AAUP logo

CBC logo

Negotiations: Article 23, Compensation

Wright State University Chapter

American Association of University Professors

MOU? CBA? RCM? NTE? TET?

What are all these acronyms? See this guide.

AAUP-WSU submitted the proposal shown in the left column of the table below at the April 2 negotiating session, applicable to the TET CBA, and a like proposal for the NTE CBA. The administration countered on April 16 as shown in the right column of the table (TET) (NTE here). Reports about the status of this article will be found below the article itself.

See our CBA Negotiations page for a roster of the AAUP-WSU negotiating team, brief reports about each Monday's negotiation session, and an article-by-article summary table with links to detailed information about each individual article that either the administration or AAUP-WSU proposes to include in the CBA.

Article 23

Compensation

AAUP-WSU Proposal of April 2 for the TET CBA

Administration Proposal of April 16 for the TET CBA

[similar proposal for the NTE CBA]

23.1 When at any time(s) on or before June 30, 2017, the University implements increases in the percentage contribution made by a Bargaining Unit Faculty Member to STRS or an alternative retirement system program, the University will increase the Member’s base salary by the same percentage up to a maximum total increase of 3%. Such increases in base salary will be effective on a date(s) selected by the University but no later than August 1 of the year in which a given increase applies (July 1 for Bargaining Unit Faculty on Fiscal Year appointments).

23.2.1 For academic year 2014-15, each Bargaining Unit Member shall receive a 3% increase to the Member’s 2013-14 annual base salary.

23.2.1.1 Market adjustment for Assistant Professors

In addition to the increases specified elsewhere, each Member who was an Assistant Professor in the 2013-14 academic year and will continue at that rank for the 2014-15 academic year shall receive a $500 increase to the Member’s base salary.

23.2.2 For academic year 2015-16, each Bargaining Unit Member shall receive a 3% increase to the Member’s 2014-15 annual base salary.

23.2.2.1 Market adjustment for Assistant Professors

In addition to the increases specified elsewhere, each Member who was an Assistant Professor in the 2014-15 academic year and will continue at that rank for the 2015-16 academic year shall receive a $500 increase to the Member’s base salary.

23.2.3 For academic year 2016-17, each Bargaining Unit Member shall receive a 3.5% increase to the Member’s 2015-16 annual base salary.

23.2.3.1 Market adjustment for Assistant Professors

In addition to the increases specified elsewhere, each Member who was an Assistant Professor in the 2015-16 academic year and will continue at that rank for the 2016-17 academic year shall receive a $500 increase to the Member’s base salary.

23.3 Promotion Increases. A Bargaining Unit Faculty Member who is promoted from Associate Professor to Professor shall receive an increase of 7.5% of that Member’s annual base salary. A Bargaining Unit Faculty Member who is promoted from Assistant Professor to Associate Professor shall receive an increase of 7.5% of that Member’s annual base salary.

23.4 The University will add promotion increases (23.34) to a Bargaining Unit Faculty Member’s base salary before making salary adjustments pursuant to Sections 23.1 through 23.2.3.

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:

Rank

Minimum Rate Per Semester Credit Hour

Assistant Professor

$560615

Associate Professor

$735670

Professor

$820750

23.6 Summer Semester. A Bargaining Unit Faculty Member with an academic year appointment who has completed two semesters of service and is assigned by the University to teach during the summer semester will be compensated as specified in 23.6.1 through 23.6.9.

23.6.1 A Bargaining Unit Faculty Member will receive 1/36th of his or her annual base salary for the preceding two semesters per scheduled credit hour of summer up to a maximum of six credit hours per six-week term when teaching a single six-week term each summer.

23.6.2 A Bargaining Unit Faculty Member who is assigned to teach courses in both six-week terms of a single summer or that span the full twelve-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 six credit hours in a single six week term or more than twelve credit hours across twelve weeks of a single summer.

23.6.4 Once registration for summer has begun, cancellation of a class scheduled to be taught by a Member requires approval by a provost. For purposes of determining whether to cancel summer classes, 1 graduate student shall be the equivalent of 2 undergraduate students.

23.6.4.1 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 the equivalent. If it becomes necessary to cancel a class, the university will make a good faith effort to preserve the Members’ opportunity to teach summer classes as set forth in Section 7.8.1.

23.6.4.2 If summer classes assigned to a Member pursuant to Section 7.8.1 have an average enrollment of 15 or more undergraduate students, or the equivalent, the University will not cancel one of those classes without reassigning the Member to another class or otherwise compensating the Member as though the class had been offered.

