Retrieved on Oct. 5, 2012:

Faculty Handbook -Boston College http://www.bc.edu/content/bc/publications/fachbk.html

The Faculty Handbook is intended as a guide to faculty, in understanding and using University resources.

Policies and Procedures Policies and Procedures pertaining to faculty are governed by The University Statutes and are the faculty member’s definitive reference on appointments and contract renewals, promotions, and rights and responsibilities.

Policies and Procedures established by The Office of The Provost and Dean of Faculties, but not included in The University Statutes.

About- Faculty Handbook -Boston College http://www.bc.edu/content/bc/publications/fachbk/about.html The Faculty Handbook is an electronic publication that directs faculty to those policies and opportunities that are important to faculty as a group. Since 2000 the Handbook has been published in electronic form only. Wherever possible, information available elsewhere is not repeated, rather, readers are directed to the Boston College web sites that contain fuller information in those areas. This approach is intended to ensure both more complete and more up-to-date information.

Policies - Faculty Handbook -Boston College http://www.bc.edu/content/bc/publications/fachbk/policies.html Access to Student Educational Records

Adjunct Faculty

Affiliated Professors: Joint and Courtesy Appointments

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Conflict of Commitment and Conflict of Interest

Family and Medical Leave Policy

Family Educational Rights and Privacy Act (FERPA)

Hate Crimes and Bias-Motivated Offensive Conduct

Moving and Relocation Expenses

Part-time Faculty Benefits

Personal Leave of Absence

Retired and Emeriti Faculty

Sabbatical Leave

Student Academic Integrity

Student Course Evaluations

Tenure Policy: Extension of Probationary Period

Visiting Scholars

Access to Student Educational Records faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/studentrecords.html Boston College has committed itself to protect the privacy rights of its students and to maintain the confidentiality of its records. In addition, the University endorses and complies with the Family Educational Rights and Privacy Act of 1974, a federal statute that affords students certain rights with respect to their education records. Agora, the

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University's web-based access system, provides faculty with personalized menus of student and course information including capabilities to:

• manage courses—class lists, photos of enrolled students

• communicate with students in classes—e-mail and voicemail

• advise students—retrieve a list of all advisees, advisee course history, degree audit, simulated degree audit, and BC directory information

• access the BC Personnel Directory—local/home addresses, telephone numbers, voicemail, e-mail, and photos.

Student records obtained for academic purposes are considered privileged communications to be used for educational purposes only and may not be disclosed to other individuals within or outside the University. Advisors should be sensitive to the confidential nature of student records, both in their storage while in use and in their disposal when no longer in use. View Student Services' Confidentiality of Student Records. Faculty, other than the student's advisor, seeking access to a student's transcript should request the transcript from the student. Student Services maintains official student college transcripts and permanent academic records. The academic dean in each school/college maintains student academic files. Information about a student should be released only to the student. All other questions should be referred to Student Services or to the student's academic dean.

Adjunct Faculty faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/adjuct .html The University Statutes (II.2) define The Adjunct Faculty as "those persons holding instructional and/or research positions without contract of appointment to the faculty.” Adjunct faculty may be full-time or part-time, and may be appointed on a short- or longer-term basis. Adjunct faculty are appointed by the Provost on the recommendation of the Dean and/or Department Chairperson, and their contracts may be renewed. The Dean and/or Department Chairperson may recommend reappointment of a full-time adjunct faculty member only after a review of the adjunct faculty member’s performance by the tenured faculty of the Department.

Adjunct faculty appointments may be made with the titles of adjunct professor, adjunct associate professor, adjunct assistant professor,

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adjunct instructor, lecturer, special lecturer, research professor, associate research professor, assistant research professor, and research instructor. Particular titles that are appropriate to the individual’s role and/or discipline may replace or elaborate the title “adjunct” though, for university-wide purposes, the individual remains a member of The Adjunct Faculty. Each dean must receive written approval for the titles to be used in his or her school from the Provost.

Adjunct faculty possess rights and privileges relating to academic freedom. They are not eligible for tenure, nor are they eligible to vote on matters concerning promotion. However, each full-time adjunct faculty member shall have the rights and privileges described below. Individual schools may establish additional policies regarding their adjunct faculty members, provided these policies do not conflict with the university-wide policies and have the written approval of the Provost.

Promotion of Full-Time Adjunct Faculty Each school will establish a committee to review the promotion of full-time adjunct faculty according to the following guidelines:

Promotion to associate adjunct professor should follow at least six years of excellent service in the capacity, research or teaching, for which the faculty member was hired;

Promotion to full adjunct professor should be very rare and reserved for faculty members who demonstrate excellence in teaching in either scholarship or service, and have a national reputation.

The dean will send his or her recommendation to the Provost who will make the final decision on each such promotion.

Voting and Other Rights of Full-time Adjunct Faculty Adjunct faculty members are not eligible to serve on university-wide statutory committees established by provision of the University Statutes. These statutory committees include the Faculty Hearing Committee, the Faculty Review Panel, and the Faculty Grievance Committee. In all other cases the Provost will determine the eligibility of full-time adjunct faculty to vote in university-wide elections and to serve on university-wide committees. Voting rights of adjunct faculty in department or school elections or on departmental or school issues, unless restricted to The Faculty or otherwise limited by the University Statutes, may be decided within departments and schools. Service on school or departmental committees, unless restricted to The Faculty or otherwise limited by the University Statutes, may be decided within departments and schools.

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All provisions of the Faculty Handbook apply to full-time adjunct faculty, with the exception of those policies expressly reserved for tenured or tenure-track faculty. While full-time adjunct faculty are not excluded from various other programs, it is the expectation that the particular focus of their appointments will make application for certain programs appropriate and for other programs less appropriate, e.g., research faculty might apply for research development proposal funds, while faculty whose responsibilities are focused on teaching might appropriately seek teaching/advising grants.

Individual schools or departments will determine the school or departmental support activities or opportunities that will be available to adjunct faculty in their divisions to assist them in fulfilling their specific responsibilities.

Affiliated Professors faculty handbook http: / /www.bc.edu/content/bc/publicat ions/fachbk/pol ic ies/aff i l iated.html Joint and Courtesy Appointments acknowledge the importance of interdisciplinary and interdepartmental collaborations within Boston College. Full-time faculty and full-time adjunct faculty are eligible for courtesy appointments. These appointments expand the number of faculty supporting a program and give students access to the expertise of a broader group of faculty. Such appointments often assist in the recruitment of new faculty to BC.

Joint Appointments are made by two departments or schools, or a department or school and a center or institute, and may be tenured, probationary, or full-time adjunct. One of the two hiring units will be designated as primary, the other secondary; if one of the hiring units is a center or institute it must be the secondary unit. The hiring procedures for a new joint appointment will be determined by the two hiring units, in consultation with The Provost and Dean of Faculties. The offer letter to the jointly-appointed faculty member must be approved by the Provost, and signed by the chairs/deans/directors of both hiring units. At the time the offer is extended, the chairs/deans/directors of the hiring units will draw up a memorandum of understanding that will describe the jointly-appointed faculty member's division of privileges, duties, and responsibilities regarding the following items, if appropriate.

Faculty Privileges and Support

Voting rights

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Space

Research support

Equipment support

Administrative support

Faculty Responsibilities

• Courses taught

• Setting of teaching schedules

• Committee participation

• Undergraduate advising

• Graduate advising and mentoring

Faculty Evaluation

• Annual evaluation and salary recommendation to the dean

• Reappointment and promotion reviews

Department/School Privileges

• Grant attribution and F&A return

• Salary buyout return

• Faculty fellowships and 80% sabbaticals

The memorandum of understanding must be approved by the Provost, and signed by the chairs/deans/directors of the hiring units and the jointly-appointed faculty member. The Provost's Office will then issue the contract or letter of appointment. Subsequent changes in the faculty member’s division of privileges, duties, and responsibilities can be made by agreement among the faculty member, the chairs/deans/directors, and the Provost.

Courtesy Appointments The criteria for courtesy appointments are established by the program or department and by the school. A department interested in adding a BC faculty member as an affiliated professor, extends an invitation to the faculty member. The appointment is then negotiated by the deans in the respective schools, in consultation with department chairs. The Provost makes the formal appointment on the recommendation of the deans. Appointments are for three years and are reviewed at the end of that period by the appropriate deans.

A faculty member holding a courtesy appointment retains the same faculty title as in their home department, and may list this affiliation on their curriculum vitae and on grant applications, and may make note of the affiliation in other appropriate professional contexts or

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activities.

Departments may report courtesy appointments in reports or applications to external agencies. Courtesy appointments have no financial implications; grants, salaries, etc. remain within the home department and school. Similarly, decisions on promotion to rank or tenure and other such matters remain within the home department or school.

Affiliated Professor appointments are distinct from other faculty appointments such as visiting scholar or adjunct faculty.

Conflict of Commitment and Conflict of Interest faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/confl ict .html Conflict of Commitment

As resources for the outside world, Boston College faculty are sought after nationally and internationally to share their scholarly expertise. While these external activities disseminate knowledge and often benefit the University as well as the public, conflict of commitment occurs when a faculty member’s commitment to external activities adversely affects his/her capacity to meet University responsibilities.

It is the policy of the University that all faculty members will devote their primary professional time and energy to their teaching, research and other scholarly works, service on University committees and to professional associations, assistance for students, performance of necessary school and departmental administrative duties, and where applicable, patient care. Although a specific work-week is not defined for faculty members, it is expected that such membership constitutes a full-time obligation during the academic year.

Professional external activities conducted by a faculty member should improve effectiveness as a teacher or contributor to scholarly attainments, or should in some manner serve the interests of the University or of the University community. External activities must not distract significantly from a faculty member’s primary responsibilities and must not require such extensive absence as to cause the faculty member to neglect course obligations or to become unavailable to students and colleagues. External activities should be of such nature and conducted in such manner that they bring credit to the University, and must not compromise any intellectual property owned by the

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University.

Teaching for another institution requires prior written approval of the Provost. In accordance with the University Statutes, professional service outside the University shall not exceed the equivalent of one day per week, and any work of a continuing or regular nature, whether compensated or not, must be approved annually by the Provost.

Conflict of Interest

A research university promotes the public good by fostering the transfer of knowledge gained through university research and scholarship to the private sector. A conflict of interest exists in any situation in which a faculty member has an outside interest that might affect, or appear to affect, his or her judgment in carrying out University responsibilities. Examples are:

1. A faculty member, or a member of his or her family, having an interest in, or serving as an officer, director, or consultant to, or being otherwise employed by, any organization or company having or seeking to have financial dealings with the University, or having an interest in any organization that is in direct competition with a service provided by the University.

2. A faculty member, a member of his or her family, or an organization in which that faculty or family member that has a significant ownership interest (i.e., five percent or more of the stock in a corporation, five percent or more interest in the profits of a partnership, or a beneficial interest of five percent or more in any other enterprise); management function (e.g., trustee, director, general manager, partner, principal officer, employee, or agent); or other material interest, receiving a financial or other benefit from knowledge or information confidential or proprietary to the University.

3. Influencing or participating in negotiations, or entering into a contract, to purchase goods and/or services for the University from an organization in which the faculty member, or a member of his or her family, has a financial interest or a consulting or other relationship.

4. The use for personal financial gain of privileged information emanating from University research or other confidential University information, or assisting an outside organization in obtaining a preferred position with respect to such information.

5. Acceptance of gratuities, gifts, or travel or more than nominal value

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(in excess of $100.00) to an individual or a group from suppliers of goods and/or services to the University, or from others seeking information from, or association with, the University.

Most conflicts of interest do not necessarily imply wrongdoing, but must be recognized and managed. However, the use of University resources (equipment, space, staff or student time) or the University name for personal gain is always prohibited.

Certain activities are generally not to be construed as conflicts of interest, and need not be reported:

1. Receiving royalties for published scholarly works and other writings (over the amount of any University-provided subvention);

2. Accepting honoraria for papers and lectures;

3. Accepting prizes and awards for professional achievement.

Reporting Conflicts of Commitment and Interest All faculty members are required to disclose to the University, as they arise or at least annually, all potential conflicts of interest or commitment. Those faculty engaged in sponsored projects must disclose potential conflicts at the time of the grant proposal or issuance of the subcontract; see the Policy on Conflicts of Interest Pertaining to Sponsored Projects at http://www.bc.edu/content/bc/research/oric/compliance/conflicts.html.

Department chairs and/or deans should review and discuss reported conflicts of commitment and interest with faculty each year; reported conflicts and their resolution should then be reviewed by the dean when the initial review was conducted by a department chair, and by the Vice Provost for Faculties when the initial review was conducted by a dean. Conflicts of commitment must be eliminated; conflicts of interest must be managed or avoided. If agreement between the faculty member, department chair, dean and/or Vice Provost on the resolution of a reported conflict cannot be reached, the faculty member may seek review and decision by the Provost.

Family and Medical Leave Policy NOTE: This page does not open properly (Oct. 5 2012)

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FERPA: What Faculty and Staff Members Need to Know http: / /www.bc.edu/off ices/stserv/ferpa_faculty.html

June 2012

It's the Law

FERPA (Family Educational Rights and Privacy Act), also known as the Buckley Amendment, was passed by Congress in 1974. It grants four specific rights to a post-secondary student:

to see the records that the institution is keeping on the student.

to seek amendment to those records and in certain cases append a statement to the record.

to withhold the disclosure of a student’s educational records except for situations involving legitimate educational interest or as may be required by law.

to file a complaint with the FERPA Office in Washington.

FERPA applies to all educational agencies or institutions, including Boston College, that receive funds under any program administered by the Secretary of Education.

FERPA governs what may be released, but does not require that any information be released.

