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Faculty Life Course Committee
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To address issues likely to enhance faculty life at Emory University across the academic span, from junior faculty to emeritus status. Features targeted should be those likely to improve academic productivity, facilitate faculty retention, and augment the quality of life and sense of community for faculty at Emory. |
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Report to the Faculty Council April 11, 2000 The Faculty Life Course Committee composed of Drs. Huiman Barnhart , George Benston, Harold Berman, Eugene Bianchi, John Bugge, Sharon Lewis, Randall Strahan, and Kim Wallen, with Nanette K Wenger, as Chair addressed two major issues this year: Maternal and Parental Leave Policies Faculty Retirees and Emeritus College at Emory University
Respectfully Submitted.
Nanette
K. Wenger, M.D. PARENTAL LEAVE The university desires to assist faculty members with their attempts to balance professional obligations with parental responsibilities. Accordingly, the university has chosen to make "parental leave" with full salary and benefits available to those full-time faculty members who can certify that they serve as "primary care givers' for one or more of their children below the age of' five years, under the conditions set forth below. Leave may also be available to primary care givers with any dependent children over the age of five who suffer from a serious illness or other condition that creates extraordinary parenting demands For purposes of this leave, a "primary care giver" is an individual who has primary child-rearing responsibility for his or her child. It is not intended to extend to a parent whose child is primarily in the care era spouse or other caregiver. A faculty member with teaching responsibilities who is otherwise eligible for parental leave benefits may request relief from those, responsibilities for up to one full teaching lead during any single term, offer up to one-half lead over two terms. The faculty member will be expected to remain in residence and to continue departmental service and advising, and scholarly activities during the affected term(s). Leave under these circumstances will typically be compensated at full pay. A faculty member with no teaching responsibilities who is otherwise eligible for parental leave benefits may request relief from some or his or her duties for a continuous period not to exceed two terms. The Dean of the school or college by which the faculty member is employed will consider making such reasonable relief available as would be comparable to the relief from teaching described in the paragraph above. Such leave may, at the Dean's discretion, be compensated at full pay. Under some circumstances, a faculty member may take an additional semester of parental leave at a reduced level of compensation. Any faculty member desiring parental leave is advised to submit, with as much advance notice as possible, a written request to his or her Dean with a copy to the department chair. The request should affirm that the faculty member is e primary care giver for a child below the age of five years. Parental leave may also qualify as leave under the Family and Medical Leave Act of 1993 ("FMLA"), in which case it would count against the eligible faculty member's annual 12-week FMLA entitlement. MATERNITY LEAVE The university desires to recognize the particular needs of birth mothers who are members of the faculty to take time away from their normal duties, and to demonstrate its commitment to their well being. To that end, the university has attempted to summarize the various policies that provide for their maternity leave. The university recognizes that pregnancy and child birth are natural processes, and that each situation varies depending on the needs of the particular birth mother. For that reason, and in keeping with its legal obligations, the university provides leave with full salary and continuation of benefits to any full time faculty member during the period for which her physician certifies that she is unable to work, for a maxim of six months from the date leave commences. Leave under these circumstances is treated like leave needed for any other non-occupational medical condition. Accordingly, after the first six months, depending on the nature of the condition and the circumstance surrounding the leave, the faculty member may be eligible to apply to the university's long-term disability insurance carrier for payments equal to a percentage of her current salary. There is an inflation rider for long-term disability insurance available to those employees who elect to purchase it. Any faculty member who becomes pregnant and desires maternity leave is advised to consult with her department chair and dean as soon as practicable, so as to allow the university the maximum opportunity to provide for coverage of her duties during leave. Maternity leave may also qualify as leave under the Family and Medical Leave Act of 1998 'FMLA', in which case it would count against the eligible faculty member's annual 12 work-week FMLA entitlement. Savings to Emory of Early Retirement of Full Professors Ages 55 and above, based on various amounts. Assuming no additional benefits, such as courses taught and doctoral students supervised for no additional cost and no additional gifts to Emory because professors stay in contact with Emory. Prepared by Professor George J, Benston for the Faculty Life Committee, March 20, 2000. (all dollar amounts in thousands) average fringe benefits total salary at 20% compensation 12
month contracts 122.5 24.5 147.0 Number of Emory Faculty 55 or older: 55 to 64 65+ Medicine (assumption 12 month) 149 32 Other schools (assumption 9 month) 160 40 Total 309 72
Saving
in compensation cost faculty
age 55 - 65 Will retire in average in 8 years 8
Present value of early retirement; 6% discount rate 6% faculty 65+, 5 years beginning after 3 years Other schools 11,439 5,720 3,432
Total 21,886 10,943 6,566 faculty 55 - 64, 5 years beginning after 8 years Medicine 44,939 22,469 13,482 Other schools 42,268 21,134 12,681
Total 87,207 43,604 26,162 present value totals Medicine 55,386 27,693 16,616 Other schools 53,707 26,854 16,112
Total 109,093 54,547 32,729 March 29, 2000 Prepared by John Bugge Monetary values of specific services Emeritus College members could offer . . .
