Part 2: Faculty Contractual Benefits

(from SECTION IV of the Governance Manual, August, 2014)

2.1. FACULTY SALARY: POLICIES AND PROCEDURES

2.1.1. SALARY

2.1.1.1. FULL-TIME FACULTY

The College strives to maintain faculty salaries at levels that are at or above those at other liberal arts institutions. Variations in salary exist depending upon the academic qualifications and experience of a faculty member, the faculty member’s discipline, and the College’s evaluation of the individual.

2.1.1.2. PART-TIME FACULTY

2.1.1.2.1. TENURE-TRACK

The salary for a member of the tenure-track faculty on a part-time appointment shall be the proportionate share of the appropriate salary for a full-time appointment.

2.1.1.2.2. NONTENURE-TRACK

Remuneration for part-time faculty normally follows a schedule which is based on performance and the number of years of service at Saint Mary's College.

2.1.2. SALARY PROCEDURES AND POLICIES

2.1.2.1. GENERAL PROCEDURES: COLLEGE

To assist the Administration in formulating its salary budget proposal, the Faculty Compensation Committee of the Faculty Assembly prepares a detailed report on the economic status of the faculty. This report normally includes data reflecting the general pattern of the economic status of the profession, the relationship of the Saint Mary’s faculty to the profession, and special economic consideration. The report concludes with a set of specific recommendations to the Administration. This report is presented to the Faculty Assembly for its consideration. After consultation with the Faculty Compensation Committee of the Faculty Assembly, the Administration designates portions of the increase in the faculty salary budget to such categories as cost of living, equity adjustment, academic rank differential, and merit. Preliminary budget parameters are presented to the Board of Trustees at its fall meeting. The salary portion of the College budget is approved by the Board of Trustees (or the Executive Committee) at its winter meeting. The final budget is approved at the spring meeting of the Board of Trustees. Following preliminary approval of the College budget, the Provost and Senior Vice President for Academic Affairs informs the department chairs of the percent being allocated for cost of living, merit, and other salary adjustment.

2.1.2.2. GENERAL PROCEDURES: INDIVIDUAL SALARY DETERMINATION

Faculty salaries are reviewed annually. Planned cost of living adjustments are approved by the Board of Trustees and take effect January 1 of the following academic year. Adjustments related to promotion are made in the context of the President’s appointment to the new rank.

After consultation with the department chairs, the Provost and Senior Vice President for Academic Affairs meets with the President to determine the salary for each faculty member.Faculty salaries are reviewed annually. Department chairs notify each faculty member of the categories being used and the percentage being used for each category ( e.g., percent being allocated for cost of living, percent for merit, amount allocated for other adjustments). The department chairs then discuss with the faculty member the specific recommendation that is being made as well as the rationale for that recommendation. These recommendations are then submitted by department chairs to the Provost and Senior Vice President for Academic Affairs.

2.1.2.3. NOTIFICATION

During the first week of March each faculty member on a continuing appointment receives a letter from the Provost and Senior Vice President for Academic Affairs confirming rank, tenure, status, and salary for the coming academic year. The notification also includes a statement of inclusive dates of that academic year. Department chairs receive a statement of the salaries for all faculty in their departments.

2.1.2.4. APPEAL

Faculty who wish to appeal their salary must do so within thirty days or their salary notification. Appeals must be in writing to the President of the College.

2.1.2.5. PAY OPTIONS AND PAY SCHEDULE

Full-time faculty and part-time tenure-track faculty have the option of being paid on a ten or twelve month schedule. Those who do not indicate a preference are paid on a ten month schedule. Revisions in the method of payment can be made only by the faculty member in any year from May 1 to August 1. Faculty are paid on the first of the month beginning on the first of September. If the first falls on a holiday or a weekend (except for January 1st), the pay date will be the last banking day before the first of the month.

2.1.2.6. PAYROLL PROCEDURES

Earnings statements, available for review on-line, show deductions, such as for federal, state, and Social Security taxes, and any appropriate deductions for group insurance or voluntary payroll deductions plans. New faculty must complete federal and state tax withholding forms and choose benefit coverage before they receive their first earnings statement. These forms are sent to the faculty member from the Human Resources Office. If there are any questions about these forms or the process, they should be directed to a representative of the Human Resources Office. Faculty members’ pay is direct deposited in a bank of the faculty member’s choosing. A branch of the 1st Source Bank is located in the Student Center for convenience. Forms to open an account are available by contacting the bank directly.

2.1.2.7. PROMOTION INCREASES

It is the general policy of the College to grant special salary increases to faculty members upon their promotion. The President, in consultation with the Provost and Senior Vice President for Academic Affairs, sets the promotion amount.

2.1.2.8. CHAIR STIPEND

In addition to a reduction in teaching load, department chairs receive a stipend which is added to their salary.

