TO: Board of Regents
FROM: Sue Hill, Director
Labor Relations and Personnel
RE: Ratification of Tentative Agreement with The University of Montana-Missoula College Of Technology Faculty Association
DATE: January 17-18, 2002
Attached is a summary of the tentative agreement with the University of Montana-Missoula College of Technology Faculty Association. The prior agreement is on line at: http://mus.edu/hr/cba/collbarg.asp.
Previously, this bargaining unit had a collective bargaining agreement that was similar to the agreements with employees at the other colleges of technology. Both parties wanted an agreement that more closely paralleled the agreement that covers The University of Montana-Missoula faculty. The tentative agreement adopted by reference the entire University Faculty Association (UFA) agreement except where specific exceptions were noted. Typically, where the UFA contract language would not work for employees in this bargaining unit, the language governing that issue that was included in the prior agreement was retained. Other minor language changes were necessary because faculty at the colleges of technology are hired and promoted to a specified salary level (I through IV) rather than to salary levels based on rank (instructor through professor). Missoula College of Technology faculty would like to implement the UFA rank structure but more work is necessary on that issue. Reference to the ongoing dialogue on faculty rank is included in a letter of understanding.
The tentative agreement provides for a 3.455 percent increase in salaries effective November 1, 2001, and a 2.957 percent salary increase for all full-time equivalent faculty effective November 1, 2002. The cost of promotions is on top of these increases. The stipend for promotions was decreased from $4,220 to $2,500 except that faculty hired prior to August 1, 2001 will continue to receive $4,220 for their first promotion and will receive $2,500 for all subsequent promotions. Four merit awards of $2,000 each will be granted in the second year of the agreement. The method used to compensate department chairs was modified and will in future years be dependent on the number of employees in the department. New language was added clarifying the method used to calculate summer session salaries. The provision that allowed the employer to buy back some or all of sick leave accumulated prior to 1989, which is cashed out upon termination at 50% of employees’ wages instead of 25%, was deleted.
The tentative agreement has been ratified by the bargaining unit. I recommend approval of the tentative agreement.
xc: Dean Lerum