Academic Ranks, Titles, Perquisites--Section A
Administrative Explanations and Procedures

ACADEMIC TITLES
Faculty/Lecturer
Use of Faculty Titles.
Librarian
Multiple Titles
Part-time Faculty/Lecturers
Visiting Faculty/Lecturers.
Title and Rank Code Table
Adjunct Faculty/Lecturers.
Clinical Ranks
Research Ranks
Research Associates/Postdoctoral Fellows
Visiting Scholars/Scientists
Emeritus Title
Retirement.
Perquisites of Retirees.

BENEFITS PROGRAM
Benefit Plan Changes
Life Insurance
Health Care Coverage
Other Insurance
Tax Savings and Deferrals
Retirement Programs
Early Retirement Programs
Cashability
University Long-term Disability
Voluntary Long-term Disability
Liability Insurance
Employee Assistance Services Plan
Fee Courtesy
Vacation Policy
Holidays

ACCESS TO EMPLOYEE RECORDS
ID CARDS
BENEFIT TABLE

Documents
Explanations and procedures in this section are based on the following official documents located at the end of this Section.

Academic Appointments (Ranks & Titles) DOCUMENT A-I
Policy on Pt-time Faculty, Lecturers, and Professional Librarians DOCUMENT A-II
Research Ranks DOCUMENT A-III
Project Tenure DOCUMENT A-IV
Retirement Age DOCUMENT A-V
Retirement of the President, Deans and Heads of Departments DOCUMENT A VI
Retirement Policy for Library Officers DOCUMENT A-VII
Status & Privileges of Retirees DOCUMENT A-VIII
Fringe Benefits DOCUMENT A-IX
Retirement Programs DOCUMENT A-X
18-20 Plan (Early Retirement Program) DOCUMENT A-XI
Long-Term Disability Income Plan DOCUMENT A-XII
Fee Courtesy-Employee & Spouse DOCUMENT A-XIII
Fee Courtesy-Dependent Children DOCUMENT A-XIV
Vacation Policy for Academic Appointees DOCUMENT A-XV
Access to Records Policy DOCUMENT A-XVI
Use of Faculty Titles DOCUMENT A-XVII
Fringe Benefit Changes DOCUMENT A-XVIII
IUSERP (Supplemental Early Retirement Program) DOCUMENT A-XIX
Cashability DOCUMENT A-XX
Part-Time Research Rank Appointees DOCUMENT A-XXI
Transferability DOCUMENT A-XXII
Adoption of 18/20 Financing Plan DOCUMENT XXIII
Faculty Appointment Classification DOCUMENT A-XXIV
Bloomington Campus Policies for Lecturer and Clinical Appointments DOCUMENT A-XXV
Domestic Partner Benefits DOCUMENT A-XXVI
Retirement Age and Retirement Policy for Executives, High Policymaker, and Administrative Officers DOCUMENT A-XXVI

Academic Ranks, Titles, Perquisites--Section A
Indiana University - Bloomington

ACADEMIC TITLES

The Dean of the Faculties Office is the administrative office of the Bloomington Campus responsible for all matters pertaining to persons holding academic rank and title. A listing of the academic ranks and titles which may be used in the Indiana University system is contained in two documents, one approved by the University Faculty Council on March 11, 1978, and the second approved by the Trustees of Indiana University on February 7, 1981. (See DOCUMENT A-I.)

Academic ranks and titles are assigned to individuals directly involved in carrying out the academic mission of Indiana University. In addition to the titles set out in DOCUMENT A-I, one additional title, Teacher, is employed for persons involved in instruction at pre-University level. (Academic titles for graduate students are discussed in Section C of this guide.)

FACULTY/LECTURER TITLES

The appropriate title for faculty positions is governed by the credentials of the appointee measured against the Faculty Council criteria for promotions (see DOCUMENT E-VII) and is agreed upon by the appointing unit, the School Dean, and the Dean of the Faculties. Only tenure-line positions may be filled using faculty (Instructor, Assistant Professor, Associate Professor, Professor), or lecturer titles. Full-time service in faculty rank counts in reckoning eligibility for sabbatical leave and the end of a tenure probationary period. (See also Section B-convertible lecturers.)

In 1990-91 the Bloomington Faculty Council considered the advisability of creating non-tenure-track faculty appointments. The Council took action in January, 1991, reaffirming that no changes in faculty status could occur without BFC approval, and expressing a commitment to review the status of teaching in the University. The subsequent review resulted in modifications to statements on teaching criteria (see Section E) but not in creation of non-tenure-track faculty status. (See DOCUMENT A-XVII.)

LIBRARIAN TITLES

Use of the professional librarian titles (Affiliate Librarian, Assistant Librarian, Associate Librarian, Librarian) is governed by the criteria for librarian promotions and must be approved by the Dean of University Libraries. (See DOCUMENT E-VIII.) Professional librarian titles are used only on tenure-line positions. Full-time service in these ranks counts in reckoning eligibility for sabbatical leave and the end of a probationary period.

OTHER TITLE APPROVAL

Choice of appropriate titles for all other academic positions is proposed by the unit and the School Dean and reviewed by the office of the Dean of the Faculties at the time a new or vacated position is to be advertised. A listing of available academic titles and rank codes appears on the following page.

MULTIPLE TITLES

In the case of persons with two titles, only one rank code is assigned. For faculty-administrators, the administrative title is reflected in the third digit of the IRXX rank code; for other titles, the first two letters identify the primary responsibility. All personnel matters relating to academic rank codes are administered by the office of the Dean of the Faculties rather than by Human Resources Management; personnel records of PAXX or PBXX appointments are handled by Human Resources Management.

PART-TIME FACULTY AND LECTURERS

Two types of appointments typically are used for part-time faculty or lecturer appointees; non-limited (automatically renewing) and limited. For persons with a non-limited part-time appointment, the appointment continues automatically until the administrator initiates action to end the appointment. In such cases, it is recommended that the person be given at least a calendar year's notice that the appointment will expire. For individuals with limited part-time appointments, the administrator must initiate action to continue the appointment. Both types of part-time appointees are eligible for promotion through the same channels as full-time faculty. Without special written agreements to the contrary, time in such status does not count toward tenure or toward eligibility for sabbatical leave.

PART-TIME RANK CODES

Whenever the first title (primary responsibility) is that of a faculty member or lecturer, the primary activities should be those normally associated with such titles, usually including a significant amount of teaching as well as research and service. In those cases where the first title is not appropriately part-time faculty or lecturer, the rank code must be other than IR01-5. If a reasonable case exists for a secondary title as a part-time faculty member or lecturer, use the rank code appropriate to the primary title. Fringe benefit determination, the case of a 1.00 FTE appointment, is made in accordance with the assigned rank code corresponding to the primary title.

PART-TIME POLICY

The Bloomington administration and the Bloomington Faculty Council have approved for this campus policy for part-time faculty, lecturers, and librarians. (See DOCUMENT A-II.) The Bloomington part-time policy has, however, no formal approval from the University Faculty Council or the Trustees of Indiana University; at the present time there is no provision for part-time faculty or librarian tenure at Indiana University.

VISITING FACULTY AND LECTURERS

As with all other academic appointments, the unit recommends appropriate visiting titles, and the proposal is reviewed by the Dean of the School and the Dean of the Faculties in light of the appointee's credentials and the Faculty Council's criteria for promotion. (See DOCUMENT E-VII.) Visiting appointments are on a yearly basis and can be renewed for no more than a second year. (See DOCUMENT A-I.) In fairness to the individual and to the unit, should an appointment beyond two years be desired, the individual is to be considered, along with other candidates, for any regular non-visiting vacancies which may occur in the unit.

ACADEMIC TITLES AND RANK CODES

Instructional Staff . . . . . Rank Code
Faculty
Special Professorship . . . . . IR00
Professor . . . . . IR01
Associate Professor . . . . . IR02
Assistant Professor . . . . . IR03
Instructor . . . . . IR04
Part-time . . . . . IRP-
Visiting . . . . . IRV-
Adjunct . . . . . IRA-
Clinical . . . . . IRM-
Emeritus . . . . . IRE-

Faculty with Administrative Title
President . . . . . IRK-
Vice President . . . . . IRQ-
Associate Vice President . . . . . IRS-
Assistant Vice President . . . . . IRR-
Chancellor . . . . . IRC-
Vice Chancellor . . . . . IRD-
Associate Vice Chancellor . . . . . IRG-
Assistant Vice Chancellor . . . . . IRH-
Dean . . . . . IR1-
Associate Dean . . . . . IR2-
Assistant Dean . . . . . IR3-
Chairperson . . . . . IR4-
Director . . . . . IR5-
Acting 1-5 . . . . . IR6-

Other
Lecturer . . . . . IR05
Teacher . . . . . IR92

Non-Instructional Staff
Librarians
Librarian . . . . . LI01
Associate Librarian . . . . . LI02
Assistant Librarian . . . . . LI03
Affiliate Librarian . . . . . LI04
Librarian, Part-time. . . . .LIP- Visiting . . . . . LIV-
Adjunct . . . . . LIA-
Emeritus . . . . . LIE-

Research
Senior Scholar/Scientist . . . . . IR95
Associate Scholar/Scientist . . . . . IR96
Assistant Scholar/Scientist . . . . . IR97
Research Associate . . . . . IR93
Postdoctoral Fellow . . . . . IR98

Other
Associate to the Chancellor . . . . . IRAC
Other Academic (title determined by function) . . . . . PC--
Counselor . . . . . PC--
Health Center Physician . . . . . MD00
Residents & Interns . . . . . RI00

Students
Instructional
Associate Instructor . . . . . IR81
Non-Instructional
Research Assistant . . . . . AA88
Graduate Assistant . . . . . AA82
Faculty Assistant . . . . . AA81
Student Counselor (student) . . . . . AA83

ADJUNCT FACULTY AND LECTURERS

The adjunct title on the Bloomington Campus is used for an individual whose primary employment is outside the appointing department or outside the University system, e.g., practicing lawyer, judge, state or city librarian, doctor, accountant, psychologist, etc., and whose contribution to Indiana University, usually on a part-time basis, emanates from her/his professional expertise or status. The adjunct title may also be used for IU faculty from other departments who do not formally teach the unit's courses, but make contributions in other ways. Appointments may be with or without compensation.

