2.50 salary and benefits

Faculty members appointed for the eight-and-one-half-month academic year will ordinarily receive their base salary payments in 18 semi-monthly payments on the fifteenth and the last banking day of each month, beginning August 24 and ending May 15. The first and last payments are 1/34 of the base salary and the 16 intervening payments are each 1/17 of the base. However, faculty members may elect, on a yearly basis, to receive their base salary in 24 equal payments.

Faculty members appointed for the 12-month fiscal year will receive their salary payments in 24 equal semi-monthly payments on the fifteenth and the last banking day of each month beginning July 15 and ending June 30.

The total salary received by a faculty member during the eight-and-one-half months of the academic year is the academic base salary figure, regardless of the source of funds. Amounts received for work on sponsored grants or contracts are not additive to an academic base salary.

Benefits are outlined briefly below. Complete information on all benefits may be obtained from the Office of Human Resources.

 2.51 supplemental compensation during the academic year

Supplementary compensation refers to any salary or wage payments other than the academic base salary.

Some teaching assignments are made at University College as part of regular load, with no additional compensation. Other assignments may be made on an overload basis, with extra compensation determined in each specific instance by application of rules approved for and administered by University College.

Some Extended Campus of the School of Education teaching assignments are part of regular load, with no additional compensation. Other assignments may be made on an overload basis, with extra compensation determined in each specific instance by application of rules approved for and administered by the School of Education.

The relatively few additional situations in which extra compensation is permitted during the academic year are handled using Extra Service Vouchers which involve the prior administrative approvals listed in the Administrative Policy Manual.

2.52 supplemental compensation during the summer

Approved assignments during the three-and-one-half-month summer period--commencement to one week prior to the first day of classes of the fall semester--involve salary or wage payments that are supplementary compensation to the academic base salary. The rate of supplementary salary payment may or may not be directly related to the academic base salary rate, but in any event it may not exceed the base rate applicable in the fiscal year during which the service is performed. If, for example, the academic base salary in June of fiscal Year-1 is $34,000 and in the following month, July of Fiscal Year-2, the new base salary is $35,700, the maximum allowable semimonthly rates are one-seventeenth (1/17) of the appropriate base salary:

Note that the negotiated applicable rate need not be the maximum and, in fact, may not be that maximum under application of certain pay formulas. Furthermore, the rate paid may not change as the assignment period moves from one fiscal year into the next fiscal year.

Summer Sessions teaching assignments involve compensation rates determined by application of rules approved for and administered by the Summer Sessions.

University College summer term teaching assignments involve compensation rates determined by application of rules approved for and administered by University College.

Extended Campus of the School of Education summer teaching assignments involve compensation rates determined by application of rules approved for and administered by the School of Education.

Sponsored Programs assignments between commencement and one week prior to the first day of classes of the fall semester involve compensation rates that are determined by negotiations requiring concurrence of the appropriate dean and the Office of Sponsored Programs.

If faculty members are teaching in the Summer Sessions, University College, or the Extended Campus summer program, the percentage of effort available for a sponsored project is restricted by those teaching assignments, as is the compensation that is permissible. In no case can the aggregate rate of salary compensation from all sources exceed the maximum allowable base rate referred to above.

For other summer assignments, the prior approvals required and the restrictions on allowable compensation rates will depend upon the nature of the work to be performed and the organizational jurisdiction which is applicable.

2.53 life insurance plan

Faculty members are required to enroll in the Group Life Insurance Plan. Upon enrollment, term life insurance (ranging from $20,000 to $50,000 coverage, depending on base salary and age) will be provided on a noncontributory basis. All enrollments are initiated at the Employee Benefits Office. (See the booklet available from the Employee Benefits Office.)

2.54 accident insurance

Voluntary group accident insurance is available, upon application, to all active, full-time employees. Under the family plan, members of an employee's family may be insured as follows: spouse and dependent children (including step, foster, or legally adopted children) between 14 days and 19 years of age, or until age 23 if the child is a full-time student and dependent on the employee for support and maintenance. The plan offers full 24-hour protection against accidents anywhere in the world, on or off the job, on business, on vacation, at home. (The possible amounts of coverage and other details are given in a brochure provided by the Employee Benefits Office.) In addition, all eligible employees enrolled in the Group Life Insurance Plan receive, on a noncontributory basis for the employee only, $3,000 Accidental Death and Dismemberment Coverage.

2.55 remitted tuition

As part of its employee benefit programs, Syracuse University offers tuition-free educational opportunities to full-time and regular part-time faculty members and their spouses.

All full-time faculty members may receive remitted tuition for up to twelve credit hours per academic year in any division of Syracuse University. Up to one-half may be shared with a spouse.

Regular part-time faculty members whose percent of effort for the year is 62.5 percent to 75 percent are eligible for up to 7.5 to 9 credit hours per academic year. Up to one-half may be shared with a spouse.

