SECTION 6 EMPLOYEE BENEFITS
The University has established a variety of employee benefit plans. The following is a brief summary of those plans. Complete descriptions of the programs are contained in master plan documents and summary plan description booklets, copies of which are maintained by the Human Resource Office. In the event of any contradiction between the information appearing in this handbook and the information that appears in the master plan documents, the master plan documents shall govern in all cases.
The University reserves the right to amend or terminate any of these programs or to require or to increase employee premium contributions toward any benefits at its discretion and for whatever reasons it considers appropriate.
For more complete information regarding any benefit programs, please contact the Human Resource Office.
6.2 FACULTY BENEFIT ELIGIBILITY
A. Eligibility for full benefitsFull-time continuing faculty are eligible to receive full benefits (including medical/dental, retirement, disability, life insurance, and tuition remission.
B. Eligibility for Medical/Dental benefits only
Faculty members are eligible to receive medical/dental benefits only provided their employment status meets one of the following criteria:
Full-time temporary, or
Three-quarter time continuing after five (5) consecutive years.
C. Eligibility for self-payment of Medical/Dental benefits
Faculty members who are assigned a minimum of .5 FTE on a continuing basis may purchase medical/dental benefits on a self-pay basis through a payroll deduction plan.
The University currently provides three options for medical insurance for staff members who are eligible for medical/dental benefits (see above). The University provides the cost of employee-only coverage with its basic indemnity plan. Coverage for other family members or with one of the other plans is available through a payroll deduction. The cost is the difference between the employee-only premium and the rates for dependent coverage.
Dental insurance is provided by the University for faculty and staff members who are benefit eligible. Details regarding dependent dental coverage may be obtained from the Human Resources Office.
Medical and dental coverage is effective on the date of employment. Additional information, including rates for the various options, is available from the Human Resources Office.
6.4 MAIL-IN PRESCRIPTION SERVICE
Depending on which medical insurance plan is elected, employees may be eligible to participate in one of two mail-in prescription services. These plans are available as part of either the Principal Medical plan or HMO Oregon to provide employees with maintenance prescription drugs by mail at a very nominal cost. Currently, maintenance medications are available at a cost of $15.00 for a 90-day supply. Brochures describing these plans in detail are available from the Human Resources Office.
6.5 EMPLOYEE ASSISTANCE PROGRAM
Willamette University offers the services of an Employee Assistance Program (EAP) to all benefit eligible employees and their immediate family members. .
An Employee Assistance Program provides free, confidential professional counseling services for employees and their family members to assist when problems or stressful situations interfere with day-to-day activities, and to assist in preventing personal or work-related problems.
Covered employees and their immediate family members will receive five free counseling visits per incident per year. If there is a need for counseling services beyond the five visits, the EAP counselor will assist in coordinating those services with health insurance providers to take advantage of any insurance benefits available.
The Human Resources Office can provide brochures describing the EAP services in detail, as well as the address and phone number of their four locations.
Influenza Immunizations
Each Fall, in anticipation of the Winter flu season, Willamette University provides an on-site flu vaccine clinic offering free flu shots to Willamette employees. Family members are invited to take advantage of the flu shot clinic at a very nominal cost.
Health Screenings
In conjunction with our annual Fringe Benefit and Health Fair each Spring, the University offers a variety of wellness screening procedures administered by representatives from Salem Hospital at no cost to Willamette employees. These typically include cholesterol screenings, glucose tolerance (blood sugar), TB skin test, and blood pressure checks.
Smoking Cessation
In the interest of the health and well-being of Willamette employees and to assist any employee who wishes to quit smoking, the University may cover the cost of a smoking cessation program that is approved in advance by the Director of Human Resources.
Sparks Center
A Willamette University employee ID card is the employee's pass to use Sparks Center athletic, swimming and recreational facilities, including the fitness center. Passes for spouses, domestic partners and children (dependent, still living at home and under age 23) are available through the Sparks Center Director's office. Locker and towel service is available for a nominal charge.
As part of its benefit package, Willamette University offers an Internal Revenue Code (IRC) Section 125 Flexible Spending Account. Section 125 allows employees to pay for certain health related and/or dependent care expenses with pre-tax dollars. These expenses include health, dental and vision premiums, unreimbursed medical costs, and child care expenses.
