The information below regarding faculty benefits is original to the Faculty Handbook 1999. The Full section, which still serves pending revision as the most recent Board-approved policy, is available in the archives section of this website. As that section envisioned, benefits policies and offerings described in it may have been changed and modified since 1999. For the most up-to-date information regarding the University's current offerings in the following areas, visit the website of the Office of Faculty and Staff Benefits: life insurance; long-term disability; U.S. Savings Bonds; health, dental, and vision plans; and COBRA among others.
There are many things faculty members need to know about the University and the benefits available specifically to meet your needs and enhance your work experience at Georgetown University. The Faculty and Staff Benefits Office is dedicated to helping you understand and optimize your benefits. Once you have reviewed this summary, please feel free to call that office at 202-687-3643 with any questions. Details about the costs to the faculty member of specific benefits are available from the Benefits Office.
This summary contains information about paid leave and the benefits currently available to Georgetown University Faculty. The statements made in this summary are accurate but by no means complete in detail. If a conflict arises between this summary and the various plan documents, the master policy or plan document will take precedence.
You are eligible for the benefits described in this summary, except for the Tuition Assistance Program, if you are a faculty member hired to work at least 75% time. Faculty scheduled to work 90% are eligible for tuition benefits. Part-time faculty and those appointed to full-time positions on a temporary basis (for a period of less than 4 months) including summer appointments are not eligible unless the plan is required by law.
FAMILY CARE LEAVE
Family Care Leave is a Georgetown University policy that can be used for child care during the first year after the birth, adoption, or foster placement of a child. In the case of a woman giving birth, she first receives paid Disability Leave during the post-partum recovery period, and then she can start Family Care Leave. Family Care Leave can also be used for the serious illness of children, spouses or parents.
Because some faculty members may have close relationships with persons who do not fall exactly within the categories outlined above, but the relationships are very similar in nature to the defined ones, faculty may petition to be granted the Family Care Leave for closely similar circumstances (e.g., the serious illness of an aunt who has been a faculty member's de facto mother). There is no entitlement to such leave, however, and the decision in such cases is left to the discretion of the relevant Executive Vice President.
HOW FAMILY CARE LEAVE WORKS
Under the Family Care Leave policy, you may take up to four months of leave without pay or you may work half-time for up to four months at half pay and be fully reinstated to your position upon your return. Also, if the family care required is periodic in nature, such as for recurring chemotherapy treatments, periodic Family Care Leave may be scheduled.
Health and other insurance benefits may be continued throughout the leave if you pay the employee portion of the premiums.
In certain cases, you may be able to take up to one year of Family Care Leave, but your department head or dean must approve the extended leave. The request for extension may be denied if, in the opinion of your department head or dean, your extended absence would seriously diminish your department's functioning. You may appeal such a denial to the appropriate Executive Vice President.
If you have used less than your four months of Family Care Leave, and a new situation arises requiring use of Family Care Leave, you may ask to use your remaining entitlement. This request may be denied if your absence would seriously diminish your department's functioning. You may appeal such a denial to the appropriate Executive Vice President.
LEAVE OPTIONS FOR TENURE TRACK UNTENURED FACULTY
Tenure track untenured faculty may have any Family Care Leave of a semester or more excluded from the time counted for the tenure probation period. (A semester's leave means that the entire academic year in which that semester occurred will not be counted toward tenure.)
If you are a tenure track untenured faculty member who is in a position to take Family Care Leave but cannot afford the loss of salary, you may apply to extend the 7 year tenure probation period to 8 years.
This will allow you to teach full-time at full salary, fulfill all responsibilities regarding the supervision of students (including the supervision of graduate student research where applicable), and continue committee work, but to reduce your publishing workload for one year.
You must apply for extension of your tenure probation period at the time of your family care circumstance, and not at the time of seeking tenure. The one year probation extension may not be secured retroactively at the time of tenure consideration.
The process of securing a one year extension shall be for the faculty member to submit a statement detailing his or her reason for requesting the extension. The request shall be given to the appropriate Executive Vice President via the Chairman of the Department. The request may be denied only for lack of substantiation of the circumstances.
