2021 Benefits Information
Explore your choices. Embrace your well-being
The University System of Georgia (USG) provides comprehensive benefits to Georgia State employees. USG offers healthcare, dental, vision and other benefits, as well as retirement plan options for employees working 30 hours per week or more on a regular basis.
Resources & Guides
USG provides you with a wide array of benefits, as well as tools to help you make the most of those benefits and save money.
Georgia State Holiday Schedule
Georgia State has established 12 official paid holidays each year for its employees. A schedule of these holidays is published each year by the university administration. The university will be closed for the following holidays.
- New Year’s Day
- Martin Luther King Jr. Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Friday following Thanksgiving
- Five days winter holiday
These holidays are in addition to earned vacation time and are observed in accordance with the rules and regulations set forth by the university.
Holiday Schedule 2021/2022
|New Year’s Day 2021||Fri||January 1, 2021|
|M.L.K Day||Mon||Jan 18, 2021|
|Memorial Day||Mon||May 31, 2021|
|Independence Day||Mon – Observed||July 5, 2021|
|Labor Day||Mon||September 6, 2021|
|Thanksgiving||Thurs – Fri||November 25 – 26, 2021|
Holiday time used
|Mon – Fri||December 20 – 24, 2021|
Vacation time used
|Mon – Fri||December 27 – 31, 2021|
|New Year’s Day 2022
Holiday time used
|Mon – Observed||January 3, 2022|
*Holiday time will be pre-populated for each employee by the Payroll Office.
Georgia State Employee Vacation And Other Leave Times
Education Support Leave
For the purposes of promoting education in Georgia and supplementing work life balance, each full time, regular employee is eligible for up to eight (8) paid hours of Education Support Leave per calendar year. Such leave is in addition to, and not charged against, an employee’s other leave.
Any full time, regular employee of the University System of Georgia, may request to use and be considered for education support leave. This leave will be available to all eligible employees, both parents of students and non-parents, and may be considered for activities supporting public, private, and home school achievement.
Only activities directly related to student achievement and academic support will qualify for education support leave. Such activities may range from early care and learning through higher education.
Activities that promote education in Georgia may include, but are not limited to, some of the following:
- Attend Parent/Teacher conferences
- Participate in classroom activities, such as reading to a class or presenting on career day
- Tutor students without receiving compensation
- Proctor examinations
- Attend award and recognition ceremonies or graduation exercises
- Participate in field day activities or chaperone field trips
- Attend open house functions
Use of Leave:
- Education support leave may not be utilized by the employee for themselves or for their spouse.
- Employees must not receive pay for services they perform while using education support leave.
- Supervisors may approve or deny requests for education support leave based on operational needs, or other reasons, such as conduct, attendance, or unsatisfactory work performance.
- Use of education support leave for any political purpose or agenda is prohibited.
- Education support leave does not accumulate, and unused leave does not rollover into subsequent calendar years. Rather, eligible employees may use education support leave for qualifying absences that occur during their regular scheduled work hours, up to a total of 8 hours in any calendar year.
Employees can use no more than 8 paid hours of education support leave in a calendar year regardless of transfer from one USG institution or office to another. Education support leave carries no cash value if unused. There will be no payout for unused education support leave upon termination.
This policy may also be found on the University System of Georgia website at http://www.usg.edu/policymanual/section8/C224/#
Families First Coronavirus Response Act (FFCRA)
Emergency Paid Sick Leave
The new law entitles any employee, regardless of the length of service, to emergency paid sick leave if the employee is unable to work or telework in connection with COVID-19 if the employee is:
- Subject to a federal, state or local quarantine or isolation order (see Centers for Disease Control and Prevention definition below);
- Advised by a health care provider to self-quarantine;
- Experiencing symptoms and seeking a medical diagnosis;
- Caring for an individual who is subject to (1) or (2);
- Caring for a son or daughter whose school or childcare provider is closed or unavailable; or
- Experiencing any similar condition specified by the U.S. Department of Health and Human Services.
Expanded Family and Medical Leave
The new law provides FMLA coverage for employees with at least 30 days of service who are caring for a son or daughter under 18 years of age whose school or childcare provider is closed or unavailable due to the COVID-19 coronavirus public health emergency.
- The law does not add an additional 12 weeks onto the existing 12 weeks of FMLA leave.
- The first two weeks of leave under this provision are unpaid, but employees may use emergency paid sick leave for the first two weeks. The remaining 10 weeks must be paid. That pay is to be at least two-thirds of the employee’s regular pay rate but capped at $200 per day and an aggregate total of $10,000.