2.1.2.9. FINAL PAYCHECK – FACULTY AND FACULTY ADMINISTRATORS

When an individual terminates employment with the College, all College property must be returned, his/her office vacated, and all outstanding obligations to the College satisfied by the conclusion of the final day worked. In the case of faculty terminating at the conclusion of an academic year, this is assumed to be June 1 and for those terminating at the conclusion of the fall semester, January 1. The employee is responsible for securing clearance from each of the offices involved. The obligations include keys, credit cards, College I.D., any equipment assigned to the employee, and satisfaction of Morrissey Loan balances. Keys are to be returned to the Maintenance Department, credit cards and Morrissey Loan balances settled at the Business Office, the I.D. card returned to the Human Resources Office, and the Office of the Provost and Senior Vice President for Academic Affairs notified that the office has been vacated. A check form for this purpose is available in the Human Resources Office.

2.2. BENEFITS: FULL-TIME FACULTY

2.2.1. INTRODUCTION

The benefits described in this section pertain to full-time lay faculty and part-time, tenure-track lay faculty of the College unless otherwise noted.

2.2.2. LIFE INSURANCE

Faculty members are covered on the first day of their academic appointments with a life insurance and accidental death and dismemberment policy equal to two times the individual’s annual base salary rounded to the next highest $1,000 to a maximum of $50,000. The College pays the entire premium for the basic insurance.

Faculty members may also elect to purchase supplemental life insurance equal to two times the individual’s annual base salary rounded to the next highest $1,000. If faculty members elect not to participate in the supplemental plan when it is initially offered, they must present the insurance company with evidence of insurability prior to being admitted to the plan at a later date. There is no guarantee that the insurance company will extend coverage to faculty members who do not take this option within thirty days of the beginning of their appointment.

Faculty who leave the College at age 55 or older after 10 or more years of continuous service and who have coverage under the life insurance plan are provided with College paid life insurance in an amount equal to one-half of the base annual salary up to a maximum of $10,000.

2.2.3. LIFE INSURANCE: COLLEGE TRAVEL POLICY

When traveling on official College business, faculty are covered by an accidental death and dismemberment policy. The amount of payment in cases of accidental death varies according to salary, but in no case is less than $25,000. The College pays the entire premium.

 

2.2.4. MEDICAL AND DENTAL INSURANCE

2.2.4.1. ELIGIBILITY

Immediately upon employment, full-time and part-time faculty members are eligible to enroll in a group health and/or a group dental benefit plan. The plan benefits are available on a single or family plan basis. The family plan covers the faculty member’s spouse and his/her dependent children up to age 26.

Eligible faculty members usually enroll in the plans when they are first offered. If a faculty member does not elect coverage when first eligible, she/he can apply for coverage only during May of each year unless there has been a lifestyle change. A request for a change in coverage because of a change in lifestyle status ( e.g. , spouse with coverage loses insurance, marriage, divorce) may be submitted at any time during the year. Because of the pre-tax nature of premium payments, a faculty member may only cancel health and/or dental coverage effective June 1 unless there is a lifestyle status change.

2.2.4.2. COST

The College pays the majority cost of the health premium and half the cost of the dental premiums for full-time faculty. The specific amount of premiums paid by the faculty member is announced by June 1 of each year. Part-time, non-tenure-track faculty are eligible for participation in the medical and/or dental programs provided they pay the entire premium.

Part-time tenure-track faculty are eligible for subsidy toward health premiums in an amount equal to the amount paid for full-time faculty with single coverage or if family coverage is elected, in an amount equal to one-half of the amount paid for full-time faculty with family coverage. If the amount paid toward single coverage is greater than one-half of the amount paid for family coverage, the former amount will be contributed.

2.2.4.3. TERMINATION AND CONTINUATION OF HEALTH INSURANCE

Medical and/or dental coverage for full-time faculty members starts at the beginning of their first semester and ends at the start of the academic semester following their departure from the College.

Faculty members on the College’s payroll as of July 1, 2005 may be eligible to continue participation in a Retiree Health Care Plan if they:

  • are at least 55; and
  • have accumulated 15 or more years of service at retirement.

Retirees must pay the full cost for dental coverage.

Information is available in the Human Resources Office describing the benefits provided under these plans.

2.2.5. UNEMPLOYMENT COMPENSATION

All faculty members are covered by provision of the Indiana Employment Security Act. This Act provides for weekly benefits in certain circumstances for individuals who are without employment. The Act is administered by the Employment Security Department of the State of Indiana which can advise employees as to their rights and responsibilities under the Act.

2.2.6. WORKER’S COMPENSATION

The College provides coverage under the Worker’s Compensation Act of the State of Indiana for every faculty member and employee on its payroll. People who suffer injury on the job, no matter how minor, should report the incident in writing to the Human Resources Office within 24 hours of its occurrence. If faculty lose time from their jobs as a result of an on-the-job injury or illness, they may be eligible for Worker’s Compensation.

