Home/LSCO Policies & Procedures/Administrative Policies and Procedures/Section 6: Employee Benefits

Section 6: Employee Benefits

Print This Page

On this Page:

6.0 Insurance

Scope: Faculty and Staff

The State has developed a variety of benefits available to eligible employees. Participation in the various benefits is usually voluntary and predicated on meeting certain eligibility requirements. Some benefits have mandatory participation.

Employees hired on or after September 1, 2003, are subject to a waiting period that will delay their health insurance for 90 days. Eligibility begins on the first of the month following the 90th day. The minimum age for retiree insurance has increased from 60 years of age to 65 if an employee has not met the Rule of 80 (age + years of service).

Effective September 1, 2014, a new employee’s health coverage begins the first of the month following their 60th day of employment, not to exceed 90 days.

Each benefit contained in this section is explained in general terms. For specific information employees should contact the Human Resources Office.

Insurance

Basic Coverage

The State pays for the full-time (100% FTE) employee's health coverage (HealthSelect) and for
$5,000 of basic term life and an equal amount of AD&D.

Effective September 1, 2013, the definition of a full-time employee for the health insurance contribution changed. A full time employee (for insurance purposes) is an individual designated by the employer as working 30 hours or more per week (75-100% FTE). Thus, employees working 30 hours or more per week in a benefits eligible position will receive the full state contribution for health insurance.

The State pays for one-half the health care and basic life premiums for part-time (50-74% FTE) employee’s health coverage.

All individuals who are covered by state insurance plans have access to prescription drug benefits. Each individual must satisfy a $50 deductible during each plan year before benefits and co-payments begin. The amount of each co-payment depends upon the category or tier of prescription drugs covered in each plan.

Elections must be made within the month in which the employee is hired, but may be changed up until the date of eligibility.

Optional Insurance Coverage

Optional Coverage is available to employees immediately. Employees may elect optional coverage and waive health coverage.

Elections must be made within the first 30 days of employment.

Options available include:

  • Dependent health coverage.
  • Term life insurance; based on one, two, three or four times the employee’s annual salary.
  • Dependent life insurance.
  • Long-term and/or Short-term Disability Insurance.
  • Group Accident Insurance.
  • Tex-Flex Health Care and Dependent Care Reimbursement Accounts.
  • Dental Maintenance or Dental Choice Insurance.
  • Long Term Care Insurance.

The amount of state contribution, by current state law, is basic medical and life coverage for full-time employees only and one-half the amount of the premium for benefits-eligible part- time employees. The State of Texas provides a contribution towards the premiums if the employee elects medical coverage for dependents. The amount of the contribution is set each legislative session. The employee must pay for coverage beyond the basic plan.

Premium Conversion

All employees are placed in Premium Conversion of insurance premiums as a means of reducing federal withholding. Premiums are paid with pre-tax dollars, thereby creating a tax savings for the participants. The IRS will not allow changes in coverage during the plan year unless there is a “Qualifying Life Event”.

Tobacco Certification

Effective September 1, 2013, all Group Benefit Plan (GBP) members (including dependents) must certify tobacco use or non-use. Members will be charged $30 for each person age 18 and over who is enrolled in the GBP health plan (up to a maximum of $90 per month), unless they certify as non-tobacco users.

TexFlex

Employees may also elect to participate in the TexFlex Plan as a means of reducing federal withholding and Social Security taxes. The TexFlex Plan consists of the Health Care Reimbursement Account and the Dependent Care Reimbursement Account.

The employee determines how much money to set aside in the appropriate account(s) for the plan year. That amount is withheld from the employee’s paycheck on a monthly basis and the employee does not pay taxes on that amount. As the employee incurs reimbursable expenses during the eligible period of coverage, he/she sends in a claim form along with the required documentation and he/she then receives reimbursement for the expenses. A new Flex Convenience Debit card will allow immediate access to the reimbursement account(s).

Employees should use extreme care when making an election to participate in TexFlex for the following reasons:

  • Election is irrevocable
  • Any money remaining in the account at the end of the grace period will be forfeited
  • Please refer to your Summary of Benefits Programs for additional information.

