WIU/UPI Settlement 2004-2007

Unit A  

Academic Year 2003-04 (Year 1 of the Agreement)

Basic Increase
Effective September 1, 2003, The Board will grant each eligible employee, eligibility to be defined in Article 28.2 (“General Eligibility”) but for the 2003-04 year, a salary increase of 2.5% of the employee's 2002-03 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.

An additional percentage increase equal to any special supplementary State appropriation for the purpose of compensation in FY04 will also be added to the basic increase awarded each member of the bargaining unit.

Promotion
In addition to the salary increases specified under “Basic Increase,” the Board will grant salary increases for promotion, effective September 1, 2003 in the amounts listed below:

1. $253/month for promotion to assistant professor;
2. $270/month for promotion to associate professor;
3. $302/month for promotion to full professor.

Professional Achievement Award
Eligible employees who have been granted a Professional Achievement Award during the 2002-03 year will receive a $153 per month increase effective September 1, 2003 .

Salary Minima
Effective September 1, 2003, the University shall adjust the monthly salary of any employee whose salary is less than the applicable minimum. All minima adjustments under this contract shall be implemented before Professional Achievement Award increases but after all other increases have been awarded.

The minimum monthly salaries shall be computed according to the following salary lanes for employees at each rank as of September 1, 2003 :

1. $3430 for the rank of Instructor.
2. $3868 for the rank of Instructor, with at least three completed years of service to the University in that rank.
3. $4643 for the rank of Assistant Professor.
4. $5157 for the rank of Assistant Professor, with at least five completed years of service to the University in that rank.
5. $5728 for the rank of Associate Professor.
6. $6266 for the rank of Associate Professor, with at least five completed years of service to the University in that rank.
7. $6947 for the rank of Professor.
8. $7478 for the rank of Professor, with at least five completed years of service to the University in that rank.
9. $8145 for the rank of Professor, with at least ten completed years of service to the University in that rank.
10. $8615 for the rank of Professor, with at least fifteen completed years of service to the University in that rank.

When calculating minima adjustments, an employee's Professional Achievement Award(s) will be excluded from her or his salary.

Academic Year 2004-05 (Year 2 of the Agreement)

Basic Increase

1. Effective September 1, 2004, The Board will grant each eligible employee, eligibility to be defined in Article 28.2 (“General Eligibility”) but for the 2004-05 year, a salary increase of 3.5% of the employee's 2003-04 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.
   1. If a required institutional match (reallocation) for salary increase purposes is required by the State of Illinois, the increase included in Basic Increase #1 above shall be included as a part of Western Illinois University's required match.
2. In addition, new General Revenue Fund salary increase dollars for compensation in personal services (or any title that replaces or adds to or serves the same purpose of that budget line-item) will be proportionally added to the basic increase awarded each member of the bargaining unit. Any salary increase dollars for the “recruitment and retention of critical faculty” (or any title that replaces or adds to or serves the same purpose of that budget line-item) will also be proportionally added to the basic increase awarded each member of the bargaining unit.
   1. “New General Revenue Fund salary increase dollars” is understood to include “real” increases in State tax dollars appropriated to the institution. In the event that salary increase dollars are identified in a budget recommendation that also includes a negative dollar adjustment or new State mandated expenditure commitment, the amount of dollars available for salary increase purposes (in Basic Increase #2 only) may be offset by the dollar amount of any such adjustment in base funding or State mandate.
   2. If a negative dollar base adjustment is less than the dollars appropriated by the State for salary increases to all employees, the bargaining unit will receive its proportional share of the remainder.

Promotion, Professional Achievement Awards, and Salary Minima
Promotions, Professional Achievement Awards, and Salary Minima will be increased at the same percentage rate as the Basic Increase, defined in #1 and #2 above , that is, an increase of 3.5% plus the percentage increase resulting from new General Revenue Fund salary increase dollars. These increases to Promotion, Professional Achievement Award, and Salary Minima amounts will be granted effective September 1, 2004 . For the applicable period, and the increases agreed upon, an Appendix will be distributed.

