An eligible employee must be employed at least 50% time in a budgeted position. 

Eligible employees receive vacation leave, sick leave, paid holiday, and other leave entitlements.  Additionally, these employees are eligible for insurance benefits and participation in a 403(b) tax sheltered annuity retirement program.

Holidays

There are approximately twelve (12) to fifteen (15) TAMRF holidays each year.  TAMRF holidays are generally the same as for the Texas A&M University System employees.

The holiday schedule for TAMRF is announced each year in July or August.  These holidays can vary from year to year.

The holiday schedule for 2006-2007 is:

Annual Leave

Eligible employees earn paid vacation leave in accordance with the schedule listed below.  Part-time eligible employees accrue vacation at a rate proportional to their percentage of employment.  Credit for one (1) month’s accrual shall be given for each month or fraction of a month’s employment with TAMRF.

Employees must have six (6) months of continuous employment with TAMRF before becoming eligible to take vacation leave.  Vacation leave must be approved by the employee’s manager and must be requested in advance.

Sick Leave

Eligible employees earn sick leave at the rate of eight (8) hours per month or any portion of the month that the employee is actively at work.  Eligible part-time employees earn sick leave in the same proportion as their budgeted percent effort.  Sick leave may be accumulated without limit and there is no waiting period before sick leave may be taken.

Sick leave with pay may be taken when sickness, injury, or pregnancy and confinement prevent the employee’s performance of duty or when the employee is needed to care for and assist a member of his/her immediate family who is actually ill.  Immediate family is defined as those individuals living in the same household related by kinship, adoption, or marriage or foster children who are so certified by the Texas Department of Protective and Regulatory Services.  Pregnancy and confinement means temporary disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom.  An employee’s minor child is considered immediate family even if the child does not live in the employee’s household.

An employee’s use of sick leave for family members not residing in the employee’s household is strictly limited to the time necessary to provide care and assistance to a child, spouse or parent of the employee who needs such care and assistance as a direct result of a documented medical condition.  See the information concerning the Family and Medical Leave Act (FMLA).

Sick Leave Pool

A sick leave pool has been established for all eligible employees who have exhausted their sick leave and vacation leave due to a catastrophic illness or injury. An employee is required to be a donor to the Sick Leave Pool to withdraw from the Sick Leave Pool. The pool is intended to ease the hardship caused by an illness or injury, which would otherwise force an employee to lose income.  For purposes of the sick leave pool, a catastrophic illness or injury is a severe condition or combination of conditions affecting the mental or physical health of the employee, or the employee’s immediate family and that requires treatment by a licensed practitioner for a prolonged period of time, and as such, forces the employee to exhaust all paid leave time.    

Bereavement Leave

Employees who require time off due to the death of an immediate family member should notify their manager immediately.  A maximum of five (5) days off with pay is permitted upon the death of the employee's spouse or the employee's or spouse's child, parent, brother, sister, grandparent, grandchild, aunt, uncle, or guardian.

Emergency Leave

Eligible employees are entitled to emergency leave of absence with pay, upon authorization from the President, or his/her designee.

Personal Leave

Eligible employees can earn up to ninety-six (96) hours of sick leave per fiscal year.  “Personal Leave” time (with pay) is awarded for that portion of unused sick leave earned during the fiscal year, according to the following schedule:

Budgeted full time employees are awarded Personal Leave hours in blocks of eight (8), sixteen (16), and twenty-four (24) hours.  Budgeted employees working less than full-time, but still earning sick leave, will earn Personal Leave time at a proportioned ratio to time worked.

Military Leave

A military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).  Advance notice of military service is required, unless military necessity prevents such notice or it is otherwise impossible or unreasonable.

Jury Duty

All budgeted employees who work at least 50% time are entitled to a leave of absence with pay for any time they are required to serve on jury duty.  Jurors are not required to account to TAMRF for any fee or compensation received for jury service.  Leave requests for jury duty will be processed in the same manner as other leave requests, with the court-issued jury duty certificate attached.

Leave of Absence Without Pay

The President of TAMRF may approve applications for extended leave of absences without pay for a period not to exceed twelve (12) months.  Leave of absence without pay should only be used after all annual, sick, and personal leave have been exhausted.

