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Chapter 3: Part II

ARTICLE IV. Modified Employment Policy for Full-Time University Faculty*


  1. After age 55 and after ten years of service as full-time faculty at this University, a member of the University Faculty has the option to elect half-time employment for the rest of his or her career with the University. Reductions to other than half-time including less than half-time may still be considered on a case-by-case basis and are outside the scope of this option. Also outside the scope of this option are all reductions in time of faculty members of academic departments supported or assisted, directly or indirectly, by income from the professional service activities of its faculty; such reductions shall be subject to the approval of the dean of the school to which the faculty member belongs on a case-by-case basis.

  2. Half-time obligation to the University is defined to be half the normal work load of teaching, research, and/or service of faculty members with the same type of appointment in the same constituent faculty. The nature and extent and scheduling of the load should be settled between the individual and the chair or dean before the part-time service begins.

  3. The salary to be paid is half of the normal full-time salary of faculty members with the same type of appointment in the same constituent faculty. The faculty member would be eligible for raises.

  4. Such a decision once made is irreversible. Once a faculty member has opted for the plan, he or she may not return to full-time employment.

  5. Benefits that are not proportional to salary, such as health insurance, are continued as if the faculty member were full time.

  6. The University will continue to make contributions to the retirement plan based on the salary actually paid.

  7. Concerning faculty status, the individual remains a member of the University Faculty and retains the same voting and participation rights as he or she had prior to electing modified employment under this policy, including eligibility for emeritus appointment if the qualifications for emeritus appointment specified in Chapter 3, Section VI of this Handbook have been met.

  8. The University places no specific restrictions on employment outside of the University except for the conflict of interest standards already in place.

  9. Sabbatical leaves, if granted, would be on pay levels proportional to the actual amount being paid.

*approved by the Board of Trustees 12/7/84; approved by the Faculty Senate 3/31/03, approved by the University Faculty 4/23/03, approved by the Board of Trustees 5/19/03