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APPENDIX 4
FACULTY SALARY AND BENEFITS
PART I: Salary and Benefit Provisions for Active and Retired Faculty
Section I: Salary And Benefits Provisions For Active University Faculty
A-l Faculty Salary
A-2 Summer Session
A-3 Social Security
A-4 Retirement Plans
A-5 Phased Retirement
A-6 Group Life Insurance
A-7 Hospital-Surgical Medical Plans
A-8 Tuition Remission Benefits
A-9 Academic Year and Summer Fellowships
A-10 University Bookstore Discounts
A-11 Reimbursement for Travel Expenses
A-12 Personal Liability Insurance
A-13 Workers' Compensation
A-14 Sick Leave
A-15 Family Leave
A-16 Long-term Disability Benefits Plan
A-17 Benefits While on Leave
A-18 Unemployment Insurance
A-19 Legally Domiciled Adults
Section II: Benefits Provisions for Retired University Faculty
R-l Retirement Distribution
R-2 Life Insurance
R-3 Medical Insurance
R-4 Tuition Remission
R-5 University Bookstore Discounts
R-6 Other Retirement Benefits
R-7 Retired Faculty Counselor
PART II: Full-time Faculty Salary and Benefits Reports Sent to AAUP
FACULTY SALARY AND BENEFITS
PART I: Salary and Benefit Provisions for Active and Retired Faculty
Section I: Salary And Benefits Provisions For Active University Faculty
The University faculty, as specified in the University Statutes [§4-01.02], consists of all distinguished professors, university professors, professors, associate professors, assistant professors who are tenured or have received tenure track appointments to an Arts and Sciences Department or to a Professional School Faculty, and instructors who have received tenure track appointments to an Arts and Sciences Department or to a Professional School Faculty. Visiting distinguished professors, professors, and associate professors are also members of the University Faculty to the extent provided in 4-02.10.
A-l Faculty Salary
(a) University faculty are paid bi-weekly. A faculty member can select to receive the contractual salary over a twelve-month or a ten-month period.
(b) On June 15 of each year, continuing faculty are informed of their salary for the next academic year. The Salary and Benefits Committee annually negotiates salary increments for continuing faculty with the Administration. The annual Salary and Benefits Report, which is reported to and approved by the Faculty Senate, specifies the across-the-board, merit, and promotion increments that are available to continuing faculty.
(c) In 1983, the Faculty Senate passed the following directive on norms for merit awards, with the understanding that each Department/School determine the weight assigned to teaching, research/publication and service. Merit increments are a portion of the annual faculty salary increase, which the Faculty Salary and Benefits Committee (or its counterpart in the Law School) sets aside to reward exceptional performance of duty. This committee recommends to the Senate on a yearly basis (1) whether or not to have merit increments and (2) the general procedures according to which merit increments will be awarded. Faculty eligible for merit increments include all full-time tenure track faculty including instructors on tenure track lines. Merit increments are intended to reflect actual meritorious performance and are not to be awarded alternately to different faculty members.
1. Faculty who wish to be considered for a merit increment shall attach to their
annual Faculty Activity Report a letter indicating why they should be considered for a merit increment.
2. Faculty applying for a merit increment shall also submit an updated curriculum vitae.
3. Merit awards are given to faculty whose performance in one or more categories
[teaching, service, research/publication] is outstanding in the past year and/or over the
years. A good record of teaching, service and research over the years is presumed of
all Fordham faculty. Merit awards are not automatically given for performance of ordinary faculty duties.
4. Most weight is given to actual publication, and not acceptance for publication, during
the past twelve-month period.
5. Because merit increments are competitive, it will probably not be possible to award merit
increments each year to all that may be eligible.
(d) Merit procedures:
1. Each faculty unit (School or Department) will select a committee on merit on a regular basis.
Both tenured and non-tenured faculty will be eligible to serve on the merit committee.
2. Each faculty committee will draft or review a set of merit norms for its unit, which will be approved
annually by vote of the faculty of that unit by November 1. The committee will then file these norms
with the Vice President for Academic Affairs, the Dean (s), and the Faculty Senate Office. If the
Deans disagree with the norms established by the Department or School, consultation and agreement
between the Dean and the Department or School must occur by February 15. If no agreement is
reached, the matter will be referred to the Executive Committee of the Faculty Senate.
1. Each merit committee will review the materials of each member of its unit applying for
merit, will compile a ranked list of those to receive merit, and will submit the list to
its dean of Faculty by March 31. To enhance confidence in the integrity and fairness
of the merit system, the merit committee will make the submitted lists available to the
members of its unit.
2. If the Deans wish to modify the submitted lists, they may do so only in accordance with the
merit norms established by each unit. Any such modifications must be justified to the
appropriate merit committee, first in writing and then in a meeting with the committee,
during which the Deans and the committee members will reach a consensus about
a final list. This meeting must take place by May 1. In the event that the Deans and the
faculty committee cannot reach a consensus, the matter will be referred to the Executive
Committee of the Faculty Senate, which will resolve the dispute as soon as possible but
no later than September 30. The decision of the Executive Committee will be binding,
excepting personal appeals by individual faculty members.
