to protect against workplace violence
academic freedom top Faculty Council's slate of topics
discuss tuition hikes to fund salaries
scores a bowl bid and contract extension
and generosity the legacy of Caulberg's tenure
inspire innovative cancer research
Resources news: New
SPA Grievance Policy Approved
Resources news: Long-term-care
Tips to protect against
The Nov. 29 murder-suicide outside
of the James T. Hedrick Building has heightened interest
about the safeguards University employees have at their disposal
to protect themselves.
The Hedrick Building, which houses administrative offices
for the UNC Health Care system, is about three miles from main
campus. University police said that Shennel R. McCrimon McKendall,
37, of Pittsboro, was reporting to work when her husband, 34-year-old
Randy Leverne McKendall, confronted her.
Both of them died of gunshot wounds in the parking area near
the building where the shooting took place.
During the Dec. 1 Employee Forum meeting, Laurie Charest,
associate vice chancellor of Human Resources, called attention
to some of the safety policies and procedures the University
has in place.
HR officials also spelled out what actions constitute workplace
violence, along with steps people can take to stay safe both
at the University and in their homes.
What is workplace violence?
Workplace violence is defined as any form of violence by
an employee against another employee, student, vendor or visitor
to the University. This may be in the form of a physical attack,
intimidation, threats or property damage:
Threat is the expression of intent to cause physical or mental
Physical attack is unwanted or hostile physical contact such
as hitting, pushing, kicking, shoving, throwing of objects
Intimidation includes, but is not limited to, stalking or
engaging in actions intended to frighten, coerce or induce
Property damage is intentional
damage to property owned by the University, students, University
employees, vendors or visitors to the University.
What can be done at work?
The University's Workplace Violence Policy covers every employee
of the University, SPA and EPA, full-time and part-time, permanent
and temporary, work-study students or anyone in an employment
capacity with the University. Employees are covered by the
policy while they are engaged in any activity related to their
employment with the University, whether on University property
Employees who believe that they have been the target of workplace
violence should report this to the appropriate supervisor or
manager, or to the Employee Services Department at 962-1483.
In emergency situations, the employee should dial University
Police at 911.
Each member of the University community has a role to play
in the prevention of workplace violence. All employees should
be alert to the possibility of violence on the part of employees,
former employees, customers and strangers. Any report of violence
will be handled in a confidential manner, with information
released only on a need-to-know basis.
Supervisors are responsible for
reporting allegations of workplace violence and investigating
those allegations. The University will explore ways to assist
you, whether it be through rearranging your work schedule,
changing your work telephone number or parking location,
withholding other contact information, arranging for security,
and/or potentially seeking a "no contact" order
on your behalf.
If you have questions about the
Workplace Violence Policy, call Lorri Allison, director of
Employee Services, at 962-8830.
What about violence at home?
If you are experiencing or concerned about violence at home,
this stress may also affect your work. The University's Employee
Assistance Program (EAP) can assist you in identifying community
resources for assistance, and, if necessary, facilitating discussions
between you and your supervisor. For additional information,
call Susan Criscenzo, the University's EAP representative,
Athletics, academic freedom top Faculty Council's slate of topics
Athletics and academic freedom
-- and the myriad challenges facing both -- shared top billing
as discussion topics at the Dec. 10 Faculty Council meeting.
Comments about athletics came as
part of a presentation of the Faculty Athletics Committee's
Council adopts resolution addressing salary-related
The Faculty Council on Dec. 10 passed a resolution that
states a key to preserving University excellence in the
years ahead will be raising faculty pay.
The resolution was an edited version of the one the council
A faltering economy in recent years has led to budget
cuts that have resulted in little or no state pay increases
for faculty and staff.
Both the council and the Employee Forum (see story on
page 1) passed resolutions this month outlining the problems
created by a lack of pay raises, but the council resolution
also addressed a host of salary-related issues.
For instance, the resolution reaffirmed that every unit
should have "a clearly stated and openly discussed" policy
explaining how raise levels are determined. Further, the
resolution reaffirmed the principle that merit should guide
salary decisions, and that "fair and transparent processes" for
deciding raises should be followed.
Finally, the resolution addressed the problem of salary
inequities that have arisen.
