Monday, July 2, 2018


BARGAINING UPDATE #18  Last 2 sessions 6/25 and 6/29


Arbitration as a topic was hanging up on which arbitration service(s) to build into the contract provision. Richard  Hinckley discussed the diversity of arbitrators available, comparing AAA (NFA’s preference) with ARM and JAMS, CSN’s prefs; JAMS has a higher diversity component.  CSN Admin said they will bring something forward on Friday.

NFA next presented Dr. Howard Bunsis’s verbal analysis of Mary Kaye’s slide presentation on CSN finances. Differences between Bunsis’s reserve analysis and Mary Kaye’s Slide 7 analysis originate in different nomenclature, not radically different $ amounts in “reserves.” Patty expressed concern about the declining reserve ratio: it may be a healthy 20% now, but that ratio is decreasing. Patty did not want to go into too much more detail on this topic because Mary Kaye is not here to participate in discussion. Robert Manis testified that the latest numbers available show a slight increase to reserves this year. He also used an example to show the differences between “restricted reserves” (legally obligated) and “earmarking” (notetaker’s term) that expresses preferences for how available money “should be” spent.  “Budgets are priorities” (Manis). “We’re arguing that point,” and that NSHE has historically placed low priority on faculty salaries. In the CSN budget, the “dubious” argument is that only $7 million is “unrestricted” whereas the audited statements identify $29 million (CSN) or $26.5 million (Bunsis). Patty disagreed with some of Jason’s comments, but Jason will send her Bunsis’s text and we will return to this topic on Friday when Admin brings its Salary counterproposal on Friday. Patty asserted that whatever goes into the CB must be “sustainable.” Jason for NFA asserted that the point of the analysis is to examine what “wiggle room” exists to fund contract proposals.

After some discussion on hiring, CSN Admin next presented its counterproposal on Counselors. A lot of it mirrors the Librarians proposal; Emily King asked if the compensation language in that proposal could be added into the Counselors proposal. Jason asked if Counselors are currently required to teach; Juanita explained that some may do so as adjuncts, but the Admin’s position on their workload may change, and Patty said that in this eventuality Admin would seek a contract re-opener.
NFA first presented our Grievance counter; Jason explained the changes, including a “trade” provision agreeing to removal of the 365-day time limit on discrimination and harassment grievances if Admin accepts 61 day (larger) timeframe for filing informal (Step 1) grievances and  asks for an HR rep with technical expertise to participate in the meeting at which grievant presents the written grievance. NFA removes Admin language stipulating/limiting NFA’s representative to Chapter Pres or Executive Director.
Emily King next presented NFA’s Hiring counter, explaining changes. Section 1 still includes Program Directors in the consultation on preparing the job announcement. Patty reported that Workday’s workflow has changed so that now the Screening Committee does not need to be formed before the job announcement gets published. Emily, Steve, and Jason reinforced the need for subject-matter, technical input into writing accurate job descriptions. Most changes requested by Admin have been accepted. Section 6 (c) differs by asking that the Screening Committee chair attend the Hiring Committee interviews as an observer only. Section 6 (d) adds “one business day” to move hiring process forward in a timely manner. Discussion of “hosting policy” revealed that it is already published on the college website as a “Finances” policy. Patty reported that Clarissa, who is not here today, will need to review these suggestions, but both teams feel “pretty darn close” to reaching an agreement. Emily reinforced that sticking points emerged from a lot of work surveying faculty.
Patty presented Admin’s Salary counterproposal, which included a raise for overload pay from $825 to $925 over a two year period, but again a zero dollar commitment for pay equity, but acknowledging the need for a second equity study as mandated by NSHE code during the 3 year contract period.  Robert Manis asked if Admin has a “ballpark range” of $$ to be expended this year on salary equity. Mary Kaye said she doesn’t have a number now because the study demonstrating need hasn’t been done yet. Amin asked about criteria being applied to the study: is Admin expecting to adjust salaries for faculty up to a specified # of years of experience? John Scarborough reported that salaries for all academic faculty are to be re-evaluated.
Admin also refused to commit to any raise in lab contact hours until more study has been done, and offered a joint NFA/Admin task force as a solution.
Faculty Engagement, Admin’s counterproposal, blends their original expectations for compulsory graduation attendance and other college and departmental functions with our contract types. At least they increased the B+ contract value by .5% (from 10% to 10.5%).
After a lengthy caucus,  Jason communicated NFA’s consensus that, despite movement in the Salary proposal and  overload increases, we would not accept their offer and countered that having a minimum 1.25% pool to distribute for equity needs is important to all NFA members; in addition to year 1 and year 2 increases to overload, NFA asks for a year 3 overload pay of $975 per credit hour. As for Contact Hours, language about the committee is okay, but NFA wants to see an actual commitment of some modest increases so that the committee is not just a waste of time.
Both sides agreed to an additional  meeting the week of July 9, now scheduled at 2pm July 13 at West Charleston room TBA

