Education and Training

Employee Education Benefits

Dependent Education Benefits

Human Resource Development

Employee Assistance Program

Holidays

Insurance

The Flexible Spending Account Plan

The Flexible Spending Account Plan allows employees to elect a portion of their income to be used to pay for expenses such as outside medical premiums, unreimbursed medical expenses, and dependent child care with pre-tax money. The amounts contributed to the plan are not subject to federal, state, or FICA/Medicare taxes; therefore, employees recognize tax savings for allowable expenses and an increase in spendable income.

The plan year runs from Jan. 1 to Dec. 31, and all full-time, non-student employees are eligible to participate if their most recent employment period is continuous for a minimum of one year–nine or 12 months as appropriate to the appointment. Participation is optional, and there is a 30-day enrollment period each year. This plan does not roll over from one year to the next; employees must enroll each November.

Life Insurance

Disability Insurance Plans

  • Salary Continuation -Short Term Disability Plan (Self-Insured)

  • Long-term Disability Group

  • Voluntary Supplemental Long-Term Disability

Leave Programs

Employees eligible for participation in Auburn University leave programs are those on a regular appointment of 50 percent time or more and who are expected to be employed continuously for 12 months or longer. Supervisors may request written documentation prior to approving any paid leave except annual leave.

Annual Leave

Sick Leave

Auburn University provides paid sick leave benefits to all eligible employees. Sick leave is defined as the absence of an employee from work for one or more of the following reasons:

  • Personal illness or injury which prevents the employee from performing his or her duties

  • The employee's or immediate family member's appointment with a physician, dentist, optometrist, psychologist or other recognized health practitioner, hospital, or clinic. Employees are expected to return to work as soon as the appointment is completed. Employees are encouraged to schedule such appointments outside working hours whenever possible.

  • The illness, injury or disability of a member of the immediate family, when the presence of the employee is required

  • Sick leave must be used for medical reasons. The employee must notify their immediate supervisor prior to the beginning of the scheduled workday if unable to report for work due to illness or injury. They must assume full responsibility for notifying their supervisor. A supervisor may request written documentation as to the circumstances of an employee's absence prior to approving any paid leave except annual leave.

Full-time employees will accrue sick leave at the rate of 8 hours per month (96 hours per year). Sick leave may not be used until it is accrued. "Hours worked" includes holidays and paid leave.

An employee accrues sick leave whenever they are in pay status, including approved leave with pay, with the exception of salary continuation pay. Sick leave does not accrue during any period of leave without pay. Sick leave accrues while participating in the on-the-job injury program.

If an employee has advance knowledge of the need for extended sick leave, they should notify their supervisor so arrangements can be made for a temporary replacement, if necessary. Included with such leave request must be a written document from the attending physician indicating the inclusive sick leave dates. The request will include a statement of the anticipated date on which the employee is approved to return to work, and a statement that they intend to return to work. Upon returning to work from extended sick leave, they must present written documentation from the attending physician certifying fitness to work. They are expected to give their supervisor as much notice as possible of the planned date of return to work.

Sick leave requests must be submitted via TigerTime in order to be filed by the first workday following the return from an absence.

All eligible employees hired before Oct. 1, 1990, may be compensated for unused sick leave at the rate of 25 percent of the balance, subject to a maximum of one additional month's compensation upon terminating University employment.

Outside employment during an employee's sick leave is prohibited and may result in disciplinary action, up to and including immediate termination of employment.

Employees who transfer to or from another school or agency which participates in the State Teachers Retirement system, on or after August 2001, may retain their accrued and unused sick leave balances.

Bereavement Leave

Court and Jury Duty Leave

Military Leave 

Family and Medical Leave Act (FMLA)

Community Service Leave (CSL)

Paid Parental Leave

Hardship Fund

Leave Without Pay (LWOP)

(LWOP) has three major categories:

  • Extended Leave Without Pay - A certified personal illness, injury, or disability. The critical nature of an immediate family member's illness or injury may also justify the granting of extended leave without pay depending upon the circumstances. All accrued sick leave must be used before extended sick leave without pay may be considered.

  • Voluntary Leave Without Pay - A leave status for employees who have exhausted applicable paid leave time, but who, for approved reasons, are not immediately returning to work. A memo of request for extended sick leave without pay will be submitted in advance through the Department Head to Auburn University Human Resources (AUHR) for approval. The employee should provide a statement of the date he or she intends to  return to work. Such leave, once approved, will not exceed a period of six months.

  • Disciplinary LWOP - Placement on leave as a result of disciplinary action taken by an employee’s supervisor and the University. 

Payroll

Human Resources is responsible for payroll at Auburn University and Auburn Montgomery.

There are three pay frequencies for employees -- monthly, biweekly and semimonthly.  These payroll types have varying pay cycles and are paid at predetermined intervals throughout the year. The employee classification and position assignment determine on which pay type an employee will be paid. 

Additional Information

On-The-Job-Injury (OJI) Program

Retirement Plans

Mandatory Plans

Voluntary Plans

  • 403(b) Tax Deferred Annuity Plan (or Roth)

  • 457(b) Deferred Compensation Plan (or Roth)

Other Benefits

Auburn University Federal Credit Union

Payroll deduction is permitted for savings and loans at the Auburn University Federal Credit Union. All necessary arrangements must be made through the Credit Union office.

Benefits While on a Leave of Absence Without Pay

Group health care and group life coverage may be extended for employees on official leave without pay as follows:

  • Involuntary Leave Without Pay - Coverage will continue with no change in premium provided the employee requests continuation of coverage and arranges for advanced premium payment. Periodic reviews will be made for employees to maintain this status.

  • Voluntary Leave Without Pay - Coverage will continue for the pay period for which their last premium was deducted.

  • Professional Improvement or Study Leave - Faculty and specifically identified Alabama Cooperative Extension System employees who have been properly approved for professional improvement leave and/or study leave, will be permitted to maintain coverage with no change in premium contribution to the extent and conditions stated in the Faculty Handbook. The employee must request continuation of coverage and arrange for advance premium payment.

  • Family Medical Leave - Employees approved for leave under the Family Medical Leave Act will be permitted to continue their group health insurance coverage with no change in premium in accordance with the University’s policy and procedures.

Please note: In general, disability benefits will not be effective while on any of these four types of leave of absence without pay.

Bookstore Discounts

Employees are eligible for a 10 percent discount off the total purchase price of all items at the University Bookstore.

Employers’ Child Care Alliance

Auburn University, in partnership with other major Lee County employers, formed this consortium to identify and address child care needs of employees. Its initial projects are:

  • The Quality Enhancement Partnership through which several thousand hours of child care training have been sponsored and several centers assisted through incremental steps to accreditation

  • BRIDGES, a full-time program of care for older children during the spring, summer, and after school hours

  • The Enhanced Resource and Referral Service for employee families 

United Way

All faculty and staff are invited to participate in the annual United Way Fund Drive. The necessary pledge cards are distributed each fall by the United Way local representatives and should be returned to the local representatives who will forward the pledge card for payroll deduction.