Summer pay and benefits MGR,ASSET MGMT/COST ANALYSIS 17 Feb 1999 08:27 EST
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 ====================================================================== Instructions on how to use the RESADM-L Mailing List, including subscription information and a web-searchable archive, are available via our web site at http://www.hrinet.org (click on "Listserv Lists") ======================================================================