Family Medical Leave Act
The Family Medical Leave Act (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job protected leave each year. The employee must be employed for at least one year and have worked at least 1,250 hours over the previous 12 months. Employees may request FMLA for the following events:
- Birth of a child
- Adoption of a child
- Serious health condition of the employee, the employee’s child, spouse, or parent
- Any period of incapacity or treatment connected with inpatient hospital care, hospice or residential medical care facility;
- Any period of incapacity sporadic absences from work, school, or other regular daily activities that also involves continuing treatment by a health care provider; or,
- Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that if not treated, would likely result in a period of incapacity; and for prenatal care.
On January 28, President Bush signed into law the National Defense Authorization Act for FY 2008 (NDAA), Public Law 110-181. Section 585(a) of the NDAA amended the FMLA to provide eligible employees working for covered employers two important new leave rights related to military service:
New Leave Entitlement. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member. This provision became effective immediately upon enactment. This military caregiver leave is available during “a single 12-month period” during which an eligible employee is entitled to a combined total of 26 weeks of all types of FMLA leave.
New Qualifying Reason for Leave. Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation. By the terms of the statute, this provision requires the Secretary of Labor to issue regulations defining “any qualifying exigency.” In the interim, employers are encouraged to provide this type of leave to qualifying employees.
Handle life’s challenges
If you are enrolled in the long-term disability plan, EmployeeConnect Services, your free and confidential Employee Assistance Program (EAP) can help you with the challenges of life, including work, family, money, relationships and more. The EAP is available 24/7, 365 days a year.
Please view the Flyer on the Employee Assistance Program for a detailed list of qualified services
Forms and Policies
For more information, visit: https://www.usg.edu/hr/benefits/fmla
The Military Family Leave Provisions under the Family and Medical Leave Act
The military family leave provisions of the Family and Medical Leave Act (FMLA) entitle eligible employees of covered employers to take FMLA leave for any “qualifying exigency” arising from the foreign deployment of the employee’s spouse, son, daughter, or parent with the Armed Forces, or to care for a servicemember with a serious injury or illness if the employee is the servicemember’s spouse, son, daughter, parent or next of kin.
Board of Regent Personel Policy 184.108.40.206 Military Leave with Pay
Ordered Military Duty
For the purpose of this policy, ordered military duty shall mean any military duty performed in the service of the State or the United States, including, but not limited to, service schools conducted by the armed forces of the United States. Such duty shall be deemed “ordered military duty” regardless of whether the orders are issued with the consent of the employee (BoR Minutes, 1990-91, p. 173).
Leave of Absence
An employee who receives orders for active military duty shall be entitled to absent himself or herself from his or her duties and shall be deemed to have a leave of absence with pay for the period of such ordered military duty, and while going to and returning from such duty, not to exceed a total of eighteen (18) workdays in any one federal fiscal year (October 1 – September 30) as authorized by Georgia Law O.C.G.A. § 38-2-279[e]. At the expiration of the maximum paid leave time, continued absence by the employee shall be considered as military leave without pay. The employee shall be required to submit a copy of his or her orders to active military duty (BoR Minutes 1990-91, pp. 173-174).
Emergency Leave of Absence
Notwithstanding the foregoing leave limitation of eighteen (18) days, in the event the Governor declares an emergency and orders an employee to State active duty as a member of the National Guard, such employee while performing such duty shall be paid his or her salary or other compensation as an employee for a period not exceeding 30 days in any one federal fiscal year.
Payment of Annual Leave
After an employee has exhausted his/her paid military leave, an institution may pay the employee for his/her accumulated annual leave (BoR Minutes, 1990-91, p. 174).
Shared Sick Leave Program
The Shared Sick Leave Program provides a means for University employees to donate paid sick leave to a shared leave pool to be used by fellow University employees who while on an approved leave of absence experience a serious health condition or whose immediate family member experiences a serious health condition (as defined by FMLA) that requires the employee’s absence from work for a period of time longer than the amount of sick and annual leave available to the employee.
Shared Sick Leave Program Information and Forms
- Shared Sick Leave Program FAQs
- Shared Sick Leave Member Donation Form
- Shared Sick Leave Request Form
- Shared Sick Leave Membership Termination Form
All employees of the University who earn or accrue annual and/or sick leave are eligible to participate. Participation in the Shared Sick Leave Program is voluntary. A minimum donation of 8 hours is required to become a member of the Shared Leave pool.
- Employees receiving compensation from shared sick leave will continue to accrue annual and sick leave during their absence as long as they are paid at least one half of their monthly salary. Accrued annual and sick leave will be applied before Shared Leave.
