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CONTRACT BULLETIN #2 REPORT ON SEPTEMBER 15th NEGOTIATIONS |
(click here to download this bulletin as a Word document)
The PSC held its
second collective bargaining session with CUNY management on Friday, September
15. The union accomplished two important things at the session: we presented
our complete list of contract proposals, which are published below; and we
established that the negotiations will be open.
The PSC maintains the right to communicate with our members, the press
and the public about the course of negotiations.
Confidentiality will be observed only on an ad
hoc basis, when agreed to by both parties for a particular discussion.
Representing the
PSC is the Negotiating Team appointed by the Executive Council. Its members are: Barbara Bowen, President; Steve London,
First Vice-President; Cecelia McCall, Secretary; John Hyland, Treasurer;
Stanley Aronowitz, University-Wide Officer; Frank Deale, University-Wide
Officer; Michael Fabricant, Vice President for Senior Colleges; Anne Friedman,
Vice-President for Community Colleges; Peter Hoberman, Vice-President for
Cross-Campus Units; Eric Marshall, Vice President for Part-Time Personnel.
In addition, the PSC team is supported by Frank Annunziato, who has
agreed to serve as Chief Negotiator while we fill his position at the PSC; and
by Arthur Schwartz and Susan Jennik, legal counsel to the PSC.
The Negotiating Team will also include representatives of the chapter
contract liaisons once the liaisons are in place.
CUNY management is represented by Vice-Chancellor for Faculty and Staff
Relations Brenda Malone; Vice-Chancellor for Legal Affairs/General Counsel Frederick Schaffer; Director of Instructional Staff Labor
Relations Raymond O'Brien; Assistant Director of Instructional Staff
Labor Relations Joan Fleishman; and Randy Levine, an attorney and consultant to the CUNY negotiating team.
We began the
session by stating that the PSC wanted to move the negotiations forward and to
make our contract proposals public as soon as possible.
Thus we had decided to present our proposals to management at this
session, even though CUNY had told us that management might not be ready with
its proposals. We presented
copies of the 170 proposals below to the representatives of CUNY management;
the proposals complement the Statement of Principles we had read at the
opening session. The proposals
contain a program for transforming our professional lives; they offer a new
vision of the University as a major resource for the people of New York and a
center of both research and teaching.
On receipt of
the proposals, CUNY management announced that they would reply with an
evaluation of which demands they considered permissible, mandatory, and
non-mandatory subjects of bargaining. We
asked for this response in writing before our next bargaining session; CUNY
agreed.
Turning to the issue
of ground rules for the negotiating sessions themselves, a subject Randy
Levine had raised at the first session, the PSC restated its agreement to the
first two of management’s proposed ground rules: that collective bargaining
sessions would be held alternately at the PSC and at 535 East 80th
Street (except when the presence of a large number of people at the session
made it more practical to meet elsewhere); and that both sides would sign off
on tentative agreements as negotiations progressed, but that no agreements
would be final until ratified. Both
of these rules are standard features of labor negotiations, and it is useful
for the PSC to have a written record of tentative agreements as discussions
progress.
The third ground
rule proposed by Mr. Levine, that negotiations be kept confidential except for
necessary communication with our respective constituencies, was rejected by
the PSC. We proposed—and
management accepted—that either side could request that certain portions of
the discussion at the table be in confidence for the sake of making progress,
but that both sides would have to agree in advance to that arrangement.
Otherwise, the PSC will provide summaries of sessions to you on this
website and in other publications.
We welcome your comments on the proposals and the negotiations, and will follow this list of the PSC proposals later in the year with more detailed analyses of each section. While we reserved the right to present further proposals to management, the PSC’s central vision for the new contract is contained in the proposals below. They were developed through the most far-ranging process of contract discussion ever undertaken by the PSC, and were approved unanimously by the Delegate Assembly last June. If we are to achieve at the bargaining table the transformation of our working lives these demands propose, we will need the engagement of every one of our members. We believe it’s a transformation worth fighting for.
PROPOSALS
FOR COLLECTIVE BARGAINING AGREEMENT
SEPTEMBER
2000
CONTENTS
click to go to STATEMENT OF PRINCIPLES
PROPOSALS
click heading to go to item
A. Recognition
B.
