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Goucher College

Non-Tenure Faculty

 
 

SEIU Local 500 is your non-tenure faculty union at Goucher College. Below you will find your contract, exemptions, continuing education benefits, as well as an online application to become a member.

 
 
 
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Become a member

Click here to sign up today and become a member at SEIU Local 500. Your membership gives you a voice in your workplace, a seat at the table in negotiations with your employer as well as many members-only benefits, including discounts on retail, insurance, credit, and financial health programs. Sign up now.

View your contract

Click here to download a PDF copy of your union contract.

 

+ See All Your Contract Highlights

Improved Job Security through a “Just Cause” Standard, Protections on Reappointments, and Fair and Standardized Evaluations.

Just Cause Standard

Full-time, half-time and part-time faculty will be covered by a “just cause” standard for discipline and dismissal during the terms of their appointments. Without a union contract we are “employees-at-will” and can be fired or disciplined for any or no reason whatsoever. With a “just cause” standard if Goucher wants to terminate or discipline any of us they will have to present evidence, they cannot act in an arbitrary or capricious manner, we would have the right to present our case, and the discipline or dismissal is subject to final binding third party arbitration (Article 5).

Protections on reappointment

  • The contract creates protections on reappointment for part-time, half-time and renewable full-time faculty that limits Goucher’s ability to deny renewal to your appointment (Article 6 for part-time faculty, Article 7 for half- and full-time faculty).
  • Part-time faculty members who have taught the same course for at least four (4) semesters in the immediately preceding six semesters earn “good faith consideration” for reappointment to that course or courses. This means reappointment may be denied only in the circumstances outlined in Article 6 of the contract.
  • Faculty members who believe they have been unfairly denied renewal of their appointment may file a grievance through our union.

Evaluations (Article 8)

  • Responsibilities on which faculty are to be evaluated are outlined in writing and in the union contract.
  • Faculty will receive consistent and pre-scheduled classroom observations upon which faculty can provide feedback. All feedback will be maintained in an evaluation file accessible to individual faculty members and supervisors.
  • Faculty will be able to submit additional materials to their evaluation file, such as a CV, evidence of scholarship or achievement in the faculty member's field of study, or other relevant material.
  • Student feedback will be an element of how we are evaluated, but it cannot be the sole factor.
  • You may file a grievance if you consider your evaluation to have been unfair or erroneous.

A Grievance and Binding Arbitration Process to Resolve Disputes

Violations of the terms of the union contract are enforceable through third-party arbitration. A neutral arbitrator, not the College, will ultimately decide any unresolvable dispute. The costs of arbitration will be paid for by Goucher College and SEIU Local 500, not the faculty member. The possibility of arbitration acts as a strong disincentive for our employer to act in an arbitrary and capricious manner regarding our employment at Goucher College.

A Labor-Management Committee for on-going dialogue

The contract sets up a Labor-Management Committee where we can continue to discuss and collaborate with the administration on issues outside the contract. Through this committee, we can engage as stakeholders on many campus issues relevant to our work and the Goucher community.

Workload is clearly outlined and enforceable through our contract

The contract sets up equivalent workloads for half-time and full-time faculty which are enforceable through the grievance and arbitration article of the contract.

  • Full-time: no more than 24 credits per academic year, including teaching and non-teaching duties. If you do committee work, advising, portfolio readings, service to the department and so forth, this must be counted in the 24 credits. If your total workload is above 24 credits, the College must either reduce teaching or non-teaching duties or pay you for an overload course or courses.
  • Half-time: no more than 12 credits per academic year, including non-teaching duties. There can be no reduction in pay or benefits for existing half-time faculty whose workload is reduced as a result of moving to 12 credits.
  • Part-time: no more than 8 credits in a semester, no more than 2 credits in a January term, and no more than a total of twelve (12) credits in a year.

