Common use of FACULTY WORKLOAD AND RESPONSIBILITIES‌ Clause in Contracts

FACULTY WORKLOAD AND RESPONSIBILITIES‌. All physical (“hard copy”) supporting materials submitted by a faculty member with his/her dossier may be returned to the faculty member by the ▇▇▇▇’▇ office during the academic year following completion of the review process. In such instances the list of said materials prepared by the faculty member and submitted with the dossier shall be retained in the Academic Record file. Should said material be needed for grievance purposes, the faculty member will be responsible for providing such material. the University shall inform faculty members of this responsibility to maintain and provide such material. 17.4 Faculty members are encouraged to review their official files periodically. Faculty members shall have the right to examine these files, including any separate medical documentation file, at reasonable times during normal business hours and shall have the right to request and receive copies of any item in the files at the applicable institution rate per copy. However, faculty members do not have a right to see pre-hire recommendation letters. With regard to external evaluator letters provided as part of any RPT process, faculty members may read the text of such letters but, prior to being made available to the faculty member, any parts of the letter that would reveal directly or indirectly the identity of the evaluator shall be excised by the administrator whose office is custodian of the file or his or her designee. 17.5 Faculty members shall be entitled to include in the files a written rebuttal or explanation of any item in the files. 17.6 In addition to the faculty member, only University administrators and staff members and other individuals authorized by administrators to do so for institutional purposes may access the official files of a faculty member. Except for those occasions where faculty members are carrying out their formal evaluative functions, faculty members may not review the files of other faculty members. On those occasions when faculty are carrying out formal evaluative functions, such faculty will only have access to the RPT dossier under review and not the entire Academic Record file of the candidate. 17.7 The Union may also request and obtain copies of information contained in faculty Academic Record Files that is relevant and necessary for the Union to meet its collective bargaining responsibilities or to administer this Agreement. In such cases, the Union shall file its request with the University’s Contract Administrator and shall send a copy of the request to the faculty member(s) whose file material is requested. Such information shall be made available in accordance with Article 9. 1. In addition, a representative of the Union may have access to a faculty member’s file provided written authorization has been granted by the faculty member to the custodian of the file. 17.8 The University shall not include in any official personnel file any anonymous material, except for student evaluation forms and evaluations furnished by outside evaluations for RPT purposes in accordance with the guidelines established in Article 14, Appointments and Evaluation of Faculty. 17.9 Except for student evaluations, in the absence of the written permission of the faculty member, no written materials may be used for the annual performance evaluation or RPT evaluative purposes that were not contained in the Academic Record File at least one week prior to closure of the dossier. 17.10 Whenever documents are removed from a personnel file, a note must be placed in the file that lists the documents removed, the date of removal, and the name of the person in possession of the documents. 17.11 Faculty may in writing request the ▇▇▇▇ to remove from the Academic Record file any document that the faculty member alleges to be factually untrue or inaccurate. The faculty member shall have sixty (60) days to make such a request following the time that he or she became aware or reasonably should have been aware of the existence of the document. Should the ▇▇▇▇ deny the request, the faculty member may file a grievance over whether the document is factually untrue or inaccurate. 17.12 This Article is subject to any applicable state or federal laws or regulations regarding access to records and disclosure required in connection with administrative or judicial proceedings.