6.1  Retirement

Scope: Faculty and Staff

All regular (50% FTE or more for 4.5 months) employees must participate in a retirement program. Most staff employees will be enrolled in the Teacher Retirement System (TRS). Full- time Faculty and certain executive/professional staff will have the opportunity of enrolling in TRS or one of the programs approved as part of the Optional Retirement Program.

Employees hired on or after September 1, 2005, are no longer subject to a waiting period that will delay their retirement contributions. Retirement eligibility begins on the 1st day of employment.
Deductions made for these plans and the amount contributed by the State of Texas are determined by the state legislature. The state also regulates conditions for withdrawal of contributions.

Employees anticipating retirement should contact the Human Resources Office for assistance. Employees who terminate prior to retirement should also contact the Human Resources Office to determine disposition of any funds accumulated in the employee's account.

Deferred compensation

Employees may defer a part of their pay for investment in a qualified “investment product” and will not be taxed on this amount until the employee receives a distribution from the plan. ERS administers the “TexaSaver” deferred compensation plan.

Tax sheltered annuity

Employees also may also elect to defer a part of their pay into a 403b tax deferred plan for purposes of retirement. The money will not be taxed until it is withdrawn. Employees may select a company from a list of approved vendors.

Definition of a retiree

A “retiree” must meet the age and service eligibility requirements established by either the Teacher Retirement System or Optional Retirement Program of the State of Texas.

Retiree recognition

No state appropriated funds may be used to provide recognition for retiring employees.

Retiree benefits

  • eligibility for group health and life insurance as provided by state statute;
  • Lamar State College Orange ID card noting retiree status;
  • library privileges;
  • use of Student Center;
  • e-mail service and Internet access.

Retired faculty

Retired faculty members possess unique experiences and talents that can benefit the campus community. If the opportunity is available, some faculty may choose to teach on a part-time basis or continue other academic pursuits. The following additional considerations apply to retired faculty.

  • full faculty library privileges;
  • retired faculty are entitled to the same parking privileges afforded full-time faculty.

Emeritus faculty

The President may bestow the title of professor emeritus, associate professor emeritus, or other such titles as authorized in the Texas State University System Rules and Regulations. The designation of distinguished emeritus faculty requires a nomination by the Executive Vice President/Provost and approval by the TSUS Board of Regents as outlined in the Rules and Regulations.

A faculty member with emeritus or distinguished emeritus status is entitled to the following considerations.

  • listing in the faculty directory and college catalog;
  • assignment of office space and use of laboratory facilities, when available, contingent upon approval of the Deans and Executive Vice President/Provost;
  • eligibility for service on college committees when appointed by the President.

6.2 Insurance and Retirement

Scope: Retirees

The following retirees are eligible for coverage in the Group Benefit Plan (GBP):

Regular Service Retiree - a former employee is eligible for coverage in the GBP provided he/she meets the following requirements:

Age and service requirements

  1. has reached the minimum age (65) for retirement, and has at least ten years of retirement service credit in a benefits eligible position with an agency or institution that participates in the Group Benefit Plan, or
  2. whose age and number of years of service credit when combined equals at least 80, provided the required ten years of service credit was in a benefits eligible position with an agency or institution that participates in the Group Benefit Plan.

Retirement program requirements

  1. Meets applicable qualifications of one of the following:
    • Employees Retirement System
    • Teacher Retirement System
    • Effective September 1, 2014, the normal retirement age increases to 62 with rule of 80 and at least five years of service credit for all members who are not vested as of August 31, 2014 and new members on or after September 1, 2014. A member is considered vested when he/she has five years of service credit. All members vested as of August 31, 2014, are not subject to the new requirement and will experience no change in normal-age retirement.
    • Optional Retirement System
  2. A person who has membership in two or more of the above retirement systems is subject to the laws governing each of those systems for determination of the person’s eligibility for service retirement benefits, except that, for the purpose of determining whether the person meets the length-of-service requirements for service retirement of a system, the person’s combined service credit must be considered as if it were all credited in each system.

Disability retiree

Persons who receive a non-occupational disability retirement must have 10 years of service.

