Flexible Benefits

The Technical College System of Georgia (TCSG) and its constituent Technical Colleges shall permit qualified employees to participate in the flexible benefits programs permitted by other State of Georgia employees. The programs may include legal, dental, life, disability, and vision insurance; deferred compensation programs; and flexible spending accounts that permit employees’ specific health-related and childcare expenses to be paid out of pre-tax dollars.

Any employee who works at least thirty (30) hours a week and is expected to work for at

least nine (9) months is eligible for the Flexible Benefits Program. However, some

employees, such as temporary, contingent, and student employees, are not eligible.

The employee may select the flexible plans they wish at the time of their appointment or

during the annual open enrollment period.

For more information regarding Flexible Benefits please visit https://team.georgia.gov/ then select My Benefits and Flexible Benefits or visit www.GaBreeze.ga.gov. 

State Health Benefits

Eligible employees may select the flexible plans they wish at the time of their appointment or

during the annual open enrollment period.

For eligibility and benefits administration questions, please contact SHBP Member Services via email at SHBPservicecenter@adp.com or by phone at 800-610-1863. SHBP Member Services Hours: Monday – Friday 8:30 a.m. to 5:00 p.m. ET. https://myshbpga.adp.com/shbp/

For medical claims administration inquiries, including the processing, payment, and appeals of medical claims, please contact your Medical Claims Administrator at the number listed on the back of your insurance card or SHBP Member Services and select the appropriate option. SHBPservicecenter@adp.com.

Leave

Eligible Employee: An individual appointed to a full- or part-time salaried position in a TCSG work unit and eligible for State of Georgia-sponsored benefits as provided in the TCSG procedure governing Categories of Employment. Within the parameters of this procedure, an individual appointed to a full-time position has a work commitment of thirty (30) or more hours per week. In addition, under SPB Rule 16, Education Support leave and Paid Parental Leave has unique eligibility requirements.

Annual Leave

An eligible full-time employee shall accrue annual leave at the end of each established pay period provided they are in pay status for the required number of hours as follows:

  1. an employee who is paid semi-monthly must be in pay status for at least forty (40) hours during the pay period; and,
  2. an employee paid monthly must be in pay status for at least eighty (80) hours during the pay period.

Full-time employees scheduled for at least 40 hours per work week accrue annual leave at the following rates:

Complete Months of Continuous Service Paid Semi-Monthly Paid Monthly
0 through 60 5 hours per pay period 10 hours per pay period
60+ through 120 6 hours per pay period 12 hours per pay period
120+ 7 hours per pay period 14 hours per pay period
An employee must receive prior approval from his/her immediate supervisor or other designated work unit official before annual leave except in a bona fide emergency.  Employees should follow the protocol as outlined by the immediate supervisor when requesting annual leave.

Sick Leave

  1. An eligible full-time employee begins earning sick leave on his/her hire date and shall accrue leave at the end of each established pay period provided they are in pay status for the required number of hours as follows:
    1. an employee who is paid semi-monthly must be in pay status for at least forty (40) hours during the pay period; and,
    2. an employee paid monthly must be in pay status for at least eighty (80) hours during the pay period.
  2. Full-time employees paid on a semi-monthly basis are eligible to accrue five (5) hours of sick leave at the end of each pay period. In comparison, full-time employees paid monthly are eligible to accrue ten (10) hours of sick leave at the end of each pay period, regardless
    of the length of service.
  3. An eligible part-time employee who works twenty (20) or more hours per week shall accrue sick leave at the end of each established pay period. The rate of accrual is pro-rated by the percentage of time worked. For example, a thirty (30) hour per week employee paid monthly shall accrue 7.5 hours of sick leave: 30 hours per week divided by 40 = .75, multiplied by ten (10) hours which equals 7.5 hours.
  4. The minimum period an eligible part-time employee must be in pay status to accrue pro-rated sick leave similarly pro-rated. An employee that works 75% of a full schedule would need to be in pay status for 75% of the pay period—for example, a ¾ time, thirty (30) hours per week employee paid semi-monthly must remain in pay status for 30 hours during the pay period.
Employees should follow the protocol as outlined by the immediate supervisor when requesting sick leave.
Voting Leave

All TCSG employees are encouraged to vote in primary and general elections at the local, state, and national levels.

An eligible employee may request to use up to two (2) hours of paid leave to vote. NOTE: the TCSG work unit may specify the
hour(s) during which paid voting leave will be provided. Voting leave is not available for voting mid-day. It must be taken at the beginning or the end of the workday.

An eligible employee who is scheduled to begin work at least two (2) hours after the polls open or end work at least two (2) hours before the polls close is not eligible for voting leave; however, he/she may use accrued leave.

Paid Parent Leave

Eligible employees may take paid parental leave for one of the following qualifying life events listed below. Paid parental leave is not charged against an employee’s accrued leave.

  1. birth of the employee’s child
  2. placement of a minor child for adoption with the employee
  3. placement of a minor child for foster care with the employee

Employee Should submit a written request with supporting documentation to Human Resources for approval.

