Final language for the current 14-17 contract has not yet been written. We will update members when final contract language is completed and on the contract implementation process. The conversion process for Lecturers hired prior to the effective start date of the 14-17 contract (July, 2014), can be seen here. ‘Conversion’ refers to the process by which the 14-17 contract language will be applied to such Lecturers.
See here for more information on the current UMB budget crisis and NTT non-reappointments.
Click here for the full language for Article 21 of the 14-17 contract.
Please contact the FSU office if you have any questions or need more information.
NOTE: In all sections below that reference workload, percentage of time, appointments, lay-offs, salaries, etc. Fall/Spring CAPS and Navitas courses will be counted the same as ‘day unit’ courses unless otherwise specified.
Bargaining Unit Status
All newly hired Lecturers who are half-time or greater are immediately entered into the bargaining unit. All newly hired lecturers who are less than half-time will enter the bargaining unit at the beginning of their second consecutive year of employment
NOTE: ‘Bargaining unit’ refers to all employees who are covered by the contract (bargaining unit members are required to pay either union dues or an agency service fee to the union).
Initial Appointment and Reappointment Schedules
Newly hired lecturers who are 50% or greater will have initial appointments of 1 semester, 1 year, 2 years, or 4 years (length of initial appointment is at the discretion of the dean). for more information on appointment schedules and notification of non-reappointment requirements see Article 21).
Lecturers who are less than 50% are not eligible for continuing appointments and do not receive just cause rights. However, after 6 academic years of continuous service such Lecturers will be given priority for reappointment over non-bargaining unit members (please note the exception for non-tenure track faculty who were post-probationary, per-course lecturers in the 12-14 contract and who are now called Associate Lecturers in paragraph 2 of Article 21.8).
Continuing Appointments and Just Cause Rights
After 3 years of continuous full-time equivalent service, Lecturers who are 50% or greater will be granted continuing appointments without a termination date (please note: full-time Lecturers will achieve this status after 3 calendar years; half-time Lecturers will achieve this status after 6 calendar years). Such Lecturers must be notified by August 15th of their 3rd full-time equivalent year if they are not to be granted a continuing appointment. If they are not granted a continuing appointment, they will be granted a terminal year.
Lecturers with continuing appointments will maintain their standard percentage of time (i.e. if you have been consistently 0.75 during your first 3 years, your continuing appointment must be at 0.75 minimum).
Lecturers who are granted continuing appointments will also be granted just cause rights. Just cause rights ensure that the employee cannot be terminated for arbitrary or capricious reasons (see Article 21.9.3, paragraph 1 for further explanation on just cause rights).
Layoff and Reductions in Work
Lecturers with continuing appointments may be subject to layoff or reduction in work if the Dean determines that the work they are performing is to be eliminated, reduced or assigned to a tenure stream faculty member (NOTE: for the latter, Senior Lecturers and Senior Lecturer II’s are granted additional protections from replacement by tenure track faculty; see Article 21.9.4, paragraph 2 for details). Notice of layoff or reduction in work must be given 1 year in advance. Reverse seniority, in positions deemed substantially the same, within a department will determine the order of layoff or reduction in work.
Lecturers with continuing appointments who are laid off or who experience a reduction in work may be granted recall rights for a period of 3 years subsequent to the layoff or reduction (recall shall occur by inverse order of layoff). It is the responsibility of the Lecturer to assert their recall rights with their department or program. That means the Lecturer must notify the department or program of their decision to be placed on the latter’s recall list. The FSU recommends that you also ask your department or program for documentation of placement of your name on the recall list.
Additional Work for Part-Time Lecturers
Departments are required to first offer any additional work that may become available to qualified part-time Lecturers within that department before that work can be offered outside of the bargaining unit (this includes Navitas as well as CAPS courses, though the process for assigning courses in CAPS will be done according to a seperate priority system; see below for more information). The additional work will be offered according to departmental seniority. Please notify the FSU if such additional work has not been first offered to qualified part-time members of the department.