10 class-meetings per academic year valued @ $100 each $1,000 Guest lectures or presentation in undergraduate courses, gratis 10 presentations per year valued @ $100 each 1000 The teaching of Freshman Seminars, offered by select retired faculty in their areas of Research expertise. 6 seminars per year, valued conservatively @ $6000 per course = 36000, less actual stipends of $3000 to six EC members = 18000 18,000 Tutoring of students with special needs, gratis 4 students per year x 8 hours per semester x $50 per hour = 3,200 Participation in the Freshman Advising Mentoring Experience (RAME), gratis 5 members each year @ $1000 5,000 Participation in recruitment efforts with the Admissions Office, gratis 10 appearances by member per year @ $100 each 1,000
5 members each year @ $200 per student 1,000 Service on examination and dissertation committees by request, gratis 5 members each year @ $5000 2,500
2 members each year @ $1000 2,000 Lending of members' expertise to the development of programs at Emory, gratis 2 members each year @ $1000 2,000 Advising of regular faculty and staff on financial and other retirement issues, gratis 4 members each offering 5 one-hour appointments @ $100/hour = 2,000
Medicine, foreign languages, communication, and so on, gratis 10 members each year offering 2 appointments, @ 1000 each = 2,000
10 lecturers each year @ $500 each = 5,000 Attendance at special events, reunions, and homecoming celebration, gratis 20 EC members, 2 events each, @ $100 per appearance 4,000
10 EC faculty per year, 10 hours each @ $100 per hour = 10,000
TOTAL MONETARY BENEFIT ACCRUING TO EMORY $59,700
School Business University |
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REPORT TO THE FACULTY COUNCIL FROM THE AD HOC COMMITTEE: FACULTY LIFE COURSE Ad Hoc Committee: Nanette K. Wenger, M.D., Chair; Members: Nancy Eiesland, Ph.D.; Frank Lechner, Ph.D.; Mr. Harold J. Berman, RW Woodruff Professor of Law. Our mandate from the Faculty Council was to explore how faculty life has changed in recent decades and how academic priorities and concerns vary across the life course. Striking was the absence of data about what really matters to faculty and whether this indeed varies by faculty level. These data are needed to characterize the contemporary Faculty Life Course at Emory. A. Our first recommendation is to develop a research proposal for a 1-2 year study of Emory's faculty. The Office of Institutional Research may help us learn more about ourselves. Among the broad questions to be explored should be Have competing pressures in academic life changed with time; are they currently more and/or different than previously ascertained; and do they vary across the faculty life cycle? What are the faculty demographic changes since the last assessment, including differences in faculty gender, age, number of faculty members at each level, site of prior faculty training/experience? How do the faculty assess the internal and external resources for enhancing faculty productivity? How do faculty assess the internal and external inhibitors of faculty productivity? Ascertainment should be made as to whether these assessments vary with faculty level and/or by schools within the University. Included in this assessment would be whether the balance of faculty obligations has changes, how they have changes, and the perception as to what has fostered these changes. With our current status as a nationally competitive institution, and with more extensive resources available, we must define the Emory faculty profile and ascertain these data from a representative sample of the faculty. Concomitantly, we should investigate whether comparable ventures are being undertaken at comparable institutions. B. Given the longer productivity and increased life span of faculty as we approach the 21st century, and the legal issues of age-related position termination, potential new roles for emeritus faculty require identification. We propose a subcommittee of the Faculty Council to study the potential roles of emeritus faculty. Among the questions to be addressed by the committee are: What are the desires of faculty members approaching retirement age (potentially polling those aged 60 and beyond).
What are the mechanisms whereby such individuals can remain active in university life, yet attain, perhaps as consultants, a retirement status enabling TIAA/CREF pension support. How do the Deans/Department Chairs view the potential roles of their emeritus faculty members? Would they value a proactive role in negotiating with potential retirees? How is this issue viewed by other active faculty members - credits vs. debits of this approach? C. The third research proposal relates to the first 3 objectives of Emory's Strategic Plan, i.e., attaining academic excellence, balancing teaching and research, and fostering interdisciplinary activities. The faculty should be queried as to what facilities/resources (investments) the University can make to improve the infrastructure for faculty life. Specifically, what targeted university investments would enhance faculty productivity; and does the choice of these vary with faculty level? This should be addressed by a multigenerational faculty committee, essentially defining a "wish list" for university investment in the "infrastructure" designed specifically to enhance faculty productivity - ? computer facilities, faculty club, child care facilities, wellness facilities, faculty teaching center, interdisciplinary fellowships, in-house research grants, center for interdisciplinary studies, lessening of the teaching load, etc. Received by the Faculty Council
on 18 February 1997 |
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