UpDate - Vol. 15, No. 33, Page 1
May 23, 1996
New faculty contract is ratified and signed

     A three-year contract between the University and the American
Association of University Professors (AAUP) was ratified on May 9 and
signed on Tuesday, May 21.
     "I am pleased that we arrived at an equitable and fair agreement
and that the University continues to be competitive with other
colleges and universities in the mid-Atlantic area. Indeed," said
Maxine Colm, vice president for administration, "a survey of salaries
and total compensation carried out by Institutional Research and
Planning shows that our efforts are on target."
     According to that survey, in the categories of full professor,
associate professor and assistant professor, the University has
consistently risen in average compensation rankings from 1989-90 to
1994-95 to 1995-96.
     A letter circulated to faculty informed them of the provisions of
the agreement.
     Among the highlights, the new agreement calls for 3.5 percent
total increase in funding for faculty salaries in 1996-97, a 3.75
percent increase in 1997-98 and a 4 percent increase in 1998-1999.
     Across-the-board increases will be 2 percent in 1996-97 and 1997-
98 and 2.25 percent in 1998-99.
     Merit increases will be 1.5 percent in 1996-97 and 1.75 percent
in 1997-98 and 1998-99.
     Promotion increases and salary minimums also will increase each
year.
     Salary differentials will continue for 12-month faculty, and
overload compensation will increase each year.
     In the benefits area, there will be an increase in the severance
formula for qualified, retiring faculty, including an opportunity for
them to request a one-semester terminal leave at full salary or a full-
year leave at half salary prior to retirement. A three-year, phased
retirement program also was adopted.
     Spouses of faculty members eligible for retirement will continue
to be eligible for health benefits in the event of their husband's or
wife's death. The University also will provide $5,000 in life
insurance.
     The University's dental insurance program will be extended to
retirees and their spouses, with retirees paying the premium. Dental
insurance for faculty will now include injury to natural teeth due to
an accident, and coverage for dependent children has been extended
until 21 or to 24 for a full-time student.
     In another area, it is recommended that workload options be
available after a faculty member has a baby.
     There also have been extensions in the availability of life
insurance coverage to $800,00 maximum, and an increase in benefits for
faculty with long-term disability insurance.
     The salary program and benefits program for professionals and
salaried staff also will be enhanced, beginning July 1, Colm said. In
this area, a recent review by the Office of Institutional Research and
Planning indicated that the University continues to be above the
median in salaries and total compensation for these employee groups as
well as for faculty.
     A pool of funds, based on 3.5 percent of the salaries distributed
to professionals and salaried staff, will be distributed based on
merit.
     Such items as dental insurance benefits, the extension of the
maximum group life insurance coverage, the provision of "age-graded"
insurance for purchase by qualified retiring employees and increased
benefits of disability insurance are available for professional and
salaried staff.