Chapel Garden

CBA Changes

Changes to the Collective Bargaining Agreement

Full list of CBA Changes (2007-2017)

Summary of Recent CBA Changes

May 12, 2017 - Changes ratified by the Board of Trustees

1. Faculty Handbook, Section 4.4, change:

“C.  Approving and recommending to the deans, after consultation with the department, course proposals and teaching schedules for each member of the department;”

to

“C.  Approving and recommending to the dean, after consultation with the individual faculty member, a teaching schedule for each member of the department;

“D. Conveying the department’s recommendations on course and curricular proposals to the appropriate body, according to the current curriculum review process agreed to by the Faculty Senate and the Provost/VPAA;”

[All other duties currently listed in 4.4 moved down one letter; references to 4.4 sub-items in Section 4.6 updated accordingly]

2. Faculty Handbook, Section 25.2, change:

“Within the time frame specified for new applications, faculty members may appeal denial of tenure in their terminal year providing, 1) two thirds of the tenured members of the department recommend the reconsideration and 2) the faculty member can present evidence that was not available the previous year.  The appeal goes to the Provost/VPAA who will take it to the Board.  The Board will decide if the new evidence submitted warrants a reevaluation of the tenure application.”

to

“Within the time frame specified for new applications, faculty members may appeal denial of tenure in their terminal year providing, 1) the faculty member can present evidence that was not available the previous year, and 2) two thirds of the tenured members of the department recommend the reconsideration based on the new evidence. If these two conditions are met, the department will conduct a full review of the candidate’s dossier in accordance with the provisions of Section 23.3.

“When the dossier reaches the Board on Rank and Tenure, the Board will first decide, by a two-thirds majority vote, if the new evidence submitted warrants a reevaluation of the tenure application. If it does, the Board will proceed with its consideration of the dossier in accordance with Sections 23.7-23.9. If the Board votes that the new evidence submitted does not warrant a reevaluation of the tenure application, the appeal concludes at that point.”

3. Faculty Handbook, Section 23.0, change:

“The candidate for promotion and/or tenure must submit a dossier to the department, the home dean, and the Board on Rank and Tenure offering evidence of achievement in the areas of teaching/librarianship, scholarship, and service.”

to:

“The candidate for promotion and/or tenure must submit a dossier to the department’s tenured members and any tenured associates (“Eligible Voting Members”), the home dean, and the Board on Rank and Tenure offering evidence of achievement in the areas of teaching/librarianship, scholarship, and service.”

4. Faculty Handbook, Section 23.2, change:

“The applicant will submit to each member of the department a dossier of no more than twenty pages and whatever supplementary materials the applicant desires.”

to:

“The applicant will submit to each Eligible Voting Member of the department a dossier of no more than twenty pages and whatever supplementary materials the applicant desires.”

5. Faculty Handbook, Appendix I.A, change:

“5. In addition to the formal departmental consideration spelled out in section 23.1 to 23.4, the Provost/VPAA will invite all full-time members of the applicant's department to submit their individual opinions of their colleague to the Board on Rank and Tenure.  It is within the sole and personal discretion of each member of the applicant's department to submit or refrain from submitting his/her individual opinion of his/her colleague who is an applicant for tenure or promotion.  

“6. The recommendations of the department, individual department members, and the Deans, as well as student evaluations will be available to the Board on Rank and Tenure in its deliberations.”

to:

“5. In addition to the formal departmental consideration spelled out in section 23.1 to 23.4, the Provost/VPAA will invite all Eligible Voting Members of the applicant's department to submit their individual opinions of their colleague to the Board on Rank and Tenure.  It is within the sole and personal discretion of each Eligible Voting Member of the applicant's department to submit or refrain from submitting his/her individual opinion of his/her colleague who is an applicant for tenure or promotion.

“6. The finalized report of the Eligible Voting Members of the department as a group, along with the recommendations of individual department members, the department chair, and the Deans, as well as student evaluations, will be available to the Board on Rank and Tenure in its deliberations.”

