Day: March 18, 2022

ARTICLE 1 – RECOGNITION

The Board of Trustees recognizes the University of Connecticut Chapter of the American Association of University Professors as the exclusive bargaining representative of members of the staff who are employed one-half time or more and who hold the following titles:  University Professor, Professor, Associate Professor, Assistant Professor, Instructor, Assistant Instructor, Lecturer, Professor in Residence, Associate Professor in Residence, Assistant Professor in Residence, Instructor in Residence, Research Professor, Assistant Research Professor, Associate Research Professor, Academic Assistants I, II, III, IV, V, Research Associate I, II, III, Research Assistant I, II, III, Extension Professor, Clinical Professor, Senior Cooperative Extension Educator, Senior Cooperative Extension Educator In Residence, Associate Extension Professor, Associate Clinical Professor, Cooperative Extension Educator, Cooperative Extension Educator In Residence, Assistant Extension Professor, Assistant Clinical Professor, Associate Cooperative Extension Educator, Associate Cooperative Extension Educator In Residence, Extension Instructor, Clinical Instructor, Assistant Cooperative Extension Educator, Assistant Cooperative Extension Educator In Residence, Associate Research Scientist, Associate Research Scholar, Research Scientist, Research Scholar, Senior Research Scientist, Senior Research Scholar, Specialist I, II, III, IV, Adjunct Faculty, teaching courses for credit unless otherwise excluded, Facilities Scientist I, II, III, IV, V, Coach and Trainer excluding those classifications and titles listed below under EXCLUSIONS and all other supervisory, confidential, and managerial employees as defined in the Connecticut General Statutes Chapter 68 Section 5-270 (e) through Section 5-270 (g) for the purpose of negotiating with respect to wages, hours and other conditions of employment.  Hereinafter for the purposes of collective bargaining, staff holding the above titles who are not excluded pursuant to the following paragraph are referred to as “faculty,” or “members,” or “members of the bargaining unit.”

ARTICLE 2 – EXCLUSIONS

2.1         Members of the staff who hold the following titles are excluded from the bargaining unit:  President, Provost, Vice Provost, Executive Vice President and Chief Financial Officer, Vice President, Chief of Staff, Deputy Chief of Staff, Associate and Assistant Vice Provost, Associate and Assistant Vice President, Dean, Associate Dean, Assistant Dean, Director, Associate Director, Assistant Director, University Staff Professionals I-VI, Faculty of the School of Medicine, Faculty of the School of Dental Medicine, Faculty of the School of Law, Graduate Assistants and Graduate Students, Specialists other than those in the Division of Athletics and those who hold a faculty or research rank in addition to their Specialist title, all confidential and managerial employees, and all other employees of the University.

2.2         The inclusion or exclusion in the faculty bargaining unit of new personnel classifications established by the University subsequent to the effective date of this agreement shall be preceded by discussion with the UConn-AAUP.  Any impasse in this area shall be submitted to the State Labor Relations Board for resolution.

2.3         The exclusion of members from the faculty unit for the purpose of assuming confidential status shall be preceded by discussion with the UConn-AAUP.  Any impasse in this area shall be submitted to the State Labor Relations Board for resolution.

ARTICLE 3 – ACADEMIC FREEDOM

3.1         The Board of Trustees recognizes the paramount importance of academic freedom in an institution of higher education and reaffirms its continuing commitment to the principles of academic freedom and its protections described in the University of Connecticut By-Laws (dated August 5, 2015). as set forth in Article 8.3.)

3.2         This article on academic freedom is a statement of intent and policy and is not subject to the Contractual Grievance Procedure. Discipline will not be used to restrain bargaining unit members in the exercise of academic freedom. Academic freedom can be used as a defense in any disciplinary proceeding.

ARTICLE 4 – GOVERNANCE

4.1         Although the UConn-AAUP, as the elected bargaining agent, retains the exclusive right to negotiate and reach agreement on terms and conditions of employment for the members of the bargaining unit, and the Board of Trustees retains its rights, under law, to manage and direct the University, the parties recognize the necessity of a collegial governance system for faculty in areas of academic concern.  It is mutually desirable that the collegial system of shared governance be maintained and strengthened so that faculty will have a mechanism and procedure, independent of the collective bargaining process, for making recommendations to appropriate administrative officials and to the Board of Trustees, and for resolving academic matters, through the organizational divisions of the University, the University Senate, the Administration, and the Board of Trustees.

4.2         Collegiality in academic governance on each campus of the University of Connecticut can best be accomplished through the University Senate and the faculties of the schools and colleges.  Appropriate matters of concern should be brought before the Senate or the several faculties by their members or by the Provost of the University or his/her representatives. Upon request of the Senate, the Provost should transmit recommendations of the Senate to the Board of Trustees for their consideration.

4.3         This article on governance is a statement of intent and policy and is not subject to the Contractual Grievance Procedure.

ARTICLE 5 – NONDISCRIMINATION

5.1         The Board and the UConn-AAUP agree that no bargaining unit member shall be unlawfully discriminated against because of race, color, ethnicity, religious creed, sex, age, national origin, marital status, religion, ancestry, sexual orientation, political belief, political affiliation, disability unrelated to ability to perform professionally, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, and past or present history of a mental illness), veteran status, prior conviction of a crime, workplace hazards to reproductive systems, gender identity or expression, or membership in other protected classes set forth in state or federal law that excludes an individual from participation, denies the individual the benefits or treat the individual differently, or otherwise adversely affects a term or condition of an individual’s employment or participation in an employment-related University program or activity. Discrimination includes failing to provide reasonable accommodation, consistent with state and federal law, to persons with disabilities.

5.2         Neither the Board nor the UConn-AAUP shall discriminate against, intimidate, restrain, coerce, or interfere with any terms and conditions of employment of any bargaining unit member because of or with respect to his or her their lawful union activities, including participation in a grievance, or in UConn-AAUP committees or bodies, or because he or she they refrains from such UConn-AAUP activities or National AAUP membership. In addition, there shall be no discrimination against any bargaining unit member in the application of the terms of this Agreement because of membership or non-membership in the AAUP

ARTICLE 6 – DIVERSITY AND AFFIRMATIVE ACTION POLICY

The parties are committed to the creation and maintenance of a diverse faculty and staff. The Administration and the UConn-AAUP will cooperate in carrying out the University’s diversity and affirmative action policy.  Two representatives members of the bargaining unit nominated by the UConn-AAUP shall be appointed to the University Committee charged with advising the President and Provost on diversity issues, in the event such a committee is established, e.g. University Diversity Council (as such committee may be named.)

ARTICLE 7 – BOARD PREROGATIVES

7.1         It is recognized that the Board of Trustees has and will continue to retain, whether exercised or not, the sole right, responsibility or prerogative to make rules for the government of the University and shall determine the general policies of the University, including those concerning the admission of students and the establishment of schools, colleges, divisions, and departments. and The Board of Trustees shall have the right to direct the use of its resources and expenditure of the University’s funds within the amounts available and shall fix fees for establish tuition and fees and may make refunds of the same.

7.2         The Board of Trustees within available funds shall have sole jurisdiction over the selection, appointment, assignment of duties, amount of compensation, sick leave, vacation, leaves of absence, termination of service, rank, and status of the individual members of the professional staff of the University.

7.3         Said Board shall determine who constitutes the professional staff of the University and establish compensation and classification schedules for its professional staff.

7.4         These rights, responsibilities, and prerogatives are not subject to delegation to the UConn-AAUP in full or in part except that the same shall not be exercised in a manner inconsistent with or in violation of any of the specific terms and provisions of this agreement.  No action taken by the Board with respect to such rights, responsibilities, and prerogatives other than the specific provisions contained in this agreement shall be subject to the grievance provisions of this contract.

ARTICLE 8 – MAINTENANCE OF PROCEDURES

8.1         The parties agree that all written policies and procedures impacting upon mandatory subjects of bargaining may be changed only by agreement of the Board of Trustees and the UConn-AAUP. In addition, the UConn-AAUP will be notified in advance of any proposed changes in written policies and procedures, which affect members of the bargaining unit.

8.2         In the event there is a proposal to amend any provision of the University By-Laws now in existence which directly impacts negotiable terms and conditions of employment of bargaining unit members, including the faculty grievance procedure in the By-Laws, such proposal will first be negotiated with the UConn-AAUP. The University will forward any proposed changes to the University By-Laws to the UConn-AAUP at the time they are made available to the public. Reasonable efforts will be made to provide greater notice to the UConn-AAUP where possible.

