This Agreement is entered into by and between the Board of Trustees, Minnesota State Colleges and Universities hereinafter called the Employer, and the Inter Faculty Organization, hereinafter called the IFO.

Section A. Employer Responsibility. The Employer accepts its responsibility to insure equal opportunity in all aspects of employment for all qualified persons regardless of race, creed, religion, color, national origin, age, disability, reliance on public assistance, sex, marital status, sexual orientation/affectional preference, or any other class or group distinction, as set forth by state or federal anti-discrimination laws, or in Board policy.

Section B. IFO Responsibility. The IFO accepts its responsibility as exclusive bargaining representative, and agrees to represent all faculty members in the bargaining unit without discrimination as to race, creed, religion, color, national origin, age, disability, reliance on public assistance, sex, marital status, sexual orientation/affectional preference, or any other class or group distinction, as set forth by state or federal anti-discrimination laws, or in Board policy.

Section C. Affirmative Action Plan.

Section D. Association Membership. There shall be no discrimination by the Employer or the Administration because of membership or non-membership in the IFO, or because of activities on behalf of the IFO, nor shall any attempts be made to discourage or encourage membership in the IFO.

Section A. Recognition. Pursuant to the Minnesota Public Employment Labor Relations Act of 1971, as amended, the Employer recognizes the Association as the exclusive representative in the appropriate unit as described in the decisions of the Bureau of Mediation Services in the cases 72-PR-180-A, 73-PR-414-A, and 73-PR-431-A dated January 24, 1975, and the Bureau of Mediation decision in cases 72-PR-180-A, 73-PR-414-A and 73-PR-431-A dated April 24, 1975, case 80-PR-1305-A dated June 30, 1980; and case 83-PR-1218-A dated September 9, 1983.

Section B. Exclusive Right. The Employer will not meet and negotiate relative to those terms and conditions of employment subject to negotiations with any employee groups or organizations composed of employees covered by this Agreement except through the Association.

Section C. Unit Disputes. The parties will attempt to resolve disputes over bargaining unit inclusion or exclusion of new or revised positions. In the event the parties fail to reach agreement within thirty (30) days as to the inclusion or exclusion of such positions, either party may refer the matter to the Bureau of Mediation Services for determination.

Section A. Policy. It shall be the policy of the MnSCU to maintain and encourage full freedom, within the law, of inquiry, teaching, and research. The Employer shall not discriminate against a faculty member for engaging in political activities or holding or voicing political views, so long as the exercise of this right does not interfere with responsibilities as a faculty member.

Section B. Prohibition. The Employer agrees not to use any mechanical or electronic listening or recording devices except with the faculty member’s express consent, and to inform the IFO if that consent is given; provided, however, that nothing herein shall be construed to preclude the recording and/or transcription by court reporter of formal proceedings, including arbitration, where a record or minutes are customarily maintained. Both the Employer and the IFO agree that neither may unilaterally record or transcribe, by court reporter, contract negotiation sessions or grievance meetings, including those at the universities, without the written consent of the other party.

Section C. Faculty Rights, Responsibilities and Obligations. In the exercise of academic freedom, the faculty member may, without limitation, discuss his/her own subject in the classroom; he/she may not, however, claim as his/her right the privilege of persistently discussing in the classroom any matter which has no relation to the course subject. In extramural utterances, the faculty member has an obligation to not represent himself/herself as an institutional spokesperson, unless so designated by the President.

Section D. Research and Publication. A faculty member is entitled to full freedom in research and in the publication of results, so long as he/she fulfills the requirements of his/her other academic duties.

Section A. Service. When a written notice or a written response is required to be given under the terms of this Agreement, such notice or response shall be made by personal service or service by first class mail. Personal service shall be deemed complete when the notice or response is handed to or receipted by the party to whom directed. First class mail shall be deemed complete and sufficient service upon mailing to the last home address of the faculty member contained in the official personnel file.

Section B. P.E.L.R.A. P.E.L.R.A. shall mean the Minnesota Public Employment Labor Relations Act of 1971, as amended.

