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Temple and the TAUP endorse the following:
This Agreement, which is between Temple and the TAUP, representing
faculty, academic professionals and librarians, seeks to
further academic excellence, assure fair and reasonable conditions
of employment, and promote procedures for the peaceful solution
of disputes.
The teacher is entitled to full freedom in research and
in the publication of the results, subject to the adequate
performance of his/her other academic duties; but research
for pecuniary return should be based upon an understanding
with the authorities of the institution.
The teacher is entitled to freedom in the classroom in discussing
his/her subject, but he/she should be careful not to introduce
into his/her teaching controversial matter which has no relation
to his/her subject. Limitations of academic freedom because
of religious or other aims of the institution should be clearly
stated in writing at the time of the appointment.
The college or university teacher is a citizen, a member
of a learned profession and an officer of an educational
institution. When he/she speaks or writes as a citizen, he/she
should be free from institutional pressures and controls;
but his/her special position in the community imposes special
obligations. As a man/woman of learning and an educational
officer, he/she should remember that the public may judge
his/her profession and his/her institution by his/her utterances.
Hence, he/she should at all times be accurate, should exercise
appropriate restraint, should show respect for the opinions
of others, and should make every effort to indicate that
he/she is not an institutional spokesperson.
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Temple recognizes TAUP,
pursuant to the final certification
of the Pennsylvania Labor Relations Board of July 5, 1973
in Case Nos. PERA-R-1123-E and PERA-R-1137-E, as amended
in Case No. PERA-U-87-266-E (PERA-R-1123-E) of July 14, 1987,
as amended in Case No. PERA-U-90-265-E (PERA-R-1123-E) of
May 20, 1990, as the exclusive collective bargaining representative
of the employees of Temple University in the unit described
below for the purpose of negotiating with respect to wages,
hours, and other terms and conditions of employment:
All full time faculty, including Department Chairpersons,
employed at Temple University, full time professional librarians
on the Paley Library budget or in other colleges and schools
included in the bargaining unit, and non-faculty academic
professionals as defined in Article 16. Excluded from the
bargaining unit are Deans, Associate Deans, Assistant Deans,
members of the faculty, librarians and support professionals
serving outside the continental United States, the Medical
School, Law School, Dental School and Hospital of Temple
University, and all other non-faculty and professional employees,
including teaching associates and graduate assistants, Computer
Activity personnel and management, supervisors, and first-level
supervisors and confidential employees as defined in Act
195.
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1. University: The Temple University
of the Commonwealth System of Higher Education.
2. Temple: The Board of Trustees,
President, Vice Presidents, Deans, and such other supervisors
and managerial personnel
as defined in the Public Employee Relations Act 195. It shall
not include department Chairpersons.
3. Board of Trustees: The
Board of Trustees of Temple University
of the Commonwealth System of Higher Education.
4. President: The President
of Temple University of the Commonwealth System of Higher
Education.
5. College or School: The terms
are interchangeable and refer to the Colleges and Schools
now included in the TAUP bargaining
unit, namely:
Allied Health Professions, College of
Business and Management,
Fox School of
Communications and Theater, School of
Education, College of
Engineering, College of
Liberal Arts, College of
Music, Esther Boyer College of
Pharmacy, School of
Science and Technology, College of
Social Administration, School
of
Tyler School of Art
For purposes of this Agreement, the term college or school
will also include the Department of Landscape Architecture
and Horticulture.
6. Dean: The chief executive
officer of each College or School of Temple University.
7. TAUP: The Temple Association
of University Professionals, American Federation of Teachers,
Local #4531, AFL-CIO.
8. Members of the Bargaining
Unit: Faculty, librarians, and academic professionals represented
by the TAUP for purposes
of collective bargaining.
9. Department Chairperson:
A faculty member who is the designated
head of an academic department.
10. Faculty: All full time employees of Temple University
who hold faculty rank (such as, but not limited to, Instructor,
Assistant Professor, Associate Professor or Professor) in
a school or college included in the bargaining unit.
11. Presidential Faculty: All faculty who are tenured or
on a term appointment signed by the President.
12. Librarians: All full time professional librarians functioning
primarily as librarians, on the Paley Library budget or in
other colleges and schools included in the bargaining unit.
13. Academic Professionals: Full-time employees whose work
is necessary or adjunct to the teaching of students or to
research functions of the University.
14. Gender: The masculine, feminine, and neuter gender as
used in this agreement import one another. The singular number,
as used in this Agreement, shall import the plural whenever
applicable.
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Neither Temple nor the TAUP shall discriminate against or
in favor of any employee because of race, color, creed, marital
status, sexual orientation, national origin, political belief,
political affiliation, sex, age, TAUP membership or nonmembership.
Neither party shall discriminate against a handicapped
person who, with reasonable accommodation, can perform the
essential functions of the job or activity in question.
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Temple and the TAUP agree to cooperate in the implementation
of the Affirmative Action Program.
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A. All managerial and administrative rights and functions,
except those which are abridged by this Agreement, are vested
exclusively in Temple.
B. The enumeration of certain rights and privileges of faculty
members in this Agreement shall not be construed to deny
or diminish the existing rights, privileges, and responsibilities
of faculty members to participate directly in the formulation
and recommendation of educational policy within the University
and its schools and colleges, as approved by Temple and its
Board of Trustees.
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A. The TAUP shall be entitled to the use of meeting rooms
and other university facilities upon application to, and
approval from the appropriate Temple authority on the same
basis as granted to any group within Temple.
B. The TAUP shall have the right to post its official communications
on approved bulletin boards in each Temple building, and
the TAUP shall have the right to use at no cost the campus
mail and mail boxes for distribution of its official communications.
C. Temple shall make available to the TAUP, upon reasonable
notice, information and data concerning the wages, hours,
and terms and conditions of employment of members of the
bargaining unit including, but not limited to, the following:
1. Salary information for all members of the bargaining
unit including name, annual salary, department, college,
rank, date of promotion to present rank, date of tenure,
date of first appointment, and mode of payment (fiscal 12,
academic 10, academic 12). Such information shall be supplied
at least annually on October 30 (based on the September payroll).
2. Fringe benefits information for members of the bargaining
unit, including the numbers of members participating in each
fringe benefit and the total level of participation by members
of the bargaining unit.
3. Temple shall provide
an annual seniority list of bargaining
unit members including position, date of hire, rank, date
of tenure or regular appointment, and salary no later than
November 1st of each academic year. The bargaining unit member
shall notify Temple and TAUP in writing of any change in
address.
D. Temple shall reproduce and provide 2,000 copies of this
Agreement to the TAUP within 60 days following ratification
of the Agreement. The cost of such reproduction shall be
borne equally by the parties.
E. The TAUP shall have the right to use the duplicating
services at the established standard rate.
F. Temple shall list two TAUP telephone numbers for the
local office in the University Telephone Directory.
G. Temple shall allow reasonable time for librarians and
academic professionals for the processing of their grievances
during normal working hours.
H. Participation in TAUP Activities: Since the TAUP has
historically been a professional organization; participation
in TAUP activities is eligible for consideration when making
personnel-related decisions.
