Goucher

 
 

Contract Highlights

Improved Job Security through a “Just Cause” Standard, Protections on Reappointments, and Fair and Standardized Evaluations.

Just Cause Standard

Full-time, half-time and part-time faculty will be covered by a “just cause” standard for discipline and dismissal during the terms of their appointments. Without a union contract we are “employees-at-will” and can be fired or disciplined for any or no reason whatsoever. With a “just cause” standard if Goucher wants to terminate or discipline any of us they will have to present evidence, they cannot act in an arbitrary or capricious manner, we would have the right to present our case, and the discipline or dismissal is subject to final binding third party arbitration (Article 5).

Protections on reappointment

  • The contract creates protections on reappointment for part-time, half-time and renewable full-time faculty that limits Goucher’s ability to deny renewal to your appointment (Article 6 for part-time faculty, Article 7 for half- and full-time faculty).

  • Part-time faculty members who have taught the same course for at least four (4) semesters in the immediately preceding six semesters earn “good faith consideration” for reappointment to that course or courses. This means reappointment may be denied only in the circumstances outlined in Article 6 of the contract.

  • Faculty members who believe they have been unfairly denied renewal of their appointment may file a grievance through our union.

Evaluations (Article 8)

  • Responsibilities on which faculty are to be evaluated are outlined in writing and in the union contract.

  • Faculty will receive consistent and pre-scheduled classroom observations upon which faculty can provide feedback. All feedback will be maintained in an evaluation file accessible to individual faculty members and supervisors.

  • Faculty will be able to submit additional materials to their evaluation file, such as a CV, evidence of scholarship or achievement in the faculty member's field of study, or other relevant material.

  • Student feedback will be an element of how we are evaluated, but it cannot be the sole factor.

  • You may file a grievance if you consider your evaluation to have been unfair or erroneous.

A Grievance and Binding Arbitration Process to Resolve Disputes

Violations of the terms of the union contract are enforceable through third-party arbitration. A neutral arbitrator, not the College, will ultimately decide any unresolvable dispute. The costs of arbitration will be paid for by Goucher College and SEIU Local 500, not the faculty member. The possibility of arbitration acts as a strong disincentive for our employer to act in an arbitrary and capricious manner regarding our employment at Goucher College.

A Labor-Management Committee for on-going dialogue

The contract sets up a Labor-Management Committee where we can continue to discuss and collaborate with the administration on issues outside the contract. Through this committee, we can engage as stakeholders on many campus issues relevant to our work and the Goucher community.

Workload is clearly outlined and enforceable through our contract

The contract sets up equivalent workloads for half-time and full-time faculty which are enforceable through the grievance and arbitration article of the contract.

  • Full-time: no more than 24 credits per academic year, including teaching and non-teaching duties. If you do committee work, advising, portfolio readings, service to the department and so forth, this must be counted in the 24 credits. If your total workload is above 24 credits, the College must either reduce teaching or non-teaching duties or pay you for an overload course or courses.

  • Half-time: no more than 12 credits per academic year, including non-teaching duties. There can be no reduction in pay or benefits for existing half-time faculty whose workload is reduced as a result of moving to 12 credits.

  • Part-time: no more than 8 credits in a semester, no more than 2 credits in a January term, and no more than a total of twelve (12) credits in a year.

Union Rights and Membership

  • Our union has the right to meet on campus and have faculty designated as workplace representatives on campus to attend to matters relating to the contract.

  • Membership dues and fees may be paid through payroll deduction.

  • Union membership is voluntary. However, faculty members hired on or after the date of ratification of the contract will be required to pay an agency fee in order to cover the cost of representation. Part-time, half-time, and full-time faculty hired before the date of ratification may elect to become dues-paying members of the union but are not obliged to pay a fee if they choose not to be members.

Other Tentative Agreements

  • Computers will be made available in an office with internet accessibility for all faculty members’ use. Laptops shall be available upon request for part-time faculty who do not have a personal computer during the semester they are teaching.

  • Neither the College nor the Union shall discriminate against any employee on the basis of union membership or non-membership or other protected categories.

  • Career guidance and advice on advancing to other positions at Goucher shall be available.

  • Part-time faculty members who meet the minimum qualifications for a full-time faculty position and apply for such a position, shall be offered an interview.

Length of Agreement

The agreement expires on June 30, 2019. The union may open negotiations for a successor agreement by giving notice to the employer no later than February 1, 2019.

Compensation and Benefits For Fiscal Year 2019 (Fall 2018/Spring 2019)

Part-Time Faculty WagesMinimum Part-Time Per-Credit Rates:1-5 years: $11356-10 years: $123511+ years: $1335(Nothing prevents a part-time faculty member from being compensated at a higher rate.)

Half-Time Faculty Salary

For those individuals who are half-time faculty as of the date of ratification of the tentative agreement, the minimum half-time faculty salary will be $22,000. Half-time faculty who are currently paid below the minimum rate shall be brought to the new minimum of $22,000 and will then receive a 2% increase as outlined below on top of that minimum.

Full-Time NTT and NTP (Professors of Practice) Faculty Salary

The minimum full-time NTT and NTP faculty salary is $53,000. After a full-time faculty member has taught at Goucher College for fifteen (15) years, the minimum salary is $60,000.

Full-time faculty who are currently paid below the minimum rate shall be brought to the new minimum and will then receive a 2% increase as outlined below on top of that minimum. All full-time faculty who are currently paid above these minimum rates shall receive a 2% increase as outlined below.

Wage Adjustment for FY 18

  • A part-time faculty member teaching in the spring 2018 semester will, upon ratification of this Agreement, receive a one-time payment of $140 for each class taught in the spring 2018 semester, less lawful deductions.

  • A NTP, NTT, and half-time faculty member teaching in the spring 2018 semester will receive a wage adjustment of two percent (2%), upon ratification of this Agreement.

Benefits

  • Full-time and half-time faculty have access to a maximum benefit of $1,850 per faculty member per academic year from a total fund, not to exceed $25,000.

  • Part-time faculty have access to all professional development programs that Goucher College makes available to other employees (for example, C.A.S.T.).

  • Half-time faculty receive management contribution of 50% of the cost of individual tier health coverage, tuition remission, dental insurance, vision insurance, voluntary accidental death and dismemberment insurance, flexible spending account, employee assistance program, discounted or free admission to certain campus events, bookstore discounts, affiliation with local credit union, and access to the library, sports and recreation facilities, and the café and dining halls.

  • NTP and NTT faculty have access to facilities and all benefits available to tenured and tenure-track faculty, including but not limited to group health insurance, retirement benefits, tuition remission, employee assistance program, long term disability insurance, life insurance, dental plan, vision plan, voluntary accidental death and dismemberment insurance, and a flexible spending account.