Union Rights and Membership

  • Our union has the right to meet on campus and have faculty designated as workplace representatives on campus to attend to matters relating to the contract.
  • Membership dues and fees may be paid through payroll deduction.
  • Union membership is voluntary. However, faculty members hired on or after the date of ratification of the contract will be required to pay an agency fee in order to cover the cost of representation. Part-time, half-time, and full-time faculty hired before the date of ratification may elect to become dues-paying members of the union but are not obliged to pay a fee if they choose not to be members.

Other Tentative Agreements

  • Computers will be made available in an office with internet accessibility for all faculty members’ use. Laptops shall be available upon request for part-time faculty who do not have a personal computer during the semester they are teaching.
  • Neither the College nor the Union shall discriminate against any employee on the basis of union membership or non-membership or other protected categories.
  • Career guidance and advice on advancing to other positions at Goucher shall be available.
  • Part-time faculty members who meet the minimum qualifications for a full-time faculty position and apply for such a position, shall be offered an interview.

Length of Agreement

The agreement expires on June 30, 2019. The union may open negotiations for a successor agreement by giving notice to the employer no later than February 1, 2019.

Compensation and Benefits For Fiscal Year 2019 (Fall 2018/Spring 2019)

Part-Time Faculty Wages
Minimum Part-Time Per-Credit Rates:
1-5 years: $1135
6-10 years: $1235
11+ years: $1335
(Nothing prevents a part-time faculty member from being compensated at a higher rate.)

Half-Time Faculty Salary

For those individuals who are half-time faculty as of the date of ratification of the tentative agreement, the minimum half-time faculty salary will be $22,000. Half-time faculty who are currently paid below the minimum rate shall be brought to the new minimum of $22,000 and will then receive a 2% increase as outlined below on top of that minimum.

Full-Time NTT and NTP (Professors of Practice) Faculty Salary

The minimum full-time NTT and NTP faculty salary is $53,000. After a full-time faculty member has taught at Goucher College for fifteen (15) years, the minimum salary is $60,000.

Full-time faculty who are currently paid below the minimum rate shall be brought to the new minimum and will then receive a 2% increase as outlined below on top of that minimum. All full-time faculty who are currently paid above these minimum rates shall receive a 2% increase as outlined below.

Wage Adjustment for FY 18

  • A part-time faculty member teaching in the spring 2018 semester will, upon ratification of this Agreement, receive a one-time payment of $140 for each class taught in the spring 2018 semester, less lawful deductions.
  • A NTP, NTT, and half-time faculty member teaching in the spring 2018 semester will receive a wage adjustment of two percent (2%), upon ratification of this Agreement.

Benefits

  • Full-time and half-time faculty have access to a maximum benefit of $1,850 per faculty member per academic year from a total fund, not to exceed $25,000.
  • Part-time faculty have access to all professional development programs that Goucher College makes available to other employees (for example, C.A.S.T.).
  • Half-time faculty receive management contribution of 50% of the cost of individual tier health coverage, tuition remission, dental insurance, vision insurance, voluntary accidental death and dismemberment insurance, flexible spending account, employee assistance program, discounted or free admission to certain campus events, bookstore discounts, affiliation with local credit union, and access to the library, sports and recreation facilities, and the café and dining halls.
  • NTP and NTT faculty have access to facilities and all benefits available to tenured and tenure-track faculty, including but not limited to group health insurance, retirement benefits, tuition remission, employee assistance program, long term disability insurance, life insurance, dental plan, vision plan, voluntary accidental death and dismemberment insurance, and a flexible spending account.

+ Learn How Your Dues Are Calculated (Beck Notice)

In accordance with Article 11.7 of the Labor Agreement between Goucher College (or “Goucher”) and Service Employees International Union, Local 500 (or “SEIU Local 500”), faculty members covered by the Labor Agreement, who were hired by Goucher College for the first time after May 15, 2018, are required as a condition of employment to join the Union and pay monthly dues or a monthly agency fee no later than thirty-one days after the date of their original date of hire by Goucher College.