23.6.5 After the University has offered summer teaching opportunities to all Bargaining Unit Faculty in a given department pursuant to 7.8 and subsections, the University and a Bargaining Unit Faculty Member in that department may agree that the Member teach, at any time during that summer, a class with an enrollment of ten or fewer undergraduate students (or the equivalent) at an overload rate. Such arrangements are not considered summer teaching hours pursuant to Section 7.8.1.

23.6.6 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 foregoing summer salary provisions and agree to discuss any such possibilities that are introduced by either party. No changes to the provisions shall be made without agreement of both the University and the AAUP-WSU.

23.6.7 If a class that is part of a cohort program is scheduled to meet during all or part of a summer session, then the provisions of 23.6.1 through 23.6.6 pertain to that class and thus to the Member teaching it. However, if the University has offered summer teaching opportunities to all Bargaining Unit Faculty in the Member’s department pursuant to 7.8 and subsections, then the Member may be paid at an overload rate for the cohort program class consistent with what is paid for such courses at other times during the calendar year.

23.6.8 Through summer 2015:  Should no eligible Bargaining Unit Faculty Members agree 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 a Member of the Bargaining Unit.

23.6.8.1 Effective summer 2016:  Should no eligible NTE or TET Bargaining Unit Faculty Members agree to teach a summer class, the University may at its sole discretion either cancel that class or hire an individual in neither Bargaining Unit to teach the class at a salary not to exceed that last offered to a Member of the Bargaining Unit.

23.6.9 Additional provisions regarding summer teaching assignments are found in Appendix G, the intent of which is to ensure that the summer teaching opportunities identified in Section 7.8.1 are not diminished by assignment of classes to non-Bargaining Unit Facultypersons not in the TET Bargaining Unit through summer 2015 (to persons in neither the NTE or TET Bargaining Unit effective summer 2016). Should either party believe that such opportunities have been so diminished, the University and AAUP-WSU will meet to discuss and resolve the matter.

23.6.10 -- null

23.6.11 -- null

23.6.12 Summer Semester 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:  $7062/credit hour

For master’s students:  $115104/credit hour

For Ph.D. students:  $225207/credit hour

[proposal for the NTE CBA]

23.1 When at any time(s) on or before June 30, 2017, the University implements increases in the percentage contribution made by a Bargaining Unit Faculty Member to STRS or an alternative retirement system program, the University will increase the Memberís base salary by the same percentage up to a maximum total increase of 3%. Such increases in base salary will be effective on a date(s) selected by the University but no later than August 1 of the year in which a given increase applies (July 1 for Bargaining Unit Faculty on Fiscal Year appointments).

23.2.1 For academic year 2014-2015, Bargaining Unit Faculty will receive raises to their base salaries as specified in Sections 23.1.1 through 23.1.2 below.  For Members on fiscal appointments, these raises will be effective on July 1, 2014; and for Members on academic year appointments, these raises will be effective on August 1, 2014.

23.1.1 For academic year 2014-15, eEach Bargaining Unit Member shall receive an across-the-board raise equal to 31.5% increase to the Memberísof his or her 2013-14 annual base salary.

23.2.1.1 2 Market adjustment for Assistant Professors

In addition to the increases  specified elsewherein Section 23.1.1, each Member who was an Assistant Professor in the 2013-14 academic year and will continue at that rank for the 2014-15 academic year shall receive a $500 600 increase to the Memberís base salary.

23.2 For academic year 2015-2016, Bargaining Unit Faculty will receive raises to their base salaries as specified in Sections 23.2.1 through 23. 2. 3 below.  For Members on fiscal appointments, these raises will be effective on July 1, 2015; and for Members on academic year appointments, these raises will be effective on August 1, 2015.

23.2.2 1 For academic year 2015-16, eEach Bargaining Unit Member shall receive a an across-the-board raise equal to 1% of his or her 2014-2015 3% increase to the Memberís 2014-15 annual base salary.

23.2.2.1 Market adjustment for Assistant Professors Each Bargaining Unit Faculty Member shall be eligible for merit raises from a pool equal to 1% of the total of 2014-2015 annual base salaries of all Bargaining Unit Faculty Members.

23.2.3 In addition to the increases specified elsewherein Sections 23.2.1 and 23.2.1, each Member who was an Assistant Professor in the 2014-15 academic year and will continue at that rank for the 2015-16 academic year shall receive a $500 600 increase to the Memberís base salary.

23.3 For academic year 2016-2017, Bargaining Unit Faculty will receive raises to their base salaries as specified in Sections 23.3.1 through 23. 3. 3 below.  For Members on fiscal appointments, these raises will be effective on July 1, 2016; and for Members on academic year appointments, these raises will be effective on August 1, 2016.