One large area of concern is the salary gaps that exist
between longtime professors who have suffered from stagnant
state pay levels and the newly arrived faculty members
who received higher pay offers when they were recruited
Discussion on academic freedom was more diffuse, ranging from
general discussion about the current campus environment to a
controversial proposal for a Western cultures program in the
College of Arts and Sciences.
Chancellor James Moeser touched on both topics.
Speaking of the athletics program,
Moeser said, "It is with
some degree of pride that I say we have a pretty good story to
And Moeser singled out Athletic Director Dick Baddour as a
big reason why that story is so positive.
Moeser also compared the public scrutiny that Baddour faces
in his job with what he sees as chancellor. Newspapers devote
not a column or page, but a whole section to sports, and with
it, almost daily doses of reports, commentary and speculation
about University athletics.
Step back from the headlines, though, and the program has a
solid reputation for high academic standards and graduation rates,
is self supporting and consistently highly ranked based on success
on the playing field, Moeser said.
Baddour spoke of the program's core values, which include academic
excellence, integrity, competitive success and positive student-athlete
One of the growing challenges, Baddour said, is remaining competitive
on the playing field while maintaining higher academic standards
than the minimum NCAA requirements that most other programs follow.
Lisa Broome, the law professor who chairs the committee, said
she was grateful to Moeser for his work ensuring that there will
be no televised Thursday night football games in the upcoming
season. Faculty Council members long have objected to the prospect
of such games because of how they would interfere with the academic
climate on campus when classes are in session.
The most recent development fueling debate about academic freedom
resulted from a proposal by College of Arts and Sciences faculty
for a Western cultures program in the undergraduate curriculum.
The program might be funded through a private gift from the Raleigh-based
John William Pope Foundation.
The foundation funds the John Locke Foundation and the John
W. Pope Center for Higher Education Policy, which has been critical
of the University. John William Pope is a former UNC trustee,
and past foundation donations have supported a wide variety of
Moeser and College of Arts and Sciences Dean Bernadette Gray-Little
have told council members and other faculty in recent weeks that
the faculty ultimately controls the University's curriculum.
They have described the proposal as neither conservative nor
liberal, and reiterated that the University's interest in the
curriculum is not political.
Some Faculty Council members said
they wanted the University to take a stronger stand to reiterate
its support for academic freedom in light of concerns generated
by the Pope proposal and others such as conservative commentator
David Horowitz's "Academic
Bill of Rights," which organizers say aims to protect student
rights and intellectual diversity on campuses nationwide. Horowitz
has asked student governments, campuses, education commissions
and legislatures to adopt the measure.
Karen Booth, associate professor of Women's Studies, asked
why the Faculty Council had not taken a stand against Horowitz
and urged that the council join with N.C. State University's
Faculty Senate in passing a resolution against his efforts.
elin o'Hara slavick, professor of
art, expressed concern about "a
very chilled environment" nationwide that has left her restrained
from showing artwork in her classroom because of her concerns
about adverse reaction outside of class.
But Carol Pardun, associate professor in the School of Journalism
and Mass Communication, offered a dual perspective of a faculty
member and a mother of a current student. She said her son had
encountered intolerance for views he has expressed that ran counter
to those of his professors. For instance, Pardun said, some professors
told her son that his decision to join the Army was unwise and
urged him to reconsider.
As faculty members worried about
the views of outside groups, Pardun suggested "we look within
ourselves and make sure we also are being willing to accept
different ideas and have the dialogue go both ways."
Moeser reminded council members that he had spoken about academic
freedom numerous times during his tenure. He expressed pride
in the University's strong stand in support of academic freedom
and said the campus community must remain vigilant in defending
Moeser said he feared for the country if a great public university
such as Carolina cannot allow disagreement in the context of
civil and orderly discussions.
"I have great confidence that we do that on a regular basis," Moeser
He added, "Let us not forget that
is why we were created, and in fact, why we exist."
Trustees discuss tuition hikes to fund salaries
University trustees are expected
to continue discussions and potentially act on a proposal to
increase campus-based tuition rates next fall during their
regular January meeting.
The Board of Trustees reviewed the recommendations of the University's
Tuition Task Force on Nov. 17.
The task force suggested three options, each of which would
generate about $5.5 million that could be applied to spending
priorities the task force identified during its work this fall.
The first option, which was favored by six of the 11 tuition
task force members present and eligible to vote, would increase
in-state tuition by $350 and out-of-state tuition by $800. The
two other options suggested increases ranging from $250 to $300
for in-state students and from $1,000 to $1,200 for out-of-state
students. The task force endorsed all three options for consideration
by the administration and trustees.
