FACULTY CONTRACT
Effective September 1, 2009
through
August 31, 2012
Table
of Contents
Article 2. Faculty
Affairs Council
Article 7. Special
Adjustments
Article 8.
Chairperson Compensation
Article 9. Off-Campus
Teaching
Article 11.
Medical and Dependent Spending Accounts
Article 15.
Long-Term Care Insurance
Article 16.
Voluntary Phased Separation Plan
Article 17.
Benefits Available to Bona Fide Faculty Retirees
Article 19. Unemployment
Compensation
Article 20.
Worker's Compensation
Article 21. Insurance, Defense and Indemnification
Article 22.
Tuition Scholarships for Faculty Members, Spouses, and Children
Article 23.
Tuition Benefits for Secondary and Elementary Schools
Article 25.
Exercise Science and Sport
Article 26. FAC
Officers' Released Time
Article 27.
Monthly FAC/FPC Meetings
Article 28. No
Strike/Work Stoppage or Lockout
Article 29.
Collection of Dues and Assessments
Article 30.
Faculty Handbook Committee
Article 31.
Faculty Parking Plan
Article 32.
Adoption Assistance Plan
Article 33.
Alternative Contract Arrangement with Physical Therapy Department
Article 34.
Handbook Section 13.2 (Pregnancy and Childbirth)
Article 35.
Laboratory and Clinical Course Workload Equivalency
Article 36.
Administration and Coordination of Faculty Benefits
Faculty
Affairs Council (FAC) has been certified to represent, for purposes of
collective bargaining, all full-time faculty, including full-time faculty
assigned to the Department of Exercise Science and Sport, all full-time faculty
who are department chairpersons, librarians, and full-time faculty members
given special assignments in lieu of teaching at The University of Scranton
(University), Scranton, Pennsylvania; but excluding all part-time faculty,
non-professional employees, guards and supervisors as defined in the National
Labor Relations Act.
The
University recognizes the Faculty Affairs Council (FAC) as the sole and
exclusive bargaining agent for all full-time faculty members in the bargaining
unit as described and certified by the National Labor Relations Board in case
#4-RC10882. This recognition obligates the University to bargain
collectively with FAC regarding salary, hours of employment, and working
conditions of the members of the bargaining unit in accordance with the
National Labor Relations Act.
This
Agreement shall be effective as of September 1, 2009 (except where explicitly
indicated otherwise), and shall remain in force and effect to, and including,
midnight August 31, 2012. During the
term of this Agreement both parties agree to, and individual faculty members
shall continue to abide by, the University's Rules and Regulations as contained
in the Faculty Handbook, and policies and directives as promulgated by the
University's Board of Trustees. Further,
this agreement, along with its companion document, the Faculty Handbook, will
constitute the Master Agreement between FAC and the University and will
supersede any previous regulations, faculty contracts, previous practices or
policies.
FAC
recognizes and agrees that the fringe benefit portions of this agreement are
committed by the University during the life of this agreement, but are all
subject to future contract negotiations.
Since
the development of a proper University operating budget requires considerable
time and thought on the part of all parties concerned, both parties to this
agreement will arrange to meet no later than the seventh month prior to the
expiration of this contract period to commence discussions of any subsequent
contract agreement.
It is understood that certain changes in fringe benefits may be required in accordance with legislative changes, provided however, that in complying with the law, the University does not reduce or eliminate existing fringe benefits. If any part of this contract is rendered invalid as a result of legislative or judicial action, all other parts of the contract remain in force.
Academic
calendars are proposed by the University Governance Committee Calendar Committee to the University
Governance Committee,
which recommends a revised calendar to the Provost/Vice President for Academic Affairs
(Provost/VPAA). All academic calendars
shall provide a minimum of 72 hours between the end of the final examination
period for the semester or special session and the day and time when final
grades are due in the Registrar's office. Faculty will make every effort to
submit grades within 72 hours after the time an individual exam was
administered. The Provost/VPAA will
submit a copy of the proposed calendar to the Executive Committee of FAC for
its review. The Executive Committee of FAC, consisting of the elected union
officers, will return written comments to the Provost/VPAA within ten days. FAC
may, within this 10 day period, request a conference with the Provost/VPAA to
discuss concerns related to a particular academic calendar. The Provost/VPAA
will arrange for this conference prior to approving the academic calendar(s). The Provost/VPAA shall also notify the
University community of the approved calendar.
Minimums
in rank for the three years of the contract will be as follows:
Rank 2009/10 2010/11 2011/12
Professor $78,246 $79,615 $81,008
Associate
Professor 62,983 64,085 65,207
Assistant
Professor 40,000 40,000 40,000
Instructor 30,000 30,000 30,000
Lecturer 25,000 25,000 25,000
Faculty
Specialist 25,000 25,000 25,000
B.
Promotion Bonuses:
Promotion bonuses for the three
years of the contract will be as follows:
Rank 2009/10 2010/11 2011/12
Professor $ 6,000 $ 6,000 $ 6,000
Associate
Professor 4,000 4,000 4,000
Assistant
Professor 2,500 2,500 2,500
Minimums
and promotion bonuses will be funded outside the basic salary package.
C.
Basic Salary Package
The
Consumer Price Index referenced in the following section refers to the Consumer
Price Index for All Urban Consumers (CPI-U), U.S. City Average, All Items, Not
Seasonally Adjusted, Base Period: 1982-84
=100.
1. 2009-2010 - The entire salary
package will be distributed across-the-board. Each continuing member of the bargaining unit
will receive an increment equal to 2.75% of base pay.
2. 2010-2011
� Each continuing member of the bargaining unit will receive an increment equal
to the percentage change in the CPI-U, plus one-half of one percent, with a
floor of 2.5% and a ceiling of 4.5%; the percentage change in the CPI-U is
measured from December 2008 to December 2009.
3. 2011-2012
- Each continuing member of the bargaining unit will receive an increment equal
to the percentage change in the CPI-U, plus one-half of one percent, with a
floor of 2.5% and a ceiling of 5.0%; the percentage change in the CPI-U is
measured from December 2009 to December 2010.
D.
Equity Distribution.
The
equity pool for 2010-2011 will be distributed to full professors and associate
professors only; the specific participants in the plan will come from the group
of faculty who held the rank of full professor or associate professor on September
1, 2010; they will qualify according to the following model:
1. For full professors:
a.
eligibility
for equity distribution for full professors is limited to those full professors
whose 2010/11 base salary is lower than $92,500;
b.
equity
increase for full professors = ($92,500 � 2010/11 base salary) x 0.20.
2. For associate professors:
a.
eligibility
for equity distribution for associate professors is limited to those associate
professors whose 2010/11 base salary is lower than $73,000;
b.
equity
increase for associate professors = ($73,000 � 2010/11 base salary) x 0.20.
E.
Order of Distribution.
The distribution will be made in the
following order:
1. Each faculty member's salary will
first be increased by the across-the-board increment described in C above.
2. Members of the bargaining unit
who are promoted in rank will then receive the promotion bonus as described in
B above.
