Article IX, Personnel Benefits

Collective Bargaining Agreement between the University of Delaware and American Association of University Professors, University of Delaware Chapter

July 1, 1994 - June 30, 1996

1. During the term of this Agreement, the University agrees to maintain the flexible benefits program "UD Lets UDecide." The University-funded portion of this program shall be maintained by the University during the life of this agreement so as to permit eligible faculty to buy back benefits equivalent to those currently provided in the following areas:
   1. Medical-Surgical (with major medical)
   2. Total Disability
   3. Life Insurance
   4. Dental Program
   
   The cost of the individual's portion of this program shall be subject to the standard rate adjustments applicable to the benefits selected by the eligible faculty member. Additional benefits to be provided by the program will be recommended by the Benefits and Cost Containment Committee to the University Administration.

   The major medical portion of the insurance program shall be maintained at a maximum benefit level of $2,000,000.

   During the term of this Agreement, any reduction in benefits in the flexible benefit program "UD Lets UDecide" shall not occur without negotiations with the AAUP regarding the benefits being reduced.

2. Mortgage Loans -- In addition to the mortgage loans currently provided bargaining unit members, the following shall apply: If a bargaining unit member who has been employed by the University for ten years or more becomes totally disabled while holding a University mortgage loan, the loan shall remain in effect until maturity so long as the disability continues and so long as the house continues to be the primary residence of the bargaining unit member. To be eligible for the mortgage continuation benefit, the mortgage payments must be automatically deducted from monthly disability payments or other guaranteed payments received by the bargaining unit member. If a bargaining unit member who is married dies while holding a University mortgage loan, and his/her spouse and/or minor children continue to occupy the house as their primary residence, the University mortgage may continue until maturity, if payments are made in a timely manner. When the spouse and/or minor children of the eligible member no longer occupy the mortgaged property as their primary residence, or the spouse remarries, the mortgage is to be repaid within 180 days.

3. The University shall provide medical surgical insurance, major medical, and total disability insurance for bargaining unit members age 65 or older at provision and benefit levels at least equal to those available to full-time faculty members under the age of 65.

4. Dental Plan

   The University shall provide family dental insurance for all bargaining unit members as an option available under "UD Lets UDecide." If this option is selected, at least the following benefits will be available, based on reasonable and customary rates as administered by the carrier:

   Type A -- 100% coverage on diagnostic and preventative expenses.

   Type B -- 80-20% co-pay ($25 deductible) on minor restorative expenses; extractions and oral surgery; treatment of gum disease; pulp infection and root canal therapy; and general anesthesia when medically necessary.

   Type C -- 50-50% co-payment ($25 deductible) for major restorative expenses, installment and repair of bridgework and dentures.

   Type D -- 50-50% co-pay on orthodontics.

   There is a $1,750 individual maximum per calendar year for expenses covered under Types A, B, and C and a $1,750 lifetime maximum for Type D expenses.

5. University Pension Benefits (TIAA/CREF and/or Fidelity) are provided as follows:
   1. Participation with University contributions shall be optional for eligible faculty age 34 or younger.

   2. The University's contribution shall be 11% of base salary for each eligible faculty member enrolled in the program.

   3. The minimum individual contribution for participants in the program will be 4% of base salary.

   4. Payments to TIAA/CREF and Fidelity shall be made on a semi-monthly basis.

6. Any Bargaining Unit member electing to take retirement under a retirement system identified in 9.6 of this Agreement, should give the Vice President for Employee Relations, in writing, six months prior notice to the anticipated date of retirement. If such prior notice is given, then within ten days of the receipt of such letter, the Vice President of Employee Relations shall, in writing, recognize its receipt, and shall inform the Bargaining Unit member, in writing, of the benefits to which the Bargaining Unit member may be entitled through the University, and specify how the Bargaining Unit member may access those benefits. Faculty members who are considering retirement may explore phased retirement options with the Vice President for Employee Relations.

   To qualify for retirement benefits, the faculty member must be 65 with 5 years service, 55 with 15 years service, or any age with 30 years service.

   Faculty electing retirement shall receive severance pay at the rate of one week (1/52 of annual base salary) for each year of University service.

   "The University of Delaware Benefits for Retired Employees" ("the Blue Sheet") are provided to faculty and shall be incorporated into both the printed and on-line versions of the Handbook for Faculty.

   Upon retirement the University will provide a $4,000 death benefit for each faculty member.

7. The University shall assist each bargaining unit member in meeting the costs of annual health examinations by his/her own physicians up to a total of $150.00. This total can be applied to costs of annual physical examinations and optical examinations/optical fittings and hearing examinations/hearing aid fittings. In addition, the colleges of PEAR, Nursing, and Human Resources will implement a wellness program for University employees starting September 1, 1994. An additional $50 will be made available for bargaining unit members who participate in the elements of the University's wellness program. This includes, but is not limited to: physical assessments, stress management programs, locker fees, nutrition counseling, biometric measurements, fitness classes, etc. Should the program provide medical insurance cost savings to the University, such savings will be shared with participating faculty members in the form of premium reductions or other monetary incentives aimed at encouraging utilization of the wellness program.

8. The Benefits and Cost Containment Committee, described more fully in Appendix A to this Agreement, monitors the activities of the wellness program for University employees, assists in evaluating the University's current health care programs and recommends changes prior to the solicitation of proposals by the State of Delaware for new agreements with Blue Cross/Blue Shield of Delaware, and looks at other emerging benefit issues. Nothing herein shall be construed to prevent the University from making changes in the insurance and annuity carriers underwriting the foregoing benefits provided there is no decrease in benefits.

9. The University will provide a tuition remission program for spouses and dependents. (Spouses who have not remarried and biological and adopted children of faculty members who retire, become totally disabled or die are eligible for this benefit even if not matriculated prior to the occurrence of one of these events.) A total of two family members, including dependent children and the spouse of a faculty member, may each take seventeen (17) credit hours at no charge if enrolled as a full time matriculated undergraduate student. This benefit shall apply to seventeen (17) credit hours in one semester and may not be divided between semesters. Students who enroll at the University as a result of the tuition remission program shall not be counted for purposes of calculating the maximum faculty ratio under Article XI or in any University enrollment cap. Students who enroll under this program shall be eligible for University housing on a space-available basis after considering the needs of enrolled students paying regular tuition.

10. Course Fee Waiver

    Bargaining unit members, or the spouse or one dependent may enroll in one academic credit course without payment of fees during each semester and each summer and winter session. Enrollment in academic credit courses involved with study trips or enrollment in non-credit courses will be permitted only if such enrollment does not displace a paying student from the class or add appreciable costs to the University.

11. The Tuition Exchange Program will be expanded to permit up to two members of the faculty (chosen by lottery) who wish to use an additional place for a second dependent child to avail themselves of slots remaining after all interested faculty have chosen slots for one dependent child. A joint University-AAUP committee shall continue to study the establishment of a new consortium of "comparator" colleges and universities that will sponsor a tuition exchange program.

12. The provisions of this Article shall be subject to the rules and regulations of the various insurance and annuity carriers and applicable University regulations. The provisions of this Article shall not be changed during the term of this contract.

13. It is specifically agreed that the administration, interpretation and application of the foregoing plans and programs are not subject to the grievance procedure; however, failure to make available the benefits of these plans and programs is subject to the grievance procedure.

14. Based on the commitments required by the instructional calendar, members of the bargaining unit who choose to utilize the family leave policy approved by the University Faculty Senate (Handbook for Faculty, III-37) shall receive FMLA benefits for up to one semester during the period of approved FMLA leave.