Trip Reduction Incentive Program for Faculty and Full-Time Staff

If you walk, bicycle, carpool or use public transit, and you are a benefits-based employee, you are eligible to participate.

Trip Incentives

• $2.00 per day of participation.
• CGU will pay up to $95.00 for a monthly Metrolink pass.

Carpools

• Carpool matching service: Call Human Resources, Ext. 72461
• Reserved parking for carpool drivers
• Contact us for a carpool-parking permit
• Guaranteed ride home for carpool riders in emergency situations

More Information

• For other information or a participation form, contact Virginia Ramirez, Ext. 72461.

Download Rideshare Form

FunEx Flyer November

FunEx Gym

PerkSpot

For a list of available credits unions please click this link to the TCCS website and click on the tab Additional Mental, Physical, and Financial Wellness Resources

• How much time after my start date do I have to enroll in benefits?
  • As a new employee you must apply for benefits during your “Initial Eligibility Period,” that is, within 30 days of your hire date. If your date of employment is the first of the month, your coverage will become effective on your first day of employment. If your date of employment is any date other than the first day of the month, your benefits coverage will become effective the first day of the following month.

• What is Family Medical Leave (FMLA)?
  • Care of a spouse, child, or parent with a serious health condition; Birth or adoption of a child, or placement of a foster child; or For the employee’s own serious health condition.
  • FMLA allows for 12 weeks* of unpaid leave in a 12-month period for:
    • Care of a spouse, child, or parent with a serious health condition;
    • Birth or adoption of a child, or placement of a foster child; or
    • For the employee’s own serious health condition.
  • In order to be eligible for FMLA, an eligible employee must have completed at least 12 months of employment and must have provided at least 1,250 hours of service during the 12 months preceding commencement of the leave. Family/medical leave is unpaid. However, the employee may use his/her accrued vacation time while on a family medical leave. If the employee is on leave due to his/her own illness, the employee may use any paid sick leave or vacation in lieu of unpaid leave status. Vacation and sick days will not accrue while the employee is on a leave.
  • An employee who is on approved FMLA and/or CFRA leave is expected to return work upon medical release by her/his health care provider, whether or not the periods of time permitted under FMLA and/or CFRA have expired.
  • Prior to returning to work, the employee must provide the CGU Human Resources Office with a signed note from her/his medical provider indicating that the employee is cleared to return to work. An employee who does not so return and provide such note will be considered to have voluntarily resigned and will be terminated from employment.

• What is the California Voluntary Disability Insurance (VDI) Plan?
  • Voluntary Disability Insurance (VDI) is a private, short-term disability insurance plan that employers can offer to their California employees. It’s a legal alternative to the mandatory California State Disability Insurance (SDI) plan.
  • This income protection plan pays a benefit if you are unable to work due to a non-work related illness or injury, as well as maternity. If you work in California, we automatically enroll you in the VDI plan starting on your date of hire.
  • Does the employee have to pay taxes on the disability benefits received under the CA VDI plan? No. All disability benefits are tax-free.
  • Employee contributions are maintained in a special account established to pay the claims and expenses of the CA VDI plan. This account is audited by the State of California to ensure that only plan expenses are billed to the account. In addition, any savings from the plan must be used exclusively for the benefit of the participating employees in some manner, such as further improvements in plan benefits, funding of other benefit plans for employees, or reducing the contributions of the plan participants in future years.

• What is Paid Family Leave (PFL)?
  • Paid Family Leave (PFL) was mandated by California law for claims commencing on or after July 1, 2004. Paid Family Leave is unemployment compensation disability insurance paid to workers who suffer a wage loss when they take time to care for a seriously ill family member or to bond with a new child. Paid Family Leave contributions are part of the same deduction taken from the wages of employees who are covered by CA SDI or a CA VDI plan. Benefits received under Paid Family Leave are federally taxable.
  • Are Paid Family Leave benefits the same as disability benefits? No. The Paid Family Leave benefit amount and length of payment are different from disability.
  • When should the employee file a claim for Paid Family Leave? The employee may file a claim for Paid Family Leave benefits for the following reasons:
    • To care for a seriously ill minor or adult child, spouse, parent or state-registered domestic partner
    • To bond with a new child or the new child of a spouse or state-registered domestic partner
    • To bond with a child in connection with the adoption or foster care placement of the child with the employee, their spouse or state-registered domestic partner.
• Questions or Need Assistance? Contact TCCS Disability Administration at disability@claremont.edu or (909) 621-8847.
• Please refer to Employee Handbook for a more in depth overview and the Paid Sick Leave Policy.