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General Benefits Forms |
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MSU offers a
variety of employee benefits. They fall into two broad categories:
NOTE:
Employees in some positions, such as those of intermittent and
temporary employees, are not benefits eligible. If you do not know
whether you are benefits-eligible, please contact your hiring
department
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Paid Holidays
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The University
closes its offices and ceases regular business functions and
activities in observance of certain holidays, and at other times
approved and announced by the President.
All regular
employees (except temporary employees, student employees, and
rehired retirees) receive their regular pay for scheduled holidays.
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To be
eligible for holiday pay, employees must be present for work
or in an approved paid leave status on the last regularly
scheduled day of work before the holiday and the first
scheduled work day after the holiday. |
Current MSU
employee holidays are:
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One day for
Independence Day
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One day for
Labor Day
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Two days for
Thanksgiving
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Nine days for
the winter holiday,
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One day for Dr.
M. L. King Jr.’s birthday
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One Spring
holiday, and
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One day for
Memorial day.
Support staff who
must work on a holiday will be paid or given equivalent time off
according to University policy and procedure.
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Personal Leave With Pay |
Personal
leave with pay is earned by all employees who work one-half time or
more, except nine-month faculty, intermittent employees, student
employees, temporary employees, and rehired retirees.
The amount of leave you earn is based on employment status and the
length of time you have been employed by MSU.
The leave that you have earned is posted at the end of the month. Leave
cannot be taken before it is earned. So, until your leave is earned
and posted, you will not be granted personal leave.
Personal leave may be taken at times agreed upon by you and your
department head or supervisor. Personal leave time away from work
with pay may be used for vacation, to care for a family member, or
for any personal reason.
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Continuous Service |
Accrual Rate Monthly |
Accrual Rate Annually |
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1 month to 3 years |
12 hours |
18 days |
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37 months to 8 years |
14 hours |
21 days |
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97 months to 15 years |
16 hours |
24 days |
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over 15 years |
18 hours |
27 days |
Leave should be
requested in advance, and your department will notify you of any
times that leave cannot be approved due to legitimate business
reasons.
There is no limit to the accumulation of personal leave.
Upon terminating your employment with MSU, you will be paid for up
to 240 hours of accumulated personal leave. The balance beyond the
240 hours for which you are paid is credited to your state
retirement.
MSU Personal Leave policy is based on state law and Board policies.
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Major Medical Leave
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Major medical leave is earned by all employees who work one-half
time or more, except student employees, intermittent employees,
temporary employees, and rehired retirees.
Leave is earned after one month of continuous service, and accrues
based on employment status and the length of time you have been
employed.
Major medical leave may be used for illness or injury of an employee
or member of the employee’s immediate family.
Accrual Rates
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Nine-Month Faculty |
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Continuous Service |
Accrual Rate Monthly |
Accrual Rate Annually |
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1 month to 3 years |
13 1/3 hours |
15 days |
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37 months to 8 years |
14 1/5 hours |
16 days |
|
97 months to 15 years |
15 2/5 hours |
17 days |
|
over 15
years |
16 hours |
18 days |
|
Employees Other Than Nine-month Faculty |
|
Continuous Service |
Accrual Rate Monthly |
Accrual Rate Annually |
|
1 month to 3 years |
8 hours |
12 days |
|
37 months to 8 years |
7 hours |
10.5 days |
|
97 months to 15 years |
6 hours |
9 days |
|
over 15 years |
5 hours |
7.5 days |
Mississippi law requires that state employees use Personal Leave for
the first eight hours (or day) of absence due to illness; however,
nine-month faculty do not earn personal leave with pay and will take
the first eight hours of absence due to illness from their accrued
major medical leave.
|
Twelve-month Employees
Once you have been absent due to illness for 32 hours, you are
required to submit a completed Medical Certification in
order to have the absence beyond the first eight hours taken
from your Major Medical Leave balance.
If you do not have a Personal Leave or Compensatory Time
balance, the first day, or the portion that is not available
from Personal Leave or Compensatory Time, will be taken as
Leave Without Pay. |
|
Nine-month Faculty
Once you have been absent due to illness for 32 hours, you are
required to submit a completed Medical Certification. The
first eight hours of absence due to illness is taken from
accrued Major Medical Leave. |
There is no limit on the accrual of major medical leave for either
nine-month faculty or regular full-time employees.