APPLYING FOR FAMILY CARE LEAVE
You should apply for Family Care Leave as soon as you can before starting the leave. Your application must state when the Family Care Leave will start, your best estimate of how long it will last (if possible), and the reason you are seeking leave. If possible, you should schedule your leave to avoid disruption of courses. Documentation to support your request must accompany your application.
You will be granted leave unless your department head or dean receives permission from a committee composed of the 3 Executive Vice Presidents to deny it. If your department head seeks permission to deny your Family Care Leave, you will get a copy of this request. You have the right to provide the Executive Vice Presidents with a written statement of the hardship to you and your family which would be caused by a denial. You may also suggest ways to alleviate your department's hardship or state why you believe that granting the leave would not cause severe hardship to the department.
For more information on Family and Medical Leave and how to apply for it, contact your Human Resources Department.
FEDERAL AND DISTRICT OF COLUMBIA FAMILY AND MEDICAL LEAVE
Faculty members are also eligible for Federal and District of Columbia Family and Medical Leave after completing one year of employment without a break in service except for holidays or other paid leave, and you have worked at least 1000 hours during the 12 months preceding the request for family or medical leave or at least 50% status, whichever is less. In no case are you entitled to both Federal and District of Columbia Family and Medical Leave and Family Care Leave.
Federal Family and Medical Leave Law provides eligible employees entitlement of a total of 12 weeks of family and medical leave combined during any 12 month period.
District of Columbia Family and Medical Leave Law provides eligible employees entitlement of a total of 16 work weeks of family leave and 16 work weeks of medical leave during any 24 month period.
Federal and District of Columbia Family and medical Leave run concurrently and cannot be used consecutively if leave is covered under both laws.
Federal Family and Medical leave can be used for the following:
- The birth of your child and to care for the child (Entitlement expires 12 months after birth.)
- The placement of a child with you for adoption or foster care. (Entitlement expires 12 months after placement.)
- To care for your spouse, son, daughter, or parent, if the family member has a serious health condition.
- If you are unable to perform the functions of your position because of your own serious health condition.
District of Columbia Family Leave can be used for the following:
- The birth of your child and to care for the child. (Entitlement expires 12 months after birth.)
- The placement of a child with you for adoption or foster care. (Entitlement expires 12 months after placement.)
- The placement of a child for whom you permanently assume and discharge parental responsibility. (Entitlement expires 12 months after placement.)
- Serious health condition of a person related by blood, legal custody or marriage.
- Serious health condition of person or persons with whom you share or have shared within the last year a mutual residence and with whom you maintain a committed relationship.
District of Columbia Medical Leave can be used if you are unable to perform the functions of your position because of your own serious health conditions.
Federal and District of Columbia Family and Medical Leave Law is unpaid except for periods of time that an employee is eligible for paid disability benefits.
The leave period begins on the first work day of an employee's first qualifying leave within the past 12 or 24 month period, as applicable.
ABOUT DISABILITY BENEFITS
When you are ill or injured, Georgetown's goal is to help you return to work as soon as you are able. If you are disabled, you need to focus your energy on getting well and getting back to work. Georgetown's disability benefits can provide you with replacement income during your illness.
Three options are available: Worker's Compensation, Disability Leave and Long Term Disability.
The University has Workers' Compensation insurance for all employees for their protection while performing their assigned duties. Workers' Compensation pays medical bills incurred as a result of a work related illness or injury and replaces lost income in the event of lost time. Work related illnesses or injuries must be reported promptly to the Employee Health Service, ground floor, Hospital, telephone 202-784-3680. In the event of a serious injury, the employee should be taken to Georgetown University Hospital emergency room or to the nearest hospital.
The University takes all practical steps to eliminate or reduce the exposure of employees to accidental injury or to conditions that are injurious to health. You should cooperate by observing established safety regulations and working safely. You should bring allegedly unsafe or unhealthy conditions to the attention of your supervisor or department head and may suggest a resolution to these conditions. Such suggestions should be sent to the Safety and Environmental Management Office, One New South, 202-687-7641.
