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MURIEL BOWSER
MAYOR
December 18, 2025
The Honorable Phil Mendelson
Chairman
Council of the District of Columbia
John A. Wilson Building
13 50 Pennsylvania A venue, Suite 504
Washington, DC 20004
Dear Chairman Mendelson:
Pursuant to section l 717(i) of the Comprehensive Merit Personnel Act of 1978 ("CMPA"),
effective March 3, 1979, (D.C. Law 2-139; D.C. Official Code § 1-617.l ?(i)), and on
behalf of the University of the District of Columbia ("UDC"), I am pleased to transmit to
the Council of the District of Columbia ("Council") for its consideration and approval the
enclosed collective bargaining agreement ("CBA") between UDC and the Service
Employees International Union (SEIU) Local 500, CtW covering terms and conditions of
employment from October 1, 2025, to September 30, 2028.
The portions of the agreement governing non-compensation matters are being transmitted
to the Council for its information pursuant to section l 715(b) of the CMPA (D.C . Official
Code§ l-617.15(b)).
If you have any questions regarding the enclosed CBA, please contact A vis Marie Russell,
General Counsel of UDC at (202) 339-1082 or avis.russell@udc.edu.
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Chairman Phil Mendelson
at the request of the Mayor
A PROPOSED RESOLUTION
IN THE COUNCIL OF THE DISTRICT OF COLUMBIA
To approve the negotiated compensation matters contained in a collective bargaining agreement
between the University of the District of Columbia and the Service Employees
International Union (SEIU) Local 500, CtW.
RESOLVED, BY THE COUNCIL OF THE DISTRICT OF COLUMBIA, That this
resolution may be cited as the "Collective Bargaining Agreement between the University of the
District of Columbia and the Service Employees International Union (SEIU) Local 500, CtW
Approval Resolution of 2025".
Sec. 2. Pursuant to section 1717(i) of the Comprehensive Merit Personnel Act of 1978,
effective March 3, 1979, (D.C. Law 2-139; D.C. Official Code § 1-617.17 (i), the Council of the
District of Columbia approves the negotiated compensation matters contained in the collective
bargaining agreement between the University of the District of Columbia and the Service
Employees International Union (SEIU) Local 500, CtW, effective October 1, 2025 through
September 30, 2028, which was transmitted by the Mayor to the Council on December---, 2025.
Sec. 3. Fiscal impact statement.
The Council adopts the fiscal impact statement of the Chief Financial Officer as the fiscal
impact statement required by section 4a of the General Legislative Procedures Act of 1973,
approved October 16, 2006 (120 Stat. 2038; D.C. Official Code§ 1-301.47a).
Sec. 4. Transmittal. 34 The Council shall transmit a copy of this resolution, upon its adoption, each to the Mayor, 35 the President of the University of the District of Columbia, and the Chairperson of the Board of 36 Trustees of the University of the District of the Columbia. 37 Sec. 5. Effective date. 38 This resolution shall take effect immediately. 39
Government of the District of Columbia
Office of the Chief Financial Officer
Glen Lee
Chief Financial Officer
1350 Pennsylvania Avenue, NW, Suite 203, Washington, DC 20004 (202)727 -2476
www.cfo.dc.gov
MEMORANDUM
TO: The Honorable Phil Mendelson
Chairman, Council of the District of Columbia
FROM: Glen Lee
Chief Financial Officer
DATE: December 17, 2025
SUBJECT: Fiscal Impact Statement – Collective Bargaining Agreement between
the University of the District of Columbia and the Service Employees
International Union (SEIU) Local 500, CtW Approval Resolution of 2025
REFERENCE: Draft Resolution as provided to the Office of Revenue Analysis on
December 9, 2025
Conclusion
Funds are sufficient in the fiscal year 202 6 through fiscal year 202 9 budget and financial plan to
implement the Resolution. The Resolution will cost the University of the District of Columbia (UDC)
an additional $133,265 in fiscal year 2026, and $546,758 through fiscal year 2029. UDC has set aside
operating funds to cover the cost of the changes.
Background
The Resolution approves the Collective Bargaining Agreement between the University of the District
of Columbia and the Service Employees International Union (SEIU) Local 500, CtW (“Agreement”) for
adjunct faculty members, effective October 1, 2025 through October 30, 2028. The Board of Trustees
of UDC approved the Agreement on November 13, 2025.
The Agreement increases base salary for bargaining unit members to a minimum of $1,200 per credit
in academic year 2025 -2026, $1,260 per credit in academic year 2026-2027. Approximately 15
percent of members earn less than the new minimums and will see an increase in base pay . The
Agreement also provides a 2.5 percent cost of living adjustment in academic year 2026-2027 and
increases a course cancellation fee from $400 to $450 . Lastly, the Agreement provides a time -in-
service bonus (one time) of $500 for members who have taught at least one course in any semester
at the university for five or more consecutive years, $1,000 for 10 consecutive years, or $1,500 for 15
consecutive years.