I. Temple shall provide Paley Library with at least one
copy of the detailed computerized version of the Temple budget
(presently referred to as the B2 budget) as well as the overall
final budget for each year and the breakdown of income for
each year as soon as each is available.
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A. Temple, subject to any applicable law, will deduct from
the salary of any bargaining unit member who authorizes such
deduction, the TAUP established monthly dues as certified
by the TAUP. Any such employee wishing to begin dues deduction
shall submit a properly completed authorization card to the
TAUP, the original of which will be forwarded to the Temple
Personnel Office.
B. A facsimile of the authorization card to be used for
the deduction shall be as follows:
__________________________________________________
To Temple University
I, the undersigned, a member of the TAUP bargaining unit,
authorize Temple to deduct all dues payments authorized by
the TAUP Constitution and By-Laws from my salary and to remit
the amounts so deducted to the TAUP.
This authorization will remain in full force and effect
until revoked by me, in writing. A written notice of the
revocation will be sent to the TAUP and Temple during the
15 days preceding the expiration of any collective bargaining
agreement between the TAUP and Temple.
Name_____________________________________________
Dept._____________________________________________
Social Security #__________________Employee #_________
Signature____________________ Date_________________
C. Within 15 days after the close of any payroll period,
Temple shall forward to the TAUP (1) the dues deducted in
the last payroll period and (2) a list showing the names
of bargaining unit members who authorized such deductions
and the amounts deducted.
D. The TAUP shall defend, indemnify, and save harmless Temple,
and its employees, from any and all liability, costs, and
expenses (including attorney's fees) arising as a result
of the proper deduction of TAUP dues.
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A. Temple and TAUP agree that
they will use their best efforts to encourage the informal
and prompt settlement of grievances.
In the event a grievance may arise between Temple and the
TAUP, involving the interpretation and application of this
Agreement, a grievance procedure is described below for
the orderly resolution of such grievances. The TAUP shall
be
notified in advance and shall have the right to be present
at meetings specified in all steps. The grievant shall
have the right of TAUP representation, or may be self-represented.
Step 1. Within twenty days after the grievance occurs or
after the grievance should have been known, it shall be presented
informally in writing to the Chairperson, * with copies to
the Dean, Provost, and TAUP. The Chairperson shall discuss
and answer the grievance in writing within five days after
receiving the informal presentation, with copies to the Dean,
Provost, and TAUP.
*Or their counterparts for librarians and academic professionals.
The answer of Chairpersons or their counterparts shall not
be binding on Temple.
Step 2. A dispute unresolved in Step 1 may then be presented
in writing to the Dean or the Dean's designee within five
days of the grievant's receipt of the response or lack thereof
in Step 1. The Dean or the Dean's designee will answer the
grievant in writing within ten days after receiving the grievance.
Step 3. A grievance unresolved in Step 2 may be appealed
in writing to the Provost or the Provost's designee within
five days of the grievant's receipt of the response or lack
thereof in Step 2. A grievance so presented in Step 3 shall
be answered by Temple in writing within 20 days after its
presentation.
B. Failure on the part of Temple to answer a grievance at
any step within the specified time limits shall not be deemed
acquiescence thereto and the grievant or the TAUP may proceed
to the next step. If the failure to respond occurs at Step
3, the arbitration provisions of this Agreement may be utilized.
Failure by the grievant to appeal to the next step within
the specified time limit shall be deemed acceptance of the
decision rendered at that step.
C. A grievance on behalf of Temple may be presented initially
at Step 3 by notice in writing addressed to the TAUP at its
offices.
D. All time limits herein specified shall be deemed to be
exclusive of Saturdays, Sundays, legal holidays, and Temple
declared holidays.
E. A grievance which affects a substantial number or class
of employees may initially be presented at Step 2 or Step
3 by the TAUP. The grievance shall then be processed in accordance
with the grievance procedure.
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A. A grievance which has not been resolved may within twenty
(20) working days after completion of the final step of the
grievance procedure be referred to the American Arbitration
Association for resolution under the Voluntary Labor Arbitration
Rules then in force of the American Arbitration Association.
B. The language used in this Agreement shall be binding
upon the arbitrator.
C. The decision of the arbitrator shall be final and binding.
D. The costs of arbitration shall be shared equally by Temple
and the TAUP. Such costs shall be limited to the Arbitrator's
fee and expenses and the charges of the American Arbitration
Association.
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A. During this Agreement, the Union, its officers, agents,
representatives and members, shall not in any way, directly
or indirectly, authorize, assist, encourage, participate
in or sanction any strike, sit-down, slow-down, cessation,
stoppage or picketing, where the object of such picketing
is to cause any employee of Temple University to strike,
slow-down, cease, stop or interrupt his or her work or otherwise
boycott, or otherwise interfere with the operations of Temple
University or to cause an employee to strike, slow-down cease
providing services to, or interrupting or interfere with
the operations of Temple University or any other Temple affiliated
Hospital, medical center, nursing home, or any other educational
institution or other Temple facility.
B. The Union, its officers, agents, representatives and
members, shall not in any way, directly or indirectly authorize,
assist, encourage, participate in or sanction any picketing
(as defined in Section 1) strike, sit-down, slow-down, cessation,
stoppage or interruption of work, boycott or inference with
the operations of Temple University or any Temple affiliated
Hospital, medical center, nursing home or educational institution
or other Temple facility, where such picketing, strike, sit-down,
slow-down, cessation or stoppage or interruption of work,
boycott or interference with the operations is in violation
of a collective bargaining agreement covering the employees
of the other Temple facility or is otherwise illegal.
C. In addition to any other liability, remedy or right provided
by applicable law or statute, should a picket (as defined
in Section 1) strike, sit-down, sit-in, slow-down, cessation
or stoppage or interruption of work boycott, or other interference
with the operations of Temple University or any other Temple
affiliated Hospital, medical center, nursing home, or any
educational institution during the term of this Agreement
occur, the Union, within twenty-four (24) hours of a request
by Temple University, shall:
1. Publicly disavow such action by the employees.
2. Advise
the Office of Labor Relations of Temple and Human Resources
Department of Temple University in writing that
such action by employees has not been called or sanctioned
by the Union.
3. Notify employees of its disapproval of such action and
instruct such employees to cease such action and return to
work immediately.
4. Post notices at the Union Bulletin Board advising that
it disapproves of such action and instructing employees to
return to work immediately.
D. The Employer will not lock out employees during the term
of this Agreement.
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A. Procedures and criteria for promotion of faculty shall
be those set forth in Appendix A of this Agreement.
B. At each step during consideration for promotion, a candidate
shall receive copies of the memoranda of transmittal when
they are forwarded by the Departmental Committee, Chairperson,
College Committee and Dean.
C. In the event promotion is denied, both parties will endeavor
to have any appeals processed in an expeditious manner.
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A. Tenure policies and practices shall be those set forth
in the Tenure Statement approved by the Board of Trustees
effective September 1, 1970 (Appendix B).
B. During the life of this Agreement, these policies and
practices may be altered only with the concurrence of the
Board of Trustees and the Faculty Senate.
C. Tenure decisions will also be made because of the long-term
structural academic needs of the program, department, and/or
school. The policy of Temple is not to have quotas limiting
the number of persons who can advance to the distinguished
status of a tenured faculty.
