The School of Arts and Sciences & The School of Engineering Faculty Handbook

TUFTS UNIVERSITY

Tufts Faculty Handbook for Arts, Sciences and Engineering

Chapter 9: Compensation Policies and Benefits

SUPPLEMENTAL SALARY COMPENSATION FOR FULL-TIME FACULTY

Supplemental Salary DURING the Academic Year
(Policy effective starting in 94-95)

Full-time Arts, Sciences and Engineering faculty and full-time administrators may be permitted to earn additional income between September 1 and May 31 for teaching at Tufts* under the special and limited circumstances listed below. All of these criteria must be met in advance of any program implementation or grant application.
*This is in addition to the 33.3% that faculty may earn during the summer (which includes both research and teaching commitments).

The annual supplemental income from any one source or combination of sources may not exceed one day a week, or, in the aggregate, 20% of one's time, averaged over the academic year. (Supplemental salary is above base compensation and is not benefit-eligible.) The following conditions must apply.

The program must be targeted for non-traditional clientele (e.g. Gordon institute, Continuing Education programs) or an activity sponsored by another school at Tufts (e.g. Fletcher, Medical School, Veterinary School, Nutrition School). The source of funding must be from Arts. Sciences and Engineering specially generated fees and grants intended for instructional purposes (not from the normal tuition stream) or from funds from another Tufts school.
Supplemental income for additional teaching at Tufts must be approved in advance by the department chair and School Dean or, if the course is sponsored by the College of Special Studies, by the Dean of the College of Special Studies. The teaching may be in many formats: lectures, modules, full courses.*
*If teaching through the College of Special Studies, faculty should not assume that they will be paid 10% of their annual salary for each of the two allowed courses. In most cases, the salary stipend will be much lower.
The teaching must be in addition to normal full-time teaching responsibilities.
If supplemental teaching is the sole source of supplemental income, it must not exceed the equivalent of one course (normally 32 clock hours) per term or two courses (64 clock hours) per year.

The following applies to ALL additional activities.

The activity must not interfere with regular academic programs of the department and with commitments, work, and time expectations connected with an annual salary at Tufts.

Supplemental Salary Compensation through Summer School

Summer School salaries for regular Tufts Arts, Sciences and Engineering faculty are computed using the appropriate salary base for the preceding academic year as follows:

For each course taught, the contracted salary is 1/10 of the faculty member's academic salary.

A course with laboratory, such as in physics, chemistry, or biology, and in which the instructor of the course is also responsible for conducting the laboratory, is considered the equivalent of 1.33 courses for salary purposes.
Faculty may teach a minimum of two courses per summer.
All courses are taught on a contingency basis: faculty receives 75% of the tuition income charged for their course up to the negotiated rate of compensation.
For some courses with insufficient enrollments, pooling may apply. Pooling refers to the transferring of some tuition income from a high enrollment course to a low enrollment course for the purpose of providing some unrealized faculty salary.
Faculty may teach a course listed in the Summer School catalog with four or fewer students on a per student basis.

Supplemental Salary Compensation from Research Grants or Contracts

Each year, in the interval between the end of spring term and from the start of fall semester, many full-time faculty who have governmental or foundation research grants are reimbursed for their time. The policy in the Faculty of Arts, Sciences and Engineering is that the salary of such faculty member during this period may not exceed a maximum of three-ninths of the faculty member's regular contractual salary.

Tufts Honoraria and Other Additional Compensation

Honoraria may be paid by Tufts University to members of the three Medford faculties during the academic year for individual lectures or incidental services at Tufts (such as serving on a selection or review committee) rendered as a part of an externally funded contractual program. Such costs must be fully covered by funding sources outside the University's regular budget. This policy does not provide authorization to pay faculty members to teach full courses, however funded, beyond their normal teaching load.

Payments will be authorized through preparation of Personnel Action Forms (PAFs) containing the requisite justification and approval by the appropriate officials (department chair, fiscal officer, dean, provost).

POLICY FOR VISITING SUMMER SCHOOL FACULTY

Salaries for such visiting faculty are arranged through the appropriate department chair and the Director of Summer School, based on a pre-established salary range. The course enrollment policy identified above also applies to courses taught by visiting faculty.

Letters of agreement formalizing salary arrangements between all Summer School faculty and Tufts Summer School are written by the Director of Summer School; signed salary acceptances must be returned by the visiting faculty.

SALARY CONTINUATION AND BENEFITS AFTER DEATH OF A FACULTY MEMBER

Upon the death of a full-time faculty member, the University will continue to pay the deceased faculty member's salary for the remainder of that academic year. The salary is payable to a beneficiary or to his or her estate. Applications for this benefit should be directed to the Office of the School Dean. Any child of a full-time faculty member who is receiving tuition assistance at the time of the death of the faculty member will continue to receive tuition assistance until the child's specific academic program is completed.

