American Association of University Professors
March 25, 2005
Subject: Myth vs. Reality
Dear colleague,
It has come to the RU AAUP’s attention that some of our members are misinformed
about our current positions on issues of concern. If we are partially
responsible for this failure, with this e-mail we redouble our efforts to be
more precise. If the administration has contributed to misunderstandings, we
call on them to join us in striving for greater accuracy and transparency. We
begin with six “myth vs. reality” matters.
1) Myth – You cannot get an out-of-cycle salary increase because the AAUP won’t
allow it.
Reality – The AAUP fully supports Article XXIII of the contract, which
specifically allows out-of-cycle salary increases “to provide immediate
recognition for an unusual professional achievement.” No outside offer, actual
or imminent is required, although an outside offer certainly is an acceptable
trigger for an out-of-cycle. The contract specifies only that unit colleagues
be informed and polled and then that the AAUP be informed of such increases.
Dozens have crossed my desk and I would be delighted to see hundreds more if
that is how many of us have “an unusual professional achievement” in our curriculum
vitae.
2) Myth – Pay rates for TA/GAs may not exceed the
amounts specified in the contract, except for additions from the
competitiveness pool.
Reality – TA/GAs may be paid as much above the amounts specified in the
contract as the department or grantor wishes and is able to provide. Additional
funds drawn from the competitiveness pool become a permanent part of the
TA/GA’s stipend in future years and may not be reduced. Additional funds drawn
from any other source do not become a permanent part of the TA/GA’s stipend in
future years. We wish our TA/GAs great success in obtaining such payments.
3) Myth – Paid maternity leave is limited to the six week period
specified in Article XVI, section A.
Reality – Six weeks is the contractually guaranteed minimum but the AAUP fully
supports informal additional arrangements to provide a more humane, supportive
work environment for new parents among our members. We know how to close ranks
and are ready to do so.
4) Myth – Pay rates for Part-Time Lecturers are limited to the amounts
specified in the Part-Time Lecturer contract.
Reality – The contract specifies only minimum rates. The AAUP encourages departments
and other hiring units to pay people fair compensation for the work they do,
and the AAUP wishes to see no upper limit on what is appropriate.
5) Myth – Sabbaticals may only be taken if the full eligibility requirements
specified in the contract have been met.
Reality – The AAUP heartily endorses flexible application of eligibility
requirements so as to allow individuals to participate in opportunities for
professional growth that may occur somewhat before an individual achieves full
contractual eligibility for a sabbatical. Informal, but written, arrangements
to conform to eligibility requirements over the long run are fine with
the AAUP.
6) Myth – Allocations of travel monies, support for inviting speakers, purchase
of teaching aids, and the like are disallowed by the AAUP contract.
Reality – The AAUP welcomes the allocation of non-salary dollars to our members
to support their professional work, including our co-workers in the PTL unit.
Contractual obligations to equity as well as common-sense best practices
suggest that such allocations be made in accordance with unit-approved
guidelines.
We’ll stop at six myths, for now. From time to time, the AAUP intends to send
out e-mails on other areas where the contract seems not to be well understood.
By all means let us know about your concerns, about the things you’ve been told
that ring oddly, and about your favorite myths.
Fraternally yours,
Rudy Bell, President
Rutgers Council of AAUP Chapters