Time Off To Vote

TAMRF encourages employees to fulfill their civic responsibilities by participating in elections.  Generally, employees are able to find time to vote either before or after their regular work schedule.  If employees are unable to vote in an election during their non- working hours, TAMRF will grant up to two (2) hours of paid time off to vote.

Other Absences

Employees are entitled to twelve (12) hours leave per fiscal year (September 1 – August 31) for medical and dental appointments for themselves or immediate family, parent/teacher conferences and funerals.  These absences should be cleared with the employee’s manager in advance.  This leave will be prorated by the number of months left in the leave year for individuals who begin employment after September.  The leave may be taken in any increment.  Unused leave in this category may not be carried over into the next fiscal year.  Compensation for unused leave will not be authorized when employment is terminated for any reason.

Administrative Leave With Pay

Administrative Leave with Pay, not to exceed 32 hours during a fiscal year, may be granted to an employee as a reward for outstanding performance as documented by an employee performance evaluation. For purposes of this policy, outstanding performance is defined as an overall rating of "above expectations" or higher on the employee's most recent performance evaluation. Administrative Leave with Pay is an award and should not be considered employee entitlement. Administrative Leave with Pay may be granted only in four or eight-hour increments and must be scheduled and approved by the employee's manager before being taken. In no event will the aggregate amount of leave granted to an employee exceed the 32 hours during any fiscal year. Student workers, probationary employees and employees currently subject to disciplinary action are not eligible for Administrative Leave with Pay. Administrative Leave with Pay must be taken during the fiscal year it is awarded and may not be converted to any other type of leave. Unused Administrative Leave with Pay will not be paid should the employee's employment relationship with TAMRF end.

Family & Medical Leave Act

Employees are eligible for up to twelve (12) weeks of FMLA leave if they have at least one (1) year of service with TAMRF (not necessarily twelve (12) consecutive months) and have worked 1,250 hours in the twelve (12) calendar months immediately before the beginning of the leave.  If the leave that is requested (whether sick leave, vacation leave or paid or unpaid leave) is for one of the following reasons, the leave will count toward entitlement for FMLA during the twelve (12) month period:

• Birth of a child

• Placement in the home of a child for adoption or state foster care

• Serious health condition (illness, injury or pregnancy)

• To care for a spouse, child or parent with a serious health condition

Employees under FMLA protection must exhaust all available paid leave before taking unpaid leave. However, employees must only use paid sick leave for situations that are normally eligible for sick leave.

While on paid leave, employees' benefit coverage will continue and any premiums normally paid for coverage will be deducted from their pay.  If employees take unpaid leave using FMLA for one of the reasons stated above, TAMRF will continue to pay its contribution toward health coverage.

Unless employees continue to pay their portion of benefit premiums, only those benefits fully paid by TAMRF's contribution will continue.

If the leave is due to a serious health condition, employees may be required to present a fitness-for-duty certification from a doctor before returning to work. 

Employees are expected to keep in contact with their manager regarding leave status and expected date of return.

TAMRF offers a comprehensive insurance benefits package. Employees who begin employment on the first working day of a month, coverage will be effective on the first day of hire. Otherwise, coverage will be effective on the first day of the month following the month of hire. The following group insurance plans are available to eligible employees. Employees may elect to have their out-of-pocket insurance premium costs deducted on a pre-tax basis.

Contribution for Group Insurance Coverage

Eligible employees who choose to participate in any insurance plan receive a contribution from TAMRF to pay for group insurance premiums.   If employees waive health insurance, they may use one-half of the TAMRF contribution for employee only health insurance ($240.04) to purchase optional coverages.  The chart below shows the TAMRF contribution and the employee premiums for health and dental:

Group Health Insurance

TAMRF offers Humana PPO as our health insurance provider for the 2006-07 plan year. Employees have coverage for eligible preventive care, medical, and surgical expenses. There is a $500 deductible for the Humana plan. There is a $20.00 or $35.00 co-pay for each in-network doctor’s visit. Employees may see any doctor but will experience less out-of-pocket expenses by staying within the Humana Choice Care network. The plan also includes a prescription drug program that covers many drugs when utilizing a participating pharmacy; co-payments are $10.00 for generic drugs, $30.00 for brand name, $50.00 for non-formulary, and 25% co-insurance on patented drug purchases. Participants have the option to use the mail order pharmacy for maintenance drug purchases at two (2) co-pays for a 90-day supply. Please visit the Humana website at www.humana.com for additional information and provider listing.

