University suggestions on major unresolved issues

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Much has been said during these negotiations about what the university has proposed to the AAUP. What are the university’s latest proposals on the main unresolved issues?

Article V – Rights of Association

The university has offered to give the AAUP the same time off as in the expired contract. The university has rebalanced this release time to ensure the AAUP has a summer complaints officer. The thirty (30) credit hours provided under the expired contract have been rebalanced to provide twenty-four (24) credit hours of free time in the fall and winter semesters (equivalent to twelve (12) credit hours in each semester). one full-time equivalent faculty position per semester) and six (6) hours in the summer.

Article V [PDF]

Article VII – Complaints Procedure

The University has proposed to allow the Complaints Officer to decide whether an additional representative is needed during the Step I and Step II meetings. To further facilitate the resolution of grievances, the university’s proposal allows a complainant who is on furlough or unavailable for in-person meetings during the summer semester to attend the meeting remotely.

Article VII [PDF]

Article XIII – Faculty Involvement in Governance

The university is committed to the principles of shared governance. In addition to the language in the expired contract, the University has proposed that the Faculty Senate and the University reassess their committees, including the terms of service of members, the expertise required of committee members, and the areas of academic and student affairs in which the committee operates They are expected to provide faculty input. This process may also reflect the revision, merging or elimination of existing committees and the creation of new committees. This is intended to strengthen understanding and communication between the parties to foster a shared commitment to finding solutions that best allow us to advance the mission of the University and the students we serve together. These measures are intended to build trust, understanding and goodwill throughout the university.

The university has also committed to working with the AAUP to implement an electronic workflow system to improve tracking of DED and DID documents as they progress through the approval process.

Article XIII [PDF]

Article XIV – Faculty Appointments, Faculty Participation in Graduate Programs, Reappointments, Term of Office and Promotion

The University supports our faculty throughout their careers at EMU. To this end, the current agreement provides for an opportunity for salary adjustment as a full professor every ten (10) years after attaining the rank of full professor. This is an opportunity offered by only one other Michigan institution. The university has not proposed an amendment to this article.

Article XIV [PDF]

Article XVIII – Compensation

The university has offered wage increases that rival our peer institutions. The university has proposed a five-year contract that includes a $2,000 increase in the faculty’s base salary in the first year (in addition to a $3,600 increase in base salary for benefit plan changes under Article XIX), followed by increases of 2% in years two and three. and 2.5% increases at years 4 and 5. These increases match or exceed those of our peer universities. The university has offered a pro-rated summer stipend to help students graduate.

Article XVIII [PDF]

Article XIX – Ancillary Services

The university has emphasized the need for faculty to share in the cost of their healthcare. Currently, faculty account for 36% of all employees covered by the university’s healthcare plans, but they are responsible for 49% of the costs associated with those plans.

EMU faculty health plans were last changed in 2012. This has caused the current compensation and health benefits to be out of balance with comparable institutions. As shown below, EWU faculty total compensation is $8,215 above the average peer institution and highest among peers.

Health plans and faculty contributions have not been brought into line with PA 152, which the university has proposed to address.

Under Public Act 152, the state of Michigan has limitations on the amount a public university can pay for health care. The state of Michigan has established maximum amounts that a public employer may offer to a medical health insurance plan, including payments for reimbursement of co-pays, deductibles, or payments to health savings accounts, flexible savings accounts, or similar accounts used for health savings. This is driving the university’s efforts to align faculty health care packages with those of other staff on campus.

In its proposal, the university offered the AAUP three health care options: Community Blue PPO (Option 5), BCBS High Deductible PPO Plan with Health Savings Account (HSA), or Blue Care Network HMO (Healthy Blue Living). There is no change in how or what the plans cover – the network of doctors and hospitals providing services and the wide range of treatments and care remain the same. The plans offered by the University, their cost and the University proposed premium contributions to be paid by the faculty are as follows:

BCBS Options Table

Community Blue PPO (Option 5)

employee classification

PA 152 State Ceilings

total cost of the plan

2023 Faculty Annual Premium Contributions

single

$7,399

$9,297

$1,898

2 persons

$15,475

$22,315

$6,840

family

$20,180

$28,523

$8,343

BCBS High Deductible PPO Plan with Health Savings Account

employee classification

PA 152 State Ceilings

total cost of the plan

2023 Faculty Annual Premium Contributions

single

$7,399

$7,528

$129

2 persons

$15,475

$18,068

$2,593

family

$20,180

$23,069

$2,889

Blue Care Network health management organization

employee classification

PA 152 State Ceilings

total cost of the plan

2023 Faculty Annual Premium Contributions

single

$7,399

$4,809

$0

2 persons

$15,475

$11,541

$0

family

$20,180

$14,546

$0

In addition, in recognition of the importance of salary in total compensation, the University offers the faculty a base salary supplement for conversion to the benefit plan of $3,600 (in addition to the $2,000 base salary increase in Article XVIII).

Figures 1-4 illustrate first-year faculty salary increases based on their health care choices under the University Health Proposal.

illustration 1

Figure 1. This illustrates the financial options available to a faculty member when choosing personal insurance.

figure 2

Figure 2. This illustrates the financial options available to a faculty member when choosing two-person insurance.

figure 3

Figure 3. This illustrates the financial options available to a faculty member when choosing family insurance (3 or 4 people).

figure 4

Figure 4. This illustrates the financial options available to a faculty member when choosing family insurance (5 or more people).

Article XIX [PDF]

Article XX – Retirement Options and Benefits

Under the university’s proposal, faculty will be offered a 403(b) defined contribution plan, a 403(b) supplemental plan, and a 457(b) deferred compensation plan. Additionally, the 403(b) and 457(b) plans will now include Roth and non-Roth options.

The faculty will continue to receive an 11% contribution to their elected defined contribution plan(s).

Article XX [PDF]

Faculty Salary Equity (University Proposal)

The university has proposed a 3rdapprox party to conduct a study on faculty pay equity.

Salary fairness of the faculty [PDF]

Housing for Faculty Members with Disabilities (AAUP Proposal Response)

The University is committed to all of our employees in providing housing for our employees with a disability. The University’s policies and procedures are available to all staff on the EMU Human Resources website.

Housing for faculty members with disabilities

Research/Creative Release Program (university application)

The university’s research/time off program, introduced at the last contract renewal and implemented this year, recognizes the importance of a specific time required to participate in academic/creative activities. The university has proposed to add a faculty appeal procedure if the faculty dossier is rejected in the approval process by the Human Resources Committee, the Dean or the Dean. The university also suggested adding criteria to evaluate research/creative activities that are not on the main or sideline list. According to the proposal, the new criteria will be included in the departments’ assessment documents.

Research/Creative Release Program [PDF]

Enrollment funding (university application)

The University understands that faculty is an integral part of student recruitment and retention. To support their efforts, the university has proposed giving faculty a one-time bonus of $1,000 if the university exceeds the fall and winter semester hourly performance for the previous year’s students by 2% and the university’s average class size is at least 25 students is . This incentive is paid for every 2% increase in student credit hours compared to the previous academic year when the average class size for the university is at least 25 students.

Enrollment Incentive [PDF]

duration and change

The university continues to seek a five-year agreement. A long-term agreement would be in everyone’s interest and would give stability to the faculty. This helps with budget planning as the institution struggles with rising costs and falling enrollments.

duration and change [PDF]

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