Recent Accomplishments
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.”
Dental Practice Incentive Plan
The Administration has proposed a variety of measures that would have harmed faculty wishing to work in the faculty practice. We were able to stop most of them and maintain the integrity of the faculty practice. We will build on this in the next negotiation.
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.
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.
Maintained Research Incentives
In the new union contract, faculty receive an Extramural Support Incentive Award based on their rFTE adjusted salary on awards as follows:
| Percentage of rFTE Adjusted salary supported | Percentage Returned to Faculty |
|---|---|
| 1-10% | 0% |
| 11-20% | 1% |
| 21-30% | 2% |
| 31-40% | 5% |
| 41-50% | 6% |
| 51-60% | 15% |
| 61-70% | 19% |
| 71-80% | 22% |
| 81-90% | 25% |
| 91%-& above | 30% |
While an incentive system based on your rFTE component raises some serious concerns, in this contract we have decided to give the administration a chance to prove they will not abuse or take advantage of this by arbitrarily setting minimum expectations for your effort or fail to credit you with increases to your workload. Our contract also includes new lump sum incentives for certain faculty with R01s and/or training grants.
Continuing Efforts on Your Behalf
Job Security for both Tenured and Non-Tenure Track Faculty
Unfortunately, we have represented a number of faculty members which have had their reappointments non-renewed for arbitrary or retaliatory reasons. Renewal of appointments should be based on job performance and nothing else. Currently, AAUP-BHSNJ tenured faculty are subject to less rigorous dismissal procedures than other Rutgers tenured faculty. In fact, we are in the process of representing a tenured faculty member right now who was wrongly fired after 45 years of service.