Dental

TAMRF offers employees the opportunity to purchase dental insurance through Guardian.  Guardian provides 100% coverage for preventive care.  Basic care is covered at 80% and major restorations at 50%, after a $50.00 deductible is satisfied.  The maximum annual benefit for dental services is $1,000.00 per person.  The plan includes 50% coverage for orthodontic treatment with a $1,000.00 lifetime maximum.  Please visit the Guardian website at www.glic.com for additional information.

Group Life and AD&D Insurance

TAMRF pays the entire premium for Group Life Insurance and Accidental Death and Dismemberment coverage for employees.  The amount of coverage is two times employee’s annual salary plus $5,000 rounded to the nearest $1,000, subject to a maximum benefit of $200,000.

Vision Plan

TAMRF provides an employee-paid vision plan through CompBenefits/VisionCare. CompBenefits/VisionCare offers a discount of usual and customary charges towards laser surgery if services are rendered by a TLC network provider. Lenses are covered in full and frames are covered in full up to a $40.00 wholesale cost. Elective contact lenses are covered up to $105.00. There is $10.00 co-pay for the eye exam and $15.00 co-pay for materials. The monthly premiums are $6.52 for Employee only, $12.40 for Employee + child(ren), $13.04 for Employee + spouse, and $19.46 for Employee + family.

Voluntary Term Life (Employee & Family)

NPA offers TAMRF employees Voluntary Term Life Insurance. An Accidental Death & Dismemberment (AD&D) benefit is also included in this plan.  It can be used in addition to TAMRF’s current AD&D policy.  Premiums are based on age and amount of benefit per $1,000.00.

Voluntary Accidental Death & Dismemberment 

NPA offers optional Accidental Death & Dismemberment Insurance.  Employees may select from $10,000 to $300,000 in guaranteed coverage.  The premiums are $.030 per $1,000 for employee only and $.047 per $1000 for employee and dependents.

Cancer Policy

NPA offers optional Cancer and Specified Disease Insurance.  Some highlights of the plan include: payment regardless of other coverage, covers certain transportation and lodging costs, wellness benefits, donor benefits, in and out of hospital benefits, portability and renewable for life. Coverage may be subject to medical underwriting.  Premiums are based on the amount of coverage selected by the employee.

Accident Policy

NPA offers the option of enrolling in an Accident Only Policy.  This policy provides benefits for accidental death or dismemberment, dislocation and fracture, accident total disability, accident hospital indemnity, ambulance services, accident medical expense, and emergency room services.  There are exceptions and limitations to this policy.  Premiums are based on the amount of coverage selected by the employee.

Heart Attack, Heart Disease, and Stroke Policy

NPA offers the option of enrolling in a Heart Attack, Heart Disease & Stroke Policy. Some highlights of this policy include: benefits for hospital confinement, physician’s attendance, inpatient drugs and medicine, private duty nursing, physiotherapy, oxygen, cardiograms, cerebral or carotid angiogram, blood, plasma and platelets, cardiac catheterization, coronary angioplasty, pacemaker insertion, and coronary artery bypass graft operation. Coverage may be subject to medical underwriting. Premiums are based on the amount of coverage selected by the employee.

Long Term Disability

TAMRF offers employees the option of enrolling in Long-Term Disability Insurance through Reliance Standard which provides income to the employee based on a percentage of monthly salary when disability prevents continued employment.  Payment begins after 90 days of continuous disability and will continue until age 65 or beyond (In accordance with the Age Discrimination Employment Act).  Monthly premiums are currently .40% of the employee’s gross monthly salary.

Workers’ Compensation

TAMRF provides Workers’ Compensation Insurance coverage for injuries that occur in the course of employment.  The Workers’ Compensation Law requires the employer to report all accidental injuries to its insurance carrier.  Benefits may include provisions for prescriptions, medical care, hospitalization and surgery necessary for recovery from injuries sustained during the course and scope of employment, and compensation for time lost from employment due to disabling injuries.  Employees are not required to pay nor enroll for coverage.

Flexible Spending Account

NPA offers a Flexible Spending Account.  TAMRF will cover the employee’s cost to participate in this benefit.  This will allow employees to have a certain amount of money withheld from their check each month on a pre-tax basis.  Employees may allocate this money to be used for either dependent care reimbursement or medical care that is not covered by the employee’s health plan.  This benefit may reduce the employee’s tax burden.

