AAUP at School of Health Professions


Bargain Fair Clinical Compensation

We have proposed amendments to the merit pay system. Currently, there is a large issue with merit pay increases not being tied to evaluation scores. In other words, a faculty member could get an excellent evaluation but only a small increase in pay. While we presented the senior Administration with data that showed a poor correlation between a faculty member's evaluation and the merit increase received, they produced no solutions for making the system more fair or transparent. In contrast, our plan requires that any increase cannot be more than .6 below the evaluation score. This is aimed at solving the problem, while maintaining some discretion for the department chair. We are also simultaneously resisting senior administration proposals that make no sense. One of their proposals allows for a 10-12% percent salary reduction for those with "needs improvement" on any part of their annual evaluation or in the ill-defined area of professionalism. Another exempts tenured faculty from receiving clinical incentive payments.

Workload Proposal

Recently, an ad hoc group convened to look at the current workload agreement impacting School of Health Profession faculty. The group recommended a number of changes. These include reducing the number of credits that is regarded as full load and reserving more time for service and scholarship. You can see the full proposal on our website.

A Voice for Faculty in the RWJBH/Rutgers Alignment

We are advocating for you in Trenton, at the bargaining table and in meetings with the Chancellor. We are fighting to:
  • To stop Professional Practice faculty being moved to RWJBH, where they will not receive union representation or the full rights and benefits of being a faculty member.
  • Prevent faculty from being assigned to RWJBH institutions at the last minute and have to travel a considerable distance to do so.
  • Maintain a voice in how the RWJBH practice is run and to maintain control over aspects where faculty currently occupy control.
  • Ensure that University Hospital’s historic mission is protected.

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.


The 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 the Union. Equally, Article XIV 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.