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Faculty Overloads

Overloading of faculty members should occur only in circumstances in which such an arrangement fits within the university budget and is agreeable to the faculty member. For ease of budgeting and salary determination, compensation for all overload teaching (that is, teaching hours that are above the standard full-time load of 24 hours within a 12-month period) should be calculated using the following guidelines.

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Approved by Provost’s Council Updated: February 4, 2020

Overload Procedures

Fiscal Year / Academic Year Loading & Summer Term Guidelines*

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  • Carry-over loading options between fiscal years is a retired practice. Any exceptions need to be approved by the dean.
  • Loading Parameters

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~ Summer contracts may reflect LD (inload rate), OL (overload / lecturer rate) or AD (adjunct rate) based on budget and target load status for the fiscal year. Cross-departmental and special pay arrangements made during budget planning should be communicated and documented with deans and/or associate provost offices.

Adjunct Faculty Loading Considerations & Guidelines*

  • Adjunct Faculty Load Parameters:   > 18 SH / yr,  >10 SH / term
  • The university will allocate adjuncts with 3.0 hours of work for every 1 hour of course credit taught and every 1 hour of lab contact taught.  
  • Accordingly, full-time adjunct faculty may become eligible for employer-sponsored health insurance under the ACA if they teach at least 10 or more credit hours per semester (30 work hours/week) or combination of credit hours and lab contact hours.  In some exceptional cases, departments may need to increase an adjunct faculty member's hours of work credited to take into account non-credit labs, advising, outreach, or other departmental assignments beyond the normal expectation for adjunct faculty.  
  • The Provost’s Office will make determinations related to adjunct eligibility for health coverage in conjunction with Human Resources according to the average number of hours worked per week
  • COBRA will be offered to any employee who currently has medical/dental/vision benefits and who changes status from full time to part time, resigns, or is terminated. COBRA acceptance/declination must take place within 60 days of the date of the change in status. 

*Reviewed and approved by Provost Council, January 9, 2020

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