FACULTY WORKLOAD AND RESPONSIBILITIES‌. All physical (“hard copy”) supporting materials submitted by 16.1 Department Chairpersons shall be responsible for the scheduling and assignment of all faculty under their direction, subject to the approval of the ▇▇▇▇. In units where there are no Chairpersons, the ▇▇▇▇ or designee will be responsible for the scheduling and assignment of all faculty under his or her direction. The Department Chairperson, or where there is no Chair, the ▇▇▇▇ or designee of each unit, will annually establish and maintain a written record of work expectations for each faculty member after consultation with his/her dossier may be returned to the faculty member. Such consultation will normally take place in the Spring semester for the following academic year and will include a discussion of schedule as well as workload expectations. It will also include a discussion of estimated enrollment numbers for the courses that the faculty member may be assigned. The faculty member is free to present his or her preferences regarding work expectations and assignments prior to or at such meeting. Unless the faculty member is told otherwise by July 1 for 12 month faculty and by June 1 for all other faculty, the workload plan developed by the faculty member and Chair for submission to the ▇▇▇▇ shall be considered approved by the ▇▇▇▇’▇ office . The workload form shall include the following categories with a space available to record the allocation of a percentage of effort for each: teaching, academic advising, scholarship/research/creative activity; community/University/professional service including clinical practice that does not involve the instruction of students; and administrative assignment. Specific courses and estimated enrollment numbers will be specified on the workload form. Nothing shall preclude a Department Chair from modifying the work expectations or schedules as may be necessary prior to or during the academic year following completion of the review process. In or its equivalent provided he or she first discusses such instances the list of said materials prepared by the faculty member and submitted changes with the dossier shall be retained in the Academic Record file. Should said material be needed for grievance purposes, the faculty member will be responsible for providing such material. the University shall inform faculty members of this responsibility to maintain and provide such material. 17.4 Faculty members are encouraged to review their official files periodically. Faculty members shall have the right to examine these files, including any separate medical documentation file, at reasonable times during normal business hours and shall have the right to request and receive copies of any item in the files at the applicable institution rate per copy. However, faculty members do not have a right to see pre-hire recommendation letters. With regard to external evaluator letters provided as part of any RPT process, faculty members may read the text of such letters but, prior to being made available to the faculty member, any parts of and provided the letter that would reveal directly changes are not arbitrary or indirectly the identity of the evaluator shall be excised by the administrator whose office is custodian of the file or his or her designee. 17.5 Faculty members shall be entitled to include in the files a written rebuttal or explanation of any item in the files. 17.6 capricious. In addition to the faculty member, only University administrators and staff members and other individuals authorized by administrators to do so for institutional purposes may access the official files of a faculty member. Except for those occasions where faculty members are carrying out their formal evaluative functions, faculty members may not review the files of other faculty members. On those occasions when faculty are carrying out formal evaluative functions, such faculty will only have access to the RPT dossier under review and not the entire Academic Record file of the candidate. 17.7 The Union may also request and obtain copies of information contained in faculty Academic Record Files that is relevant and necessary for the Union to meet its collective bargaining responsibilities or to administer this Agreement. In such cases, the Union shall file its request with the University’s Contract Administrator and shall send a copy of the request to the faculty member(s) whose file material is requested. Such information shall be made available in accordance with Article 9. 1. In addition, a representative of the Union may have access to a faculty member’s file provided written authorization has been granted by the faculty member may request to adjust the custodian of workload plan at any time; such requested changes will go into effect provided the file. 17.8 The University shall not include in any official personnel file any anonymous material, except for student evaluation forms Chair and evaluations furnished by outside evaluations for RPT purposes in accordance with the guidelines established in Article 14, Appointments and Evaluation of Faculty. 17.9 Except for student evaluations, in the absence of the written permission of the faculty member, no written materials may be used for the annual performance evaluation or RPT evaluative purposes that were not contained in the Academic Record File at least one week prior to closure of the dossier. 17.10 Whenever documents are removed from a personnel file, a note must be placed in the file that lists the documents removed, the date of removal, and the name of the person in possession of the documents. 17.11 Faculty may in writing request the ▇▇▇▇ to remove from the Academic Record file any document that the faculty member alleges to be factually untrue or inaccurateapprove. The faculty member shall have sixty (60) days to make such a request following the time that he or she became aware or reasonably should have been aware of the existence of the document. Should the and ▇▇▇▇ deny will receive a copy of the request, the faculty member may file a grievance over whether the document is factually untrue or inaccurateworkload plan and any modified workload plan. 17.12 This Article is subject to any applicable state or federal laws or regulations regarding access to records and disclosure required in connection with administrative or judicial proceedings.

