Full Time Proposals

1. A five (5) year agreement, effective for the period from September 1, 2006 through August 31, 2011
 

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2. Wage increases: Wage increases to be provided in each year of the agreement, as follows:
     (a) September 1, 2006                            3%
     (b) September 1, 2007                           To Be Agreed Upon
     (c) September 1, 2008                           To Be Agreed Upon
     (d) September 1, 2009                           To Be Agreed Upon
     (e) September 1, 20010                          3%
 

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3. Health Care Contributions and Plans:

     (a)     i) Effective January 1, 2007-faculty members shall contibute 25% of the premium cost of the plan of their choosing
             ii) As an alternative to contributing 25% of the cost to a current plan, a faculty member's curretn plan will be funded by Long Island University to the maximum of 90% of the total premium cost of the Oxford Gold Plan for the equivalent coverae, ie. single coverage, parent and child coverage, "coupled coverage, or full family coverage. The faculty member would therefore be responsible for funding the balance of the cost of his or her curretn plan beyond the University's contribution of 90% of the cost of the Oxford Gold Plan "Peer Model".
             iii) Alternatively, if a faculty member does not choose to contribute 25% of the curretn paln that he or she possesses, and does not choose to incur the cost using theOxford Gold Plan as a "Peer Model", the faculty member may choose to migrate into the Oxford Gold Plan, as of January 1, 2007, with a maximum contribution for that plan of 25% of the cost of the premium.

     (b) Working Spounse Rule:

     Any faculy member hired on or after September 1, 2006 who has healthcare coverage through a spouse shall not receive healthcare from Long Island University until and unless the faculty member does not have coverage through a spouse, partner, or other source.  At such time, the faculty member will be provided by the University with the Oxford Gold Plan, with a contribution of 25% of the premium cost to be made by the faculty member.

    (c) New Hires: (Paraphrased-they forgot to write this one down!)

    Any faculy member hired on or after September 1, 2006 will be provided by the University only with the Oxford Gold Plan, with a contribution of 25% of the premium cost to be made by the faculty member.

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4: Retirment Incentive:

Any Full-time faculty member not eligible for early retirement who is over the age of 68 as of September 1, 2006 and who has at least 10 years of service may elect to retire effective September 1, 2007 and receive a lump sum payment equivalent to 100% of his or her salary, of 150% of his or her salary if he or she chooses to accept payment over a three (3) year period.  Healthcare benefits to be discussed.  The election to retire may be made prior to December 31, 2006.

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5)  Reqirements of Full-Time Faculty:
 

     All full-time Faculty are expected to maintain an active research, scholarly or artistic agenda, as follows in paragraph a, b and c below:

     (a) A brief statement of faculty activities for the preceding year, involving teaching/librarianship, scholarship and other professional activities, and servie, normally in the form of an updated curricuum vitae.
     (b) A performance palan for faculty activities for the next year, emphasizing teaching?librarianship, scholarship, service, and professional activity.
     (c) A summary of the faculty member's views of hi/her past and projected performance, including the faculty member's assessment of how well the department and the University have served and stand to serve his/her goals and needs.

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6) Sabbatical Lanfuage hanges Should be Adopted:

Article XVI, Section 1. Sabbatical Leave

 The parties agree that the University benefits from, and is enhanced by, providing eligible faculty members with periodic opportunities for professional growth and development intensive research, scholarship, artistic work or instructional innovation.  Hence, one (1) semester and two (2) semester sabbatical leaves are available to tenure track faculty who have met the requirements specified in this Article, subject to the approval of the Board of Trustees.
a. General Policy

(1) The Administration shall make available 36 sabbatical leaves during each year of this Agreement.  Two additional sabbatical leaves shall be available annually for exclusive use of faculty whose leaves were deferred the previous year.  Recipients of two (2) semester sabbaticals will be compensated at the rate of two-thirds (2/3) of their annual base salary during the period of their leaves; recipients of one (1) semester sabbaticals will be compensated at the rate of one hundred (100) percent of their annual base compensation during the period of the leave.  One (1) semester sabbaticals shall not exceed one-half of the total number of sabbaticals in any academic year. 

(2) Recipients of leaves are normally required to return to Long Island University for at least one (1) year following the sabbatical.

(3) Sabbaticals shall not be available to individuals who will be engaged primarily in remunerative activities, including a teaching appointment at another institution, except where such appointment may be part of a fellowship or grant responsibility integral to the sabbatical purpose, or when, as recognized by past practice, professional development appointments may be remunerative as set forth in the sabbatical proposal, approved by the Board of Trustees.

b. Eligibility
(1) An individual faculty member is eligible to receive a sabbatical leave for every seventh year of full-time faculty service, provided he/she holds tenure. 

