Faculty Salary and Benefits

Faculty Salaries

Faculty salaries are determined annually. Rules governing salary increments may change from one year to the next as reflected on the Board of Governors Rule 4.4 - Faculty Salary Policy Rule. A special Salary Enhancement for Continued Academic Achievement is available to faculty at the rank of Professor.  Faculty members on nine-month contracts receiving research support may earn up to 2.5 months' salary from external sources during the summer month. The compensation may be increased to 3.0 months with Office of the Provost's approval.

Payroll Services

• Frequency of Payment
  University employees receive salary payments bi-weekly. Faculty members with nine-month contracts whose summer employment is funded by a grant and are scheduled for an increase in pay will be paid at the individual's pre-increase contract rate through June 30 and at the new rate beginning July 1.
• Electronic Direct Deposit
  Direct deposit of salary or wages is recommended for WVU employees, and is required for all new employees. To enroll for direct deposit, please contact the Payroll Department.
• Payroll Deductions
  Through the Division of Talent and Culture, the University offers mandatory and optional payroll deductions for various purposes.
• Earnings Statement
  Each employee receives an earnings statement showing gross pay, itemized deductions, and net pay. For those paid from more than one budget unit, the monthly salary contributions of the different units are consolidated on the earnings statement. Electronic pay stubs are available at the Employee Portal.
• Change of Name, Address, Exemptions, or Beneficiaries
  Changes in name or address should be entered on a form available in the college or school Expert Business Office (EBO). Such information must be current in order to ensure that W- 2 wage and tax statements and other important University mail will reach the faculty member. To change exemptions contact the Payroll and Employee Processing Services (304-293-3379). To change beneficiary information contact the Division of Talent and Culture (304-293-5700).

Leaves With Pay

• Holidays
  West Virginia University Board of Governors Talent and Culture Rule 3.6 Holidays specifies that the University will observe twelve paid holidays during the fiscal year. In addition, general and primary election days are treated as holidays. If a recognized holiday occurs on a Saturday, the University will officially observe it on the preceding Friday. If a recognized holiday occurs on a Sunday, the University will officially observe it on the following Monday.
• Leave for Twelve-month Faculty
  • Annual Leave
    Faculty members and administrators with twelve-month contracts are eligible for twenty-four days of annual leave per year, which is calculated at the rate of two days (15.0 hours) for each month of service. The leave may not be taken before it is earned. Faculty members with contracts of less than twelve months are not eligible for annual leave. Annual leave is prorated for twelve-month faculty and administrators who are less than 1.00 FTE.
  • Accumulated Annual Leave
    Accumulated annual leave for faculty members may be extended beyond the amount earned during a one-year period only under unusual circumstances and with the written approval of the president or his/her designee. Faculty members have the option to receive a lump sum payment for all accrued and unused annual leave at the conclusion of active employment.
  • Sick Leave
    Faculty members and administrators with twelve-month contracts are eligible for eighteen days of sick leave per year, which is calculated at the rate of one and one half days (11.25 hours) for each month of service. Sick leave is prorated for twelve-month faculty and administrators who are less than 1.00 FTE. The leave may not be taken before it is earned. Faculty with contracts of less than twelve months are not eligible for accumulated sick leave.

    Qualifying employees may use their unused accrued leave to pay for their PEIA health insurance premium upon retirement. The portion of the premium that is paid by accrued leave depends on the employee's effective date of coverage in the PEIA eligibility system. Employees hired on or after July 1, 2001 are not eligible for this benefit.

    Full-time faculty members employed on an annual contract basis for a period other than twelve months may extend employer-paid insurance coverage based on years of teaching service.

  • Catastrophic Leave
    Catastrophic leave applies to twelve month faculty on an approved medical leave who are suffering from or caring for an immediate family member who is suffering from a catastrophic illness or injury which creates a financial hardship because the faculty member has exhausted all sick or annual leave and other paid time off. Please contact the Division of Human Resources for specific eligibility requirements or for further information.
  • Other Leave
    For detailed information on the leaves above or other types of leave available (e.g. Parental Leave, Jury Duty Leave, Military Leave), see the HR Policies, Procedures, Guidelines and Information page. 
• Programs for Faculty less than Twelve Months
  • Memorandum, dated January 27, 2011, defines full-time work for traditional faculty.
    