Employees can estimate the amount of their out-of-pocket expenses and authorize the University to withhold that amount from their gross salary before any taxes are figured. As they incur these expenses, they simply submit a request form with receipt(s) and are reimbursed directly without paying tax on the money. Brochures describing the plan in detail are available from the Human Resources Office.
To assist employees in providing for their families, the University carries a group term life insurance policy for faculty members who are eligible for full benefits. This benefit is provided to employees without charge and coverage is effective on the first of the month concurrent with or following the date of hire.
The coverage is equal to two times the annual salary for employees less than 65 years of age. The insurance is reduced by thirty-five percent (35%) at the employees 65th birthday. At age 70 the insurance is eliminated.
A specific policy will be provided each employee soon after enrollment in the group term life insurance program. A master policy is maintained in the Human Resource Office. Premium dollars paid by the University for insurance coverage above $50,000 are considered taxable income for the affected employee.
6.9 DISABILITY INSURANCE COVERAGE FOR FACULTY
The University provides disability insurance coverage at no cost for full-time continuing faculty members. The plan protects eligible faculty members against total loss of income due to a long-term disability from illness or injury by providing payments beginning after all medical leave is taken or after 90 days of disability, whichever is first. The plan is designed to augment the University’s medical leave program. Faculty members may continue health and life insurance through self-payment of the premium.
One year of employment at Willamette is required prior to eligibility for the program. A new employee covered by long-term disability at a previous institution is admitted to the program without the one-year waiting period. The eligible faculty member will receive compensation at 60 percent of monthly salary not to exceed a benefit of $4,500, less the sum of the benefits received from other deductible sources of income, i.e. Social Security, workers’ compensation, etc. University-paid benefits are available on a self-pay basis. Long Term Disability insurance payments are provided as long as the faculty member is disabled or until the employee reaches age 65. A copy of the policy is available in the Human Resources Office.
6.10 TRAVEL ACCIDENT INSURANCE
Employees of Willamette University are covered for accidental death or dismemberment while traveling on official college-authorized business. The plan provides up to $100,000 for the loss of life, limb or sight, and the entire cost of the plan is paid by the University.
The University’s retirement plan provides for the purchase of a retirement annuity contract or the investment in an approved mutual fund. The annuity contract or mutual fund investment is the property of the employee. The University currently offers employees four different insurance or mutual fund companies from which to choose.
Eligibility for the program requires that the faculty member hold a continuing full-time position
(See Section 6.2, BENEFIT ELIGIBILITY). The University contributes an amount equal to 10 percent of the employee’s gross base salary. The employee contributes a minimum of one percent of his or her gross base salary through a payroll deduction. Participation in the retirement program is a condition of employment with the University.
Employees have the option of allocating contributions between various investment vehicles. Allocation between funds may be changed as of the first day of any month, provided sufficient advance notice is given. All amounts contributed by the University and by the employee are fully vested from the start.
Because careful planning can greatly aid the transition to retirement, employees should initiate contact with the Human Resources Office and appropriate agencies several months prior to the expected retirement date.
6.12 SUPPLEMENTAL RETIREMENT PLAN
All faculty and staff members, including those who are not eligible for the retirement plan, may elect to make pre-tax or after-tax contributions to retirement savings by establishing a tax sheltered annuity (TSA) or other savings plan as regulated by Section 403(b) of the Internal Revenue Code.
Salary reduction allows you to set aside money from your gross salary before taxes. Salary reduction not only offers the benefits of untaxed income and current taxes. There are limits on the total contributions through salary reduction that can be made to your TSA. Voluntary pre-tax contributions to 403(b) plans cannot exceed $9,500 per year.
Salary deduction allows you to set aside money from your net salary after taxes have been taken out. These contributions come back to you as tax-free income since you have already paid taxes on the money, although you will be taxed on any earnings that accumulate.
TSA’s are available through the same insurance or mutual fund companies as the retirement plan. The Human Resources Office can provide you with brochures describing these options and can assist you in establishing your account.
6.13 VOLUNTARY SEVERANCE ARRANGEMENT GUIDELINES
1. ELIGIBILITY A Willamette University employee who has been a full-time member of the faculty or administration for at least twenty years attaining the age of 59. Sabbaticals with salary and leaves of absence with salary shall be included for computing full-time years of service. Election of Voluntary Severance is made by signing the University's Voluntary Severance Agreement prior to September 1 of the year of separation.