8.3         Where the University By-Laws are referenced in the collective bargaining agreement, it shall refer to the most current version of the By-Laws as they be amended from time to time.

8.4         Due process requires the University to protect members of the bargaining unit from discrimination, prejudice and distortion in their records pertaining to evaluation for promotion, tenure and any other University personnel matter.

ARTICLE 9 – MEET AND DISCUSS

9.1       To assure the efficient and harmonious operation of the University, the parties agree to meet and discuss at least once a month, upon request of one of the parties, any matters of official concern, including budget proposals and long-range planning, or matters relative to this agreement, arising during the life of this contract which require attention.  This provision shall not be construed as requiring either party to bargain during these meetings with respect to any non-mandatory subject of bargaining. The UConn-AAUP committee for this purpose shall consist of no more than five members of the bargaining unit.  Agenda items shall be submitted by both parties at least one week in advance.

9.2       In the event the UConn-AAUP wishes to discuss issues related to collective bargaining or non-contractual issues with the President, the UConn-AAUP will request such a meeting through the University official in charge of collective bargaining and provide an agenda of such meeting to that office at least one week in advance of the meeting.  Depending on the submitted agenda such meeting with the President or his/her their designee shall be scheduled at a mutually agreeable time and place. Except by mutual agreement, such meetings shall not be held more than once during each school semester.

9.3       Nothing in this article restricts the right of the Administration to meet with committees or individual faculty members to discuss such matters as the Administration desires with the exception of those items which are reserved, by statute, for negotiations with the bargaining agent.

ARTICLE 10 – CONTRACTUAL GRIEVANCE PROCEDURE

10.1     The parties agree that all problems should be resolved whenever possible before the filing of a grievance and encourage open communication between university administrators and bargaining unit members, so that the formal grievance procedure will not normally be necessary.

10.2     Definition

The term grievance shall mean a dispute concerning the interpretation or application of the terms or provisions of this agreement.

10.3     Resort to Other Procedure

If prior to seeking resolution of a dispute by filing a grievance under this contract, or while the grievance proceeding is in progress, a member seeks to resolve the matter in any other forum, whether administrative or judicial, the Board shall have no obligation to entertain or proceed with this grievance procedure. For the purpose of this Agreement, however, the parties agree that a complaint filed by a UConn-AAUP member of the bargaining unit with the University of Connecticut’s Office of Institutional Equity or Office of Audit Compliance and Ethics are internal investigatory procedures and the member shall retain all rights to proceed with the Article 10 grievance process.

10.4     Step 1

1. A member of the bargaining unit and/or a representative of the UConn-AAUP (if the employee member of the bargaining unit so desires) shall first discuss the problem with the University official against whom he/she the member of the bargaining unit is aggrieved.  If a problem resolved in accordance with this paragraph is in the opinion of the Administration a grievance as defined herein, the Administration shall notify the UConn-AAUP in writing of the terms of the settlement.
2. If the matter is not satisfactorily adjusted within seven (7) calendar days, the member of the bargaining unit or the UConn-AAUP (if requested by the member of the bargaining unit) shall submit it in writing within fifteen (15) calendar days to the appropriate director or dean of the school or college or his/her their designee for a satisfactory adjustment and provide a copy to the University official in charge of collective bargaining.  If the grievance involves a member of the bargaining unit who is in Athletics, the grievance shall be submitted to the director of Athletics. The grievance should set forth the act or condition on which the grievance was based and identify the article(s) of the contract that is/are being aggrieved.  After receiving the formal grievance the dean, director, Director of Athletics or designee will meet with the aggrieved member of the bargaining unit  within fifteen (15) calendar days after receiving the formal grievance and will give his/her their decision in writing to the aggrieved within seven (7) calendar days of such meeting.

10.5     Step 2

Failing satisfactory settlement within the above time limits, the aggrieved member of the bargaining unit UConn-AAUP may, within seven (7) calendar days, appeal in writing to the Provost’s Office or his/her designee and provide a copy to the University official in charge of collective bargaining..  The Provost or their designee designated vice provost or designated vice president if the bargaining unit member is in a department or unit that does not report to the Provost, shall meet with the member and a UConn-AAUP representative within fifteen (15) calendar days from receiving the member’s appeal and shall give a decision in writing to the member and the UConn-AAUP within seven (7) calendar days of such meeting.  The UConn-AAUP shall be notified and allowed to participate through Step 2. If the grievance involves a member of the bargaining unit in Athletics the appeal shall be made to the President’s Office and heard by the President or their designated vice president or other designee upon mutual agreement of the parties, in accordance with the provisions of this paragraph.

10.6     Step 3

If the grievance has not been satisfactorily resolved at Step 2, the UConn-AAUP, upon request of the grievant, may proceed to arbitration.  Notice of intent to proceed to arbitration must be filed with the Provost’s Office (or in the case of a member of the bargaining unit who is in Athletics, with the President’s Office) and to the University official in charge of collective bargaining for the University or his/her designee within fifteen (15) calendar days after receipt of the Step 2 decision and must be signed by the UConn-AAUP President or representative.  (The filing of a notice to proceed to arbitration shall constitute a waiver of rights to alternative or de novo judicial consideration.)  The terms of the agreement that are involved shall be identified in the submission.  The grievance may be withdrawn at any time by the grievant or by the UConn-AAUP representative at any point during Step 3.

10.7       Selection of Arbitrator

The parties shall follow the American Arbitration Association procedure for the selection of an arbitrator, unless the parties mutually agree on an arbitrator within five (5) 10 (ten) calendar days of filing the notice. The rules of the American Arbitration Association shall govern the arbitrations, unless alternate rules are mutually agreed to by the parties.

10.8       Authority of the Arbitrator

The arbitrator shall hear and decide only one (1) grievance in each case, except where the grievance involves the same grievant or there is a common nucleus of facts, and upon mutual agreement of the parties.  The arbitrator shall neither add to, subtract from, modify nor alter the terms and provisions of this agreement.  Arbitration shall be confined solely to the application and/or interpretation of this agreement and the precise issues submitted for arbitration.  The arbitrator shall have no authority to determine any other issues.  The arbitrator shall refrain from issuing any statements of opinion or conclusions not essential to determining the issues submitted.  The decision of the arbitrator shall be final and binding subject to statutory provisions.

10.9       Fees and expenses of the arbitrator shall be borne equally by the Board of Trustees and the UConn-AAUP.

10.10     General Provisions

A. Except for grievances arising under 25.5 (which shall be dealt with in accordance with 25.6), any grievance as defined above not presented for disposition in writing within thirty-seven (37) calendar days of the occurrence giving rise thereto shall not thereafter be considered a grievance under the agreement.  Failure at any step of this procedure to appeal a decision within the specified time limits shall be considered acceptance by the aggrieved of the decision rendered and such decision shall thereafter be binding upon the aggrieved and the UConn-AAUP.  Failure of the Administration to respond to any grievance during the time limits specified at any step shall allow the grievant or the UConn-AAUP to proceed to the next step.  The time limits specified at any step may be extended in any particular instance by agreement between the appropriate administrator outside the bargaining unit and the UConn-AAUP.

B. No member may file for arbitration except with the approval and participation of the UConn-AAUP.

C. Meetings held under this procedure shall be conducted at a time and place that will afford a fair and reasonable opportunity to attend for all persons proper to be present. When such meetings are held during school University business hours, all persons who participate shall be excused without loss of pay for that purpose. Persons proper to attend for the purposes of this section are defined as aggrieved members of the bargaining unit, their appropriate UConn-AAUP representative(s), and qualified witnesses.

D. Matters of policy are not subject to the arbitration clause of the grievance procedure. This does not include terms and conditions of employment set forth in this Agreement.

E. No complaint informally resolved or grievance resolved at either Step 1 or Step 2 shall constitute a precedent for any purpose unless agreed to in writing by the Provost or his/her representative (or in the case of a member of the bargaining unit who is in Athletics, by the President) and the UConn-AAUP acting through its President or representative.