FRINGE BENEITS

The Benefits Office in the Human Resource Department provides full details on the following benefits: Basic Life Insurance, Optional Life Insurance, Long-Term Disability Insurance, Medical Insurance, Dental Insurance, Basic Retirement Benefits, Supplemental Retirement Annuity/Fidelity Custodial Accounts, and Flexible Spending Accounts. Each plan above is governed by specific policies and contract provisions. All benefit policies of the University are subject to change and may be amended, changed, or discontinued at any time. A summary of benefits is sent to each faculty member with his/her initial contract letter and is also included in the information booklet, which is updated every year by the Secretary of the Faculty and can be found at http://ase.tufts.edu/faculty-info.

TUITION REMISSION
(Policy in effect as of academic year July 1, 1992)

Full-time faculty members are eligible for tuition assistance from the University for dependents attending Tufts University and for children attending accredited baccalaureate programs at other educational institutes, subject to the Board of Trustees policy outlined below. These plans may be modified, amended, or discontinued at any time by the University.

Tuition Remission

After a faculty member has been employed at Tufts University in a full-time capacity for five years, dependent children of such faculty members may receive a full tuition scholarship for undergraduate courses taken in any division of the University to which they have been formally admitted. Check with the Office of the Vice President of Human Resources for details. The University will deduct the required tax withholdings from the employee's regular paycheck during the semester period.

Full-time faculty members may receive a scholarship for courses they take with the approval of their supervisor. The complete procedure for filing for tuition remission is available at: http://www.tufts.edu/hr/bene/tuitremission.htm.

Grant-in-Aid

This program was discontinued as of December 31, 2002. All eligible faculty and staff were notified in June, 2002 that Tufts University was making this change, effective January 1, 2003. All eligible faculty and staff hired on or before December 31, 2002, will be grandfathered..

MATERNITY LEAVE

The University grants a leave of absence for pregnancy, childbirth, recovery from childbirth and breast feeding to those full-time faculty who indicate their intention to return to work at Tufts at the end of their leave. This leave should be requested as far in advance as possible to allow for department planning, but at least one month prior to the beginning of the leave.
A full-time faculty member who has completed one or more years of service at the time the leave commences or the date of birth of the child, whichever is earlier, may take a paid leave of up to twelve calendar weeks. If she has completed less than one year of service, she may take a paid leave of up to eight weeks.

Upon return from this leave, the faculty member is entitled to the same position with the same status, pay, and length of service credit held before the leave began. However, since faculty is hired for specific periods (one year, two years, etc.) the obligations of this policy do not extend beyond the period for which teaching time has already been contracted.
If the faculty member is unable to return to work upon the expiration of the maternity leave, she may apply for sick leave benefits and reinstatement. For full-time faculty members, the Sick Leave Policy provides full-salary to a maximum of six months when disability is proven. After the twelve-week maternity leave of absence, women who desire an unpaid leave of absence for purposes of childrearing should make such a request through the normal University procedures. If the faculty member becomes permanently and totally disabled, and has enrolled in the Long-term Disability (LTD) Plan, she may apply for LTD benefits through the Human Resources Department.

PROPOSAL TO STOP TENURE CLOCK FOR BIRTH OR ADOPTION

A tenure-track faculty member will be permitted to defer the tenure decision for one year after the birth or adoption of a child, if requested in writing of the School Dean within 3 months of the birth or adoption of a child. To be granted a deferral of the tenure decision for birth or adoption, the faculty member must declare that he/she is the primary care giver. This policy applies to both female and male tenure-track faculty members, and may be used up to two times. Faculty members who request such a deferral in the academic year preceding the tenure review must do so by May 1stof the 5th year on the tenure track.

NOTE: This policy is in effect as of the beginning of Academic Year 2002-03.
Committee Members:
Susan Ernst
Emily Bushnell
Margery Davies
Sonia Hofkosh
David Gute
Robin Kanarek
Pamela Lucas
Andrew McClellan
Holly Taylor

PERSONAL LEAVE WITHOUT PAY

Upon application by the faculty member, the University may grant a leave without pay for personal reasons. During the period of a personal leave, the University does not contribute to the cost of any benefits; therefore, if a faculty member wishes to retain coverage, he/she must pay the full premium. Faculty should consult the Benefits Office to discuss coverage and payment of premiums.

JURY DUTY

The University grants paid leaves for purposes of jury duty for all full-time faculty and part-time faculty members. The department chair should be informed as soon as possible: (1) if a faculty member is called for jury duty and (2) if a faculty member is empanelled on a jury.

VACATION

Faculty holding nine-month appointments and those holding nine-month appointments paid over a twelve-month period are not entitled to vacation time with pay. Persons holding twelve-month appointments are entitled to one-month of vacation (20 days) with pay each year, but such vacation may not be accumulated, nor may it be claimed as terminal leave after the effective date of the contract or resignation. Vacation time should be mutually agreed to with the Chair of the department, or in the absence of a Chair, with the School Dean. Tufts University has no obligation to assume responsibility for benefits lost through failure to apply for participation.

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