APPOINTMENTS AND REAPPOINTMENTS FOR FULL-TIME LECTURERS
STANDARD WORKLOAD FOR FULL-TIME LECTURER
The standard workload for a Full-Time Lecturer is as follows:
The parties further agree that it is anticipated that owing to the credit hours assigned some courses, Full-Time Lecturer schedules may require assigning them a load greater than fifteen (15) credit hours in one semester and off-setting that assignment with a commensurately lower teaching load in the other semester. It is further understood that such balancing of loads must occur within a single academic year (i.e., Fall and Winter semester). Pro-rata adjustments shall be made in a Full-Time Lecturer’s base compensation to reflect the variances both above and below the standard thirty (30) hour load per academic year.
Employees shall not be assigned independent studies and related courses and awarded load or overload compensation except as approved by the Dean and Academic Human Resources.
During each year of their appointment, Full-Time Lecturers will receive teaching assignments during the base academic year (Fall and Winter semesters). Assignments beyond the base academic year (e.g., Summer term teaching assignments, etc.) shall be at the sole discretion of the Employer. Such additional work assignments shall not be subject to the grievance and arbitration provisions of this Agreement.
- For those assigned to classroom teaching, the workload shall be fifteen (15) credit hours for each of the Fall and Winter semesters.
- For those assigned to the Library, the workload shall be thirty-seven and one-half (37-½) scheduled hours per week for each of the Fall and Winter semesters.
- For those assigned a combination of classroom teaching and other instructional assignments, workload shall be specified in their assignment letter and approved by Academic Human Resources. This includes adjustments in accordance with any accreditation standards adopted by the Employer.
The parties further agree that it is anticipated that owing to the credit hours assigned some courses, Full-Time Lecturer schedules may require assigning them a load greater than fifteen (15) credit hours in one semester and off-setting that assignment with a commensurately lower teaching load in the other semester. It is further understood that such balancing of loads must occur within a single academic year (i.e., Fall and Winter semester). Pro-rata adjustments shall be made in a Full-Time Lecturer’s base compensation to reflect the variances both above and below the standard thirty (30) hour load per academic year.
Employees shall not be assigned independent studies and related courses and awarded load or overload compensation except as approved by the Dean and Academic Human Resources.
During each year of their appointment, Full-Time Lecturers will receive teaching assignments during the base academic year (Fall and Winter semesters). Assignments beyond the base academic year (e.g., Summer term teaching assignments, etc.) shall be at the sole discretion of the Employer. Such additional work assignments shall not be subject to the grievance and arbitration provisions of this Agreement.
NON-STANDARD WORKLOAD for full-time lecturers
There are times when the Department Head, Dean or supervising administrator, with the approval of Academic Human Resources, may compensate a Full-Time Lecturer for duties that are not traditionally considered instructional and are outside the standard workload described above. Examples of this work could include, and are not limited to, coordinating assessment, managing multiple lab sections, placement of student teachers and program coordination. The Full-Time Lecturer can choose to accept or reject this assignment without consequence.
If the Employer offers such work and if the Full-Time Lecturer accepts the assignment the Full-Time Lecturer’s standard workload shall be appropriately reduced or additional compensation shall be offered equivalent to the time commitment of the work as determined by the Employer.
If the Full-Time Lecturer accepts these non-standard assignments, a description of the duties, performance expectations, time duration of the non-standard assignment and the equivalent course load of the duties shall be specified in the appointment letter to the Full-Time Lecturer.
If the Employer offers such work and if the Full-Time Lecturer accepts the assignment the Full-Time Lecturer’s standard workload shall be appropriately reduced or additional compensation shall be offered equivalent to the time commitment of the work as determined by the Employer.
If the Full-Time Lecturer accepts these non-standard assignments, a description of the duties, performance expectations, time duration of the non-standard assignment and the equivalent course load of the duties shall be specified in the appointment letter to the Full-Time Lecturer.
Minimum Requirements
The minimum requirements for a Full-Time Lecturer appointment is a Master’s degree. In certain circumstances a Bachelor’s degree plus thirty (30) graduate credit hours in a discipline directly related to the Employee’s teaching assignment, or equivalent experience as recommended by the Department Head, and approved by the Associate Vice President of Academic Human Resources.
