New College of Florida offers a variety of health, wellness and educational opportunities for employees to ensure a well-balanced work and life environment.
New College of Florida offers a variety of Health, Wellness and Educational Opportunities for employees to ensure a well-balanced work life environment.
For more information regarding the State of Florida Wellness Programs click on the latest edition of the Wellness Wire.
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:
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:
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 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.
Other sick leave pool stipulations:
Participation in the sick leave pool does not guarantee that hours may be withdrawn from the sick leave pool.
The University reserves the right to deny a request for sick leave pool benefits when the application for benefits or medical verification is incomplete, or the request does not conform to the sick leave pool usage policy. (See College Sick Leave Policy for occurrences or situations that are not applicable for sick leave pool benefits.)
A sick leave pool member must deplete, or will have depleted, all accrued compensatory time, sick leave, annual leave and personal leave prior to being granted the use of sick leave pool hours.
If an employee meets the criteria to receive disability benefits under an applicable College, private insurance policy or government program, the employee is no longer eligible to use sick leave pool hours.
If an employee has time off due to a job-related injury covered by workers’ compensation benefits, the employee is not eligible to use sick leave pool hours for the time designated as workers’ compensation.
If the sick leave pool committee issues a decision denying an application for membership, a request for sick leave pool benefits or a request to cancel membership in the sick leave pool, an employee may appeal such decision within five calendar days.
The appeal must be made in writing to the President or designee, and the decision of the President or designee shall be final.
The Family and Medical Leave Act
The Family and Medical Leave Act (“FMLA”) provides eligible employees up to a total of 12 workweeks 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
Employee Education Assistance Program
Purpose: New College strongly encourages its employees to pursue educational opportunities for professional growth and development. The Education Assistance Program (Program) is designed to provide eligible employees tools to enhance their jobs skills and further their education by providing assistance in meeting the expenses of continuing education.
Regular USPS, A&P and Faculty employees, working full time, who have been employed in an established position for at least six (6) months and who meet academic requirements are eligible for such assistance.
Vocational, undergraduate or graduate course work is eligible for tuition reimbursement. New College will reimburse tuition costs at the actual semester credit hour rate charged up to the cost of a resident undergraduate semester credit hour charged by New College. Total semester credit hours eligible for reimbursement will not exceed a maximum of six (6) semester credit hours per term.
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.
Approve or deny the employee’s request to participate in the Program and any changes in the employee’s work schedule.
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.
Tuition Exchange (TEP)
New College is a member of The Tuition Exchange (TEP) a reciprocal scholarship exchange program. All faculty, administrative, and support staff employees (full-time benefits eligible) who have completed two years of continuous service by September 1 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.” NCF employees whose dependents are participating in TEP pay the equivalent of tuition per academic year for the privilege of having the majority of their child’s tuition waived by the TEP institution he or she is attending (you still must pay room and board expenses).
A list of participating TEP schools can be found on the tuition exchange program web site.
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.