Section C. Employer. Employer shall mean the Board of Trustees of the Minnesota State Colleges and Universities, also referred to as MnSCU.

Section D. Administration. Administration shall mean the Chancellor of the Minnesota State Colleges and Universities, university presidents, and designees.

Section E. Employee(s), Faculty and Faculty Member. Employee or Faculty Member shall mean a member of the appropriate unit as described in this Agreement. Employees or Faculty shall mean all members of the appropriate unit as described in this Agreement.

Section F. IFO. IFO shall refer to the exclusive representative.

Section G. Association. Association shall mean the local IFO chapters (Faculty Associations) at each university.

Section H. President. President shall refer to the presidents of each university.

Section I. Chancellor. Chancellor shall refer to the Chancellor of the Minnesota State Colleges and Universities.

Section J. Board of Trustees of the Minnesota State Colleges and Universities Board. Board of Trustees of the Minnesota State Colleges and Universities or Board shall mean the Board of Trustees of the Minnesota State Colleges and Universities.

Section K. Meet and Confer. Meet and Confer shall mean the exchange of views and concerns between employers and their respective employees at meetings scheduled for this purpose in accordance with Article 6 of this Agreement and the applicable provisions of P.E.L.R.A.

Section L. Meet and Negotiate. Meet and Negotiate shall mean the performance of the mutual obligations between MnSCU and the IFO to meet at reasonable times, including where possible, meeting in advance of the budget making process, with the good faith intent of entering into an agreement on terms and conditions of employment without compelling either party to agree to a proposal or to make a concession.

Section M. Academic Year. Academic Year is defined as beginning with the start of fall semester and ending with the completion of spring semester.

Section N. Duty Day. Duty Day shall mean a day included in the university calendar or individual faculty member's contract on which a faculty member engages in duties as described in this Agreement.

Section O. Immediate Supervisor. Immediate Supervisor shall mean a Dean or other individual, not a member of the bargaining unit, who has supervisory authority over faculty.

Section P. Program. Program shall mean units in which a major and/or minor area of curricular study is normally available.

Section Q. Recommendation. When the contract requires or provides for a recommendation on a personnel action, the recommendation must include written reasons and must be signed and dated by the person or persons who make said recommendation.

Section R. Days. Days means calendar days excluding Saturday, Sunday, and legal holidays as defined by Minnesota Statutes. Where the Agreement sets a specific date, and that date falls on a Saturday, Sunday or holiday on which the University or Chancellor’s Office is closed, the due date shall fall on the next regular business day.

Section S. Minnesota State Colleges and Universities System (or MnSCU) or System. System or Minnesota State Colleges and Universities System shall mean System of Minnesota State Colleges and Universities (also known as MnSCU).

Section T. Presidential Designee. Whenever allowed by this Agreement, the use of a designee by the President shall in no way abrogate the responsibility and accountability of the President for the decisions made by the designee. Within thirty days of signing this Agreement, each President will furnish the IFO and the local Association a list of his/her appropriate designees. A President may revise his/her list of designees after the Association has been provided an opportunity to meet and confer in accordance with Article 6. In the event of a new President being appointed, he/she will submit a list of designees within thirty (30) days of assuming office. No member of the bargaining unit shall be a presidential designee.

Section U. Just Cause. Just Cause as used in this Agreement means that there must be reasons for disciplinary action and that the action taken must be commensurate with the severity of the offense.

Section V. Resident Faculty. Resident faculty at Metropolitan State University shall be those faculty appointed as fixed-term, probationary or tenured faculty.

Section W. Domestic Partner. Domestic partner shall mean domestic partner as defined by the Department of Employee Relations for purposes of insurance coverages and other benefits. Wherever the word "spouse" appears in this Agreement, such provisions shall also be applicable to a faculty member’s domestic partner.

Section X. Cohort. A group of students, committed to an academic program, who take the same courses at the same time and location with the same instructor(s) throughout the program. Courses provided by alternative delivery modes, such as ITV or web-based instruction, are considered to be delivered in the same location.

Section A. Dues Check-Off.