For employees participating in the Public Employees’ Retirement
System of Mississippi, unused Major Medical Leave is counted as
creditable service upon termination of employment.
For employees participating in the Optional Retirement Plan, unused
Major Medical Leave is forfeited.
|
|
Family and Medical
Leave FMLA
|
All regular full-time employees of Mississippi State University are entitled to family and medical leave for
qualifying conditions
You are considered a regular full-time employee if you are regularly scheduled to work one-half time
or more and are in a position that is expected to be active for more than four and one-half months.
If you are a regular full-time employee who works fifty
percent time or greater, but less than one hundred percent time, you are entitled to leave on a pro-rata basis.
FMLA is unpaid leave. However, an employee may be granted an FMLA leave of absence
without pay only after applicable personal leave, major medical leave and compensatory time are exhausted.
Family and medical leave of up to twelve (12) weeks during the fiscal year will be
granted upon proper request:
-
following childbirth or placement of a child through adoption or foster care;
-
due to the serious health condition of a child, spouse, or parent;
-
in the case of the employee's own serious health condition as certified by a physician;or,
-
in the case of a qualifying exigency (attending certain military events; counseling sessions; post-deployment
reintegration briefings; arranging for alternative childcare; and, addressing certain financial and legal arrangements) arising
out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an
impending call or order to active duty) in the Armed Forces in support of a contingency operation.
An eligible employee who is the spouse, son, daughter, parent or next of kin of a covered
service member who is recovering from a serious illness or injury sustained in the line of duty on active
duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member.
This military caregiver leave is available during "a single 12-month period" during which an
eligible employee is entitled to a combined total of 26 weeks of all types of FMLA leave.
Employees taking leave are guaranteed the right to return to their previous or an equivalent position with no
loss of benefits at the end of the leave.
|
|
Educational
Assistance (Tuition Remission)
|
MSU offers tuition
remission to both employees and their dependents.
REGULAR FULL-TIME EMPLOYEES
are eligible to have tuition remitted for up to six undergraduate or
graduate credit hours per semester, with a maximum of eighteen
credit hours per calendar year.
DEPENDENT CHILD(REN)
of regular full-time employees are eligible to receive undergraduate tuition and required fees remission at 50%. In cases where both parents or legal guardians are eligible employees or employee and retiree, a tuition waiver of 100% shall be provided to the dependent children.
- A dependent may receive undergraduate tuition remission until the requirements of one bachelor’s degree are met, as long as the parent or guardian continues employment with MSU. A dependent child under 25 qualifies for tuition remis
sion if they are an unmarried natural child, adopted child, step-child, or legal ward.
- A dependent child does not qualify if they have declared themselves independent for purpose of securing federal financial aid.
Please note that summer sessions are combined for tuition remission. The summer semester consists of Maymester, Summer I, Summer II and a Summer 10-week session and is combined for the purpose of administering tuition remission. A total of six hours can be taken. Also, certain course fees are not covered under the tuition remission program.
Before you apply for tuition remission for yourself or a dependent child, please review the policies.
|
|
|
|
|
Retirement Plans
|
Benefits-eligible MSU employees
participate in one of two retirement plans:
-
Public Employee’s Retirement System, which is referred to as PERS,
or
-
Optional Retirement Plan (ORP).
Any benefits-eligible employee can
participate in PERS;
however the Optional Retirement Plan is open only to employees
holding specific positions as defined by state law.
Among those eligible to participate in the Optional Retirement Plan
are:
-
teaching and administrative faculty
-
librarians with academic rank
-
intercollegiate coaches (with or without academic rank), and
-
administrators with budgetary authority.
-
employees
hired on or after July 1, 2001, as (a) an intern or resident
in training at the MSU College of Veterinary Medicine under a
teaching program, or (b) as a post doctoral assistant or post
doctoral fellow, or (c) as a research scientist without
academic rank.
|
|
Optional
Retirement Plan (ORP)
|
The Optional
Retirement Plan was established in recognition of the fact that many
university level faculty members transfer from state to state a
number of times prior to retirement and that such mobility in
employment severely limits the ability to build a meaningful
retirement benefit under a defined benefit plan such as the Public
Employees' Retirement System of Mississippi. This alternative plan
is structured so as to be portable and transferable as teaching and
administrative staff move from one state to another.
