The following is a summary of Lindsey Wilson
College's benefits. For more details on these and other
benefits, please consult the appropriate handbook. If you
have any questions or concerns regarding LWC's benefits, please
feel free to contact the Human
Employees of Lindsey Wilson College accrue vacation as
Regular full-time salaried and hourly employees in the active
employ of the College receive 10 days per year(6.67 hours per
The President's Cabinet and Executive Staff in the active
employ of the College receive vacation as specified in their letter
Note: Any full-time employee can earn an additional five days of
vacation for every 10 years of service. However, in no case
may any employee exceed 4 weeks (20 days) vacation per year.
The longevity service requirement is determined by the
employee's anniversary date.
Completion of an approved absence request form, signed by the
supervisor, is to be submitted to the Office of Human Resources. A
two week prior permission is required. The decision for approval of
a vacation period will be made by the supervisor, in consideration
of the priorities of the College.
Employees must use all vacation days by June 30th of the current
fiscal year or they will be forfeited.
Full-time eligible employees accumulate sick leave on the basis
of 6 days per year or 1/2 day per month. In an effort to encourage
employees to save accumulated sick days for unanticipated long time
illness, the College allows employees to accrue up to, but not to
exceed, at any time, 30 days of accumulated and carried over sick
When an employee is off work for three or more days, the College
requires that employees submit a doctor's statement before
returning to work. Sick leave may be used to take care of immediate
family members who are sick. Immediate family is defined as father,
mother, sister, brother, child or grandparent and the mother or
father of the employee's current spouse.
The College may, in its sole discretion, based on a specific
employee request, agree to allow other employees to donate sick
days to another employee under emergency situations. However, such
employees must use all accrued sick and vacation hours they have
available at the time of request. Any such request should be
submitted on an absence request form, signed by the supervisor and
forwarded to the Office of Human Resources.
In the event of death in the immediate family, the employee will
be allowed up to three consecutive working days off with pay to
arrange and attend the funeral. If an employee requires more than
three days, two additional days may be taken without pay. If more
time than this five day period is needed, the employee may request
a leave of absence as set forth in Section II, No. 13 of this
Handbook. "Immediate family" shall mean the employee's current
spouse, mother, father, sister, brother, child,
son/daughter-in-law, grandparents and the mother and father of the
employee's current spouse.
One day of bereavement leave to attend the funeral of a close
friend or other relative may be granted with the approval of the
employee's direct supervisor.
Leaves of Absence
A full-time employee may request a personal leave of absence
without pay. This request must be in writing and must state the
reason why the leave of absence is desired.
Employees may be granted a leave of absence initially, without
pay, for any reason, at the discretion of the College, for a period
not to exceed six months in duration.
In the event an extension of an approved leave of absence is
desired, application for such an extension must be made in writing
in advance of the expiration date of the original, or any extended,
leave of absence, not to exceed an additional six months. If an
employee has not worked for the College for a period of 12 months,
for any reason, they will be removed from the College's payroll. If
you find that the reason for your leave of absence no longer exists
after you have started your leave of absence. you should return to
work after giving three days advance notice to your direct
A written request for a leave of absence for any reason must be
made by you, or for you if you are physically or mentally unable to
do so due to illness or accident, to your direct supervisor. Your
direct supervisor and the President must approve such request in
writing along with any renewal of such request. The College will
notify you of its decision after considering the nature of your
request and the requirements of the College's operation.
Sick and vacation benefits do not accrue while employees are on
a leave of absence.
The College provides the following paid holidays:
The College may grant three additional days during Christmas-New
Year's period. The College will determine each year when and
whether the specific days will be granted.
In order to be eligible for a paid holiday, the employee must
work both the last scheduled working day immediately preceding and
the first scheduled working day following the holiday itself. If an
employee works on a holiday, they will be paid at a rate of double
If a holiday falls on a Saturday or Sunday, it may, at the
College's discretion, be observed on either Friday or Monday. Pay
of these holidays is included in your regular pay period.
The department head may approve taking a holiday in conjunction
with vacation days where doing so will not disrupt the normal
functioning of the department in which the employee works. Requests
for taking a holiday in conjunction with vacation days must be made
in advance to the employee's supervisor.
