A wide range of benefits is available to all full‐‐‐time faculty members. The following list and general description of faculty benefits are currently in effect; details may be obtained from the Human Resources Office.
A. Insurance
The University of Tampa offers three medical plan options: the PPO80, the PPO70, and the Risk/Reward PPO. Employee contributions are based on the coverage selected. In addition, UT has established a Health Reimbursement Account (HRA) program to assist with qualifying health care expenses not covered by the health plan. These funds do not have to be spent in the plan year, and the account balance may be rolled over from year to year. A faculty member’s spouse and eligible children may be enrolled under the medical portion of this plan, with the faculty member contributing to premiums through payroll deduction.
B. Salary Continuance Plan
The plan assures income in the event of serious illness or injury, and provides for up to 60% of base pay to the faculty member during the time of the disability. Faculty members are enrolled 90 days after the date of hire.
C. Retirement Benefits
The following sections identify benefits currently available to faculty members upon retirement, pre-retirement, or phased retirement. The University reserves the right to terminate or revise any of its benefit programs at any time. In the event of conflicts between descriptions of benefits in this Faculty Policies and Procedures Handbook and official retirement plan documents, the language of the plan documents will govern.
- Defined-Contribution Retirement Savings Plan
Active, full-time faculty members are eligible to participate in the University’s retirement plan. Eligibility is established after one year of service and the attainment of twenty-one years of age. If the faculty member has had full-time service in a prior academic institution, however, that service can be used to fulfill the service eligibility requirement. Faculty may begin making pre-tax contributions to the plan as soon as they are employed at UT. IRS and federal regulations define the maximum employee pre-tax contributions allowed. After one year of eligibility service, employees are qualified to receive tax-sheltered, employer-matched contributions. The University will match dollar-for-dollar any employee contribution made to the annuity plan, up to a maximum contribution per years of service as identified on the Defined-Contribution Retirement Savings Plan Contribution Schedule in effect. All funds are taxable for social security purposes. Employee and employer contributions are fully vested at 100 percent from the date participation in the program begins. The benefit at retirement will be determined by the amount the employee and the University together have contributed. Employees may contact the Office of Human Resources for complete information on this benefit or see the Benefits section of the human resources homepage at https://www.ut.edu/uploadedFiles/SpartanNet/Human_Resources/Benefits%20Page/Benefits%20Page%20Content%20%28SpartanNet%29%20%281%29/36%29%20University%20Retirement%20and%20Other%20Benefit%20Programs.pdf
The University's retirement plan is an individual contract which remains the personal property of the faculty member, and as such represents an investment which may be continued by the individual after the conclusion of University employment.
- Retiree Health Insurance Benefits
- If a faculty member was employed prior to June 1, 2003, and has been a full-time continuous employee for ten years or more, he/she qualifies at age 65 or older for the following University retiree benefits:
- Retiree group health insurance: UT will pay for the retiree only, 75% of the monthly premium of the UT plan not to exceed 150% of premium costs as of June 1, 1995.
- $5,000 life insurance policy
- Faculty/staff grant
- Faculty members employed on or after June 1, 2003, who have been full-time continuous employees for ten years or more qualify at age 65 for the University's retiree medical group insurance available by paying the full contribution cost. Benefits for those employed after June 1, 2003, include:
- Access to retiree medical group insurance by paying the full cost
- $5,000 life insurance policy
- Faculty/staff grant
For persons age 65 or over, benefits are integrated with Medicare. Retirees and their dependents 65 and over must enroll in both Medicare Part A and Part B.
- Availability of Health Insurance for Faculty Leaving UT prior to Retirement
The University of Tampa offers eligible faculty and staff members group health insurance through the ICUBA group health insurance program. A faculty member and eligible family members may continue membership in applicable ICUBA group health insurance plans in force by paying the full cost for those benefits should the faculty member leave the University prior to retirement while meeting the following criteria: (1) Age 55 or older with 10 years of continuous full-time service; or (2) Age 60 or older with 5 years of continuous full-time service.