CLINICAL RANKS

The prefix "Clinical" is used for appointees with the rank of Lecturer through Professor who may be appointed as full-time salaried, part-time salaried, or volunteer members in positions where their primary duties are teaching students and residents/fellows and providing professional service in the clinical setting. Full-time clinical rank faculty may be involved in research which derives from their primary assignment in clinical teaching and professional service; however, continued appointment and advancement in rank must be based on performance in teaching and service, and promotion in rank must go through normal campus procedures. (See Document A-I.) Part-time and volunteer clinical rank faculty are covered by other provisions governing part-time academic appointments. (See Document A-II.)

RESEARCH RANKS

To enhance its competitive recruitment situation for doctoral level researchers, Indiana University in 1981 instituted a three-tier system of Research Ranks. The complete policy statement is included in DOCUMENT A-III. For those researchers who typically hold the terminal degree and postdoctoral experience (or its equivalent), who are appointed to research positions with no instructional responsibilities, and who qualify under the criteria of this policy, appointments are made under the following rank and titles codes:

Sciences . . . . . . . . . . . . . . . Arts and Humanities

IR97 . . . . . Assistant Scientist . . . . . Assistant Scholar
IR96 . . . . . Associate Scientist . . . . . Associate Scholar
IR95 . . . . . Senior Scientist . . . . . . . .Senior Scholar

RESEARCH POSITION CREATION

Recommendations from department chairpersons or institute directors for creation of a research rank position are reviewed and acted on by the school dean and the Dean of the Faculties. The appropriateness of the use of these ranks may be discussed with the Dean of the Faculties. Appointments at the rank of Assistant Scientist/Scholar normally are for one year, renewable contingent on evaluative review and funding. Associate and Senior Scientists/Scholars may be appointed for longer periods, dependent upon the nature of the assigned research mission, the individual's responsibilities, and funding prospects.

RESEARCH PROMOTION

While holders of research ranks are not eligible for sabbatical leaves or tenure-track/tenured status (except as successful applicants for faculty tenure-line positions), they are, as are faculty, eligible for promotion in rank, for voting in and for election to the Faculty Council, and participation in the IU Retirement Plan. They will not have teaching duties except on a released-time basis and with the award of a part-time faculty title.

RESEARCH ASSOCIATES & POSTDOCS

The titles and rank codes available for non-student appointments to positions wholly involved in research for individuals who do not qualify for the three research ranks set forth above are Research Associate/IR93 and Postdoctoral Fellow/IR98. The title Postdoctoral Fellow is reserved for the temporary employment (1-3 years normally) of persons who hold the doctorate and are seeking research experience in preparation for pursuing a career in academe or elsewhere. In contrast, the Research Associate title may be a continuing one (dependent on evaluative reviews and funding) for individuals who will be employed under the supervision of a faculty member or holder of a research rank. The appropriateness of these titles in specific cases should be discussed with the Dean of the Faculties.

VISITING SCHOLARS & SCIENTISTS
Short-term appointments of more senior visitors, with or without salary, in a research/creative activity capacity are made under titles such as Visiting Scholar, Visiting Scientist, Visiting Artist, etc., using the IR93 rank code. The credentials of those appointees normally include the terminal degree or its equivalent and stature within the profession or discipline appropriate to an appointment on the Bloomington Campus. Visitors who come to interact with departmental faculty in connection with their own research project, e.g., during a sabbatical or other leave, may be accorded such a visiting title. The credentials of proposed visitors will be reviewed by the Dean of the Faculties.

EMERITUS TITLE

On the Bloomington Campus the Emeritus title is granted to retirees upon recommendations of the department, school, and campus administration and upon approval by the Trustees of Indiana University,

RETIREMENT AGE

In 1937 the Trustees of Indiana University established a mandatory retirement age of 70 for all employees covered by the University's Retirement Plan. Federal law effective 1/1/94 eliminates a mandatory retirement age. While faculty and librarians must retire from administrative duties at age 65 (see DOCUMENTS A-VI and A-VII) they may continue with professorial and librarian duties. IU Retirement Plan participants between the ages of 64 and 70 and who were appointed prior to 1/1/89 may apply for "early retirement" under the University's "18-20 Plan." The plan is available to qualifying participants who have completed at least 18 years of participation in Retirement Plan 15 and 20 years of appointed full-time service at Indiana University (DOCUMENT A-XI).

OCCASION OF RETIREMENT

A campus committee is appointed each year to plan a dinner for retiring members of the faculty and retiring librarians, at which time recognition is given not only to those who are retiring but also to retirees generally. Acknowledgment of accomplishments in research, teaching, and services made for each new retiree at the dinner. Indiana University, Bloomington, provides to its retired faculty and librarians privileges and perquisites in recognition of their years of service to the University. This practice should facilitate the scholarly activities and participation of those emeriti who wish to remain active in the life of the campus. The faculty and administration of the Bloomington Campus endeavor to maintain policies and practices that are responsive to the needs of retirees.

STATUS OF RETIREES

The privileges and perquisites for retirees set forth below (based on Bloomington Faculty Council recommendations contained in DOCUMENT A-VIII) are reviewed periodically by the Bloomington Faculty Council in consultation with representatives of the emeriti and the Dean of the Faculties.

BENEFITS

Statements describing health care coverage plans, the life insurance plan, the retirement plan, and other benefits are included in DOCUMENT A-IX. These statements are based on actions of the Trustees of Indiana University as of January 1, 1995. A summary of the value of benefits for a recent year appears in Section B of this guide. One can contact the office of the Dean of the Faculties or the University Benefits Office for current benefits information.

PRIVILEGES & PERQUISITES FOR RETIRED FACULTY & LIBRARIANS
PART A

LISTING

1. Mailing Lists: Upon retirement retirees will be asked by the office of the Dean of the Faculties whether they prefer to remain on the regular faculty mailing lists. Those who retain a campus address may be kept on the regular lists.

2. University Publications.
a. Retired faculty members and librarians are listed in the electronic Indiana University Register.

b. Retired faculty members and librarians who remain active in academic programs shall be listed in Indiana University bulletins of under graduate and graduate programs under the appropriate college and departmental listings.

c. As appropriate, and in consultation with emeriti, they may be listed in promotional literature and other publications of the University.

PART B

PARTICIPATION

Retired faculty members and librarians shall be encouraged to participate in the life of the University.

PART C

USE OF A UNIVERSITY OFFICE, LABORATORY, OR STUDIO SPACE

a. All retired faculty and librarians who plan to continue or resume full-time academic work on campus will be entitled to office, laboratory, or studio space using the same standards as for the faculty and librarians generally.

b. All retired faculty and librarians, who plan to be less than fully active in their research and/or teaching will be entitled to regular office, laboratory, or studio space only if available. If private office, laboratory, or studio space is not available, they will be entitled to appropriate common space to be shared with other retirees. Such common space will be designed so as to be suitable for the activities of these retirees and will offer appropriate support services and amenities including security of materials and privacy when using the facility. These common spaces will be decentralized throughout the campus to allow retirees convenient access to their departments or other facilities important to their research and creative activity and/or teaching. Opening in the fall of 2003, the Emeriti House at 1015 East Atwater will offer additional work stations and clerical support for Emeriti.

c. In order to continue to qualify for private office, laboratory, or studio space, retirees will be required to submit annual reports of their activities and to reapply for such space every two years.

d. Upon returning to full-time academic work, the retiree is eligible to apply for office, laboratory, or studio space: this also applies to faculty who retire and leave Bloomington for a period of time and then return to IU Bloomington.