It's Your Responsibility

You may not disclose personally identifiable information from educational records to persons other than the student in question and University officials who have legitimate educational interest. A University official has a legitimate educational interest in access to information when that information is appropriate for use in connection with: performing a task that is related to the student’s education; providing a service or benefit relating to the student or student’s family, such as housing, health care, counseling, job placement, or

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financial aid; performing a task related to the discipline of a student; maintaining the safety and security of the campus; or otherwise performing a task related to the effective functioning of the University. As a general principle, you may not disclose student information in oral, written, or electronic form to anyone except BC staff and faculty who need the information to perform their university functions.

You have a legal responsibility under FERPA to protect the confidentiality of the student educational records in your possession. You may not access educational records for personal reasons.

Student information stored in an electronic format must be secure and available only to those entitled to access that information.

You may not release lists or files with student information to any third party outside your college or departmental unit.

Confidential data should not be stored on laptops or home computers unless it is encrypted. Personal digital assistants used to read confidential data should be password protected.

Confidential data in paper format must be shredded before disposal or placed in a locked disposal bin.

Student Information Types

Student educational records include records directly related to a student and maintained by the institution or by a party acting for the institution. Examples include exams, papers, advising notes, applications, and financial documents. FERPA requires institutions to allow students to review educational records upon request. Personal notes maintained by and for a sole individual as a memory aid and not made available to any other faculty or staff members are exempted from this requirement under FERPA. Nevertheless, such “sole possession notes” could be subject to discovery through a court subpoena. Exclusions to student educational records include certain law enforcement records, certain treatment records, non-matriculant records, employment records, and post-graduation alumni records.

Directory Information “Directory information is… information contained in an education record of a student that would not generally be considered harmful or an invasion of privacy if disclosed.” (FERPA Regulations, Code of Federal Regulations, Title 34, Part 99.3)

Information designated by the university as directory information such

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as email addresses, local and home addresses, telephone numbers, and enrollment status is considered public and can be released without the student’s written permission. However, the student may opt to keep this information confidential. Directory information does not include:

• ethnicity or race

• gender

• nationality

• social security number

• student identification number

• religious affiliation

• grades or GPA

• course enrollment or schedule

How can a student withhold release of directory information?

A student who so wishes has the right to prevent the release of all directory information including verification of enrollment, or of suppressing selected directory information either to the Boston College community or to the general public. In order to do this, students must enter their Agora Portal account by the end of their first week of enrollment to suppress the release of all or selected directory information. Suppression is available by selecting Privacy Preferences. Student directory information will not be blocked from faculty and staff conducting official university business.

Can student directory or public information always be released?

Student directory information should not be released to third parties. All inquirers should be referred to the online directory. Students have set their Privacy Preferences identifying the information that can be released to both internal (via authenticated Agora Portal logon) and external audiences. Directing inquiries to the online directory will ensure that the information released is based on students’ current preferences.

Can student non-directory information ever be released?

All non-directory information is considered confidential and will not be released to outside inquiries without the express written consent of the student.

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What should I do if I’m concerned about a student’s health or safety, or the health or safety of those around the student?

You should speak with your department chair, dean, director, or Counseling Services anytime you have a health or safety concern. FERPA allows you to make disclosures of education records to others within the University who have legitimate educational interests in the information, which interests include the performance of services to students, the effective functioning of the University, and the safety and security of the campus.

FERPA also permits disclosures of information in a health or safety emergency, if in light of the circumstances and information available at the time, that knowledge of the information is necessary to protect the health or safety of a student or other individuals. Your own personal observations of a student’s behavior or condition are not educational records and thus are not regulated by FERPA. Federal and state rules limit what may be disclosed from a student’s health or counseling records, to you or to others, but these rules also contain exceptions for community health and safety emergencies. So, if you have a concern about a student, first and foremost, report it.

What if someone needs to reach the student because of an emergency?

All such inquirers should be directed to Campus Police.

What are parental rights under FERPA?

When a student reaches the age of 18 or begins attending a post-secondary institution regardless of age, FERPA rights transfer to the student. Parents may obtain directory information at the discretion of the institution. Parents may obtain non-directory information (grades, GPA, etc.) at the discretion of the institution AND after it has been determined that their student is legally their dependent. Parents may also obtain non-directory information by obtaining a signed consent from the student. It is generally the University’s practice not to make disclosures from a student’s educational records involving academic matters to parents without the student’s written consent.

What must I do if I receive a subpoena concerning student educational records?

A fax of the subpoena should be sent immediately to the Office of the General Counsel. The fax number is 617-552-0961. The Office of the General Counsel will determine whether and how to comply with the

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subpoena and will determine whether student notification of compliance with the subpoena is required.

For more information?

See the Student Educational Records Policy on the BC Policies and Procedures website or contact Louise Lonabocker, Kathy McGuinness, or Ursula Della Porta in the Office of Student Services.

DO NOT!

• disclose information to a student or University official before authenticating the identity of the person.

• link a student’s name with his/her social security number, BC student ID number, or any portion of these numbers in any manner.

• send confidential information such as grades in an email.

• leave graded tests, papers, or other student materials for students to pick up in a stack that requires sorting through the papers of all students.

• include confidential information such as grades or GPA in a recommendation without the written consent of the student.

• discuss the progress of any student with anyone other than the student or the student’s advisor without the consent of the student. Refer inquiries from any other parties including the student’s parents to the student’s academic Dean.

• provide anyone with lists or files of students enrolled in your classes for any commercial purpose.

• provide anyone with student schedules or assist anyone other than university employees in finding a student on campus. Refer such inquiries to Campus Police.

• access the records of any student for personal reasons.

release your password for ANY reason.

Hate Crimes & Bias-Motivated Offensive Conduct faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/conduct_polic ies.html As a Jesuit and Catholic University, Boston College is committed to academic excellence and the open exchange of ideas. Mutual respect

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among all members of the University community is vital to the pursuit of excellence and to the intellectual, social, and spiritual formation of each individual. Fr. William P. Leahy, S.J., President of Boston College, has made clear the University’s goal of an environment free of discrimination and all forms of harassment and intimidation:

“As a University and an institution committed to Jesuit, Catholic beliefs and values, Boston College expects members of its community to treat one another with respect, dignity, and compassion. Acts of prejudice, hatred, and discrimination especially conflict with Boston College’s institutional standards and ethos, and such behavior cannot and will not be tolerated here. It is important that offensive conduct be reported, and that due process be followed, so that we can maintain the rights and integrity of our campus community. I ask that all of us re-dedicate ourselves to helping Boston College live up to its heritage and ideals.” Hate Crimes Under state and federal law, hate crimes are criminal offenses that are motivated in whole or in part by the offender’s bias toward the victim’s race, gender, religion, sexual orientation, ethnicity, national origin, or disability. Any member of the University community who observes or is a victim of a hate crime should report this immediately to the Boston College Police Department for investigation and action.

Bias-Motivated Offensive Conduct Bias-motivated offensive conduct is behavior that violates standards stated in Boston College’s Student Guide, its Professional Standards and Business Conduct Policy, or its Policy Against Discriminatory Harassment and is motivated in whole or in part by the offender’s bias toward the victim’s race, gender, religion, sexual orientation, ethnicity, national origin, or disability.

Any student who observes or is a victim of bias-motivated offensive conduct by another student should report this immediately to the Office of the Dean for Student Development for investigation and action, or to the Dean of the appropriate School or the University’s Harassment Counselor, if the offensive conduct is by a faculty or staff member.

Any faculty member who observes or is a victim of bias-motivated offensive conduct by afaculty or staff member should report this immediately to the Dean of the appropriate School or to

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the University’s Harassment Counselor, or the Office of the Dean for Student Development, if the offensive conduct is by a student.

Any staff member who observes or is a victim of bias-motivated offensive conduct by astudent should report this immediately to the Office of the Dean for Student Development, or to the University’s Harassment Counselor, if the offensive conduct is by a faculty or staff member.

Revised November 15, 2007

Moving and Relocating Expenses http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/moving.html Boston College will reimburse new tenure track and tenured faculty members, up to a specified amount, for costs incurred in relocating to the Boston area.

Expenses eligible for reimbursement include travel to Boston for the new faculty member and their immediate family and, moving and packing of household, office, and laboratory equipment. Expenses incurred in locating a residence are excluded.

To obtain reimbursement the new faculty member must submit an itemized request with receipts, to the department chairperson in Arts and Sciences and Management, or to the dean in the other schools. Requests approved by the chairperson or dean will be forwarded to The Provost and Dean of Faculties for final approval.

Part-time Faculty faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/ptfacbenefi ts .html Part-time faculty who have taught and continue to teach four courses per year for five years are eligible for employee medical and dental benefits. Part-time faculty who are interested in these benefits and meet this criterion should contact the Office of The Provost and Dean of Faculties.

Personal Leave of Absence faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/personal leave.html

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A personal leave of absence may be granted to any full-time faculty member for a reasonable cause and length of time. Generally a personal leave of absence will be granted only to tenured faculty members. If a leave of absence is granted to a non-tenured faculty member the leave will normally be counted as part of the probationary period prior to a tenure decision. Faculty members should be in residence for at least two academic years of full-time service prior to a personal leave of absence.

Except in unusual cases or for periods of extended urgent national service, the maximum period of time allowed for a leave of absence will be four consecutive academic semesters. The period for the leave should be planned, in consultation with the faculty member’s chairperson and/or dean, to assure that the leave will not adversely affect the instructional work of the department, including the supervision of dissertations. A personal leave must be recommended by the chairperson and dean and be approved by The Provost and Dean of Faculties. Leaves of absence do not count as service in determining eligibility for sabbaticals.

Leaves of absence will not be granted to faculty who accept positions at other institutions.

A personal leave of absence will be without pay or benefits, although the faculty member may continue his or her group medical insurance coverage by assuming the full cost of this insurance during the leave of absence. Prior to any leave of absence the faculty member should consult with the Benefits Manager to determine the effect the planned leave will have on their benefits.

Retired and Emeriti Faculty faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/ret iredfac.html Faculty considering retirement should first contact their dean to discuss retirement options and financial benefits for tenured faculty.

Periodically, Human Resources invites faculty members to Retirement Planning Seminars which provide information on retirement issues and options, as well as encourage faculty to plan for retirement. Retirement Planning Handbook

Several months prior to actual retirement, a faculty member should

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contact the Benefits Manager to coordinate arrangements for retirement income, Social Security payments, medical insurance, and other benefits.

At the time of their retirement, certain faculty may be granted emeritus status by the University President because of their extraordinary contributions to their disciplines and to the University. Deans should make this request of The Provost and Dean of Faculties and provide a rationale for it. The names of emeriti faculty remain in University publications such as theUniversity Catalog.

Retired faculty remain members of the BC community and retain faculty privileges Bookstore

Cultural and athletic events

Eligible to park in the BC parking garages at a nominal daily rate

Email accounts--contact Susan Hynes at 617-552-4780 or hyness@bc.edu

Faculty Convocations

Faculty Dining Room

Libraries

Receive University publications

Recreational facilities

Special use of shared office and lounge space in a facility on lower campus reserved for their use

Boston College Association of Retired Faculty (BCARF)

Sabbatical Leave faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/sabbatical .html Tenured faculty members are eligible to apply for a sabbatical leave of absence of one academic year (i.e., the sabbatical year) at half-salary, or one academic semester at full-salary, after 12 semesters of full-time service at Boston College. Faculty fellowships, awards or fellowships that pay salary, leaves of absence, and semesters at reduced pay, including 80 percent sabbaticals and full academic year sabbaticals at half-pay, normally do not qualify as full-time service. Exceptions are partial or full externally-funded buyouts of salary that entail the faculty member remaining in daily residence at the university, and approved medical leaves, including maternity leaves.

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Sabbaticals will be approved based on the faculty member’s research accomplishments and contributions to teaching, service, and student mentoring/advising since the last sabbatical. Timing of sabbaticals may be adjusted to meet department or school curricular needs. If a sabbatical is delayed, accumulated semesters of service in excess of 12 will ordinarily be counted toward a subsequent sabbatical.

Faculty members applying for sabbaticals subsequent to their first BC sabbatical must append an updated report* of their previous sabbatical accomplishment to the application. Evaluations and recommendations of applications are made at the departmental level by the chairperson in the College of Arts and Sciences, the Carroll School of Management, the Connell School of Nursing, the Lynch School of Education, and the School of Theology and Ministry, subject to review and further evaluation by the dean of the respective school. In other schools the evaluations and recommendations are made by the dean. Evaluations and recommendations are forwarded to The Provost and Dean of Faculties for a final decision.

Although sabbatical leaves are restricted to tenured faculty members, an assistant professor who has completed ten semesters of full-time service at the University, and who applies for promotion to the rank of associate professor with tenure, may also apply for sabbatical leave. In such cases the award of sabbatical leave will be contingent on the faculty member’s promotion. The University reserves the right to enter into a special agreement concerning the time of the first sabbatical leave for a faculty member who comes to BC from another institution or organization. Any special agreement should be made in writing at the time of the faculty member’s appointment.

Applications of tenured faculty members for sabbaticals are to be submitted by October 15 prior to the academic year for which the sabbatical is requested.

Faculty members on sabbatical leave may not accept gainful employment without the express written permission of the Provost. Since a sabbatical leave is considered part of the faculty member’s regular employment, all benefits are continued by the University during the leave. However, during a full-year sabbatical, retirement plan contributions, which are a percentage of salary received, will be reduced to an amount proportional to the actual salary paid.

Any person granted sabbatical leave is expected to return for at least one year’s service following the leave.

*Within six weeks of the start of the next semester, faculty members

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should submit electronically to their deans and the Provost's Office a report on the work they accomplished during the sabbatical leave.

Description of 80 Percent Sabbatical

Student Academic Integrity faculty handbook http://www.bc.edu/publications/fachbk/policies/studentinteg.html Faculty members who become aware of actual or suspected academic dishonesty by a student should refer to the policies and procedures in their schools for dealing with such matters. Specific information is available in the dean's office in each school.