The ORP is a defined contribution plan with one of three approved
companies:
What Are the Contribution Amounts?
Contributions to the Optional Retirement Plan are the same as those
required for PERS participation, except that the University’s
contribution is split between the ORP and PERS. You contribute 7.25%
on total earnings up to a maximum of $245,000, and the University
contributes 9.405% to the ORP and 2.595% to PERS. Both the
University’s and your contributions, which vest immediately, are
portable.
University payments to PERS on behalf of ORP participants are
applied to the accrued liability fund to offset losses resulting
from nonparticipation but do not earn employees participating in the
Optional Retirement Plan any additional retirement benefits from
PERS.
NOTE:
-
If
you are an ORP-eligible employee, you have
30
days from the date of hire
in which to elect retirement plan participation.
-
If
no election is made, you will default into PERS and the University
will contact you to complete the necessary paperwork.
-
An
election to participate in the Optional Retirement Plan (ORP) is
irrevocable and results in an employee’s ineligibility to
participate in PERS.
Note:
If you have participated in PERS within the past year with any
agency or institution of the state of Mississippi, you may not be
eligible to participate in the Optional Retirement Plan.
The ORP is administered by the Board of Trustees of the Public
Employee’s Retirement System of Mississippi.
|
|
Public Employees’
Retirement System of
Mississippi (PERS)
See also MSU Employee
Retirement Planning Options |
How Does the Public Employees' Retirement
System Work?
You contribute 7.25% of your total earnings, and the University
contributes 12.00% on total earnings, up to a maximum of $245,000
annually.
You earn vested rights for future benefits after a
specified number of years of
creditable service in the system.
| |
Entered PERS-Covered Service Before
July 1, 2007 |
Entered PERS-Covered Service On or
After
July 1, 2007 |
| Vesting
Period |
4 years
of service as a contributing member |
8 years
of service as a contributing member |
|
A member who entered the System prior
to July 1, 2007, is subject to the 4-year vesting period provided
that he or she does not subsequently refund his or her account
balance. |
| Service Retirement
Eligibility |
- Age 60 with 4 or more
years of membership service, OR
-
Any age with 25 or more years of
creditable service.
|
- Age 60 with 8 or more
years of membership service, OR
-
Any age with 25 or more years of
creditable service
|
Retirement benefits are determined by your number of years of
service and average annual earnings for the four years
of employment with the highest earnings.
Maximum earned benefits are calculated as follows:
-
For years 1 to 25, retirement benefits are calculated at 2% of
annual earnings.
-
For service years 25 and beyond, retirement benefits are calculated
at 2 and one-half percent of annual earnings.
Upon termination of employment with the University and the State of
Mississippi, you may choose one of the following:
-
Apply for a refund or rollover your state retirement contributions
(plus interest) that were deducted from pay while employed; or
-
Leave the retirement contributions with PERS and later apply for a
refund or rollover; or,
-
If vested, apply for a monthly retirement benefit when all
qualifications for retirement are met.
The
completed
Enrollment Form
and
Beneficiary Nomination
should be sent to Human Resources Management,
mail stop 9603, 150 McArthur Hall, within 31 days of your date
of hire.
|
|
Additional Retirement Savings Options
See also MSU Employee
Retirement Planning Options |
MSU offers
additional ways to save money for retirement. You do not pay taxes on your contributions until you begin making
withdrawals from the plans, usually after you retire. There are
limits to the amount of contributions that you can make each year,
and other restrictions apply.
Tax-deferred Annuity, or 403(b)
Mississippi Deferred Compensation Plan is offered through the
Mississippi Public Employees' Retirement System. It is a
supplemental retirement savings plan authorized under Section 457 of
the Internal Revenue Code.
You may begin
participating in either of these plans at any time.
|
You may
be able to rollover an existing 401(k), 403(b), IRA, or other
qualified plan to the Mississippi Deferred Compensation Plan
and Trust. Call 1-800-846-4551 or 1-601-969-2064. |
|
|
|
|
|
Tax-deferred Annuities 403(b)
See also MSU Employee
Retirement Planning Options |
A
403(b) plan, also known as a tax-deferred annuity, or TDA, is a
retirement plan allowed by the IRS for employees of public schools.
