Provost & Academic V.P. Western Illinois University 1 University Circle 211 Sherman Hall Macomb, Illinois 61455 Phone: 309/298-1066 E-mail: PS-Brown@wiu.edu

WIU/UPI Agreement 2001-2005

Article 29: Additional Compensation

This Article shall be in effect for the term of this agreement, except as provided in Article 14.

29.1. Promotion
In addition to the salary increase specified in Article 28, the Board will grant salary increases for promotion, effective September 1, 2001 in the amounts listed below:

1. ) $246/month for promotion to assistant professor;
2. ) $263/month for promotion to associate professor;
3. ) $294/month for promotion to full professor.

29.2. Professional Achievement Award
Eligible employees who have been granted a Professional Achievement Award during the 2000-01 year will receive a $149 per month increase effective September 1, 2001. This award is intended to be distributed for the duration of the contract.

29.3. Salary Minima

1. Effective September 1, 2001 the University shall adjust the monthly salary of an employee whose salary is less than the applicable minimum. All minima adjustments under this contract shall be implemented before Professional Achievement Award increases and after all other increases have been awarded.
2. The minimum monthly salaries shall be computed according to the following salary lanes for employees at each rank as of September 1, 2001:
   1. ) $3346 for the rank of Instructor.
   2. ) $3773 for the rank of Instructor, with at least three completed years of service to the University in that rank.
   3. ) $4529 for the rank of Assistant Professor.
   4. ) $5031 for the rank of Assistant Professor, with at least five completed years of service to the University in that rank.
   5. ) $5588 for the rank of Associate Professor.
   6. ) $6113 for the rank of Associate Professor, with at least five completed years of service to the University in that rank.
   7. ) $6777 for the rank of Professor.
   8. ) $7295 for the rank of Professor, with at least five completed years of service to the University in that rank.
   9. ) $7946 for the rank of Professor, with at least ten completed years of service to the University in that rank.
   10. ) $8404 for the rank of Professor, with at least fifteen completed years of service to the University in that rank.
3. When calculating minima adjustments, an employee's PAA award(s) will be excluded from her or his salary.

29.4. Initial Appointment

A person who receives an initial appointment to a position in the bargaining unit shall be appointed at a salary at least equal to the applicable minimum salary for her or his qualifications specified in Section 29.3.

29.5. Grant/Contract Salaries

If an employee is assigned work on an externally funded grant or contract, the work may be excluded from her or his assigned obligation if approved by the appropriate University Vice President. For all such grant or contract work so excluded an employee may earn up to a total of 40% of her or his basic salary in a twelve month period. This amount shall be in addition to the employee's basic salary. This section shall not apply to grant or contract work performed during sabbatical leave.

29.6. Counteroffer

1. The University President may approve a salary increase to retain an employee who has received a bonafide offer of other employment which the President has verified with an appropriate official. The employee's monthly salary following the effective date of an increase under this paragraph shall not exceed the amount of the monthly starting salary offered to the employee by the other employer.
2. The effective date of the increase provided in 29.6.a. above shall be no sooner than the first day of the academic term which immediately succeeds the approval of the counteroffer by the University President.
3. An employee shall not be eligible to receive a salary increase under 29.6.a. above until her or his fourth year of full-time employment at the University. An employee who receives an increase under 29.6.a. above will not be eligible to receive another such increase until the fourth year after the increase.
4. An employee who receives an increase under 29.6.a. above shall be eligible to receive the difference between the increase under 29.6.a. above and the increase specified in Section 28.1 if:
   1. ) the increase under 29.6.a. above is less than the increase specified in Section 28.1; and
   2. ) the employee is otherwise eligible for the increase specified in Section 28.1.
5. Each employee who receives a salary increase under 29.6.a. above shall agree to serve at the University for at least two academic years subsequent to the academic year in which the increase is received and shall give a judgment note to the Board for the amount of the increase, said judgment note to be canceled at the end of the required period of service or at the death or permanent disability of the employee.
6. Within 30 days after the approval of an increase under 29.6.a. above, a report shall be submitted to the Union President and the University President. The report shall contain the name of the employee to be awarded such an increase, a copy of the offer received by the employee and the amount of the increase. In the event the offer has not been in writing and if the offer has been from an academic institution, the report shall include the name of the official with whom the President has verified the offer.
7. The approval of or failure to approve an increase under 29.6.a. above shall not be subject to the grievance procedure specified in Article 6. The Union may file a grievance concerning any other aspect of Section 29.6. The grievance must be filed within the time limit for filing a grievance specified in Article 6.