Employees who terminate employment prior to retirement age

A vested employee who terminates employment prior to retirement age, but does not withdraw deposits from either TRS or ORP, has the vested right in service retirement upon attaining retirement age (65) or the Rule of 80 (age + years of service). If the former employee has 10 years or more of service credit in an agency participating in GBP, the employee is eligible for the GBP retiree insurance benefit. The former employee will have a 90-day waiting period for eligibility when claiming the health insurance benefit upon meeting the eligibility requirement. Employees will be required to provide a copy of the birth certificate or proof of age and ORP participants must also submit a statement certifying they are receiving or eligible to receive an annuity under the carrier they elected.

Withdrawal of deposits from either retirement system prior to retirement terminates the retirement credit and the credit of years toward retirement health care eligibility.

Effective September 1, 2014, the insurance state contribution rate for retirees changes based on years of service. GBP members with less than five years of GBP participation on August 31, 2014 will be affected by this change. As a full time employee, if you have at least:

  • 10 years of service, you receive a 50% employee and 25% dependent contribution.
  • 15 years of service, you receive a 75% employee and 37.5% dependent contribution.
  • 20 years of more of service, you receive a 100% employee and 50% dependent contribution.
    If you have less than 10 years of service, you are not eligible for insurance at retirement.

Retiree coverage

Retirees are eligible for health, dental, $2,500 term life, dependent life if in effect immediately prior to retirement, and the following options for Optional Term Life Insurance:

Option A

  • Persons who on the date of retirement had Election I may request, within 30 days from the date of retirement, to continue Election I after retirement, or
  • Persons who on the date of retirement had Election II, III, or IV may request, within 30 days from the date of retirement, to continue Election I or II after retirement. This option is subject to age related reduction when the retiree turns age 70 after the date of retirement; or

Option B

  • As an alternative to Option A, a person with no optional life may apply through evidence of insurability for $10,000. This option is not subject to age related reductions.
  • Important Note: Persons who turn 70 after the date of retirement and who selected Option B will not have a benefit reduction. However, Option A could eventually result in less coverage and/or a higher rate because persons who turn 70 after the date of retirement are subject to the same benefit reduction factors as active employees.

6.3 Benefit Replacement Pay (BRP)

Scope: Faculty and Staff

Employees hired prior to September 1, 1995, began receiving Benefit Replacement Pay in lieu of State paid social security with wages paid in January 1996. The Benefit Replacement Pay is computed according to the following formula.

Regular Employees

BRP = ACR (Annualized Compensation Rate) X F (Factor)

The Annualized Compensation Rate is based on the pay period that includes October 31, 1995 and consists of base compensation, longevity, and hazardous duty pay. The Factor is based on the retirement system of the employee.

RETIREMENT SYSTEM FACTOR

Teacher Retirement System 0.0625

Optional Retirement System 0.062667381

Not Participating in a Retirement System 0.0585

Employees on Teacher Retirement receive a maximum BRP of $1,031.25 annually; employees on Optional Retirement receive a maximum BRP of $1,034.01 annually; and employees not participating in a retirement system receive a maximum BRP of $965.25 annually.

Hourly Employees

BRP = Hourly Rate X Actual Hours Worked

The Hourly Rate is calculated based on the number of hours worked during the October 31, 1995 pay period. Using the employee’s regular rate of pay:

Hourly Rate = pay rate X hours in October period X 12 X 0.0525/ % of actual hours worked in October to 2080

Once BRP is established for an employee, the amount does not change even though the employee’s salary may change. BRP will always be based on the October 1995 salary.

If an hourly employee moves to a staff position, multiply the hourly rate times 2,080 (for a full- time position) to get the maximum annual amount.

If a staff member moves to an hourly position, take the annual amount and divide by 2,080 to get the Hourly Rate.

Transfers

When an eligible state employee of an institution of higher education transfers to a state agency that is not an institution of higher education, the institution shall report to the agency the amount of BRP the employee has received from the beginning of the calendar year to the effective date of the transfer.

An eligible state employee transferring from a state agency to an institution of higher education, the receiving institution must insure that the employee’s compensation exceeds the amount of compensation that would be paid to an ineligible employee in the same position by at least the amount of the Benefit Replacement Pay increase the employee would have been entitled to base on their October 31, 1995, compensation.