Overview and more details at:

Bargaining Overview July 1, 2018

Bargaining Overview July 1 2018 

Five negotiation sessions have transpired since the last blog update: 4/30, 5/16, 6/12, 6/25, and 6/29.  Notable achievements include reaching tentative agreements on the following contract provisions.
Department Chairs
Secures election integrity and transparency by permitting disqualification of candidates only before an election is held and requiring explanation of such administrative action to any disqualified candidate.
Financial Exigency
Defines a collaborative process involving faculty and administrators in the decision-making required after the Board of Regents has declared financial exigency at CSN.
Affirms the academic status of librarians, describes contract policy, and guarantees additional compensation for taking on additional duties.
Program Directors
Guarantees one course release per semester, a B+ contract, and a written description of “Program Director” duties.

Significant progress has been made negotiating the detailed obligations and procedures for a new Hiring policy.  Notably, Faculty Senate and NFA worked together to present a unified faculty position, and CSN Administration recognized that effective contract negotiation requires an inclusive process, information gathering and document drafting that involves all interested parties. Despite important gains for faculty expertise in applicant screening and input into hiring decisions, such as empowering faculty Screening Committees to weed out interviewees deemed unsuitable for final interviews with administrative Hiring Committees, one sticking point remains after four sessions of discussion:  is it appropriate to exclude the Screening Committee chair from participating in the Hiring Committee interviews if, upon completion of all final interviews, “the Hiring Committee will consult with the Screening Committee” before extending any job offers to selected candidates? NFA’s latest counterproposal tests the option of having Screening Committee chairs observe Hiring Committee interviews without actively participating in the questioning.

Other topics for which tentative agreement seems close are Discipline & Termination for Cause and Grievance Procedure.   In the first case, CSN Admin has accepted NFA’s key principles of progressive discipline, including the right to request a first warning or reprimand’s removal from one’s personnel file after a two-year period without further incident, while reserving “cardinal offenses” as warranting escalated sanctions.  NFA is considering CSN’s proposal to share responsibility for implementing ongoing preventative education and collegial discussion of discipline issues.  In the second, NFA has offered to agree to the deletion of a 365-day time limit on discrimination and harassment grievances if CSN accepts an increased, 61-day timeframe for filing informal (Step 1) grievances. NFA has also stipulated that only HR representatives with technical expertise participate in meetings at which grievants present their written grievances while removing CSN language restricting who may represent NFA during grievance proceedings.

Negotiations on Arbitration continued with discussion of which arbitration service(s) to write into the contract.  Citing the importance of cost efficiencies and local expertise, CSN preferred Nevada-based Advanced Resolution Management (ARM) and offered JAMS as an acceptable alternative with a global reputation.  Citing AAUP’s broad experience with arbitration in higher-education collective bargaining, NFA reported that neither ARM nor JAMS are used to provide alternative mechanisms for dispute resolution at the schools comprising AAUP’s Collective Bargaining Congress; NFA prefers American Arbitration Association (AAA) or Federal Mediation and Conciliation Service (FMCS).  NFA seeks arbitrators experienced in labor contract disputes in higher-education settings, whose decisions show no bias or favoritism towards employers/administrations.  Cost control and procedural efficiency are other important factors, which for NFA disqualify JAMS given its use of a discovery process before arbitration hearings that requires a lawyer and a court reporter to take depositions, thus lengthening procedural time and increasing expense.  Diversity among the arbitrators approved by an arbitration service is yet another factor to consider. CSN agreed on that point, arguing that all proposed arbitration services be evaluated by the same criteria.  CSN’s latest counterproposal sidesteps the naming of an arbitration service while stipulating that hearings follow “AAA Labor Rapid Resolve Procedures.” 