Salary
C
Workload
L.
Retirees
M.
Health,
Pensions and Other Benefits
N.
Conditions
for Professional Life
O. Duration
PSC CONTRACT PROPOSALS
go to STATEMENT OF PRINCIPLES
1.
All employees who perform the same or similar functions to those in
titles in the unit, such as but not limited to teachers in CLIP and Language
Immersion Institutes, shall be included in the unit regardless of funding
source for their positions.
2.
The Chairpersons of Library, Counseling and Co-op Departments shall be
elected by members of the respective departments.
3.
CLIP and Intensive Language Immersion Institute staff are full-time
personnel who shall be assigned a title of Language Immersion Lecturer.
4.
The exclusion of Continuing Education Teachers and Lecturers from
Articles 9, 18, 19 and 20 shall be omitted.
5.
CUNY Health and Safety Officers shall be included in the bargaining
unit.
6.
CUNY sign-language interpreters shall be included in the bargaining
unit.
7. All computer titles within an academic or instructional area of the University shall be presumed to be covered by the PSC bargaining unit unless it can be shown that the preponderance of the job responsibilities are merely clerical in nature. All computer titles within an administrative area of the University shall be presumed to be included in the bargaining unit if the preponderance of the job responsibilities are instructional in nature or support the instructional activities of the University.
back to Table of Contents for Contract Proposals
8.
Salaries shall be restored to their historic position of comparability
with the salaries provided by major research institutions.
Faculty, graduate assistant and non-classroom instructional staff
salaries shall be amended as follows:
9.
Starting salaries shall be substantially raised in each faculty,
graduate assistant and staff rank.
10.
The number of steps between the bottom and the top in each rank shall
be reduced.
11.
The remaining steps shall be substantially increased so that maximum
salary steps in each rank are substantially increased.
12.
The waiting period of the longevity steps shall be eliminated.
13.
All members of the bargaining unit shall receive substantial
across-the-board salary increases in each of the three years of the contract.
14.
Lecturers shall be placed on the Assistant Professor salary scale at
the appropriate step.
15.
The Registrar series shall have parity with the Professorial salary
scale.
16.
Adjunct faculty shall be paid on the basis of parity with full-time
faculty as follows:
17.
Adjunct Lecturers shall receive one-twentieth (1/20 or 0.5) of a
Lecturer’s salary, at the corresponding level on the salary scale, for every
contact hour taught. It is
understood that this salary would include compensation for office hours and
fulfillment of various departmental duties, as for full-time faculty ranks, on
a pro-rated basis depending on hours taught.
Salary for Adjunct Assistant Professors and higher Adjunct ranks would
be based on the same ratio of parity plus an additional 10% for Adjunct
Assistant Professors, 20% for Adjunct Associate Professors and 30% for Adjunct
Professors. These salary rates
include pro-rated time for office hours and departmental assignments.
Adjuncts shall receive the same salary placement regardless of the
college in which they work.
18.
There shall be established an hourly overtime rate of 1/1000th of
annual salary or compensatory time, at the employee’s option, to apply for
any work in excess of 30 or 35 hours a week, depending on position, for all
non-classroom instructional staff.
19.
All non-classroom instructional staff members shall receive
differential pay for all work performed on weekends and evenings.
20.
There shall be a $10,000 increment for all steps on all College
Laboratory Technician, Assistant to HEO, and Assistant Registrar schedules in
addition to the negotiated percentage increase.
21.
An annual salary and salary steps equal to that of Lecturers shall be
established for CLIP Lecturers.
22.
The Research Assistant salary scale shall be equal to that of
Lecturers.
23.
The Research Associate salary scale shall be equal to that of Associate
Professors.
24.
The Performance Excellence Award shall be deleted from the contract.
25.
The Lecturer Doctoral schedule and the EOC Lecturer Doctoral salary
schedule shall be eliminated, but only if the PSC proposal to move Lecturers
to the Assistant Professor salary schedule is accepted.
26.
Add to Article 10.3a: “Adjuncts whose course is canceled less than
thirty (30) days prior to the start of classes shall be paid for the entire
course.”
27.
A step salary schedule shall be established for faculty members at the
CUNY Law School.
28.
