Tag: raise

Input Needed: Update from our Conversation with Temple Administration

The union has been approached by the administration for feedback on academic issues such as whether to extend the tenure clock and the role of Student Feedback Forms this term.

They have also asked the union to consider helping the university to make up for budget losses by forgoing the raises negotiated for next academic year.

We have started to pose questions to see what basis the administration has for such a significant request, and the Executive Committee (EC) has initiated emergency meetings to discuss what information and data we’d need to see from university before any such request could be considered.  The EC is also looking to plan for various contingencies while considering responses to the potential long-term effects of the virus. We will be sure to keep you informed about this discussion as it progresses and will be asking for your input.  

TOWN HALLS

On Friday, over 70 members of the TAUP bargaining unit attended a Town Hall where staff and elected leaders discussed what union colleagues have done and plan to do in response to COVID-19.

Attendees posed questions before and during the town hall on many important topics; a link to those questions and answers is included below.

Thank you to everyone who shared questions.  They have helped us to understand the challenges you are facing, which aids us in our work together and in our discussions with the administration as we navigate through this uncharted time.

Please keep them coming!
Send your questions or concerns to TAUP here. 

Weekly Town Halls will continue to be held as long as there is a need. 

The next one will be tomorrow,
Thursday, April 2 at 1:00 p.m. RSVP here. 

Questions at last week’s Town Hall covered everything from economic concerns to worries about hiring freezes, job cuts, increased workload, compensation for the efforts involved in shifting to working from home, extension of tenure and sabbatical clocks, the use of SFFs, evaluating students, intellectual property and academic freedom.

You can find the full Q & A HERE

With so many changes occurring at Temple, there has never been a more critical moment and need for members to work together to build power.

We may have significant fights ahead around things like raises, intellectual property, increased work loads and further transitions to online learning. The decisions that occur over the next few months are going to drastically impact our working conditions.  It is crucial that we have a voice in the process.

Please get involved in these conversations by filling out this form

Raises and Retroactive Pay Info + Contract Orientation

With the new contract in effect, everyone in the bargaining unit now needs to join in the effort to  insure that the new gains we’ve fought for are being implemented. It is important to have people in each department who understand the rights that the contract now offers.  It’s also important, as we establish a plan for the next four years, for union leadership to hear from you.

Temple becomes a better place to work when everyone who is protected by the contract understands what’s in it. 

That’s why it’s so important for everyone to be connected to the work of the union. Every department needs active union members.  It’s how you can help amplify the voices of our faculty, academic professionals, and librarians. We move forward in improving the conditions that we work, teach, research and serve in together.  

This Friday, January 24th, join us for our organizing and contract orientation retreat, and let union leadership hear your thoughts about moving forward over the next four years.

Friday, January 24, 12pm-5pm in Architecture room 104. RSVP here

Thanks to the work of active members, officers and the table team,  all full-time faculty, librarians and academic professionals will be receiving a retroactive pay bump in January’s paycheck of 1.625% across-the-board going back to October 1st, 2019. If you do not see that reflected in your paycheck, please reach out to us. 

When we began negotiations over a year ago, management proposed a 0% across-the-board raise for every year of the contract. It was through our fight both at and away from the table  that pushed the administration to agree to real increases and drastically cut the proposed healthcare increases.

Here is what to expect over the next four years:

 

This means that the merit pool will be at least 1.25% the first two years of the contract and at least 1% the last two.

Look for emails over the upcoming weeks and months as we watch over the implementation of new provisions such as the use of Student Feedback Forms, NTT job security and adjunct appointments, among other topics, and on programs that will help you to know and enforce your and your colleagues’ rights under the contract.

When we fight, we win. Join us on Friday, 01/24 to join our movement to reclaim Our Temple.

 

Adjunct Raises

e-Bulletin 20171103

Among the gains in the new contract is a raise for eligible adjuncts making under $1425 per credit hour, retroactive to the beginning of this semester. We have just confirmed with Temple’s Human Resources department that the retroactive pay owed from the first two pay periods will be included in adjuncts’ November paychecks. This means your November paycheck will be larger than usual, and your December paycheck will reflect your new monthly rate of pay (for the fall semester; in the spring, there are 5 pay periods instead of 4).

You are eligible for a raise IF:

·        in addition to teaching this semester, you have also taught for at least one semester over the last three. (If this is your first semester teaching at Temple, you will receive a raise the next time you teach, provided it’s within the next three semesters.)

AND

·        you have been making under $1425 per credit hour. You rate will be raised to $1425.

If you are making between $1425 to $1500. You will receive a one-time $150 dollar bonus.

If you make $1300/credit, the most common rate of pay that will be affected by the raise, you can reference this chart to determine the accuracy of your gross pay in the next two pay periods.

We highly recommend that everyone check their paychecks both in November and December.

If you find a discrepancy in your gross pay from what is stated here, please contact TAUP and your department chair or program director.