Part I Section I: Salary and Benefit Provisions for Active Faculty

1. University faculty are paid bi-weekly. A faculty member can select to receive the contractual salary over a twelve-month or a ten-month period.
2. On June 15 of each year, continuing faculty are informed of their salary for the next academic year. The Salary and Benefits Committee annually negotiates salary increments for continuing faculty with the Administration. The annual Salary and Benefits Report, which is reported to and approved by the Faculty Senate, specifies the across-the-board, merit, and promotion increments that are available to continuing faculty.
3. In 1983, the Faculty Senate passed the following directive on norms for merit awards, with the understanding that each Department/School determine the weight assigned to teaching, research/publication and service. Merit increments are a portion of the annual faculty salary increase, which the Faculty Salary and Benefits Committee (or its counterpart in the Law School) sets aside to reward exceptional performance of duty. This committee recommends to the Senate on a yearly basis (1) whether or not to have merit increments and (2) the general procedures according to which merit increments will be awarded. Faculty eligible for merit increments include all full-time tenure track faculty including instructors on tenure track lines. Merit increments are intended to reflect actual meritorious performance and are not to be awarded alternately to different faculty members.
   1. Faculty who wish to be considered for a merit increment shall attach to their annual Faculty Activity Report a letter indicating why they should be considered for a merit increment.
   2. Faculty applying for a merit increment shall also submit an updated curriculum vitae.
   3. Merit awards are given to faculty whose performance in one or more categories [teaching, service, research/publication] is outstanding in the past year and/or over the years. A good record of teaching, service and research over the years is presumed of all Fordham faculty. Merit awards are not automatically given for performance of ordinary faculty duties.
   4. Most weight is given to actual publication and not acceptance for publication, during the past twelve-month period.
   5. Because merit increments are competitive, it will probably not be possible to award merit increments each year to all that may be eligible.
4. Merit procedures:
   1. Each faculty unit (School or Department) will select a committee on merit on a regular basis. Both tenured and non-tenured faculty will be eligible to serve on the merit committee.
   2. Each faculty committee will draft or review a set of merit norms for its unit, which will be approved annually by vote of the faculty of that unit by November 1. The committee will then file these norms with the Provost, the Dean (s), and the Faculty Senate Office. If the Deans disagree with the norms established by the Department or School, consultation and agreement between the Dean and the Department or School must occur by February 15. If no agreement is reached, the matter will be referred to the Executive Committee of the Faculty Senate.
      1. Each merit committee will review the materials of each member of its unit applying for merit, will compile a ranked list of those to receive merit, and will submit the list to its dean of Faculty by March 31. To enhance confidence in the integrity and fairness of the merit system, the merit committee will make the submitted lists available to the members of its unit.
      2. If the Deans wish to modify the submitted lists, they may do so only in accordance with the merit norms established by each unit. Any such modifications must be justified to the appropriate merit committee, first in writing and then in a meeting with the committee, during which the Deans and the committee members will reach a consensus about a final list. This meeting must take place by May 1. In the event that the Deans and the faculty committee cannot reach a consensus, the matter will be referred to the Executive Committee of the Faculty Senate, which will resolve the dispute as soon as possible but no later than September 30. The decision of the Executive Committee will be binding, excepting personal appeals by individual faculty members.
      3. By May 15, the Dean of the Arts and Sciences and Deans of the Professional Schools will make available to the Chair of each Department or Area the complete list of all faculty in that Department or Area who have been awarded merit. Once in possession of the list, Deans of Professional Schools and Chairs of Departments will make the final list available to their faculties.
      4. Merit will be awarded to up to half of the faculty of the Arts and Sciences (not Departments) and half of the faculties in each of the Schools of Business, Education, and Social Service. The minimum award in such cases is $750. In special circumstances, a School may petition the Faculty Salary and Benefits Committee for permission to award merit to up to 60% of its faculty. Such a petition must be made on an annual basis, and, when granted, the amount of money allotted to that School for merit increments will not change.
      5. Deadline Schedule for Merit Procedures
         November 1 - Departments/Schools approve/submit merit norms
         February 15 - When necessary, last date for consultation/agreement between Deans and Departments/ Schools on submitted merit norms
         February 28 - Executive Committee of the Senate adjudicates differences between Deans and Departments/Schools on submitted merit norms
         March 3 - Merit committee's ranked lists to be submitted to the Dean of Faculty
         May 1 - When necessary, Deans and merit committees meet
         May 15 - Office of the Provost sends to Chairs and Deans the complete list of merit awards for the appropriate School/Department
         September 30 - Executive Committee of Faculty Senate resolves outstanding disputes between merit committees and Deans
5. In 1987, Fordham University made a commitment to achieving and maintaining a level of faculty compensation that places the University in the first quintile of Category I educational institutions, as designated by the AAUP.
6. During the fall semester, each faculty member is contacted by the Office of Human Resources to establish whether the faculty member wishes to participate in a tax sheltered expense account for the next calendar year for [a] dependent care and/or [b] medical expenses. Funds contributed to a tax sheltered account that are not used during the designated calendar year are forfeited.