Section B. Meet and Confer

Section C. Information. The Employer and Administration agree to provide the IFO and Association with information pertaining to the System and university budgets, both present and proposed, and statistical/financial or other information necessary for the negotiation and implementation of collective bargaining agreements or the processing of grievances. Such information shall be supplied, as it becomes available, to the IFO and Association, upon its written request, and within a reasonable time thereafter. This shall include monthly reports of additions and deletions to the unclassified payroll. It is understood that this Section shall not be construed to require the Employer to compile information and statistics in the form requested which are not already compiled in such form, unless mutually agreeable.

Section D. Communications. In each building containing offices assigned to members of the bargaining unit, the Administration shall set aside appropriate bulletin board space for IFO or Association use. The IFO or Association shall have the right to use the university distribution mail service for mailings to faculty members.

Section E. Copies of Agreements. The Employer shall print and distribute final copies of the Agreement to all members of the appropriate unit within forty-five (45) days after execution and legislative or legislative commission approval.

Section F. Association Membership. The Employer and Administration hereby agree that all employees of the System in this bargaining unit shall have the right to organize freely, join and support the IFO and/or the Association for the purpose of engaging in collective bargaining.

Section G. IFO/Association Business. Duly authorized representatives of the IFO/Association shall be free to transact official IFO/Association business necessary to the performance of IFO/Association responsibilities to bargaining unit members, including grievance representation activities. Such business may be conducted on the campuses at reasonable times so long as it does not interfere with the normal functioning of the university.

Section H. Release Time.

Section I. Sabbatical. Upon returning to his/her university, a faculty member who has served as IFO President shall be given the right to a one (1) semester sabbatical after serving one (1) term in office, and two (2) semesters if he/she has served more than one (1) term. The sabbatical shall be at the rates and consistent with the provisions of Article 19, Section C, Subd. 3-7.

Except as expressly limited in this Agreement, the Employer reserves all management rights and management functions as provided by law to the State of Minnesota. The State and the Employer have the responsibility to make and enforce rules and regulations, subject to limitations of statutes, governing the affairs of the universities consistent with expressed provisions of this Agreement, recognizing that the primary obligation of the Board is to provide higher education opportunities.

Section A. Lockouts. No lockout of faculty members shall be instituted by the Employer during the term of this Agreement.

Section B. Strikes. During the life of this Agreement, no strike of any kind, as defined in Minnesota Statutes §179A.03, Subd. 16, shall be engaged in, sanctioned, or supported by the IFO, its officers, or agents. In the event the Employer alleges that any faculty member or faculty members are engaged in a strike, the IFO will, upon written notification, immediately notify such faculty member or faculty members in writing of the allegation and the implications of a strike. However, nothing in this Article shall be construed as a waiver by IFO of the rights of faculty members to conduct a permissible and legal strike pursuant to Minnesota Statutes §179A.18.

Section A. Personnel Files. Each university shall maintain at the university one (1) official personnel file for each faculty member. Such file shall contain copies of personnel transactions, official correspondence with the faculty member, material collected in accordance with procedures established in Article 22, which may include summaries of unsigned student evaluations, as well as other similar materials. Unsigned letters or statements, other than those indicated above, shall not be placed in the faculty member’s personnel file. Only those MnSCU employees whose job responsibilities require it, and who are designated by the Administration or other persons specifically authorized by law, shall have access to a faculty member’s personnel file. Faculty members shall not have access to the personnel files of other faculty members except as authorized in Section C below. This Section shall not be construed to prohibit access to materials provided as part of an application for promotion, tenure, or retention.

Commencing January 1, 1990, a dated log shall be maintained of official correspondence with faculty members and of material collected in accordance with the procedures established in Article 22 including any unsigned student evaluations which are added to or removed from faculty personnel files. Errors in the maintenance of the log shall not be subject to the grievance procedure.

The Dean may also keep a personnel file for any faculty member which shall only contain copies of resumes, educational transcripts, appointment documents, Article 22 materials, application files, forms and recommendations for action under promotion, evaluation, non-renewal, or tenure. However, the administration shall only take action on personnel matters with respect to a faculty member based upon file information contained in the official personnel file.

