UAH | Faculty Senate | - | Chapter 9

Faculty members who are appointed on an academic year (9 month) basis whose salaries are not supported by grants and contracts during the academic year are normally paid over 12 months, with the total annual deductions distributed equally over the 12 months. By special election that is available on an annual basis, these faculty members may convert from a 12 month payment plan to a 9 month payment plan. This group of faculty who are on the 9 month payment plan may also elect to convert to a 12 month payment plan. Such changes will be made only once each academic year during an annual sign-up period.

Faculty members who are appointed on an academic year (9 month) basis who are supported partly by grants and contracts during the academic year will be paid their academic year salaries as they earn them over the 9 month period.

Checks are received on the last working day of the month except in December; payment for the month of December is made on the first working day in January. A statement of earnings for the pay period showing the gross earnings, itemized deductions, and the net sum of the check is also provided. Faculty members who are employed for one semester receive half of their academic year salary.

9.2 Summer Teaching and Research

Faculty members may have opportunities to teach during the summer term, but summer teaching is not guaranteed. A schedule of course offerings for summer is developed early in the academic year by the department chair or program coordinator.

Full-time faculty members teaching summer courses are paid 10% of their academic year salary for a three-semester-hour credit course, with a maximum rate of $5,000 per three-hour course. Thus the pay rate for summer classes is 3.33% per credit-hour with a maximum amount per credit-hour of $1,666.67.

Summer pay for faculty on research contracts is based on a 37-week academic year model. A faculty member fully supported by a contract can earn 2.70% (1/37) of the regular academic-year salary per week of employment. This translates into a maximum earning of 40.5% of the academic-year salary if the faculty member works all fifteen weeks available in the summer. Requests to choose the fifteen week option must be authorized by the department chair and dean and should be submitted in writing before the end of the Spring Semester. The fifteen week model does not include vacation or leave time except official university holidays. For those faculty who wish to mix teaching and research and give a 100% effort during the summer, the 40.5% limit must be observed.

9.3 Consulting

Consulting is a privilege that is encouraged if it is of a non-routine character and at a high professional level and does not entail potential conflicts of interest. Interactions with the public and private sectors advance the university's effectiveness in providing high quality student learning and enhance student employment opportunities. Such activities promote the university's image in the community as a quality institution of higher education and as a partner in economic development.

Within the purview of this policy, consultation is defined as the rendering of professional services for remuneration or reasonable expectation of financial compensation either to the faculty member, a family member, or associate to organizations both outside and within the university. Examples of such compensated activities might include but are not limited to: (a) one-time or multiple visits to a business for the purpose of offering advice and counsel; (b) carrying out investigations or studies which are not university grants or contracts; (c) a series of non-university lectures or performances; (d) serving as an expert witness; or (e) providing specific professional services other than those rendered through the university. By contrast, providing a single professional talk for a modest honorarium would not normally be considered as a consulting activity for the purposes of this policy. If there is a question regarding whether the activity is consulting, the faculty member should discuss the activity with the appropriate chair and dean.

Endeavors for financial gain may be pursued as long as they do not interfere with the faculty member's primary commitment to the university. Consulting must not interfere with the faculty member's obligations (i.e., teaching, research, and service) to the university or place the faculty member in a conflict of interest or conflict of commitment situation. Faculty are responsible for insuring that consulting activities are conducted in accordance with the UAH policy on conflict of interest (Section 7.14.3 and Appendix I) as well as UAH policies on disclosure of discoveries and inventions, patents, and computer software.

Consulting and the performance of activities by full-time faculty members for extra compensation within and outside UAH should rarely exceed 36 hours a month, non-cumulative, above and beyond the time required to fulfill their primary responsibilities to the university. This restriction does not apply during the summer when faculty members are considered to be on leave unless they are engaged in and being compensated for teaching, research, and/or service for UAH. Teaching a course at another institution is normally considered a conflict of interest for a UAH faculty member and hence does not normally fall within the privilege of consulting. Exceptions may be authorized, but teaching must be restricted to no more than three credit hours per semester.

