NYU CONTRACT SUMMARY 2022-2028
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CONTENTS:
1. Compensation: Raises, Admin Pay, Contact Hour Pay, COVID Pay, etc. 2. Benefits: Health Insurance, Retirement, etc. 3. Working Conditions: Reappointment Rights, Health and Safety, etc. 1. COMPENSATION (PAY) Most adjuncts at NYU are paid by contact hour, which is 50 or 60 minutes in a classroom. This contract introduces multiple new categories of pay -- most importantly Administrative Pay for work done outside the classroom. This Compensation summary begins with Raises, Admin Pay, and Contact Hour Rates, and ends with details on Other Academic Duties, Course Development and Course Conversion, and Longevity Pay. Raise Schedule: All contact hour pay rates will be increased each year through 2027-28. Raises are retroactive to the beginning of the fall 2022 semester. See our PAY RATES 2022-2028 charts for this information in a series of tables: 2022-23: 34 percent 2023-24: 3.5 percent 2024-25: 3.5 percent 2025-26: 3.75 percent 2026-27: 6 percent 2027-28: 6 percent Administrative Service Payment (Admin Pay): Beginning in fall 2022, adjuncts will receive admin pay per course, per semester: $1,000 Non-credit, 0-credit, 1-credit, or 2-credit $1,500 3-credit $2,000 4-credit In 2022-23, admin pay -- which is retroactive to the start of fall 2022 -- will be paid at the end of your semester. Starting in fall 2023, it will be paid in installments throughout the semester. Admin pay follows the Raise Schedule increases above. The contract provides different minimum rates of pay per contact hour: Lecture, Lab, and Seminar Contact Hour Rates: 2022-23 $200 2023-24 $206.99 2024-25 $214.24 2025-26 $222.27 2026-27 $235.61 2027-28 $249.75 If you are currently teaching a lecture, lab, or seminar course for credit, and paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Studio and Performing Arts Contact Hour Rates: 2022-23 $171.52 2023-24 $191.67 2024-25 $214.24 2025-26 $222.27 2026-27 $235.61 2027-28 $249.75 If you are currently teaching a studio course paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Individual, Group, or Ensemble Lesson Contact Hour Rates: 2022-23 $138.02 2023-24 $142.85 2024-25 $147.85 2025-26 $153.39 2026-27 $162.60 2027-28 $172.35 If you are currently teaching lessons paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Independent Study Rates (per credit, per student, per semester): 2022-23 $519.48 2023-24 $537.66 2024-25 $556.48 2025-26 $577.35 2026-27 $611.99 2027-28 $648.71 If you are currently teaching an independent study paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Non-Credit Contact Hour Rates: 2022-23 $132.66 2023-24 $137.30 2024-25 $142.11 2025-26 $147.44 2026-27 $156.28 2027-28 $165.66 If you are currently teaching a non-credit course paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Tutoring: 2022-23 $65 2023-24 $67.28 2024-25 $69.63 2025-26 $72.24 2026-27 $76.58 2027-28 $81.17 If you are currently tutoring and paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Gallatin Rates: (a) Gallatin Internship Supervision (per student, per semester): 2022-23 $240 (first credit); $110 (each additional credit) 2023-24 $248.40 (first credit); $113.85 (each additional credit) 2024-25 $257.09 (first credit); $117.83 (each additional credit) 2025-26 $266.74 (first credit); $122.25 (each additional credit) 2026-27 $282.74 (first credit); $129.59 (each additional credit) 2027-28 $299.70 (first credit); $137.36 (each additional credit) If you are paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. (b) Gallatin Primary Academic Advisor (per student per semester): 2022-23 $540 2023-24 $558.90 2024-25 $578.46 2025-26 $600.15 2026-27 $636.16 2027-28 $674.33 Summer Semesters: Advisors will be paid at 50 percent of the student advisement rate for any student enrolled in the upcoming fall semester. If you are paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. (c) Gallatin Colloquia (adjunct committee member, panelist): 2022-23 $320 2023-24 $331.20 2024-25 $342.79 2025-26 $355.65 2026-27 $376.99 2027-28 $399.60 If you are paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. (d) Gallatin Thesis Advisor (per student defense, per semester): 2022-23 $850 2023-24 $879.75 2024-25 $910.54 2025-26 $944.69 2026-27 $1,001.37 2027-28 $1,061.45 If you are paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. (e) Gallatin Thesis Committee (per defense, per semester): 2022-23 $350 2023-24 $362.25 2024-25 $374.93 2025-26 $388.99 2026-27 $412.33 2027-28 $437.07 If you are paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. (f) Gallatin Tutorials (minimum rates per credit per student per semester): 2022-23 $538.17 2023-24 $557.01 2024-25 $576.50 2025-26 $598.12 2026-27 $634.01 2027-28 $672.05 If you are paid above the minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Silver School of Social Work field learning