WIU/UPI Agreement 2007-2011

Article 29: Additional Compensation
Unit A

This Article shall be in effect for the term of this agreement.

29.1. Promotion

In addition to the salary increase specified in Article 28, the Board will set the monthly salary increase for promotion, FY08-FY11 (2007-2011), effective the first day of fall 2007, in the amounts listed below (amounts listed are per month):

Promotion 2007-08 2008-09 2009-10 2010-11
Associate Professor $315 $327 $339 $351
Professor 351 364 377 391

29.2. PAA

Beginning with the 2008-2009 evaluation year, eligible employees who have been granted a PAA will receive an increase of $1,530 per year built into the base salary to be divided in equal parts per length of contract ($170 per month for 9-month employees, $153 per month for 10-month employees, $140 per month for 11-month employees, and $128 per month for 12-month employees).

The former PAA system per the WIU/UPI Agreement 2001-2007 will remain in effect through the 2007-2008 evaluation year for those eligible to apply under the former PAA system in 2007-2008 (“Cycle C”), and in effect through the 2008-2009 evaluation year for those eligible to apply under the former PAA system in 2008-2009 (“Cycle D”). Those faculty falling in Cycles C and D under the former PAA system will be allowed to apply for PAA per the timelines and procedures under that former system. Those faculty who are awarded a PAA in Cycles C and D shall receive $173 per month.

29.3. Salary Minima

  1. Effective the first day of the fall, 2007 contract and continued through August 30, 2011, 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 PAA 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 the first day of fall 2007 of each of the following years (amounts are listed per month):
    Lane Minima 2007-08 2008-09 2009-10 2010-11
    1 Assistant Professor $5,381 $5,570 $5,765 $5,967
    2 Associate Professor 6,639 6,872 7,113 7,362
    3 Associate Professor (5) 7,263 7,518 7,782 8,055
    4 Professor 8,051 8,333 8,625 8,927
    5 Professor (5) 8,666 8,970 9,284 9,609
    6 Professor (10) 9,440 9,771 10,113 10,467
    7 Professor (15) 9,984 10,334 10,696 11,071
    Note: Lane 3 refers to for the rank of Associate Professor, with at least five completed years of service to the University in that rank. Lanes 5, 6, and 7 refer to the rank of Professor, with at least five, 10, and 15 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 Article 29.3.

29.5. Grant/Contract Salaries

If an employee is assigned work on a funded grant or contract, the work may be excluded from her or his assigned obligation if approved by the appropriate vice president, after consultation with the department chair and dean. For all such grant or contract work so excluded, an employee may earn up to a total of 40% of her or his basic monthly salary in each month they are on contract in a 12-month period. This amount shall be in addition to the employee’s basic salary. This Article 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 bona fide offer of employment from another University which the University President has verified with an appropriate official. The employee’s monthly salary following the effective date of an increase under this Article 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 Article 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 Article 29.6.a. above until her or his fourth year of full-time employment at the University. An employee who receives an increase under Article 29.6.a. above will not be eligible to receive another such increase.
  4. An employee who receives an increase under Article 29.6.a. above shall be eligible to receive the difference between the increase under Article 29.6.a. above and the increase specified in Article 28.1. if
    1. the increase under Article 29.6.a. above is less than the increase specified in Article 28.1.; and
    2. the employee is otherwise eligible for the increase specified in Article 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 permanent disability or death 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 Chapter 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 University President has verified the offer.
  7. The approval of or failure to approve an increase under Article 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 Article 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 Articles 29.7.a., 29.7.b., and 29.7.c. below. An employee may request an adjustment by notifying in writing the appropriate 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 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 Article, the Union Chapter 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 22 ACEs in an Academic Year shall be compensated for excess ACEs at the rate of $1,000 per ACE. (For overload during the Summer Session, see Article 29.11.b.). Faculty may choose to accept points to be applied toward their PAA rather than the stipend stated above.

29.9. Extension Teaching Compensation

  1. In addition to regular salary, an off-campus instruction stipend shall be paid to all faculty members commuting to teach scheduled lecture and activity courses at off-campus sites. This stipend shall not be paid for supervision of Internships, Pre-Student Teaching, Student Teaching, or Independent Study. For internship site supervision and pre-student teaching/student teaching supervision, see Articles 18.8. and 18.9., respectively). The stipend shall be the amount specified in Article 29.9.b., Extension Teaching Compensation.
  2. 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 to 150 miles from the campus
    3. $400 for sites located less than 50 miles from the campus
  3. 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.
  4. 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. Compensation for Distance Education Courses

  1. A faculty member assigned to develop a web-based class shall receive either a minimum of three ACEs for initial development of the course or a stipend of $5,000, subject to the department chair’s approval and the availability of ACEs to be assigned or availability of funds (no PAA points are to be awarded for course development if the stipend is awarded).
  2. Print-based courses administered through the Independent Study Program (ISP) will continue to be compensated as they were under the prior WIU/UPI Agreement. If compensated by stipend, the old rate of $33 per student credit hour will remain in effect through the life of this current WIU/UPI Agreement.

29.11. 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 ACEs. Three ACEs (or four, in the case of a 4 sh course) shall be considered a full load and shall be compensated with one month’s salary. Colleges may determine overload compensation for a second course assignment at a uniform rate above that stated in Article 29.8.
  3. For classes with low enrollment (below 10 for undergraduate students and below 5 for graduate students), the University may choose, with the agreement of the faculty member, to offer the course as tutored study (see Article 18.6.) and pay the faculty member $75 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. Internship supervision will be compensated based on the ACEs specified in the faculty member’s Department Workload Equivalent (DWE) document.
  5. The separate travel stipend (Article 29.9.b.) will be paid to all faculty commuting to teach off-campus courses.

29.12. Supplemental Pay

Supplemental pay is defined as compensation to contractual employees above their primary contract with the University for work performed outside their primary duties and work hours, excluding grants and contracts (as discussed in Article 29.5.). Supplemental assignments are voluntary in nature. Annually, the Academic Vice President will review and consult with the Union Chapter President regarding all supplemental assignments for bargaining unit members in the past year.