Employees who are summoned for jury duty will be paid for jury
service up to a maximum of 30 days per work year. The amount
employees will be paid will be their daily rate of pay less the
amount received for jury duty. In order to be paid, the employee
must provide the College with documented proof of jury service, and
the employee must immediately report for work on the day dismissed
or excused from jury service during regularly scheduled working
Once full-time employees have been employed by the College for
one continuous year, or if they have previously participated in a
TIAA-CREF or Nationwide retirement plan, they may elect to
participate in the College's retirement plan. The College will
match the employee's contribution, up to 5% of gross pay. The
College will also contribute, for any eligible full-time
employee who chooses not to make contributions, 3% of the
employee's gross pay to the plan of the employee's choice with
the completion of the appropriate application.
For more details about this retirement plan, please consult with
the Human Resources Office or refer to the Summary Plan Description
explaining the College's retirement plan.
Social Security taxes have two components - The OASDI (Old Age,
Survivor and Disability Insurance) levy on all wages to a certain
maximum provided by law and HI ( Hospital Insurance called
Medicare) levy on all wages. The College contributes the required
amount from each paycheck.
The Social Security Administration maintains an office in
Campbellsville and provides a toll-free telephone number. If an
employee has questions on benefits to be expected or payments to an
account, the information can be provided by telephone or an office
Lindsey Wilson College provides its employees, other than
temporary employees and part-time employees working less than
30 hours per week, with group health insurance coverage, subject to
the individual employee satisfying any eligibility requirements for
insurance coverage established by the insurance provider. The
College contributes the majority of the amount of the premium for
individual coverage, with the precise amount determined annually
and permits the employee to cover eligible dependents through
The College evaluates its health insurance carrier and coverages
on an annual basis. The College reserves the right in its
discretion to change the health insurance provider and to institute
cost containment measures.
Refer to the summary plan description provided to you by the
health insurance provider for more complete details on coverage
requirements, deductible and co-payment provisions, benefits and
limitations and restrictions on benefits. The Human Resource Office
will also assist in answering any questions you may have about your
health insurance coverage.
The College has a group life policy which provides protection
for all regular, full-time employees. The amount of life insurance
is up to $20,000 for each employee. An additional $15,000
policy will also be provided to those individuals who elect the
College's health insurance plan with no additional charge.
Accidental Death and Dismemberment
In conjunction with the life insurance policies listed, the
College provides an accidental death and dismemberment policy that
doubles the value of the life insurance policy should the death of
an employee be the result of an accident.
Tuition Assistance for Employees and their
Lindsey Wilson College will award employee tuition waivers for
the Lindsey Wilson College undergraduate program to employees,
current spouses and dependent children of full-time employees in
accordance with the terms of this policy. Dependency is determined
by the Federal Financial Aid Process. In order to qualify for
tuition assistance under this policy, the employee, current spouse,
child or children must satisfy the following conditions:
- The employee must have completed at least six months of
full-time service at the College.
- The student must maintain satisfactory academic progress as
outlined in the College catalog. The benefit is surrendered if the
student is placed on probation and can be reinstated if the student
returns to status of good standing.
- This policy provides for a maximum of 136 attempted academic
credit hours or attainment of the student's first bachelor's
- The student must complete all necessary financial aid forms.
Failure to complete the necessary financial aid forms will render
the student ineligible for the tuition waiver. Please note that any
outside grants or scholarships will be applied to the student's
account before the Lindsey Wilson College's educational assistance
grant is applied.
- Books, materials, lab fees, etc. required for course work will
be at the expense of the student.
- Any employee who terminates at any given time during a term
will assume responsibility of payment of the prorated balance of
Tuition Assistance Policy for the student.
- It is normally not the College's practice to support students
receiving dependent tuition assistance in order to attend the
Lindsey in London program or other study abroad programs.
Applications for such support will be considered by the President
and Executive Staff, on a case by case basis.
Any employee who wishes to take a class during the course of the
work day must receive written approval from their direct supervisor
and the vice president in charge of their area. College operations
need to take first priority.