- A shared leave recipient cannot receive shared sick leave along with other short term or long term income protection benefits (such as STD, LTD, Workers Compensation, SSI, etc.)
- Participation eligibility shall cease upon employment termination (including retirement). Separating employees may not donate any additional unused sick leave hours to the pool at the time of separation
Employee means any employee of the University who earns or accrues annual or sick leave as a benefit of his/her employment by the University, including part-time employees, whose leave transfer amounts will be pro-rated based on their percent time worked at Georgia State University during either the past twelve months or their entire time in service at Georgia State University, whichever term of service is shorter.
Immediate Family Member means
- The employee’s legal husband or wife.
- A biological parent of the employee.
- An individual who stands or stood “in loco parentis” to an employee by providing primary day-to-day care and financial support when the employee was a child.
- Coverage does not include parents-in-law.
- The employee’s biological son or daughter under the age of 18.
- A legally adopted son or daughter under the age of 18.
- A foster child, stepchild or ward under the age of 18, legally placed with the employee.
- Any such child over the age of 18 if the child is incapable of self-care due to a mental or physical disability.
- “Incapable of self-care” means requiring active assistance or supervision to provide daily self-care in three or more basic or instrumental “activities of daily living,” such as grooming & hygiene, bathing, dressing, eating, cooking, taking public transportation, etc.
- A “mental or physical disability” is one that substantially limits one or more major life functions as defined under the Americans with Disabilities Act (ADA).
Leave Donor means an employee making a voluntary, written request for irrevocable transfer of sick leave to the Shared Leave pool. Once leave has been transferred to the leave pool, it may not be used by the donor for any other benefit purposes.
Leave Recipient means a current employee who has completed the provisional employment period and who has been approved to receive leave from the leave pool. The recipient may use Shared Leave for any qualifying purpose which meets the Family and Medical Leave Act (FMLA) definition of a serious health condition. Shared Leave may be used for the employee or the care of an employee’s immediate family member, which requires an employee’s absence from duty for a period of time longer than the amount of sick and annual leave available to the employee.
Physician means a health care professional licensed by his/her respective state.
Serious Medical Condition means a condition as defined by the Employee Rights and Responsibilities Under The Family and Medical Leave Act.
Shared Leave pool means accumulated sick leave donated by employees for use in accordance with this program.
Donation of Leave
- A minimum donation of 8 sick leave hours (pro-rated for part time employees is required to become a leave pool member. Once an employee has transferred a minimum of 8 hours’ leave into the leave pool, and has become a “member” of the pool, they may voluntarily donate up to a maximum of 80 hours during the annual Open Enrollment period by completing a Shared Sick Leave – Member Donation Form. The donated leave will be transferred to the donated leave pool during the month of January in the upcoming year.
Should the donated leave pool reserve drop to less than 120 hours, the pool will be considered depleted. All donors will, in this situation only, and upon notification of the depleted status of the pool, be automatically charged 8 hours per donor, unless the donor wishes to withdraw from the program. Requests for Shared Leave will be honored in the order in which they are received when the pool is replenished. The automatic charge to replenish the pool may occur only one time per calendar year. Should the pool be depleted a second time in a given calendar year, no further requests for donated leave will be accepted. An employee may opt out of the pool prior to the automatic charge to replenish the pool by returning a completed Shared Sick Leave Program – Membership Termination Form. If an employee opts out of the leave pool, the employee will no longer be eligible to apply for Shared Leave for that year. The employee may re-enroll in a subsequent year at open enrollment for benefits and once again become eligible to apply for Shared Leave the following year.
Eligibility for Benefits
In order to receive Shared Leave, the employee must:
be a member of the leave program, and
- have completed the initial provisional period of employment, and
- provide certification of a serious health condition from a licensed physician, and
- have exhausted all sick and annual leave (or provide credible medical evidence that he or she will have exhausted all sick and annual leave before the medical condition is resolved).
Application for Benefits
- An eligible employee may request Shared Leave by submitting a completed Request for Shared Leave Form along with the applicable Certification of Health Care Provider Form to the Benefits Department.
A potential leave recipient may request up to 160 hours of shared leave at one time (pro-rated for part time employees), and may make up to two additional requests for shared leave within a calendar year, up to a maximum of three requests for a total of 480 hours per year. The requests may be consecutive.
If the employee is not capable of making application on his or her own behalf, a personal representative, having documented power of attorney for the employee, may make written application on behalf of the employee.