Upon initial hire, a Full-Time Lecturer shall be provided with a written offer letter. The offer letter will describe the specific work to be performed, the initial salary, the period of time for the work to be performed, specific responsibilities and duties, a link to this collective bargaining agreement and other terms the Employer deems appropriate. The appointment letter shall be signed by the Department Head, or other authorized representative of the Employer, and include a date by which the Full-Time Lecturer shall return a signed copy of the appointment letter as an acceptance of the terms.
Upon initial hire, a Full-Time Lecturer shall be provided with a written offer letter. The offer letter will describe the specific work to be performed, the initial salary, the period of time for the work to be performed, specific responsibilities and duties, a link to this collective bargaining agreement and other terms the Employer deems appropriate. The appointment letter shall be signed by the Department Head, or other authorized representative of the Employer, and include a date by which the Full-Time Lecturer shall return a signed copy of the appointment letter as an acceptance of the terms.
GREVIENCE proceedures TEST
GENERAL INFORMATION
Nothing in this Article shall prevent informal adjustment of any complaint and the parties intend that, so far as reasonably possible, such complaints will be resolved between the Employee and the administrative agent of EMU immediately involved. Said complaints may be adjusted without intervention of the Union, provided the adjustment is not inconsistent with the terms of this Agreement.
The resolution of an informal claim, formal claim, or grievance as outlined below shall not add to, subtract from, or modify the terms of this Agreement, or serve as a binding precedent in the future interpretation of application of the terms of this Agreement, unless done so in writing and approved by EMU’s Associate Vice President for Academic Human Resources, the Union’s President, or their respective designees. Any such agreement reached between the Union and the Employer shall be binding on the Union, the Employer, and Employees.
The resolution of an informal claim, formal claim, or grievance as outlined below shall not add to, subtract from, or modify the terms of this Agreement, or serve as a binding precedent in the future interpretation of application of the terms of this Agreement, unless done so in writing and approved by EMU’s Associate Vice President for Academic Human Resources, the Union’s President, or their respective designees. Any such agreement reached between the Union and the Employer shall be binding on the Union, the Employer, and Employees.
DEFinitions and Basic Provisions
- “Harm” is defined as an event, occurrence, or circumstance which is perceived to be a violation of the contract for which an Employee or group of Employees is seeking resolution.
- A “grievance” is a written allegation, made in the manner prescribed in this Article, by an Employee, group of Employees, or the Union that an express term of the Agreement has been violated, misinterpreted, or improperly applied, and that such Employee(s) or the Union has been harmed in some manner by the alleged violation. The grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific Article(s) and Section(s) violated, the harm suffered by the grievant, and the remedy requested.
- A “grievant” is the party alleging a grievance and who has been harmed by the alleged violation.
- A “grievance form” is the official form upon which all grievances shall be submitted. The grievance form shall set forth the nature of the grievance, the facts upon which it is based, the specific Article(s) and Section(s) violated, the harm suffered by the grievant, and the remedy requested.
The Union’s Grievance Officer and the EMU’s Associate Vice President for Academic Human Resources shall be provided with a copy of all written grievances, grievance adjustments, grievance withdrawals, grievance denials, notices of appeal, notices of extension, and all other correspondence exchanged between the Union’s and the Employer’s representatives pursuant to the processing of grievances. Said copies shall be provided concurrently with the transmittal of the original correspondence exchanged between the parties’ representatives.
Failure to initiate any grievance within the time limits specified in this Article by the Union or the grievant(s) shall bar further processing of the grievance. Failure to appeal any grievance within the specified time limits on the part of the Union shall cause the grievance to be resolved on the basis of the last administrative decision concerning the matter(s) at issue and bar further processing of the grievance. The time limits may be extended by mutual written consent of the parties. Failure to comply with the time limits on the part of any administrative representatives will permit the grievance to proceed to the next step.
- An Employee who participates in the grievance procedure will not be subject to discipline or reprisal because of such participation.
STEP 1
If the grievance is not resolved at Step II, the Union may, within ten (10) working days of the Step II response, appeal the grievance to the Associate Vice President for Academic Human Resources with a copy to the Dean and the Department Head (or other appropriate administrative representative(s)). Such an appeal shall be made in writing, and shall set forth the Union’s objections to the Step II response.
The Associate Vice President for Academic Human Resources (or their designee) will schedule a meeting with the Union to discuss the grievance with the grievant(s), the grievance officer, the Department Head, the Dean and other such persons the Associate Vice President for Academic Human Resources deems appropriate. This meeting shall be completed within ten (10) working days after the grievance is appealed to Step III.