Any non-faculty employee interested in teaching one or more
courses outside the purview of their regular administrative or
support assignment, must first receive prior written approval from
the direct supervisor and the vice president in charge of their
area before agreeing to do so.
Dependent children of any active Lindsey Wilson College employee
who dies after at least seven years of full-time, uninterrupted
employment will be permitted to attend Lindsey Wilson College and
receive free tuition, according to the Tution Assistance
CIC Reciprocal Agreement
Lindsey Wilson College has entered into a reciprocal agreement
with many other independent institutions through a program
sponsored by the Council of Independent Colleges. This program is
designed to encourage dependents of full-time independent College
employees to pursue educational opportunities at similar schools
throughout the United States. The specific requirements related to
this Program can be obtained through the CIC web site or the Office
of Academic Affairs.
Graduate Tuition Policy
As part of Lindsey Wilson College's ongoing professional
development efforts, it has established a policy wherein full-time,
salaried faculty and professional staff employees may request
graduate tuition remission assistance under the following
- To be eligible, an employee must have completed at least two
years of full-time service at the Institution.
- The graduate program of study must be tied to the individual's
position at the College and be deemed important to the employee's
professional development for the purpose of improving job
performance or expanding skills and knowledge in the employee's
area of work.
Each year, the Budget Committee will establish a pool of dollars
within the professional development funds allocated for the fiscal
year, which will be earmarked for this program. A maximum of $1,100
per fiscal year and a maximum of $550 per semester will be
allocated to anyone individual.
The Tuition Exchange (TE) www.tuitionexchange.org
provides a national scholarship exchange program for family members
of full-time faculty and staff among its members of approximately
630 colleges and universities.
The primary obligation of a member institution is to maintain a
balanced exchange pattern, a reasonable match between student
"exports" and student "imports." A member institution may
import as many as it wishes. It may not, however, export more
than it imports. Institutions with many applicants may limit
the number of TE Scholarships it awards.
All students must seek admission to the partner institution
which determines admission and admission procedures.
The following guidelines are applicable to Lindsey Wilson
College employees who participate in the program.
- ELIGIBLE EMPLOYEE: Any currently employed Lindsey Wilson
College full-time faculty of staff, who has completed one (1) year
of full-time service as of September 1 of the current academic
- FAMILY MEMBER: Any dependent born to an employee, legally
adopted by an employee, or for whom legal guardianship can be
documented. "Dependent" is defined by the Federal Financial
- APPLICANT: The family member of an eligible employee who has
applied for full-time undergraduate study toward a first bachelor
level degree to a college or university that participates in the
Tuition Exchange (TE) program. Scholarships are not granted
for graduate study, non-degree study or second undergraduate
- MAXIMUM SCHOLARSHIP: TE scholarships will not exceed a maximum
of four (4) years or eight (8) semester units per eligible
employee. The eight (8) units may be divided among dependent
children of an eligible employee, but a TE scholarship will be
awarded to only one child of an eligible employee at a time, and
each child must undertake the eligibility and application
- By November 1 of each academic year family members of Lindsey
Wilson College faculty and staff who are seeking TE will notify the
TE Liaison Officer of intent to apply by completing the Lindsey
Wilson College Preliminary Eligibility Form. The Tuition
Exchange Liaisons Officer is the Provost.
- By December 1 of each academic year, Lindsey Wilson College
will be in a position to determine how many new students can be
- The selection of recipients will be determined by a committee
composed of representatives from Academic Affairs, Admissions,
Human Resources, Career Services and Registrar's Office using
selection criteria such as acceptance by importing school and
quality of student as determined by transcripts, test scores,
participation, essay, and letters of recommendation. If the
number of applicants exceeds the number of scholarships, and the
committee determines that two or more applicants have equal
qualifications, recipients will be selected based up on the
following priority ranking:
- First priority will be given to applicants based on employment
seniority of the faculty/staff member. Seniority is based on
years of continuous service at Lindsey Wilson College.
- Among applicants whose parents have the same years of
seniority, priority will be determined by financial need as
measured by the Parent's Confidential Statement.
- Individuals who have not used the program will be given
priority over those who have used the program in the