Life Insurance and Accidental Death and Dismemberment

Full-time employees are eligible to participate in the group life insurance plan on the first of the month following thirty days employment.  CCS pays 100% of the premium.  The amount of the insurance is two times the employees’ annual salary, rounded to the next highest thousand.  The same amount of coverage is applied to accidental death and dismemberment coverage.  Employees have optional supplemental life insurance and dependent life insurance plans available.

Liability Insurance / Errors and Omissions

CCS carries insurance that covers employees if they are sued as a result of actions taken within the scope of their duties at CCS.  This insurance provides for the cost of legal defense as well as financial settlements.  The total amount of coverage per claim is $5,000,000.  The aggregate coverage for a single year is also $5,000,000. 

Scope of duties for an administrative staff member would include anything reasonably expected in the course of their administrative duties and any assigned tasks by CCS.  This coverage includes defense costs as well.  This coverage would not apply in those cases where an employee has actually committed an unlawful act, as such acts are generally not insurable.

Workers Compensation

Workers compensation insurance is designed to cover all occupational injuries and illnesses.  It is paid by the College and is effective from your first day of work.  Workers compensation insurance provides benefits that may apply as a result of a work-related illness or injury.  These benefit payments may cover expenses incurred for medical care, replacement of a portion of your income lost as a result of disability, and lump-sum payments to beneficiaries in case of death.

If you are injured while you are at work, or become ill as a result of your job, you must report this to your supervisor immediately.  In all cases of work related injury or illness, no matter how minor, an Accident/Injury Report form must be completed and forwarded to the Office of Human Resources.  This record-keeping is required by OSHA and MIOSHA.

Long-Term Disability

CCS employees are eligible for a long-term disability income plan through a third party insurer after one year of employment. CCS’s long-term disability plan is an income protection plan for eligible employees and does not guarantee a job, or any particular job, following an absence.  Full-time employees who are unable to work as the result of an accident or illness are eligible for a maximum of 60% of their regular salary, up to a maximum of $15,000 per month, when integrated with other benefits.  You will remain eligible for benefits for as long as you are disabled, up to age 65.  This plan has a twenty six-week qualification period, a portion of which may be covered by CCS’s short-term disability income plan.

Prohibition on Retaliation

The College for Creative Studies prohibits retaliation against anyone who, in good faith, reports a violation of this policy or participates in an investigation of such reports.  Retaliation may include any adverse employment action that is caused by the employee’s complaint or participation in an investigation.  Retaliation is a serious violation of this policy.  Any person who believes that he or she has been subject to retaliation for making a good faith complaint of harassment or discrimination or providing information about such a complaint should bring this to the immediate attention of the Director of Human Resources or the Dean of Students.  All such complaints of retaliation will be promptly and fairly investigated.  Any person found to have retaliated against an employee for making a good faith complaint of harassment or discrimination or providing information during an investigation will be subject to corrective or disciplinary action, up to and including termination of employment.

Short-Term Disability

CCS provides a short-term disability plan for all full-time employees who are unable to work due to an illness or injury, as documented by a properly licensed physician acting within his or her field of expertise.  CCS has the discretion to require an independent medical examination as a condition for receiving or continuing short-term disability benefits.  Employees become eligible for this plan following one hundred eighty (180) days of employment.  The duration and amount of short-term disability is per the following schedule:

Eligibility: After 7th Day of Illness/Injury
Duration: 13 Weeks

Percent of Pay
Length of Employment100%80%
Less than 180 daysn/an/a
180 days to < 2 yearsn/a13 weeks
2 years to < 5 years6 weeks7 weeks
5 years or more13 weeksn/a

CCS’s short-term disability plan is an income protection plan for eligible employees and does not guarantee a job, or any particular job, following an absence.  If, however, an employee has a serious health condition and is eligible for leave under the Family and Medical Leave Act (FMLA), the employee may be simultaneously entitled to up to 12 weeks of job-protected leave under the FMLA and income benefits under this short-term disability policy.

Employee Reimbursement Accounts

The Employee Reimbursement Account enables you to pay a portion of your Uninsured Health Care and Dependent Care expenses with pretax dollars.  Prior to the beginning of each plan year, you will have the opportunity to elect to fund your Reimbursement Account for the coming year.  The amount that you select will be deducted from your gross salary through automatic payroll deductions.  Then, during the plan year, you may submit claims to the Administrator to reimburse yourself for health care expenses and/or dependent care expenses incurred during the plan year that were not reimbursed by your insurance plans.

Health Insurance

Medical, dental and vision insurance are available to all full-time employees on the first of the month following thirty days of employment.  Employees may from time to time have a choice of plans and are required to pay a portion of the premium. Refer to individual plan summaries from the Office of Human Resources for details.  The employee will have his/her contribution deducted on a pre-tax basis.

In certain instances, federal law requires availability of continued coverage where coverage under the group plan would otherwise end.  In compliance with the federal COBRA program, CCS offers employees and their families the opportunity for a temporary extension of health coverage at group rates with the employee paying the full cost of coverage plus a 2% administrative fee.

Social Security

Employees of CCS are covered by Social Security.  As provided by law, CCS pays one half of your total Social Security taxes, and the other half is paid by you through withholding from your paycheck.  In addition to providing you with retirement, Social Security may provide disability pay, burial benefits, and monthly survivor benefits for your spouse and minor children if you qualify.

Tax Sheltered Annuity Plan (403b)

Because CCS is a non-profit organization, the IRS allows CCS employees to place a portion of their pay in a Tax Sheltered Annuity Plan without paying current federal, state and city income taxes on the amount contributed.  Full-time employees, and qualified part-time employees, are eligible to participate on the first of the month following thirty (30) days of employment.  CCS contributes 3% of an employee’s gross earnings per pay.  Employees may choose to contribute a percentage of their pay on a pretax basis, up to IRS limitations.  CCS offers numerous investment funds for employees to choose from.  The CCS Tax Sheltered Annuity Plan is administered by TIAA/CREF.