Academic Catalog

2018-2019

VIII.Financial Arrangements and Faculty Benefits: C. Faculty Benefits

1. Administrative Prerequisites, Duration and Explanation of Benefits

Denison's Board of Trustees has established the staff benefits programs which are briefly outlined below. A more detailed description of these various programs is available in the Office of Human Resources. These programs are subject to periodic review (normally in three-year intervals) by the Board of Trustees and may be amended at its discretion. Participation in University staff benefit programs is subject to eligibility requirements as published for the individual programs. For the purpose of eligibility for the various benefit programs, faculty under a yearly contract and working the equivalent of .75 FTE, and administrative staff scheduled to work the equivalent of .75 FTE receive the same benefits as full-time employees. Same-sex partners are eligible for participation in staff benefit programs that include coverage for spouses and dependent children. Coverage for all benefit programs is discontinued when the faculty/staff member's association with the University ends.

a. Comprehensive Health Insurance Program

A PPO medical program and high-deductible medical program are available. Additionally, Denison offers dental coverage. The cost of these plans are shared. Full time faculty and administrative staff are eligible beginning with the date of employment. Denison and the staff member contribute to the cost of the plans. Part-time faculty and administrative staff working fifteen (15) hours or more per week may take part in the program by paying the total premium without cost sharing by the University.

Medical coverage, which is coordinated with Medicare, is available for eligible members (including eligible dependents) hired prior to July 1, 1993 and who retire from Denison with ten years of continuous service immediately before retirement. The coverage continues for a member's spouse and other eligible dependents upon the member's death.

In no event, however, will coverage be continued beyond death or remarriage of the surviving spouse. Please be in touch with the Office of Human Resources for more details concerning continued coverage.

The Comprehensive Budget Reconciliation Act (COBRA) provides for continued participation in the group health plan after termination of employment by paying the full cost of the premium, for a maximum period of eighteen months for you and your dependents in most situations. The Office of Human Resources will provide information about this option upon termination. Denison will notify you of your right to continue coverage within 45 days of the occurrence of the above event.

b. Group Life/Accidental Death and Dismemberment/Business Travel

The group life, accidental death and dismemberment program is offered to all full-time faculty and administrative staff. Coverage is 1.5 times annual salary per individual for life insurance and for accidental death and dismemberment. At 70 years of age the group life and accidental death and dismemberment coverage is reduced by 35% for active employees.

A travel accident policy provides $200,000 for loss of life or scheduled payments for dismemberment while on University business including travel to professional meetings.

c. Long-term Disability Plan

This benefit provides a monthly income, coordinated with Social Security and/or Workers' Compensation benefits, of 60% of the monthly salary not to exceed $10,000 per month maximum following six (6) consecutive months of total disability. Other plan features are covered in detail in the Plan Description distributed by the Office of Human Resources.

Coverage of all eligible employees is mandatory. Eligibility exists on the first day of the month following completion of one (1) year of service at the University. Denison pays the cost of this plan.

d. Health Care Spending Accounts

The Health Care Spending Account (HCSA) allows employees to direct pre-tax dollars from their pay into an account and pay themselves back for covered health care charges, dental expenses, and vision expenses. Employees do not pay federal, state, or social security tax on the amount directed into this account. An employee can elect to deposit up to the IRS or plan limit into the HCSA. Full-time and part-time staff are eligible to participate after a three-month waiting period.

e. Dependent Care Spending Account

The Dependent Care Spending Account (DCSA) allows employees to direct pre-tax dollars from their pay into an account and pay themselves back for covered dependent care charges, such as child or elder care. Employees do not pay federal, state, or social security tax on the amount directed into this account. Full-time and part-time faculty and administrative staff are eligible to participate on the date of hire. An employee can elect to deposit up to $2500 or $5000 per plan year into the DCSA, depending on whether the employee is single or married, files a separate or joint tax return, and whether or not the employee's spouse also contributes to a dependent care account.

f. Emeriti Retirement Health Solutions Program

The Emeriti Retirement Health Solution Program, a tax-advantaged program to invest and accumulate assets to help meet future retiree medical expenses, is available to full time faculty and staff hired after June 30, 1993. Eligibility for university contributions begins at age 40 and continues for up to 25 years. All full-time faculty and staff members, including faculty and staff hired prior to July 1, 1993 may make voluntary contributions. Complete plan details are available in the Office of Human Resources.

