WIU/UPI Agreement 2007-2011

Article 30: Employee Appointments
Unit B

30.1.

  1. Temporary faculty shall become part of Bargaining Unit B after one year of full-time 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. An employee receiving a satisfactory evaluation will normally be notified by June 1 if they will receive a contract for the following year subject to Article 30.3.d.(1) unless uncertainty about funding for the position prevents notice at that time.
  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 Article 30.3.d.(1) below and by program need or financial constraints.
    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.
  3. 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 Article 30.3.d.1.). Program need, funding availability, and position on the seniority list 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 10 days from the date postmarked on the envelope containing the written offer to accept the offer.
  4. Break in Service
    1. If an Associate Faculty member whose name appears on the seniority list is reemployed in a position of 50% 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.
  5. 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.