If you have chosen to be a non-member of the union, and you do not fall into an Exemption Category as described in section 11.7(D) of the Labor Agreement, you will be charged a reduced fee proportional to the percentage of the union’s total expenditures that are not germane to collective bargaining and representation. This fee is identified as a “fair share,” or “agency,” fee, which SEIU Local 500 has determined is currently 85.3% of regular dues for members. This is based on audits showing the average of the proportions for the last four years, which for the years 2013 through 2016 were 77%, 86%, 88%, and 90%, averaging 85.3%. The current dues rate for members is $38.00 per month, for those earning $5500 or more per year from Goucher. For those earning less than $5500 per year from Goucher, the dues rate is $33.00 per month. Therefore, the fair share rate is currently set at $32.41 per month for those earning $5500 or more from Goucher, and $28.15 per month, for those earning less than $5500. Similarly, the initiation fee for new members is a one-time charge of $20.00, so the initiation fee for fair share payers is $17.06.

The membership dues and the fair share rate will change, effective January 2019. The audits showing the average of the proportions for the years 2014 through 2017 were 86%, 88%, 90%, and 88%, averaging 88% for the four year period. The dues rate beginning January 2019 will be $39.00 per month, for those earning $5500 or more from Goucher. For those earning less than $5500, the dues rate will be $34.00 per month. The agency or fair share rate is determined by applying the 88% to each membership rate, so the fair share for those earning $5500 or more from Goucher will be $34.32 per month; and for those earning less than $5500 per month, the agency or fair share rate will be $29.92 per month. The fair share one time initiation fee will be $17.60.

The fair share, or agency, fee has been calculated based on the union’s expenditures for collective bargaining, grievances and arbitrations, contract administration and representation, as well as other relevant matters affecting the terms and conditions of your employment. You can find financial documents verified by the union’s independent Certified Public Accountant which provide the basis on which the chargeable fair share fees were calculated, at www.seiu500.org/financial . If you do not have the ability to gain access to this information online, you can obtain a hard copy of the financial documents by calling or writing the Union office, and requesting a copy. If you choose to challenge the union’s determination of the chargeable fair share fee rate, you must do so by mailing notice of your challenge to Merle Cuttitta, President, SEIU Local 500, 901 Russell Avenue, Suite 300, Gaithersburg, Maryland 20879. Your challenge must indicate that you are dissenting from the union’s determination of the chargeable fair share fee rate, and must be postmarked no later than twenty days from the date the union mailed the enclosed financial documents to you. Your challenge does not excuse you from paying an agency fee. Any amount of allegedly nonchargeable expenses reasonably in dispute and under challenge will be kept in a separate interest-bearing escrow account. All disputes regarding the fair share fee established by the union will be resolved through an arbitration procedure administered by the American Arbitration Association, in which an impartial arbitrator, following a hearing, will determine any challenges to the Union’s criteria, expenditures and conclusion regarding the fair share payment. No later than the next November 30, SEIU Local 500 will notify the AAA of all challenges received by that date. The AAA will then schedule a single consolidated hearing for all such challenges pursuant to its rules for impartial determination of union fees (copies available from AAA), and advise you and any other challengers of the identity of the arbitrator independently selected by the AAA to adjudicate the dispute. The AAA will then notify you and the union of the date on which a hearing will be held. The union will bear the cost of the arbitrator’s fees. However, each party is responsible for bearing its own legal costs, including acquiring transcripts and any and all additional expenditures due to preparing and/or presenting its case. There shall be no more than one fair share arbitration hearing each year. The arbitrator shall have authority to determine a fair share fee and order any adjustments therein and refunds to the challenging employees or to the union from the interest-bearing escrow account, which in the opinion of the arbitrator are warranted. The union will provide a verbatim transcription of the hearing and pay for a copy of the transcript for the arbitrator, as well as a copy for the union.

