Eligibility Period for Benefits

1. Human Resources presents New Employee Orientation Welcome the attendees Introduce yourself to attendees (Trey Greenwood) Today�s orientation will last approx. 2 �-3 hours. The orientation is presented in two parts: The first part is presented by myself relating to Employment Policies and Procedures The second part is presented by the Senior Benefits Asst., Donna Lemons, and relates to Employee benefits. Please feel free to ask questions as we go through the various topics and if needed we can address your questions one-on-one following orientation. (Just make a note of your questions). There will be a short break about half way through the first half and another break before the second half of the orientation begins. Purpose of this orientation is to provide info. that encompasses your employment at SFA Go over policies, regulations, Payroll, different departments within the University, and finally we will complete some forms that will help get you all into the University system. Most of the Information that is presented in the 1st half of the Orientation will correspond w/ the materials found in the left side of your folder. Ask them to remove the binded booklet. Explain the first part of the booklet contains the slides to follow with the presentation. Ask them to remove the NEO Checklist (Blue sheet) for them to use and check that we do go over all the appropriate forms and materials during the orientation. Have everyone go around the room and introduce themselves and their respective department Then begin presentation.Welcome the attendees Introduce yourself to attendees (Trey Greenwood) Today�s orientation will last approx. 2 �-3 hours. The orientation is presented in two parts: The first part is presented by myself relating to Employment Policies and Procedures The second part is presented by the Senior Benefits Asst., Donna Lemons, and relates to Employee benefits. Please feel free to ask questions as we go through the various topics and if needed we can address your questions one-on-one following orientation. (Just make a note of your questions). There will be a short break about half way through the first half and another break before the second half of the orientation begins. Purpose of this orientation is to provide info. that encompasses your employment at SFA Go over policies, regulations, Payroll, different departments within the University, and finally we will complete some forms that will help get you all into the University system. Most of the Information that is presented in the 1st half of the Orientation will correspond w/ the materials found in the left side of your folder. Ask them to remove the binded booklet. Explain the first part of the booklet contains the slides to follow with the presentation. Ask them to remove the NEO Checklist (Blue sheet) for them to use and check that we do go over all the appropriate forms and materials during the orientation. Have everyone go around the room and introduce themselves and their respective department Then begin presentation.

2. SFASUPast, Present, Future �Father of Texas� Colonizer and Political Leader Established in 1923 Small teachers college Regional University Campus covers about 400 acres 1400 Employees 11,400 Enrollment Named after Stephen Fuller Austin He was an American Colonizer in Texas and a political leader in the establishment of the Republic of Texas. Originally a teachers college, that developed into a Campus that covers about 400 acres. Includes: Walter C. Todd Beef Farm, The Observatory off 259 N and the Science Research Center on the Loop, AHEC in Brauddus. The University employs roughly 1400 faculty and staff members.Named after Stephen Fuller Austin He was an American Colonizer in Texas and a political leader in the establishment of the Republic of Texas. Originally a teachers college, that developed into a Campus that covers about 400 acres. Includes: Walter C. Todd Beef Farm, The Observatory off 259 N and the Science Research Center on the Loop, AHEC in Brauddus. The University employs roughly 1400 faculty and staff members.

3. SFASU Web for Employeesmysfa.sfasu.edu Campus web-site Access e-mail, calendar, groups Access web courses, on-line services Accessing On-line Services Personal, benefits, payroll and employee information Faculty View class rosters, enter final grades, perform advising functions Recently SFA has expanded the campus website to support the employees as well as students as a tool to get email, Campus info., and other online services. Staff Pay stub, personalized calendar, events, etc. Faculty Class rosters, e-mail, entering grades Recently SFA has expanded the campus website to support the employees as well as students as a tool to get email, Campus info., and other online services. Staff Pay stub, personalized calendar, events, etc. Faculty Class rosters, e-mail, entering grades