2. Retirement Plans

While not mandatory, normal retirement at Denison University is at age 65. An employee should submit a written request of retirement to the Office of Human Resources at least sixty (60) days prior to the expected date of retirement. Faculty should also contact the Provost well in advance of an anticipated retirement. To be considered for retirement, employees must meet the following length of service requirements:
AGE 60 - 62 15 Years of Service
AGE 62 - 65 10 Years of Service
AGE 65 and Over 5 Years of Service
Faculty retirement options include:

a. Core Retirement Plan. Denison provides a core retirement plan for full-time faculty and administrative staff members with investment options through TIAA. Eligibility exists on the first day of the month after completing one year of service at the University and attaining age 21.

Full-time faculty and administrative staff members receiving salary checks as fulltime employees before August 31, 1974 participate in the Core Retirement Plan, when eligible, on the basis of a contribution of 15% of salary by the University. Full-time faculty and administrative staff hired and/or rehired by the University after August 31, 1974, participate in the Core Retirement Plan when eligible on the basis of a step rate plan. The University contributes 10% of regular salary up to the Social Security wage contribution base and 15% of the regular salary above that base to the plan. See Plan provisions for more details.

b. Supplemental Retirement Annuity Contracts (Tax Sheltered Annuities). A member of the faculty or administrative staff may, through a properly drawn salary reduction agreement, divert part of his or her compensation before taxes to the purchase of supplemental annuity contract or mutual funds from TIAA. Federal and state income taxes on the salary reduction and on the investment earnings credited to the contract are deferred until they are received in the form of benefits. At that time, payments are taxed as ordinary income in the year or years in which they are received. Faculty may also contribute after-tax dollars to a Roth 403b account.

c. Special Retirement Plan. The purpose of the Special Retirement Plan is to assist eligible faculty of Denison University who may prefer to elect early retirement, which is retirement prior to age 65. Participation in the plan is voluntary. Eligible faculty will receive payments for up to a maximum of five years. For benefit details and duration and specific rules, please contact the Director of Human Resources.

3. Education Benefits for Employee's Dependent - General

(effective July 1, 2011)

The Board of Trustees of Denison University has made available to spouses, same sex domestic partners (herein referred to as domestic partners), and dependent children of full-time faculty, an educational assistance program.

Dependent children for this benefit are defined as son, daughter, stepson, stepdaughter, legally adopted child of employee, or foster child (living with the employee the entire year and providing the employee has been declared legal guardian and is providing 50% support). Unless a decree of divorce, decree of dissolution of marriage, decree of separate maintenance, or the law provides to the contrary, dependent children must be claimed as dependents on the employee's federal income tax return. A spouse is defined as the person to whom an employee is legally married according to Ohio law. A domestic partner must be documented through an affidavit of domestic partnership available in the Office of Human Resources.

A child receives benefits for eight (8) semesters or twelve (12) academic quarters. The program applies only toward undergraduate studies at accredited colleges or universities. The program terminates upon separation from Denison except in the case of the death or total disability of an employee who has been employed on a full-time continuous basis for seven (7) years or longer and meets other program requirements. Eligibility also continues for employees who retire under the terms of one of Denison's official retirement plans. Contact the Office of Human Resources for details.

For purposes of determining eligibility for employees hired or rehired July 1, 2011 or later, the following prior service credit rule will apply: for the tuition-free program at Denison, the GLCA exchange program, and the tuition cash assistance program, employees will be allowed to receive up to five years of credit toward the five year waiting period for full-time continuous service at an institution of higher education as long as the prior service occurred immediately prior to the full-time employment date at Denison. Additionally, eligible faculty and staff hired or rehired prior to July 1, 2011 who are not already eligible under the prior waiting period rules, will be eligible for prior service credit according to the same rule as described above. For questions, please contact the Office of Human Resources.

GLCA Tuition Exchange Program (effective July 1, 2011)

For eligible employees who are hired or rehired prior to July 1, 2011, dependent children are eligible to participate in the GLCA Tuition Exchange Program if the eligible employee has one (1) year of continuous full-time employment immediately prior to the beginning of the academic semester of the child's college enrollment. For eligible employees who are hired or rehired July 1, 2011 or later, dependent children are eligible to participate in the GLCA Tuition Exchange Program if the eligible employee has five years of continuous full-time employment immediately prior to the beginning of the academic semester of the child's college enrollment. Standard admission procedures apply. The member colleges throughout Indiana, Iowa, Ohio, Michigan, Pennsylvania and Wisconsin are: Grinnell College (IA); DePauw University, Earlham and Wabash College (IN), Albion College, Hope College and Kalamazoo College (MI); Allegheny College (PA); Denison University, Kenyon College, Oberlin College, Ohio Wesleyan University, Wittenberg University and the College of Wooster (OH); and Beloit College (WI). An updated list is maintained in the Office of Human Resources.

