Part I Section I: Salary and Benefit Provisions for Active 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-1 Faculty Salary

  1. 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.
  2. 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.
  3. 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.
  4. 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 Provost, 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 Area who 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 - Office of the Provost sends to Chairs and Deans the complete list of merit awards for the appropriate School/Department
        September 30 - Executive Committee of Faculty Senate resolves outstanding disputes between merit committees and Deans
  5. In 1987, Fordham University made a commitment to achieving and maintaining a level of faculty compensation that places the University in the first quintile of Category I educational institutions, as designated by the AAUP.
  6. 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 care and/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

  1. Full-time faculty are given priority in teaching appointments for the Summer Session.
  2. 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 a contingent contract will be paid less than the salary specified in (c) below.
  3. 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.
  4. 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

  1. Eligibility
    Except for Jesuits, all faculty, as defined above, are eligible to participate in the University Retirement Plan.
  2. 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 two funding agents for their retirement plan: TIAA or Fidelity.
  3. Contribution to the University Retirement Plan for Faculty Members commencing their service on or before December 31, 2023
    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.
  4. Contributions to the University Retirement Plan for Faculty Members commencing their service on or after January 1, 2024
    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. Full-time faculty who commence their service on or after January 1, 2024 will be eligible for 5% contribution of base salary upon the start of service pursuant to the plan parameters.
    3. After five (5) years of continuous employment, the University contribution will be 8% of base salary; and after ten (10) years of continuous employment, the University contribution will be 10% of base salary.
    4. The amendments in (b) and (c) above do not apply to faculty who received and accepted a written offer of employment prior to April 21, 2023.  Such employees will be eligible for the contributions in effect for those who commenced their service on or before December 31, 2023. (See (3) above)
  5. 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 University makes no retirement plan contribution.
  6. Vesting
    The plan contributions of the faculty member and the University are vested immediately.
  7. Distributions from the Retirement Plan or Tax-Deferred Annuity Plan
    One of the following qualifying reasons must be satisfied for a faculty member to be eligible for a distribution.
    1. Retirement Plan
      • Separation from service
      • Death
      • Hardship
      • Phased Retirement
      • Age 73, or if later, April 1, following the calendar year in which the faculty member retires
    2. Tax-Deferred Annuity Plan
      • Separation from service
      • Death
      • Total Disability
      • Attainment of age 59 ½ while actively employed
      • Hardship
      • Amounts contributed to TIAA or Prudential prior to December 31, 1988 are grandfathered and may be withdrawn at any time.
  8. 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.
  9. Additional information on the University Retirement Plan and Tax-Deferred Annuity Plan 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

  1. The University has approved phased retirement plans for academic years 2021-2024.
  2. 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. At the effective date of the phased retirement (normally September 1), 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.
    5. A faculty member can be considered for appointment to emerita/us status in the final year of his or her phased retirement.
  3. For plan details, faculty members should contact the Office of the Provost.

A-6 Group Life Insurance

  1. All faculty participate in a Group Life Insurance Policy.
  2. 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.
  3. 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.
    • If age is less than 45, multiple of annual wage is 3.00
    • If age is 45 but less than 50, multiple of annual wage is 2.50
    • If age is 50 but less than 55, multiple of annual wage is 2.00
    • If age is 55 but less than 60, multiple of annual wage is 1.50
    • If age is 60 but less than 65, multiple of annual wage is 1.00
    • If age is 65 or older, multiple of annual wage is 0.70
  4. 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. The retiree shall be entitled to receive one times base pay up to $50,000 from age 62 to 64. At age 65, the life insurance benefit shall reduce to 70% of the benefit at age 62. At age 70, the benefit shall reduce to $6,000 and remain at that level until death.
  5. There is no accidental death and dismemberment insurance during retirement.
  6. 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 Medical Plan Options

  1. The University provides two health care plans to faculty, spouses or qualified legally domiciled adults (LDAs) as defined in A-20, and dependents. The plans are the Enhanced Standard Option and Health Investment Option. 
  2. The University shall provide the dental and vision insurance plans that are currently provided by CIGNA and Vision Service Plan (VSP), respectively thereof. The Dental Plan will offer two options for a dental PPO and a dental HMO The Vision Plan will also offer a Base and Premier option. The faculty member's share of premiums for dental insurance will be set at 50%. The faculty member's share of premiums for vision insurance will be set at 100%. Dental and Vision plan benefits shall also be offered to qualified LDAs under the same terms and conditions that are applicable under the University Medical Plan.
  3. Subject to the schedule of cost sharing stated in the Memorandum of Agreement of April 21, 2023, the Administration will inform faculty of the dollar value of their share of the cost of the health plan.
  4. 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:
    1. Change in legal marital status due to marriage, death of a spouse, divorce, annulment or legal separation;
    2. Change in an employee’s living situation such that the employee’s LDA meets the qualifying conditions outlined in A-20 below;
    3. Change in number of dependents due to birth, adoption, placement for adoption, or death of a participant;
    4. 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;
    5. Changes in employment status of employee, spouse or LDA, or dependent resulting in eligibility or ineligibility for coverage;
    6. Change in residence of employee, spouse or LDA, or dependent; and the change requested is consistent with the change in status; and
    7. Changes which cause a dependent to become eligible or ineligible for coverage.
    Any changes in coverage must pertain directly to the change in status.
  5. The University assumes the cost of continuation of dependent, and LDA or spouse medical coverage upon death of full-time faculty who have completed fifteen (15) years of service, subject to the continued eligibility of the dependent, LDA, or spouse (i.e., a dependent must be under 26 years of age and the LDA or spouse has not remarried) and subject to cost sharing in effect at the time.
  6. 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 by 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.
  7. For active faculty, there is no lifetime maximum benefit for covered charges.
  8. 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.
  9. Details concerning when termination of eligibility occurs are available from the Office of Human Resources.