4. Benefits of working for SFASU Vacation 8 hours per month (6 month probation period) Accrued based on FTE Sick Leave 8 hours per month Accrued based on FTE Holidays - usually 12 determined by Board of Regents Longevity Pay/Hazard Duty Pay - $20.00 every 2 years Faculty/Staff Employee Scholarship Program $2,000 Employee, Dependent and Spouse Prior State Service Time - counts towards vacation accrual and TRS Employees of the University, other than faculty with appointments of less than twelve months, shall be entitled to a vacation in each fiscal year. An employee will earn vacation entitlement beginning on the first day of employment with the State and terminating on the last day. Vacation with pay may not be granted until the employee has had continuous employment with the State for six (6) months, although credit will be accrued during that period. Employees will accrue vacation based on the years of service with the state: State employment of 2 but less than 5 years accrue 9 hours per month�. 5 years service but less than 10 years accrue 10 hours per month�. and so on.. The balance of unused accumulated vacation may be carried forward from one fiscal year to the next. If a state employee transfers directly from one state agency to another, they shall be entitled to credit with the newly employing agency for accumulated but unused vacation , provided that employment with the state is uninterrupted. Employees of the University, other than faculty with appointments of less than twelve months, shall be entitled to a vacation in each fiscal year. An employee will earn vacation entitlement beginning on the first day of employment with the State and terminating on the last day. Vacation with pay may not be granted until the employee has had continuous employment with the State for six (6) months, although credit will be accrued during that period. Employees will accrue vacation based on the years of service with the state: State employment of 2 but less than 5 years accrue 9 hours per month�. 5 years service but less than 10 years accrue 10 hours per month�. and so on.. The balance of unused accumulated vacation may be carried forward from one fiscal year to the next. If a state employee transfers directly from one state agency to another, they shall be entitled to credit with the newly employing agency for accumulated but unused vacation , provided that employment with the state is uninterrupted.

5. Policies and Procedures All policies and procedures may be accessed on our website. It is the responsibility of the employee to read and understand all of our policies and procedures. www.sfasu.edu/upp/pap/PERSONNEL_SERVICES.html Next we will some general University Policies and the procedures that accompany them.Next we will some general University Policies and the procedures that accompany them.

6. Leaves The Family and Medical Leave Act of 1993 Employers covered by the law must provide eligible employees up to 12 weeks of leave entitlement per year Eligibility: 12 months/1250 hours Qualifying Event Parental Leave Eligible for those who do not qualify for FMLA Military Training or Duty Emergency Leave (bereavement, administrative) Jury Duty A form of protection if you have to be out for a an extended period of time. Reasons for qualifying for FMLA: The birth of a child, and to care for the newborn, the placement with the employee of a child for adoption or foster care, the care of the employee�s spouse, child or parent with serious health condition, a serious health condition that makes the employee unable to work. Eligibility: If an employee is out for 3 or more days� contact Human Resources Dept. or Georgeanne Wimberley. Human Resources will decide if employee is eligible and qualifies for FMLA. If employee is eligible, Human Resources will send employee a packet to complete. A form of protection if you have to be out for a an extended period of time. Reasons for qualifying for FMLA: The birth of a child, and to care for the newborn, the placement with the employee of a child for adoption or foster care, the care of the employee�s spouse, child or parent with serious health condition, a serious health condition that makes the employee unable to work. Eligibility: If an employee is out for 3 or more days� contact Human Resources Dept. or Georgeanne Wimberley. Human Resources will decide if employee is eligible and qualifies for FMLA. If employee is eligible, Human Resources will send employee a packet to complete.