D. If an individual has not been formally informed of being
considered for tenure during the year in which such consideration
is mandatory, it will be the responsibility of the individual
to inform, in writing, by December 1 of that year, the Department
Chairperson, Dean, Provost, and the TAUP that such tenure
consideration is necessary.
E. At each step during consideration for tenure, a candidate
shall receive copies of the memoranda of transmittal when
they are forwarded by the Departmental Committee, Chairperson,
College Committee and Dean.
F. In the event tenure is denied, both parties will endeavor
to have any appeals processed in an expeditious manner.
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A. Termination of service of a tenured faculty member or
of an appointment before the end of its specified term may
be made only for retirement, just cause, or retrenchment.
B. Before sending notices
of termination because of retrenchment,
consultation on the proposed retrenchment shall take place
with the Chairperson of any department or program affected
and the Dean and college curriculum committee of any college
affected. Also, the Educational Program and Policies Committee
of the Faculty Senate shall be advised of the proposed retrenchments.
Following the completion of that consultation process, there
shall be a meeting with TAUP upon reasonable notice, not
to exceed two weeks, to discuss the rationale for and implementation
of such retrenchment. At this meeting, Temple will provide
the TAUP with a list of bargaining unit members designated
for possible retrenchment along with their date of hire,
department, date of tenure and rank; a list of sections being
taught by Dean's appointment and part-time faculty for ELECT,
QUEST, COMPOSITION 45, COMPOSITION 50 and INTELLECTUAL HERITAGE
as specified in Section C. below; a list of Presidential
track searches where authorization to hire exists; and a
list of open suitable positions in accordance with Section
C. below.
If and when retrenchment notices are sent, concurrent copies
of such notices shall be furnished to TAUP. The notification
date of a retrenchment notice shall be the recorded date
of the certified mailing by Temple University.
C. Retrenchment is one of the most serious steps an institution
of higher learning takes. Attempts will continue to be made
to increase revenue by all feasible means.
Before terminating faculty members because of retrenchment,
Temple will first utilize possible temporary alternative
assignments and then make reasonable efforts to place the
affected faculty members in other suitable positions. (Before
sending a notice of retrenchment to a tenured faculty member,
Temple shall offer such tenured faculty member a temporary
alternative assignment, in accordance with Article 17, to
teach a full work load in the ELECT, QUEST, COMPOSITION 45,
COMPOSITION 50 and/or INTELLECTUAL HERITAGE courses, provided
that (1) there is a full work load available which would
otherwise be taught by a Dean's appointment or part-time
faculty members, and (2) the tenured faculty member has the
requisite skills and abilities after orientation, if appropriate,
to teach such courses. In the event that more than one tenured
faculty member is affected and there is not a sufficient
work load for each, Temple shall follow the order of priorities
set forth in Paragraph 3 of Section E of this Article. Such
faculty members shall have two (2) weeks from date of notification
to inform Temple of their willingness to accept such assignment.)
The released tenured faculty member's position will not be
filled with a replacement within a period of three years
unless the released faculty member has been offered, by order
of seniority, re-employment in a tenured position (with at
least his/her previous rank and salary) and at least one
month within which to accept or decline. An untenured Presidential
faculty member's position will not be filled for a period
of two years without prior notification to the released faculty
member that candidates for the position are being sought.
Suitable positions for reassignment of tenured faculty within
Temple University are:
Other teaching positions
Academic Professional positions
Librarian positions
Administrative positions
The bargaining unit status of the new positions will be
determined by the duties associated with that position and
the past decisions of the Pennsylvania Labor Relations Board.
For positions outside the TAUP Bargaining Unit, the faculty
member's tenure status and salary may be changed at the end
of the 12-month period. At the time the position is offered
to the faculty member, Temple will inform the faculty member
of the tenure status and pay rate which the position will
have at the end of the 12 month notice period.
The salary and seniority of a faculty member moving to a
new assignment within the TAUP Bargaining Unit shall not
be reduced by that move.
If a retrenched tenured faculty member applies for and is
accepted for an authorized academic professional or librarian
position, the faculty member shall have regular appointment
in that new position effective upon the first day of appointment
in that position.
If a retrenched tenured faculty member applies to and is
accepted for a tenure track position in another department,
the faculty member's seniority and tenure shall be carried
to the new department.
In filling vacancies within the TAUP Bargaining Unit, Temple
shall give first consideration to a retrenched tenured faculty
member in considering the qualifications of applicants for
the position. Qualifications shall include appropriate academic
credentials, present ability to perform the work required,
quality of prior job performance, and potential for growth
and achievement in the new job.
Reasonable efforts shall be defined as Temple's obligation
to bring position vacancies to the attention of retrenched
tenured faculty, and resumes of retrenched faculty shall
be made available to those responsible for filling such vacant
positions. Copies of such position vacancies shall be forwarded
to the TAUP.
D. Written notice that employment is to be terminated because
of retrenchment shall be given as follows:
1. For a faculty member holding a first one-year contract,
at least three months,
2. For a faculty member holding a second one-year contract
or a third one-year contract, at least six months,
3. For an untenured faculty member who has either:
a. completed three or more years of service at Temple, or
b. been issued a three-year contract at the time of first
appointment to Temple, at least 12 months.
4. For tenured faculty, at least 12 months.
5. In each case, equivalent severance salary may be substituted
providing it is mutually agreeable to Temple and the affected
faculty member.
6. During the twelve (12) month notice period, a faculty
member who has indicated a willingness to accept an assignment
in ELECT, QUEST, COMPOSITION 45, COMPOSITION 50 and/or INTELLECTUAL
HERITAGE, as per Article 13, Section C, shall continue to
be entitled to such assignment if a workload becomes available
during the twelve month notice period. If a workload becomes
available and is accepted, the letter of retrenchment shall
be rescinded.
E. The order of retrenchment for faculty within a department
or program of instruction shall be:
1. Part-time faculty.
2. Non-tenured faculty, with individual decisions based
upon such important factors as
affirmative action goals, academic excellence and years
of service. In the event faculty within a department or program
of instruction are to be retrenched, teaching fellows shall
be retrenched along with part-time faculty before non-tenured
faculty. It is understood that teaching fellows do not include
graduate assistants or research assistant.
In cases 1 and 2, the faculty remaining shall have the requisite
qualifications to perform the duties required.
3. Tenured faculty, provided that the faculty member with
the least years of service to Temple University shall be
released first.
a. In the event of identical years of service, the faculty
member with the fewest years since achieving tenure shall
be released first.
b. In the event of identical years since achieving tenure,
the faculty member of lowest rank shall be released first.
c. A tenured faculty member can be retrenched in an order
other than by seniority only if Temple justifies (in writing)
that he/she cannot perform work which is essential to the
continuation of his/her department or program, while another
tenured faculty member of lesser seniority (who would continue
to be employed instead of the faculty member of greater seniority)
can do this essential work.
Time spent on unpaid leave, prior to July 1, 1983, not connected
with the receipt of an educational or research/creative award,
shall not accrue as years of service under Section E.3 (a),
(b), and (c) above. Furthermore, service to Temple prior
to a break in employment due to the resignation or non-renewal
of a faculty member shall not be counted as years of service
under Section E.3 (a), (b), and (c) above.