  • Modification of Duties for Certain Full-Time Faculty; Extension of the Tenure Clock
  A Modification of Duties for Certain Full-Time Faculty may occur if a Significant Personal Circumstance arises that could cause full-time, nine-month Faculty, who do not accrue sick leave or annual leave, to request short-term modification of assigned duties. To allow the Faculty Member(s) the flexibility to attend to these situations, he or she may request a modification of assigned duties for one semester with no reduction in salary or benefits.

Leaves Without Pay

• Leaves of Absence
  For compelling personal reasons or for research and other creative activity, full-time faculty members may apply through their chairpersons or deans for leaves of absence without pay. Upon the written approval of the president or his/her designee, the faculty member may be granted a continuous leave of absence without pay for a period not to exceed one year. Exceptions may be made if the faculty member is engaged in non-elective government service. For a personal leave of absence, all accumulated annual leave must be taken before the leave begins. For details, see West Virginia University Board of Governors Talent and Culture Rule 3.5 Employee Leave.
• Parental Leave
  This unpaid twelve-week leave may be used by a twelve-month employee to care for a child upon birth or adoption or to care for a dependent child, spouse, or parent. Application and verification are required.
• Temporary Absences
  Faculty members must inform their chairpersons or deans well in advance of any expected or planned absences other than normal annual leave periods or University holidays. If the faculty member must be absent because of sudden illness or other unexpected event, the chairperson or dean is to be informed as soon as possible so that substitute instruction can be arranged. Under no circumstances should faculty members dismiss regularly scheduled class meetings without first informing and explaining their intention to the chairperson.

Family and Medical Leave Act

The Family Medical Leave Act (FMLA) allows eligible employees up to twelve weeks time off from work (paid or unpaid) during a twelve-month period for certain family issues or medical situations involving their spouse, child or parent or their own serious medical condition or an eligible employee whose spouse, son, daughter, or parent is on covered active duty. FMLA also includes a special leave entitlement that permits eligible employees to take up to twenty-six weeks of leave (paid or unpaid) to care for a covered service member during a single twelve-month period. Employees are eligible if they have worked at WVU for at least twelve months, and if they have worked 1,250 hours during the twelve months prior to the start of the FMLA leave. Certification and approval are required.

For more information on FMLA please contact the Division of Talent and Culture at 304-293-5700.

Benefits

• Identification Cards (Mountaineer Cards)
  Benefits-eligible employees are issued a Mountaineer photo identification card. The card provides free access to the PRT and Mountain Line Transit Authority public transportation. The card can also be used to access facilities such as the Natatorium, Shell Building, University Libraries, and to obtain discounts for tickets. Some areas use the card for building and parking access, or to activate time clocks. New employees on the main campus can have their identification card produced by the Mountaineer Card Office at 304-293-2272.

  A spouse identification card may allow the employee's spouse to use certain University recreation facilities. Call the Student Recreation Center at 304-293-7529 for more information.

• Employee Wellness
  Employee Wellness offers a variety of custom programs and services as well as instructional programs. Health Screenings, fitness activities, weight management, lifestyle change programs and more are offered to all benefit-eligible employees. Employees, family members, and retirees who are enrolled in any of the WVU medical plans are also eligible to participate in the PEIA Pathways to Wellness Program.
• Family Friendly Practices for Faculty
  West Virginia University recognizes the need for policies and practices that are family friendly and that promote work/life balance. The nature of the professoriate has changed over the past decades, and female as well as male faculty members often combine family responsibilities with the development of their academic careers. The Board of Governors Faculty Rule 4.5 Modification of Duties for Certain Full-Time Faculty; Extension of the Tenure Clock assists faculty members in meeting their responsibilities toward their families while continuing to make appropriate progress in their careers.  The  Modification of Duties for Certain Full-Time Faculty; Extension of the Tenure Clock may be utilized in certain circumstances to extend the usual seven-year tenure clock for tenure-track faculty members.
• Lactation Support Program
  The Lactation Support program allows reasonable break time for nursing mothers. To assist women in locating comfortable and private locations to express milk, WVU maintains a Lactation Network.
• WVU Child Learning Center
  The WVU Child Learning Center is licensed to provide care to children ages 6 weeks to school age.