3. By May 15, the Dean of the Arts and Sciences and Deans of the Professional Schools will
make available to the Chair of each Department or Area the complete list of all faculty in
that Department or Areawho have been awarded merit. Once in possession of the list,
Deans of Professional Schools and Chairs of Departments will make the final list available
to their faculties.
4. Merit will be awarded to up to half of the faculty of the Arts and Sciences (not Departments) and
half of the faculties in each of the Schools of Business, Education, and Social Service. The
minimum award in such cases is $750. In special circumstances, a School may petition
the Faculty Salary and Benefits Committee for permission to award merit to up to 60% of its
faculty. Such a petition must be made on an annual basis, and, when granted, the amount
of money allotted to that School for merit increments will not change.
5. Deadline Schedule for Merit Procedures
November 1 Departments/Schools approve/submit merit norms
February 15 When necessary, last date for consultation/agreement between Deans
and Departments/ Schools on submitted merit norms
February 28 Executive Committee of the Senate adjudicates differences between
Deans and Departments/Schools on submitted merit norms
March 3 Merit committee's ranked lists to be submitted to the Dean of Faculty
May 1 When necessary, Deans and merit committees meet
May 15 A VP's office sends to Chairs and Deans the complete list of merit
awards forthe appropriate School/Department
September 30 Executive Committee of Faculty Senate resolves outstanding disputes
between merit committees and Deans
(e) In 1987, Fordham University made a commitment to achieving and maintaining a level of faculty compensation that places the University iri the first quintile of Category I educational institutions, as designated by the AAUP.
(f) During the fall semester, each faculty member is contacted by the Office of Human Resources to establish whether the faculty member wishes to participate in a tax sheltered expense account for the next calendar year for [a] dependent careand/or [b] medical expenses. Funds contributed to a tax sheltered account that are not used during the designated calendar year are forfeited.
A-2 Summer Session
(a) Full-time faculty are given priority in teaching appointments for the Summer Session.
(b) Up to 40% of the courses offered during the Summer Session are contingent upon enrollment. When there is insufficient enrollment in a Summer Session course, faculty with acontingent contract will be paid less than the salary specified in (c) below.
(c) Summer Session salaries are 1/36 of a faculty member's salary per credit hour for the course taught, subject to the following salary caps:
1. For Professors, the salary cap is the average salary of professors for
the current academic year minus 10% of this average.
2. For Associate Professors, the salary cap is the average salary of associate
professors for the current academic year minus 5% of this average.
3. For Assistant Professors, the salary cap is the average salary of assistant
professors for the current academic year minus 0.5% of this average.
(d) Summer Session salary for tutorials is equal to 1/3 of the tuition for each tutorial.
A-3 Social Security
Faculty receive Social Security coverage in accordance with the contribution formulae established by Federal Law.
A-4 Retirement Plans
(a) Eligibility
Except for Jesuits, all faculty, as defined above, are eligible to participate in the University Retirement Plan.
(b) Participation
1. University faculty may begin participation in the University retirement plan
upon employment by the University.
2. Faculty are required, as a condition of employment, to begin participation in
the Plan on the January 1 which coincides with or next follows the later of the
completion of one year of service at the University, or the attainment of age 30.
3. Currently, Fordham faculty have a choice of three funding agents for their
retirement plan: TIAA/CREF, Fidelity or Prudential.
(c) Contribution to the University Retirement Plan
1. The University's contribution to the retirement plan is based on the faculty member's
base salary. Base salary is defined as annual contract salary, and does not
include extra remuneration.
2. For full-time faculty who have less than five (5) years of service the University's contribution
to the funding agent is 5% of the faculty member's base salary up to the FICA wage; 10%
of base salary in excess of the FICA wage base is also contributed by the University subject
to the maximum compensation limitations under IRS regulations.
Note: In order to receive the University contribution, full-time faculty must contribute 5% from their base salary.
3. Faculty who have five (5) or more years of service have a University contribution of 11 %
of their base salary to the funding agent. The faculty member's contribution is 5% of the
base salary to the funding agent. The faculty member's contribution is tax deferred.
(d) Payments to the Retirement Plan During a Leave of Absence
1. During a faculty fellowship and paid leave of absence, the University and faculty member
shall continue contributions based upon the base salary during the fellowship or paid
leave, provided faculty contributions continue.
2. During an unpaid leave of absence the Universitymakes no retirement plan contribution.
(e) Vesting
The plan contributions of the faculty member and the University are vested immediately.
(f) Supplemental Retirement Annuities
In addition to the University retirement plan, faculty may contribute to a supplemental retirement annuity with TIAA/CREF, Fidelity or Prudential on atax-deferred basis, that is, before payment of federal and most state and local income taxes, but after the payment of Social Security and Medicare taxes. The funding agent annually informs each faculty member about the maximum exclusion allowance allowed by the tax code.
(g) Distributions from the University or Supplemental Retirement Plan
One of the following qualifying reasons must be satisfied for a faculty member to be eligible for a distribution.
1. University Retirement Plan
• Separation from service
• Death
• Hardship
• Phased Retirement
• Age 70 1/2, or if later, April 1, following the calendar year in which the faculty member retires
2. Supplemental Retirement Plan
• Separation from service
• Death
• Total Disability
• Attainment of age 59 1/2
• Hardship
• Amounts contributed to TIAA/CREF or Prudential prior to December 31, 1988 are grandfathered and may be withdrawn at any time.