Time spent by tenured faculty on unpaid leave which commenced
on or after July 1, 1983, and as approved by Temple on an
annual basis, shall accrue as years of service under Article
13, Section E.3 (a), (b), and (c).
4. Any faculty member retrenched may utilize the grievance
and arbitration provisions of this Agreement.
F. Dismissal/Discipline of Tenured Faculty for Just Cause:
1. Just cause means incompetence, grave misconduct, or neglect
of duty.
2. A faculty member may be suspended immediately under extreme
circumstances or if there is a threat of immediate harm to
himself/herself or others.
3. The following procedures, which may be initiated by faculty,
Department Chairpersons, Deans, the Provost, or the President,
shall govern the dismissal/discipline of a tenured faculty
member for just cause:
a. An attempt shall be made to resolve the matter informally
through:
(1) personal conferences
between the faculty member
and appropriate administrative officers,
(2) an informal inquiry by the Personnel Committee of the
Faculty Senate if the matter is not terminated by mutual
consent or an adjustment does not result followed by,
(3) an informal report to the President regarding either
an adjustment or whether, in its view, formal proceedings
should be instituted.
b. Formal proceedings may commence at the direction of the
President even if the recommendation of the Personnel Committee
of the Faculty Senate is favorable to the faculty member.
Steps to be followed are:
(1) Formulation of a written statement of the grounds proposed
for dismissal/discipline by the President and the Personnel
Committee or, if there is a disagreement, by the President
or the President's representative.
(2) The President shall
inform the faculty member of the statement and also that, "if he/she so requests," a
hearing to determine whether he/she should be removed from
his/her faculty position on the grounds stated will be conducted
by the Faculty Senate Personnel Committee. Where a hearing
is requested, a committee of five members shall be selected
for that purpose by the Personnel Committee of the Faculty
Senate. The committee shall elect its own chairperson.
(3) The faculty member shall be informed in writing by the
committee chairperson of the time, place, and procedures
for the hearing and shall have reasonable time, in no event
more than two months, to prepare his/her defense.
(4) The faculty member may be accompanied by another faculty
member and/or by counsel at the hearing if he/she so chooses.
(5) No less than one week before the date set for the hearing,
the faculty member shall reply, in writing, whether he/she
wishes a hearing and, if so, should respond in writing to
the statements in the President's letter.
(6) The faculty member shall be informed by Temple that
failure to request a hearing shall indicate acceptance of
dismissal/discipline.
c. Proceedings of the Committee shall involve:
(1) consideration of the
written formulated statement
of grounds for dismissal/discipline and the faculty member's
written response.
(2) testimony of witnesses, if appropriate, and examination
of other pertinent evidence.
(3) the faculty member normally shall have the right, within
reasonable limits established by the Committee, to question
all witnesses who testify orally.
d. The Committee shall submit a written recommendation and
reasons therefore to the President and to the faculty member.
If the committee recommends against dismissal/discipline,
the President may (normally within one month) still dismiss/discipline
the faculty member, but the faculty member may then seek
to utilize the arbitration provisions of this Agreement.
G. Dismissal/Discipline of Non-Tenured Faculty for Just
Cause:
1. Just cause means incompetence, grave misconduct, or neglect
of duty.
2. An attempt shall first be made to resolve the matter
informally through personal conferences between the faculty
member and appropriate administrative officers.
3. If this fails to resolve the matter, the faculty member
may be dismissed/disciplined by Temple, after consultation
with the Department Chairperson.
4. A faculty member so dismissed/disciplined may utilize
the grievance and arbitration provisions of this Agreement.
H. Non-Renewal of Untenured Faculty Appointments:
1. For full-time untenured Presidential faculty, written
notice that employment is to be terminated shall be given
as follows:
a. For a faculty member holding a first one-year contract
expiring at the end of the Spring academic period, not later
than March 15; or if the one-year appointment terminates
at another time, at least three months in advance of its
termination.
b. For a faculty member holding a second or third one-year
contract expiring at the end of the Spring academic period,
not later than December 15; or if the second or third one-year
appointment terminates at another time, at least six months
in advance of its termination.
c. For a faculty member who either has completed three or
more years of service at Temple or has been issued a three-year
contract at the time of first appointment at Temple, at least
twelve months in advance of the expiration of the appointment.
2. For full-time untenured
faculty who are not Presidentially appointed, if the letter
of appointment does not contain
a termination date, a faculty member shall be given notice
of non-renewal at least three months prior to the expiration
of his/her contract.
3. Temple shall have the option of substituting equivalent
severance salary for the period of advance notice. In making
this determination, Temple will take into consideration the
faculty member's expressed preference.
I. Clinician Educator Track Faculty
During the life of this Agreement, the approved policies
and practices may be altered only with the concurrence of
the Board of Trustees and the Faculty Senate.
J. Special Appointment Faculty
Special Appointment Faculty will not exceed seven percent
(7%) of the total Presidential Faculty of the School or College
of the preceding academic year. Appendix C establishes the
guidelines of the Special Appointment Faculty. In the event
any particular School or College establishes a need to increase
the percentage, such approval may be granted with the concurrence
of the Collegial Assembly to a maximum of fifteen percent
(15%).
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A. The TAUP and Temple
recognize that the role of the Chairperson differs among
academic units across the University and, in
some cases, among departments within the same collegial unit. B. The timely initiation of the process for the appointment
of a Department Chairperson shall be the responsibility of
the Dean. The nomination procedures for selection of Chairpersons
may vary from one department to another. The Presidentially
appointed faculty members (who in this article shall include
administrators who hold a faculty rank in the department
or program in question) shall determine the procedure for
each department after consultation with the Dean. The last
instance of such consultation shall occur no more than 30
days before a nominee is to be designated.
C. Should the Dean find it necessary not to appoint the
department's nominee, the Dean shall ask for an alternate
nominee. In the event the Dean again declines to appoint
the department's nominee, the Dean shall immediately appoint
an acting Chairperson, for a period not to exceed one year,
and shall explain his/her action to the appropriate faculty
body in his/her college.
D. Chairpersons are appointed for initial terms not to exceed
five years even when an individual
has been originally hired as a Department Chairperson. Beyond
this, with due consideration of the value of change, they
may be reconsidered for an additional term or terms not to
exceed five years each under the procedures in sections A,
B, and C above.
E. If the removal of the Department Chairperson is initiated
by the Dean and it is approved by
a majority of the Presidentially appointed faculty members
of the department, it shall become effective immediately.
If the Presidentially appointed faculty members do not approve
the removal, the Dean may, within 30 days thereafter, submit
the matter to the Provost, who shall make a final decision
after consultation with the Department Chairperson and the
departmental faculty.
F. If the removal of the
Department Chairperson is initiated by a majority of the
Presidentially appointed faculty members
of a department, and the Dean concurs, it shall become effective
immediately. If the Dean does not approve the removal, the
matter shall be returned to the department for reconsideration.
After the lapse of at least 30 days, if a majority of the
Presidentially appointed faculty members of that department
again vote for removal, the decision shall normally be final.