supervision: Faculty Practice Course Instructors are paid at the contact hour rate for credit courses (see above). Adjuncts appointed as both a Faculty Practice Course Instructor and Faculty Field Learning Instructor for the same course get one additional contact hour per week. Adjuncts with a standalone Faculty Field Learning Instructor appointment receive 42 contact hours for eligibility for health insurance and are paid one day per week: 2022-23 $381.44 per day 2023-24 $394.79 per day 2024-25 $408.61 per day 2025-26 $423.94 per day 2026-27 $449.37 per day 2027-28 $476.33 per day If you are paid above the new minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. College of Nursing clinical instruction, per contact hour: 2022-23 $148.32 2023-24 $178.26 2024-25 $214.24 2025-26 $222.27 2026-27 $235.61 2027-28 $249.75 If you are paid above the new minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Advising and Mentoring for Masters Thesis and Capstone Thesis (per thesis, per semester): 2022-23 $850 2023-24 $879.75 2024-25 $910.54 2025-26 $944.69 2026-27 $1,001.37 2027-28 $1,061.45 If you are paid above the new minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. Other Academic Duties: Other Academic Duties include but are not limited to evaluations; auditions; advisement, portfolio reviews; mandatory meetings; university, school, or department trainings; learning new educational teaching platforms and or technologies; and similar or like assignments. Other Academic Duties paid on hourly basis: 2022-23 $65 2023-24 $67.28 2024-25 $69.63 2025-26 $72.24 2026-27 $76.58 2027-28 $81.17 If you are paid above the new minimum rate, your pay will be increased by 8 percent in the first year and then follow the raise schedule at the top of this section. For Other Academic Duties not paid on hourly basis, minimum rates will be increased by the following increase to the adjunct’s previous rate: 2022-23 8 percent 2023-24 3.5 percent 2024-25 3.5 percent 2025-26 3.75 percent 2026-27 6 percent 2027-28 6 percent Course Development and Course Conversion: Starting in fall 2022, the minimum rate for Course Development is: Credit course (in any format): $1,901.97 Non-Credit Course (in any format): $642.32 for 28 contact hours or less $1,309.63 for more than 28 contact hours Both the adjunct faculty and the University must agree, in writing, that the adjunct has been engaged to develop a specific course, and payment shall not be due until the work has been completed. Starting in fall 2022, minimum rate for Course Conversion is: Credit course (in any format): $1,810 Non-Credit Course (in any format): $595 for 28 contact hours or less $1,215 for more than 28 contact hours Course Conversion is the conversion of a course taught in an in-person format to an on-line format. An approved form must be completed by both the adjunct and the University in order for an adjunct to be eligible for Course Conversion pay. Annual increases to both Course Development and Course Conversion follow the Raise Schedule at the top of section. Longevity Pay: Within 60 business days of contract ratification, adjuncts who worked during 2021-2022 will receive $140 for each previous year they worked for at least two semesters, with a max bonus payment of $1,400. Going forward, and beginning in 2022-23, adjuncts will receive $1,500 every five years they work at least two semesters a year, or after 20 consecutive semesters. COVID Pay: Within 60 business days after contract ratification, NYU will make to currently working adjuncts one of the following one-time payments, whichever is the greatest: 1. $2,000 to an adjunct faculty member who, between March 2020 and January 2022, had been a member of the bargaining unit and taught any course, for credit or not; or 2. 3 percent of an adjunct’s adjunct compensation for academic year 2020-21 to any adjunct faculty member who, between September 2020 and August 2021, had been a member of the bargaining unit and taught any course, for credit or not, up to a maximum of $5,000; or 3. 3 percent of an adjunct’s adjunct compensation for academic year 2021-22 to any adjunct faculty member who, between September 2021 and August 2022, had been a member of the bargaining unit and taught any course, for credit or not, up to a maximum of $5,000. This one-time payment will be less deductions permitted or required by law, including union dues. This one-time payment will not become part of any base rate, nor will it be used for calculation of any benefit. 