Instructional staff who work multiple positions shall be paid for this
work at the same rank and step as they are paid for their full-time work.
29.
The restriction on multiple teaching opportunities for those members of
the instructional staff who receive reassigned time for research activities
shall be eliminated.
30. Add to Article 20: “Payment for multiple position teaching shall not be deducted from back-pay awards.”
back to Table of Contents for Contract Proposals
31.
Teaching loads shall be made comparable to those at other major
research universities. The
undergraduate contact hour teaching load shall be a maximum of 15 annually for
senior colleges (including the College of Staten Island and New York City
Technical College), a maximum of 20 annually for community colleges, and a
maximum of 20 annually for Instructors, Lecturers and Substitutes.
(It is understood that this teaching load applies to all undergraduate
and Master’s courses.)
32.
For new tenure-track faculty, the contact teaching hour load shall be a
maximum of 12 annually for all senior and community colleges in at least each
of their first two years, depending on the research programs of the individual
faculty members.
33.
A three-credit doctoral course shall count as 6 contact teaching hours.
34.
The University and the PSC agree that the attainment of smaller class
sizes at CUNY is a desirable and necessary goal to continue to provide
high-quality instruction for our students and to guarantee an environment
where teaching and research will thrive.
The University and the PSC further agree that smaller class sizes are a
vital element in fostering the highest standards of teaching and research.
The University and the PSC are, therefore, committed to
across-the-board decreases in class sizes throughout CUNY.
35.
The PSC and the University will cooperate to insure that the wishes of
departments are honored, in terms of section, course, laboratory (including
speech and language labs) and studio size limits.
As a maximum, class sizes for laboratory or studio classes shall not
exceed the number of stations in the lab or studio.
The number of students in any class will also be consistent with the
health and safety requirements of the New York City Fire Department.
Given that the PSC and the University agree that skill in writing is
essential for academic success, special efforts will be made to keep the
number of students enrolled in writing/composition courses as small as
possible. The University will
provide the PSC with statistics to enable the PSC to monitor compliance with
departmental preferences in class size.
36.
Upon the effective date of this contract, representatives of CUNY and
the PSC will meet to reduce the size of unusually large classes throughout the
University. The term “unusually
large classes” shall mean those classes in which the number of students is
not at least 25 percent less than the average for those classes in the prior
three years. Thereafter,
representatives of CUNY and the PSC will meet at the beginning of each
semester to reduce the size of classes larger than in previous years.
37.
Departments shall continue to specify course and section limits.
In the event that actual class size exceeds departmental size limits,
the instructor shall receive an additional one contact hour credit towards the
instructor’s teaching workload for each five students above the departmental
limits.
38.
Amend Article 9.7: “The teaching load for faculty in Substitute
titles shall be the same as that of the faculty in the equivalent tenure-track
rank.”
39.
Add to Article 9.10 and to Article 9.12: “Whenever an appeal is
submitted to the President under this Article, the President must respond
within ten (10) calendar days of the receipt of the appeal.”
40.
Amend Article 15.2: “Adjunct Lecturers and Adjuncts in other faculty
titles shall have parity with Lecturers in contact hour teaching load.
The annual teaching contact hour load for Adjunct faculty shall not
exceed that of Lecturers.”
41.
Full-pay year-long sabbaticals shall be instituted for all tenured
faculty, and a year-long research leave at full pay shall be instituted for
tenure-track faculty in the third year of their appointment in a manner
appropriate to the faculty member’s discipline.
Such leaves shall not interrupt the tenure clock.
42.
Three hours of reassigned time for two consecutive semesters shall be
made available to faculty who have recognized research progress, such as a
book contract, revision of a refereed article, a paper accepted for an
international conference, as determined by the department Personnel and Budget
Committee.
43.
All Counselors shall be restored to the faculty calendar, and all
Librarians, regardless of when hired, shall earn 30 days of annual leave per
year.
44.
The work week for all no-classroom instructional staff shall be reduced
to 30 hours.
45.
The work week of Librarians shall be 30 hours over five consecutive
days, with two consecutive days off.
46. Time spent reading and answering course-related electronic mail and listservs shall be counted as part of required office hours.
back to Table of Contents for Contract Proposals
47.
