"Wisconsin Travel Allowance for Professional Employee"
FACULTY HANDBOOK PART IV: FACULTY LEAVE AND FRINGE BENEFIT POLICIES 4.1 LEAVE OF ABSENCE 4.1.1 Application for a leave of absence without pay for study, research, or other academic activity by a faculty member must be made to the Committee on Promotion, Tenure and Standards (Items 2.2.1 and 126.96.36.199) through the appropriate department chairperson. Such leaves will not exceed one academic year unless the request for an extension is approved. A grant of leave depends on the purpose for the leave and the availability of a qualified substitute. Any request for a leave or extension of a leave must be made by December 31st of the year preceding the semester(s) for which the leave is requested. 4.1.2 MILITARY LEAVE POLICY 188.8.131.52 It is the policy of the university to grant leaves of absence which allow faculty who are members of the National Guard or a Reserve Unit to meet their military obligations. This policy will also apply to retired or separated military members who are recalled to active duty. Faculty members should notify their Department Chair, College Dean and the Human Resource Office in writing of any military status, current or pending, that makes them eligible to be called up for active duty. 184.108.40.206 For annual training or limited active duty not to exceed 14 days that occurs during the academic year, the faculty member will be paid the difference between their military pay and their regular pay. The faculty member must present a military pay voucher to the university general accounting office to receive this benefit. Health, life insurance, disability and other benefit programs will remain in effect. The academic year will be considered as those dates given in the faculty member's annual SAU contract, excluding the usual University holidays and vacations. 220.127.116.11 For active duty of more than 14 days during the academic year, the faculty member will be granted a military leave of absence without pay. After one month of active duty, health, life insurance, disability and other benefit programs will be suspended, except for dependent tuition remission, provided that insurance is provided for the member a nd the member's family by the U.S. government. Faculty dependents will have the option of continuing University insurance coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions, if they so desire. 18.104.22.168 Upon a faculty member's return from active duty, he/she will be reinstated to the same academic rank, status and pay as if no interruption in employment had occurred, provided that the following conditions are met: The faculty member has satisfactorily completed the period of active duty. (Note: A copy of DD214 will be presented to the Human Resource Office as evidence.) The faculty member is qualified to perform the duties of his/her position. (Note: An employee who sustains a disability during their military service which makes him/her unable to perform the duties of either his/her old or an equivalent position will be offered any other position which is available and for which they are qualified.) The faculty member must reapply for employment within 90 days of the completion of military service. 22.214.171.124 When the faculty member returns to work, the amount of time spent in the service will count toward any cost of living raises, but will not count toward promotion or tenure. 126.96.36.199 The faculty member's cumulative length of service that causes absence from the University may not exceed a period of five (5) years, unless mandated by Federal law. 4.2 SABBATICAL LEAVE POLICY 4.2.1 Definition 188.8.131.52 Sabbatical leave is a leave of absence with pay granted to faculty members in recognition of service to the University in order to provide opportunity for further professional development. Leaves of absence without pay are not to be considered sabbatical leaves. 4.2.2 Eligibility 184.108.40.206 After at least six years of teaching at St. Ambrose, members of the full- time teaching faculty will be eligible to apply for sabbatical leave. 4.2.3 Benefits 220.127.116.11 Sabbatical leave provides full salary for one semester or half salary for the entire academic year (two semesters). Compensation for clerical members of the faculty will be based on the amount for contributed services as listed in the departmental budget. 18.104.22.168 A faculty member granted sabbatical leave must make arrangements after signing an agreement to return to the school for at least one full academic year of teaching. 4.2.4 Application Procedure 22.214.171.124 The eligible faculty member must present a written application to the Faculty Development Committee. Such application must be presented to the committee and copied to the dean of his/her college on or before October 1 of the year preceding the semester(s) for which the sabbatical leave is requested. 126.96.36.199 This application must specify the following: 188.8.131.52 The applicant's academic plan, that is, what intellectual activity is planned. 184.108.40.206 The expected values to be realized by the applicant and the University from such activity. 220.127.116.11 After consultation with the President of the University, Provost, and the Department Chairperson, the Promotion, Tenure and Standards Committee will act upon the application (Item 18.104.22.168). 4.2.5 Procedure at Termination of Sabbatical Leave 22.214.171.124 The faculty member will submit a report of his/her sabbatical activities to the Promotion, Tenure, and Standards Committee (Item 126.96.36.199). 188.8.131.52 During the Sabbatical Leave period, all other benefits (tenure, life insurance, retirement plan, etc.) will remain in force. 4.3 PROFESSIONAL EXPENSES 4.3.1 Travel Allowance 4.3.1 Travel, Dues, Journals 184.108.40.206 The University will provide a fixed amount ($500.00 for each academic year) for each full-time faculty member to use for professional travel, dues or journals. 220.127.116.11 These funds may be rolled over for a second year (up to $1000.00). 18.104.22.168 These funds are received upon request through the Provost's Office, in a once-a- year (or once-every-two-year) allocation. 