2.2.7. LONG-TERM DISABILITY

Full-time faculty are covered immediately by fully paid long-term disability insurance. If the application for benefits is approved by the insurance company, this insurance provides disability income payments which equal 60% of base salary up to a maximum limit per month. Payments commence on the first day of the next month following six months of disability. The amount of the disability income payment is offset by the individual’s Social Security disability payment, Workers’ Compensation payment, and any payment received from another employer-financed disability plan. After one year of drawing disability income, contributions to the retirement plan will be made on their behalf.

During the period between the onset of disability and the start of the seventh month of disability, the College will continue the individual’s salary at a monthly rate equal to 1/12 of the current contract salary with a maximum payment of 50% of contracted salary. Periods of disability that last less than a full month will be paid on a prorated basis according to the following formula: number of work days divided by total work days in a month times 1/12 of the current contract salary.

If Social Security disability payments begin while the employee is receiving College paid salary contribution payments, the amount of salary payment will be reduced by the amount of the Social Security disability payment received. The salary contribution policy covers any disabling illness including disabling maternity. The College retains the right to request medical verification of a condition of disability. (See also: Leave of Absence: Long-Term Leaves.)

During the first two years of disability, life insurance benefits are continued. The premium is paid by the College and the amount of insurance is equal to two times the contract salary in effect at the onset of the disability, up to a maximum of $50,000. If the faculty member carried supplemental life insurance prior to the onset of disability, it may be continued if the premium is paid by the faculty member. At the end of 24 months, College paid coverage will cease, but the faculty member can convert to individual coverage. Additionally, if the faculty member has at least ten years of service and is age 55, he/she will be eligible for paid up life insurance in the amount of one-half of salary up to a maximum of $10,000.

During the waiting period between the onset of the disability and the beginning of disability coverage, health insurance benefits will be continued on the same basis as for active employees. After the waiting period, and for the first 24 months a participant is receiving disability payments, the entire premium for employee health care is paid. Faculty who had family coverage at the time of their disability can continue that coverage by payment of the normal dependent contribution required of other employees during the same 24-month period. The rate will be adjusted whenever the rate for active employees changes. After 29 months of disability (five month waiting period to be eligible for Social Security disability payments, plus 24 months of Social Security disability pay eligibility), health insurance through the group health plan ceases. Faculty meeting the eligibility requirements for retiree medical coverage are eligible for coverage under the Retiree Health Plan. Faculty not eligible for the Retiree Health Plan who have at least ten years of service at the time of the disability, are a current participant in the health plan at the time of disability, are not eligible for participation in another employer-sponsored group health plan, may continue coverage as long as they pay the full monthly premium. All other faculty may choose to continue coverage through COBRA (see section on Termination and Continuation of Health Insurance.)

2.2.8. COLLEGE RETIREMENT PLAN

2.2.8.1. ELIGIBILITY

Full-time faculty members are eligible to participate fully in the College’s retirement program provided they have completed two academic years as full-time faculty in the rank of instructor or above at Saint Mary's College or at another institution of higher education.

Faculty members who do not meet the criteria listed in about are eligible to participate in the retirement program under one of the following options:

  1. If the employee agrees to make a contribution equal to 6% of the employee’s contracted salary, the College will match 6% contribution until such time as the employee is eligible for a full contribution by the College;
  2. If the employee chooses not to make a matching contribution, the College will make a contribution equal to 3% of the employee’s contracted salary until fulfilling the waiting period for full participation in TIAA/CREF.

2.2.8.2. CONTRIBUTION OPTIONS

When the eligibility requirements have been met, the College will make a contribution of 10% of the faculty member’s base salary to this retirement plan. The faculty member determines the allocation of these contributions between TIAA and CREF.

Additional voluntary supplemental contributions are also encouraged under the plan. The portion contributed by the individual may be deposited in a separate Supplemental Retirement Annuity with TIAA - CREF.

2.2.8.3. TIAA-CREF ANNUITIES

Teachers Insurance & Annuity Association (TIAA) and its companion, College Retirement Equities Fund (CREF), offer several premium allocation options. Specific information on the several options offered is available in the Human Resources Office.

Under TIAA-CREF retirement plans the faculty members own the annuity contract, including all benefits purchased by their own and Saint Mary’s contributions. If faculty members change jobs, they retain all Saint Mary’s accumulated contributions as well as their own.

The retirement plan also gives the participant a salary or annuity option through which the individual’s contributions can be increased by written agreement. Under this agreement the individual’s salary is reduced, and the College pays the amount of the reduction to TIAA-CREF. The amount a participant can contribute is regulated by law. The participant has the option of having this amount paid to the regular contracts along with the College contribution or of having it paid to Supplemental Retirement Annuities. The value of the option lies in the fact that amounts so contributed are currently tax-free to the participant. The option may be elected at any time. There is no waiting period.