1. Full-time faculty are given priority in teaching appointments for the Summer Session.
2. Up to 40% of the courses offered during the Summer Session are contingent upon enrollment. When there is insufficient enrollment in a Summer Session course, faculty with a contingent contract will be paid less than the salary specified in (c) below.
3. Summer Session salaries are 1/36 of a faculty member's salary per credit hour for the course taught, subject to the following salary caps:
   1. For Professors, the salary cap is the average salary of professors for the current academic year minus 10% of this average.
   2. For Associate Professors, the salary cap is the average salary of associate professors for the current academic year minus 5% of this average.
   3. For Assistant Professors, the salary cap is the average salary of assistant professors for the current academic year minus 0.5% of this average.
4. Summer Session salary for tutorials is equal to 1/3 of the tuition for each tutorial.

Faculty receive Social Security coverage in accordance with the contribution formulae established by Federal Law.

1. The University has approved phased retirement plans for academic years 2021-2024.
2. Phased retirement allows a full-time faculty member who is 62 or older with ten (10) years of full-time service at Fordham University to teach part-time at Fordham University. When in place, the provisions of a phased retirement plan may change from time to time, but generally include the following:
   1. At the effective date of the phased retirement (normally September 1), the faculty member will no longer be a tenured member of the faculty.
   2. The faculty member may start distributions from the Retirement Plan at any time after the effective date of the phased retirement contract.
   3. The faculty member will continue to receive all benefits available to full-time tenured faculty including the University's contributions to the Retirement Plan, except that both the University's contributions and the faculty member's contributions will be based on the actual salary received by the faculty member.
   4. A full-time faculty member must apply for phased retirement by January 31 for the next academic year.
   5. A faculty member can be considered for appointment to emerita/us status in the final year of his or her phased retirement.
3. For plan details, faculty members should contact the Office of the Provost.

1. All faculty participate in a Group Life Insurance Policy.
2. The University's Group Life Insurance policy provides life insurance and accidental death and dismemberment (AD&D) insurance. The AD&D benefit is equal to the amount of life insurance. Accidental Death and Dismemberment insurance ends upon termination of employment and cannot be converted to an individual policy.
3. Life insurance coverage is based upon a faculty member's base salary and age as follows. The amount of life insurance is raised to the next multiple of $1,000 if not already at such a multiple. In no event will the amount of life insurance exceed $500,000.
   • If age is less than 45, multiple of annual wage is 3.00
   • If age is 45 but less than 50, multiple of annual wage is 2.50
   • If age is 50 but less than 55, multiple of annual wage is 2.00
   • If age is 55 but less than 60, multiple of annual wage is 1.50
   • If age is 60 but less than 65, multiple of annual wage is 1.00
   • If age is 65 or older, multiple of annual wage is 0.70
4. A faculty member who retires at age 62 or older, has completed ten (10) years of service, and was insured as an active employee immediately prior to retirement, shall be entitled to life insurance. The retiree shall be entitled to receive one times base pay up to $50,000 from age 62 to 64. At age 65, the life insurance benefit shall reduce to 70% of the benefit at age 62. At age 70, the benefit shall reduce to $6,000 and remain at that level until death.
5. There is no accidental death and dismemberment insurance during retirement.
6. Faculty are responsible for 25% of the annual premium for Group Life/Accidental Death and Dismemberment Insurance. The faculty's share of the insurance premium is prorated over the pay period and deducted biweekly.