The Honorable Phil Mendelson
FIS: “Collective Bargaining Agreement between the University of the District of Columbia and the Service
Employees International Union (SEIU) Local 500, CtW Approval Resolution of 2025 ,” Draft Resolution as
provided to the Office of Revenue Analysis on December 9, 2025.
Page 2 of 2
Financial Plan Impact
Funds are sufficient in the fiscal year 2026 through fiscal year 2029 budget and financial plan to
implement the bill. The Agreement will cost an additional $133,265 in fiscal year 2026, and $546,758
through the term of the Agreement. UDC has set aside operating funds to cover the cost of the
changes.
The Agreement’s cost details are in the chart below.
Collective Bargaining Agreement between the University of the District of Columbia
and the Service Employees International Union (SEIU) Local 500, CtW
Approval Resolution of 2025, effective FY26 through FY28
($ in thousands)
FY 2026 FY 2027 FY 2028 FY 2029(c) Total
Increase in Base Pay(a)
$38.4 $63.3 $63.3 $63.3 $228.4
Academic year 2026-2027 Cost
of Living Adjustment (2.5%)(b) $9.7 $74.4 $74.4 $74.4 $232.9
Time in Service Bonus
(one-time) (d)
$85.0 $0.0 $0.0 $0.0 $85.0
Course Cancelation Fee
Increase(e) 0.1 0.1 0.1 0.1 0.4
Total costs of the agreement
$133.3 $137.8 $137.8 $137.8 $546.8
Table Notes:
(a) Increase in base pay includes increased per unit cost to $1,200 in academic year 2026 (which will be
paid out in fiscal year 2026), and to $1,260 in academic year 2027 . Because the academic year begins
earlier than the fiscal year, approx. six weeks of the academic year 2027 base pay increase is paid in
fiscal year 2026.
(b) Because the academic year begins earlier than the fiscal year, approx. six weeks of the academic year
2027 cost of living increase is paid in fiscal year 2026.
(c) The Agreement is only effective through fiscal year 2028 , however we assume the fiscal year 2028
compensation is maintained in fiscal year 2029.
(d) Approximately 99 members are eligible for the bonus, 56 at $500, 27 at $1,000 and 16 at $1,500 .
(e) Estimated 2 cancellations per year will result in the additional $50 fee.
Office of the General Counsel
4200 Connecticut Avenue NW, Bldg. 39, Room 301-R | Washington, DC 20008 | 202.274.5400 fax: 202-274-5320 | www.udc.edu
CERTIFICATE
To: The Honorable Phil Mendelson
Chairman
Council of the District of Columbia
1350 Pennsylvania Avenue, NW
Washington, DC 20004
From: Avis Marie Russell
General Counsel
Re: Legal Sufficiency Certification – Collective Bargaining Agreement between the
University of the District of Columbia and the Service Employees International
Union (SEIU) Local 500, CtW
Date: November 19, 2025
This is to certify that this O ffice has reviewed the above- referenced Collective Bargaining
Agreement and that we have found such Agreement to be legally sufficient subject to
submission of any required materials and Council approval.
If you have any questions, please do not hesitate to contact me at (202) 274-5604.
By: ___________________________
Avis Marie Russell
General Counsel
University of the District of Columbia
FY2026 SEIU Contract University of the District of Columbia
BOARD OF TRUSTEES
UNIVERSITY OF THE DISTRICT OF
COLUMBIA UDC RESOLUTION NO. 2025 - 44
SUBJECT: APPROVAL OF THE COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE UNIVERSITY OF THE DISTRICT OF COLUMBIA AND
THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 500, CTW
WHEREAS, District of Columbia law (D.C. Official Code §1-617.15(a)) provides for the Board of
Trustees of the University of the District of Columbia to approve collective bargaining agreements for
the University; and
WHEREAS, the University of the District of Columbia administration and the Service Employees
International Union Local 500, CtW (“SEIU”) have negotiated a new Collective Bargaining
Agreement (“CBA”) designed to cover terms and conditions of employment for members o f the
bargaining unit from October 1, 2025 until midnight, September 30, 2028 (attached here as Appendix
A); and
WHEREAS, SEIU membership ratified the CBA in September 2025; and
WHEREAS, the Board of Trustees has reviewed the proposed agreement and considers that it
represents a fair and reasonable resolution of both bargaining unit rights and management prerogatives;
and
WHEREAS, the Board of Trustees, having consulted with the President of the University and his
negotiating team, finds that it is in the best interest of the University that the proposed agreement be
approved as the Collective Bargaining Agreement Between the University of the District of Columbia
and SEIU.