- Pre-Retirement Agreements
Pre-retirement refers to an unpaid leave of absence for an eligible faculty or staff member for up to five (5) years prior to retirement at age 65. At the discretion of the University, a faculty member may work on a part-time basis at The University of Tampa while on Pre-Retirement Leave. The following conditions apply to pre-retirement:
- The pre-retiree must be age 60 or older with 10 years of continuous service
- He/she and eligible family members may continue membership in applicable group health insurance plans in force by paying the entire cost (employee and University costs) for those benefits until the faculty member reaches age 65
- A faculty member may elect pre-retirement only if he/she has elected to retire from The University of Tampa at the end of the pre-retirement agreement
- Phased Retirement Agreements
Phased retirement refers to a reduced teaching appointment to assist a tenured full-time faculty member in preparing for full retirement. A phased-retirement agreement is entered into for up to two years, with an opportunity to extend an additional year at the discretion of the University. Under a phased retirement agreement, the tenured faculty member officially retires, then maintains a part-time (50%) term appointment, without tenure, renewed on an annual basis until the expiration of the agreement.
The following conditions apply to phased retirement agreements:
- The faculty member must have reached age 62 or older with 15 years of continuous full-time service and full-time tenured faculty status
- He/she must teach a total of 12 credit hours in the fall and/or spring semesters
- His/her salary, group health insurance, and other employee benefits will be on a pro-rated basis
- By voluntarily electing phased retirement, the faculty member makes an irrevocable decision to retire at the end of the phased retirement agreement
- Age Considerations
While there is no mandatory retirement age at The University of Tampa, the normal retirement age is the year in which the faculty member attains his/her 65th birthday.
The University of Tampa makes contributions to the retirement plan until the faculty member retires or ceases to be employed by the University.
- Continued Participation in University Events after Retirement
Retired faculty members may participate in events to which the University ID card provides admission. Retired faculty retain full library privileges and may be invited back to serve on special task forces.
D. Family and Medical Leave
Family and medical leaves of absence will be granted to full‐time employees for childbirth, adoption, or the serious personal illness of an employee or an employee’s child, spouse, or parent. To be considered eligible for a family or medical leave, an employee must have been employed by UT for twelve (12) months and must have worked 1250 hours during the 12‐month period preceding the leave.
For a faculty member to qualify for a medical leave, he/she should obtain a letter from a physician stating that the faculty member is unable to perform the functions of his/her position, along with the onset date of the faculty member’s condition, the probable duration of the condition, and the appropriate medical facts concerning the condition. Medical certification is also required to support a claim for leave related to caring for a seriously ill child, spouse, or parent. The certification must state the family member’s need for such care and must include an estimate of time the faculty member will need to provide the necessary care.
The length of leave will vary depending upon the condition of the faculty member or family member and the physician’s recommendation. Should a faculty member need a longer leave than originally requested, a leave of absence extension should be requested from the Office of Human Resources. Extensions may require a doctor’s statement stating the reason for the extension and the expected date the faculty member will be able to return to work. Family medical leaves, including extensions, shall not exceed 12 weeks.
When the need for medical leave is foreseeable, such as in cases of birth, adoption, or planned medical treatment, faculty members must give the University thirty (30) days notice. Before a faculty member on medical leave of absence can return to work, he/she must obtain a note from his/her physician, stating that there has been sufficient recovery from the condition so that the faculty member can perform normal job duties. If the faculty member is to be placed under any restrictions by their physician, the restrictions should be specifically stated in the note.
A faculty member returning from family or medical leave will be reinstated to his/her former position or an equivalent position upon return to work. If the faculty member fails to return to work at the end of their leave, he/she will be considered to have voluntarily resigned.
Time off granted for family or medical leave shall not be counted as a break in service for purposes of determining eligibility for employee benefits. The University will continue employee health care and other benefits while the faculty member is on leave.
E. Americans with Disabilities Act (ADA) Policy
The Americans with Disabilities Act (ADA) and University of Tampa policy prohibit discrimination in employment and educational programs against qualified individuals with disabilities. It is the policy of The University of Tampa to provide reasonable accommodations or academic adjustments when necessary. These accommodations and adjustments must be made in a timely manner and on an individualized and flexible basis.
