It’s important to remember that the University of Maine System considers the part-time faculty “bargaining unit” to be those part-time faculty members “who have taught at least two semesters of the four immediately preceding semesters (fall or spring) and who are so employed in the current semester.” Still, the PATFA contract has bearing for newcomers and those not teaching this immediate semester. For one thing, HR uses the wage minima as a guide for all new part-timers. It’s also important to know that the overwhelming majority of part-time faculty in the System are classified as “part-time temporary.” A few are classified as “part-time regular,” and some of the contract language below applies to part-time regular.
Our two biggest tips on pay: 1) If you are at the Lecturer I or II rank, you may be way overdue for a change in rank that raises your pay. Lecturer I can become Lecturer II after 10 semesters, and Lecturer II is eligible for Lecturer III status after completion of 19 semesters. You simply need to tell your supervisor in writing and make sure the paperwork gets sent through. It won’t take effect until the next semester.
The other big tip: 2) Always check the dollar amounts in the “contract” letter you get from the System (usually the provost’s office) before returning the signed letter. Assignors make mistakes, and it is best to fix them before you get plugged into HR for the new semester. Likewise, it is always wise to go to Maine Street on pay day (last business day of the month) and check the dollar amounts on your pay stub. Most part-time faculty members do not have unchanging monthly salaries, but checks that change frequently. (The pay stub also shows what the System thinks your rank is, so check that too.)
Not everybody starts at the minimum amounts given in the tables contained in two tables in the 2017-19 contract. (The first table covered minima for 2017-18; the second table covers minima for 2018-19.) Some adjuncts start at a higher base and rank because of their experience. It is all highly individual, which means you should take care to check your math with your assigning office and/or Human Resources AND keep familiar with the PATFA contract.
Other tips: 1) The adjunct who qualifies for life insurance and health care coverage (after six semesters’ teaching at UMS and at least two courses in a semester) should ask HR for details. Costs vary; 2) Don’t overlook a retirement benefit available to adjuncts who have taught 25 semesters (“service units”). The System will set up a retirement plan (similar to what full-time faculty get) with your contribution of 4 percent course pay. The University of Maine System will kick in 10 percent.
And do not overlook the tuition waiver benefit for you, your spouse, and your qualified dependents. Teach a semester and “qualifying unit members” get a one-course tuition waiver. And while you teach, you can qualify for a 25 percent tuition waiver for your spouse or dependent children attending a System university full time (35 percent waiver for part-time regular). Talk to HR and take advantage of any benefits that work for you.
Here is Article 19 – Part-time Faculty Pay, full text from 2017-19 PATFA contract:
“A. Unit members shall be assigned the appropriate rate of pay by the University for each assignment.
“B. [Section B consists of two tables, one showing credit-hour minima for 2017-18 and 2018-19.]
“2. A unit member who is paid on a credit hour basis and who is paid at a rate higher than the minimum for the rank shall receive an increase in per credit hour rate equal to the dollar amount of the increase to the minimum rate for the rank.
“3. When a unit member who is paid above the minimum rate advances in rank, the unit member shall receive an increase in the credit hour rate equal to the dollar difference between the previous rank and the new rank.
“C. The award of a pay increase based on the above schedule in any academic year shall not offer a presumption of satisfactory teaching or competence and shall not be reviewable by an arbitrator.
“D. Effective September 1, 2017, based on the salary as of August 31, 2017, Unit members on appointments paid a proportionate salary (unit members designated as part-time regular) shall receive a 2% increase to their annual base salaries contingent on satisfactory performance.
“Effective September 1, 2018, based on the salary as of August 31, 2018, Unit members on appointments paid a proportionate salary (unit members designated as part-time regular) shall receive a 2% increase to their annual base salaries contingent on satisfactory performance.
“E. A unit member must be actively employed at the time a salary increase is processed to be eligible for the increase.