2. VOLUNTARY SEVERANCE PAYMENTS A voluntary severance payment will be made to an individual on a monthly basis for a period of three years or until the individual attains age 65, whichever is earlier. The payment during the first year of the arrangement will be equal to one-third of the salary of the last full year of employment. The payment during the second year of the arrangement will be increased to reflect the amount of salary increase given to continuing professors or administrators in the same rank or status during the individual's second year of voluntary severance.
3. PAYMENTS IN THE EVENT OF DEATH If an individual dies prior to age 65 and prior to receiving three years of voluntary severance benefits, the individual's designated beneficiary shall receive one-half of the individual's regular voluntary severance payments for the period of time the retiree would have received such payments had the individual lived.
4. EMPLOYER CONTRIBUTION TO EXISTING RETIREMENT PLANS The employer portion of contributions to the Teachers Insurance Annuity Association (TIAA), the College Retirement Equity Fund (CREF), or such other University retirement programs in effect will be paid by the University for three years or until the individual reaches age 65, whichever is earlier, according to the voluntary severance salary stated in the attached agreement, unless the individual requests and receives payments under such retirement plans. No employer contributions will be made to such retirement plans after death of individual.
5. INSURANCE For a period of three years or until the individual reaches the age of 65, whichever is earlier, the individual may elect to participate in the University's medical and hospitalization plans on the same basis as if individual were a full time faculty or administration member. Deductions from voluntary severance pay because of participation in medical and hospitalization plans will be made on the same basis such deductions would have been made had the individual continued employment with the University. The individual will be covered by the University life insurance policy as if retiree were a full-time member of the faculty or administration.
6. EMPLOYMENT WITH UNIVERSITY During the period of voluntary severance payments, the individual is not required to render any services to the University, and the University is not required to hire the individual in any capacity. However, during such period of voluntary severance payments, the individual may contribute services to the University upon such terms and conditions as are mutually agreeable to the University and individual who has entered into a voluntary severance agreement.
7. ELECTION OF VOLUNTARY SEVERANCE IRREVOCABLE The election to accept a voluntary severance arrangement is irrevocable and no changes will be made to the Voluntary Severance Agreement that an individual signs with the University.
8. ACCEPTANCE OF EMPLOYMENT AT OTHER EDUCATIONAL INSTITUTIONS An individual receiving benefits under this program shall accept not more than half-time employment in an academic or administrative position at another educational institution. If employment exceeding half of the normal instructional or administrative load is accepted during the period of voluntary severance payments before age 65, the benefits of this program of voluntary severance will be suspended effective at the time of such employment.
9. MODIFICATION OF VOLUNTARY SEVERANCE ARRANGEMENT GUIDELINES The Board of Trustees reserves the right to modify the Voluntary Severance Program at any time. However, any modifications of the Voluntary Severance Arrangement Guidelines by the Board shall not affect individuals signing a Voluntary Severance Agreement prior to the effective date of such modification.
3/7/97
The basic intent of this benefit program is to provide reasonable educational benefits for employees who are eligible for full benefits, and for the employee's immediate family.
Conditions For All Educational Benefits:
A. Full-time continuing faculty members who have completed six months of service.B. All tuition remission benefits are based on the employee's continuous employment during the term of the benefit. If employment terminates for any reason (other than retirement or disability) during the term before completion of the course, a proportional tuition charge must be paid.
C. Tuition remission benefits apply only to tuition costs and not to any course-related expenses such as laboratory fees, material fees, travel expenditures, etc.
D. Tuition remission benefits do not apply to individual instruction coursework (e.g. individual music lessons).
E. All individuals (employee, spouse, or dependents) must apply for admission through the Office of Admission. Admission will be based on normal admission standards and such admission is not guaranteed because of the tuition benefit.
F. Anyone who is eligible for any type of state or federal grant (including but not limited to Pell Grants, Social Security benefits, and Veterans benefits) must apply for such assistance prior to becoming eligible for Willamette tuition remission. Anyone who received federal and/or state funding will have his/her tuition remission reduced by the amount of such funding.
