1. Do departments have to change the way we hire and manage adjunct faculty now that we have a Collective Bargaining Agreement (CBA) with SEIU Local 500, the adjunct faculty union?

    Perhaps.  The CBA sets out the basic rules of engagement for part-time (adjunct) faculty on the Main Campus who are hired on a per-course basis to provide needed instruction in the units of the Main Campus in Washington, DC.   Departments must comply with the terms of the CBA in all respects.  Faculty members who are within the definition of the bargaining unit are subject to the terms of the CBA.  
     

  2. How do we know which faculty members are represented by the union and covered by the CBA?

    Adjunct faculty covered by the CBA include all part-time faculty employed to teach at least one credit-earning class, lesson or lab for the Main Campus in Washington, DC (Article 1.A).

    The following adjunct faculty members are excluded: all employees of the Georgetown University Law Center or the Georgetown University Medical Center (including the School of Medicine and the School of Nursing and Health Studies); all faculty teaching in locations outside of Washington, D.C.; all faculty teaching only on-line courses (regardless of location); all full-time faculty; all graduate students; all lab assistants, graduate assistants, teaching associates, clinical fellows, teaching fellows, teaching assistants, research assistants; all full-time or part-time staff or administrators, whether or not they also have teaching responsibilities; all deans, registrars, and librarians; all volunteers; and managerial employees, office clerical employees, guards, and supervisors as defined in the Act (Article 1.B). 
     

  3. How do we know which faculty members are represented by the union and covered by the CBA?

    Adjunct faculty covered by the CBA include all part-time faculty employed to teach at least one credit-earning class, lesson or lab for the Main Campus in Washington, DC (Article 1.A).

    The following adjunct faculty members are excluded: all employees of the Georgetown University Law Center or the Georgetown University Medical Center (including the School of Medicine and the School of Nursing and Health Studies); all faculty teaching in locations outside of Washington, D.C.; all faculty teaching only on-line courses (regardless of location); all full-time faculty; all graduate students; all lab assistants, graduate assistants, teaching associates, clinical fellows, teaching fellows, teaching assistants, research assistants; all full-time or part-time staff or administrators, whether or not they also have teaching responsibilities; all deans, registrars, and librarians; all volunteers; and managerial employees, office clerical employees, guards, and supervisors as defined in the Act (Artile 1.B).

    Adjunct faculty members who are in the bargaining unit have the option of paying dues and becoming members in good standing of SEIU Local 500.  Adjunct faculty members in the bargaining unit who choose not to do so will be required to pay an “agency fee” to the union, unless they are covered by one of the exceptions in Article 3.B.   Some of these exceptions include adjunct faculty who may be members of federal, state, or DC judiciaries; ambassadors; employees of the IMF or World Bank; retired faculty with emeritus status; and faculty teaching compressed courses of 1-2 months.

    Additionally, faculty who affirm, through a written statement, that payment of an agency fee to the Union will have a material adverse impact on their professional work or employment outside of the University because of an actual, potential, or perceived conflict of interest may also be excluded.  However, such adjunct faculty members shall be required to make contributions in an amount equal to the agency fee to a charitable organization(s) agreed to by the University and the Union in lieu of paying the agency fee to the Union.
     

  4. What is the minimum rate for adjunct faculty members?

    Minimum rates for adjunct faculty who teach a "standard course" are as follows:

    credits per standard course minimum rate effective spring 2015 minimum rate effective fall 2016
    1 or 2 credits $2,500 $2,700
    3 or 4 credits $4,300 $4,700
    5+ credits $5,800 $6,000

    For all other non-standard courses and services, departments may negotiate compensation with the adjunct faculty member on an inidivudal basis and must document the agreement in writing.
     

  5. What is the definition of a "standard course?"

    A standard course is a 15-week course in the fall or spring semester, or a 12-week course in the summer, for which the adjunct faculty member is the instructor of record. A standard course does not include independent study, advising, directed reading, or other individualized instruction.
     

  6. Can departments agree to pay adjuncts more than the minimum required by the contract?

    Yes.  Departments may continue to negotiate compensation with faculty following the standard practice and procedures of the schools and departments, keeping in mind the budget authority, while considering factors like competing offers and market rates across the region.  Departments may not give across the board increases to adjunct faculty who are covered by the CBA because across the board increases are a subject for collective bargaining.   But departments may continue existing pay policies and practices, including the negotiation of compensation rates with individual faculty members as circumstances warrant.  
     

  7. Will adjuncts get raises because of the CBA?

    Some adjunct faculty members will get raises because of the CBA.  Under the terms of the CBA, generally there are increases for the lowest paid and the longest serving adjunct faculty.  Specifically:

    --Effective Spring 2015, if an adjunct faculty member is compensated at a rate of less than $6,000 for a standard 3 or 4 credit course, the adjunct faculty member shall receive the minimum rate above or an increase of $150 to their rate of pay for that course, whichever is greater.

    --Effective Fall 2016, if an adjunct faculty member is compensated at a rate of less than $6,000 for a standard 3 or 4 credit course, the adjunct faculty member shall receive the minimum rate above or an increase of $150 to their rate of pay for that course, whichever is greater.

    --An adjunct faculty member who, as of Spring 2015, has taught at the University for 5 or more years and is entitled to good faith consideration pursuant to Article 4, shall receive a one-time, lump sum bonus of $100 in Spring 2015 or the next semester in which the adjunct faculty member is appointed to teach a course at the University.

    --An adjunct faculty member who, as of Fall 2016, has taught at the University for 5 or more years and is entitled to good faith consideration pursuant to Article 4, shall receive the minimum rate above or an increase of $100 for a standard 3 or 4 credit course, whichever is greater.

    Please refer to for more details on compensation.

