Unionization Effort

Unionization Effort

Progress Made on Compensation and Working Conditions Over the Past Five Years

Working in partnership with the Academic Assembly (AcA), we have made significant progress to address the needs and concerns of faculty over the past several years. The advances we have made include the following:

  1. Funding was secured to implement a $5.6 million Faculty and Staff Market Equity program that includes full-time, tenure-track (FT TT), full-time, non-tenure-track (FT NTT) and part-time (PT) faculty to bring salaries to competitive levels with our peers. For FT NTT faculty that means through this program, which has been underway for three years, we have moved FT salaries in some areas of the university, which were as low as $24,600 per year to a minimum of $42,000 per year without the terminal degree and $45,000 with one (UPDATE: increases to $45,000 and $48,000 in AY14-15; see #2 below). UPDATE: For PT faculty, that means $4,000 without terminal degree or $4,300 with terminal degree effective July 2014; estimated increase of $500 or more applies to between 100 and 150 PT faculty members. (see #9 below).
  2. The Division of Academic Affairs FY15 budget proposal includes a request to move the minimum salary for FT NTT faculty to $45,000–$48,000 (UPDATE: Approved effective AY2014-15) with a goal of $48,000–$50,000 in FY16. Dollars are already slated for year four of the market equity program for FT TT faculty.
  3. The proposed FY15 budget includes funding to alleviate office space issues. UPDATE: Approved effective AY2014-15
  4. We created a set of policies and procedures that outlines roles, expectations, terms and a career ladder for all FT and PT faculty. The Seattle University Faculty Handbook was approved by the Board of Trustees and went into effect retroactive to July 1, 2015.
  5. We created opportunities for PT faculty who teach the equivalent of more than four regular courses a year to hold modified FT appointments with enhanced compensation based on a percentage of a FT salary and benefits, as opposed to simply being compensated on a course-by-course basis.
  6. In 2009, PT faculty teaching three consecutive quarters and with at least half of a FT faculty teaching load for an academic year became eligible for the same comprehensive benefit choices (all medical and other insurance benefits) available to FT faculty and staff. In 2012, the university’s share of the cost to insure families in medical coverage was increased to make it more affordable. In 2014, access to subsidized health benefits was further enhanced for PT faculty by removing the requirement of teaching in three consecutive quarters in order to be eligible. Faculty with at least a half-time appointment spread over two or more academic year quarters may enroll.
  7. We modified our planning process in the colleges and schools to support continuing FT NTT faculty. Prior to 2011, continuing FT NTT faculty did not receive contracts to teach until just before the start of the fall term; now they receive their contracts in April for the following academic year similar to FT TT faculty.
  8. We have created opportunities for FT NTT faculty in non-law programs to hold multi-year appointments for as long as three years with the possibility of renewal.
  9. Introduced early last year, the PT Faculty Initiative further addresses PT faculty salaries, professional development and job satisfaction.
    • The Division of Academic Affairs’ FY15 budget submission includes a request to raise PT faculty salaries. UPDATE: Approved effective July 2014
      For 3 to 5 credit per quarter course effective academic year 2014-2015: 
      $4,000 without terminal degree or $4,300 with terminal degree
    • The AcA has agreed to change its bylaws to provide PT faculty with a voice and a vote on its body (N=2 seats; FT NTT faculty are already represented on this body), a decision we strongly support. UPDATE: Approved effective AY2014-15
    • Services have been (and will continue to be) expanded in the Center for Faculty Development to promote the professional development and job satisfaction for all faculty, including FT NTT and PT faculty. 
  10. Faculty members have a voice on matters relating to the budget as two members representing the Academic Assembly serve on the university’s Budget Advisory Committee.

  11. The university appointed a faculty ombudsperson in 2013. The ombudsperson serves as a resource, facilitator and consultant, helps faculty resolve disputes, identifies appropriate channels for concerns and addresses other issues and challenges related to their work at SU. The ombudsperson reports to the chief financial officer/vice president for Finance and Business Affairs and is impartial and neutral, neither representing the university administration nor individual faculty.

Unionization Effort Graphic Of salary comparison

Unionization Effort Graphic on Compensation

Unionization Effort graphic on Salary Increase

Unionization Effort graphic on compensation

Unionization Effort graphic on the faculty senate