APSOU CBA Highlights Major changes Article 1 Preamble
APSOU CBA Highlights Major changes Article 1: Preamble • Contract extension to three years, now to August 31, 2018 • More meaningful and clearer academic freedom language
APSOU CBA Highlights Article 8: Program Chairs: Duties & Administrative Release • Inserts language defining chair duties (nothing in CBA 2013/15 due to reorg) • Formula for computing minimum administrative release for each program, i. e. , for 2016/17 minimum aggregate release for all programs total is 460 ELU (currently there is about 425 ELU administrative release)
APSOU CBA Highlights Article 9: Professional Development • Professional Development funds will remain at current level ($42, 000/yr) (this is not a change but SOU wanted to reduce it) • Individual Professional Development Account (PDA) will increase to $1375/yr for full-time professorial faculty and to $875/yr for full-time professional faculty
APSOU CBA Highlights Article 10: Appointments & Evaluation of Faculty • Clearer language on Notice of Non-renewal • Part-time APSOU members on renewable fixed term appointments will now have the same non-renewal noticing timelines as full-time faculty members
APSOU CBA Highlights Article 11: Retrenchment • Shortened timeline to go into retrenchment • Targeted limitation on right to grieve as long as provisional plan makes clear how each of the factors listed (2 a –h) are considered • New protections if administration attempts to alter the financial magnitude of the plan (resulting in greater faculty reductions) between provisional and final plan (i. e. , admin must include documentation of significant deterioration of fund balance projections or enrollment projections since declaration)
APSOU CBA Highlights Article 11: Retrenchment (cont. ) • Furlough status will be offered to eligible faculty (faculty with indefinite tenure or three- year renewable appointments) for 3 years instead of current 2 years from date of termination • Gives terminated faculty 30 calendar days from their notice to exercise early retirement benefits • Better language for re-employment of faculty terminated during retrenchment; i. e. , if returning to the same program faculty member must be offered equivalent or better appt. (rank & years in rank)
APSOU CBA Highlights Article 12: Salary & Fringe Benefits • Re-defined “Faculty Overload Compensation Rate” as 125% of term-by-term rate beginning fall 2016 • Clarified when reimbursement may occur (i. e. during the term overload happened or by end of the academic year that overload happened) • Maintained minimum 5% promotion rate between ranks (SOU wanted to reduce it to 4%)
APSOU CBA Highlights Article 12: Salary & Fringe Benefits (cont. ) Across-the-board (and equivalent adjustments to floor tables) of: • January 1, 2016 = 2. 5% for Assistants, 2. 0% all other ranks • January 1, 2017 = 2. 75% for all ranks • January 1, 2018 = 3. 5% for all ranks • No contingencies on enrollment or SCH
APSOU CBA Highlights
APSOU CBA Highlights
APSOU CBA Highlights
APSOU CBA Highlights Article 13: Summer Session • All faculty now have same “service day” expectations as professorial faculty had in 2013/15 CBA (professional faculty had higher service day expectations in 2013/15 CBA) • Faculty can be assigned up to 75% (from 50%) of summer service to ROAR events • Summer chairs compensation rate detailed (Table 13 E; similar to how SOU did this in summer, 2015)
APSOU CBA Highlights Article 14: Retirement and Relinquishment of Tenure & Three-Year appointments • Clarified that benefits are relinquishment benefits for tenured or 3 -year contract faculty • Maintained retirees receive health & dental benefits for “up to 7 - years” or until age 65 • Agreed to a ‘rationing trigger’ of 1% of operating revenue (which is equivalent to approximately $590, 000 if too many relinquishments in a year)
APSOU CBA Highlights Article 19: Working Conditions • Refocused article to Workload & moved Working Conditions items to Article 20 • Removed language stating One (1) ELU is equated to 5. 5% of faculty member’s workload • Added favorable & clear definition of 45 ELU load for all faculty, where 36 ELU is standard professorial teaching load for 1 FTE
APSOU CBA Highlights Article 19: Workload (cont. ) Gained explicit loading language for: • ‘excessive advising’ (exceeds 34 advisee load) • Over-enrolled classes (to be defined this year) • Modest increase for loading of labs from 0. 66 ELU/contact hour to at least 0. 75 ELU/contact hour (if prepped or additional sections of same course #) • Other language stipulating hour-for-hour loading in some lab situations
APSOU CBA Highlights Article 19: Workload (cont. ) • Agreed to MOU creating task force for examining Bylaws, University Policies & CBA language to make recommendations regarding “less than satisfactory service” or what triggers re-evaluation of faculty (which could potentially lead to changing a faculty member’s work mix or termination)
APSOU CBA Highlights Article 20: Working Conditions • Moved existing working conditions language here • Reduced the time for using temporary faculty and program’s developing long-term plan for vacancies from “ 3 and 3 years” to “ 2 and 2 years”
APSOU CBA Highlights Article 21: Notices and Communication We (APSOU president) will receive mandated and scheduled reports from the administration to monitor important information about bargaining unit faculty including: • Status of non-renewable faculty (filling vacant positions) • Faculty on sabbatical • Calculations guiding release for chairs and actual release awarded • Expenditures of professional development monies (Art. 9) • Summer appointment and compensation information • Announcement of upcoming year’s term-by-term rates • Report on faculty who have relinquished tenure or 3 -year contracts to determine whether ‘rationing trigger’ will be reached
APSOU CBA Highlights Other • Article 3: Recognition -- minor changes • Article 4: Association Security -- minor changes (did not get SOU to pay for APSOU President’s release) • Current CBA language for Articles 5, 6, 7, 15, 16, 18, 22, 23, 24, 25 & 26 (with appropriate date changes) • MOU mandating a task force to study “Sick Leave Sharing” for faculty • Bargaining note to study impact on Senior Instructor 1 faculty of table change to accommodate new rank of Senior Instructor 2
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