Academic Year 2005-06 (Year 3 of the Agreement)

Basic Increase

1. Effective September 1, 2005, The Board will grant each eligible employee, eligibility to be defined in Article 28.2 (“General Eligibility”) but for the 2005-06 year, a salary increase of 3.5% of the employee's 2004-05 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.
   1. If a required institutional match (reallocation) for salary increase purposes is required by the State of Illinois, the increase included in Basic Increase #1 above shall be included as a part of Western Illinois University's required match.
2. In addition, new General Revenue Fund salary increase dollars for compensation in personal services (or any title that replaces or adds to or serves the same purpose of that budget line-item) will be proportionally added to the basic increase awarded each member of the bargaining unit. Any salary increase dollars for the “recruitment and retention of critical faculty” (or any title that replaces or adds to or serves the same purpose of that budget line-item) will also be proportionally added to the basic increase awarded each member of the bargaining unit.
   1. “New General Revenue Fund salary increase dollars” is understood to include “real” increases in State tax dollars appropriated to the institution. In the event that salary increase dollars are identified in a budget recommendation that also includes a negative dollar adjustment or new State mandated expenditure commitment, the amount of dollars available for salary increase purposes (in Basic Increase #2 only) may be offset by the dollar amount of any such adjustment in base funding or State mandate.
   2. If a negative dollar base adjustment is less than the dollars appropriated by the State for salary increases to all employees, the bargaining unit will receive its proportional share of the remainder.

Promotion, Professional Achievement Awards, and Salary Minima
Promotions, Professional Achievement Awards, and Salary Minima will be increased at the same percentage rate as the Basic Increase, defined in #1 and #2 above, that is, an increase of 3.5% plus the percentage increase resulting from new General Revenue Fund salary increase dollars. These increases to Promotion, Professional Achievement Award, and Salary Minima amounts will be granted effective September 1, 2005. For the applicable period, and the increases agreed upon, an Appendix will be distributed.

Academic Year 2006-07 (Year 4 of the Agreement)

Basic Increase

1. Effective September 1, 2006, The Board will grant each eligible employee, eligibility to be defined in Article 28.2 (“General Eligibility”) but for the 2006-07 year, a salary increase of 3.5% of the employee's 2005-06 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.
   1. If a required institutional match (reallocation) for salary increase purposes is required by the State of Illinois, the increase included in Basic Increase #1 above shall be included as a part of Western Illinois University's required match.
2. In addition, new General Revenue Fund salary increase dollars for compensation in personal services (or any title that replaces or adds to or serves the same purpose of that budget line-item) will be proportionally added to the basic increase awarded each member of the bargaining unit. Any salary increase dollars for the “recruitment and retention of critical faculty” (or any title that replaces or adds to or serves the same purpose of that budget line-item) will also be proportionally added to the basic increase awarded each member of the bargaining unit.
   1. “New General Revenue Fund salary increase dollars” is understood to include “real” increases in State tax dollars appropriated to the institution. In the event that salary increase dollars are identified in a budget recommendation that also includes a negative dollar adjustment or new State mandated expenditure commitment, the amount of dollars available for salary increase purposes (in Basic Increase #2 only) may be offset by the dollar amount of any such adjustment in base funding or State mandate.
   2. If a negative dollar base adjustment is less than the dollars appropriated by the State for salary increases to all employees, the bargaining unit will receive its proportional share of the remainder.

Promotion, Professional Achievement Awards, and Salary Minima
Promotions, Professional Achievement Awards, and Salary Minima will be increased at the same percentage rate as the Basic Increase, defined in #1 and #2 above, that is, an increase of 3.5% plus the percentage increase resulting from new General Revenue Fund salary increase dollars. These increases to Promotion, Professional Achievement Award, and Salary Minima amounts will be granted effective September 1, 2006. For the applicable period, and the increases agreed upon, an Appendix will be distributed.

