Employment Policies, Misc. | Kent State University

Employment Policies, Misc.

3.2.1. Assignments/Workload

3.2.1.1. Summary

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. 

3.2.1.2. Collective Bargaining Agreement, Article IX: Faculty Workload (Page 47)

3.2.1.3. University Policy Regarding Faculty Teaching Load

3.2.1.4.  Summer Assignments, Collective Bargaining Agreement, Article IX, Section 4: Summer and Intersession Workload (Page 48)

3.2.1.5.  Unit Handbooks

3.2.2. Leaves of Absence

HR Policy 

3.2.2.1. Faculty Professional Improvement Leaves (Sabbaticals)

3.2.2.1.1. Unit Handbooks

3.2.2.1.2. Collective Bargaining Agreement, Article XIX: Faculty Professional Development, Section 1 (Page 82)

3.2.2.1.3. University Policy Regarding Faculty Professional Development Leaves 

Administrative Policy Regarding Faculty Professional Development Leaves

3.2.2.2. Research Leave

3.2.2.2.1. Summary

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.

3.2.2.2.2. Collective Bargaining Agreement, Article XIX: Faculty Professional Development, Section 2 (Page 82)

3.2.2.2.3. Administrative Policy Regarding Research Leave                                              

3.2.2.3.  Family and Medical Leave Act

3.2.2.3.1. Summary

                  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.

3.2.2.3.2. Collective Bargaining Agreement, Memorandum of Understanding, p. 131, item #4 (Page 134)

3.2.2.3.3. Administrative Policy Regarding Leave under the FMLA

3.2.2.4. Leave without Salary

3.2.2.4.1. Summary

                  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.

3.2.2.4.2. Administrative Policy Regarding Faculty Leaves without Pay

3.2.2.4.3. Administrative Policy Regarding Leaves of Absence for Temporary Disability

3.2.3. Benefits

3.2.3.1. Summary

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.

HR Policy

Medical Insurance

3.2.3.2. Collective Bargaining Agreement, Article XIII: Medical Benefits

Collective Bargaining Agreement, Article XIV: Other Benefits (Page 65)

3.2.3.3.  Administrative Policy and Procedures Regarding Tuition Benefits

3.2.4. Salary

3.2.4.1.  Summary

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.

3.2.4.2. Collective Bargaining Agreement, Article XII: Salary

Collective Bargaining Agreement, Article IX: Faculty Workload, Section 4: Summer and Intersession Workload (Page 48)

Collective Bargaining Agreement, Article IX: Faculty Workload, Section 6: Overload Assignments and Payments (Page 53)

3.2.5. Faculty Work Life

3.2.5.1. Community

3.2.5.1.1. Diversity, Equity and Inclusion

3.2.5.1.2. Networking: Faculty Club  

3.2.5.1.3. Faculty Peer Mentoring

3.2.5.2.  Family Life, Health and Wellness

3.2.5.2.1. Child Development Center

3.2.5.2.2. Quality of Faculty Work/Life Committee

Collective Bargaining Agreement, Article XXII: Joint Committees, Section 2, p. 89 (Page 92)

3.2.5.2.3. Health and Wellness                                     

3.2.5.2.3.1. Recreation Facilities

In addition to the Kent campus recreation facilities, faculty on the regional campuses should check with their campus for available facilities.

3.2.5.2.3.2. IMPACT: Employee Assistance

3.2.5.2.3.3. Wellness Programs

Kent Campus

Ashtabula Campus

East Liverpool Campus

Geauga Campus

Salem Campus

Stark Campus

Trumbull  Campus

Tuscarawas Campus

Collective Bargaining Agreement, Article XIII: Medical Benefits, Section 4: Wellness Benefit, p. 65 (Page 68)

3.2.5.2.3.4 Health and Psychological Services

Kent Campus

Regional Campuses

3.2.6. Retirement

3.2.6.1. Summary

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.

HR Policy

3.2.6.2. Collective Bargaining Agreement, Article XVIII: Notification of Non-reappointment and Resignation, Section 2 (Page 81)

3.2.6.3. University Policy Regarding Retirement

Administrative Procedure Regarding Early Retirement of Regular Full-Time Members of the Faculty

3.2.7. Financial Planning                                                              

3.2.7.1. Tax Deferred Annuity Program: 403(b) Plan

3.2.7.2.  Ohio Deferred Compensation (457 Plan)

3.2.8.      Emeritus/Emerita Status

University Policy Regarding Emeritus/a Status                                   

3.2.9.      Outside Employment & Consulting

3.2.9.1. Summary

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.

3.2.9.2.  University Policy Regarding Outside Enterprises including Employment of Faculty and Academic Administrators                                  

3.2.10. Grievance Procedures

3.2.10.1. Summary

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.

3.2.10.2. Collective Bargaining Agreement, Article VII: Grievance and Appeals Procedure (Page 35)

3.2.11.    Sanctions for Cause including Suspension and Termination

3.2.11.1. Summary

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.

3.2.11.2. Collective Bargaining Agreement, Article VIII: Sanctions for Cause (Page 43)

3.2.12. Resignation

3.2.12.1. Summary

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.

3.2.12.2. Collective Bargaining Agreement, Article XVIII: Notification of Non-reappointment and Resignation, Section 2 (Page 81)