All three options would reserve no less than 35 percent of
revenues generated to provide need-based financial aid for undergraduates
-- a provision that has been included in all previous campus-based
tuition increases. Remaining revenues would be used to help address
graduate teaching-assistant stipends, student-faculty ratios
(by hiring additional faculty) and faculty salaries.
Trustees received a presentation from the Art and Science Group,
a nationally recognized consulting firm, on a new price sensitivity
The study found that the trustees appear to have a significant
amount of leeway in raising both in-state and out-of-state tuition
without serious effects on the size and quality of the applicant
pool, according to the final tuition task force report. If the
board does not want to cause harm to the University's applicant
pool, it must not exceed the tuition hikes set by the University's
competitors. The study also emphasized that the difference in
circumstances for in-state and out-of-state students must not
During much of their discussion, trustees wrestled with the
market science upon which the report was based with historic
concern about the state constitution's charge to keep costs low.
"We've got a mission and an obligation as a state university," said
Paul Fulton, a trustee and former dean of Kenan Flagler Business
School, during a meeting of the board's Audit and Finance Committee.
This year's deliberations come after action taken last January
to ensure resident tuition remains in the bottom quartile of
the University's national public peers. That philosophy also
holds that non-resident tuition should be value- and market-driven,
with the goal of reaching but not exceeding the 75th percentile
of the University's national public peers.
Nelson Schwab, chair of the board's Audit and Finance Committee
who also served on the tuition task force, said the trustees
should experiment with all the options that the task force presented.
"You can't push a button and get
the right answer."
Schwab told the full board that he favored the task force's
third option, which would raise in-state tuition $250 and out-of-state
rates by $1,200.
The UNC Board of Governors must approve any campus-based tuition
Trustees also received proposals for new school-based tuition
increases from the Kenan-Flagler Business School, as well as
the schools of law, medicine and public health. Those proposed
increases ranged from $500 to $3,000 in various degree programs.
In other action, trustees approved the site for Arts Common
Phase 1, which implements the keys concepts of the Arts Commons
Master Plan. The project provides a new 100,000 square-foot building
for the Department of Music, a 300-car underground parking deck
and a utilities tunnel.
The new buildings will address the space deficiencies for the
music library that is now located in the basement of Hill Hall.
The building will also include classrooms, faculty offices, multimedia
teaching labs and studios.
The projected budget for the first phase of the Arts Commons
was set at about $40 million, with funds from the higher education
bond referendum, external funds and parking receipts. Trustees
approved the arts common master plan In January 2003. Construction
is projected to begin in February of 2007.
Bunting scores a bowl bid and contract extension
Coach John Bunting never stopped
believing his Tar Heels could become a winning football team.
It just took the rest of the nation a little while to catch
And a 40-17 victory against Duke on Nov. 20 didn't only clinch
Carolina's first winning record in three seasons -- it ensured
that the Tar Heels will play in a bowl game for the second time
since Bunting became head coach.
Carolina will take on future ACC foe Boston College in the
Continental Tire Bowl on Dec. 30 in Charlotte.
Fans can purchase tickets by calling 1-800-722-4335 or by visiting
More than 30,000 tickets already have been purchased by fans
of the Tar Heels.
"We are thrilled to represent the state of North Carolina in
Charlotte at the Continental Tire Bowl," Bunting said. "This
is a fitting reward for a team that has battled all season long,
believed in themselves and never quit."
The bowl game wasn't the only positive consequence of the Tar
Heels' remarkably successful season.
Immediately following the victory in Durham, Chancellor James
Moeser and Director of Athletics Dick Baddour announced their
intention to seek a two-year contract extension for Bunting.
"We have evaluated this team over the course of the season,
and we are very pleased with the progress it has made," Moeser
said. "The staff and players dealt with one of the toughest schedules
in the country, and they've shown great resiliency and determination."
Baddour echoed the praise from the chancellor.
"John Bunting's leadership has been instrumental in moving
this Carolina football program in a winning direction," he said. "His
staff and student-athletes have competed well this year against
one of the toughest schedules in the nation and posted a number
of outstanding wins.
"They have kept their composure in
several adverse situations and maintained their focus on improving
each game. We look forward to watching him lead the Tar Heels
again in 2005 and for many years to follow."
