Health and Wellness

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.

Employee Assistance Program (Espyr)

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 budgeted 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:

  • financial
  • alcohol/drug abuse
  • psychological
  • job burnout
  • stress
  • child concerns
  • marital issues
  • adult dependent care
  • Child care information and referrals for all types of childcare, as well as camps and schools. Includes vacancy checks.
  • Eldercare information and referrals. Eldercare specialists gather information about the caller’s eldercare situation to determine which services are needed. All resource and referral information is checked and verified prior to being sent to the employee. Sources of financing are provided.
  • Adoption specialists share information, organize and arrange referrals for all stages of this process.
  • Legal consultation provided by attorneys. Simple Wills prepared at no cost. 24-hour emergency services, consultation with a mediator, consultation with a fraud/ID theft specialist are also included. A 25% percent discount off the mediator or attorney fees for services rendered beyond the EAP.
  • Financial consultation by experts regarding debt matters, investment options, money management, tax preparation and retirement planning. Financial personnel services are discounted at 25% as are CPA tax preparation fees.
  • Academic resources that include customized profiles of K-12 schools, military schools, tutoring referrals, boarding schools, and colleges. College planning guides with information on sources of financial assistance, educational consultants, SAT information and relevant websites.
  • Pet care services that offer a customized listing of breeders, groomers, walkers, sitters, kennels, veterinarians and pet publications.
  • Special needs services and referral to assess employee needs, educate, and make referrals for various special needs affecting employees and their families such as heart disease, ADHD, disabilities, diabetes and more.
  • Daily Living and Concierge resources that provides referrals such as for home improvement resources, cleaning services, travel information and more.
  • Relocation services and referral information provided to employees who are moving. Referrals include moving companies, housing options, utility companies, schools and more.
  • Face-to-face assessment, short term counseling, referral and follow-up for alcohol and drug problems, work related difficulties, marriage and family issues, emotional and psychological problems, and other personal concerns that may affect employee well-being and job performance.
  • Counseling office located conveniently to your employees.
  • 24 hours per day, 7 days per week, toll-free telephone access to mental health professionals. Participants may also securely request all services on our website.
  • Multilingual interpreter services available in 140 languages.
  • Case management that includes coordinating referrals to resources beyond the EAP, when needed.

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:

  • Emotional Well-Being
  • Relationships and Parenting
  • Health and Wellness
  • Financial
  • Legal
  • Personal and Professional Growth
  • Monthly, recorded webinars

Sick Leave Pool

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.
General information:

  • The use of hours from the sick leave pool is for an employee’s serious injury or catastrophic health condition.
  • A member of the sick leave pool may apply for benefits up to a maximum of 240 hours in a consecutive 12-month period, with a lifetime maximum of 480 hours. Sick leave pool benefits will be limited to no more than 120 hours per request for full-time employees.
  • Once enrolled, an employee does not need to re-enroll. Enrollment continues from year to year.
  • An employee may only enroll during the open enrollment period of November 1 through November 30.
  • Sick leave pool eligibility:
  • The program is available to current faculty, administrative or support staff employees with at least 12 months of continuous service. Student and Other Personnel Services (OPS) employees are not eligible.
  • A sick leave balance of at least 64 hours is required at the time of enrollment.
  • A one-time donation of eight hours of sick leave to the sick leave pool is required upon enrollment. An additional eight hours of sick leave may be requested if the pool drops to an unacceptable level.

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

FMLA Rights Summary (English)
FMLA Rights Summary Spanish

Education Benefits

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.

  • An employee must be a regular employee (1.0 FTE) on the day before classes begin for the semester through the end of that semester.
  • Employees assigned to Acting/Temporary/Visiting/OPS or Adjunct positions are not eligible to participate in the Program.
  • An employee must have completed six (6) months full-time, continuous, satisfactory and regular service with New College prior to applying to participate in the Program.
  • Enrollment in the Program is contingent upon supervisory approval, VP/Provost approval, and verification of eligibility status by Human Resources.
  • Employees are encouraged to take classes during off-duty hours. However, if that is not possible, supervisors may approve leave (Annual Leave, accrued Comp Leave, or leave without pay) or adjust the employee’s work schedule, as long as this does not conflict with departmental operations.
  • Employee must receive a grade of C or better to receive reimbursement if a grading scale is utilized at the institute/college/university that is attended.
  • Employee will not receive reimbursement for any classes they withdraw or drop after the official Drop/Add period.

Approve or deny the employee’s request to participate in the Program and any changes in the employee’s work schedule.

  • Prior to class registration, the eligible employee shall obtain the required Education Assistance form from the Human Resources Portal. The form is to be completed, necessary approvals are to be obtained, and the form is to be returned to Human Resources for verification and final approval.
  • Human Resources will process all forms and inform the employee of approval or denial.
  • Upon approval, it is the employee’s responsibility to register and initially pay for the courses by the published deadline.
  • Employee is responsible for providing proof of course enrollment/completion, and accompanying grade of “C or better,” to Human Resources.

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 (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 Tuition Remission Pilot Program for Dependent Children of Employees

New College is sponsoring a three-year pilot program (2018-19, 2019-20, 2020-21) to provide tuition remission to dependent children of New College of Florida employees.

  1. Dependent children of full-time, permanent status employees (including shared position employees) who have completed two years of continuous service by September 1 of the current academic year are eligible.
  2. Dependent children include natural and legally adopted children, provided that financial dependence on parents can be demonstrated; dependents meeting the requirements set forth by the Internal Revenue Service will qualify.
  3. Only in-state tuition will be remitted. Fees, housing, and other costs of attendance will not be remitted.
  4. Dependents must meet the admission standards of New College of Florida, and must be admitted to qualify for tuition remission.
  5. Continuation of tuition remission is contingent upon remaining in good academic standing.
  6. Dependent children lose their eligibility if a Student Code of Conduct violation results in their expulsion, suspension, expulsion from residence halls, or involuntary withdrawal.
  7. Continuation of participation in the following circumstances will be reviewed on a case-by-case basis by the director of Human Resources, with an appeal to the vice president
    for Finance and Administration:
a) Employee is no longer employed at New College in a full (or shared position) regular status position, excluding retirement and death;
b) Employee is on long term-disability or medial leave;
c) Student is unable to continue due to illness.

At the conclusion of the three-year pilot program, the program will be evaluated.

Dependent children of employees who enroll during the pilot program and are continuously enrolled will continue to receive tuition remission up through the point that they complete 8 semesters, even if the program is not extended remission beyond the initial three years.

Employee Perks

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.

Click here for an updated list of perks.