Office of Student Services Academic Integrity Policy and Procedures

Student Course Evaluations faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/pol ic ies/studenteval .htmlThe Boston College student course evaluation process has a twofold purpose, to provide a common, university-wide gauge of teaching performance for the purpose of faculty promotion and salary increments, and to aid faculty members in the improvement of their teaching.

The teaching performance of candidates for promotion must be carefully appraised and faculty members should be prepared to offer evidence that their teaching is excellent. The University on-line course evaluation provides a comparative measure. Faculty may also wish to provide, or departments wish to seek, other measures of teaching effectiveness. Office of Student Services Online Course Evaluations

Tenure Policy faculty handbook http://www.bc.edu/content/bc/publications/fachbk/policies/tenure.html A faculty member, prior to the year before his or her terminal year, may petition the Provost and Dean of Faculties for an extension of the probationary period preceding the tenure decision, based on the existence of special circumstances warranting an extension. These circumstances include leave required by persistent ill health, childbearing, adoption, or unusual requirements for the care of a family member. Such an extension is not automatic and requires explicit written approval of the Provost upon his or her determination

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that special circumstances warrant an extension. The faculty member must request an extension within four months after the onset of the event or circumstances warranting the request. Visiting Scholars NOTE: This page does not open properly (Oct. 5 2012)

Retrieved on Oct. 8, 2012:

Faculty Support Services faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/support .html

This section of the Handbook describes special programs provided by The Provost and Dean of Faculties that support faculty research and teaching, and based on the availability of resources, may change from year-to-year.

Eighty-Percent Sabbaticals

Faculty Fellowship program

Faculty Research Grants

Museum programs

Orientation for new faculty

Research Incentive Grants

Teaching Advising/Mentoring Grants

Travel

Eighty Percent Sabbaticals faculty handbook http://www.bc.edu/content/bc/publications/fachbk/support/sabbaticals.html

A limited number of full-year sabbatical leaves at eighty-percent of salary are currently available. Those wishing to apply for these grants should follow the same procedure as described in Sabbatical Leave and check their preference for an eighty-percent sabbatical on the application form. Information on the application procedure in each school is available from the dean. Like the Faculty Fellowship Program, these grants are intended to promote faculty research and scholarly publication. Criteria for awarding grants are:

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demonstrated competence in the area of projected research

value of the research as a contribution to knowledge

benefit of the research to the professional development of the applicant

effect on the academic vitality of Boston College

likelihood of scholarly publication.

Those applying for the grants will be expected to apply for external grants for which they are eligible.

During an eighty-percent full-year sabbatical, retirement plan contributions, which are a percentage of salary received, will be reduced by twenty-percent.

Sabbatical application and evaluation form

Faculty Fellowship Program faculty handbook http://www.bc.edu/content/bc/publications/fachbk/support/fellowship.html

The Faculty Fellowship Program is intended to promote faculty research and scholarly publication by providing full salary and benefits to faculty members who wish to be released from normal duties to pursue research during a given semester.

Tenured and tenure-track faculty are eligible to apply for a Fellowship. Also eligible are other full-time faculty who have been at Boston College for at least five years. Applicants must not have had or be anticipating a Sabbatical Leave within two semesters of the proposed Fellowship. Criteria for awarding Fellowships include:

• demonstrated competence in the area of projected research

• value of the research as a contribution to knowledge

• benefit of the research to the professional development of the applicant

• effect on the academic vitality of Boston College

• likelihood of scholarly publication.

Faculty Research Grants faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/support /researchgrnt.html

The Faculty Research Grants program has two components, Research Expense Grants, and Research Incentive Grants. Tenured and tenure-track faculty are eligible to apply. Proposals for both Research Expense Grants and

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Research Incentive Grants are reviewed by appropriate committees whose membership is chosen in consultation with the University Research Council.

Research Expense Grants finance the smaller expenses of doing research. These expenses include, but are not limited to, payment for a library card, travel to libraries, library computer services, photocopying at libraries or of journal articles requested through interlibrary loan, and payment to student assistants. The typical award will be for several hundred dollars or less. The maximum for a single research expense grant is $2,000. Faculty should note that research expense grant funds may be used only for expenses related to research and may not be used as income. Funds are not granted retroactively.

Application deadlines: Fall awards - October Spring awards - April

Application forms and guidelines are available from department chairpersons in Arts and Sciences and in Management, and deans in the other schools, or from the Office for Sponsored Programs Research Administration.

N.B. For time restrictions placed on the expenditure of research expense grant funds, consult the guidelines issued by the Office for Sponsored Programs.

Research Incentive Grants are designed to support individual faculty members who wish to conduct research beginning with the summer recess and continuing through the subsequent academic year. Applicants are expected to have attempted to obtain extramural support to the extent possible; this effort will be taken into account by the Research Incentive Grants committee. Purposes for which grant funds may be used include, but are not limited to, salary, equipment, travel, supplies, and computer time that directly contribute to the success of the proposal. The research must be performed directly by the faculty member receiving the grant. Nine of the 15 grants are intended primarily to support superior proposals by non-tenured tenure-track faculty, for the purpose of establishing their research programs.

All recipients of Research Incentive Grants must submit a brief report on the results of their research.

Awards are made on a university-wide competitive basis.

Deadlines, Guidelines, and Application form

Museum Programs faculty handbook http: / /www.bc.edu/content/bc/publicat ions/fachbk/support /museum.html Boston College holds memberships in the Museum of Fine Arts (MFA) and the Museum of Science. Membership in the MFA entitles the University to 15 permanent passes for

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faculty visits throughout the year. These passes may be borrowed at the main desk in the O'Neill Library. Students gain admission by showing their BC ID.

Tickets to the Museum of Science may be obtained in the Robsham Theater Box Office. Faculty may escort their classes to special scientific exhibits, lectures, or to a general tour of the Museum.

Orientation for New Faculty faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/support /or ientat ion. The Office of The Provost and Dean of Faculties sponsors a number of orientation events for new faculty. In August, prior to the start of classes, the President and the Provost host an orientation event that introduces new faculty to the University's resources.

More information about the New Faculty Orientation may be found here.

Faculty Research Grants faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/support /researchgrnt.html The Faculty Research Grants program has two components, Research Expense Grants, and Research Incentive Grants. Tenured and tenure-track faculty are eligible to apply. Proposals for both Research Expense Grants and Research Incentive Grants are reviewed by appropriate committees whose membership is chosen in consultation with the University Research Council.

Research Expense Grants finance the smaller expenses of doing research. These expenses include, but are not limited to, payment for a library card, travel to libraries, library computer services, photocopying at libraries or of journal articles requested through interlibrary loan, and payment to student assistants. The typical award will be for several hundred dollars or less. The maximum for a single research expense grant is $2,000. Faculty should note that research expense grant funds may be used only for expenses related to research and may not be used as income. Funds are not granted retroactively.

Application deadlines: Fall awards - October Spring awards - April

Application forms and guidelines are available from department chairpersons in Arts and Sciences and in Management, and deans in the other schools, or from the Office for Sponsored Programs Research Administration.

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N.B. For time restrictions placed on the expenditure of research expense grant funds, consult the guidelines issued by the Office for Sponsored Programs.

Research Incentive Grants are designed to support individual faculty members who wish to conduct research beginning with the summer recess and continuing through the subsequent academic year. Applicants are expected to have attempted to obtain extramural support to the extent possible; this effort will be taken into account by the Research Incentive Grants committee. Purposes for which grant funds may be used include, but are not limited to, salary, equipment, travel, supplies, and computer time that directly contribute to the success of the proposal. The research must be performed directly by the faculty member receiving the grant. Nine of the 15 grants are intended primarily to support superior proposals by non-tenured tenure-track faculty, for the purpose of establishing their research programs.

All recipients of Research Incentive Grants must submit a brief report on the results of their research.

Awards are made on a university-wide competitive basis.

Deadlines, Guidelines, and Application form

Faculty Awards and Grants office of the provost and dean of faculties http: / /www.bc.edu/content/bc/off ices/avp/faculty_awards_and_grant.html Faculty Initiated Projects Institute for Liberal Arts Project Proposal (2010-2011)

Research Research Expense Grants (REG)

Guidelines and Deadlines

Application Instructions

For Chairs/Deans

Application form

Chair/Dean Evaluation form

Research Incentive Grants (RIG)

Guidelines and Deadlines

Cover Page form

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Application form

Chairperson/Dean Guidelines and Deadlines

Chairperson/Dean Evaluation form

Sabbaticals Eighty Percent, Regular, Faculty Fellowships Application form

A&S, CSOM, CSON, LSOE Chairperson Evaluation form

Teaching, Advising and Mentoring Teaching, Advising and Mentoring Grants (TAM)

TAM Application form

Teaching, Advising and Mentoring Expense Grants (TAME)

TAME Application form

Technology Academic Technology Innovation Grant (ATIG)

Travel faculty handbook http://www.bc.edu/content/bc/publications/fachbk/support/travel.h Travel funds are allocated to encourage faculty to participate in professional activities outside the University. These funds are limited and the degree to which the faculty member will be reimbursed for expenses incurred may vary. Travel will ordinarily be authorized by the department chairperson, if applicable, or by the dean. The level of support will be based on the funding available, the demand for funding, and the potential impact of the professional activity on the faculty member and his or her effectiveness within the University. Faculty should consult the published guidelines in their schools or contact their deans for the more specific travel guidelines applicable in their schools.

Boston College Policies and Discounts

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Retrieved on Oct. 19, 2012

University - Wide Faculty Committees faculty handbook Statutory committees are governed by the University Statutes Chapter II, Section 12 and deal with faculty promotion, dismissal, tenure, and grievances.

Faculty Grievance

Faculty Hearing

Faculty Review Panel

Non-Statutory committees deal with faculty, student, and academic issues.

Athletic Advisory Board

Educational Policy

Faculty Elections

Provost Advisory Council

University Core Development

University Council on Teaching

University Faculty Compensation

University Research Council

Other

Faculty Grievance Committee faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/committees/grievance.html The Faculty Grievance committee receives petitions from faculty members who believe they are aggrieved in a matter including but not restricted to promotion, non-reappointment (other than that specified in Section 11-B-2 of the University Statutes with which the Faculty Review Panel is concerned), salary or benefits.

The committee is composed of five members and three alternates elected at large by the faculty, from among the tenured members of the faculty.

Procedure for Approaching the FGC with a Grievance: Any faculty member, as defined by the University Statutes II.1, may approach any member of the FGC to discuss theoperation of the FGC and the process for filing a grievance. This discussion should focus on the grievance procedure, rather than the merit of the grievance. Grievance petitions are not accepted by the FGC until all other internal remedies have been tried. This usually means that the grievant has previously petitioned the appropriate academic

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dean. The grievant may then wish to discuss the grievance with the FGC chair before submitting a written petition. [Approved 4/13/11].

See University Statutes chapter II Section 11-C and Section 12-C for additional detail.

Current membership

Faculty Hearing Committee faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/committees/hearing.html The Faculty Hearing committee is responsible for conducting hearings in cases involving the dismissal of a faculty member. The committee consists of 11 members and 11 alternates. One member and one alternate each are elected by the faculties of the following schools:

Education Law Management Nursing

Social Work Theology and Ministry

• Six members and six alternates are elected by the faculty of the College of Arts and Sciences.

See University Statutes, Chapter II, Sections 11-B-1 and 12-A for further detail.

Current membership

Faculty Review Panel faculty handbook http://www.bc.edu/content/bc/publications/fachbk/committees/review.html

The Faculty Review Panel deals with cases of faculty members who failed to attain tenure in circumstances where the University is obliged either to award tenure or to provide formal notice of non-reappointment.

The Panel consists of nine faculty members elected at large from among the tenured faculty of the University. Members are elected for three-year terms.

See University Statutes, Chapter II, Sections 11-B-2 and 12-B.

Current membership

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Promotion Committees faculty handbook http: / /www.bc.edu/content/bc/publicat ions/fachbk/committees/promotion.html

Established in each school and college of the University, in accord with the University Statutes, each Promotion committee has at least four members elected from the tenured faculty of the school or college for two-year terms. The dean of the school or college is a member of the Promotion committee and acts as its chairperson.

Promotion policies and procedures are presented in detail in the University Statutes, Chapter II, Section 7 and Section 8.

Athletic Advisory Board faculty handbook http://www.bc.edu/content/bc/publications/fachbk/committees/athletic.html

The Board assists and advises the Director of Athletics in the exercise of institutional responsibility and control of intercollegiate athletics. The guiding concern of the Board is the growth and development of students who participate in intercollegiate athletics. The Board both advises the Director on policy issues brought to the Board's attention by the Director and also initiates discussion on issues of concern to the faculty or administration.

The Board consists of nine members:

five elected from the full-time faculty; three from The College of Arts and Sciences and two from the professional schools

four appointed members, chosen by the President in consultation with the faculty athletics representative, from the faculty, academic, or academic support staff.

Members are elected or appointed to stagger three-year terms. The faculty athletics representative, a full-time faculty member who is appointed by and who reports to the President, chairs the Board.

Current membership

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Educational Policy Commitees [sic] faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/committees/educational .html

Educational Policy committees, or their equivalent, are established in each school or college to participate in the formulation of academic policy and planning decisions.

Faculty Elections NOTE: There seems to be no unique Faculty Handbook web page for faculty elections. Clicking this link takes one to a page maintained , I think, by the Election Committee. (MM)

Provost Advisory Council faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/committees/advisory.html The Council is a University-wide academic body that advises The Provost and Dean of Faculties on issues of major importance to the faculty and the academic operation of Boston College.