NFA has also received CSN Admin's counterproposals on these other topics:  Counselors; contract Duration, Modification, and Successorship; Faculty Engagement and Participation; Faculty Offices; Lab/Studio Contact Hours; Salary; and Support for Shared Governance.  Counselors follows the Librarian article’s template, omitting “additional compensation” language as irrelevant; CSN stipulated that if/when the administrative position on counselors’ workload changes, a contract re-opening will be sought.  Faculty Engagement blends CSN’s original expectations for compulsory graduation attendance and other college and departmental functions with NFA’s descriptions of B, B+, and A contract types; CSN includes an increase in the B+ contract value of .5% (from 10% to 10.5%; NFA had proposed 12.5%, or the value of adding 22 days to a 176-day contract).  Faculty Offices drops CSN’s ambiguous concept “functionally appropriate space” but makes office sharing a matter of administrative assignment where “space constraints or limitations” demand.  Support for Shared Governance rejects NFA’s requests for release time and designated office space. Contact Hours refuses to increase lab, studio, or clinical ratios until more study of such work has been done and offers a joint NFA/Admin task force as a solution.

As expected, Salary remains the most contentious issue on the table.  In CSN’s latest counterproposal, two components of remuneration were addressed:  Overload Pay and Salary Equity.  CSN’s Overload offer raises the per credit hour rate from $825 to $925 over the first two years of an anticipated three-year contract.  CSN’s Salary Equity provisions define procedures and timelines for two “compression” studies, the first now underway but expected to overlap Contract Year 1, and the second scheduled for Contract Year 3, but again included no actual estimates of dollar amounts. CSN Admin continues to reject NFA’s proposals for studying salary “equity” instead of mere “compression” and for defining the minimum size of a funding pool that can be distributed to fulfill study requirements.  

 CSN admin relies on disputing some points of AAUP’s forensic analysis of the college’s finances and accounting to justify the claim that there are no readily available surplus funds to reserve for faculty salary increases; CSN also claims to have nothing budgeted in anticipation of the current study’s results because, that study not yet done, no demonstration of such need has been made.  CSN will “find the money,” an assurance that, with its concession that AAUP’s calculation of CSN’s reserve ratio closely matches CSN’s own, quite ironically lends credence to NFA’s contention that the deep issues are “priorities” and “precedent.”  NSHE has historically placed low priority on faculty salaries.

NFA continues to negotiate in the spirit of improving faculty working conditions so that improved moral and employment satisfaction will accrue to the benefit of our students.

Sunday, April 15, 2018

Bargaining Update #17

Two sessions have occurred since the last update:

NEGOTIATIONS, March 23, 2018

NFA-CSN and CSN Administration teams met on the Friday before Spring Break. Tentative agreement was reached on a contract provision enabling tenure-track faculty to count two consecutive semesters of full-time E-Hire experience in their probationary period, speeding the tenure clock if this experience includes college service and professional development. Other discussions revealed new elements of Administration’s plans to overhaul working conditions at the college.

Contact Hours Multiplier: NFA presented research showing that CSN’s .75IU rate for Lab/Studio contact hours is subpar. NFA proposes a compromise increase to .85IU with “mutual agreement” in Section 4 allowing future changes pending results of Administration’s compensation study.

Counselors: Administration’s counter-proposal refuses to guarantee specific IUs for extra work because the use of IUs is being studied now and new policy will be written for future implementation. Administration refuses to include organizational issues in the contract, like Counselors having a Department Chair, because the new AVP arriving May 1 will need to work her process for reorganizing Counseling. NFA asserted counselors’ and teaching faculty’s rights to contribute input in this process since we see most directly how accessible counseling in the Schools has improved student success.

