Salaries for monthly employees are paid at the end of each month for duties performed during the year.

Arrangements may be made with the Treasurer's Office for automatic deposit of salary payments in one of the banks in the area approved by Princeton for automatic deposit. Any questions about deductions or information concerning a change in deductions, including those for income tax, should be addressed to the Payroll Section, Treasurer's Office, 5 New South Building, (609) 258-3082 .

Professional Researchers, Specialists, and Librarians earn vacation at a rate of two work days for each month of service, resulting in 24 vacations days during each year of service. Part-time staff members accrue vacation at a rate that is prorated according to their work schedules. Up to six days may be carried over from one year to the next, but no more than 30 vacations days are permitted in any fiscal year (July 1 through June 30). Scheduling of vacation time is dependent on approval of the department chair, project leader, or supervisor.

Staff members who leave the service of the University and who have earned vacation which has not yet been taken will receive pay in lieu of vacation up to a maximum of 30 days. Individuals who leave without giving appropriate notice may forfeit this pay.

Official University holidays are announced prior to the beginning of the academic year. There are usually nine scheduled holidays and two additional days defined as optional holidays. Optional holidays must be taken in the fiscal year in which they are allocated and cannot be carried over into the following fiscal year. Part-time staff members who do not work a five-day week receive only those holidays occurring on a regularly scheduled work day. Since the Library does not close on all holidays, Library Staff members whose duties require them to be present on holidays may take compensatory time off.

Professional Researchers, except those holding one of the rank of research assistant, and all members of the Professional Specialists may be provided with a contribution toward moving and relocation expenses when first employed in accordance with policies approved by the Dean of the Faculty and acceptable to the outside sponsor of the research involved.

Under certain circumstances Professional Researchers and the University mutually benefit from research staff members' being relieved of regular research responsibilities--for example, to enable them to pursue new or unusual projects or to bring together the accomplishments of several related programs. Such activities should normally be funded from grants, contracts, or fellowships.   In instances where external funding is not available, the appointing department may choose to fund a leave at full salary for up to six months or at half salary for up to 12 months for members of the research staff.   All leaves for research and scholarship must be approved by the Dean of the Faculty.

Benefits Coverage during Leaves of Absence
The University is not permitted by the Internal Revenue Service to contribute to a staff member's retirement plan account during a leave of absence without pay. However, coverage in most other benefits plans continues during the months a staff member is on leave with or without pay. When a staff member is on leave without pay, he or she will be billed for the cost of benefits that are normally reduced from salary.

For more specific information, refer to the pamphlet The Status of Your Benefits During a Leave of Absence which is available through the Office of the Dean of the Faculty or the Office of Human Resources, 1 New South Building.

The general propriety of outside professional activities by Professional Researchers, Specialists, and Librarians is recognized, subject to the responsibility for timely and successful completion of the contract with which the individual is involved and the fulfillment of his/her other University responsibilities. For more specific information, see Section VI.C. of the Rules and Procedures of the Professional Researchers and Specialists of Princeton University (Fall 1996) or Section IV.C.3. of the Rules and Procedures of the Professional Library Staff of Princeton University (Fall 1986).

Members of the Professional Staffs whose duty time is 50 percent or greater for appointments of five months or more are normally eligible to participate in the benefit plans described in this section.
The following summaries are for general information only. The University intends to continue each of the benefit plans. However, it reserves the right to terminate or amend any Plan at any time and for any reason.   Any inquiries on details of the benefit plans listed in this section should be addressed to the Office of Human Resources, 1 New South Building, (609) 258-3300. More detailed information may also be found on the Benefits Web site (www.Princeton.edu/hr/ben/).

Princeton's retirement plan is offered through the Teachers Insurance and Annuity Association (TIAA) and the affiliated College Retirement Equities Fund (CREF).