F. The UConn-AAUP on behalf of a member of the bargaining unit member, a group of bargaining unit members of the bargaining unit, or on behalf of itself may initiate any contractual grievance at Step 2 of the grievance procedure. If there is a dispute about the sufficiency of the information to investigate a grievance, the University official in charge of collective bargaining and a representative of the UConn-AAUP shall promptly meet to discuss the situation and possible accommodation. Neither party shall unreasonably withhold information.

G. Grievances involving the University of Connecticut Board Of Trustees’ By-Laws, (revised August 5, 2015) (as set forth in Article 8.3) and policies are appealable to the Board as the final step and are not subject to the above grievance procedure and arbitration.

ARTICLE 11 – ADDITIONS TO THE BY-LAWS GRIEVANCE PROCEDURES

11.1       Except for disciplinary grievances (which are grievable under Articles 12, 26, 27, and 37) and contractual grievances (which are grievable under Article 10), grievances arising out of the application or interpretation of the University of Connecticut By-Laws, (revised August 5, 2015 as set forth in Article 8.3), and policies of the University, shall be brought through the faculty grievance procedures outlined in the University By-Laws (dated August 5, 2015 as set forth in Article 8.3) (“Faculty By-Laws Grievance Procedure”).  Prior to the first step of the Faculty By-Laws Grievance Procedure, an informal conference shall be held between the faculty member who alleges he/she they is are aggrieved and the appropriate University administrator to discuss the alleged grievance.  The faculty member, if he/she they desire, may be accompanied by a representative of the UConn-AAUP.  Grievances brought under the Faculty By-Laws Grievance Procedure shall be filed within thirty-seven (37) calendar days of the occurrence of the event or when the member knew or reasonably should have known of the event giving rise to the grievance. The grievance must be presented in writing and identify the provision of the University By-Laws or University policy allegedly violated.

11.2       Within seven (7) calendar days of the informal conference referenced in Paragraph 11.1 above, the University administrator shall provide in writing his/her they answer to the faculty member.  A copy of this answer shall be given to the UConn-AAUP.

11.3       If the faculty member still feels aggrieved, he/she they may file within fifteen (15) calendar days of receipt of such answer a written grievance in conformity with the Faculty By-Laws Grievance Procedure. Settlements made under the Faculty By-Laws Grievance Procedure dealing with terms and conditions of employment shall be consistent with the provisions of this Agreement and shall be reported to the UConn-AAUP.

11.4       No bargaining unit member may pursue a grievance under Article 10 if he/she has the bargaining unit member also pursued, or is in the process of pursing, a grievance under the Faculty By-Laws Grievance Procedure. No bargaining unit member may pursue a grievance under the Faculty By-Laws Grievance Procedure if he/she the bargaining unit member has also pursued, or is in the process of pursuing, a grievance under Article 10.

ARTICLE 12 – PERSONNEL FILES

12.1     For the purposes of this article, personnel file shall mean any file that may be used in evaluating the performance or conduct of any member of the bargaining unit. The personnel file includes the Promotion, Tenure and Reappointment (“PTR”) file for tenure and tenure-track faculty, and the Promotion and Reappointment (“P&R”) file for non-tenure track faculty, which may be maintained electronically or in hard copy, and in the department, school or college, or by the Provost Office. The official personnel file is maintained centrally in the University’s Department of Human Resources and includes documents maintained in hard copy as well as documents which are now maintained by Human Resources in an electronic format.

12.2   A. Bargaining unit members are entitled to see any materials used to support personnel actions.

    Nothing in this article shall preclude the maintenance of other personnel files. In the presence of a staff member, which may include a representative of Human Resources, and at a time convenient to both parties, but not later than five (5) working days after the request is made by the faculty member, a faculty member of the bargaining unit shall have access to his/her personnel files, or PTR/P&R files at all levels or be provided with an electronic version.

B. The only others who shall have access to such files are:

1. Administrators, Human Resources employees, and faculty members on official business and;
2. UConn-AAUP representatives with the consent of the faculty member.

C. The Administration shall maintain the privacy of personnel files consistent with this article and applicable law. HR must provide notice to the bargaining unit member before releasing any information from the personnel files.

12.3      A faculty member of the bargaining unit  may at any time obtain a copy of material in the files, for which the faculty member may be charged at cost.  If requested, copies shall be authenticated by an appropriate administrator.

12.4       No anonymous material shall be included in a personnel file.

12.5       An employee member of the bargaining unit may log the contents of his/her their personnel file, listing items and dates, in the presence of his/her  department head or designee a Human Resources employee.  At the request of the member of the bargaining unit, their department head or designee may also be present. Both the employee and a representative of Human Resources and the department head or designee if present, shall sign the log and retain a copy for their files.  At the request of the employee member of the bargaining unit, and at a time mutually agreeable to the department head or designee, such a member may update a log may be updated.  Similarly, a bargaining unit members may log or update a log of the contents of their PTR or P&R file in the presence of an appropriate staff member. Completeness of the file shall be the responsibility of the employee member of the bargaining unit.

12.6       Each member of the unit shall be entitled to include in the file his/her rebuttal of any statement therein contained.

12.7       An employee member of the bargaining unit may petition the Dean of his/her school or college or other appropriate administrator to remove any materials from his/her personnel file which the employee can prove is factually in error.  The factual validity of materials included in the PTR file shall be subject to challenge solely within the PTR process itself.

ARTICLE 13 – MEMBERS OF THE UNIT NOT IN A TENURE TRACK 

13.1     This article pertains to members of the bargaining unit not in a non-tenure track employees in the following titles:  Academic Assistant I, II, III, IV, V, Extension Professor, Associate Extension Professor, Assistant Extension Professor, Extension Instructor, Assistant Cooperative Extension Educator, Associate Cooperative Extension Educator, Cooperative Extension Educator, Senior Cooperative Extension Educator, Lecturer, Facilities Scientist I, II, III, IV, V, and all faculty with Clinical and In-Residence titles.

13.2     Probationary Period for Bargaining Unit Members Not in a Tenure Track

A. New bargaining unit members not in a tenure track shall serve a one-year probationary perio In the event the probationary employee is dismissed before the end of his/her their probationary period, he/she they shall receive one month’s notice or pay and benefits for which they are eligible under the applicable plans in lieu thereof.

B. Following the completion of the probationary year, bargaining unit members not in tenure track shall be eligible for one-year appointments up to a maximum of five (5) such one-year appointments. Notice of non-renewal of a one-year appointment shall be afforded according to the schedule listed below. Beginning the seventh year, or prior to the seventh year upon recommendation of the department or academic unit and approval by the dean or equivalent official, reappointed members of the bargaining unit shall receive multi-year contracts of between three (3) and five (5) years in duration.  Commencing with the first multi-year contract: subsequent appointments shall be for three (3) or more years, non-renewal shall be grievable according to the procedures and standards of dismissal for cause, and notice of non-renewal shall be afforded according to the schedule listed below:

• Probationary employees shall receive 14 calendar days’ notice;
• After one (1) year of non-probationary employment, thirty (30) calendar days’ notice.

• After one (1) year of non-probationary employment: sixty (60) calendar days’ notice.

• After continuous non-probationary employment of three (3) or more years: one hundred twenty (120) calendar days’ notice.
• After receiving a multi-year contract: three hundred (300) days’ notice.

C. On or before December 31, 2017, Prior to the start of the second year of this agreement, the UConn Administration Human Resources shall conduct an audit of all members of the unit covered by this article to determine if any such members of the bargaining unit eligible for multi-year contracts have not received such contracts. The results of this audit shall be communicated to any such members of the bargaining unit and also provided to UConn-AAUP.  If the audit identifies any bargaining unit members who should have, but did not, receive a multi-year contract, the parties shall meet prior to the start of the next academic year to discuss the matter and determine what action should be taken.

D. Unless otherwise specified in this Article, neither the dismissal of the bargaining unit member during his/her their probationary period nor the non-renewal of the bargaining unit member prior to receiving a multi-year appointment shall be grievable under any article of this agreement or under the University of Connecticut By-Laws (Revised August 5, 2015 as set forth in Article 8.3). Dismissal or non-renewal of a bargaining unit member following successful completion of his/her their probationary period shall be grievable under Article 5 (Non-Discrimination) only.  In such cases, the UConn-AAUP shall have the burden to demonstrate that the non-renewal violated Article 5.

13.3     Evaluation System

The parties agree that the purpose of an evaluation system is to ensure the quality of job performance and to inform decisions regarding reappointment and promotion in rank promote, maintain, and enhance excellence in job performance and to foster informed communication between bargaining unit members and their supervisor(s).