Approval for consulting is discretionary. Requests for consultation are subject to prior approval by the appropriate chair and dean. If appropriate, the chair and dean will consult with the senior vice president for research, provost or other specific university administrators on a project-by-project basis. A disclosure and request for approval of consulting form (Appendix J) must be submitted and approved prior to the initiation of consulting activities to be performed during periods other than those periods when faculty members are considered to be on leave. The request must be acted upon within 10 working days. If the faculty member's request is denied, the faculty member should work with the appropriate chair and dean to seek resolution. If the dean or the faculty member is not satisfied with the outcome of resolution efforts, the university's professional review committee (Appendix I) will review the situation and make written and timely recommendations to the provost. If the faculty member is not satisfied with the professional review committee's findings, the faculty member may appeal to the provost. Of course, the faculty member has full right to appeal through normal university grievance procedures.

9.3.1 Sponsored Projects

Consulting on sponsored projects must be consistent with the policies of the sponsoring agency and the university. Procedures to implement subcontracts are in place in the Office of Research Administration. Approvals must be obtained on a Consultant Subcontract Approval Request (CSAR) through the vice presidential level.

9.3.2 Consulting within UAH

Faculty may be permitted to perform consulting and other types of service within UAH when the individual has specialized training or knowledge essential to the programs and where the performance of these duties is such that it is above and beyond the commitments associated with the faculty appointment. The consulting must be across departmental lines; therefore, a faculty member may not consult for his or her own department.

9.3.3 Consulting Outside UAH

The consulting activity must be compatible with the interests of UAH as a public academic institution and must not require more than a de minimus use of university resources or facilities. Faculty consulting activities that require significant use of university resources (i.e., laboratories, equipment, work by students and staff) must be handled as university grants or contracts. Procedures for such grants and contracts are available in the Office of Research Administration.

When participating in consulting activities other than university grants or contracts outside UAH, the faculty member shall provide an explicit statement that UAH is not participating in or sponsoring the activity.

9.3.4 Reporting

A report of consulting activities must be provided to the appropriate chair and dean at the end of each semester. The dean will provide a summary of all consulting activities of the college to the provost at the end of each semester.

9.4 Insurance and Retirement Benefits

Group term life insurance, accidental death and dismemberment insurance, and long-term disability insurance (partial salary continuation) are provided by the university at no cost to regular full-time faculty and staff.

The Teachers' Retirement System of Alabama (TRSA) provides the retirement program required for all full-time regular faculty and for part-time faculty working 50% time or more. Temporary full-time faculty and those at 50% time or more must also participate when they enter their 13th month of employment.

Employees contribute 5% of their gross salary with a matching contribution being paid by the state, by a grant, or other funds (depending upon the source of funding for the position). This matching contribution varies in amount and is based on an actuarial determination of the funds necessary to provide benefits granted by law for members.

After ten or more years of creditable service, a member has a vested interest in the state retirement fund, which means the member is eligible for deferred retirement benefits. That eligibility is not lost if the employee leaves the employ of the university thereafter, as long as the employee's contributions are not withdrawn. Early retirement is permitted at age 60. Upon attainment of that age, therefore, an employee who has vested may retire and apply for monthly retirement benefits. Members who have 25 years of creditable service may retire with benefits regardless of age.

Approval of the IRS has been obtained to allow contributions to the TRSA on a tax-deferred status. In effect, TRSA contributions are not considered to be wages and therefore are not subject to taxation until they are withdrawn. Withdrawals are normally made at retirement when the tax rate is usually lower for most individuals. Member contributions made before approval of the tax-sheltering plan (January 1, 1982), however, are not taxable when withdrawn because taxes have already been paid on this money. An employee who obtains a refund of contributions upon termination of university employment will be taxed on all tax-sheltered contributions. In addition, if the withdrawal occurs before the employee reaches age 59 1/2 and if the refund is not reinvested or "rolled over" into an Individual Retirement Account or other qualified retirement plan, any taxable portion will be subject to applicable penalties/withholdings as specified by law. TRSA refund requests may be processed during the check-out procedure.

