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AAUP-BHSNJ

AAUP-BHSNJ. Annual Meeting November 8, 2018 School of Dental Medicine, B977 12 – 2 p.m. AAUP-BHSNJ Agenda. Goals for the New Year Nominations for Newark Board of Governors Bargaining Update/RWJ Barnabas Alignment. AAUP-BHSNJ ABOUT US.

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AAUP-BHSNJ

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  1. AAUP-BHSNJ Annual Meeting November 8, 2018 School of Dental Medicine, B977 12 – 2 p.m.

  2. AAUP-BHSNJAgenda • Goals for the New Year • Nominations for Newark Board of Governors • Bargaining Update/RWJ Barnabas Alignment

  3. AAUP-BHSNJABOUT US The American Association of University Professors – Biomedical and Health Sciences of New Jersey (AAUP-BHSNJ) is an independent, non-profit organization that represents 1500 faculty at Rutgers/Rowan Universities. These faculty teach the next generation of doctors, nurses, scientists, and health professionals. The Association furthers the interests of faculty by bargaining for improvements in clinical compensation, researcher incentives, work/life balance, and other benefits. We also defend members from discriminatory treatment and provide individual advice on an array of issues. Finally, we advocate for our students, patients, and colleagues in Trenton by advancing legislation which promotes their interests.

  4. AAUP-BHSNJOUR VISION We at AAUP-BHSNJ believe in a vision where our universities are models for faculty engagement and provide a high-quality work environment for everyone. Quite simply, if Rutgers and Rowan are to become among the best academic health centers, they must start by becoming national leaders in their treatment of faculty.

  5. AAUP-BHSNJACCOMPLISHMENTS (SINCE 2015) Since the 2015 Agreement, we have bargained and advocated for faculty concerning: • Merit Increases • Tuition Remission (which can be used for CME) • Enrollment in 401a Rutgers ABP beyond normal statewide $140k cap. • Extramural Incentive Award Program • Clinical Incentive Plan

  6. AAUP-BHSNJACCOMPLISHMENTS (PAST YEAR) • Built relationships with other unions (Rutgers AAUP-AFT), RBHS Faculty Council, community groups, elected leaders, the UPA and other stakeholders. • Increased total union membership from 49% to 63%, while recruiting future leaders and increasing visibility. • Settled cases totaling $740,000 concerning faculty members non-renewed or inequitably paid. • Assisted 3 tenure-track faculty with appeals for denial of tenure. • Defended faculty in multitude of other cases such as lawsuits, terminations, salary overpayments, office space moves, incorrect appointment terms, unilateral changes to compensation, and retaliation.

  7. AAUP-BHSNJACCOMPLISHMENTS (PAST YEAR CONt’D) • Lobbied officials to bring new $2.5 million center for Gun Violence Research Center to School of Public Health. • Advocated strongly for faculty in RWJBH/Rutgers Alignment both internally and externally. • Educated faculty on negative impact of proposed NJMS Bylaw changes • Part of effort at the state-level to change health plan design. Will result in roughly $650 in lower premium rates for a faculty member paying the maximum. • Revision of AAUP Council Bylaws

  8. AAUP-BHSNJEXECUTIVE COMMITTEE Nominations (Election Nov 29-dec 1) Officers (1-Year Term)

  9. AAUP-BHSNJEXECUTIVE COMMITTEE Nominations (Election Nov 29-dec 1) At-Large (2-Year Term)

  10. AAUP-BHSNJEXECUTIVE COMMITTEE Nominations (Election Nov 29-dec 1) At-Large (2-Year Term)

  11. AAUP-BHSNJGOALS for 2019 • Complete bargaining of a collective bargaining agreement, which will provide for better job security and a fair compensation plan for NJMS Clinical Faculty, RSDM, and others. • Finalize Partnership with Rutgers AAUP-AFT to reduce duplication of services, strengthen bargaining for the common good, and ensure fair treatment of all faculty • Protect Faculty and our Union from any adverse impact from RWJBH. • Increase Membership and Maintain a 70% membership, foster better engagement and recruit additional leadership.

  12. AAUP-BHSNJ(RUTGERS-RWJBH Alignment)

  13. AAUP-BHSNJNew Collective bargaining agreementProposals (RUTGERS-RWJBH Alignment) • Ensures faculty do not lose benefits, but not limited to union representation, pension and retirement benefits, job security or rank. • Puts limitations on outsourcing of work from our bargaining unit to RWJBH. Aimed at Professional-Practice-Track Faculty. • Calls for Faculty leadership on joint RWJBH/Rutgers committees. • Faculty Search Committees shall only consist of Rutgers faculty. • Requires compensation for increased travel in cases where faculty are relocated. Location of work must be specified in appointment letter. • Bans restrictive covenants.

  14. AAUP-BHSNJNew Collective bargaining agreementProposals (Compensation) • 1.5% to 3.5% Cost of Living Increase to Academic Base Salary. • Merit Tied to Performance, with 4% Department pool, 1.5% to 6% • Minimum Salaries Tied to AAMC “All Schools” National Averages. • Faculty may bring claims of inequitable pay to a compensation committee. Decision appealable to neutral umpire. • Reforms out-of-cycle increases to allow for equity and other considerations

  15. AAUP-BHSNJNew Collective bargaining agreementProposals (Compensation) R Squared = 0.28

  16. AAUP-BHSNJNew Collective bargaining agreementProposals (Compensation CONt’D) • Proposes Tripling Extramural Incentive NJMS Clinical Faculty • Will propose a plan where faculty keep as much control as possible as well a guaranteed portion of clinical revenues. • Attempts to maintain many UPA features • It will also call for AAUP-BHSNJ faculty at the department level to be engaged in the RWJBH/Rutgers, and on all relevant committees.

  17. AAUP-BHSNJNew Collective bargaining agreementProposals (JOB Security) • Non-Tenure Track (NTT) faculty may receive long-term presumptively renewable contracts after six-years. (exceptions for grant-funded faculty) • Mandates that Short-Form be used with all NTT appointments decisions (except Instructor, Lecturer) • Grievance procedure provided so that NTT faculty can appeal non-renewal decisions to a body of peers randomly selected. • Term of Appointments for NTT faculty extended to minimum of three years. • Tenured Faculty are to be treated like their legacy Rutgers colleagues, and subject to more rigorous detenuring procedures.

  18. AAUP-BHSNJNew Collective bargaining agreementProposals (Faculty Development/Support) • Proposes providing at least 14 weeks of maternity/paternity leave. • Clarifies use of sick days and medical leave and brings it in line with legacy Rutgers faculty. • Probationary year excluded from tenure-track clock when caregiver or if faculty member was on extended leave. • Extend an Academic Enrichment Fund of at least $1500 to all faculty members. • Provide better access to mentoring, biostatistical support, and faculty development programs.

  19. AAUP-BHSNJ Questions & Comments How you can help

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