The following conditions apply when senior academic administrators retreat to faculty status, either voluntarily or involuntarily:
An administrator who holds a concurrent tenured faculty appointment may return to that appointment with all the rights and responsibilities of faculty in the home department unless an institutional due process or termination proceeding is initiated to discharge or demote the employee from the tenured position pursuant to Kentucky State University's policies and/or any other relevant statutory provisions/policies. In addition, the employee's salary shall be adjusted from a twelve-month administrative salary to a nine-month or twelve-month faculty salary.
A tenured faculty member who was initially hired to serve solely in a senior academic administrative role may return to a designated faculty status.
In the absence of a concurrent faculty appointment contract, the employee's salary shall be based on the employee's academic and administrative experience, accomplishments, expertise, academic rank and standing in the discipline, and the function the employee will be expected to perform upon retreating. In addition, the salary range will be within the salary range of other faculty of the same rank in the employee's designated department/school/college.
A senior academic administrator who holds or previously held a tenured faculty appointment may return to that appointment with all the rights, responsibilities, and compensation of a faculty member.
If an administrative stipend was awarded during an appointment, the stipend will be removed upon the termination of the administrative duties.
At the sole discretion of the University President, a retreating Senior Academic Administrator may be granted a reasonable period of time to prepare for teaching and research responsibilities. The reasonable period of time may be calculated in relation to the time spent in the administrative duties, but shall not be for longer than six (6) months without prior approval by the Board of Regents.
Discretionary sabbatical leave shall be granted only if funds are available for specific purposes, when the employee's absence from the University will not hamper the work of his/her designated unit or the University, and when the leave will provide a demonstrated benefit to the University.
The University President may, at his or her discretion, approve full, partial, or reasonable monetary compensation, to be calculated at a continuing rate for the senior administrative role, during the time allowed for the employee to prepare for teaching and research responsibilities.
Prior to the beginning of the leave, the administrator shall submit a work plan for the discretionary sabbatical leave, which must include expected outcomes. The plan will be reviewed and approved by the President. In the