SECTION 1. University Budget Allocation for Salaries and Wages.
a. The Management and the Union agree that there shall be annual increase in salaries and improvement in benefits of the union members equivalent to seventy six percent (76%) of the School Year’s Tuition Fee Increase Increment.
b. The Management agrees to provide the Union with the annual Statement of the School Year’s Tuition Fee Increase Increment and an itemized disbursement of the 76% of this increment. The said documents shall be furnished to the Union President within forty-five (45) days after the approval by the Board of Trustees.
c. The Management agrees that should the increase of the salaries and benefits given at the beginning of the school year happen to be lower than the agreed 76% allocation, the remaining amount shall automatically be given as a bonus to the University employees within two payroll periods after the approval of the audited financial report for the school year by the University Board of Trustees.
SECTION 2. Basic Pay. The Management and the Union agree that Across the Board, Rank and Promotion and Productivity pay are part of the basic pay.
a. The Management agrees to implement an annual salary increase equivalent to at least three percent (3%) of the basic salary of the members of the bargaining unit consistent with Section 1 of this Article. The minimum 3% is set in consideration of the average annual inflation rate.
b. The Management agrees that an annual Rank and Promotion review be implemented for all members of the bargaining unit, with commensurate salary increases given for those qualified for promotion in rank. At least two (2) College Faculty Union representatives sit in the College Faculty Rank and Promotion Committee that conducts this review.
c. The Management and the Union agree to jointly explore ways of generating extra funds to augment the take home pay of regular college faculty members. The Union assures the Management that whatever benefits to be enjoyed by the faculty members derived from this joint venture scheme shall be applicable only in the given school year and shall never ripen to a right or entitlement to receive the same in succeeding school years on the basis of established practice.
d. A College Productivity Committee shall develop a College Productivity Scheme for approval by the University President. The College Productivity Committee shall be formed within 60 days after the signing of the CBA. It shall be chaired by HRMDO, three (3) representatives from CFU, and one (1) for each faculty classification. The Committee shall come up with a proposal within the year after the CBA signing.
a. The Management agrees to pay a night premium to all clinical instructors (CIs) for Related Learning Experience (RLE) related work in the hospital rendered from 10:00 pm to 6:00 am, as may be provided by law. The computation of such premium pay shall be based on applicable labor laws.
b. The Management agrees to distribute equally the excess amount of the RLE fee paid by the students to all Clinical Instructors and Nursing administrator every school year. The excess amount above is net of overtime, night premium, travel, insurance, and all other attributable expenses to the University.
c. The Management agrees to pay clinical instructors equivalent to eight (8) hours overtime pay during overnight immersions with students in the community or clinical area exposures. Furthermore, it is provided that students will shoulder the extra cost of overtime fees of clinical instructors who will attend to them in the area during community or clinical area exposures.
d. The Management agrees to apply the University Travel policy to Academic Program Faculty on official field work monitoring together with the students on practicum, immersion, RLE, and other academic related field activities, and to Professional Services Faculty and Formation Program Faculty conducting activities outside the school. They shall also be covered with an accident insurance during the duration of the activity.
e. The Management agrees that work rendered on the President’s Day and St. Ignatius Day shall be compensated with appropriate premium pay applicable to special working holidays in accordance with the Labor Code and its Implementing Rules and Regulations.
f. The Management agrees that a faculty member shall be compensated, using the University's scheme, for every student in excess of the maximum class size:
1. 45 students for Lecture classes
2. 40 students for Laboratory classes
3. 35 students for Writing and Computer Programming classes
4. as specified by CHED policy for Clinical Exposure classes
(Note: For Physical Education classes, minimum class size is 45 students unless otherwise specified by CHED policy.)
SECTION 4. Substitution Pay.
a. Teacher Substitution. The Management agrees to pay the substitute faculty member a substitution pay in accordance with his/her overload rate in a given semester based on the current table of overload rates. It shall be the responsibility of the teacher who intends to be absent from his/her classes to get permission from and suggest possible substitute teacher/s to the Department Chair who shall approve the absence and/or recommend substitute teachers to the Dean or Assistant Dean. The substitute teacher must possess the minimum competency requirements to teach the subject/s.
b. Officer-in-Charge. The Management agrees to pay the Union member who assumes the duties and responsibilities of an officer-in-charge (OIC) in an office/council/committee/ center/ program whenever the office/council/committee/ center/program head is on summer off, official business, official leave or sick leave. The designated officer-in-charge (OIC) shall be compensated commensurate to the service rendered based on the monthly honorarium. When the substitution is equivalent to one month or more, the designated officer-in- charge (OIC) shall not only receive an honorarium but also other allowances.
SECTION 5. Overload Pay. The overload pay shall be based on the current table of overload rates.
a. The Management agrees to grant overload pay to regular faculty members with teaching loads over and above the regular teaching loads.
b. The Management also agrees that overload pay shall be enjoyed by Professional Services Faculty and Formation Program Faculty provided that their teaching time is outside their regular office hours.
c. The Management agrees to pay all teaching overloads from December 9 up to the last day of classes in the month of December. The necessary deductions for teaching overloads not served within the said period shall be done in the month of January of the following year based on the Daily Time Record.
SECTION 6. Mandatory Government Minimum Wage Adjustments. The Management shall adjust salaries of the college faculty members by reason of mandatory wage increases by the government or its instrumentalities thereof should the salaries fall below the prescribed minimum wage after the application of annual increases for a given school year. The adjustment shall be done in accordance with the implementing rules and guidelines provided by the government.
SECTION 7. Compensatory Leave and Monetization of Compensable Work (Professional and Formation Faculty). Management agrees to grant employees Compensatory Leave for compensable work.
a. Activities are considered compensable work if all of the following conditions are met:
1. The activity is done outside working hours;
2. The activity is required by Management; and
3. The activity is not otherwise compensated by honorarium, allowances, and/or other similar compensation.
b. For the purposes of computing the appropriate Compensatory Leave, One (1) day is equal to Seven (7) hours for College.
c. Management agrees that employees may either avail of their Compensatory Leaves within the school year for College and on April for Basic Education or monetize their compensable work calculated as follows:
Basic Pay/26.17 x Compensable days
d. Management agrees that Compensatory Leave or monetized compensable work is not cumulative and can only be availed of on the school year when such compensable work was incurred. Otherwise, it is forfeited.
e. Within thirty (30) days after the signing of this CBA, Management and the Union must recommend for approval of the University President an IRR articulating the conditions for availing of the payment of honorarium for retreats and recollections.
SECTION 8. Review of Salaries and Wages. The Management agrees to review and improve the College Faculty Salary Scale, Overload and Hourly rates every three years from its implementation to maintain competitiveness. A Salary Scale Committee shall be formed at least six (6) months prior to the annual budget hearing and approval meeting. The committee shall be composed of at least three (3) College Faculty Union members and three (3) representatives from the Management. Improved Salary Scale, Overload and Hourly rates shall be approved by the University President and be implemented at the start of the next School Year from the formation of the said committee.