The amount of income received at retirement depends upon several factors such as the size of accumulation, when payments begin, age at retirement, and the age of a spouse if a survivor option is chosen.

During a sabbatical leave, the College continues its contribution on the basis of the amount of salary actually paid.

2.2.8.4. INFORMATION

More detailed information on these plans and the faculty member’s options can be obtained from the Human Resources Office or by writing or calling TIAA-CREF directly at:

Teachers Insurance & Annuity Association/College Retirement Equities Fund
730 Third Avenue
New York, New York 10017
Telephone Number: 800-842-2733

Forms for enrollment in the regular TIAA-CREF retirement plan, the Supplemental Retirement Annuity, and forms for address changes or allocation of benefits between TIAA and CREF are also available in the Human Resources Office.

2.2.9. SOCIAL SECURITY: FEDERAL INSURANCE CONTRIBUTIONS ACT

Faculty members of the College are automatically covered by the Federal Insurance Contributions ACT (FICA). The College pays one-half of the current tax charged by the program and the faculty member pays the other half through payroll deductions. The amount of tax is regulated by federal law.

2.2.10. EDUCATIONAL BENEFITS

2.2.10.1. SAINT MARY’S COLLEGE COURSES AND PROGRAMS

2.2.10.1.1. ELIGIBILITY
  • Full-time and part-time tenure-track members are eligible to take courses at Saint Mary’s College without tuition charge, provided the entrance requirements for the courses are met.
  • Spouses and dependent children of full-time faculty members may attend Saint Mary’s College without paying tuition if the regular admission requirements are met.
  • Spouses and dependent children of retired, disabled, or deceased faculty members who:
    • served the College as full-time faculty members for at least eight years and who
    • served on the faculty at the time of retirement, disability, or death, may attend Saint Mary's College without paying tuition if the regular admission requirements are met.
  • Dependent children of eligible faculty may also take one three-hour class, without tuition charge, in a summer program offered by the College.
  • Males covered by these policies are eligible to take classes but are not eligible to receive degrees from the College.
  • Tuition does not include any laboratory or special course-related fees.
  • Students who participate in the overseas program at Saint Mary’s College will be eligible for waiver of an amount equal to the tuition charge in effect on the home campus.
2.2.10.1.2. PROCEDURES

To be eligible for tuition remission at Saint Mary's College, the spouse or child must comply with all institutional policies in effect on the date of enrollment with respect to financial aid and supplemental financial assistance. Contact the Financial Aid Office for details on financial aid.

2.2.10.2. NOTRE DAME COURSES

Unmarried, dependent sons and daughters of full-time and part-time tenure-track faculty members may attend the University of Notre Dame with a waiver of part or all of tuition, provided they meet the regular admission requirements of Notre Dame and are accepted as undergraduate students. The amount of the grant is subject to the same rules and regulations that the University applies to children of its faculty. The total number of credit hours available to the College for this program is limited. This program is, therefore, reviewed regularly and is subject to modification or termination. If the program is terminated, Saint Mary's College assumes no financial obligation for continuing studies at the University.

2.2.10.3. TUITION GRANT PROGRAM

This program, entitled the “Saint Mary's College Tuition Grant Plan,” provides the opportunity for unmarried, dependent children of tenured faculty members to attend institutions of higher education other than Saint Mary's or Notre Dame. Under the provisions of this plan, children of full-time tenured faculty members and who are enrolled in undergraduate programs at institutions of higher education are eligible for the lesser of the following two amounts:

  • The tuition at the institution attended, or one-third of the current tuition charge for full-time students at Saint Mary's College for that academic year.
  • An amount equivalent to one-half of this benefit is available to eligible children of part-time tenured faculty members.

In order to be eligible for the tuition grant, the prospective students and parents must apply for all grants and scholarships from any source for which they might be eligible, including state, federal, and institutional awards. Amounts received for tuition from these sources or any other source must be deducted from the total tuition before the College’s grant is determined. Grants are available for a maximum of eight semesters of undergraduate study, or their equivalent. The period of study need not be consecutive. Grant payments will be made directly to the institution attended on a per term or semester basis. The grant also applies to courses taken during summer sessions.

Children will continue to be eligible for this grant as long as the parent remains on the faculty of the College. Their eligibility will not be terminated in the event of death, total disability, or retirement of the parent. Application for the grant is made through the Director of Human Resources.

2.2.10.4. CONSORTIUM PROGRAMS

Saint Mary’s College currently participates in two tuition exchange programs, the Council of Independent Colleges (CIC) Tuition Exchange Program and the Catholic College Consortium (CCC) Tuition Exchange. These tuition exchange programs allow students to receive tuition benefits, usually for the full tuition charge, at other participating colleges and universities.

