Temple University Family Friendly Policies for Full-time Faculty Members

Temple University understands that faculty members may sometimes find it difficult to balance the demands of a job and personal needs and/or family obligations.  The following provides a brief description of programs offered by Temple University which may help a faculty member balance his or her faculty career and family obligations.  If you have questions about these programs, please contact the Office of the Vice Provost for Faculty Affairs at 215-204-3745 or the Benefits Office at 215-926-2270.

Health Plans

Faculty members may elect health coverage for themselves as well as family members.  Eligible family members include a legal spouse or certified domestic partner, and children, up to age 26 for health insurance, or age 23 for dental insurance.

New dependents may be added within 31 days of the date of birth or marriage, or within 31 days of a lifestyle change (i.e. spouse losing their employer group coverage elsewhere).  Dependents may also be added every year in June during open enrollment for a July 1st effective date.  The Temple health plans do not have pre-existing conditions clauses.

Sick Leave

Temple University offers all eligible full time faculty members a generous sick leave policy.  Eligible full-time faculty members may take up to six months of sick leave if accompanied by medical documentation.  Temple pays the eligible faculty member’s full salary for the first two months and half salary for the next four months of medically approved sick leave.  During this period, all benefits continue in the normal manner. 

Faculty members requesting sick time for maternity reasons are eligible to be paid sick leave for the period of time of medical disability.  This is generally considered to be 6 to 8 weeks from the birth of the child, as documented by the medical provider.

Family and Medical Leave Act

The Family and Medical Leave Act of 1993 (“FMLA”) enables eligible employees to take up to 12 weeks of leave (paid and/or unpaid) to care for a newborn or newly adopted child, to recuperate from their own serious illness, or to care for a seriously ill family member.  For purposes of FMLA, “family members” include: (1) the employee’s spouse or certified domestic partner, (2) the employee’s parent, (3) the employee’s natural or adopted child or dependent stepchild.  FMLA leaves for newborn or adopted children must conclude within 12 months of the birth or placement and may be requested by either parent.

An eligible employee is one who has at least 12 months of service with Temple University and has worked at least 1,250 hours for Temple University during the previous 12-month period.  Eligibility will be determined at the time the employee requests the leave.

An eligible faculty member requesting 12 weeks for the birth of a child would be entitled to paid sick leave for period of medical disability (usually 6 to 8 weeks), and then be unpaid for the remainder of the 12 weeks.  A faculty member requesting FMLA for the adoption of a child or for paternity leave would be eligible for 12 weeks of unpaid leave.

Upon returning from an FMLA leave, a faculty member is entitled to be returned to the same position held when family and medical leave commenced or to an equivalent position (with or without modified duties) with equivalent benefits, pay, and other terms and conditions of employment.  A faculty member who returns to Temple University mid-semester may be assigned modified duties by his/her Dean.    

Unpaid Leave of Absence

In addition to Family Medical Leave and sick leave, Temple University also provides faculty members with an opportunity to apply for a University unpaid leave of absence. Granting of an unpaid leave of absence for all full time faculty members is a discretionary determination made by the Provost.  In no case will leaves of absence accrue toward the time for tenure eligibility.  Further, a one-semester leave of absence will remove the entire academic year from consideration for tenure.  When leave without pay is granted, the faculty member is given the opportunity to pay the full cost of those benefits the faculty member wishes to continue during the leave.

Life Insurance

Protection for family members is available through life insurance provided at no charge to the faculty member.  Additional life insurance may be purchased in the increments of 1.5, 2 or 3 times annual salary, to a total maximum of $300,000 of insurance.

Long-Term Disability Coverage

In the event of a long-term illness, income and benefit protection is available by electing long-term disability coverage.  After 6 months of disability, the long-term disability plan provides income of 60% of base pay and continuation of most benefits in which the faculty member was enrolled prior to disability.  Benefit continuation is at no cost to the faculty member, potentially providing valuable health coverage at a time when it might be very difficult to continue to afford such coverage.

Tuition Remission

Temple University offers tuition remission to full-time faculty members and their eligible family members, subject to the course of studies taken and the student remaining in academic good standing and in compliance with all academic standards and policies.

A faculty member’s spouse/certified domestic partner is eligible for 50% tuition remission for undergraduate or graduate courses.

Eligible dependent children are eligible for 100% tuition remission for up to 10 semesters to complete their undergraduate degree.  Dependent children may be full-time matriculated students, or they may be part-time matriculated or non-matriculated students.

No tuition remission is given for courses taken in Temple University’s School of Law, Medicine, Dentistry or College of Podiatric Medicine.

Employee Assistance Program (EAP)

If a faculty member needs help and counseling with a serious family issue or just needs a little advice, the EAP though LifeWorks may be able to give the support needed. Whether one is coping with a family problem, personal issue, trying to get out of debt, having a child, finding adequate childcare or just dealing with life’s everyday ups and downs, the EAP offers caring, confidential consultants who can be called 24/7.  The EAP also has an award-winning web site where one can read helpful articles, order free materials and much more.  After logging onto the web site, faculty members may set up their own individual account and sign up for monthly newsletters and bookmark items of personal interest.  The service is free and completely confidential. 

Voluntary Benefits

An array of voluntary benefits is available through a variety of vendors for employees and faculty members for their personal use. Such voluntary benefits include, but are not limited to, a corporate wellness program with the Sporting Club at the Bellevue; discounts on personal auto, homeowners insurance; Verizon wireless discounted monthly access; identity theft shield protection; veterinary pet insurance; and International SOS assistance to faculty members who travel overseas.

Dependent Care and Medical Spending Accounts (FSA’s)

Flexible Spending Accounts are a great way to pay for dependent care and health care while saving tax dollars. FSA’s allow faculty members to set aside pre-tax dollars for out-of-pocket expenses like day care, medical and prescription co-pays, and much more. Every dollar deferred to an FSA account decreases federally taxable income.  Faculty members may contribute up to $5,000 per year for dependent care expenses and $2,500 per year for health care expenses. 

Domestic Partner Benefits Temple

The University offers Domestic Partner benefits to TAUP faculty members, as well as to non-bargaining employees and certain other groups of collectively bargained employees.  Certified Domestic Partners are eligible for health insurance, dental insurance, and vision care.  The premium charged to employees who are eligible for and elect insurance coverage for their certified Domestic Partner and/or dependent children of a certified Domestic Partner under this policy are the same co-pays charged to University employees electing insurance coverage for their spouses and/or their covered children, although there may be additional tax consequences for such coverage.

In addition, certified Domestic Partners are eligible for any benefit that would otherwise be available to/for a spouse under the Tuition Remission Policy, Bereavement Leave Policy, Sick Leave Policy, Family and Medical Leave Policy and Payment of Outstanding Wages upon Employee’s Death.  Children of certified Domestic Partners are eligible for benefits on the same basis as dependent step-children.

The summaries provided herein are a general overview and are not intended as a complete description of the benefits offered by Temple University.  Unless prohibited by law, Temple University may amend, modify, terminate, or discontinue any or all of the programs described herein at any time and in its sole discretion.


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