3. After the application of the
across-the-board and the promotion bonus provisions, any faculty member whose
salary is below the minimum for her/his rank will have her/his salary increased
to the minimum for her/his rank as indicated in A above.
4. The funds in the equity pools
will be distributed after application of all of the above provisions.
A.
Overloads and Special Session Compensation
Compensation for teaching special
sessions and overload teaching during the spring and fall semesters will be
paid in accordance with the dollar per credit hour amount shown below. For special sessions, courses may be
cancelled by the administration when the enrollment does not meet a minimum of
six students; in every case, however, such cancellations will occur in
accordance with the procedures specified in Section 8.1c of the Faculty
Handbook. If, on the other hand, the Dean determines that a class must be
offered even if it does not meet the minimum of six, then it will be offered at
full pay.
Session 2009/10 2010/11 2011/12
Fall/Spring Semester $1,050 $1,050 $1,200
Special Session $1,050 $1,050 $1,200
B.
Readers/Tutorials/ and
Independent Study
Definitions:
1. Reader Course:
These
study experiences replicate courses listed in the catalog and are offered to
one or, less frequently, two students.
These offerings are limited to meeting acute student programmatic need,
as identified and accepted by the Dean, and are not meant to be offered
routinely. Faculty members supervising
readers will be compensated at the rate of $110 per credit hour for each
student they supervise.
2. Tutorial Course:
Tutorials
are specially designed offerings that are not listed in the catalog. The term is applied exclusively to the Honors
Program and defines one-on-one experiences in the student's major, minor, or
general education program. These courses
are designed to explore academic areas of mutual interest to the student and
the faculty member. They are intended to
require advanced work with shared contributions by the faculty member and the
student. Faculty members supervising tutorial
courses will be compensated at the rate of $170 per credit hour for each
student that they supervise.
3. Independent Study:
These experiences, provided to academically
successful students, are specially designed and are not offered in the normal
course listing. These experiences may be
non-honors courses that, like honors tutorials, are based on a set of readings,
discussions, and writing assignments; they may be based on experimental work;
or they may involve intensive research activity. Faculty members supervising independent study
experiences will be compensated at the rate of $155 per credit hour for each
student they supervise.
Normally, faculty are limited to mentoring
no more than two students per semester in any combination of these
courses. Exceptions to this limitation
can be made by the Dean for programmatic reasons, in response to course
cancellations, or in the case of Honors Tutorials, where there are not enough
faculty available within a certain discipline, major, or area of expertise.
Special salary adjustments may be
made at the discretion of the Provost/VPAA.
The money for all special adjustments is excluded from the calculated
cost of the contract. These special
adjustments serve three specific purposes: 1) to correct obvious problems in
base salary which may develop for a variety of reasons, basically in violation
of the spirit of other mechanisms established to ensure equitable salaries; 2)
to make market corrections to retain valued faculty members; and 3) to handle
other special individual circumstances which could not have been foreseen.
The University administration
will report all special adjustments to the Executive Committee of FAC. The report will contain the names of all
individuals receiving a special adjustment, the amount of the adjustment, and
the rationale for the adjustment. The
Executive Committee of FAC will report the names of the individuals receiving
special adjustments to the general membership of FAC.
Departments
are divided into two levels (A and B) depending on the size and complexity of
the department. Variables used in classifying departments are: 1) Full-Time
Equivalent Faculty (FTEF); 2) number of majors; 3) number of academic programs;
4) amount of facilities. The first two
variables (FTEF, Majors) are weighted twice as much as the second two. All variables are translated into a scale of
1 to 10 for purposes of combining them into a single "total score"
for the department.
A "unit of
compensation" in the plan is defined as either a 3-credit release or
direct payment of a 3-credit overload stipend (using the Fall/Spring
rate). The per credit payment for summer
compensation will be at the current overload rate.
For purposes of determining released time, all chairs are defined as being on a 21-credit load. The Chair of FAC will be treated as being a level B, except that he/she does not participate in the summer compensation plan. The Chair of the Department of Faculty Librarians will receive a stipend equal to two units of compensation per academic year and will not participate in the summer compensation plan. The plan assumes and affirms that duties of department chairs are as defined currently in the Faculty Handbook.
The
compensation plan:
Units
of Compensation
Level in
academic year Summer
A 4
* 3 credits
B 3 * 2
credits
* At least one of the units must
be a released time.
Classification of Departments
Level A: Level
B:
Biology Accounting
Chemistry Computing
Sciences
Communication Economics/Finance
Counseling and Human Services Exercise Science and Sport
Education Foreign
Languages & Literature
English Health
Administration/Human Resources
History Management/Marketing
Nursing Mathematics
Occupational
Therapy
Operations
and Information Management Philosophy
Physical
Therapy
Physics/Electrical
Engineering
Political
Science
Psychology
Sociology/Criminal
Justice
Theology/Religious
Studies
A department chairperson will
receive, upon successful application for a sabbatical leave, two summer
research stipends in lieu of summer teaching if said chairperson has served at
least two consecutive terms immediately prior to the start of the
sabbatical.
A.
Any
assignment made by the Administration that requires a faculty member to fulfill
credit bearing teaching responsibilities or other responsibilities as described
in Section 5.4 of the Faculty Handbook portion of this Collective Bargaining
Agreement at a location beyond 15 minutes normal walking distance from the
University constitutes an Off-Campus Assignment.
B.
Assignment
of faculty to off-campus locations will follow the procedures outlined in
section 8.1 of the Faculty Handbook portion of this Collective Bargaining
Agreement. Except in cases where the
faculty member so requests or chooses faculty will not be assigned more than
one off-campus duty in one academic year.
Volunteers with appropriate
expertise will be sought for off-campus assignments first. If no volunteers come forward, assignments
will be made on a rotating basis.
C.
Travel
expenses incurred in connection with off-campus assignment will be reimbursed
as per the University's Travel Policy, according to which all reasonable and
necessary expenses incurred in connection with travel on behalf of the
University are covered.
D.
In
addition to regular compensation for the assignment (either part of the regular
faculty load or overload, whichever applies in a particular case) the faculty
member involved in an off-campus assignment will receive additional
compensation of $35.00/hour for travel time necessary to and from the
off-campus site. Excluded from this
compensation are off-campus assignments that take place outside of the
continental United States (for which incentive compensation payments may be
negotiated with the dean) and main campus offerings that have traditionally
required monitoring in clinical or field settings and are subject to other
sections of this Agreement.
E.
Normally,
a faculty member will not be assigned to perform duties at a location more than
seventy-five miles (one way) from the University. Ordinarily, such duties will
be limited to classes that meet one day per week.
F. University liability coverage applies to faculty members for an off-campus assignment. For travel between the University and the off-campus site, the individual's automobile coverage is primary.
G.
Any
exception to the above conditions (including multiple off-campus assignments)
would require the mutual written consent of FAC and the University.
H.
The
University administration will inform the Executive Committee of FAC, in
writing, of any off-campus teaching assignments at the time that such
assignments are made.
