23.1 For the academic year 2008-2009 each Bargaining Unit Faculty Member who was a Bargaining Unit Faculty Member during the academic year 2007-2008 will receive an increase to her or his base salary equal to 5% of her or his total 2007-2008 base salary. These increases to base salary will be effective July 1, 2008 for Members with fiscal year appointments and September 1, 2008 for Members with academic year appointments. However, any individual whose appointment as a Bargaining Unit Faculty Member started on or after January 1, 2008 will receive no such increase, provided the offer letter so specified.

23.1.1 Each individual who received an increase pursuant to 23.1 above will also receive a market increase to her or his base salary, as follows:

23.2 For the academic year 2009-2010 each Bargaining Unit Faculty Member who was a Bargaining Unit Faculty Member during the academic year 2008-2009 will receive an increase to her or his base salary equal to 5% of her or his total 2008-2009 base salary. These increases to base salary will be effective July 1, 2009 for Members with fiscal year appointments and September 1, 2009 for Members with academic year appointments. However, any individual whose appointment as a Bargaining Unit Faculty Member started on or after January 1, 2009 and will receive no such increase provided the offer letter so specified.

23.2.1 Each individual who received an increase pursuant to 23.1.1 above will also receive a market increase to her or his base salary, as follows:

23.2.2 In 2009-2010 the University shall distribute to each College a pool equal to 0.5% of the total annual base salary for all Bargaining Unit Faculty who were Bargaining Unit Faculty during the 2008-2009 academic year and who remain Bargaining Unit Faculty during the 2009-2010 academic year. Such money will be distributed to Members in the College whose salaries are inappropriately low according to market considerations or proportionately lower than other Members in their department in ways that cannot be reasonably accounted for by rank, seniority, and performance. The amounts of such raises (if any) shall be mutually agreed to between the AAUP-WSU and the University, and any monies from this pool that are not distributed to an individual Member shall be distributed across-the-board to the Bargaining Unit Faculty Members in the College. All decisions made by the AAUP-WSU and the University pursuant to Section 23.3.2 are final and not subject to grievance or arbitration pursuant to Article 16.

23.3 For the academic year 2010-2011 each Bargaining Unit Faculty Member who was a Bargaining Unit Faculty Member during the academic year 2009-2010 will receive an increase to her or his base salary equal to 5% of her or his total 2009-2010 base salary. These increases to base salary will be effective July 1, 2010 for Members with fiscal year appointments and September 1, 2010 for Members with academic year appointments. However, any individual whose appointment as a Bargaining Unit Faculty Member started on or after January 1, 2010 and will receive no such increase provided the offer letter so specified.

23.3.1. Each individual who received an increase pursuant to 23.1.1 above will also receive a market increase to her or his base salary, as follows:

23.3.2 In 2010-2011 the University shall distribute to each College a pool equal to 0.5% of the total annual base salary for all Bargaining Unit Faculty who were Bargaining Unit Faculty during the 2009-2010 academic year and who remain Bargaining Unit Faculty during the 2010-2011 academic year. Such money will be distributed to Members in the College whose salaries are inappropriately low according to market considerations or proportionately lower than other Members in their department in ways that cannot be reasonably accounted for by rank, seniority, and performance. The amounts of such raises (if any) shall be mutually agreed to between the AAUP-WSU and the University, and any monies from this pool that are not distributed to an individual Member shall be distributed across-the-board to the Bargaining Unit Faculty Members in the College. All decisions made by the AAUP-WSU and the University pursuant to Section 23.3.2 are final and not subject to grievance or arbitration pursuant to Article 16.

23.5 Promotion Increases. A Bargaining Unit Faculty Member who is promoted from Professor to Senior Professor, Associate Professor to Professor or from Assistant Professor to Associate Professor shall receive an increase of 10% of that Member's annual base salary.

23.5.1 Retroactive Promotional Adjustments. Bargaining Unit Members who held the rank of Associate Professor in the academic year 2007-2008 will receive an increase equal to 2.5% of their 2007-2008 annual base salary effective on the dates shown in 23.1. Bargaining Unit Members who held the rank of Professor in the academic year 20072008 will receive an increase equal to 5% of their 2007-2008 annual base salary effective on the dates shown in 23.1.