2. The following procedure shall pertain to the assignment of regular office, laboratory, or studio space:

a. The departmental chairperson is directed to consult (as soon as possible) with a prospective retiree when the chairperson receives notification of his or her decision to retire in order to ascertain the needs of the retiree for office, laboratory, or studio space and to determine whether the retiree plans to continue to be active in research and creative activity and/or teaching. Unit heads shall notify the Office of Space Management when retirees qualify for private or common space.

b. Unless special circumstances arise, all retirees are entitled to remain in their present offices, laboratories, or studios for 60 days after retirement to allow them to sort through papers and files and to make arrangements for their removal.

c. If it is impossible for retirees who plan to be fully active in their research and creative activity and/or teaching to remain their offices/laboratories/studios used before retirement, the chair will undertake to provide an alternative office, laboratory, or studio in or near the departmental location after due recognition of the special needs of the teaching faculty to be housed near the center of departmental activity.

d. If office, laboratory, or studio space assigned to the department is not available, the chair will request a space allocation from the Office of Space Management, and it shall be the responsibility of the Dean of Faculties with the help of the Director of Space Management to try to arrange for suitable office, laboratory, or studio space elsewhere on campus. In locating such office, laboratory, or studio space, every effort should be made to house the retiree as near his or her home department as possible.

3. With the advent of Responsibility Centered Management, it will be the responsibility of the Vice President, Bloomington, to absorb the charges for all retiree office, laboratory, or studio space from an account so designated and funded.

4. Because of the expected increase in the number of retirees, they have a special obligation to return office space within 60 days if they do not plan to use it as anticipated, or if the use is interrupted for a continuous period of four months during the academic year.

5. Any unresolved complaint from a retiree about office, laboratory, or studio space shall be referred to the Retiree Office/Laboratory/Studio Allocation Committee for mediation and, if necessary, recommendation to the Dean of the Faculties. The Retiree Office/Laboratory/Studio Allocation Committee shall be composed of three members appointed by the Bloomington Faculty Council and four retirees who shall be elected by the faculty and librarian members of the Indiana University Annuitants Association. The Governors of the Indiana University Annuitants Association shall be responsible for the conduct of the election of the retiree members.

6. The Retiree Office/Laboratory/Studio Allocation Committee shall report annually on the operation of these procedures to the Bloomington Faculty Council.

PART D

LIBRARY

The same rules governing use of library carrels and other library facilities and regular faculty and librarians shall apply to retired faculty and librarians.

PART E

SPECIAL BENEFITS

With an ID card the following benefits shall be extended to retired faculty and librarians and their spouses as well as spouses of deceased faculty:

BENEFIT PLAN CHANGES

In April, 1992, the BFC, in reaction to suggestions from the administration that a flexible benefits plan should be developed, passed a resolution to the Trustees that the faculty should be consulted before any move is taken that would have such tremendous impact.

The Council also expressed opposition to a policy of shifting compensation from benefits to salary. The UFC expressed similar concerns in 1992, citing especially retirement plan changes. (See DOCUMENT A-XVIII.)

LIFE INSURANCE

The University provides, and covers the full cost of, life insurance for full-time academic appointees on at least an academic-year (or 9 month) appointment. The amount of coverage is twice the budgeted base salary rate to a maximum of $50,000 until age 65, whereupon coverage is reduced to 1.3 times the salary rate to a maximum of $32,500. The Life Insurance coverage also includes payments in the case of permanent disability prior to age 60 based on the face of the policy up to a limit of $20,000 over a 5-year period. See Section F for coverage provisions during periods on leave from the University. Upon termination from a University appointment, a 31-day period of coverage is provided for conversion to an individual policy. Premiums are paid by the individual based on attained age. Application for such conversion must be made within 31 days after termination. The conversion period starts from the official date of termination--often the end of an academic year or the end of the summer. Insured academic-year appointees whose regular appointments terminate at the end of the academic year but who are then given appointments in the following summer session may continue membership in the plan during the summer session provided they pay their share of the premium through their campus Human Resources Office. When a covered employee is terminated, group coverage may be converted to individual coverage with the same insurance and without evidence of insurability.

A supplemental life insurance plan is available for full-time employees to purchase additional life insurance coverage at the employee's expense.

HEALTH CARE COVERAGE

Health care coverage is available to full-time appointees on at least academic-year (or 9 month) appointments. The cost is shared by the University and the appointee in a fixed amount determined periodically. The total cost changes annually and is announced each year by the University Benefits Office. Federal law (COBRA) allows employees or their dependents to continue in the group health care insurance plan, for specified periods, upon termination of employment, divorce, death, or dependent children reaching the cut-off age. (See DOCUMENT A-IX.)

Alternative plans for full-time employees are continually under discussion. In 1993 the UFC approved the creation of a commission on Health Care to focus on health care issues (DOCUMENT A-XVIII).

OTHER INSURANCE

Worker's Compensation Insurance, Federal Social Security, and Unemployment Insurance are discussed in DOCUMENT A-IX; the IU Retirement Plan is described in DOCUMENT A-X.

TAX SAVINGS AND DEFERRALS

A Tax Saver Benefit Plan, available to full-time employees, permits exemption from taxation of certain insurance premiums and health and dependent care expenses. A variety of options for tax deferred annuities is available. There is also a Pre-Tax Commuting Expense Plan. These plans are elaborated on in DOCUMENT A-IX.

RETIREMENT PROGRAMS
One of five retirement programs is available to full-time and part-time academic professional employees, depending on the type of appointment, beginning date of appointment and percent of time employed.

Basically, eligibilities for the program are:

Plan 15. Full-time employees (faculty, librarians, research rank appointees, clinical rank appointees, university physicians, or professionals) grade 16 and above hired before 1/1/89.

Plan 12. Full-time employees grade 16 and above hired between 1/1/89 and 6/30/99.

Plan 11. 25. All professional academic and staff employees grade 15 and below and other academic and professional staff with 50% FTE for 12-pay status, 60% FTE for 10-pay status, or 65% FTE for 9-pay status hired before 7/1/99, as well as those who began prior to 7/1/89, who were enrolled in PERF, and who chose not to remain in PERF.

Plan 10. All academic and professional staff employees appointed to positions of at least 50% or more hired after 6/30/99.

PERF Plan. Those not eligible for Plans 15, 12, 11.25, or 10, or those who were enrolled in PERF prior to 7/1/89 and chose to remain in PERF.

Further elaboration on the various plans and information about remuneration profiles and eligibility or benefits may be obtained from Human Resources Management.

EARLY RETIREMENT PROGRAMS

Two early retirement programs are available for certain participants in the IU Retirement Plans. The 18-20 Plan (DOCUMENT A-XI) is available to Plan 15 participants; the Supplemental Early Retirement Plan (DOCUMENT A XIX) is available to Plan 12 participants hired prior to July 1, 1999. Administrators of academic units seeking information about the availability or applicability of the 18-20 Plan for individual academic appointees should consult with the Dean of the Faculties or the University Benefits Office.

CASHABILITY

Qualifying participants in the IU Retirement Plan may upon separation or retirement elect to receive accumulations in cash, providing a "hold harmless" agreement is signed and other specified requirements are met. (DOCUMENT A-XX).

UNIVERSITY INCOME CONTINUATION PLAN

The University's Income Continuation Plan for certain Plan 12 and Plan 15 participants1 includes a provision for monthly benefits during a long-term disability. The monthly income benefit under this plan shall be 60% of covered monthly salary, except that the benefit shall be reduced by (1) the amount of excess by which the sum of the montly benefit and the primary monthly Social Security disability income benefit exceeds 70% of covered monthly salary; (2) the single life annuity then available from the IU Retirement Plan from standard premiums paid during IU employment assuming that all such premiums were invested in the TIAA Traditional Annuity option; and (3) any monthly disability benefit available under Workers' Compensation, occupational disease or similar law. Coverage is subject to a length-of-service requirement. Monthly income begins after the disability has continued for six consecutive months (DOCUMENT A-XII).

VOLUNTARY LONG-TERM DISABILITY

All full-time appointed employees are eligible to participate in the Voluntary Long-Term Disability Program, a program funded by the employee. The program offers payroll deduction group rates based on age, salary, and plan selected. New employees may enroll within 60 days without proof of insurability, but after the 60 day period expires the applicant must be in good health to qualify. After meeting the waiting period for the plan selected, the disability income benefit payable is 60 percent of budgeted salary with $10,000 maximum benefit per month, ; the income benefit will be reduced by any disability payments from Social Security or employer sponsored pension plans. The Long-Term Disability Plan also includes an optional level of benefits that provides for additional retirement annuity accumulations (as well as income benefits) and is not limited by a cap. Details are available from Human Resources Management and the University Benefits Office website at http://www.indiana.edu/~uhrs/benefits/.

LIABILITY INSURANCE

The University maintains liability insurance to provide financial protection for itself and for members of its faculty and non-medical staff (executive officers, trustees or employees while acting within the scope of their duties as such) from claims alleging bodily injury, property damage, or personal injury. Coverage includes the cost of providing legal services to defend the University and its faculty and staff, as well as any court-awarded damages or settlements reached, including court costs.

EMPLOYEE ASSISTANCE SERVICES PLAN

IU EAP Services is a confidential supervisory resource which can help supervisors and managers with troubled employees, substance abuse issues, stress-related concerns, transitioning employees back into the workplace, the threat of workplace violence and critical incident debriefing. (Phone 1-888-234-8327, toll-free.)