23.2.3.1 For academic year 2016-17, eachEach Bargaining Unit Member shall receive an across-the-board raise equal to 1% of his or her  3.5% increase to the Memberís 2015-16 annual base salary.

23.3.2 Each Bargaining Unit Faculty Member shall be eligible for merit raises from a pool equal to 1.5% of the total of 2014-2015 annual base salaries of all Bargaining Unit Faculty Members.

23.2.3.13 Market adjustment for Assistant Professors

In addition to the increases specified elsewherein Sections 23.3.1 aand 23.3.2, each Member who was an Assistant Professor in the 2015-16 academic year and will continue at that rank for the 2016-17 academic year shall receive a $500 600 increase to the Memberís base salary.

23.3 4 Promotion Increases. A Bargaining Unit Faculty Member who is promoted from Associate Professor to Professor shall receive an increase of 7.5% of that Memberís annual base salary. A Bargaining Unit Faculty Member who is promoted from Assistant Professor to Associate Professor shall receive an increase of 7.5% of that Memberís annual base salary.

23.4.1 The University will add promotion increases (23.344) to a Bargaining Unit Faculty Memberís base salary before making salary adjustments pursuant to Sections 23.1 through 23.23.3.

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: 

Rank

Minimum Rate

Per Semester Credit Hour

Assistant Professor

$560615600

Associate Professor

$735715670

Professor

$820800750

23.6 Summer Semester. A Bargaining Unit Faculty Member with an academic year appointment who has completed two semesters of service and is assigned by the University to teach during the summer semester will be compensated as specified in 23.6.1 through 23.6.9.

23.6.1 A Bargaining Unit Faculty Member will receive 1/36th of his or her annual base salary for the preceding two semesters per scheduled credit hour of summer up to a maximum of six credit hours per six-week term when teaching a single six-week term each summer.

23.6.2 A Bargaining Unit Faculty Member who is assigned to teach courses in both six-week terms of a single summer or that span the full twelve-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 Memberís salary will be calculated at an overload rate, pursuant to Section 23.5, for teaching more than six credit hours in a single six week term or more than twelve credit hours across twelve weeks of a single summer.

23.6.4 Once registration for summer has begun, cancellation of a class scheduled to be taught by a Member requires approval by a provost. For purposes of determining whether to cancel summer classes, 1 graduate student shall be the equivalent of 2 undergraduate students.

23.6.4.1 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 the equivalent. If it becomes necessary to cancel a class, the university will make a good faith effort to preserve the Membersí opportunity to teach summer classes as set forth in Section 7.8.1.

23.6.4.2 If summer classes assigned to a Member pursuant to Section 7.8.1 have an average enrollment of 15 or more undergraduate students, or the equivalent, the University will not cancel one of those classes without reassigning the Member to another class or otherwise compensating the Member as though the class had been offered.

23.6.5 After the University has offered summer teaching opportunities to all Bargaining Unit Faculty in a given department pursuant to 7.8 and subsections, the University and a Bargaining Unit Faculty Member in that department may agree that the Member teach, at any time during that summer, a class with an enrollment of ten or fewer undergraduate students (or the equivalent) at an overload rate. Such arrangements are not considered summer teaching hours pursuant to Section 7.8.1.

23.6.6 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 foregoing summer salary provisions and agree to discuss any such possibilities that are introduced by either party. No changes to the provisions shall be made without agreement of both the University and the AAUP-WSU.

23.6.7 If a class that is part of a cohort program is scheduled to meet during all or part of a summer session, then the provisions of 23.6.1 through 23.6.6 pertain to that class and thus to the Member teaching it. However, if the University has offered summer teaching opportunities to all Bargaining Unit Faculty in the Memberís department pursuant to 7.8 and subsections, then the Member may be paid at an overload rate for the cohort program class consistent with what is paid for such courses at other times during the calendar year.

23.6.8 Through summer 2015:  Should no eligible Bargaining Unit Faculty Members agree 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 a Member of the Bargaining Unit.

23.6.8.1 Effective summer 2016:  Should no eligible NTE or TET Bargaining Unit Faculty Members agree to teach a summer class, the University may at its sole discretion either cancel that class or hire an individual in neither Bargaining Unit to teach the class at a salary not to exceed that last offered to a Member of the Bargaining Unit.

23.6.9 Additional provisions regarding summer teaching assignments are found in Appendix G, the intent of which is to ensure that the summer teaching opportunities identified in Section 7.8.1 are not diminished by assignment of classes to non-Bargaining Unit Facultypersons not in the TET Bargaining Unit through summer 2015 (to persons in neither the NTE or TET Bargaining Unit effective summer 2016). Should either party believe that such opportunities have been so diminished, the University and AAUP-WSU will meet to discuss and resolve the matter.