Department Chairs: NFA’s counter-proposal stipulates that the reason(s) for disqualifying someone from seeking election as department chair be provided to the would-be candidate, and the the disqualification occur before the election date. This compromise addresses Administration’s concern for keeping personnel information confidential while maintaining integrity and transparency of department-chair election procedures and allowing supporters time to find a new candidate.

Faculty Offices: NFA’s original proposal addressed two fundamental points: bargaining unit members have the right to a functionally equipped office on the campus where they perform the greatest portion of their work; when space limitations apply, waiting lists for each campus based on office request dates will be used to re-allocate offices. Administration’s counter-proposal introduces an undefined concept, “appropriate functional space,” for providing faculty necessary resources while claiming more flexibility in managing facilities and equipment. NFA foresees problems using this slippery concept to structure where and how faculty work and to possibly force sharing of offices, and decided to address it in the next session (see below.)

Professional Enrichment: NFA’s counter-proposal restores NSHE Code references to section headers without the “shall be followed” phrasing Administration had previously rejected. The proposal's three sections cover Salary Advancement with degree attainment and continuing education credits, Professional Development as required to support annual evaluations, and Sabbatical Leave.

Program Directors: NFA’s counter-proposal raises PD compensation to 4 IUs per semester, to guarantee a course release regardless of academic discipline, and stipulates a B+ contract. Both provisions address problems reported to NFA with IUs being cut and promised contracts not being delivered. NFA argues that, despite Administration’s plans to revise compensation policies for the future, faculty need a stated minimum now because the  indeterminate process of revamping policy is not guaranteed to follow the projected timeline.

Salary: NFA’s counter-proposal aligns a guaranteed salary equity study with the two-year schedule set in NSHE Procedures & Guidelines and designates a minimum value for the internal equity funding pool to be distributed according to the analytical criteria established for the study.

Other Discussion: Components of Arbitration and Discipline & Termination were discussed  informally. Administration questioned NFA’s points on arbitration jurisdiction and providers, academic freedom protection against “insubordination” charges, and a “clean slate” provision to expunge minor infractions from personnel records with long-term good behavior.  NFA asserts that neutral third-party arbitration, clear definitions, and positive feedback for professional responsibility are essential working conditions for bargaining unit members.

NEGOTIATIONS, April 6, 2018,

Clear progress was made on a number of the smaller issues:
Admin announced their Tentative agreement to NFA’s Professional Enhancement proposal which features, among various elements, improvements to record-keeping for occupational credits to salary advancement and to communication with faculty regarding sabbatical applications and denials.  Agreement is also nearing on NFA’s proposal on Program Directors which stipulates a minimum release time of 3IUs or whatever is the equivalent of one course in that department.  Agreement seems close as well on NFA’s common sense proposal on Department chair elections, which proposes that any disqualification of candidates occurs prior to the election, so that new candidates can file.

Some discussion and possible progress occurred  on NFA’s Librarian proposal which governs movement back and forth between A and B+ contracts and 1 IU release for site managers.  Less clear was any movement on faculty offices. NFA’s proposal is that faculty be allowed to have offices on the campus which they mainly teach and if none available, a waiting list be established;  and that any sharing of offices occur only with both faculty members permission. Admin seemed attached their earlier idea of replacing offices with “functional workspaces” an idea which seems designed to allow them to assign shared offices at will.

As far as the big ticket item of pay equity was concerned, there was little evidence of movement. Admin reiterated their refusal to commit to any amount as a minimum – "Not one dollar".  This totally contradicts their other position regarding finances – that every last dollar in the budget is accounted for. If the latter is true, then how much have they committed to this year's salary study?

They also announced that the current year pay equity study which they’d previously announced for this semester would be pushed back into fall due to their need to find, screen and hire a consultant to perform the study. They also maintained that they would not do anything to increase transparency, because they felt that the 2013-4 study was transparent enough, given that each person got an individual letter briefly explaining the amount they received. NFAs position is that given state salaries are public information, spreadsheets should be released allowing anyone to see if everyone got their fair amount according to the criteria established.