(h) Retired faculty have a number of options available for distributions from their retirement plan, including a lump sum option. Faculty anticipating retirement should consult with a representative of the funding agent prior to retirement.
(i) Additional information on the University Retirement Plan and supplemental retirement annuities is available from the vendor and the University's Office of Human Resources. All faculty are urged to review the Plan Documents for complete details on the retirement plans.
A-5 Phased Retirement
(a) The University has approved phased retirement plans for academic years 1997-1998 through 2009-2010.
(b) Phased retirement allows a full-time faculty member who is 62 or older with ten (10) years of full-time service at Fordham University to teach part-time at Fordham University. When in place, the provisions of a phased retirement plan may change from time to time, but generally include the following:
1. Once electing phased retirement, the faculty member will no longer be a tenured
member of the faculty.
2. The faculty member may start distributions from the Retirement Plan at any time after
the effective date of the phased retirement contract.
3. The faculty member will continue to receive all benefits available to full-time tenured
faculty including the University's contributions to the Retirement Plan, except that both
the University's contributions and the faculty member's contributions will be based on
the actual salary received by the faculty member.
4. A full-time faculty member must apply for phased retirement by January 31 for the next academic year.
(c) For plan details, faculty members should contact the Office of Academic Affairs.
A-6 Group Life Insurance
(a) All faculty participate in a Group Life Insurance Policy.
(b) The University's Group Life Insurance policy provides life insurance and accidental death and dismemberment (AD&D) insurance. The AD&D benefit is equal to the amount of life insurance. Accidental Death and Dismemberment insurance ends upon termination of employment and cannot be converted to an individual policy.
(c) Life insurance coverage is based upon a faculty member's base salary and age as follows. The amount of life insurance is raised to the next multiple of $1,000 if not already at such a multiple. In no event will the amount of life insurance exceed $500,000.
ATTAINED AGE MULTIPLE OF ANNUAL WAGE
Less thanage 45 3.00
45 but less than 50 2.50
50 but less than 55 2.00
55 but less than 60 1.50
60 but less than 65 1.00
65 or older 0.70
(d) A faculty member who retires at age 62 or older, has completed ten (10) years of service, and was insured as an active employee immediately prior to retirement, shall be entitled to life insurance until age 70, equal to 0.70 of his/her annual salary at time of retirement.
(e) Life insurance at retirement or age 70, whichever comes later, is $6000. There is no accidental death and dismemberment insurance during retirement.
(f) Faculty are responsible for 25% of the annual premium for Group Life/Accidental Death and Dismemberment Insurance. The faculty's share of the insurance premium is prorated over the pay period and deducted biweekly.
A-7 Hospital-Surgical Medical Plans
(a) The University provides the following health care options to faculty, spouses or qualified legally domiciled adults (LDAs) as defined in A-19, and dependents:
1. Blue Cross/CIGNA PPO/INDEM/HOSPITAL
2. Oxford POS
3. HIP HMO
4. US Healthcare HMO
5. Empire PPO/DENTAL/VISION
(b) The University pays 85% of the cost of the premium for the health care options listed in (a) above for active faculty member (and dependents if applicable), subject to the following terms:
1. In November 1995, the Senate approved the administration's adjusting faculty health
care cost sharing to 15% of the 1995-1996 cost.
2. The administration is limited in subsequent years to raising the faculty health care
cost sharing contribution for each plan by a percentage not to exceed the percentage
increase in the across the board salary increment, or to adhere to the 15% cost sharing
amount, whichever is the smaller amount. (Amended 1/30/98)
3. The administration is to inform faculty on an annual basis of any change in their health
care cost sharing as well as the reason for the change.
(c) The re-entry of spouses or LDAs into the University medical plan can take place during the open enrollment period. However, exceptions are allowed if the employee/dependent(s) enroll for or change coverage within 30 days of the following:
a) Change in legal marital status due to marriage, death of a spouse, divorce, annulment or legal separation;
b) Change in an employee's living situation such that the employee's LDA meets the qualifying conditions outlined in A-19 below;
c) Change in number of dependents due to birth, adoption, placement for adoption, or death of a participant;
d) Change in employment status of employee, spouse or LDA, or dependent due to termination or start of
employment, strike, lockout, beginning or end of unpaid leave of absence, including FMLA or change in the worksite;
e) Changes in employment status of employee, spouse or LDA, or dependent resulting in eligibility or ineligibility for coverage;
f) Change in residence of employee, spouse or LDA, or dependent; and the change requested is consistent with the change in status; and
g) Changes which cause a dependent to become eligible or ineligible for coverage.
Any changes in coverage must pertain directly to the change in status.
(d) The University assumes the cost of continuation of dependent, and LDA or spouse medical coverage upon death of full-time faculty who have completed
15 years of service, subject to cost sharing outlined in (b) above.
(e) The University will administer benefits to LDAs in conformance with all relevant tax-related requirements. This treatment includes, but is not limited to,
imputation of income for all non-tax-qualified LDAs less the amount of after-tax contributions as prescribed bt the Internal Revenue Code. In addition,
contributions for non-tax-qualified LDAs will be made on an after-tax basis to the extent contributions for LDA coverage are required.