A-8 Tuition Remission Benefits

  1. 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 Provost. Tuition remission is available for up to 24 credits per year; 10 credits per semester in the fall and spring, and 4 credits in the summer.
  2. Tuition Remission for a Faculty Member's Spouse or LDA
    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 3.e below)
  3. 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 3.e below)
    3. Dependent children of full-time faculty are eligible for one-half tuition remission at the Fordham Preparatory School.
    4. Dependent children of full-time faculty are eligible for one-quarter tuition remission at the Ursuline School.
    5. 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.
    6. 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.
    7. 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.
    8. 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.
    9. 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 New York State TAP or other external grants.
    10. Application forms for tuition remission for self, spouse or LDA, and dependents are available online on the Employee Portal under Tuition Remission.
    11. 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.
    12. Tuition remission at other colleges and universities for dependent children of faculty:
      1. 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 not be 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.
      2. 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:
        • Obtain and complete the Tuition Exchange Certification form from the Employee Portal under Tuition Exchange. There is a $25.00 processing fee for each school to which an application is submitted. Applications are limited to no more than five. 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.
        • 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.
        • 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 §4-05.10(a))

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

  1. 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 faculty member's field or a closely allied field or (b) a regional meeting of such a society which includes the New York area.
  2. 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.
  3. Faculty who have grants from sources outside the University are expected to use these grants, when possible, as a source of travel funds.
  4. 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.
  5. 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 judgements, settlements, and defense costs incurred by faculty subject to litigation while acting within the scope of their University duties.

A-13 Workers' Compensation

  1. 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.
  2. 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 Provost.

A-14 Disability Leave

  1. In the case of disability of a faculty member who has completed one year of service and has been approved for NYS Disability, the University will continue to pay the faculty member's salary, in full, for a period of up to six months, during any period the faculty member would normally be paid.  This period will be known as "salary continuation." During salary continuation, the University is partially reimbursed for the faculty member's salary through the NYS disability fund.  The leave will run concurrently with the federal Family and Medical Leave Act (FMLA) and NYS Disability. If the disability continues for more than six calendar months and the disabled faculty member qualifies for benefits under the University's Long-Term Disability Plan, benefits shall be paid in accordance with that plan. (See A-17 below)
  2. Faculty members who have been granted NYS Disability during their first year of service will be eligible for salary continuance of up to one calendar month. If the disability extends beyond one month, the faculty member will continue to receive NYS Disability, but Fordham will not supplement these payments. This leave will run concurrently with the federal FMLA and NYS Disability.
  3. Inability to perform work as a result of pregnancy shall be treated as a disability for the purpose of granting leave. Determination of length of disability for pregnancy follows New York State Disability insurance guidelines, which currently allow for a period both before and after delivery with additional time available in the case of complications.  Faculty members wishing to confirm their exact length of disability leave eligibility should consult with their physician, Human Resources, and the insurance carrier that administers this policy (currently, MetLife).
  4. In order to minimize disruption to academic planning, faculty members who are eligible for a Pregnancy-Related Disability Leave and whose leave period will not provide for a full semester absence will be eligible for Academic Workload Relief for the remainder of the semester.

A-15 Family Leave

  1. 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.
  2. 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 Academic Workload Relief

