Human Resources
Waller Hall, First Floor
Willamette University
900 State Street
Salem, Oregon 97301
503-370-6210 voice
503-370-6570 fax
SECTION 6: EMPLOYEE BENEFITS
6.1 GENERAL INFORMATION
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.
In most instances, benefits will cease upon termination of employment for any reason, except where mandated by state and federal laws. Any benefits described in this handbook apply only so long as the handbook is current. They do not provide vested rights.
For more complete information regarding any benefit programs, please contact the Human Resource Office.
6.2 BENEFIT ELIGIBILITY
A. ELIGIBILITY FOR FULL BENEFITS
Classified staff who are employed a minimum of .75 FTE (1560 hours per year) on a continuing basis are eligible to receive full benefits, including medical, dental, vision, retirement, disability, life insurance, tuition remission, vacation and sick leave, once minimum service time has been reached, where applicable.
B. ELIGIBILITY FOR MEDICAL/DENTAL/VISION BENEFITS ONLY
Classified staff who are employed less than .75 FTE but at least .60 FTE (1248 hours per year) on a continuing basis are eligible to receive medical/dental/vision benefits, retirement, plus pro-rated vacation, sick leave and holiday pay.
Individuals hired on a temporary basis or as independent contractors are not eligible for employee benefits.
6.3 MEDICAL/DENTAL/VISION BENEFITS
The University currently provides two options for medical insurance for staff members who are eligible for medical/dental/vision benefits (see above). The University provides the cost of employee-only medical coverage. Coverage for other family members or domestic partners is available through payroll deduction.
Dental and vision insurance is provided by the University for staff members who are benefit eligible. Details regarding coverage for family members or domestic partners may be obtained from the Human Resources Office.
Medical, dental and vision 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
Employees participating in a University health plan are eligible to participate in a mail-in prescription service. This service is available to provide employees with maintenance prescription drugs by mail. Information and order forms are available in 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 who work a minimum of 1248 hours per year, and their dependents.
An Employee Assistance Program provides free 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 dependents 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 addresses and phone numbers of their locations.
6.6 WELLNESS BENEFITS
Influenza Immunizations
Each Fall, depending on the availability of flu vaccine and flu clinic providers, Willamette University hosts 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 nominal cost.
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 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.
6.7 FLEXIBLE SPENDING ACCOUNT
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 taxes are calculated. 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.
6.8 GROUP LIFE INSURANCE
To assist employees in providing for their families, the University carries a group term life insurance policy for staff 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-three percent (33%) at the employees 65th birthday. At age 70 the insurance is reduced to 50% of the pre-65 amount.
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 is considered taxable income for the affected employee.
6.9 VOLUNTARY LIFE INSURANCE
Employees may purchase additional life insurance coverage for themselves and their family members through a voluntary life insurance program. Select from term life, whole life or a combination of coverage. Premiums may be payroll deducted. Provider contact information is available in the Human Resources office.
6.10 LONG TERM DISABILITY INSURANCE
The University provides staff members who are eligible for full benefits and have been employed for one year with a long-term disability insurance plan that is funded directly by the University. New staff members previously covered by a group long-term disability plan with their immediate prior employer are admitted to the program without the one-year waiting period. The plan protects eligible employees against total or partial loss of income due to a long-term disability from illness or injury. The plan, which provides payments starting at the beginning of the fourth month of disability, is designed to augment the University's medical leave program.
The eligible employee will receive 60 percent of gross monthly salary less the sum of disability benefits from other sources such as Social Security or Workers Compensation. The payment is considered as taxable income. The benefit is provided as long as the employee is disabled or until the employee reaches age 65.
During the first three months after an employee becomes disabled from work, all fringe benefits will continue as if the employee were still working. At the beginning of the fourth month when disability payments begin, the employee may elect to continue health insurance under COBRA coverage by self-payment of the premiums. They may also elect to continue life insurance coverage by self-payment of the premiums. Retirement contributions continue for the length of the disability. The 10% contribution is based on the reduced disability income and is paid by the LTD insurance carrier in addition to the disability benefits.