If the Dean still does not approve the removal, the matter
shall automatically be submitted to the Provost, who
shall make a final decision, after consultation with the
Department Chairperson and the departmental faculty. The
Dean shall explain the matter to the appropriate faculty
body in his/her college.
G. Under extreme circumstances, a Dean may suspend or remove
a Department Chairperson immediately from duties as Department
Chairperson and appoint an acting Chairperson for a period
not to exceed one year.
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A. Terms of Appointment
1. All full-time librarians within the bargaining unit shall
be appointed for such terms of office as shall be provided
in this statement of policy, subject to the provisions contained
herein with respect to the termination of their appointments.
The terms and conditions of every appointment shall be stated
in writing and shall be in the possession of both Temple
and the librarian before the appointment becomes effective.
2. Librarians shall be appointed initially for a term of
one year and may be reappointed for 3 additional one year
terms followed by a 2 year term and then by regular appointment.
a. A Committee defined by the Academic Assembly of Librarians
will advise the Director on decisions to grant or not to
grant reappointment during the first 4 years.
Review by a peer committee established by the Academic Assembly
of Librarians shall be the first step in considerations for
contract renewal, regular appointment and promotion. This
peer committee shall submit its recommendations, and the reasons
therefore, to the Director of Libraries and inform the individuals
involved.
The Director shall inform in writing the individuals and
the committee of his/her decisions, and the reasons for them
within ten days after receiving the recommendations of the
committee.
The Director's decision shall be made at least 90 days prior
to the expiration of any contract. The Director's decision
during the first 4 years is not subject to the grievance
or arbitration provisions of this Agreement.
b. The probationary period shall consist of a series of
terms amounting to six years.
(1) In the event that a librarian will not be granted a
regular appointment, a termination of contract notice must
be provided in writing at least six months prior to the expiration
of his/her sixth year or he/she shall be granted a one-year
terminal contract for his/her seventh year of service.
(2) A librarian initially hired at the L1 rank must be promoted
to the L2 rank within six years or he/she will receive a
terminal one-year contract (or a six months notice of termination).
(3) The first one year appointment shall terminate on the
first June 30 following initial appointment.
3. A librarian's base salary is for a work year which includes
eight weeks scheduled off per year. Any librarian who works
additional week(s) or day(s) shall receive additional compensation
at the rate of 2.4% of the base salary per additional week
worked. Time off will be assigned in one block of at least
four weeks and the remainder to be taken at the employee's
request with approval of the Department Head. On or before
May 1 of a given year, the Director shall inform each librarian
of that librarians= four week block of scheduled time off
for the following July 1-June 30 period. Such assignments
shall be made after consultation with the librarians as to
their time off preferences. No librarian may be required
to work for more than 11 months during any July 1 - June
30 time period. Any changes in the assigned periods of work
shall be by mutual agreement between the librarian and the
Director, except that in the event of unforeseeable circumstances
assignments may be changed by the Director after consultation
with the affected librarians.
B. Standards for Promotion and Completion of the Probationary
Period
1. Criteria for promotion
and completion of the probationary
period shall include:
a. effectiveness of performance as a librarian.
b. continuing professional growth as demonstrated by scholarly
activities such as continuing education, participation in
professional activities, and contributions to the profession.
c. effectiveness of service to the library and/or to the
University.
More specific criteria for promotion to the various grade
levels and for completion of the probationary period and
the relative weighing of these criteria shall be established
by the Academic Assembly of Librarians. Promotion to L4 is
to be granted on the basis of exceptional achievement in
the context of a major university library.
2. Librarians may always be considered for completion of
the probationary period after shorter periods of service
than those specified above. Under exceptional circumstances,
librarians with significant experience in the institution
from which they come may be granted a regular appointment
upon initial employment.
C. Procedures
1. Consideration for promotion and/or completion of the
probationary period may be initiated at the appropriate time
by any or all of the following:
a. librarians's immediate supervisor,
b. the appropriate Committee of the Academic Assembly,
c. library administration,
d. the librarian, or
e. any other member of the academic community.
2. All evaluations for reappointment, promotion, and regular
appointment shall be through the appropriate Committee of
the Academic Assembly and the list of candidates shall be
sent to the Director.
3. The Committee shall submit its recommendations, and reasons
therefore, to the Director and inform the individuals involved.
4. The Director will inform in writing the individuals and
the Committee of his/her decisions and the reasons for them
within ten days after receiving the recommendations of the
Committee.
5. The decisions of the Director, and all recommendations
of the Committee, shall be forwarded immediately to the Provost
or the Provost's designee for final resolution. The decision
of the Provost or the Provost's designee must be given in
writing within ten days to the individual, the Director,
and the Committee of the Academic Assembly.
6. Librarians who have completed the probationary period
shall maintain this status even if they have a physical or
mental disability of up to six months' duration that prevents
them from carrying out their responsibilities. With the appropriate
medical certification, the librarian may return to his/her
University responsibility with the status of having completed
the probationary period. In addition, the librarian shall
have recall rights to the same or an equivalent position,
if available, for a further period of 12 months.
7. Time spent on official leave from the University will
not be included in the calculations of the various time periods
stated above unless the librarian requests in writing to
the Director, and the Director approves, that such leave
time be included in the timing of decisions on completion
of the probationary period.
D. Evaluation of Librarians
When formal evaluations are made, the evaluating supervisor
shall discuss the evaluation with the librarian; it shall
be signed by both individuals and placed in the librarian's
personnel file. This signing shall not be deemed to constitute
approval by the librarian. The librarian is entitled to attach
any written comment or refutation the librarian deems appropriate
to the evaluations.
E. Termination of Service by Temple
1. Written notice that an appointment is to be terminated
because of retrenchment or non-renewal of a term appointment
shall be given to a librarian as follows:
a. Three months for less than two years of service.
b. Six months after two years of service.
In each case, Temple shall have the option of substituting
equivalent severance salary.
2. Termination of service of a librarian who has completed
the probationary period or an appointment before the end
of its specified term may be made only for retirement, just
cause, or retrenchment.
3. Retrenchment of librarians within the Paley budget system
or within another budget unit included in the TAUP bargaining
unit shall be made according to the following order:
a. part-time librarians,
b. librarians on probationary appointment by inverse order
of the date of hire within the library,
c. librarians who have completed the probationary period
by inverse order of date of hire within the library.
In each of the above cases, it is recognized that the librarian
possesses special skills, training, or education necessary
for the continued operation of library programs and that
librarians who have completed the probationary period may
not be retrenched until after all part-time librarians and
librarians on the probationary period are retrenched.
4. Temple shall make reasonable efforts to place retrenched
librarians in other positions in the University.
5. Just cause means incompetence, grave misconduct, or neglect
of duty.
6. A librarian who has completed the probationary period
and who is terminated (except for retirement) or laid off
shall be entitled to utilize the grievance and arbitration
provisions of this Agreement.
F. Recall
1. Following a lay off due to retrenchment, any librarian
laid off due to retrenchment shall be recalled in inverse
order of lay off provided the librarian has the present ability
to perform the work available. Laid off employees shall have
recall rights for a period equal to their length of service
but in no event for more than two years.