The retirement plan provides for University contributions of 9.3 percent of base salary up to the Social Security taxable wage base and 15 percent above it, with no required contributions by the individual. These contributions are made only on base salary paid by the University, and not on the basis of external funding or leaves of absence without pay. Individuals may specify the allocation of contributions between TIAA (fixed and variable annuity funds) and CREF (eight variable annuity funds) in whole percentage amounts. Participation is effective in the first of the month coincident with or next following the date of appointment and staff members are fully vested after two and one half years of service. Length of employment with a previous employer will be credited toward the vesting requirement if the prior employer was classed as an exempt organization under section 501(c)(3) of the Internal Revenue Code, or if the staff member was employed by a public college or university which normally maintains a regular faculty and curriculum and normally has a regularly enrolled body of students in attendance at the place where its education activities are regularly carried on. The previous employer is defined as the staff member's most recent employer prior to joining the University. However, employment with the previous employer will not be credited if employment was terminated more than six months before the individual was appointed as a professional staff member at Princeton University. Written verification must be provided by the previous employer.

Professional staff members wishing to increase their post-retirement income may make pretax contributions through salary reduction to a Group of Supplemental Retirement Annuity (GSRA) contract through TIAA-CREF. Individuals may specify the allocation of contributions between TIAA (fixed and variable annuity funds) and CREF (eight variable annuity funds) in whole percentage amounts.

The GSRA maintains the same basic features as the regular retirement plan with some added options. Under the GSRA, your total accumulation may be paid as a lump sum benefit and loans can be drawn from the plan during employment. Accumulations may be transferred to the over 30 investment funds that are available through the Princeton University Retirement Plan with The Vanguard Group.

Professional staff members participate in the Federal Social Security and Medicare Systems by making contributions, equally with the University, through payroll deduction. Contributions are made at the rate of 6.20% on earnings up to the Social Security Taxable Wage Base for Social Security, and at the rate of 1.45% on all earnings for Medicare Hospital Insurance.

Professional staff members receive University paid basic life insurance coverage of one and one half times annual base salary up to a maximum benefit of $500,000. In addition, staff members receive University paid coverage for accidental death or dismemberment. The amount of this coverage is also equal to one and one half times annual base salary up to a maximum benefit of $500,000. Both benefits take effect on the date of appointment and continue at this rate until age 60 when they are reduced gradually based on a schedule available from the Office of Human Resources. At retirement, University paid life insurance coverage ceases.

Staff members are also covered under the University paid Business Travel Accident Insurance Plan. The coverage takes effect on the date of appointment and is equal to five times annual base salary, up to a maximum benefit of $500,000. The benefit is reduced beginning at age 70.

In addition, the University offers the opportunity to purchase supplemental group term life insurance. Under this plan, staff members may choose an additional lump sum benefit of one, two, three, or four times the final annual base salary up to a maximum benefit of $700,000. The cost for supplemental insurance depends on base salary, the option chosen, and the age of the staff member.

The University provides employees with up to eight sporadic absence days per fiscal year. Sporadic absence time may be taken by employees for personal illness, injury or accident or for the care of a sick or injured immediate family member or resident member of the household.  Employees may roll over any portion of up to 8 unused sporadic absence days from the current fiscal year to the next fiscal year, up to a combined maximum of 16 days. Unused sporadic absence days are not compensated for upon termination of an employee.

Princeton's state-approved, private temporary disability plan provides eligible faculty with income security during an extended period of illness, injury, or other disability. For details of this policy, please visit the Office of Human Resources website at http://www.princeton.edu/hr/benefits/disability/std.

Professional staff members are eligible for University paid long term disability after one year of service. The one year waiting period is waived if the staff member was enrolled in a long term disability plan with the previous employer. The previous employer is defined as the staff member's most recent employer prior to joining the University. However, employment at the previous employer will not be credited if employment was terminated more than six months before the individual was appointed as a professional staff member at Princeton University. Written verification must be provided by the previous employer. Under this plan, a staff member who qualifies for long term disability payments will receive a monthly sum which, together with benefits derived from Social Security and/or Worker's Compensation programs, will equal 60 percent of base salary at the onset of the disability, up to a maximum benefit of $10,000 per month. Eligibility for most benefits, including health care plan coverage, will continue during the period of long term disability.