13.4     Evaluation Procedures

Performance Review of member of the bargaining unit not in a tenure track shall be in conformance with the procedures developed in Article 30.5B

All formal evaluations shall be conducted in accordance with procedures developed by each school, college, or department. Evaluation procedures shall be in writing and shall not solely rely upon student evaluations. Departments, schools and colleges shall establish and publish such evaluation procedures on or before December 31, 2017.  Subsequent changes in such procedures shall also be published.

Written evaluations shall be shared with the bargaining unit member within fourteen (14) calendar days of the time they are completed. The bargaining unit member shall sign the evaluation solely for the purpose of acknowledging that he/she has read it and shall be given a copy for his/her records.

An employee shall have the right to append a response to his/her evaluation.

13.5     Notice of Termination

In the event of non-continuation of a program or bona fide fiscal constraints during the term of an employment contract, bargaining unit members not in tenure track positions shall be entitled to notice of termination or salary and benefits for which they are eligible under the applicable plans in lieu thereof according to the following schedule:

• Probationary employees shall receive thirty (30) calendar days’ notice;
• After one (1) year of probationary employment, sixty (60) calendar days’ notice.
• After one (1) year of non-probationary employment: ninety (90) calendar days’ notice.
• After continuous non-probationary employment between two (2) and five (5) years: one hundred eighty (180) calendar days’ notice.
• After receiving a multi-year contract: three hundred (300) calendar days’ notice.

Dismissal for cause is not subject to the above schedule.

13.6     Academic Assistants and Facilities Scientists

Academic Assistants and Facilities Scientists shall be entitled to leaves with pay according to the following schedule.  Academic Assistants and Facilities Scientists appointed at less than full time or for durations less than one year will be entitled to leaves with pay on a pro-rated basis. Use of paid time off must be requested in advance where possible and recorded when used in a location available to both the member of the bargaining unit and their supervisor. Vacation and sick leave must be requested through the University system by the employee. Leave not taken annually will be neither carried over nor compensated.

1. Vacation

Effective on the appointment date and each anniversary date of such appointment thereafter, Academic Assistants and Facilities Scientists shall receive twenty-two (22) days maximum for vacation to be taken at a time mutually agreed to by the supervisor and the employee. There will be no accrual carry-over of vacation beyond the end date of a grant or employment contract.

1. Holidays

Legal holidays as enumerated below:

New Year’s Day, Martin Luther King Day, Lincoln’s Birthday, Washington’s Birthday President’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Columbus/Indigenous Peoples Day, Veterans’ Day, Thanksgiving Day, Christmas.

If a holiday falls on a day when a person an Academic Assistant or Facility Scientist is expected to be on duty, he/she the Academic Assistant or Facility Scientist will earn a compensatory day off to be taken at a time mutually agreed to by the supervisor and the employee.

1. Sick Leave

Effective on the appointment date and each anniversary date of such appointment thereafter, Academic Assistants and Facilities Scientists shall receive paid sick leave for bona fide personal illness up to fifteen (15) workdays annually.  Up to ten (10) of these days may be used during FMLA-approved caregiver leave. Employees may be required to provide an acceptable medical certificate.  There will be no accruals carry-over of sick leave beyond the end dates of a grant or employment contract.

1. Personal Leave

Effective August 23 of each year of the contract each Academic Assistant and Facilities Scientist shall be credited with one day of personal leave to be taken as needed for the conduct of personal business or religious observance.  As much advance notice as possible will be given to the supervisor or manager when personal leave is taken.

13.7     Dismissal or Non-Renewal of a Multi-Year Appointment for Just Cause

(This section is applicable to non-probationary employees only):

The parties wish to encourage open communication between administrators and non-tenure track employees member of the bargaining unit and agree that whenever possible, problems should be resolved informally before these procedures are initiated.

The parties agree that, except for serious misconduct, dismissal of a non-probationary employee bargaining unit member not in a tenure track, or non-renewal of such an employee bargaining unit member following a multi-year appointment should occur only as the final step in a progressive disciplinary system and each instance of misconduct shall must be judged established on its own factual merits and cannot be based solely on evidence that the member of the bargaining unit engaged in other acts of misconduct. its own factual merits.  The level of proof shall be a preponderance of the evidence.  The parties acknowledge that the principles of academic freedom as provided in Article 3 apply to tenure-track and non-tenure track faculty members.

A. Discipline, dismissal, and non-renewal of a multi-year appointment shall be for just cause such as:

1. Neglect of assigned responsibilities, incompetence, failure to meet continuing educational requirements, or to fulfill professional commitments.
2. Insubordination or serious noncompliance with the University of Connecticut By-Laws (Revised August 5, 2015 as set forth in Article 8.3), the Code of Ethics for Public Officials (Chapter 10 of the Connecticut Statutes), or with University, State, or Federal Regulations governing research or NCAA Rules and Regulations;
3. The use of fraud, collusion, concealment, or misrepresentation of a fact material to obtaining employment with the University and/or obtaining tenure, promotion, salary increase, or other benefit.
4. Sexual harassment, serious misconduct, or other conduct which impairs the rights of faculty, students, employees or others who are engaged with the University in its business or operations.
5. Repeated, documented failure to meet generally accepted satisfactory standards of job performance based on written evaluations conducted in accordance with Article 13.4 above 30.5 B.

B. Procedures to be followed for dismissal, demotion in rank and/or salary, or suspension without pay or non-renewal for just cause following a multi-year appointment.

1. The bargaining unit member shall receive in writing a statement of the reasons for the action being recommended.
2. Within seven (7) calendar days of receiving the written statement (B.1), the bargaining unit member may request in writing a hearing before his/her their Dean or Director or designee with a UConn-AAUP representative present, should the bargaining unit member so desire. This hearing shall be held within fifteen (15) calendar days of the employee’s bargaining unit member’s written request. The hearing officer shall issue a written recommendation following the hearing within fifteen (15) days.
3. Within seven (7) calendar days of receiving the recommendation in B.2 above, the bargaining unit member shall have the right to submit a written appeal to the Provost or his/her their designee who is not a member of the bargaining unit.  At such appellate hearing, the bargaining unit member shall have the right to be represented by the UConn-AAUP. The hearing officer shall issue a written recommendation following the hearing within fifteen (15) calendar days.
4. The decision of the Provost or designee to demote, suspend without pay or dismiss may be appealed to arbitration on the merits under Article 10 of this agreement.

C. A Dean or equivalent official not a member of the bargaining unit may issue written warnings and reprimands following discussion with the bargaining unit member, which member may request the attendance of a UConn-AAUP representative. Warnings, reprimands, and other less severe discipline shall be grievable through step B.3 above but shall not be grievable to arbitration.

D. Immediate Suspension and Loss of Salary

1. If the University judges that the grounds for dismissal or discipline require the immediate suspension of the bargaining unit member, the suspension shall be with salary and benefits for which the employee is eligible under the applicable plans until the hearings described in B.2 and B.3 above have taken place, or the opportunity to have such hearings has been afforded to the grievant member of the bargaining unit, and only after discussion with the UConn-AAUP.
2. In the event the discipline involves the loss of salary and benefits, and the decision is appealed to arbitration, the salary and benefits for which the employee is eligible under the applicable plans shall not be withheld until after the arbitration decision or four (4) months from the initiation of the discipline at B.4, whichever is sooner. In the event the discipline is for serious misconduct (including job abandonment), this provision is not applicable.

E.  The procedures for discipline provided in this Article shall supersede any contrary provisions of the University By-Laws.

F.  The parties agree that whenever the PTR Promotion and Reappointment (P&R) procedures are used for promotion and/or reappointment for employees not in tenure track (e.g., 13.4) they should not be used to deal with issues of misconduct which are more appropriately dealt with under the disciplinary procedures. In no case shall the outcome of the PTR Promotion and Tenure P&R process be construed as falling under this Article.

G.  In investigations conducted by the University, UConn-AAUP and the member of the bargaining unit will be provided with an update as to the status of the investigation upon request and shall receive notification of the closing of an investigation resulting in a finding of no violation of university policies within five (5) business days.

13.8     In cases where the non-probationary bargaining unit member claims that his/her procedural rights under 13.4 of this article have been violated, the final decision may be appealed only on procedural grounds under the terms of Article 10 of this agreement.

