BRIEF OVERVIEW OF THE CURRENT CONTRACT

This summary of the contract between PSUFA and PSU (July1, 2007 through June 30, 2009) is intended to inform bargaining unit members of those portions of the contract that may be of highest interest to them. IT IS A SUMMARY ONLY. PLEASE REFER TO THE COMPLETE CONTRACT FOR DETAILS. The Article number is included for your ease in making such reference.

Article l.  RECOGNITION

Our union represents all faculty members employed less than half-time (0.5 FTE) during the academic year, and those employed during summer terms who have been a member of the bargaining unit during the previous academic year.      

Article 3. UNION PRIVILEGES & LIMITATIONS

To join the union you must fill out and sign a form authorizing a monthly dues deduction.  Your membership remains valid until written notice of cancellation, or until you are not employed for a year.

Article 4.  FAIR SHARE

If you are part of the bargaining unit represented by the union, even if you do not join (sign a card), you will have an amount called fair share (slightly less than the dues member pay) deducted from each of your paychecks. If you have a verifiable religious objection, the money can be paid to a nonreligious charity agreed upon by you and the union.

Article 6.  ACADEMIC FREEDOM AND RESPONSIBILITY

You are entitled to freedom in the classroom in discussing your subject, but this does not necessarily apply to controversial material unrelated to the subject. You also have freedom of expression to speak and write as an individual. This area is not subject to grievance.

Article 7.  RIGHTS OF MEMBERS

You are entitled to access to a desk, mailbox, telephone, e-mail and access to other resources and support services normally provided to faculty to carry out their teaching responsibilities and to meet privately with students during scheduled office hours.

Upon hire, employees shall be granted full library privileges for a period of one calendar year.

Employees are entitled, upon request, to professional evaluation once every six terms worked for the purpose of providing developmental guidance and feedback.  Ajoint Labor/Management team will develop the process.

Faculty members will be notified of any student complaint or dispute that concerns them.  The university shall fully investigate any such dispute and seek a resolution that demonstrates fairness and academic integrity.

Article 8.  APPOINTMENT, REAPPOINTMENT, MULTIPLE-TERM APPOINTMENTS

Section 1. General
All appointments are on a fixed-term basis and are not tenure-related. Letters of offer to employ or re-employ members as Lecturers and Adjunct Ranks should be sent at least five (5) weeks prior to the first class meeting. FTE for Lecturers and Adjunct Rank are on the basis that 1.0 FTE equals forty-five (45) course credit hours per academic year. The same standards and employment policies applicable to other professionals in the research unit apply to Research Assistants and Research Associates.

Section 2. Multiple-Term Appointments
If you have taught in four of six terms as the normal routine of the department in the two previous academic years, in subsequent years the university shall offer you a multiple-term contract if at all possible. If you have had two or more consecutive multiple-term contracts with your department, you are entitled to teach at least one additional course in your department sometime in the following three (3) academic quarters, following the current appointment’s end date, not including summer session.

Section 3. Reappointment
During winter term, the University will distribute a questionnaire to all members via e-mail. If you want to teach in the next year you should return the completed questionnaire to your department chair and make an appointment to meet with your department chair to discuss your desire to teach in the next year. Reappointment preference will be given to members over new hires with equivalent qualifications.

At the time of hire and subsequent reappointment, the department is required to explain its evaluation process. You are entitled to be notified no less than the day before any classroom observation.

Article 9.  PERSONNEL FILES

The University maintains several personnel files for each member. You have the right to review your files at any time. Before anything derogatory is put in your files you should be shown and asked to sign the material.  You also have the right to respond to or rebut any negative material.

Article 10.  GRIEVANCES

This Article provides for a procedure for the investigation and resolution of grievances. The term "grievance" means an allegation that there has been a violation, misrepresentation, or improper application of the terms of the contract.

You have the right of represent yourself in the grievance procedure but you may be accompanied or represented by a Union representative. Only the Union may advance a grievance to arbitration.

Article 12.  SALARIES

Section 1.
Members of the bargaining unit who move from the full-time (AAUP represented) unit to the adjunct (AFT represented) unit due to a reduction in load will be employed at salary rates no less than the minimum for the faculty rank at which they were formerly employed.

Section 2 Minimums for Instructional Appointments
Members of the bargaining unit employed as Lecturers, Adjunct Faculty or Emeritus faculty will be employed at a rate no less than the following:

Effective Winter term 2008: $710 per credit hour

Effective Fall Term 2008: $746 per credit hour

Section 3: Minimums for Research Appointments
Members employed as Research Assistants or Research Associates for years one and two of the contract beginning September 16 for 9 month appointments, or January 1 for 12 month appointments shall be no less than:

Year 1 (2007-2008)

 


Year 2 (2008-2009)

Health Insurance Stipend and Fund
Bargaining unit members who are without other coverage may access this fund to assist in purchasing their own private health insurance plan.

Faculty Education Fund 
Bargaining unit members may apply to this fund to cover most instructional fees for enrollment in career related PSU courses.

Professional Development Fund
Bargaining unit members are eligible for grants of up to $1,500 per member per fiscal year.  These professional development grants are for costs related to research, travel and conferences.

Article 15.  EXTENDED STUDIES

Everyone teaching in Extended Studies and its affiliated programs, who are or should be members of the bargaining unit (i.e., teach for-credit classes) should be provided the same information as other members concerning this agreement and their rights under it.

Article 16.  PROGRESSIVE SANCTIONS

Members shall not be disciplined or terminated during the term of their appointment without cause.  Sanctions against bargaining unit members shall follow the principles of progressive discipline and just cause.

Download the full version:
AFT Contract, 2007-09