Reemployment

An eligible employee who leaves state employment for 30 or more consecutive days August 31, 2005, becomes ineligible to receive Benefit Replacement Pay.

(Texas Gov’t Code Ann., Section 659.126)

Return-to-work retirees' eligibility for BRP

An eligible state employee who retired from state employment on June 1, 2005, or after that date and who receives an annuity based wholly or partly on services as a state officer or state employee in a public retirement system, is ineligible to receive benefit replacement pay upon reemployment with the State. In order to remain eligible for benefit replacement pay, an eligible employee who retired before June 1, 2005, must have returned to work with the State before September 30, 2005.

Senate Bill 1863 (79th Legislature) Section 13.07

6.4 Savings Plans

Scope: Faculty and Staff

Employees may select from several options that allow payroll deductions to be put into some type of savings plan. Options available include:

State of Texas Deferred Compensation Plan Tax Sheltered Annuities

For additional information, contact the Human Resources Office.

6.5 Employee Education and Training Plan

Scope: Faculty and Staff

The Employee Education and Training Plan ("the Plan") provides employees of Lamar State College Orange with assistance in obtaining additional college-level education and training to increase their value to Lamar State College Orange. The Planwill be administered in a manner that ensures compliance with IRS code. A portion of the fees waived under this benefit may represent taxable income to the recipient. Please consult IRS Publication 970 or your tax advisor for more information. As such, the Plan represents an internal administrative procedure for the LSCO.

Definitions

Benefits-Eligible Employee: Any Lamar State College Orange employee defined as a regular full-time employee by the Teachers Retirement System of Texas is a Benefits-Eligible Employee. This includes all persons employed for a definite period of at least four and one- half months or one long semester at a workload not less than one-half of the standard workload, excluding those employees who are required as a condition of employment to be enrolled as students.

Course: Any course offered by a state supported school in Texas for which academic or technical credit is awarded upon successful completion of the course. The term “course” shall include any associated laboratory or other practical instruction only if such instruction is an integral part of the course, and is not separately numbered. The term course shall include “Developmental” and “Pre-Collegiate” courses and laboratories that are offered on a regular basis by a Lamar component and published in its official undergraduate academic catalog.

First Class Day: For a class offered under any regularly published semester or term schedule, the official “first class day” established for that semester or term regardless of the actual date of the first meeting of the specific class. For any class for which an official “first class day” is not established or cannot be determined under the preceding definition, the date of the first scheduled meeting of the class.

Standard Workload: The standard workload for an employee (100% FTE) shall be the workload defined in State law or regulation as the standard workload. If no such definition is available, the percent FTE reported for that employee to the Texas Higher Education Coordinating Board in accordance with Lamar State College Orange rules and procedures shall be used for purposes of the plan.

Eligibility

A Benefits-Eligible Employee is eligible to make application for payment under the plan for any course, the first-class day of which falls on or after the day that the employee has been a Benefits-Eligible Employee for a continuous period of six (6) calendar months.

An employee whose application is significantly incorrect in fact, who violates the provisions or procedures of the plan, or who fails to complete his or her obligations under the Plan, may be declared ineligible for any subsequent participation in the Plan. An employee must not have any outstanding balances.

Payments

Payments will be made, subject to the other provisions of the Plan, for any course that will maintain or improve the skills required for the employee's current job. The institutions have determined that, since the primary business of each is to provide courses leading to a degree, any undergraduate degree will improve the skills required of any employee. Payment will thus be made for any undergraduate or graduate course that is required on any degree plan that the employee may be pursuing.

Payments will be made, subject to the other provisions of the Plan, for up to six credit hours per semester for any employee.

Payments are applicable only to the course for which approval was granted. A new application must be fully approved as specified under “Applications for Payment” before payment for a different course is applied to the employee’s account.

If an employee has previously been the beneficiary of payment under this plan for a course, payment will not be made a second time for the same or an equivalent course, except when the course was officially dropped (or the student officially withdrew) owing to documented medical causes or at the request of the employee’s supervisor on account of workload considerations.