The Council consists of:

The Provost and Dean of Faculties

Vice Provosts

The University Librarian

Representative, Office of Student Affairs

Two elected faculty members from each of the three divisions of Arts and Sciences

Two elected faculty members from each of the professional schools:

Education Law Management Advancing Studies (exception, one member) Social Work Nursing Theology and Ministry

• Three members of the Council of Deans (appointed by the Provost)

• Executive assistant for academics of the Undergraduate Government of BC

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(UGBC)

• President of the Graduate Students Association (GSA)

• Every 4th year the Law Students Association (LSA)

Current membership

University Core Development Committee faculty handbook http: / /www.bc.edu/content/bc/publicat ions/fachbk/committees/core.html

The University Core Development Committee is charged to develop the Core program approved by The Provost and Dean of Faculties. The Committee helps departments develop their core programs and recommends to the Dean of the College of Arts and Sciences courses to be included in the Core Curriculum. The UCDC provides an annual report to the Provost on the status of the Core Curriculum.

The Committee is composed of eight elected faculty members, five from Arts and Sciences and one each from Education, Management, and Nursing. The Dean of Arts and Sciences, the Director of the Core Curriculum, and an appointed Arts and Sciences faculty member serve ex officio. The Dean is chairperson of the Committee.

Current membership

University Council On Teaching faculty handbook http://www.bc.edu/content/bc/publications/fachbk/committees/teaching.html

The Council focuses on improving the quality of teaching and faculty/student relationships.

Each professional school is represented by one faculty member, with two faculty members representing the College of Arts and Sciences. Faculty are appointed by The Provost and Dean of Faculties on the recommendation of the deans for three-year terms.

University Faculty Compensation Committee faculty handbook http://www.bc.edu/content/bc/publications/fachbk/committees/compensation.html The Committee elicits and articulates faculty views and makes

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recommendations to the Executive Vice President and The Provost and Dean of Faculties on faculty compensation, benefits, and related academic practices. The Committee may also meet with the University Budget committee, the Council of Deans, and other administrative groups.

Members of this university-wide committee are elected for three-year terms by the faculties of their schools. The College of Arts and Sciences is represented by three faculty members, each professional school by one representative. The Committee selects its chairperson.

Current membership

Faculty Compensation committee web site

University Reseach Council faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/committees/research.html

The University Research Council advises The Provost and Dean of Faculties on University-wide research policies and promotes effective research at Boston College.

The Council consists of two faculty members from the Sciences, two from the Social Sciences, and two from the Humanities, and one each from Education, Law, Management, Nursing, and Social Work. There is also one representative from the Research Institutes (Institute for Space Research, Weston Observatory, SWRI, etc.), two graduate students, and one undergraduate student.

Faculty members serve three-year terms and are appointed by the Provost upon recommendation of their department chairpersons and deans. The Vice Provost for Research and the Director of Research Administration are ex officio members, with the former serving as Chairperson and the latter as Executive Secretary.

Other Faculty Committees faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/committees/other.html

Other committees may be established in the various schools or college to focus on specific issues or to represent the faculty as a whole in the form of a senate or assembly.

Information concerning intra-school groups will be provided by the dean and faculty of the school or college.

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Faculty Benefits faculty handbook http: / /www.bc.edu/content/bc/publ icat ions/fachbk/benefi ts .html Boston College provides a broad and competitive range of benefits in order to promote the health and general well-being of its workforce. In addition to comprehensive health and dental insurance plans, the University offers many other benefits including various types of insurance coverage, tuition remission opportunities, and a generous number of paid holidays.

The following selections are linked to Human Resources Benefits Office.

Benefits Administration/Orientation

Family and Medical Leave Policy

Financial Planning Subsidy

Flexible Spending Accounts

Health Benefits

Holidays

Life Insurance/Death Benefits

Long-term Care Insurance

Group Auto and Homeowner's Insurance

Personal Days

Personal and Other Non-Medical Leaves

Religious Holidays

Retirement Planning Handbook

Retirement Program

Sick Leave and Disability Policies

Social Security

Travel Accident Insurance

Tuition Remission

Worker's Compensation

Retrieved on Nov. 14, 2012: http://www.bc.edu/offices/hr/resources/handbook/hbk-benefits.html#bao

Benefits

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QUICK LINKS Benefits Administration/Orientation Health

Benefits Flexible Spending Account Plan Life Insurance/Death Benefits Travel Accident Insurance Group Automobile and Homeowner's Insurance Sick Leave and Disability Policies Family and Medical Leave Policy Personal and Other Non-Medical Leaves

• Adoption Benefits Worker's Compensation Tuition Remission Social Security Financial Planning Subsidy Retirement Program Vacations Personal Days Holidays Religious Holidays

Boston College provides a broad and competitive range of benefits in order to promote the health and general well-being of its workforce. In addition to comprehensive health and dental insurance plans, the University offers many other benefits, including various types of insurance coverage, tuition remission opportunities, and a generous number of paid holidays and vacation days. The following pages outline and detail the University's benefits program. Further information is available from the Benefits Office at 129 Lake Street on the Brighton Campus.

BENEFITS ADMINISTRATION/ORIENTATION Administration The Benefits Director in the Department of Human Resources is responsible for the administration of the benefits programs described in this Handbook. Requests for materials, or questions on specific matters, should be directed to the Benefits Office at 129 Lake Street. The Benefits Office telephone number is (617)552-3329. A Benefits Provider Contact List is also available and includes telephone numbers, group policy numbers, and other contact information for some of the companies listed below.

The material that follows is in summary form and is not intended to be all-encompassing. Details of coverage under the various insurance plans, for example, are contained in the documents pertaining to those plans. The University reserves the right to make changes to the policies described below, and any future changes or amendments will supersede the information in this handbook.

Eligibil i ty (This section last updated online: February 12, 2009)

Full-time regular employees (including full-time faculty) are eligible for the benefits programs, provided they have an appointment for at least a six-month period. Generally, part-time, regular employees who work at least 20 hours per week and whose positions extend for at least 36 weeks (for example, academic-year positions) are also eligible for benefits, although there are some limitations and certain benefits are offered on a pro-rated basis.

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Several benefit programs (health insurance and tuition remission, for example) can apply to spouses and dependents of eligible employees, including employees married to same-sex spouses. In the latter case, due to federal regulations, the tax treatment of the benefit may differ. Click here for information, or contact the Benefits Office.

If a benefits-eligible employee (excluding faculty) changes from full-time to part-time status, or from part-time to full-time status, certain benefits will be affected. Click on the appropriate link for more information.

Orientation (This section last updated online: December 20, 2011)

The Department of Human Resources is responsible for verifying benefits eligibility and for scheduling a benefits orientation meeting for newly hired employees. It is also important that new employees report to the Human Resources Service Center (129 Lake Street) as soon as possible in order to complete appropriate payroll and tax forms. New faculty will receive guidance from the Provost's office.

HEALTH BENEFITS Medical Plan (This section last updated online: January 4, 2012)

Boston College offers two comprehensive medical insurance options from Harvard Pilgrim Health Care (HPHC): the Harvard Pilgrim HMO plan and the Harvard Pilgrim PPO plan.

The HMO is a Health Maintenance Organization that requires participants to utilize physicians and services within HPHC's extensive network. Each member chooses a Primary Care Physician (PCP) who coordinates the member’s care and provides referrals when specialty services are needed. Harvard Pilgrim’s network includes thousands of PCPs in a variety of settings — from small private practices to large multi-specialty groups. Members must reside within the HPHC service area for at least nine months per year.

The PPO is a Preferred Provider Organization with a full level of benefits when services are obtained from participating hospitals, physicians, and other providers (in-network) and a lesser level of benefits involving deductibles and co-payments when non-participating providers are used (out-of-network). The PPO and the HMO provider networks are identical, but PPO members are not required to choose a PCP nor obtain referrals for specialty care. Information about the benefits and provisions of each medical plan is available from the Benefits Office.

New employees may enroll in either medical plan within 60 days of their hire date and may select an individual or a family membership.

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Note: Anyone requesting family coverage under a medical plan must submit a copy of a marriage certificate, a copy of a signed tax form, or other documentation, satisfactory to the Benefits Office, that confirms spouse status. Generally, documentation will not be required for children to be covered under a family membership, although there are some exceptions — for example, in the case of a new adoption or to clarify certain tax implications.

When two spouses both work at Boston College in benefits-eligible positions, they may have two individual medical plan memberships or one family membership. They may not have an individual and a family membership or two family memberships.

Medical coverage may begin as early as the first day of work if the enrollment form is completed by then. Pre-existing conditions are not excluded from immediate coverage. If a plan is not selected within 60 days of hire, enrollment will normally be permitted only on June 1 each year, the open enrollment date. Also, once enrolled, an employee may transfer from one plan to another only on June 1. Enrollment or membership changes at other times of the year will not be permitted unless certain conditions set by IRS regulations are met for qualifying events (e.g., a spouse's loss of coverage due to termination of employment, marriage, birth or adoption of a child, divorce or legal separation, or death of a spouse or dependent). The Benefits Office must be notified within 30 days of the qualifying event in order to allow the change.

Both employees and Boston College contribute toward the cost of medical coverage. A current schedule of medical premiums is available on the HR web site or in the Benefits Office. Employee contributions are deducted on a pre-tax basis and are not subject to federal, state, and FICA (Social Security) taxes.

Note: In certain circumstances, due to federal regulations, the tax treatment may be different. Contact the Benefits Office for details.

Upon termination of employment, under provisions of a law commonly referred to as COBRA (Consolidated Omnibus Budget Reconciliation Act), an employee may continue his/her medical coverage, normally for a period up to eighteen months. The terminating employee is responsible for paying the normal employee share of the premium for the first month and for paying the full premium cost for subsequent months. Arrangements for continuation of coverage are made through the Benefits Office.

Also, under the COBRA law a participant who becomes ineligible for coverage due to a loss of dependent status (a divorced spouse, for example, or a child reaching the maximum age) can continue coverage, normally for a period up to 36 months, but the participant must notify the Benefits Office within 30 days of the qualifying event.

Under both the PPO and the HMO, unmarried dependent children can

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normally be covered up to age 26.

Dental Plan (This section last updated online: January 4, 2012)

Boston College offers a choice of two Delta Dental plans: DeltaPremier and DeltaCare. The DeltaPremier plan provides benefits under three main categories of dental services: (I) diagnostic and preventive services, covered at 100%; (II) restorative and other basic services, covered at 80%; and (III) prosthodontic and major restorative services, covered at 50%. There is a $1,500 calendar year maximum benefit. Additionally, orthodontic services and surgical implants are covered at 50%, each with a separate $1,000 lifetime maximum. Approximately 95% of Massachusetts dentists participate in the DeltaPremier plan.

DeltaCare is a managed-care dental plan, which means that each participant chooses a Primary Care Dentist from the DeltaCare network who will coordinate all dental care. The plan has affordable premiums and low out-of-pocket costs. Most preventive and diagnostic services are covered at 100%; other services are subject to a co-payment schedule. The DeltaCare plan has a much smaller network of providers than DeltaPremier.

More detailed information about both plans may be obtained from the Benefits Office. To participate in either plan, complete the Enrollment Form and send it to the Benefits Office, 129 Lake Street.

As with the medical plans, new employees may enroll in either plan within 60 days after their hire date and may choose an individual or a family membership.

Note: Anyone requesting family coverage under a dental plan must submit a copy of a marriage certificate, a copy of a signed tax form, or other documentation, satisfactory to the Benefits Office, that confirms spouse status. Generally, documentation will not be required for children to be covered under a family membership, although there are some exceptions — for example, in the case of a new adoption or to clarify certain tax implications.

When a husband and wife both work at Boston College in benefits-eligible positions, they may have two individual dental plan memberships or one family membership. They may not have an individual and a family membership or two family memberships.

Dental coverage may begin as early as the first day of work if the enrollment form is completed by then. There is no waiting period for benefits once coverage is effective. After 60 days, enrollment is available on the anniversary date, June 1, each year. Employees may also switch from one plan to the other on June 1. Enrollment or membership changes at other times of the year will not be permitted unless certain conditions set by IRS regulations are met (e.g., a spouse's loss of coverage due to termination of

38

employment, marriage, birth or adoption of a child, divorce or legal separation, or death of a spouse or dependent). The Benefits Office must be notified within 30 days of the qualifying event in order to allow the change.

Note: If a subscriber voluntarily chooses to terminate dental coverage, either (a) at the Open Enrollment period, or (b) for a leave-of-absence period when payment of only the normal employee portion of the premium is required to maintain coverage (e.g., a summer leave), he or she will not be permitted to re-enroll in a dental plan until the second June 1 Open Enrollment date following the termination of coverage.

Both employees and Boston College contribute toward the cost of dental coverage. A current schedule of dental premiums is available on the HR web site or from the Benefits Office. Employee contributions are deducted on a pre-tax basis and are not subject to federal, state, and FICA (Social Security) taxes.

Note: In certain circumstances, due to federal regulations, the tax treatment may be different. Contact the Benefits Office for details.

When employment at Boston College terminates, an employee may continue dental plan coverage under provisions of COBRA, normally for a period up to eighteen months, by paying the employee share of the premium for one month and the full cost for additional months.

Also, under the COBRA law a participant who becomes ineligible for coverage due to a loss of dependent status (a divorced spouse, for example, or a child reaching the maximum age) can continue coverage, normally for a period up to thirty-six months, but the participant must notify the Benefits Office within 30 days of the qualifying event.

Under both DeltaPremier and DeltaCare, unmarried dependent children can normally be covered up to age 26.