Unit B  

Academic Year 2003-04 (Year 1 of the Agreement)

Basic Increase
Effective September 1, 2003 for Associate Faculty and July 1, 2003, for Academic Support Professionals, The Board will grant each eligible employee, eligibility to be defined in Article 42.2 (“General Eligibility”) but for the 2003-04 year, a salary increase of 2.5% of the employee's 2002-03 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.

An additional percentage increase equal to any special supplementary State appropriation for the purpose of compensation in FY04 will also be added to the basic increase awarded each member of the bargaining unit.

Promotions
Associate Faculty who have earned promotion to Senior Associate Faculty will be granted an additional increase of $52 per month. Associate Faculty who have earned promotion to Assistant Professor will be granted an additional increase of $52 per month.

Salary Minima

Associate Faculty
The following minimum monthly salary shall be paid to any full-time Associate Faculty member whose salary is less than the applicable minimum and who, as of September 1, 2003, possesses the specified degree or has the specified status/rank, and has completed the specified years of service in a professional position at the University as follows:

These minimum salaries shall apply pro rata to employees whose appointments are less than full-time.

Academic Support Professionals
The minimum monthly salary shall be awarded to any employee whose salary is less than the applicable minimum and who, as of July 1, 2003, holds the specified degree, serves in a position designated by the appropriate University Vice President as a position requiring or preferring that specified degree, and is in the specified year of employment at the University in a professional position as follows:

Employment Years	Bachelor's Degree	Master's Degree	Terminal Degree
1 - 4	$2316	$2637	$2819
5 - 7	$2557	$2872	$2950
8 - 10	$2950	$3213	$3343
11 - 13	$3343	$3605	$3738
14 - 16	$3541	$3999	$4130
17+	$3671	$4327	$4457

These minimum salaries shall apply pro rata to employees whose appointments are less than full-time.

Academic Year 2004-05 (Year 2 of the Agreement)

Basic Increase

1. Effective September 1, 2004 for Associate Faculty and July 1, 2004 for Academic Support Professionals, the Board will grant each eligible employee, eligibility to be defined in Article 42.2 (“General Eligibility”) but for the 2004-05 year, a salary increase of 3.5% of the employee's 2003-04 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.
   1. If a required institutional match (reallocation) for salary increase purposes is required by the State of Illinois, the increase included in Basic Increase #1 above shall be included as a part of Western Illinois University's required match.
2. In addition, new General Revenue Fund salary increase dollars for compensation in personal services (or any title that replaces or adds to or serves the same purpose of that budget line-item) will be proportionally added to the basic increase awarded each member of the bargaining unit. Any salary increase dollars for the “recruitment and retention of critical faculty” (or any title that replaces or adds to or serves the same purpose of that budget line-item) will also be proportionally added to the basic increase awarded each member of the bargaining unit.
   1. “New General Revenue Fund salary increase dollars” is understood to include “real” increases in State tax dollars appropriated to the institution. In the event that salary increase dollars are identified in a budget recommendation that also includes a negative dollar adjustment or new State mandated expenditure commitment, the amount of dollars available for salary increase purposes (in Basic Increase #2 only) may be offset by the dollar amount of any such adjustment in base funding or State mandate.
   2. If a negative dollar base adjustment is less than the dollars appropriated by the State for salary increases to all employees, the bargaining unit will receive its proportional share of the remainder.

Promotions and Salary Minima
Promotions and Salary Minima will be increased at the same percentage rate as the Basic Increase, defined in #1 and #2 above, that is, an increase of 3.5% plus the percentage increase resulting from new General Revenue Fund salary increase dollars. These increases to Promotion and Salary Minima amounts will be granted effective September 1, 2004 for Associate Faculty, and July 1, 2004 for Academic Support Professionals. For the applicable period, and the increases agreed upon, an Appendix will be distributed.

