More more information about benefits at New College of Florida, contact Lara Sladick at 941-487-4757 or firstname.lastname@example.org.
Please click here for more information on health insurance options for employees of the state of Florida.
To comply with the federally-mandated provisions of the 2010 Patient Protection and Affordable Care Act, the College offers State of Florida Group Health Insurance coverage as an optional benefit for all qualified employees including Other Personal Services (OPS) employees. The coverage is subject to change based on state and federal legislation. OPS Employees who meet the measuring guidelines, including graduate assistants and adjunct faculty, will be notified by People First to elect coverage.
New College offers eligible employees the opportunity to participate in a variety of voluntary insurance benefit programs:
Health insurance plans
Life insurance plans
Dental insurance plans
Vision insurance plans
Supplemental insurance plans
Post-tax insurance plans
Dental insurance coverage is available to all faculty, administrative and support staff employees at the College. There are several different dental insurance plans to choose from, and each plan has a different premium and different benefits. Employees have 60 calendar days from their date of hire to enroll in a dental insurance plan. Plan changes may only be made during the annual open enrollment period or as a result of an approved qualifying status change. To enroll or make changes to your dental insurance plan, please contact the Office of Human Resources and schedule an appointment.
With the Indemnity Dental options, you may receive care from any dentist. You have a deductible to meet and then pay part of the cost for the services you receive.
With the PPO Dental plan, you may choose to receive care from any dentist although your cost is lower when you use network dentists. You generally have an annual deductible to meet before the plan starts paying benefits and then you pay a percentage of the cost for the care you receive. The PPO covers adult and child orthodontia (excluding the Preventative PPO.)
The Prepaid Dental plans pay benefits only when you use network providers. These plans do not have a deductible and cover most preventive care at no charge. You pay a specific dollar amount for other care you receive. All the pre-paid plans provide adult and child orthodontia.
The Employee Assistance Program (EAP) managed by Espyr is a 24 hours a day, 7 days per week confidential help line for employees and their families who may need assistance with life, family or financial challenges.
The EAP offers benefitted employees and immediate family members who live in their household (as defined by the State Health Insurance Program) with free, short-term counseling for personal or work related issues. Total confidentiality and anonymity is provided to those who call the EAP for consultation. A licensed counselor is available 24 hours a day.
Employees and their eligible family members are entitled to four EAP sessions, per issue, each year. Counselors are located within the surrounding community.
To access online services, visit www.espyr.com and request the log in information.
or contact Espyr by calling 800-869-0276
NCF provides this service to employees to assist them in taking action and dealing with issues early. Services provided may include assistance in the following areas:
Additional Services include:
The website offers educational screenings, assessments, videos, quizzes, courses, articles, financial calculators, child and eldercare service locators, and much more. You may even confidentially request EAP services from the site.
Topics covered include:
Employee Education Assistance Program Eligibility Requirements:
An employee must be admitted as degree seeking or non-degree seeking student at an accredited vocation/technical institute, community college, four-year college or university prior to applying to participate in the Program. The Program does not permit enrollment in thesis, dissertation, internships, directed individual study, individual performance courses, non-credit courses, sponsored credit programs or off-book programs.
Reimbursements will be paid based on the payroll calendar via direct deposit.
Only actual costs will be reimbursed. If you have received financial aid for your respective class, you will not be reimbursed by this benefit or you may receive a reduced benefit.
Family Tuition Support Program – Tuition Exchange Program (TEP)
New College is a member of The Tuition Exchange (TEP) a reciprocal scholarship exchange program. All faculty, administrative, and support staff employees who are considered full time , benefits eligible employees of the current academic year are eligible to participate. Employees can send their dependents to any of the 530 TEP institutions as “exports,” and NCF , in return, accepts the dependents of other members of TEP as our “imports.” The majority of your child’s tuition waived by the TEP institution he or she is attending (you still must pay room and board expenses).
Regular employees are defined by:
USPS employees who have successfully completed their six months probationary period.
