UDMPU Contract: Executive Summary

by Larry Zeff

UDMPU Chief Negotiator

Here are the Contract changes resulting from negotiations over the past eleven months. The UDMPU members participating in each set of discussions are listed in parentheses.

Fringe Benefits

            We were able to retain the two most desired health care plans, as voted by the UDMPU membership. In addition, we have improved Long Term disability coverage, substantial Dental Care provisions, FMLA language, two Blue Cross plans and one HAP option. (Carol Weisfeld, Jerry Curtsinger, Nancy Chesik, Linda Wiechowski, Mary O'Shaugnessey)

Equity

            We completed an external equity study and implemented it within three years, as desired by our membership. The results include increases to base salary for 57% of all UDMPU membership and 65% of membership covered by the study. Those members who were hired after the study or who left before the implementation of the study are considered outside the coverage. The average increase for the 129 members positively affected by this study is $3480. This represents 4% of total payroll. All three levels (Assistant, Associate and Full) received about the same average increase. All increases will become effective at the same time, i.e., 1 January 2006. (Carol Weisfeld)

Language

            The Language Subcommittee went over the entire contract, updating language, making it more readable and including all changes resulting directly from the negotiations. It was the hardest working of the subcommittees and did an excellent job for us all. (Roy Finkenbein, Stephen Manning, Gerald Wehmer, Mike Canjar, Carol Weisfeld)

Contract Maintenance

            Language regarding the number of research leaves, number of overloads, Summer course loads and the rotation process for offering courses was clarified. A seniority list was agreed to that excludes administrators gaining faculty seniority while in an administrative position. The attempt to extend non-tenure track appointments from two to four years was withdrawn. While the percent of bargaining unit work performed by non-bargaining unit faculty was kept at its present level, two improvements were made: we closed a loophole by including administrators who teach into the category of non-bargaining unit faculty; it is an issue that can be re-opened during the third year of the contract for possible changes effective in the fourth and/or fifth years. Letter of Agreement #3 (giving special consideration to members of the Economics Department) was eliminated with the remaining relevant sections included within the body of the contract. As part of this process, a transitional research fund was established for members of the College of Liberal Arts and Education. The expectation is this research fund will greatly expand and allow all members of the UDMPU to be eligible for additional research support. (Mike Canjar, Jerry Curtsinger, Gerald Wehmer, Carol Weisfeld)

Intellectual Property

            No policy on Intellectual Property was constructed. We will stay within the existing framework and establish a committee to extend the principles of the present framework to include new technologies and create a full policy reflecting the principles included in the framework. (Dave Koukal, Jonathan Weaver, Mary Hannah, Carol Weisfeld)

No-Layoff Clause Tied to Shared Governance

            The PNC wants to thank faculty members who attended the General Faculty Meeting at which this issue was discussed. The suggestions made by those attending this meeting were very helpful in creating a resolution to this critical issue. A new Letter of Agreement #13 establishes a process by which shared governance is proposed, implemented for a trial period, approved by the faculty and ultimately established for eighteen months to begin to deal with all issues important to faculty/librarians and all University Community members. This whole process is expected to take an additional three and one-half to four and one-half years. Only at the end of this entire process can Letter of Agreement #2 (No-Layoff Clause) fade into the sunset. One exception to LOA #2 is allowed during the first three years of this contract, and then only by following the process already in the contract for going through a joint faculty administration committee (Institutional Resources Committee). In addition, the IRC may meet to consider program review until the shared governance process is functioning. The IRC may recommend up to one additional layoff in year four of the contract IF the trial period for a shared governance process is not in place by 15 May 2005. This is a motivation for the Administration to have no additional delays in the Shared Governance Task Force (the joint committee charged with revising the Matrix and providing one or more structural options to the faculty). As a motivation to the faculty, the IRC may recommend up to an additional four one-person layoffs if the trial period for a shared governance process is not in place by 15 May 2006. Once the trial period starts, the IRC ceases to function as a program review committee. (Mike Canjar, Carol Weisfeld)

Compensation

            Several increases have been negotiated in a comprehensive five year contract.  Overload pay increases to a minimum of $725/credit hour effective 16 August 2004 and increases to a minimum of $750/credit hour effective 16 August 2005.  Increases for each of the next two years will equal the across-the-board percentage increases.  Summer pay increases from $978/credit hour taught to $1150/credit hour taught effective 16 August 2004 and to $1225/credit hour taught effective 16 August 2005.  Additional increases for years four and five of the contract will reflect the across-the-board percentage increases.  Travel funds available to UDMPU members will increase from approximately $70,000 to $100,000 effective 16 August 2004 and increase by $5,000 for each of the following three years so that effective 16 August 2007 the fund will be $115,000.  The general increases, in addition to the equity increases presented above, include a lump sum 3% payment (reflecting a retroactive payment effective 16 August 2003) on the check dated 13 August 2004.  In addition, effective 16 August 2004, UDMPU salaries will increase 3% (in addition to the retroactive 3% increase paid on 13 August 2004); effective 16 August 2005, another 3% across-the-board increase goes into effect.  For years four and five of the contract, the increases are 3% each year with a possible wage re-opener if changes in the 3% raise are deemed appropriate.  (Roy Finkenbein, Nancy Chesik, Gerald Wehmer)

 Reflections

            This was a very difficult round of negotiations, and I personally owe a debt of gratitude to the members of the PNC. Each member was professional and dedicated to the work at hand, not always an easy task. In particular, I want to thank Carol Weisfeld and Mike Canjar, our past and present UDMPU Presidents, for their dedication and enormous amount of time and energy devoted to this endeavor. And thanks for membership support, especially when I did not think we would approach, let alone actually reach, this conclusion.

 

 

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Last Revision:   Tuesday  22 June, 2004