The next meeting will be held on April 19.

Tuesday, March 20, 2018

Bargaining update #16

The NFA-CSN and CSN Administration teams met for bargaining sessions on Friday, February 23rd and Monday, March 12th. Little headway was made as CSN Administration aggressively pushed a hard line, stating that the College has no money for faculty. To the contrary, NFA’s analysis of NSHE’s third-party audited statements, conducted by an expert in public higher education accounting, says that CSN has money to fund NFA's proposals. NFA has also reported on a number of established ways Nevada public higher education institutions exert autonomy in the allocation of their resources.
Below are the statuses of various compensation-related proposals:

Contact Hours: NFA asks for an increase to the contact hour multiplier for Clinic/Lab/Studio and Clinical Supervision work. In the past Administration and Faculty Senate agreed that the rate for Clinic/Lab/Studio should be 1.0, and 1.0 is the rate at TMCC. Various other nearby institutions have a higher rate than CSN. However, CSN remains stuck at 0.75 despite a theoretical commitment to raising the rate.
Administration calls this a complicated issue, says TMCC is an outlier, and proposes that rather than address contact hours in the CBA, the matter be referred to a committee for study. NFA has already studied this matter, speaking to faculty and finding that the work is as hard as (or harder than) lecture work. A nonbinding study does not address the basic problem— it is already a policy position of CSN that the rate should be increased to 1.0. The problem is the Administrative willpower to fund an increase.

Overload Pay: NFA asks for an increase to the overload rate. We have asked for the rate to be raised to NSHE’s target rate from four years ago. Administration claims they can’t raise the rate unless funding is provided by the legislature. While NFA certainly supports efforts to get increased legislative funding, we have seen UNLV raise its part-time rate above even NSHE’s 2014 target rate independent of any action of the legislature. CSN’s failure to act has contributed to serious difficulties in staffing classes with instructors in various departments.

Equity Study: NFA has asked for a contractual guaranteed that a study be performed during the contract period. NSHE’s own policies mandating equity studies every two years were not follow at CSN in 2015, as required after the first study in 2013, and in 2017 Acting Chancellor Nichols attempted to prohibit the recently initiated study but was thwarted by NFA’s appeal to Regents and legislators. NFA has proposed that the study’s main criteria be comparison of years of experience and salary to NSHE’s published Community College Academic Salary Schedule. NFA also asks that resources be guaranteed to be devoted to making salary adjustments on the basis of the study results. After all, what use is a study if it does not result in actual salary adjustments?
Administration has repeatedly mischaracterized our proposal that resources be guaranteed for adjustments as establishing a maximum limit for adjustments. Our proposal is clearly for a minimum, and puts no upper limit on the amount that could be distributed. NFA would never seek to limit faculty’s ability to get wage increases.
Administration has proposed that a study be done, but has not agreed to guarantee any amount of resources, nor to make the primary criteria comparison of years of experience and salary to the NSHE Community College Academic Salary Schedule. NFA’s position is that a defined commitment of resources is needed to preclude the possibility of the study being a moot point, and that following the Salary Schedule evenly without setting artificial years of service thresholds will make the study truly address inequities rather than even possibly aggravating them.

Summer Pay: Bargaining continues on the summer pay rate. However, Administration has not responded to NFA’s information request regarding past summer budget expenditures, stalling further progress toward resolution.

Monday, February 19, 2018

Status of various economic items

Equity studies-- In the fall, NFA successfully worked to get the acting Chancellor's memo barring internally funded equity adjustments lifted, by contacting legislators whose bill was misinterpreted by the memo. Administration has indicated it will likely begin disbursing pay equity raises by the end of this semester. NFA proposes equity studies be done with a guaranteed minimum amount of funding and by comparing faculty members' salaries to the salary schedule taking into account years of experience. Compression at the top end is a problem. Approximately 80% of faculty fall below their salary schedule range medians. Equity study was not performed in 2015 even though it was mandated by NSHE Code.