Any full-time employee is eligible to apply for a tuition exchange award for themselves or for their dependent children. Note that the tuition exchange awards are funded by the college or university the student will attend, and that institution determines their selection criteria and selects the tuition exchange recipients. An award is not guaranteed and the selection process is usually competitive.

More information can be found at www.cic.edu/tep and www.cccte.org

2.2.11. MOVING EXPENSES AND MOVING ASSISTANCE

2.2.11.1. EXPENSES

At the time of initial appointment, the College will pay up to 10% of the faculty member’s starting contract salary with a maximum of $5,000 toward moving expenses. This money may be used for anything which the Internal Revenue Service allows as a moving expense deduction. In some cases the College will allow additional money for moving, but in these cases additional restrictions may be imposed on how the money may be spent. The amount of money allowed and the conditions under which it may be spent are determined by the Dean of Faculty and included in the letter of initial appointment. Receipts for all claimed expenses must be submitted to the Dean of Faculty after the move is completed.

2.2.11.2. ASSISTANCE

Several faculties have organized a faculty group to assist those who are moving. This group offers assistance to all faculty especially those who are moving their own goods and property. Those who desire to avail themselves of the free service should call the Chair of the Faculty Assembly for further information.

2.3. BENEFITS: RETIRED FACULTY

2.3.1. RETIREMENT POLICY

Policies regarding retirement will be found in the section on Termination of Service.

2.3.2. BENEFITS

2.3.2.1. EMERITA/US BENEFITS AT RETIREMENT

The following benefits accrue to emerita/tus faculty and tenured retired faculty at retirement:

  1. TIAA-CREF

    At retirement, TIAA-CREF and Social Security, which had been benefits, takes the place of salary. Both plans are very complex, and securing maximum benefit takes careful planning. The provisions of Social Security are constantly changing. Faculty members may obtain help in their planning from TIAA-CREF, the Social Security Administration, and from the Human Resources Office.

  2. MEDICAL INSURANCE

  3. LIBRARY PRIVILEGES

    1. Library privileges as faculty will continue at both the Cushwa-Leighton Library and the Hesburgh Library.
    2. Carrel in the library – Emeriti faculty are eligible for a faculty carrel on the First Mezzanine of the Library if one is available.

      The priorities for use of these spaces are:

      1. Saint Mary’s College current faculty members with research needs for a defined period, usually a semester and/or summer;
      2. Saint Mary’s College faculty members who are on sabbatical leave for the duration of their sabbatical project;
      3. Emeriti faculty or tenured retired faculty members who are under contract, for the duration of their letter of appointment period; and
      4. Emeriti faculty or tenured retired faculty annually renewable so long as the space is actively being used.
    3. Carrels are currently equipped with a phone, desk, file cabinet, and chair. The carrel will be equipped with a desktop computer, replaced every three years in the rental cycle. Carrel computers will be either a PC or a Mac. If an emerita/tus or tenured retired faculty has an individual printer, she/he may bring that to the carrel. (Printing supplies are the responsibility of the individual.)
    4. Emeriti faculty or tenured retired faculty, who are allocated a faculty carrel in the library are allocated a key only to the individual office space, not the building. They will use their carrel during regular library hours.

  4. TECHNOLOGY

    1. Computer, printer, and currently accessed email and network services - The emerita/tus or tenured retired faculty member may request to retain her/his college-owned computer (desktop or laptop).
    2. Depending on the age of the computer, the emeriti faculty member may be asked to buy it at a reasonable cost from the College (since the College would ordinarily re-purpose younger computers to other spaces on campus).
    3. User ID, email and network access currently available to faculty will also be retained. Access to network printing to public computers using the Print Limit quota is under discussion.

  5. DISCOUNTS

    Discounts at events, bookstore, and dining hall continue.

  6. EDUCATIONAL BENEFITS

    The spouses and unmarried, dependent children of retired faculty members are eligible for the same educational benefits for which they were eligible on the date of the faculty member’s retirement if the faculty member had at least 8 years of service with the College. An exception to this is that the tuition exchange programs are not available to retired faculty.

  7. COLLEGE ID AND ACCESS

    College identification card – Current cards will be retained and updated with appropriate access.

    1. PARKING - Parking privileges will be retained.
    2. PHONE LISTING - Listing in phone directory will continue unless otherwise requested.

2.3.2.2. BENEFITS DETERMINED BY CHAIRS

The following benefits are to be determined by the Chair of the Department:

  1. STAFF SUPPORT

    Staff support in the department – On a limited basis, as long as resources are available.

  2. SUPPLIES

    Supplies, if available ( e.g. , department letterhead to write references for students).

2.3.2.3. ADDITIONAL BENFITS

The following additional benefits accrue to emeriti/tus faculty and tenured retired faculty who are under contract (i.e. sign a letter of appointment as an adjunct faculty or for non-teaching duties).

  1. SPACE

    Office space, lab space, studio space in the department, as determined by the Chair.