22.214.171.124 A form requesting these funds is available to faculty, who will report to the Dean of the College about the purpose for the use of the funds. 4.3.2 Research and Study 126.96.36.199 Requests for financial aid involving research and study must be made to the Provost through either the faculty member's Department Chairperson or the Chairperson of the Faculty Development Committee or both. 4.4 THE FACULTY FRINGE BENEFIT PACKAGE 4.4.0 Retirement and Annuity 4.4.1 Participation in the retirement and annuity program at St. Ambrose is optional. All St. Ambrose University faculty are eligible to join this tax sheltered annuity plan, on a voluntary basis, annually, by contributing an amount of money of their own choosing (except as limited by law). 4.4.2 After a minimum of two (2) years as a full-time faculty member, the University also participates in the plan. For each one percent (1%) of basic pay contributed towards the plan by any participant St. Ambrose University will contribute up to a maximum of seven percent (7%) of that participant's annual basic wage. Thus a participant electing to contribute seven percent (7%) of his basic wage will receive from the University a seven percent (7%) contribution in his/her behalf - making the total contribution from the participant and St. Ambrose University equal to fourteen percent (14%). 4.4.3 Group Life Insurance 188.8.131.52 St. Ambrose provides each member of the full- time lay faculty with term insurance in the amount of $39,000 to be automatically adjusted upward annually based on the total annual faculty compensation increase. 4.4.4 Medical Insurance 184.108.40.206 St. Ambrose provides an opportunity for every full-time faculty member to participate in the Blue Cross-Blue Shield Hospitalization and Medical Plan. This is a group policy in which the University will pay 75% of the single or family rate, as applicable. Payments to cover the 25% assessed from the individual faculty members are deducted from their paychecks. 4.4.5 Disability Benefits 220.127.116.11 St. Ambrose provides disability insurance for all full- time faculty through the University's purchase of a group long-term disability certificate. (This plan entails a 180-day elimination period. Benefits are calculated based upon 60% of monthly earnings to a maximum of $5,000 salary. Thus $3,000 is the maximum amount paid by the plan [$5,000 x 60%]. This plan is combined with social security benefits and is effective to age 70. For complete details see your insurance certificate.) 4.4.6 Social Security 18.104.22.168 The University participates in the Federal Social Security Program, and monthly deductions are made from the salary of the faculty member in accordance with federal guidelines. 4.4.7 Tuition Benefits for Faculty, Spouse, and Dependent Children for Undergraduate Courses 22.214.171.124 Excluding special fees, full-time faculty members are not charged tuition for undergraduate courses at St. Ambrose throughout the year, except for the Winterim session. There is no tuition benefit during Winterim. 126.96.36.199 The spouse of a full- time faculty member is allowed one hundred percent (100%) deduction from tuition charges, excluding special fees throughout the year with the exception of Winterim session. 188.8.131.52 Dependent children of a full-time faculty member are given full tuition, excluding special fees, during the year, excluding Winterim session. 184.108.40.206 Tuition is not charged for the children of any full-time faculty member who dies while serving at St. Ambrose, providing the deceased faculty member had taught a minimum of three years at the University with the exception of Winterim.. 220.127.116.11 Part-time faculty members, their spouses, and dependent children are given reduction in tuition on a prorated basis. This benefit does not include special fees nor is this benefit given during Winterim. 18.104.22.168 Tuition is not charged for members of a Priest faculty member's immediate family, including sisters, brothers, nephews, and nieces with the exception of Winterim. The total number of relatives of each Priest who may benefit from this program is limited to two. 22.214.171.124 No tuition remission will be granted to faculty or their dependents unless application for financial aid, using either the FAF or FFS, has been made under all federal grant programs or state aid programs (e.g., Iowa Tuition Grant for Iowa residents). The tuition remission fringe benefit will be honored whether the application is funded or not funded. The grant application forms may be obtained in the Director of Financial Aid office. 126.96.36.199 A reciprocal agreement has been entered into with the following colleges: Bellarmine College, College of St. Thomas Louisville, Kentucky, St. Paul, Minnesota Carroll College, Edgewood College Helena, Montana, Madison, Wisconsin Thomas More College, Marian College Fort Mitchell, Kentucky, Indianapolis, Indiana Loras College, Viterbo College Dubuque, Iowa, La Crosse, Wisconsin Briarcliff College, St. Norbert College Sioux City, Iowa, De Pere, Wisconsin Clarke College, Cardinal Stritch College Dubuque, Iowa (including graduate program) Milwaukee, Wisconsin College of St. Catherine St. Paul, Minnesota 188.8.131.52 By virtue of this agreement, with certain limitations, dependents or others covered by the St. Ambrose fringe benefit plan may attend any of the institutions within the group on a tuition-free basis. In several instances tuition remission is limited to seventy- five percent (75%). For detailed information, faculty members should consult the Director of Financial Aids. 184.108.40.206 The University also belongs to the Tuition Exchange Program of the Council of Independent Colleges. Nearly 150 colleges in 38 states participate in this program. Details on the program can be found in the Office for Financial Aid. 4.4.8 Dental Insurance 220.127.116.11 St. Ambrose provides an opportunity for every full-time faculty member to participate in a Dental Group Insurance Plan. The University will pay 50% of the single or family rate, as applicable. Payments to cover the 50% assessed from the individual faculty members are deducted from their paychecks.