Retired faculty members and spouses continue the same benefits as when actively employed.

Faculty members hired after September 30 or January 30 are eligible for pro-rated remitted tuition for fall or spring semesters.

No additional remitted tuition credit hours are given for the Summer Sessions. However, unused credit hours up to six hours, accumulated from the fall and spring semesters, may be used in the third (summer) term of University College.

Full-time faculty members may apply through the dean to the Vice Chancellor for Academic Affairs for permission to apply unused remitted tuition benefits up to six hours, as noted above, to courses offered through the division of Summer Sessions, provided that the courses relate directly to teaching field of interest, or advanced degree plans approved by these academic officers, and provided also that the courses taken do not conflict with summer teaching, research, or other assigned University responsibilities.

Full-time and regular part-time faculty members may register in a matriculated or nonmatriculated status in undergraduate or graduate courses on the main campus or in University College (Syracuse only) courses, on either a credit or noncredit basis. Remitted tuition does not cover individual instruction, courses taken at the College of Environmental Science Forestry or the SUNY Health Science Center, workshop courses where fees cover expenses other than tuition, or any fees such as student activity, laboratory, health, athletic, general, and other fees.

Half of the faculty member's unused tuition credit hours may be transferred to use of the faculty member's spouse who is not independently eligible for remitted tuition as a faculty member, employee, or graduate assistant. These credit hours may be transferred for use each semester as earned or up to six hours may be accumulated for use of the spouse in the third (summer) term of University College.

All remitted tuition benefits cease with termination of employment. Course enrollments of either the faculty member or spouse that are continued after a termination that occurs during a semester will require payment of the prorated tuition balance.

Tuition benefits terminate if employment conditions are changed to less than regular part-time.

Faculty members have, in addition to tuition remission benefits, class audit privileges. These are limited by the requirements that (a) instructor approval is needed for each class audited, and (b) there shall be no conflict with the normal discharge of the faculty member's responsibilities.

Remitted tuition benefits for graduate level courses for faculty and spouses may be subject to federal, state, and FICA taxes.

2.56 dependent tuition benefits

The definition of dependent tuition benefits is full tuition at all campuses of Syracuse University for undergraduate study leading to the first baccalaureate degree. This benefit does not include Cash Grant or Tuition Exchange.

Full-time faculty members (except adjunct and visiting faculty) are eligible for dependent tuition benefits for their spouses and dependent children upon completion of three years of service.

Regular part-time faculty members are eligible for dependent tuition benefits upon the completion of the equivalent of three academic years of full-time effort. The dependent tuition benefit is available on the same terms as for full-time faculty. Summer appointments are not counted in the qualification process. Regular part-time faculty are not eligible for Cash Grant or Tuition Exchange.

Spouses and children, natural, legally adopted, or stepchildren, claimed with IRS as dependents by the faculty parent, may receive tuition benefits applicable to full-time or part-time work in a matriculated status for studies leading to the first baccalaureate degree. This tuition benefit is equal to the number of credit hours required for completion of first baccalaureate degree. The benefit is limited to those total credit hours or completion of the first baccalaureate degree, whichever comes first. The scholarship recipient must meet University requirements for admission and continuation in the academic program.

Dependent tuition recipients who have attended other institutions will have their number of credit hours of benefit eligibility reduced by the number of credits hours of study accepted for transfer from the other institution(s).

Dependent tuition benefits for full- or part-time matriculated study may be used in the Summer Sessions or the third (summer) term of University College.

For each recipient of a dependent tuition benefit who does not live in University residential housing, the maximum benefit awarded is regular tuition less the sum of all tuition assistance, state or federal scholarships, or grants received by the student who qualifies for such aid. The student who qualifies must apply for all such state or federal tuition assistance awards. Failure to apply when qualified will result in a reduction of the dependent tuition benefit by the equivalent of the minimum amount of such awards.

Each recipient of a dependent tuition benefit who lives in University residential housing may use any applicable federal grants toward payment of room and board. The dependent benefit to such a student is a tuition benefit reduced by the New York State's Regents and Tuition Assistance Awards and by other state or federal aid grants applicable to tuition, and by any applicable residual from grants used for room and board.

Termination of employment or change of status to less than regular part-time employment will immediately terminate dependent tuition scholarship benefits. Student enrollment continued after a termination that occurs during a semester will require payment of the prorated tuition balance.

If the faculty member dies, or retires under the University's approved retirement program, each dependent who is already matriculated and receiving dependent tuition benefits at that time will continue to be eligible for such benefits. Other dependents who wish to receive dependency benefits after the employee's retirement or death are eligible if they meet admission requirements of the program applied to and if the employee has completed at least seven years of full-time employment or its equivalent prior to retirement or death.

Student activity, laboratory, individual instruction, health, athletics, general, and other fees are not covered by dependent tuition scholarship benefits and must be paid by the individual.