If a mutually agreeable resolution is reached at this Step, the resolution shall be reduced to writing and a copy provided to the grievant(s), the Union, the Department Head, the Dean and other appropriate administrative representative(s).
If no mutually agreeable resolution is reached, the Associate Vice President for Academic Human Resources (or their designee) must present the reasons for denial of the grievance in writing to the grievant(s) with a copy to the Union, the Department Head and the Dean (or other appropriate administrative representative(s)) within five (5) working days following the Step III meeting.
The Associate Vice President for Academic Human Resources (or their designee) will schedule a meeting with the Union to discuss the grievance with the grievant(s), the grievance officer, the Department Head, the Dean and other such persons the Associate Vice President for Academic Human Resources deems appropriate. This meeting shall be completed within ten (10) working days after the grievance is appealed to Step III.
If a mutually agreeable resolution is reached at this Step, the resolution shall be reduced to writing and a copy provided to the grievant(s), the Union, the Department Head, the Dean and other appropriate administrative representative(s).
If no mutually agreeable resolution is reached, the Associate Vice President for Academic Human Resources (or their designee) must present the reasons for denial of the grievance in writing to the grievant(s) with a copy to the Union, the Department Head and the Dean (or other appropriate administrative representative(s)) within five (5) working days following the Step III meeting.
Step 2
If the grievance is not resolved at Step I, the Union may, within ten (10) working days of the Step I response, appeal the grievance to the Dean of the College in which the grievant(s) is employed (or other appropriate administrative representative) with a copy to the grievant(s)’s Department Head (or other appropriate administrative representative), and the Associate Vice President for Academic Human Resources. Such appeal shall be made in writing, and shall set forth the Union’s objections to the Step I response.
The Dean (or other appropriate administrative representative) will schedule a meeting with the Union to discuss the grievance with the grievant(s), the grievance officer, Department Head and other such person(s) the Dean (or other appropriate administrative representative) deems appropriate. This meeting shall be completed within ten (10) working days after the grievance is appealed to Step II.
If a mutually agreeable resolution is reached at this Step, the resolution shall be reduced to writing and a copy provided to the grievant(s), the Union, the Department Head, and the Associate Vice President for Academic Human Resources.
If no mutually agreeable resolution is reached, the Dean (or other appropriate administrative representative) must present the reasons for denial of the grievance in writing to the grievant(s), with a copy to the Union, the Department Head and the Associate Vice President for Academic Human Resources, within five (5) working days following the Step II meeting.
The Dean (or other appropriate administrative representative) will schedule a meeting with the Union to discuss the grievance with the grievant(s), the grievance officer, Department Head and other such person(s) the Dean (or other appropriate administrative representative) deems appropriate. This meeting shall be completed within ten (10) working days after the grievance is appealed to Step II.
If a mutually agreeable resolution is reached at this Step, the resolution shall be reduced to writing and a copy provided to the grievant(s), the Union, the Department Head, and the Associate Vice President for Academic Human Resources.
If no mutually agreeable resolution is reached, the Dean (or other appropriate administrative representative) must present the reasons for denial of the grievance in writing to the grievant(s), with a copy to the Union, the Department Head and the Associate Vice President for Academic Human Resources, within five (5) working days following the Step II meeting.
STEP 3
If the grievance is not resolved at Step II, the Union may, within ten (10) working days of the Step II response, appeal the grievance to the Associate Vice President for Academic Human Resources with a copy to the Dean and the Department Head (or other appropriate administrative representative(s)). Such an appeal shall be made in writing, and shall set forth the Union’s objections to the Step II response.
The Associate Vice President for Academic Human Resources (or their designee) will schedule a meeting with the Union to discuss the grievance with the grievant(s), the grievance officer, the Department Head, the Dean and other such persons the Associate Vice President for Academic Human Resources deems appropriate. This meeting shall be completed within ten (10) working days after the grievance is appealed to Step III.
If a mutually agreeable resolution is reached at this Step, the resolution shall be reduced to writing and a copy provided to the grievant(s), the Union, the Department Head, the Dean and other appropriate administrative representative(s).
If no mutually agreeable resolution is reached, the Associate Vice President for Academic Human Resources (or their designee) must present the reasons for denial of the grievance in writing to the grievant(s) with a copy to the Union, the Department Head and the Dean (or other appropriate administrative representative(s)) within five (5) working days following the Step III meeting.