ARTICLE 14 – REDUCTION OF STAFF FOR DISCONTINUANCE OF PROGRAMS OR FOR FINANCIAL EXIGENCY

14.1 Whenever the discontinuance of faculty is contemplated for reasons consonant with the long-range educational mission of the University or for what the Administration believes to be a bona fide financial exigency, the procedures below shall be followed.

14.2 Should the Administration determine that the fiscal position of the University has deteriorated to an extent which warrants informing the Board of Trustees of a financial exigency that may require a reduction in the faculty, the Administration shall notify the UConn-AAUP promptly.

1. At a time mutually agreeable to both parties, but in no case less than five (5) calendar days before presentation to the Board of Trustees, a meeting shall be held between the President of the University, the Provost, the appropriate Vice Presidents or Vice Provosts, and the UConn-AAUP or the purpose of reviewing the entire budgetary outlook of the University. The President, the Provost, and the appropriate Vice Presidents or Vice Provosts shall document the financial position of the University and its reasons for its declaration to the UConn-AAUP along with recommendations for alleviating the situation.
2. At that or a subsequent meeting, but prior to the meeting with the Board of Trustees, the UConn-AAUP may present to the Provost its own recommendations for resolving the exigency, in the hope that the recommendations given to the Board are the joint recommendations of the parties.
3. In the event that the Administration wishes to present to the Board of Trustees recommendations with which the UConn-AAUP does not concur, the UConn-AAUP shall be allowed to present to the Board or the appropriate committee of the Board its own recommendations prior to the time when the Board is to determine what course of action it shall take.

14.3 If the course of action adopted by the Board of Trustees requires discontinuation or consolidation of existing programs with the resultant elimination of faculty, the Provost, the appropriate Vice Presidents or Vice Provosts, the UConn-AAUP, the Deans of the affected schools, the Head(s) of the affected department(s), and a faculty representative chosen by the Senate Executive Committee shall meet to identify faculty whose termination is to be recommended to the Provost. In the course of such discussions regarding which faculty shall be terminated, the participants shall take into consideration, and where possible recommend, such things as shared or reduced load with proportionate reduction in salary, administrative assignment, the feasibility of early retirement, and the possibility of reassigning the faculty member, provided he/she is they are suitably qualified, to another unit of higher education.

14.4 The following criteria shall apply to the identification of faculty whose termination is to be recommended:

1. Except where demonstrable and serious distortion of an academic program would result, non-tenured faculty in an affected program will be terminated before any tenured faculty member is terminated.
2. In identifying tenured faculty whose termination is to be recommended, the following shall be taken into account: the academic needs of the affected program(s); the merit of the affected faculty as attested by peer reviews of scholarship, teaching, and service; the length of service of the affected faculty; and the Affirmative Action aims of the University.
3. In all cases requiring the termination of faculty, primary consideration shall be given to the University’s responsibility to offer an appropriate range of courses and programs, including at the regional campuses.

14.5 The following procedure shall govern the case of any faculty member whose termination is recommended to the Provost:

A. Prompt notice of the recommendation to terminate will be given in accordance with Article 14.9.

B. The faculty member given such notice shall have the right to a hearing under the grievance procedure specified in Article XIV.S. of the University of Connecticut By-Laws, (Revised August 5, 2015as set forth in Article 8.3).

14.6 If because of financial exigency the University terminates appointments, it will not at the same time make new appointments in the same department except where a serious distortion in a program of the University would otherwise result.

14.7 In all cases of termination because of financial exigency or program discontinuance, the place of the faculty member concerned will not be filled by a replacement within a period of two (2) years.

14.8

1.  During a period of two (2) years from the date of termination, the terminated faculty member shall be offered reemployment in the same position should the position be restored. Any faculty member so recalled shall have thirty (30) days in which to accept such offer. Both the offer of reemployment and its acceptance or rejection shall be made by registered mail.
2. If a faculty member was enrolled in a health insurance program at the time of layoff during the recall period, he/she they shall be entitled to purchase health insurance benefits for up to seventy-eight (78) weeks following the layoff at the group rate in effect for the bargaining unit.
3. A tenured faculty member who has received notice of layoff as the result of financial exigency shall be entitled during his/her their period of notice up to $2,000 for reimbursement for fees charged by professional placement or occupational counseling services.
4. A tenured faculty member who has received notice of layoff shall be entitled during his/her their period of notice and recall to reimbursement for coursework for up to $2,000 per semester.

14.9 Standards of Notice for Tenured and Tenure-Track Employees

1. In all cases of termination or program discontinuance because of financial exigency, the following standards of final notice or severance salary in lieu thereof shall apply: In the first year of service, three (3) months; in the second, third or fourth year of service, six (6) months; after the fourth year of service, one (1) year. Tenured faculty shall be entitled to fifteen (15) months of notice.
2. In cases of termination for reasons unrelated to financial exigency, the following standards of final notice or severance pay shall apply: In the first year of service, three (3) months; in the second year of service, six (6) months; in the third year of service through the sixth, one academic year; and all tenured faculty, twenty-four (24) months.

14.10 Dismissal for cause is not covered under Article 14, and in no case shall a dismissal for cause be labeled a termination for reasons related to financial exigency or program change under Article 14.

ARTICLE 15 – SELECTION AND REVIEW OF DEPARTMENT HEADS

15.1       In a selection of a Department Head for a continuing appointment due to a vacancy, the Dean shall ask the department to form a search committee. A majority of the committee must be elected by members of the department. Voting eligibility shall be determined by departmental by-laws. The elected members of the search committee shall be no more than 7 and no fewer 3 department faculty members, unless agreed to by the Dean and a majority of the votes cast by eligible Department members. The following criteria shall apply:

1. An election will be conducted entirely within the department to determine the majority of the members of the committee.
2. Once the committee majority has been elected by the department, the Dean may appointment additional members of the bargaining unit that can constitute at most a minority of the committee.
3. Committee members that are external to the bargaining unit may be added by agreement between the Dean and a majority of the votes cast by eligible department members.
4. The elected majority shall elect a committee chair.
5. No candidate will be appointment Department Head who is not recommended by the search committee.

15.2       The term of a department head shall be up to five (5) years. A review of the appointment of each Department Head shall be held at intervals not to exceed five (5) years, or at other times as decided by the Dean.  If a Dean has decided not to reappoint a department head to another term, the review may be waived by the Dean. When conducting a review, the Dean shall attempt to obtain input from all of the faculty.  The Dean shall also initiate a review upon the request of a majority of the voting members of the department.  Any review requested by a majority of the voting members of the department may not take place more than once in five (5) years in each term.

15.3     A department head shall not serve more than two (2) consecutive terms unless the majority of the members of their department eligible to vote under the department by-laws approves a maximum third term.

15.4 Department Heads shall be appointed for ten (10) months, rather than the ordinary faculty appointment of nine (9) months. After service as Department Head, the appointment shall return to nine (9) months and his/her their salary shall be reduced to its equivalent nine (9) month level. Department Heads may be removed by the Dean only after following the process described in 15.2 above or through the contractual grievance process.      

ARTICLE 16 – UCONN-AAUP RIGHTS

16.1       The UConn-AAUP may make recommendations to the Board of Trustees and/or Administration concerning the governance of the University; and on the request of the UConn-AAUP, the President, at the December and March meetings of the Board, shall transmit such recommendations to the Board of Trustees for consideration.

16.2       To the extent that it is available, and within reasonable time limits, the Administration shall supply, upon request, information needed for collective bargaining, including information related to a grievance, to the UConn-AAUP.  In a similar way the UConn-AAUP will provide information to the Administration.

16.3       The Administration shall notify the UConn-AAUP at least monthly of changes in the status of members of the bargaining unit.

16.4       The UConn-AAUP may use the campus mails under the policy for registered organizations; specifically, it shall: pay a rate that reflects the real cost; not interfere with other official University obligations; make sure all material is accompanied by a statement that it is not an official publication of the University and that it is paid for by the UConn-AAUP.

16.5       The Administration shall post on a University website a copy of this Agreement within thirty (30) days after approval by the Legislature. The Administration shall publish this agreement in a mutually acceptable format and distribute a link to an electronic version to each member of the bargaining unit.  The Administration also shall print one thousand copies of this Agreement (500 for the Administration and 500 for the UConn-AAUP) in a mutually acceptable format, for which the parties will share equally in the cost of publication.

