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Key Provisions of New CBA (There
are two major items still requiring clarification. We fully expect the new Collective Bargaining
Agreement to be printed and distributed early in the Spring Semester)
Items
still in Contention:
·
Non-recurring payments as a percentage of base pay based upon comparison
of gross University revenue from the audited reports of the preceding 2 years ·
Base Plan – 18% of Premium ·
Tier 1 Plan – 21% of Premium ·
Tier 2 Plan – 25% of Premium Details on the plans and
premiums can be found by clicking here A fund of
$75,000 annually shall be made available for the professional development of both
full and part-time faculty for the furtherance of the mission of the
University. The fund shall provide support for activities such as travel,
research materials and supplies and other such activities which would lead to
the professional growth of an individual faculty member. (a) Applicants
shall provide a proposal which shall include the exact amount of support
requested from the Fund and how the requested support will be used. Funds shall be distributed as described in (e)
below, regardless of the full-time or adjunct status of the applicant, based
solely upon legitimacy of purpose with the approval of the department chair
and the dean. Funds shall not be unreasonably withheld. (b) An
individual full or part-time faculty member shall be entitled to receive up
to $2,000 in annual support. (c) The Fund is
supplemental to all existing forms of monetary support currently provided by
the Universtiy for scholarly activity. It’s existence shall not be interpreted to
mean that the University is released from its responsibility to support
professional development through any other mechanism which is legitimate past
practice, nor
does the fund’s existence or depletion in any given year prohibit the
University from providing additional support. (d) In order to
facilitate the disbursement of funds, there shall be two deadlines annually:
October 15, and March 15. 1. Requests shall be
approved by the chair and submitted to the dean by the deadline. 2. Upon receipt of all requests at each deadline, the dean shall
review for legitimacy of purpose and rank requests accordingly. The status of the applicant as a full-time
or adjunct faculty member shall not be considered in the review or ranking. 3. The President shall
review all requests from all schools in the unit and shall disperse the money
accordingly. Money shall be dispersed
no later than two (2) weeks after each deadline for submission. D: Dental: 2) The open enrollment period will
be moved from July 1 to January 1 each year. 3) For the 2011-2012 academic year, the Administration shall provide $180,000 to pay for
this plan. a) This amount shall
rise by 5% per year throughout the contract. b) Individual coverage
will be free for all full-time faculty members enrolled in the plan. c) Adjuncts will be
able to participate by paying for the plan. d) Additional coverage will be available through a pre-tax
monthly deduction, the present cost of the deduction is: i) One
additional person, ~$51.00 ii) Full
family, ~ $103.00 e) These monthly payments will be forgiven until such time as the
annual University contribution (currently $180,000) is exhausted. E: Probationary Faculty Development
Leave: 1)
Probationary
faculty shall receive 3 hours of release time to pursue their scholarly
activities during two semesters of
their probationary period 2)
A
request, including a brief explanation of proposed activity and the semester
in which release time is desired, will be presented to the chair during the Spring semester before the academic year in which the
release time is to be taken. 3)
Granting
of the release time requires the approval of the chair and the dean. 1)
The reports
of levels of all reviews must be produced in triplicate, with one copy
attached to the application and submitted to the next level of review, one
copy to the department chair for inclusion in the Personal File, and the
final copy to the applicant. 2)
Each
department shall, by APRIL 20 ANNUALLY, vote upon and forward the following
information to the FRC, the FEC and the dean: a.
A
statement of composition and voting rules b.
Guidelines
for review criteria; such as what is considered scholarly activity in a given
area. c.
Which
University of Washington Evaluation for the department wishes to use for the
following year. 3)
If
there is a disagreement on these guidelines, all parties will seek to resolve it in a
professional manner. 4)
If
resolution is not possible, candidates within the department will be apprised
of any concerns in procedure or criteria. 1)
Beginning
in the 2012-13 academic year, after notification to the dean in the preceding
spring semester, chairs may receive additional release time to pursue their
duties in lieu of a stipend by the following schedule: a.
Large
Departments: Accounting,
Biology, Chemistry & Biochemistry, Computer Science, Communication
Science and Disorder, English, Human Development & Leadership, Journalism
& Communication Studies, Managerial Science, Math, Media Arts, Nursing,
Occupational Therapy, Performing Arts, Physical Therapy, Psychology, Social
Work, Teaching & Learning
i.
6
credits annual release time = full stipend
ii.
9
credits annual release time = 2/3 stipend
iii.
12
credits annual release time = ˝ stipend b.
Medium
departments: History,
Library, Philosophy, Public Health,
Sociology/Anthropology
i.
6
credits annual release time = full stipend
ii.
9
credits annual release time = ˝
stipend c.
Small
Departments: Art, Economics, Foreign
Language, Physics, Political Science
i.
6
credits annual release time = full stipend
ii.
9
credits annual release time = no
stipend 2)
Additional
release time beyond the normal 6 credits may not be combined with overload.
1)
All full-time faculty hired prior to 9/1/06 may migrate freely between all
levels of coverage at each annual open enrollment. 2)
Faculty hired subsequent to 9/1/06 but prior to 1/1/13 may migrate to any
level of coverage during the open enrollment period for the year 2013. a.
These faculty may elect to migrate to any lower level of coverage during any
subsequent open enrollment period b. If a
faculty member subsequently migrates to a lower plan, he or she may not
migrate upward again. 3)
Faculty hired subsequent to 1/1/13 shall be enrolled in the core plan and
shall not have the option to migrate to higher levels during subsequent open
enrollments.
1)
Eligibility: a.
Adjuncts who have taught at least 120 credits over the prior 10 year period,
with no more than a 1 year gap in service b.
And who have taught at least 12 credits in the prior academic year 2)
Retirement Savings Incentive: $50,000 annually shall be divided equally
amongst adjuncts who meet the above criteria. |
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