2016 EOU/AAP Faculty Negotiations
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Collective Bargaining Agreement
For the Period ending June 30, 2019
2016-19 Highlights of Collective Bargaining Agreement Changes
An adjustment of $2,500 will be added to the base salary of all ranks on September 15. Additional adjustments of $1,600 and $1,000 will be added to the base salary of all ranks on September 15, 2017 and 2018, respectively. In addition, all eligible faculty members will continue to receive step increases in each year of the three-year contract. Cost of living adjustments will be zero in all three years.
Healthcare premium share remains unchanged. EOU will continue to pay 95% of an employee’s healthcare premium, unless there are two healthcare plans to choose from and the employee chooses the least costly plan, in which case EOU will pay 97% of the employee’s contribution.
The parties agreed that individualized courses are offered rarely and typically when it would facilitate a student’s timely graduation. Moreover, with respect to individualized capstones, the parties noted that these too are a rare occurrence and, when allowed by the Dean will be loaded differently.
To address the issue more commonly known as “flipping,” the new contract language states that core and required courses will not be assigned as overload unless a faculty member’s load is composed of entirely core and required courses.
To clarify the term “casual employees” as used in the recognition Article (Article 1) of the contract, the parties defined casual employees to mean an on-site employee with an appointment of less than .50 FTE. Such an employee carries no rank and is characterized by their temporary nature. A fixed-term employee, on the other hand, is now defined as an on-campus employee who teaches at least one course or an on-site employee with an appointment of .50 FTE or greater. Fixed-term faculty do not hold tenure nor are on track for tenure.
The parties agreed to form several task forces to address a number of important issues relating to faculty. There are, in total, four task forces that will commence and complete their charges during the next contract. The four task forces will address intellectual property interest, overload practices, the possible creation of a load bank, and, as noted earlier, “parity.” Specific to the parity task force, the parties share the goal of raising salaries to be in line with universities comparable to EOU. The parity task force will research comparable universities and review the compensation and benefits at each. In future negotiations (or earlier if the parties agree) EOU and AAP can negotiate further increases to achieve comparability.
Other Notable Highlights
The parties agreed to language that credited service toward sabbatical eligibility when a sabbatical is cancelled for financial reasons.
Faculty travel funds will increase to a total of $70,000, $75,000 and $80,000 in years one, two and three of the contract, respectively. In addition, the maximum amount of an award is being increased to $3,000.
Faculty scholar awards will be funded at $110,500 in each year of the contract.
The parties negotiated clearer language for the progressive sanctions Article (Article 17). This new and clearer language will assist the Human Resources Department in the administering that Article.