Individual accounts in a 403(b) plan for employees of public schools
can be one of the following types:
-
An annuity contract, which is a contract provided through an
insurance company; or
-
A
custodial account, which is an account invested in mutual funds.
There
are three benefits to contributing to a 403(b) plan.
-
You
do not pay tax on allowable contributions in the year they are made.
You do not pay tax on allowable contributions until you begin making
withdrawals from the plan, usually after you retire. Allowable
contributions to a 403(b) plan are either excluded or deducted from
your income.
-
Earnings and gains on amounts in your 403(b) account
are not taxed until you withdraw them.
-
You may be eligible to take a credit for elective
deferrals contributed to your 403(b) account.
You
may begin a 403(b) plan at any time by following these steps:
-
Secure a list of the 403(B) vendors and agents with whom MSU works.
This list is available through the Benefits Resources on the HRM web
site.
-
Next, contact the vendors to find the plan that best fit your
retirement income strategies. You may select multiple vendors;
however, the maximum contribution per year remains the same.
-
Once you have selected the plan in which you wish to participate,
you establish a contract with the vendor.
-
In order for MSU to withhold money from your paycheck for your
403(b) contribution, you will complete a salary reduction agreement,
which both you and your vendor sign. MSU uses the form
Salary Reduction Agreement for Tax-Deferred
Annuities.
There
are
limits on the amount of contributions that can be made to your
403(b) account each year. Also, participants may withdraw
contributions from their plan only under certain circumstances,
which are:
Please note that tax penalties may apply to early withdrawals.
The IRS has an excellent online publication titled Tax-Sheltered
Annuity Plans, or 403(b) Plans, which discusses maximum
contributions, elective deferrals, distributions and rollovers, and
also provides worksheets to use in calculating your maximum annual
contribution. It is available online at
http://www.irs.ustreas.gov/pub/irs-pdf/p571.pdf.
|
You
may begin participating in a 403(b) plan at any time.
Employees are responsible for selecting a vendor, establishing
a contract, and completing and submitting a Salary Reduction
Agreement. |
|
|
Mississippi Deferred Compensation Plan and Trust
See also MSU Employee
Retirement Planning Options |
The Mississippi
Deferred Compensation Plan & Trust is offered through the
Mississippi Public Employees` Retirement System. It is a
supplemental retirement savings plan authorized under Section 457 of
the Internal Revenue Code
You decide how
much of your income you want to invest. Through payroll deduction
you may defer as little as $25.00 per month, or up to the maximum
deferral allowed. Or, if you are within four years of retirement
eligibility, you may qualify for the plan’s retirement "catch-up,"
or 50+ catch-up provision, and be able to contribute an even larger
amount.
-
Several investment
options are offered by the Plan. Your contributions are invested in
any one or more of the investment options, selected by you the
participant.
-
Your contributions
and any earnings that accumulate over the years are not taxed until
you receive them. Normally this is upon separation from service or
retirement (when you may be in a lower tax bracket). At that time
you select from a variety of payment options, an option that best
suits your retirement needs.
-
Participation in
the Mississippi Deferred Compensation Plan and Trust will not affect
your Social Security Benefits. Your Social Security contribution and
benefits will be based on your gross pay before your contributions
are deducted.
The amount you can contribute to the deferred compensation program
is determined by a formula provided by the Internal Revenue Service.
The amount of such contributions is not reported annually as taxable
income until the contract matures, is canceled, or is determined to
be taxable under the regulations.
|
You
may enroll in the Deferred Compensation Program at any time.
The enrollment form is available online, along with
information on investment options. You may also contact
Mississippi Deferred Compensation to request an enrollment
kit.
|
|
|
|
|
STATE
AND PUBLIC SCHOOL EMPLOYEES’ HEALTH INSURANCE PLAN |
|
|
MSU offers a
healthcare program for both you and your dependents through participation in the State of Mississippi's
self-insured plan. You may enroll in
coverage for yourself and any eligible dependents
when
you begin work, or during the annual open enrollment period each October.
You can also add
dependents any time during the year if you meet the requirements of
a special enrollment period – such as the birth or adoption of a
child.
