This is consistent with the situation at the University System of New
Hampshire.
Ray Foss
Raymond A. Foss
Manager of Asset Management and Cost Analysis
Controller's Office
University of New Hampshire
6 Garrison Avenue
Durham, NH 03824-3561
phone: 603-862-3466
fax: 603-862-2696
email: xxxxxx@unh.edu
homepage: http://pubpages.unh.edu/~raf
UNH Buildings page: http://pubpages.unh.edu/~raf/unhbldg.html

-----Original Message-----
From: Sandy Schulte [mailto:xxxxxx@GRIS.GRAD.UCONN.EDU]
Sent: Tuesday, February 16, 1999 6:12 PM
To: xxxxxx@hrinet.org
Subject: Re: retirement on summer pay

In response to Tim's question on retirement on summer pay:

We have faculty on 9 month appointments, and they go on special
payroll during the summer with a lower fringe benefit charge to the
grant.   Special payroll covers only social security, worker's comp
and unemployment--not health insurance or retirement benefits.
Normally, in order to accrue retirement benefits during the summer,
the grant would have to be charged the full fringe benefit rate for
the summer.

It's not a problem for us, since negotiations have resulted in
faculty getting a full year retirement credit for 9 month appointment
with self directed research during the summer months.

Date:          Tue,
16 Feb 1999 15:13:50 -0500 Reply-to:      Research Administration
Discussion List <xxxxxx@HRINET.ORG> From:          Tim at Research
Services - College of Arts and Sciences
<xxxxxx@UMBC.EDU> Organization:  UMBC Subject:       retirement on
summer pay To:            xxxxxx@HRINET.ORG

I have a faculty member who is questioning why he cannot accrue
retirement beneifts on pay he receives in the summer.  A little
background: Most of our faculty have contracts for a 9.5 month period.
During the summer (which runs June 1 - Aug 16), they are eligible to get
summer pay from grants. However, come May 31, their employment contracts
essentially cease, not allowing them to accrue retirement on the pay
they receive in the summer (there is a multiple deduction made prior to
the end of the academic year to continue health benefits in the summer).

A couple of  strategies have come to mind to resolve this issue. 1) Make
a a 12 month employee or 2) defer the payment of summer salary to the
academic year (after August 17), increasing the base of the faculty
member's salary, thus allowing him to accrue retirement benefits.

Are there any other institution's that are experiencing this? It's a
question of what an individual faculty member wants opposed to what's
set in institutional policy (my argument being that there needs to be a
consistent policy for all). Also, would any of the above strategies
work, at the expense of screwing up the effort reporting system?

As always, thanks in advance for comments and suggestions. This list is
such a valauble resource and has helped me tremendously.

Tim

Sandy Schulte
Asst Vice Provost for Research Administration
University of Connecticut

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