Title: Michigan Collective Bargaining Agreement Between University and Faculty Union: A Detailed Description Introduction: The Michigan Collective Bargaining Agreement (CBA) serves as a comprehensive contract between a university and its faculty union, outlining the terms and conditions of employment for faculty members. This article aims to provide a detailed description of the various types of Michigan Collective Bargaining Agreement between universities and faculty unions, highlighting relevant keywords along the way. 1. Definition: The Michigan Collective Bargaining Agreement is a legally binding agreement that governs the relationship between a university administration and its faculty members, ensuring fair treatment, stability, and shared decision-making in matters pertaining to employment conditions, compensation, benefits, and academic governance. 2. Key Features: a. Employment Conditions: The CBA outlines provisions related to appointment and reappointment procedures, promotion and tenure, workload expectations, and procedures for resolving disputes related to various faculty roles such as tenure-track, tenured, and non-tenure track positions. b. Compensation and Benefits: The agreement covers the faculty's compensation package, which may include salary scales, annual salary increments, bonuses, cost-of-living adjustments, merit pay, and reimbursement for professional development. Additionally, it addresses benefits such as health insurance, retirement plans, leave policies, sabbaticals, and childcare subsidies. c. Job Security: The CBA addresses issues related to layoffs, retrenchment, and non-renewal of contracts, ensuring fair procedures, timely notice, and opportunities for faculty members to challenge any adverse actions. It may also include provisions for phased retirement, early retirement incentives, and post-retirement benefits. d. Academic Governance: The agreement outlines the role of faculty in institutional decision-making processes, including participation in curriculum development, determination of grading policies, tenure and promotion evaluation committees, and the creation of faculty senates or other representative bodies. e. Grievance Procedures: The CBA typically establishes procedures for faculty to file complaints or grievances related to the terms and conditions of employment, ensuring due process and fair resolutions. It may include mediation, arbitration, or other dispute resolution mechanisms. 3. Types of Michigan Collective Bargaining Agreements: a. Public University CBA: These agreements exist between public universities in Michigan and their faculty unions. Examples include University of Michigan Faculty Union CBA, Michigan State University Faculty Association CBA, and Wayne State University Faculty CBA. b. Private University CBA: Certain private universities may have CBA with faculty unions. However, due to their private status, the negotiation and content of these agreements can differ from those of public institutions. c. Community College CBA: Community colleges also negotiate CBA with their faculty unions, which cover similar employment terms and conditions, compensation, and benefits specific to the community college sector. d. Technical College CBA: Similar to community colleges, technical colleges or institutes in Michigan may have CBA with faculty unions, addressing the unique needs of technical education faculty members. Conclusion: A Michigan Collective Bargaining Agreement between a university and its faculty union ensures a fair and collaborative working relationship, protecting the rights and interests of both parties. It addresses employment conditions, compensation, benefits, job security, academic governance, and grievance procedures, fostering an environment conducive to quality education and research.
Michigan Collective Bargaining Agreement Between University and Faculty Union
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A collective agreement is often used interchangeably with a collective bargaining agreement, yet it can refer to the finalized document resulting from the bargaining process. In the Michigan Collective Bargaining Agreement Between University and Faculty Union, it's crucial to understand that the terms are set following negotiations, outlining rights and responsibilities. Clear terminology helps both parties maintain focus during discussions and ensure compliance.
Additional Information about Lecturers at the University of Michigan. The average salary of all lecturers (lecturers I-IV, intermittents and adjuncts) who teach at the University of Michigan is $71,000. The average in Ann Arbor is $79,000, $52,000 in Dearborn and $53,000 in Flint.
A collective bargaining is a process where both parties, labor and management, agree to fix and administer terms and conditions of employment which must not be below the minimum standards fixed by law. This also sets a mechanism for resolving the parties' grievances.
The lecturer title pertains to those individuals whose sole responsibility is to teach in an academic setting.
There is nothing in the Act which requires that collective bargaining agreements be submitted to the membership for ratification. Procedures concerning this matter would be controlled by the constitution and bylaws of the union involved.
M has collective bargaining agreements with several different labor organizations, representing select employees who perform specific roles on the Ann Arbor, Dearborn, Flint campuses and Michigan Medicine.
The Lecturers' Employee Organization (LEO - AFT Local 6244) is the union of all non-tenure track faculty on all three campuses of the University of Michigan. We are a democratic organization run by members, most of them volunteers.
Newly released numbers from the U.S. Bureau of Labor Statistics shows that the state fell to 11th place for union membership in 2020. A similar trend has befallen public sector unions in Michigan, where unionization rates fell from 10th to 14th since 2012, according to data from .