NOW THEREFORE, BE IT RESOLVED that the Board of Trustees hereby accepts the
recommendation of the President and hereby approves the Collective Bargaining Agreement Between
the University of the District of Columbia and SEIU.
Submitted by the Operations Committee November 13, 2025
Submitted by the Audit, Budget & Finance Committee November 13, 2025
Approved by Board of Trustees: November 13, 2025
Warner H. Session,
Chairperson of the Board
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE UNIVERSITY OF THE DISTRICT OF COLUMBIA
AND
SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) LOCAL 500, CtW
Agreement Subject to Ratification by Board of Trustees and Approval
by the Council of the District of Columbia and Mayor
TABLE OF CONTENTS
Article 1 - Recognition and Bargaining Unit Description 1
Article 2 - Bargaining Unit Information 1
Article 3 - Union Rights 2
Article 4 - Union Dues, Authorization 2
Article 5 - Procedures Regarding Development of Handbook 3
Article 6 - Communications Regarding Assignments 3
Article 7 - Evaluations
4
Article 8 - Access to Services - Department Support 4
Article 9 - Joint Labor-Management Collaboration Committee 6
Article 10 - Academic Freedom
6
Article 11 - Communication and Access to the Academic Community 6
Article 12 - Non-discrimination 7
Article 13 - Health and Safety 8
Article 14 – Payday
8
Article 15 - Compensation 8
Article 16 - Professional Development Fund 9
Article 17 - Management Rights 9
Article 18 - Grievance Procedure and Arbitration 10
Article 19 - No Strikes No Lockouts 12
Article 20 - Savings Clause 13
Article 21 - Duration
13
Article 22 - Entire Agreement 14
AGREEMENT
This Agreement is entered into this __________day of ____________ 2025 by and between
The University of the District of Columbia (hereinafter referred to as "UDC", the
"University", or the "Employer") and Service Employees International Union Local 500,
CtW (hereinafter referred to as the "Union").
Article 1 - Recognition and Bargaining Unit Description
A. Pursuant to the Certification of Representative issued by the Government of the District
of Columbia Public Employees Board, PERB Case No. 13-RC-06, the Employer hereby
recognizes the Union as the sole and exclusive collective bargaining representative of all
adjunct faculty paid by the course, employed by the University of the District of
Columbia.
B. Excluding: all other employees, including all employees in positions within other
collective bargaining units; all full-time faculty; all employees of the David A. Clarke
School of Law including adjunct faculty of the law school; visiting faculty, full-time
employees, graduate students, lab assistants, graduate assistants, teaching associates,
clinical fellows, teaching fellows, teaching assistants, research assistants, librarians,
registrars, volunteers, and degree seeking students of the University including those with
adjunct appointments, administrators and other employees whose primary position is not
teaching but may have teaching responsibilities and may be classified by the University
as adjuncts when they teach, office clerical employees, guards, and security personnel,
managerial and supervisory employees.
Article 2 – Bargaining Unit Information
A. The Employer shall provide to the Union a preliminary list of all adjunct faculty members
covered by this Agreement on September 30 and January 31 of each year for the Fall and
Spring semesters, respectively and two weeks following the beginning of each Summer
session.
B. This list will include the following information: name, mailing address, phone number,
UDC email, and the semester the adjunct faculty member first taught at UDC (if the
information is available on the human resources information system). For each adjunct
faculty member on the list the Employer will list the following information for each
course:
• All courses taught by the adjunct faculty member during the semester
• Employee I.D.
• Course title and number
• The date the course begins and ends
• Department/program
• Number of credits
• Salary
Article 3 - Union Rights
A. The representatives of the Union shall have reasonable access to the Employer's academic
facilities for the transaction of necessary Union business relating to this Agreement so
long as normal business and classroom activities are not disrupted or attempted to be
disrupted.
B. The Union shall have access to meeting space on campus, subject to the same procedures
as other campus organizations and the University's ability, within its reasonable
discretion, to make such space available.
C. The Union shall notify the University of its officers and any adjunct faculty member
representatives.
Article 4 - Union Dues, Authorization
A. Employees may authorize union dues deductions directly through the District
Government's automated PeopleSoft system. The University shall make a good faith
effort to implement the automated system within the first year of this contract and, over
time, seek to add enhanced features, including but not limited to initiation fees and
political action contributions (PAC).
B. Deducted dues will be remitted to the Union in accordance with the payroll schedules
established by the District Government, Office of Pay and Retirement Services.
C. Once the automated system has been implemented, the University agrees to facilitate
resolution of any errors upon notice by the Union.