Payments will be made, subject to the other provisions of the Plan, for no more than four courses per academic year (nominally September 1 through August 31) for any employee. Payments will be made during summer terms for eligible employees even though they are not employed during the summer months if such employees are Benefits-Eligible during the semester immediately preceding the summer, unless they have resigned or their employment has been permanently or indefinitely terminated. 

The maximum payment for any one course shall comprise tuition and all fees associated with the course. In the event that an employee is enrolling in more than one course at Lamar during the same semester, the employee shall pay the incremental charges for tuition and other fees resulting from the additional course(s).

Payments will not be made for any deposits or other charges which are refundable at the end of the course or subsequently.

Payments for courses taken at a Lamar component will be paid directly to the component.

Travel expenses will not be reimbursed under this Plan.

Refunds for dropped or withdrawn Lamar component courses will be refunded back to the Lamar account from which they were paid.

Benefits-Eligible Employees shall receive the educational assistance benefit in an amount proportional to their total FTE, not to exceed 100%.

In order to conform with IRS regulations and guidance, payment will be made for Physical Activity Courses (PEGA or PHED prefixed courses) only to the extent that such courses are required for graduation.

Availability of funds for the plan

Payments under the Plan are subject to funds being available in the Lamar State College Orange budget. Lamar State College Orange is not required to make any funds available in any given fiscal year. In the event that funds available in any given year are not sufficient to fund all applications for payments, payments shall be funded in order of receipt by the finance office of the employment component until available funds are exhausted.

Applications for payments

An employee applying for payments under the Plan must complete the Employee Education and Training application form and submit it to his/her Account Manager, Dean/Director, and Vice President/Executive Vice President for approval of the course to be taken. The Account Manager or Dean may decline to approve payment for a course if the employee is not in good academic standing or is not making satisfactory academic progress as defined in the rules governing federal student financial aid. The application shall then be submitted to the Human Resources Office. Payment will be authorized only after completion by all administrative offices 
Application deadlines are as follows:

  • Fall Semester: August 1st
  • Spring Semester: December 1st
  • Summer Semester: May 1st

Failure to provide completed applications by the deadlines above may result in non-payment.

Miscellaneous

Nothing in the Plan shall in any way modify or waive any Lamar component entrance or other academic requirements or course prerequisites. Approval of payment under the Plan does not constitute approval to be absent from assigned duties during normal working hours. The President of Lamar State College Orange has approved a modification to the Plan that allows up to three hours of release time with approval of the appropriate supervisor to utilize the Employee Education and Training Plan. Additional time during working hours must be accounted for under leave and compensatory time procedures. A copy of the revised work schedule and fee statement must accompany the Employee Education and Training application form.

Nothing in this policy shall be construed as requiring any component, administrator or supervisor to approve release time during normal working hours. Components my treat each application for release time based on the particular expertise, duties and responsibilities of the individual employee involved, even though this may result in some employees being permitted release time and others not.

An employee shall, within two weeks of the end of any semester in which a course was taken under the Plan, submit a copy of the Semester Grade Report, or a copy of a transcript which includes the grade for the course, to the Human Resources Office for inclusion in the employee’s general employment record file in that office. Payments for the next request will not be considered without a copy of the grade.

According to HB 3337, 84th Legislative Session, effective September 1, 2015, an employee requesting payment by the College for a course will be required to successfully complete the course. Successful completion is defined as receiving a passing grade that does not require you to retake the course. If the course is not successfully completed, the employee will be required to reimburse the College for the course. A Reimbursement Payment Plan has been established by LSCO. Employees who choose the payment plan will not be eligible for additional course payment until the successful reimbursement of the previous course.

Nothing in the Plan shall be construed as prohibiting a Lamar component from making payment outside this plan for any course or training for any employee when taking such course or training is initiated by a supervisor or administrator.

6.6 Corporate Travel Charge Card

Scope: Faculty and Staff

Citibank has been named the charge card vendor for the state under the State Travel Management Program. Individual travelers who are issued a charge card accept an obligation to pay all charges incurred on a timely basis and to use a charge card only for official state business use. You will be responsible for full payment of monthly bills received from Citibank. We will continue to reimburse you for all business-related charges in accordance with the State of Texas Travel Allowance Guide published by the Comptroller of Public Accounts. We ask that you use it for all your official state business expenses.