Medical Coverage at Age 65 Employees who continue working beyond age 65 are entitled to the same medical coverage they had before age 65. However, employees and their spouses should contact the Social Security Administration about three months before turning 65 in order to enroll in Part A of the Medicare program (and also to inquire about beginning or deferring Social Security income payments). Part A Medicare enrollment, although not required, could facilitate future interactions with the Social Security Administration. Enrollment in Part A of Medicare can be done online at www.socialsecurity.gov . It is not necessary to sign up for Part B of Medicare (for which there is a cost) as long as coverage continues under an employer's medical plan.

Medical Coverage at Retirement (This section last updated online: August 8, 2012)

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Full-time employees who retire from Boston College, as well as their spouses, are eligible for medical coverage in accordance with the following policies. Effective January 1, 2012, Boston College adopted a dual approach toward offering medical coverage for its retirees, one for a group of so-called "grandfathered" employees, and a separate approach for "non-grandfathered" employees.

Grandfathered Employees In March 2005 all full-time employees were notified that the University was changing its contribution policy for retiree medical coverage from 100% (fully funded) to a 50-50 cost-sharing approach. However, in order to protect those employees with longer service and those who were generally older, employees were advised of their "points" (age plus years of service as of January 1, 2006) and those with 55 or more "points" were considered to be "grandfathered." For those grandfathered employees, a sliding scale (see below) was established for retiree medical contributions that ranged from a 90% Boston College contribution (for employees with 90 or more "points") to a 55% Boston College contribution (for those with at least 55 "points").

Non-Grandfathered Employees Employees hired on or after January 1, 2006, or who were hired before that date but did not have age plus years of eligible full-time service totaling at least 55 "points" on January 1, 2006, are considered to be "non-grandfathered."

Retiree Medical Coverage for "Grandfathered" Employees By current policy, a "grandfathered" retiree must have 15 years of continuous full-time service after age 47 (i.e., retirement at age 62 or older) in order to be eligible for post-retirement medical coverage.

An eligible retiree age 65 or older may enroll in one of the University’s retiree medical plans (currently the Tufts Health Medicare Preferred Supplement/PDP and the Tufts Health Medicare Preferred HMO). Information about the plans is available from the Benefits Office. To join either plan, a person must be enrolled in both Parts A and B of the Social Security Medicare program.

Since Medicare is not available until age 65, an eligible retiree age 62–64 may continue regular PPO or HMO medical coverage (individual or family membership) until age 65 by paying the normal active employee portion of the monthly premium. At age 65 the retiree will be eligible to enroll in one of the retiree medical plans available at that time.

Contribution Policy for Post-65 Retiree Coverage For eligible retirements on and after January 1, 2006, a "grandfathering formula" is used to determine the contribution percent that will apply at retirement. The formula calculates the number of "points" an employee had

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as of January 1, 2006, by adding the employee's age on that date to the years of eligible service as of that date. The total "points" determine the percent of the post-65 medical premium to be paid by the retiree. The "Grandfather" Policy applies to employees with 55 or more "points," and their contribution will range from 10% to 45% (see below).

# of Points as of January 1, 2006 % Paid by Retiree 90 +

85–89 80–84 75–79 70–74 65–69 60–64 55–59

10% 15% 20% 25% 30% 35% 40% 45%

[Note: The percent determined as of 01/01/06 will apply regardless of when the employee actually retires.]

Spouse Coverage At retirement, a "grandfathered" retiree’s spouse age 65 or older is eligible to enroll in one of the University’s retiree medical plans (currently the Tufts Health Medicare Preferred Supplement/PDP and the Tufts Health Medicare Preferred HMO). Under current policy, the spouse is responsible for paying 50% of the monthly premium.

A retiree’s spouse, who is under age 65, but at least age 55, will be eligible for up to 3 years of medical coverage with University contributions. If the retiree is also under age 65, the spouse will stay on the retiree’s family membership, and they will pay the normal family deduction rate for up to 3 years, or until either party turns 65. At that point the under-65 party will switch to an individual membership and the over-65 party will enroll in one of the retiree medical plans. If the retiree is over 65 at retirement, or turns 65 during the initial 3-year period, the spouse will pay 50% of an individual premium until the end of the 3-year period or until the spouse turns 65, if earlier.

After 3 years, the spouse will be eligible for coverage to age 65 by paying 100% of the individual premium. At age 65, the spouse will be eligible to enroll in one of the retiree medical plans and will be responsible for paying 50% of the premium.

A retiree’s spouse who is under age 55 at retirement will be eligible only for the 3 years of coverage with University contributions as outlined above. He/she will not be eligible for post-65 coverage in the retiree medical plans.

If a retiree is not married at the time of retirement, any future spouse will not be eligible for coverage under a Boston College group plan.

[Note: Boston College reserves the right to amend or terminate these

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policies at any t ime, with reasonable notice to participants.] Retiree Medical Coverage for "Non-Grandfathered" Employees Beginning in 2012 "non-grandfathered" employees age 50 and over will be covered by a new type of retiree medical program called a Retiree Medical Savings Account, or RMSA. This plan applies to all full-time employees hired on or after January 1, 2006, and those hired before that date whose age plus service totaled less than 55 "points" (see above). The RMSA is a record-keeping account that can be used during retirement to reimburse a retiree and eligible spouse for certain qualified health care expenses, including most medical plan premiums. As of the date of this Handbook update, details of the plan are still being finalized, but some of the key features of the RMSA are:

• When an eligible employee attains age 50, Boston College will begin accruing an annual allocation of $2,580 ($215 monthly) to a notional account for that employee. (The allocation will be the same for single and married employees.)

• Boston College will accrue annual allocations to the RMSA for up to 20 years, provided the employee remains active and full-time.

• Interest will be credited to the account balance. For 2012 and 2013, interest will be credited at 4.5% per annum. Future rates will be set in accordance with a benchmark to be determined.

• An employee will need to complete at least 12 years of full-time service after attainment of age 50 to be eligible to utilize the RMSA at retirement (i.e., to be "vested"). If that requirement is not met, the RMSA balance will be forfeited when employment terminates.

• At retirement, a vested employee who is eligible for Medicare (generally age 65 or older) will have access to the RMSA to offset the cost of retiree medical coverage that is purchased to supplement Medicare. An employee who retires and is not yet eligible for Medicare, but otherwise qualifies for the RMSA (i.e., is at least age 62 with 12 years of service), may remain in the medical plan for active employees, at the active employee contribution rate, until Medicare eligibility is attained (age 65).

• For employees who were age 50 or over on January 1, 2012, the RMSA will be "seeded" with an initial allocation, or opening account balance, based on eligible service after age 50. The initial allocation will be calculated using the numer of months of full-time service since attainment of age 50 multiplied by $215 (1/12th of $2,580), adjusted for interest at 4.5 % per annum.

Additional details regarding the RMSA (for example, with respect to paid and unpaid leaves, survivor benefits, and eligible vs ineligible expenses) will be published once they are finalized.

[Note: Boston College reserves the right to amend or terminate these

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policies at any t ime, with reasonable notice to participants.] FLEXIBLE SPENDING ACCOUNT PLAN (This section last updated online: January 5, 2012)

Through the Boston College Flexible Spending Account (FSA) Plan, employees may save taxes on the money they spend for uncovered medical/dental and dependent care expenses. Participants in the calendar year FSA plan elect to set aside money through payroll deductions during the calendar year to pay for certain predictable expenses. The amounts are then deducted before federal, state, and Social Security taxes are withheld.

The Medical/Dental Account may be used to pay for such expenses as deductibles and co-payments under health insurance and dental plans, orthodontic care, chiropractic care, eyeglasses, contact lenses, and many over-the-counter medications and products. The maximum annual contribution is $5,000 (under federal health reform the maximum is due to decrease to $2,500 in 2013).

The Dependent Care Account is used to pay for certain dependent care expenses. Eligible expenses include charges for the care of dependent children age 12 and under or for elderly or disabled family members. The maximum annual contribution is $5,000 and may be less under certain circumstances.

Employees may elect to participate in either or both accounts, but funds may not be transferred between accounts. Deductions may not be changed or stopped during the year unless there is a specific change in family status (marriage or birth of a child, for example).

Claims for eligible expenses are submitted to a third-party administrator and reimbursements are paid directly to the employee or, in some cases, to the provider. Accounts stay open through March 15 after the end of the calendar year, but any unused funds remaining in the accounts at that time must, by law, be forfeited.

Contact the Benefits Office for more detailed information about the FSA plan, eligibility, and enrollment requirements.

GROUP LIFE INSURANCE/DEATH BENEFITS Basic Life Insurance (This section last updated online: January 4, 2012)

Boston College provides Group Life Insurance coverage to full-time regular employees and to part-time regular employees who work at least 20 hours per week. The policy is underwritten by Aetna Life Insurance Company, and premiums are paid in full by the University. Coverage for an eligible employee begins within a month after the employee's hire date.

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The amount of insurance is based on an employee's age and salary in accordance with the following schedule:

Age Insurance Amount under 55 2.00 × annual salary 55–64 1.50 × annual salary 65–69 1.00 × annual salary 70 and over .67 × annual salary If the insurance amount is not an even multiple of $1,000, it is rounded to the next higher multiple. The maximum benefit is $300,000. A beneficiary is designated when an employee enrolls in the plan. In the event of an insured employee's death, an application for benefits is processed through the Benefits Office.

There is an option under which a person with a terminal illness and a life expectancy of 12 months or less may collect up to 75% of his/her Group Life benefit while still living. The purpose of this "accelerated death benefit" is to provide relief from the financial pressure and anxiety that may occur during a situation involving a terminal illness. Contact the Benefits Office for more information.

Contributory Life Insurance (This section last updated online: May 19, 2006)

Through the Contributory Group Life Insurance plan, eligible employees may buy term insurance at group rates and pay for it through the convenience of payroll deductions. The plan is insured by Aetna Life Insurance Company. There are two options:

Supplemental Life Insurance New employees may purchase insurance in $1,000 increments, up to a maximum of one times annual base salary, within 60 days of their hire date. This is the "Guaranteed Issue Amount," and no health information is required. (The Guaranteed Issue Amount is capped at $250,000.)

Important: New employees who do not elect to participate during the initial 60-day period will lose the Guaranteed Issue opportunity and will be required to submit an Evidence of Insurability Statement that is acceptable to Aetna in order to participate at any time in the future. Exception: A new enrollment will be permitted in connection with certain "family status changes," such as marriage or birth of a child.

Once participating, employees may purchase additional insurance up to one times annual salary during each annual Open Enrollment period without submitting health information (subject to the Guaranteed Issue cap of $250,000). Employees may request an "Additional Amount" of insurance at other times, also in $1,000 increments, but must complete an Evidence of Insurability Statement to be reviewed by Aetna. The total contributory insurance amount cannot exceed the lesser of four times salary or $500,000.

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Dependent Life Insurance Employees may purchase up to three "Units" of Dependent Life Insurance. A Unit of insurance covers the employee's spouse for $10,000 and each eligible child for $5,000. New employees may buy one Unit within 60 days of their hire date without submitting any health information. A second or third unit may be requested, but an Evidence of Insurability Statement will be required for each covered dependent.

Important: New employees who do not elect to participate during the initial 60-day period will lose the Guaranteed Issue opportunity and will be required to submit evidence of good health that is acceptable to Aetna in order to participate at any time in the future.

Once participating, employees may purchase an additional Unit of insurance during each Open Enrollment Period with no Health Statement (maximum three units). Exception: A new enrollment will be permitted in connection with certain "family status changes," such as marriage or birth of a child.

For more detailed information, please refer to Contributory Group Life Insurance Plan: Questions and Answers, Contributory Group Life Insurance Monthly Premium Rates, Supplemental Life Enrollment Form, and Dependent Life Enrollment Form.

Insurance Portabil i ty at Termination (This section last updated online: July 28, 2004)

Coverage under the Basic, Supplemental, and Dependent plans ends 31 days after termination of employment. During that period, under Aetna's "portability" option, a person normally can elect to continue the coverage at special group insurance rates. The portable coverage amount for the employee is limited to a minimum of $5,000 and a maximum of the employee's current coverage or $400,000, whichever is less (including Basic and Supplemental Life coverage combined). For Dependent Insurance, the portable amount for a spouse is limited to a minimum of $1,000 and a maximum of $25,000; for a child the minimum is $1,000 and the maximum is $5,000. Portability is available through age 98 (to age 64 for a spouse and age 22 for a child). Portability does not apply if termination was due to illness or injury. If portability is not available, there is still a "conversion" option under which a person can convert the coverage to an individual "whole life" policy without a medical examination. Contact the Benefits Office for further information.

Death Benefits (This section last updated online January 4, 2012)

If a deceased staff member had been employed full time at Boston College for more than five years, but less than ten years, the beneficiary will receive from Boston College a death benefit equal to one-fourth of the employee's current annual salary. If the staff member had been employed full time for

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ten or more years, the death benefit will be one-half the employee's annual salary. In paying this benefit, the beneficiary will be the same as designated under the Group Life Insurance Plan.

Furthermore, if a deceased employee had a family membership in one of the University's medical insurance plans at the time of death, the covered dependents will normally be able to continue their coverage, under the COBRA law, for up to three years. Boston College will pay the full cost of the coverage for the first year; the subscriber(s) will be responsible for the cost during the remaining period.

TRAVEL ACCIDENT INSURANCE (This section last updated online January 4, 2012)

All full-time faculty, professional/administrative staff, and office/clerical staff members are covered by a Travel Accident Insurance policy, which is paid for in full by Boston College. This coverage is automatic and provides a benefit payment for accidental death or dismemberment if it occurs while a covered employee is traveling on University business. In case of death, the benefit amount would be $100,000; in case of dismemberment, the benefit amount would depend on the injury.

The term "on University business" means any trip authorized by or at the direction of the University for the purpose of furthering the business of Boston College, excluding everyday travel to and from work, bona fide vacations, or leaves of absence. (Attendance at professional meetings, for example, would be considered University business.)