Amend Article 2.4c(v) as follows: “Upon delivery to a standing
Committee of the Board of Trustees of any proposal for a Board resolution
respecting a term or condition of employment of employees covered by this
Agreement, or upon the appearance on the Board’s agenda of any such
resolution, the PSC may request consultation with the Chancellor or the
Chancellor’s designee in respect of such proposed Board action [strike the
words unless manifestly impracticable] and the Chancellor or the
Chancellor’s designee, prior to the Board’s action, shall report to the
Board the substance of such advance consultation [strike the words: it
being understood that the PSC’s consent to the Board’s action shall not be
required prior to such action being taken or becoming effective, unless the
Board action shall be inconsistent with a stated term of this Agreement.]
48.
Should any proposed resolution of the Board of Trustees or any action
of any administrator be addressed to the terms and conditions of employment,
to the extent that such term is not addressed in this Agreement, the
University shall be obligated to negotiate with the PSC in good faith. The unilateral implementation of a term or condition of
employment or the unilateral change in such terms may be subject to a
grievance pursuant to Article 20 of this Agreement.
Changes in the terms and conditions of employment that may have the
effect of unlawful discrimination, as described by Article 8 of this
Agreement, will be subject to negotiation with the PSC and may be grieved
under Article 20 of this Agreement.
49.
Amend Article 2.6: “Such consultations shall not be deemed a
substitute for the obligation to negotiate in good faith over proposed changes
in or additions to the terms and conditions of employment.”
50.
The waiver that allows non-collection of agency fee for all adjuncts
shall be rescinded.
51.
PSC members who are employed at the Equal Opportunity Centers shall be
released without loss of pay to attend PSC-sponsored workshops and training
sessions.
52. PSC Chapter Chairs at the Equal Opportunity Centers shall receive reassigned time for their union work.
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53.
Add to Article 20.4: Extensions of all time limits contained in the formal
procedure for handling grievances may be granted by mutual agreement in
writing between the parties. In the event the University does not adhere to a time limit
at any level of the grievance procedure, absent written mutual agreement
between the parties, the grievance shall be deemed sustained. In the case of
grievances pertaining to denial of reappointment, denial of reappointment with
tenure or denial of promotion, the grievance shall be submitted to a select
faculty committee, which will render a final decision.
54.
The time limit for initiating a grievance shall be ninety (90) days, excluding
Saturdays, Sundays and legal holidays, for all grievances, except grievances
relating to reappointment or to an appointment with a Certificate of
Continuous Employment. These shall be filed within ninety (90) days, excluding
Saturdays, Sundays and legal holidays of the individual’s scheduled date of
notification, as specified in Articles 10 and 13 of the Agreement.
55.
For grievances still unresolved at the second step of the procedure, a
grievance mediation step shall be introduced when discussions to resolve the
grievance do not lead to an agreement. The parties agree to the use of a
mediator who would issue an advisory opinion. The parties are entitled to
pursue additional settlement discussions after reviewing the advisory opinion.
Grievances unresolved after mediation may be arbitrated.
56.
Add to Article 20.8: “Should a grievance or arbitration be resolved through a
settlement agreement, the PSC and the grievant shall agree to withdraw with
prejudice only the complaint, grievance or arbitration that gave rise to the
settlement agreement. The withdrawal shall be limited solely to the actions
that gave rise to the claim involved in the grievance, complaint or
arbitration, and no other conditions of employment for any period either
preceding or following the last date listed in the agreement.
57.
Timeliness guidelines governing the University's response to grievances shall
be established and enforced with the consequence that failure to respond
within the established time frame will result in a favorable decision for the
grievant.
58.
Article 21.11 shall be deleted. Article
21.11 states: Adjuncts shall be subject to discharge for just causes, subject to the
Grievance and Arbitration article and not to Article 21 of this Agreement.
back
to Table of Contents for Contract
Proposals
59.
The Procedures for Implementation of the City University’s Policy
against Sexual Harassment shall be incorporated with the following changes:
60.
Section 3: Confidentiality, add:
“All individuals who are involved in the complaint-reporting,
mediation and/or investigation process are obliged to maintain confidentially
about the proceedings. Confidentially does not mean that the details of the
complaint will be withheld from the charged party or the PSC.
