The employee’s supervisor may approve additional time away from work.If an employee’s parental leave is covered by FMLA, the University will continue to pay the employer portion of their health insurance. By policy, the University has vested in tenured faculty members the right beginning at age 62, to be reemployed up to a maximum of 40% time for instructional and/or research purposes for five years after the date of retirement.The University defines 40% as that maximum amount that it can pay a retiree from all sources (e.g., state funds, grant and contract funds, self-supporting budgets, professional/continuing education/extension funds, Summer Quarter, and excess compensation). Use the Unless otherwise approved by the Vice President for Human Resources, overtime exempt professional staff do not receive overtime compensation and are not eligible for compensatory time.At the employee’s request, and with supervisor approval, overtime eligible professional staff may receive compensatory time at the appropriate accrual rate in lieu of overtime compensation. Departments may approve the use of reasonable amounts of work time for an employee’s voluntary participation in other forms of University service.The professional staff compensation system is designed to establish and maintain pay levels that attract, retain, and motivate the high caliber work force necessary to support the University’s teaching, research and public service mission. Faculty members are expected to maintain excellence in teaching, and the University retains the right to discontinue reemployment on evidence of diminished capacity or ineffectiveness in teaching. If extraordinary work requirements prevent meeting this limit, supervisors and employees are expected to schedule the employee’s use of vacation at the earliest opportunity in order to bring the balance within the 240-hour limit. PERSONS ELIGIBLE FOR MEMBERSHIP: Retired members of the University of Washington faculty or staff Current members of the UW faculty or staff who are retirement-plan participants Spouses, former spouses, domestic partners, widows or widowers of any of the above Former members of the UW Board of Regents And on approval of the UWRA Board: A current performance evaluation (one completed within the previous twelve months) is required to support recommendations for merit salary adjustments and in-grade or grade change salary increases.With the approval of the appropriate dean or vice president and the Compensation office, salary adjustments may be made to recognize job growth, competitive market pressures, meritorious performance, and/or equity. The Professional Staff Program strives to provide a supportive framework within which professional staff employees are treated equitably, serve as valued contributors to the University and its diverse programs, achieve their career goals, and fully participate in the benefits of University employment.Under the authority of RCW 28B.20.130(2), the Executive Vice President or the Executive Vice President’s designee may also:The University values professional staff participation as appointed or elected members of University committees and councils.

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