A.
The
University makes available three health insurance plans for eligible full-time
faculty members: (1) a traditional indemnity plan comprised of Blue Cross
365-day inpatient coverage, Blue Shield Plan 100 and Major Medical (excluding
prescriptions) with a $2,000,000 lifetime limit (BC/BS/MM), and (2) Blue
Cross/Blue Shield Access Care II, a preferred provider organization (PPO) with
a $10 physician office visit co-pay per visit; and (3) First Priority Health, a
point of service (POS) plan with a $15 primary physician office visit co-pay
per visit, a $25 specialist physician office visit co-pay per visit. Coverage
begins in each plan on the first day of the first full month of
employment. Specifics of the health
insurance plans are contained in the brochure provided by the carrier for the
contract with the University and in the Summary Plan Descriptions. This
information is available from the University's Human Resources Department.
B.
Prescription
Drug Program. A freestanding
prescription drug program is offered with all three health insurance
options. The benefit is a three-tier
formulary program with a $10 co-pay for Tier One drugs, a $20 co-pay for Tier
Two drugs, and a $35 co-pay for Tier Three drugs. The benefit is limited to a 30-day supply at
retail pharmacies and a 90-day supply with 2 co-pays for Tier Two and Tier
Three drugs and one co-pay for Tier One drugs through mail order. There are no lockouts, i.e., excluded drugs.
C.
The
University pays the total premium for individual coverage for each plan and a
prorated amount of the premium for multiple-person coverage. In the case of the traditional and Access
Care II plans, the University pays the equivalent of the total premium for
individual coverage and 2/3's of the difference between the total premium of
the plan chosen and the total premium for individual coverage, i.e., the
full-time faculty member pays 1/3 of the total premium difference between
individual coverage and the coverage elected.
In the case of the First Priority Health plan the University pays 80% of
the cost of multiple person coverage and the faculty member pays 20%.
D.
The University provides dental coverage when an
eligible faculty member elects to participate in any University health
insurance plan. Faculty members not
participating in a health insurance plan may not participate in the dental
plan. Payment under the dental plan is limited to a maximum of $2,000 per
covered person for all services rendered in any calendar year, except for
orthodontics which has an $800 lifetime maximum per eligible dependent. The premium for the dental coverage is added
to the premium for the selected medical plan.
Faculty members share the premium for dental coverage based on the same
formula used for sharing medical plan premiums. Specifics of the dental plan
are contained in the brochure provided by the carrier for the contract with the
University and in the Summary Plan Descriptions. This information is available from the
University's Human Resources Department.
E.
The
University provides vision coverage through Pennsylvania Blue Shield�s
OptiChoice program when an eligible faculty member elects to participate in any
University health insurance plan.
Faculty members not participating in a health insurance plan may not
participate in the vision plan. The
premium for the vision coverage is added to the premium for the selected
medical plan. Faculty members share the
premium for vision coverage based on the same formula used for sharing medical
plan premiums. Specifics of the vision
plan are contained in the brochure provided by the carrier for the contract
with the University and in the Summary Plan Descriptions. This information is available from the
University's Human Resources Department.
F.
Abortion
coverage in all University health insurance plans is limited to abortion
coverage services which are necessary to avert the death of the woman and
services to terminate pregnancies caused by rape or incest. The University's policies will retain
coverage for illness or injury caused by complications from any abortion. Such coverage will be within the parameters
of the applicable policy.
G.
An
open enrollment allowing eligible full-time faculty to change medical plans or
enroll in a medical plan if not previously participating is conducted in the
last quarter of each calendar year. The faculty member's election is effective
January 1 of the next year.
H.
An
"Opt-out" alternative is available to eligible full-time faculty
members who have no need for additional medical/dental/vision coverage at the
time of hire or during the course of employment. If Opt-out is elected, the faculty member's
monthly pay will be increased by $125.00 for each month during which
participation in a medical/dental/vision plan is waived. However, it takes a "life event" to
either change from Opt-out to medical coverage or from medical coverage to Opt-out
during the course of any calendar year, except if the change is elected during
the open enrollment period conducted during the last quarter of each calendar
year to be effective the following January.
Additional information on the Opt-out alternative is available from
Human Resources.
I.
COBRA
provides for medical coverage for a limited period of time following separation
from employment. Under COBRA, no part of
the premium is paid by the University.
The University extends COBRA medical coverage rights as required by law
but does not require transfer to non-group coverage following the periods of
time specified in COBRA. This practice
is subject to the carrier allowing non-employees to participate in the
University's group health insurance program.
The University, under Section 125
of the Internal Revenue Code, provides an annual opportunity for faculty
members to elect to establish a reimbursement account(s), through deductions
from their regular pay, for the purpose of reimbursing themselves for
medical-related expenses not covered by their health insurance coverage and for
dependent care expenses. An open
enrollment is held during the last quarter of each calendar year and the amount
of money to be deposited in either or both of these reimbursement accounts for
the next calendar year must be declared.
Designated funds not expended during the course of the calendar year are
relinquished to the University. Any such
funds will be used to subsidize the costs of retaining a third party administrator
to administer the fund. Any remaining
funds are given to the University's Development Fund. Information about the medical and dependent
care reimbursement accounts is available from University's Human Resources
Department.
A.
The
University provides a short-term disability plan (STD) effective the first day
of the first full month of employment.
The short-term disability plan provides for full benefit continuation
and salary continuation at 100% of the faculty member's normal base salary for
6 months following the date of disability.
The date of disability is defined as the day following the last day of
work "if actively at work," or if not at work, the date is determined
by the medical documentation of the disability.
STD payments are offset by any Worker�s Compensation payments and by
loss-of-pay reimbursements, such as auto insurance offsets (except for
personally or privately owned disability coverage), including any employee
Social Security Disability Income payments.
B.
Faculty
members are required to complete the application for short-term disability
benefits whenever an accident or illness occurs which prevents, or has the
potential to prevent, a faculty member from performing his or her normal work. This application must be completed as soon as
possible but no later than 30 days after the accident or illness. If the employee is unable to complete the
necessary paperwork, Human Resources will work with a family member or someone
who has power-of-attorney to complete the necessary forms.
C.
Entry
into the University's LTD Plan requires that application be made in a
prescribed manner through the University's LTD Carrier. It is agreed that the University will assist
its employees, upon their request, during the application and other phases of
the process covered by the LTD Plan. This involves, but is not limited to,
assisting employees in completing applications and, at the request of the
employee, assisting the employee in dealing with the insurance carrier. The University agrees to monitor each LTD
case and to keep a record of its involvement in each case. At the request of
the LTD participant, the University agrees to play an active role in assisting
LTD participants in dealing with all return to work initiatives. The University,
through its arrangements with the insurance carriers, will ensure that faculty
members are aware of their rights to appeal carrier decisions to the insurance
carrier, and at the employee's request, assist in the appeal process.
D.