Academic Year 2005-06 (Year 3 of the Agreement)

Basic Increase

1. Effective September 1, 2005 for Associate Faculty and July 1, 2005 for Academic Support Professionals, the Board will grant each eligible employee, eligibility to be defined in Article 42.2 (“General Eligibility”) but for the 2005-06 year, a salary increase of 3.5% of the employee's 2004-05 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.
   1. If a required institutional match (reallocation) for salary increase purposes is required by the State of Illinois, the increase included in Basic Increase #1 above shall be included as a part of Western Illinois University's required match.
2. In addition, new General Revenue Fund salary increase dollars for compensation in personal services (or any title that replaces or adds to or serves the same purpose of that budget line-item) will be proportionally added to the basic increase awarded each member of the bargaining unit. Any salary increase dollars for the “recruitment and retention of critical faculty” (or any title that replaces or adds to or serves the same purpose of that budget line-item) will also be proportionally added to the basic increase awarded each member of the bargaining unit.
   1. “New General Revenue Fund salary increase dollars” is understood to include “real” increases in State tax dollars appropriated to the institution. In the event that salary increase dollars are identified in a budget recommendation that also includes a negative dollar adjustment or new State mandated expenditure commitment, the amount of dollars available for salary increase purposes (in Basic Increase #2 only) may be offset by the dollar amount of any such adjustment in base funding or State mandate.
   2. If a negative dollar base adjustment is less than the dollars appropriated by the State for salary increases to all employees, the bargaining unit will receive its proportional share of the remainder.

Promotions and Salary Minima
Promotions and Salary Minima will be increased at the same percentage rate as the Basic Increase, defined in #1 and #2 above, that is, an increase of 3.5% plus the percentage increase resulting from new General Revenue Fund salary increase dollars. These increases to Promotion and Salary Minima amounts will be granted effective September 1, 2005 for Associate Faculty, and July 1, 2005 for Academic Support Professionals. For the applicable period, and the increases agreed upon, an Appendix will be distributed.

Academic Year 2006-07 (Year 4 of the Agreement)

Basic Increase

1. Effective September 1, 2006 for Associate Faculty and July 1, 2006 for Academic Support Professionals, the Board will grant each eligible employee, eligibility to be defined in Article 42.2 (“General Eligibility”) but for the 2006-07 year, a salary increase of 3.5% of the employee's 2005-06 basic monthly salary. The University will commit to reallocate from existing resources this percentage increase regardless of level of State appropriation.
   1. If a required institutional match (reallocation) for salary increase purposes is required by the State of Illinois, the increase included in Basic Increase #1 above shall be included as a part of Western Illinois University's required match.
2. In addition, new General Revenue Fund salary increase dollars for compensation in personal services (or any title that replaces or adds to or serves the same purpose of that budget line-item) will be proportionally added to the basic increase awarded each member of the bargaining unit. Any salary increase dollars for the “recruitment and retention of critical faculty” (or any title that replaces or adds to or serves the same purpose of that budget line-item) will also be proportionally added to the basic increase awarded each member of the bargaining unit.
   1. “New General Revenue Fund salary increase dollars” is understood to include “real” increases in State tax dollars appropriated to the institution. In the event that salary increase dollars are identified in a budget recommendation that also includes a negative dollar adjustment or new State mandated expenditure commitment, the amount of dollars available for salary increase purposes (in Basic Increase #2 only) may be offset by the dollar amount of any such adjustment in base funding or State mandate.
   2. If a negative dollar base adjustment is less than the dollars appropriated by the State for salary increases to all employees, the bargaining unit will receive its proportional share of the remainder.

Promotions and Salary Minima
Promotions and Salary Minima will be increased at the same percentage rate as the Basic Increase, defined in #1 and #2 above, that is, an increase of 3.5% plus the percentage increase resulting from new General Revenue Fund salary increase dollars. These increases to Promotion and Salary Minima amounts will be granted effective September 1, 2006 for Associate Faculty, and July 1, 2006 for Academic Support Professionals. For the applicable period, and the increases agreed upon, an Appendix will be distributed.

