Adjunct Faculty Collective Bargaining Agreement

Collective bargaining agreements are lengthy and detailed documents. For convenience, key provisions of the adjunct collective bargaining agreement are outlined below. For the full text of the Agreement, click here.

  • Appointments (Article 11, p. 14)
    • Retains existing semester-by-semester appointment model.
    • After teaching the same course during each of previous four academic years, adjuncts will be given good faith consideration for reappointment, subject to the university’s discretionary determination that reappointment should be denied for various reasons (e.g., availability of more qualified instructor; unsatisfactory performance; cancellation of course; any other articulated change in the academic, fiscal, programmatic or organizational needs of the university).
  • Compensation (Article 12, p. 18)
    • For the nearly 80% of the bargaining unit who already were compensated above minimum levels, the annual increases that many of those adjuncts have customarily received will, for day school adjuncts, be fixed at the average increase for non-adjunct faculty.
    • For the remaining minority of day school adjuncts who previously were not paid above the minimum, gradual increases to the minimum will help provide a greater and desirable degree of parity within the adjunct population.
    • In University College (Washington University’s continuing education/evening program), where more than one-third of the adjunct bargaining unit teach, the traditional increases to the compensation minimum of $100 per 3-credit course will be continued at the same amount.
    • For the substantial majority of University College adjuncts who already were above the minimum, there will in some years be modest increases to the annual raises that have historically been provided ($12, $17, $7 and $0 per credit increases, respectively, over the four years of the Agreement).
  • Benefits (Article 14, p. 22)
    • No change to eligibility for or substance of employee benefits (e.g., health insurance, tuition benefit, retirement savings, Metro pass). Adjuncts will continue, as before, to be eligible for benefits on the same terms and conditions as other part-time benefits-eligible employees.
  • Dues, agency fees and charitable contribution (Article 2, p. 3)
    • Unless exempted, adjuncts must either become dues paying members of the union or pay non-member agency fees to the union.
      • The union has stated that dues initially will be 2.5%.
      • The union has stated that agency fees initially will be 82.55% of regular dues.
    • Adjuncts may obtain an exemption from the dues/fees obligation by submitting a written statement that such payment (a) will, in their reasonable belief, have adverse impact on professional work or employment outside of the university because of an actual, potential or perceived conflict of interest, or (b) is contrary to their sincerely held religious beliefs.
      • If exempt, adjuncts must make a contribution in an amount equal to the agency fee to the United Way of Greater St. Louis or a Washington University need-based scholarship fund.
    • If an adjunct fails to pay the required dues/fees, at the union’s request s/he will not receive additional course assignments.
  • Access to space and services (Article 10, p. 12)
    • The university will continue to provide adjuncts with access to space and services, to the extent available, that the university in its discretion deems necessary to teach assigned courses.
  • Miscellaneous
    • Establishes limited pool of funds for reimbursement of professional development activities that contribute to the improvement of teaching, formalizing existing practices of some schools. (Article 13, p. 21)
    • If course is cancelled within seven days before first scheduled class, adjunct will receive a cancellation fee of $250/credit up to maximum of $750. (Article 11, p. 17)
  • Duration of Agreement (Article 21, p. 30)
    • April 28, 2016 to June 30, 2020