6.11 TRAVEL ACCIDENT INSURANCE
Employees of Willamette University are covered for accidental death or dismemberment while traveling on official university-authorized business. The plan provides up to $125,000 for the loss of life, limb or sight, and the entire cost of the plan is paid by the University.
6.12 PAYMENT FOR UNUSED SICK LEAVE AT RETIREMENT
Administrative employees who work a minimum of 1560 hours per year with the University for at least 10 years are eligible for this benefit, provided they meet the eligibility and calculation requirements.
To be eligible the employee must retire and be over 55 years of age or have 30 years of service to the University, and inform the institution at least six months prior to retirement of their intentions.
The formula for partial credit to the retirement plan is as follows:
Total unused sick leave hours.
Less 520 hours
Divide by 3
Multiply by hourly rate
That amount, not to exceed $5,000, will be credited as a one-time lump sum payment to the employee's retirement plan.
6.13 RETIREMENT PLAN
The University's retirement plan provides for the purchase of a retirement annuity contract. The annuity contract is the property of the employee. The University currently offers employees two fund sponsors with a variety of investment options from which to choose.
Eligibility for the program requires that an employee regularly works a minimum of 1000 hours per year on a continuing basis. 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 payroll reduction. 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 the appropriate agencies several months prior to the expected retirement date.
6.14 VOLUNTARY SEVERANCE ARRANGEMENT
In addition to the retirement program, the University has a Voluntary Severance Arrangement. It is available to an employee who has been member of the faculty, staff or administration for at least twenty years, is eligible for full benefits, and has reached 59 years of age.
The voluntary severance arrangement is available for up to three years and is implemented through a special written arrangement between the University and the eligible employee. It provides for the monthly payment of an amount equal to one-third of the base salary the employee received during the last full year of employment. It is adjusted annually to reflect salary increases given to employees in the same classification in the previous year. The University will continue its contributions to the regular retirement for three years, or Social Security eligibility, whichever is earlier. Coverage under University medical insurance programs will continue until the individual reaches Medicare eligibility.
A complete statement of the Voluntary Severance Arrangement and its restrictions can be obtained from the Human Resources office.
6.15 SUPPLEMENTAL RETIREMENT ACCOUNTS
All 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 the employee to set aside money from gross salary before taxes. Salary reduction not only offers the benefits of untaxed growth and earnings on contributions but also lowers taxable income and current taxes. There are limits on the total contributions through salary reduction that can be made to a TSA.
Salary deduction allows the employee to set aside money from net salary after taxes have been taken out. These contributions come back to the individual as tax-free income since taxes have already been paid on the money, although any earnings that accumulate will be taxed.
TSA's are available through four companies. The Human Resources Office can provide brochures describing these options and can assist in establishing an account.
6.16 TUITION REMISSION
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. An eligible employee must work a minimum of 1,560 hours or .75 FTE per year and 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) should apply for such assistance prior to becoming eligible for Willamette tuition remission.
Employee:
A. An eligible employee who has completed six months of service and received the necessary approval may take one course per semester at Willamette University without tuition charge. If the course is not work-related, the employee is required to make up the work time. Requests for taking coursework are initiated by completing a form available in the Human Resource Office. The employee's direct supervisor and area vice president or dean must approve this form. 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 be charged half the tuition rate. If space is limited in a particular course, preference will be given to full 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 once the employee has completed six month of service. Requests for taking courses are initiated by completing a form available in the Human Resources office.
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 and registration as an academic listener.
D. If space is limited in a particular class, preference will be given to full tuition-paying students.
Employee's Dependent Children:
A. A dependent biological, adopted or step-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 five years of full-time 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. Full-time employment at a higher education institution will count toward the five-year waiting period. Part-time employment with Willamette University or another higher education institution will be pro-rated to a full-time equivalency and credited.
B. If an employee-parent who has completed five years of full-time service dies or becomes totally disabled while employed at Willamette and is eligible for tuition remission benefits, then these 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 reached 59 years of age and completed ten years of .75 FTE in a benefit-eligible position, then these tuition remission benefits will be made available to those children who are dependents of the employee at the time of retirement.