(f) Some carriers may not offer Category B coverage. At the present time HIP, Oxford and Aetna do not offer coverage for Category B LDAs. All current options
cover Category A LDAs.
(g) For active faculty, there is no lifetime maximum benefit for covered charges.
(h) A summary sheet on each health option is available from the Office of Human Resources. All faculty are urged to review the full plan descriptions for plan
details.
(i) Details concerning when termination of eligibility occurs are available from the Office of Human Resources.
A-8 Tuition Remission Benefits
(a) Tuition Remission for a Faculty Member
Faculty are eligible to enroll in courses offered by Fordham University for which tuition remission applies. Enrollment by faculty is subject to the approval of the Dean of the School in which the faculty appointment is held and the Vice President for Academic Affairs. Tuition remission is available for up to twenty-four credits per year; 10 credits per semester in the fall and spring, and 4 credits in the summer.
(b) Tuition Remission for a Faculty Member's Spouse or LDA
1. Upon hire, spouses or LDAs of faculty are eligible to receive 100% tuition remission for
undergraduate, graduate or Professional Schools (except the Law School and
EXECUTIVE MBA programs- see C-8-(c)4 below).
(c) Tuition Remission for a Faculty Member's Dependent Children
1. Dependent children are eligible for tuition remission if they are age 25 or under for
undergraduate tuition, age 30 or under for graduate tuition or if they are claimed as
a dependent on the most recent Federal Income Tax Return.
2. Dependent children are eligible to receive 100% tuition remission for undergraduate,
graduate, and professional schools, upon hire (except the Law School and EXECUTIVE
MBA programs- see C-8-(c)4 below).
3. Dependent children of full-time faculty are eligible for one-half tuition remission at the
Fordham Preparatory School.
4. Dependent children, and LDAs or spouses of faculty who have fifteen years of full-time employment
at the University are eligible for tuition remission in the Law School and the EXECUTIVE MBA
programs. After 5 years of service 50% of tuition remission for these programs is available.
5. In the event that a faculty member with at least ten years of full-time employment at the
University dies or retires at age 62 or older, the dependent children, and LDA or spouse of the
deceased or retired faculty member shall be entitled to the same benefits to which they
would have been entitled had the faculty member continued on a full-time basis.
6. Use of the tuition remission benefit by a faculty member, spouse or LDA, and dependent is contingent
upon the individual involved meeting the academic standards of the program in which the
individual seeks admission.
7. The tuition remission benefit includes tuition for courses, mentoring, tutorials, and doctoral
fees, life experience credit and credit-by-examination fees. The tuition remission benefit
does not include course laboratory fees, student activity fees, or fees for which the University
would incur an additional expense.
8. Recipients of tuition remission are expected to apply for New York State Tuition Assistance
Plan grants and any other similar awards forwhich they are eligible. The actual tuition
remission granted shall be the amount for which the applicant is eligible less the amount
received from New York State TAP or other external grants.
9. Application forms for tuition remission for self, spouse or LDA, and dependents are available
from Human Resources, Benefits Assistant, 506 Faculty Memorial Hall, Rose Hill Campus.
10. A one half-tuition remission benefit is extended to brothers,sisters, nieces or nephews of
faculty who are members of the Society of Jesus. This benefit is subject to the same
conditions as the benefits accorded to dependent children of other full-time faculty.
11. Tuition remission at other colleges and universities for dependent children of faculty:
(a) The University participates in a tuition remission exchange program called FACHEX with other Jesuit colleges and universities. This program provides faculty with the opportunity to apply for tuition remission for dependent children if they have been accepted at a participating institution as a full-time undergraduate. Room, board, and miscellaneous fees are not covered under this program. This benefit may be used for up to four years per child.
All full-time faculty qualify for this benefit. Dependent children must be accepted within the quota identified by the institution to which the application is made. Please note that each of the schools participating in the FACHEX program generally receive many more applications for tuition remission under this program than they are able to accept. Therefore, even if dependent children meet all of the qualifications, it is possible that tuition remission may notbe awarded under this program. Please contact the FACHEX Coordinator in the enrollment services department for more information on this benefit.
Note: FACHEX is not offered to retired faculty.
(b) Fordham full-time Faculty’s dependent children are able to apply for a tuition scholarship at another university or college that participates in the Tuition Exchange Program. Currently, there are over 500 colleges and universities throughout the United States that participate in this program. There are stringent requirements relating to this program and only a limited number of dependent children of full-time faculty can be accommodated each year. As such, it is possible that Fordham University may receive a greater number of Tuition Exchange applications in a given year than can be accommodated. During such years, an appropriate number of applications will be selected for processing through the use of a lottery or some other random selection process. Faculty are encouraged to contact the Benefits Administrator in the Human Resources Department for complete details.
Procedures to apply to any of the Member Institutions under the Tuition Exchange Program are as follows:
1. Obtain and complete the Tuition Exchange Certification form from the Human
Resources Liaison Officer at Fordham University. There is a $10.00 processing fee
for each school to which an application is submitted. Certification forms are accepted
between September 15th and November 1st for the upcoming academic year. There is
a $35.00 fee when a decision of acceptance is rendered.