29.7. Transfer and Reassignment Adjustments

The University may adjust an employee's salary based upon transfer or reassignment in accordance with Sections 29.7.a, 29.7.b, and 29.7.c below. An employee may request an adjustment by notifying in writing the appropriate University Vice President of the desired adjustment. The employee may include endorsement by her or his supervisor(s) in the request. If the request is honored, the salary increase shall take place at the beginning of the next term of employment. If the request is denied, the employee will be so notified, in writing, by the appropriate University Vice President. Such request shall not be unreasonably denied.

1. The salary of an employee who assumes a position with a different title and with expanded responsibilities preponderantly outside of her or his department may be increased to a level comparable to the salaries of other employees with comparable titles and a comparable level of responsibilities.
2. The salary of an employee who is transferred, pursuant to Article 25, from one department or unit of the University to another may be increased to a level comparable to the salaries of other employees with similar qualifications and experience in the receiving department.
3. Within 30 days after the granting of an increase under this Section, the Union President and the University President shall be notified of the name of the employee granted the increase, the reason for the increase, and the amount of the increase.

29.8. Overload

An employee who is assigned duties in excess of the maximum of the relevant academic credit equivalents (ACEs) specified in Section 17.2 and, for summer session, Article 18, shall be compensated for excess ACEs at the rate of $550 per ACE.

29.9. Extension Teaching Compensation

1. Employees shall receive a stipend for commuting to teach at sites distant from their campus site. Based on a semester long course taught once per week (16 weeks per semester), the following compensation will be awarded:
   1. ) $720 for sites located more than 150 miles from the campus;
   2. ) $560 for sites located 50—150 miles from the campus;
   3. ) $400 for sites located less than 50 miles from the campus.
2. Payment shall be increased or decreased proportionately for courses which involve more or fewer trips to the off-campus site. When two courses are taught at the same site on the same day, involving one trip, payment will be based on the one trip.
3. Travel reimbursement will also be paid, at regular and established rates, to faculty teaching off-campus for meals, pre-approved use of personal car or commercial transportation, or other legitimate and pre-approved travel expenses.

29.10. Thesis Supervision

An employee who is a thesis supervisor will be paid $200 for each completed thesis.

29.11. Compensation for Distance Education Courses Funded by School of Extended and Continuing Education

1. For developing a course that is print-based only, faculty will receive $1090 for study guide development and $545 for major study guide revisions. For teaching a course that is print-based only, faculty will be compensated at the rate of $33 per student credit hour.
2. For developing a print-based course that involves the development of supporting multi-media materials, faculty will receive the same compensation as above plus technical/development support to prepare the multi-media materials that support the course and to support students enrolled in the course with technical problems. There will be an additional individually negotiated flat fee for developing the multi-media materials and an additional individually negotiated flat fee for major revisions. Compensation for teaching the print-based course that is supplemented with multimedia materials is the same as for print-based only courses.
3. For developing a teleclass, a formal contract between WIU and the faculty member will be executed. The contract will include all rates of compensation and describe the workload expectations. In return for the compensation provided by the contract, faculty must agree to teach the course a minimum of three times through the Independent Study Program. Compensation for teaching the course will be the same as for print based only courses.
4. For teaching a telecourse purchased from external sources and not developed by the faculty member, there is no compensation for in-load classes. For overload classes, compensation for teaching the course is at the same rate as for print-based only courses.
5. For developing a web-based course the compensation for study guide development and revision are the same as for print-based only courses. Compensation for teaching the course is the same as for print-based only courses (29.11.a) and the obligations of the faculty member in terms of the number of times the course must be offered are the same as for teleclasses (29.11.c).