61. Section 7: Informal Resolution of Sexual Harassment Complaints, add:
“At no time shall the accused be required to submit a written
statement in response to the complaint of sexual harassment.”
62. Section 8:
Investigations of the Sexual Harassment Complaints, change 8(b) to read:
“When appearing before the Panel Coordinator and the Deputy Coordinator, the
accused shall not be obligated to submit a written statement at any time
during the investigation of the sexual harassment complaint or when appearing
before the sexual harassment panel. The
Panel shall provide the accused with a written statement, signed and dated by
the complainant, which sets forth the particulars of the complaint, including
dates and places, as well as the impact of the alleged harassment with
specificity.
63. Records and Reports, change to
read: “Records regarding
complaints of sexual harassment shall be handled in the following manner:
64.
All records of complaints shall be maintained solely in a file maintained by
the Sexual Harassment Panel Coordinator to be maintained in the college’s
Personnel Office. No complaints,
including any and all supporting documents, shall be placed in any other files
maintained by the college, including, but not limited to, both personnel files
listed under Article 19 of the Agreement.
65.
Records of investigated complaints in which no probable cause is found will be
confidentially maintained for a period not to exceed one year, or until the
conclusion of any outside agency investigation or legal action, whichever is
later.
66.
Access to records of complaints is strictly limited to those university and
union representatives directly investigating the complaint, implementing an
informal resolution of the complaint or involved in formal disciplinary
actions related to allegations of sexual harassment consistent with Article
21of the Agreement.
67. Records of decisions by complaining parties not to pursue complaints they have filed with the Sexual Harassment Panel Coordinator shall be confidentially maintained for a period not to exceed six months.”
68.
Delete from the Procedures: Applicability
of Procedures: (b) The procedures are intended to provide guidance to the
President and Panel members for implementing the University Policy against
sexual harassment; these procedures do not create any rights or privileges on
the part of any others.
Insert:
The word “shall” after interview in second bulleted paragraph.
Delete: The word “not” in the last bulleted paragraph.
back to Table of Contents for Contract Proposals
Bill
of Rights for All Members of the Instructional Staff
69.
The following Bill of Rights shall be implemented:
An employee shall be informed of his/her right to a union representative or an attorney prior to the initiation of a disciplinary proceeding, including but not limited to, an investigative interview that may lead to disciplinary action, pursuant to this article.
·
No statement(s) or admission(s) made by an employee during an
investigative interview without that employee having the opportunity of a
union representative or an attorney shall be subsequently used in a
disciplinary proceeding against such employee.
·
No employee against whom disciplinary action has been initiated shall
be requested to sign any statement or admission of guilt, to be used in a
disciplinary proceeding under this article without the opportunity to have a
union representative or an attorney.
·
An employee shall not be coerced or suffer any reprisal either directly
or indirectly that may adversely affect that individual’s hours, wages or
working conditions as the result of the exercise of the above stated rights.
·
Disagreements arising as to the interpretation or application of these
rights shall be subject to the grievance and arbitration procedures contained
in Article 20.
70.
Notification to the PSC:
Whenever a written notice of intent to prefer charges is served
upon an employee or where investigative interviews are conducted which may
lead to such action are initiated by a college, a copy of the notice shall be
sent simultaneously to the employee and to the President of the PSC or the
President’s designee.
71.
College Presidents shall adhere to strict deadlines for the issuance of
Presidential reasons in cases of appeal.
Rebuttal by the grievant shall be permitted.
72. Add to Article 21: “Respondents not represented by the union shall place funds in escrow prior to the start of the arbitration hearing in a manner parallel to that stipulated in Article 20.6.”
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73.
HEO’s shall be entitled to Presidential reasons in the case of a denial of
reappointment, beginning with the first reappointment.
74.
The HEO series shall be established as a promotional series.
75.
A peer committee shall be established for HEO, Registrar, and CLT
personnel to make recommendations on all appointments, reappointments,
promotions, and tenure; the members of the committee shall be elected by
non-classroom instructional staff members.
76.
The CLT series shall be reestablished as a promotional series using
standard instructional staff promotion procedures.
77.
A uniform pay policy for shall be established for non-teaching
instructional staff who work on paid holidays.