2. Contact the member institution(s) to obtain the Application(s) for Admission. The applicant
must meet the regular admission requirements at the member institution(s) before being
considered for the Tuition Exchange scholarship. Tuition Exchange scholarships are
competitive and not guaranteed. Tuition Exchange scholarship awards are normally rendered
in March. This benefit may be used for up to four years.
3. A faculty member whose child is offered a Tuition Exchange scholarship should notify the
Fordham Human Resources Liaison Officer as soon as possible regarding the decision
to either accept or decline.
Note: Tuition Exchange is not offered to retired faculty.
A-9 Academic Year and Summer Fellowships
Academic Year and Summer Fellowships are governed by the University Statutes (See §4-05.08(a)(l)).
A-10 University Bookstore Discounts
The University bookstore gives faculty members a 10% discount on all items except software.
A-11 Reimbursement for Travel Expenses
(a) The University encourages faculty participation in learned and professional societies. Faculty may be reimbursed for expenses incurred in attending meetings of such organizations under the following conditions:
1. The faculty member must be attending the meeting for the purpose of presenting
a paper, or serving on a panel, or as an officer or committee member of the society,
or in order to recruit faculty for the University or as an official representative of the University.
2. The meeting is (a) a national meeting of a major learned or professional society in the
facultymember's field or a closely allied field or (b) a regional meeting of such a society
which includes the New York area.
(b) The faculty member must make a written application to the Chairperson, Dean or Director for travel funds, explaining the nature of the meeting and the faculty member's participation, with an estimate of costs. This application should be filed as early as possible in the academic year in which the meeting is to be held.
(c) Faculty who have grants from sources outside the University are expected to use these grants, when possible, as a source of travel funds.
(d) For authorized travel, the University shall provide reimbursement to faculty equivalent to round trip coach airfare. Although otherwise qualifying for support, a request may be reduced or denied whenever there are insufficient funds in the travel budget of a particular School or Department.
(e) Funds may be available for travel in connection with research. (See §5-02.02)
A-12 Personal Liability Insurance
The University maintains an errors and omissions insurance policy, which covers judgments, settlements, and defense costs incurred by faculty subject to litigation while acting within the scope of their University duties.
A-13 Workers' Compensation
(a) The University maintains Workers' Compensation coverage for faculty members. The scope of coverage and the amount of benefits are determined by the State of New York.
(b) All accidental injuries and occupational diseases, which arise out of and in the course of employment, should be reported immediately to the University's Office of Human Resources and the Office of the Vice President for Academic Affairs.
A-14 Sick Leave
(a) In the case of disability of a faculty member who has completed one year of service, the University continues salary payment during the first six months for which the faculty member would have been paid if not disabled. If the disability continues for more than six calendar months and the disabled faculty member qualifies for benefits under the University long-term plan, benefits shall be paid in accordance with that plan. (See A-16 below)
(b) Sick leave is to be granted, during the first year of service, on an individual basis, with a maximum allowance of one calendar month of paid leave. If the disability in such case should continue beyond one month, the University will grant leave of absence without pay. In these cases, the then current rules under the Federal Family and Medical Leave Act and concerning New York State Disability payment shall be applied.
(c) Physical inability to perform work as a result of pregnancy shall be treated as illness for the purpose of granting sick leave. The current policy grants a semester with pay to a faculty member giving birth while fall or spring semester classes are in session. Determination of length of illness for pregnancy follows New York State Disability insurance guidelines.
A-15 Family Leave
(a) Faculty members (tenured or non-tenured) may apply for a family-related leave in order to care for family members or other dependent persons.
1. Such a leave may be full time without pay but including benefits, or part time with
pay proportional to teaching and faculty responsibilities.
2. Family-related leaves are limited to two years in any six-year period, whether the leaves are full or part time.
(b) Faculty members shall consult with the Office of Human Resources for provisions of the University leave policy and Federal Family and Medical Leave Act.
A-16 Long-term Disability Benefits Plan
(a) Faculty are provided with a long-term disability plan. The entire cost of the plan is borne by the University. Faculty become eligible for coverage after completion of twelve months of service.
(b) The plan provides benefits (60% of last contract salary) which begin after six consecutive months of total disability and may continue during total disability as follows:
1. If disabled before age 60, total disability payments cease at age 65, when provisions
of the retirement annuity are implemented, if applicable.
2. If disabled after age 60 through 68, total disability payments continue until the earlier of (a) five years or (b) age 70.
3. If disabled at age 69 or older, benefits are for twelve months.
(c) The plan provides for contributions to be made to the retirement plan.
(d) For a detailed description of the plan provisions, see the summary plan description in the Office of Human Resources.
A-17 Benefits While on Leave
(a) 1. All benefits are continued for faculty on faculty fellowships and paid
leave except that retirement contributions are continued at the applicable
percentage of the salary actually received.
2. All benefits are continued for faculty members on family related LOAs [as provided in
§4-05.08(c) and in the Family and Medical Leave Act], and for tenured faculty
members who receive approval from the Academic Vice President for an unpaid
leave of absence, when that leave is taken for faculty development purposes. (See §4-05.08(b))
(b) Faculty members [other than paragraph (a)2 above] while on a University approved leave of absence without pay, and within the restrictions of the applicable insurance contracts with their parties, may maintain coverage on the University life insurance, long-term disability, and hospital/surgical medical plans. Faculty members should consult the Office of Human Resources regarding continuance.