Section B. Access. Consistent with law, each faculty member shall have access to his/her official and Dean’s personnel file. Such access shall be during normal business hours under university supervision. A faculty member shall have the right to place in his/her official personnel file such material as he/she determines may have a bearing on his/her position as a faculty member, including statements in response to any items in his/her file.

Section C. Exclusive Representative. Representatives of the IFO, Association, or other persons having written authorization from the faculty member concerned may examine, under university supervision, the official and Dean’s personnel file of that faculty member, except for the limitation provided in Section B hereof.

Section D. Right to Copies. Upon written request of the faculty member, the Employer shall provide to the faculty member copies of contents of his/her official and Dean’s personnel file, except as limited in Section B hereof, provided that the cost of providing such copies is borne by the faculty member.

A faculty member shall be provided a copy or written notice of an addition to and/or modification of any non-routine material in the faculty member’s official personnel file, such as grants, letters of commendation or reprimand, seniority summaries, salary adjustments, and letters regarding retention, promotion, or tenure. Resolution of a grievance concerning the personnel file may include removal of material from the personnel files.

Section E. Expiration. Annually, any material which a faculty member requests be removed from his/her personnel files shall, with the approval of the President, be removed. Annually, the faculty member may have data removed from his/her file which is more than ten (10) years old, except that which is required by law to be kept therein or material whose removal, in the opinion of the Attorney General’s office, might subject the university to suit or damages.

Section A. Faculty Workload. The workload of faculty includes student advising, maintaining and improving expertise in a discipline and in pedagogy, serving on departmental and university committees, contributing to student growth and development, evaluating student performance, scholarly activities, and service to university and community, as well as teaching and class preparation. These endeavors shall comprise the faculty member’s workload.

Section B. Non-Teaching Faculty Workload. All members of the non-teaching faculty such as those involved in library/learning resources, counseling center, student teacher supervision, full-time intern supervision, and laboratory school teaching/supervision who are members of the appropriate unit shall enjoy full faculty status with all the privileges and responsibilities pertaining thereto. The workload of a non-teaching faculty member shall include maintenance of professional expertise, committee assignments, research, community service and other similar professional activities.

Section C. Excess Workload. An excess workload may be agreed to by the faculty member and the President/designee subject to provisions of Article 12.

Section D. Duty Days.

Section E. Academic Calendar. The academic calendar of each university shall be established by the President. Prior to establishing or making changes in the calendar, the President/designee shall afford opportunity to meet and confer with the Association.

Section F. Delegate Assembly. Delegates to the IFO Delegate Assembly shall be released with pay one (1) day for each Assembly meeting.

Section G. Athletic Directors, Coaches, and Trainers. This Section shall determine workload and compensation for those faculty members whose workload includes intercollegiate athletic coaching. For purposes of this Section, an intercollegiate sport shall be defined as a sport that is recognized by the university as having varsity status and whose teams engage in competition with similar teams at other institutions.

Subd. 3 Initial Appointments.

Subd. 4 Compensation.

Section H. Theater Productions.

Section I. Forensics.

Section J. Metropolitan State University Community Faculty.

Subd. 3. Salaries.

Subd. 7 Benefits.

Section K. Joint Taskforce on Workload. The parties to this Agreement agree to convene a joint Task Force on Workload. The Task Force shall consist of eight (8) members from the IFO and eight (8) members from MnSCU. The Task Force shall assess all aspects of workload and assigned duties and shall submit a report to the IFO and MnSCU Boards no later than April 1, 2003. This report shall contain recommendations regarding workload assignments and distribution of duties for faculty.

Subd. 1. Effective July 1, 2001, salaries of tenured, probationary, fixed-term, and non-tenure track faculty members covered by this Agreement shall be at the rates set forth below on the salary schedule as full-time nine-month (168 days) base salaries. Returning faculty members shall be initially placed on the same salary step (new style) in the same lane occupied at the end of FY 2001.