7. Procedures Payroll Fiscal year (September to August) Semi-Monthly Monthly 1st of Month Direct Deposit (STRONGLY ENCOURAGED) Address changes Outside Employment 10+ hours a month Personnel Action Request (PAR) Form used to notify administration, payroll, HR, benefits of a change in employment, pay, time off, Emergency Leave Your Department completes the form Payroll Hourly-Semi monthly Salaried-Monthly Notify HR your address changes & Name Changes Employees are expected to maintain a good attendance record with a minimum of absences. Excessive absenteeism and tardiness is subject to disciplinary action . Compliance with existing University policy Outside Employment Outside employment � requiring more than 10 hrs/month, including weekends Policy applies to all salaried non-classified full-time SFA employees Must be approved annually by administration Personnel Action Request (PAR) Form used to notify administration, payroll, HR, benefits of a change in employment, pay, time off, Emergency Leave Your Department completes the form Payroll Hourly-Semi monthly Salaried-Monthly Notify HR your address changes & Name Changes Employees are expected to maintain a good attendance record with a minimum of absences. Excessive absenteeism and tardiness is subject to disciplinary action . Compliance with existing University policy Outside Employment Outside employment � requiring more than 10 hrs/month, including weekends Policy applies to all salaried non-classified full-time SFA employees Must be approved annually by administration

8. Comp & Over Time Keep a record!!! Exempt positions accrue hour for hour 80 hours per year limit Non-exempt earn at 1�1/2 x�s hours over 40 hours worked Rest/Break Periods All employees should record all time worked. Exempt (Non-classified) � an employee who is not subject to the overtime provisions of the FLSA (Fair Labor Standards Act) may be allowed comp time off for hours in excess of 40 hours in a work week (which the combination of hours worked, paid leave and holidays exceeds a total of 40 hours.) Non-exempt (Classified) � compensated in one of two ways: 1) receives pay for overtime at the rate of 1 -1/2 times the ee�s regular rate of pay. 2) granted comp time off within 12 months following the end of the work week in which the overtime occurred at the rate of 1-1/2 hrs off for each hour of overtime. Faculty cannot qualify for compensatory time. Rest Breaks Not a requirement, but rather an option Determined by management of department Departmental workload permittingAll employees should record all time worked. Exempt (Non-classified) � an employee who is not subject to the overtime provisions of the FLSA (Fair Labor Standards Act) may be allowed comp time off for hours in excess of 40 hours in a work week (which the combination of hours worked, paid leave and holidays exceeds a total of 40 hours.) Non-exempt (Classified) � compensated in one of two ways: 1) receives pay for overtime at the rate of 1 -1/2 times the ee�s regular rate of pay. 2) granted comp time off within 12 months following the end of the work week in which the overtime occurred at the rate of 1-1/2 hrs off for each hour of overtime. Faculty cannot qualify for compensatory time. Rest Breaks Not a requirement, but rather an option Determined by management of department Departmental workload permitting

9. Training & Development Performance Evaluations Mandatory training 6 month Probationary period EEO/Sexual Harassment Mandatory within 30 days Bi-Annually Within your first 30 days of your employment, you may be required to attend two training sessions. Performance Management & Review Plan training. (PM&RP) Probationary for six months * Evaluated at end of first six months of employment During this 6 months encourage employees to seek out feedback in your performance of job duties. Review after this evaluation you shouldperiod Jan-Dec; annually EEO/Sexual Harassment Attend mandatory training* - all employees once every two years (bi-annual) Other trainings For other professional trainings become available you may want to check our training webpage. A page is included in your booklet for more information on HR trainings. *Mandated by the State of Texas � TX labor Code Within your first 30 days of your employment, you may be required to attend two training sessions. Performance Management & Review Plan training. (PM&RP) Probationary for six months * Evaluated at end of first six months of employment During this 6 months encourage employees to seek out feedback in your performance of job duties. Review after this evaluation you shouldperiod Jan-Dec; annually EEO/Sexual Harassment Attend mandatory training* - all employees once every two years (bi-annual) Other trainings For other professional trainings become available you may want to check our training webpage. A page is included in your booklet for more information on HR trainings. *Mandated by the State of Texas � TX labor Code