Temporary Appointments (Associate Lecturers)
Departments may hire temporary appointments at less than half-time to replace faculty who are on leave, to fulfill instructional needs whose scope and duration are limited, or to fulfill highly specialized instructional needs. Non-tenure track faculty hired into such an appointment will be given the title Associate Lecturer. Associate Lecturers can only be rehired or granted additional work if A) the work is first offered to all other part-time Lecturers in the department but is subsequently not taken and B) the need for the temporary appointment is extended (i.e. a tenure track faculty member extends his/her sabbatical by one semester thus creating the need for a second temporary appointment to teach their course for an additional semester). Associate Lecturers are not eligible for Lecturer promotions nor are they eligible for just cause rights or continuing appointments (for more information on the Associate Lecturer position see Article 21.10.3). Please contact the FSU if you are hired into an Associate Lecturer position but your appointment does not fit the Associate Lecturer criteria mentioned above (i.e. you were not appointed as a temporary replacement).
All courses taught for Navitas will be governed by the main unit collective bargaining agreement in regards to pay, process for assigning additional work, counting of creditable and service time for promotions and retirement, etc.
College of Advancing and Professional Studies (CAPS)
The FSU and Admin will be re-negotiating the terms and conditions of CAPS employment shortly. We will keep members updated as we learn more. Until then, language from the 12-14 contract in regards to CAPS (known as University College during that time) will be operative (see the Memorandum of Understanding- University College for more details).
CAPS courses are assigned according to a separate priority list . Note that CAPS priority lists do not differentiate between tenure stream and non-tenure stream faculty in assigning courses.
Fall/Spring CAPS courses
The Fall/Spring pool for a given department consists of all those faculty who have taught a CAPS course in the department within the prior two years. Faculty in the pool are prioritized by the total number of CAPS/UC/CE courses they have taught. Courses are assigned via this seniority.
Seniority for Winter/Summer CAPS courses in a given department is determined by the total number of Winter/Summer CAPS/UC/CE courses taught in the department as of July 3, 2010. Winter/Summer CAPS courses are assigned via this seniority list. Those newly teaching Winter/Summer CAPS courses in the department after this date are added to the bottom of this seniority list.
For all CAPS courses: New faculty members, whether tenure stream or lecturers, can be assigned CAPS sections only if all qualified members of the pool as well as all other department faculty have declined to teach those sections.
Continuity of Service and Promotions
Lecturers must be continuously employed from date of hire in order to be considered for promotions. Continuity of employment will be maintained if a lecturer has the following contract approved interruptions in service: 4 semesters or less for parental leave, medical leave, family leave, approved professional development leave, or other authorized leaves; 3 semesters or less for breaks caused by the employer, i.e. lack of courses; and periods of lay off (see Article 21.11 for details).For all other breaks in service, a Lecturer will be deemed a new hire for purposes of promotions, seniority, salary, etc. upon being rehired subsequent to the break. The FSU strongly recommends that you obtain written authorization for all leaves described above. We also recommend that you maintain a record of any requests to your department for courses in every semester in which they are made. Without such documentation, you may be deemed to have voluntarily severed your employment relationship with the University if you are not given courses or have taken time off and hence will have your continuity of service ended. In addition, professional development leave must be recommended by the department chair and approved by the Dean so you will need to have written documentation from the Dean of PD approval.
Course Cancellation Payments
Part-time Lecturers who have a course cancelled after the start of the semester are eligible to receive 8% of their compensation for that course provided that they are not given a substitute course prior to the conclusion of the Add/Drop period.
Qualifying for Benefits
All Lecturers who are half-time or greater (generally 2 courses a semester, including CAPS and Navitas courses) will be immediately eligible for benefits (health insurance, dental insurance, and retirement).
