Article 14 - Base Salary and Other Compensation

Section 1. Base Salary Rate; Additional Compensation.

1. Effective July 1, 2016, the following shall be the minimum salary rate for each Unit Core Faculty rank for 39-week/nine-month appointments:

   Instructor	$50,000
   Assistant Professor	$60,000
   Associate Professor	$70,000
   Professor	$80,000

2. Effective July 1, 2016, each Unit Core Faculty member who was employed by the University in the prior academic year shall receive an increase of 3.5% on his/her 39-week salary rate, or be raised to the minimum for his/her rank, whichever is greater.
3. Effective July 1, 2017, each Unit Core Faculty member who was employed by the University in the prior academic year and is still employed in the bargaining unit on July 1, 2017, shall receive an increase of 3.5% on his/her 39-week salary rate.
4. Effective July 1, 2018, each Unit Core Faculty member who was employed by the University in the prior academic year and is still employed in the bargaining unit on July 1, 2018 shall receive an increase of 3.5% on his/her 39-week salary rate.
5. A part-time Unit Core Faculty member will be paid a pro-rated salary rate based on his or her percentage of an FTE.
6. Unit Core Faculty members on 12-month appointments will be paid an additional one-third (1/3) of their annual 39-week salary rate. Unit Core Faculty members on 10-month appointments will be paid an additional one-ninth (1/9) of their annual 39-week salary rate.
7. Independent study supervision is not allocated to workload unit calculations and is compensated as follows: one-tenth (1/10) of the Overload Rate (defined below) per student, per semester or term.

Section 2. Promotion Payments.

Upon promotion to a higher rank, a Unit Core Faculty member’s annual salary rate will be raised to the minimum for his/her rank or will be raised by the following amount, whichever is greater:

1. From Instructor to Assistant Professor: $2,500
2. From Assistant Professor to Associate Professor: $5,000
3. From Associate Professor to Professor: $5,000

Section 3. Payments for “Overload” Work.

On occasion, Unit Core Faculty perform work in addition to the seven workload units, service, and scholarship required during the 39-week contract period. The “overload” instructional and non-instructional rates during the 39-week contract period are as follows:

1. For a three-credit, semester-long course (or the equivalent): $4,400 as of the Effective Date; $4,800 as of August 31, 2017; and the per course amount for step 4 for Adjunct Faculty as of August 30, 2018 (the “Overload Rate”). Unit Core Faculty will be paid at the Overload Rate for courses taught during the 39-week contract period that are in addition to the faculty member’s seven-unit workload (“on over-load” or “overload courses”).
2. Compensation rates for non-instructional work performed “on over-load” during the 39-week contract period will be established by the Provost on either a flat fee (“stipend”) basis or at the Overload Rate for work equal to one workload unit.
3. Unit Core Faculty members have the right to refuse to perform overload work.

Section 4. Payments for “Off-Contract”, Summer Work.

The instructional and non-instructional rates for work performed during the 13-week summer period are as follows:

1. Unit Core Faculty will be paid at the Overload Rate for courses taught during the 13-week summer period.
2. Compensation rates for non-instructional work performed during the summer will be established by the Provost on either a flat fee (“stipend”) basis or at the Overload Rate for work equal to one workload unit.
3. Unit Core Faculty members on 39-week contracts have the right to refuse to perform summer work.

Section 5. Nothing in this Agreement shall preclude the University from providing base salary increases to members of the bargaining unit in excess of the amounts specified in this Article at any time, provided that such increases are for the purpose of countering, matching, or exceeding bona fide offers from other institutions. Further, nothing in this Agreement shall preclude the University from providing base salary increases for rewarding outstanding professional contributions to the University, or to address issues of pay equity. The Provost will make the final decision in his or her discretion as to whether to award such money and his/her decision shall not be grievable. The Union shall be notified in writing of the amounts paid and of the specific reasons for the award. It is understood that while the University retains the right to award salary increases under this section, as indicated, it shall not be under any obligation to make such awards. Any awards made under this section shall not come out of any of the negotiated pools of money under this Article but shall be in addition to such negotiated amounts.