Retirement

TAMRF offers a 403(b) tax sheltered annuity retirement program. Employees may contribute from 3% to 6% of monthly salary to participate.  TAMRF will contribute an amount equal to the employee contribution plus an additional 2% (8% maximum).  Employees have a choice between programs offered by Lincoln National, ING Financial Services, TIAA-CREF, or AIG.  Employees are vested according to the following schedule:            

Employees may also elect to set aside a portion of their salary in a voluntary tax-deferred annuity plan.  Contributions are deducted on a before-tax basis, and are deposited with either Lincoln National, ING Financial Services, TIAA-CREF, or AIG.

Longevity Pay

TAMRF will pay eligible full-time and part-time employees a career incentive of $20 per month once an individual has been employed for three years.  Longevity payments increase $20 after each 3 years of service up to and including 42 years of service.

Employee Assistance Program

All employees and their dependents are eligible to receive free confidential assistance through the Texas A&M University Employee Assistance Program (EAP).  The EAP provides problem evaluation, referral, follow-up, and short-term counseling services to provide help for personal difficulties.  For more information, visit their website at: http://hr.tamu.edu/assistance or contact at (979) 845-3711.

The Human Resources Department has complete information on TAMRF policies explaining the corporate practices and guidelines under which TAMRF operates.  These policies exist to ensure continued operation at the highest level of professionalism, integrity, and ethical standards in order to maximize trust and confidence among TAMRF’s customers and employees.

Equal Employment Opportunity

It is the policy of TAMRF and all its subsidiary and affiliated entities, through a positive and continuing program, to provide equal opportunity in employment for all qualified persons and to prohibit unlawful discrimination in employment on the basis of race, color, national origin, sex, religion, age (where the individual is 40 years of age or over) or disability status.  It is our policy to obey the law as set forth in Title VII of the Civil Rights Act of 1964, the Texas Commission on Human Rights Act, The Age Discrimination in Employment Act of 1967 (ADEA), the American with Disabilities Act (ADA) and any other applicable statute, ordinance or ruling prohibiting employment discrimination on the basis of some protected characteristic.

ADA/Disability Accommodation

In accordance with Title I of the American with Disabilities Act (ADA), TAMRF will not discriminate against any qualified individual with a disability, because of the disability of that individual, in such matters as job application procedures; hiring; advancement or discharge practices; compensation; job training; or other terms, conditions, and privileges of employment.

Business Ethics and Conduct

The successful business operation and reputation of TAMRF is built upon the principles of fair dealing and ethical conduct of our employees.  Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

Smoke-Free Policy

It is the desire of TAMRF to provide a smoke-free workplace.  All buildings and vehicles, owned or leased by TAMRF, will be entirely smoke-free.  The smoke-free policy will apply to all indoor air space including foyers and administrative offices.

Drug-Free Workplace

Based on the commitment to assure the safety and health of every employee, TAMRF seeks to maintain a work environment free of the unlawful manufacture, distribution, possession or being under the influence of a controlled substance or the abuse of alcohol.  Drug and alcohol abuse affects the responsible conduct of business and will not be tolerated; therefore, the unlawful manufacture, distribution, possession or being under the influence of illicit drugs or alcohol is strictly prohibited on TAMRF property and/or while on official duty.  Sanctions will be imposed upon employees (consistent with local, state, and federal law), up to and including termination of employment and possible referral for prosecution for violation of this policy.

Harassment-Free Statement

All TAMRF employees have the right to work in an environment free from all forms of discrimination and conduct which can be considered harassing, coercive, or disruptive.  Consistent with the laws required and TAMRF’s respect for the rights and dignity of each employee, harassment based on race, color, religion, sex, national origin, age, disability or any other characteristic protected by law, will not be sanctioned or tolerated.

Workplace Violence Prevention

TAMRF is committed to preventing workplace violence and to maintaining a safe work environment.  Given the increasing violence in society in general, TAMRF has adopted guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises.

TAMRF HUMAN RESOURCES/INSURANCE

TAMRF-IODP HUMAN RESOURCES

For more information, please visit the TAMRF Human Resources/Insurance Department.