In order to maintain benefits, Lecturers must continue to maintain a minimum half-time status each F/S term. A benefited Lecturer who is assigned to a less than half-time appointment and subsequently loses benefits will become eligible for benefits again immediately upon resumption of a minimum two-course appointment.
NOTE: Summer and Winter intersession CAPS courses do NOT count for qualifying for benefits or for maintaining benefits. Also, it is not sufficient to teach three courses one semester and one the next: the GIC (the Commonwealth’s insurance commission) requires that benefited employees be employed at least half-time each semester of the academic year.
Full time non tenure track faculty are now eligible for a semester of parental leave at full pay. To qualify faculty must have 3 full time years of service. The 3 full time years of service need not be consecutive. Members who do not meet the aforementioned criteria but wish to take parental leave are eligible for unpaid leave through FMLA. Such members may also be eligible for maternity leave in accordance with the state's Maternity Leave Act. For a full primer on all the state and Federal laws regarding employees who wish to take parental leave, we suggest you read this information from the MTA. Contact Human Resources for further information on the process for applying for parental leave.
The FSU contract contains a sick leave time provision that applies to non-tenure track faculty who are half-time or greater. According to the contract, full-time lecturers on academic year appointments can take paid sick leave time at the rate of 3.07 hours per two-week payroll period (for part-time lecturers who are 50% or over the number of hours will be pro-rated according to your percentage of time). In addition, eligible lecturers may apply to draw from the sick leave bank for any protracted illnesses or injuries should their personal sick leave time be used up (the granting of time from the sick leave bank is decided upon by a labor-management committee; for details on how to apply for the sick leave bank contact Human Resources). Up to 5 days of sick leave time may be granted for the purpose of caring for your spouse, child, foster child, stepchild, parent, stepparent, brother, sibling, grandparent, or grandchild for either yourself, your spouse, person for whom you are the legal guardian or anyone in your household who is seriously ill (you may also apply to the sick leave bank for these purposes).
It is important that you notify your department of absence due to illness as soon as you are able to. Failure to notify your department can result in your sick leave being unpaid or possibly even in termination. However, under no circumstance can absence due to illness result in termination without pay as long as you have properly notified your department. Keep in mind that the Administration may require you to provide a notice from a physician in regards to your illness or those in the categories mentioned above for absences of longer than 3 days.
According to the Family Medical Leave Act (FMLA) and state law, employers are required to find work for employees returning from sick leave that is equal to or comparable to the work that was being performed prior to their sick leave. If sick leave results in courses being given to other members of the department, the returning NTT faculty member may be given alternative assignments (service work, departmental administrative work, other courses, etc.). In the event that such work is not offered and the NTT finds him/herself without paid work for the remainder of the semester, the FSU would encourage them to apply to the sick leave bank for additional sick time such that they can receive full sick time for the entire semester.
Salaries and Ranks
NOTE: Fall/Spring CAPS and Navitas courses taught by bargaining unit NTT faculty (i.e. NTT half-time or greater or less than half-time NTT at the start of their 2nd year of employment) will be paid according to the individual NTT’s salary rate. Summer/Winter courses are paid according to the current per-course CAPS rate and may differ from the individual’s Fall/Spring rate (see the CAPS section and the Memorandum of Understanding- University College from the 12-14 contract). Also, the salaries listed below are the contractually mandated salary floors. Individual salary rates may vary but cannot be below the floors.
Associate Lecturer (see Temporary Appointments (Associate Lecturers above for a definition of the rank)- Floor: $40,000 pro-rated to percentage of time (i.e. a 3-credit course=0.25 time=$5,000).
Lecturer- All newly hired non-tenure track faculty will be hired into the rank of Lecturer except those who are hired as Associate Lecturers or Clinical Instructors. Floor: $52,000 pro-rated to percentage of time.