EMPLOYEE FEE COURTESY

http://www.indiana.edu/~uhrs/pubs/books/feecourt.pdf
http://registrar.indiana.edu/Services/resdncy.html

SPOUSE FEE COURTESY

http://www.indiana.edu/~uhrs/pubs/books/feecourt.pdf
http://registrar.indiana.edu/Services/resdncy.html

DEPENDENT CHILD FEE COURTESY

http://www.indiana.edu/~uhrs/pubs/books/feecourt.pdf
http://registrar.indiana.edu/Services/resdncy.html

VACATION POLICY

A vacation policy for 12-month academic appointees has been approved by the Faculty Council and by the Trustees of Indiana University. (See DOCUMENT A-XV.) Vacations for academic-year appointees are expected to fall in with the academic year calendar, including some portion of the summer. For 12-month academics, the policy provides a one-month vacation each calendar year. This is generally interpreted as 22 working days of vacation. Faculty Council discussion suggests that an appointee should be expected to work a full year before being eligible for the first vacation, and that vacations are encouraged with the purpose of increasing efficiency rather than as a reward for personal service. They are therefore not cumulative. During vacation periods no compensation may be received for other employment; vacations may not be taken back to back; additional compensation cannot be expected in lieu of vacation. In 1967 the Faculty Council and the Trustees of Indiana University acted specifically to permit terminal vacation pay.

Librarians should consult the Bloomington Library Faculty Handbook, which contains the vacation policy for librarians (approved by the BLFC on January 21, 1999).

HOLIDAYS

Official holidays for 12-month academic appointees are: New Year's Day, Martin Luther King Day, Memorial Day, July 4th, Thanksgiving Day, and Christmas Day. (Classes are in session on Labor Day so it is not recognized as a holiday for academic appointees.) Additional time (after Thanksgiving or Christmas) must be taken as vacation days.

ACCESS TO RECORDS

Access to employee records is governed by State law (Indiana Code 5-14-3), commonly referred to as the Access to Public Records Law, and by University policy. (See DOCUMENT A-XVI.)

ID CARDS

Identification cards are provided at no cost to all University employees. Academic appointees may obtain IDs by going to the ID office any weekday between 9:00 am and 4:00 pm. Appointment status will be verified, a picture taken, and a laminated ID card provided.

BENEFIT TABLES

Conditions and perquisites associated with each of the academic titles are shown in the following tables:

BENEFIT SUMMARY TABLES FOR ACADEMIC APPOINTEES 1999-2000

ACADEMIC INSTRUCTIONAL*

Title	Term of Appointment	Termination Notice Due	Retirement Plan**	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
IR00-04 Faculty **** Professor Associate Assistant Instructor (full-time)	Non-Tenured: Initial appt 1-3 years Subsequent, 1 academic year Tenured: Indefinite	Non-Tenured: 1st yr - 3 mo 2nd yr - 6 mo thereafter 12 mo Tenured: Not applicable	Plan 10 if appointed at 50% FTE or greater	Life : ****** ***** Provided by IU (2 X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Non Tenured Eligible in 7th year, given favorable tenure decision Tenured: Eligible for one sabb during each 7 yr period of full-time service	Non-Tenured and Tenured: Eligible to apply	Non Tenured and Tenured: ****** *** 6 wks @ full pay; balance of semester @ half pay	Non Tenured: Tenure decision must be made prior to the end of 6th year of full time service in this status, with tenure effective beginning of 8th year	Non-Tenured: Required Tenured: Required for ranks below Professor
IR05 Lecturer (Full-Time)	1 year or less	in 1st yr - 3 mo in 2nd yr - 6 mo thereafter - 12 mo	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU- (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently converted to faculty rank	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible- time in this rank will not count toward tenure if subsequently converted to faculty rank	Encouraged but not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
******Eligible if appointed at 100% FTE for 9 months or longer.

Title	Term of Appointment	Termination Notice Due	Retirement Plan**	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
IRP1-5 Part-time Faculty and Part-time Lecturers	Normally 1 yr or less	At least 1 pay period prior to end of present appointment is required; notice comparable to that required for faculty is encouraged	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU-(2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible - time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible - time in this rank will not count toward tenure if subsequently converted to faculty rank	Encouraged but not required
IRA1-5 Adjunct Faculty & Lecturers	Normally 1yr or less	At least 1 pay period prior to end of present appointment; notice comparable to that required for faculty is encouraged	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional.(IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible	Not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
****** Eligible if appointed at 100% FTE for 9 months or longer.

Title	Term of Appointment	Termination Notice Due	Retirement Plan **	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
IRV1-5 Visiting Faculty & Lecturers	1 yr or less ( 2 yr max)	At least 1 pay period prior to end of present appointment. Notice comparable to that required for faculty is encouraged.	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional.(IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Not eligible	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible	Not required
IRM1-5 Clinical Ranks	Normally 1 yr or less	At least 1 pay period prior to end of present appointment. Notice comparable to that required for faculty is encouraged.	Plan 10 if appointed at 50% or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible	Not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
****** Eligible if appointed at 100% FTE for 9 months or longer.

Title	Term of Appointment	Termination Notice Due	Retirement Plan**	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
IR95-97 Senior, Associate, Assistant Scientist/ Scholar	As permitted by funding	At least 1 pay period prior to end of present appointment. Notice comparable to that required of faculty is encouraged.	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible- time in this rank will not count toward tenure is subsequently obtains a faculty appointment	Encouraged but not required
IR93 Research Associate	1 year or less	At least 1 pay period prior to end of present appointment. Notice comparable to that required of faculty is encouraged.	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible- time in this rank will not count toward tenure if subsequently obtains a faculty appointment	Encouraged but not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
****** Eligible if appointed at 100% FTE for 9 months or longer.

Title	Term of Appointment	Termination Notice Due	Retirement Plan**	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
IR98 Postdoctoral Fellow	1 year or less (3 yr maximum)	At least 1 pay period prior to end of present appointment. Notice comparable to that required of faculty is encouraged	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently obtains a faculty appointment	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible- time in this rank will not count toward tenure if subsequently obtains a faculty appointment	Encouraged but not required
MD00 Physician	Normally 1 yr (Indefinite by special arrangement)	At least 1 pay period prior to end of present appointment. Notice comparable to that required of faculty is encouraged	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible- time in this rank will not count toward tenure if subsequently obtains a faculty appointment	Encouraged but not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
****** Eligible if appointed at 100% FTE for 9 months or longer.

Title	Term of Appointment	Termination Notice Due	Retirement Plan**	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
IR92 Teacher	1 yr or less (Indefinite by special arrangement)	At least 1 pay period prior to end of present appointment. Notice comparable to that required of faculty is encouraged	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible	Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible	Encouraged but not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
****** Eligible if appointed at 100% FTE for 9 months or longer.

Title	Term of Appointment	Termination Notice Due	Retirement Plan**	Insurance Programs	Sabbatical Leaves	Leaves Without Pay	Sick Leave Plan	Tenure	Annual Review
LI00-4 Librarians: Librarian Associate Assistant Affiliate (Full-time)	Non-Tenured: Initial: 1 yr Tenured: Indefinite	Non-Tenured: in 1st yr- 3 mo in 2nd yr- 6 mo thereafter- 12 mo Tenured: Not applicable	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical : ****** Optional (IU pays a portion)	Non Tenured: Eligible in 7th year, given favorable tenure decision Tenured: Eligible for 1 during each 7 yr period of full-time service	Non-Tenured and Tenured: Eligible to apply	****** *** 6 wks @ full pay; balance of semester @ half pay	Non Tenured: Tenure decision must be made prior to end of 6th year of full-time service in this status. Effective for 8th year.	Non-Tenured: Required Tenured: Required for ranks below Librarian
LIV1-4 Visiting Librarian	1 yr or less ( 2 yr max)	At least 1 pay period prior to end of present appointment. Notice comparable to that required of faculty is encouraged	Plan 10 if appointed at 50% FTE or greater	Life: ****** ***** Provided by IU (2X salary to $50,000 maximum till age 65) Medical: ****** Optional (IU pays a portion)	Not eligible- time in this rank will not count toward sabbatical if subsequently changed to non-visiting	Not eligible	****** *** 6 wks @ full pay; balance of semester @ half pay	Not eligible	Not required

* All full-time 12-month academic appointees are entitled to a one-month vacation. This is generally interpreted as 22 working days.
** All non-student academic positions, part-time and full-time, are covered under the Federal Social Security Program (FICA).
*** No accumulation of time countable toward sick leave.
**** These policies and practices also apply to faculty members who assume administrative positions.
***** Optional accident insurance and supplemental life insurance plan available at employee's expense.
****** Eligible if appointed at 100% FTE for 9 months or longer.