Individual card holders must meet the following criteria: Employees must take, or be expected to take, three (3) or more trips per fiscal year, or expend at least $500 per fiscal year in business related expenses.

Some of the benefits which you will receive when using the State of Texas issued card are listed below:

  • No annual fees
  • No minimum salary requirements
  • Credit limits and payment information are not reported to credit reporting bureaus unless the account is charged off.
  • $500,000 Business Travel Accident Insurance
  • $1,250 for lost luggage insurance
  • primary collision/loss damage insurance for car rentals
  • The delinquency assessments for individual accounts, in accordance with the State of Texas contract are as follows:
  • All accounts are payable upon receipt of the statement.
  • An account is considered by Citibank to be delinquent 31 days after the billing date.
  • When an account reaches 61 days past due, it is suspended until it is paid. Accounts reach 90 days past due will be cancelled and will not be reopened.
  • If all or any portion of a payment is not received by Citibank by the 58th day after the first Statement date, Citibank will assess a late fee equal to 2.5% of all past due balances on such day after the first Statement Date and every thirty days thereafter until payment is received by Citibank.
  • Delinquency assessments are not reimbursed by the State.

If you meet the criteria established by Citibank and wish to apply for a Citibank card, complete the authorization form and return it to the Purchasing Office to initiate card application process.

6.7 Employee Assistance Program

Scope: Faculty and Staff

An employee who believes that a personal problem may be affecting job performance is encouraged to use the Employee Assistance Program (EAP). Lamar State College Orange, through the Employee Assistance Program, offers short-term counseling and referral services to an employee or an employee’s immediate family member (as defined in the Sick Leave section). Short-term counseling services (when appropriate) are provided at no cost to the employee. Additional costs to the employee may result from referral. Some costs may be covered by the employee’s health insurance.

  1. An employee wishing to use the EAP may call directly to schedule an appointment with one of the EAP counselors. Telephone numbers are available on posters throughout the campus, and in the Human Resources Office.
  2. The EAP is completely confidential. The only exceptions to the guarantee of confidentiality are cases involving life- threatening situations or legal mandatory reporting requirements (for example, child abuse). Participation in the program is not included in an employee’s personnel file, and retaliation as the result of participation in the program is prohibited.
  3. The employee may attend an EAP session during work hours without losing pay if the employee requests approval for the absence from his/her supervisor. Sick leave, vacation leave, or compensatory time leave may be used if available. If the employee doesn’t have accrued leave available, the time will be considered leave without pay.

6.8 Professional Development

Scope: Faculty and Staff

Lamar State College Orange is committed to providing the opportunities for professional growth for all employees, a goal outlined in the Agency Strategic Plan. Funds shall be made available to provide training and education for current or prospective duty assignments.

The potential purposes of the training and development programs are to prepare administrators and other employees to deal with new technologies and legal developments, to foster the development of additional work capabilities, to increase the competence of state employees, and to meet our commitment to continuous improvement.

The Human Resources Director will maintain records on attendance for in-house training.
Each Supervisor will be responsible for ensuring that all employees within their supervision are complying with the professional development requirements and should maintain the appropriate documentation to include topics, dates, sponsors, etc. Documentation of professional development must be provided to Human Resources annually for entry into the database.

Depending on the type of professional development that employees participate in, individual departments may be responsible for payment of the professional development. The following opportunities are available to employees:

In-service training and education

Includes job-oriented training on topics such as customer service, team building, safety, and continuous quality improvement provided within the campus.

There is no charge to the individual for this training. All employees are required to document on their annual performance appraisal that they have attended a minimum of one session per year. Some topics may be mandatory for particular classifications of employees.

Off campus staff development

May consist of workshops, seminars, institutes, training sessions, and other programs or activities offered either within or outside the state.

Employees are required to complete a Request to Travel at University Expense form to receive approval for funds. Funds shall be provided to each department to allow each employee to attend at least one workshop or conference per year.

If appropriate, supervisors may require that faculty or staff demonstrate ways in which they will incorporate the knowledge gained from the training program. Employees may also be required to make presentations to their department or the campus on any expertise gained that would be beneficial to others.

