Benefits for Research Faculty
Benefits for Research Faculty
From the UNH Research Faculty Policy Guide: Employment and Benefits Policies Guidance for UNH Research Faculty
- Research Faculty are eligible for benefits in keeping with established Board of Trustees policy
See: USNH Policy, Section 8.4.2 http://www.usnh.edu/olpm/UNH/V.Pers/C.htm#8
- Research Faculty receive the same benefits as other employees not covered by collective bargaining agreements.
See: Human Resources Benefits website: http://www.unh.edu/hr/benefits.htm
- Departing employees should be aware that their last day of benefits coverage (including health insurance) is their last day of active service.
See: USNH Policy http://www.usnh.edu/olpm/USY/V.Pers/A.6.htm
- For Academic Year Research Faculty who leave UNH after the end of the spring semester, the last day of benefits coverage is the last day of the spring semester. If the faculty member continues to provide service to the university (e.g., teaching a course, supervising a dissertation, performing externally sponsored research), the faculty member may petition for continuation of medical benefits through his/her chair/dean/director to the Provost’s Office, requesting an exception to policy that would allow extension of health coverage.
(Research Faculty with fiscal year appointments, see Annual/Vacation/Personal Leave for Fiscal Year Research Faculty)
Vacations and holidays for Research Faculty members with academic year appointments are determined by the academic year calendar.
Academic Year Research Faculty do not accrue annual/vacation/personal leave.
(Research Faculty with fiscal year appointments, see Sick Leave for Fiscal Year Research Faculty)
See USNH Policy, Section 4.12 http://www.usnh.edu/olpm/USY/V.Pers/A.4.htm
Academic Year Research Faculty are eligible for sick leave.
Academic Year Research Faculty do not record sick time accumulation and usage.
See: USNH Policy, Section 188.8.131.52 http://www.usnh.edu/olpm/USY/V.Pers/A.4.htm#4.12
- Research Faculty are eligible for sick leave to care for immediate family, half or full days up to ten (10) days duration per fiscal year, as well as extended bereavement leave (that requiring more than 5 days).
Research Faculty are eligible for interim disability benefits. In situations where medical documentation concerning a faculty member's inability to work indicates that the duration of an illness/injury will cause an absence from work of six months or more, interim disability provides the continuation of the individual's salary and benefits up to a total of six months absence from work inclusive of sick leave.
During the period of sick leave/interim disability, the faculty member will be placed on Family Medical Leave as outlined in http://www.unh.edu/hr/fmla.htm.
Should a faculty member's disability create an inability to perform the essential functions of the position, appropriate action shall be considered, i.e., application for long-term disability (See: http://www.usnh.edu/olpm/USY/V.Pers/A.8.htm) or an accommodation as outlined in USNH Policy, Section 4.5 http://www.usnh.edu/olpm/USY/V.Pers/C.4.htm#4.5.
Continuation of Benefits: Faculty members' benefits shall continue during the period of interim disability, with the exception of vacation/personal leave time and sick leave accrual (if applicable) and personal use of the tuition waiver.
Procedures: Sick leave is used until exhausted, after which the USNH Interim Disability policy applies. The employee’s salary and benefits may continue up to a total of six months absence from work inclusive of sick leave.
For a grant-funded faculty member, the percentage of salary being charged to sponsored projects when the interim disability begins, and after sick leave is exhausted, is charged to a USNH interim disability fringe benefits pool.
See USNH Policy on Pregnancy-related Interim Disability, 4.13.6 http://www.usnh.edu/olpm/USY/V.Pers/A.4.htm#4.13.6
When medical documentation indicates that an employee is unable to perform her duties and responsibilities because of medical conditions related to pregnancy and/or childbirth, the woman who plans to return to work may use accrued sick leave/interim disability leave/Family Medical Leave, and her position will be held for her return.
The period of leave is determined on a case-by-case basis based on medical documentation. Such leaves usually extend for the period from childbirth through six weeks post partum. As with all leaves for interim disability, the period of leave shall first include the use of accumulated sick leave.
When the woman's medical condition no longer requires absence from work, she is expected to return to work. However, the Family Medical Leave Act provides the option of up to a total of 12 weeks of leave from her position for childbirth and child rearing purposes. Continuance of salary under FMLA is contingent on use of her accrued vacation/personal leave time for the purpose of child rearing.
Return to Work: Medical documentation supporting the faculty member's ability to perform the essential functions of the job is required prior to her return to work.
- Research Faculty with at least one year of benefits-eligible service may use up to a maximum of 10 days of accrued sick leave per fiscal year (pro-rated for percent time faculty) for family leave. This leave may be used for medical appointments, illness, or medical needs of an immediate family member; prenatal or postnatal care; or for purposes of caring for a new baby or adoptive/foster child after placement.
