Reaffirming Academic Freedom
On October 24, 2023 the National Headquarters of the AAUP issued a statement on “Academic Freedom in Times of War,” which offers a crucial reminder of the rights that must be upheld and respected during these devastating times:
“It is in tumultuous times that colleges’ and universities’ stated commitments to protect academic freedom are most put to the test. As the Israel-Hamas war rages and campus protests proliferate, institutional authorities must refrain from sanctioning faculty members for expressing politically controversial views and should instead defend their right, under principles of academic freedom, to do so.
[…]
At the heart of academic freedom is the protection of free and open inquiry, including expression of controversial ideas that some may consider wrong or offensive. Academic freedom not only protects faculty speech in teaching, research, and institutional decision-making; it also protects the right “to address the larger community with regard to any matter of social, political, economic, or other interest” (AAUP, Protecting an Independent Faculty Voice: Academic Freedom after Garcetti v. Ceballos). Since the AAUP recognizes that right as a crucial component of academic freedom, extramural speech, which often occurs in highly charged political moments, must not be subject to institutional sanction.”
You will find the full statement here: https://www.aaup.org/news/academic-freedom-times-war.
Faculty Alert: Prior University Policy Concerning Retirement Contributions Restored
As of April 20, 2022, our efforts to raise and voice concern over changes to University policy have met with success. According to an announcement by Interim Provost Larry Larson, whereas “retirement plans were amended” in 2020 in order “to allow for discretionary, rather than specified, University contributions,” it is now deemed that such “flexibility is no longer necessary, and no changes to our retirement plans are anticipated in the foreseeable future. Accordingly, and following discussion over the course of this semester, the Corporation approved the recommendation of the administration that the language in the retirement plans specifying the levels of University contributions be restored exactly as it was prior to September 2020. The updated plan summaries can be reviewed on the University Human Resources website (https://www.brown.edu/about/administration/human-resources/benefits).” We thank all who have advocated for this crucial step to protect faculty benefits!
Faculty Alert: Change to University Policy Concerning Retirement Contributions
Prior to November 1, 2020, the policy concerning contributions from the University to faculty retirement accounts was stipulated as follows (as quoted from Brown’s “Summary Plan Description”):
“The University will contribute each month an amount equal to 6% of your Eligible Salary as a ‘Basic’ contribution. Whether you elect to make voluntary contributions or not, you will receive this basic contribution if you are eligible. The 6% amount is calculated each month based on your Eligible Salary. When you attain both age 55 and ten (10) years of service with the University, the Basic Contribution increases to 8% of your Eligible Salary. The University will also contribute each month a fixed amount equal to 100% of your salary deferral contributions, not in excess of 2% of your Eligible Salary. If you do not make a salary deferral contributions, you will not receive any matching contributions.”
But as of November 1, 2020, these terms have changed. This is the new policy, quoted from page 5 of the “Summary Plan”:
“Beginning November 1, 2020, all University contributions will be discretionary, which means that each Plan Year, the University determines whether to make employer contributions and the amounts and/or percentages of such employer contributions. Effective November 1, 2020, if you are an Eligible University Contribution Employee, the University may contribute to the Plan the following amounts: (a) an employer discretionary contribution (other than a matching contribution) and (b) an employer discretionary matching contribution equal to a percentage of your salary deferral contributions (but not in excess of a specified percentage of your Eligible Salary, as determined by the University in its discretion). If the University decides to make an employer discretionary contribution, the amount and timing of the contribution will be determined at the time the contribution is announced.”
As you can see, the University’s contribution to our retirement accounts has now been redefined as “discretionary” and will be reconsidered each year.