Subd. 2. Returning Faculty. After being placed on the salary schedule as prescribed in Subdivision 1, faculty members who were in the bargaining unit in FY 2001 and who return in FY 2002 shall advance one (1) step on the salary schedule.

a. After being placed on the salary schedule as prescribed in Subdivision 1, faculty members promoted from Instructor to Assistant Professor effective July 1, 2001 shall move to the step on the salary schedule Professor lane paying the same salary and then advance two steps in addition to the step movement provided for in Subd. 2 of this section. If, after being advanced on the Professor lane as provided in this paragraph and Subdivision 2 of Section A, a promoted faculty member is placed at Step 12 of the Professor lane or below, the promoted faculty member shall be advanced to Step 13.

b. After being placed on the salary schedule as prescribed in Subdivision 1, faculty members promoted from Assistant Professor to Associate Professor and Associate Professor to Professor effective July 1, 2001 shall advance two steps on the Professor lane of the salary schedule in addition to the step movement provided in Subd. 2 of this section.

Subd. 4. Placement. Following the step advancement provided for in Subdivisions 2 and 3 of this section, Instructors shall not be placed below Step 8 of the Instructor lane, Assistant Professors shall not be placed below Step 13, Associate Professors shall not be placed below Step 15, and Professors shall not be placed below Step 17. These minimum step placements shall also be applicable to all newly hired faculty with appointments beginning on or after July 1, 2001.

Subd. 5. Adjunct and Community Faculty. Effective July 1, 2001 salaries of adjunct and community faculty members covered by this Agreement shall be at a rate of not less than one thousand seventy-five dollars ($1,075) per credit.

Subd. 1. Returning Faculty. Effective July 1, 2002, faculty members who were in the bargaining unit in FY 2002 and who return in FY 2003 shall advance two (2) steps on the salary schedule.

a. Faculty members promoted from Instructor to Assistant Professor effective July 1, 2002 shall move to the step on the salary schedule Professor lane paying the same salary as the step occupied during FY 2002 and advance two steps in addition to the step movement provided for in Subd. 1 of this section. If, after being advanced on the Professor lane as provided in this paragraph and Subdivision 1 of Section B, a promoted faculty member is placed at Step 14 of the Professor lane or below, the promoted faculty shall be advanced to Step 15.

b. Faculty members promoted from Assistant Professor to Associate Professor and Associate Professor to Professor effective July 1, 2002 shall advance two steps on the Professor lane of the salary schedule in addition to the step movement provided for in Subd. 1 of this section.

Subd. 3. Placement. Following the step advancement provided for in Subdivisions 1 and 2 of this section, Instructors shall not be placed below Step 10 of the Instructor lane, Assistant Professors shall not be placed below Step 15, Associate Professors shall not be placed below Step 17, and Full Professors shall not be placed below Step 19. These minimum step placements shall also be applicable to all newly hired faculty with appointments beginning on or after July 1, 2002.

Subd. 4. Adjunct and Community Faculty. Effective July 1, 2002 salaries of adjunct and community faculty members covered by this Agreement shall be at a rate of not less than one thousand seventy-five dollars ($1,075) per credit.

Section C. Faculty Who Provide Early Notice of Retirement. Faculty members who elect to retire with at least fifteen (15) years of service in the Minnesota State Universities and who are at least age fifty-five (55) shall have his/her salary placement increased by two additional steps on the salary schedule(s) established in this Agreement in the final two semesters of employment. To receive this benefit the affected faculty member must submit a written letter of retirement by October 1 if retirement will occur prior to the beginning of the subsequent fall semester or by January 15 if retirement will occur at the end of the subsequent fall semester.

Section D. New and Promoted Faculty Assignment and Placement.

Subd. 1. New faculty hired during the term of this Agreement shall be assigned to an appropriate rank in accordance with Article 21, Section D.

Subd. 2. New faculty members beginning employment shall be placed in the appropriate lane at the salary, which is nearest to, but not less than, the salary offered on appointment.