  1. Academic Workload Relief
    A faculty member faced with a newborn child, newly adopted child, or a new foster care or guardianship placement may be granted, at the faculty member's request and with the approval of the Provost, which will not be unreasonably withheld, a leave of up to one (1) semester, to bond with a child after experiencing a Qualifying Event, as defined below. The faculty member receives full salary and benefits during the Academic Workload Relief and is not expected to perform any work during such leave period. 
  2. Qualifying Event
    A qualifying event is as follows: provide care of a newborn child, newly adopted child, new foster care or guardianship placement, or newly­-established custodial care within the first year of the child's life (in the event of a newborn) or one year from the adoption, foster care or guardianship placement or newly established custodial care. Children who are born, adopted, or enter a foster care or guardianship relationship at or around the same time as another child or children will constitute only one qualifying event for purposes of this provision.
  3. Multiple Caregivers
    If two Fordham faculty members will be affected by the same qualifying event, each faculty member may request Academic Workload Relief.  If the eligible faculty members request such leave and are in the same department or school, the University may require them to take those semesters of relief sequentially and not concurrently, in order to minimize disruption to academic planning.
  4. Eligibility for Workload Relief
    Academic Workload Relief is available either for (1) the semester in which the child is born; the adoption or foster care or guardianship placement occurs; or custodial care is first undertaken; or for (2) the semester immediately following.
  5. Responsibilities of Faculty Members
    Faculty members are not expected to perform any duties during the Academic Workload Relief. Because faculty members are not expected to perform any duties. Family and Medical Leave Act (FMLA) and New York Paid Family Leave (NYPFL) will run concurrently with the Academic Workload Relief. The faculty member understands that during the Academic Workload Relief the University will be entitled to collect the NYPFL benefits to offset their salary.
  6. Application for Academic Workload Relief
    Faculty members who wish to avail themselves of Academic Workload Relief shall submit an application form to their Dean or Chairperson as soon as possible and in sufficient time to permit academic planning, unless the events leading to the request make it impractical to do so. The faculty member shall also submit a copy of this application form to the person responsible for processing the request, as listed on the form. Details of the Academic Workload Relief arrangement will be decided in consultation with the Dean and/or Chairperson and with the Provost. The Provost will make the final decision as to whether to grant the Academic Workload Relief and how the Relief is administered, provided that such leave will not be unreasonably withheld. Faculty members must also contact the Office of Human Resources to submit the necessary documents for both FMLA and NYPFL.
  7. Limitations of Time
    Academic Workload Relief (at full pay and benefits) will be limited to no more than two (2) qualifying events in any six (6) year period. In the event that a Faculty member has experienced more than two qualifying events, the Faculty member may be eligible for time off and partial payment through NYPFL in accordance with that law's requirements.
  8. Tenure Clock Stoppage
    1. Stoppage of the tenure/reappointment clock during the probationary period may be available, upon the request of the faculty member and with the concurrence of the Provost, during any one of, or combination of, the following circumstances: (a) during a period of Academic Workload Relief, for faculty members who are eligible but elect not to take such relief; (b) during a period when the faculty member is working less than full time for any one of, or combination of, illness/disability leave, pregnancy-related leave, personal leave, or Academic Workload Relief.
    2. Faculty members who wish to have their tenure/reappointment clock stopped shall submit a Stopping the Tenure/Reappointment Clock Form to their Dean or Chairperson and to the Provost.
    3. Tenure/reappointment clock stoppage for up to one (1) year per qualifying event may be granted at the discretion of the Provost if the faculty member gives proper notice of his/her request in accordance with item (2) of this section. To be considered, notice must be received during the semester in which the faculty member qualified for Academic Workload Relief.
    4. During the faculty member's probationary period, two (2) qualifying events that total one year of relief would only qualify for one (1) one-year stoppage of the tenure/reappointment clock. If the faculty member is granted three or more semesters of relief, they may be eligible for a second clock stoppage, on the approval of the Provost. In other cases, a request for tenure/reappointment clock stoppage normally requires advance approval by the Chairperson or Dean and the Provost.
    5. The Provost's office will consider the request for a tenure clock stoppage promptly and will let the faculty member know within 14 school days unless additional time is needed.
    6. The granting of tenure clock stoppage does not influence the granting of tenure in the future.
  9. Eligibility for Faculty Fellowship/Sabbatical Leave
    Semesters spent on Academic Workload Relief will count as credit toward a faculty member's eligibility for faculty fellowship or sabbatical leave.
  10. Academic Workload Relief and Pregnancy-Related Disability Leave
    This section does not replace the statute on Pregnancy-Related Disability Leave (§4-05.10(a)3) unless the faculty member wishes it to do so. A pregnant faculty member must advise the Chairperson or Dean and the Provost whether they wish to take Academic Workload Relief in the same semester as their Pregnancy-Related Disability Leave or the semester following the birth of a child.

A-17 Long-Term Disability Plan

  1. 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.
  2. 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.
  3. The plan provides for contributions to be made to the Retirement Plan.
  4. For a detailed description of the plan provisions, see the summary plan description in the Office of Human Resources.

A-18 Benefits While on Leave

  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 §4-05.10(c) and in the Family and Medical Leave Act], and for tenured faculty members who receive approval from the Office of the Provost for an unpaid leave of absence, when that leave is taken for faculty development purposes. (See §4-05.10(b))
  3. Faculty members [other than paragraph (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 medical plans. Faculty members should consult the Office of Human Resources regarding continuance.

A-19 Unemployment Insurance

  1. All faculty are covered by unemployment insurance. The University pays the full cost of such insurance.
  2. 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-20 Legally Domiciled Adults (LDA)

  1. 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;
  2. 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.
  3. 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.
  4. 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, dental, and vision plan benefits, and Tuition Remission for both active and retired faculty members.