Tuition remission may not include tuition for off-campus study programs, sponsored either by GLCA, ACM, or individually by the college the student is attending. Participating students should check with appropriate officials at the college they are attending to determine which fees and off-campus program may be covered by tuition remission.

Denison University does not pay fees for abroad/off-campus programs with the exception of the Denison-sponsored Oak Ridge program.

For further information regarding the tuition exchange program, contact the Director of Human Resources.

Tuition-Free Scholarship at Denison (effective July 1, 2011)

Spouses, domestic partners, and children of full-time employees, with no limit on the number of children, are eligible for full tuition remission at Denison.

The following conditions apply:

1. For employees hired or rehired prior to July 1, 2011, children are eligible after the employee has completed on (1) year of continuous full-time employment immediately prior to the beginning of the academic semester of the child's enrollment at Denison. For employees hired or rehired July 1, 2011 or later, children are eligible after the employee has completed five (5) years of continuous full-time employment immediately prior to the beginning of the academic semester of the child's enrollment at Denison.

2. Admission to Denison is not guaranteed for dependents. They must meet normal university admission standards. While this is the case, dependent children will be given full and careful consideration.

3. All students attending Denison under the provisions of this program are subject to the normal academic and administrative regulations of the University.

4. Spouses and domestic partners are eligible after the employee has completed the 90-day introductory period.

5. A spouse or domestic partner who does not have a baccalaureate degree shall be able to take two courses per semester, for credit or audit, on a space-available basis and upon approval from the faculty member. A spouse or domestic partner admitted to the University may take a full course load (see numbers 3 and 4 above).

6. A spouse or domestic partner who has a degree shall be eligible to take one course per semester on a space available basis, either for credit or audit, for no more than eight (8) semesters. Under unusual circumstances, the staff member may petition to waive the one course limitation for a spouse or domestic partner.

Tuition-Free Scholarship Cash Assistance Awards Elsewhere (effective July 1, 2011)

This program applies to employees' children in attendance at schools other than Denison.

To be eligible for this benefit, an employee must be full-time with the salary or wages funded from the University's Operating Budget. Additionally, the waiting period for an eligible employee who was hired or rehired prior to July 1, 2011 is two (2) years of continuous full-time employment prior to the academic semester. If the eligible employee was hired or rehired July 1, 2011 or later, then the waiting period for the benefit is five (5) years of continuous full-time employment prior to the academic semester.

Employees who were on the Denison payroll prior to February 1, 1974 have a benefit equal to the direct tuition costs, exclusive of any fees, of the admitting college or of Denison, whichever is less.

Employees on the payroll February 1, 1974, or later receive a four-year benefit not to exceed $3,000 per year or a total of $12,000 over eight (8) semesters or twelve (12) quarters to be applied against tuition of the admitting college or university. The sum of the tuition benefit and any other financial aid specifically designated for tuition only (excluding loans and work) may not exceed the tuition charges of the institution attended.

4. Adoption Assistance Program

Eligibility. The Adoption Assistance Program, effective January 1, 2000, pays, upon finalization of the legal adoption, up to $5,000 per adopted child to eligible faculty and staff for adoption-related expenses.

Reimbursement. Any full time, continuing faculty or staff member is eligible for the Adoption Assistance benefit. If both adoptive parents are university employees, the benefit maximum may not exceed $5,000 per child. Adopted children must be under 18 years of age. They may not be biologically related to either parent. Adoptions made through public, private, domestic, international and independent means are eligible.

Upon finalization of the legal adoption, eligible adoption-related expenses will be reimbursed to a maximum of $5,000 per child. Reasonable and necessary expenses directly related to the adoption are reimbursable, including:

  • agency and placement fees;
  • attorney fees, other legal fees and court costs;
  • medical expenses related to the child's birth;
  • medical maternity expenses for the child's biological mother not covered by insurance;
  • required medical expenses for the child prior to placement;
  • temporary foster care expenses incurred prior to placement;
  • immigration fees;
  • immunization costs;
  • translation services;
  • transportation and lodging expenses related to the adoption;
  • qualified expenses authorized by IRS regulations.

Not all expenses are eligible; examples are:

  • medical exams for the adopting parents;
  • costs of personal items, i.e. clothing, food;
  • expenses incurred while not an employee.