The
University provides a long-term disability plan (LTD) effective on the 181st
day of disability. The long-term disability plan provides for payment at the
rate of 66-2/3% of the normal monthly wage base up to a maximum benefit of
$10,000 per month. The monthly wage base
is 1/12th of the faculty member's final annual base wage. The LTD plan includes
a Regular Occupation benefit paid by the University. An employee is considered disabled if solely
because of injury or sickness the employee is: 1) unable to perform the material
duties of her/his regular occupation; and 2) unable to earn 80% or more of
his/her Indexed Earnings from working in her/his regular occupation. Regular occupation is the occupation
routinely performed at the time the Disability begins. In evaluating the
Disability consideration is given the duties of the occupation as it is
normally performed in the general labor market in the national economy. It is not work tasks that are performed for a
specific employer at a specific location.
The
LTD plan also includes an annual benefit increase (ABI) paid by the
University. For persons not covered by
the Return to Work Incentive, the monthly income benefit and monthly annuity
premium benefit increase each year by the lesser of 3% or the percentage
increase in the Consumer Price Index (CPI-W) during the previous calendar year.
Increases become effective January 1.
Increases are not applied to the Minimum or Maximum Disability Benefit,
nor is the formula applied to determine the work incentive benefit, if any. For persons covered by the Return to Work
Incentive, indexed earnings increase each year by the lesser of 10% or the
percentage increase in the Consumer Price Index (CPI-W) during the previous
calendar year. Subject to constraints
and restrictions, the return to work incentive provides an opportunity to work
for wage or profit while disabled.
The
University's LTD plan may include a reduction in University based disability
benefits when the disabled employee becomes eligible for Other Income Benefits.
Other Income Benefits include any amounts received or assumed to be received by
the employee as a result of employment with the University. Other Income
Benefits paid directly and solely to the disabled employee may serve to reduce
University based disability benefits. Any Other Income Benefits received by
employee spouse or children because of employee disability will not be
considered in calculating the University's disability benefit. For example, the plan includes a primary
Social Security offset whereby only Social Security Disability payments paid to
the disabled employee serve to reduce University based disability benefits.
Social Security payments to spouse and children that arise because of employee
disability have no effect on University based disability benefits. Another
example of Other Income Benefits that have no bearing on University based
disability benefits is private insurance. Disability benefits received from
insurance purchased privately by the employee have no bearing on University
based disability benefits and will not be considered in calculating University
based disability benefits.
After
the first reduction is made for any qualifying Other Income Benefits, any
increase in these benefits during the period of disability due to a cost of
living adjustment will not be considered in calculating University based
disability benefits. This does not apply to cost of living adjustments
resulting from wage and salary income earned while on disability.
LTD
coverage provides continued pension plan deposits, at 14% of covered earnings,
to the disabled faculty member's account for the entire period of LTD coverage.
The maximum pension benefit contribution paid to the employee's pension account
is $3,800 per month. Payments continue until age 65 if the disability occurs
before age 60; for 4 1/2 years if the disability occurs between 60 and 65; to
age 70 if the disability occurs between 65 and 68 1/2; and for one year if the
disability occurs after the age of 68 1/2.
Eligibility
for long-term disability (LTD) is determined solely by the University's LTD
carrier. The University's contract with the LTD carrier is based, in part, on
the definition of Optimum Ability. Optimum Ability is the greatest extent of
work you are able to do in your regular occupation. Part of the definition of
Optimum Ability allows an employee to be partially disabled during the 180-day
elimination period and still qualify for LTD.
An
application for benefits is required.
Specifics of the LTD plan are contained in the brochures provided by the
carrier for the contract with the University and in the Summary Plan
Descriptions. This information is
available from the University's Human Resources Department.
E.
With
the beginning of LTD the tenured faculty member's employment is suspended
pending a physician's release to return to full-time work. Tenured faculty members on LTD do not have
departmental voting privileges. Tenured
faculty members who have been on LTD for thirty (30) months will have their
employment with the University terminated.
Non-tenured faculty on LTD have their employment with the University
terminated with the beginning of LTD.
Upon release to return to full-time work, tenured and non-tenured
faculty may apply for and be given preference for employment with the
University.
F.
Based
upon the decision of the life insurance carrier, a life insurance waiver of
premium may be granted after six months of STD and with the beginning of LTD.
G.
The
University will continue to pay the total premium for individual coverage and a
prorated amount (see Article 10) of the premium for multiple person coverage
for group health, group dental, and group vision insurance for the first 30
months of LTD coverage, provided the employee continues to pay the applicable
co-premium. At the end of this
thirty-month period, the individual may continue to purchase health, dental and
vision insurance through the University provided the individual pays 100% of
the applicable premium.
H. During the term of this Faculty Contract the University agrees that it will not change insurance carriers without first consulting with FAC.
The University provides group
term life insurance coverage of $100,000 for each faculty member, and $60,000
in accidental death & disability coverage (AD&D). Full coverage remains in effect until 70,
following which it is reduced to $10,000.
Coverage continues at that level until the last month of the final
full-time contract. A conversion
privilege exists for faculty members to continue all or a portion of their life
insurance at their own expense. Premiums
paid by the University for life insurance coverage over $50,000 are required by
law to be considered imputed income and subject to federal taxes.
More detailed information about
the life insurance plan can be obtained from the University's Human Resources
Department.
A.
The
University makes two pension plans available to lay faculty: TIAA/CREF and Diversified Investment Advisors
(DIA). Jesuit faculty participate in the
B.
Employee
contributions (withheld from pay according to the contribution schedule) are
directed to a tax-deferred annuity (TDA) with DIA or a Group Supplemental
Retirement Annuity (GSRA) with TIAA/CREF.
The carrier for this mandatory contribution is determined by the
election for the basic plan. Employee
and employer contributions will be remitted to the designated plan carrier
within 30 days after the end of the month in which the premiums are withheld
from the employee's pay.
C.
Contributions
to, and continued participation in, the basic plan are conditions of employment. Contributions are limited to those prescribed
by the contribution schedule, and withdrawals are restricted under the
plans. The faculty member may change the
pension carrier annually, but it must be the same carrier for the employer and
employee contribution.
D.
Faculty
members may annually redirect new employer and employee mandatory contributions
to a different carrier. It is to be understood that any change initiated under
the provisions of this section requires both the basic pension and mandatory
TDA be held with the same carrier.
Nothing contained herein shall serve to modify allocations selected
prior to August 31, 1994. Members of the
bargaining unit whose current employer and employee contributions are held with
two different carriers will be permitted to continue such an arrangement.
E.
All
pension plans provide for 100% immediate vesting. Participation is mandatory and begins on the
1st day of the plan year (June 1) following attainment of age 25 and six
months (one semester) of service.
F.
Specifics
of each plan are contained in the brochures provided by the carriers for their
contract with the University and in the Summary Plan Descriptions. This information is available from the
University's Human Resources Department.
G.
Faculty
members may transfer existing pension balances, within the contractual
limitations set forth by TIAA/CREF and DIA, to the alternate carrier. The
election to change is made in April with a June 1st effective date. Transfer of
funds is limited under the basic pension (401[a] with both carriers to 10% of
the fixed TIAA balance and 100% of the CREF accounts annually and 10% of the
total DIA balance (fixed and equity accounts). The faculty mandatory account
(403[b] with both carriers) may be transferred to the alternate carrier without
restriction.