FACULTY WORKLOAD AND RESPONSIBILITIES‌. All physical (“hard copy”) supporting materials submitted by 16.1 Department Chairpersons shall be responsible for the scheduling and assignment of all faculty under their direction, subject to the approval of the ▇▇▇▇. In units where there are no Chairpersons, the ▇▇▇▇ or designee will be responsible for the scheduling and assignment of all faculty under his or her direction. The Department Chairperson, or where there is no Chair, the ▇▇▇▇ or designee of each unit, will annually establish and maintain a written record of work expectations for each faculty member after consultation with his/her dossier may be returned to the faculty member. Such consultation will normally take place in the Spring semester for the following academic year and will include a discussion of schedule as well as workload expectations. It will also include a discussion of estimated enrollment numbers for the courses that the faculty member may be assigned. The faculty member is free to present his or her preferences regarding work expectations and assignments prior to or at such meeting. Unless the faculty member is told otherwise by July 1, the workload plan developed by the faculty member and Chair for submission to the ▇▇▇▇ shall be considered approved by the ▇▇▇▇’▇ office . The workload form shall include the following categories with a space available to record the allocation of a percentage of effort for each: teaching, academic advising, scholarship/research/creative activity; community/University/professional service including clinical practice that does not involve the instruction of students; and administrative assignment. Specific courses and estimated enrollment numbers will be specified on the workload form. Nothing shall preclude a Department Chair from modifying the work expectations or schedules as may be necessary prior to or during the academic year following completion of the review process. In or its equivalent provided he or she first discusses such instances the list of said materials prepared by the faculty member and submitted changes with the dossier shall be retained in the Academic Record file. Should said material be needed for grievance purposes, the faculty member will be responsible for providing such material. the University shall inform faculty members of this responsibility to maintain and provide such material. 17.4 Faculty members are encouraged to review their official files periodically. Faculty members shall have the right to examine these files, including any separate medical documentation file, at reasonable times during normal business hours and shall have the right to request and receive copies of any item in the files at the applicable institution rate per copy. However, faculty members do not have a right to see pre-hire recommendation letters. With regard to external evaluator letters provided as part of any RPT process, faculty members may read the text of such letters but, prior to being made available to the faculty member, any parts of and provided the letter that would reveal directly changes are not arbitrary or indirectly the identity of the evaluator shall be excised by the administrator whose office is custodian of the file or his or her designee. 17.5 Faculty members shall be entitled to include in the files a written rebuttal or explanation of any item in the files. 17.6 capricious. In addition to the faculty member, only University administrators and staff members and other individuals authorized by administrators to do so for institutional purposes may access the official files of a faculty member. Except for those occasions where faculty members are carrying out their formal evaluative functions, faculty members may not review the files of other faculty members. On those occasions when faculty are carrying out formal evaluative functions, such faculty will only have access to the RPT dossier under review and not the entire Academic Record file of the candidate. 17.7 The Union may also request and obtain copies of information contained in faculty Academic Record Files that is relevant and necessary for the Union to meet its collective bargaining responsibilities or to administer this Agreement. In such cases, the Union shall file its request with the University’s Contract Administrator and shall send a copy of the request to the faculty member(s) whose file material is requested. Such information shall be made available in accordance with Article 9. 1. In addition, a representative of the Union may have access to a faculty member’s file provided written authorization has been granted by the faculty member may request to adjust the custodian of workload plan at any time; such requested changes will go into effect provided the file. 17.8 The University shall not include in any official personnel file any anonymous material, except for student evaluation forms Chair and evaluations furnished by outside evaluations for RPT purposes in accordance with the guidelines established in Article 14, Appointments and Evaluation of Faculty. 17.9 Except for student evaluations, in the absence of the written permission of the faculty member, no written materials may be used for the annual performance evaluation or RPT evaluative purposes that were not contained in the Academic Record File at least one week prior to closure of the dossier. 17.10 Whenever documents are removed from a personnel file, a note must be placed in the file that lists the documents removed, the date of removal, and the name of the person in possession of the documents. 