The amount of retirement income is determined by the number of years of participation, the salary average (using the best three out of the last ten years' salary), a retirement factor of approximately two percent per year of service, and the option chosen by the individual at the time of retirement.

The university requires all regular full-time faculty to carry health insurance as a condition of employment. Waiver of this policy may be granted for those who provide evidence of substantially equivalent coverage through another group or through individual policies. The university pays a major portion of the monthly premium for the employee and also shares in the cost for those who insure their dependents.

9.5 Tax-Sheltered Annuity

Regular full-time faculty members are eligible for participation in the Teachers' Insurance and Annuity Association and the College Retirement Equities Fund. (TIAA/CREF) The university matches the member's contributions up to a maximum of 5%. Faculty members may elect to reduce their salary by a specified amount within certain limitations and have such contributions applied toward the purchase of a tax-deferred annuity. Such amounts will not be subject to federal or state income tax until they are received as benefits at retirement when the individual's applicable tax rate is generally lower. The option to reduce income under this plan does not change the base salary with regard to TRSA contributions, social security coverage, pay on contracts or summer school compensation. Full details on all university-administered benefit programs may be obtained through various brochures and pamphlets available in the Office of Human Resources.

The university participates with the other campuses of The University of Alabama System to provide members of the faculty and staff the best available benefits at the least possible cost. Programs are studied by the Employee Benefits Committee and are subject to approval by the president.

9.6 Compensation for Job-Related Injuries and Disabilities

UAH provides benefits for employees who are injured during the performance of official duties. The university requires an immediate and formal reporting of accidents and injuries sustained on the job. Occupational injury benefits are generally equivalent to those payable under the Alabama Workmen's Compensation statute; however, such payments may be reduced by the amount of health insurance benefits carried by or on behalf of the employee.

As a condition to the payment of health care costs and/or disability benefits, a claim must be filed by the employee and reviewed and approved by the university. Claim forms are available in the Office of Counsel and should be filed with that office when completed. Such claims may be referred by the university to the State Board of Adjustment. The university is self-insured under this program with some excess coverage available through commercial insurance.

9.7 Tuition Assistance

Tuition grants can be made to all active and retired full-time, permanent faculty and staff and to their spouses and unmarried dependent children. Unmarried dependents of deceased, full-time, permanent faculty and staff are also eligible for tuition assistance. Under this program the university provides payment for tuition for one credit course each semester and each of two summer terms for eligible employees and one-half the tuition for credit courses for any eligible dependent. Special fees, books and supplies are not covered and must be paid by the student. Members of the faculty with the rank of instructor or above may not pursue work toward an advanced degree or other program of study in the department or related unit in which their appointment is held.

Faculty members who wish to apply for tuition grants for themselves or their eligible dependents should make application to the Office of Human Resources according to the following schedule: For students registering during early registration, the application form must be received in the Office of Human Resources on or before one week prior to the date bills are due. For students registering during regular or late registration, the completed application form must be received in the Office of Human Resources no later than one week before registration.

9.8 Travel Reimbursement

The university reimburses eligible faculty and staff members for approved travel according to university policies.

9.9 Board Recognition of Faculty and Staff

The Board of Trustees recognizes outstanding accomplishments or long periods of service by members of the faculty or staff by the adoption and implementation of the following forms of recognition.

A. Upon death or retirement of any dean, administrative official, or tenured faculty member, each of whom has served at least ten years in The University of Alabama System or of any other employee rendering exceptional service, a formal resolution of recognition and appreciation containing the individual's biographical information and accomplishments shall be presented to the Board for its consideration, with the recommendation of the applicable president and the chancellor.