The extension is pending final approval
from the University's Board of Trustees.
Patience and generosity the legacy of Caulberg's tenure
By Brian MacPherson
"Gazette" student assistant
Sandra Caulberg isn't going to tell
you why she's so good at her job.
She'll be perfectly happy to tell you about her job, or about
the University, or about her family. She'll be happy to tell
you about the many policies and procedures she must not only
follow, but regularly explain to others. She'll even be happy
to tell you about the time she once met Andy Griffith in South
But she's far too humble of a person to tell you why she's
so good at her job.
That's OK, though, because those who work with her in the Office
of the University Counsel and who nominated her for the C. Knox
Massey Award will do that for her.
They'll sing her praises with regard to her ability to make
time for anyone who needs a helping hand.
"She is never too busy to answer the inevitable question, `Why
do we do it this way?' and is willing to assist in changing policies
or practices that have become outdated or to work with campus
members to find answers to apparently unanswerable questions," wrote
Associate University Counsel Joanna Carey Smith.
They'll sing her praises with regard to her patience and welcoming
"Without Ms. Caulberg's generosity of time and spirit, I literally
would have been unable to function," said B. Glenn George, who
moved from the law school faculty in October 2003 to fill the
position of general counsel on an interim basis.
"All of the office practices and
procedures needed to be explained to me, and Ms. Caulberg patiently
and graciously guided me at every turn."
And they'll sing her praises with regard to her care for those
with whom she works.
"With all she has to do, she still
finds time to give support and encouragement to colleagues," wrote
Associate University Counsel Mary Sechriest. "I feel at times
as if she's my own personal cheerleader."
'A role model'
Caulberg, an administrative officer in the Office of University
Counsel, never expected to find herself in Chapel Hill when her
previous employer, Burlington Hosiery, closed down in 1974. The
commute from Burlington was a lengthy one, but there were no
jobs available closer to her home.
So she came to Carolina, and she hasn't ever left.
"I fell in love with the place," she said. "I
never dreamed I'd be here for 30 years."
She has watched the growth and evolution of the University
through the years, and the growth and evolution of her job and
her responsibilities right along with it.
She now assists in the management of the Office of University
Counsel, helping handle grievances that involve faculty, staff
and students. The legal issues involved include civil rights,
liability and misuse of state property.
She also coordinates the University's External Professional
Activities for Pay and often serves as the first point of contact
for public records requests related to the program.
"The biggest change is the volume of work, the variety of issues
we've added on our agenda," she said.
And while those issues could have overwhelmed Caulberg, she
instead has become the safari guide of the Office of General
Counsel, steering colleagues and visitors alike through a jungle
of University procedure and policy.
"Sandra's approach to her work, her dedication and her attention
to detail make her a role model," wrote Associate Vice Chancellor
Patricia Crawford. "During Sandra's long period of employment
with the University, she has seen many changes, and Sandra has
mastered these quietly, efficiently and effectively."
Her contribution to Carolina doesn't end with her official
She also serves as an unofficial one-woman welcoming committee
for every new employee in her office, answering endless questions
at all hours of the day.
"You have to have a lot of patience," she said. "You
have to have an ability to listen to people and be willing
Those who have benefited most from her assistance, however,
would say that she understates her importance to her office.
"Sandra patiently oriented me to
the campus and, in doing so, demonstrated a remarkable understanding
of the workings of this very complex institution," wrote General
Counsel Leslie Chambers Strohm. "Without her support, I, and
many others who rely on Sandra's expertise and knowledge, would
Family and new friends
As often as she has guided colleagues and visitors through
the inner workings of University procedure, one fond memory from
her years at Carolina came when she was on the receiving end
of a different type of tour.
One of her daughters, who now works at the School of Law, attended
the University herself.
That meant Caulberg had the opportunity to see her employer
from an entirely different perspective -- that of the parent
of a prospective student.
"It was neat," she said. "I was seeing
people I knew, and they were saying, `What are you doing?'"
Caulberg's other daughter did not attend the University, but
she remained close to home. She currently works for AG Edwards
Financial in Greensboro.
Aside from the opportunity to work on the same campus at which
one of her daughters attended school, Caulberg said, other memorable
moments have come through her brushes with celebrity.