Coverage becomes effective the first day of your employment,
provided you complete and submit an enrollment form within 31 days
of your date of hire.
|
|
|
Quick Links to State Health Plan Information |
| |
|
|
Plan Administration |
The State
Health Plan is administered by these organizations:
|
|
|
|
|
Blue
Cross Blue Shield of Mississippi
|

Blue Cross Blue Shield (BCBS) is the Plan administrator
for the State of Mississippi State and Public School Employees'
Health Insurance Plan. BCBS processes medical claims and manages the
Plan's network of hospitals and physicians.
|
|
AHS
State Network
|
The Advanced Healthcare Systems
(AHS) State Network helps you manage your overall health care
needs. The “Network” consists of providers who have agreed to accept
reduced fees negotiated by the Network. The Network providers also
agree to file claims for Plan participants.
Although the Plan covers both in-network and
out-of-network medical services for both you and your covered
dependents, using providers that are in-network ensures you receive
the maximum benefits available through the Plan.
If you choose to use providers that do not participate in
the Network, you are responsible for paying any fees charged over
the allowable charge, in addition to paying a higher annual
deductible and coinsurance.
A list of network
providers is available online through the State Health Plan's "Know
Your Benefits" site.
|
|
Prescription Drug Program
|
The State Health
Plan provides coverage for prescription drugs. The plan shares the
cost of coverage with you. This means that you are responsible for
paying a portion of the purchase price of the prescription drugs
that you need.
Participants with Select Coverage must satisfy a $50 prescription drug deductible before receiving benefits under the program. Participants with Base Coverage must satisfy the Calendar Year Deductible before receiving benefits under the program.
|
|
Retail Pharmacy
(30-day supply) |
Mail Order
(90-day supply) |
|
Generic
Drug* |
$12 |
$24 |
|
Preferred
Brand Drug |
$36 |
$72 |
|
Non-preferred Brand Drug |
$60 |
$120 |
|
*Based on
the price of some high-cost generic drugs, a non-preferred
brand co-payment (rather than the generic co-payment) may
apply. |
This program is
administered through CatalystRx, and features:
·
A
prescription mail-order program for maintenance drugs.
·
A
comprehensive retail network.
Please read the
Summary Plan
Description before filling a prescription under the State Health
Plan. See the section, How the Prescription Drug Program Works.
|
|
CareAllies
|
Utilization review is a process to make sure that the care you
receive is medically necessary, delivered in the most appropriate
location, and follows common medical practice. CareAllies performs the utilization review for the State Health Plan.
It is
your responsibility to make sure that CareAllies is notified in
advance of certain types of medical services that you may be
scheduled to receive. Notification is required for, but not limited
to:
·
Inpatient Hospital Admissions
·
Specified Outpatient Diagnostic Tests
·
Skilled Nursing Facility
·
Long
Term Acute Care Facility
·
Hospice
·
Wound Vacuum Assisted Closure
Failure to comply with the certification requirements will result
in financial penalties, reduction of benefits, or denial of
benefits. Also, certification determination does not guarantee
either payment of benefits or the amount of benefits that will be
paid.
Before you receive
medical services under the State Health Plan, please read the
Utilization Review section in the
Summary Plan
Description.
|
|
Coverage Options
|
|
There are two coverage options under the State Health
Plan. |
|
Base Coverage |
|
and |
|
Select Coverage |
These orientation
materials provide highlights of the two coverage options. Full
details are available in the
Summary Plan
Description.
Please contact Human Resources Management
at 662 325-3713 if you have questions about the options.
|
|
Quick
Comparison Between Base and Select Coverage |
|
|
BASE Coverage |
SELECT Coverage |
|
Premiums |
Lower than
for Select Coverage |
Higher than
for Base Coverage |
|
Out-of-pocket Maximums.
This is the maximum amount that each participant has to
pay in coinsurance for covered medical expenses in a calendar
year before benefits will be paid at 100%. The amount paid
toward meeting the calendar year individual and family
deductibles does not count toward satisfying the medical
coinsurance maximum. |
Higher than
for Select Coverage |
Lower than
for Base Coverage |
|
Deductibles |
Higher than
for Select Coverage. |
Lower than
for Base Coverage. |
|
Combined
medical and pharmacy deductible. |
Separate
Pharmacy Benefit deductible. |
|
Health Savings Account (HSA).
