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Clinicians-School of Medicine

Annual and Salary Reviews

Clinicians, as non-tenure track faculty, are reviewed twice, through two different and distinct processes: the selective salary review process and the annual review process. Should these two be merged into one, contact the Union immediately. The annual review process in Article XX for non-tenured faculty members is intended to prepare non-tenured faculty for contract renewal. For a Things Worth Knowing handout about Annual Reviews, click here. 

Salary Reviews have changed in the new contract. For more information about Salary Reviews, please read our FAQ or download our powerpoint. 

Workload

Workload issues are governed by the provisions of Article XXIV, Professional Duties, of the Collective Bargaining Agreement (CBA). The contract requires workloads to be “reasonable and fair.” The contract also requires that teaching and research workloads “be based on disciplinary norms as well as department factors and norms, existing School/College/division norms.” Please contact the Union as soon as possible if you believe your workload has been changed unfairly or unilaterally. Keep in mind that the workloads assigned as per School of Medicine Practice Plans are generally not governed by the WSU/AAUP-AFT Agreement.

Leaves and Time Off

Leaves of absence, both paid and unpaid, are governed by the provisions of the Collective Bargaining Agreement (CBA). Occasionally a bargaining unit member may need time off for personal or professional reasons. These can be applied for under the provisions of Article XIII. For a quick hand-out about leaves of absence, click here.

Parental leaves of absence are provided for in the CBA. These can be paid, if connected to time-off deemed medically necessary, unpaid or partially paid. The contract also allows for modified work duties for parents after the birth or adoption of a child. Leaves can be coordinated with the provisions of the Family and Medical Leave Act or the American with Disabilities Act. The tenure-clock can be suspended for up to 1 year if “a significant caregiver” for an infant or young child. The clock can also be interrupted if a significant caregiver to a seriously ill or injured parent, child, or for tenure track bargaining unit member who experiences a serious and/or disabling medical condition. These issues can be complex and members are encouraged to call the Union office (313) 577-1750.

Full-time twelve-month employee members of the bargaining unit are granted earned vacation days at their regular rate of pay after an initial four (4) months of service, amounting to twenty-two (22) working days per year. Part-time twelve-month bargaining unit members accrue Vacation days on a pro-rated basis. Vacation days will stop accumulating once 23 days are earned. For non-tenured faculty vacation days must be used before leaving employment at WSU.

All employees earn 2 Personal Days after 6 months of service. They do not accrue and must be used by September 30th of each year. An additional personal day is earned after 10 years of service.

There are eight (8) paid holidays: July 4th, Labor Day, Thanksgiving, the day after Thanksgiving, Christmas, New Year’s, Martin Luther King Day and Memorial Day.

RVUs

Relative Value Units (RVUs) form the basis of compensation for clinical faculty by University Physicians Group (UPG) Administration. The development of RVU criteria, resulting allocation of payments, and lack of transparency has been questioned by School of Medicine faculty and the Union. The UPG and the University have held that the UPG is a separate, independent entity and therefore not required to disclose RVU data to the Union (or SOM faculty) nor are they required to negotiate pay or inequities with the Union. The Union challenged this position as a violation of labor law.

As a result of the settlement of the Unfair Labor Practice charge the Union put before the Michigan Employment Relations Commission (MERC), the following language relevant to Compensation Committees and the setting of the value of Relative Value Units in the University Physicians Group Settlement Agreement was adopted (dated September 13, 2012), paragraph 5:

“UPG will form compensation committees in each of its practice departments. The purpose of the committees shall be to make recommendations to the Department Chairman regarding compensation issues for physicians within the department. Members of the committee will be elected by the physicians within their department and serve terms, the length of which will be determined by the department. The recommendations of the committees are not binding in any way and do not create a bargaining obligation. The Union may enforce this provision through the filing of a civil action. However, at least sixty (60) days prior to filing any such action, the Union must provide the UPG (through its CEO) a copy of the complaint.”