Law Enforcement employees who have successfully completed their one year probationary period.
A&P employees from date of hire.
Faculty who have completed 2 years of service ( visiting faculty are not eligible)
A list of participating TEP schools can be found on the tuition exchange program web site.
The Family and Medical Leave Act (“FMLA”) provides eligible employees up to a total of 12 work weeks of unpaid leave in a 12-month period for one or more of the following reasons:
• For incapacity due to pregnancy, prenatal medical care, or childbirth;
• Placement of a child with the employee for adoption or foster care, and to care for the employee’s newly adopted child or a child newly placed in the foster care of the employee.
• To care for the employee’s family member with a serious health condition.
• The employee’s serious health condition.
All employees are eligible, including OPS employees, who have worked at least 12 months (these need not have been consecutive) and who have worked at least 1250 hours in the 12 months prior to the leave. Faculty, Administrative, and Support employees may use paid leave for an FMLA event and such shall be counted toward the entitlement.
Please contact the Human Resources for an appointment to meet with a benefits representative.
See the following for additional information:
The College maintains a Sick Leave Pool for eligible employees that allows employees to voluntarily pool a portion of their accumulated sick leave, and upon depletion of their own sick, annual and compensatory leave, to draw sick leave credits from the pool for their personal catastrophic injury or illness in accordance with established procedures.
Applying for membership:
Complete the application for sick leave pool membership during the enrollment period and submit it to the Office of Human Resources.
Requesting sick leave pool benefits:
Complete the request to use sick leave pool hours.
Include a completed certification of health care provider.
Sick Leave Donations
Both active and terminating employees may donate accrued sick leave to other New College employees on a medical leave of absence who have exhausted all sick, annual, compensatory leaves and their personal holiday. The medical leave of absence must be due to the employees’ personal medical condition and not due to the medical condition of a family member. OPS employees, whether hourly or salaried, are not eligible to participate.
The employee donating hours is referred to as the donor and the employee receiving the hours is the recipient. Part-time regular employees are eligible to be donors and/or recipients.
To be a donor, an active regular employee must have completed at least one year of employment in an established position with New College and with the exception of a terminating employee, have a sick leave balance of at least 64 hours (or a pro-rated number of hours if part-time) after donating the leave. Prior to donating hours, the donor should review his/her own financial obligations to ensure that the donation of accrued sick leave hours is affordable.
For a terminating employee to be a donor, (s)he must have completed at least one year of regular service with New College prior to making a sick leave donation, make the donation prior to the calculation for the pay out (for employees that have at least 10 years of service), if any, of sick leave hours. A terminating employee may donate up to 80 hours regardless of the number of recipients.
New College of Florida is a great place to work. In addition to a generous benefits package, there are extra savings and discounts available to employees. Check this site often to see new discounts.
Please note that employees will generally be required to show their New College ID card to receive the applicable discount at the time of purchase.
Each discount opportunity has its own restrictions. In some cases, the discount providers may limit discounts to only employees and/or a limited number of the employee’s family members.
The College provides the employee discount opportunities in an attempt to benefit its faculty and staff. The College however, does not warrant the quality of goods or services provided by any business providing employee discounts.
The Office of Human Resources serves as a liaison with the state of Florida’s Division of Retirement and employees regarding retirement information. We can assist employees with enrolling in retirement plans, counseling on retirement benefits and assistance throughout the retirement process.
For your convenience, we have created an FAQ regarding retirement plan enrollment.
After you retire under the normal or early retirement provisions of the Florida Retirement System (FRS) pension plan, you may work for a private employer, a Florida public employer not covered by the FRS, or a public employer in another state or covered by another state’s retirement system without affecting your retirement benefit.
The limitations on re-employment with participating FRS employers are as follows:
If you return to work during the first six calendar months of your retirement you will not be considered to have retired. Your retirement application will be void and all retirement benefits, including any funds accumulated during your Deferred Retirement Option Program (DROP) participation, must be repaid.