Staff members and their eligible family members may select health care plan coverage under the Preferred Provider Organization (PPO) Plan, the Point of Service (POS) Plan, or a Health Maintenance Organization (HMO) Plan. Employee only coverage is available under the Catastrophic Plan. Newly appointed staff members are eligible to participate in a health care plan only as of the first of the month coincident with or following their date of hire. There is no pre-existing condition exclusion in any plan offered by the University.

The Preferred Provider Organization (PPO) Plan, administered by United HealthCare, features both an In-Network and Out-of-Network component. The In-Network approach allows members to seek care without having to designate a primary care physician. As a result, it is not necessary to obtain a referral before visiting another physician or specialist who participates in the provider network. Other features of the In-Network portion of the plan include a copay for office visits, and a deductible and coinsurance for most other services. The Out-of-Network portion of the plan provides the participant with the ability to see any physician, but at a greater cost. There is a deductible and coinsurance requirement for Out-of-Network services.

The Point of Service (POS) Plan, administered by Oxford Health Plans, features both an In-Network and Out-of-Network component. The In-Network approach requires that members seek care through a primary care physician and features no deductible, no claim forms, and a copay for office visits. Under the Out-of-Network portion of the plan, members may see a physician who is not a part of the network, but at a greater cost. There is a deductible and coinsurance requirement for Out-of-Network services.

The Catastrophic Plan is an indemnity plan that is available to employees only at no charge. (No coverage is available for a spouse and/or children.) This plan is designed to provide coverage in the event of a catastrophic illness or injury. Reimbursement through this plan will not begin until an annual deductible of $4,000 is reached.  There is no separate prescription drug program with this plan. If you are enrolled in this plan and also have medical coverage elsewhere, your coverage in the Catastrophic Plan will be primary. You will be required to submit all claims through this plan first

Several HMO plans are also available. Brochures and application forms are available through the Office of Human Resources, 1 New South Building.

In addition, information in chart form highlighting the expenses covered under each plan, and the monthly cost of each plan, is available through the Office of Human Resources and on the Benefits Web site (http://www.princeton.edu/hr/benefits/hlth/).

The staff member's contributions towards the cost of the health care plan, if any, are reduced from the staff member's pay on a pretax basis (salary reduction).

Staff members may establish a Health Benefit Expense Account (HBEA) to cover medical expenses not reimbursed or covered by their health care plans. A Dependent Care Expense Account (DCEA) may be established to cover expenses which are incurred for care of eligible dependents to allow the staff member and spouse (if married) to work or to attend school full time. Both HBEA and DCEA accounts are fully funded by the staff member through pretax contributions (salary reduction).

Staff members and their eligible family members may enroll in the Vision Care Plan which is designed to encourage participants to maintain their vision through regular eye examinations and to assist with vision care expenses for required glasses or contact lenses. The cost of the plan is fully paid by the staff member on a pretax basis (salary reduction).

Staff members and their eligible family members may enroll in the Dental Care Plan. The cost of the plan is fully paid by the staff member on a pre-tax basis (salary reduction).

Long Term Care provides a variety of services for people who are unable to care for themselves, and, is often referred to as custodial care. Medicare and private health insurance plans or disability coverage typically do not provide coverage for long term care needs. Group Long Term Care coverage is designed specifically to cover the costs associated with extended long term care. All benefits eligible regular staff members (with the exception of those appointed to a visiting rank through the Office of the Dean of Faculty), their spouse, same sex domestic partner, parents, grandparents, parents-in-law, and grandparents-in-law may apply.

The University provides tuition reimbursement, up to a maximum of $5,250 per plan year (July 1-June 30), to its staff and faculty members to assist them with the cost of their own undergraduate and graduate education.

If you are a regular benefits eligible employee scheduled to work at least five months of the year at 50% duty time or greater and were hired before July 1, 2004 you are eligible for educational assistance as of your date of hire.  If you are a regular benefits eligible employee scheduled to work at least five months of the year at 50% duty time or greater and were hired on or after July 1, 2004, you are eligible for educational assistance the first of the month coincident with or next following one year of benefits eligible service.

You must be employed by the University on the day the course begins and the day the course ends in order to receive benefits.  If courses are held during regular working hours, you must obtain your supervisor’s approval to take the time off.