The University offers full-time
faculty the opportunity to purchase Long-Term Care Insurance through a
voluntary Long-Term Care Insurance policy.
Faculty members are responsible for 100% of the premium, which may be
remitted through payroll deduction.
Available
to faculty from September 1, 2009 until May 31, 2012
A. Prologue
1. This
is a voluntary program and application into
it must be initiated by the faculty member.
2. Unless
replaced by an alternative early separation plan mutually agreed upon by FAC and
the
3. If
another early separation plan choice becomes available during the phasing
period of this plan, the faculty member may opt for the other plan, but the
full retirement date will remain in force.
B. Eligibility
1. To
be eligible for the voluntary separation plan the faculty member must be at least 62 years of age before the
first semester when phased separation begins.
2. An
eligible faculty member must have
completed no fewer than 15 years of
service as a full-time faculty member at the
3. For
purposes of this voluntary phased separation plan, "base salary" refers to the
last regular contract salary of the faculty member plus all negotiated
increments.
4. Entrance
into the plan commences with the first regular semester in phased retirement.
C. Phased Separation Plan
1. A
faculty member's phased retirement plan must include no more than 15 but no
fewer than nine credits per academic year
(fall and spring semester).
2. The
given period of time which is selected in C.1 shall be no more than five academic years but no fewer than one
academic year. Faculty who initially opt for fewer
than five academic years may petition the Provost/VPAA for a one-time extension of the phased retirement period up
to the maximum of five academic years.
3. Full
retirement and the cessation of tenure begin with the completion of the last
academic year of the phased
retirement.
D. Salary
1. A
faculty member who participates in the phased separation plan shall be paid
according to the following scale throughout the entire phased retirement
period, plus pro rata annual increments as negotiated by FAC. The faculty
member's actual salary will be calculated by taking the full-load salary and
multiplying by the factor x/18 where x is the credits to be taught according to
the approved plan. For example, if a
faculty member's phased load is 12 credits per academic year, then the actual
salary will be the full-load salary multiplied by 12/18.
E. Benefits
1. During
the period of phased separation, the health, dental, and vision benefits and the cost-share formula in force for
full-time faculty shall continue for the faculty member, spouse, and eligible dependents.
2. During
the phased separation period, the faculty member and the University will
continue to contribute to the faculty
member's pension plan in accordance with the faculty member's actual salary and
the schedule contained in applicable collective bargaining agreements.
3. Full tuition-remission benefits for the
faculty member, spouse, and eligible dependents shall remain in force during and after the phased separation
period.
4. Disability
insurance and life insurance shall remain in force during the phased
separation period
within the limits imposed by the contracts with the insurers. STD and LTD benefits will be
based upon actual salary paid.
5. Worker�s
compensation based on actual salary received shall remain in force during the
phased separation period.
6. The
University will provide the faculty member with opportunities for
pre-retirement financial counseling.
F. Special Provisions
1. A
faculty member in phased separation is still considered a full-time faculty
member with the
rights, privileges, and duties pertaining to same.
G. Other Benefits After Separation
1.
Other benefits after separation and
retirement include: library privileges; athletic passes; invitations to faculty
events; invitations to participate in all academic functions; visitor parking;
use of available academic facilities, including shared office space, mail drop,
laboratories (the use of laboratories is controlled by the appropriate dean in
consultation with the chairs of the applicable departments); secretarial
services as available; emeritus ID card; and email account; being listed in the University catalog; receiving a University
phone directory; discounts provided for faculty including but not limited to
discounts in the Bookstore and for Theater productions; and the use of the
Byron Center under arrangements for the faculty in general. The faculty member
shall be moved to Emeritus in accordance with the applicable provisions in of
Section 7.0.C. of the Faculty Handbook.
2. Health Insurance for the
retiree: For faculty who are Medicare-eligible at the end of their phased retirement plan, the
University will provide and pay for Medicare wraparound
health insurance (e.g., 65-Special) through the University's Medicare wraparound program for the retiree for the
first three years in full retirement.
The retired faculty
member is responsible for paying his/her own Medicare Part B premiums. For faculty who are not
Medicare-eligible at the end of their phased retirement
plan, the University will contribute the amount equal to the Medicare-wrap around costs to the University health
insurance plan premium for the first three years in full retirement. The
faculty member is responsible for contributing the balance of the premium costs.
3 . Health
Insurance for the retiree�s spouse and/or eligible dependents: The retiree and
spouse and/or eligible dependents may continue to participate in the
University's health insurance plans after the faculty member retires, provided
the retiree pays 100% of the applicable health insurance premium. If the
retiree dies, the eligible spouse and/or dependents may continue to participate
in the University's health insurance plan as long as the spouse and/or eligible
dependents pay 100% of the health insurance premium.
4. Dental
and Vision Coverage for the retiree and eligible spouse and/or dependents: The
retiree and spouse and/or eligible dependents may continue to participate in
the University's dental and vision plans after the faculty member retires,
provided the retiree pays 100% of the applicable dental and vision coverage
premiums. If the retiree dies, the eligible spouse and dependents may continue
to participate in the University's dental and vision plans as long as the
spouse and/or eligible dependents pay 100% of the applicable dental and vision
coverage premiums.
H. Application for Entrance into the Plan
1. The
faculty member must notify the Provost/VPAA by February 1 of the preceding
academic year of his/her intention to apply for the phased retirement program
in the subsequent fall semester.
2. The
Provost must acknowledge receipt of such notification with a written agreement
of the terms, copied to the Chair of FAC, to be signed by the faculty member
and the University. The Provost may require the faculty member to delay the
beginning of phased retirement for one year due to programmatic exigencies.
I. Limits on Faculty Options
1. After entering into a phased separation
agreement, a faculty member may choose to reduce the period of the phased
separation by one academic year or more, provided that the faculty member
provides notice to the Provost/VPAA by February 1 of the preceding academic
year.
2. A
faculty member may not take a sabbatical leave once the phased retirement plan
has begun.
A faculty member of the
University is considered a �retiree� if he or she separates from the University
meeting at least one of the following criteria:
�
Age
65 as defined in the University retirement plans (no minimum service
requirement) or,
�
Ages
62 through 64 with 10 years of full-time service or,
�
Ages
55 through 61 with 20 years of full-time service.
A faculty member who retires is
eligible for the retirement benefits with the exception of dependent tuition
remission benefits which are only available at retirement at age 65.
�
Health,
Dental and Vision Coverage (Faculty member pays 100% of the premium. Coverage includes spouses and eligible
dependents)
�
Dependent
tuition remission
�
Employee
tuition remission
�
Use
of facilities for social events
�
Library
privileges
�
Credit
union
�
Use
of the fitness facilities under arrangements for the faculty in general
�
Discounts
normally provided to active employees (including but not limited to the
bookstore and theater productions)
�
Retirees
may have conversion privileges to convert other benefits to an individual
policy, e.g., life insurance.