2. BENEFITS HEALTH INSURANCE After working at NYU for one year, adjuncts may apply annually for health insurance through the university's United Healthcare plans. The following subsidies go into effect with sign-ups in fall 2023 for coverage beginning on January 1, 2024. For those teaching a minimum of 40 contact hours, or 75 hours of individualized instruction or tutoring in a semester, the university will make the following contributions toward premiums: 50 percent of the cost of the adjunct's coverage, and 30 percent for the adjunct's family members. For those teaching a minimum of 56 contact hours, or 150 hours of individual instruction or tutoring, the university will make the following contributions toward premiums: 60 percent of the cost of the adjunct's coverage, and 50 percent for the adjunct's family members. For those teaching a minimum of 126 contact hours, or 225 hours of individual instruction or tutoring (75 hours in two semesters), the university will make the following contributions toward premiums: 80 percent of the cost of the adjunct's coverage, and 55 percent for the adjunct's family members. Insurance coverage is provided on a “look back” basis. For example, teaching conducted in 2022-2023 will determine eligibility for one year of coverage beginning on January 1, 2024. All adjunct faculty applying for insurance coverage under this program must certify they are not otherwise eligible for subsidized group health insurance coverage through other employment of their own. ANNUITY PLAN (RETIREMENT) Starting in 2024, the university will automatically contribute the equivalent of 5 percent of each adjunct’s annual pay to a retirement plan in December of each year. The university will also match additional contributions made by the adjunct, up to 5 percent of their annual pay. Adjuncts are eligible after 1-3 years. Unpaid Time Off does not interrupt eligibility (see below):
PROFESSIONAL DEVELOPMENT FUND Each academic year, the university will contribute $200,000 to a professional development fund to support activities such as attending academic conferences. The fund will be divided among schools in proportion to the number of adjuncts employed, under the guidance of a union-university committee with 50 percent of the school funds available in either semester. Adjuncts in each school may apply with a standardized application for up to $1,250 per year starting on the first day of the fall semester. Any funds not approved during the fall semester will be made available on the first day of the spring semester. OTHER BENEFITS Adjuncts will be able to use or will be accommodated for the following benefits immediately: the Wage Works Commuter Program, Breastfeeding and Infant Feeding Support, Work Life Support Programming; and will be offered the following starting in 2023: Working Family Solutions -- Bright Horizons and the Health Advocate program. 3. WORKING CONDITIONS APPOINTMENTS The winter semester will now be counted as an independent semester in the academic year. Starting in fall 2023, adjuncts and tutors who are not eligible for Article X reappointments will receive a letter of appointment at least 14 days before the first day of the semester. Letters will include adjunct name and N-number, school and department, semester and academic year, course name and number, scheduled course meeting day and time, contact hour rate, contact hour pay frequency, and reference to the sick and safe leave policy. In fall 2024 letters will also include expected number of contact hours, category of compensation, the adjunct’s supervisor, how to check the expected enrollment cap, and the expected teaching modality. Course Cancellation: Starting in fall 2023 semester, if a fall or spring credit course is canceled 14 or fewer days before the first day of the semester the adjunct or part-time faculty member will be paid 20 percent of the compensation for the course preparation. Non-credit course cancellations will be 10 percent. If a course is canceled after the first day of class, the adjunct will be paid 20 percent of the compensation for the course for preparation and an additional proportional amount for actual class contact hours taught. Jury Duty: Adjunct faculty will not lose pay or contact hours for jury duty. Adjunct Representatives: The Union may nominate at least seven adjuncts to serve as Adjunct Representatives. Adjunct Representatives will receive the following compensation: Fall Winter Spring Summer 2022-2023 $10,897.95 $2,724.49 $10,897.95 $8,173.46 2023-2024 $11,279.38 $2,819.85 $11,279.38 $8,459.54 2024-2025 $11,674.16 $2,918.54 $11,674.16 $8,755.62 2025-2026 $12,111.94 $3,027.99 $12,111.94 $9,083.96 2026-2027 $12,838.66 $3,209.67 $12,838.66 $9,629 2027-2028 $13,608.98 $3,402.25 $13,608.98 $10,206.74 PROBATIONARY PERIOD Each adjunct will be on probation during the first two semesters of employment. During this time, the university may discharge an adjunct and the discharge will not be subject to the grievance and arbitration provisions of the contract. REAPPOINTMENTS AND UNPAID TIME OFF An adjunct with prior good performance in the same department for any two semesters in the previous consecutive two years will be notified by their department no later than May 21 of appointment for the following fall, winter, and