A-18 Unemployment Insurance
(a) All faculty are covered by unemployment insurance. The University pays the full cost of such insurance.
(b) Faculty who are employed on an academic year basis are not considered to be unemployed during the summer interval between academic years or sessions, regardless of the option of payment chosen.
A-19 Legally Domiciled Adults
(a) An adult legally domiciled with a member of the faculty will be qualified to receive benefits under these Statutes and this Appendix if one of the following two
sets of conditions is met:
Category A: Domestic Partners
1. The LDA has lived in the same primary residence as the member of the faculty for a period of time no less than six months;
2. The LDA intends to continue to live in the same primary residence as the member of the faculty;
3. The LDA shares a close, personal relationship with the member of the faculty;
4. The LDA is jointly responsible for living expenses with the member of the faculty;
5. The LDA is not married, nor is related to the member of the faculty by blood in any way that would bar legal marriage in the State of New York;
6. The LDA is 18 years of age or older; and
7. The LDA is not receiving benefits from any other employer.
Category B: Dependents
1. The LDA is a dependent parent or an adult child no longer eligible for benefits of the member of the faculty;
2. The LDA lives in the same primary residence as the member of the faculty;
3. The LDA is claimed as the faculty member's tax dependent; and
4. Meets the definition of dependent under section 152 of the Internal Revenue Code during the period of coverage.
(b) A member of the faculty is eligible to nominate a LDA for benefits purposes only if the faculty member does not currently claim benefits for a spouse.
A member of the faculty may not have more than one LDA qualified for benefits purposes at any given time.
(c) To nominate a LDA for benefits purposes, the member of the faculty must complete a form designed for this purpose available from the Office of Human
Resources. This form must contain the original signatures of both the member of the faculty and the LDA and must be accompanied by documentation
sufficient to demonstrate that the LDA is qualified to receive benefits under one of the two categories set forth in section (a) above.
(d) Tax Implications
(1) The University will administer benefits for LDAs in conformance with all relevant tax laws. This treatment includes, but is not limited to, imputation
of income of the value of a benefit, less any applicable after-tax contributions for all non-tax LDAs. This determination shall be made under relevant tax
requirements as imposed by the Internal Revenue Code, its regulations and rulings as applicable. Furthermore, to the extent contributions are required
for coverage of an LDA or an LDA and his or her dependent children such contributions shall be made on an after-tax basis only.
(2) The foregoing shall apply to Medical Insruance and Tuition Remission for both active and retired faculty members.
Section II: Benefits Provisions for Retired University Faculty
A retired faculty member is a person, 62 years of age or older, who held a tenured, full-time teaching appointment at Fordham University, has completed ten (10) years of service, has retired from this position at the University, and is receiving a pension from the University retirement plans. All retired faculty, as defined above, retain many of the benefits which they enjoyed as active faculty members, except when those benefits are modified as part of a special retirement package.
Faculty who have the rank of Professor or Associate Professor when they retire are eligible for appointment as Professor Emeritus or Associate Emeritus as provided in the University Statutes. (See §4-02.05)
R-1 Retirement Distribution
Retired faculty will have contributed to the University Retirement Plans while employed by the University and
may have contributed to a Supplemental Retirement Annuity. Retired faculty have a number of options
available for distributions from their retirement plan, including a lump sum option. Faculty should consult their
vendors TIAA-CREF, Fidelity, and/or Prudential when selecting their retirement option.
R-2 Life Insurance
Faculty who retire at age 62 or older, have completed ten (10) years of service, and were insured as active employees immediately prior to retirement, shall be entitled to life insurance until age 70, equal to 0.70 of their annual salary at time of retirement.
Life insurance from retirement or age 70, whichever comes later, is $6000. There is no accidental death and dismemberment insurance during retirement.
R-3 Medical Insurance
(a) Medical insurance coverage is available to retired faculty and their spouses or their LDAs under the same conditions as those available to active faculty and their spouses or their LDAs.
(b) All active faculty, and their spouses or their LDAs automatically receive Medicare Part A –
Hospitalization upon their attainment of age 65. Medicare Part B – Major Medical is optional until their retirement at which time both Parts A & B are required. For active faculty the University medical plan remains primary until such time they retire. For retired faculty, Medicare Part A and B become the primary insurer and the University medical plan becomes the secondary insurer. Active and retired faculty, and their spouses or their LDAs who have Medicare coverage are responsible for whatever costs are associated with their Medicare coverage. Faculty who retire before 65, remain on the University’s medical plan in effect at retirement until their 65th birthday incurring the premium cost sharing delineated under R-3(e). At age 65, they will have the two options delineated under R-3(c).
(c) The University's medical insurance plan vendors for retired faculty and their spouses or their LDAs are CIGNA or Aetna.
(d) A spouse or LDA who is Medicare eligible is guaranteed reentry into the University medical plan while employed or upon retirement anytime during the year, even if the retiree is deceased. A spouse or LDA who is not Medicare eligible is guaranteed reentry into the plan even if the retiree is deceased provided that at least one of the conditions outlined in Section C-7(c) is met.
