News You Can Use

SB1134 Extends Credit for Unused Sick Leave to all OTRS Members
Effective July 1, 2004, members who joined OTRS on or after July 1, 1992, will receive the same credit for accumulated unused sick leave as members who joined OTRS prior to July 1, 1992. Sick leave days already accumulated can be included in each member’s total sick leave record for retirement purposes.

Human Resources began capturing forfeited sick leave since 1993. We continue to record accrued sick leave in excess of the 1600 hour maximum accrual allowed by OSU policy. These amounts are transferred to an Extended Sick Leave Account and used for reporting purposes. When verifying sick leave credit for OTRS, OSU will include both the regular sick leave balance and the extended sick leave balance.

OTRS’s rules allow a member to receive one year of credit for 120 days (960 hours) of unused sick leave. Or, the member may add days of sick leave to days worked during a school year to make a partial year of work count as a full year.

Sick leave credit counts toward qualifying for retirement under the Rule of 80 or Rule of 90, but cannot be counted to vest an account. Last year vesting (membership years required for a retirement annuity) was reduced from ten to five years.

HB2643 Extends Survivor Benefits to all OTRS Members
All OTRS active members are now covered by the $18,000 death benefit. Previously this applied only to the members who joined OTRS prior to July 1, 1992. In addition, in case of death of the OTRS member who would have qualified for retirement benefits prior to death, the survivors will have the same options that were given to members who joined OTRS prior to July 1, 1992, concerning retirement annuity benefits and/or lump sum cash options.

As a reminder, although HB2226 allows current employees of OSU who are participating in OTRS an opportunity for a one-time irrevocable lifetime election to opt out of OTRS, current employees will not have this option for at least a year.

It is expected to take approximately a year for IRS to make a ruling. The exact provisions regarding the opportunity to stay with OTRS, or leave OTRS and enroll in the new Alternative Retirement Plan (ARP), will be specified during the IRS approval process.

After OSU receives IRS approval, current affected employees will have up to one year to make the one-time irrevocable decision. Individual information will be provided to assist with the decision-making process. We will keep you informed of the progress as information becomes available.

HB2226 also gives significantly improved retirement benefits to current employees who joined OTRS prior to July 1, 1995. If you received an estimate of your OTRS retirement benefits prior to the enactment of HB2226, you will want to request a new calculation in the near future. OTRS may need a little time to program the new formulas and prepare calculations. Call OTRS at 1-877-738-6365 to request a calculation, or request one through the web at www.trs.state.ok.us/.

On April 20, 2004, the Department of Labor issued changes to the overtime exemption regulations under the Fair Labor Standards Act (FLSA). These changes were made in an effort to clarify antiquated and complex rules used in determining whether the duties of a position make the employee exempt under the FLSA overtime exemption regulations. The salary requirement was increased up to $455/week ($23,660/year) and the duties test was streamlined. The revision was also rewritten to define situations when an exempt employee’s status could be lost.

The revised regulations will become effective August 23, 2004, however, there is legislation pending that may impact the changes. OSU Human Resources is monitoring the pending legislation while continuing to work towards ensuring OSU compliance.

Some current exempt positions may not pass the new salary or duties requirements of the exemption regulations. Employees who are currently in those positions can be assured that even if the position becomes non-exempt, the employee’s current benefit structures, including leave accruals and retirement, will remain the same as they currently are. If you have questions regarding these new regulations please contact OSU Human Resources, (405) 744-5449.

If you enrolled in long-term care, the premiums should begin with your July pay. Long-term care deductions will be identified as LNG TRM CR on your payroll advice. Contact John Hancock, 1-800-482-0022, if you have questions about the amount of premium deductions. If your pay is insufficient to collect the full premium, then none will be collected through the OSU payroll. John Hancock may bill you direct or may request that OSU collect double the premium next month.

If you are paid biweekly and are currently enrolled with a 403(b) tax deferred annuity or a 457(b) deferred compensation plan, your monthly voluntary retirement contribution will be split between your first and second payroll each month rather than having the full deduction from the second payroll each month. No action is needed on your part for the change to occur.