Procedure for Reimbursement. Faculty and staff requesting adoption reimbursement must provide written itemization and receipts of eligible expenses and a copy of the final adoption decree to the Office of Human Resources.

5. Home Mortgage Guarantee Program

A Home Mortgage Guarantee Program is available to members of the General Faculty to assist in the purchase of a personal residence within a ten-mile radius of Granville. A complete copy of the policy is available in the Office of Human Resources.

6. Family and Medical Leave Act

The Family and Medical Leave Act of 1993 provides eligibility for up to twelve (12) weeks of unpaid leave during a twelve (12) month period for the following reasons:

  1. To care for a newborn son or daughter.
  2. The placement of a son or daughter with the staff member for purposes of adoption or foster care.
  3. To attend to the serious health condition of a spouse, child or parent.
  4. To attend to the staff member's own serious health condition. Staff members are eligible for a leave under the act when they have worked for Denison University for at least one year and for at least 1,250 hours during the twelve (12) months before leave is requested. The 12-month period in which the 12 weeks of leave entitlement can be taken is the 12-month period measured forward from the date the staff member's first Family and Medical Leave Act leave begins. The timing and duration of the leave is based on certified medical need. (A complete copy of the Family and Medical Leave Act is available in the Office of Human Resources).

7. Family and Medical Leave for Teaching Faculty

The goals of this policy are to enable the teaching faculty to meet their medical and family needs and the University to meet its responsibilities.

Teaching faculty may take up to 12 weeks of unpaid family leave in a 12-month period (see Section VIII.C.6, “Family and Medical Leave Act”). For certified medical leaves (including childbirth), full salary is paid for up to six months. For more information, and to obtain a copy of the Family and Medical Leave policy, visit the Office of Human Resources.

Because the timing and duration of leaves vary considerably, arrangements for leaves also vary. Examples of leave arrangements include release from teaching responsibilities for all or part of a semester, adjustment of class meeting schedules, and reduction of teaching load. Teaching faculty are responsible for designing a leave plan in conjunction with the Provost and department/program chair. This plan may include a program of paid work-related activities for the weeks in a given semester that precede or follow the family or medical leave.

When appropriate, faculty may request an extension of the probationary period prior to a tenure review (see Section I.A.7. “Extension of Probationary Period for Tenure”).

8. Parental Leave for Teaching Faculty

Parental leave is available to eligible members of the teaching faculty. “Eligible members of the teaching faculty” are tenured faculty, tenure-track faculty and faculty in the Physical Education department on long-term, multi-year, renewable contracts who have served at the University for at least one year.

Parental leave is offered in cases of the birth or adoption of a child. Parental leave must be taken within one year of the birth or adoption placement and must be used in the course of one academic year. Only one such leave will be granted in any twelve-month period. Parental leave will occur concurrently with leave provided by the Family Medical Leave Act (see VIII.C.6). In the case of a summer birth or adoption, parental leave would normally be taken in the course of the academic year following the event.

The policy allows for a faculty member to choose from one of the following four Parental Leave Options:

  1. Reduction to a 3 course load for the academic year at full pay
  2. Reduction to a 2 course load for the academic year at 3/4 pay
  3. Year off from teaching at 1/3 pay
  4. A leave plan negotiated with the Provost that does not exceed the leave time or benefit offered in options 1, 2, and 3 above. Because the timing of leaves, duration of leaves, and needs and interest of faculty regarding parental leave can vary considerably, a flexible leave plan may be the best option to meet the faculty member’s and University’s needs.

To enact the benefit, the faculty member must meet with the department/program chair and the Provost in order to discuss the Parental Leave Options and to indicate which Parental Leave Option has been elected. This meeting should occur as far as possible prior to the onset of the leave. In instances in which parents are both eligible members of the teaching faculty (as defined above), the Parental Leave Option could be taken by either parent or be split between them.

If appropriate, the University will provide funding for leave replacements. Faculty may request an extension of the probationary period prior to a tenure review (see Section I.A.7, “Extension of the Probationary Period for Tenure”).

9. Faculty, Administrative Staff and Supportive Operating Staff: Death of Active Employee Pay Policy

In the event of the death of an active member of the Denison Faculty, Administrative Staff, or Supportive Operating Staff, the beneficiary is paid through the date of death plus twenty-two (22) workdays. Death must occur within the period the faculty/staff member is engaged in active work, including sabbaticals. Leaves of absence without pay are excluded. When applicable, accrued vacation and up to thirty (30) days of accrued sick leave is also paid.