Employee:
A. An eligible employee, upon receiving the necessary approval, may take one course per semester at Willamette University without tuition charge. Requests for taking coursework are initiated by completing a form available in the Human Resource Office. This form must be approved by the employee's direct supervisor and area vice president or dean. (An employee who wishes to attend any regularly scheduled class offered without cost on an informal, no-credit basis must also receive approval of the instructor and register as an academic listener.) If approved, requests shall be returned to the Human Resources Office.B. An employee who wishes to take additional courses for credit at the same time must seek approval from those listed above. Approval for additional courses is rarely given; however, if approved, the employee will only be charged half the tuition rate.
C. If space is limited in a particular course, preference will be given to tuition-paying students.
Employee's Spouse:
A. An employee's spouse is eligible to take one undergraduate course for credit per semester at Willamette University without tuition charge.B. An employee's spouse who wishes to take additional undergraduate courses for credit at the same time may do so for half the tuition rate for the second and subsequent courses.
C. An employee's spouse may attend any regularly scheduled class offered without cost on an informal, no-credit basis with the approval of the instructor.
D. If space is limited in a particular class, preference will be given to tuition-paying students.
Employee's Dependent Children:
A. A dependent child (one who was claimed as a dependent on the employee's income tax return for the previous year and will be claimed during the year of attendance) of an employee who has completed one year of service is eligible to take undergraduate coursework at Willamette University without tuition charge for eight (8) semesters or until the calendar year following the year in which they reach the age of 24 years, or the attainment of a baccalaureate degree or its equivalent, whichever comes first.B. If an employee-parent who has completed five years of full-time service dies or becomes totally disabled while employed at Willamette, then these tuition remission benefits will be made available to those children who are dependents of the employee at the time of death or disability. Likewise, if an employee-parent retires from Willamette having completed ten years of full-time service, then these tuition remission benefits will be made available to those children who are dependents of the employee at the time of retirement.
6.15 TUITION EXCHANGE PROGRAMS
Willamette University participates in a national tuition exchange program with many colleges and universities. The program offers scholarships covering all or most of the tuition for the children of employees who are eligible for full benefits. Information regarding the national tuition exchange program is available from the Financial Aid office.
Willamette also participates in a regional tuition exchange program with Lewis & Clark College, Reed College, the University of Puget Sound, and Whitman College. This program also offers scholarships covering tuition for the children of employees who are eligible for full benefits.
Participation in both programs is subject to specific program rules and the admission requirements of the host institution. Application must be made several months prior to anticipated matriculation and should be made through the Director of Human Resources. Additional information regarding the tuition exchange program is available from the Financial Aid and Human Resources offices.
6.16 STATUTORY BENEFIT PROGRAMS
Unemployment Insurance
The University has established a reserve account and reimburses the State Employment Division for unemployment benefits paid to former employees in accordance with the laws of the State of Oregon. The State determines eligibility to receive benefits.
Social Security and Medicare
In accordance with Federal law, a percentage of each employee's salary is deducted to cover Social Security benefits which may include retirement payments, Medicare benefits, death benefits, disability insurance, and monthly income payments to certain dependent survivors of covered workers. The percentages are mandated by law and are subject to change from year to year, but it is equally matched by a University contribution to the Social Security fund. Benefits are determined by the Social Security Administration.
ERISA Rights
Employees are entitled to certain rights and protection under the Employee Retirement Income Security Act of 1974 (ERISA). ERISA provides that all participants in the University's benefit plan shall be entitled to:
A. Examine, during normal working hours at the Human Resource Office, all plan documents, master copies of insurance contracts, and copies of all documents required by the U.S. Department of Labor, such as detailed annual reports and plan descriptions;B. Obtain copies of all, or any of the above documents, at a reasonable cost;
C. Receive, upon request, a summary of the plan's annual financial report. The Human Resources office will make this summary available to all participating employees.
ERISA imposes certain duties on administrators of the University's benefit plan, including the duty to administer the plan prudently in the employees' best interest. Employees shall not be retaliated against for exercising their rights under ERISA.
Continuation of Group Health Benefits
Employees and/or their dependents who are covered under a group health plan may be eligible for the continuation of those benefits at the time their employment ends. Federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides that employees who lose group benefits coverage due to a "qualifying event" other than termination for "gross misconduct" are eligible to continue the benefits at their own cost.