1. Tuition Remission for a Faculty Member
   Faculty are eligible to enroll in courses offered by Fordham University for which tuition remission applies. Enrollment by faculty is subject to the approval of the Dean of the School in which the faculty appointment is held and the Provost. Tuition remission is available for up to 24 credits per year; 10 credits per semester in the fall and spring, and 4 credits in the summer.
2. Tuition Remission for a Faculty Member's Spouse or LDA
   Upon hire, spouses or LDAs of faculty are eligible to receive 100% tuition remission for undergraduate, graduate or Professional Schools (except the Law School and Executive MBA programs. (see 3.e below)
3. Tuition Remission for a Faculty Member's Dependent Children
   1. Dependent children are eligible for tuition remission if they are age 25 or under for undergraduate tuition, age 30 or under for graduate tuition or if they are claimed as a dependent on the most recent Federal Income Tax Return.
   2. Dependent children are eligible to receive 100% tuition remission for undergraduate, graduate, and professional schools, upon hire (except the Law School and Executive MBA programs. (see 3.e below)
   3. Dependent children of full-time faculty are eligible for one-half tuition remission at the Fordham Preparatory School.
   4. Dependent children of full-time faculty are eligible for one-quarter tuition remission at the Ursuline School.
   5. Dependent children and LDAs or spouses of faculty who have fifteen years of full-time employment at the University are eligible for tuition remission in the Law School and the Executive MBA programs. After 5 years of service 50% of tuition remission for these programs is available.
   6. In the event that a faculty member with at least ten years of full-time employment at the University dies or retires at age 62 or older, the dependent children, and LDA or spouse of the deceased or retired faculty member shall be entitled to the same benefits to which they would have been entitled had the faculty member continued on a full-time basis.
   7. Use of the tuition remission benefit by a faculty member, spouse or LDA, and dependent is contingent upon the individual involved meeting the academic standards of the program in which the individual seeks admission.
   8. The tuition remission benefit includes tuition for courses, mentoring, tutorials, and doctoral fees, life experience credit and credit-by-examination fees. The tuition remission benefit does not include course laboratory fees, student activity fees, or fees for which the University would incur an additional expense.
   9. Recipients of tuition remission are expected to apply for New York State Tuition Assistance Plan grants and any other similar awards for which they are eligible. The actual tuition remission granted shall be the amount for which the applicant is eligible less the amount received from New York State TAP or other external grants.
   10. Application forms for tuition remission for self, spouse or LDA, and dependents are available online on the Employee Portal under Tuition Remission.
   11. A one half-tuition remission benefit is extended to brothers, sisters, nieces or nephews of faculty who are members of the Society of Jesus. This benefit is subject to the same conditions as the benefits accorded to dependent children of other full-time faculty.
   12. Tuition remission at other colleges and universities for dependent children of faculty:
       1. The University participates in a tuition remission exchange program called FACHEX with other Jesuit colleges and universities. This program provides faculty with the opportunity to apply for tuition remission for dependent children if they have been accepted at a participating institution as a full-time undergraduate. Room, board, and miscellaneous fees are not covered under this program. This benefit may be used for up to four years per child.
          
