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Human Resources

Human Resources

Policies and Procedures

Faculty Salary Continuation Policy

Effective 10/19/13
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Table of Contents

  1. Purpose
  2. Eligibility
  3. Salary Continuation Benefit
  4. Procedure
  5. Education Plan
  6. Return to Work
  7. Medical/Dental/Life/LTD/Retirement
  8. Definitions
  9. Appendices
    Appendix A - Request for Family and Medical Leave Form
    Appendix B - Return to Work Certification

1. Purpose

The purpose of this policy is to provide salary continuation to eligible Faculty Members during periods of prolonged incapacity that qualify under the Family Medical Leave Act (FMLA). This policy will run concurrently with the Eckerd College Family and Medical Leave Policy for Faculty Members who meet the eligibility criteria.

The College can discontinue, amend, or modify this benefit at any time at its sole discretion.
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2. Eligibility

All Faculty Members who have completed at least twelve months of employment with Eckerd College prior to an absence covered by this policy are eligible for Salary Continuation.
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3. Salary Continuation Benefit

After a Faculty Member has been out of work for 5 full consecutive workdays, the College will continue his or her salary for up to 120 calendar days at 100% of Base Salary during a medical FMLA qualifying event. Salary continuation for leave from day 121 up to 180 calendar days will be compensated at 66.6% of Base Salary during the FMLA qualifying event. The period of June 1-August 15 is not counted against the 180 calendar day total listed above.
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4. Procedure

A Faculty Member or his/her representative should contact the Human Resources Department immediately upon commencement of any period of incapacity. In order to receive benefits under this policy, the Faculty Member or his/her representative must complete and return the Request for Family and Medical Leave Form (Appendix A) and the Health Care Provider Certification Form (to be provided by Human Resources) and should consult with the Dean of Faculty as to whether an education plan (as set forth below) will be required.

Upon receipt of a completed Health Care Provider Certification Form by Human Resources, the Faculty Member will receive the Designation Notice. This form is used to approve/deny the Faculty Member's leave request and explain the use and duration of paid leave available. The college may request verification of continued incapacity.

If a Faculty Member has an FMLA qualifying event that requires Intermittent Leave, the time taken is accumulated and charged against the total Period allowed under the salary continuation plan (180 calendar days).
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5. Education Plan

Prior to taking leave, except in cases of physical or mental incapacity, a Faculty Member must submit an education plan to the Discipline Coordinator, Collegial Chair, and Dean of Faculty addressing plans for completion of any classes currently underway.
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6. Return to Work

If the FMLA leave has been approved for a Faculty Member’s health condition, a Return to Work Certification (Appendix B) must be completed by the treating Physician and presented to Human Resources before returning to work.

Under the provisions of this policy, a Faculty Member on approved FMLA will be returned to his/her same, or an equivalent, position provided he/she is able to return to work either within or upon conclusion of the FMLA leave.
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7. Medical/Dental/Life/LTD/Retirement

The Faculty Member will receive his/her salary through regular payroll checks. Contributions which are the responsibility of the Faculty Member will continue to be automatically deducted from his/her paycheck. Programs which do not require Faculty Member contributions (i.e., basic life, basic long term disability(LTD), etc.) will continue to be provided by the College.
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8. Definitions

Base Salary - is defined as a Faculty Member's regular base wages excluding overloads or any other special pay.

Faculty Member – For purposes of this policy, a faculty member is defined as a tenured, tenured-track, or continuing-part-time member of the faculty.

Immediate Family - includes the employee's spouse, domestic partner, child or parent (but not a parent "in-law").

Employee's child means a biological, adopted, foster child, or a stepchild. The child must be under age 18 or age 18 or older and incapable of self-care due to a mental or physical disability.

Employee's parent means a biological parent or an individual who had day-to-day responsibility to care for and financially support the Employee when the Employee was a child.

Intermittent Leave – Intermittent leave is FMLA leave taken in separate blocks of time due to a single qualifying reason. Leave may be taken intermittently or on a reduced leave schedule when medically necessary for planned and/or unanticipated medical treatment of a related Serious Health Condition by or under the supervision of a health care provider, or for recovery from treatment or recovery from a Serious Health Condition. It may also be taken to provide care or psychological comfort to an immediate family member with a Serious Health Condition.

Intermittent leave may be taken for a Serious Health Condition which requires treatment by a health care provider periodically, rather than for one continuous period of time, and may include leave of periods from 15 minutes or more to several weeks. Examples of intermittent leave would include leave taken on an occasional basis for medical appointments, or leave taken several days at a time spread over a period of six months, such as for chemotherapy.
Intermittent/reduced schedule leave may be taken to care for a newborn or newly placed adopted or foster care child only with approval from the Dean.

LTD – Long Term Disability

Period – is defined as a maximum of 180 calendar days of salary continuation.

Physician - duly licensed practitioner who is recognized by the law as qualified to treat the type of injury or illness for which a claim is made. The physician may not be a member of your immediate family.
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