Employees on Long Term Disability, (LTD), will no longer be eligible for the Staff Educational Assistance Plan.

If you are enrolled in an undergraduate or graduate degree program or an eligible certificate program, you may receive reimbursement for all courses except those involving sports, games, or hobbies (unless such courses are required as part of your degree or eligible certificate program).

If you are taking an individual course that is not part of a degree or eligible certificate program, the course must provide you with skills, knowledge, and credentials needed in your present position or that would qualify you for other positions at the University.

You must successfully complete your course with a grade of C or better (or, if the course is Pass/Fail, you must receive a grade of Pass) in order to be reimbursed. Accordingly, adult education courses, noncredit courses, seminars, and similar programs which do not provide a grade are not eligible. Courses taken at Princeton University through the Program in Continuing Education are not eligible for reimbursement through this plan. If you wish to take a course through Princeton University, you must enroll through the Program in Continuing Education. Adult education courses, seminars, workshops, and noncredit courses such as those offered by Mercer County Community College's Division of Corporate and Community Programs are not eligible for coverage under this plan.

If you are enrolled in a doctoral program you are only permitted to be reimbursed for dissertation fees, with no grade requirement, for a maximum of two plan years.

In order for your course(s) to be approved under the Staff Educational Assistance Plan, you must submit an "Application for Staff Educational Assistance Benefits" within 31 days of the first day of the semester. Applications are available from your Human Resources Office.

In order to be reimbursed for your course(s) you must submit a "Staff Educational Assistance Reimbursement Request Form" along with your official grade report and a copy of your bill within ninety days of completion of the semester. Reimbursement forms are available from your Human Resources Office.

After five years of benefits eligible service, the University provides staff members with an annual tuition grant equal to one half of tuition and mandatory educational fees up to a maximum annual benefit for their child(ren)'s undergraduate study at an accredited two or four year college.

Computing and Information Technology Programs
The Office of Information Technology (OIT) coordinates training on a wide variety of topics and presents special seminars on specific topics.   To review the current offerings, see http://www.princeton.edu/training/.
 

Program in Continuing Education
Under the University's Program in Continuing Education, members of the Professional Research, Technical, and Library Staffs with at least six-months of service at 50% duty time, as well as their spouses, same-sex domestic partners, and dependents, may enroll in one course at Princeton University each semester at a reduced tuition rate.

Admission to the program is selective, based on the quality of the applicant's academic and non-academic experience as related to the plan of study. Applicants are asked to submit letters of reference, transcripts, and test scores, if available. Admission decisions are made by the Director of the Program in Continuing Education. The Office of the Dean of the Graduate School is consulted when an applicant wishes to enroll in a graduate course. Continuing education students fully participate in class and receive a transcript of grades for completed courses. However, they are enrolled on a term-by-term basis and are not eligible for a Princeton degree.

Staff members are expected to make satisfactory arrangements with their department chair, project leaders, or supervisors for absences to attend class.

Each year, the Program in Continuing Education announces the scale of tuition charges. For further information contact the Office of Community and State Affairs, at (609) 258-3204, send e-mail (conted@princeton.edu), or access the Web site (www.princeton.edu:80/pr/pub/ce).

Faculty and Staff Assistance Program
Effective October 1, 2004, the university has begun offering an enhanced, confidential Faculty and Staff Assistance Program at no cost to university employees and their household members through Carebridge Corporation, a company with a proven track record in the field of employee assistance.  This program provides assistance in the areas of work management, personal, or family issues. 

Carebridge work-life counselors are trained, credentialed, and experienced in helping in areas such as: work relationships, alcohol and drug problems, stress management, family/parenting relationships, depression or anxiety, grief and loss, financial pressures, difficult emotional issues, spousal/child/parent abuse, marital relationships, and other similar issues or problems.  The service is strictly confidential and no names are identified or reported to anyone without your written authorization.

