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George Washington University

Part-time Adjunct Faculty

 
 

SEIU Local 500 is your union for part-time and adjunct faculty at George Washington University. 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.

 

+ Learn How Your Dues Are Calculated (Beck Notice)

In accordance with Article III of the Labor Agreement between George Washington University and Service Employees International Union, Local 500, faculty members covered by the Labor Agreement 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 initial appointment as a Faculty member.

If you have chosen to be a non-member of the union, and you do not fall into an Exemption Category as described in Article 3. B. 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 an average proportion for the last four years, which for the years 2013 through 2016 the percentages 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 the George Washington University. For those earning less than $5500 per year from GWU, the dues rate is $29.00 per month. Therefore, the fair share rate is currently set at $32.41 per month for those earning $5500 or more from GWU, and $24.74 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. However, effective January 1, 2019, the rates for dues and fair share will change in response to an increase in the dues mandated by the local’s national parent organization, and an updated fair share rate based on the most recent review of the union’s expenditures. Therefore, effective January 1, 2019, the dues rate will be $39.00 per month for those earning $5500 or more per year from GWU, and $31.00 per month for those earning less than $5500 per year from GWU. The fair share, or agency fee, will be 88% of the dues rates, based on the average proportion for the four years preceding, which for the years 2014 through 2017, were 86%, 88%, 90%, and 88%, averaging 88%. As a result of this updated percentage, the fair share rates effective January 1, 2019, will be $34.32 per pay period for those earning $5500 or more per year from GWU, and $27.28 per pay period for those earning less than $5500 per year from GWU. The initiation fee for agency or fair share payers will be a one-time payment of $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. The union is providing you with financial information sufficient for you to assess whether the union has correctly calculated this percentage. You can find financial documents verified by the union’s independent Certified Public Accountant which provide the basis on which the chargeable fair share fee was calculated at www.seiu500.org/financials . If you do not have the ability to gain access to this information on-line, 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 adjustment 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:

Gathering information from employees concerning collective bargaining proposals.

Gathering information in preparation for the negotiation of collective bargaining agreements.

Negotiating collective bargaining agreements.

Adjusting grievances and conducting arbitrations pursuant to collective bargaining agreements, as well as representing employees under employment-related laws or regulations.

Conducting ratification proceedings for negotiated agreements.

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.

Purchasing books, reports, and advance sheets used in matters relating to representation in the collective bargaining process and contract administration.

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.

Publishing those portions of newspapers and newsletters which relate to bargaining and representation.

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.

Prosecuting and defending litigation or charges before administrative agencies relating to ratification, interpretation, or enforcement of collective bargaining agreements.

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.

Prosecuting and defending litigation or charges relating to concerted activity, the duty of fair representation and collective bargaining process and contract administration.

Providing social and recreational activities open to all represented employees.

Governing the union, and conducting union elections.

Conducting general membership meetings and conventions.

Lobbying directed to ratifying or implementing the collective bargaining agreement.

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.

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.

+ View The George Washington University Course Load Policy

The following is a statement of the University’s current policy regarding the course load for part-time faculty. The University reserves the right to modify this policy as circumstances warrant.

Part-Time Faculty Course Load. A part-time faculty member’s course load is normally determined by whether the appointment is on a paid-by-the-course or a regular part-time basis. The course loads set forth below are intended to govern the staffing patterns for part-time faculty at the University.

Paid-by-the-Course. Part-time faculty who are paid-by-the-course generally teach no more than nine (9) credit hours or three(3), three (3)-credit courses per academic year (Fall and Spring terms) across all University colleges/schools.

Regular Part-Time. The course load for regular part-time faculty is established at the time of appointment. Regular part-time faculty generally teach no more than nine (9) credit hours or three (3), three (3)-credit courses per academic year (Fall and Spring terms) across all University colleges/schools. Regular part-time faculty also usually have non-teaching responsibilities as assigned (e.g. service on committees, advising, or administrative duties).

Course Overloads. Under special circumstances, based on demonstrated need and the approval of appropriate administrators, part-time faculty may be assigned to teach an additional course or courses that exceed the normal course load or credit hour limits (“overload”). Decisions regarding who teaches an overload and what and how many courses are taught beyond the normal course load involve academic judgment and are made at the sole discretion of the University.

+ Read George Washington University 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:

Members of federal, state, or District of Columbia judiciaries.

Faculty members who hold diplomatic or ambassador status.

Faculty members who are full or part-time employees of the International Monetary Fund or the World Bank Group.

Presidential appointees or non-career Senior Executive Service officials of the U.S. government, or foreign government officials.

Faculty members who are not paid directly by the University and whose services are instead procured through a contractual arrangement between the University and the faculty member’s primary employer.

Retired full-time University faculty who have emeritus status.

Faculty members who are appointed to teach a compressed course (i.e., six weeks or less in duration).

Faculty members who establish that supporting Local 500 through payment of agency fees would create a conflict of interest with their non-GWU employment. However, these Faculty members are required to make contributions in an amount equal to the agency fee to a non-religious charitable organization(s) agreed to by the University and the Union in lieu of paying the agency fee to the Union.

Faculty members employed by GW in Virginia.