For general information about UT-provided employee benefits, see HR: Benefits Overview.

Faculty, staff, and graduate student academic employees are eligible for UT benefits if they are expected to work, and are appointed for, at least 20 hours per week (50% FTE) and at least 135 continuous days (one full long semester). The minimum 50% FTE is based on the sum of all active benefits-eligible positions held on campus. For example, a Lecturer with a 25% FTE in the College of Education and a concurrent 25% FTE in a different CSU would be eligible for benefits based on their total 50% FTE across both jobs.

Jump to section:

1 Workday Employee Types for faculty positions
- 1.1 Employees with multiple jobs
2 Summer insurance coverage for faculty
- 2.1 Eligibility
- 2.2 Faculty with multiple jobs
- 2.3 Pre-payment
- 2.4 Pre-payment cancellation
3 Termination
- 3.1 COBRA Continuation Coverage

Workday Employee Types for faculty positions

Employee Type is a Workday attribute assigned to each job which drives benefits eligibility and leave eligibility status for an employee. Faculty Employee Types are:

Fixed Term: Retired (active), Faculty Associate, and summer Additional Jobs only
Expected to Continue: All others (both professional-track and tenured/tenure-track

Employee Type	Criteria	To which Job Profiles does it apply?	End date in Workday?

Employee Type	Criteria	To which Job Profiles does it apply?	End date in Workday?
Regular Benefits Eligible (Expected to Continue)	Appointed for: a) at least 135 continuous days and b) for at least 20 Scheduled Weekly Hours (SWH) either in a single benefits-eligible job, or across multiple benefits-eligible jobs	All faculty Job Profiles except the following: Retired (Active) Faculty Associate Summer Additional Jobs	Professional-track: No. However, all professional-track faculty must have an active contract in Workday, and a "Contract End Date" will display in their Worker Profile at Summary > Job Details
Regular Benefits Eligible (Expected to Continue)			Tenured/tenure-track: No
Regular Benefits Eligible (Fixed Term)	Appointed for: a) at least 135 continuous days and b) for at least 20 Scheduled Weekly Hours (SWH) either in a single benefits-eligible job, or across multiple benefits-eligible jobs	Only the following faculty Job Profiles: Retired (Active) Faculty Associate Summer Additional Jobs	Professional-track: Yes. All relevant Job Profiles for this Employee Type are professional-track positions in Workday.
Regular Benefits Eligible (Fixed Term)			Tenured/tenure-track: Yes - any Fixed Term job for a tenured/tenure-track faculty member will be an Additional Job (either Faculty Associate or Summer Additional Job) and will have an end date.
Regular Non-Benefits Eligible (Expected to Continue)	Appointed for fewer than 135 continuous days and/or for fewer than 20 SWH		Professional-track: No. However, all professional-track faculty must have an active contract in Workday, and a "Contract End Date" will display in their Worker Profile at Summary > Job Details
Regular Non-Benefits Eligible (Expected to Continue)			Tenured/tenure-track: No (although tenured-tenure-track faculty are non-benefits eligible only in very unusual and temporary circumstances)
Regular Non-Benefits Eligible (Fixed Term)	Appointed for fewer than 135 continuous days and/or for fewer than 20 SWH		Professional-track: No. However, all professional-track faculty must have an active contract in Workday, and a "Contract End Date" will display in their Worker Profile at Summary > Job Details
Regular Non-Benefits Eligible (Fixed Term)			Tenured/tenure-track: No

Employees with multiple jobs

If an employee with multiple jobs has one job with benefits-eligible status, all other jobs (excluding Variable and Nonemployee jobs) should also have a benefits-eligible status.

In general, paycheck deductions related to benefits are tied to the Primary Job and its Pay Group.

Summer insurance coverage for faculty

See HR: Summer Coverage for Faculty, including cost, payment, pre-payment cancellation, Annual Enrollment, change of status, termination, and COBRA.

Eligibility

Benefits-eligible faculty members that are assigned to work during the spring semester (January 1 - May 15) are eligible for insurance coverage during the summer (May 16-August 15), as long as they maintain benefits-eligible employment and regardless of whether they receive pay during the summer months. Eligibility for benefits requires appointment in an eligible position for both 20 hours or more per week and at least 4.5 months' continuous duration.

Faculty with multiple jobs

Eligibility for and calculation of the Summer Insurance Deduction is based on the Pay Group of the Primary Job in Workday. In general, deductions are tied to the Primary Job.

Pre-payment

If a faculty job is the primary position and the faculty member is not enrolled in salary spread, any out-of-pocket premiums due for summer insurance are automatically deducted from their June 1 paycheck. This means they will pay for four months of insurance on their June 1 paycheck, which includes payment for May and pre-payment for June - August. See more at HR: Summer Coverage for Faculty.

Pre-payment cancellation

If the faculty member will have a benefits-eligible position from May 16-August 15, then they may opt out of pre-payment by following the instructions at HR: Summer Coverage for Faculty > Pre-Payment Cancellation. The faculty member is responsible for submitting the request and any required documentation by the deadline stated on that web page.

If documentation of a pending job is needed:

For summer jobs funded by sponsored research, please contact your research administration unit (COERA or Center staff).
For summer jobs that are Chair or Associate Dean positions, please contact COE Faculty Affairs.
Documentation of teaching or other non-teaching jobs not described above should come from the department.

Termination

If a faculty member separates from employment or become otherwise ineligible for benefits, their insurance will terminate at the end of the month in which the change in employment occurs. If they prepaid for summer insurance, a refund of excess funds will automatically be issued.

Note that a faculty member with a benefits-eligible spring appointment is eligible for active employee insurance through 8/31, if their termination date is 8/15. A termination date of 5/15 will end insurance on 5/31.

COBRA Continuation Coverage

COBRA (Consolidated Omnibus Budget Reconciliation Act) is a Federal law under which employees and their covered dependents have the opportunity for a temporary extension of medical, dental and/or vision coverage at group rates in instances where coverage under the plan would otherwise end. For more information including eligibility and enrollment, see HR: COBRA Continuation Coverage.

Please send suggested additions to this page and notifications about broken links to COE-FacultyAffairs@austin.utexas.edu.