Senior Lecturer (see Lecturer Promotions below for criteria for rank and promotion)- Floor: $57,500 pro-rated to percentage of time; in addition, all Lecturers promoted to Senior Lecturer will be given a promotional raise of $5,500, also pro-rated to percentage of time.
Senior Lecturer II (see Lecturer Promotions below for criteria for rank and promotion)- Floor: $63,000 pro-rated to percentage of time; in addition, all Senior Lecturers promoted to Senior Lecturer II will be given a promotional raise of $5,500, also pro-rated to percentage of time.
Lecturer Salary Pro-Ration
A Lecturer’s individual rate of pay for Fall/Spring employment will remain the same regardless of their percentage of time (i.e. a full-time Lecturer who earns $52,000 a year to teach 4 courses a semester will earn $6,500 per-course if they drop to 25% time). Please note that this does not apply to Summer/Winter courses (see Salaries and Ranks above).
All non-tenure track faculty in the bargaining unit, regardless of percentage of time or benefits status, are eligible for merit pay. In order to receive merit pay, faculty members must complete an Annual Faculty Report (AFR) or its approved equivalent. Contact your department chair and/or the Provost’s Office for more information on how to access and complete the AFR or its approved equivalent.
All Lecturers with 6 years of full-time equivalent service as a Lecturer, Associate Lecturer, or any other position (excluding student employment) with duties and responsibilities similar to that of Lecturer, will be eligible for promotion to Senior Lecturer (NOTE: ‘full-time equivalent service’ means you must be full-time for 6 calendar years to be eligible; if you are half-time, for example, it will take 12 calendar years). The Senior Lecturer title comes with a new salary floor and a promotional raise (see Salaries and Ranks above). In addition, Senior Lecturers will be granted additional protections from replacement by tenure track faculty (see Article 21.9.4, paragraph 2 for details).
All Senior Lecturers with 6 years of full-time equivalent service as a Senior Lecturer, will be eligible for promotion to Senior Lecturer II (NOTE: ‘full-time equivalent service’ means you must be full-time for 6 calendar years to be eligible; if you are half-time, for example, it will take 12 calendar years). The Senior Lecturer II title comes with a new salary floor and a promotional raise (see Salaries and Ranks above). In addition, Senior Lecturer II’s will be granted additional protections from replacement by tenure track faculty (see Article 21.9.4, paragraph 2 for details).
For details on the standards, criteria, and review process for both the Senior Lecturer and Senior Lecturer II promotions, see Article 21.10.6 and 21.10.7.
Please note: Non-tenure track faculty who are eligible for promotion to Senior Lecturer or Senior Lecturer II will not be notified by the Administration of their eligibility. Eligible non-tenure track faculty must determine their eligibility themselves and must submit their applications/portfolios to their department chair. This must occur no later than the first day of the Spring semester of the academic year in which he or she has accrued the equivalent of 6 full-time equivalent years of service. The review process will occur during the Spring semester of that year and the candidate will be notified no later than August 15th of the summer immediately followingthe review (the promotion will take effect September 1st). Non-tenure track faculty who are unsure of their full-time equivalent years of service should request that information from their departments and/or Human Resources. The FSU encourages any non-tenure track faculty who are unclear on their total years of service but who believe they are close to eligible or believe they are currently eligible to apply for the promotion. Any non-tenure track faculty who applies for the promotion but has not yet attained the necessary service requirement may reapply as soon as they have attained the latter. Similarly, any non-tenure track faculty who has applied for a promotion but is rejected may reapply as early as the following academic year .
Research and Educational Support Funds (RES Funds)
All bargaining unit members inclusive of non-tenure track faculty who are half-time or greater are eligible for RES Funds (see the Memorandum of Agreement for the 14-17 contract for more info; note that $50,000 per year of the contract will be allocated to an RES Funds pool that will be dedicated exclusively to non-tenure track faculty). Notification on how to apply is given by the Provost's Office (this usually occurs in February). If you do not receive notification you should contact the Provost's Office directly.