2. Upon receipt of such an offer in writing, a librarian
shall have one month to decide whether to accept the offer.
G. Terminology
Throughout the contract, the term Director shall include
both a reference to the Director of Paley Library and the
Dean of any school or college in the TAUP bargaining unit
which employs a librarian.
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A. Terms of Employment
1. Each full-time academic professional and the TAUP shall
receive, at the time of employment, a letter setting forth
a brief general description of the academic professional's
duties, salary and any employment conditions particular to
the individual academic professional.
2. The probationary period shall be one year.
3. The academic professional or the TAUP may, within 30
days after receipt of a new or revised job description or
salary, file a grievance if the academic professional or
the TAUP asserts that:
a. the salary, which shall be communicated no later than
60 days after receipt of the new job description, does not
bear a fair relationship to the new duties.
b. that the stated duties do not qualify the individual
as an academic professional.
4. Any new or vacated position may be designated as a fiscal
year or academic year position.
B. Procedure for Periodic Evaluation of Academic Professionals
When formal evaluations are made, the evaluating supervisor
shall discuss the evaluation with the academic professional;
it shall be signed by both individuals and placed in the
academic professional's personnel file. This signing shall
not be deemed to constitute approval by the academic professional.
The academic professional is entitled to attach any written
comment or refutation the academic professional deems appropriate
to the evaluations.
C. Termination of Service by Temple
1. Any academic professional who is terminated, except for
just cause or retirement, shall be entitled to written notice
or equivalent salary as follows:
a. two weeks if employed less than six months;
b. four weeks if employed more than six months but less
than one year;
c. two months if employed more than one year but less than
two years;
d. four months if employed more than two years but less
than four years;
e. six months if employed four years or more.
2. Academic professionals who have completed the probationary
period shall be terminated only for retirement, just cause,
or retrenchment.
3. Termination of an academic professional during the probationary
period shall not be subject to the grievance and arbitration
provisions of this Agreement.
4. An academic professional who has completed the probationary
period and who is terminated (except for retirement) or laid
off shall be entitled to utilize the grievance and arbitration
provisions of this Agreement.
5. a. Following a lay off due to retrenchment, any academic
professional laid off due to retrenchment shall be recalled
by department or program in inverse order of lay off provided
the academic professional has the present ability to perform
the work available. Laid off employees shall have recall
rights for a period equal to their length of service but
in no event for more than two years. Upon receipt of such
an offer in writing, an academic professional shall have
one month to decide whether to accept the offer.
b. The seniority and accumulated sick leave shall not be
reduced for any academic professional who is recalled and
takes another position within the bargaining unit.
6. Retrenchment within a department or program shall be
applied in the following order:
a. Part-time employees who are functioning as academic professionals,
b. Academic Professionals in the probationary period,
c. Academic Professionals who have completed the probationary
period, by inverse order of the date of hire within Temple
provided that, in each case, the academic professionals remaining
shall have the requisite qualifications or specialties to
perform the work required.
7. Temple shall make reasonable efforts to place retrenched
academic professionals in other positions in the University.
8. Just cause means incompetence, grave misconduct, or neglect
of duty.
D. An academic professional is a full-time employee of the
University whose work is necessary or adjunct to the teaching
of students or to research functions of the University. The
work shall:
1. a. be predominantly intellectual and varied in character;
and
b. require consistent exercise of discretion and judgment;
and
c. require knowledge of an advanced nature customarily acquired
by specialized study in an institution of higher learning
or its equivalent; and
d. be of such character that the output or result accomplished
cannot be standardized in relation to a given period of time;
or
2. be original and creative in character in a recognized
field of artistic endeavor and the result of which depends
primarily on the invention, imagination, or talent of the
employee. Academic professionals include those positions
in TAUP as of the date of the signing of this Agreement.
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A. Faculty
1. The assigned work load for full time faculty shall be
reasonable and fair and shall usually consist of a combination
of teaching, research and creative activities, and service
to Temple University. The assigned work load of a faculty
member is subject to approval by the Dean. The teaching work
load for a full time faculty member engaged only in teaching
and minimal service to Temple is 12 semester credit hours
per semester.
2. The teaching work load shall be appropriately reduced
by the Dean (in consultation with the Department Chairperson)
for the following efforts: active involvement in research
and/or publication or equivalent creative activity; advising
of graduate thesis or dissertations and/or independent study;
combinations of 4 and 3 credit-hour courses or unusual contact-credit
hour burdens; service to Temple University; unusually demanding
courses; and the performance of administrative duties.
3. Temple may substitute the teaching of non-credit courses
or workshops and participation in externally funded Temple
projects for an equivalent of credit courses taught by the
faculty member.
4. Temple may give a full time faculty member a temporary
alternative assignment, i.e., a teaching assignment for other
than his/her home department, or an administrative or advising
assignment. A temporary alternative assignment shall not
affect the faculty member's membership, seniority, and tenure
in his/her home, merged, reorganized or successor department.
In making temporary alternative assignments, the following
principles shall be applied:
a. The proposed assignment shall be discussed by the Dean
or Department Chairperson with the faculty member a reasonable
time in advance of beginning the assignment.
b. Every effort shall be made to maintain some portion of
a faculty member's total work load in his/her home department.
c. Before new faculty are appointed in a department, faculty
members of that department on temporary alternative assignment
elsewhere shall first be offered the opportunity to reassume
teaching assignments within the department.
d. In cases of disputes over temporary alternative assignments,
the final decision within a college shall be made by the
Dean, and for inter-college disputes, the final decision
shall be made by the Provost, subject in each case to the
terms and conditions in this Agreement.
5. If Temple wishes to require faculty in a department to
accept any two of three semesters as the basic academic year,
the Dean of the College may initiate such a plan in that
Department provided that:
a. There is appropriate consultation between the Dean, the
Department, and individual faculty members, and
b. Notice of semesters in a given year assigned to a given
faculty member shall be given to the faculty member not later
than the preceding May 15.
c. In so far as some courses are taught for extra compensation,
consideration shall be given to the equitable distribution
of such teaching among the faculty members of the Department,
and, where appropriate, within the college.
d. A faculty member may
not be required to teach, without
additional compensation, over the fall, spring, and summer
semesters except as in A-6 below.
6. With the approval of Temple, an individual faculty member
or the faculty of a college, a department, or a program may
substitute the summer semester for either a fall semester
or a spring semester or by at least a two-thirds vote of
the affected faculty deploy himself/herself/itself across
the three semesters in a manner acceptable to him/her/it
without additional compensation.
7. A year (September 1 - August 31) will be divided into
three academic semesters:
Fall: September 1 - December 31
Spring: January 1 - May 31
Summer: May 1 - August 31
B. Librarians and Academic Professionals
1. The average work week
shall be 35 hours. The work load for librarians and academic
professionals shall be fair,
reasonable, and consistent with service and professional
responsibilities to Temple.
2. Budget unit heads shall grant appropriate compensatory
time off for hours scheduled and worked beyond the regular
work week.
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A. Continuing Faculty, Librarians and Academic Professionals
1. Effective July 1, 2000, each continuing member of the
bargaining unit shall receive an increase of two and one-half
percent (2.5%) of annual salary as of June 30, 2000.