Carebridge is available 24 hours a day, 7 days per week by calling 1-800-437-0911. The Faculty and Staff Assistance Program will provide up to six face-to-face or telephone counseling sessions for each issue that requires personal counseling (e.g. work relationships, substance abuse, or marital counseling).  Over the telephone, Carebridge counselors will provide unlimited consultations, referrals, and information to assist with the resolution of your work-life needs such as help with eldercare or child care, personal financial management, or time management. In addition, Carebridge maintains a website at www.carebridge.com which can be accessed for information on a wide variety of topics, including child care and eldercare locater resources. In addition, our Office of Human Resources maintains a website where they post topics of special interest received from Carebridge on a monthly basis: http://www.princeton.edu/hr/benefits/worklife/carebridge/topics/.

Normally, visiting researchers and specialists, postdoctoral research fellows, and visiting fellows whose appointments are 50% or greater duty time for five months or more are eligible to receive or purchase a simplified University employee benefits package. Detailed information on the packages is available from the Office of Human Resources.

To encourage staff members to live close to the University, Princeton owns and manages over 600 rental units, including both houses and apartments, which it rents to eligible faculty.  

The rental housing program is administered by our Housing and Real Estate Services, 5 New South Building. Anyone wishing further information should contact the Housing Office at (609) 258-3125.

The University also has a mortgage loan program to assist staff members in locating near the University. Through this program, Princeton offers mortgage financing, under policies and procedures established by the Board of Trustees, at advantageous rates and terms to eligible staff members for the purchase of homes within a nine-mile radius of the University.

This program is administered by our University Mortgages Services, 7 New South Building. Anyone considering applying for a mortgage loan should contact the UMS office at (609) 258-3123.

Members of the staff and their families may purchase special discounted season tickets for men's basketball. The Princeton Weekly Bulletin lists the times and locations of all events and indicates whether or not there is an admission charge. Intramural information is also listed on the Recreational Facility Hotline (voice mail), (609) 258-4466, and on the Athletics Web site (www.princeton.edu/Siteware/CampusAthletics.shtml).

Many of the major athletic facilities of the University are available to staff members and their families at specified times throughout the week for a fee. Detailed information about the purchase of permits, fees, and regulations covering the use of facilities may be obtained from the Jadwin gymnasium ticket office, (609) 258-3538. The hours of availability for all recreational facilities are listed on the Recreation Hotline (voicemail), (609) 258-4466 and on their Web site (see Athletic Events).

Staff members are pre-assigned University Network IDs that allow access to the Internet, E-mail, and World Wide Web resources, as well as campus computing and network services. The ID also can be used by managers of departmental systems to extend access to those local resources.

The Office of Information Technology (OIT) offers a variety of in-office computing support services including hardware and software installation and troubleshooting. The OIT Help Desk assists staff with information on use of the campus and network resources (see http://helpdesk.princeton.edu/). Telephone and voice mail service and office connection to the campus television system also are available to staff through CIT, as are arrangements for audio-visual systems and services for special University events (contact Media Services at 258-3196).   A larger list of services and support available from OIT may be seen at http://www.princeton.edu/oit.

Princeton University Federal Credit Union (PUFCU) is a full service institution that has served the financial needs of the faculty and staff of Princeton University since 1972. PUFCU offers savings and checking accounts that earn competitive dividends. The National Credit Union Administration federally insures all members’ accounts up to $100,000. Low-rate loans are readily available to members of PUFCU and include Home Equity Loans/Lines of Credit, Personal Loans/Lines of Credit, New and Used Auto Loans, Computer Loans, and Shares Pledged Loans. Princeton University Federal Credit Union offers its members a variety of ways to access their accounts including the PUFCU ATM Card/VISA Check Card and CALL 24 Telephone Banking. Direct deposit/ACH and payroll deduction are also available.

PUFCU is a federally chartered, non-profit institution that is governed by its members. PUFCU is not open to the general public, but members of the faculty and staff of Princeton University, and members of their immediate family, are eligible for membership.

For more information contact PUFCU, conveniently located in the Armory Building, at (609) 258-5038, e-mail PUEFCU@Princeton.edu, or access their Web site (http://www.princetonfcu.org/).

