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Section A. Determination of Monthly Salary
Employees hired or re-employed on or after the execution date of this Agreement shall be paid a monthly salary determined by multiplying the Employee’s employment fraction as provided in Section D by the Employee’s full-time equivalent salary rate and dividing the product by four (4).
The salary for any period of time which is less than an entire employment period shall be determined by:
1. Multiplying the Employee’s employment fraction by the Employee’s full-time equivalent salary rate.
2. Dividing the number of calendar days remaining in the employment period by the number of calendar days in the entire employment period.
3. Multiplying the result of 1. by the result of 2. and prorating the amount over the remainder of the employment period.
For the purpose of this Section, employment period is defined as the time period from:
1. September 1 through December 31;
2. January 1 through April 30;
3. May 1 through August 31;
4. May 1 through June 30; and
5. July 1 through August 31.
Nothing in this Section shall be construed to mean that an Employee is necessarily required to work on every day of the employment period.
The University shall arrange to forward the last salary check of an employment period provided a written request, which includes a self-addressed envelope, is delivered to the University Payroll Office.
Section B. Minimum Full-Time Equivalent Salary Rate
The minimum full-time equivalent (FTE) salary rate for four (4) full calendar months of employment from September 1, 2007to August 31, 2008 was $15,199 for Employees.
Section C. Adjustments to the Minimum Full-Time Equivalent Salary Rate
Effective September 1, 2008, the minimum full-time salary equivalent for Employees shall increase by the larger of the average annual increase for LS&A faculty, or three (3) percent.
Effective September 1, 2009, the minimum full-time salary equivalent for Employees shall increase by the larger of the average annual increase for LS&A faculty or three (3) percent.
Effective September 1, 2010 the minimum full-time salary equivalent for Employees shall increase by the larger of the average annual increase for LS&A faculty or three (3) percent.
The “average annual increase for LS&A faculty” is the annual base salary increase that is available to all Tenured/Tenure-Track (“T/TT”) faculty, expressed as a percentage of the total T/TT faculty salary base. This percentage does not include promotion and market adjustments.
Section D. Employment Fraction
It is understood that Employees in this bargaining unit are engaged in professional activities, of such a nature that the output produced, or the result accomplished, cannot be precisely standardized or measured in relation to a given period of time. The use of an employment fraction indicates less than full-time effort. In this connection, a one-half employment fraction normally requires a probable weekly time commitment of sixteen and one-half to twenty hours per week. Fluctuations above and below this norm are expected corresponding to individual distinctions such as experience, ability and diligence. Other employment fractions require proportional time commitments.
Employment fractions should be determined by the following scale of time commitments:
Any work required of an Employee prior to the actual contract period which is a component of the assistantship shall be included in the fraction calculation.
It is further understood that an Employee’s employment fraction is an estimate of a proportion of full-time effort within a department or unit for the assignments involved and shall be as determined by the department or unit.
Average Weekly Work Expectation = Employment Fraction
Up to 3.49 = .087
3.5 to 5.49 = .137
5.5 to 7.49 = .187
7.5 to 9.49 = .237
9.5 to 12.49 = .25
12.5 to 14.49 = .30
14.5 to 16.49 = .35
16.5 to 20.00 = .50
20.01 to 25.49 = .60
25.5 to 35.49 = .75
35.5 or more = 1.0
Such a determination, provided there is a substantial variation between estimated time and actual time, is subject to review through the Grievance Procedure on the question of whether the estimate, and therefore the fraction, was reasonable based on the provisions of this Section. Such a grievance shall begin at Step One, provided the meeting occurs within twenty (20) days following reasonable knowledge of the facts giving rise to the grievance. In the event that the estimate, and therefore the fraction, was unreasonable, the department or unit will make an appropriate retroactive adjustment in salary and will prospectively increase the fraction to correspond to an appropriate estimate or reduce the time commitment to correspond to the fraction. Other adjustments, if any, shall not predate the filing of a written grievance.
Section E. SEVIS Fee Reimbursement
The University will reimburse the SEVIS fee paid by new Employees upon request.
Section F. Covering for Absent Employees
It is the responsibility of the University to determine if there is a need for, and if so, assign a temporary replacement for an absent Employee. In no case will an Employee be required to pay for the replacement work or coverage. Employees assigned to cover the responsibilities of an absent Employee shall be compensated at a per-hour rate during the period spent covering such responsibilities (rounded to the nearest half hour). The per-hour rate shall be calculated as follows:
• Multiply the contractual minimum full-time equivalent salary rate for the term in which the substitution takes place by three
• Divide that product by 2,080 hours
• The result is the per-hour rate.
Work performed to cover such responsibilities that is compensated at this rate will not count towards calculating the employment fraction.
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