17.11 Faculty may in writing request the ▇▇▇▇ to remove from the Academic Record file any document that the faculty member alleges to be factually untrue or inaccurateapprove. The faculty member shall have sixty (60) days to make such and ▇▇▇▇ will receive a request following the time that he or she became aware or reasonably should have been aware copy of the existence workload plan and any modified workload plan. 16.2 It is recognized that, given the diverse nature of faculty work, the varying types of faculty appointments and the needs of the documentdepartments and academic units, the weighting of assignments and the particulars of individual assignments will vary both between and within individual departments and academic units. Should Faculty will only be assigned work in the categories listed in Article 16.1 for which an appropriate percentage of effort is allotted. The parties recognize that, in making workload assignments, the Chair will consider various factors, including but not necessarily limited to the workload demands of specific assignments; availability of teaching support, such as teaching or graduate assistants; the number of classroom contact hours, class size and the total number of students taught by the faculty member; the times at which classes are scheduled; the number of new course preparations; approved distributions of individual effort among criteria relevant to the specific faculty appointment (such as teaching, scholarly activity and service); demands and requirements of externally funded contracts and grants; and the nature of the academic program, which may require flexibility in assignments to maintain program quality. It is further recognized that, in making workload assignments, Chairs and Deans will also take into account fiscal considerations, the overall needs and mission of the school or college and the University, and sound pedagogical practices. A faculty member may grieve his or her overall work expectations on the grounds that the Department Chair, or ▇▇▇▇, has acted arbitrarily or capriciously in the application or non- application of the factors such as those described in paragraph 2 of this Section. Such a grievance may be filed at Step Two of the grievance procedure of this Agreement, or, in units in which there is no Chair, the grievance may be filed at Step Three. If a faculty member’s class is cancelled due to low enrollment, and if the University decides to give him/her an alternative work assignment, such assignment must be during the same or subse- quent academic year. Except as otherwise provided in this Agreement, there shall be no reduction in the FTE as a result of the cancellation of a course by the University. The weight given to a particular course in the determination of overall course load in FY 2011 shall not be reduced in a subsequent academic year, unless the course itself changes substantially in terms of class enrollment, level of preparation, availability of teaching or research assistants, or delivery mode, or because it has previously increased to support a new preparation by a faculty member. If the ▇▇▇▇ deny makes any weighting change due to an overall department workload review, the requestUnion shall be informed. If there are to be substantial changes in the size of a particular class, the chair and the faculty member may file a grievance over whether shall discuss the document is factually untrue or inaccuratepedagogical Implications of the changes. 17.12 This a. Nine-month faculty who serve on academic year appointments must be available for work assignments no later than one week before the beginning of the Fall semester and up to one week after Commencement throughout the academic year, except for official University holidays and the time from December 23 to January 2. Nothing in this section shall preclude individual arrangements mutually agreed upon in writing the faculty member, the Chairperson and the ▇▇▇▇ under which the academic year appointment may be satisfied by different calendar expectations, such as some of the work being performed during the summer session immediately following the appointment period. b. Faculty who serve on ten-month contracts normally begin their appointments at the same time as nine-month faculty and end their appointments one month later than nine-month faculty. Ten month faculty must be available for work assignments at any time during the appointment period, except for official University holidays and the time from December 23 to January 2. Nothing in this section shall preclude individual arrangements mutually agreed upon in writing between the faculty member, the Chairperson and the ▇▇▇▇ under which the academic year appointment may be satisfied by different calendar expectations, such as some of the work being performed during the summer session immediately following the appointment period. c. For nine- or ten-month appointments that do not follow the traditional academic year, the schedule of payment of compensation, and eligibility for and administration of benefits, shall correspond with the standard nine- or ten-month compensation schedule unless otherwise specified in an Memorandum of Understanding between the University and the Union. d. Faculty who serve on twelve-month appointments must be available for work assignments throughout the calendar year except for scheduled vacations and official University holidays. The annual vacation for faculty on a twelve-month appointment is specified in Article is subject to any applicable state or federal laws or regulations regarding access to records and disclosure required in connection with administrative or judicial proceedings.20,