The beneficiary of the death benefit under this policy will be the same as the beneficiary designated under the University's Group Life Insurance Plan, unless other prior written instructions were given to the Benefits Office by the employee.

GROUP AUTOMOBILE AND HOMEOWNER'S INSURANCE (This section last updated online: January 4, 2012)

Under a program called MetPay, employees may purchase automobile and homeowner's insurance at discounted rates and pay the premiums through the convenience of payroll deductions over the course of the year. There are no finance charges and no down payment is required.

The MetPay program is administered by Metropolitan Property and Casualty Company, a subsidiary of Metropolitan Life Insurance Company. By insuring through MetPay, employees are eligible for group discounts off Massachusetts automobile rates and Metropolitan's homeowner's rates. MetPay also offers policies for renter's insurance, vacation homes, residential income property, and boats.

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For further information, employees may call MetPay at 1-800-438-6388 or may call or visit the MetPay account representative during normal on-campus service hours (Mondays 9:00 a.m. - 1:00 p.m.), near the Benefits Office at 129 Lake Street. The MetPay representative's on-campus extension is 2-4300. For additional contact information see the Benefits Providers Contact List.

SICK LEAVE AND DISABILITY POLICIES (This section last updated online January 4, 2012)

Sick Leave (Weekly Payroll) Full-time regular employees on the weekly payroll earn one sick day per month of service. Employees who begin employment on or before the 15th of the month, or who terminate on or after the 16th of the month, will receive credit for that first, or last, month.

Part-time regular employees who work at least 20 hours per week also earn one sick day per month of service, but the accruals are calculated in hours. One sick day equals the number of hours in an "average day," which is the number of hours worked per week divided by five. (For example, someone who works 20 hours per week earns four hours of sick leave per month, regardless of how the 20 hours are distributed during the work week.) Instructions on calculating sick time for part-time employees are available on the Human Resources web site.

Unused sick leave may be carried over from year to year with no maximum accumulation. When necessary, employees may use up to five days of their accrued sick time per year to care for ill members of their immediate family (spouse, children, and parents). Employees may not use sick leave as vacation days nor receive pay for unused sick leave when employment is terminated.

Exception: Non-exempt employees with 15 or more years of continuous full-time service, who retire from the University at age 62 or later, may be paid for up to 40 days of accrued sick leave at the time of retirement. The sick leave will normally be paid in a lump sum with the employee's final regular paycheck.

Sick Leave (Monthly Payroll) Although full-time employees on the monthly payroll do not accrue a specific number of sick days per year, it is the policy of Boston College to pay professional/administrative staff members for a reasonable number of days missed due to short-term illnesses. Furthermore, full-time staff members are entitled to full salary continuation during a period of extended illness or disability in accordance with the following schedule:

Length of Service Maximum Sick Pay Duration up to 3 months 1 month 4 to 6 months 2 months

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7 to 9 months 3 months 10 to 12 months 4 months over one year 6 months Part-time monthly employees who regularly work at least 20 hours per week earn one sick day per month of service, with the accruals calculated in hours. One sick day equals the number of hours in an "average day," which is the number of hours worked per week divided by five. Instructions on calculating sick time for part-time employees are available on the Human Resources web site.

Long-Term Il lnesses Whenever it is expected that a medical absence may last one month or more, the Benefits Director should be notified. In order to continue salary payments in accordance with the above provisions, Boston College may require a physician's certification that the employee is medically unable to work. At its discretion, the University may also require medical examination by one of the physicians in the Boston College Health Services Department. By the third month of a medical absence, if it is apparent that an illness or disability may extend beyond six months, a full-time employee should contact the Benefits Director to discuss procedures for applying for benefits under the University's Long-term Disability Insurance Plan, which provides for income payments after six months of disability.

Long-Term Disabil i ty Insurance (This section last updated online: February 12, 2009)

The University maintains a group Long-term Disability Insurance Plan, underwritten by the Aetna Life Insurance Company, which provides each participant a portion of his/her income in the event of a long-term disability. The cost of the insurance is paid by Boston College. Under this program, disability is defined as either (1) being completely unable, due to sickness, bodily injury, or pregnancy, to perform your normal occupation, and not performing any other occupation (total disability); or (2) working, but being unable, due to sickness, bodily injury, or pregnancy, to earn more than 80% of your basic salary (partial disability).

Enrollment: Employees are enrolled in the Disability Plan on the first of the month following one year of eligible full-time employment. An individual may be eligible for immediate enrollment if he/she had similar disability coverage just prior to joining Boston College.

Benefits: Disability insurance benefits may begin as of the first of the month following six consecutive months of disability. During the initial six months, the employee will be paid in accordance with the relevant sick leave policy. (Employees on the weekly payroll may also be eligible for payments under the University's short-term disability provision outlined below.) Once approved, disability insurance benefits may continue until a maximum of age 65. However, if disability occurs after age 60, benefits may continue for as long as the disability lasts or, if earlier, in accordance with the following

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schedule:

Age When Disability Commences

Maximum Duration of Benefits

59 or younger to the Social Security Normal Retirement Age

60 through 64 the later of 5 years or the Social Security Normal Retirement Age

65 through 68 to age 70 69 or older 1 year The plan provides an income benefit of 65% of base monthly salary, with a maximum benefit of $14,000 per month. The Standard's payments are reduced by the amount of any Social Security and/or Worker's Compensation benefits.

If the employee was participating in the University's 401(k) Retirement Plan when disability began, the disability insurance also provides a monthly premium benefit for the retirement plan contributions. This means that while income benefits are being paid, retirement plan premiums continue to be credited to TIAA-CREF annuity contracts. Note: If an employee was participating only in the Fidelity 401(k) Plan, he/she will need to complete a TIAA-CREF enrollment form in order for the premiums to be credited.) The amounts credited will vary, depending upon an individual's length of service.

An employee's Group Life Insurance coverage will be maintained during the period when disability benefits are being paid. Contributory Life Insurance may be continued for up to a year, provided premium payments are maintained by the employee, but restrictions may apply to coverage beyond the one-year period (contact the Benefits Office for details). Furthermore, if the employee was enrolled in one of the University's medical insurance plans when disability began, Boston College will continue the group coverage, and, under current policy, will pay the full premium cost.

The Benefits Office should be contacted no later than three months after a disability occurs.

Termination: This insurance coverage will end when a person terminates employment at Boston College or goes on unpaid leave of absence (see "Benefits during Leaves" section of this handbook for exceptions).

Short-Term Disabil i ty Payments (This section last updated online: February 12, 2009)

As noted above, the Aetna Insurance Company's Disability Insurance benefits are payable only after six consecutive months of disability. The University's Short-Term Disability (STD) policy was designed to provide a bridge between the expiration of accrued sick leave and the (potential) start of Long-term Disability Insurance benefits. The STD policy guidelines apply to full-time

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employees on the weekly payroll who have completed one year of full-time, benefits-eligible service at Boston College. (This benefit is not available when the employee is receiving Worker's Compensation benefits for the same period.)

After six full weeks of disability, an employee may be eligible for short-term disability payments, whereby the University will pay an employee 75% of his/her regular weekly gross pay. The employee must first use his/her accrued sick leave, but will be allowed to retain twenty days, if so desired; STD payments will begin only after all sick days (less twenty) have been used. Use of accrued vacation days prior to the start of STD payments will be optional. STD payments may continue up to a maximum of 22 weeks. The actual number of payments will depend upon the amount of sick leave (and possibly vacation time) used. As in all cases of prolonged illness or disability, Boston College reserves the right to require a doctor's certificate and/or examination by a University physician.

Employees will be responsible for their normal medical contributions while they are receiving sick leave and vacation pay, but once STD payments begin the University will pay the full medical premium. Dental plan contributions will be required throughout the period of disability. 401(k) retirement plan contributions (both the employee's deduction and the University's contribution) will continue throughout the period of STD payments and will be based on the STD amount. 403(b) contributions will also continue unless the employee elects to stop them. Vacation time and sick leave are not accrued when an employee is receiving STD payments.

Arrangements for Short-Term Disability payments must be made through the Benefits Office.

For specific Guidelines, see Office, Clerical, and Service Employees, Local 615 Members, or BC Police Association.

Long-Term Care Insurance (This section last updated online: January 4, 2012)

For a number of years Boston College has offered a Long-Term Care Insurance Plan underwritten by John Hancock Insurance Company. Long-Term Care Insurance provides benefits for extended care resulting from chronic illnesses or injuries that government programs and health insurance plans generally do not cover (e.g., nursing homes, alternative care facilities, home health care, hospice care, etc.). The coverage has been available to benefits-eligible employees, their spouses, and certain other family members.

Note: As of January 1, 2012, and until further notice, John Hancock is no longer accepting new enrollment applications for Long-Term Care Insurance. This action was taken due to the low interest rate environment and its impact

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on plan pricing.

FAMILY AND MEDICAL LEAVE POLICY Boston College recognizes that its employees sometimes face conflicts in meeting family obligations and work requirements. Therefore, in accordance with the Family and Medical Leave Act (FMLA) of 1993, the University has established policies governing parental, family, and medical leaves. Following is a summary of the major provisions of Boston College's Family and Medical Leave Policy. The complete policy is available online and from the Benefits Office in Room 140, 129 Lake Street.

Eligibil i ty for FMLA Leaves An employee is eligible for family and medical leave if he/she has been employed by the University for at least 12 months and has worked at least 1,250 hours during the twelve-month period prior to the time leave would begin. Hours are calculated based on actual hours worked, including overtime. Employees will be advised when requesting leave of the amount of FMLA leave available to them.

Note: In order to qualify for paid leave, employees eligible for FMLA leave must also be eligible for the University's benefit programs. Otherwise, the entire FMLA leave will be unpaid.

Maternity Leave Upon the birth of a child, the mother is entitled to leave for up to twelve consecutive weeks. The first eight weeks will be considered as paid medical leave related to childbirth, and the employee will receive her regular pay for that period. The pay period is not extended by the occurrence of any holidays that fall within the first eight weeks. The remainder of the leave, including any approved extension beyond the twelve-week period, will be unpaid unless the employee is medically disabled and is due payments under the University's sick leave policy, or unless the employee has accrued vacation time, in which case the vacation time may be applied toward the leave.

Note: An employee who is not eligible for FMLA leave because she has less than one year of service will still be entitled to one week of paid medical leave for each full month of continuous service at a minimum of 20 hours per week (up to a maximum of eight weeks paid leave).

Paternity Leave Upon the birth of a child, the father is entitled to a maximum leave of twelve consecutive weeks within the twelve-month period following birth. The first week of the leave will be paid (and not charged to sick or vacation accruals), provided it is taken within 12 weeks following the birth of the child. The remainder of the leave will be unpaid unless the employee has accrued vacation time. The employee's department may require that the accrued vacation be used as part of the FMLA leave before the unpaid portion begins.

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Adoption Leave An employee who has completed a year of service is generally entitled to a maximum of 12 weeks of adoption leave. Benefits-eligible employees may be eligible for up to eight weeks of Paid Adoption Leave. See Boston College's formal Adoption Leave Policy. [Also note that there is an Adoption Assistance Plan, which can provide reimbursement for certain adoption expenses.]

Foster Care Leave Employees will be eligible for up to twelve consecutive weeks of leave during the twelve-month period following placement of a child into their foster care. The first week will be paid (and not charged to sick or vacation accruals), provided it is taken within 12 weeks following the placement. The remainder of the leave will be unpaid unless the employee has accrued vacation time.

Family Leave Employees will be eligible for up to twelve weeks of leave during a twelve-month period to care for a family member with a "serious health condition." (Refer to FMLA Policy and also see Note below.)

Military Family Leave In 2008, the National Defense Authorization Act established two kinds of Military Family Leave. "Military Caregiver Leave" provides up to 26 weeks of leave to an employee who is the spouse, child, parent, or next-of-kin of a servicemember who is recovering from a serious illness or injury sustained on active duty. "Qualifying Exigency Leave" provides that an employee with a spouse, child, or parent in the National Guard or Reserves may use up to twelve weeks of leave for a "qualifying exigency" arising out of the fact that the military member is on active duty or is called to active duty in support of a contingency operation. (Refer to FMLA Policy and see Note below.)

Note: Family leaves and military family leaves will be unpaid, with the following exceptions:

• Under the University's sick leave policy, employees may use up to five days of sick leave per year to care for ill members of their family. Those five days, if not previously used, may be applied toward FMLA leave.

• The employee's department may require that any accrued vacation time be used as part of the FMLA leave before the unpaid leave begins.

Medical Leave An eligible employee will be entitled to twelve weeks of leave if a serious health condition renders him/her unable to perform his/her job functions. This leave will be coordinated with the University's sick leave and short-term disability policies. Any portion of medical leave not covered by either of these policies will be unpaid unless the employee elects to use accrued vacation time.

Employees are limited to a maximum total of twelve weeks leave for the above purposes (except for Military Caregiver Leave). For example, a person

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cannot take twelve weeks parental leave and twelve weeks paid sick leave during the same twelve-month period.

Procedures for Requesting Leave Employees requesting FMLA leave (see above for Adoption Leave requests) should submit a written application to their supervisor with a copy to the Benefits Director. An "Employee Request for FMLA Leave" form may be used for this purpose. Thirty days advance notice is required when the leave is foreseeable. In the case of a medical emergency, the employee or a family member should contact the supervisor as soon as possible, submitting a written request for leave as soon as practicable thereafter. It is expected that employees make every reasonable effort to schedule planned medical treatment so as not to unduly disrupt the normal operation of the department.

For leaves involving serious health conditions, the University may require appropriate verification from a health care provider of the necessity for family or medical leave.

After receiving a request for leave, the Benefits Office will provide a notice detailing specific expectations and obligations of the employee, as well as any additional information that may be required.