29.12. Summer Session Compensation

1. A summer session assignment shall be compensated on the basis of the employee's monthly salary for May of the immediately preceding academic year.
2. An employee shall receive one month's salary for an assignment of three academic credit equivalents (ACEs). Three ACEs (or four, in the case of a 4 semester hour course) shall be considered a full load. Any assignment above this level shall be paid at an overload rate. Colleges may determine overload compensation for a second course assignment at a uniform rate above that stated in 29.8.
3. For classes with low enrollment (below 10 for undergraduate students and below 5 for graduate students), the University may choose to offer the course and pay the faculty member $65 per student credit hour. (This rate shall not apply if there is an Academic Vice President-approved enrollment cap at or below these limits.) Enrollment figures will be determined at the end of the second day of each summer session. The University retains the right to cancel courses for insufficient enrollment determined on the basis of previously established enrollment criteria.
4. Departmental independent study/readings will be compensated at the rate of $65 per student credit hour.
5. Internship supervision will be compensated based on the ACEs specified in the faculty member's department workload equivalent document.
6. The separate travel stipend (Section 29.9) will be paid to all faculty commuting to teach off-campus courses.

Article 30: Employee Appointments, Unit B

30.1.

1. Temporary faculty shall become part of Bargaining Unit B after one year of fulltime employment or after two consecutive years of at least half-time employment at the University, and shall thereafter be designated as Associate Faculty.
2. Faculty positions may be filled by employees on temporary appointments for the purpose of leave replacement; replacement of an employee assigned to work on a grant, contract, or non-instructional assignment; inability to recruit a qualified candidate for a tenure-track position; staffing of experimental programs; significant shifts in enrollment; or when a pool of candidates for a position is insufficient to meet affirmative action guidelines.

30.2. Associate Faculty Appointments

1. The appointment of an Associate Faculty member shall be contingent upon program need and position on the seniority list, and shall be compensated at a rate specified in Article 42 (Salary).
2. Each academic year, the University will seek to provide appointments to Associate Faculty for two semesters. Upon request, the Union shall be provided with written reasons for any appointment that is less than the period provided above.