Your salary can continue for up to three months when you are disabled. Disability Leave benefits begin on the first day you are absent from work due to a medical condition rendering you unable to work, such as illness, recovery from injury, childbirth or medical procedures. Disability Leave benefits do not apply to work-related illness or injury, which is covered under Workers' Compensation. Disability Leave benefits can continue until you are no longer medically disabled, until you reach the recovery limit for your medical condition, or until you have been medically disabled for three months, whichever comes first.
Applying for Disability Leave Benefits
Applications for and notifications of Disability Leave benefits are made through and by the Law Center Personnel & Payroll Officer.
Applications for and notifications of Disability Leave benefits are made through and by the Office of the Provost.
Applications for and notifications of Disability Leave benefits are made through and by Medical Center Human Resources.
LEAVE OF ABSENCE
If you go on an approved Leave of Absence, through LTD, Worker's Compensation, or Family Care Leave, you are eligible to continue your benefits while on leave. Contact the Faculty and Staff Benefits Office for your rates.
TERMINATION OR INELIGIBILITY
If you terminate employment or transfer to an ineligible group, you may continue participation in the life, dependent life, LTD, health and dental plans through the end of the month in which you terminate employment or change to an ineligible status.
Georgetown University intends to continue its benefit program indefinitely, but reserves the right to modify, suspend or terminate the program, or any part of it, at any time.
Tuition benefits for study at Georgetown University and other institutions are available for full-time faculty members and academic personnel, and their dependent children, who meet eligibility requirements based on years of continuous full-time employment.
Benefits for Courses Taken in Degree Programs at Georgetown University
- The benefit is awarded for pursuit of regular degree programs at the University. Documentation indicating acceptance in the degree program must be submitted with the application for benefits.
- Failure to comply with academic regulations of the University is sufficient cause for the termination of the benefit.
- In no case will the benefits exceed eight semesters.
- Benefits are for tuition only. All other fees must be paid in the semester in which they are incurred.
- After the 3 year waiting period, faculty members and academic staff will be eligible for tuition benefits for themselves and their dependent children equal to 33% of Georgetown's tuition; after 5 years, the benefit increases to 67% of Georgetown's tuition. The tuition benefit for dependent children is only available to those individuals enrolled in an undergraduate degree program. 
Within the conditions listed above, the following benefits are available:
For Faculty Members and Other Academic Personnel:
Tuition benefits for courses toward a degree in all schools of the University. Faculty may use tuition benefits only to pursue a graduate degree. Benefits may not exceed eight semesters.
For Children of a Retired or Deceased Faculty Member:
For children of a retired or deceased faculty member who, at the time of retirement or death, had been a full-time faculty member of more than ten years active service, including sabbatical leaves but not other leaves of absence, the same tuition benefits arrangement will apply.
For children of a retired or deceased faculty member who, at the time of retirement or death, had been a full-time faculty member of more than three years but less than ten years active service, provided the child has already begun and is enrolled in a degree program, the same tuition benefits will apply.
- These benefits may be applied to Georgetown University study abroad programs.
- Unofficial Audits: Full-time faculty members and academic personnel may audit courses unofficially with the permission of the instructor on a space available basis; no other permission is required; no credit certificate is issued and no official record of the audit is kept.
Faculty and academic personnel should call the Faculty and Staff Benefits Office for more information about eligibility for benefits for summer course work or for dependents over 30 years of age.
Benefits for Courses Taken in Degree Programs Outside Georgetown University
Full-time faculty and academic staff are eligible for tuition benefits for their own use outside of Georgetown University. Georgetown will award limited benefits, with a lifetime maximum cap on benefits. These benefits are available to academic personnel accepted into an undergraduate or graduate degree program, and to faculty accepted into a graduate degree program.
After the three year waiting period, dependent children of full-time faculty members and academic staff are eligible to receive up to 16.5% of Georgetown's undergraduate tuition for an undergraduate degree at another university. After five years, up to 33% of Georgetown's undergraduate tuition will be available.
For full-time faculty and academic staff hired prior to 1996, this benefit is 30% of Georgetown's undergraduate tuition for an undergraduate degree at another university in AY 1999-2000, and 33% thereafter.