Benefits During FMLA Leaves The University will continue an employee's medical and dental coverage during both paid and unpaid FMLA leaves, provided the employee continues to pay his/her normal portion of the premiums. During the paid portion of an FMLA leave, other benefits, such as retirement contributions, will also continue.

During unpaid FMLA leaves, non-health benefits will be treated the same as they are during other, non-medical leaves without pay (see below).

PERSONAL AND OTHER NON-MEDICAL LEAVES Personal Leave A personal leave-of-absence without pay, for a period not to exceed one year, may be granted to regular employees in exceptional circumstances. When a personal leave is granted, it is understood that the employee will use all available vacation days at the beginning of the leave. With personal leaves, departments will normally agree to hold the employee's position until his/her return. However, in rare cases a leave may be granted even though the department intends to fill the position. In such cases, the University will attempt to place the employee returning from leave in another position, but there is no guarantee that a position will be available.

Employees failing to return from a personal leave on the date agreed upon

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will be considered to have voluntarily resigned as of that date.

The application for a personal leave-of-absence must be submitted in writing to the Benefits Director through the employee's immediate supervisor, director, or department head. The request should be made at least 30 days prior to the start of the leave (or 14 days when requesting an extension of a current maternity leave). Each application will be reviewed on its own merits after consideration of the reasons for the request and the effect on the University.

Funeral Leave The University will grant all regular employees paid leave for up to three days upon the death of a member of their immediate family or of another close relative. In special circumstances, the paid leave may be extended to five days with the approval of the supervisor. Whenever the need arises, an employee should arrange for funeral leave with his/her supervisor as soon as possible.

Jury and Witness Duty Leave The University recognizes an employee's civic duty to appear as a juror or witness in federal and state courts and will grant employees who have been summoned or subpoenaed to appear in court a temporary leave of absence for the purpose of satisfying that civic responsibility. Supervisors should inform the Benefits Director whenever one of their employees is summoned for jury duty.

During the period of leave, the University will be responsible for the difference between the employee's regular pay and the amount received for appearing in court. In effect, while on leave the employee will be issued his/her regular payroll check, and all remuneration from the courts (less any appropriate travel allowance) must then be turned over to the Benefits Director. The accrual of regular employee benefits will not be affected by the leave of absence. This policy does not apply when an individual appears in court on his/her own behalf.

Military Reserve Leave Regular employees who are required to participate in annual military training duty as members of the Armed Forces Reserve or National Guard will receive the difference between their military pay and their regular University pay for a period of up to two weeks. Earned vacation and other employee benefits will not be affected by the leave. Supervisors should be notified at least 30 days prior to the time the leave is to begin and the supervisor, in turn, should inform the Benefits Director. While on leave, the employee will be issued his/her regular payroll check, and upon returning from leave each employee must turn over the military pay to the Benefits Director, along with a copy of the military pay voucher.

Benefits During Non-FMLA Leaves During an approved leave-of-absence without pay, group medical and dental

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insurance coverage may be continued, but the employee will normally be responsible for paying the full cost of the premiums while on leave. However, for the first six months of leave due to medical or disability reasons, including an eight-week maternity leave, the employee will be responsible for paying the normal deduction amount for medical coverage (see Family and Medical Leave policy). It is important to make arrangements with the Benefits Office in advance to ensure uninterrupted coverage.

Group Life Insurance will continue at no cost to the employee during an approved leave. Supplemental Life Insurance can be maintained if the employee makes arrangements with the Benefits Office to continue the premium payments.

Disability Insurance will only continue in the case of a maternity leave or a leave for the purpose of engaging in full-time study for an advanced degree or for active work in the field of education or research. In order for the disability coverage to be continued, the Benefits Director will require a statement verifying the purpose of the leave. Contributions to the retirement plan will be discontinued during an unpaid leave, as will vacation and sick leave accruals.

Tuition remission benefits will remain in effect during an unpaid leave of one year or less.

ADOPTION BENEFITS (This section last updated online: August 22, 2012)

Boston College wishes to support employees in balancing their workplace demands with their personal and family needs, and thus the University provides generous sick leave, vacation, and parental leave policies. Boston College also recognizes the particular investment of time and financial resources normally necessitated by the adoption process. Therefore, the University established an Adoption Assistance Plan , under which Boston College will provide financial assistance for adoption-related expenses, along with a progressive Adoption Leave Policy.

Any questions regarding these Adoption Benefits should be directed to the Benefits Office.

WORKERS' COMPENSATION (This section last updated online: January 25, 2012)

Employees who are injured while on the job in University service are covered under Workers' Compensation Insurance. This coverage provides partial income payments in lieu of lost wages, as well as certain injury-connected

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medical payments. Workers’ Compensation benefits are coordinated with the University's sick leave policies and, in case of a prolonged disability, with the Long-term Disability Insurance Plan.

Any employee injured on the job should notify his/her supervisor promptly and should seek treatment as deemed appropriate. The supervisor must complete an Accident/Injury Report and forward it to the Risk Management office within 24 hours. The Risk Management office will review the Accident/Injury Report and forward it to the Third Party Administrator who handles Workers' Compensation claims for Boston College.

More detailed information regarding Workers' Compensation Procedures is available on the Human Resources web site.

TUITION REMISSION (This section last updated online: August 29, 2012)

Full-time benefits-eligible employees, their spouses, and their children are eligible for the tuition remission benefits outlined below. The benefits apply to tuition charges only; all fees must be paid by the student. The tuition benefit applies only to courses offered through Boston College undergraduate and graduate schools (excluding the Law School). Tuition remission is not allowed for courses, programs, and workshops offered by special institutes or centers, nor does the benefit apply to offerings such as "Directed Research" or "Readings and Research" which are taken during the Summer Session. Any exception to the tuition remission policies must be approved by the Vice President for Human Resources.

Employee Benefit At the undergraduate level, full-time employees are eligible for 100% tuition remission for courses taken through the College of Advancing Studies and the evening Summer Session. (Also, one daytime course may be taken during the summer; see below.) Newly hired employees will be eligible for the full benefit for the semester, provided they begin work no later than October 15 for first-semester courses or February 25 for second-semester courses. Employees hired after those dates will not be eligible until the following semester.

At the graduate level, full-time employees are eligible for 100% tuition remission for up to six credits per semester, and six credits during the entire Summer Session (a maximum of eighteen credits per academic year). The value of graduate tuition remission may be taxable unless the courses are job-related. The taxability of tuition remission will be determined each year in accordance with applicable federal law.

The tuition benefit is granted with the understanding that class and study hours do not conflict with regular work schedules. Therefore, tuition remission normally will not be granted for undergraduate day courses except

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in cases where an employee regularly works an evening schedule that would preclude his or her enrolling in evening classes. In such a case, the employee must obtain a Tuition Remission Voucher from the Benefits Office by emailing benefits@bc.edu. However, employees may arrange to take one daytime course in the Summer Session period with tuition remission, provided that the time missed from work is made up during the same week and the arrangement has the approval of the employee's supervisor. If an employee wishes to take a graduate course that meets during the workday, an arrangement to make up the time missed from work must be approved by the employee’s supervisor and department head. A Voucher from the Benefits Office is not required for full-time employees.

The employee benefit is available on a pro-rated basis to part-time, benefits-eligible employees who normally work at least 20 hours per week. Note: Part-time employees who have worked 20 or more hours per week for at least 36 weeks per year for ten consecutive years will be eligible for 100% tuition remission.) A Tuition Remission Voucher is required from the Benefits Office for part-time employees. To request a Voucher, email benefits@bc.edu.

Spouse Benefit At both the undergraduate and graduate levels, spouses of employees who have completed five consecutive years of full-time service as of the beginning of the semester may receive 100% tuition remission for up to six credits per semester and six credits during the entire Summer Session (a maximum of eighteen credits per year). Note: Since courses in the College of Advancing Studies are often four-credit courses, two of those courses per semester are included in this benefit.

Spouses of employees with less than five consecutive years of full-time service are eligible for 50% tuition remission for the same number of courses.

The value of graduate course tuition remission for spouses must, by law, be treated as taxable income to the employee, subject to federal, state, and FICA withholding. Tuition Remission Vouchers for spouses must be obtained from the Benefits Office prior to each registration. To request a Voucher for a spouse, employees should email benefits@bc.edu.

Child Benefit Eligibility: An employee's child (by birth, marriage, or legal adoption) is eligible for full tuition remission when admitted to an undergraduate program at Boston College, provided the employee has completed five years of continuous full-time service as of the beginning of the semester to which the tuition remission applies. Tuition remission is not granted to children for graduate courses. Furthermore, an employee child who has received a Bachelor’s degree, whether from Boston College or from another accredited four-year institution, is no longer eligible for the Tuition Remission Benefit.

Admission: The waiver of tuition does not imply acceptance of a son or

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daughter into an undergraduate program, but is offered with the understanding that the child must be accepted through the normal admission process, taking note that the standards for admission to Boston College have become increasingly competitive. To apply to the College of Arts and Sciences, the Carroll School of Management, the Connell School of Nursing, or the Lynch School of Education, employee children should contact the Office of Undergraduate Admission, and to apply to the Woods College of Advancing Studies, they should contact that school directly.

Employee children using the Tuition Remission Benefit who begin their studies in the Woods College of Advancing Studies, or who transfer to the Woods College, must apply to the University’s undergraduate admission office as external transfer students if they subsequently seek admission/readmission to any other Boston College undergraduate program.

Any child who is eligible for the Tuition Remission Benefit may also apply for need-based assistance through the Office of Student Services. If eligible, this assistance can include federal and state grants and loans, or federal work-study. The Boston College Tuition Remission Benefit will be incorporated into any federal and/or state aid received.

Certification of Eligibility: During the application process, the Office of Student Services will send the employee a “Preliminary Certification of Tuition Remission Eligibility” form, to be completed and forwarded to the Benefits Office, in order to confirm eligibility for the Tuition Remission Benefit.

Following a student’s acceptance, a Tuition Remission Voucher will need to be completed by the Benefits Office and sent to Student Services. For students accepted to one of the full-time day schools, a Voucher is normally required only once. For students in the College of Advancing Studies program, a Voucher should be requested from the Benefits Office prior to each registration.

Duration of Benefit: The Tuition Remission Benefit will apply for a maximum of eight semesters for employee children admitted to and enrolled in Boston College undergraduate programs in the College of Arts and Sciences, the Carroll School of Management, the Connell School of Nursing, or the Lynch School of Education. Any semester during which an employee child enrolls in courses will be counted toward the duration of the Benefit, regardless of the number of courses or credit hours taken or completed in that semester. This limit does not apply to the Woods College of Advancing Studies.

Age Limit: Employee children enrolled in undergraduate programs in Arts and Sciences, Management, Nursing, or Education must be age 26 or under at the beginning of any semester to be eligible for the Tuition Remission Benefit. This age limit does not apply to students enrolled in Woods College programs.

Summer Courses: Beginning with the summer term in 2010, employee

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children enrolled in undergraduate programs in Arts and Sciences, Management, Nursing, or Education will not be eligible to receive the Tuition Remission Benefit for summer courses. This does not apply to students enrolled in Woods College programs.

International Programs: The Tuition Remission Benefit will apply to Boston College programs sponsored during the academic year by the Office of International Programs, provided the tuition is billed through Boston College Student Services. Beginning in 2010 the benefit will not apply to international programs offered during the summer.

Academic and Judicial Standing: To be eligible for the Tuition Remission Benefit, employee children must remain in good academic standing as defined and determined by the School in which they are enrolled. Any semester during which an employee child is taking courses but fails to remain in good academic standing will nevertheless be counted toward the duration of the Benefit. The child’s parent must also remain employed full-time at Boston College.

Any semester during which an employee child is taking courses and is suspended from the University as a result of a Judicial Hearing will also be counted toward the duration of the Benefit.

FACHEX Program: Children who are eligible for the Tuition Remission Benefit may apply for transfer of the benefit to certain other Jesuit schools that participate in the Faculty and Staff Children Exchange (FACHEX) program. Twenty-seven of the 28 Jesuit colleges participate, including Boston College. The program allows undergraduate tuition remission for children of eligible faculty, administrators, and staff at participating institutions. This exchange program is governed by specific guidelines and formulas, and the number of available slots is limited. Complete information is available on the FACHEX web page or from the Office of the Dean of Enrollment Management. An employee whose child is applying to another FACHEX institution must complete a "Certification of Eligibility" form and submit it to the Boston College Benefits Office after September 1st but before December 15th.

Retired, Deceased, Disabled Employees: Children of retired, deceased, or totally disabled employees who had at least seven years of full-time service at Boston College will retain the Tuition Remission Benefit in effect at the time of enrollment. (To be eligible, a child must have been a dependent at the time of the employee's retirement, death, or disability.) Tuition remission for children of retired, deceased, or disabled employees with less than seven years' service is restricted to those students already enrolled and receiving the benefit at the time of the staff member's retirement, death, or disability.

Spouses of retired, deceased, or disabled employees, who are enrolled in a degree program at the time of the employee’s retirement, death, or disability, will retain the Tuition Remission Benefit until completion of their degree requirements or, in the case of a spouse of a disabled employee, until the

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cessation of disability benefits, if earlier.

Employees in a degree program who become disabled will continue to be eligible for the Tuition Remission Benefit until the earlier of completion of the degree requirements or the cessation of disability benefits. Employees not enrolled in a degree program who become disabled will be eligible for the Tuition Remission Benefit for a maximum of two years from the date of disability.

For purposes of this section, retirement is considered to be at age 62 or later, and disabled means the employee has been approved for benefits under the University’s Long-Term Disability Insurance plan.

SOCIAL SECURITY (This section last updated online: June 29, 2001)

Nearly all employees receive Social Security tax payroll deductions in accordance with the Federal Insurance Contributions Act (FICA). The University matches employee payroll deductions with equivalent employer contributions. Social Security is a federal insurance program which provides survivor benefits, income benefits at retirement and during a period of total disability, and Medicare health benefits for people over age 65. (The Medicare component of FICA is a separate deduction.)