spring semesters, and no later than March 21 of appointment in the following summer semester. An adjunct with prior good performance in the same department teaching any four semesters in the previous consecutive four years will be notified by their department no later than May 21 of appointment for the following fall, winter, and spring semesters, and no later than March 21 of appointment in the following summer semester. All semesters are eligible for these reappointment rights: fall, winter, spring, and summer. Courses are subject to cancellation due to insufficiency of registration or changes in curriculum. If an adjunct is not re-appointed for other reasons, they will receive termination pay equivalent to the monetary compensation they received for the most recent fall and spring semesters. Termination pay and course load reduction pay increase by 10 percent for adjuncts who have taught at NYU for 5-10 years, and 25 percent for adjuncts who have taught at NYU for more than 10 years. Low enrollment is defined as less than 50 percent of scheduled enrollment, or with 5 or fewer students enrolled, whichever is higher. Changes in curriculum do not consist of: a) a change in course title or course number only; b) the elimination of one or more course sections (when additional sections of the same course continue to run); c) replacing a course or courses with a course or courses that is or are substantially similar; d) the renaming of an academic department or program without other changes to the course or program of study; or e) the appointment of a new dean, department chair or other supervisor with no other change to the course or program of study. Unpaid Time Off An adjunct who has had appointments for two semesters in each of the previous four years may decline a re-appointment for one academic year and still retain reappointment rights. An adjunct who has taught for eight semesters during the previous four years may decline a re-appointment for one year and still retain reappointment rights. An adjunct who has had appointments in one semester for six consecutive years may decline a re-appointment for any one semester and still retain reappointment rights. An additional extension of one semester for an adjunct to decline reappointment and still retain the rights under this Article X due to illness may be granted but shall not be unreasonably denied. Further extensions due to illness shall be at the University’s discretion. RECOGNITION Adjuncts in the bargaining unit are those who teach at least 40 contact hours per year in one or more courses or who teach 75 contact hours of individualized instruction or tutoring in a semester. A contact hour is defined as a 50- to 60-minute period. A typical 4-credit lecture course meets 42 contact hours per semester. BARGAINING UNIT INFORMATION The university will provide the union with the names of the adjuncts teaching that semester and their contact information, teaching schedule, and compensation. UNION SECURITY AND CHECKOFF All adjunct faculty must join the union or pay an agency fee equal to the amount of union dues. This fee will help defray the costs of administering the contract. You must be a member in order to participate in the union, including voting on the contract and in union officer elections. UNIVERSITY SERVICE Adjuncts who have passed the probationary period (two semesters) will receive good-faith consideration for reappointment to courses they have taught previously. Adjuncts who decline two consecutive offers to teach will no longer be eligible for this preferred status. ACADEMIC FREEDOM The customary norms of academic freedom prevail at NYU. Academic freedom includes the free discussion of material relevant to a course with the established curriculum parameters. For avoidance of doubt, there will be no retaliatory disciplinary action against any adjunct faculty member for exercising any of these rights. OBSERVATION POLICIES If an adjunct will be observed, they must be given seven days advance notice, and they will be allowed a post-observation conference with the observer. In the case of a negative evaluation, the adjunct may request a second observation by another observer with seven days advance notice. A copy of any written evaluation will be provided to the adjunct. Student evaluations are for the purpose of improving the performance of the adjunct faculty by providing them with student feedback on the course. SPACE AND FACILITIES Adjuncts have reasonable access to shared desk space and computers, e-mail, voicemail, and Learning Management Systems. A joint committee will specifically discuss space to meet with students and equipment and supplies needed to teach in the adjunct’s assigned classroom. The university will also commit to administer an adjunct technology fund, of no less than $100,000 per academic year, to which adjuncts may apply for funding for