23.5.2 Academic Rank of Senior Professor. 23.6.2 A Bargaining Unit Faculty Member who holds the rank of Professor may apply to be promoted to the rank of Senior Professor. To be promoted to the rank of Senior Professor, a Bargaining Unit Faculty Member must meet criteria as follows:

1. Criteria for teaching and service are the same as those specified in bylaws for promotion to Professor.
2. Scholarship requirements of a qualitative nature are the same as those specified in bylaws for promotion to Professor.
3. Scholarship requirements of a quantitative nature, such as the number of papers, or the number of scholarly papers of a specified minimum quality published in refereed journals, or the amount of grant funding, are as follows. In this regard, the candidate's accomplishments must exceed the quantity required for promotion to Professor by the certain increment; this increment is the amount by which the quantity required for promotion to Professor exceeds the amount required for Promotion to Associate Professor with tenure.

Promotion to the rank of Senior Professor will be determined by the promotion and tenure process in accordance with Article 13.

23.5.3 The University will add promotion increases (23.6-23.6.1) to a Bargaining Unit Faculty Member's base salary before making salary adjustments pursuant to Sections 23.1 through 23.3.2.

23.6 Overload Salary. Bargaining Unit Faculty Members who are offered and agree to teach overload classes shall be paid in accordance with the following schedule:

23.7 Summer Quarter and Intersession Teaching. A Bargaining Unit Faculty Member with an academic year appointment who has completed three quarters of service and is assigned by the University to teach during the summer quarter or during intersession (here and elsewhere, meaning the session between Fall and Winter Quarters) will be compensated as specified in 23.7.1 and 23.7.5.

23.7.1 A Bargaining Unit Faculty Member will receive 1/36^th of his or her annual base salary for the preceding three quarters per scheduled credit hour of summer or intersession instruction, up to a maximum of twelve (12) credit hours per year. Additional hours will be compensated at the overload rate.

23.7.2 For purposes of determining cancellation of summer or intersession classes 1 graduate student shall be the equivalent of 2 undergraduate students. The University will not cancel a summer or intersession class scheduled to be taught by a Bargaining Unit Faculty Member if the average enrollment in the Member's classes is 15 or more undergraduate students, or the equivalent.

23.7.3 Summer classes. Bargaining Unit Faculty on academic year contracts to whom none of the exceptional circumstances of 7.7.1 apply have the right of first refusal to teach up to twelve (12) credit hours every two years, provided the courses in question are either (1) courses offered by the Member's department that the Member is qualified to teach or (2) other classes in the Member's college that have been taught by the Member within the previous five years. This right of first refusal includes sections 23.7.3.1 through 23.7.3.4 below.

23.7.3.1 If a class scheduled to be taught by a Member is cancelled, and there are other courses satisfying criterion (1) or (2) in 23.7.3 that are not assigned to Bargaining Unit Faculty, the Member must either be offered another class(es) with the same or greater credit hours or be paid for the cancelled class (or the decision to cancel will be reversed).

23.7.3.2 If a class scheduled to be taught by a Member in summer session B is cancelled but no other courses as in 23.7.3.1 are available, and if a course satisfying criterion (1) or

(2) in 23.7.3 was taught during summer session A (or summer session C) by a non-Bargaining Unit Member and the Member was willing to teach during summer session A (or summer session C respectively), then the Member will be paid for the cancelled class (or the decision to cancel will be reversed).

23.7.3.3 The University's obligations to a Member under sections 23.7.3.1 and 23.7.3.2 will have been satisfied if the Member will have been paid for at least twelve (12) credit hours of teaching in total during the current summer and immediately preceding summer.

23.7.3.4 The parties agree that the Memorandum of Understanding "Agreement on Summer Teaching Assignments" dated June 7, 2006, applies during summer 2008 and afterward expires, but the provisions in sections 23.7-23.7.3 apply in subsequent summers.

23.7.4 Intersession classes. Bargaining Unit Faculty on academic year contracts to whom none of the exceptional circumstances of 7.7.1 apply have the right of first refusal to teach up to one course every year, provided the course in question is either (1) a course offered by the Member's department that the Member is qualified to teach or (2) another class in the Member's college that has been taught by the Member within the previous five years. This right of first refusal includes 23.7.3.1. The University's obligations to a Member under this section 23.7.4 will have been satisfied if the Member will have been paid for at least three (3) credit hours of teaching during the current intersession.

23.7.5 The University and the AAUP-WSU recognize the possibility that unforeseen financial, curricular, and/or enrollment management circumstances may arise making it appropriate to depart from the summer and intersession salary formulas described in Section 23.7.1 and agree to discuss any such possibilities that are introduced by either party. No changes to the formulas shall be made without agreement of both the University and the AAUP-WSU.

23.7.6 Should no eligible Bargaining Unit Faculty Members agree to teach a summer or intersession class, the University may, at its sole discretion, either cancel that class or hire an individual outside the Bargaining Unit to teach the class at a salary not to exceed that last offered to a Member of the Bargaining Unit.