B. Upon notice of retirement of any employee who is not recognized in Section A and who has served at least ten years in The University of Alabama System, the Board on recommendation of the applicable president and the chancellor, may award to the employee a certificate of citation. Presentation of the certificate shall be made by or on direction of the applicable president or the chancellor.

C. Upon recommendation of the applicable president and the chancellor, the Board may also recognize by appropriate resolution, either on termination of employment or at any other time, outstanding accomplishments or any members of the faculty or staff in teaching, research, or service.

9.10 Property Control Procedure

UAH permits the loan of its property to the faculty and staff for off-campus use, provided the budget unit head concurs and the use benefits the university. A standard formalized agreement is signed by the borrower and the budget unit head, which identifies the property, its location, and reason for being on loan. The agreement is retained by the budget unit head and is made available to authorized personnel making property audits.

9.11 Unpaid Leave of Absence

Unpaid leaves of absence for faculty members may be granted for a period of one year or less for further study and other activities that tend to enhance professional capacities or stature. In unusual circumstances, unpaid leave may be extended for an additional year. All leaves must be approved by the appropriate chair, by the dean, and by the provost. Where possible, a request for voluntary leave should be filed at least three months in advance.

9.12 Sabbatical Leave

Sabbatical leaves for tenured faculty are encouraged in order to further faculty development. Sabbaticals are provided so that faculty members may devote a substantial period of time, at UAH or elsewhere, to activities supporting their professional development. It is expected that the activity will also, at least indirectly, benefit UAH.

9.12.1 Eligibility and Terms of Leave

Only full-time tenured faculty are eligible for a sabbatical. Faculty on sabbatical are considered to be on leave from UAH and have no duties except those activities related directly to their sabbatical. A sabbatical may be granted for one or two semesters according to the following schedules;

1. At the end of six or more years of permanent, full-time service:

a. One semester sabbatical at full salary, or

b. Two semesters sabbatical at one-half salary.

2. At the end of eight or more years of permanent, full-time service:

Two semesters sabbatical at two-thirds salary.

Faculty members who are asked by UAH to defer applying for a sabbatical or to delay taking an already approved sabbatical will not be penalized in terms of their eligibility for a subsequent sabbatical. For example, faculty members, who, because of these reasons, take a schedule 1 sabbatical in their eighth year (rather than their seventh) will be eligible for their next sabbatical after 13 years of permanent, full-time service. Academic and budgetary heads who request such deferrals or delays are asked to do so in writing and to send copies of the request to both the faculty member and the provost.

9.12.2 Application and Approval

Sabbaticals are not given automatically. They must be requested, justified, and approved. Any faculty member requesting a sabbatical must submit a reasonably detailed plan of activities, describing how the plan will contribute to the professional development of the faculty member. Sabbatical activities may be justified by affirming any one of the following questions:

Will it enrich and enhance the faculty member's understanding of his or her field(s) of study?

Will it increase the faculty member's effectiveness as a teacher?

Will it provide the faculty member time to devote to significant scholarly and/or creative projects?

The faculty member is responsible for submitting a written request for sabbatical to his or her department chair (or other administrative officer immediately responsible for the applicant) by December 15 of the preceding academic year. In this letter the applicant should describe, in reasonable detail, plans for the program(s) of work and/or study that will be pursued during the sabbatical and how the planned program(s) will enhance the applicant's professional development.

By January 15, the chair will forward the sabbatical application, along with a written recommendation to the applicant's dean for review. When completed, a copy of the chair's recommendation will be sent to the applicant. By February 1, the dean will forward the application and chair's recommendation, along with a written recommendation, to the provost. When completed, a copy of the dean's recommendation will be sent to the applicant. The final decision on whether the sabbatical is granted rests with the provost, who will inform the candidate of the decision by February 15.