teaching-related technological equipment. ACCESS TO FACILITIES Adjuncts have access to university libraries, Faculty and Staff Assistance Program, the NYU Federal Credit Union, NYU email, NYU athletic centers, and the NYU transportation system on the same basis that these facilities are available to full-time faculty members. Access to NYU libraries and NYU email continues for 18 months after your last appointment, and you can request another year from your department. PERSONNEL FILES An adjunct can examine and copy the contents of her/his file by appointment, and an adjunct can also authorize a union representative to do the same. If an adjunct’s supervisor writes a disciplinary action against the adjunct, the adjunct may obtain a copy immediately. The adjunct may also dispute the action by placing a response in the file. Materials in the file can not be used in an arbitration without notifying the adjunct. HEALTH AND SAFETY The University will make reasonable attempts to maintain safe working conditions. There will be no retaliatory disciplinary action for the good faith reporting of any suspected violation. At least two University representatives and two Union-designated representatives will meet to discuss information requests and any other matters relating to health and safety including environmental health and safety policies and procedures; occupational health policies and procedures; workplace violence prevention policies and procedures; and/or applicable standards under the Occupational Safety and Health Act, the New York Health and Essential Rights Act, or any other applicable local, state, and/or federal laws and regulations. Paid Sick and Safe Leave You may use up to a total of seven sick days during the course of an academic year: no more than four during the fall semester, three during J-term, four during the spring semester, or three sick days during the summer semester. Notify your school’s HR department and your academic chair or director as soon as reasonably possible that you are not able to teach a class session. NON-DISCRIMINATION The university will not discriminate against present or future adjuncts on the basis of race, religion, creed, citizenship status, color, national origin, sex, sexual orientation, gender identity and expression, age, disability, marital or parental status, veteran status, union activity, or any other characteristic or factor protected by law. Non-discrimination grievances are not required to follow the 15-day time limit for all other grievances. The university will engage in an interactive process with an adjunct with a disability, and will provide reasonable accommodation in order to enable them to do their job. DISCIPLINE AND DISCHARGE The university may discharge or discipline an adjunct during the term of his/her employment for just cause. “Discipline” or “discharge” means termination of an adjunct’s employment or suspension with loss of pay. In the event that the university relies on previous warnings to justify disciplinary action, the union may include the previous warnings as part of the grievance. Adjuncts are entitled to have a union representative present at an investigatory interview that may result in their discipline or discharge. MAINTENANCE OF BENEFITS Adjuncts will continue to receive all benefits they currently have. Any current benefit that is not written policy will be treated as if it were written as long as the benefit has been consistent. GRIEVANCE AND ARBITRATION An adjunct may dispute (grieve) the way the university seeks to interpret, apply, or allegedly violate any term or provision of the contract. The adjunct will be accompanied by a union representative at each step of the grievance procedure. Typically, a grievance goes first to the adjunct’s immediate supervisor. If it is not resolved, the grievance may then be appealed to the adjunct’s dean and then to the NYU Office of Employee Relations. If the grievance is still not resolved to the adjunct’s satisfaction, it may then be appealed to a neutral outside arbitrator for a final and binding decision. NO STRIKE, NO LOCKOUT The union will not call or participate in a strike during the course of the contract. The university will not lock out adjuncts as part of a labor dispute during the course of the contract. MANAGEMENT AND ACADEMIC RIGHTS Management of the university is invested exclusively in the university. No action taken by the university with respect to a management or academic right shall be subject to grievance and arbitration unless it violates a provision of the contract. The university will maintain the authority to decide who is taught, what is taught, and how it is taught. TERM OF AGREEMENT The agreement will be effective up to and including August 31, 2028. END This document summarizes the Tentative Agreement, and is not part of the Tentative Agreement or the Collective Bargaining Agreement itself. |