23.7.7 Summer Quarter Research Salaries: Bargaining Unit Faculty on academic year contracts who direct independent laboratory research for either undergraduate or graduate students during the summer will receive a stipend of at least:

For undergraduate research students: $45/credit hour

For master's students: $76/credit hour

For Ph.D. students: $153/credit hour

23.8 Stipends. When the University creates a new stipend-bearing position that might be filled by a Bargaining Unit Faculty Member, and when a vacancy is anticipated in or occurs in an existing stipend-bearing position that might be filled by a Bargaining Unit Faculty Member, the University will announce the opening to all Bargaining Unit Faculty Members in the appropriate academic unit, so that each Bargaining Unit Faculty Member who is interested and qualified may apply to fill the opening. The announcement will include the opening's title (if there is one), a description of what duties are to be undertaken and when (e.g., summer only; academic year only; etc.), and a statement of the salary (e.g., fixed dollar amount per annum, or specified percentage of base salary, or range of such amounts, etc.).

23.8.1 Annually, the University will provide AAUP-WSU with a list of all stipend-bearing positions filled by Bargaining Unit Faculty Members. For each such position, the University will specify the name of the Member who fills the position, the date on which the Member first assumed the position, the position's title (if there is one), a description of what duties are undertaken and when (e.g., summer only; academic year only; etc.), a statement of how the salary is determined (e.g., fixed dollar amount per annum, or specified percentage of base salary, etc.) and the actual dollar amount paid in the current year.

23.8.2 The university will not increase the stipend paid to a Bargaining Unit Faculty Member who fills a stipend-bearing position by a percentage that exceeds the percentage raise in the Member's base salary over the previous year, unless the university opens the position to applications by other BUFMs, in which case the announcement described in section 23.8 must occur.

23.9 Team-taught courses. All of the Bargaining Unit Faculty Members who participate substantially in teaching a team-taught course and whose share of the overall teaching and course management responsibility is at least one-fifth will receive full credit for purposes of course load, as though they were solely responsible for the course. Course overload pay, if applicable, will be paid in a like manner.

23.1 For academic year 2005-20062008-2009 Bargaining Unit Faculty will receive raises to their base salaries from a pool equal to 3.02.5% of their total 2004-20052007-2008 base salaries effective July 1, 2005 2008 for Members with fiscal year appointments and September 1, 2005 2008 for Members with academic year appointments.

23.1.1 From the pool specified in Section 23.1 each Bargaining Unit Faculty Member shall receive an across-the-board raise equal to 1.50% of his or her annual base salary for academic year 2004-20052007-2008.

23.1.2 From the pool specified in Section 23.1 each Bargaining Unit Faculty Member shall be eligible for merit raises from a pool equal to 1.5% of the 2004-20052007-2008 base salaries.

23.1.3 Prior to calculating the raises specified in Sections 23.1.1-23.1.2 the University will also give each Bargaining Unit Faculty Member who held the rank of Professor in 2004-2005 a $1,284 market raise (for a Member with an academic year appointment) or a $1,569 market raise (for a Member with a fiscal year appointment) to be added to the Member’s 2004-2005 base salary, effective July 1, 2005 for Members with fiscal year appointments and September 1, 2005 for Members with academic year appointments.

23.2 For academic year 2006-20072009-2010 Bargaining Unit Faculty will receive raises to their base salaries from a pool equal to 3.0% of their total 2005-20062008-2009 base salaries effective July 1, 2006 2009 for Members with fiscal year appointments and September 1, 2006 2009 for Members with academic year appointments.

23.2.1 From the pool specified in Section 23.2 each Bargaining Unit Faculty Member shall receive an across-the-board raise equal to 1.5% of his or her annual base salary for academic year 2005-20062008-2009.

23.2.2 From the pool specified in Section 23.2 each Bargaining Unit Faculty Member shall be eligible for merit raises from a pool equal to 1.5% of the 2005-20062008-2009 base salaries.

23.2.3 In addition to the pool specified in Section 23.2 the University shall distribute to each college a pool equal to .4% of the total annual base salary for all Bargaining Unit Faculty who were employed in that college during the 2005-2006 academic year and who remain employed during the 2006-2007 academic year. Such money will be distributed to Members in the college whose salaries are inappropriately low according to market considerations or proportionately lower than other Members in the department in ways that cannot be reasonably accounted for by rank, seniority, and performance. The amounts of such raises (if any) shall be mutually agreed to between the AAUP-WSU and the University, and any monies from this pool that are not distributed to an individual Member shall be distributed across-the-board to the Bargaining Unit Faculty Members in that college. All decisions made by the AAUP-WSU and the University pursuant to Section 23.2.3 are final and not subject to grievance or arbitration pursuant to Article 16.