Notices of public lectures, concerts, dramatic performances, and exhibitions are listed in the Princeton Weekly Bulletin which is sent free of charge to all faculty and staff members at their home address. You may also access the Office of Communications Web site (www.princeton.edu/pr/)

The Employee Health Office, a unit of Princeton University Health Services in McCosh Health Center, is available to all full-time and part-time faculty and staff for work-related matters and other services. The following services are available:

1. Allergy Services (call ext. 8-5035 for details of program and appointments; fee for service)
2. Travel Immunizations (call ext. 8-5035 for information and appointments; faculty, staff and dependents over age 13 are eligible; fee for service unless it is a work-related and administered as part of medical treatment for work/occupationally related illness or injury)
3. Other services (such as immunization services for non-work-related requirements or immunization updates upon recommendation of personal physician; call for information).
4. Heart Smart Health Assessments (call ext. 8-5035 for more information).

The main contact number of the Employee Health Office is (609) 258-5035 and information is also available from their web site (www.princeton.edu/puhs).

Parking is available through the University Parking Plan. Staff members are assigned a parking permit for an assigned numbered lot, not a specific space, and may apply for a decal in the TigerCard/Parking Office in the New South Building, A Level. Detailed parking and traffic regulations are issued at that time. Vehicles parked in campus lots must display a current decal.

The Prospect Association operates Prospect House which provides facilities for dining and meetings for faculty and staff members, their families, and guests. Lunch and bar services are available Monday through Friday, and special dinners are served on dates announced during the year. Several private rooms and lounges are available for meetings and private lunches, dinners, and receptions. For reservations or more information, call (609) 258-3087.

All staff members are issued a TigerCard which establishes your University affiliation and serves as a photo ID card that certifies their University affiliation for purposes of general identification.   The TigerCard provides access to a variety of University facilities--such as  the Library, athletics facilities (access requires the purchase of a gym pass), McCosh Health Center, the Housing Office, and the Frist Campus Center Ticket Office.  In addition, the TigerCard may also be used as a debit card to buy food or photocopying services and to gain admittance to those campus buildings which are electronically secured.

Identification cards are also available to spouses, domestic partners, and dependents under the age of 25, who must show them in order to use University facilities. (An application and additional documents are required. Call the TigerCard Office, 609-258-5436, for additional information.)

University-N.O.W. Day Nursery, located at 171 Broadmead, has been providing full time quality child care to the University community since 1970, and is accredited by the National Academy of Early Childhood Programs. Serving children six months through five years of age, the Nursery offers academic year and/or summer options and is open from 8:00 a.m. to 6:00 p.m. An extremely low staff turnover rate results in a stable environment provided by experienced professionals. Hot meals and snacks are provided during the academic year, and special activities such as music, nature, and tumbling enrich the program year round. University faculty and staff receive priority for admission and limited financial assistance is available. To visit the school or to request a brochure, call (609) 924-4214, or visit their Web site (www.princetonol.com/local/unow).
 

The University League Nursery School (ULNS), located at 171 Broadmead, was founded in 1949 and is accredited by the National Academy of Early Childhood Programs.   ULNS is a cooperative school that offers parents a unique opportunity to participate in their children’s early educational experiences. Parents help in their child’s classroom approximately one morning a month.   Priority in admission is given to University employees and students, and some financial aid is available based on need.   Serving children two and a half years of age through four years of age, ULNS offers a flexible choice of part-day and full-day programs, as well as an eight-week summer program.   Experienced, professional nursery school teachers provide care for the children between 8:30 a.m. to 5:30 p.m.   Music, movement and a parent-sponsored enrichment program enhance the curriculum. To visit the school or to request further information, call (609) 924-3137, or visit their Web site   (http://www.ulns.org).

The services of the library are available to staff and their family members upon presentation of a valid Princeton University identification card. Users must register at the circulation desk before borrowing for the first time. Their Web site is http://libweb.princeton.edu/).

The Office of Visa Services provides assistance with visas and other immigration matters. This office is located at the Davis International Center, 120 Alexander Street, 1st floor. Further information on the services provided by this office may be obtained by visiting or calling the office directly at (609) 258-1451 or email puvisa@princeton.edu.