(2) In the sixth year of continuing full-time faculty service, a faculty member may apply for a sabbatical leave for the seventh year.  Fulfillment of the mandatory time requirement will not be met, however, unless the Board of Trustees approves the individual for tenure at the end of the sixth year of full-time service.  In the sixth year of continuing full-time service after a sabbatical, an individual may again apply for a sabbatical leave.  If his/her sabbatical leave was deferred pursuant to Section 2f, Deferrals, below, he/she may apply in less than six (6) years after the last sabbatical.

(3)   Unpaid leaves of absence will not be counted as time toward service for sabbatical leave unless the individual faculty member and the President (or his/her designee) have agreed in advance, in writing, that the exception stated in Section 5b, Unpaid Leave of Absence, of this Article applies.

c. Application

(1) The completed sabbatical leave application form must be submitted to the department chairperson, or where appropriate, to the dean by October 21.  (Application forms will be available in each dean’s office by the first week of the academic year.)  An application shall be considered to have been made if this requirement is met.  Applications received after this date will not be processed.

(2) The application must include the following:
     (a) an indication of the semester(s) for which the leave is requested;
     (b) a detailed statement of the academic purposes for which 
          the leave is requested including, where relevant, grants 
         received and anticipated academic or creative research, 
         scholarly, creative or pedadogical results;
     (c) current curriculum vitae;
     (d) copies of all prior successful applications for sabbatical leave and reports filed upon completion of such leaves.

d. Review Procedures

(1) The personnel committee of the relevant department will make a recommendation based on legitimacy of purpose, the faculty member’s record of achievement relative to the proposed activity and the faculty member’s effectiveness in his/her use of past sabbatical leaves.

(2) The department chairperson will make a recommendation based on legitimacy of purpose, the criteria above as well as the validity of eligibility and compatibility with departmental academic needs.

(3) The department chairperson will forward the application to the dean by November 5.  The application will be accompanied by the recommendations of the personnel committee and chairperson and by a department profile for the sabbatical year showing leave deployment.

(4) The dean will review the recommendations and verify the support data  with reference to the department’s leave calendar, validity of eligibility, legitimacy of purpose, and budgetary justification.  By the close of the fall semester, the dean will notify, in writing by November 17, the department chairperson and the individual applicant of any negative recommendations.  The notification will state the reason(s) for the such negative recommendations.

(5) The Dean will submit all positive recommendations to the Vice President for Academic Affairs for review, approval and recommendation.  Should the VPAA not agree with the recommendations forwarded by the dean, chair and faculty, he/she will refer the matter back to such parties with a written explanation for his/her action no later than January 15 of the following calendar year.

(6) The President will submit his/her recommendation to the Board of Trustees for consideration at the first meeting of the Board in the calendar year.  All sabbatical leaves require formal approval by the Board to become effective.
        All applicants approved by the Board shall be notified at the earliest possible date thereafter, but no later than February first 15th.

e. Sabbatical Committee

Should there be too few applications of sufficient merit to fill either quota or should a faculty member whose sabbatical has been denied for lack of a meritorious proposal so request, a Sabbatical Committee shall be available to work with the affected applicant(s) to develop and recommend meritorious proposals for resubmission to the President.  The Sabbatical Committee shall consist of four (4) individuals appointed by the Vice President for Academic Affairs and four (4) tenured faculty members appointed by the FRC, charged to consult with other faculty when desirable.  The committee will forward its recommendations to the President Vice President for Academic Affairs, provided the committee positively recommends approval of the sabbatical proposal.  The President will then forward his/her recommendations to the Board of Trustees by the end of that academic year to fulfill the quotas for the next academic year.  The University will notify the faculty member of the final disposition of his/her application no more than 3 weeks from the date submitted to the Vice President for Academic Affairs.

f. Deferrals

(1) For an individual who has fulfilled the time requirements for a sabbatical leave, a leave may be deferred only after a completed application has been filed and approved by all parties through the Board.  A deferral may result from the initiative of the Administration or of the individual, either of whom must show compelling reasons for a deferral.  All requests for a deferral and all responses must be in writing.

(2) An individual whose sabbatical has been deferred will be placed in a priority category for the next year.  The individual need not reapply for sabbatical, but must notify his/her dean in writing by October 21 of intention to take the sabbatical during the following year.

(3) An individual whose sabbatical leave has been deferred will enjoy a one (1) year reduction in the next eligibility period.  No individual may defer or be asked to defer a sabbatical for more than one (1) year.

(4) If an individual declines to apply for a sabbatical in any year in which s/he is eligible, that shall not be considered a deferral.  That individual may apply any year thereafter, except that no two (2) sabbaticals may be taken without at least four (4) years of full time service between.  Persons who decline to apply for sabbaticals in their minimum eligibility years shall not have priority status when applying later.  But, neither will they be postponed in their subsequent eligibility.

g. Report

Within sixty (60) days following the completion of a sabbatical leave, the faculty member shall forward to the President Departmental Chair, Dean and Vice President for Academic Affairs a description of his/her sabbatical activity along with material reflecting the professional accomplishments during the leave.  Such report will be placed by the Chair in the faculty member’s personnel file with notification to the faculty member and dean.
 

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