Subd. 3. After implementation of Subdivisions 1-2 of this section and subject to the minimum step placements set forth above, new faculty members shall be deemed to have been placed upon the appropriate step, and no further step placement movement or calculations shall be made.

Section E. Service at the Top of the Schedule. All faculty who have been at the top of their salary lane for five (5) years shall receive the equivalent of a two-step (approximately a 4.85%) salary adjustment in the next year. Partial years of service at the top of the salary lane and years in which steps are added to the top of the schedule for these lanes shall not be counted toward the calculation of the five- (5) year period.

Section F. Death in Service. If a faculty member who meets the eligibility requirements for Employer-paid insurance benefits dies after his/her first duty day of employment, but before his/her insurance coverage becomes effective, the unpaid balance of his/her annual salary shall be paid to his/her spouse or dependent children.

Section G. Health and Dental Premium and Expense Accounts. The Employer agrees to provide insurance-eligible employees with the option to pay for the employee portion of health and dental premiums on a pre-tax basis as permitted by law or regulation. The Employer agrees to allow employees to cover co-payments, deductibles and other medical and dental expenses, or expenses for services not covered by health or dental insurance, as permitted by law or regulation, up to a maximum expenditure of five thousand dollars ($5,000) per insurance year.

The employer shall make a cash payment of three hundred dollars ($300) to each insurance-eligible employee on the first pay date following legislative approval of this Agreement. This payment shall be regarded as payment for non-covered medical expenses.

Section H. Dependent Care Expense Account. The Employer agrees to provide insurance-eligible faculty members with the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pre-tax basis as permitted by law or regulation.

Section I. Salary Equity. The Salary Review Committee (SRC) and the Appeals Committee established in the 1992 Letter of Understanding on Salary Equity shall be continued for the life of this Agreement. The SRC may propose to both the IFO and MnSCU procedures and processes, which will reduce the likelihood of inequitable salaries. After the FY 94 review, the SRC will annually review new hires, faculty awarded terminal degrees since the previous annual review, and any other faculty not previously reviewed for possible equity adjustments, and will recommend appropriate placement based on the then current equity grid.

The SRC will complete a new analysis of the salaries of all faculty every four years in order to update and/or modify data and relevant criteria and recommend adjustments. Appeals from denials of adjustment shall be considered within the time frame established by the committee.

Section J. Part-Time Faculty Placement on Salary Schedule. All part-time faculty who teach more than ten (10) credits in any one (1) academic year shall be placed upon the salary schedule and paid on a pro rata basis for the entire academic year during which said amount of service is rendered. If any part-time faculty member who teaches more than ten (10) credits in any one academic year were paid less than pro rata for any semesters, during said academic year by virtue of having received an adjunct or community faculty appointment(s), the university shall, as soon as practicable after learning that the faculty member will teach more than ten (10) credits during a single academic year, supplement the faculty member’s salary such that the faculty member receives full pro rata pay for the entire year.

Section K. Career Steps. All faculty members who have completed ten (10) years of service shall receive two (2) additional steps on the salary schedule at the beginning of their eleventh (11) year of service. Faculty members who have completed twenty (20) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their twenty-first year of service. Faculty members who have completed thirty (30) years of service shall receive an additional two (2) steps on the salary schedule at the beginning of their thirty-first year of service.

The seniority roster shall be used to determine years of service. Administrators who return to the bargaining unit shall have the years served as an administrator included in the years of service for purposes of this section only.

For purposes of implementing this Section, those faculty members having ten (10) or more years of service but less than twenty (20) years of service as of July 1, 2002 shall, on the 85^th duty day of each University’s 2002-2003 academic year, receive a two (2)-step increase in addition to the step movements otherwise provided for in other Sections of this Article. Those faculty members having twenty (20) or more years of service but less than thirty (30) years of service as of July 1, 2002 shall, on the 85^th duty day of each University’s 2002-2003 academic year, receive a four (4)-step increase in addition to the step movements otherwise provided for in other Sections of this Article. Those faculty members having thirty (30) or more years of service as of July 1, 2002 shall, on the 85^th duty day of each University’s 2002-2003 academic year, receive a six (6)-step increase in addition to the step movements otherwise provided for in other sections of this Article.