You may not receive both a salary and retirement benefits for 12 months after your effective retirement date. If you do work during the seven through 12 months after your effective retirement date, you must inform the Division of Retirement. Your retirement benefits will be suspended for the months you are employed during the 12-month period. Any retirement benefits received while working during the first 12 months after you retire must be repaid.
If you are a DROP participant, you are subject to the reemployment limitations as soon as your participation ends.
There are no limits on working for a FRS employer after you have been retired for 12 calendar months.
If you retire under the FRS disability provisions, you cannot be gainfully employed with any employer and continue to receive disability benefits.
For information about retiree insurance, please contact one of the following:
Division of Retirement – Retired Payroll: 888-377-7687
PeopleFirst: 866-663-4735, option #4
Employees are cashed out all accumulated annual leave up to their maximum. (Support staff = 240 hours) (Faculty and Administrative = 352 hours). Note: DROP participants are only eligible for the difference between their maximum and the hours they were cashed out at the time they entered DROP.
Employees who have 10 years of verified NCF service are eligible to be cashed out up to one-fourth of their accumulated sick leave hours not to exceed 480 hours.
Note: Employees may rollover their annual or sick leave into an existing 403(b) Tax Sheltered Annuity offered by NCF or 457(b) State Deferred Compensation Account to avoid certain taxes. However, the rollover amount will be subject to Social Security and Medicare taxes, as well as Federal Taxes on the Social Security and Medicare deduction. Please note, employees should check with their company representative to ensure they don’t exceed federal limits.
All employees have the opportunity to participate in tax sheltered annuities. Tax sheltered annuities allow employees the opportunity to save money for retirement while reducing their current income tax liability. Taxes on earnings and contributions are deferred until you receive them as income. Contributing to a tax sheltered annuity is voluntary. Contributions are made through payroll deduction and forwarded to a participating investment company.
877.267.4510 ext. 265126
The deferred compensation program through the state of Florida offers all employees the opportunity to save money for retirement while reducing their current income tax liability. Taxes on earnings and contributions are deferred until you receive them as income. Contributing to a deferred compensation plan is voluntary. Contributions are made through payroll deduction and forwarded to a participating investment company. Refer to the Florida Deferred Compensation Plan web page for additional information, including a list of participating investment companies.
How to enroll
New College of Florida is dedicated to providing a positive campus environment free from all forms of harassment, bullying, stalking, intimidation, and exploitation. All members of the College community have a right to be treated with dignity and respect.
The College has an obligation to prevent harmful behavior, while protecting the exercise of free speech and expression. The College takes both of these obligations seriously. This Protocol shall not be interpreted or applied so as to abridge academic freedom or the rights of free speech and expression protected by the First Amendment of the United States Constitution and any other applicable law.
This Protocol sets out the College’s expectations for civility and professional conduct, and defines the College’s response to bullying and harmful behavior in the workplace. Harassment, discrimination, stalking, and other offenses prohibited under federal law are addressed in New College Regulations. Additionally, instances of student-to-student bullying are addressed in the Student Code of Conduct. Therefore, such offenses are not addressed in this Protocol.
Expectations of Acceptable Behavior
In order to provide a safe, caring, and orderly environment, New College of Florida expects civility from all who engage in College activities. Mutual respect, professionalism, and common courtesy are essential qualities in promoting an educational and work environment free from disruptions, harassment, bullying, and aggressive actions.
Supervisors have a special responsibility to create a safe working environment free from bullying and harmful behavior. Supervisors should take steps to prevent bullying and harmful behavior within their units, and must take prompt action when they are notified of any behavior that meets the definition of bullying listed below.
Acceptable and safe workplace behaviors include, but are not limited to:
• Positive values
• Relaxed and productive atmosphere
• Commitment to excellence
• Open and honest communication
• Cooperation, support, and empowerment
• Sense of humor
• Compassion, respect, and understanding
• Positive reinforcement
• Emphasis on health, family, and environment
Bullying and harmful behavior is conduct directed at another that is either repeated or substantially severe, and that causes substantial emotional distress or undermines an individual’s ability to work or participate in College activities.
