UTC Faculty Additional Duty Pay Banking Guidelines

Purpose

The purpose of the Faculty Banking program is to provideeligible full-time faculty members a mechanism in which future reduced load or professional leave can be planned for and earned in advance. Banking of additional duty pay serves both the instructional and research missions of the College and is an essential tool to economically manage human resources in response to unexpected circumstances. For example, banking may be initiated at the request of a department or program that recruits a faculty member to teach an extra course in order to adjust to unexpected wait-list demand. Banking may also be utilized to address an unexpected illness of a scheduled instructor. And, occasionally, a faculty member may request to bank additional duty pay in anticipation of a restriction in their ability to perform the physical demands of the classroom following recuperation from a medical procedure or childbirth.

Eligible full-time faculty members may defer compensation from extra-service teaching assignments taught in any semester, or from other paid duties, and in exchange for foregoing compensation, such advance service or duties will diminish the faculty member’s subsequent load in agreed-upon future semester(s). A faculty member may "bank" sufficient deferred pay to earn either a reduced load assignment at full pay in a future semester(s) or a full semester of approved leave. For this program, a full load is 100% of normal teaching load and one semester of banked leave equals 100% of full-time faculty load earned through extra-service.

Scope

All references to “courses” below reflect typical three-hour courses.

DepartmentHeads are ineligible for the program.

Banked additional duty pay will be applied to requests for leave in order from oldest to newest.

Eligibility

All full-time, regular faculty members who have been employed at least one full academic year are eligible for the Faculty Banking program.

Banking Limitations
Eligible full-time faculty members may bank a maximum of one semester load as defined by departmental practice(typically 12 hours).

Workload Reduction Limitations

Full Semester Workload Reduction

A request for withdrawal of banked additional duty pay that is equivalent to one full semester must be submitted to the appropriate Department Headat leastsix (6) months in advance of the beginning of the requested leave. The Department Head will provide a decision no later than three (3) months before the beginning of the requested leave.A full semester of paid leave covered by banked additional duty pay is limited to twice per plan participant within a six-year period.

Partial Semester Workload Reduction

A request for a partial semester withdrawal must be submitted to the appropriate Department Head no more than two (2) months in advance. The Department Head will provide a decision no later than one (1) month before the beginning of the requested workload reduction.

Procedures

1.The “Faculty Request to Bank Additional Duty Pay” form shall be used when a faculty member prefers to “bank” additional pay towards leave rather than receiving Additional Duty pay. The amount of time and deferred pay will be clearly defined on this form.

2.Records of banked balances will be maintained in the appropriate dean’s office. The dean forwards all approved and denied requests for full and partial paid leaves to the Associate Provostfor inclusion in the faculty member’s personnel file with a copy of approved requests to the Human Resources Office. A copy of the division’s tracking records related to the faculty request for banking or withdrawal must accompany the forms when submitted to the Associate Provost. The Faculty Request to Bank Additional Duty Pay and Application for Leave forms are available on-line.

3.Each semester, approved banking and withdrawal requests are reflected on the Faculty Load Report for the appropriate term.

4.During a period of earned leave, the participating faculty member receives full pay and benefits with no loss of longevity status for benefits purposes.

5.Additional duty pay banked under this policy is considered to be deferred compensation at the extra-service rate in effect at the time the additional duty is banked.

6.Banked leave may not be taken concurrently with other types of leave or reduced load.

7.Other institutional service is optional on the part of the faculty member during a full semester leave.

8.While on leave, the faculty member may not receive extra-service contracts or bank more leave.

9.Participation in the program does not change the maximum number of contact hours that may be required of a faculty member in a given semester. For example, a faculty member with a one-course release should not be assigned additional contact hours in the other courses as a result of the course release.

10.Faculty members choosing to discontinue participation in the banking program will be paid in full at the end of the fiscal year (June 30th) after submitting written notification to the Dean and the Director of Human Resources of the election to discontinue participation in the program. Payment for additional duty pay banked will be made at the rate in effect at the time the pay was banked.

11.In the event of termination of employment, failing to meet eligibility requirements, or becoming disabled, payment for additional duty pay banked will be made in the next payroll period immediately following the effective date of the event or receipt of the employee’s request by the Director of Human Resources.

12.Upon termination of participation in the program, payment for additional duty paybanked will be made at the rate in effect at the time the additional duty paywas banked. In the case of death of the participant in the banking program, payment will be made to the estate of the participant.

13. Any payment of deferred compensation will under no circumstances include interest.

Responsibilities of Faculty Members

While using banked time to serve a lower course load semester, a faculty member is responsible for remaining in residence, keeping regular office hours and meeting all university and departmental responsibilities normally applicable outside of the classroom.

A faculty member receiving a full-semester of leave is not expected to continue such responsibilities while on leave.

Rev. 01-12