Meets the
criteria of a high-deductible plan; thus, participants can
establish a Health Savings Account (HSA). (HSA
participants must also meet other qualifications.)
Resources:
Health Savings Accounts |
Yes |
No |
|
Adult wellness/preventive services.
Provides an annual $1000 wellness/preventive benefit for participants age 18 and over if participants complete a Health Risk Assessment. Assessment must be completed each calendar year. |
Yes |
Yes |
|
Well-child care.
Covers well-newborn nursery care while the newborn is
hospital-confined after birth. Covers well-child physician
office visits and certain diagnostic tests at 100%,
immunizations at 80%. |
Yes |
Yes |
|
Lifetime maximum benefit |
$2,000,000
for each covered employee and dependent |
$2,000,000
for each covered employee and dependent |
|
|
|
|
|
Base
Coverage |
-
Base
Coverage meets the criteria for a high-deductible health plan.
Participants can establish Health Savings
Accounts.
-
Higher calendar year deductibles and out-of-pocket maximums than for
Select Coverage; however, the premiums are lower.
-
Prescription drug deductible is combined with the medical
deductible.
-
Both
employees and their eligible dependents can participate.
-
Provides an annual $1000 wellness/preventive coverage benefit for participants age 18 and over if participants complete a Health Risk Assessment. Assessment must be completed each calendar year.
-
Has
a $1,000,000 lifetime maximum benefit for each participant.
|
|
Select
Coverage |
-
Select Coverage does not meet the criteria for a high-deductible
health plan. Participants cannot establish a Health Savings Account.
-
Lower calendar year deductible and out-of-pocket maximums than for
Base Coverage; however, the premiums are higher.
-
Prescription drug deductible of $50 is separate from the medical
deductible.
-
Both
employees and their eligible dependents can participate.
-
Provides an annual $1000 wellness/preventive benefit for participants age 18 and over if participants complete a Health Risk Assessment. Assessment must be completed each calendar year.
-
Has
a $1,000,000 lifetime maximum benefit for each participant.
|
|
Deductibles |
A
deductible is a specific dollar amount that must be paid for covered
expenses before the Plan will pay benefits in a calendar year. The State
Health Plan requires that you pay your calendar year deductible in
full before benefits are available from the Plan to pay for covered
medical expenses.
Remember, "In Network" means that the provider you use participates
in the Plan's Network; "Out of Network" means the provider does not
participate in the Plan's Network.
|
BASE Coverage |
SELECT Coverage |
|
DEDUCTIBLES |
DEDUCTIBLES |
|
|
In
Network |
Out
of Network |
|
In
Network |
Out
of Network |
|
Individual Calendar Year Deductible,
Combined
Prescription Drug and Medical |
$1,100 |
Individual Calendar Year Deductible, Medical Only |
$500 |
$1,000 |
|
Family Calendar Year Deductible,
Combined
Prescription Drug and Medical |
$2,200 |
Family Calendar Year Deductible, Medical Only |
$1,000 |
$2,000 |
|
Prescription Drug Calendar Year Deductible per Participant |
Participants must satisfy the applicable deductible (medical and/or
prescription drug) before receiving prescription drug benefits
under the program. |
Prescription Drug Calendar Year Deductible per Participant |
$50 |
|
|
|
|
|
|
|
|
|
|
|
|
Benefits for Full-time College Students |
Covered
benefits for full-time college students are paid at the higher
in-network level, even though your child is in college away from
home and may be receiving out-of-network services.
|
|
How
Much Does the Plan Pay After the Deductible is Met? |
|
BASE Coverage |
SELECT Coverage |
|
CO-PAYS |
CO-PAYS |
|
|
In
Network |
Out
of Network |
|
In
Network |
Out
of Network |
|
*In-Area Participants |
|
*In-Area Participants |
|
|
Plan
Pays |
80% |
60% |
Plan
Pays |
80% |
60% |
|
Participant Pays |
20% |
40% |
Participant Pays |
20% |
40% |
|
*In-Area Participants: The participant's primary residence is
located in the State of Mississippi. |
|
|
|
|
|
What
Are the Out-of-Pocket Maximums? |
|
The Out-of-Pocket (Coinsurance) maximum is the amount of unreimbursed costs you incur for covered expenses in a
calendar year, after which benefits are paid at 100% of the
allowable charge for the remainder of the calendar year.
