Frequently Asked Questions
ID cards are made in the Human Resources office which is located Richard Hall Room 228. Once an employee receives their ID badge, Parking Services will issue them a parking pass.
Your immediate supervisor should have a copy of the latest job description for the position you currently hold.
Pay grades are a way for the University to group comparable positions together into common ranges of pay, based on job scope, complexity and other factors. The salaries for similar positions should fall within a designated range, or Pay Grade. The ranges overlap, but each range specifies three guide points:
A Minimum (all individuals would expect to make at least this pay level)
A Mid-point (a benchmark to the external market for similar positions)
A Maximum (the most that someone would expect to make for a position in this range)
Annual performance evaluations for the January 1st to December 31st performance period are typically due to Human Resources on March 31st of every year.
Information regarding internal and external training opportunities are routinely posted on the HR website. In addition training programs offered by HR are communicated via e-mail to the University community.
In accordance with the required electronic transfer of funds policy effective July 1, 2011 all employees are required to accept all payroll related payments via direct deposit.
Employees are eligible to take FMLA leave if they have worked for their employer for at least 12 months, and have worked for at least 1,250 hours over the previous 12 months, and work at a location where at least 50 employees are employed by the employer within 75 miles.
No. The FMLA only requires unpaid leave. However, the law permits an employee to elect -- or the employer to require the employee -- to use accrued paid leave, such as vacation or sick leave, for some or all of the FMLA leave period. The university has made the decision that it will require the use of paid leave to run concurrently with FMLA leave.
When paid leave is substituted for unpaid FMLA leave, it may be counted against the 12-week FMLA leave entitlement if the employee is properly notified of the designation when the leave begins.
In accordance with the Georgia’s Parental Leave law for state employees, the University System of Georgia (USG) provides up to a maximum of 120 hours of paid parental leave, during any rolling 12-month period, to eligible employees for qualifying life events as defined in this policy. The purpose of paid parental leave is to enable the eligible employee to care for and bond with.
Yes. FMLA leave and Workers' Compensation leave may run at the same time, provided the reason for the absence is due to a qualifying serious illness or injury and the employer appropriately notifies the employee that the leave will be counted as FMLA leave.
Employees and/or supervisors should complete the following steps:
- Report incident to Supervisor immediately
- Complete an incident report
- Contact Human Resources at 706-507-8920
- Human Resources Representative and injured employee contact AmeriSys to begin case management and schedule an appointment for treatment
- Employee reports back to Human Resources after treatment
Please contact the OneUSG Connect Benefits Call Center at 844-587-4236 Monday – Friday, 8:00 am – 5:00 pm
Employees have 30 days from the date of the qualifying life event to contact OneUSG Connect Benefits at 844-587-4236. A failure to submit the enrollment change will prohibit you from making changes until the next open enrollment period. The effective date for changes in coverage will be either the date of the qualifying event or the first day of the month following the qualifying event.
While out on disability, you neither lose nor earn pension time. If the reason for the leave is medical, the entire time can be purchased. If it is a personal leave, a maximum of three months can be purchased.
Open Enrollment is designated as the time that employees can make health and life insurance changes.
No, the only thing you have to do is select No Coverage on your OneUSG Benefit portal.
For employees enrolled in a USG Anthem Healthcare plan, you continue to have the flexibility to see the doctors you want, with the added support of an Accolade personal healthcare assistant who will help answer your questions, coordinate care, and supports you along your healthcare journey. Your Accolade health assistant is your single point of contact for all your healthcare and pharmacy questions!
Contact Accolade at 1-866-204-9818.
Full-time employees earn annual leave time at the rate of 10 hours per month for the first five years of employment, 12 hours per month for the next five years, and then a maximum of 14 hours per month after completion of ten years continuous service. Sick leave shall be accrued at the rate of one working day (8 hours) per calendar month of service.
If sick leave is claimed for a continuous period in excess of five working days, a physician's statement is required to permit further claim of sick leave pay.
BOR policy allows employees to carry over 360 hours (45 days) of annual leave.
No, employees do not receive payment of accrued sick leave. Columbus State University does pay employees for accrued annual leave.
Sick and Vacation leave accruals are updated at the end of each month to the employee’s balances in OneUSG Connect
No, employees can only use their sick leave when they are sick. If an employee will be out for a period greater than their annual leave balance then they will be uncompensated for hours they do not have accrued leave.
Employees can start or stop these savings plans at any point during the calendar year.
Please see the USG's Retirement Plans Overview for mandatory and optional retirement plans.
For non-exempt employees, the only option for mandatory retirement plan is the TRS Plan.
Please see the Mandatory Retirement Plan Election Guide (PDF) for instructions on how to enroll in the appropriate plan(s).
Tuition Assistance Program (TAP)
These forms are located in the Human Resource Department and the forms are available on the Human Resources Department website.
Tap applications are due to Human Resources by the following dates: (If any of these dates fall on a holiday or on a weekend, the application deadline will be the last business day prior to the dates identified.)
Fall Semester - July 15th
Spring Semester - November 15th
Summer Semester - April 15th
The federal government currently allows up to $5,250 annually, in employer-provided educational assistance benefits, to be "tax free" to TAP applicants. This applies to both undergraduate and graduate-level courses. This amount will be included in your wages (Box 1 of your Form W-2). A tax professional should be consulted for further information concerning taxable tuition.
No, only full-time benefits-eligible employees may participate in the Tuition Assistance Program (TAP).
One would be ineligible for TAP for one semester.
To begin the application process, candidates must apply for any open positions using our online, Columbus State University web-based employment application system. Please do not mail or hand deliver any materials but upload them into your account. Please select a user name and password that you will easily remember.
The status of your application will update as the hiring office reviews applications. Once an office "closes" a position, it means they are no longer accepting more applications, and the listing is removed from the job posting. It may be some time between the time an office closes the position and when they fill the position. If it‘s still on the posting, it‘s still an active vacancy. If a hiring office wishes to interview you for a position, they will contact you directly.
All positions at Columbus State University require a Criminal Background Check. Only those position which handle cash, checks, P-card users and/or campus valuables require Credit Checks. Checks may require up to five to seven business days to complete.
No, however it is important that you disclosed any conviction you may have on the employment application.
Columbus State University does not discriminate on the basis of race, color, national origin, sex, religion, disability, veteran status, sexual orientation, or gender identity. Inquiries regarding CSU‘s equal employment opportunity policy or Title VII should be directed to the General Counsel.