(e) Payment of the premium for health care for retired faculty and their spouses or their LDAs may involve cost sharing, as specified below:
1. There is no cost sharing for retired faculty and their spouses or their LDAs when the faculty member retired prior to 1997, except
where cost sharing was part of a special retirement package.
2. Faculty retiring between July 1, 1997 and June 30, 2002 will contribute 7% of the Medicare carve out premium for life.
3. Faculty retiring between July 1, 2002 and June 30, 2007 will contribute 10% of the Medicare carve out premium for life.
4. Faculty retiring after June 30, 2007 will contribute 15% of the Medicare carve out premium for life.
5. No retiree's annual Medicare Carve Out health care premium will ever exceed the absolute dollar amount of his /her annual health
care premium during his/her last year of full-time employment with the University.
(f) The University will provide annually retired faculty and their spouses or their LDAs with a copy of the University's medical plan which is relevant to the retired faculty, spouse, or LDA.
(g) If Medicare Carve Out coverage is through CIGNA, retired faculty and their spouses or LDAs on Medicare are reimbursed for 80% of the charges not covered by Medicare, subject to an annual deductible of $150. This deductible is in addition to Medicare's deductible. If Medicare carve out coverage is through U.S. Healthcare, all approved expenses are covered 100%. There are no deductibles although there may be small co-payment requirements.
(h) Spouses or LDAs, and eligible dependents who are not yet eligible for Medicare, and are dependents of retired faculty age 65 and over, will have family coverage in the CIGNA Medicare Carve-Out Plan. Effective January 1, 2007, the option of electing hospitalization coverage for the spouse or LDA, and/or eligible dependents under Empire Program will be at cost sharing of 15% of the premium cost.
(i) The maximum lifetime benefit for covered charges for retired faculty and their spouses or their LDAs is $500,000.
However, once a retired faculty member, and spouse or LDA uses any portion of his/her maximum benefits, on each January 1, CIGNA will reinstate the used amount up to $1,000 to be applied to covered expenses incurred after the date of reinstatement.
(j) As long as an LDA is not a tax-qualified dependent under the definition provided by the Internal Revenue Code the University will impute as income the cost of providing coverage to a non-tax-qualified LDA less any after-tax contributions that may be made to ensure coverage.
R-4 Tuition Remission
(a) Tuition Remission for a retired Faculty Member
Retired faculty are eligible to enroll in courses offered by Fordham University for which tuition remission applies. Enrollment by retired faculty is subject to the approval of the Vice President for Academic Affairs. The tuition remission benefit will not exceed the cost of tuition for two courses per semester or the Summer Session.
(b) Tuition Remission for a retired Faculty Member's Spouse or LDA
The spouse or LDA of a retired faculty member is eligible to receive a tuition remission benefit for the full cost of tuition for any number of courses taken in any School, except the School of Law and in the EXECUTIVE MBA program offered by the Graduate School of Business where the tuition remission benefit is limited to 50 per cent of the total tuition cost. After the employee has completed fifteen years of full-time service, a spouse or LDA is eligible to receive a full tuition remission benefit in the School of Law and for the EXECUTIVE MBA program.
(c) Tuition Remission for a retired Faculty Member's Dependent Children
1. Dependent children are eligible for tuition remission if they are age 25 or under for undergraduate tuition, age 30 or under for graduate tuition or if they are claimed as a dependent on the most recent Federal Income Tax Return.
2. Dependent children are eligible to receive 100% tuition remission for undergraduate, graduate, and professional schools, upon hire (except the Law School and for the EXECUTIVE MBA program offered by the Graduate School of Business- see (c)4 below).
3. Dependent children of full time faculty are eligible for one-half tuition remission at the Fordham Preparatory School.
4. Dependent children of faculty who have fifteen years of full time employment at the University are eligible for tuition remission in the Law School and for the EXECUTIVE MBA program offered by the Graduate School of Business.
5. In the event that a faculty member with at least ten years of full time employment at the University dies or retires at age 62 or older, the dependent children of the deceased or retired faculty member shall be entitled to the same benefits to which they would have been entitled had the faculty member continued on a full time basis.
(d) Use of the tuition remission benefit by a faculty member, spouse, LDA, or dependent is contingent upon the individual involved meeting the academic standards of the program in which the individual seeks admission.
(e) The tuition remission benefit includes tuition for courses, mentoring, tutorials, and doctoral fees, life experience credit and credit-by-examination fees. The tuition remission benefit does not include course laboratory fees, student activity fees, or fees for which the University would incur an additional expense.
(f) Recipients of tuition remission are expected to apply for New York State Tuition Assistance Plan grants and any other similar awards for which they are eligible. The actual tuition remission granted shall be the amount for which the applicant is eligible less the amount received from NYS TAP or other external grants.
(g) Application forms for tuition remission for self, spouse or LDA, and dependents are available from Human Resources, Benefits Assistant, 506 Faculty Memorial Hall, Rose Hill Campus.
(h) The value of tuition remission benefits will impute as income for any LDA who is not a tax-qualified dependent as defined under the relevant section of
the Internal Revenue Code.
