Improved Job Security

More timely assignments - Assignments to teach will be made as early as possible

Protections on reappointment - If an adjunct has taught the same course for at least 3 semesters in the past three academic years, will be entitled to “good faith consideration” to reassignment to that course, significantly limiting the circumstances under which reappointment can be denied. This means that your assignment may only be cancelled, reduced or denied in certain circumstances outlined in Article 6.2.A of the contract. Those circumstances surround program or departmental downsizing, absorption of the course by a full-time faculty member, course cancellation for under-enrollment, misconduct, or the availability of an adjunct with “greater professional qualifications.” If an adjunct is replaced by an adjunct with “greater professional qualifications” the replaced adjunct will receive 75% of the fee they would have received to teach the course.

An expanded and more transparent evaluations process – Evaluations will be used to support excellence in teaching, to further academic and professional standards, and to provide for professional development. Student Evaluations of Teaching (SETs) will not be the sole criteria upon which adjunct faculty are evaluated. Other metrics will be taken into account and you can submit materials to be included in your evaluation. If your department has concerns about your performance they must make you aware of those concerns and you will be given the opportunity to address areas of concern.

Discipline and Discharge for Just Cause Only - AU must provide substantial evidence of wrongdoing to justify discipline or dismissal, and must not act in an arbitrary, capricious or illegal manner. Adjuncts have due process if they are accused of wrongdoing. ‘Binding arbitration’ applies to any alleged contract violation, including discipline and dismissal. This means that if the union believes the adjunct faculty member was disciplined or dismissed without “just cause” a neutral arbitrator will make the final, binding decision.

Commitments to Academic freedom and Non-discrimination will protect adjuncts from unfair treatment

Grievance and Arbitration – a neutral third-party arbitrator will ultimately adjudicate any violation of the contract. Any costs of filing a grievance will be born by AU and the union, not the adjunct faculty member.

Compensation

New Minimum Rates Per Course bring the lowest paid adjuncts to a reasonable level of pay, new minimum rates are set up by the contract. These minimums are designed to be a floor, not a ceiling. Adjuncts paid below the minimum rate for a course taught in a prior academic term will be paid at the minimum rate or receive a $100.00 increase to their current rate (for each course taught), whichever results in a greater rate increase.

Pay increases for adjuncts paid above the minimums will be $100 increase to their base rate for each course they teach. As of August 31, 2014, adjuncts earning more than the minimums but less than $5,000 will receive a $50 increase per course. Increases will remain in place for the duration of the contract.

The applied Music faculty rate will be increased to $60 per lesson hour, or for service on a jury committee, chamber music or sectional coaching.

Compensation for other duties are outlined on the SEIU Local 500 website.

Course reduction fee - If your course is cancelled within three weeks of the date of the first class, you will receive a course reduction fee of $300, plus the pro-rated amount for classes taught if the course is cancelled after classes begin.

Supports for teaching - Adjuncts will have access to access to materials and supplies needed to teach the assigned course(s); access to computer workstations, space to meet with students, and other support services. Adjuncts will be reimbursed for expenditures for materials and supplies used in the classroom and for other costs associated with teaching.

A Professional Development Fund of $25,000 is created by the contract, through which adjunct faculty may apply for reimbursement up to $550 in an academic year for professional development opportunities related to teaching.

A Union/Management Collaboration Committee will discuss issues of mutual interest to adjuncts and AU and gives adjuncts the opportunity to address issues and to build a collaborative relationship between AU and the adjunct faculty union.

Union Rights – our union will have the right to use space and bulletin boards on campus, adjunct union leaders will be recognized by AU as representing the union. No discrimination on the basis of union membership is permitted.

Dues and Membership – union membership is voluntary. Adjuncts who are currently employed to teach at American University may choose to join the union. Those who choose not to join the union will receive all the protections and benefits of the contract and will be equally represented by SEIU Local 500, but will not be required to pay a fee for those services. Adjuncts who are newly hired by American University under the terms of this contract may choose to either join the union or pay a service charge (agency fee) toward the cost of representation and administration of the contract.

Length of Agreement – when ratified the agreement becomes effective as of June 1, 2013, and shall continue in full force and effect until August 31, 2015.

Other highlights of the tentative agreement, and the tentative agreement in its entirety are available on the SEIU Local 500 website. Click here: http://www.seiu500.org/2013/05/american-university-tentative-agreement-highlights/