If you would like to increase or decrease your deductions with this opportunity to deduct from two checks each month, please complete a new salary reduction form and send to 106 Whitehurst. The form is on the web at www.okstate.edu/osu_per/benefits/benforms.html.

July 15	At Your Service!
July 21	Records Retention
August 3	Purchasing Card Training
August 5	New Employee Orientation
August 5	FISH! Philosophy: How to Catch a World Famous Attitude
August 12	C.L.E.A.R. (Leadership Seminar)
August 26	Building Interpersonal Skills

For more information, refer to your 2004 Faculty and Staff Development Opportunities brochure, or go to www.okstate.edu/osu_per/hr/staff_dvpt04.htm, or call Training Services, (405) 744-5374.

To register, send an e-mail to osu-trng@okstate.edu, go to http://fp.okstate.edu/hrosu/training_enroll.htm, or call Training Services, (405) 744-5374.

We would love to hear from you regarding staff development and what program topics would be of benefit to you. What topic for a seminar would help you in your job and could you support by attending?

We invite you to send us your ideas. E-mail suggestions to: osu-trng@okstate.edu.

If you have completed the required hours of training for either the Leadership Development Program or the Ambassador Program, you will need to send a copy of the completion form to Training Services, 106 Whitehurst, by July 15, 2004. If you submit your completion form by the July 15 deadline date, you will be recognized in the program of the Staff Awards Day, held annually in November.

If you are in the Advanced Leadership Program, you have until December 10, 2004, to submit your completion form. You will be recognized at a banquet in February 2005.

Employee Services offers notary services to the campus free of charge from 8am to 5pm Monday through Friday. If you need notary service, feel free to drop by the Employee Services windows at 106 Whitehurst. Please bring a photo ID with you, and we will be glad to verify your signature in our presence. If you have questions, call (405) 744-5449.

As we embark upon this year of elections, employees may be considering participation in the political process. In the event this occurs, it is important to understand University policy.

It is the policy of the Board of Regents that all employees of institutions under their jurisdiction enjoy full rights and privileges of citizens to participate in political activities in the State of Oklahoma and the United States. However, students and other constituencies of publicly supported universities and colleges may rightfully expect competent services from employees of publicly supported institutions.

Employees are permitted to freely engage in lawful political activities of any kind provided such activities are conducted on the individual’s own time, do not interfere with official duties and responsibilities, and are not inconsistent with other parts of the University policy.

Employees are permitted to campaign for and hold non-partisan offices, such as member of a school board, city council and/or other local offices.
An employee may accept an appointed position in government requiring full-time service, provided, before accepting such position an employee is required to request and be approved for leave without pay or resign.

An employee who wishes to assume a major role in a partisan political campaign is obligated to discuss such plans well in advance with the appropriate supervisor. If the supervisor determines that the activity would impinge to any extent upon the employee’s work responsibilities, the proposed political activity must be reviewed and approved through regular administrative channels to the President’s Office.

The political activities may not involve the institution’s name, symbols, or in any way imply institutional support or support of the Board pertaining to the political interest supported by the employee.

Any employee intending to conduct a personal candidacy for a partisan elective office must obtain approval by the President’s Office prior to any announcement by the employee for such office. If elected, the employee shall resign.

All employees are expected to take sufficient action to assure that their political activities are consistent with the provisions of the policy.
If necessary to enforce the provisions of the policy, a review should be conducted by the highest levels of administration and governance.

Presentation by TIAA-CREF
Wednesday, July 14, 2004
106B Whitehurst
2pm to 3pm
To reserve your seat, please sign up at www.tiaa-cref.org/moc

OSU Human Resources developed this information for the convenience of OSU employees. It is a brief interpretation of more detailed and complex materials. If further clarification is needed, the actual law, policy and contract should be consulted as the authoritative source. OSU continually monitors benefits, policy and procedures and reserves the right to change, modify, amend, or terminate benefit programs at any time.