Elements to Include in an A/B Salary Agreement
A/B Salary agreement requests require a Retention Salary Adjustment form and an A/B Salary Agreement.
1. Salary Components: A and B
- Amount of base salary to be covered by state funds (A) and by non-state funds (B), and the expectation that any future increases are applied proportionately to each component
2. Retention-Specific Considerations
- If this is a retention:
- Approved new monthly base salary and effective date
- Expectation that the recipient will remove themselves from current external consideration
- Ineligibility for another retention increase for 3 years from the effective date
- Whether the person is eligible for merit/unit adjustment at the next annual consideration
- If funding for the B-component lapses, the faculty member retains the right to a 100% appointment and may fund the B-component and return to 100% FTE at any time
3. Initial Hire-Specific Considerations
- If this is an initial hire:
- Initial time period (if any) over which the B-component will be supplied by the unit
- For tenure-track faculty, clarification of the tenure percent upon future promotion
- If funding for the B-component lapses, the faculty member may go on reduced responsibility as described in Office of Research GIM-38
4. Policy and Work Expectation Statements
- Statements that make explicit the above policy considerations:
- Work expectations for teaching, scholarship, and service have not changed with the salary increase and will not change if the B-component is unfunded at a future date
- Should the B component lapse, reducing paid FTE, teaching, service, and student supervision expectations are not changed
- The tenure fraction is irrevocably reduced to the A value
- The unit is under no obligation to fund the B-portion should external sources lapse
- Any course or administrative buyout is as a fraction of the full A+B salary, and the buyout is applied to only the A component
- Pay during paid medical leave, sabbatical, or approved partial leave without pay (LWOP) is generally in the same A/B proportion
- Retirement contributions and university matching are based on the total A+B in a given pay period and are thus reduced when the B-component is not funded
- Vested right to rehire upon retirement is limited to 40% of the A portion for 5 years; the maximum possible rehire amount is limited to 40% of recently funded salary (A+B, if B is funded)
- Outside professional work limitations are unchanged (52 days/year) and are independent of whether or not the B-component of salary is funded
- The limits on additional compensation in EO 59 apply to 25% of the full A+B salary