9.12.3 Benefits During Sabbaticals

While on sabbatical, premium deductions for such benefits as health, dental, life, and accident insurance, as well as for savings bond and United Way contributions, will continue as if the faculty member were at full salary. This means that those benefits matched by the university continue to be matched, and those benefits fully paid by the university continue to be fully paid (e.g., life/accidental death insurance, long-term disability benefits).

TIAA-CREF contributions will continue at the same rate as chosen by the faculty member prior to the sabbatical. For example, a five-percent faculty contribution would be applied to a reduced sabbatical salary, as would the university's matching percentage.

Benefits from the Teacher's Retirement System of Alabama are affected more than those just described. Faculty members receive prorated salary and service credit for their time on sabbatical. For example, faculty being paid one-half of their nine-month academic salary for a year of sabbatical will receive one-half of a year's service credit and one-half of that year's salary credit. Refer to the sabbatical leave schedule in 9.13.1.

Faculty members interested in knowing exactly how their benefits accrue while on sabbatical should meet with a representative of the Office of Employee Benefits. Faculty on sabbatical are eligible for salary increases and promotion as they would be were they not on sabbatical.

9.12.4 Compensation During Sabbaticals from Sources Other than UAH

During a sabbatical, a faculty member may receive income from sources other than UAH to supplement salary from UAH. These sources include either remuneration for teaching part time at another university or being partially paid by a scholarly research center at which the faculty member is taking the sabbatical. Because the reason for a sabbatical is professional development, not augmentation of income, consulting and other professional activities while on sabbatical are governed by the same regulations as those applicable to faculty not on sabbatical.

9.12.5 Other Requirements and Reporting

Recipients of paid sabbaticals are required either to return to the service of UAH for a period equal to the sabbatical period or to reimburse UAH for all salary received from UAH while on sabbatical. Not later than the end of the first semester following return from a sabbatical, the recipient must submit a report summarizing the activities performed during the sabbatical and the achievements accomplished. The report should be submitted and forwarded through the same channels as the original application for sabbatical.

While on sabbatical, faculty remain bound by all rules and regulations of UAH. During the sabbatical period, faculty members retain their rights to participate and vote in faculty matters as if they were not on sabbatical, provided they are available or can be reached in a reasonable period of time. Faculty members on sabbatical are discouraged, however, from service activities and from involvement in routine activities of their unit. Administrators and committee chairs are discouraged from requesting service from faculty members on sabbatical.

9.13 Sick Leave

Faculty members must advise the department chair of illness (established by a physician), and the chair will assist the faculty member in finding a substitute to take care of their responsibilities during absences because of illness. Faculty members may be granted leave and pay for the remainder of the semester in which the illness occurs provided any members of the department(s) concerned can fill in sufficiently to avoid the employment of additional faculty. In cases where a faculty member will not be able to return to active service (established by a physician), sick leave with pay may be granted up to six months. Faculty members on twelve-month appointment earn ten (10) days of sick leave per year cumulative to one hundred and eighty (180) days. In the case of a change from a twelve-month appointment to an academic year appointment, any unused vacation leave will be transferred to the sick leave balance to be retained and reinstated upon the eventual return to a twelve-month appointment, or retained for retirement credit wit the State Teachers' Retirement System.

Faculty members on an academic year appointment do not earn sick leave.

9.14 Maternity or Family Emergency Leave

The conditions and duration of compensation for short-term leaves for pregnancy, childbirth, or family emergencies involving spouse, parents, or children are analogous to those for leaves granted for temporary disability or personal emergencies. The timing and duration of absence in such cases are determined by mutual agreement between the faculty member and the institution and are based on medical need (established by a physician), the requirements of the educational program, and individual circumstances. Compensation during short-term leaves of absence for childbearing or the serious illness of a family member must be consistent with customary institutional practices. All leaves of absence must be in accord with the Family and Medical Leave Act.

9.15 Military Leave

Full-time employees are entitled to military leave of absence for periods when they are engaged in military duty or training for the Alabama National Guard or for any reserve component of the United States Armed Forces.

