Employment Policies, Misc.
All full-time faculty are expected to work full-time for the University. The teaching load for tenured and tenure-track faculty is the equivalent of twenty-four credit hours of teaching and shall include formal class teaching, appropriate credit for advising of individual investigations, seminars, research, theses, and dissertations. Workload expectations and specification of workload equivalents of classroom instructional assignments are incorporated into each academic unit’s or campus’ section of the Faculty Handbook.
188.8.131.52. Collective Bargaining Agreement, Article IX: Faculty Workload (Page 47)
184.108.40.206. Unit Handbooks
3.2.2. Leaves of Absence
220.127.116.11. Faculty Professional Improvement Leaves (Sabbaticals)
18.104.22.168.1. Unit Handbooks
22.214.171.124. Research Leave
The special research leave will be granted when the faculty member has been approved for leave based on an offer of a research fellowship/appointment (for which no University financial support is requested) at another university or other recognized research/scholarly organization.
126.96.36.199. Family and Medical Leave Act
The Family and Medical Leave Act provides up to twelve weeks of job protected leave to eligible employees under certain circumstances related to health and child care issues.
188.8.131.52.2. Collective Bargaining Agreement, Memorandum of Understanding, p. 131, item #4 (Page 134)
184.108.40.206. Leave without Salary
Leaves of absence on a one-year (or less) basis without pay may be arranged for such reasons as research or other advanced study, visiting appointment at another institution, travel, medical issues, child care, and rest.
The University provides benefits related to medical issues (health insurance, prescription drugs, dental and vision coverage, sick leave, and life insurance) and other issues (non-academic leave, travel reimbursement, retirement, and fee remission). Tuition benefits in the form of fee waivers are granted to full-time University employees, their spouses, domestic partners and/or dependent children as well as to selected part-time employees. All recipients must meet the eligibility requirements.
The Collective Bargaining Agreement stipulates terms for regular academic year salaries, salary adjustments, Faculty Excellence Awards, promotion increments, salary minima, and compensation for summer employment.
3.2.5. Faculty Work Life
220.127.116.11.1. Diversity, Equity and Inclusion
18.104.22.168.2. Networking: Faculty Club
22.214.171.124.3. Faculty Peer Mentoring
126.96.36.199. Family Life, Health and Wellness
188.8.131.52.1. Child Development Center
184.108.40.206.2. Quality of Faculty Work/Life Committee
220.127.116.11.3. Health and Wellness
18.104.22.168.3.1. Recreation Facilities
In addition to the Kent campus recreation facilities, faculty on the regional campuses should check with their campus for available facilities.
22.214.171.124.3.2. IMPACT: Employee Assistance
126.96.36.199.3.3. Wellness Programs
188.8.131.52.3.4 Health and Psychological Services
Both the Faculty member and the University contribute to the Faculty member’s account in the STRS of Ohio or to an Alternative Retirement Plan according to current percentages. University Policy also provides information on the process, conditions, and guidelines for early retirement.
3.2.7. Financial Planning
3.2.8. Emeritus/Emerita Status
3.2.9. Outside Employment & Consulting
Outside activities of a professional nature are encouraged if the activities are consistent with the individual's responsibilities to the University. However, no individual may accept any employment or pursue other activity, whether professional or nonprofessional, which compromises his or her responsibilities to the University.
3.2.10. Grievance Procedures
A grievance is a claim based on an event or condition that affects the terms and conditions of employment as governed by the Collective Bargaining Agreement. The timelines and processes governing the adjustment of grievances are provided for in the Collective Bargaining Agreement.
184.108.40.206. Collective Bargaining Agreement, Article VII: Grievance and Appeals Procedure (Page 35)
3.2.11. Sanctions for Cause including Suspension and Termination
A sanction is a documented corrective action in response to a faculty member’s unsatisfactory performance of his/her duties and responsibilities as a member of the faculty. The process governing sanctions for cause as well as the due process rights for faculty facing sanctions are provided for in the Collective Bargaining Agreement.
220.127.116.11. Collective Bargaining Agreement, Article VIII: Sanctions for Cause (Page 43)
A faculty member who is resigning or retiring from the University must notify in writing the Provost at least sixty days before the end of the regular academic year.