10. Departmental Orientation Orientation includes: Discuss position and duties Job Description Expectations Attendance Fraud and Ethics www.ethicspoint.com or (866) 294-9539 toll free Employee Handbook available online www.sfasu.edu/personnel/handbook/Emplhdbk05.htm Your department will provide an orientation. During your departmental orientation, you will have the opportunity to review a detailed job description as well as discuss matters related to your job performance and expectations. The non-academic employee handbook is available on-line and located on the HR website. It is the best place to check for the most up-to-date information regarding your employment. Your department will provide an orientation. During your departmental orientation, you will have the opportunity to review a detailed job description as well as discuss matters related to your job performance and expectations. The non-academic employee handbook is available on-line and located on the HR website. It is the best place to check for the most up-to-date information regarding your employment.

11. Parking Permit Required to park on Campus Cost & assignment based on appointment Valid for one year Payroll deduction available A parking permit is required if you wish to park on University property Designated parking for faculty and staff Parking permits assigned based on position and department Cost of a permit is according to salary Valid for one year, Renewal of permit can be payroll deducted once a year in the fall There are two forms that you will need: Permit form (cherry) found in your booklet Small authorization (purple) in the left side of your folder. To get a permit: You will need to contact the business office to determine if you are in the system. If you are in the system you will need to go to the business office and pay for a permit, bring both forms, then go to UPD. If not in the system go to the UPD to get a Temporary until you are in the system, once in the system go to the Business office then UPD. Typically G.A.�s do not qualify for a permit, you will need to talk to your department. A parking permit is required if you wish to park on University property Designated parking for faculty and staff Parking permits assigned based on position and department Cost of a permit is according to salary Valid for one year, Renewal of permit can be payroll deducted once a year in the fall There are two forms that you will need: Permit form (cherry) found in your booklet Small authorization (purple) in the left side of your folder. To get a permit: You will need to contact the business office to determine if you are in the system. If you are in the system you will need to go to the business office and pay for a permit, bring both forms, then go to UPD. If not in the system go to the UPD to get a Temporary until you are in the system, once in the system go to the Business office then UPD. Typically G.A.�s do not qualify for a permit, you will need to talk to your department.

12. Security Sensitive Positions Most positions Criminal history check University Policy Ensure safety of employees & students Employment of Persons with a Criminal History � University policy states that no person who has been convicted of an offense that constitutes a felony, or is currently on probation for a felony, shall be employed at the University. This rule is designed to assure the safety and security of the students, faculty, and staff and property at the University. Criminal record/ criminal history check is done after employment by UPD and is requested by HR. Positions currently not required to have a criminal history check (not designated as security sensitive positions) are garbage crew and grounds workers. Employment of Persons with a Criminal History � University policy states that no person who has been convicted of an offense that constitutes a felony, or is currently on probation for a felony, shall be employed at the University. This rule is designed to assure the safety and security of the students, faculty, and staff and property at the University. Criminal record/ criminal history check is done after employment by UPD and is requested by HR. Positions currently not required to have a criminal history check (not designated as security sensitive positions) are garbage crew and grounds workers.

13. Useful Resources Post Office Food Courts Wellness Center East Texas Professional Credit Union Jack Bucks Debit Card $20.00 Minimum On or Off campus The next page in your booklet give you some other information regarding some other privileges available both on and off campus. Campus Convenience Food Courts Wellness Center Credit Union (does anyone need an information packet?) The next page in your booklet give you some other information regarding some other privileges available both on and off campus. Campus Convenience Food Courts Wellness Center Credit Union (does anyone need an information packet?)

14. New Employee Forms W-4 I-9 (Employment Eligibility) New Employee Data Sheet Work Authorization Form Direct Deposit W are now going to fill out the following forms. (Click for each form to appear.) As you complete them, just start a stack and you will return all the forms to me, once they are completed. W are now going to fill out the following forms. (Click for each form to appear.) As you complete them, just start a stack and you will return all the forms to me, once they are completed.