Employees enrolled in specialized training costing in excess of $500 are required to complete a Training Reimbursement Agreement form. For additional information, see Specialized Training Reimbursement Policy, Section 5.17, in the Administrative Policies and Procedures Manual.
In the 2001 General Appropriations Act the 77th Legislature stated that, in order to reduce costs, maximize efficiency, and minimize travel costs and other budget expense, state agencies and institutions of higher education should use Internet-based training to the extent available and appropriate.

Employee education and training program

Provides employees who have been in a benefits-eligible position for at least six months an opportunity to take up to two courses per semester (four per academic year) at college expense. Employees are required to complete the Employee Education and Training Plan Application and comply with the conditions of the Employee Education Training Plan. For additional information see the Employee Education and Training Plan, Policy 6.5 the Administrative Policies and Procedures Manual.

Continuing education courses

Employees may take Lamar State College Orange continuing education courses at a cost of one-half the advertised rate. This benefit only becomes available after the minimum class size has been reached by enrollment of those paying the full cost of the class.

Ethics training

The Texas State University System Administrative Office shall conduct, in even numbered years, training sessions for the personnel of each component institution responsible for ethics training in the various department of such institution, Chapter VIII, Section 8.2, the Texas State University System Rules and Regulations.

Employment discrimination training

All institutions of higher education are required to provide training programs to each new employee on the institution’s policies and procedures prohibiting employment discrimination, including sexual harassment, no later than 30 days after date of hire.

Supplemental training must be provided to each employee on a biennial basis. A signed statement from each employee documenting attendance at the training shall be placed in the employee’s personnel file.

6.9 Professional Licenses

Scope: Faculty and Staff

State agencies are not prohibited from paying professional license fees that are imposed on certain professionals if the agency determines that such expenditures are directly related to its governmental function.

Lamar State College Orange may pay up to $50 annually for the renewal of a professional license required as a part of the responsibilities of a full-time employee. Request for payment is to be made to the Supervisor.

Requests in excess of $50 may be submitted by full-time employees to their immediate supervisor. The request must include a rationale and “benefit to LSCO” statement. If funds are available, a supervisor may authorize expenditure of funds in excess of $50 if such benefits are directly related to the mission and needs of LSCO. 

6.10 Wireless Communication Equipment

Scope: Faculty and Staff

This policy establishes guidelines for the use, availability, and acquisition of wireless (cellular) communication services by Lamar State College Orange (LSCO) employees for business purposes which are in compliance with Internal Revenue Service (IRS) guidelines. Wireless cellular communications services include cellular instruments, PDA Data Plans, voice plans, SMS text messaging, and related features.

Lamar State College Orange recognizes that job responsibilities of select positions may be enhanced through the utilization of cellular services. Accordingly, LSCO may choose to monetarily assist identified positions in the acquisition of cellular services through the provision of an allowance for cell phone use for business purposes.

Procedure

  • Any request for a cellular stipend must be submitted on the wireless service stipend request. The request must be submitted by the appropriate Vice president and must have the final approval of the President.
  • The stipend will be processed through LSCO’s payroll system and included as additional compensation on the employee’s remuneration statement.
  • LSCO may establish different levels of cellular service stipend that reflect the specific needs of different positions and the current price of wireless services. The appropriate allowance for each employee will be determined by their duties and their anticipated monthly business usage of the cellular services. Stipend allowances are $30, $50, and
    $75.
  • The individual employee is responsible for establishing and maintaining cellular service and obtaining the appropriate cellular communication device.
  • An employee must apprise their supervisor and Human Resources of their cellular phone number.
  • An employee receiving a stipend may be asked for proof that they are subscribed to an appropriate service and that the cost of the service is not less than stipend.
  • In the event that an employee receiving a cellular stipend cancels their cellular service, the employee must immediately report the cancellation to their supervisor.

In the event that an employee changes positions, the cellular stipend must be re-approved.