The following forms are used to apply for leave (found at: http://www.unh.edu/hr/forms.htm):
Request for Leave of Absence
Form A - Employee Health Certification
See: USNH Policy, Section 4.5 http://www.usnh.edu/olpm/USY/V.Pers/E.htm#4
While not eligible for sabbatical, Research Faculty are eligible for leave for professional improvement that will result in specific benefit to the institution and/or the University System.
Such leaves shall be available as a matter of privilege rather than right and shall be granted to an eligible faculty member only in those cases where the criteria set forth below are met.
Leave Conditions – General
Recipients of paid leaves for professional improvements are permitted to receive income for professional activities without prejudice to their receipt of income from the University System, provided the activity is approved by the appropriate dean or supervisor. In no case may the faculty member undertake full-time paid employment while on leave for professional improvement. Upon return from leave the faculty member is expected to submit a report summarizing the professional activities of his/her leave. The individual's campus may require that he/she return to service for a specific period after a professional development leave or else reimburse the institution the full amount of salary and benefits paid during the leave.
All paid leaves for members of the faculty require approval of a specific proposal for professional improvement that outlines the benefits expected for both the individual and University System. Applications for leave are submitted to the university president through the appropriate administrative officer who should be given reasonable notice of the date the leave is to begin. Each application is judged upon its individual merits and availability of funding. The chief executive officer or his/her designee must approve all paid leaves.
In practical terms, it is very likely that salary support for a research faculty member during a professional development leave will depend upon identification of internal funding by the responsible unit(s). Unless there are contrary instructions in the sponsored project program solicitation or award document, charges to a grant for services rendered to the project by an individual during the leave may be allowable.
(Research Faculty with academic year appointments, see Annual/Vacation/Personal Leave for Academic Year Research Faculty)
All members of the fiscal year research faculty (12 months) who are employed in a status position of at least 75% time are eligible for vacation/personal time (pro-rated, based on percent time). Fiscal Year Research Faculty will follow PAT guidelines for accrual, use, and tracking of annual leave.
Vacation/personal time is earned from the first day of employment and may be used after it is earned (pro-rated based on percent time of appointment).
Fiscal Year Research Faculty hired prior to July 1, 2011 accrue two (2) days of vacation/personal time per month. These employees must use a minimum of 12 days of annual leave per year (pro-rated for percent time positions).
For employees hired 7/1/11 or after, the annual/vacation/personal leave accrual rate will be one and a half (1.5) days per month for the first five years of status employment and two (2) days per month thereafter. The minimum usage requirement for these employees is 9 days of vacation/personal leave per year.
- For all, the maximum carry-forward accumulation of annual leave from one month to the next is 45 days but the days accumulated over 30 days will have no cash value at termination of employment; the maximum number of vacation/personal days for payout at termination is 30 days. This pay-out at termination is charged to the USNH fringe benefits pool.
- For Fiscal Year Research Faculty, accrued vacation time must be used prior to the end of the fiscal year appointment.
Vacation/personal leave accumulation and use is tracked using the Exempt Leave Record found at http://www.unh.edu/hr/forms.htm.
Fiscal Year Research Faculty may use 5 working days of leave for bereavement due to the death of an immediate family member, and 1 day bereavement leave due to the death of other relatives (See: http://www.usnh.edu/olpm/USY/V.Pers/A.htm#4.14).
Salary paid to Fiscal Year Research Faculty for annual/vacation/personal days used is charged to the grants or other accounts paying the individual’s salary at the time the leave day is used (Space Science Center employs different methodology). The cost of salary for these vacation days is not a component of the federal fringe rate that is charged to grants.
(Research Faculty with academic year appointments, see Sick Leave for Academic Year Research Faculty)
Fiscal Year Research Faculty (12 months) will follow PAT guidelines for accrual, use, and tracking of sick leave.
Fiscal Year Research Faculty accumulate sick leave at the rate of 1.25 days each month based on a full-time appointment (pro-rated for flex year or percent time appointments).
The maximum accumulation of sick leave is 130 (working) days and has no cash value at termination.
Sick leave accumulation and use is tracked using the Exempt Leave Record found at http://www.unh.edu/hr/forms.htm.
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the UNH Research Faculty Policy Guide:
In all cases, the actual UNH and USNH policies and official procedures will prevail. Such policies and procedures are subject to change.
The language in this document does not pertain to faculty in the collective bargaining unit.
As questions arise,
Research Faculty should contact
their unit’s chief financial officer
(Business Service Center [BSC] director)
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UNH Research Faculty Policy Guide