If your department is within the UPG, and you have questions or concerns regarding RVU allocation, you may want to contact faculty members serving on the Compensation Committee. If your department does not have a functioning Compensation Committee, please contact the Union.

UPG

The UPG is a multi-specialty physician practice group, or practice plan, in which most Wayne State University School of Medicine clinical faculty members belong. Only Pediatrics, Emergency Medicine, Radiology, and Anesthesiology are not included and run their own specialty practice plans. The UPG is a means to additional income for faculty based on clinical services provided while in their School of Medicine position. Income is based upon Relative Value Units (RVUs) attached to the value of their work. (See the section above on RVUs.) The formulation of RVUs has been controversial. UPG Administration have determined and revised these values. Many faculty members feel the formula used as arbitrary and less then transparent.

While the University and UPG Administration insist the plan is “voluntary” and is completely separate from the School of Medicine (and therefore not subject to grievances or oversight by the Union), the Union challenged this position in a formal Unfair Labor Practice charge particularly since the UPG administration so closely mirrors the UPG Board. The UPG CEO is the WSU Dean of Medicine. The Board of Directors is made up of Department Chairs, although there are a few community leaders who also serve.

In September 2012, as a result of the legal action, the WSU, UPG and Union agreed that UPG clinicians have access to a Union grievance/arbitration procedure to challenge unfair discipline. The settlement also provided that each department in the UPG establish a Compensation Committees, composed of physicians elected by their peers, to make recommendations regarding UPG compensation.

Discipline/Grievance Procedure

All WSU faculty members covered by the AAUP-AFT have access to the Grievance/Arbitration procedure as provided in Article XVII of the WSU/AAUP-AFT Agreement.

In addition, SOM clinical faculty in their role as a UPG healthcare provider, can also access a grievance/arbitration procedure won as part of a settlement of legal action against the UPG by the Union in September 2012. The AAUP-AFT/UPG grievance procedure mirrors the WSU/AAUP-AFT procedure.

Benefits

The collective bargaining agreement provides coverage for a wide rage of benefits. Healthcare is managed through the Office of Total Compensation and Wellness. Their website has all of the forms you need to get started or to change your benefits. The agreement also provides for tuition assistance for both faculty and academic staff, as well as a confidential service for matters ranging from financial difficulties to family turmoil. For more information about this Employee Assistance Program, click here.

Contract Renewal/Non-Renewal

For faculty on subsidy-conditioned appointments and for ranked faculty not on tenure-track appointments who are on a one (1)-year term appointment, written notice of non-renewal shall be sent at least three (3) months prior to expiration of each appointment or reappointment or whenever the subsidy is discontinued, whichever is less. For ranked faculty not on tenure-track appointments who are on multi-year appointments, written notice of non-renewal shall be sent at least six (6) months prior to the expiration of each appointment or reappointment.

Compensation Committees

As a result of the settlement of the Unfair Labor Practice charge the Union put be fore the Michigan Employment Relations Commission (MERC), the following language is relevant to the setting of the value of Relative Value Units (RVUs) in the University Physicians Group (UPG):

Settlement Agreement, (dated September 13, 2012), paragraph 5:

“UPG will form compensation committees in each of its practice departments. The purpose of the committees shall be to make recommendations to the Department Chairman regarding compensation issues for physicians within the department. Members of the committee will be elected by the physicians within their department and serve terms, the length of which will be determined by the department. The recommendations of the committees are not binding in any way and do not create a bargaining obligation. The Union may enforce this provision through the filing of a civil action. However, at least sixty (60) days prior to filing any such action, the Union must provide the UPG (through its CEO) a copy of the complaint.”

If your department is within the UPG, and you have questions or concerns regarding RVU allocation, you may want to contact faculty members serving on the Compensation Committee. If your department does not have a functioning Compensation Committee, please contact the Union.