Some examples of "qualifying events" that result in loss of coverage include:
termination for any reason other than gross misconduct,a reduction in hours so that employee is no longer eligible for coverage under the plan,
death of the employee,
divorce or legal separation from the employee's spouse, or termination of a domestic partnership,
entitlement of the employee for Medicare benefits, and
dependent child's attaining maximum age for coverage.
Under COBRA the employer must advise all eligible employees and their beneficiaries of their right to continue health care benefits that would otherwise be lost. The law requires that the employee be afforded the opportunity to maintain continuation coverage for 18 months if the loss of group health coverage was because of a termination of employment or reduction in hours, and 36 months for all other reasons listed above. The level of benefits offered must be the same as what other employees receive under the plan. The former employees or their beneficiaries must pay the premium for their continued coverage.
Under the law, the employee or a family member has the responsibility to inform the Director of Human Resources of a divorce, legal separation, or a child losing dependent status under the plan. In the event of the employee's death, termination of employment or reduction in hours, or Medicare eligibility, the Director of Human Resources has the responsibility to notify the employee and covered dependents of the right to choose continuation coverage. Under the law, you have at least 60 days from the date you would lose coverage because of one of the events described above to inform the Director of Human Resources that you want continuation coverage.
Workers' Compensation
To provide for payment of certain medical expenses and for partial salary continuation in the event of a work-related injury or illness, employees are covered by workers' compensation insurance as required by state law. An employee injured or becoming ill on the job must report such injury or illness to his/her supervisor or other designated individual. In addition, to protect the rights of recovery from the insurance carrier, a claim form, available from the Human Resources Office, must be filed within 24 hours of the illness or accident and complete a workers compensation reporting form available from the Human Resources Office. Questions regarding workers' compensation insurance should be directed to the Human Resources Office.
6.17 UNIVERSITY FACILITIES AND SERVICES
Identification Cards
A photo ID card is issued to all faculty members. In addition to providing card-lock access to authorized buildings on campus, these cards can be used to receive free admission to Sparks Center, to purchase discounted tickets for a variety of selected campus activities, to receive a 10% discount on certain purchases from the bookstore, as a debit card at the Cat Cavern and Goudy Commons dining facilities on campus, and as a library card. The Human Resources Office provides information on obtaining an ID card. Cards must be returned to the Human Resources Office upon termination of employment.
University Libraries
All employees of the University and their families (including domestic partners) may avail themselves of the facilities of the Hatfield and College of Law Libraries. University ID is required.
Bookstore Discount
All employees of the University may purchase books, supplies, clothing, and gift items at the Willamette University Bookstore at a 10% discount (text books, candy, and sundry items are excluded). Normal hours of the Bookstore during the academic year are 8:30 a.m. to 4:30 p.m., Monday through Friday and Saturday from 10:00 a.m. to 4:30 p.m. Summer hours are 8:30 a.m. to 4:00 p.m., Monday through Friday. Master Card, Visa, and Discover Card are accepted. The Bookstore is located on the first floor of the University Center.
Credit Union
All Willamette employees are eligible to become members and receive the services of the Marion and Polk Schools (MAPS) Credit Union. Services available include checking and savings accounts, VISA card, insurance, and loan programs. Mortgage and/or loan payments may be made through payroll deduction. Discount rates on cellular phone service are also available to credit union members. Credit Union information is available from the Human Resources Office.
Direct deposit to your account in the Credit Union is available through payroll services.
Keys
Keys to buildings and offices are distributed by the Physical Plant Office and always remain the property of the University. The Physical Plant Office should be contacted if replacement keys are needed. It is expected that all University keys will be returned to the Physical Plant Office upon the termination of employment with the University.
Computer Purchases
Computers, computer accessories, and software are available, in some cases at educational pricing, through the University Bookstore. Purchases may be made through payroll deduction over a maximum 12 month period. Further information is available from the Bookstore.
Check Cashing
Personal checks will be cashed for employees at two campus locations: the Cashier's Office (first floor, Waller Hall), and the University Center Information Desk. The check cashing hours vary. Amount limits on checks to be cashed vary at the different locations. Willamette ID will be required.
Notary Services
Notary services are available in various campus locations at no charge. Check with the Human Resources Office for further information.
Mail Services
Mail Services offers employees the convenience of routine postal services on campus. You can purchase stamps and send letters and packages via U.S. Mail, Federal Express, and UPS. Mail Services is located on the first floor of the University Center.