23.2.4 In addition to the raises specified in Sections 23.2.1-23.2.3 the University will also give each Bargaining Unit Faculty Member who did not hold the rank of Professor in 2004-2005 a $320 market raise to be added to their 2005-2006 base salary, effective July 1, 2006 for Members with fiscal year appointments and September 1, 2006 for Members with academic year appointments.

23.2.5 Prior to determining the 3.0% pool specified in Section 23.2 and the 0.4% pool specified in Section 23.2.3, the University will consult the “2005-2006 Ohio Universities Faculty Salary Survey” published by Ohio State University, if available, or like data from the 2005-2006 national AAUP Salary Survey regarding the twelve Ohio universities who customarily participate in the Survey. Using this data, the University will make any adjustments necessary such that the average salary of WSU Assistant Professors, and WSU Associate Professors, and WSU Professors is no less than 1% above the average salary of faculty in the corresponding rank at the seventh highest university. For this purpose the academic rank of each Member will be that for 2005-2006, even if the Member will be promoted at the beginning of 2006-2007.

23.3 For academic year 2007-20082010-2011 Bargaining Unit Faculty will receive raises to their base salaries from a pool equal to 3.0% of their total 2006-20072009-2010 base salaries effective July 1, 2007 2010 for Members with fiscal year appointments and September 1, 2007 2010 for Members with academic year appointments.

23.3.1 From the pool specified in Section 23.3 each Bargaining Unit Faculty Member shall receive an across-the-board raise equal to 1.5% of his or her annual base salary for academic year 2006-20072009-2010.

23.3.2 From the pool specified in Section 23.3 each Bargaining Unit Faculty Member shall be eligible for merit raises from a pool equal to 1.5% of the 2006-20072009-2010 base salaries.

23.3.3 In addition to the raises specified in Sections 23.3.1-23.3.2 the University will also give each Bargaining Unit Faculty Member who did not hold the rank of Professor in 2004-2005 a $320 market raise to be added to their 2006-2007 base salary, effective July 1, 2007 for Members with fiscal year appointments and September 1, 2007 for Members with academic year appointments.

23.3.4. Prior to determining the 3.0% pool specified in Section 23.3, the university will make any necessary adjustments described in Section 23.2.5 using the 2006-2007 “Faculty Salary Survey” and distributed to Members according to their 2006-2007 academic rank. Any adjustments made pursuant to Sections 23.2.5 or 23.3.4 are a transitional arrangement intended to ensure that Members’ overall compensation (salary plus benefits) will be competitive during the period of this Agreement. While the parties agree that compensation should be competitive, the specific arrangements in Sections 23.2.5 and 23.3.4 will not necessarily be continued in the future.

23.4 Promotion Increases. A Bargaining Unit Faculty Member who is promoted from Associate Professor to Professor shall receive an increase of $4500 or 7.5% of that Member’s annual base salary, whichever is greater. A Bargaining Unit Faculty Member who is promoted from Assistant Professor to Associate Professor shall receive an increase of $3500 or 7.5% of that Member’s annual base salary, whichever is greater.

23.4.1 The University will add promotion increases (23.4) to a Bargaining Unit Faculty Member’s base salary before making salary adjustments pursuant to Sections 23.1 through 23.3.4.

23.5 Overload Salary. Bargaining Unit Faculty Members who are offered and agree to teach overload classes shall be paid in accordance with the following schedule:

23.6 Summer Quarter Teaching. A Bargaining Unit Faculty Member with an academic year appointment who has completed three quarters of service and is assigned by the University to teach during the Summer quarter will be compensated as follows:

23.6.1 A Bargaining Unit Faculty Member will receive 1/36th of his or her annual base salary for the preceding three quarters per scheduled credit hour of summer instruction, up to a maximum of eight credit hours per five-week term and twelve credit hours over two years, when teaching a single five-week term each summer.

23.6.2 A Bargaining Unit Faculty Member who is assigned to teach courses in both five-week terms of a single summer or that span the full ten-week summer session will receive 1/36th of her or his base salary per scheduled credit hour of summer instruction, up to a maximum of twelve credit hours.

23.6.3 A Member’s salary will be calculated at an overload rate, pursuant to Section 23.5, for teaching -

more than eight credit hours in a single five-week term, more than twelve credit hours in single five-week terms over two years, or

more than twelve credit hours across ten weeks of a single summer.