For the 2002-2003 academic year, faculty who meet the years of service requirements set forth in this Section and who are scheduled to and work only during fall semester shall receive the steps provided in this Section as set forth in this paragraph. Faculty working only fall or spring semester shall be compensated on a pro rata basis of the salary for the entire 2002-2003 academic year.

Unless extended or modified by the parties to this Agreement, this Section shall sunset on June 30, 2007.

Section L. One-time Cash Payment. The Employer shall make a one-time cash payment of three hundred dollars ($300) to each full-time insurance eligible employee as soon as practicable following legislative approval of this Agreement. This Section will sunset at the expiration of the 2001-2003 agreement.

(Note: All references in this article are to the "new style" step designations.)

(Note: Values shown in shaded cells are for calculation purposes only. Individuals are not to be permanently placed on these steps.)

Section A. Definition. An overload shall be defined as a specific assignment, acceptable to the faculty member and approved by the President/designee, occurring within a faculty member’s period of appointment, which is in excess of the faculty member’s workload as defined in Article 10 and in Article 13, Section A.

Section B. Compensation.

Section C. Application. This Article shall apply to Article 10, Section A, Subd. 1, and to Article 13, Section A, only where the regularly scheduled and assigned classroom teaching workload of a teaching faculty member exceeds fourteen (14) credit hours per academic semester or twenty-four (24) credit hours per academic year. Examples of activities excluded from overload pay include but are not limited to the following: internship, independent studies, student teacher supervision, graduate thesis supervision, tutoring, studios and related kinds of individualized instruction, the pyramiding of multi-level courses, and substitution for an absent faculty member on a short-term basis.

Section D. Limitation. Normally, total workload including overload shall not exceed sixteen (16) credits per semester and total overload shall not exceed five (5) credits per academic year.

Section E. Information. Annually, upon request, the Employer shall provide to the Association the names of faculty members teaching overload, the number of credits of overload taught, the amount paid to each faculty member for overload, and the courses taught.

ARTICLE 13
(click here for printable version of Article 13)

Section A. Workload. A full-time summer session workload shall consist of no more than six (6) credit hours

Section B. Duty Days. A summer session shall consist of twenty-five (25) assigned duty days, including days when registration, classes, holidays, examinations and grading days are scheduled. Classes need not be scheduled on all duty days.

Normally, a summer session will be five (5) weeks in length but individual courses may be up to six (6) weeks in length. By mutual agreement between the President, the individual faculty member, and the Local Faculty Association, individual courses may be scheduled for more than six (6) weeks. Summer sessions shall not overlap. Classes need not be scheduled on all duty days.

Summer courses established for cohorts will be scheduled through the regular departmental scheduling process. By mutual agreement between the President, the affected faculty member(s), and the Local Faculty Association, cohort courses may be scheduled for more than six (6) weeks.

Normally, summer sessions shall not overlap. However, by mutual agreement between the President, the individual faculty member, and the Local Faculty Association, up to ten per cent (10%) of individual courses at each University may overlap summer sessions. Unless extended or modified by the parties to this Agreement, this section on summer session overlap shall sunset on June 30, 2007.

Upon agreement with its Local Faculty Association, Metropolitan State University may establish a summer schedule that includes courses spanning two summer sessions.

Section C. Salaries. A faculty member accepting a summer session teaching assignment shall receive two and one-quarter percent (2.25%) of his/her nine- (9) month base salary for the preceding academic year per credit hour, but not less than the minimum adjunct rate for the preceding academic year as set forth in Article 11.

Section D. Assignment. Procedures for assigning positions shall be reviewed and determined annually at a meet and confer session with the Association. Within each department all faculty, except the department chair, shall have equal access to summer teaching assignments, based on requirements of the curriculum and qualification of the instructor. Equal access shall not override curriculum determinations or qualifications of faculty to teach the courses offered.

Section E. Overload. Faculty members who perform teaching assignments in excess of a full-time workload during summer sessions shall receive overload pay as described in Article 12.