While the University may initiate discussions with a student, staff member or faculty member when the need for an accommodation is obvious, it normally is the responsibility of individual students, staff, and faculty members to identify themselves as an individual with a disability when seeking an accommodation or adjustment. It is also the responsibility of individual students, staff, and faculty members to document their disability (from an appropriately licensed professional) and to demonstrate how the disability limits their ability to complete the essential functions of their job or limits student’s participation in programs or services of the university. Medical documentation will be kept confidential.
Students, staff, and faculty members must maintain institutional standards of performance.
F. Social Security/FICA
Faculty members are covered under the Federal Insurance Contributions Act (Social Security). Deductions are made from each paycheck with the University contributing an equal amount as prescribed by the Federal Government Schedule.
G. Worker’s Compensation
Faculty members are expected to cooperation in reporting to their dean any injury, potentially hazardous condition, incident, or notice of condition for which the University might be liable. Faculty members are covered by Worker's Compensation insurance, which provides financial benefits for job injuries, including medical attention, hospital care, and compensation for lost time. Specific conditions and the extent of coverage are prescribed by the State of Florida.
H. Faculty/Staff Tuition Grant
The faculty/staff tuition grant program provides specific assistance to regular, full‐time faculty, their spouses, and eligible dependents. Eligible dependents include the spouse and dependent children to age 19, and/or dependent children meeting the Internal Revenue Service definition, who are making satisfactory progress as degree‐seeking students. The benefit is governed by the IRS and is considered taxable.
The Office of Human Resources provides application forms for faculty/staff tuition grants. A candidate for a grant must be accepted for admission to The University of Tampa before applying for a grant and must advise the appropriate supervisor before budgets for the intended grant period are developed.
All grants must be processed prior to the completion of registration for the semester for which a grant is sought; applications arriving later will be denied. Registration dates will be posted on the bulletin board outside the Human Resources Office.
Current policy statements for faculty/staff tuition grants follow.
- Employees are eligible to receive a waiver of UT tuition not to exceed eight (8) credit hours per fall and spring semesters and eight (8) credit hours for Intersession, Summer I, and Summer II combined on a space available basis. Space availability is determined as of the first meeting of the class. A grant may not exceed 24 credit hours per calendar year.
- Eligible dependents of employees with five (5) years service or less at UT are entitled to 75% reduction in UT tuition for undergraduate and graduate credit‐bearing courses. Full‐time is defined as up to a maximum of 18 semester hours. Part‐time students are admitted to courses on a space available basis, with the availability determined as of the first meeting of the class. Full‐time dependents are exempt from the space availability determination
- Eligible dependents of employees with more than five (5) years of service are entitled to a 100% grant covering full‐time UT tuition. Full‐time is defined as up to a maximum of 18 semester hours. Part‐time students are admitted to courses on a space available basis, with the availability determined as of the first meeting of the class. Full‐time dependents are exempt from the space availability determination.
The faculty/staff tuition grant will cover tuition costs only. Books, room, board, general fees, and other fees or charges are the responsibility of the student or the employee. For those students with financial need, the staff of the Financial Aid Office will be available to evaluate eligibility for appropriate sources of aid.
Eligible dependents receiving grant assistance for full‐time study should apply for state and federal assistance by completing the Free Application for Federal Students Assistance (FAFSA) after January 1 for the next academic year. Forms are available from the Financial Aid Office.
The faculty/staff tuition grant may be reduced by the amount of merit scholarships and/or need‐based grants. Students may not receive aid from any source that in combination with a faculty/staff tuition grant exceeds UT’s actual tuition and fee charges, unless they demonstrate need (as defined by Federal Methodology) over and above UT’s tuition and fee charges. The faculty/staff tuition grant supersedes and overrides all other institutional awards.
All full‐time dependents will be required to apply for the Florida Resident Access Grant and to continue to meet all state eligibility requirements (GPA, academic progress, and completion). For both 75% and 100% grant recipients, the actual value of the Access Grant will be deducted for the total faculty/staff tuition grant value. The proceeds from the Florida Access Grant will be used to reduce the institution’s grant liability.
Grant assistance does not apply to private studio lessons, non‐credit courses (including those offered by the School of Continuing Studies), or workshops or travel/study courses and programs.
Grant assistance does not apply to auditing courses. However, Faculty members may give their permission to colleagues who want to informally “sit in” on courses.
