Academic Staff Representatives Council Meeting
March 16, 2006
Draft Procedures on Faculty Discipline Process (Proposed UWS 7)
UW System legal counsel Pat Brady discussed the proposed UWS 7. She said it is to address three issues: the need for a speedier process for discipline; a way for not paying individuals when they are incarcerated (suspension without pay); and spelling out what behaviors would be covered by the new policy. Brady said that the Provost was named as the person to pursue the investigation because the Chancellor is the one who can terminate employment. It would give the appearance of lack of fairness if the Chancellor brought the charges against the accused faculty member, investigated the charges, and then decided to terminate the individual’s employment. The Provost is the one who does deal with unclassified personnel at campuses. Faculty groups have suggested that the Provost work with selected governance groups in investigating charges. Brady said that Provosts applying the proposed UWS 7 would receive legal advice.
In answer to questions from our group, Brady said that other state employees are terminated first and then grieve their termination. Brady said the Board of Regents committee writing the draft of the proposed UWS 7 decided to focus on class A felonies as crimes covered by this policy. She pointed out that bad behavior that is not a class A felony will follow the regular process already in the personnel rules.
The impact of the next draft disciplinary process will be on indefinite academic staff. Because fixed term and probationary academic staff do not have the same rights, the issues of timeliness of suspension from employment and of paying someone who has been convicted are not issues. Under existing personnel rules, indefinite academic staff could be terminated within 60-90 days because the Chancellor can make that decision at the campus level. (The Board of Regents makes the final decision to dismiss tenured faculty and the faculty member’s salary-under UWS 4-continues until the Board makes its decision as to dismissal).
Update on Human Resources Issues
Al Crist reported that there will be no further discussion of a uniform policy on limited titles until the LAB audit has finished. Right now campuses can request exceptions to the current policies on which titles are limited titles but on a case by case basis.
Because the WSEU contract was approved, some additional money is available for unclassified salaries. More information will follow.
A representative raised the issue of pay plan raises for instructional academic staff whose contracts contain the words “no intent to renew”. At one institution those IAS who were rehired, to teach the same classes as before, as they have been year after year, were not given the solid performance pay plan dollars last year in their contracts. Al Crist said that the pay plan dollars are based on the previous October pay roll (if you have ever wondered a percentage of what when a 2% pay raise is announced). Thus those IAS who are employed in October are having their salaries counted as part of the total payroll and they are being counted as part of the base. If they are not given the solid performance raise, then their salaries are contributing to funding raises for others, but they are getting no benefit for their hard work.
Campuses have been asked for their ideas about how they might participate in President Reilly’s growth agenda. La Crosse presented a proposal at the last Board of Regents meeting and Green Bay will present its proposal at the April meeting.
Assembly bill 1120 is in committee but the proposal is that state employees could pay for long term care insurance using accrued sick days upon retirement. Right now one can only use those days to pay for health insurance.
Judy Blackstone, Academic Staff Representative