16.6       Participation in representational activities by officials of the UConn-AAUP shall be considered professional service.  The UConn-AAUP shall supply the Administration University with a list of such officials.

16.7       Workload Reduction for UConn-AAUP Representatives

1. The Administration agrees that up to five (5) bargaining unit members designated by the UConn-AAUP will be given a reduction in workload.
2. For teaching bargaining unit members, the workload reduction will be 1 (one) course per semester, unless the faculty member agrees otherwise. If agreed upon, the reduction may occur in a different semester.
3. For non-teaching bargaining unit members, the workload reduction will be the equivalent of 1 (one) course and will be negotiated with the appropriate Dean or Director.
4. The five (5) UConn-AAUP representative shall be released from no more than one course per semester or the equivalent thereof.

16.8       Upon election/selection of the five (5) UConn-AAUP representatives eligible for release time as set forth in Paragraph 16.7, but in no case later than 90 calendar days prior to the start of the relevant semester, the UConn-AAUP will provide the University official in charge of collective bargaining a list of individuals who will receive the workload reduction.

16.9       In the event of disagreement concerning release time as set forth in Paragraph 16.7, the UConn-AAUP Executive Director and the University official in charge of collective bargaining will meet to resolve the issue.  In the event no agreement is reached within thirty (30) calendar days prior to the start of the relevant semester, the parties shall present their positions to the Provost of the University, whose decision shall be final. If the bargaining unit member is in Athletics, the parties shall present their positions to the President, or other designee upon mutual agreement of the parties whose decision shall be final.

ARTICLE 17 – UCONN-AAUP SECURITY AND PAYROLL DEDUCTIONS

17.1 During the life of this agreement a member of the bargaining unit shall retain the freedom to decide whether or not to become or remain a member of the AAUP. A member of the bargaining unit who is not a member of the UConn-AAUP shall be required to pay an agency service fee pursuant to Section 5-280 of the General Statutes.

17.2 Within thirty (30) days of approval of the contract by the legislature and as instructed by UConn-AAUP during the life of the contract, the University shall deduct UConn-AAUP dues or agency fees bi-weekly from the gross paycheck of each person who provides UConn-AAUP with authorization to receive such deduction. is required under Section 5-280 of the General Statutes to pay such a fee as a condition of employment. This deduction is a substitute to termination of employment as provided under Section 5-280. UConn-AAUP shall provide to the University’s UConn’s payroll office, a digital list of all employees members of the bargaining unit who have authorized dues deduction in a format dictated by UConn the University. Biweekly, UConn-AAUP shall provide a report of dues deduction changes including any “starts and stops.”, as they occur. By providing such list, UConn-AAUP certifies that each employee UConn-AAUP member has knowingly and willfully consented to the payroll deduction. Within 10 business days of receipt, UConn-AAUP shall notify UConn’s the University’s payroll office, in writing, of any revocations of said authorizations and the effective date of the same.

17.3 A.  The parties recognize that the authorization of UConn-AAUP to receive payroll deductions is an agreement solely between UConn-AAUP and its members which the member may revoke consistent with UConn-AAUP’s membership rules. UConn-AAUP shall provide to the University the current Dues Deduction Authorization language. Should this language change, UConn-AAUP will provide the University UConn with an updated version within ten (10) business days.

B. Should a bargaining unit member approach the University UConn or its agents seeking to terminate or modify their his or her contractual relationship with UConn-AAUP, that bargaining unit member will be directed to communicate such intent directly with UConn-AAUP. If the University UConn is informed of a dispute between the a bargaining unit member and UConn-AAUP concerning the obligation to withhold dues, it may invoke Section 17.4.

17.4 Upon request from the University UConn, UConn-AAUP shall provide legally sufficient proof of the authorization to collect dues through the payroll deduction to the University UConn for any employee member of the bargaining unit who disputes said authorization. If the requested proof of authorization is not provided within seven (7) calendar days of the request, the University UConn will cease withholding union dues for that employee bargaining unit member during the next available full payroll period. Upon request, the University UConn may request a dues reconciliation not more than twice per contract year.

17.35 The amount of dues or agency service fee deducted under this article shall be remitted to the Treasurer of the UConn-AAUP as soon as practicable after the pay period of the employees members of the bargaining unit for whom any such deduction is made.

17.6  In accordance with procedures promulgated by the Office of the State Comptroller, UConn  shall allow for the voluntary payroll deduction of contributions for UConn-AAUP’s political action fund.  Authorization for such deduction by the employee shall be provided in writing by UConn-AAUP to UConn’s payroll office consistent with process outlined in 17.3 above.

17.467 No payroll deduction of dues or agency service fee shall be made during a payroll period in which earnings are insufficient to cover the amount of deduction nor shall such deductions be made from subsequent payrolls to cover the period in question. The UConn-AAUP shall be notified when such a situation exists.

17.578 The University shall continue its practice of payroll deductions as authorized by employees members of the bargaining unit for purposes in addition to payment of UConn-AAUP dues or agency service fee provided any such payroll deduction has been approved by the state in advance. Authorization for such deduction by the bargaining unit member shall be provided in writing by UConn-AAUP to the University’s payroll office consistent with process outlined in 17.2 above.

17.689 In the event any agency or court orders the employer University to rebate to employees dues or other deductions ed the service fee or any portion thereof deducted under this Article or awards any damages, the Union UConn-AAUP agrees to hold the employer University harmless by returning the fee dues or other deductions and paying the damages, provided that this shall not take effect until any appeal has been exhausted. However, with regard to any costs to the University that arise out of a challenge to this Article, the Union UConn-AAUP shall save the University harmless from financial loss and expense as these costs are incurred. Any challenge to this Article of the Agreement and the University’s actions taken there under shall be defended by UConn-AAUP.

17.7910Once it becomes technically feasible the University shall deduct contributions in the amount specified from the gross paycheck of each person in the unit who authorizes in writing payments to fundraising drives sponsored by the University of Connecticut Foundation.

17.11 In accordance promulgated by the Office of the State Comptroller, UConn shall allow for the voluntary payroll deduction of contributions for the Union’s political action fund. Authorization for such deduction by the employee shall be provided in writing by the Union to UConn’s payroll offices consistent with the process outlined in paragraph 17.2 above.

17.12 Once a month, at each institution or work location, all new members of the bargaining unit shall be released from work, if they so desire, for one (1) hour without loss of pay, to attend a Union orientation. The Union will provide all new employees with copies of this Agreement. The time and location of such orientation shall be determined by mutual agreement of the Union and the Employer.   This obligation may be met by allowing the Union one hour for such orientation during a new hire orientation conducted by the Employer.

17.10 All new members of the bargaining unit shall be required to attend a University-sponsored orientation program. UConn-AAUP shall be allocated meeting time scheduled during new faculty orientation and bi-weekly new employee orientation, which the member of the bargaining unit shall have the option to attend.  The Union will provide all new employees bargaining unit members with copies of this Agreement.

ARTICLE 18 – LONGEVITY

18.1       Longevity payments are based on an employee’s title and appointment term, as well as an employee’s length of service for purposes of longevity. For purposes of determining longevity payments, the salary scale and steps adopted by the Board of Trustees for 1976-77 shall remain in effect during the period of this agreement. A chart of titles, years of service, and longevity amounts is appended to this Agreement as Appendix A.

18.2       No employee first hired on or after July 1, 2011 shall be entitled to a longevity payment; provided, however, any individual hired on or after said date who shall have military service which would count toward longevity under current rules shall be entitled to longevity if that individual obtains the requisite service in the future.

18.3       The April 2018 longevity payment will be made in July 2018.

ARTICLE 19 – SALARY AND BENEFITS

19.1 Permanent employees members of the bargaining unit who are half time or more, but not full time, shall receive a prorated share of all salary and fringe

a. Salary

The following increases shall be added to the base salary of each member of the bargaining unit who is employed on April 1 of that calendar year and still employed on the effective date of the increase in August of each year.

i. As soon as practicable following general assembly approval of this agreement, those members of the bargaining unit whose performance is satisfactory shall receive a 2.5% general wage increase (GWI) retroactive to August 23, 2021.