    Beyond the increases and bonuses provided by the CBA, departments may negotiate individual compensation rates with adjunct faculty following the standard practice and procedures of the schools and departments, keeping in mind the budget authority, while considering factors like competing offers and market rates across the region.  
     

  8. What materials and resources must the department provide to an adjunct?

    Each department should provide its adjunct faculty with materials and other resources, to the extent available, to facilitate the best educational experience possible for Georgetown’s students.  The CBA does not prescribe the specific materials and resources that must be provided because these may vary from department to department.  Each department should, at a minimum, continue its existing policies and practices.  
     

  9. Are adjuncts entitled to participate in all departmental meetings and activities?

    Adjunct faculty members' participation in these types of meetings and activities will vary depending on the purpose of the meeting or activity ().  Schools, departments, and programs are encouraged to invite adjunct faculty members to participate in meetings and activities when appropriate, but Schools, departments, and programs independently exercise discretion as to who will be invited to meetings and activities.

    As members of the Georgetown academic community, adjunct faculty members may, but are not required to, participate in the academic community in various ways, such as:

    --Participating in University-wide events and activities;
    --Participating in School, department, or program-level meetings, when invited;
    --Advising or mentoring students;
    --Reading dissertations or theses and participating on dissertation or master's thesis committees, when invited; and
    --Participating in public lectures, public talks of job candidates, and other community academic activities.
    --Participating in opportunities, when invited, to provide feedback on curricular issues relevant to courses they teach or have taught.
     

  10. Do adjuncts participate in the evaluation process?

    Student evaluations will be conducted in accordance with University policy (Article 5).  Adjunct faculty members shall cooperate with the appropriate academic administrators to facilitate the student evaluation process.  Student evaluations will be made available to the adjunct faculty member following the end of the semester, once all grades are submitted for the course.  In addition to student evaluations, the adjunct faculty member may request feedback from the University and/or a classroom observation in accordance with other provisions in the CBA, which the University shall consider in evaluating the adjunct faculty member’s performance.
     

  11. Are there rules about payments adjuncts receive when a course is canceled?

    Yes.  Courses can be canceled for a variety of reasons articulated in the CBA (Article 4; Article 19). Some of these include low enrollment or curricular changes. If an adjunct is appointed to teach a standard course and then the department cancels it more than 21 calendar days before the first day of class, no payment is made to the adjunct faculty member. If the department cancels it within 21 days of the start of classes, but before the course begins, then the faculty member will receive a $300 payment. If the department cancels the course after it begins, then the faculty member will receive a pro-rated payment.
     

  12. What happens if an adjunct resigns mid-semester?

    If an adjunct faculty member cannot complete a course during the semester, that faculty member should be paid a pro-rated amount for the period of work completed. If the department hires another adjunct faculty member to teach the rest of the course, that faculty member should also be paid a pro-rated amount.
     

  13. Who owns the syllabi, lecture notes, and presentation materials developed as part of a course taught by an adjunct?

    Adjunct faculty members have the same rights, responsibilities, and protections regarding intellectual property as do all faculty as described in the Faculty Handbook (Article IV.B). 
     

  14. What are the rules for renewing an adjunct?

    Under the CBA, long-serving adjuncts may achieve “good faith consideration” for re-appointment to teach a specific course, as described in .

    Adjunct faculty members who have previously taught a specific course for at least two (2) calendar years and a minimum of four (4) times within a period of four (4) calendar years at the University will receive good faith consideration for appointment to teach the same course if it is offered by the University within one (1) calendar year of the most recent appointment, provided that the University intends for the course to be taught by an adjunct faculty member covered by this Agreement, unless one of the exceptions set forth in the CBA applies.  Good faith consideration does not preclude the University from appointing another faculty member to teach a different course.  
     

  15. How do I know if an adjunct has “good faith consideration” under the CBA?

    The Office of the Provost will notify the department if an adjunct has already achieved good faith consideration for a specific course. In some cases, an adjunct may also indicate to the department that s/he believes that s/he has achieved good faith. Whenever a question arises, please contact the Office of the Provost for guidance. 
     

  16. When does “good faith consideration” go into effect? Is it retroactive?

    Good faith consideration does apply retroactively. This means that some adjunct faculty members may already have met the criteria described in the Collective Bargaining Agreement (Article 4.C) for re-appointment. In these cases, the Office of the Provost will notify the department liaison.
     

  17. A department teaches multiple sections of a course and has more adjuncts who have achieved good faith consideration than sections of the course. How does the department decide who will be offered the course first?

    Departments will be able to make these decisions using their discretion, but should work with the Office of the Provost to develop a re-appointment approach that is consistent and thoughtful and complies with the CBA. In these cases, re-appointment might involve looking at seniority, evaluations, expertise, and other potential criteria. 
     

  18. If an adjunct faculty member achieves good faith consideration for a specific class that is usually taught in a specific semester or term, does that mean the department has to offer the course to that adjunct every semester?

    Not necessarily.  If an adjunct has achieved good faith consideration for a course and typically teaches that course in a specific semester, then the adjunct would, at a minimum, be entitled to good faith consideration (subject to the terms of Article 4.C) if that course is offered in that semester).  There may be other faculty members who have typically taught the same course in other semesters, and the rights and expectations of those other faculty members should be considered in those circumstances.  
     

  19. Who can answer questions that adjunct faculty members might have about the union?

    This is a new environment, and adjunct faculty members will likely have questions about the union. Please refer them to the Collective Bargaining Agreement and to the union (SEIU Local 500) in these cases.   
     

  20. If a department or administrator has questions that have not been answered here, who can help?

    Please leave no question unasked. The University has a team in place to assist you with any questions you might have, including Lisa Krim, Cindy Chance, and Walter Rankin.