Certain expenses, such as deductibles, cannot be used to meet
the coinsurance/co-payment maximums. |
| |
Base Coverage |
Select Coverage |
| |
Coinsurance Maximum |
Coinsurance Maximum |
|
In Network |
Out of
Network |
In Network |
Out of
Network |
|
Individual
coinsurance/co-payment maximum |
$2,450 |
$3,950 |
$2,000 |
$3,000 |
|
Family
coverage coinsurance/co-payment maximum |
$4,900 |
$7,900 |
Individual amounts apply |
Individual amounts apply |
|
|
|
|
|
Well-child Care |
The
State Health Plan provides 100% coverage for well-newborn nursery
care while the newborn is hospital-confined after birth. Well-child physician office visits and certain diagnostic tests will
also be covered at 100%. Immunizations are covered at 80%.
These benefits will be provided if the provider participates in the
AHS State Network.
All
services provided under well-child care will be subject to the
calendar year deductible.
|
|
Pre-existing Condition Exclusion Period |
Participants are subject to a twelve month pre-existing condition exclusion period, which means that benefits will not be provided under this Plan for any pre-existing condition until coverage in this Plan has been in effect for a period of twelve consecutive months, or 18 months for late entrants (those who did not enroll within 31 days of date of hire).
The pre-existing condition exclusion does not apply to newborn or newly-adopted children enrolled within 60 days of birth or adoption, or to pregnancy.
The exclusion period will be reduced by the amount of prior creditable coverage that the participant has when the coverage becomes effective.
|
|
ID Card |
About four weeks after you enroll in the State Health
Plan, you will receive an identification card, which will be sent to
your home address.
If you need medical services before you receive the ID
card, take your university ID or paycheck stub with you when you go
for service.
|
|
Legacy
and Horizon Employee Definitions |
Legacy Employee
You are
considered a LEGACY Employee
if:
-
You were employed by MSU before January 1, 2006, or
-
You were employed by MSU after January 1, 2006, but have previously
been employed by a Mississippi state agency, public school district,
public library, community/junior college, or university.
OPTIONS:
PREMIUMS:
The State will pay 100% of your premiums for either Base or Select
Coverage.
You are responsible for the cost of dependent coverage.
Horizon Employee
You are
considered a HORIZON
employee if:
-
You
begin your employment at MSU on or after January 1, 2006, and were
never previously employed by Mississippi
state agency, public school district, public library,
community/junior college, or university.
OPTIONS:
PREMIUMS:
The
State will pay 100% of your individual premiums for Base Coverage.
You
have the option of upgrading to Select Coverage by paying the
premium difference between Base and Select Coverage.
You
are responsible for the cost of dependent coverage.
|
|
What Are the Premiums? |
Premium rates as of July1,2008 |
A new Horizon employee electing Select Coverage would pay
the difference in what the University pays for Base and Select coverage - $18.00 per month
or $9.00 per semi-monthly payroll. |
|
Monthly Rates |
Monthly Rates |
|
BASE COVERAGE |
SELECT COVERAGE |
|
COVERAGE |
Employee
Portion |
University
Portion |
Total
Monthly Premium |
Employee
Portion |
University
Portion |
Total
Monthly
Premium |
|
Employee
Only |
$0 |
$343 |
$343 |
$0 |
$361 |
$361 |
|
Employee +
Spouse |
$339 |
$343 |
$682 |
$385 |
$361 |
$746 |
|
Employee +
Spouse + Children |
$517 |
$343 |
$860 |
$563 |
$361 |
$924 |
|
Employee +
Child |
$89 |
$343 |
$432 |
$135 |
$361 |
$496 |
|
Employee +
Children |
$225 |
$343 |
$568 |
$271 |
$361 |
$632 |
Rates are
subject to change at the beginning of the fiscal year (July 1). |
|
|
|
|
Conclusion: State Health Plan |
-
Two
Coverage Options – Base or Select.
-
Base
Coverage is a high-deductible plan, which allows participants to
establish a Health Savings Account.
-
Base
Coverage has higher deductibles and out-of-pocket maximums; however,
the premiums are lower.
-
Both
Base and Select Coverage allow | | |