Individuals who elect to take a number of courses in any given term that exceeds the maximum benefit will be charged for the excess hours at the established rate.
In order to receive and retain a faculty/staff tuition grant, the recipient must maintain the standard of academic quality established by the University.
Tuition benefits in effect at the time of a faculty member's death continue to apply to all surviving dependents eligible for these benefits who wish to make use of them in the future.
I. National Tuition Exchange Program
Dependents of faculty members with more than five (5) years of service are eligible to exchange their UT faculty/staff tuition grant for a scholarship in one of the participating schools within the National Tuition Exchange Program. Scholarships may be to pursue undergraduate education, graduate school, or study abroad at one of the 380 institutions of higher education that belong to Tuition Exchange.
For more information concerning this tuition benefit or specific procedures to be followed when applying for a grant, please contact the Office of Human Resources.
J. Parking Privileges and Regulations
Parking for faculty members in designated areas on the campus is free of charge.
Faculty members who park a vehicle on campus property must register at the Campus Safety and Security Office. At the time of registration they will be given an identifying hangtag for the vehicle, a copy of the parking and traffic policy, and a campus map designating areas where faculty parking is permitted.
K. Access to Other University Facilities and Services
- The Library
All members of the University community have library privileges. In addition to the books, audio‐visual materials, magazines, and other media, faculty members have access to study rooms, equipment, and reference and inter‐library loan assistance.
- The Vaughn Center
Several services are available in the Vaughn Center, including campus dining, Campus Store (Barnes and Noble), an ATM machine, a convenience store, the Reeves Theatre, meeting rooms, a computer lab, and Catering Services. Also located in the Vaughn Center are the Offices of Student Activities, Residence Life, Judicial Affairs, Student Government, Dining Services, P.E.A.C.E. (volunteer center), Greek Life, and student publications.
- The Stadium Center
A second group of dining facilities is located in the Stadium Center, adjacent to the athletic fields and Jaeb Computer Center.
- The Campus Store (Barnes and Noble)
A faculty discount is available from the Campus Store on designated items upon presentation of a UT identification card.
- The Post Office
The University operates a United States Post Office on the first floor of Plant Hall. This facility can accommodate the same needs as any other postal location.
- Check Cashing
Full‐time employees may cash personal checks for up to $50.00 at the Cashier's Office between 9:00 a.m. and 3:00 p.m. Monday ‐ Friday with a UT identification card. No payroll checks or two‐party checks will be cashed. If checks are not honored by the bank two times, check cashing privileges will be revoked.
- Automatic Deposit of Paychecks
Automatic deposit of faculty members’ paychecks is available. Information can be obtained through the Office of Financial Management.
- Athletics Facilities
When student usage is not scheduled, faculty have access to various athletic facilities, including an outdoor swimming pool, a gymnasium, and tennis courts. Student use will take priority over usage by other University community members. There are also some restrictions regarding family and guests.
A UT identification card will allow a faculty member and his/her family or one guest to be admitted to all home athletic events. Tournaments and exhibition games are excluded.
- McNiff Fitness Center
The McNiff Fitness Center is available to faculty for a membership fee of $50.00 per academic year. The Fitness Center is typically open seven days per week and offers up‐to‐date exercise equipment.
- Campus Safety and Security
The University retains a security force to monitor the campus. . Security officers are authorized to hold violators but do not have arrest powers.
Faculty members who work late hours may contact campus security for an escort to their cars. In case of an emergency, faculty members may contact security at x3333 or 253‐5133.
- Cultural Events
Notices of activities are published in a monthly calendar of events. They also appear in The Insighter, a newsletter published by the Public Information Office during the academic year. Free tickets are available for many of these events.
- Credit Union
Full‐time faculty members and their dependents are eligible for membership in the Suncoast Schools Federal Credit Union. Members receive the benefit of low‐cost personal loans, automobile financing, and other loans, as well as interest‐bearing savings and checking accounts.
- Health Services
Through a contracted organization, The University provides specific medical services in a professionally staffed student health center. Because faculty members receive health insurance as a part of their benefits package, their use of the health center is limited to emergencies. Basic immunization services are available to faculty on a fee‐for service basis.