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Negotiations: Article 23, Compensation

Wright State University Chapter

American Association of University Professors

AAUP-WSU proposed the article in the the left column of the table below for inclusion in the first collective bargaining agreement (CBA) for non-tenure-eligible (NTE) faculty. Our negotiating team handed it to the administration at the negotiating session on June 3, 2013. The administration presented the counterproposal in the right column of the table below on June 21, 2013.

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

23.1 If at any time(s) on or before June 30, 2014, the University implements increases in the percentage contribution made by a Bargaining Unit Member to STRS or an alternative retirement system program, the University will increase the Member’s base salary by the same percentage (that is, by the total of all such increases) up to a maximum total increase of 1%. Such increases in base salary will be effective on a date(s) selected by the University but no later than September 1, 2013 (July 1, 2013 for Bargaining Unit Faculty on Fiscal Year appointments). 23.1 If at any time(s) on or before June 30, 2014, the University implements increases in the percentage contribution made by a Bargaining Unit Member to STRS or an alternative retirement system program, the University will increase the Member’s base salary by the same percentage (that is, by the total of all such increases) up to a maximum total increase of 1%. Such increases in base salary will be effective on a date(s) selected by the University but no later than September 1, 2013 (July 1, 2013 for Bargaining Unit Faculty on Fiscal Year appointments).
23.2 For academic year 2013-2014, each Bargaining Unit Member shall receive a increase to the annual base salary of 3% of the Member’s 2012-2013 annual base salary. 23.2 For academic year 2013-2014, each Bargaining Unit Member shall receive a increase to the annual base salary of 31.5%% of the Member’s 2012-2013 annual base salary.

23.3 Promotion Increases. A Bargaining Unit Member who is promoted to Sr. Lecturer or Clinical Assistant Professor shall receive an increase of 7.5% of that Member’s annual base salary.

23.3.1 The University will add promotion increases (23.3) to a Bargaining Unit Faculty Member’s base salary before making salary adjustments pursuant to Sections 23.1 through 23.2.

23.3 Promotion Increases. A Bargaining Unit Member who is promoted to Sr. Lecturer or Clinical Assistant Professor shall receive an increase of 7.5% of that Memberís annual base salary.

23.3.1 The University will add promotion increases (23.3) to a Bargaining Unit Faculty Memberís base salary before making salary adjustments pursuant to Sections 23.1 through 23.2.

23.4 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
Instructor & Visiting Faculty $460
Lecturer & Clinical Instructor $570
Sr. Lecturer & Clinical Assistant Professor $650

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 23.6.11.

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 23.4, 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 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.

23.4 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

Instructor & Visiting Faculty

$460

Lecturer & Clinical Instructor

$510570

Sr. Lecturer & Clinical Assistant Professor

$560650

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 23.6.11.

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 23.4, 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, tThe University and a Bargaining Unit Faculty Member in that department may agree that the Member teach, at any time during that the 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 other summer teaching opportunities to all that 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 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.

23.6.9 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: $62/credit hour

For master’s students: $104/credit hour

For Ph.D. students: $207/credit hour

23.6.9 8 Summer Semester Research Salaries: Bargaining Unit Faculty on academic year contracts who are assigned to direct independent laboratory research for either undergraduate or graduate students during the summer will receive a stipend of at least:

For undergraduate research students: $6243/credit hour

For master’s students: $10473/credit hour

For Ph.D. students: $207145/credit hour

Status of Negotiations about the Above Article

August 20, 2013 update

The parties reached tentative agreement on this article, and they initialed the TA'd article on August 19, 2013.

June 21, 2013

The administration put forth a counterproposal as shown in the right column of the table above.

The administration noted that it offered a 1.5% across-the-board raise (see section 23.2). Our team replied that this amounted in effect to a 0.5% raise in view of the forthcoming (July 1, 2013) increase in employee contributions to STRS and ARP; note in particular that the administration removed entirely our section 23.1. In return, the administration stated that this was its opening position, not its last best offer. Our team then stated that in our opening proposal, we had given ourselves some room to negotiate -- that is, our opener was also not our last best offer -- but we had given ourselves less room to negotiate than had been the case in other (three-year-duration CBA) negotiations.

The administration stated that its table of overload salaries (section 23.4) agrees with ours in the lowest category but offers less at the other two.

It stated that the matter of priority for summer teaching was not yet settled.

Our team asked why the administration had deleted section 23.6.4.1, which offers protection against canceled summer classes. The administration stated that the parties could resolve this matter, and that it had deleted 23.6.4.1 since section 7.8.1, to which 23.6.4.1 refers, was not settled.

Finally, the administration stated that it has reduced the dollar amounts in section 23.6.9 (Summer Semester Research Salaries) to 70% of what we had proposed.

After the parties discussed this article, and also the administration's proposals on the two other major economic Articles 24 (Minimum Salaries) and 26 (Medical, Dental and Vision Insurance), they had an extended off-the-record negotiation.

June 3, 2013

Our team presented our opening proposal as shown in the left column of the table above. We outlined key features of our proposal as follows:

The administration stated that overload rates are roughly proportional to salary (perhaps thinking that the overload rates we propose are too high).

Our team stated that Section 23.6.9 may be irrelevant; however, the administration replied that there are at least a few NTE BUFMs (e.g., in the College of Science and Mathematics) to whom 23.6.9 would in fact apply.

In response to our proposal for Articles 23, 24 (Minimum Salaries), and 26 (Medical, Dental and Vision Insurance), the administration stated that it expected to have a meeting soon that would enable it to reply, probably, by the negotiating session after next, set for Friday, June 21.


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This page was last modified on Tuesday, August 20, 2013. 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.