(i) A one half-tuition remission benefit is extended to brothers, sisters, nieces or nephews of faculty who are members of the Society of Jesus. This benefit is subject to the same conditions as the benefits accorded to dependent children of other full-time faculty.
R-5 University Bookstore Discounts
The University bookstore gives retired faculty members a 10% discount on all items except software.
R-6 Other Retirement Benefits
(a) Retired faculty, their spouses, and their LDAs can continue to use the University's library facilities. Identification cards will be issued annually to retired faculty members; spouses and LDAs will be issued an identification card upon request.
(b) Retired faculty can obtain a parking sticker for parking at the Rose Hill campus at the same rate as active faculty.
(c) Retired faculty, their spouses, and their LDAs may use the Lombardi Center at the same rate paid by active faculty.
(d) Retired faculty will receive a copy of University publications.
(e) Retired faculty, their spouses, and their LDAs will be invited to all University events.
R-7 Retired Faculty Counselor
There will be a Counselor for Retired Faculty appointed by and reporting to the Vice President for Academic Affairs. The current Counselor is Sister Monica Kevin, O.S.U. The duties of the Counselor for Retired Faculty include:
(a) In her/his capacity as a liaison between the retired faculty and the University, as well as an ombudsman for retired faculty, the Counselor will periodically consult with retired faculty regarding provisions, benefits, and procedures for retired faculty and their families, making recommendations to the Academic Vice President and the Faculty Senate for changes in benefits and procedures;
(b) Facilitating communication and cooperation between the retired faculty, the Academic Vice President, the FacultySenate and the Human Resources [Benefits] Office;
(c) Advising and assisting faculty, retirees and their families with regard to retirement benefits and procedures;
(d) Preparing and maintaining files on retiree benefits and publishing a Faculty Retiree Handbook, which indicates current benefits and procedures.
PART II: Full-time Faculty Salary and Benefits Reports Sent to AAUP
Appendix 4, Part II is published in keeping with Article 4-08.01 (e) of the University Statutes.
The figures in the Table are from the report which Fordham University submits to the American Association of University Professors for the Association’s annual survey of faculty compensation. The survey is published in ACADEME in the Spring. This TABLE reflects compensation for all full-time faculty employed in 2008-2009 – that is, all liberal arts and professional School faculty including the School of Law.
The “Salary” column represents the average base salary for each of the professional ranks. The column on “Fringe Benefits” shows the average dollar amount of fringe benefits, separate from base salary. The final column, “Compensation”, indicates the average dollar amount of base salary plus fringe benefits for each rank.
Report to AAUP for 2008-2009
All Full-Time Faculty AND INSTRUCTIONAL STAFF
|
Ranks
|
No. of Faculty
|
Minimum Salary*
|
Average Salary
|
Avg Fringe Benefits
|
Avg. Total Compensation
|
|
Professor
|
213
|
$86,000
|
$128,500
|
$41,700
|
$170,200
|
|
Associate
|
216
|
$68,000
|
$96,900
|
$33,600
|
$130,500
|
|
Assistant
|
203
|
$63,000
|
$81,800
|
$23,900
|
$105,700
|
|
Instructor
|
18
|
$60,000
|
$83,400
|
$18,100
|
$101,500
|
|
Lecturer
|
34
|
|
$56,500
|
$17,800
|
$74,300
|
|
All Ranks
|
684
|
|
$99,900
|
$32,000
|
$131,900
|
*These are the minimum faculty salaries for the ranks for the academic year 2008-2009.
Stuhr, Dr. David
AVP - Office of the Provost
Appendix 4, Part II is published in keeping with Article 4-08.01 (e) of the University Statutes.
The figures in the Table are from the report which Fordham University submits to the American Association of University Professors for the Association’s annual survey of faculty compensation. The survey is published in ACADEME in the Spring. This TABLE reflects compensation for all full-time faculty employed in 2009-2010 – that is, all liberal arts and professional School faculty including the School of Law.
The “Salary” column represents the average base salary for each of the professional ranks. The column on “Fringe Benefits” shows the average dollar amount of fringe benefits, separate from base salary. The final column, “Compensation”, indicates the average dollar amount of base salary plus fringe benefits for each rank.
Report to AAUP for 2009-2010
All Full-Time Faculty AND INSTRUCTIONAL STAFF
|
Ranks
|
No. of Faculty
|
Minimum Salary*
|
Average Salary
|
Avg Fringe Benefits
|
Avg. Total Compensation
|
|
Professor
|
217
|
$87,200
|
$131,500
|
$44,600
|
$176,100
|
|
Associate
|
214
|
$71,550
|
$97,700
|
$36,200
|
$133,900
|
|
Assistant
|
201
|
$63,450
|
$84,800
|
$26,700
|
$111,500
|
|
Instructor
|
1
|
$60,000
|
$82,000
|
$18,900
|
$100,900
|
|
Lecturer
|
36
|
|
$58,000
|
$19,400
|
$77,400
|
|
All Ranks
|
669
|
|
$102,500
|
$34,600
|
$137,100
|
*These are the minimum faculty salaries for the ranks for the academic year 2009-2010.
Stuhr, Dr. David
AVP - Office of the Provost
|
