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Chapter Eight - Certain Policies on Faculty Benefits and Opportunities

I. Consulting Policy

(Faculty Handbook, 1980)

The University encourages members of the faculty to do consulting work
and, where appropriate, to expand consulting activities into on-campus
research programs.

Participation as a consultant for extra compensation should be cleared
with the Department Head concerned, and while time is made available for
such participation, it must not substantially detract from full-time
salaried responsibilities to the University.

Ordinarily, outside consulting work or participation in a
university-industry program for extra compensation should not exceed the
equivalent of one day per week. Participation in industry-sponsored
programs requiring the equivalent of more than one day per week should
be undertaken with released time from teaching with no additional
compensation beyond the "one day equivalent." Each member of the faculty
who undertakes consulting work or research is encouraged to seek that
kind of activity which will enhance his or her long-range professional
development.

In work for industry, routine testing in competition with established
commercial testing laboratories is discouraged, unless no commercial
testing facilities are reasonably available. More than casual use of
University facilities for outside consulting work is discouraged. Where
the Department Head believes that such use is justified, the Director of
Research Administration must be consulted and a formal contract should
be entered into between the University and the client to be sure that
appropriate charges are made. Modest use of special campus facilities
should compensate the Department for such use.

In all work with industry, arrangements should be made with the sponsor
to permit adequate publication of results, where appropriate, without
jeopardizing the proprietary interests of the sponsor.

Endorsements and Letterhead

The University letterhead is not to be used for promotion of one's own
business interests or for any purposes other than University business.

II. Summer Supplemental Salary

(Modified, April 14, 2011 and October 14, 2011)

Support Provided by Institute Funds

Compensation for summer academic activities (including independent study
courses, project work and thesis advising) and summer educational youth
programs (e.g., Frontiers, STRIVE, and GEMS) will be paid on a lump sum
basis. Payment will be made on the last business day of the month in
which the activity ends. These will be coordinated by the Summer
Programs Office.

Payroll Authorization forms should be submitted to the Provost's office
by the respective Department Head for faculty assigned administrative
summer responsibilities (e.g., Acting Head, etc.).

First- or second-year faculty members scheduled to receive summer
support should contact the Provost's office before June 1 of the year(s)
in which the summer support is to be paid.

Sponsored Research/Restricted Accounts

WPI policy allows faculty members with summer salary and employee
benefits budgeted on a sponsored project to receive supplemental income.

Monthly compensation for work performed during the summer will be paid
at the rate of 1/9 of the faculty member's regular academic year salary.

Authorization forms for summer salary to be charged to sponsored or
restricted accounts must be completed, approved by the Department Head,
and forwarded to the Provost's office before the 10th of the month in
which the salary is to be paid. Faculty members may indicate whether or
not pension (TIAA/CREF) contributions should be made and charged to the
grant.

Please check with the Office of Sponsored Programs regarding any
restrictions on the total amount of supplemental pay allowed by a
particular contract or grant.

Compensation Limitations

WPI place no restriction on maximum faculty compensation. Additional
duties may receive additional compensation beyond the regular monthly
rate. However, faculty with sponsored research projects must comply with
limitations on compensation or "total effort" imposed by the granting
agency.

Payment for teaching and research activities must be received as salary.
From time to time contributions may be made to faculty members'
professional development accounts but these deposits may not be taken in
place of salary. WPI does not contribute to faculty pension plans for
summer academic (non-research) activities.

III. Retirement Plan

Faculty are required to participate in WPI's retirement plan on the
first day of the month following completion of twelve months of
continuous service, if in an eligible class of participants, and working
at least 1000 hours per calendar year. The waiting period will be waived
for anyone with one year of continuous service as a non-student at any
non-profit educational organization or teaching hospital, or already
participating in TIAA/CREF immediately prior to the start of employment
at WPI.

Detailed information on WPI's Retirement Plan is available in the
"Summary Plan Description" available in the Human Resources office.