23.6.10 -- null

23.6.11 -- null

23.6.12 10 Summer Semester 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:  $706662/credit hour

For masterís students:  $1151104/credit hour

For Ph.D. students:  $2250207/credit hour

Status of Negotiations about the Above Article

June 24, 2014

The administration presented counterproposals to our June 20 offerings, one for the NTE and one for the TET CBA. Essentially the only change from the administration's May 30 proposal is to increase the compensation increase in year two by 0.5%, for a grand total increase of 7.0% over three years. See also the administration's counterproposal of June 24 for Article 26 (Medical, Dental and Vision Insurance).

June 20, 2014

Our negotiating team submitted counterproposals for the TET and NTE versions of this article. We reduced our salary increase proposal by 1% over the three years of the anticipated CBAs. More specifically, we continue to call for raises to offset the forthcoming increases in retirement contributions (three increases of 1% each) plus 3% across-the-board (ATB) raises in each of the first and second years; and, we reduced our proposed ATB raise for year three from 3.5% to 2.5%.

We expect to receive a response to these proposals (and to our June 20 counterproposal for Article 26 (Medical, Dental and Vision Insurance) at a negotiating session set for Tuesday, June 24.

May 30, 2014

The administration submitted slightly modified counterproposals, one for the NTE faculty and one for the TET. They differ from the previous (see right column of table above for TET, and this for the TET) by offering a 2.0% across-the-board raise in year 1, vs. the 1.5% specified in the previous.

Our team pointed out that the administration's proposal for this article 23 virtually guarantee that faculty would take a pay cut over the three years of the CBA. Specifically, the administration offers 6.5% grand total pay increases (2+2+2.5) over the three years of the CBA, vs. a 3% cut via the retirement system (1+1+1 -- three one percent increases in faculty contributions to STRS or alternative retirement plans to take place on July 1 of 20-14, 2015, and 2016) -- and further cuts due to inflation which will almost certainly amount to a 3.5% cut at the very least. Notice too that the administration's proposals for Article 26 (Medical, Dental and Vision Insurance) would amount to additional de facto cuts in our pay.

In this context we spoke to Article 11 (Annual Evaluation). We stated that with such small raises proposed, we were not inclined to work hard at Article 11 and its methods for allocating merit pay increases. We pointed out that the administration's last version of 11 addressed only some of the twenty-plus scenarios for changes in teaching load due to service or scholarship considerations, and the changes in weights for annual evaluation that should accompany them. We stated that we do not agree with the administration's apparent belief that tenured faculty should engage in more service than is presently the case; importantly, we do believe that with the granting of tenure, an individual's service obligations do increase, but the magnitude of that increase is less than the equivalent of teaching one extra course per year; see 11.3.2.2 in the administration's last version of 11, the final sentence in particular.

We reminded the administration that it can expect a substantial number of Bargaining Unit Faculty to retire soon; these can be replaced by less senior faculty (with lower salaries) who are also younger than those they replace (thus incurring smaller medical costs).

We stated that we assumed that the Minimum Salaries in Article 24 would be adjusted according to any "deal" the parties may strike on Article 23.

Finally, we reminded the administration that our opening proposals on 23 and 26 had been modest and that therefore we did not have much room to negotiate.

April 16, 2014

The administration countered with the proposal in the right column of the table above, for the TET CBA, and with this for the NTE.

April 2, 2014

Our negotiating team submitted the proposal shown in the left column of the table above for the TET CBA, and a similar proposal for the NTE CBA. In both, we call for raises to offset the forthcoming increases in retirement contributions (three increases of 1% each over the anticipated lifetime of the new CBAs); see section 23.1. In both, we specify across-the-board raises of 3%, 3%, and 3.5% in the first, second, and third years respectively. In the NTE CBA, we call for 7.5% raises for those moving from Instructor to Lecturer (see 23.3.1 and 23.3.2 in the proposal for the NTE CBA). In the TET CBA, we call for each Assistant Professor to receive an additional $500 raise in each of the three years (see sections 23.2.1.1, 23.2.2.1, and 23.2.3.1) to account for their salaries having fallen dramatically in comparison to salaries for Assistant Professors at other Ohio public universities. In both, we call for proportionate increases in overload salaries and summer semester research salaries.


Return to the AAUP-WSU home page.

This page was last modified on Wednesday, July 16, 2014. Corrections, comments, and suggestions are most welcome. Contact the webmaster for this page (Jim Vance) at jimvance.wsu@gmail.com, telephone 937-775-2206. To contact the chapter, please see our Staff, Officers, and Committees page.