The fair share fee reflects your share of the Union’s expenditures for collective bargaining, grievances and arbitrations, contract administration and representation, as well as other matters germane to collective bargaining and relevant matters affecting the terms and conditions of your employment. The categories of activity that have been included in calculating your fair share fee include the following criteria, which have been approved by the courts:

  1. Gathering information from employees concerning collective bargaining proposals.
  2. Gathering information in preparation for the negotiation of collective bargaining agreements.
  3. Negotiating collective bargaining agreements.
  4. Adjusting grievances and conducting arbitrations pursuant to collective bargaining agreements, as well as representing employees under employment-related laws or regulations.
  5. Conducting ratification proceedings for negotiated agreements.
  6. Providing information on the negotiations, or provisions in collective bargaining agreements, as well as on matters relating to representation in the collective bargaining process and contract administration.
  7. Purchasing books, reports, and advance sheets used in matters relating to representation in the collective bargaining process and contract administration.
  8. Paying technicians and professionals in labor law, economics, and other subjects for services used in (a) negotiating and administering collective bargaining agreements, and (b) processing grievances and conducting arbitrations.
  9. Publishing those portions of newspapers and newsletters which relate to bargaining and representation.
  10. Participating in lawful impasse procedures, and fact finding, mediation, arbitration, and economic action intended to secure favorable collective bargaining agreements and favorable resolution of grievances.
  11. Prosecuting and defending litigation or charges before administrative agencies relating to ratification, interpretation, or enforcement of collective bargaining agreements.
  12. Supporting and paying affiliation fees to SEIU and subordinate bodies of the SEIU to the extent that such support and fees relate to the representational interests of the union in the collective bargaining process and contract administration.
  13. Prosecuting and defending litigation or charges relating to concerted activity, the duty of fair representation and collective bargaining process and contract administration.
  14. Providing social and recreational activities open to all represented employees.
  15. Governing the union, and conducting union elections.
  16. Conducting general membership meetings and conventions.
  17. Lobbying directed to ratifying or implementing the collective bargaining agreement.
  18. Payments for insurance, medical care, retirement, disability, and death-related benefits pro-rated with salaries for persons paid for services in carrying out the representational interests of collective bargaining and contract administration.
  19. Operating and administrative costs, with expenses such as rent, utilities, automobiles, etc., pro-rated for the portion pertaining to collective bargaining.

The fair share fee does not include any expenses, either direct or indirect, for the following activities:

  • Training and voter registration, get-out-the-vote, and political campaigns.
  • Supporting and contributing to charitable organizations.
  • Supporting and contributing to political organizations and candidates for public office.
  • Supporting and contributing to ideological causes and committees, including ballot measures.
  • Supporting and contributing to activities concerning foreign affairs.
  • Members-only benefits.
  • Litigation not related to bargaining unit matters, collective bargaining and representation.
  • Lobbying that is not directed toward ratifying or implementing the collective bargaining agreement.

Beginning January 1, 2016, those employees who are employed in more than one bargaining unit represented by SEIU Local 500, who are paying membership dues or agency fees to SEIU Local 500 for more than one contract, are entitled to request and receive a rebate from SEIU Local 500 for those dues and/or fees in accordance with the following:

  • Employee must pay membership dues or agency fees in all covered units through payroll deduction.
  • Employee must work at multiple covered employers during the same time period for which the employee is requesting a rebate.
  • Employee must apply to SEIU Local 500 for the rebate within 30 days of the completion of the semester (Higher Education), school year (K-12), or calendar year (Human Services or Nonprofit), and indicate all places of covered employment.
  • The rebate will consist of all paid dues or fees except for the employment under which the employee pays the highest amount for the period.

+ Read the Goucher College Exemption Categories

In order to retain their appointments, all faculty covered by this agreement must either become a member of SEIU Local 500 or pay the agency fee, unless they fall into one of these exceptions:

  1. Are employees hired before May 15, 2018;

  2. Are members of the federal or state judicial, legislative, or executive branches of government;

  3. Are not paid directly by Goucher College and whose services are instead produced through a contractual arrangement between the College and the employee’s primary employer;

  4. Are retired full-time College faculty who have emeritus status;

  5. Are appointed to teach a compressed course (i.e., six weeks or fewer in duration); or

  6. Establish that, due to the nature of their employment outside of Goucher College, they are prevented from paying dues or an agency fee to a labor organization because doing so would inhibit the ability of the employee to perform services for his or her non-College employer.