15. Any questions? This is the end of the first part of your New Employee Orientation. Good Luck!!! Finally the last page of the booklet include the Human Resources phone number and address. Please feel free to contact our office for anything that can make your employment with SFA enjoyable. Good Luck! The last sheet in your booklet in the NEO evaluation, please take a moment to complete this form to return with the rest of your forms. Thanks. You will now have a short break while your other presenter prepares her presentation.Finally the last page of the booklet include the Human Resources phone number and address. Please feel free to contact our office for anything that can make your employment with SFA enjoyable. Good Luck! The last sheet in your booklet in the NEO evaluation, please take a moment to complete this form to return with the rest of your forms. Thanks. You will now have a short break while your other presenter prepares her presentation.

16.  Human Resources presents New Employee Orientation

17. Donna Lemons, Sr. Benefits Assistant Billie Baggett, Benefits Manager

18. Your SFA benefits The State�s insurance program Health care Dental care Life Insurance Disability income insurance Voluntary accidental death & dismemberment (AD&D) Long term care insurance BLUE CROSS BLUE SHIELD OF TEXAS is SFA�s healthcare insurance administrator of claims. BCBSTX Customer Service # 800-252-8039 BLUE CROSS BLUE SHIELD OF TEXAS is SFA�s healthcare insurance administrator of claims. BCBSTX Customer Service # 800-252-8039

19. Insurance Benefits Administered through Employee Retirement System (ERS) for the State of Texas Web-site: www.ers.state.tx.us. Your VALUABLE employee benefits are administered through Employee Retirement System (ERS) for the State of Texas. Web-site www.ers.state.tx.us. Detailed information is provided on the web-site regarding benefits. Customer Service Direct program is on the web-site to request forms, ask questions, etc. Each December ERS will mail you a summary of your personal benefits. Your VALUABLE employee benefits are administered through Employee Retirement System (ERS) for the State of Texas. Web-site www.ers.state.tx.us. Detailed information is provided on the web-site regarding benefits. Customer Service Direct program is on the web-site to request forms, ask questions, etc. Each December ERS will mail you a summary of your personal benefits.

20. A few questions before we begin�. Are you retired from ERS/TRS? Call Benefits office(1098) Are you covered under a health plan by an ISD? (waive health) Have you participated in the group 38000 health insurance plan? (may be able to begin right away if direct transfer)

21. When enrolling you must use name on your Social Security card Eligibility Period for Benefits 31 days to make optional coverage selections from your date of hire without evidence of insurability (90 days to decide on health insurance)

22. Optional coverage starts right away OR 1st of the next month � according to signature date. Health insurance and/or Opt-Out Credit begins 1st of the month AFTER a 90 day waiting period (from your First Date of Employment.) May decline before 90th day. Retirement options will start on your 1st day of employment. Coverage begins when? On or before first active duty date � 1st day of employment After first active duty date � 1st of the month after signing formsOn or before first active duty date � 1st day of employment After first active duty date � 1st of the month after signing forms

23. Health Insurance for youand your dependents Full Time: State pays 100% of employees� premium cost 50% of their dependents� premium costs Part Time: State pays 50% of employees� premium cost 25% of dependents premium costs Employee is responsible for the balance.

24. (SKIP)State Kids Insurance Program SKIP offers quality children�s health coverage for $15 or $25 per month Have a child under age 19 Living with you in Texas Meet income criteria Must be a US Citizen or legal resident Not eligible for Medicaid MUST reapply each year (Summer Enrollment) (If you don�t get approved and don�t drop the child(ren) during summer enrollment, you will be billed the FULL amount (higher premium) Apply through TexCare Partnership Created in 1999 to ensure that all children of state and higher ed. employees have access to more affordable health care.Apply through TexCare Partnership Created in 1999 to ensure that all children of state and higher ed. employees have access to more affordable health care.