Social Security payments are made
on earnings as required by law, except for Jesuits and other religious.
Unemployment
compensation benefits are provided to all faculty as required by law.
Worker's Compensation benefits
are provided to all faculty as required by law.
During
the period of this contract, the University will carry liability insurance
policies that protect faculty against claims made for alleged wrongful acts in
their capacities as University faculty. Claims include damages, judgments,
settlements and defense costs. Wrongful
act is defined in current insurance policy language as any error, misstatement,
misleading statement, act, omission, neglect or breach of duty committed,
attempted or allegedly committed or attempted, by an educational institution or
an insured person or any matter claimed against such insured person solely by
reason of serving in such insured capacity.
Claims resulting from criminal or deliberate fraudulent acts are not
covered.
If
a faculty member is sued for allegedly committing a wrongful act within the
scope of his or her employment which is covered by the University's insurance,
the University will provide for the defense of such litigation at no cost to
the faculty member and pay the cost of any settlement made or judgment entered
to the maximum extent allowable by law, provided that:
A.
Within
five (5) working days of the receipt of notice of any litigation or agency
claim, the faculty member will advise the Office of General Counsel; and
B.
The
faculty member cooperates in the investigation, settlement, or defense of any
such claim.
In
addition, FAC will encourage faculty members to attend a University-sponsored
session on avoiding legal liability, harassment prevention, and other related
topics when offered to faculty. All of
the University's insurance policies are available for inspection by
faculty.
Full-time faculty members, their
spouses, and their children will, on application through the Director of Human
Resources and acceptance by the University, receive full tuition scholarships
for any credit bearing catalogue courses taken at the University. Faculty children will be eligible for this
benefit up to and including the academic year in which they attain the age of
twenty-four (24). Special requests for
extensions of this benefit beyond this age limit will be decided by the Provost/VPAA
in consultation with the chairpersons of FAC/FPC. The Director of Human Resources will, in all
cases, require that application be made for any available federal or state
assistance. The tuition remission
benefit for faculty members and their dependents will not be applied until all
required financial aid forms and applications are officially filed. If all applicable financial aid forms are not
completed in a timely manner, the actual amount of state and/or federal grants
that the student would have been eligible for will be deducted from the
University's tuition remission benefit.
The faculty member is responsible for paying the University the portion
of the financial aid package that was forfeited by not filing all of the
required forms in a timely manner. The
same scholarship benefit is extended to the children of deceased or disabled
full-time faculty members who served for at least seven (7) years immediately
prior to death or disability.
The University participates in
FACHEX (faculty children exchange) which presents the possibility of full
tuition at other Jesuit institutions when an exchange slot is available.
The University is a member of the
Tuition Exchange -
A.
The
B.
In accordance with the
University's agreement with
Children must meet the ordinary
admissions requirements for Wyoming Seminary.
To apply for this benefit, the
eligible parent must complete an eligibility form, available from the
University Human Resources Department. Additional aid may be requested by filing the
Parent�s Financial Statement, available at Wyoming Seminary, with the financial
aid officer at Wyoming Seminary.
The librarians shall receive six
personal days per contract year.
A.
The
normal credit load for faculty members in the Department of Exercise Science
and Sport is the same as that of all full-time faculty.
B.
This
normal credit load may be fulfilled by a combination of teaching and collateral
athletic assignments.
C.
Collateral
athletic assignments will be made by the Director of Athletics, who will
consult with the department chair.
Disputes, if any, will be resolved jointly by the Vice President for
Student Affairs and the Dean of the Panuska College of Professional Studies
(PCPS). A final appeal may be made to
the Provost/VPAA.
D.
Collateral
athletic assignments are to be made simultaneously with the annual course
schedule process (as specified in the Faculty Handbook). Specific collateral assignments should be
noted in the respective faculty member's contract letter.
E.
Faculty
in the Department of Exercise Science and Sport who are intercollegiate
coaches, or have other collateral assignments in intercollegiate athletics,
will report for these duties to the Athletic Director.
F.
Faculty
in the Department of Exercise Science and Sport who were hired before August 1,
1998 are and will remain faculty, with all faculty rights, benefits, and
privileges regardless of the proportion of hours assigned to teaching or
collateral assignments. This arrangement shall not constitute a precedent, nor
shall it be used as evidence to establish a precedent, for faculty in the
Department of Exercise Science and Sport hired on or after August 1, 1998 or
for any other faculty.
The Chair of FAC will be treated
as being a level B chairperson, except that he/she does not participate in the
summer compensation plan. Twelve additional
hours of released time will be allocated among the other four officers in a
manner determined by the officers of FAC.
The chairs of FAC and FPC will
meet at least once per month during the term of this contract, unless they
mutually agree not to meet. In any case,
there will be a minimum of four FAC and FPC Chairs meetings per academic year.
FAC and FPC subscribe to the
principle that any and all differences under either the Master Agreement or the
Faculty Handbook be resolved by peaceful and appropriate means without
interruption of the University.
Accordingly, FAC agrees that there will be no strike or work stoppage or
threat of either, by itself or by any of its bargaining members during the term
of this Agreement. The University agrees
that there will be no lockout, or a threat of one, during the term of this
Agreement.
The University will continue to
collect, through payroll deductions for FAC, any charges assessed against the
participants in its bargaining unit providing:
FAC secures and presents to the University Treasurer the individual
faculty member's written authorization for the University to do so. Such authorized payroll deductions are to be
made on a monthly basis starting with the faculty pay period of October.
FAC and FPC agree that any member
of the bargaining unit should pay such dues and assessments as are from
time-to-time authorized from the membership of FAC.
A member of the collective
bargaining unit may request exemption by right of conscience from the payment
of FAC dues and assessments by filing a written affidavit giving reasons for
such objection to any participation in or support of collective bargaining
activities on behalf of FAC. Such
affidavit will be filed with the Chairs of FAC and FPC and will thereby exempt
the collective bargaining unit member from this provision. Any such exempt person will be expected to
contribute a sum equal to the authorized FAC dues and assessments to the
University for use as scholarships or library acquisitions. Under no circumstances may these funds be
used to modify salaries. Said funds will
be distributed by the University.
The Faculty Handbook Committee (FHBC), created to review the Faculty Handbook section of this Master Agreement, will submit all proposed changes to FAC and FPC for their deliberations. The FHBC membership will consist of at least three FAC officers, additional FAC members appointed by the Executive Committee of FAC, the Provost/VPAA (as Chair), and additional non-FAC members appointed by the President (or his delegate).
A.
Introduction
In Fall 1995, the University
administration implemented a zoned parking arrangement for full-time
faculty. A primary goal of this
arrangement is to insure that a sufficient number of reserved parking spaces
will be available to accommodate full-time faculty who require parking on
campus during the work day. It is
understood that precise utilization figures are difficult to ascertain in
advance. Accordingly, it is further
understood that the number and location of reserved faculty parking spaces will
be adjusted as required to accommodate actual utilization.