April 7, 2017 - Editorial changes approved by the Handbook Committee

  1. Faculty Handbook, Section 1.2: Correction of typographical error (“Tenure may be awarded to an any incoming President”)
  2. Faculty Handbook, Appendix II.A.3: Correction of formatting error (“that will”)
  3. Faculty Handbook, Appendix III.A: Correction of misnumbering (Sub-items 1, 1, 2, 3, 4 renumbered as 1, 2, 3, 4, 5)
  4. Faculty Handbook, Appendix II: Replacement of several instances of gendered language (“chairman”) with gender-neutral language (“chair,” “chairperson”) in Appendix II
  5. Faculty Handbook, Appendix I.B: Updated sample ballot language to align with recent changes to Appendix II.A.3 (“Service to the University and Civic Communities” changed to “Service”)
  6. Faculty Handbook, Sections 1.4, 12.0, 13.1, Appendix VI: Updated all references to “University Governance Committee” to “University Governance Council”
  7. Faculty Handbook, Sections 12.1 and Appendix IX: Updated references to “Office of Research Services” and “ORS” to “Office of Research and Sponsored Programs” and “ORSP”
  8. Faculty Handbook, all sections: Updated references to Provost (“Vice President for Academic Affairs,” “Provost/VPAA,” etc.) to reflect current position title (“Senior Vice President for Academic Affairs,” “Provost/SVPAA”)

March 2, 2017 - Changes ratified by the Board of Trustees

1. Faculty Handbook, Section 13.4, change:

“The nature of teaching and the structure of the semester do not always present convenient transitions between classroom work and STD or Family and Medical leave. (Examples of possible inconvenient transitions: a faculty member is ready to return to work mid-semester; a faculty member will have to leave work at mid-semester.) In the case of an inconvenient STD or FMLA transition, faculty members will be expected to accept reasonable work assignments specified by the appropriate Dean in consultation with the faculty member and the department chair.  Such assignments must be consistent with the normal faculty responsibilities set forth in section 5 of this Handbook.  Faculty working under these conditions will receive full pay and benefits.  Faculty not offered the opportunity to work under these conditions will also receive full pay and benefits.

“Faculty who anticipate an inconvenient STD or FMLA transition or who are in the process of returning from an STD or Family and Medical leave are expected to discuss the transition with their Dean and inform the Chairperson of FAC, in writing, that consultation with the Dean has occurred.”

to

“The nature of teaching and the structure of the semester do not always present transitions between classroom work and STD or Family and Medical leave which align to the standard teaching schedule. (Examples include: a faculty member is ready to return to work mid-semester; a faculty member will have to leave work at mid-semester.) In the case of STD or FMLA transitions which do not align to the standard teaching schedule, faculty members will be expected to accept reasonable work assignments specified by the appropriate Dean in consultation with the faculty member and the department chair.  Such assignments must be consistent with the normal faculty responsibilities set forth in section 5 of this Handbook.  Faculty working under these conditions will receive full pay and benefits.  Faculty not offered the opportunity to work under these conditions will also receive full pay and benefits.

“Faculty who are in the process of returning from an STD or Family and Medical leave are expected to discuss the transition with their Dean and inform the Chairperson of FAC, in writing, that consultation with the Dean has occurred.”

2. Faculty Handbook, Appendix VI, Section D, change:

“... A candidate whose contract is not renewed will have the right of a personal appeal to the President.”

to

“... E. A candidate whose contract is not renewed will have the right of a personal appeal to the President. Written notice of an intent to make such an appeal must be conveyed to the Provost’s Office within fourteen (14) days of notification of the President's decision not to reappoint.”

[Passage appears as a new Section E, with all subsequent sections adjusted down by one letter.] 

February 28, 2017 - Contract extension

Ratification by faculty vote of a memorandum of understanding extending the collective bargaining agreement between the University and FAC from September 1, 2018 through August 31, 2020 (posted on May 10, 2017 as the 2015-2020 Faculty Contract)

February 13, 2017 - Editorial change approved by the Handbook Committee

1. Faculty Handbook, Section 13.2, update title in reference to Section 13.1:

“...the provisions of 13.1 Short-Term Illness or Disability (STD)...”

to

“...the provisions of 13.1 Medical Leave of Absence: Application and Process...”