Description of Reduced Workload. Status The salary of a faculty member on reduced workload status will be reduced proportionate to the workload. A faculty member on reduced workload status continues to be eligible for all fringe benefits, however, the faculty member shall have those benefits related to salary (i.e. retirement, short-term disability insurance, long-term disability insurance, life insurance, and FICA) reduced proportionately. Reduced workload status may not exceed more than three academic years and shall lead to the faculty member’s retirement from the College. If a faculty member on reduced workload status wishes to shorten the projected date of retirement set forth in their application for reduced workload status, the faculty member informs the College through a revised application for reduced workload status. Under reduced workload status, a faculty member’s workload may be reduced by either one-third or two-thirds over the fall and spring semesters, with the start of reduced workload status corresponding with the start of either a fall or a spring semester. A faculty may reduce their workload from two-thirds to one-third by submitting a revised memorandum of understanding. A faculty member may not increase their workload from one-third to two-thirds. The teaching schedule of a faculty member on reduced workload status will be developed in accordance with the normal College practices. For purposes of determining reduced workload status, only teaching carried out during the fall and spring semesters applies. If a faculty member on reduced workload status wishes to teach during a summer session, such teaching is treated in accordance with the policies governing summer courses and does not enter the determination of a faculty member’s full-time or reduced workload status. A faculty member on reduced workload status may teach in the summer session so long as no full-time faculty member requests the course.