78.
HEO series titles shall have a notification of reappointment period
comparable to that of teaching faculty.
79.
There shall be established 1-year appointment and four 1-year
reappointments as a prerequisite for 13.3b appointments.
80.
A Certificate of Continuous Administrative Service shall be granted
under 13.3b to HEO’s for total university-wide service, cumulative in all
HEO Series titles held by the employee.
81.
One-year notice of retrenchment shall be given to HEO’s who are
retrenched.
82.
Non-teaching instructional personnel hired since September 1, 1987
shall earn annual leave at the same rate as those non-teaching instructional
personnel hired prior to September 1, 1987, i.e., thirty days per year.
83.
Unlimited accumulation of annual leave days shall be provided for
non-teaching instructional staff members.
84.
Non-classroom instructional staff shall be entitled to carry over
unscheduled holidays.
85.
Non-classroom instructional staff shall be provided paid professional
development leaves of up to one semester.
86.
In the event an annual evaluation is not conducted before March 1 in
any year, the employee’s performance shall be considered satisfactory.
The same provision shall apply to teaching faculty.
87.
The requirement that the employee notify management if observation or
annual evaluation does not occur within contractual time limits shall be
eliminated.
88. Grievants shall be
made whole for all retroactive reinstatements.
Any grievant who wins retroactive reinstatement with permanent
employment; i.e., tenure, promotion, CCE, CCAS, etc., shall receive full back
salary, inclusive of fringe benefits.
89.
Article 13.3b appointments shall have the same rights as multiple-year,
tenured, and CCE appointments where applicable.
Article 13.3b non-reappointments shall receive the same priority in
arbitration scheduling as other back-pay grievances.
90.
A uniform observation/evaluation form shall be created for CLT’s.
91.
There shall be established a committee comprised only of bargaining
unit members to hear and render binding decisions on complaints of excessive
workload brought forward by the non-teaching instructional staff.
92.
A uniform, university-wide policy establishing a 10-week, four-day
workweek during the summer months shall be enacted.
93.
Whenever appropriate, there shall be no laboratories without
instructors and/or technicians holding Certificates of Fitness.
94.
All lines of retired or non-reappointed staff in a department or
division, including Registrars, shall be replaced within one semester.
95. Appropriate degree
requirements shall be instituted for CLT positions.
96.
CUNY and in-house training programs shall be provided for HEO’s and
CLT’s, with released time for participants.
97.
Time served in substitute titles shall be included for CLT’s when
computing tenure or 13.3.b. status.
98.
The HEO/CLT work year shall be established as one fall semester, one
spring semester and one mini-module (e.g., Winter, Intersession or Summer
Session).
99. It shall be
guaranteed that CLT’s are not responsible for teaching and shall not be
placed in labs or studios in lieu of teaching faculty; it shall be further
guaranteed that CLT’s are not responsible for giving students access to
teaching areas without an instructor present.
100.
PSC Cross Campus chapter officers, regardless of campus of employment,
shall be guaranteed reassigned time for union work during the period September
1 through August 31.
101. Article 30.3.a
shall be changed to include all full-time members of the instructional staff.
102. Each member of the instructional staff shall be provided with appropriate office space, a desk, a chair, a telephone, file cabinets and bookshelves.
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103.
Adjuncts shall be eligible, on a pro-rated basis, for all the
benefits, prerogatives and opportunities granted in the collective bargaining
agreement to full-timer members of the instructional staff.
The language of the Agreement throughout shall be amended accordingly.
104.
After 10 consecutive semesters of teaching at CUNY, an Adjunct shall
receive a Certificate of Continuous Employment (CCE). The Certificate of
Continuous Employment shall be awarded retroactively at the inception of this
contract. Article 12.1 shall be further amended to read: “…such time shall
commence with the first semester of appointment.”
105.
All provisions of Article 9.10 shall apply to part-time members of the
instructional staff.
106.
After 2 consecutive semesters of teaching at CUNY, an Adjunct must be
offered appointments of not less than one year.
107.
After 2 consecutive semesters of teaching at CUNY, a Continuing
Education Teacher shall be offered appointments of not less than one year.
108.
