Disclaimer

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.

Our University

One State – One Team

• 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.

• 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.

• 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.

• 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.

• 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.

• MSU is a member of the Southeastern Conference for intercollegiate athletics, offering six intercollegiate sports for men and eight for women.

• 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 nearly 300 campus student organizations include 29 social fraternities and sororities, Army and Air Force ROTC, and a variety of intramural and club sports.

• The campus and adjacent agricultural research lands comprise about 4,000 acres.

• That big, handsome "dawg" you will see around campus is Bully, the MSU mascot.

KEY POLICIES AND PROCEDURES

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.

Harassment

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:

• 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.

• Harassment based upon sexual orientation or group affiliation is prohibited by MSU policy and also will not be tolerated.

• 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:

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.

• All students, faculty and staff are expected to adhere to this university policy and will be held accountable for violating it.

• Mississippi State University will respond promptly to all complaints of harassment and retaliation.

• 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?

• The employee should discuss the unwelcome behavior with the alleged offender in person or in writing, or

• The employee can discuss the behavior with the immediate supervisor of the alleged offender, or

• 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:

• Ensuring that all employees understand the harassment policy.

• Observing workplace behavior.

• Advising and counseling employees.

• Taking action on reported incidents.

• Setting an example and being a role model.

• 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).

Compliance

MSU complies with federal and state regulations, including, but not limited to:

• Americans with Disabilities Act (ADA). If you need special accommodations at any time, please let your supervisor know.

• Affirmative Action/Equal Opportunity. The University is committed to the principles of equal opportunity, affirmative action and diversity.

• Buckley Amendment, Family Education Rights and Privacy Act (FERPA), which covers release of student information.

• HIPAA, the Health Insurance Portability and Accountability Act of 1996, which contains privacy requirements to protect personal health information.

• 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

Drug-Free Campus

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.

Alcohol on Campus

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.

Misuse of University Assets

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.

Use of Computing and Network Resources

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:

• Security - The user is responsible for correct and sufficient use of the tools each computer system provides for maintaining the security of stored information.

• 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.

• 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...

• Inappropriate Usage - Computing and network resources should be used only in accord with the guidelines defined in policy and procedure.

• Personal Use - Incidental personal use of computing and network resources is permitted in accordance with OP 01.12.

• Sanctions - Violators of OP 01.12 who are University faculty, students, or staff are subject to the disciplinary procedures of the University.

Information Security

• The user is responsible for correct and sufficient use of the tools each computer system provides for maintaining the security of stored information.

• Computer accounts, passwords, and other types of authorization are assigned to individual users and should not be shared with others.

• The user should select an obscure password and change it frequently.

• The user should understand the level of protection each computer system automatically applies to files and supplement that protection, if necessary, for sensitive information.

• 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.

Use of Social

Security Numbers

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.

• 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. 

• 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. 

• 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.

TAKING CARE OF BUSINESS

There are several tasks that you will need to take care of soon after your hire date. This section includes information on:

• Pay Schedule

• Direct deposit (optional)

• MSU ID Card

• Email account

• Human Resources Information Form

• Vehicle registration and parking permit (if you will be parking in university lots)

Check with your department for information on computing and telecommunications access.

Pay Schedule

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 15^th of the month (or on the preceding Friday if the 15^th 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.

Direct Deposit

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.

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.

MSU Employee Identifiers

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.

Your MSU Identification Number

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.

Your University ID Card

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.

• Go to the Campus Card Office in 108 Allen Hall.

•  Have your photo made.

•  Your card will be processed and printed

If you attend a regularly-scheduled orientation session, you may have your ID card made then, provided your new hire paperwork has been processed.

Email Accounts

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.

Human Resources Information Form

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.

Parking on Campus/Permits

• All vehicles brought on campus must have a current decal, either permanent or temporary.

• Permits must be purchased and displayed within 24 hours of bringing a vehicle on campus – excluding weekends.

• Permits are to be affixed to the vehicle according to directions on the back of the permit.

• Once you have been issued a permit, the amount will automatically be billed to your account receivables (excluding temporary employees).

• 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.

• 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)

• You will need your car's make, model, color, and tag number.

• 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.

• Select the Banner tab. The Vehicle Registration page is located under Personal Information.

• After verifying your directory information, the on-line application will appear. Answer all questions as they pertain to you and your vehicle.

• "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.

• Your permit will be mailed to the address you provided.

• Display the permit as instructed.

Shuttle Transportation

A convenient 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.

EXPLORING EMPLOYEE BENEFITS

Disclaimer

• Authorization for Release of Employee Benefits Information - fill-in format (requires notary witness) 

• Authorization for Release of Employee Benefits Information - (used for employees visiting the Department of Human Resources Management in person)

• Request to Cancel Insurance Products 

MSU offers a variety of employee benefits. They fall into two broad categories:

• Benefits that are state sponsored, or based on state or federal law, and

• Optional benefits

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

Paid Holidays

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.

Current MSU employee holidays are:

• One day for Independence Day

• One day for Labor Day

• Two days for Thanksgiving

• Nine days for the winter holiday,

• One day for Dr. M. L. King Jr.’s birthday

• One Spring holiday, and

• 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.

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.

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.

Major Medical Leave

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

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.

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 remission 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:

• AIG Retirement (VALIC)

• Teachers Insurance and Annuity Association/College Retirement Equities Fund (TIAA/CREF)

• ING Life Insurance and Annuity Company, and

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.

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.

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:

• Separation from service

• Death

• Attainment of age 59 and one half or older

• Disability, and

• Financial hardship

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.

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.

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

• AHS State Network

• CatalystRx

• CareAllies

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.

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

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

• 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.

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?

What Are the Out-of-Pocket Maximums?

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:

• You may choose Base Coverage or Select Coverage at initial enrollment.

• You may purchase coverage for eligible dependents.

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:

• You may choose Base Coverage or Select Coverage at initial enrollment.

• You may purchase coverage for eligible dependents.

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?

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