B.
Parking Agreement
1.
Initial Numbers and Locations:
The
number and location of designated faculty parking spaces will be based on an
optimal utilization ratio to be determined through experience. Adjustments to the distribution or number of
designated faculty spaces indicated below, if necessary, will be made as
utilization data is gathered and evaluated by officers of FAC and FPC.
K (O�Hara) 10
S (O�Hara)
40
F (Behind Long Center) 16
Girl
Scout House South 10
Parking
Structure 98
174
2.
Parking Plan:
a. The University agrees to ensure
that adequate signage will be installed to designate spaces reserved for
faculty parking and that the method of signage will be visible in all weather
conditions.
b. Snow removal will not reduce the
number of faculty spaces.
c. Parking regulations shall be
promulgated and strictly enforced by the administration. In particular, Public Safety personnel shall
conduct at least one patrol of each designated faculty parking lot area each
day, Monday through Friday, sometime between the hours of 9:00 a.m. and 11:00
a.m. and at least one additional patrol of Lot S, Monday through Friday,
sometime between 4:00 p.m. and 6:00 p.m.
d. Designated spaces for faculty
parking will remain in force daily until 4:30 p.m. in all lots except Lot S
which will remain restricted until 8:00 p.m. to provide faculty parking for
night classes. On weekends and holidays
these regulations will be relaxed.
e. Faculty will park only in
designated faculty parking spaces until 4:30 p.m. Faculty unable to find designated parking
will be able to park in the spaces reserved for public safety in the parking
structure. The faculty member will then
notify the University's Parking and Traffic Office of her or his parking
problem. The Parking and Traffic Office
will make a written report of such faculty parking problems, at least noting
the date, time and day of the week.
These reports will be forwarded on a monthly basis to a designated FAC
officer and a designated FPC member.
f. Faculty members are expected to
report all parking problems to the designated FAC officer. The officers of FAC will bring any
significant problems to the parking oversight committee described in 3
(Oversight) below.
g. If/when faculty parking spaces
are lost due to construction and other longer term events; they will be
replaced with an equal number of spaces in locations acceptable to the officers
of FAC and FPC. For paving and other
short-term events, parking regulations will be relaxed to allow parking in
unrestricted areas on campus.
h. Faculty parking stickers will be
issued only to members of the bargaining unit.
3.
Oversight:
In
order to help achieve the goal stated in the introduction, a parking oversight
committee consisting of two FAC officers and two FPC officers will be
established to evaluate monthly reports from the officers of FAC and the
University's Parking and Traffic Office.
Based on their evaluations, the committee will direct adjustments to the
zoned parking arrangement and address significant parking problems brought to
the attention of the officers of FAC by faculty.
The officers of FAC will bring significant
problems to the parking oversight committee which will meet only when
necessary, except that it shall meet at least once a semester.
If a FAC report indicates that one or more
faculty members experienced recurrent difficulties in locating designated
parking, appropriate adjustments will be made.
The University's Parking and Traffic
Office will forward to the committee monthly reports of parking violations and
utilization problems.
FAC officers will take appropriate
measures to foster faculty adherence to the parking agreement. The administration will assist FAC in this
effort when requested.
4.
Parking Fee and Payment
a. The annual fee for faculty parking,
covering the period from the beginning of classes in the Fall semester until
the beginning of classes in the following Fall semester, is as follows:
Contract Year |
2009/10 |
2010/11 |
2011/12 |
Annual
Fee |
$200 |
$200 |
$200 |
b. The fee may be paid by cash or
check or through payroll deduction over ten months beginning with the October
paycheck. Payment will be made or a
deduction agreement will be signed upon receipt of the parking permit.
The University will reimburse the
faculty member 80% of specific, documented and itemized adoption expenses up to
a maximum of $2,000 in total reimbursement.
Such expenses include licensed adoption agency fees, legal expenses,
state-required home study fees, travel expenses, fees for authentication of
documents, translation and immigration fees, uninsured medical expenses of the
birth mother and charges for temporary foster care before placement.
Reimbursement will occur after
the adoption is finalized. Itemized
expenses must be presented for reimbursement.
The maximum reimbursement to a University employee during his/her total
employment with the University is $4,000.
Ordinarily, the University will
provide two weeks of paid leave to any faculty member during any semester in
which the faculty member adopts a child.
During this two-week period, department members are called upon to cover
the classes with no additional compensation.
In cases where the adopting
parents are both University employees, the reimbursement is paid only once to
the family unit per adoption, not to each University employee
individually. In these cases, both
parents will be provided with paid leave as described above.
This article describes the agreed
upon alternative contract arrangement for one full-time tenure-track position
in the University's Physical Therapy Department. This position will be constituted in such a
way that this faculty member's contract rule refers to the summer and fall
semesters rather than the customary fall and spring semesters. In addition to all of the terms and
conditions of the Collective Bargaining agreement (containing the Faculty
Contract and the Faculty Handbook) this alternative arrangement is defined by and
subject to the following conditions.
A.
Acceptance
of this alternative contract by a faculty member, either upon hiring or later
in the faculty member's service to the University, must be voluntary in nature.
B.
If
a current faculty member on a regular contract makes the transition to this
alternative contract arrangement, he or she will receive a check on May 1st of
the last year of the standard contract, which will represent his or her salary for May and the
deferred payments for the remainder of the academic year.
C.
During
subsequent academic years for faculty members transitioning to the alternative
contract, or for faculty members hired under the alternative contract, the
contract period will run from June 1st until February 28th (February 29th in
leap years).
D.
The
faculty member currently holding this position will be paid over a period of
twelve months beginning June 1st and ending May 31st.
E.
For
the faculty member holding this alternative contract, teaching during the
spring semester, as well as the Intersession, will be considered special
session teaching and will be compensated accordingly. Additionally, should the faculty member
holding this contract become the chairperson of the Physical Therapy
department, he or she will receive what is usually called �summer compensation�
for services rendered during the spring semester.
F.
Notice
of non-reappointment, or of an intent to recommend to the President
non-reappointment, of a probationary faculty member holding this alternative
contract will be given in writing to the candidate at least three months prior
to the expiration of the contract in the first academic year of service, at
least six months prior to the expiration of the contract in the second academic
year of service, and at least twelve months prior to the expiration of the
contract in the third and subsequent academic years of service at the
University.
G.
In
the event that the faculty member holding this alternative contract elects to
return to a regular fall and spring semester schedule, he or she must notify
the chair of the department and the Dean of PCPS of this intention by September
15 of the year prior to the academic year in which the faculty member wishes to
return to a standard contract.
H.
A
faculty member wishing to return to a standard contract will not be paid during
June, July and August of the year before he or she begins his or her new
regular contract.
I.
In
the event that the faculty member holding this alternative contract elects to
terminate his or her service to the University, he or she shall offer written
notice of this intention to resign to the Provost/AVP at least 120 days before
the date of contract expiration. The
effective date of departure shall not fall within the summer or fall semesters. No resignation will be permitted to become
effective during the first 30 days after the starting date or renewal date of a
contract, except by mutual consent.
