A. Academic Base Salary Ranges
Each position in the bargaining unit shall be assigned to a specific academic base salary range. The salary ranges shall consist of a minimum and a maximum. No full-time unit member shall be paid less than the minimum of his/her salary range and no part-time unit member shall be paid less than the prorated minimum of the range. The salary ranges are contained in Appendices A, B, C and D.
B. Salary Increases
1. Medical, dental and public health faculty unit members:
For each of the years FY2005, FY2006, FY2007, FY2008 and FY2009, medical, dental and public health faculty unit members shall receive the following increases to academic base salaries:
2. Nursing faculty unit members:
For each of the years FY2005, FY2006, FY2007, FY2008 and FY2009, nursing faculty unit members shall receive the following increases to academic base salaries:
3. Librarian unit members:
For each of the years FY2005, FY2006, FY2007, FY2008 and FY2009, librarian unit members shall receive the following increases to academic base salaries:
4. The salary increases in this Section B shall be subject to the following terms and conditions:
5. The pool for merit increases for FY2005, FY2006, FY2007, FY2008 and FY2009 shall be based upon the total academic-base salary payroll for all bargaining-unit members eligible for merit increases as of the first full payroll period in August of FY2005, FY2006, FY2007, FY2008 and FY2009, respectively. The University shall disburse the entire amount of merit adjustment pools in each year. These pools shall be as follows:
6. Minima and maxima of the academic-base salary ranges for all bargaining-unit titles shall be increased as follows:
7. Completed evaluations shall be provided to unit members by the first working day in September of each year. The Chair/Supervisor and unit member shall meet to discuss the evaluation by September 15 of each year.
8. There shall be an appeal procedure for less-than-satisfactory performance evaluations of bargaining unit members, as follows:
A unit member who receives a rating of less than satisfactory may appeal such rating by filing a request for review within thirty (30) calendar days of receipt of the evaluation being appealed, or by September 30 following the fiscal year to which the evaluation applies, whichever is later. The request shall be filed with the Senior Vice President for Academic Affairs, who shall provide copies to the Executive Director of the Association and the Appeals Panel established by this subsection.
The review shall be by an Appeals Panel comprised of two persons designated by the Executive Director of the Association, two persons designated by the University, and a person designated jointly by the Executive Director of the Association and the University, who shall be the chair of the Appeals Panel. The Executive Director of the Association and University shall designate substitute person(s) for the Appeals Panel in cases in which the originally designated person(s) cannot hear the matter because of a conflict of interest.
The Appeals Panel shall schedule the review at a mutually convenient time. The parties may make written submissions to the Appeals Panel no later than seven (7) calendar days prior to the date scheduled for review. The Panel may request additional information from the parties.
The Appeals Panel shall issue its decision to the parties, the Executive Director of the Association and the Senior Vice President for Academic Affairs within thirty (30) calendar days following the date of the review, and the decision shall be final and binding on all parties.
If the Appeals Panel sustains the appeal and agrees that the unit member's performance was satisfactory, the appellant shall receive a merit increase within the range for such increases applicable to the year in question; the Appeals Panel shall make a recommendation for the amount of the merit increase, and the recommendation will be forwarded to the Senior Vice President for Academic Affairs who will accept, decline or modify the recommendation as to the amount of the merit increase. The decision of the Senior Vice President for Academic Affairs as to the amount of the merit increase will be final and binding. The recommendation of the Appeals Panel and the decision of the Senior Vice President for Academic Affairs regarding the merit increase will be provided to the parties and the Executive Director of the Association.
If the Appeals Panel does not sustain the appeal and agrees that the unit member's performance was less than satisfactory, the unit member shall receive no merit adjustment for the year in question.
e. The Appeals Panel, the Association and the University shall hold in strict confidence all materials supplied to the Panel, the Panel's decisions and recommendations, and the decisions of the Senior Vice President for Academic Affairs.
9. On August 1 and February 1 of each year, the University shall provide to the Association a list of all unit members and their academic-base salaries on hard copy or on disk (if available on disk), at the Association's option. Monthly, the University shall provide to the Association documents memorializing all actions by the University's Board of Trustees reflecting academic-base salaries of new unit members and all changes to the academic-base salaries of unit members. The University represents that such documents shall reflect all adjustments to the academic-base salaries of unit members. The University shall also provide annually to the Association a list with the amount merit increase each unit member received that year, such list to be provided to the Association as soon as available, within ninety (90) days after the effective date of the increase.
C. Extramural Support Incentive Awards
1. Faculty Unit Members
Awards in this category are in recognition of research grant or other extramural grant acquisition by faculty unit members (other than librarian unit members whose extramural support incentive awards are governed by Subsection 2 of this section). Faculty unit members eligible shall be those who are both principal investigators and principal authors of grant proposals which provide salary support for their own salaries. The maximum amount of grant support subject to this provision shall be $30,000 (the "Award"). These awards shall not increase the base academic salaries of faculty unit members, nor shall they be used in calculating fringe benefits. The faculty unit member shall receive the bonus for each year that the grant support continues, and payment of the bonus will be made no later than September 30 following the fiscal year of the grant.
One-third of the Award shall constitute the bonus to the unit member; one-third shall be utilized by the University; and one-third shall be utilized as agreed upon by the unit member and the Chairperson of the Department or the designee of the Dean of the School of Nursing.