Academic Years 2003-04, 2004-05, 2005-06, and 2006-07 (Years 1, 2, 3 and 4 of the Agreement)

The University will include salary equity as its highest budget request priority for the life of this Agreement.

The University and UPI will continue to examine employee salaries with the purpose of identifying salary levels in relation to appropriate normative groups and institutional goals.

Article 20.9.f Procedures Unique to Promotion Decisions

 A tenured/tenure-track employee may be granted, upon request, a one-year extension of the evaluation period for promotion as a consequence of exceptional circumstances. Exceptional circumstances may include, but are not limited to: disruption of research facilities; birth or adoption of a child; need to devote substantial time to the care of a seriously ill or injured person; significant personal illness or injury; or other severe domestic issue. Such request may be granted by the Provost, in consultation with the Dean and the Department Chairperson. Because the extension of the evaluation period is intended to address exceptional circumstances, such an extension shall not be granted merely because a faculty member has failed to meet the Department Criteria. Once the promotion application is submitted it shall be evaluated on its own merit, in relation to the Department Criteria. No more than one extension of the probationary period shall be granted. The request must be made within one year after commencement of the exceptional circumstance, and prior to the submission date for the promotion application.

Article 20.10.i Procedures Unique to Tenure Decisions

A tenure-track employee may be granted, upon request, a one-year extension of the evaluation period for tenure as a consequence of exceptional circumstances. Exceptional circumstances may include, but are not limited to: disruption of research facilities; birth or adoption of a child; need to devote substantial time to the care of a seriously ill or injured person; significant personal illness or injury; or other severe domestic issue. Such request may be granted by the Provost, in consultation with the Dean and the Department Chairperson. Because the extension of the evaluation period is intended to address exceptional circumstances, such an extension shall not be granted merely because a faculty member has failed to meet the Department Criteria. Once the tenure application is submitted it shall be evaluated on its own merit, in relation to the Department Criteria. No more than one extension of the probationary period shall be granted. The request must be made within one year after commencement of the exceptional circumstance, and prior to the submission date for the tenure application.

Article 33.1.d(4) Evaluation Procedures for Associate Faculty

 An Associate Faculty member may be granted, upon request, a one-year extension of the evaluation period for promotion to Assistant Professor as a consequence of exceptional circumstances. Exceptional circumstances may include, but are not limited to: disruption of research facilities; birth or adoption of a child; need to devote substantial time to the care of a seriously ill or injured person; significant personal illness or injury; or other severe domestic issue. Such request may be granted by the Provost, in consultation with the Dean and the Department Chairperson. Because the extension of the evaluation period is intended to address exceptional circumstances, such an extension shall not be granted merely because a faculty member has failed to meet the Department Criteria. Once the promotion application is submitted it shall be evaluated on its own merit, in relation to the Department Criteria. No more than one extension of the probationary period shall be granted. The request must be made within one year after commencement of the exceptional circumstance, and prior to the submission date for the promotion application.

Article 15.1 Duration

 Upon execution of this salary agreement by the Board and the Union, the terms specified within all Articles of WIU/UPI Agreement 2001-2005, including evaluation criteria and workload equivalents, shall remain in effect through August 31, 2007, except as follows:

1. Any Article(s) may be reopened by mutual agreement. For the applicable period, and the changes agreed upon, an Appendix will be distributed.
   

IN WITNESS WHEREOF, the parties hereto by their authorized representatives, have executed this Agreement on September 12, 2003.

WESTERN ILLINOIS UNIVERSITY UNIVERSITY BOARD OF TRUSTEES
Zack Stamp, Chairperson
Alvin Goldfarb, Chief Negotiator, University President

UNIVERSITY PROFESSIONALS OF ILLINOIS LOCAL 4100
Susan Kaufman, UPI Local President
Karen Harris, Chief Negotiator, UPI/WIU Chapter President