“F. Unit members paid on a course credit hour basis shall be paid monthly in September, October, November, and December in the Fall semester, and in January, February, March, April, and May in the Spring semester. If possible, the January payment shall reflect payment for spring semester courses. Unit members appointed to regular part time academic year positions shall be paid a proportionate salary in twelve (12) installments.
“G. The last pay installment for any unit member's semester assignment may be withheld by the University in the event a final grade list has not been appropriately filed. Failure to file such list after adequate notice has been provided shall constitute just cause for discharge.
“H. No unit member shall have his or her rate of pay reduced Agreement. This protection shall apply solely to a specified course in a particular unit at a specific institution and shall not hereafter serve as either a precedent or as a waiver of this Agreement.
“I. Compensation for unit members teaching interactive television courses (ITV) shall be based on the same credit hour equivalency provided to similarly situated full-time faculty.
“J. 1. Unit members paid on a credit hour basis who are promoted to Assistant Professor, Associate Professor, or Professor shall receive an increase upon promotion in rank based on the rate schedule or a minimum increase of $25 per credit hour.
“2. If a unit member changed from a Lecturer title to a professorial rank within the same department, there shall be no reduction in the per credit hour rate.
“3. A unit member paid a proportionate salary who is promoted to a higher lecturer or professorial rank shall receive a minimum salary increase of 5%.
“4. Unit members with the rank of Instructor or Assistant Professor shall be paid at the higher of their current rank rate or at the Lecturer rank for which they qualify by experience. Qualifying service shall only be earned by service in the University of Maine System.
“K. All unit members shall receive paychecks by means of direct deposit.”
Here is Article 20 – Benefits, full text from 2017-19 PATFA contract:
“A. The University shall offer life insurance to unit members teaching two (2) or more courses in a semester who have six (6) or more service units. Qualifying unit members hired on a semester basis shall be provided with $5,000 coverage.
“B. This life insurance must be requested in writing by the unit member from the Campus Human Resources Office and requires the completion of appropriate enrollment forms.
“C. The University shall offer group health coverage up to the level of family coverage to unit members teaching two (2) or more courses in a semester who have six (6) or more service units.
“D. For unit members eligible under Section C, the University shall contribute sixty (60) percent of the premium cost.
“E. Unit members who have comprehensive health insurance coverage available through another employer are not eligible to participate in this insurance program.
“F. 1. Effective upon the execution of this agreement and continuing through August 31, 2019, unit members who qualify for an offer of an academic year appointment in accordance with Article 29, and who are otherwise qualified to participate in the University health plan in accordance with the provisions of Section C this article shall pay 35% of the full premium for coverage in the University’s health plan and the University shall pay 65%.
“2. Unit members holding academic year appointments pursuant to Article 29 who have attained the equivalent of five (5) years of continuous full-time service are eligible to participate in the group health program at the rate paid by non-represented full-time faculty. For the purpose of this article, a unit member having been continuously employed in consecutive fall and spring semesters and having taught 150 University course credits shall have met this requirement.
“G. 1. The University will provide dental insurance to unit members who are eligible to enroll in the University’s health program under Section C above. The University shall contribute 60% (sixty percent) of the premium cost to cover Part-time temporary faculty, 50% (fifty percent) of the premium cost to cover Part-time regular faculty and 100% of the premium cost to cover Part-time regular faculty members and Part-time temporary faculty members holding academic year appointments pursuant to Article 29 who have attained the equivalent of five (5) years of full-time continuous service.
“2. Unit members shall be responsible for 100% of the premium cost of any dependent dental coverage.
“H. A unit member’s eligibility for life, health and dental insurance shall not be interrupted by a single fall or spring semester in which the unit member teaches fewer than two (2) courses because assigned courses are retracted or cancelled by the university in accordance with Article 12. In this circumstance the unit member shall maintain eligibility for that semester only.