          All full-time faculty qualify for this benefit. Dependent children must be accepted within the quota identified by the institution to which the application is made. Please note that each of the schools participating in the FACHEX program generally receive many more applications for tuition remission under this program than they are able to accept. Therefore, even if dependent children meet all of the qualifications, it is possible that tuition remission may not be awarded under this program. Please contact the FACHEX Coordinator in the enrollment services department for more information on this benefit.
          Note: FACHEX is not offered to retired faculty.
       2. Fordham full-time Faculty’s dependent children are able to apply for a tuition scholarship at another university or college that participates in the Tuition Exchange Program. Currently, there are over 500 colleges and universities throughout the United States that participate in this program. There are stringent requirements relating to this program and only a limited number of dependent children of full-time faculty can be accommodated each year. As such, it is possible that Fordham University may receive a greater number of Tuition Exchange applications in a given year than can be accommodated. During such years, an appropriate number of applications will be selected for processing through the use of a lottery or some other random selection process. Faculty are encouraged to contact the Benefits Administrator in the Human Resources Department for complete details.
          Procedures to apply to any of the Member Institutions under the Tuition Exchange Program are as follows:
          • Obtain and complete the Tuition Exchange Certification form from the Employee Portal under Tuition Exchange. There is a $25.00 processing fee for each school to which an application is submitted. Applications are limited to no more than five. Certification forms are accepted between September 15th and November 1st for the upcoming academic year. There is a $35.00 fee when a decision of acceptance is rendered.
          • Contact the member institution(s) to obtain the Application(s) for Admission. The applicant must meet the regular admission requirements at the member institution(s) before being considered for the Tuition Exchange scholarship. Tuition Exchange scholarships are competitive and not guaranteed. Tuition Exchange scholarship awards are normally rendered in March. This benefit may be used for up to four years.
          • A faculty member whose child is offered a Tuition Exchange scholarship should notify the Fordham Human Resources Liaison Officer as soon as possible regarding the decision to either accept or decline.
          Note: Tuition Exchange is not offered to retired faculty.

The University bookstore gives faculty members a 10% discount on all items except software.

1. The University encourages faculty participation in learned and professional societies. Faculty may be reimbursed for expenses incurred in attending meetings of such organizations under the following conditions:
   1. The faculty member must be attending the meeting for the purpose of presenting a paper, or serving on a panel, or as an officer or committee member of the society, or in order to recruit faculty for the University or as an official representative of the University.
   2. The meeting is (a) a national meeting of a major learned or professional society in the faculty member's field or a closely allied field or (b) a regional meeting of such a society which includes the New York area.
2. The faculty member must make a written application to the Chairperson, Dean or Director for travel funds, explaining the nature of the meeting and the faculty member's participation, with an estimate of costs. This application should be filed as early as possible in the academic year in which the meeting is to be held.
3. Faculty who have grants from sources outside the University are expected to use these grants, when possible, as a source of travel funds.
4. For authorized travel, the University shall provide reimbursement to faculty equivalent to round trip coach airfare. Although otherwise qualifying for support, a request may be reduced or denied whenever there are insufficient funds in the travel budget of a particular School or Department.
5. Funds may be available for travel in connection with research. (See §5-02.02)

The University maintains an errors and omissions insurance policy, which covers judgements, settlements, and defense costs incurred by faculty subject to litigation while acting within the scope of their University duties.

1. The University maintains Workers' Compensation coverage for faculty members. The scope of coverage and the amount of benefits are determined by the State of New York.
2. All accidental injuries and occupational diseases, which arise out of and in the course of employment, should be reported immediately to the University's Office of Human Resources and the Office of the Provost.

1. In the case of disability of a faculty member who has completed one year of service and has been approved for NYS Disability, the University will continue to pay the faculty member's salary, in full, for a period of up to six months, during any period the faculty member would normally be paid.  This period will be known as "salary continuation." During salary continuation, the University is partially reimbursed for the faculty member's salary through the NYS disability fund.  The leave will run concurrently with the federal Family and Medical Leave Act (FMLA) and NYS Disability. If the disability continues for more than six calendar months and the disabled faculty member qualifies for benefits under the University's Long-Term Disability Plan, benefits shall be paid in accordance with that plan. (See A-17 below)
2. Faculty members who have been granted NYS Disability during their first year of service will be eligible for salary continuance of up to one calendar month. If the disability extends beyond one month, the faculty member will continue to receive NYS Disability, but Fordham will not supplement these payments. This leave will run concurrently with the federal FMLA and NYS Disability.
3. Inability to perform work as a result of pregnancy shall be treated as a disability for the purpose of granting leave. Determination of length of disability for pregnancy follows New York State Disability insurance guidelines, which currently allow for a period both before and after delivery with additional time available in the case of complications.  Faculty members wishing to confirm their exact length of disability leave eligibility should consult with their physician, Human Resources, and the insurance carrier that administers this policy (currently, MetLife).
4. In order to minimize disruption to academic planning, faculty members who are eligible for a Pregnancy-Related Disability Leave and whose leave period will not provide for a full semester absence will be eligible for Academic Workload Relief for the remainder of the semester.