FACULTY WORKLOAD AND RESPONSIBILITIES‌. All physical (“hard copy”) supporting materials submitted by 16.1 Department Chairpersons shall be responsible for the scheduling and assignment of all faculty under their direction, subject to the approval of the ▇▇▇▇. In units where there are no Chairpersons, the ▇▇▇▇ or designee will be responsible for the scheduling and assignment of all faculty under his or her direction. The Department Chairperson, or where there is no Chair, the ▇▇▇▇ or designee of each unit, will annually establish and maintain a written record of work expectations for each faculty member after consultation with his/her dossier may be returned to the faculty member. Such consultation will normally take place in the Spring semester for the following academic year and will include a discussion of schedule as well as workload expectations. It will also include a discussion of estimated enrollment numbers for the courses that the faculty member may be assigned. The faculty member is free to present his or her preferences regarding work expectations and assignments prior to or at such meeting. Unless the faculty member is told otherwise by July 1, the workload plan developed by the faculty member and Chair for submission to the ▇▇▇▇ shall be considered approved by the ▇▇▇▇’▇ office . The workload form shall include the following categories with a space available to record the allocation of a percentage of effort for each: teaching, academic advising, scholarship/research/creative activity; community/University/professional service including clinical practice that does not involve the instruction of students; and administrative assignment. Specific courses and estimated enrollment numbers will be specified on the workload form. Nothing shall preclude a Department Chair from modifying the work expectations or schedules as may be necessary prior to or during the academic year following completion of the review process. In or its equivalent provided he or she first discusses such instances the list of said materials prepared by the faculty member and submitted changes with the dossier shall be retained in the Academic Record file. Should said material be needed for grievance purposes, the faculty member will be responsible for providing such material. the University shall inform faculty members of this responsibility to maintain and provide such material. 17.4 Faculty members are encouraged to review their official files periodically. Faculty members shall have the right to examine these files, including any separate medical documentation file, at reasonable times during normal business hours and shall have the right to request and receive copies of any item in the files at the applicable institution rate per copy. However, faculty members do not have a right to see pre-hire recommendation letters. With regard to external evaluator letters provided as part of any RPT process, faculty members may read the text of such letters but, prior to being made available to the faculty member, any parts of and provided the letter that would reveal directly changes are not arbitrary or indirectly the identity of the evaluator shall be excised by the administrator whose office is custodian of the file or his or her designee. 17.5 Faculty members shall be entitled to include in the files a written rebuttal or explanation of any item in the files. 17.6 capricious. In addition to the faculty member, only University administrators and staff members and other individuals authorized by administrators to do so for institutional purposes may access the official files of a faculty member. Except for those occasions where faculty members are carrying out their formal evaluative functions, faculty members may not review the files of other faculty members. On those occasions when faculty are carrying out formal evaluative functions, such faculty will only have access to the RPT dossier under review and not the entire Academic Record file of the candidate. 17.7 The Union may also request and obtain copies of information contained in faculty Academic Record Files that is relevant and necessary for the Union to meet its collective bargaining responsibilities or to administer this Agreement. In such cases, the Union shall file its request with the University’s Contract Administrator and shall send a copy of the request to the faculty member(s) whose file material is requested. Such information shall be made available in accordance with Article 9. 1. In addition, a representative of the Union may have access to a faculty member’s file provided written authorization has been granted by the faculty member may request to adjust the custodian of workload plan at any time; such requested changes will go into effect provided the file. 17.8 The University shall not include in any official personnel file any anonymous material, except for student evaluation forms Chair and evaluations furnished by outside evaluations for RPT purposes in accordance with the guidelines established in Article 14, Appointments and Evaluation of Faculty. 17.9 Except for student evaluations, in the absence of the written permission of the faculty member, no written materials may be used for the annual performance evaluation or RPT evaluative purposes that were not contained in the Academic Record File at least one week prior to closure of the dossier. 17.10 Whenever documents are removed from a personnel file, a note must be placed in the file that lists the documents removed, the date of removal, and the name of the person in possession of the documents. 