2.57 cash grant 

Dependents of full-time faculty members who have completed seven years' service at the University are eligible for a cash grant as an alternative to the dependent tuition benefit program at Syracuse University.

This alternate program provides for payment of a cash grant applicable to tuition only, when the child dependent attends another regionally accredited college or university. The student must be taking full-time work in a matriculated status for studies leading to the first baccalaureate degree. The cash grant benefit is limited to a total of eight semesters at another institution, or to completion of first baccalaureate degree requirements, whichever comes first. The maximum cash grant is $500 per semester and applies to the tuition remainder after crediting other applicable scholarship and grant aid. The cash grant is paid directly to the other institution each semester by Syracuse University.

If the faculty member officially/formally retires or dies, dependent children already matriculated in an academic program at another regionally accredited college or university and receiving cash grant assistance at that time will continue to receive these benefits under the original terms of each individual's program.

In the case of death, surviving dependent children of the deceased faculty member who has completed seven consecutive years of full-time service at Syracuse University will be eligible for cash grant assistance provided these dependents meet the conditions of grant eligibility enumerated above.

This same benefit will apply to other dependents of the faculty retiree who has completed seven consecutive years of full-time service at Syracuse University and officially/formally retires, when those dependents become eligible.

2.58 tuition exchange program

Syracuse University is a member of Tuition Exchange, Incorporated. This membership entitles full-time faculty members who have completed three years' service at Syracuse University to seek tuition exchange privileges for their dependents from other participating institutions. The plan does not guarantee tuition for a faculty dependent at any member college, but it does provide the opportunity for the dependent to request special consideration and to receive tuition from some member colleges. Further details on participating institutions and application procedures may be obtained from the Director of Financial Aid, Office of Admissions and Financial Aid, 200 Archbold North.

 2.59 disability plan

The Long-Term Disability Plan (Salary Continuation) provides benefits for full-time faculty in the event of absence from work due to occupational or nonoccupational injury or sickness which prevents the faculty members from performing each and every duty of their occupation.

The plan for faculty with one or more years of continuous service provides the following benefits.

• For the first sixteen weeks of disability, faculty members will receive full pay;
• for the next 10 weeks of disability they will receive 60 percent of their base rate; at week 10, Syracuse University TIAA-CREF contributions will be paid by Syracuse University to a maximum of 11 percent, and also a waiver of Group Life and Health Insurance premiums. These payments are less any benefit reductions, such as disability benefits under Social Security or Worker's Compensation;
• from the twenty-seventh week of disability to age 65 or death, whichever comes first, they will receive 50 percent of base salary rate plus Syracuse University TIAA-CREF contributions, to a maximum of 11 percent, and also waiver of Group Life and Health Insurance premiums. These payments are less any benefit reductions, such as disability benefits under Social Security or Worker's Compensation;
• a survivor benefit will be paid to an eligible survivor, such as spouse or children under age 21, if faculty members have been drawing benefits under this plan for at least 18 consecutive months and then die. This benefit will be paid in one lump sum payment equal to three times their last monthly payment.

For faculty members with less than one year of continuous service, the benefits will be the same, except that there is no survivor benefit and payments will cease at the end of 12 months from the date of disability. (Details of the plan are on file in the Employee Benefits Office.) The entire cost of this plan is paid by the University.

2.60 health care plans

Syracuse University provides, upon application, various health care group insurance plans for faculty members. The University pays a part of the cost. All members, as well as each of their eligible dependents, are covered up to a maximum amount. Application for participation in these plans must be made within 31 days of eligibility to avoid coverage restrictions. (For details see a booklet available in the Employees Benefits Office.)

2.61 workers' compensation

Faculty members are covered by Workers' Compensation for accidental injuries sustained in the course of employment. Benefits are paid pursuant to the terms of the Workers' Compensation Law of New York.

The University's Health Service is a licensed bureau for the treatment of injuries suffered by employees during the conduct of their duties. Faculty members are urged to go immediately to the Health Service at 111 Waverly Avenue in the event of an accident. They will be referred by the attending physician to an outside specialist if necessary.

A full report of the accident should be made immediately to the Department of Public Safety and to the Risk Management Department, Safety Division. To reduce accidents, unsafe conditions should be reported promptly to these offices.

2.62 family and medical leave

Any semester in which four or more weeks of family or medical leave are taken will not be credited toward tenure or promotion unless the faculty member specifically requests that it be credited. This request must be made in writing to the dean of the school or college before the end of the semester in question.

For untenured faculty members on terminal or renewable contracts, taking a family or medical leave does not extend the length of the appointment.

A faculty member's record of taking family or medical leaves is not to be taken into consideration in the evaluation of applications for research leave.

The Faculty Manual is an official bulletin of Syracuse University and is published by Syracuse University, Syracuse, New York 13244.