Below is a summary table of benefits for tenure track faculty, as well as links to appropriate University web pages regarding details of the benefits packages.
Other helpful sites:
- Benefits Highlights for Prospective Faculty
- College of Engineering Family Friendly Policies
- Other Qualified Adult Benefits
| Benefit Name | Eligibility | Benefit |
| Medical, Dental, Vision, Life Insurance, Long-Term Care, Legal Plan, Flexible Spending Accounts, Travel Accident Insurance, Secure Travel Plan | At least a 50% appointment lasting four continuous months or longer | Benefits web page |
| Expanded Long-Term Disability | At least a 50% appointment lasting eight continuous months or longer | Benefits web page for E-LTD |
| Basic Retirement Plan and SRA | 1% or greater appointment and funding for four consecutive months or longer | Retirement Plans web page |
| Sick Leave | Active appointment – immediately available upon start | Regular rate of pay not to exceed 3 calendar weeks annually
Plus Family Medical Leave (FMLA) of 12 weeks without pay with benefits covered after 1250 hours of service – FMLA clock starts at beginning of paid sick leave time |
| Extended Sick Leave (includes any Pregnancy and Maternity Leave) | Two or more years of service | Not exceeding 6 (4.5 for U-Yr) months of leave at 100% pay and, thereafter, 6 (4.5 for U-Yr) months of leave at 50% pay (over a five year period) * |
| Assoc Profs and Profs with 10 or more years of service | Not exceeding 1(9 months for U-Yr) year of leave at 100% pay and, thereafter, 1 (9 months for U-Yr) year of leave at 50% pay (over a five year period) * SPG link |
|
| Family Sick Leave | Asst, Assoc or Prof | Regular rate of pay not to exceed 3 calendar weeks annually
Plus Family Medical Leave (FMLA) of 12 weeks without pay with benefits covered after 1250 hours of service – FMLA clock starts at beginning of paid sick leave time |
| Modified Duties | Asst, Assoc or Prof who:- becomes a parent and who has at least co-equal care-giving responsibilities for an infant or adopted child- who experience the critical illness of his/her partner, child, or parent |
Relief from direct teaching responsibilities for one academic term without a reduction in salary. Available immediately upon employment. For parenting: |
| Delaying the Tenure Review | Untenured tenure-track faculty:- in recognition of the demands of caring for a newly born or adopted child or because of critical illness of faculty member, partner, child or parent- who have co-equal care-giving responsibilities | Delay of tenure review by one year for each child/critical illness, for a maximum of two years. – Must be requested within 1 year of a child joining the family, whether by birth or adoption. – Events occurring in the final year of tenure probationary period may not be the basis for a request – Request must be made before April 1 of the year in which the tenure review is due to begin. SPG link |
| Reduced Appointment | Asst, Assoc or Prof:- in recognition of the demands of caring for a newly born or adopted child or because of critical illness of faculty member, partner, child or parent- who have co-equal care-giving responsibilities | Reduced appointment to 50 or 75% (with proportionate reduction in pay) with significantly reduced classroom teaching responsibilities for a maximum period of two years. – Any reduction below 80% automatically stops the tenure clock – Must begin within 1 year of a child joining the family, whether by birth or adoption. – Events occurring in the final year of tenure probationary period may not be the basis for a request – Request must be made before April 1 of the year in which the tenure review is due to begin. |
| Release from Teaching | Asst, Assoc or Prof who experience extenuating circumstances | Relief from direct teaching responsibilities for an academic term -Reviewed on a case by case basis |
* Academic Year