Administration has not agreed to guarantee any amount of money be put into these studies nor that the salary schedule be taken into account.

Summer pay-- NFA proposed raising pro-rata pay rate from .01875 to .025 multiplier for summer teaching. The current rate represents a steep discount on true pro-rata pay, the excess money generated in summer being used to pay for other aspects of the College.

Administration responded by offering to increase to .02. Administration states that this is a 7% raise that equates to $200,000 a year in total dollar amount plus benefits. NFA countered by proposing a phased-in increase to .0225 over three years. Administration refused and came back again with essentially their original counter.

Overload pay-- NFA proposes raising the overload pay from $825 an IU to $1017 an IU. $1017 is the target rate set for community colleges by NSHE in 2014. Various other NSHE institutions pay more.

Administration has not countered on Overload Pay.

Contact hours-- NFA proposes the contact hours multiplier by raised to 1.0 for Lab/Clinic/Studio teaching, phased-in over three years. At Truckee Meadows Community College in northern Nevada, rates are based on a 1.0 equivalency. At CSN, many faculty have indicated that their lab teaching hours are as much work if not more than their lecture hours.

Administration has not countered on Contact Hours.

Benefits-- NFA proposes the creation of a Sick Leave Bank, as NSHE classifieds have as well as various CSN strategic comparator institutions. NFA proposes that accumulated sick days be payable upon severance of employment according to a formula, as with NSHE classifieds and is common at community colleges. NFA proposes three weeks paid parental leave as part of FMLA before usage of sick days, paid parental leave being known at other community colleges and being a rising trend nation-wide.

Administration has not countered on any of these Benefits items.

Bargaining update #15

The NFA-CSN and CSN Administration teams have met for three bargaining sessions so far this semester, one on each campus. Various items were discussed, however no tentative agreements were reached. For a list of NFA proposals and their statuses, click here. For a run-down of the status of various compensation items, click here.

Summer: Administration's first counter on Summer, before the break, took much of NFA's language on assignment, and offered an increase of the pro-rate multiplier from .01875 to .02. If summer classes were truly paid pro-rate the multiplier would be .02875 per NFA's calculation; we had asked for .025 in our first proposal.

NFA responded to Administration's Summer counter by proposing that further increases over .02 be phased-in in subsequent summers over the course of the contract, ending at a .0225 multiplier in the final summer. We viewed both the movement of our overall final goal as well as changing to a phase-in structure as very reasonable movement toward a compromise on our part.

However, Administration countered back with essentially their original counter. They stated that increasing from .01875 to .02 equates to an additional $200,000 a year plus benefits, and that is the maximum increase summer budget resources permit. Undoubtedly, this will be the subject of future discussion.

Grievance, Discipline, and Arbitration: NFA proposed a package deal to in an attempt to reach a compromise on these issues. From the 2nd bargaining session over a year ago on, NFA has indicated the importance to us of Arbitration-- that a neutral third party be the ultimate adjudicator of disputes regarding whether the CBA has been followed. Our package deal proposal shows our good faith in attempting to resolve this issue. So far, Administration has not formally responded but has provided some feedback.