DOCUMENT A-I
ACADEMIC APPOINTMENTS
(Approved: UFC 4/11/78; Trustees 2/7/81, 8/7/84; Amended: UFC 2/10/87; Trustees 3/7/87; UFC 3/26/96)

The Purpose and Use of Academic Ranks

The academic work of Indiana University is done by individuals holding academic appointments in different categories. Each tenured and tenure-probationary faculty member has responsibilities in the areas of teaching, research, and service. Full-time academic appointees holding other ranks generally have responsibilities in some but not all of the three areas. Associate instructors, part-time faculty, and volunteer faculty also play an important role in our academic programs. While all academic appointees make valuable contributions to achieving the mission of the University, the ultimate responsibility for the integrity of the academic programs of the institution and the authority for university faculty governance lies with those who have tenured and tenure-probationary appointments. It is critical to the productive use of resources in our efforts to achieve academic excellence and safeguard the basic nature of the University that the purpose and definition of each type of academic rank be clearly understood and that academic ranks be used appropriately. The chief academic officer and the faculty governance body on each campus will review each year the use of all academic ranks in the academic units on that campus, and each January they will issue a report to the chief academic officer of the University and the University Faculty Council.

[UFC AGENDA COMMITTEE COMMENT: The tenuring process requires that faculty demonstrate their understanding of competency in, and dedication to the University's diverse missions in teaching, research, and service, and tenure allows the faculty member to exercise the independent judgment in academic governance that is critical to the well-being of the institution. Tenure-probationary faculty are appointed with the expectation that they will demonstrate the abilities pertaining to all the University's missions that will qualify them for tenure. Accordingly, it is the tenured and tenure-probationary faculty in whom the University vests the ultimate responsibility for the integrity of its academic programs. The review of the use of academic ranks should include not only the numbers of individuals in each rank in each academic unit and the functions assigned to them, but also other aspects of the use of ranks as directed by the campus chancellor and faculty governance body, such as demographic information, trends over time, and the appropriateness of rank assignments. In the course of analyzing the use of ranks, the inappropriate use of academic ranks is likely to be discovered, and it is expected that some transitional period of adjustment in faculty appointments will be necessary.]

All campuses of the Indiana University system use ranks and titles for full-time academic appointees uniformly. Various ranks and titles for part-time academic appointees are used in ways which are appropriate to the academic missions and programs of the campuses and in ways which are traditional throughout academia.

No regular academic rank or title may be conferred in connection with an administrative appointment unless that appointment is identified with an existing unit and the regular procedures for the conferral of academic rank and title are followed.

Appointees to deanships and other administrative positions at Indiana University retain academic titles held at Indiana University at the time of their appointment to administrative office, unless otherwise specifically stipulated.

Tenured or Tenure-Probationary Appointments

Faculty

Full-time faculty are appointed in the ranks of Professor, Associate Professor, Assistant Professor, and Instructor and in several distinguished ranks. The rank of the initial appointment is determined by such factors as teaching, research, other relevant experience, public service, and degrees held.

Librarians

Full-time librarians are appointed in ranks analogous to and modeled on faculty ranks. These are: Librarian, Associate Librarian, Assistant Librarian, and Affiliate Librarian. The status of librarians holding titles under this rank system is closely analogous to that of full-time faculty. The rank of initial appointment is determined by such factors as professional activities, experience, and degrees held.

Non-Tenured, Non-Probationary Instructional Appointments

The following system of ranks may be employed for other instructional staff. Individuals holding these titles are not on the tenure track except where noted.

Emeritus

The Emeritus title may be conferred upon a retired faculty member or librarian if recommended by the unit and appropriate administrators and approved by the Trustees of Indiana University. The term "Emeritus" follows the designation of rank. The Emeritus faculty member has some of the rights and privileges of regular faculty members. See campus-specific documents for specific procedure.

Visiting Appointees

The term "visiting" is used in instances where an individual faculty member, librarian or lecturer, is (1) on leave from another place of employment, (2) employed on a temporary basis, or (3) being considered for a permanent position or is considering acceptance of a permanent position. These appointments may be on a full-time or part-time basis. Although an individual may be reappointed as a visiting appointee, the title is not be to used for more than two successive years. The visiting appointee is normally appointed at a rank which would have been given were that individual being considered for the full-time tenured or tenure-probationary appointment--but at a rank not higher than that held by the individual at his/her home institution. All changes from a visiting to a tenured or tenure-probationary appointment follow the customary university procedures.

The visiting appointee does not enjoy all of the rights and privileges of full-time appointees--such as voting rights; eligibility for Faculty Council membership; sabbatical leaves; and access to research, travel, or other special funds reserved for regular, full-time appointees.

The university is not obligated to count service as a visiting appointee as credit toward tenure if the appointment is later changed to a regular appointment, but exceptions may be made in accordance with the procedures used by the university in making regular academic appointments.

Lecturers

This title normally is used in the appointment of a full-time instructional position of an individual who lacks some of the credentials (often the terminal degree) usually expected of a tenured or tenure-probationary faculty member within the unit.

Most lecturer appointments will be converted to faculty appointments upon completion of the terminal degree. Provided that the individual has gone through the procedures expected of a prospective Instructor or Assistant Professor, the initial appointment may specify that conversion to a higher rank will be automatic. Such conversion should occur at the beginning of the semester following completion of all requirements for the terminal degree. Under special circumstances, some Lecturers may remain in this status because of various factors (no expectations of completing the terminal degree, honorific nature of the appointment, etc.).

Lecturers do not normally enjoy all the rights and privileges accorded regular faculty members. Please see campus policies for specific provisions.

Service as a Lecturer is not to be counted as credit toward tenure or sabbatical leave if the individual is subsequently given a tenure-probationary appointment.

Part-time Academic Appointees

The following additional titles are used for part-time academic appointees. Where ranks are included in the title, appointment should be at the rank which would be given were that individual being appointed as a lecturer, faculty member, or librarian. Changes from these appointments to regular faculty or librarian appointments should follow the customary University procedures. Where an individual is employed in these positions on a continuing or recurrent basis, promotion in rank must go through normal University procedures.

These appointees usually do not enjoy all the rights and privileges of full-time faculty or librarians--such as voting rights; eligibility for Faculty Council membership; sabbatical leave; and access to research, travel, and other special funds reserved for regular, full-time appointees.

The University is not obligated to count service in these positions as credit toward tenure if the appointee is later appointed to a full-time appointment. Exceptions may only be made in accordance with the procedures used by the University in making regular academic appointments.

The term "Adjunct" precedes the designation of rank. It is often used to signify that the individual's primary employment is not with the University or is not with the unit giving the adjunct title. It is often a complimentary title and in some cases does not involve a stipend from the University.

The term "Part-time" follows the designation of rank. These appointees devote only part of their time to the duties of a lecturer, faculty member, or librarian. They may also be gainfully employed in other activities, either with the University or elsewhere (or be advanced students teaching more than the normal load of an Associate Instructor).

Research Appointments
(Approved: Trustees 2/7/81, 2/2/93)

Service in these positions does not count as credit toward tenure.

Research Ranks

A three-rank system exists for those full-time and part-time researchers who typically hold the terminal degree and postdoctorate experience (or its equivalent) and who are employed by Indiana University for strictly research responsibilities. It is suggested that the research ranks be given the following rank codes and titles:

IR97 . . . . . Assistant Scientist (or Assistant Scholar)
IR96 . . . . . Associate Scientist (or Associate Scholar)
IR95 . . . . . Senior Scientist (or Senior Scholar)

A separate rank code and title should be used for those individuals with lesser qualifications who are assigned to research jobs which are routine and supervised but call for qualifications and responsibilities greater than those of technicians (rank code TE). In addition persons working at Indiana University as postdoctoral fellows shall be designated as postdoctoral fellows (rank code IR98).

The three-rank system is regarded as a career ladder framework, with appropriate policies and procedures for appointment, annual review, and promotion. The creation of positions within the three-rank system, advertising for qualified candidates, selection and appointment procedures, annual review, promotion, and termination would be under well-defined procedures administered through academic units by the Dean of the Faculties and the Dean for Research and Graduate Development [now Vice President for Research and the University Graduate School] and further subject to the policies, rules, and procedures of the Campus Affirmative Action Plan as administered by the Affirmative Action Officer. Postdoctoral Fellows are eligible to apply for a position in one of the research ranks under certain conditions upon satisfactory completion of the terms of the postdoctorate. Qualified research appointees are eligible to apply for openings in the three-rank system but are not considered automatically for promotion to the beginning rank. The policies and procedures of the University Affirmative Action Plan would apply in determining eligibility for any of the research ranks and for determining eligibility of a person holding a research rank for any other University appointment.

Additional Academic Appointments

The title "Resident" is used for individuals who have completed the academic requirements for the M.D. or D.D.S. degree and wish to further develop the knowledge and skills acquired as a medical or dental student. This period of graduate education extends between one and seven years, depending on the specialty chosen. This training is usually obtained in the university-owned or affiliated hospitals.

The title "Clinical Fellow" is to be used only by the Medical Center for those individuals with doctoral degrees pursuing additional training in a specialized area. No degree is sought or given. Compensation is made in recognition of services performed or the achievement of prescribed objectives during a specified period.

The title "Physician" is used only for medical doctors employed in the Student Health Center.

