Benefits in Higher Education Annual Report -- Paid Time Off, Tuition Reimbursement, and Retirement: Key Findings and Summary Tables for the 2019-20 Academic Year. Overview

Autor/inn/en	Fuesting, Melissa; Schmidt, Anthony; Bichsel, Jacqueline
Institution	College and University Professional Association for Human Resources (CUPA-HR)
Titel	Benefits in Higher Education Annual Report -- Paid Time Off, Tuition Reimbursement, and Retirement: Key Findings and Summary Tables for the 2019-20 Academic Year. Overview
Quelle	(2020), (20 Seiten) PDF als Volltext Verfügbarkeit
Zusatzinformation	ORCID (Fuesting, Melissa)
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Higher Education; Fringe Benefits; Retirement Benefits; Teacher Employment Benefits; Health Insurance; Leaves of Absence; Tuition; Universities; Institutional Characteristics; Private Colleges; Public Colleges + Suchen Sie Ihr Suchwort? Hochschulbildung; Hochschulsystem; Hochschulwesen; Sozialabgaben; Retirement pay; Ruhegehalt; Krankenversicherung; Lehrerbeurlaubung; Unterweisung; Unterricht; University; Universität; Privathochschule
Abstract	The purpose of this report is to investigate paid time off, tuition benefits, and retirement benefits offered to higher ed employees. We surveyed 419 higher education institutions on the paid time off, tuition benefits, and retirement benefits they offer their employees. Key findings include the following. Only about one-third of institutions surveyed offer paid parental leave beyond vacation and sick time. Since 2018, the number of institutions offering paid parental leave for all types of new parents increased by about 9 percentage points. More than half of institutions (57%) offer some form of short-term disability leave. Short-term disability leave is more common at private institutions than at public institutions. Paid-time-off (PTO) plans that separate sick and vacation leave offer more PTO and higher PTO accrual limits than PTO plans that combine sick and vacation leave. Nearly all institutions (98%) offer tuition benefits to full-time employees, and most institutions also offer tuition benefits to full-time employees' spouses (87%) and children (91%). A smaller percentage of institutions offer these benefits to domestic partners, and these benefits are more commonly provided to same-sex domestic partners than to opposite-sex domestic partners. The 403(b) plan is the most popular retirement plan for both private institutions (where 92% offer it) and public institutions (where 95% offer it). The median maximum employer contribution is 8% of the employee's salary. More than half of institutions (56%) do not charge record-keeping fees for retirement plans. Among institutions that charge record-keeping fees, the basis-points structure (80%) is far more common than the flat-fee structure (20%). Private institutions charge higher fees than do public institutions. In comparison to other classifications, associate's institutions have some of the most generous retirement benefits. As a result of severe budget cuts in the pandemic's wake, higher ed leaders will be faced with difficult decisions in planning for changes to the higher ed workforce, which may include reductions in benefits. This report contains important analyses of current benefits offerings as a record of the baseline from which future changes can be compared. (As Provided).
Anmerkungen	College and University Professional Association for Human Resources. 1811 Commons Point Drive, Knoxville, TN 37932. Tel: 877-287-2474; Fax: 865-637-7674; e-mail: research@cupahr.org; Web site: http://www.cupahr.org
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01