The Office of University Counsel used to be located in South
Building, and the nature of that location dictated that she would
often see notable visitors to campus when they dropped by to
see the chancellor.
Andy Griffith was one such visitor the year he received an
honorary degree from the University. Caulberg also recalls meetings
with Presidents Jimmy Carter and Bill Clinton as memorable moments
during her tenure at the University.
She met Clinton during the University's
Bicentennial Observance, as she had the honor of representing
her department in the ceremonial procession.
Into retired life
Unfortunately for the Office of University Counsel, Caulberg
has reached the point in her career at which she will cut back
on her workload and time in the office.
She officially retired in November, but she still works at
the University part time.
Her increased time off, though, has allowed her to spend more
time pursuing the other joys in her life -- gardening, reading,
sewing and crafts.
She also looks forward to a little relaxation on the sands
of North Carolina's coast.
"I love the beach," she said. "I
would move there if I could."
But even as she begins gradually to separate herself from the
campus she has called home for 30 years, she will take with her
memories and experiences she will cherish for the rest of her
"The greatest thing that I treasure would be the people I've
met and worked with and what I've learned from them," she said.
Editor's note: This story is the sixth in a series featuring
2004 winners of the C. Knox Massey Distinguished Service Award.
The late C. Knox Massey of Durham created the awards in 1980
to recognize "unusual, meritorious or superior contributions" by
University employees. The award is supported by the Massey-Weatherspoon
Fund created by three generations of Massey and Weatherspoon
families. Chancellor James Moeser selected the honorees from
nominations submitted by the campus. They each received an award
citation and $6,000 stipend.
Advocates inspire innovative cancer research
In 1990, Barbara Parker was diagnosed
with two kinds of breast cancer within three months. One way
she fought it was by reading scientific journal articles. "I decided that whatever happens
to change things for women who have cancer, it first goes through
a basic-research lab," Parker says. "The best that science has
to offer patients is an educated guess. As long as my life depended
on an educated guess, I wanted to be one of the ones making it."
But she found all the studies overwhelming.
When she met University epidemiologist Bob Millikan, she asked
him if he would help her understand what she was reading. He
agreed to meet with her once a week, which he did for about
a year. "Bob knew the authors,
knew which journals were the best," she says. "It was exciting
for me to have all this information put into context, rather
than getting it in a hit-or-miss fashion."
Parker's reading came in handy when a researcher at Duke University
invited her to join other patients who were observing scientific
presentations and giving comments. That was her first step toward
becoming a patient advocate.
Today, Parker, who lives in Raleigh, serves on the executive
committee of a breast cancer research program at Duke and is
patient-advocacy chair for a national organization that designs
and conducts clinical trials. She is one example of the many
patient advocates who are changing research.
In the early 1990s, breast-cancer survivors began fighting
to get more money for research. One high-profile example was
the Long Island Breast Cancer Study, which Congress funded in
1993 in response to lobbying from women who were convinced that
environmental factors were contributing to breast cancer in the
two counties where they lived on Long Island.
Marilie Gammon, now professor of epidemiology at Carolina,
was principal investigator of that study, in which she led a
team that interviewed more than 3,000 women (both those with
breast cancer and those without) and that collected blood and
urine samples as well as soil and water from near the participants'
homes. The main results of the study were published in 2002.
Gammon and her colleagues continue to analyze data from the
study and recently published two additional reports.
Advocates have also helped get funding for other programs such
as the Department of Defense's Congressionally Directed Medical
Program in breast-cancer research. That was funded in 1992 partly
because of a lobbying campaign led by the National Breast Cancer
As advocates secured more money for research, they also wanted
to have a say in how that money was spent. To do that, they needed
to understand the science. So the National Breast Cancer Coalition
created a training course to teach advocates scientific concepts
and critical thinking skills. Millikan is one of several scientists
who helped develop the curriculum for the course, called Project
LEAD (Leadership, Education and Advocacy Development).
Women use those skills as they serve beside scientists on study
sections, which review research proposals for funding at agencies
such as the National Institutes of Health and the Department
of Defense. Advocates also serve on committees that advise the
Food and Drug Administration on approval of cancer drugs.
Advocates have also inspired researchers
to think about new directions. Millikan says that though he
has studied mostly genetics, his work with research participants
and advocates "constantly
reminds me of what else is out there to study."