The Associate Vice President for Academic Human Resources (or their designee) will schedule a meeting with the Union to discuss the grievance with the grievant(s), the grievance officer, the Department Head, the Dean and other such persons the Associate Vice President for Academic Human Resources deems appropriate. This meeting shall be completed within ten (10) working days after the grievance is appealed to Step III.
If a mutually agreeable resolution is reached at this Step, the resolution shall be reduced to writing and a copy provided to the grievant(s), the Union, the Department Head, the Dean and other appropriate administrative representative(s).
If no mutually agreeable resolution is reached, the Associate Vice President for Academic Human Resources (or their designee) must present the reasons for denial of the grievance in writing to the grievant(s) with a copy to the Union, the Department Head and the Dean (or other appropriate administrative representative(s)) within five (5) working days following the Step III meeting.
step 5 - arbitration
If the grievance is not resolved at Step III, the Union may submit the grievance to final and binding arbitration. Within ten (10) working days of the Step III response, the Union shall provide written notice to the Associate Vice President for Academic Human Resources of its intention to submit the dispute to arbitration. No new claims may be submitted to arbitration.
The Associate Vice President for Academic Human Resources (or their designee) and the Union’s grievance officer will first attempt to select a mutually agreeable neutral person to arbitrate the dispute. The Union shall notify the mutually agreeable neutral person within thirty (30) calendar days after selection and provide a copy of the notice to the Associate Vice President for Academic Human Resources. If not notified and copied within thirty (30) calendar days after the selection the grievance shall be barred.
If the parties are unable to agree upon a neutral person, the selection shall be made in accordance with the rules of the American Arbitration Association (AAA). Submission to the American Arbitration Association shall be written and filed by the Union, with simultaneous written notice to the Associate Vice President for Academic Human Resources. If not filed and noticed within thirty (30) calendar days after the receipt of the Step III disposition, the grievance shall be barred.
The Arbitration Hearing and the Arbitrator’s Decision and Award
Procedural issues not otherwise covered by this Agreement with respect to the conduct of the hearing, subpoenas, adjournments, etc., shall be referred to the Arbitrator who shall decide same based upon the then current rules of the American Arbitration Association.
The Arbitrator shall have no power to add to, subtract from, or modify the terms of this Agreement, nor shall they exercise any responsibility or function of the Employer or the Union. This is not intended to restrict the authority of the Arbitrator to the determination of issues of procedural compliance only, and they shall have the authority to determine substantive questions properly presented in accordance with the terms of the Grievance Procedure. The decision of the Arbitrator shall be final and binding on both parties and may be enforced in any court of competent jurisdiction. The parties shall bear their own expenses individually and share the Arbitrator’s fee and expenses equally.
The Associate Vice President for Academic Human Resources (or their designee) and the Union’s grievance officer will first attempt to select a mutually agreeable neutral person to arbitrate the dispute. The Union shall notify the mutually agreeable neutral person within thirty (30) calendar days after selection and provide a copy of the notice to the Associate Vice President for Academic Human Resources. If not notified and copied within thirty (30) calendar days after the selection the grievance shall be barred.
If the parties are unable to agree upon a neutral person, the selection shall be made in accordance with the rules of the American Arbitration Association (AAA). Submission to the American Arbitration Association shall be written and filed by the Union, with simultaneous written notice to the Associate Vice President for Academic Human Resources. If not filed and noticed within thirty (30) calendar days after the receipt of the Step III disposition, the grievance shall be barred.
The Arbitration Hearing and the Arbitrator’s Decision and Award
Procedural issues not otherwise covered by this Agreement with respect to the conduct of the hearing, subpoenas, adjournments, etc., shall be referred to the Arbitrator who shall decide same based upon the then current rules of the American Arbitration Association.
The Arbitrator shall have no power to add to, subtract from, or modify the terms of this Agreement, nor shall they exercise any responsibility or function of the Employer or the Union. This is not intended to restrict the authority of the Arbitrator to the determination of issues of procedural compliance only, and they shall have the authority to determine substantive questions properly presented in accordance with the terms of the Grievance Procedure. The decision of the Arbitrator shall be final and binding on both parties and may be enforced in any court of competent jurisdiction. The parties shall bear their own expenses individually and share the Arbitrator’s fee and expenses equally.
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STEP 3