Sunday, February 11, 2018

Status of proposals 2/10/2018

Proposal topic
NSHE recognizes NFA as bargaining agent for CSN faculty.
Saving Clause
If part of the contract is legally invalidated, that does not invalidate the whole contract.
Distribution of the Agreement
Administration agrees to post the CBA on the CSN website and to inform new hires about the CBA.
Overload Requests
A request to work zero up to and including four IUs shall be granted. From above four up to and including six overload IUs may be granted by the Department Chair with the Dean's approval.
Administration agrees to provide a safe and clean working environment; faculty can raise safety concerns, have the right to a written response; if a faculty member has concern for the safety of her/himself and/or students, he/she has the right to dismiss class if necessary; NFA will have an appointee on the CSN Safety and Security Committee.
Dues Deduction
NSHE agrees to continue current dues deduction practice for NFA; provide monthly deduction reports and inform NFA of cancellations.
MFA as Grade 5
Faculty members with MFA degrees meeting certain quality-control criteria will be placed in Grade 5 for salary purposes.
Market Hires
Market Hires employed for five or more years will be able to apply for tenure following normal procedures.
Relocation Expense
Allocates $25,000/year to reimburse new hires from out of town for moving expenses.
Emeritus Status
Incorporate current Emeritus Status policy into the CBA.
Work out of Title
Faculty member has the right to decline without prejudice work outside of normal work duties or hours. Compensation for additional work should be agreed at the time of acceptance. Faculty not to be made to perform menial tasks.
Several aspects: 1) specify procedures and amount of money to be distributed via equity review processes; 2) increase overload pay; 3) salary placement criteria should be published, accessible, and equitable.
A standard Arbitration article, to serve as the last step in a dispute as to whether the CBA has been properly followed. NFA proposes a neutral third-party be the final adjudicator of disputes that reach this stage.
Grievance Procedure
A standard Grievance Procedure for resolving disputes as to whether the CBA has been properly followed.
Summer Teaching
Institute a transparent and equitable system for assigning summer classes; increase summer pay.
Create a sick leave bank to protect faculty in case extended medical leave is needed; allow long-term faculty's sick days to be cashed out according to a formula upon severance of employment; establish three weeks of paid parental leave in addition to FMLA; various other aspects.
Contact Hours
Increase the IU value multiplier for Clinic/Lab/Studio and Clinic Supervision.
Affirm and make contractually binding CSN's commitment to non-discrimination.
Specifies the hiring process. Allow faculty committee to mark candidates as “do not hire;” give faculty committee equal weight to second committee in final hiring decision; reimburse meal expenses; require more than one reference check.
Discipline and Termination
Establish a due process procedure for discipline of employees: lesser disciplinary sanctions to be adjudicated by a faculty committee, terminations to be adjudicated at the last step by a neutral third-party arbitrator.
Financial Exigency
Modifies the process specified in NSHE Code for declaring and acting on a state of financial emergency to lay off faculty, to provide for additional faculty voice and Chancellor's review.
Contract Types
NFA's counter to Administration's proposal on “Faculty Engagement.” Specifies the work content of A, B, and B+ contracts as per current policy, as well as pay-rate changes for moving between them.
Reinstate compensation of 1 IU for Site Coordinators; establish that librarian always has the right to work on a contract of the type he/she was hired on; librarians to be academic faculty falling under the purview of Academic Affairs.
Protect counselor tenure and status as academic faculty; counselors to remain assigned to the academic schools; appropriate safety assurances to be made; single, functional recording mechanism for student contacts.
Program Directors
Specify duties and authority of Program Directors; establish floor for IU compensation of Program Directors, as well as a stipend.
Department Chairs
Specify duties, authority, compensation of Department Chairs, all as per current policy. Change election procedure so that candidates cannot be disqualified after votes are cast.
Professional Development
Human Resources to keep a record of faculty member's work toward salary advancement; other aspects regarding administrative support for professional development, including sabbatical leave.
Academic Freedom
Incorporate current Academic Freedom policy into the CBA, with a standard Academic Responsibility clause.
Faculty Offices
All faculty to have the right to a functional office on the campus on which they do the majority of their teaching.
Faculty Info Handbook
Info Handbook to be updated yearly; NFA to be consulted as part of the update process.
E-Hires to be offered service work; E-Hires performing service work or not properly offered service work eligible to apply time worked to tenure clock if later hired in a tenure-track position.
Shared Governance
Make Faculty Senate policies binding while in effect; require written notice of President rescinding policy to be provided to all Faculty Senators; NFA and Administration to consult on CB-related matters at request of either party; provide office space and release IUs to NFA
Establish protections against outsourcing faculty; establish CBA duration as well as aspects of modification and re-negotiation of the CBA.
Immigration Status
Faculty not to be required to report the immigration status of members of the CSN community nor deny students' services based on immigration status.
Policies and Practices
A preamble describing the role of the CBA and its relationship to existing NSHE Code, policies, and practices.