25. Coverage changes Times to make changes in coverage Summer enrollment Qualifying life event marriage divorce birth of a child, etc. complete a change request within 30 days of a life event

26. Select a Primary Care Physician When you enroll you must select a (PCP) primary care physician for you and your dependents Each family member may select their own PCP Change your PCP at any time Be sure to tell BC/BS when a family member moves out of state www.bcbstx.com/hs/providers

27. Coverage options PCP directed health care (network) $20. co-pay PCP office visit $30. co-pay Specialist (need referrals to most specialists) 20% co-insurance up to 1,000 out of pocket No calendar year deductible $100. co-pay to ER plus 20% $100./day co-pay + 20% for hospital stay (max. $500. per stay on co-pay) Vision One discounts (IF you present BC card at time of service & at part. Provider- none in Nacogdoches) Self directed health care (non-network) $500. deductible 40% coinsurance up to $3000. out of pocket You may pay balance above the allowable amount $100./day co-pay + 40% for hospital stay (max. $500.)

28. Prescription Drug Program Health plans offer a three-tier prescription drug program at participating pharmacies $10 generic drug (Tier 1) $25 preferred brand name drug (Tier 2) $40 non-preferred brand name (Tier 3) Mail order: receive a 90-day supply of prescription drugs � if you choose to use a local pharmacy on maintenance drugs it will cost you more. $50.00 deductible per family member (Sept)

29. For Your First Mail Order - Rx Begin the mail order process: Complete mail order form Send co-payment (check, credit card, TexFlex) Send prescriptions Allow 10-14 days for initial order Complete Health Assessment Questionnaire

30. Mail Order Tips - Rx Year supply = 90-day supply + refills Plan ahead Keep 2-week supply on hand To check order or request refills, call Customer Service or go online Register: www.medcohealth.com website Medco will pend request if necessary Physician fax service available 888-EASYRX1 or (888-327-9791)

31. 1ST Dental Option Dental (HMO) Health Maintenance Organization Administered by Aetna Restrictions and limitations You must complete a dentist selection form Only 1 dentist in Nacogdoches available David Alexander � gives reduced fees Provider # 000480645

32. 2ND Dental Option Dental Choice Plan Administered by GEHA Benefits increase each year during your first three years of coverage Use a dentist of your choice You may pay balance above the allowable amount

33. Optional Term Life, AD&Dand Dependent Life Select up to 2 times your annual salary May apply for up to 4 times with Evidence of Insurability Accidental Death and Dismemberment - voluntary coverage for you and/or family Dependent Term Life available Life insurance - select up to 2 times your annual salary without having to supply evidence of insurability within first 31 days of employment. May apply for up to 4 times with evidence of insurability. Dependent Term Life available Accidental Death and Dismemberment - voluntary coverage for you and/or family. Life insurance - select up to 2 times your annual salary without having to supply evidence of insurability within first 31 days of employment. May apply for up to 4 times with evidence of insurability. Dependent Term Life available Accidental Death and Dismemberment - voluntary coverage for you and/or family.

34. Short Term & Long Term Disability Enroll during your first 31 days of employment Without evidence of insurability Pre-existing conditions do apply Should illness or disability prevents you from working During your first 31 days of employment, you can enroll in short term and long term disability insurance without evidence of insurability. This coverage is designed to replace some portion of your monthly income if illness or disability prevents you from working. During your first 31 days of employment, you can enroll in short term and long term disability insurance without evidence of insurability. This coverage is designed to replace some portion of your monthly income if illness or disability prevents you from working.

35. Life Insurance Beneficiary Designation Instructions: Call ERS at 1-877-275-4377

36. TexFlex Program A tax free program Health Care Reimbursement Account (HCRA) - pays for eligible medical expenses before taxes Dependent Care Reimbursement Account (DCRA) - pays for eligible day care expenses before taxes A tax free program-saves you money on eligible expenses. Health Care Reimbursement Account (HCRA) - pays for eligible medical expenses tax free. Dependent Care Reimbursement Account (DCRA) - pays for eligible day care expenses tax free.A tax free program-saves you money on eligible expenses. Health Care Reimbursement Account (HCRA) - pays for eligible medical expenses tax free. Dependent Care Reimbursement Account (DCRA) - pays for eligible day care expenses tax free.

