COLLECTIVE BARGAINING AGREEMENT - wou.edu

1 COLLECTIVE BARGAINING AGREEMENT Between WESTERN oregon UNIVERSITY FEDERATION OF TEACHERS Local 2278, AFT- oregon , AFL-CIO And WESTERN oregon UNIVERSITY July 1, 20187 through June 30, 2020 2 WOU/WOUFT 2018 Faculty BARGAINING January 23, 2018 Proposal No.: ADMIN00001* *WOU reserves the right to add to, modify, amend, or withdraw proposals during the course of negotiations. 1 ARTICLE 16: SALARY 2 Section 1. retirement Plan Contributions. 3 BARGAINING unit faculty members shall be eligible to participate in the public Employees 4 retirement System (PERS), the oregon public Service retirement Plan (OPSRP), the Optional 5 retirement Plan (ORP), the Tax-Deferred Investment 403(b) Plan (TDI), and the oregon Savings 6 Growth Plan as set forth by oregon law.

2 7 A. public Employees retirement System Individual Account Program (IAP). For work 8 performed on and after January 1, 2004, Western oregon University shall pay on behalf 9 of members of the public Employees retirement System (PERS) the statutorily required 10 employee contribution to the Individual Account Program under ORS and 11 pursuant to ORS , or under ORS if the member elected assistance 12 under ORS 13 1. The full amount of the members required contributions paid by WOU to PERS on 14 behalf of members shall be considered salary within the meaning of ORS 15 (26)(a) and ORS (17)(b)(F) for the purpose of computing 16 final average salary within the meaning of ORS (9) and ORS 17 , but shall not be considered salary for the purposes of determining 18 the amount of required employee contributions.

3 Pursuant to ORS 19 (2)(a) and through the term of this AGREEMENT , the parties agree that 20 employee compensation has been reduced in order to generate the funds needed 21 to make these employee contributions; the employer will file any required 22 notices with the public Employees retirement Board. 23 2. If the employee IAP account under ORS is declared invalid or is 24 otherwise eliminated and a replacement is not available, then effective upon the 25 date of its invalidation or elimination, a corresponding general salary increase of 26 six percent (6%) shall be paid to participating employees, or its equivalent, 27 pursuant to the relevant chapter of law for governing PERS employee 28 contributions.

4 29 30 B. Optional retirement Plan (ORP). For work performed on or after January 1, 2004, 31 Western oregon University shall pay on behalf of ORP participants the statutorily 32 required employee contribution under ORS (8). For employees participating in 33 the ORP hired on or after July 1, 2014, the University will make all employer 34 contributions to the ORP required under ORS (10)(a) and (b). 35 36 C. Employer Payment of employee Contributions. If for any reason the six percent 37 (6%) payment of the employee contribution by Western oregon University described 38 in (A) and (B) above is declared invalid or is otherwise eliminated, then effective on 39 the date of its invalidation or elimination, a corresponding general salary increase of 40 six percent (6%) shall be paid to eligible employees.

5 In such case, employees six 41 percent (6%) contributions shall be deducted for payment to the applicable employee 42 accounts and shall be treated as pre-tax contributions pursuant to Internal Revenue 43 Code Section 414(h)(2). 44 45 D. Duplication and Remedy. In no case shall there be a six percent (6%) increase under 46 both (1) and (2). 47 3 WOU/WOUFT 2018 Faculty BARGAINING January 23, 2018 Proposal No.: ADMIN00001* *WOU reserves the right to add to, modify, amend, or withdraw proposals during the course of negotiations. 48 Section 2. Duration of Step Salary Schedule. The University and the WOUFT recognize 49 that the agreements reached in this contract are not binding on the negotiating teams 50 representing either party in future new contract negotiations.

6 This means that a step salary 51 schedule or any changes in step placements on the existing schedule will also be subject to 52 future negotiations. 53 54 Section 3. New Hires. Newly hired members of the BARGAINING unit will receive 55 compensation increases during their first full year of employment. 56 57 Section 4. Salary Step System. Faculty salaries in the BARGAINING unit will be assigned 58 according to the following step system. 59 A. Annual Tenure track and Tenured Faculty. For annual tenure track and tenured 60 faculty, there will be a 398-step salary step system for the 2018-197-18 and 61 2019-2020 academic years (Salary Schedule Part A), starting with the normal entry 62 level salary for Assistant Professors, with increasing steps.

7 Twelve month faculty will be 63 assigned annual salaries on the basis of their step value times the ratio 11 to 9. 64 1. For the current BARGAINING AGREEMENT , the normal entry-level salary for 65 Assistant Professors will be step 1. For 12-month faculty, the entry level 66 annual salary will be step 1 times the ratio 11 to 9. In consultation with 67 the search committee, professional service prior to, during, or after 68 the awarding of the doctorate or other terminal degree will be considered 69 for salary adjustment purposes. One step per one year of service to a 70 maximum of five steps will be granted.

8 71 2. Faculty members will be awarded 1 step per year of service in the salary 72 system unless a step is not available on the salary schedule for the specified 73 year of the biennium2018-2019 year. Faculty members will not be 74 awarded a step, but may receive an automatic increase in 2019-2020 as but 75 their salaries may be amended as outlined in Leave without 76 pay will not be considered full-time service in figuring years of service, 77 except in the case of Professional Leave without pay. Sabbatical leave will 78 be considered full-time service in figuring years of service.

9 For purposes 79 of salary level placement, those serving as division chairs shall receive one 80 year credit on the salary schedule for each year served as chair. 81 3. Faculty who receive promotion from Assistant Professor to Associate 82 Professor or from Associate Professor to Full Professor shall receive, in 83 addition, four steps in the salary system. 84 4. Assistant Professors shall not advance beyond the 10th step. Associate 85 Professors shall not advance beyond the 32nd step. 86 5. Market Place Advances (Business & Economics, Computer Science, 87 and Health Science).

10 The University offers degrees and programs in 88 disciplines subject to national market pressures, which cause competitive 89 faculty starting salaries to exceed the starting salaries of other disciplines. 90 The disciplines subject to these national salary pressures at WOU presently 91 are those contained in the Divisions of Business & Economics and 92 Computer Science. Other Divisions may contain disciplines that, in the 93 future, will be subject to national market pressures on faculty starting 94 4 WOU/WOUFT 2018 Faculty BARGAINING January 23, 2018 Proposal No.