While the above categories cover most academic appointees, they are not exhaustive. Certain University officers who do not hold faculty ranks and interns in various programs are academic appointees. The above listing seeks simply to identify the major categories of appointees who participate in and help to perform the academic mission of the University.

Student Academic Appointees

Associate Instructor. This title is used for graduate students who are part-time appointees and who engage in activities typical of a teacher. An Associate Instructor is responsible for assigning grades for at least a portion of a course and has direct contact with students. Typical activities include--but are not necessarily limited to--lecturing, tutoring, and laboratory instruction.

Other Student Academic Personnel. Students hold positions as Research Assistants, as Undergraduate Assistants, and as Faculty Assistants. All student appointments are part-time and temporary.

DOCUMENT A-II
POLICY ON PART-TIME FACULTY, LECTURERS, AND PROFESSIONAL LIBRARIANS
(Approved: BFC 4/22/75)
(Not yet approved by University--never implemented)

A. Policy Statement

For some time Indiana University has had a limited number of part-time faculty, lecturers and professional librarians. It now appears to be advantageous to consider part-time appointments on a somewhat more regular although still limited basis. Part-time appointments shall be permitted both for personal reasons and as a means of building distinction and strength in ways that may not be possible on a full- time basis. An important advantage of part-time appointments is that they may facilitate the appointment of more women and minority group scholars. The U.S. Department of Health, Education and Welfare's Office for Civil Rights has suggested that creating more part-time opportunities is an integral part of a good Affirmative Action Plan. The policy which follows does not apply to adjunct and visiting part-time appointments; however, it does apply to adjunct part-time professional librarians who meet the requirements of B.1.b. below.

B. Policy for Regular Part-time Appointments

1. Definitions

a. Indiana University recognizes a variety of part-time appointments applicable to faculty, lecturers and professional librarians: adjunct and visiting appointments may be made on a part-time basis. No policy changes are made for these appointments:

(1) Adjunct part-time appointments: persons whose primary career is outside the University; no fringe benefits; no tenure or sabbatical accrual; often no stipend.

(2) Visiting part-time appointments: The term Visiting is used in instances where an individual is (a) on leave from another place of employment; (b) employed on a temporary basis; or (c) being considered for a permanent position or is considering acceptance of a permanent position. No fringe benefits; not eligible for sabbatical leave.

b. Two types of part-time appointments for faculty, lecturers and professional librarians should be regularized to further affirmative action efforts:

(1) Regular non-tenure-track part-time appointments for faculty, lecturers and professional librarians. These career-oriented individuals are appointed for specific and limited academic tasks. They are not expected to perform the normal range of tenure-track academic responsibilities. (If the definition of the position includes teaching, research [or creative activities] and service, the individual must be appointed to .50 or greater FTE and as a part-time tenure-track faculty member or tenure-track professional librarian. See below.) Appointees to these positions shall be expected to meet academic standards commensurate with the restricted definition of their assignment.

(2) Regular tenure-track part-time appointments for faculty and professional librarians. These individuals are appointed to positions that are similar to tenure-track full-time positions in every way except the amount of time worked. Thus, they are expected to perform in all areas of tenure-track academic responsibility--teaching, research/creative activities and service. They must be appointed at .50 or greater FTE. These individuals occupy slots that are a continuing part of the unit's budget and of its total FTE. Appointees to these positions shall be expected to meet the same academic standards with regard to teaching, research/creative activities and service, as are required of tenure-track full-time appointees. (See C. Additional Policy on Tenure-Track Part-Time Faculty and Professional Librarians, below.)

2. Recruitment and Employment
Applicants for both types of part-time appointments shall be recruited and hired using appropriate academic appointment and affirmative action procedures:

a. It shall be specified by the hiring unit whether the position is tenure-track or non-tenure-track at the time that approval to recruit is requested. The Affirmative Action Officer should be notified when a unit has been authorized to fill any such position.

b. A job description as required by the Indiana University Affirmative Action Plan shall be formulated before active recruitment is actually commenced. If the position is non-tenure-track part-time, the restricted assignment must be specified.

c. Good faith advertising efforts must be made actively to seek qualified minority group and women candidates. This may be accomplished through local, regional or national advertisement, depending on the type of position being filled. The advertisement for the position shall state whether the position is tenure-track or non-tenure-track.

d. The recruiting unit shall submit to the appropriate administrator (Vice President, Chancellor, Vice Chancellor or Dean) and the Campus Affirmative Action Officer the Bloomington Campus Recruitment and Employment Form before scheduling formal interviews. An interview may be scheduled if no objection has been lodged by the appropriate administrator or by the Campus Affirmative Action Officer within three working days of the receipt of the request for an interview.

3. Fringe Benefits
Fringe benefits available to full-time faculty and professional librarians shall be available to all regular part-time faculty and professional librarians who are at .40 FTE or above; those benefits available to full- time lecturers will be available to all part-time lecturers who are at .40 FTE or above. Benefits shall be pro-rated where appropriate.

4. Determination of Full-Time Equivalent (FTE)
Guidelines for determining FTE should be developed by each School and the Libraries and by the Dean of the Faculties. Part-time appointments for regular part-time faculty, lecturers and professional librarians should normally be made at no less than .40 FTE in order that those persons may be eligible for fringe benefits. For those appointments below .40 FTE, there shall be a review of the FTE at the time of appointment and a biennial review of FTE thereafter conducted by the Dean of the Faculties.

5. Conditions of Employment
Policies governing full-time faculty and professional librarians with respect to terms of initial appointment, annual review, promotion, equity review, reappointment and non-reappointment, and the grievance procedures shall apply to part-time tenure-track faculty and professional librarians. Policies governing full-time faculty, lecturers and professional librarians with respect to promotion, equity reviews and grievance procedures shall apply to non-tenure-track part-time faculty, lecturers, and professional librarians.

Unit heads are encouraged to give early notice of non-reappointment to regular non-tenure-rack faculty and professional librarians.

All part-time faculty and professional librarians should be reviewed for promotion. Each School's and the Libraries' Promotion Committee should determine its own guidelines, as allowed by all-university policies. Part-time tenure-track faculty and professional librarians will be held to the same standards of performance as are full-time faculty and professional librarians with, however, appropriate notice taken of the fact that they are on a part-time status. Non-tenure-track part-time faculty, lecturers and professional librarians shall be judged on the basis of their performance of the tasks assigned to them by the terms of their appointments.

Unit heads should advise non-tenure-track part-time appointees of the terms and conditions of their appointments and their rights under this section.

6. Changes in FTE
All part-time faculty, lecturers, and professional librarians may petition their units to initiate a change in FTE. These changes may be temporary or permanent; they require approval of the Dean of the Faculties.

C. Additional Policy on Tenure-Track Part-time Faculty and Professional Librarians

1. Policy Statement
   Tenure-track part-time appointments at the professorial and librarian ranks must be made at a percentage of full-time, not less than .50 FTE, continuing throughout the academic year. (For professional librarians, the appointment at no less than .50 FTE will be based on a l2-month appointment.) The .50 FTE figure was chosen because it is felt that at a lower FTE the individual would not be participating sufficiently in the life of the department to justify the granting of tenure. The individual who holds a .50 or greater FTE position shall be expected to devote that portion of the usual amount of time to teaching, to research/creative activities and to service.
   
2. Tenure Decision
   Tenure decisions for tenure-track part-time faculty and professional librarians shall be made no later than the end of the second semester of the ninth academic year (eighteenth semester of tenure-track service) and shall take effect at the beginning of the eleventh academic year of tenure-track service, thus permitting compliance with the one-year notice requirement for full-time faculty and professional librarians. The same procedures used for tenure decisions for full-time faculty or professional librarians shall apply to tenure-track part-time faculty or professional librarians. Tenure-track part-time faculty and professional librarians shall be held to the same standards of quality for receiving tenure as full-time faculty and professional librarians in the areas of teaching, research/creative activities and service, with appropriate notice taken of the fact that they are part-time.
   
3. Tenure Status
   A tenured part-time faculty member or professional librarian shall have the same rights and obligations and be subject to the same conditions for dismissal as full-time faculty and professional librarians, with the reciprocal obligations of the faculty member or professional librarian and of the University based on a .50 FTE, unless changed by negotiation and by the Dean of the Faculties.
   
4. Sabbatical Leave
   Tenure-track part-time faculty and professional librarians shall be eligible to apply for sabbatical leave to commence in the tenth year of tenure-track service, and thereafter every seventh year. Application procedures are the same as for full-time faculty or professional librarians. Leaves may be requested for a full academic year at half the budgeted salary, or for a half academic year at full budgeted salary. (For professional librarians, the leaves will be based on the calendar year.)

D. Review of Current Part-time Positions and of Current Part-time Faculty, Lecturers and Professional Librarians

1. Determination of Status of Current Part-Time Positions
All faculty, lecturer and professional librarian part-time positions shall be reviewed by the unit to determine their appropriate status. The decisions shall be reviewed by the Dean of the Faculties Office.