23.6.4 The University and the AAUP-WSU recognize that the following arrangement will continue: When the University schedules classes pursuant to Section 7.7.1, Members who teach eight credit hours in a single five-week session of one summer will be scheduled to teach four hours in a single five-week session of the following summer, and vice-versa, such that each teaches twelve credit hours over two summers, with compensation paid at 1/36^th of the base salary per credit hour. The scheduling of a Member’s credit hours from one summer to the next may be eight, four, eight, four; four, eight, four, eight; eight, four, four eight; four, eight, eight, four.

23.6.5 When approved by March October 1st of a given year by the Dean and by a majority of the total Bargaining Unit Faculty Members in a department, or if provided for on an ongoing basis in a department’s bylaws, Members’ salaries in that department will be calculated at an overload rate, pursuant to Section 23.5, for teaching in excess of six credit hours in a single five-week term during that the following summer. The University and the AAUP-WSU recognize that under this arrangement Members assigned to teach two 4-hour courses in a single five-week term will be paid 1/6th of their base salary (1/36th of their base salary per credit hour for six credit hours) plus two hours at the overload rate pursuant to Section 23.5.

23.6.6 The University will not cancel a summer class scheduled to be taught by a Bargaining Unit Faculty Member if it has an enrollment of 15 or more undergraduate students or an enrollment of 8 or more graduate students.

23.6.7 When actual enrollment in an undergraduate summer class is less than ten (10) students or in a graduate summer class is less than seven (7) students, the University may reduce the salary paid to the Member for teaching such under-enrolled class to no less than 60% of the amount the Member would have received pursuant to Sections 23.6.1 through 23.6.2.

23.6.8 The University and the AAUP-WSU recognize the possibility that unforeseen financial, curricular, and/or enrollment management circumstances may arise making it appropriate to depart from the summer salary formulas described in Sections 23.6.1 through 23.6.7 and agree to discuss any such possibilities that are introduced by either party. No changes to the formulas shall be made without agreement of both the University and the AAUP-WSU.

23.6.9 Should a Bargaining Unit Faculty Member decide not to teach a summer class, the University may, at its sole discretion, either cancel that class or hire an individual outside the Bargaining Unit to teach the class at a salary not to exceed that last offered to the Member of the Bargaining Unit.

23.7 Summer Quarter Research Salaries in the College of Science and Mathematics: Academic year contract Bargaining Unit Faculty in the College of Science and Mathematics who direct independent laboratory research for either undergraduate or graduate students during the summer will receive the following stipends:

For undergraduate research students: $36/credit hour

For master’s students: $61/credit hour

For Ph.D. students: $122/credit hour

Please see ...

... the April, 2008 issue of our Right Flier newsletter for articles “Are You Ready?” by chapter President Anna Bellisari, and also “A Primer on Health Savings Accounts” and “Where Things Stand in Negotiations” by Chief Negotiator Rudy Fichtenbaum; and likewise the late-April special edition for an article “What Did the Administration Know and When Did They Know It?” reporting on recent developments in negotiations.

What is Fact-Finding?

When negotiating parties can’t resolve all the contract issues before them – when they reach an impasse – state law calls for a neutral third party, a fact-finder, to hear the sides’ positions and to propose a settlement of all unresolved issues. The fact-finder’s “report” (the proposed settlement) is implemented along with all the agreed-upon contract language, unless one party or the other votes by a supermajority of 60% to reject the fact-finder’s report. In that event, the laws allows the employer to impose its last best offer and the union to go on strike – though the two sides may instead elect to return to negotiations.

We explained that our opening proposal on salaries, shown above, would entail a 25% increase over three years. We reminded the administration that our opening proposal three years ago called for 20% over three years, and we stated that the higher figure in the current proposal is justified in part by considerably higher inflation rates that have occurred during the current "green" CBA in comparison to the previous "gray" and first "tan" CBAs; see the graphic to the right, which we gave the administration. We also pointed out that our Article 26 proposal would have our Members pay more for health insurance, whereas three years ago our opening position was for no increase.

We also reported that Cleveland State University’s administration and the AAUP faculty union agreed in Article 18 (Salary) of their current collective bargaining agreement to a "Comparison Group" of fifteen universities that included Wright State (see section 18.4 Market Adjustment). We provided the administration with a table comparing salaries by rank (see below) showing salaries at Wright State at all three ranks to be thousands of dollars behind the average at the others in this group. (Table data is taken from the AAUP Faculty Salary Survey for 2006-2007, formally known as the 2006-07 Report on the Economic Status of the Profession.)