1. Faculty members (tenured or non-tenured) may apply for a family-related leave in order to care for family members or other dependent persons.
   1. Such a leave may be full time without pay but including benefits, or part time with pay proportional to teaching and faculty responsibilities.
   2. Family-related leaves are limited to two years in any six-year period, whether the leaves are full or part time.
2. Faculty members shall consult with the Office of Human Resources for provisions of the University leave policy and Federal Family and Medical Leave Act.

1. Faculty are provided with a long-term disability plan. The entire cost of the plan is borne by the University. Faculty become eligible for coverage after completion of twelve months of service.
2. The plan provides benefits (60% of last contract salary) which begin after six consecutive months of total disability and may continue during total disability as follows:
   1. If disabled before age 60, total disability payments cease at age 65, when provisions of the retirement annuity are implemented, if applicable.
   2. If disabled after age 60 through 68, total disability payments continue until the earlier of (a) five years or (b) age 70.
   3. If disabled at age 69 or older, benefits are for twelve months.
3. The plan provides for contributions to be made to the Retirement Plan.
4. For a detailed description of the plan provisions, see the summary plan description in the Office of Human Resources.

1. All benefits are continued for faculty on faculty fellowships and paid leave except that retirement contributions are continued at the applicable percentage of the salary actually received.
2. All benefits are continued for faculty members on family related LOAs [as provided in §4-05.10(c) and in the Family and Medical Leave Act], and for tenured faculty members who receive approval from the Office of the Provost for an unpaid leave of absence, when that leave is taken for faculty development purposes. (See §4-05.10(b))
3. Faculty members [other than paragraph (2) above] while on a University approved leave of absence without pay, and within the restrictions of the applicable insurance contracts with their parties, may maintain coverage on the University life insurance, long-term disability, and medical plans. Faculty members should consult the Office of Human Resources regarding continuance.

1. All faculty are covered by unemployment insurance. The University pays the full cost of such insurance.
2. Faculty who are employed on an academic year basis are not considered to be unemployed during the summer interval between academic years or sessions, regardless of the option of payment chosen.

1. An adult legally domiciled with a member of the faculty will be qualified to receive benefits under these Statutes and this Appendix if one of the following two sets of conditions is met:
   Category A: Domestic Partners
   1. The LDA has lived in the same primary residence as the member of the faculty for a period of time no less than six months;
   2. The LDA intends to continue to live in the same primary residence as the member of the faculty;
   3. The LDA shares a close, personal relationship with the member of the faculty;
   4. The LDA is jointly responsible for living expenses with the member of the faculty;
   5. The LDA is not married, nor is related to the member of the faculty by blood in any way that would bar legal marriage in the State of New York.
   6. The LDA is 18 years of age or older; and
   7. The LDA is not receiving benefits from any other employer
   Category B: Dependents
   1. The LDA is a dependent parent or an adult child no longer eligible for benefits of the member of the faculty;
   2. The LDA lives in the same primary residence as the member of the faculty;
   3. The LDA is claimed as the faculty member’s tax dependent; and
   4. Meets the definition of dependent under section 152 of the Internal Revenue Code during the period of coverage;
2. A member of the faculty is eligible to nominate a LDA for benefits purposes only if the faculty member does not currently claim benefits for a spouse. A member of the faculty may not have more than one LDA qualified for benefits purposes at any given time.
3. To nominate a LDA for benefits purposes, the member of the faculty must complete a form designed for this purpose available from the Office of Human Resources. This form must contain the original signatures of both the member of the faculty and the LDA and must be accompanied by documentation sufficient to demonstrate that the LDA is qualified to receive benefits under one of the two categories set forth in section (a) above.
4. Tax Implications
   1. The University will administer benefits for LDAs in conformance with all relevant tax laws. This treatment includes, but is not limited to, imputation of income of the value of a benefit, less any applicable after-tax contributions for all non-tax LDAs. This determination shall be made under relevant tax requirements as imposed by the Internal Revenue Code, its regulations and rulings as applicable. Furthermore, to the extent contributions are required for coverage of an LDA or an LDA and his or her dependent children such contributions shall be made on an after-tax basis only.
   2. The foregoing shall apply to medical, dental, and vision plan benefits, and Tuition Remission for both active and retired faculty members.