2. Effective July 1, 2001, each continuing member of the
bargaining unit shall receive an increase of two and one-half
percent (2.5%) of annual salary as of June 30, 2001.
3. Effective July 1, 2002, each continuing member of the
bargaining unit shall receive an increase of two and three-quarters
percent (2.75%) of annual salary as of June 30, 2002.
4. Effective July 1, 2003, each continuing member of the
bargaining unit shall receive an increase of two and three-quarters
percent (2.75%) of annual salary as of June 30, 2003.
B. Faculty Salary Adjustments
1. Exceptional award salary
adjustments may be made by the Provost. In the event Temple
wishes to make a salary adjustment
to an individual faculty member in an amount greater than
that provided for in the Agreement, Temple may do so in
exceptional cases based on extraordinary performance or achievement.
Temple shall inform the TAUP in writing within ten days
of
such a salary adjustment.
2. The Deans are responsible for nominating individuals
for such salary adjustments.
3. Each year, a subcommittee of the Laura Carnell Professors
shall be appointed by the Provost to advise on the nominees
put forward by the Deans. The Provost shall have final decision,
and state the reasons for such awards.
C. Salary Minima
1. a. The following annual salary minima shall apply to
all faculty following the first across-the-board increase
within the ratified contract:
Instructors $32,000.
Assistant Professors $36,500.
Associate Professors $42,000.
Professors $50,000.
b. The following annual salary minima shall apply to all
faculty following the across-the-board increase given following
July 1, 2002:
Instructors $35,000.
Assistant Professors $40,000.
Associate Professors $45,000.
Professors $55,000.
2. a. The following salary minima shall apply to all librarians
following the first across-the-board increase within the ratified
contract:
Grade L1 $31,000.
Grade L2 $33,000.
Grade L3 $36,000.
Grade L4 $40,000.
b. The following annual salary minima shall apply to all
librarians following the across-the-board increase given following
July 1, 2002:
Grade L1 $34,000.
Grade L2 $36,000.
Grade L3 $39,000.
Grade L4 $43,000.
3. The following salary minima shall apply to all academic
professionals following the first across-the-board increase
within the ratified contract:
Grade L7 $17,975.
Grade L8 $19,394.
Grade L9 $20,973.
Grade L10 $22,626.
Grade L11 $24,460.
Grade L12 $26,440.
Grade L13 $28,598.
Grade L14 $30,911.
Grade L15 $33,353.
Grade L16 $35,997.
Grade L17 $38,280.
These annual minima shall be applied after across-the-board
increases are made.
D. Additional Increases for Promotion
Any faculty member or
librarian who is promoted in rank or grade level effective
any July 1, shall receive a promotional
increase, effective the following January 1, of seven percent
(7%) of the promoted individual’s
salary as of the preceding June 30.
In any year, the amount granted for promotions shall be
reduced by the amount of the increase received the prior July
1 due to the application of salary minima.
E. Miscellaneous
1. Compensation for Summer or Other Third
Academic Semester
a. Effective July 1, 2000, Summer or other third academic
semester teaching shall be paid at the rate of three percent
(3%) of the preceding academic year salary for each semester
hour taught, provided that
this rate does not exceed a maximum rate of $1,435. for each
semester hour taught.
b. Effective July 1, 2001, Summer or other third academic
semester teaching shall be paid at the rate of three percent
(3%) of the preceding academic year salary for each semester
hour taught, provided that
this rate does not exceed a maximum rate of $1,470. for each
semester hour taught.
c. Effective July 1, 2002, Summer or other third academic
semester teaching shall be paid at the rate of three percent
(3%) of the preceding academic year salary for each semester
hour taught, provided that
this rate does not exceed a maximum rate of $1,510. for each
semester hour taught.
d. Effective July 1, 2003, Summer or other third academic
semester teaching shall be paid at the rate of three percent
(3%) of the preceding academic year salary for each semester
hour taught, provided that
this rate does not exceed a maximum rate of $1,550. for each
semester hour taught.
e. When utilizing faculty as summer advisors, Temple University
shall compensate the faculty member at .0055 of the annual
salary for each day worked (based on the prior year annual
salary as of June 30.)
2. Compensation for Overload Teaching
a. Effective July 1, 2000, Compensation for overload teaching
by bargaining unit faculty during the academic year shall be
as follows:
Instructor $635. per semester hour
Assistant Professor $685. per semester hour
Associate Professor $760. per semester hour
Professor $835. per semester hour
b. Effective July 1, 2001, Compensation for overload teaching
by bargaining unit faculty during the academic year shall be
as follows:
Instructor $670. per semester hour
Assistant Professor $720. per semester hour
Associate Professor $795. per semester hour
Professor $870. per semester hour
c. Effective July 1, 2002, Compensation for overload teaching
by bargaining unit faculty during the academic year shall be
as follows:
Instructor $710. per semester hour
Assistant Professor $740. per semester hour
Associate Professor $835. per semester hour
Professor $910. per semester hour
d. Effective July 1, 2003, Compensation for overload teaching
by bargaining unit faculty during the academic year shall be
as follows:
Instructor $750. per semester hour
Assistant Professor $780. per semester hour
Associate Professor $875. per semester hour
Professor $950. per semester hour
3. Increased Compensation/Salary Compression
A. Increased Compensation Funds
1. In the event that Temple wishes to pay any member of
the bargaining unit in terms more favorable than those set
forth herein, it may do so with a detailed rationale to the
TAUP,
as per the agreed
upon guidelines.
2. Matching Offers: When the departmental faculty, Chairperson,
and Dean wish to retain a faculty member who has a bona fide
offer (in writing) from another institution, Temple (with
the approval of the
departmental faculty and the Chairperson) may offer a competitive
salary adjustment to attempt to retain the individual without
the prior approval of the TAUP. In the event that a salary
increase results, Temple shall inform the TAUP in writing
within ten days of the decision.
3. Up to $100,000 shall be used for 3.A.1. above, annually,
and shall be applied to the base salary.
4. TAUP shall have the right to appeal individual decisions
based on an obvious lack of evidence and documentation to warrant
the increased compensation. The appeal shall be sent to the
Associate Vice President
for Personnel Administration. The final decision shall be
determined by the Provost. The final decision shall not be
subject to the grievance or arbitration provisions.
B. Salary Compression Funds
Eligible faculty who qualify for the compression fund shall
receive a salary adjustment in the amount of $600, not to exceed
the threshold. The adjustments shall be effective January
1, 2002, and January
1, 2003, respectively.
C. Criteria for Implementation of Salary Compression Fund
Annually
The criteria for the implementation of Salary Compression
Funds shall be as follows:
a. Minimum of 10 years' service.
b. Academic year salary equal to or less than the following
threshold rates of pay applying each year after the addition
of the across-the-board salary increases.
Professor Assoc. Professor Asst. Professor
1/1/2002 $82,000 $66,500 $51,100
1/1/2003 $84,000 $68,500 $51,500
F. Compensation of Department Chairpersons
1. A Department Chairperson shall be compensated for the
extra duties of that office during the Fall and Spring Semesters
by a reduction from the base teaching work load or by an
appropriate stipend in addition to the base salary, or by
a combination of the two.