30.3. Associate Faculty Reemployment

1. By February 15 of each academic year, Associate Faculty in their first five years of employment in the bargaining unit shall notify their Department Chair in writing if they wish to be considered during the subsequent academic year for any available Associate Faculty appointment for which they are qualified. It shall be the employee's responsibility to notify the Department Chair in writing of any change in address and/or phone number.
2. After completion of five years as an Associate Faculty member in the bargaining unit, an employee receiving a satisfactory evaluation will automatically be issued a contract for the next academic year unless notified by June 1. This arrangement is not to be construed as a form of tenure and is qualified by 30.3.d(1) below and by program need or financial constraints.
3. 1) By March 15, the Department Chair shall develop a seniority list of all Associate Faculty in the department. Placement on the roster shall be determined by seniority; when more than one person is hired to begin on the same date, the placement shall be determined by the date the employee signed an offering letter.
   2. ) The seniority list shall be submitted to the Dean and the Academic Vice President for review. A copy of the seniority list shall be available in the department office. Additionally a copy shall be provided to any employee on the list upon request and to the Union Chapter President.
4. Use of the Seniority List
   1. ) When determining to whom to offer an appointment, the Department Chair shall give preference to employees in the order in which they appear on the seniority list, provided however, that program needs shall be taken into account. A Department Chair may offer an available Associate Faculty appointment to a candidate whose name is not on the seniority list if her or his decision to do so is based upon program need.
   2. ) An evaluation of satisfactory or highly effective (see Article 33) shall not constitute a promise of future employment (for reference see 30.3.d.1.). Program need, funding availability, and position on the seniority roster are the governing factors.
   3. ) The administration is under no obligation to rehire an Associate Faculty member receiving an unsatisfactory evaluation.
   4. ) With the exception of the period beginning two weeks prior to the commencement of classes, the offer shall be conveyed in writing. Although oral offers may be made as well, wherever possible such offers shall be followed by a written verification. Employees shall have ten days from the date postmarked on the envelope containing the written offer to accept the offer.
5. Break In Service
   1. ) If an Associate Faculty member whose name appears on the seniority list is reemployed in a position of fifty percent or more after requesting and receiving a leave of absence of no more than one year, the employee will be included in the bargaining unit immediately upon in-unit reemployment. An employee who receives a requested break in service shall maintain her or his seniority on the seniority list.
   2. ) If an Associate Faculty member who has completed at least two consecutive years of service of half-time or more is not offered in-unit employment for a period not to exceed one year, that employee will be included in the bargaining unit upon in-unit reemployment, maintaining her or his seniority on the reemployment roster.
6. When a department plans to fill a new or vacant tenure-track position, an employee holding an Associate Faculty appointment shall be granted a preliminary interview, upon request, if that employee is qualified for the position, and if she or he follows the necessary application procedures. A University-wide announcement of new or vacant positions shall be made at least one month prior to the deadlines for applications.

30.4. Temporary Academic Support Professionals

1. Temporary Academic Support Professionals shall become part of the bargaining unit described in Appendix B when they are employed full time for more than one consecutive academic year or, for appointments of .50 or more, employed for more than two consecutive academic years.
2. The appointment of a temporary Academic Support Professional shall be contingent upon program need and shall be compensated at a rate specified in Article 42 (Salary).
3. Academic Support Professional positions may be filled by employees on a temporary basis for purposes of leave replacement; replacement of an employee assigned to work on a grant, contract, or non-instructional or instructional assignment; inability to recruit a qualified candidate for a permanent Academic Support Professional position; staffing of experimental programs; or when a pool of candidates for a position is insufficient to meet affirmative action guidelines.

Article 31: Leave Without Salary, Unit B

31.1.

1. Associate Faculty who have completed one year of full-time service in the bargaining unit and whose names appear on the seniority list may apply for a leave without salary for a period not to exceed one year. This requirement may be waived by the Academic Vice-President upon written request of the applicant. Reemployment opportunities will be provided in accordance with Article 30.
2. An Academic Support Professional is eligible for leave without salary twelve months after the date of her or his initial employment. This requirement may be waived by the appropriate University Vice-President upon written request of the applicant.

31.2.

1. An application for leave without salary must be submitted to the employee's Department Chair or supervisor at least six months prior to the starting date of the requested leave. The application must state the purpose and provide a written explanation of the need for the leave and the time period for which the leave is requested. The purposes for which a leave may be requested are: (a) personal, (b) research, (c) advanced study, (d) professional development, or (e) public service. The six-month notification requirement may be waived by the University President upon written request of the applicant.
2. Aleave without salary is granted at the discretion of the appropriate University Vice-President. Each application for leave is evaluated on an individual basis. Upon written request of the applicant, submitted to her or his chair or supervisor and reviewed by the appropriate Dean or supervisor, and appropriate University Vice-President, that Vice President will provide a written explanation within ten working days to an employee whose application for leave without salary has not been approved.
3. The initial grant of a leave without salary may be for a period of up to twelve months. A leave for a period of up to 12 additional months, regardless of the percentage of the leave, may be extended upon the agreement of the appropriate Vice President, following review of the application by the employee's Chair or supervisor, appropriate Dean or supervisor, and appropriate University Vice President.
4. The application for an extension of a leave without salary shall include a written explanation of the need for the extension. Applications for an extension of a leave must be submitted at least six months prior to the starting date of the requested extension. The date upon which an application for an extension is due will be specified in the letter granting the leave. This extension date requirement may be waived by the appropriate Vice President upon written request of the applicant.