As soon as practicable following general assembly approval of this agreement, those members of the bargaining unit whose performance is satisfactory shall receive a 2.0% one-time performance-based award retroactive to August 23, 2021.

ii. Effective August 23, 2022, those members of the bargaining unit whose performance is satisfactory shall receive a 75% 2.5% general wage increase (GWI). This shall be increased no more than .5% 1.0% to equal the percentage increase in the Consumer Price Index (CPI-U) between April 2021 and April 2022, should that exceed 2.5%, but in no case will the GWI be more than 3% 3.5%.

Effective August 23, 2022, a merit pool shall be established comprised of 0.75% 2.0% of the combined salaries of members of the unit as of December 31, 2021 and will be distributed in accordance with the procedures outlined in Article 25. In accordance with the adjustment to the GWI according to the CPI-U noted above, the merit pool shall be adjusted so that the total of the GWI and merit pool for year two shall not exceed 4.5% in the aggregate, nor shall the merit pool be less than 1.5% 1.0%.

iii Effective August 23, 2023, those members of the bargaining unit whose performance is satisfactory shall receive a 1.00% 2.5% general wage increase (GWI). This shall be increased no more than up to .5% to equal the percentage increase in the Consumer Price Index (CPI-U) between April 2022 and April 2023, should that exceed 2.5%., but in no case will the GWI be less than 2.5% nor more than 3%.

Effective August 23, 2023, a merit pool shall be established comprised of 1.0% 2.0% of the combined salaries of members of the unit as of December 31, 2022 and will be distributed in accordance with the procedures outlined in Article 25. In accordance with the adjustment to the GWI according to the CPI-U noted above, the merit pool shall be adjusted so that the total of the GWI and merit pool shall not exceed 4.5% in the aggregate, nor shall the merit pool be less than 1.5%.

B. One-Time Payment

1. As soon as practicable following general assembly approval of this agreement, all full-time bargaining unit members on the payroll on March 31, 2022 shall receive a $2,000 $2,500 one-time pensionable payment, not added to base salary. All part-time bargaining unit members on the payroll on March 31, 2022, excluding adjuncts, shall receive a pro-rata amount of the $2,000 $2,500 one-time pensionable payment, not added to base salary.

For adjuncts employed during the AY 2017-2018 between Summer 2021 and Spring 2022, the following pensionable one-time payments not added to base salary will apply:

Multi-year appointments – $1,000 $1,250

At least 6 credits – $500 $625

Between 1 and 6 credits – $250 $313

2. Effective July 15, 2023 2022, all full-time bargaining unit members shall receive a $1,000 one-time pensionable payment, not added to base salary. All part-time bargaining unit members, excluding adjuncts, shall receive a pro-rata amount of the $1,000 one-time pensionable payment, not added to base salary.

For adjuncts employed between Summer 2021 and Spring 2022, the following pensionable one-time payments not added to base salary will apply:

Multi-year appointments – $500

At least 6 credits – $250

Between 1 and 6 credits – $125

3. The total of any one-time payment received by a bargaining unit member from all University and/or State of Connecticut employment in a fiscal year may not exceed $2000 the amount of the one-time payment for a full-time member of the bargaining unit.

19.2 Research Assistants and Research Associates

Research Assistants and Research Associates shall receive the following increment increase in lieu of a merit award provided under this Agreement. The amount shall be added to the base salary of each individual bargaining unit member with this title who qualifies and who has been employed as of April 1 of that calendar year and is still employed on the effective date of the increase:

Effective August 23, 2019 2022 the merit increment of each Research Assistant and Research Associate in the bargaining unit shall be calculated as the percentage increase accorded to merit in Article 19.1.A.ii, less any portion of the merit pool reserved for the Provost and Deans, as per Article 25.

Effective August 23, 2019 2023 the merit increment of each Research Assistant and Research Associate in the bargaining unit shall be calculated as the percentage increase accorded to merit in Article 19.1.A.iii, less any portion of the merit pool reserved for the Provost and Deans, as per Article 25.

19.3     Promotions in Rank

A. The University shall allocate $50,000 $100,000 annually for promotional increases; the balance of promotional increases shall be funded from the merit pool before it is allocated to units in accordance with any divisions of the merit pool permitted under Article 25 are made. In years where there is no merit pool, promotional increases shall nevertheless be

B. The amounts for promotions in rank for the 2017-2021 2021- 2025 contract shall be as follows:

For promotions effective August 23, 2021:

Instructor $900   Assistant Professor $1,500   Associate Professor $3,000   Professor $4,500

 

For promotions effective August 23, 2022:

Instructor	$1,000
Assistant Professor	$1,800 $1,750
Associate Professor	$3,300
Professor	$4,800 $4,850

For promotions effective August 23, 2023, and 2024:

Instructor	$1,200
Assistant Professor	$2,400 $1,750
Associate Professor	$3,900 $3,500
Professor	$5,400 $5,500

C. Promotion increases shall be applied after all other increases are

19.4     Satisfactory Evaluation

Performance evaluation of members of the bargaining unit shall be in conformance with Article 30.5.B.

In departmentalized schools, Department Heads shall give faculty members at least four months’ warning before issuing an unsatisfactory performance rating for the purpose of annual salary increases. At the request of the member, the warning shall trigger a meeting among the member, department head and appropriate representative of the UConn-AAUP, if requested, to develop a plan to achieve a satisfactory rating. Failure to meet the standards enunciated shall be considered just cause for an unsatisfactory evaluation. The member shall have the right to appeal any unsatisfactory annual evaluation through the grievance procedure. In nondepartmentalized schools, equivalent arrangements shall be established by Deans and faculty members. Discipline for just cause under Articles 13 or 27 shall not be subject to this requirement.

19.5     Salary Minima

1. Effective July 1, 2017, The salary minima for each professorial associate professor and professor ranks shall be no less than the lowest salary in each rank in the previous academic year. Any proposed exceptions shall be discussed with UConn-AAUP as is current practice.
2. The determination of whether a bargaining unit member’s salary must be adjusted to meet the salary minima for their rank shall be made after all salary increases are applied.

19.6     Benefits

1. Tuition Waiver

i. In addition to the waiver of tuition permitted under Chapter 185.b, Sections 10 a-105 (e, f, and g) of the 1983 revised Connecticut General Statutes, the Board of Trustees shall have full authority to waive tuition for dependent children of members of the bargaining unit matriculating in an undergraduate degree program at the University of Connecticut or its regional campuses. In the event of a faculty bargaining unit member’s death while his/her their child is enrolled, the waiver shall continue through completion of the undergraduate degree and in no case more than a total of five (5) academic years. In the event the faculty bargaining unit member is separated from employment with the University for any other reason, the waiver shall cease upon the completion of the current semester, unless the University determines special circumstances warrant otherwise, after discussion with UConn-AAUP. Dependent child means the employee’s bargaining unit member’s biological child; the employee’s member’s stepchild, who is the biological or adopted child of the employee’s member’s spouse; or the employee’s member’s legally adopted child.

ii. Each semester spouses of bargaining unit members who have been accepted into an undergraduate degree program at the University of Connecticut or one of its regional campuses may take nonlaboratory courses–on a space available basis–with the consent of the instructor. Spouses taking courses under this option must sign up for the course no earlier than the first day of classes and are not permitted to pre-register.

2. Tuition Reimbursement

i. A sum of $20,000 $40,000 shall be allocated each year of the agreement for tuition reimbursement, which shall be distributed according to existing guidelines., except as follows:

1. Only members of the bargaining unit who have not obtained the terminal degree in their field may receive tuition reimbursement from this fund.
2. Applications for tuition reimbursement may not be made more than sixty (60) days prior to the start of the class for which reimbursement is requested.

3. Health Insurance Programs

For the duration of this agreement, the health insurance programs established under the current SEBAC agreement will be available to bargaining unit members as specified both by the SEBAC agreement itself and as expressed in this collective bargaining agreement.

4. Group Life Insurance

Group life insurance shall be available to bargaining unit members at the same rate and coverage limits as provided to non-bargaining unit state employees under Sec. 5-257 of the Connecticut General Statutes.

5. Travel

i. Within the funds appropriated, the Board of Trustees shall have full authority to allocate funds to travel and to authorize the expenditures of such funds for out-of-state travel under the authority of the President or his/her their designee.

ii. The mileage reimbursement rate shall be adjusted annually in accordance with federal guidelines.