During the summer sessions, a Department Chairperson may
be compensated for well defined specified duties by an appropriate
stipend.
2. The reduction from the base teaching work load and the
amount of stipend shall in all cases be proportionate to
the scope and complexities of the duties of the Chairperson
and shall not be tied to the rank and salary of the incumbent.
The scope and complexity of the duties shall be determined
from a matrix of factors presently agreed to by Temple and
TAUP. Reductions from the base teaching work load and the
amount of stipend shall be recommended by the Dean and must
be approved by the Provost.
3. When Department Chairpersons receive such extra compensation,
the TAUP will be informed of the extra compensation.
4. Salary increases across-the-board, merit, promotion,
etc. for Chairpersons shall be based on the base salary only
and shall not apply to the additional stipend.
5. Benefits for Chairpersons shall be based on the base
salary only.
6. Reductions from the teaching work load and the amount
of stipend are subject to reevaluation and change each September
1 depending on the planned scope and complexity of the succeeding
year.
7. Aforementioned additional compensation shall cease when
the faculty member's term as Department Chairperson ends.
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I. Faculty Merit Awards
A. All faculty members in the bargaining unit shall be eligible
for consideration for merit awards. Merit awards shall be given
only for the recognition of faculty members' outstanding
performance in one of the
four categories listed and defined below (B.2). The periods
considered for a merit award shall be July 1, 1999 - June
30, 2000, July 1, 2000 - June 30, 2001, July 1, 2001 - June
30, 2002, and July 1, 2002 - June 30, 2003. These merit awards
shall become part of base salary.
B. The Number, Pools, Amounts and Categories of Merit Awards
1. Effective January 1, 2001, there shall be allocated 800
merit units,
Effective January 1, 2002, there shall be allocated 800
merit units.
Effective January 1, 2003, there shall be allocated
800 merit units.
Effective January 1, 2004, there shall be allocated 1000
merit units.
Each merit unit shall equal $600.
The above mentioned awards shall be payable as heretofore
has been the procedure.
2. Merit awards may be given by Temple on the basis of outstanding
performance in any of the following categories:
Category I: Outstanding teaching.
Category II: Outstanding research, scholarship, publication
or creative work.
Category III: Outstanding service to departments and programs,
to Temple's colleges and schools, to the University, or to
the profession or field.
Category IV: Outstanding special achievements: this Category
shall include faculty members judged to have made unique
or valuable contributions to Temple University at any level
and to the community. Furthermore, awards may be made for
achievements in more than one of the first three Categories,
provided that the person's achievements, when taken as a
whole, are clearly outstanding.
C. Nominations for merit awards may be made by faculty members
or colleagues, Chairpersons or Temple. The Dean shall consult
with Chairpersons and appropriate college committee(s). After
reviewing these recommendations, the Dean shall prepare a
list of faculty members proposed for merit awards and the
number of units recommended. Temple shall publish the list
of awards and the reasons for such awards. A copy of such
list shall be forwarded to the TAUP.
II. Librarians
A. All librarians in the bargaining unit shall be eligible
for consideration for merit awards.
Merit awards shall be given only for recognition of a librarian's
outstanding performance in one of the four categories listed
and defined below (B.2). These awards shall become part of
base salary.
B. The Numbers, Pools, Amounts and Categories of Merit Awards
1. Effective January 1, 2001, there shall be allocated 21
merit units,
Effective January 1, 2002, there shall be allocated 21
merit units.
Effective January 1, 2003, there shall be allocated 21
merit units.
Effective January 1, 2004, there shall be allocated 28
merit units.
Each merit unit shall equal $350.
2. Merit awards may be given by Temple on the basis of
outstanding performance in any of the following categories:
Category I: Outstanding performance as related to the Librarian's
position description.
Category II: Outstanding contributions or service to the
profession of librarianship. Such contributions may be in
the form of papers, scholarship, publications, presentations,
or professional activities.
Category III: Outstanding service to the libraries, to academic
departments, colleges, schools, or the University.
Category IV: Outstanding special achievements. This category
shall include librarians judged to have made unique or valuable
contributions to Temple University at any level and to the
community. Furthermore, awards may be made for achievements
in more than one of the first three Categories, provided
that the person's achievements, when taken as a whole, are
clearly outstanding.
III. Academic Professionals
(AP’s)
A. All AP’s in the
bargaining unit shall be eligible for consideration for
merit awards. Merit awards shall be
given only for recognition of an employee's outstanding performance.
These awards shall become part of base salary.
B. The Numbers, Pools, Amounts and Categories of Merit Awards
1. Effective January 1, 2001, there shall be allocated
20 merit units,
Effective January 1, 2002, there shall be allocated 20
merit units.
Effective January 1, 2003, there shall be allocated 20
merit units.
Effective January 1, 2004, there shall be allocated 25
merit units.
Each merit unit shall equal $350.
2. Merit awards may be given by Temple on the basis of
outstanding performance.
C. Nominations for merit
awards may be made by AP’s
or colleagues, department heads or Temple. Temple shall publish
the list of awards and the reasons for such awards. A copy
of the list shall be forwarded
to the TAUP.
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A. General
All fringe benefits (except as herein modified, amended,
or canceled) in existence on the date of the signing of this
Agreement shall be continued during the term of this Agreement.
B. Health Insurance Benefits
1. Upon enrollment at the Human Resources Department all
active, full-time bargaining unit members shall become eligible
to elect one of the following benefit programs to be effective
on the first day of the
next month after their date of employment: Blue Cross/Blue
Shield Personal Choice, Keystone Health Plan East HMO, or
Keystone of New Jersey HMO.
2. Effective July 1, 2000 Prescription coverage will be
available to bargaining unit members participating in the Keystone
Plans. This coverage will provide 80% of the cost of qualified
prescription drugs
at participating pharmacies.
3. In the event Temple University determines to switch its
above-mentioned carriers, an equal (or greater) level of
benefit must be maintained. Temple University may elect to
offer
different options from
a single carrier or a single option from a single provider.
Prior to making any change, Temple University will Meet and
Discuss with the TAUP.
C. Shared Health Care Costs
1. Full-time Faculty Members shall pay the employee contributions
as follows:
i. Effective July 1, 2000 the employee contribution in (B.1.)
above shall be changed to 15.00% of the premium for the Plan
and coverage elected (including prescription premiums).
ii. Effective July 1, 2002 the employee contribution in
(B.1.) above shall be increased to 18.00% of the premium
for the Plan and coverage elected (including prescription
premiums).
iii. Effective July 1, 2003 the employee contribution in
(B.1.) above shall be increased to 20.00% of the premium
for the Plan and coverage elected (including prescription
premiums).
2. Full-time Academic Professionals and Librarians shall
pay the employee contributions as follows:
i. Effective July 1, 2000 the employee contribution in (B.1.)
above shall be changed to 15.00% of the premium for the Plan
and coverage elected (including prescription premiums).
ii. Effective July 1, 2002 the employee contribution in
(B.1.) above shall be increased to 17.00% of the premium
for single coverage (Including prescription premiums). Family
coverage shall remain at 15% of premium.
3. If a bargaining unit member elects coverage, they shall
make contributions on a pre-tax basis.
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