If a permanent faculty member is involuntarily called into military service, a leave without pay will be granted for the duration of the service obligation. Under state law, these employees receive full pay for the first twenty-one working days of absence in a calendar year for such purpose. Faculty members eligible for military leave benefits should provide a copy of their orders to their department chair and dean. A faculty member will not be paid during absences to attend annual summer training or special activity duty training unless the individual is on a calendar-year appointment.

9.16 Vacation

Faculty members on twelve-month appointments are entitled to twenty-two (22) days of vacation with pay per year, based on an accrual rate of 14.67 hours per month. The maximum number of vacation leave days that may be carried forward into the next employment year is the number of days earned in one year. Accrued vacation days in excess of maximum accrual at the beginning of an employment year are converted to sick leave. There is no payment for accumulated vacation time, except in the case of a terminating faculty member who is serving in a twelve-month appointment at the time of termination. Upon such termination, a twelve-month appointee will be paid for unused accumulated vacation, not to exceed the number of days earned in one year.

In the case of a change from a twelve-month appointment to an academic year appointment, any unused vacation leave will be transferred to the sick leave balance to be retained and reinstated upon the eventual return to a twelve-month appointment, or retained for retirement credit with the State Teachers' Retirement System. Faculty members on an academic year appointment do not accrue vacation or sick leave.

9.17 Holidays

The official holiday schedule is published each year in the university calendar.

9.18 University Resources of Interest to the Faculty

UAH provides many services and facilities to assist faculty in their professional pursuits and in their personal development. A few of the more important services and facilities are described in the following paragraphs.

9.18.1 Library Services

The UAH Library supports the information, instructional, and research needs of faculty, staff, students, and the surrounding community. The main Library houses over 300,000 books, more than 450,000 government documents, and has current subscriptions to almost 3,000 journals.

The Library has an on-line integrated system, Unicorn from Sirsi with the WebCat server, in addition to having a new LogiCraft CD ROM tower on the LAN with a number of indexes and abstracts, and Infotrac's Academic Index with 550 full-text journal titles. Also, Ebsco's MasterFile 1000 with 1000 full-text journals is available. Combining all sources, UAH provides access to almost 6000 journal titles.

In addition to circulation, photocopying, reserve, and reference assistance services, the Library offers a variety of other services such as computerized literature searches through DIALOG Information Services. Searches are conducted by Library faculty members after careful consultation with the researcher requesting the service. Costs are charged to the researcher

First Search, a service that permits patrons to conduct their own searches, is available as is the Knowledge Index service. Knowledge Index is a service that permits patrons to conduct on-line searches during evening and weekend hours. Training at a free training session is required before using First Search or Knowledge Index.

The Library is a selective depository for U.S. government documents. The collection emphasizes census data, U.S. and international business, NASA publications, scientific and technical information, and congressional documents. A collection of topographical maps and state road maps is maintained in the government documents area.

The Library has reciprocal agreements with many libraries in the state, allowing faculty, staff and students access and circulation privileges at these other libraries. An arrangement also exists with Redstone Scientific Information Center (RSIC) which allows faculty and graduate students access to the open literature collection. RSIC has one of the largest technical and scientific collections in the Southeast. For information, contact a reference librarian.

Interlibrary loan and document delivery services provide access to materials not held at the UAH Library. Books and/or copies of articles, papers, etc., can be acquired from other libraries. Interlibrary loan is currently available at no cost to enrolled students, faculty, and staff.

9.18.2 Information Services

UAH has access to a wide range of computer services ranging from mainframe supercomputers to personal computers. Faculty and researchers have access to a Digital Equipment Corporation DEC 7000/610 computer. This computer, which runs the Open VMS operating system, is based upon Digital's 64-bit Alpha processor. A campus mail system, running on four Digital MicroVAX 3100 computers running as a VAX cluster, offers Internet mail capability to faculty, staff, and students. The mail machine's domain name is "email.uah.edu".