Such conduct includes, but is not limited to:
• Verbal abuse, insults, threats, and yelling that creates a reasonable fear of bodily harm
• Conduct intended to create an imbalance of power among peers
• Teasing or regularly making someone the brunt of pranks/practical jokes
• Sarcasm and other demeaning language
• Exclusion of a person from workplace or College activities
• Work sabotage and tampering with someone’s personal effects
• Gossip and false malicious rumors
• Coercion, intimidation, and misuse of power
• Unfair and excessive criticism
• Unrealistic work demands and impossible deadlines
• Deliberate withholding of information that is essential to the affected individual’s job performance
• Disrespectful e-mail communication
Procedure for Reporting Incidents of Bullying and Harmful Behavior
Any College employee who believes that they are the target of bullying by another member of the College may advise the offending person that the conduct is offensive and request that the conduct be stopped immediately.
If the affected individual does not wish to address the behavior directly with the offender, or if the conduct in question is not discontinued after the offending person is asked to stop the behavior, the affected individual should make a complaint within 15 work days of the alleged incident of bullying.
A complaint may be filed either with the affected individual’s direct supervisor or to the Director of Human Resources. Upon receiving a complaint under this policy, a supervisor must notify the Director of Human Resources. The Director of Human Resources will investigate all complaints of bullying under this policy.
The complaint may be verbal or written; complaints may be made in person, by phone or email, or online at www.ncf.edu/about/departments-and-offices/office-of-the-general-counsel/report-a-problem/. The complaint must specify the nature of the bullying and, if possible, the date(s) upon which the bullying occurred. The complaint must identify the affected individual and the alleged offender. The College is unable to act upon anonymous complaints.
Persons receiving an oral complaint must reduce the complaint to writing and verify the accuracy of the written complaint with the affected individual. The complaint should be dated and signed by the affected individual and the person receiving the complaint.
Investigation and Response
The Director of Human Resources will investigate all allegations of bullying under this Protocol. The investigator will schedule an individual meeting with each party within two (2) weeks of receiving a written complaint. At the initial meeting with each employee, the investigator will review the information contained in the complaint, and may request additional information, corroborating evidence, and/or the names of any witnesses who may provide more information or insight.
The investigator will gather additional evidence, information, and accounts from others who witnessed the alleged bullying. If the investigator is convinced that this Protocol has been violated, the offending individual will be instructed to immediately cease all offensive and harmful behavior. The investigator will submit a findings letter to both parties within a reasonable time after concluding the investigation. Progressive discipline steps will be initiated according to the respective Collective Bargaining Agreements and/or the appropriate New College Regulations.
If either party wishes to appeal the investigator’s decision, such appeal must be made to either the Provost or the Vice President for Finance and Administration within fifteen (15) days of the date of the findings letter. The Provost, VP, or their designee(s) shall consider all appeals and issue a final resolution within a reasonable time.
Retaliating against someone for addressing and/or reporting an instance of bullying, or for participating in an investigation, is prohibited and will be considered a violation.
Individuals who are involved or who witness bullying and harmful behavior are encouraged to take advantage of the College’s network of support. The Office of Human Resources and the Counseling and Wellness Center can provide referrals to helpful programs and assistance.
The College also provides in-person and web-based training opportunities for supervisors and their staff. Training sessions may focus on workplace conduct, harassment and discrimination, and preventing workplace violence. Contact the Office of Human Resources for more information.
The Human Resources Department assists employees in accessing information regarding employment, recruitment, retention, discipline, development and benefits. While HR staff are happy to assist you with providing answers to questions to the best of our ability, it is imperative that you understand that such information is not intended to be official or final, nor is it intended to supersede or supplant information received as a result of direct research by the employee. Employees are strongly encouraged to confirm all information with the appropriate source document or contact the appropriate agency.