If, after negotiation, the faculty unit member and the Chairperson of the Department or the designee of the Dean of the School of Nursing are unable to come to an agreement on the use of one-third of the Award, the lump sum bonus payment shall be one-half of the amount of the Award up to a maximum in a given fiscal year of $15,000, and one-half of the Award shall be utilized by the University.
Faculty unit members who are required to support a percentage of their salaries using outside grant funds as a condition of their employment (e.g., coterminous faculty) shall not be eligible for extramural support incentive awards.
2. Librarian Unit Members
A librarian unit member who is both a principal investigator and the principal author of an externally-funded program which provides support for his/her own salary shall be eligible for a one-time bonus of up to one-third of such salary support in a specific fiscal year up to a maximum bonus of $10,000 for that fiscal year. The bonus shall be awarded in each fiscal year during which salary support is provided by external funding.
D. Out-of-Cycle Increments
E. Promotions for Medical, Dental and Public Health Faculty Unit Members
When an individual faculty unit member is promoted from one rank to another, the individual's academic base salary shall be adjusted to the minimum salary of the promotional rank or 10% above the individual's current salary, whichever is greater.
F. Salary Holdback for Faculty Unit Members
The University will continue the procedure of holding back five days of faculty unit member pay. Such holdback monies shall be considered to have been earned by the faculty unit member and will be taken into account when computing a faculty unit member's final biweekly pay when he or she leaves the employ of the University.
G. Salary Matching
The University may, at its discretion, increase the salary of an individual member of the bargaining unit in response to a bona fide outside offer of employment. The University shall submit its determination to offer such an increase in writing to the Association with a copy of the outside offer, a copy of the faculty unit member's curriculum vitae, and the current and proposed salary. The adjusted salary shall not exceed the maximum academic base salary of the faculty rank held by the individual.
H. Compensation for Additional Services
The University may pay additional compensation to individual members of the bargaining unit for bona fide services which are substantially over and above those normally assigned to individual members of the bargaining unit. It is not intended that such additional compensation be: (1) a substitute for negotiated across-the-board increases or increments; (2) funded with monies budgeted by the University for across-the-board salary increases and increments; (3) paid for meritorious services or to match outside salary offers. This provision shall not apply to the faculty practice or patient care component of salary or to responsibilities attributable to faculty practice or patient care activities of bargaining unit members.
In order for the University to pay additional compensation to members of the bargaining unit pursuant to this provision, the departmental Chairperson, the library director, or the assistant or associate dean shall make a proposal to the Dean of the school or the University Librarian. The proposal shall include the following information:
If the Dean approves the proposal to pay additional compensation pursuant to this provision, he or she shall forward the proposal to the Senior Vice President for Academic Affairs with any additional information that the Dean feels is appropriate. The Senior Vice President shall review the proposal and approve or disapprove it. If the proposal is approved, the Senior Vice President shall forward it to the Association along with notice that it has been approved. If the Senior Vice President has reasons for approval of the proposal in addition to those contained in the original proposal or substitutes his or her own reasons, the Senior Vice President shall make such additional or substituted reasons known to the Association in writing.
The decision of a Chair, library director, or assistant or associate dean not to propose a member of the bargaining unit for additional compensation pursuant to this paragraph or of the Dean or Senior Vice President for Academic Affairs to deny a request for such additional compensation shall be final and shall not be grievable under this Agreement. The decision of the Senior Vice President for Academic Affairs to approve a proposal to pay additional compensation pursuant to this provision may be grieved only by the Association, not by individual members of the bargaining unit.
I. Determination of Salaries for Administrators who Return to the Faculty
When an administrator returns to the faculty and becomes a unit member, her or his academic-base salary shall be determined as follows. A unique salary range shall be created for this purpose, the maximum of which shall be the top of the applicable faculty-rank range or 2.5% below the last administrative salary, whichever is higher, and the minimum of which shall be the minimum of the applicable faculty-rank range. Within this range, the Dean shall determine the salary based upon the following criteria: quality of administrative performance; length of service (including length of service at the University); consideration of the increase or diminution of responsibilities that will result from the transfer; and any other special circumstances.
If the Dean determines the salary shall be above the applicable maximum for the bargaining unit title, he/she must justify to the Senior Vice President for Academic Affairs how each of the criteria set forth above were applied to the individual case. The determination of the Senior Vice President for Academic Affairs will be final. The Office of the Senior Vice President for Academic Affairs will inform the AAUP of the determination in each individual case under this Subsection.
Faculty unit members whose designated salaries are above the maximum of the applicable range shall be red-circled.
“ AAUP-BHSNJ is the professional Bargaining Representative for more than 1,400 faculty members and librarians of the BHSNJ.
As of July 1, 2013, based on the integration of SOM with Rowan University and the integration of the remaining units of the former UMDNJ with Rutgers University (as per the New
Jersey Medical and Health Sciences Education Restructuring Act as of 2012) AAUP-UMDNJ became AAUP-BHSNJ.
Faculty and Librarians of the former UMDNJ at both Rutgers and Rowan (and those hired into units of the former UMDNJ) are now part of the Biomedical and Health Sciences of New Jersey American Association of University Professors unit, AAUP-BHSNJ.