UAH faculty also have access to the facilities of the Alabama Supercomputer Network (ASN). The ASN is located in Cummings Research Park and contains a variety of very high performance computer facilities. In 1994 the facilities include a Cray C-90 vector supercomputer, a 128 node Hypercube parallel computer, and a variety of mass storage and I/O devices. A variety of general and special purpose software packages optimized for the ASN computers are also available. The ASN can be accessed from any computer on the campus backbone through the campus Internet connection. Special assistance in using the ASN can be obtained through an on-campus applications engineer resident in the Research Institute. Faculty can obtain no-cost access to most ASN hardware and software resources for research purposes.

The Computer Center's extensive software library may be used by the university community. In addition to the many language processors provided, numerous applications packages are available in such areas as mathematics, statistics, graphics, and simulation. A User's Guide, in machine-readable format, provides extensive documentation of the library.

9.18.3 Bookstore

The University Bookstore, located on the lower level of the University Center, is a full-service college bookstore operating for the needs and convenience of the UAH community and offers a discount on book purchases by the faculty. The University Bookstore provides a variety of services to UAH faculty and staff members. The Bookstore can special order almost any book. A CD-ROM of Books-in-Print allows faculty members to browse thousands of book titles. The Bookstore provides rental and purchase options on academic regalia for commencement exercises and carries a large assortment of office supplies. The Bookstore can secure copyright clearance on course packs for instruction.

9.18.4 Intercampus Interactive Telecommunication System

The Intercampus Interactive Telecommunication System (IITS) offers expanded opportunities to meet and teach within The University of Alabama System. IITS is a communications vehicle consisting of electronically-linked conference rooms located at UA, UAB, UAH, and other sites. Each campus has a telecommunications room equipped with cameras, video monitors, microphones, fax machines and other equipment necessary for interactive sessions. The IITS classroom is located in Room 205 of the Administrative Science Building. An on-site coordinator in each class room directs the use of cameras, microphones, and computers. Graduate students manage the facility at UAH and assist faculty with their courses.

Anyone using this system can offer two-way interactive classes or meetings among all sites. Participants can see, hear, and speak to individuals at each site. Video tapes, slides, overheads, and other visual aids may be employed as needed to enhance a presentation. Although courses taught on the IITS have priority use of the system, meetings may be scheduled as time is available.

9.18.5 Credit Union

The Alabama Credit Union is a cooperative savings and loan facility owned and operated by its members. Membership is open to all employees of the university through the purchase of shares. Loans are made to members for all types of consumer needs, with net earnings from loans distributed to members in the form of dividends. The Credit Union is a full service, consumer-oriented financial institution with a branch located adjacent to the Optics Building on the UAH campus and with facilities also located on the campus of the University of Alabama in Tuscaloosa.

9.18.6 Media and Design Services

The Office of Media Services, Alumni House, assists faculty in publicity, information dissemination, and faculty recognition. It produces UAH's internal newsletter Insight, which provides timely information about campus events and issues.

The Design Services unit is a full service in-house graphic-design studio. Its mission is to assist and support all academic and administrative departments in the design, layout, and production of printed material including brochures, annual reports, flyers, posters, newsletters, newspaper ads, illustrations, forms, and stationery.

9.18.7 Athletic Facilities

Facilities in Spragins Hall include a gymnasium, swimming pool, weight rooms, four racquetball courts, classrooms, dance and exercise areas, locker rooms, and six outdoor tennis courts. Faculty members are admitted to facilities in Spragins Hall by presenting their UAH ID card. Family members may also use the facilities. There is a usage fee for persons who do not have an ID card.