Any medical information provided in conjunction with a shared leave request will remain confidential and will only be shared on a strict need to know basis related solely to the Shared Sick Leave Programs’ administration. Additionally, potential leave recipients, their representative and departmental constituents may not reveal any health information or medical condition as part of their application for shared leave as such communications may violate HIPAA, GINA and other privacy guidelines.
Each request will be reviewed by the program administrator in the Benefits Department. The leave recipient will be notified within 10 working days after the completed request is received that:
- the request has been approved; and
- the date the employee may begin drawing leave from the pool, and
- if the employee has entered the status of leave without pay, the approved shared leave may be substituted retroactively to cover the period of leave without pay.
- the request has been denied; and
- the reason for the denial.
Requests which have been denied may be appealed in writing to the AVP, Finance and Administration.
Website Address for This Policy
Vacation & Sick Time
Vacation and sick leave hours are accrued based on the status and duration of employment with Georgia State University.
Administrative Faculty: Twelve-month contract faculty accrue 14 hours vacation per month from the employment date at Georgia State University through the duration of the employment period. Sick leave is accrued at the rate of 8 hours per calendar month.
Academic Faculty: Ten-month contract faculty do not accrue vacation hours. Sick leave is accrued at the rate of 8 hours per calendar month. For Summer employment, sick leave will be prorated accordingly.
Staff 100% FTE: Regular, full time employees accrue 10 hours vacation per month for the first five years of employment. After the completion of the 5th year of service, vacation will accrue at 12 hours per month, and after the completion of the 10th year of service, vacation will accrue at 14 hours per month. Sick leave is accrued at the rate of 8 hours per calendar month.
Employees working at least one-half time but less than full time earn and accrue vacation and sick time in an equivalent ratio to their percentage of time employed. Temporary employees, including student assistants, graduate assistants, part-time instructors, and regular employees who work less than one-half time do not earn or accrue vacation time or sick leave credit.
Accrued vacation and sick balances are available at OneUSG Connect.
Employee Tuition Assistance Program
TAP Application Deadline Date
Registration for employees enrolled at Georgia State who have a 1.0 FTE (full-time equivalent) work commitment. The Tuition Assistance Program (TAP) application submission deadline:
For Summer 2021 is Thursday, April 15, 2021, by 5:15 pm
Class Registration: You will need to check the class registration date(s) for the USG institution you will be attending. These can be found at http://www.usg.edu/hr/benefits/tap_dates.
TAP Policy Information: It is important to read the TAP policy before completing the application. To view the TAP policy, visit: http://www.usg.edu/hr/benefits/tuition_assistance_program.
Tax implications for participants: The federal government allows up to $5,250 annually in employer-provided educational assistance benefits to be “tax-free” to TAP participants. This applies to both undergraduate and graduate-level courses. An employee must generally pay taxes on employer-provided educational assistance benefits in excess of $5,250. This amount will be included in your wages (Box 1 of your Form W-2). A tax professional should be consulted for further information about taxable tuition.
Submit Your TAP Application
There are three ways to submit your TAP application:
1) in person at 1 Park Place South, Suite 330;
2) email: firstname.lastname@example.org; or
3) fax: (404) 413-3305.
Applications will be accepted until 5:15 p.m.
If you have questions or need additional information about TAP, contact Regina Barnett at (404) 413-3334
TAP Workshop Presentation
You may view the TAP Workshop Presentation for information on the following topics:
- Who can participate?
- What does TAP pay for?
- TAP application due dates
- How many courses can I take?
- Employee Registration Guidelines
- Programs not eligible under TAP
- Links to TAP policy and other resources
Americans with Disabilities Act (ADA)
Georgia State University (GSU) is an equal opportunity employer. Qualified individuals with disabilities are welcome as employees at GSU. Reasonable accommodations may be needed to provide equal access and opportunities to qualified individuals with disabilities. The Benefits Office has been designated to coordinate employee requests for workplace accommodations. An individual with a disability may request a reasonable accommodation by contacting the Benefits Office. Employees requesting a reasonable accommodation are expected to work cooperatively with GSU throughout the accommodation process.
An individual with a disability is a person who:
- Has a physical or mental impairment that substantially limits one or more major life activities;
- Has a record of such an impairment; or
- Is regarded as having such an impairment.
A qualified employee with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.
Some examples of a reasonable accommodation may include, but is not limited to:
- Making existing facilities readily accessible and usable
- Altering when or how essential functions are performed
- Permitting use of accrued paid or unpaid leave
- Modifying work schedules
- Acquiring or modifying equipment or devices
- Call: 404.413.3302
- Email: email@example.com
Accommodation Information and Forms
8:30 a.m.-5:15 p.m.
P.O. Box 3982
Atlanta, GA 30302-3982