All faculty or professional librarian part-time positions at .50 or greater FTE shall be assumed to be tenure-track if they have been continuing budget items for five years or more. Should a unit wish to continue a current non-tenure- track part-time position beyond five years, written justification should be sent to the Dean of the Faculties and approval should be obtained from the Dean of the Faculties Office.

2. Consideration of Current Part-Time Faculty, Lecturers and Professional Librarians

a. Review of FTE: All part-time faculty, lecturers and professional librarians shall be reviewed by their units to determine their appropriate FTE. The unit's determination shall be reviewed by the Dean of the Faculties.

b. Review of Qualifications: All persons in non-tenure-track or tenure-track part-time positions established by this review shall be reviewed by the School's or Libraries' Promotion Committee, which will recommend an appropriate rank. The dossier considered by the Promotion Committee shall be prepared in consultation with the individual. Each decision shall be by the Dean of the Faculties.

Persons in part-time positions designated as tenure-track part-time positions by this review who wish a tenure-track part-time appointment shall be reviewed by the School's or Libraries' Promotion Committee to determine whether they are qualified for tenure-track positions and to recommend the number of years to be credited toward tenure. The final decision about the number of years counted toward Tenure shall be negotiated using the same administrative procedures as are used for full-time faculty and professional librarian appointments.

Persons currently holding these positions who do not wish to be put on the tenure track or who do not meet the standards for a tenure-track position may remain in the positions they now hold as non-tenure faculty, lecturers or professional librarians, with a resultant restriction in job assignment to coincide with the policy on non-tenure-track part-time appointments.

DOCUMENT A-III
RESEARCH RANKS AT INDIANA UNIVERSITY
(Approved: BFC 3/18/80; Trustees 2/7/81)

Background

Indiana University's capacity for serving the scientific community and other clienteles (e.g., industry, education, governmental agencies) depends in part on being able to maintain facilities and organizations which are staffed by stable, well-qualified, cadres of research personnel.

Such facilities as the Cyclotron, the Bureau of Evaluative Studies and Testing, the Workshop in Political Theory and Policy Analysis, and the various research and development operations of SPEA must be able to attract and retain top-flight researchers for non-faculty positions.

Another problem arises from the University's need to define and assure career ladder opportunities to full-time research employees in keeping with affirmative action policies. The l979 report of a subcommittee of the Bloomington Faculty Council Affirmative Action Committee points out that over the last five years various university committees have repeatedly found the university's policies concerning research associates (IR93s) inadequate for recruitment, retention, and the evaluation of salary inequities and have recommended a variety of corrective hierarchy and representation of full-time researchers on policy bodies.

Categories

A three-rank system exists for those full-time researchers1 who typically hold the terminal degree and postdoctorate experience (or its equivalent) and who are employed by Indiana University for strictly research responsibilities. It is suggested that the research ranks be given the following rank codes and titles (the choice of "Scientist" or "Scholar" would be determined by discipline):

IR97 . . . . . Assistant Scientist (or Assistant Scholar)2
IR96 . . . . . Associate Scientist (or Associate Scholar)2
IR95 . . . . . Senior Scientist (or Senior Scholar)2

A separate rank code and title should be used for those individuals with lesser qualifications who are assigned to research jobs which are routine and supervised but call for qualifications and responsibilities greater than those of technicians (rank code TE). In addition persons working at Indiana University as postdoctoral fellows shall be designated as postdoctoral fellows (rank code IR98).

The three-rank system is regarded as a career ladder framework, with appropriate policies and procedures for appointment, annual review, and promotion. The creation of positions within the three-rank system, advertising for qualified candidates, selection and appointment procedures, annual review, promotion, and termination would be under well-defined procedures administered through academic units by the Dean of the Faculties and the Vice President for Research and Dean of the University Graduate School and further subject to the policies, rules, and procedures of the Campus Affirmative Action Plan as administered by the Affirmative Action Officer. Postdoctoral Fellows are eligible to apply for a position in one of the research ranks under certain conditions upon satisfactory completion of the terms of the postdoctorate. Qualified research appointees are eligible to apply for openings in the three-rank system but are not considered automatically for promotion to the beginning rank. The policies and procedures of the University Affirmative Action Plan would apply in determining eligibility for any of the research ranks and for determining eligibility of a person holding a research rank for any other University appointment.

Qualifications for Rank

The qualifications for each of the three research ranks are roughly equivalent to those set forth in the area of research for members of the faculty. Typically a candidate for the rank of Assistant Scientist would have to have completed the terminal degree in his or her discipline and, in some fields, have at least one year of successful postdoctoral research experience. A person at this rank would be fully capable of original, independent research work but would typically work under thedirection of a senior faculty member or an Associate Scientist or a Senior Scientist.

A person at the rank of Associate Scientist would have begun to establish a national reputation through published work and would typically have responsibility for carrying out independently, as principal investigator, projects of his or her own devising. Normally a person should have achieved a minimum of three years of successful research as reflected in published work in refereed sources before attaining or being appointed to the rank of Associate Scientist.

A Senior Scientist would have shown a career of continued growth in scholarship which has brought a national or international reputation as a first-class researcher who has made substantial contributions to his or her discipline.

Promotion

Promotions in rank are considered by following procedures comparable to those for librarians and faculty. Explicit criteria for promotion will be developed by the Dean of the Faculties and the Vice President for Research and Dean of the University Graduate School, with the help of an advisory committee of faculty and current holders of senior research ranks. Promotion dossiers are prepared by the scientist's department or project unit and reviewed by the same review bodies, administrators, and advisory committees at the school and campus levels as those used for faculty. When promotion recommendations are considered by the Bloomington Campus Promotions Advisory Committee, the Dean of the Faculties should augment the committee with two persons holding the rank of Senior Scientist/Senior Scholar.
.

Retirement Plan:

Persons holding the rank of Assistant Scientist, Associate Scientist, or Senior Scientist are eligible for immediate enrollment in the IU Retirement plans.

Insurance:
Persons holding the rank of Assistant Scientist, Associate Scientist, or Senior Scientist would participate in the same University life insurance plan as provided for faculty and librarians (twice salary to maximum of $50,000). Health insurance is available to persons holding research ranks at their option, with the University paying a portion as with faculty and librarians. Persons appointed to research ranks for periods less than nine months are not eligible for insurance.

Sick Leave:
Persons holding any of the three research ranks would receive up to six weeks of sick leave at full pay and the balance of the semester at half pay and may request an extension beyond the end of the semester to a maximum of nine weeks at half pay.

Vacation:
Persons appointed to research ranks for a 12-month period would be entitled to a 1-month vacation. No vacation with pay would be accorded persons on less than 12-month appointments.

Personnel Policies

The chairperson of the department in which a scientist's project is located (or the project or institute director, in the case of projects not directly under an academic department) initiate recommendations for the establishment of new positions, advertising plans, appointment renewals of appointment, and recommendations for promotion. These recommendations are reviewed and acted upon by the dean of the appropriate academic unit (e.g., College of Arts and Sciences, School of Business, School of Education, et al.) and both the Dean of the Faculties (for the Bloomington Campus) and the Vice President for Research and Dean of the University Graduate School. Assistant Scientists normally are on one-year, renewable appointments subject both to annual evaluative reviews by the chairperson or director and to the assurance of funding. Associate Scientists and Senior Scientists normally are appointed for periods of more than one year, depending upon the nature of the research missions to which they are assigned, their responsibilities, and funding prospects. It should be the policy of the University to provide optimal conditions of job security to Associate Scientists and Senior Scientists through the use of extended and open contracts, as funding permits.

Except for those persons holding research ranks who have been granted "research project tenure"1 (which carries a one-year termination period), the minimum notice of termination shall be the normal pay period (which is current policy for all non-tenure-line academic appointees).

Persons holding research ranks may not teach, except on a released-time basis and an appointment to a part-time faculty rank by the Dean of the Faculties. They are not eligible for sabbatical leave.

Persons holding research ranks are not be eligible for consideration for tenure-line faculty rank, except as successful applicants responding to a normal, advertised search along with other candidates under affirmative action procedures.

It is recommended that persons holding research ranks be eligible for election to campus councils and to the University Policy Council on the same terms as faculty and librarians.

In order to provide for an orderly and representative system of consultation and mediation (when needed) with the Dean of the Faculties and the Vice President for Research and Dean of the University Graduate School, those two deans shall appoint an advisory committee of research appointees with representatives from the major academic units employing researchers.

Part Time
(Approved: UFC 10/13/92)

The following additional title is used for part-time research appointees. Where ranks are included in the title, appointment should be at the rank which would be given were that individual being appointed as a research scientist. Changes from these appointments to regular research scientists should follow the customary University procedures. Where the individual is employed in these positions on a continuing or recurrent basis, reappointment and promotion in rank must go through normal University procedures.

The term "part-time" follows the designation of rank (e.g., Assistant Scientist--part-time). These appointees devote only part of their time to the duties of research scientist. They may also be gainfully employed in other activities, either with the University or elsewhere.

