As a Touro Nevada benefits-eligible faculty or staff employee, you will receive a comprehensive benefits program that includes long-term disability, personal days, sick leave, flexible spending accounts, and much more.
The financial benefits at Touro Nevada extend further than a salary.
Touro College and University System (“Touro”) has a Qualified Tuition Reduction (“QTR”) Program (the “Program”) pursuant to Section 117(d) of the Internal Revenue Code for eligible full-time employees. Under the Program, the QTR may be used to pay the tuition (but not fees or other incidental expenses such as registration, room, board, travel, etc.) of the employee or their dependent(s) at Touro or any other educational organizations for education below the graduate level or, in the case of teaching or research assistants, at the graduate level as well.
Touro extends a wonderful opportunity to its full-time employees, their spouses, and their children under the age of thirty (30) to pursue a Touro College and University system degree at no cost or at reduced costs through Touro's tuition exemption program.
Touro University Nevada has implemented a tax-deferred savings program known as a 403B Retirement Savings Plan (RSP). This program allows employees to contribute part of their income into one or more investment plans offered by the University on a pre-tax basis through payroll deductions. Eligible employees may contribute up to a maximum amount determined annually by the IRS and may participate in the RSP on a pre-tax basis immediately following their first pay cycle. Following 12 months of employment, employees may be eligible for University matching.
Touro College implemented a Flexible Spending Account. Regular, full-time employees may set aside an amount of money to be taken out of their paycheck, before taxes, for a medical or dependent care account. This money can be used for two purposes:
- For medical expenses, not covered by insurance, such as deductibles and co-pay, dental care, eyeglasses or contact lenses. The employee must estimate what their out- of-pocket, health-related expenses will be for the plan year. This amount is deducted from your paychecks all year long and deposited in a spending account. The employee may draw upon this account when you have eligible expenses. If this money is not used, it is lost. Therefore, estimate your yearly out-of-pocket expenses very carefully.
- For dependent care, for a child under the age of 13, such as expenses paid for licensed nursery schools, day care centers or summer day camps and centers that provide adult day care. A dependent can also be a child older than 13 or a dependent parent who is disabled, physically or mentally.
Life insurance coverage is paid for in full by the University on the first of the month following three months of employment. The total dollar amount of the insurance is equal to the employee’s base annual salary, up to a maximum of $250,000.
Touro Nevada provides benefits for full and part-time employees, including contributions to healthcare insurance.
Regular Full-time, Part-time I, and Part-time II employees, and their dependents become eligible to join the employee-employer contributory Health Insurance plan the first of the month following 30 days of employment in a benefit eligible position. This coverage is available for a charge, which is deducted from the paycheck on a pre-tax basis.
Touro University Nevada offers both a dental and vision plan which provides in-network or out- of-network services.
These plans are optional and are not subsidized by Touro University Nevada. Eligible employees pay the full monthly premium which is deducted from your paycheck on a pre-tax basis.
Short-term disability is offered to all full-time employees (as defined in the Summary Plan Description) who choose to participate in the plan.
Long-term disability benefits start when the short-term benefits stop after 26 weeks, or six consecutive months of total disability. Documentation from a licensed physician stating the medical reasons for inability to work and the appropriate length of time during which the employee will be disabled must be provided. Benefits under the plan are equal to 50% of the base monthly salary, up to $7,000 a month.
Long-term disability payments are fully taxable. This benefit is provided without charge to the employee. This benefit is not transferable upon separation.
There is much more to life than just working and Touro Nevada recognizes employees need time off as well as other specialty benefits to help build a balance in life.
Touro University Nevada observes the following holidays:
- New Year’s Day
- Martin Luther King Day
- Presidents’ Day
- Passover – First 2 days & last 2 days
- Shavuot – 2 days
- Memorial Day
- Independence Day
- Labor Day
- Rosh Hashanah – 2 days
- Yom Kippur
- Sukkot – First 2 days & last 2 days
- Thanksgiving – Thursday and Friday
- Floating holiday
Administrative Employee Vacation Benefits
New full-time employees receive 38 hours vacation following 6 months of employment and an additional 38 hours on their one-year anniversary of employment. Following the one-year anniversary, employees accrue vacation every two weeks as follows:
- 1 through 5 years employment: 2.923 hours
- 5 through 10 years employment: 4.384 hours
- 10 plus years employment: 5.846 hours
These accruals are based on a 38-hour workweek.