After 6 consecutive semesters of teaching at CUNY, an Adjunct who is
not reappointed must be given a written explanation for the non-reappointment.
109.
Adjuncts shall earn seniority based on the total number of semesters of
teaching completed in an academic department at CUNY.
The principle of seniority shall govern reappointment and assignment of
contact teaching hours.
110.
Adjuncts who have been non-reappointed for fiscal or programmatic
reasons shall have priority in reappointment and the assignment of
credit-hours (where this does not conflict with PSC Proposal 98) when the
canceled sections are subsequently reoffered.
111. Adjuncts shall not receive unreasonable schedules.
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112.
The number of sabbaticals granted annually to Campus Schools shall be
increased to at least five.
113.
A fair system for the granting of unpaid leaves of absence shall be
established.
114.
Job-sharing arrangements on a voluntary basis shall be established.
115. The indemnification rights of faculty members shall be incorporated into the Agreement.
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116.
All material created by an instructional staff member shall be the
intellectual property of the instructional staff member exclusively.
117.
No member of the instructional staff shall be required to participate
in any distance-learning project.
118.
The University shall provide stipends, including in the summer, for
instructional staff members who want to learn how to develop distance-learning
programs.
119.
Workload for distance learning courses shall be governed by the
workload provisions of this Agreement, except that in the first two years of a
distance leaning course, instructors shall be credited for two contact hours
for each one distance learning course contact hour. Thereafter, with
departmental consent, distance learning courses shall be granted additional
credits towards faculty workload requirements. This provision shall include
Librarians.
120.
Class size limits for distance learning courses shall be determined by
the instructor teaching the
course and by his/her department.
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to Table of Contents for Contract
Proposals
121.
The University shall issue an identification card, at no charge, to all
retired members of the instructional staff; the card shall be valid at all
CUNY campuses and facilities.
122.
The identification card shall permit retired members of the instructional
staff access to all CUNY buildings and facilities on an equivalent basis to
active instructional staff members, including but not limited to faculty
dining rooms, gymnasiums, swimming pools, libraries and computer labs.
123.
Retired members of the instructional staff shall have access to
computer services at their home campuses and at other campuses on an equipment available
basis.
124.
Retired members of the instructional staff shall be provided with office space
and phone service on a space-available basis.
125.
Retired members of the instructional staff shall be granted parking
privileges at their home campuses on a space-available basis.
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to Table of Contents for Contract
Proposals
H
126.
Employer contributions to the Welfare Fund shall be substantially
increased.
127.
Adjunct faculty health benefits shall be transferred to New York City
or State of New York system.
128.
Following the municipal pattern, Adjuncts who teach at least
"half-time" (which shall be defined as two courses or six credit
hours per semester) shall receive full-time benefits, which shall be funded by
the City.
129.
Bereavement leave with pay for five days shall be granted for the loss
of a member of the employee's immediate family, including domestic partners.
130.
Graduate fellows in all categories shall have the same health insurance,
including dental insurance, as full-time faculty.
131.
Adjunct faculty at EOC’s and
adjunct CLT’s shall be eligible for the same retirement benefits on the same
basis as full-time faculty and full-time CLT’s.
132.
The agreements made between the City of New York and the Municipal
Labor Committee on TRS pension contribution improvements shall be incorporated
into the Agreement. All
members of the ORP shall have their 3 percent contribution paid for by the
University after 10 years of service.
133.
All courses taught, regardless of funding source, shall fulfill
eligibility for benefits.
134.
Seniority and eligibility for benefits shall be earned CUNY-wide.
135.
Adjunct faculty who have earned benefits shall have those health
benefits continued if their teaching load drops to 1 course or 3 credit hours
as the result of departmental decisions.
136.
Adjunct faculty shall be entitled to a semester of regular paid leave,
with no loss of seniority, after 14 consecutive semesters of teaching at least
2 courses or 6 credit hours per semester.
Compensation shall be calculated by averaging the number of
credit-hours taught per semester for each of the previous 6 semesters and
multiplying that by the adjunct's credit-hour salary and by 15 (the number of
weeks in a typical semester).
137.
Adjunct faculty shall be eligible for unpaid leave, with no loss of
seniority, on the same basis (pro-rated) as full-time faculty.
138.