6.11 Employee Tuition Assistance Plan for Spouses and Dependents

Scope: Faculty and Staff

1. Policy

1.1 Effective August 1, 2019 and beginning with the Fall 2019 semester, spouses and Internal Revenue Service (IRS) dependent children (hence, “dependents”) of full-time Lamar State College Orange employees may qualify for and participate in the Employee Tuition Assistance Plan for Spouses and Dependents (TAPSD).

2. Tuition Benefits

2.1 Spouse. For eligible spouses of full-time employees, tuition assistance of 100% of resident tuition is provided for undergraduate courses for which academic credit is awarded upon successful completion of the course. Applicable college fees are not included.

2.2 Dependent children. For eligible dependent children, tuition assistance of 100% of resident tuition is provided for undergraduate courses for which academic credit is awarded upon successful completion of the course. Applicable college fees are not included.

2.3 The term “course” shall include courses listed in Lamar’s official class schedule, including “developmental” and “pre-collegiate” courses and laboratories. All TAPSD courses must apply and be credited toward a Lamar State College Orange degree.

3. Eligibility

3.1 The policy applies to Lamar State College Orange employees that were employed on or after August 1, 2019.

3.2 Spouses and dependents of employees become eligible for the TAPSD if the employee has an appointment of 4 months or one long semester, is appointed full-time (not less than 1.00 FTE), is paid from Lamar State College Orange funds, and the first class day of which falls on or after the day that the employee has been a Benefits-Eligible Employee for a continuous period of six (6) calendar months.

3.3 Employee spouses and dependents must apply and be admitted to Lamar State College Orange and maintain good academic and disciplinary standing as defined by the college. The assistance is provided on a semester/term basis. Application and admission test fees will not be waived or reimbursed.

3.4 Eligible dependents are defined by the IRS in 26 USC § 152 and must be claimed as dependents by employees for IRS income tax purposes.

3.5 Retirees and student employees are not eligible for participation in the TAPSD, unless they are spouses or dependents otherwise included.

4. Application Procedures

4.1 Upon class registration, employees must submit the completed TAPSD Employee Certification Form before the payment due date of the term to the Human Resources office.

4.2 Employees must deliver the TAPSD Employee Certification form, the first page (with financial information removed) of their most recent Form 1040 U.S. Individual Income Tax Return, the dependent’s course schedule and the dependent’s fee statement.

4.3 The Human Resources office will certify eligibility for benefits associated with the TAPSD.

5. Academic Scholarships

5.1 TAPSD was designed and is intended to provide resident tuition for dependents of current full-time benefit eligible Lamar State College Orange employees. For those TAPSD eligible students who received scholarship aid from Lamar State College Orange (i.e., excluding external scholarships), TAPSD (tuition) funds are applied to a student’s account before any scholarship funds.

5.2 If the value of TAPSD and the scholarship exceed the costs of tuition and fees, the balance may be used for other college related expenses. The only exception is for scholarships which explicitly include and pay the costs of tuition. For these, TAPSD will not be credited to the scholarship recipient’s account.

6. Illustrations

6.1 If tuition for 12 credit hours is $1800 and fees total $900, a TAPSD eligible student who receives a $2000 scholarship will have an $1100 balance that may be used for other college related expenses.

6.2 If tuition for 12 credit hours is $1800 and fees total $900, a TAPSD eligible student
who receives a $500 scholarship will owe $400.

6.3 If tuition for 12 credit hours is $1800 and fees total $900, a TAPSD eligible student who receives a $2000 scholarship that explicitly includes tuition will owe $700.

6.4 If tuition for 12 credit hours is $1800 and fees total $900, a TAPSD eligible student who receives a $2000 tuition only scholarship will owe $900.

7. Federal Title IV Funds

7.1 TAPSD was designed and is intended to provide resident tuition for dependents of Lamar State College Orange full-time employees. For TAPSD students who are eligible for and receive federal Title IV funds (grants and loans), TAPSD funds are applied to a student’s (resident) tuition expenses before any grants or loans.

7.2 If the value of TAPSD and the grant/loan exceed the costs of tuition and fees, the balance may be used for other college related expenses per federal restrictions (Financial Aid). The only exception is for Lamar scholarships which explicitly include and pay the costs of all educational expenses. For these, TAPSD will not be credited to the scholarship recipient’s account.

Next Steps

Request Information Visit Apply