Parker, for example, played a role in the discussions that
led to Millikan and colleagues asking women what they thought
caused breast cancer, as part of the Carolina Breast Cancer Study
(a long-term look at 4,000 North Carolina women with and without
The women suggested some possible
risk factors that the scientists had never considered such
as physical injury, stress, and bereavement. So the researchers
began analyzing their data for these factors. The team found
no association between cancer and physical injury to the breast.
But the other two ideas "turned out to be very
interesting," Millikan says. "Profound emotional loss and loss
of health care due to unemployment were associated with breast
cancer being diagnosed at a later stage." A later diagnosis means
treatment may not be as successful.
In the resulting paper that appeared in the journal Environmental
and Molecular Mutagenesis in 2002, Parker and another patient
advocate were listed as coauthors with the scientists.
Millikan says that patient advocates
remind researchers of the urgency of their work. "When a patient advocate is at a meeting,
the tone of the room changes," he says. "It reminds us that there's
a lot more at stake than just our careers."
For more about the Long Island study,
Marilie Gammon and Bob Millikan are also affiliated with Carolina's
Lineberger Comprehensive Cancer Center. Find out more about the
Carolina Breast Cancer Study at cbcs.med.unc.edu.
Provided by Research and Economic Development
Writer: Angela Spivey
Technology Transfer Update
The Office of Technology Development helps Carolina faculty,
students and staff develop and commercialize patentable inventions
resulting from their research. In November 2004, the University
executed eight license agreements and had two U.S. patents issued.
A patent is a legal document granting inventors
the exclusive right to prevent others from making, using or selling
an invention for a number of years. A license agreement is a
written contract granting permission for a person or company
to use an invention under certain terms. For more information
about OTD, go to research.unc.edu/otd.
New SPA Grievance Policy Approved
On Dec. 9, the State Personnel Commission approved a revision
to the University's Dispute Resolution and Staff Grievance
Procedure. The new policy will take effect Feb. 1, 2005. Major
revisions to the policy include:
Reducing the internal process from three steps to two steps;
Changing the filing deadlines for greater consistency; and
Establishing set hearing dates and a grievance coordinator
The revisions to the policy were a result of recommendations
made this fall by the SPA Dispute Resolution Review Committee,
a campuswide group, chaired by Professor Glenn George, School
In addition, due to recommendations from the Chancellor's
Task Force for a Better Workplace, the Office of Human Resources
has received funding for a new staff position to administer
the grievance process.
State policy requires that the revised policy cannot take
effect for at least 30 days following the Commission's approval.
Feb. 1, 2005, was set as the effective date in order to allow
time for public information sessions about the policy change
during the month of January. More information on these meetings
will be shared with employees in the coming weeks.
Human Resources will also offer
training in January and February for SPA grievance hearing
panelists and support persons. Any SPA employees who are
interested in serving in these roles may register for the
training through the online training registration website
at http://www.training.unc.edu. Supervisory approval is required
The long-term-care insurance contract between the State Health
Plan and MedAmerica expires at the end of December, and Prudential
will be the new long-term-care provider for state employees
who wish to purchase group long-term-care insurance. Employees
currently covered under the MedAmerica plan who wish to retain
coverage can choose to move to Prudential or convert their
current coverage into an individual policy with MedAmerica.
Human Resources is attempting to get additional information
for employees regarding the change in insurance providers.
As we receive additional information from the State Health
Plan, we will forward that to you. In the meantime, here is
some information that may be useful.
Prudential, the incoming long-term-care
insurance carrier, has scheduled an information meeting on
campus. This meeting will be held Dec. 16, at 1
p.m. in the Pleasants Family Assembly Room in Wilson Library.
Attendance is open to all employees interested in the Prudential
A page has been developed on the OHR web site with links
to MedAmerica, Prudential and several impartial informational
resources. This page will be updated as additional information
is received. To reach this information, click on hr.unc.edu/hottopics/ltc_info.
Enrollment deadlines have been extended. Current participants
in the MedAmerica plan will soon receive information regarding
their opportunity to convert to an individual MedAmerica policy.
The enrollment deadline for that option will be 45 days after
the date on that letter. If you have not received an information
letter from MedAmerica by Dec. 17, contact them at 800-943-1549.
For those employees who are interested in the Prudential plan,
the enrollment deadline has been extended from Dec. 31 to Jan.
If you have questions, contact the Benefit Program Administration
office in Human Resources at 962-3071.