  2. BUILDING ACCESS

    Access to the building in which office space resides (except Cushwa-Leighton Library).

  3. PRINTING AND COPYING

    Printing and photocopying in department.

  4. PHONE

    Access to phone in department

  5. STAFF SUPPORT

    Staff support from department assistant for contracted task.

  6. STORAGE

    Storage space on campus, if needed for contracted task.

  7. ELECTRONIC FILES

    Maintenance of electronic files on H drive.

2.4. BENEFITS: FACULTY MEMBERS ON LEAVE

2.4.1. SABBATICAL LEAVES AND OTHER LEAVES WITH SALARY

2.4.1.1. BENEFITS

Faculty members on sabbatical leave and those on other leaves with salary, continue their participation in all of the benefit programs of the College at a level based upon their annual contracted salary. For purposes of medical and dental insurance and educational benefits, these faculty members are treated in the same manner as full-time active faculty. The College’s contribution to TIAA-CREF will be based on 10% of the actual salary paid during the sabbatical leave.

2.4.1.2. SERVICES AND FACILITIES

Faculty members on sabbatical leaves and those on other leaves with salary may retain their offices and retain access to supporting services (secretary, telephone, duplicating, etc.) with the understanding that consideration is given to those who replace them in their teaching.

2.4.2. LONG-TERM LEAVES WITHOUT SALARY

2.4.2.1. BENEFITS

Faculty members who are on long-term leaves without salary for professional growth, research activities, or for health or personal reasons, are normally not eligible for continuation of benefits. Exceptions to this policy can be approved by the Provost and Senior Vice President for Academic Affairs. When exceptions are made, the faculty member pays the full premium.

2.4.2.2. SERVICES AND FACILITIES

Faculty members on leave without salary may negotiate with their chair and the Provost and Senior Vice President for Academic Affairs on the services and facilities that will be available to them.

2.5. CONDITIONS OF EMPLOYMENT

2.5.1. TEACHING LOAD

The normal course load for faculty is a rolling average of 18 load credits per year over a two-year cycle, which is roughly equivalent to 3 courses per semester. This load represents a reduction from the 3-4 load, and is phased in by department over a four-year cycle beginning in Academic Year 2014-15. The Dean of Faculty, after consultation with the department through its chair, determines the actual number of courses, credit hours, amount of studio, laboratory, or classroom time, and class size requirements for faculty in each department. The Dean of Faculty tries to ensure that faculty teaching loads are distributed as evenly as possible.

The teaching loads of faculty members are reduced in various circumstances. Although these reductions are stated in terms of courses, they are interpreted by departments in the same way as the basic requirement. Department chairs receive a one course reduction each semester. Sources outside the College and the College Faculty Development Program may also fund reduction in teaching load. It is the responsibility of the department to integrate load reductions into its program. Other faculty members in the department are not expected to carry additional teaching responsibilities to accommodate load reductions.

2.5.2. TRAVEL POLICY: PROFESSIONAL CONFERENCES

2.5.2.1. EXPENSE COVERAGE

The College encourages attendance at and participation in professional meetings in the belief that both the College and the faculty member benefit.

Every faculty member is entitled to an expense allowance for one professional meeting a year. The College pays full expenses up to a limit of $1,200 if the faculty member participates in the program ( e.g. , by delivering a paper, chairing a session, serving as a formal discussant on a panel, serving as a member of a formal council or committee), and one half of the expenses up to a limit of $600 for attendance at a meeting. If a faculty member attends a professional meeting as an officer of the College, or to recruit faculty, the College pays all expenses.

2.5.2.2. TRAVEL ARRANGEMENTS AND VOUCHERS

The necessary arrangements due to one’s absence are made with the approval of the department chair.

2.6. GENERAL INFORMATION: FACILITIES, SERVICES, AND POLICIES

2.6.1. ADOPTION ASSISTANCE

2.6.1.1. ELIGIBILITY

Full-time faculty with one year of service are eligible for this benefit. For the plan to pay benefits, the adopted child must be less than sixteen years of age when the petition for adoption is filed. If a petition for adoption is not filed on behalf of the child before age sixteen, the plan administrator, at his/her discretion may recognize other acts or proceedings before age sixteen in connection with adoption instead of the requirement for a petition.

2.6.1.2. PAYING FOR THE PLAN

The full cost of adoption benefit plan is borne by the College. There is no cost to the individual.

2.6.1.3. BENEFIT AMOUNT

The plan can reimburse up to $2,000 in covered expenses for each adopted child. Reimbursement is received when the child has been lawfully placed in the home and appropriate documentation has been provided.

2.6.1.4. COVERED EXPENSES

The following covered expenses are reimbursed by the plan if they are reasonably related to the adoption of the child:

  1. medical, surgical, and hospitalization expenses related to the pregnancy of the natural mother of the child, or related to the birth of the child;
  2. court fees;
  3. expenses for legal services of a licensed attorney;
  4. fees payable to a competent government agency for filing a legal document;
  5. other legal expenses reasonably related to the adoption process;
  6. fees paid to a child welfare, placement, or other agency authorized to assist in the adoption;
  7. other expenses approved by the plan administrator.