J.
If
the faculty member holding this alternative contract is not serving as a
department chairperson, he or she shall be exempt from the responsibility to
participate in University and department faculty meetings as stipulated in
Section 5.4.H of the Faculty Handbook during the spring semester only. However, the faculty member does retain the
right to participate voluntarily in any or all spring semester meetings. The faculty member shall also be informed of
the agenda and supplied with the minutes of all such meetings. The faculty member maintains responsibility
for all other general responsibilities as listed in Section 5.4 of the Faculty
Handbook.
K.
The
arrangement of this alternative contract provides for a different, but no more
or less legitimate, way for a faculty member to fulfill the responsibilities
outlined in Sections 5.4 and 5.5 of the Faculty Handbook. No member of the faculty or administration
may use the alternative nature of this contract or its provisions, in and of
themselves, as a basis for assessment during the annual evaluation and/or rank
and tenure process.
L.
The
terms and conditions agreed to herein shall not form a precedent in determining
the rights, responsibilities, or employment status of any current or future
faculty member.
M.
The
exceptional stipulations contained within this individual agreement do not in
any way modify or replace the general provisions of the Faculty Handbook or any
other component of the collective bargaining agreement. Changes to any part of the collective
bargaining agreement that do not conflict with the terms of this agreement will
immediately apply to the faculty member holding this alternative contract.
N.
The
members of the Physical Therapy Department shall be fully informed of the terms
and conditions of this agreement.
Handbook Section 13.2 will be
sent back to the Handbook Committee by October 1, 2009 for potential revision,
with resolution by May 31, 2010.
A. Contract Year 1 (2009-10):
1. There will be no change to the current full-time faculty workload
credit:contact hour ratio (hereafter, W:C ratio) from what exists currently;
2. Academic departments whose faculty are impacted by the
laboratory/clinical course workload equivalency issue (including those
departments in which a 1:1 W:C ratio is currently employed) will begin to
investigate potential curricular and scheduling changes that may be adopted to
enhance the sustainability of the 1:1 W:C ratio rules described in Section B.1.
below;
3. Academic departments that are impacted by the new W:C ratio rules
described below will begin to determine and define any new departmental faculty
positions that will be required to deliver departmental course offerings under
the new W:C rules and may, with the approval of the Provost/VPAA, begin
searches to recruit the necessary faculty.
4. Both FAC and FPC agree that the increase in teaching power needed
to implement 1:1 W:C is the equivalent of seven full-time faculty positions. It
is agreed these seven faculty equivalents will be achieved through the addition
of full-time faculty positions and through programmatic changes that free up
credit hours. Provided that FAC agrees to identify programmatic changes in the
major equivalent to three full-time faculty positions, according to the process
and timing described here, the administration will
commit to providing four full-time faculty positions to the participating
departments in order to provide the teaching power needed to
implement 1:1 W:C rules.
5. Beginning no later than 31 March 2010, the Provost, through a
designated academic administrator, will convene a committee consisting of the
affected Deans and Chairs and a FAC officer to prepare a report to the Provost
detailing how the planned programmatic changes will free up 13 credit hours/semester for contract year 2 and will
free up a remaining 20 credit hours/semester for year 3.
6. The Provost, by 30 April 2010, in consultation with the committee,
will determine if the plan is sufficient to move forward with the 1:1 W:C
rules. The Provost will not unreasonably decide against the consensus decision
of the committee. If the committee report identifies that programmatic changes
are insufficient, the Provost will direct the deans and department chairs to
continue their efforts until the plan is sufficient. If by 10 May, 2010 the
Provost/VPAA, in consultation with the committee, determines that a sufficient
plan is not yet in place, then the clock is stopped on implementation of the
plan described in section 2 until a sufficient plan is produced. If a
sufficient plan is produced by 31 December 2010, implementation of section 2
will begin in the fall of 2011.
7. After receiving Provost approval for the plan proposed by the
committee described in A.5., individual departments must submit to the
university governance system, following ordinary procedures, those aspects of
their curricular proposals that require such vetting. Implementation of the
subsequent sections of the agreement shall proceed in advance of governance
system approval of those vetted aspects of the committee-approved plan.
However, continuation of the new W:C rules into the future ultimately will
require such governance system approval.
B. Contract Year 2 (2010-11):
1. New W:C rules will be implemented as follows. A 1:1 W:C ratio for
full-time faculty will be implemented for all laboratory or clinical courses
that satisfy any of the following criteria:
a. the course number is 200 or above (with the exception of 200
level Organic Chemistry course
sections taught by Graduate Assistants, and single-section laboratory or clinical courses with an enrollment of 6 or fewer);
b. the course has received a Writing Intensive designation; or
c. the course has received a departmental and decanal
designation as one primarily employing
inquiry-based learning or problem-based learning.
2. For Contract Year 2 only, in so far as the change in the W:C ratio
creates an increase in the number of faculty workload credits that must be
carried by the department, the current full-time faculty of departments
affected by the new W:C rules agree collectively to carry course overloads as
needed (within the limitations of Faculty Handbook Section 5.7 where
possible, but by temporary waivers by MOU�s where necessary) to deliver the
required departmental course offerings;
3. If the report in section A.5. shows that the goals in program
credit reduction and delivery for year 2 will be met, then the administration
will commit to funding no more than 70 credits/semester in laboratory overloads
across the participating departments in contract year 2.
4. Academic departments whose faculty are impacted by the laboratory/clinical course workload
equivalency issue will, as needed, advance through the University governance
system any curricular changes that have been identified to enhance the
sustainability of the 1:1 W:C ratio rules. Such departments also will begin to
implement any other course scheduling or other course offering changes that
have been identified to enhance the sustainability of the 1:1 W:C ratio rules;
5. If the report in section A.5. shows that the goals in program
credit reduction and delivery for year 3 will be met, the Provost will approve
and academic departments will commence searches for hiring of the remaining
full-time faculty committed by the administration. The administration, in collaboration with the
participating departments, reserves the right to commit to some of this hiring
during year 1, as per section A.3.
C. Contract Year 3 (2011-12):
1. It is expected that academic departments whose full-time faculty
are impacted by the laboratory/clinical
course workload equivalency issue will continue to operate into the future
under the new W:C rules described under Section B.1. above;
2. The employment of new full-time faculty, as well as the
implementation of curricular changes and course scheduling changes required to
sustain the new W:C rules, will be put completely in place by May 31, 2012.
3. In the event that programmatic and curricular changes are not
completely in place, the 1:1 W:C rules will be implemented to the extent that
the programmatic and curricular changes are partially in place. In that event, the Provost, in
consultation with the committee, will determine how to move forward with the
1:1 W:C rules.
The
University will establish a committee, which will include an equal number of
representatives of faculty and administration, designed to ensure effective
communication between faculty and administration on the delivery of benefits.
The Committee will serve in an advisory role on the effective delivery of
benefits, and members will report to their constituencies as determined by each
constituency.