Family Medical Leave

The Family and Medical Leave Act (FMLA) allows eligible employees to take job-protected leave for specific reasons. The maximum amount of leave an employee may use is 12 or 26 weeks within a twelve 12-month period depending on the reasons for the leave.

Eligibility: To be eligible for FLMA leave, an employee must:

  1. Have worked at least 12 months for any State of Georgia agency, department, board, bureau, etc., in the preceding seven (7) years except for any break-in-service occasioned by the fulfillment of an employee’s National Guard or Reserve military service obligation.
  2. Have worked at least 1,250 hours for any State of Georgia agency, department, board, bureau, etc., during the 12 months immediately preceding the date FMLA leave is to begin except that an employee returning from fulfilling his/her National Guard or Reserve military obligation shall be credited with the hours of service that could have been performed but for the period of military service in determining whether the employee worked the 1,250 hours of service.

    3. Eligible Reasons:

    1. Birth of a child or to care for/bond with a newly born child (up to 12 weeks).
    2. Placement of a child with the employee for adoption or foster care (up to 12 weeks).
    3. To care for an immediate family member (employee’s spouse, child, or parent) with a serious health condition (up to 12 weeks).
    4. Because of an employee’s serious health condition makes him/her unable to perform his/her job (up to 12 weeks).
    5. To care for a covered service member with a severe injury or illness related to certain types of military service (up to 26 weeks).
    6. To manage qualifying exigencies arising because the employee’s spouse, son, daughter, or parent is on active duty under a call or order to active duty in the Armed Forces (e.g., National Guard or Reserves) in support of a contingency operation (up to 12 weeks)

      7. The Family and Medical Leave Act (FMLA) allows eligible employees to take job-protected leave for specific reasons. The maximum amount of leave an employee may use is 12 or 26 weeks within a twelve 12-month period depending on the reasons for the leave.

      Please visit the link below to obtain the required forms:
      Family and Medical Leave Act Leave (FMLA)

Worker’s Compensation

An employee injured on the job or who suffers a work-related illness should notify their supervisor of the injury/illness. In the absence of their supervisor, the employee should provide notice of the injury/illness to the System Office or Technical College human resources representative responsible for managing workers’ compensation matters or other available human resources staff members. The employee should also provide the System Office or Technical College office of human resources with a completed Employee’s Report of Injury Form below.

Workers’ Compensation – Reporting an Accident

Payroll

Employees may login to their self- service account to manage their time and leave and update personal information at the link below.

Employee Self Service

Direct Deposit

All full and part-time Technical College System of Georgia (TCSG) employees hired on or after May 1, 2010, shall be required to use direct deposit to receive all payroll-related payments unless specifically exempted by the State Accounting Officer. In addition, at the discretion of the TCSG System Office or employing Technical College, all such employees may be required to have all other reimbursements (e.g., travel) directly deposited. All employees hired before May 1, 2010, are subject to the same mandate; however, any employee who fails to adhere to the directive will continue to receive a paper check for associated wages. In these instances, pay delivery will be delayed as described in Paragraph V. B. 6. At the discretion of the TCSG System Office or employing Technical College, these employees may also be required to have all other reimbursements (e.g., travel) directly deposited.

Direct Deposit of Pay

Tax Forms

Any changes to your tax deductions should be submitted via the following forms:

Form W-4 (irs.gov)
Form G-4 Employee Withholding | Georgia Department of Revenue

Employee Complaint Policy

Filing a Complaint

  1. Employees and their respective supervisors are encouraged to resolve complaints reasonably before utilizing the formal Employee Complaint Resolution Procedure.
  2. While employees are encouraged to resolve complaints within their chain of command, eligible employees may also file a written complaint with the complaint coordinator. The complaint must include:
    1. An explanation of the employee’s specific concern (the eligible issue involved);
    2. The parties involved, to include any witnesses with knowledge of the subject of the complaint
    3. A description of how the employee has been unfavorably affected;
    4. The time, date, and place of any event on the complaint;
    5. Any policy or procedure at issue and how it was erroneously interpreted or applied; and
    6. A description of the relief or results the employee is seeking.
    A complaint must be filed within ten workdays of the occurrence of the subject of the complaint or within ten workdays of the date the employee becomes aware or should have reasonably been aware of the problem. The coordinator can grant a waiver to extend the filing deadline.
 A complaint is considered received on the day it is delivered to the Agency Complaint Resolution Coordinator by mail, electronic transmission, or personal delivery. Complaint Policy and Attachments

Employee Assistance Program

The Technical College System of Georgia (TCSG) recognizes the need to assist employees with addressing concerns that can adversely impact their personal and work lives, interfere with their job performance, or negatively affect the workplace. As a resource to covered employees, the TCSG provides a comprehensive Employee Assistance Program (EAP) through a contract provider organization. The program is both an employee benefit and a management tool designed to build and maintain a quality workforce. Participation in an EAP neither protects an employee from warranted disciplinary action nor jeopardizes an employee’s job or career advancement.

The TCSG Employee Assistance Program Provider is ESPYR.

Phone: 1-855-584-3855

Website: Care.Espyr.com (Password: SOG2015)

Employee Suggestion

Please complete the following form:

pdf icon