31.3. Upon return to the University from a leave without salary, an employee's salary shall be adjusted to reflect negotiated increases which the employee would have received if not on leave.

31.4. While on leave without salary, an employee shall retain accrued sick leave and, if eligible, annual leave earned prior to the commencement of the leave without salary, but shall not earn additional sick leave or annual leave.

31.5. An employee on leave without salary may continue to contribute toward and receive the benefits of any State or Board insurance program and may continue to contribute toward and receive retirement credit in the State Universities Retirement System if the laws, rules, regulations, policies, and procedures governing the administration of such insurance programs or the State Universities Retirement System so permit.

31.6. Time spent by an Academic Support Professional on a leave without salary shall not be credited for the purpose of determining eligibility for administrative leave.

31.7. Compulsory Leave

1. If the University President believes an employee is unable to perform assigned duties due to illness or injury, the President shall inform the employee in writing of the basis for the President's belief and may require the employee to obtain a medical examination by a doctor chosen and paid for by the University or by a doctor chosen and paid for by the employee who is acceptable to the University. Refusal of an employee to submit to a medical examination may result in suspension of the employee or other disciplinary action. The doctor shall submit an opinion to the President as to whether the employee (1) has a physical or mental condition which constitutes a health or other hazard to the employee, fellow employees, or others with whom the employee may come in contact or (2) has a physical or mental condition which prevents the employee from performing the duties required by the position of employment. A copy of the doctor's opinion shall be given to the employee. At the employee's discretion and expense, a second medical opinion may be obtained for consideration by the President. If two medical opinions are obtained which are in conflict, the two doctors or the relevant professional association or society shall be requested to identify a third doctor to supply an additional medical opinion for consideration by the President. The expense of the third doctor's opinion shall be shared equally by the employee and the University.
2. If, after reviewing the medical opinions and other materials relevant to the employee's illness or injury, the President concludes that the employee
   1. ) presents a health or other hazard to the employee, fellow employees, or others with whom the employee may come in contact, or
   2. ) is unable to perform, with a reasonable accommodation, the duties required by the position of employment, the President shall place the employee on compulsory leave. The President shall notify the employee in writing of the duration of the compulsory leave period; however, the President, with the agreement of the employee, may extend the leave period if necessary and if so shall notify the employee in writing. Any earned leave credits (accumulated sick or vacation days) may be used during the compulsory leave period. That portion of the compulsory leave, if any, which is not covered by earned leave credits shall be without pay. No actions taken shall restrict or deny any rights guaranteed by the Family and Medical Leave Act (FMLA), the Americans With Disabilities Act (ADA), state or federal disability benefits, or existing WIU Board of Trustees Policy or Regulations.
3. After expiration of one-half of the compulsory leave period, or when the employee believes she or he is able to return to work, the employee may, upon prior notice to the University, and at the employee's expense, seek a medical opinion from a doctor acceptable to the University as to the ability of the employee to return to work. If after reviewing the opinion and other materials relevant to the employee's illness or injury the President concludes the employee is able to return to work, the employee may return to work immediately. If the President denies the request to return to work she or he shall notify the employee in writing with reasons.
4. If, at the end of a compulsory leave, after reviewing the opinion of the doctor chosen and paid for by the University or by the doctor chosen and paid for by the employee who is acceptable to the University, and other materials relevant to the employee's illness or injury, the President concludes an employee is unable to return to work, the President may extend the period of compulsory leave, or if the University cannot reasonably accommodate the illness or injury,
   1. ) request the employee's resignation, or
   2. ) recommend termination in accordance with the procedures provided in Article 39. Termination under these circumstances shall not be considered to be a disciplinary action.

Previous | Table of Contents | Next