Food Service Discount
The University contracts with Bon Appetit to provide employees and students a variety of dining and snack options on campus including breakfast, lunch, and dinner. Meals and snacks are available in the Goudy Commons dining facility and the Cat Cavern located on the second floor of the University Center. For your convenience, your Willamette ID card can also be used as a debit card, and Bon Appetit will add an additional 10% bonus to the amount you place in your account. Check with the Human Resources Office for further information.
Financial Planner
For employees eligible for full benefits, the University provides a two hour consultation each year with a certified financial planner. The two-hour consultation will be billed to the University. Check with the Human Resources Office for further information.
Travel Center
The University maintains its own Travel Center to meet the travel needs of the Willamette community. In addition to making travel arrangements for University-related travel, the Travel Center is also available for the convenience of the students, faculty, and staff to assist with personal travel arrangements. The Travel Center is located on the first floor of the University Center.
University Recreation and Entertainment
Passes for employees and their families to attend home athletic events are available free of charge from the Sparks Center Director.
Employees gain access to Sparks Center facilities with a Willamette University ID card. Family passes for the use of Sparks Center are available from the Sparks Center Director. Such passes permit employees, their spouses, domestic partners, and children (dependent, still living at home and under age 23), to use Sparks Center athletic, swimming and recreational facilities, including the fitness center. Locker and towel service is available for a nominal charge.
Employees are eligible to purchase, at a reduced-price, tickets and season passes for theater productions from the Theater Department.
Complimentary passes and reduced-price tickets for many musical performances can be obtained from the Music Department.
Thetford Lodge
The University owns a lodge on the Little North Fork of the Santiam River, approximately 25 miles east of Salem. Faculty members are eligible to use the Lodge at a modest charge. Questions regarding the use and reservation of the lodge should be directed to the scheduling office.
Human Resources Office
The Human Resources Office is located on the first floor of Waller Hall, and the staff can assist you with questions regarding benefits, salary, and employment policies and procedures.
Cone Chapel and Chaplain's Services
Cone Chapel is the center for religious worship and expression on campus. Religious groups on campus are encouraged to use the Chapel facilities. Located on the second floor of Waller Hall, Cone Chapel also hosts musical events, special lectures, and convocations.
Faculty, staff, and students may reserve Cone Chapel for weddings and other appropriate events. Other University facilities may be available for employee use. Information is available through the scheduling office located in Lee/York House.
Donations to Willamette University
Donations to Willamette University can be made through payroll deduction and may be designated for specific programs, activities or scholarships, based on the donor's wishes. Information is available through the Director of Development on the 4th floor of Waller Hall.
United Way
The University participates in the Mid-Willamette Valley United Way fund-raising campaign every Fall and employees are encouraged to contribute. Monthly payroll deductions can be used to make United Way contributions, and individual contributions can be designated to go to any charitable or nonprofit tax exempt 501(c)(3) organization locally, nationally or worldwide, whether or not they are a United Way agency.
If you know of an individual or a family who is in need of the human care services provided by one or more of the local United Way agencies, the Human Resources Office can provide you with contact information.
Mill Stream Market
Willamette's own on-campus convenience store is open Monday through Friday from 8:00 a.m. until 8:00 p.m. and Saturday from 10:00 a.m. until 8:00 p.m., and offers assorted snack foods and sundries. The Convenience Store is located on the first floor of the University Center near the north entrance, opposite The Bistro.
Campus Parking
The University attempts to provide adequate, on-campus parking facilities for faculty, staff, students, and visitors. In order to regulate the use of the facilities and insure free access by emergency vehicles, parking regulations are enforced at all times. The Campus Safety Office administers the campus-wide parking program. All vehicles parked on campus must display a current Willamette University parking permit. Parking permits are obtainable from the Campus Safety Office, which is located between Doney Hall and Lausanne Hall on the south side (phone extension 6911). An annual fee is charged for access parking.
Vehicles found in violation are issued citations and assessed fines ranging from $5 to $35. Violations may also result in towing and storage of a vehicle at the owner's expense.
The following is a summary intended to familiarize you with the basic requirements of on-campus parking. For detailed information, please contact the Campus Safety Office.