2.6.1.5. EXPENSES NOT COVERED

The adoption plan will not reimburse:

  1. expenses incurred before one is eligible for the plan;
  2. expenses in excess of a reasonable amount;
  3. amounts paid, directly or indirectly, to a person for the placement, adoption, or care of a child if the person may not lawfully receive such payment for services.

2.6.2. ANGELA ATHLETIC FACILITY POLICIES

Persons entering Angela Athletic Facility will be required to present a valid Saint Mary's College Community card or Family Pass at the reservation desk, sign the registration log, and register any guests. Cards will be retained and returned when participant signs out and leaves the building. (Saint Mary's College faculty members and administrative staff must show ID cards, but will not be required to leave their card at the desk.)

2.6.2.2. SPOUSE AND GROWN CHILDREN

  1. THE SPOUSE AND CHILDREN , up to the age of twenty-one, of Saint Mary's College administrators, faculty, and staff members have walk-in privileges which allow them to claim any open, unreserved, or forfeited court time.
  2. The spouse and children of Saint Mary's College administrators, faculty, and staff members may bring one guest into the Angela Athletic Facility. The guest must be accompanied by the host, and must be participating in the same single-court activity.
  3. When using Angela Athletic Facility, Saint Mary's College administrators, faculty, and staff members’ children under the age of 16 must be accompanied and supervised by their parent.
  4. The spouse and children of Saint Mary's College administrators, faculty, and staff members using Angela Athletic Facility are required to have a valid Family Pass card for identification. These cards may be obtained free of charge in the Angela Athletic Facility by any member of the Saint Mary's College administration, faculty, or staff. Family Pass cards must be renewed annually.

2.6.3. SEXUAL HARASSMENT

2.6.3.1. POLICY

In our academic community, we seek to foster the fullest development of women’s talents and aspirations, by promoting intellectual vigor, aesthetic appreciation, religious sensibility, and social responsibility. The mission of Saint Mary's College can be realized only in an atmosphere of mutual trust and respect. Actions which diminish such an atmosphere shall not be condoned or tolerated.

Saint Mary's College will not tolerate sexual harassment of its students or employees, nor will Saint Mary's College tolerate unprofessional conduct which leads to sexual harassment.

Sexual harassment may be used to describe a wide range of behaviors. These behaviors are described in the Equal Employment Opportunity Commission Guidelines as follows:

Unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education;
  2. submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual, or
  3. such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance or creating an intimidating, hostile, or offensive employment, education, or living environment.

In determining what conduct constitutes sexual harassment, the question will be determined from the perspective of a reasonable person of the gender and position of the person making the complaint.

Individuals from Saint Mary’s College have been assigned the responsibility of becoming familiar with the issue of harassment and providing advice and counsel to employees offended by unwelcome comments or behavior. These individuals are: the Director of Human Resources, the Provost and Senior Vice President for Academic Affairs and the Dean of Faculty.

2.6.3.2. HOW TO HANDLE OFFENSIVE COMMENTS OR CONDUCT

If a faculty member or member of the staff is faced with comments or conduct of a gender based or sexual nature which are offensive or threatening, the person is encouraged to handle the situation in a direct manner immediately by telling the person calmly, politely, and clearly that the conduct is offensive and that the individual wants it to stop.

If that individual is reluctant to confront the individual directly, the individual may seek assistance by complaining to a person of authority and asking for assistance. A faculty member may complain to a chair of any department, the Provost and Senior Vice President for Academic Affairs, Dean of Faculty, or Director of Human Resources. Any other employee of Saint Mary's College may complain to the Director of Human Resources or head of the employee’s department.

2.6.3.3. NOTIFICATION AND INVESTIGATION

All faculty members, managers, and supervisors are responsible to immediately bring forth any complaint of harassment made by a student or employee, as well as any situation which they observe and believe may violate this policy. This information should be brought to the Director of Human Resources, Provost and Senior Vice President for Academic Affairs, Dean of Faculty, or Vice President for Student Affairs. Complaints will be immediately and fully investigated once reported. To the extent feasible, the investigation will protect the privacy interests of all affected parties.

No faculty member, employee, or student who makes a complaint in good faith or participates in an investigation in good faith shall suffer retaliation for being involved. Saint Mary's College will take the necessary action to assure that retaliation does not occur.

2.6.3.4. DISCIPLINE

Any person who is found to have violated this policy shall be subject to prompt and appropriate disciplinary action up to and including termination, as determined by Saint Mary's College.

2.6.3.5. BAD FAITH COMPLAINTS

This policy shall not be used to bring a complaint in bad faith. Disciplinary action shall be taken against any individual found to have brought a sexual harassment complaint in bad faith for an improper purpose.

