Status of Agreements

This article establishes a joint committee of management and union representatives to discuss administration of the contract and other matters of importance to the parties, and it serves as a means to strengthen the working relationship between the College and the union. The committee will meet monthly for the first year after the contract is signed and quarterly thereafter, with the opportunity for more or fewer meetings as necessary.

This article confirms that union-eligible teaching positions will be posted to the Wellesley Workday Careers portal, and it outlines the information job advertisements will contain. Generally, those positions must be posted at least 30 days before the application deadlines, but an expedited search may be carried out when a vacancy arises during the semester or within two months of the beginning of the semester.

In the severability article, the College and the union agree that if any part of the contract is nullified or modified by a court, government administrative agency, or law, the rest of the contract will remain in effect. Additionally, the article specifies that either party can request to renegotiate a provision that has been invalidated.

This article confirms that the College will not discipline or dismiss a bargaining unit employee (BUE) without just cause, and a BUE who is disciplined or dismissed may file a grievance. This is a significant change in policy that favors BUEs. The article defines dismissal as termination of a BUE’s employment before the end of their contract; dismissal does not include non-reappointment, a reduction in a BUE’s FTE, or a failure to reappoint a BUE. Discipline also does not include negative performance reviews.

The Health & Safety article affirms the College’s and BUEs’ commitment to maintaining a safe work environment on campus. This article addresses items such as laboratory and art studio safety, safety equipment to be provided to BUEs, and communal space safety (such as in the event of an exposure to hazardous materials).

This article establishes paid holidays for bargaining unit members throughout the academic year, including Wintersession and Summer Session. The article also affirms the College’s commitment to providing reasonable accommodations for requests related to religious holidays.

This article confirms the processes and procedures the College will follow with respect to bargaining unit members’ employment records, including where and how employment records will be kept, how they will be revised and/or subject to correction, and for how long employment records will be maintained after employment.

This article sets forth various processes and procedures for bargaining unit members to participate in teaching courses for both Wintersession and Summer Session.

This article affirms the College’s right to assign courses, including times and locations, as well as certain procedures and processes to follow in doing so. The article also addresses how work may be reassigned in the event of a course cancellation.

This article addresses several issues related to BUEs workspaces including, but not limited to, office and kitchenette spaces and access to library resources, technology, and software. The article further addresses when BUEs may be eligible to use shared resources, including but not limited to shared equipment and supplies, shared support and shared spaces.

This article outlines the intellectual property rights of a BUE and largely tracks the College’s current policies.

This article enshrines that bargaining unit members will be eligible to receive any current and/or future work life programs at the same cost and on the same terms and conditions of any other employee.

This article establishes guidelines for the processing of taxes for bargaining unit members.

This article confirms the College will not terminate bargaining unit members in the middle of their appointment term, except in the limited circumstances of: 1) a just cause termination; 2) a voluntary resignation; or 3) a College-wide financial exigency.

This article details certain privileges bargaining unit members will have for the life of the contract, as well as the privileges awarded when bargaining unit members receive emeritus status after retirement.

This article contains several provisions related to “foreign national BUEs,” defined as bargaining unit members who are foreign nationals who require visa sponsorship and/or work authorization to work in the United States. The article addresses, among other things, when and how the College will support visa renewals for foreign national BUEs and the timing and manner of the processing of documentation for foreign national BUEs upon onboarding and during employment.

This article provides mechanisms for bargaining unit members to obtain emergency support in the event they face a financial and/or other crisis while working at the College.

This article enshrines the College’s policy on academic freedom for bargaining unit members.

This article describes the faculty positions at the College which are included, and those that are excluded, from the recognized bargaining unit. The article also recognizes a number of title changes that are being proposed that will be incorporated into the bargaining unit once the full collective bargaining agreement is reached.

This article describes information that the College will regularly provide to the union about bargaining unit members. It also allows the union access to the campus in order to meet its representation obligations to bargaining unit members. Further, it provides for participation of the union in new faculty orientation programs.

The parties agreed on several provisions related to the College’s commitment to maintain a work environment free from discrimination, harassment, abusive conduct, and bullying. This article further addresses the procedures BUEs will follow when filing a grievance under this article, and the ways in which the College is allowed to maintain its own internal investigation procedures. The article further details protections for persons with disabilities and pregnant persons who are seeking accommodations.

The parties agreed that students will be provided with two additional guest passes to encourage student-teacher outings.

The College and Union have agreed in this Article to maintain the status quo regarding bargaining unit members’ opportunities for professional development. This includes things like access to grants, funding, and other programs to which bargaining unit members currently have the ability to apply for and/or receive in order to enhance their teaching.