The purpose of this section is to provide information about the main employment policies related to faculty, including leaves of absence and types of faculty appointments. Some of the policies can be found through the University’s Human Resources office at (https://www.unh.edu/hr/) and may apply to all faculty types. Other information may be specific to UNH tenure track faculty, extension faculty, lecturer faculty, or research faculty. Please consult Section 2 of this guide for information about policies and procedures that apply to specific faculty types.
Faculty workloads are determined by the University and shall take into account the faculty member’s type of appointment (see Section 3.7 for Faculty Appointment Types). Tenure track faculty workloads shall include teaching, scholarship including creative and/or professional activity, and service. Assignments shall be made by the department chairperson, subject to the approval of the dean of the appropriate school or college. A description of tenure track faculty workload can be found in the UNH AAUP Collective Bargaining Agreement at http://www.usnh.edu/hr/LaborRelations. Lecturer workloads include primarily teaching and clinical faculty workloads include clinically oriented teaching and working with students in clinical settings. A description of lecturer faculty workload can be found in the UNH Lecturers United- AAUP Collective Bargaining Agreement at http://www.usnh.edu/hr/LaborRelations/. Research faculty workloads are focused on research and graduate education, but may include service and teaching through negotiation with unit heads, department chairs, or deans.
The benefits package is an integral part of an employee’s total compensation. All of the benefits for tenure and tenure track faculty, along with information regarding the USNH Core Benefits (medical, dental, life, and long-term disability insurance, and retirement plan options) are available for review in Section 17.2 of the UNH AAUP Collective Bargaining Agreement at http://www.usnh.edu/hr/LaborRelations or at http://unh.edu/hr/benefits.htm. For information about the benefits for non-tenure track faculty, please see http://unh.edu/hr/benefits.htm.
UNH’s Human Resources Department maintains a current listing of childcare services and facilities in the region at http://www.unh.edu/hr/childcare-info-resources.
For information on faculty salaries including compensation and adjustments made for faculty required to work on a holiday or in the event of curtailed operations, see the Collective Bargaining Agreement (http://www.usnh.edu/hr/LaborRelations) for tenure track faculty and the USNH policy manual at http://www.usnh.edu/olpm/USY/V.Pers/F.htm.
UNH is an Equal Employment Opportunity/Affirmative Action Employer and encourages a culturally diverse educational and professional environment. The university seeks excellence through diversity among its administrators, faculty, staff, and students. The university prohibits discrimination on the basis of race, color, religion, sex, age, national origin, sexual orientation, gender identity or expression, disability, veteran status, or marital status. Application by members of all underrepresented groups to open employment positions is encouraged. This policy applies to faculty, staff, students, visitors, applicants, and contractors in a manner consistent with applicable federal, state laws, regulations, ordinances, orders and rules, and University’s policies, procedures, and processes. It addresses all terms and conditions of employment in addition to student life, campus support services and/or academic environment.
The University System policy on Equal Employment Opportunity, Diversity and Inclusion is located in Article 2 of the Online Policy Manual at the following link: http://www.usnh.edu/olpm/USY/V.Pers/C.htm. The Faculty Senate’s Diversity Statement is shown on the Faculty Development and Inclusive Excellence Web site at https://www.unh.edu/inclusive/our-community/faculty-statement-diversity. UNH Cooperative Extension maintains its commitment to providing a fair and safe workplace for all employees and to conducting programs that are open to all people of New Hampshire. All UNH Cooperative Extension materials include affirmative action statements, as identified at this web site: http://extension.unh.edu/resources.
There is a wide variety of faculty appointment types, and appointment lengths can range from a course-by-course or other specific basis (e.g., adjunct or visiting faculty) to full-time faculty with nine-month, academic year contracts or 12-month, fiscal year contracts. The mission of some full-time faculty is entirely focused on teaching (i.e., lecturer faculty) or research (i.e., research faculty), while others’ primary responsibilities lie in community or clinical settings (i.e., extension faculty, clinical faculty). Other full-time faculty carry a three-part mission of teaching, research, and service (i.e., tenure track faculty). Titles and full descriptions of UNH’s approved faculty appointment types are listed at https://www.unh.edu/provost/faculty-appointments.
The USNH Policy Manual at http://www.usnh.edu/olpm/USY/V.Pers, Section A.4 contains information on eligibility and provisions for various types of paid and unpaid leaves, including bereavement leave, family medical leave, jury duty and witness leave, and long-term disability leave. Each leave description specifies whether a particular leave applies to both faculty and staff or to staff only (e.g., accumulated vacation and sick time apply to staff and not to faculty). Maternity/paternity leave for tenure track faculty (see Section 3.10 below) is covered by the UNH AAUP Collective Bargaining Agreement (see http://www.usnh.edu/hr/LaborRelations).
A faculty member may apply for a voluntary partial leave of absence without pay due to medical or other personal reasons for absences covering a period of time in excess of one pay period and normally not extending beyond a year. A faculty member may be placed on an involuntary leave without pay by her/his department or institution under certain circumstances such as when there are changes in financial conditions or programmatic needs or pending the resolution of a criminal charge. More information about partial voluntary and involuntary leaves from the institution or department can be found in the USNH Policy Manual at http://www.usnh.edu/olpm/USY/V.Pers/C.16.htm.
The tenure track faculty policy regarding parental leave for birth or adoption of a child can be found in the UNH AAUP Collective Bargaining Agreement, Section 17.4.2 (see http://www.usnh.edu/hr/LaborRelations). A tenure track faculty member who becomes a mother or father through birth or adoption will be eligible for a maximum of twelve (12) weeks of paid leave of absence starting with the arrival of the child. The faculty member shall inform his/her supervisor in writing, as early as possible, of the intent to use parental leave. When both parents work for the University of New Hampshire, the maximum combined leave they may take is 12 weeks. If the faculty member decides to return to work prior to the end of 12 weeks, s/he shall provide written notice at least 14 days prior to the return date. For tenure-track faculty, the birth of a child allows for the option to extend the tenure clock, normally for one year. Please see the Collective Bargaining Agreement for a description of the tenure clock extension procedure.
Information about the benefits for non-tenure track faculty is available at http://unh.edu/hr/benefits.htm. Faculty other than tenure track 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.
Military leave policy follows federal regulations in the Uniformed Services Employment and Reemployment Rights Act (USERRA), which define benefits and rights of employees when they serve or have served in the Uniformed Services. The USNH Policy Manual describes policies regarding extended active service, benefit continuation, earned time and vacation leave, reinstatement conditions, rate of pay for reinstated faculty/staff members, benefits, disabilities as a result of active service, temporary active duty, compensation, exceptions, and those not covered by USERRA (see http://www.usnh.edu/olpm/USY/V.Pers/C.17.htm, Section C.17.
UNH believes that a flexible work environment yields beneficial work and health–related outcomes for both the employer and employee. The University is therefore committed to workplace policies and programs that promote workplace flexibility, physical and mental health, and supports the diverse needs of our workforce. Human Resources maintains current information on university and community services available to facilitate employee work/life balance at https://www.unh.edu/hr/worklife-balance.