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@@ -6708,6 +6708,124 @@ advising and her humane attitude.  She accomplished all these things
 within the context of her family and local community, being a mother,
 a wife, and an active member of her church congregation.
 
+\newpage
+
+---------------------------------------------
+
+# Chapter Eight - Certain Policies on Faculty Benefits and Opportunities {#chapter-8}
+
+## 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.
+
 ------------------------------------
 
 # Footnotes