17.11 Faculty may in writing request the ▇▇▇▇ to remove from the Academic Record file any document that the faculty member alleges to be factually untrue or inaccurateapprove. The faculty member shall have sixty and ▇▇▇▇ will receive a copy of the workload plan and any modified workload plan. 16.2 It is recognized that, given the diverse nature of faculty work, the varying types of faculty appointments and the needs of the departments and academic units, the weighting of assignments and the particulars of individual assignments will vary both between and within individual departments and academic units. Faculty will only be assigned work in the categories listed in Article 16.1 for which an appropriate percentage of effort is allotted. The parties recognize that, in making workload assignments, the Chair will consider various factors, including but not necessarily limited to the workload demands of specific assignments; availability of teaching support, such as teaching or graduate assistants; the number of classroom contact hours, class size and the total number and type of students taught by the faculty member; the times at which classes are scheduled; the number of new course preparations; approved distributions of individual effort among criteria relevant to the specific faculty appointment (60) days such as teaching, scholarly activity and service); demands and requirements of externally funded contracts and grants; and the nature of the academic program, which may require flexibility in assignments to maintain program quality. It is further recognized that, in making workload assignments, Chairs and Deans will also take into account fiscal considerations, the overall needs and mission of the school or college and the University, and sound pedagogical practices. If a ▇▇▇▇ plans to make such weighting changes to the typical percentage of effort allocations in a request following department or unit as part of an overall department or unit workload review, the time that he department or she became aware or reasonably should have been aware unit faculty must be consulted. Such changes must be finalized by the end of the existence Fall semester prior to the academic year in which the changes will take effect. The Union will be notified as soon as the changes are finalized. A faculty member may grieve his or her overall work expectations on the grounds that the Department Chair, or ▇▇▇▇, has acted arbitrarily or capriciously in the application or non-application of the documentfactors such as those described in paragraph 2 of this Section. Should Such a grievance may be filed at Step Two of the grievance procedure of this Agreement, or, in units in which there is no Chair, the grievance may be filed at Step Three. If a faculty member’s class is cancelled due to low enrollment, and if the University decides to give him/her an alternative work assignment, such assignment must be during the same or subsequent academic year. Except as otherwise provided in this Agreement, there shall be no reduction in the FTE as a result of the cancellation of a course by the University. The weight given to a particular course in the determination of overall course load in FY 2011 shall not be reduced in a subsequent academic year, unless the course itself changes substantially in terms of class enrollment, level of preparation, availability of teaching or research assistants, or delivery mode, or because it has previously increased to support a new preparation by a faculty member. If the ▇▇▇▇ deny makes any weighting change due to an overall department workload review, the requestUnion shall be informed. If there are to be substantial changes in the size of a particular class, the chair and the faculty member may file a grievance over whether shall discuss the document is factually untrue or inaccuratepedagogical Implications of the changes. 17.12 This a. Nine-month faculty who serve on academic year appointments must be available for work assignments no later than one week before the beginning of the Fall semester and up to one week after Commencement throughout the academic year, except for official University holidays and the time from December 23 to January 2. Nothing in this section shall preclude individual arrangements mutually agreed upon in writing the faculty member, the Chairperson and the ▇▇▇▇ under which the academic year appointment may be satisfied by different calendar expectations, such as some of the work being performed during the summer session immediately following the appointment period. b. Faculty who serve on ten-month contracts normally begin their appointments at the same time as nine-month faculty and end their appointments one month later than nine-month faculty. Ten month faculty must be available for work assignments at any time during the appointment period, except for official University holidays and the time from December 23 to January 2. Nothing in this section shall preclude individual arrangements mutually agreed upon in writing between the faculty member, the Chairperson and the ▇▇▇▇ under which the academic year appointment may be satisfied by different calendar expectations, such as some of the work being performed during the summer session immediately following the appointment period. c. For nine- or ten-month appointments that do not follow the traditional academic year, the schedule of payment of compensation, and eligibility for and administration of benefits, shall correspond with the standard nine- or ten-month compensation schedule unless otherwise specified in an Memorandum of Understanding between the University and the Union. d. Faculty who serve on twelve-month appointments must be available for work assignments throughout the calendar year except for scheduled vacations and official University holidays. The annual vacation for faculty on a twelve-month appointment is specified in Article is subject to any applicable state or federal laws or regulations regarding access to records and disclosure required in connection with administrative or judicial proceedings.20,