6. Professional Development Fund

i. A fund is established for professional development each year of the contract. The individual benefit focus of the Professional Development Fund shall not be altered; however, the parties recognize that up to 5% of the fund is intended to complement University sponsored professional development programs for department heads. The UConn- AAUP will be notified of professional development program expenditures for department

ii. The fund shall be as follows:

FY 2022	$450,000 $910,000
FY 2023 FY 2024 FY 2025	$910,000 $1,000,000 $950,000 $1,000,000 $950,000 $1,000,000

Unused funds will be rolled into the next fiscal year. On July 1, 2022, any unused funds carried over from prior fiscal years will be added to the above amounts in equal distribution redistributed equally across fiscal year 2023, 2024 and 2025.

iii. Annually, each eligible full-time faculty member shall, upon request, receive up to $2,000 $2,200 from the Professional Development Fund for any academic-related travel expenses (airfare, lodging, conference registration fees, per diem, etc.), in accordance with the following: 1) the faculty member has no available funding in individual accounts which may be spent on professional development or grant funds available to such faculty member and 2) so long as such funds are available. Such travel expenses shall require prior approval of the faculty member’s department or unit

iv. The parties acknowledge that the Professional Development Fund is especially beneficial to junior bargaining unit members. Consequently, the parties agree that each year, 30% of the fund shall be available only to members of the bargaining unit whose terminal degrees have been earned within the past seven (7) years. In the event that the full amount of this 30% has not been requested by the junior bargaining unit members by February 1 of the relevant fiscal year, the unrequested balance shall revert to the general Professional Development Fund for that fiscal year.

v. This provision does not limit the University from providing additional professional development assistance or travel reimbursement to bargaining unit members at its discretion.

7. Disability Pay

In that all Alternate Retirement Plan participants receive disability coverage, all approved medical leaves of absence of bargaining unit members so insured should be referred for coverage when the medical leave exceeds the deductible period. To the extent a bargaining unit member is eligible under the Faculty Medical Leave Guidelines (Appendix B) to receive a disability insurance supplement, the University shall supplement the disability insurance such that the faculty bargaining unit member’s bi-weekly gross pay (pay plus disability benefit and supplement) while receiving the supplement equals the bi-weekly gross pay the faculty bargaining unit member would have received if he or she was they were fully employed less the ARP contribution being paid by the disability carrier on behalf of the faculty bargaining unit member.

8. Child Care

A pool of $160,000 $175,000 $190,000 shall be established each year of this agreement to reimburse bargaining unit members for childcare expenses incurred in licensed day care facilities. Guidelines established by the parties shall control the reimbursement process.

9. Family/Medical Leave

a. Eligibility for family and/or medical leave and pay, if any, during a family and/or medical leave will be determined in accordance with federal and/or state medical leave laws, University By-Laws, and Appendix B of this contract, where applicable.

Following the birth or adoption of a child or other major life event (as defined below for qualified family leaves), a member of the bargaining unit may take an unpaid family leave of absence for up to six months.

b. During the period of an unpaid family and/or medical leave, the University will pay for the employer’s share of the bargaining unit member’s individual health insurance benefits.

c. Tenure-track faculty members taking a qualified family and/or medical leave or who experience a qualifying major life event as defined in federal and/or state family and/or medical leave laws, prior to their mandatory tenure evaluation year, will receive an automatic one-year extension of the tenure clock.

Qualified family leaves include leaves for the following events: the faculty member’s serious illness or for the birth, adoption or serious illness of a child or serious illness of a spouse or parent. “Serious illness” means an illness, injury, impairment or physical or mental condition that involves (1) inpatient care in a hospital, hospice, or residential care facility or (2) continuing treatment or continuing supervision by a health care provider.

The tenure clock will be stopped no more than twice. Exceptions to this may be granted at the discretion of the Provost.

d. As per the SEBAC 2017 Agreement, members of the bargaining unit will be allowed to use sick leave time to pay for family FMLA leave, and be allowed more intermittent leave, provided that change is made so that additional unpaid leave is not tacked on the end of FMLA leave.

10. Voluntary Leave

The voluntary leave program as constituted between the parties in 1994 shall be extended for the life of this agreement.

19.7     Adjunct Faculty Compensation

For Adjunct Faculty, the minimum remuneration shall be at the following rates:

Effective August 23, 2021                  $1,732 per credit

Effective August 23, 2022                  $1,732 $1,758 $1,888 per credit

Effective August 23, 2023                  $1,767 $1,793 $1,973 per credit

For adjuncts with more than two (2) academic years (four (4) semesters) of continuous employment, the minimum remuneration shall exceed the amount above by the following percentage each year of the agreement: 2%.

For adjuncts with more than six (6) academic years (twelve (12) semesters) of continuous employment, the minimum remuneration shall exceed the amount above by the following percentage each year of the agreement: 3%.

19.8.    Summer and Intersession

Summer and Intersession Compensation shall be governed by Article 38 of this Agreement.

19.9 Provost Fund

1. 1. Each year of the contract a General Fund pool shall be allocated to the Provost for making increases in base salary as he/she they sees fit in order to retain faculty in the face of market competition, to address other salary disparities including but not limited to salary compression and inversion taking into account performance and merit, to make equity adjustments, or recognize special Faculty may also apply for such increases on the basis of salary disparity, including equity, compression and inversion, or recent promotions before commencement of this Agreement. Neither the allocation of the fund, the timing of the approval process, nor the individual awards made under it are grievable or arbitrable in any way.
2. The pools for each year of this agreement shall be as follows:

FY 2021 2022	$300,000
FY 2023	$350,000 $400,000
FY 2024	$350,000 $400,000
FY 2025	$350,000 $400,000

2. Starting in For FY 2023 through FY 2025, $100,000 an additional $500,000 $350,000 $250,000 will be added to the Provost Fund each year and will be reserved solely to address salary disparities, including, but not limited to, compression and inversion, and to make equity adjustments. This reserved funding cannot be used to fund retention in response to competitive offers.
3. In each of FY 2023, FY 2024, and FY 2025, $1,750,000 will be added to the Provost Fund, subject to approval of the Office of Policy Management (OPM). These resources will be reserved solely to address market adjustments. The Provost and UConn-AAUP will form a committee charged to allocate these resources considering principles of both merit and equity. At least half of the members of the committee shall come from a list of faculty provided by UConn-AAUP. Each fiscal year, all of these funds must be disbursed by the end of the fiscal year. The procedures in 19.9.B (below) do not necessarily govern the process for distributing the funds sought from OPM.

B. Procedures

1. Immediately prior to the beginning of the academic year, the Provost shall publish standards and expectations for that portion which is to be directed toward special achievement at the next distribution.
   1. The Provost will solicit recommendations from the Deans for faculty members to receive awards from the Provost Fund for special achievement. The Deans’ recommendations are not binding upon the Provost and in no way limit the Provost’s discretion to allocate or award the Provost Fund.
2. Immediately prior to the beginning of the academic year, the Provost shall publish procedures for faculty to apply for increases to salary from the Provost Fund at the next distribution.
   1. These procedures will be posted on the Provost’s website.
   2. These procedures will include to whom a faculty member seeking an increase must make their request, the time period during which the request must be made, and the manner in which the request should be made (including required documentation, if any).
   3. These procedures will provide that each application will be reviewed at the level of at least the Dean or their designee.
3. A faculty member who has applied for an increase from the Provost Fund in accordance with the published procedures shall be notified of the outcome of their application no later than August 15^th of the distribution year. For a faculty member receiving a salary increase supported in whole or in part by the Provost Fund, this requirement may be satisfied by a letter stating the faculty member’s new salary.
   1. The University will provide the UConn-AAUP with a list of employees who receive the increases from these sources along with the reasons in each

19.10   Furlough Days

Omitted

19.11               Job Security

Omitted.

19.12   Compensatory Time for Non-Exempt Employees:

Compensatory time for non-exempt employees shall be afforded in accordance with the Federal Fair Labor Standards Act (FLSA) as summarized in the following guidelines:

1. Compensatory time shall be afforded at the rate of one and one-half hours for each hour for which overtime compensation is required by FLSA.
2. When an employee’s compensatory time earned reaches a total of 240 hours the employee shall be paid for additional compensatory hours earned.
3. Use of compensatory time must be requested in advance and taken at a time mutually agreeable to the supervisor and the employee, consistent with business needs.

 

Additional Documents

Extra Compensation TA

Side Letter Re-open Article 37 AAUP

Athletics Side Letter 3.2.22[4]

Course Enrollment TA