A. Every vehicle parked on campus must display a current parking permit. Parking permits are available from the Campus Safety Office for a fee. All permits must be renewed at the beginning of every academic year.B. Vehicles parked on campus occasionally (including guests) must display a visitor or temporary parking permit. These permits are available from most offices on campus.
C. All vehicles must be parked in designated areas. Vehicles parked in areas marked "Reserved," "Handicapped," "No Parking," "Fire Lane," or at a yellow curb are subject to citations and towing without notice.
D. Any vehicle accumulating five or more citations is subject to immediate towing, if found on campus.
E. If you have any questions, feel free to stop by or call the Campus Safety Office (Ext. 6911).
Contested Citations and Appeal Process:
Citations may be contested by completing an appeal form. These forms are available from the Campus Safety Office. Appeals must be filed at the Campus Safety Office within five working days from the date on which the citation was issued. All appeals are initially reviewed by the Director of Campus Safety and ruled upon. The decision of the Director of Campus Safety may be appealed to the Parking Review Board which is composed of students, faculty, and staff members. (The Parking Review Board is not available from May 1 to October l. The decision of the Director of Campus Safety concerning citations appealed during this period is final and binding.)
Ride Free on Salem's City Buses
In an effort to ease the overcrowding in Willamette's parking lots and increase ridership on the city buses, all students, faculty, and staff with valid Willamette identification cards are entitled to unlimited use of the city's bus service. Not only can faculty, staff, and students ride to and from Willamette for free, they can also ride wherever city buses go at no charge, just by showing a Willamette identification card.
In order to provide a safe and secure environment for all members of the Willamette Community, the University employs Campus Safety personnel. Safety Officers are available and patrol the campus 24 hours. A Safety Officer can be reached by dialing 6911 from campus phones and 370-6911 from off-campus telephones. In spite of extensive efforts, the campus is not removed from the risks associated with its surroundings. Consequently, at all times, safety and security is the responsibility of individual members of the Willamette Community.
Community members can help enhance the safety and security of the campus by taking the following measures:
A. Report all unsafe conditions to their immediate supervisor or the Campus Safety Office.B. Observe all safety regulations.
C. Utilize all safety equipment and wear all protective devices provided.
D. Be alert and report all conditions that may jeopardize the safety and security of individuals and property.
E. Observe all precautions to prevent unsafe or unsecure conditions from occurring.
F. Observe established security procedures and secure property and facilities when possible.
With every member's individual effort, this cooperative and preventive approach will achieve our objective of maintaining a safe and secure environment.
A. Do not assume someone else will take responsibility.B. Do not treat safety and security issues lightly.
C. Do your part and take appropriate steps to correct problems.
Accidents involving employees must be reported immediately to the employee's supervisor. Should medical attention be necessary, assistance should be sought from the employee's personal physician or the Salem Memorial Hospital. The hospital is located one block south of the campus on Winter Street. In the case of serious injury requiring immediate emergency treatment, dial 9-911 and request an ambulance. Be specific as to the location of the victim and give directions to the phone operator (dispatcher). Also notify Campus Safety (Ext. 6911). Safety Officers can help by meeting the ambulance attendants and directing them to the location of the victim. DO NOT MOVE AN INJURED PERSON. An injured or potentially injured person should be transported by an ambulance not by a University or private vehicle.
Security Escorts
The Office of Campus Safety provides security escorts for students, faculty, and staff members. To arrange an escort on campus or within a two-block radius of campus boundaries, call the Campus Safety Office at extension 6911.
It is the University's desire to maintain a safe working environment. All employees are urged to report any unsafe conditions to the Physical Plant Director or Campus Safety.
In the event of an accident involving a faculty member, it must be reported immediately to the Dean, College of Liberal Arts. Should medical attention be necessary, assistance should be sought from the employee's personal physician, an urgent care clinic, or the Salem Hospital which is located one block south of the campus on Winter Street. In the case of serious injury requiring immediate emergency treatment, campus safety should be called. Transportation of employees with serious or potentially serious injuries should be by Fire Department ambulance, rather than private vehicles. (See 6.18 Safety and Security)
All employees are requested to complete an emergency notification form to be placed in the employee's personnel file in the Human Resources Office.
The information contained on the form will enable the University to respond to a medical or other emergency that involves the employee. While the University will annually confirm the accuracy of the information on file, it is the employee's responsibility to keep the information current.