Furlough Summary: Administration Term–“Cost Savings Days”

The board/administration want to impose furlough (non-paid) workdays on faculty. Source: http://www.wright.edu/administration/aaup/nego/FF/APPX-I-admin- revised(OCR).PDF

The university could institute a furlough of 10 non-paid days in a fiscal year. Source: https://policy.wright.edu/policy/8470-furlough-leave

The conditions include…

A composite SB 6 score of less than 2.40 within a 24-month period….

…which is the current state of WSU. We would still be expected to complete any teaching, research, and service requirements.

 

What a Furlough Means to Us:

 Financial impact:

10 furlough days would cost you 5.128% of your annual base salary

Base Salary/Year     Furlough Days     Impact to You

$50,000   10 $2,564 pay cut
$75,000   10 $3,846 pay cut
$100,000   10 $5,128 pay cut

If you have a different base salary, multiply by your yearly base salary * 5.128% to calculate the negative financial impact of 10 furlough days.

Summary

A furlough is the equivalent of stealing your money and would be implemented at the University’s discretion. We must reject this proposed furlough language.

 

Impact of Retrenchment Proposal

The board/administration wants to alter the Retrenchment procedures.

Source: http://www.wright.edu/administration/aaup/nego/FF/ART-17-admin- revised(OCR).pdf

 

What is the proposed change to the Retrenchment Article?

 The potential TERMINATION of a Bargaining Unit Faculty Member during ANY appointment (even tenured or continuing) when WSU has a sub-2.40 financial score over the most recent 24-month period – or RIGHT NOW.

Under the administration’s proposal:

Retrenchment procedures can become active immediately, the day the Factfinder Report is accepted.

Bargaining Unit Faculty Members would lose this key provision: would no longer be offered available faculty positions for which they are fully qualified or for which they can become fully qualified within the period of their notification of termination; further, the University would no longer have to consider BUFMs for a non-faculty position as an alternative to termination.

 

What the Retrenchment Proposal Means:

 Tenure has no meaning. Continuing status has no meaning. This proposal puts every faculty member at risk.

Summary

This proposal allows the university to terminate faculty with a low burden of proof and must be rejected.

 

Summer Teaching Assignment Impacts

The board/administration wants to completely eliminate our Summer Teaching Assignment procedures. Source:   http://www.wright.edu/administration/aaup/nego/FF/Exhibits%20_A- N(from%20admin)(OCR)(annotated).pdf (located in Section 7.8 and at Exhibit K)

Under the administration’s proposal:

Bargaining Unit Faculty no longer receive preference for summer teaching.

Summer teaching assignments at the discretion of the Department Chair and with the approval of the Dean, based on “student and curricular needs.”

Every full-time faculty may be replaced by a part-time faculty member.

 

What the Summer Teaching Assignment Proposal Means:

 About half of our members routinely teach one-two summer courses each academic year. Summer courses are paid at the rate of 1/12 (8.33%) of base salary. If summer courses are instead assigned to part-time faculty, our members lose out on income. We have provided another column that shows additional retirement investments forgone.

Base Salary   # of Courses   Salary Impact   Retirement Impact

$50,000 1 $4,166 pay cut $1166 lost
$50,000 2 $8,333 pay cut $2333 lost
$75,000 1 $6,250 pay cut $1750 lost
$75,000 2 $12,500 pay cut $3500 lost
$100,000 1 $8,333 pay cut $2333 lost
$100,000 2 $16,667 pay cut $4666 lost

This proposal allows the university to outsource summer classes to part-time faculty. The cumulative, long-term consequences are enormous.

 

Cancellation of Merit-Pay Process

The board/administration wants to eliminate the process for which merit pay is determined. Source: http://www.wright.edu/administration/aaup/nego/FF/Exhibits%20_A- N(from%20admin)(OCR)(annotated).pdf (located in Section 11.6)

Under the administration’s proposal: Merit pay process eliminated from CBA.

Deans/chairs would have total discretion to allocate merit pay in the future.