9.18.8 University Preschool Learning Center

The University Preschool Learning Center offers child care for students, faculty, and staff. It is licensed by the State of Alabama and managed by the University Preschool Parents Association, a non-profit corporation. Parents are automatically members of the Association when their child is enrolled. During the nine-month school year, the Preschool Learning Center serves children ages three to five years. The summer program accepts children three through twelve years old. The Center is open daily, except when UAH is closed for holidays or inclement weather. A child's schedule is flexible and revolves around UAH class schedules: two, three, and five day a week schedules are available for half days and all day care.

9.18.9 Bevill Center

The Tom Bevill Center is the university conference center and also serves as the national headquarters for the Army Corps of Engineers' Training Management Division. Located on the university campus, the Center offers hotel, restaurant and catering facilities. Catering and the restaurant are open to the public, and hotel rooms can be reserved, based upon availability.

9.18.10 The University Noojin House

The University Noojin House is located approximately two miles from the campus at 3300 Holmes Avenue and provides an excellent setting for a variety of functions. Built in the Georgian raised-cottage style, it has twin curving entrance staircases and high-ceiling rooms. It may be used for university-related business meetings, conferences and social gatherings by faculty, staff and recognized student organizations/groups at no charge. The house is also available for rent by outside groups.

9.18.11 University Center

The 76,000 square foot University Center, in conjunction with student organizations and university departments, offers a diverse program of activities, workshops, and conferences for the entire campus community as well as for off-campus groups and organizations. Center areas include an Exhibit Hall, ten meeting rooms, a complete food service area, a lounge space, TV rooms, a game room, and the University Bookstore. Additionally, the Center houses the Offices of the Vice President of Student Affairs, Enrollment Services, Academic Advising, Financial Aid, Career Services, the Cooperative Education Program, SGA, Exponent, and the Bursar.

9.18.12 Telephone Services

Telephone Services is located in the Central Receiving Building. UAH is currently utilizing a Digital Essex-600 telephone system. On-campus numbers may be reached by dialing the last four digits listed in the campus directory. Please consult the faculty/staff directory for conference calls, transferring calls, ATTNet calls, and Directory Assistance usage.

9.18.13 Printing Services

Located in the Printing Services Building, this unit affords complete printing and copying services to the university, with costs of completed work charged to the requesting office. Copying machines of various types are also available in all major buildings on campus.

9.18.14 Mail Services

Mail is handled through Mail Services, which is located in the Central Receiving Building. Mail Services coordinates receipt of incoming mail from the U.S. Post Office, sorts and distributes mail to each campus building, and processes outgoing mail. Mailboxes in each building are assigned to certain offices, departments, colleges, and individual faculty members. To insure that outgoing postage is charged to the appropriate unit, it is necessary to place the applicable account number in the upper right-hand corner of the envelope being mailed. Intracampus mail service is also provided, and such mail is picked up and distributed in each building daily. Stamps are also available for purchase.

9.18.15 Motor Pool

UAH owns several cars and vans that are available to employees for local and out-of-town travel on official business, such as meetings, training seminars, etc. A written application for use of a university vehicle is required and some charges may apply.

9.19 Other Policies Affecting the Faculty

Liability Insurance

The University of Alabama System insurance program provides coverage to UAH employees who are sued for employment related activities. This coverage includes both a "defense benefit," under which the employee is entitled to be defended by University designated counsel, and an "indemnity benefit," under which an adverse judgment against the employee is paid on his/her behalf. Some activities, such as intentional wrong-doing or criminal acts, are not covered by this program.

Any UAH employee who is sued or who believes that a lawsuit is imminent should contact the Office of Counsel without delay.

The Staff Handbook should be consulted for additional policies that are applicable to all UAH employees but are not repeated in this Handbook. These include, but are not limited to, policies on the following:

Alcohol and Other Drugs

Acquired Immune Deficiency Syndrome (AIDS)

Firearms and Other Weapons

Automobile/Vehicle Registration

Solicitation Protection

Use of University Equipment

Severe Weather

Smoking

Travel Reimbursement

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Chapter 9

Compensation, Benefits, and Faculty Resources

9.1 Pay Policy and Procedures