Members of the Optional Retirement Program (ORP) shall be eligible to
receive after- retirement health and welfare benefits after five years of
service at age 55 if they began employment at CUNY prior to 1976, and at age
62 if they began employment at CUNY after 1976.
139.
ORP members who came to CUNY after 1976 shall also be eligible to
receive post- retirement health and welfare benefits after 30 years and age
55.
140.
Multiple position work shall be pensionable to all members of ORP’s.
141.
The requirement that TIAA/CREF retirees must retain 33 percent of the
accumulation shall be eliminated. The
changes the Board of Trustees made to TIAA/CREF this year; i.e., loans and
elimination of 33 percent requirement for people who leave CUNY and are not
eligible for post-retirement health benefits, shall be incorporated into this
Agreement.
142.
Employees who switch from the Research Foundation to CUNY payroll and
vice versa shall not be classified as new employees to establish health
insurance eligibility.
143.
Employees who move back and forth from the Research Foundation to CUNY
shall have their service bridged so that they do not have to reestablish
eligibility for post-retirement health and welfare benefits.
144.
Employees in the ORP who transfer from SUNY to CUNY shall be maintained
in their original tier.
145.
The University agrees that adjuncts who have not received a commitment
in writing for a position for the next semester by the end of the previous
semester shall be eligible to receive unemployment compensation and that the
University will not contest such claims.
146.
The side agreements made to provide post-retirement health benefits for
EOC retirees shall be incorporated into this Agreement.
147.
The University shall reimburse all EOC retirees for the costs of
Medicare Part B., as it does for all other CUNY retirees.
148. A Transit Checks program shall be instituted.
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Conditions
for Professional Life
149.
Each campus shall establish childcare services for members of the
bargaining unit and CUNY shall subsidize this service with a graduated fee
schedule.
150.
A Diversity Fund shall be established to insure the hiring of more
faculty and staff in underrepresented categories.
151.
Under Article 6.1 (a), reassigned time shall be increased to 250 hours.
152.
Under Article 6.1 (b), the University shall provide a full-time
replacement for the President, the First Vice President, the Secretary and the
Treasurer of the PSC.
153.
Three months full pay shall be granted for parental leave or the
adoption of a child.
154.
Leave granted under the Federal Parental and Medical Leave Act shall
not run concurrently with sick pay.
155.
PSC-CUNY award funds shall be substantially increased.
Awards may be used for two courses released time for Community College
Faculty and one course for Senior College faculty
156.
Travel Funds for faculty and staff shall be substantially increased.
Adjuncts shall have access to these funds.
157.
Article 25.7 shall be deleted.
158.
The university shall provide the PSC, including union chapter chairs,
with a list of new hires, including adjuncts, by October 15 of each year.
159.
In Article 14.3 (b), the section of the current Agreement on accrual
rates for Librarians employed after January 1, 1988 shall be eliminated and
replaced with: “For full-time Library Faculty the administration shall
provide 20 work days of research leave per year, per library faculty in
staggered blocks of uninterrupted vacation/research time of 4-8 weeks
duration. A research proposal and
follow-up reported must be submitted to the Department Chair to qualify for
this leave.”
160.
Free CUNY tuition for all semesters, summer and mini-modules shall be
established for all immediate family members of members of the bargaining
unit, including their domestic partners.
161.
CUNY Graduate Center doctoral students who perform work covered by this
contract shall receive full tuition remission.
162.
Adjunct faculty shall be guaranteed consideration for full-time lines,
and shall be given notice that lines are open.
163.
An Incentive Fund shall be created to encourage and aid departments in
the hiring of CUNY adjuncts for full-time lines.
164.
Adjuncts shall have offices with computers, telephones, and other
necessary office equipment, with no more than 3 people per office.
165.
Adjuncts shall accrue sick leave.
166.
Adjuncts shall receive a tuition waiver equal to the number of credit hours
taught in any semester.
167.
Adjuncts shall be included in all the provisions of Article 25, and
shall be also eligible to participate in faculty development and promotional
opportunities.
168.
Job-sharing arrangements on a voluntary basis shall be permitted for
all members of the bargaining unit.
169. Occupational safety and health protections shall be substantially strengthened.
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170. This Agreement shall be in effect for three years.
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