 

What the Merit Pay Process Cancellation Proposal Means:

Under the old CBA, there was a transparent process in terms of calculating merit pay. Our members knew that meeting specific performance criteria would result in a merit pay raise.

Under the administration’s proposal, transparency is eliminated and our members will be under subjective criteria we cannot negotiate. Arbitrary financial power in the hands of administrators in practice removes many protections from faculty. Who would question or protest the decision of their Chair or Dean? Who would file a grievance? Your next Chair or Dean may not be someone you trust.

Merit pay increases, when earned, become part of one’s base salary. No merit increases put our members at a cumulative, long-term financial disadvantage.

Summary

Merit pay increases are permanent and added to base salary. This proposal allows the university to arbitrarily determine your merit pay. The cumulative negative impact of this proposal is substantial, in terms of both money and freedom.

Workload Agreement Cancellation

The board/administration wants to eliminate our agreement on workload. Source: http://www.wright.edu/administration/aaup/nego/FF/Exhibits%20_A- N(from%20admin)(OCR)(annotated).pdf (located in Article 19)

Under the administration’s proposal:

The administration can unilaterally change faculty workload (# of classes taught) Workload would be a prohibited subject of bargaining.

 

What the Workload Cancellation Proposal Means:

 Under the MOU on Workload currently in effect, workloads are transparent.

Under the administration’s proposal, transparency is eliminated and the administration can increase our teaching load.

If the administration increases the number of classes we are required to teach, they will need fewer faculty. Combined with the proposed Retrenchment language, layoffs are likely and more unfilled positions could remain unfilled.

Less time for research

Less time to tutor/mentor students

Less time for service

Summary –Increasing workload means each and every student gets less attention. You have less time to publish and complete service activities, BUT promotion demands remain the same. Wright State becomes less attractive to new faculty.

Increasing workload is bad for students and faculty!

 

NTE Promotion Changes

The board/administration wants to drastically reduce job security for NTE faculty. Source: http://www.wright.edu/administration/aaup/nego/FF/Exhibits%20_A- N(from%20admin)(OCR)(annotated).pdf (scroll to Article 13)

The administration’s proposal:

Continuing appointments require future NTE faculty members to serve at least 9 years of full-time service at WSU and most must serve 12 years (up from the current 6 years.)

What the Proposal Means:

 This is a horrible and divisive proposal for ALL faculty. Without any job security for up to 12 years, NTE faculty are at the mercy of Chairs and thus will not feel free to question or protest. NTE faculty turnover will increase as they look for more secure jobs. As the national and WSU trend is to turn ever more faculty positions into non- tenure lines, this will destabilize departments and will be bad for our students.

If we agree to worse terms for incoming faculty than we ourselves enjoyed, the union we have built will erode due to lack of good faith and we will gradually be less able to protect anyone.

How Is a Wage Freeze a Wage Cut?

Make no mistake about it – a wage freeze is a concession that costs you money. This is due to inflation. Whereas our wages remain frozen, the prices of goods and services continue to rise. Inflation is forecast between 1.9% and 2.0% for the next three years.

The administration proposal calls for 0-0-0 in raises and their attorney suggested they would refuse any in the three following years also. Wouldn’t it be nice if you had the ability to tell your utility company, your Internet Service Provider, your local grocery store, and the gas station that you have decided not to pay their higher prices? Of course life doesn’t work that way. Each year, we see prices increase.

The following table illustrates what happens to the value of $50,000 from 2017- 2022, assuming no raises and an inflation rate of 2%. Take your salary and divide by

$50,000, then multiply by the “value at end of year 2022” to see how much real money you are losing.

Value of $50,000 Over Time Assuming 0% Raises 

Value at Start of Year Projected Inflation Value at Year End
’17 $50,000 2.00% $49,000
’18 $49,000 2.00% $48,020
’19 $48,020 2.00% $47,060
’20 $47,060 2.00% $46,118
’21 $46,118 2.00% $45,196
’22 $45,196 2.00% $44,292

 Over a 6-year period, your $50,000 is only worth $44,292 due to inflation.

Unfortunately, the ramifications do not end there. This table does not include the long-term compounding effects of the loss of contributions toward retirement.