DOCUMENT A-IV
PROJECT TENURE
(Approved: Trustees 3/3/56)

In view of the number of research projects in effect in the whole university program, and to afford some employment security to the many individuals concerned in carrying out these projects, the following policy, designated as "Research Project Tenure," has been formally adopted with the approval of the University Administrative Committee and the concurrence of the academic deans.

Recognizing that some measure of security is desired and deserved by postdoctoral Research Associates (and perhaps others similarly situated) whose employment at Indiana University has had little or no connection with teaching duties, it is recommended:

In implementing this policy the following procedures and criteria should be applied:

DOCUMENT A-V
RETIREMENT
(Trustees: 5/18/37; 6/30/47)

Retirement Age
Effective January 1, 1994, Federal law prohibits the setting of a mandatory age at which employees must retire from the University.

DOCUMENT A-VI
RETIREMENT OF THE PRESIDENT, DEANS, AND HEADS OF DEPARTMENTS
(Trustees 5/18/37; 9/11/43; Administrative Practice)

Administrative Retirement Age
The President, deans, chairpersons, and heads of academic departments shall be retired from their administrative duties at the end of the academic year in which they attain the age of 65. Where administrative officers also hold faculty or library rank, they may continue to serve in their non-administrative capacity until they elect to retire from the University. There is no administrative retirement policy for administrative officers not holding faculty or library rank.

Policy rescinded as of May 3, 2002. See updated policy, Document A-XXVII

DOCUMENT A-VII
RETIREMENT POLICY FOR LIBRARY OFFICERS
(Trustees 6/5/64; Administrative Practice)

Administrative Retirement for Library Officers

Deans, directors, library department heads, and branch librarians shall be retired from administrative or executive duties at the end of the academic year in which they attain the age of 65. Where administrative officers also hold faculty or library rank, they may continue to serve in their non-administrative professional capacities as assigned by the Dean of Libraries. The salary of such reassigned personnel will be readjusted in the period of reassignment to a figure commensurate with the duties to be performed and taking into account the experience of the person reassigned.

Policy rescinded as of May 3, 2002. See updated policy, Document A-XXVII

DOCUMENT A-VIII
THE STATUS AND PRIVILEGES OF RETIRED FACULTY MEMBERS AND LIBRARIANS
(Approved: BFC 11/21/78; 2/21/89; 1/15/99)

A. Listing:Retired faculty members and librarians shall be listed in the annual Indiana University Register and in the following publications of the Bloomington Campus:

1. The Indiana University Bulletins of Undergraduate and Graduate Curriculum under the appropriate College and Departmental Listings.

2. Promotional literature developed by offices of the university when departmental listings of faculty are made.

3. All other publications where appropriate.

B. Participation:

1. Retired faculty and librarians are invited to submit Annual Reports on the usual forms, listing their achievements and honors in the standard manner.

2. They are invited to participate in Founders' Day and Commencement ceremonies.

3. They are encouraged to participate in Faculty Council and university committees. Participation in department business is determined by the discretion of the department.

4. An annual survey should be circulated to Bloomington area retired faculty and librarians to determine their interest in committee work. This survey should be made by the Dean of the Faculties at the beginning of an academic year.

C. Use of a University Office, Laboratory, or Studio Space:

1. Each year, the Dean of the Faculties will assess the requirements of retired faculty and librarians for office, laboratory, or studio space according to the following standards, and will make provision to meet such needs:

a. All retired faculty and librarians who plan to continue or resume full-time academic work on campus will be entitled to office, laboratory, or studio space using the same standards as for the faculty and librarians generally.

b. All retired faculty and librarians, who plan to be less than fully active in their research and/or teaching will be entitled to regular office, laboratory, or studio space only if available. If private office, laboratory, or studio space is not available, they will be entitled to appropriate common space to be shared with other retirees. Such common space will be designed so as to be suitable for the activities of these retirees and will offer appropriate support services and amenities including security of materials and privacy when using the facility. These common spaces will be decentralized throughout the campus to allow retirees convenient access to their departments or other facilities important to their research and creative activity and/or teaching.

c. In order to continue to qualify for private office, laboratory, or studio space, retirees will be required to submit annual reports of their activities and to reapply for such space every two years.

d. Upon returning to full-time academic work, the retiree is eligible to apply for office, laboratory, or studio space: this also applies to faculty who retire and leave Bloomington for a period of time and then return to IU-Bloomington.

2. The following shall pertain to assignment of regular office, laboratory, or studio space:

a. The departmental chairperson is directed to consult (as soon as possible) with a prospective retiree when the chairperson receives notification of his or her decision to retire in order to ascertain the needs of the retiree for office, laboratory, or studio space and to determine whether the retiree plans to continue to be active in research and creative activity and/or teaching. Unit heads shall notify the Office of Space Management when retirees qualify for private or common space.

b. Unless special circumstances arise, all retirees are entitled to remain in their present offices, laboratories, or studios for 60 days after retirement to allow them to sort through papers and files and to make arrangements for their removal.

c. If it is impossible for retirees who plan to be fully active in their research and creative activity and/or teaching to remain in his or her office/ laboratory/ studio used before retirement, the chair will undertake to provide an alternative office, laboratory, or studio in or near the departmental location after due recognition of the special needs of the teaching faculty to be housed near the center of departmental activity.

d. If office, laboratory, or studio space assigned to the department is not available, the chair will request a space allocation form from the Office of Space Management, and it shall be the responsibility of the Dean of Faculties with the help of the Director of Space Management to try to arrange for suitable office, laboratory, or studio space elsewhere on campus. In locating such office, laboratory, or studio space, every effort should be made to house the retiree as near his or her home department as possible.

3. With the advent of Responsibility Centered Management, it will be the responsibility of the Vice President, Bloomington, to absorb the charges for all retiree office, laboratory, or studio space from an account so designated and funded.

4. Because of the expected increase in the number of retirees, they have a special obligation to return office space within 60 days if they do not plan to use it as anticipated, or if the use is interrupted for a continuous period of four months during the academic year.

5. Any unresolved complaint from a retiree about office, laboratory, or studio space shall be referred to the Retiree Office/Laboratory/Studio Allocation Committee for mediation and, if necessary, recommendation to the Dean of the Faculties. The Retiree Office/Laboratory/Studio Allocation Committee shall be composed of three members appointed by the Bloomington Faculty Council and four retirees who shall be elected by the faculty and librarian members of the Indiana University Annuitants Association. The Governors of the Indiana University Annuitants Association shall be responsible for the conduct of the election of the retiree members.

6. The Retiree Office/Laboratory/Studio Allocation Committee shall report annually on the operation of these procedures to the Bloomington Faculty Council.

D. Use of Library Carrels and Other Library Facilities:
The same rules governing regular faculty and librarians shall apply to retired faculty and librarians.

E. Special Benefits: The following benefits shall be extended to retired faculty and librarians:

DOCUMENT A-IX
BENEFITS
(Approved: Trustees, as negotiated; 10/14/88; Administrative Practice)

Various benefit plans are provided for Indiana University employees. Because these plans are subject to change by actions of the administration and of the Trustees of Indiana University and by legislation, individuals should contact their local Human Resources Office or the University Benefits Office for more current details.

Insurance

HEALTH CARE COVERAGE (For Full-Time Employees)
Comprehensive plans with dental care option and a prescription drug program are available to all full-time employees appointed for at least an academic year (or nine continuous months if not on an academic year appointment). Retired employees are eligible if they were covered through the IU Plan prior to retirement, with the retiree paying the full premium at group rate.

Employees may choose from three plans offered: Preferred Provider Plan, HMO, and Precision Point of Service. Four choices of membership level include employee only, employee and children, employee and spouse, and family.

During active employment, the University pays a significant portion of the premium. Academic- year appointees whose regular appointments terminate at the end of the academic year but who are then given appointments in the following summer session may continue membership in the plan during the summer session, provided they pay their share of the premium through their campus Human Resources Office.

Federal law (COBRA) allows employees or their dependents to continue in the group health care insurance plan, for specified periods, upon termination of employment, divorce, death, or dependent children reaching the cut-off age.

Plan descriptions and details are available from each campus Human Resources Office.

LIFE INSURANCE
The University provides group life insurance to formally appointed full-time employees in positions of expected duration of one academic year (or a minimum of nine months, if not a teaching position) who have actively commenced and continue compensated employment. The University bears the full cost of premium payments. Coverage continues until employment is terminated except during leaves of absence without pay in excess of three months.

Employees age 65 and under are insured for an amount two times base salary to a maximum of $50,000 of insurance. After age 65, and for retirees, the amount of insurance is reduced. Other Provisions of the Group Life Insurance Contract:

a. Spouses of employees are insured for $3,000 and dependent children for $1,000. Each child must be at least 14 days of age and under age 19, or a full-time student under age 23.

b. A covered employee who becomes totally and permanently disabled before the sixtieth birthday may receive life insurance benefits in equal monthly disability installments. The number and amount of these are determined by the Master Policy, but the total amount thus paid is not to exceed the first $20,000 of coverage.

c. When a covered employee suffers accidental death or dismemberment the designated beneficiary, or the employee, normally receives an additional benefit, over and above the regular coverage.

d. Insured, academic-year