Increases to Base Pay

For the 2018-2022 contract we successfully bargained for the following pay increases:

• 3% July 1, 2018 (paid retroactively to those faculty present)
• 3% July 1, 2019 (paid retroactively to those faculty present)
• 3% July 31, 2021 (merit)
• 2.5% July 31, 2022 (merit)

We were able to achieve these increases while avoiding furlough days for any members and while simultaneously resisting Rutgers proposals to cut your salary. One of such proposals allowed for a 10-12% percent reduction for those with "needs improvement" on any part of their annual evaluation or in the ill-defined area of “professionalism.”

New Health Insurance PPO that Saves You Money

Our union, as part of the Coalition of Rutgers Unions, negotiated lower health care costs for members who choose to switch into the NJ Direct/NJ Direct 2019 plan. Most of you are currently enrolled in the Horizon Direct 15 PPO or the Horizon HMO plans. The new NJ Direct/NJ Direct 2019 is based on the design of the Direct 15 plan, but with some changes in co-pays and deductibles that allow for premium savings.

Workload

Our union contract MOA on Faculty Effort Distribution on workload covers how credits are assigned to you. Our most recent agreement provides for a Committee to hear appeals when faculty are not properly assigned time. Faculty are encouraged to reach out to our union if they think there is an issue in the making of their assignments. The agreement also provides for an increase for faculty overload pay.

Establishment of a Pay Equity Program

We have long advocated for the closing arbitrary pay gaps. We have now been able to win agreement to establish a program to address these discrepancies. Starting July 1, 2021, faculty who believe they are not fairly paid can put in for an equity salary request, and also have the right grieve the determination if it is still not adjusted. We are working closely with the AAUP-AFT, the legacy faculty union to perfect this process at the University. We will also assist the RWJMS Bylaws pay equity committee in any way they see fit.

Travel

Our union has received report that faculty are unable to travel since various benefits provided to faculty to do this are not being provided. Under labor relations law, the University cannot end a past practice of providing a benefit without negotiating with our union. Equally, the Article entitled “Travel” of our collective bargaining agreement may have provisions that are applicable. In particular, it states that “travel expenses will be reimbursed to bargaining unit members as per University Policy Number 40.4.1.” If faculty are having issues concerning travel, they should contact our Union.

Tuition Remission

Under our collective bargaining agreement, “employee tuition remission or reimbursement will be provided for AAUP-BHSNJ unit members who are required to either obtain a more advanced degree or undergo professional development/continuing education in order to remain or advance in their RBHS position.” The underlined language is only prerequisite for qualifying for the tuition remission. This benefit should not be taxable.