Faculty Vacation Benefits
All full-time 1.0 FTE faculty accrue paid vacation hours bi-weekly beginning on their first day of employment and according to the following schedule:
- Year 1 Accrual: 4.39 hours biweekly, 114.14 hours/year
- Year 2 Accrual: 4.68 hours biweekly, 121.68 hours/year
- Year 3 Accrual: 4.97 hours biweekly, 129.22 hours/year
- Year 4 Accrual: 5.27 hours biweekly, 137.02hours/year
- Year 5 Accrual: 5.56 hours biweekly, 144.56 hours/year
- Year 6 and Beyond Accrual: 5.85 hours biweekly, 152.1 hours/year
Vacation leave days begin to accrue bi-weekly on the date of appointment of the individual faculty member. Days may be taken upon accrual. For administrative purposes, accrued vacation days are awarded at the end of the bi-weekly payroll processing. Faculty members from .50 to .99 FTE hired after July 1, 2017 will receive a prorated leave schedule based on the FTE (i.e. .50 to .59 FTE receives .5 of the leave accrual, etc).
Full-time employees are credited with 22.8 hours personal time per year at the beginning of the new fiscal year (July 1st). Employees who start working on or after January 1st are entitled to 11.4 hours personal time that current fiscal year. Personal time cannot be carried over into the next fiscal year and will not be compensated for upon termination of employment at Touro University Nevada.
Full-time employees (1.0 FTE) are credited with 23 hours personal time per year at the beginning of the new fiscal year (July 1st). Faculty members from .50 to .99 FTE hired after July 1, 2017 will receive a prorated leave schedule based on the FTE (i.e. .50 to .59 FTE receives .5 of the leave accrual, etc). Employees who start working on or after January 1st are entitled to 11.5 hours personal time that current fiscal year. Personal time cannot be carried over into the next fiscal year and will not be compensated for upon termination of employment at Touro University Nevada.
Full-time employees are credited with 45.6 hours of sick leave per year at the beginning of the new fiscal year (July 1st). If employment begins on or after January 1st, 22.8 hours will be credited. Sick leave cannot be carried over from one year to the next. Sick leave can only be taken after 3 months of employment. Employees must report all absences from work to their supervisor by 9:30 a.m. of the day in question. After three (3) consecutive days of illness, the employee must provide medical documentation of the illness to the Human Resources department. Vacation time and personal time may be used during prolonged illness. Sick leave may not be used as vacation time. Upon termination of employment from Touro the employee will not be paid for unused sick leave.
Full-time employees who worked a whole year and have not used the allocated sick time may convert sick time to vacation leave as follows:
- 30.4 sick hours can be converted into 7.6 vacation hours;
- 38 sick hours can be converted into 15.2 vacation hours;
- 45.6 sick hours can be converted into 22.8 vacation hours;
Any number of hours may be converted to a “Catastrophic Sick Leave” balance on a one-to-one basis.
The Family and Medical Leave Act (FMLA) of 1993 provides generally up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons. Employees are eligible for this type of leave if they have been employed by Touro University Nevada for at least one year and for 1,250 hours over the previous 12 months.
In the event of death of an immediate member of the employee’s family the University grants up to a five workday paid leave. The University defines immediate family as the employee’s spouse, parent, step-parent, grandparent, child, stepchild, grandchild and sibling. A two day leave with pay is granted in the event of the death of the employee’s spouse’s parent, step-parent, grandparent or sibling.
Full-time employees called for jury duty will receive their full salary for up to 21 days within a two year period.
Reserve Active Duty Training - An employee may receive a leave of absence for performance of active duty with the National Guard or the U.S. Armed Forces Reserves in accordance with state and federal law. An employee who is required to participate in two (2) weeks annual training as part of a military service program will be paid the difference between his/her regular salary and the pay received for the reserve training.
Active Duty - In the case of a reservist called to active duty, the University, in compliance with Federal Veteran’s Reemployment Rights Law, will rehire veterans to their former job or job with similar status and pay. The veteran must apply for reemployment within 90 days of discharge.
Benefits - Touro University Nevada will not pay medical or other benefits for the employee while on leave for reserve military duty (except for the two weeks). However, benefits will be reinstated upon reemployment. If the employee wishes to maintain coverage in the Touro University Nevada plan, he/she may do so by paying the full group plan cost for individual and/or dependent coverage.