6.17 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, the University of Puget Sound, Reed College and Whitman College. This program also offers scholarships covering tuition for the children of employees on the same basis as dependent tuition remission.
Participation in both programs is subject to specific program rules and the admission requirements of the host institution. Awards through the Northwest Tuition Exchange program are generally automatic as long as the student is accepted into the institution. Limitations may apply in the event that a school fails to meet "balance" requirements, or withdraws from exchange. Application must be made at least six 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.
6.18 STATUTORY BENEFIT PROGRAMS
Unemployment Insurance
The University 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. They are 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 reports and plan descriptions;
b. Obtain copies of all, or any of the above documents, at a reasonable cost;
c. Receive a summary of the plan's annual financial report. The Human Resources Office will make this summary available to all participating employees upon request.
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 that 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,
- 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 within 30 days after the qualifying event or within 30 days after loss of coverage due to the qualifying event. 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, employees have at least 60 days from the date they would lose coverage because of one of the events described above to apply for 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. Questions regarding workers' compensation insurance should be directed to the Human Resource Office.
6.19 UNIVERSITY FACILITIES AND SERVICES
Identification Cards
A photo ID card is issued to all staff 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 should be returned to the Human Resources Office upon termination of employment.
University Libraries
All employees of the University and their families may avail themselves of the facilities of the Hatfield and College of Law libraries. University ID is required.
Willamette Store Discount
All employees of the University may purchase books, supplies, clothing and gift items at the Willamette Store at a 10% discount on all merchandise (excluding textbooks, candies, sundries, and computer-related merchandise) and 10% on all in-stock general books. Normal hours of the Willamette Store during the academic year are 8:30 a.m. to 5:30 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 Willamette Store 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. For convenience, MAPS maintains an on-campus branch on the first floor of the University Center. Direct deposit to your account in the Credit Union is available through payroll services.
Check Cashing
Personal checks will be cashed for employees at the Cashier's Office located on the first floor of Waller Hall. The check cashing hours are Monday - Friday from 8:00 am to 5:00 pm. Amount limits on checks to be cashed vary. 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 Center
The Mail Center 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. The Mail Center is located on the first floor of the University Center. Use of the campus address for incoming personal mail or packages is limited to temporary or transitional use only.
Food Service Discount
The University provides 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, the Cat Cavern located on the second floor of the University Center, and the Kaneko Dining Room. For your convenience, your Willamette ID card can also be used as a debit card, and the food service provider will give a 10% rebate added back to your account for food purchases made during the previous month. Check with the Campus Safety/Campus Card 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 fee will be billed to the University; however, under IRS rules, the amount must be considered taxable income to the employee. 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. All University-sponsored travel must be arranged through the Travel Center. In addition, 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. A nominal service fee will be applied to personal travel arrangements. Please visit the Travel Center's website at www.willamette.edu/dept/travel for more information
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 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 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. Staff 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 University Center information desk.
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 at the current applicable charge. Information is available through the scheduling office located in the Executive Building.
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.
Computer Purchase Program
Employees who have a minimum of six months of service may purchase computers and software for their personal use at the University's educational discount price (if available). The University will finance up to $3,500, which the employee repays over 12 months through payroll deduction, interest-free. Please contact the Willamette Store for the most recent policy covering computer purchases.
E-mail Access
Employees may access e-mail at home for their personal use at no cost through the University's computer network server. Dependents may establish additional e-mail accounts for $5.00 month. Information is available through the Help Desk at WITS.
Mill Stream Market
Willamette's own on-campus convenience store is open Monday through Friday from 8:30 a.m. until 7:00 p.m. and during the academic year on Saturday from 10:00 a.m. until 4:30 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 to parking.
Vehicles found in violation are issued citations and assessed fines ranging from $15.00 to $100.00. 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.
1. 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.
2. Vehicles parked on campus occasionally (including guests) must display a visitor or Temporary parking permit. These permits are available from most offices on campus.
3. 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.
4. Any vehicle accumulating three or more citations is subject to immediate towing, if found on campus.
5. 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.)
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 and staff with valid Willamette identification cards are entitled to unlimited use of the city's bus service. Not only can 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.
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.