37. TexFlex HCRA and DCRA Minimum contribution - $15 month Maximum contribution - $416 month For Dependent Care Reimbursement Acct. - $208 if filing separate tax returns Eligible expenses may include your dependents by IRS standards.

38. TexFlex How does it work? You may enroll in one or both reimbursement accounts Money is deducted from salary before taxes Incur eligible expenses and request reimbursement from your Flex account(s) or Request Flex Convenience Card - $16 annual fee � works like a debit card � valid for three years Use it or lose it You authorize payroll deposits into your Reimbursement Accounts from your before-tax salary. As you incur eligible expenses, you request withdrawals from your account to reimburse yourself. Flex Convenience Card - Works like a debit card - valid for three years You don�t pay anything out-of-pocket $16 annual fee You authorize payroll deposits into your Reimbursement Accounts from your before-tax salary. As you incur eligible expenses, you request withdrawals from your account to reimburse yourself. Flex Convenience Card - Works like a debit card - valid for three years You don�t pay anything out-of-pocket $16 annual fee

39. Long Term Care Insurance Enroll without evidence of insurability within first 31 days of employment Four benefit options available for nursing and custodial care CNA (800) 528-4582 Enroll without evidence of insurability within 31 days of employment. Three benefit options for nursing and custodial care - available to you, your spouse, your adult children, and parents and grandparents of both you and your spouse. Enroll without evidence of insurability within 31 days of employment. Three benefit options for nursing and custodial care - available to you, your spouse, your adult children, and parents and grandparents of both you and your spouse.

40. Eligible SFA employees must contribute to a retirement plan Teacher Retirement System (TRS) or Optional Retirement Program (ORP) No loan provision Employees of the University working 20 hours per week (50% time) or more for a period of at least four and one-half months, excluding students employed in positions requiring student status as a condition of employment, participate in either the Teacher Retirement System of Texas (TRS) or an Optional Retirement Program (ORP). Employees must have a 4 � month appointment or fiscal year appointment to participate in retirement. You begin contributing to your retirement on your first day of employment. Graduate Assistants are not eligible to participate in retirement (TRS), however, they are eligible to participate in insurance benefits. Employees of the University working 20 hours per week (50% time) or more for a period of at least four and one-half months, excluding students employed in positions requiring student status as a condition of employment, participate in either the Teacher Retirement System of Texas (TRS) or an Optional Retirement Program (ORP). Employees must have a 4 � month appointment or fiscal year appointment to participate in retirement. You begin contributing to your retirement on your first day of employment. Graduate Assistants are not eligible to participate in retirement (TRS), however, they are eligible to participate in insurance benefits.

41. Tax Sheltered Annuity (TSA) TSA � 403B Plan Before tax contributions You may make a loan against it May withdraw your funds, at age 59-1/2, even if still employed See list of authorized vendors in your employee orientation folder In addition to the required participation in the Retirement Plan, you can also participate in a Tax Sheltered Annuity. In addition to the required participation in the Retirement Plan, you can also participate in a Tax Sheltered Annuity.

42. Deferred Compensation ProgramTexa$aver 457 Plan � owned by State of Texas Build retirement income in addition to Social Security, Teacher Retirement System and/or Optional Retirement Plan Before taxes contributions Loan provisions Total withdrawal of the account is not allowed until termination of employment or you reach age 70 &1/2 May contribute to both 403B & 457 plans with no offset

43. * Purchase of Special Service Credit See TRS (Teacher Retirement System) Benefits Handbook for full details and limitations. As a new state employee, you may purchase up to five years of active duty US military service and establish additional service credit after five years of participation in TRS. Other than military service, you may purchase service credit for out-of-state service and withdrawn service, etc. Refer to TRS Benefits Handbook. * TRS participants only

44. Always feel free to contact Human Resources if you have any questions about your employment, retirement and/or benefits 468-2304