“I. Health Insurance Premium Rebate
“1. If, during the term of this Agreement, the UMS Group Health Plan continues to operate on a self-insured basis and the total aggregate premium amount for the two-year period January 1, 2011 through December 31, 2012 and each two year period thereafter exceeds the total aggregate costs paid to the insurer for the same period for claims and other expenses by equal to or exceeding 1%, unit members will receive a proportionate rebate of premiums paid based upon their level of coverage at the time the rebate is paid. The rebate will be paid no later than September 30, 2013 and each September in subsequent two year cycles.
“2. During the term of this Agreement, all state and federal health insurance mandates, including those regarding mental health services, that would be applicable to employee coverage under insurance plans provided by the University by way of regulated insurance carriers, shall be applicable to the UMS Group Health Plan plans covering unit members under the terms of this Agreement. If a mandate results in a mid-year premium change, the employee premium share will be increased proportionately.
“J. This health insurance must be requested in writing by the unit member from the Campus Human Resources Office and requires the completion of appropriate enrollment forms. Willful failure by a unit member to disclose information relating to alternative health coverage may be grounds for immediate discharge.
“K. Wellness Incentive: Only those unit members who participate in the group health plan shall be eligible for wellness programs and incentives available to non-represented employees.
“L. Unit members may register a domestic partner for purposes of receiving University benefits. A domestic partner who is registered shall be considered to be equivalent to a spouse for purposes of University benefits, such as health insurance, bereavement or disability leave, tuition waiver, and use of University facilities. Eligibility for benefits shall be extended to dependent children (as defined by the IRS) of an employee’s partner. Registration of a domestic partner shall be in accordance with University policy.
“M. Unit members may participate in tax-sheltered annuity programs on a voluntary basis, if eligible, to the extent permitted by Internal Revenue Service regulations. Participation requires the completion of appropriate application and enrollment forms.
“N. The University shall continue liability insurance coverage which includes unit members on the same basis as all other employees.
“O. The following benefits are available to unit members whose appointments are designated "part-time regular."
“1. The University will make available to part-time regular unit members who work at least one-half time personal and spouse and/or family health insurance coverage. The University and unit member will each pay one-half (1/2) of the premium cost for such insurance. Part-time regular unit members who have attained the equivalent of five (5) years of continuous full-time regular University service are eligible to participate in the group health program at the rate paid by non-represented full-time faculty.
“2. Group term life insurance equal to the unit member's salary rounded to the next higher $1,000 is provided for part-time regular employees working at least one-half time. The University pays the full cost of the premium. On the unit member’s 65th birthday, this insurance is reduced to 65% of the former level of coverage.
“3. Coverage under the Supplemental Life Insurance plan is available to all regular employees who are eligible for basic life insurance. The premium, which is paid by the employee, is determined by (and increases with) the employee's age. Participation in the program is optional.
“4. Part-time faculty may authorize automatic deductions from their paychecks to meet tuition and/or board and room charges for dependents attending any campus of the University of Maine System.
“5. Part-time regular employees who have the equivalent of five (5) years of continuous full-time, regular University service are eligible to participate in the University of Maine System Retirement Plan for Faculty and Professional Employees. Contribution rates shall be as follows:
“University Share 10% of unit member's annual base salary.
“Unit Member's Share 4% of his/her annual salary.
“Total 14% of unit member's annual salary.
“P. There shall be a defined contribution plan administered through TIAA-CREF in accordance with applicable federal regulations for part-time temporary unit members. Participation shall be on a voluntary basis for those unit members who meet the following qualifications and criteria:
“1. Unit members must have earned 25 service units.
“2. Participation is voluntary. Unit members who meet lawful requirements shall have the option to make contributions on a tax sheltered basis.
“3. The unit member's contribution of four percent (4%) of salary shall be matched by a University contribution of ten percent (10%) of salary for any Fall or Spring semester in which the unit member is employed.
“4. The benefit is applicable only to salary paid as a result of this collective bargaining agreement and the appropriate earnings codes established by the University.