Applications for Social Security retirement benefits should be made by contacting the Social Security Administration about three months before the expected retirement date. Reduced benefits are payable upon retirement as early as age 62. Full benefits are payable at age 65, even if a person continues to work.

Application for Medicare enrollment should be made about three months before an individual reaches age 65. It is suggested that employees and their spouses enroll in Part A of the Medicare program as soon as they are eligible even if they are not actually retiring until some time later. Such enrollment could facilitate future interactions with the Social Security Administration. It is not essential to enroll in Part B of Medicare until termination of employment, as long as a person continues to be covered by an employer's medical plan.

Financial Planning Subsidy (This section last updated online: June 29, 2001)

Boston College will provide a partial subsidy for certain financial planning services obtained by eligible employees. The primary purpose of this policy is to encourage employees to seek professional assistance with retirement and estate planning decisions. Full-time employees, age forty and over, with at least one year of full-time service at Boston College are eligible to participate in this program. The University will subsidize 80% of the cost of eligible financial planning services up to a maximum contribution of $560 per person.

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To be eligible for the subsidy, a participant must utilize recognized professionals in the financial planning field including, but not necessarily limited to, certified financial planners, chartered financial consultants, certified public accountants, and attorneys specializing in financial and/or estate planning.

In order to participate, an employee must complete in advance a Financial Planning Subsidy request form, available from the Benefits Office, indicating the person or company whose services are to be used and providing appropriate information about the provider's financial planning credentials. It is the University's intent to allow a participant as much flexibility as possible in selecting a financial planning advisor. Nevertheless, the University reserves the right to seek additional information about a planner's credentials and, when deemed appropriate, to decline to subsidize the planner's services.

Contact the Benefits Office or view the Human Resources web site for additional information about the financial planning subsidy and to obtain an application form.

RETIREMENT PROGRAM (This section last updated online: October 4, 2012)

The Boston College Retirement Program is composed of two components: (A) the 401(k) Retirement Plan and (B) the Voluntary 403(b) Program. The following is a summary of the main features of the program; more detailed information, particularly concerning the various investment options, is available from the Benefits Office.

(A) The 401(k) Retirement Plan Normally, employees are entitled to participate in the 401(k) Plan on the first of the month after completing one year of eligible service at Boston College at a minimum of 20 scheduled hours per week.

Note: All new employees must satisfy the one-year service requirement in order to participate in the 401(k) Plan. However, new employees with at least a year of immediate, prior, full-time service at a non-profit, tax-exempt institution of higher education may be eligible to receive a payment comparable to a first year's retirement contribution (paid weekly/monthly over the course of the first year). See the Retirement Plan Equivalency Payments web page for more information.

Participation in the 401(k) Plan is voluntary and, once notified of eligibility, an employee should contact the Benefits Office to discuss the available options and to complete the appropriate enrollment forms. Participation will generally begin as of the first of the month following receipt of completed enrollment forms.

Once enrolled, an employee is required to contribute to the plan 2% of his/her base salary. The University contributes a matching 8% of salary for a

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staff member with less than nine years of eligible service at Boston College, and 10% of salary for an employee with nine or more years of service at Boston College. Contributions are made on a tax-deferred basis for federal and state tax purposes.

Technically, the University operates two 401(k) plans: the Boston College 401(k) Retirement Plan I (with investment options through TIAA-CREF), and the Boston College 401(k) Retirement Plan II (with investment options through Fidelity Investments). Plan I utilizes Group Retirement Annuities (GRAs) with investment choices offered by Teachers Insurance and Annuity Association (TIAA) and College Retirement Equities Fund (CREF). Plan II investment options include no-load mutual funds offered by Fidelity Investments, along with several non-Fidelity mutual funds offered through Fidelity's "FundsNet" program. Refer to the Investment Policy Statement for an outline of the Plan’s basic investment philosophy and fund selection guidelines.

Participants may select investment options from either TIAA-CREF or Fidelity, or may select a combination from both companies.

All contributions to 401(k) accounts are fully vested in (owned by) the participant immediately. The accumulations are not accessible to the participant while he/she is still working at Boston College. However, upon retirement or termination of employment, several distribution options will be available. The accumulation may be used to purchase a lifetime annuity or, alternatively, may be payable in a lump sum, rolled over to an Individual Retirement Account, or paid over a fixed period. Terminating employees should contact the Benefits Office for information concerning the specific procedures that apply to TIAA-CREF and to Fidelity Investments.

For more complete information, employees should refer to the Summary Plan Description, available online or from the Benefits Office.

(B) The Voluntary 403(b) Program Employees may participate in the Voluntary 403(b) Program without having to satisfy a waiting period. The 403(b) Program is available to those not yet eligible for the 401(k) Retirement Plan, as well as to those participants in the 40l(k) Plan who wish to make additional contributions, on either a pre-tax or after-tax (Roth) basis, beyond the required 2% of pay.

Employees interested in maximizing their retirement contributions, within IRS guidelines, can contact the Benefits Office to request assistance in determining correct contribution percentages. All employee contributions, both 401(k) and 403 (b), are counted toward the maximum. University contributions to the 401(k) plan do not count toward the annual maximum.

Investment options under the Voluntary 403(b) Program include TIAA and CREF regular Retirement Annuities (RAs; not available to new participants) and Group Supplemental Retirement Annuities (GSRAs), using the TIAA-CREF accounts that are available under the 401(k) Plan I, as well as a number of

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additional funds. The same Fidelity mutual fund choices (including the non-Fidelity "FundsNet" options) offered in the 401(k) Plan II are also available in the 403(b) program. In addition, 403(b) participants will have access to over 100 other Fidelity funds that are made available to institutional investors.

Accumulations in the 403(b) Program are generally not accessible before age 59½ except in the case of termination of employment, death, disability, or financial hardship (as determined by IRS regulations). Certain other restrictions may also apply. Within certain parameters, loans may also be obtained based on 403(b) plan accumulations. More complete information describing the options may be obtained directly from TIAA-CREF (1-800-842-2776) or Fidelity (1-800-343-0860).

The Roth 403(b) Option With the Roth option, contributions to the 403(b) plan are made on an after-tax basis, rather than on a pre-tax or tax-deferred basis. This means that an employee’s current taxes are not lowered, as they are under the pre-tax method. However, the advantage of the Roth option is that when accumulations are withdrawn the amounts, including all earnings, are received tax free. To be tax free, the withdrawals must occur after age 59½ (unless disabled) and at least five years after the initial Roth contribution. There are a number of factors to consider when evaluating the Roth option. For example, it may be of particular interest to someone, such as a younger employee, who expects to be in a higher tax bracket during retirement. More information about the Roth option is available online or from the Benefits Office.

(C) The 457(b) Deferred Compensation Plan A 457(b) Plan is an unfunded Deferred Compensation plan that allows a select group of management or highly compensated employees, who are contributing to the 403(b) plan at a maximum rate, to set aside an additional portion of their salaries through payroll deductions, on a tax-deferred basis. For more information, eligibility requirements, and contribution limits, click here.

Death Benefits If a person should die before retirement, the full current value of his/her accumulation in the 401(k), the 403(b), and the 457(b) plans, including any amount attributed to the University's contributions, becomes payable to the employee's designated beneficiary(ies). Several death benefit payment options are available to a beneficiary, including a lifetime annuity and a lump sum payment.

VACATIONS Vacation Accrual 1. Full-time members of the professional/administrative staff earn 22 days of

paid vacation per year of employment, which are accrued at the rate

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of 1 5/6 days per month of service. 2. Part-time members of the professional/administrative staff who regularly

work at least 20 hours per week earn vacation at the same rate listed in (1) above. However, because part-time schedules vary widely, vacation accruals are calculated in terms of hours, not days. For example, someone who works 20 hours per week over 12 months earns 88 vacation hours per year. This is the equivalent of 22 "average days" per year, where an average day is the number of hours worked per week divided by five. Instructions on calculating vacation time for part-time employees are available on the Human Resources web site.

3. Full-time office/clerical and service staff members earn vacation at the rate of 5/6 day per month of service during their first year of employment. Thus at the end of the year a new employee will have earned 10 vacation days. During the second year of employment, employees accrue vacation at the rate of 1 1/4 days per month, which will amount to 15 vacation days by the end of the second year. On an employee's ninth anniversary, the accrual rate changes to 1 2/3 days per month of service, which will amount to 20 vacation days by the end of the tenth year of service.

4. Part-time members of the office/clerical and service staff who regularly work at least 20 hours per week earn vacation at the same rates listed in (3) above, thus earning two weeks after a year, three weeks after two years, and four weeks after ten years. Vacation accruals are calculated in terms of hours, not days. For example, an employee with four years of service, who works 21 hours per week over 12 months, earns 63 vacation hours per year. This is the same as three 21-hour weeks or the equivalent of 15 "average days" per year, where an average day is the number of hours worked per week divided by five. Instructions on calculating vacation time for part-time employees are available on the Human Resources web site

Office/Clerical/Service Staff Vacation Accrual Chart Completed Service Accrual Rate Vacation Earned 1 to 12 months 5/6 day/month 10 days by end of first year

1 to 9 years 1 1/4 days/month 15 days by end of 2nd through 9th year

9 years or more 1 2/3 days/month 20 days by end of 10th and subsequent years

General Policies (This section last updated online: June 29, 2001)

Employees who begin employment on or before the 15th of the month, or who terminate on or after the 16th of the month, will receive credit for that first, or last, month.

Employees who work during the academic year but not during the summer earn vacation at the same accrual rates listed above, but only for the number of months actually worked (1 1/4 × 10 months = 12 1/2 days, for example).

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Generally, vacation must be taken during the period budgeted for the position, and may not be paid during the summer leave period.

As a rule, vacation time may not be taken until the days have actually been earned. However, a supervisor may permit an employee to "borrow" one or two days if particular circumstances warrant it.

Vacations are normally taken during the summer months except for academic-year positions, as noted above. However, accrued vacation days may be used at any time of year with the approval of the employee's supervisor or department head.

Vacation days that accrue during one anniversary year must be used no later than the end of the following anniversary year, or the unused days will be forfeited. Under this provision, an academic-year employee who has not used all vacation time as of the beginning of the summer leave period may carry over accrued time to be used during the next academic year.

Employees who terminate employment will be paid for unused vacation days that accrued during the 12 months prior to their termination date. Employees are expected to schedule appropriate vacation during each year; therefore, terminating employees will not be paid for more vacation time than is earned in a year. (For example, a weekly employee with five years of service will not be paid for more than 15 days upon termination.) Vacation pay due at termination will be paid in a lump sum, and will normally be included in the employee's final regular paycheck.

Each supervisor is responsible for maintaining accurate, up-to-date records of vacation time earned and taken by employees in his or her area.

Vacation for Long-Service Employees 1. Employees who complete 15, 20, or 25 years of service will be granted five

extra vacation days to be used during the 12-month period following those anniversary dates. The five extra days will not be available during the years between the five-year benchmarks. The normal vacation schedule will apply during those years.

2. After 25 years of service, employees will earn an additional five vacation days every year. Therefore, on the 25th anniversary of employment, a weekly employee will begin to accrue vacation at the rate of 2 1/12 days per month (2 1/12 × 12 months = 25 days/year). A monthly employee will begin to accrue vacation at the rate of 2 1/4 days per month (27 days per year).

3. The five extra days described in (1) above automatically become available on the 15th, 20th, and 25th anniversary dates. If someone terminates employment during the year following one of these anniversary dates, the five days will be included in determining the amount of unused vacation to be paid at termination. If someone terminates during the year prior to the anniversary, however, the extra days are not to be included in determining the amount of accrued vacation due.

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4. Employees who work fewer than 12 months per year (September through June, for example) will be eligible for the full five extra days on their 15th, 20th, and 25th anniversary dates. However, when the accrual rate changes after 25 years of service, the accrual will apply only to the months actually worked. (For example: 2 1/4 × 10 months = 22 1/2 days/year.)

PERSONAL DAYS Regular employees on the weekly payroll are entitled to two personal days each anniversary year, to be scheduled by agreement between the employee and his/her supervisor. New employees will be entitled to use personal days after completion of their probationary period.

Personal days for part-time employees are calculated in hours. One personal day equals the number of hours in an "average day," which is the number of hours worked per week divided by five.

Personal days are provided for situations where an employee needs to have a day off for personal reasons not related to vacation or illness. They may not be accumulated from one year to the next, and employees are not compensated for unused personal days upon termination or layoff. A supervisor reserves the right to require an employee to use personal days for absences not caused by sickness.

HOLIDAYS (This section last updated online: July 28, 2004)

The Department of Human Resources distributes a holiday schedule to all departments at the beginning of each fiscal year. Following is a list of the usual holidays on which University offices are closed. The official list may vary from year to year, however, depending on the requirements of the academic schedule and the days on which particular holidays fall. Generally, if the University remains open on a holiday, an attempt will be made to compensate by adding a day at another time. Any changes will be communicated by the Department of Human Resources.

New Year's Day Martin Luther King Day Good Friday Patriots Day Memorial Day Independence Day

Labor Day Columbus Day Thanksgiving Day Day after Thanksgiving Day before Christmas Christmas Day

RELIGIOUS HOLIDAYS In addition to the normal holiday schedule, employees may occasionally request time off in order to celebrate their particular religious holidays. In recognition of the religious diversity of its workforce, the University

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encourages departments to accommodate such requests whenever possible. Time off for religious holidays will be charged to a vacation or personal day, if available, or may be unpaid. Alternately, the time taken may be made up by working additional hours, provided the arrangement is approved by the department and is completed within a reasonable period.