Our Wins

ADJUNCT PROFESSORS AT SAINT MARY’S COLLEGE WIN FIRST CONTRACT

New job security protections and 14% AVERAGE raises over 3 years

(Moraga, CA)-- Saint Mary’s College adjunct professors ratified their first ever three-year agreement on Wednesday, May 20. The new agreement makes major gains in fair compensation, rewards for work experience and job security.


The major gains in the three-year contract include:

*Raises of 12-20% to the per-course rates over three years, plus step advancements.

*Teaching contracts of 1 or 3 years in length, with a teaching load based on a rolling three year average of courses taught.
A transparent, seniority-based system for assigning available courses to allow members of the bargaining unit to move towards full-time work.

*Health benefits for anyone teaching 5 or more courses.

*Protection for full-time adjunct positions on the same salary scale as tenure-track faculty. Qualified members of the bargaining unit have access to such positions before outside candidates do. Full-time Adjunct positions will be offered to the incumbents in those positions, and those hired prior 2012 will become three-year appointments.

*Members who apply for open tenure-track positions they are qualified for will receive a semi-finalist interview.
Course cancellation fee of $500.

*$40,000 faculty development fund, providing for $1500 grants for faculty teaching at least 9 units in the academic year.

*Special compensation rates including $150 minimum for substitute teaching, $750 per unit for new course development, and $35/hour for other service as assigned.

*Just cause for discipline or termination.

*Performance evaluation process, and a peer feedback and support system.

*Protections for academic freedom.

*Any complaint against a member of the bargaining unit needs to be brought to their attention promptly if it is to be used in subsequent disciplinary action.


 

ADJUNCT PROFESSORS AT DOMINICAN UNIVERSITY IN MARIN COUNTY WIN HISTORIC FIRST CONTRACT

NEW JOB SECURITY PROTECTIONS AND 30% AVERAGE RAISES OVER 3 YEARS

 

(San Rafael, CA) – Dominican University adjunct professors ratified their first ever three-year agreement on Wednesday, April 27. The new agreement makes major gains in job security, rewards for work experience and fair compensation.


SIGNIFICANT GAINS
 

*One-to-three year teaching contracts with a predicted course load based on average courses taught, and a transparent, seniority-based, enforceable system for assigning courses.

*Seniority steps. Six steps on the salary scale, awarded based on teaching at Dominican, teaching at other universities or colleges, terminal degree, and non-teaching professional experience where applicable. All will advance to additional salary steps during the agreement as they qualify. 

*Performance evaluations, peer feedback, and performance improvement plans to support the development of high quality teaching with real job security.

*By the end of the three-year agreement, adjunct compensation will be tied to 80% of the full-time Assistant Professor rate and some at 80% of Associate Professor rate. (See the table on p. 1.) A “me-too” clause that ensures that adjuncts will receive any raises given to full-time faculty to maintain the percentage ratio to full-time salary.

*Everyone will get raises to base compensation of 2-18% for the first term after ratification, with raises of 16-55% over the 3-year agreement.

*Class cancellation fees will pay adjuncts at a rate of 10%, 25%, or 50% of the Step 1 per course rate depending on date of cancellation.

*A Grievance and Arbitration process to resolve disputes and challenge discipline or terminations under the contract. Non-renewal of a teaching contract/termination based on performance can now be challenged subject to just cause, the grievance process, and binding arbitration.

*Lowered the threshold to qualify for health benefits with the University from 20 to 18 units per year, and protected health benefits for term adjuncts for two more years.

*A new $60,000 hardship fund for adjuncts who buy individual health insurance and are facing significant unreimbursed out-of-pocket health care costs.

*Adjuncts will also receive extra pay for overenrolled courses, substitute teaching, developing courses, reading theses, writing references, etc.

*A faculty development fund of $40,000 per year will be used to pay adjuncts for service and development at $35 per hour, and 300 hours per year to pay union stewards, Labor-Management Committee members, bargaining teams.

 


MILLS’ ADJUNCT PROFESSORS WIN FIRST EVER CONTRACT; INCLUDES BEST IN THE NATION JOB PROTECTIONS

(Oakland, CA) – Mills College adjunct professors ratified their first ever three-year agreement on Friday, March 18. The new agreement makes significant progress in job security, recruitment & retention of quality professors, and fair compensation.

Among the major gains in the three-year contract:

Compensation:

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Job Security: Credit for cumulative courses taught at Mills College since first class regardless of break in service. Up to 3 year contracts based on seniority where classes are assigned based on average course load over the previous two years, previous course history and expertise. Automatic renewal of contract with satisfactory evaluation.

Course Cancellation Payment: When a course must be cancelled after ninety days prior to the first day of classes, adjuncts are entitled to a $500 fee if a replacement course for that academic year is not offered.

Healthcare: Any adjunct who teaches a total of 3 courses within an academic year will be eligible for healthcare coverage through the College.

Evaluations: Evaluation of adjuncts will happen prior to movement to the next category. This evaluation will include student evaluations, course syllabi and one of the following: classroom evaluation, self-assessments, student course work, letter of assessment by academic peer or former student.

SEIU Rights: Employer paid union steward & negotiator time ($25/hr @ 300 hours/academic year).

Grievance & Arbitration procedure: A three step system to grieve violations of the union contract with your department chair, divisional dean, before a grievance review committee of your peers, the Provost and finally to arbitration by a neutral third party in extreme circumstances.