“Q. Members of the bargaining unit who retire at or above the normal retirement age of 65 with the equivalent of at least ten (10) years of full-time University service immediately prior to retirement, and who have remained enrolled in the System health plan, will be provided group health coverage in accordance with the University of Maine System policies in effect at the time of retirement. Eligible employees must enroll in both parts of Medicare to receive this benefit.
“R. Unit members, upon separation from University service, shall, at any age, have the option to withdraw one hundred percent (100%) of their University of Maine System Retirement Plan for Faculty and Professional Employees accumulation subject to vendor and Internal Revenue Service regulations.
“S. The University agrees to meet with the Part-Time Faculty Association to discuss the impact that the Affordable Care Act will have on the bargaining unit.”
Here is Article 21 – Tuition Waiver, full text from 2017-19 PATFA contract:
“A. Tuition waiver for credit courses shall be available to unit members subject to University regulations and requirements.
“B. Effective in the Fall 1996 semester, each qualifying unit member who is paid on a credit hour basis shall accrue a one course waiver upon completion of each Fall and/or Spring semester of employment. The waiver is not to exceed four (4) credit hours per course. These waivers must be utilized no later than twelve months after being earned and may be applied to summer sessions. No more than two course waivers may be used in any semester.
“C. Use of these waivers shall be contingent on the availability of space determined in accordance with campus criteria.
“D. Unit members shall forfeit any accumulated tuition waiver credit hours earned under Section B when employment terminates, or when a change in job status removes them from the bargaining unit.
“E. Part-time regular employees are eligible for a tuition waiver of up to one course per semester or summer session, not to exceed four credit hours. Each campus retains the right to designate non-credit courses to which tuition waivers will not apply. Tuition paying students will be given priority for class seats. This benefit does not apply to employees on unpaid leaves of absence for longer than 90 days, disability, or Workers' Compensation.
“F. During a period of employment, unit members shall have available any non-credit tuition waiver permitted by campus policy. Any policy and or regulation, including application procedures, with regard to participation shall be followed. Each campus shall retain the right to designate those non-credit courses to which the waiver shall not apply.
“G. During a period of employment, the spouse or dependent children of unit members shall be eligible for a waiver of one-fourth (1/4) tuition, provided that the spouse or dependent child is attending the University of Maine System as a full-time student. This waiver does not apply to mini-courses or summer session or other non-semester course offerings. In no event shall tuition waiver exceed one quarter (1/4) for the spouse or dependent child of a unit member.
“H. The spouse or dependent children of part-time regular faculty are eligible for a 35% tuition waiver, provided the spouse or dependent is attending the University of Maine System as a full-time student (for graduate students, this means 6 semester credit hours and the waiver is granted only for courses in an approved program of study). This waiver may be used at any campus of the University but does not apply to mini-courses, summer sessions, or other non-semester course offerings.
I. Unit members, spouses and dependent children who request tuition waiver must identify the course and semester in which they wish to enroll in accordance with the University regulations.
J. Unit members, spouses and dependent children who are eligible for tuition waiver must meet any academic requirements, prerequisites or pay any fees established for the course or for other students.
K. In the event a unit member is called to active military service, the spouse or dependents’ eligibility for tuition waiver benefits will continue during the time the unit member is on authorized leave.”
REMEMBER: This post is from PATFA, not Human Resources. Each part-time faculty member receives a “contract” from the provost that offers specific course work and specific pay. That is a contract. But the “PATFA contract” is also a legally binding document that affects you and the University of Maine System. (And don’t let anybody at one of the seven System universities say, “Well, we don’t do it that way here.” The PATFA contract is binding on all seven universities.)
From your PATFA Executive Council: Michele Cheung, USM, president; Jim Seymour, UMA, vice president; Pam Mitchel, UMF, treasurer; and Tom McCord, UMA, secretary.
Website: http://patfa.me.aft.org/
PATFA office: 311 Belfast Hall, UMA Bangor, 85 Texas Ave., Bangor, ME 04401-4340.
PATFA office phone: (207) 262-7971 (checked weekdays).
Facebook: PATFA@aftmaine
Email: patfa@maine.edu