2.6.3.6. RELATED UNPROFESSIONAL CONDUCT

Relationships between a student and an individual with professional responsibility for that student deserve particular attention. A college employee with professional responsibility for a student has real or potential power and authority over that student in a variety of roles including but not limited to instructor, adviser, work study supervisor, counselor, and committee member.

To ensure that employees shall not abuse that power, no employee shall engage in or solicit an amorous or sexual relationship (consensual or otherwise) with a student:

  1. who is enrolled in class being taught by the employee;
  2. whose academic work is being supervised by the employee;
  3. who is a member of a College group which is supervised or advised by the employee; or
  4. who needs to rely, or does rely, on that individual for guidance, direction, advice, or assistance in her academic pursuits.

Amorous and/or sexual relationships between a student and an individual with professional responsibility for that student are presumed to constitute unprofessional conduct. The consensual nature of such a relationship does not necessarily constitute a defense to a complaint of sexual harassment or related unprofessional conduct.

2.6.4. GENERAL HARASSMENT POLICY

2.6.4.1. POLICY

Saint Mary's College is committed to a work and educational environment in which all individuals are treated with respect and dignity. Each individual has the right to work and study in an atmosphere that promotes equal opportunities and prohibits discriminatory practices, including harassment. Saint Mary's College has developed this policy to ensure that all of its employees and students can work and study in an environment free from harassment, discrimination, and retaliation. Saint Mary's College will make every reasonable effort to ensure that all employees and students are familiar with these policies and aware that any complaint in violation of such policy will be investigate and resolved appropriately.

2.6.4.2. EQUAL EMPLOYMENT OPPORTUNITY

It is Saint Mary's College’s policy to ensure equal employment and educational opportunity without unlawful discrimination or harassment on the basis of race, color, religion, gender, national origin, age, disability, or any other characteristic protected by law. Saint Mary's College prohibits any such discrimination or harassment. As well, as part of our Catholic values, Saint Mary's College prohibits discrimination against an employee or student based on sexual or political orientation.

2.6.4.3. DEFINITIONS OF HARASSMENT

  1. Sexual and gender harassment is prohibited and will be handled as discussed in the policy titled, “Sexual Harassment and Related Unprofessional Conduct.”
  2. Harassment on the basis of any other protected characteristic is also prohibited. Under this policy, verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, national origin, age, disability, or any other characteristic protected by law violates this policy. As well, harassment because of an individual’s sexual or political orientation is prohibited. Harassing conduct includes, but is not limited to the following conduct which is based upon an individual’s race, color, religion, national origin, age, disability, sexual or political orientation: epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion and that is posted or circulated on campus.

2.6.4.4. INDIVIDUALS AND CONDUCT COVERED

This policy applies to faculty and staff, whether related to conduct engaged in by students, employees, or by an outsider not directly connected to Saint Mary's College (such as an outside vendor).

2.6.4.5. RESPONSIBILITIES OF FACULTY MEMBERS, MANAGERS, AND SUPERVISORS

All faculty members, managers, and supervisors are responsible to immediately bring forth any complaint of harassment made by a student or employee, as well as any situation which they observe and believe may violate this policy. This information should be brought to the Director of Human Resources, Provost and Senior Vice President for Academic Affairs, Dean of Faculty, or Vice President for Student Affairs. Complaints will be immediately and fully investigated. To the extent feasible, the investigation will protect the privacy interests of all affected parties.

2.6.4.6. REPORTING AN INCIDENT OF HARASSMENT, DISCRIMINATION, OR RETALIATION

Faculty members and employees who believe they are being subjected to harassment may, if they feel comfortable doing so, advise the offender that his or her behavior is offensive and request that it stop. If faculty members are not comfortable doing this, they are encouraged to immediately report the behavior to the Director of Human Resources, Provost and Senior Vice President for Academic Affairs, or Dean of Faculty. If any other employee is not comfortable doing this, they are encouraged to immediately report the behavior to the Director of Human Resources or a department manager. Saint Mary's College encourages prompt reporting of all perceived incidents of discrimination, harassment, or retaliation regardless of the offender’s identity or position.

Saint Mary's College encourages the prompt reporting of complaints and concerns so that immediate and constructive action can be taken before relationships become irreparably strained. Although no reporting deadlines have been established, early reporting and intervention is the most effective method of resolving offensive behavior.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and will be subject to disciplinary action. Acts of retaliation should be reported immediately through the same channels as are identified above.

2.6.4.7. RESOLUTION OF COMPLAINT

Appropriate discipline, up to and including termination of employment, will be imposed if an investigation results in a finding the behavior prohibited by this policy has occurred.

False and malicious complaints of harassment, discrimination, or retaliation will not be tolerated: appropriate disciplinary action will be imposed.

2.7. Title IX