Article 5 - Procedures Regarding Development of Handbook
The Joint Labor Management Collaboration Committee shall review existing Adjunct
Handbooks and make recommendations for one standardized handbook for all University
Adjunct Faculty members. Such recommendations shall be made to the Chief Academic
Officer, and nothing contained in the handbook shall infringe upon or compromise the
University's total discretion in the hiring, appointment or evaluation of adjunct faculty.
Furthermore, to the extent that the Committee's recommendations include subjects within the
University's Management Rights, the University reserves the right to institute such handbook
provisions without bargaining with the Union.
Article 6 - Communications Regarding Assignments
A In general, each adjunct faculty member is hired solely for a semester; however, the
University may, at its discretion, hire adjunct faculty for a full academic year. The
University shall exclusively determine whether to hire a person as an adjunct faculty
member without regard to whether that adjunct faculty member had been previously
employed as an adjunct faculty member in any capacity with the University. This right to
hire shall be exclusive to the University and not subject to the grievance procedure.
B. Should the University hire a faculty member, said member shall be notified in writing of
its determination, along with the specifics of the assignment, including any specific
requirements and/or expectations upon which the faculty member shall be evaluated.
C. The department chair shall agree to meet with the faculty member at his or her request, in
advance of the first session of the class, to provide needed clarification of the
expectations of teaching established by the University.
D. When an adjunct faculty member has been assigned a course, UDC shall promptly assign
their name to that course in the UDC online schedule of courses in the manner in which
the University normally communicates such information.
E. If an adjunct faculty member's assigned course or assignment is cancelled, the department
shall promptly notify the adjunct faculty of the change.
F. The Employer is committed to continuing its practice of recognizing well qualified
adjunct faculty who have taught successfully at UDC. The parties have a shared interest
in a robust evaluation system that can be used to identify such well qualified adjunct
faculty. Once the evaluation system has been established and implemented, the parties
agree to collaborate through the Joint Labor Management Collaboration Committee to
develop recommendations for the Chief Academic Officer to retain excellent adjunct
faculty.
Article 7 - Evaluations
A. The purpose of evaluations is to support excellence in teaching and adherence to
academic and professional standards. Adjunct faculty members will be evaluated in a
manner consistent with the standards and expectations of the University.
B. Student Course Evaluations
1. Course evaluations are made available to students for their input on all courses at
UDC. Adjunct faculty members shall cooperate with the appropriate academic
administrators, as needed, to facilitate the student evaluation process.
2. Student course evaluations will be made available to the adjunct faculty member
through the University’s normal distribution process from OPIE to the
Colleges/Schools or through the electronic system wherein the evaluations are
stored.
3. In addition to student evaluations, the adjunct faculty members may request
feedback from the University based on classroom observation in accordance with
paragraphs C and D below.
C. Classroom Observations. The University may observe teaching performance at any time,
whether requested by the faculty member or independently. An adjunct faculty member
will normally be provided advance notice of such an observation, but the University
reserved the right to conduct classroom observations at any time, without prior
notification. The adjunct faculty member will receive written feedback on the observation
no later than two weeks after the date of observation. Following receipt of the written
classroom observation report, an adjunct faculty member may request to meet with the
classroom observer and/or leadership from the School/College, department, or program
to discuss or seek clarification about the feedback. A meeting requested by the adjunct
faculty member shall be completed within two weeks of the date of the request.
D. Classroom observation reports are for informational and developmental purposes and
shall not be subject to grievance.
Article 8 - Access to Services - Department Support
A. Adjunct faculty members must attend mandatory orientations (new employee and
department/division), which will prepare them to perform their jobs. The new employee
orientation will cover administrative matters pertaining to University employment.
Department/Division orientations will include information regarding academic priorities
and updates on policies and procedures.
1. Adjunct Faculty members attending Department/Division orientation shall receive
a stipend of $100.00 for their attendance, and that payment will be included in the
adjunct faculty member's regular payroll check.
2. Adjunct Faculty members and the Union will be given adequate notice of the time
and location of orientation.
3. The University shall make a reasonable effort to accommodate adjunct faculty
members who are unable to attend Department/Division orientations.
B. Department/Divisions shall make available to adjunct faculty members all pertinent
information about (I) teaching assignment(s), (2) information about updates to the
Handbook for Adjuncts (3) general academic policies and priorities, and (4)
Department/Division specific guidelines and procedures.
C. The University shall establish and make available to all adjuncts, the procedures to
request funds for classroom experiences at the start of each academic year.
D. When adjunct faculty are assigned to teach courses that require specialized supplies,
software, and/or equipment, the Department/Division Chair may request additional
support from the Dean on behalf of the adjunct. Such courses shall be identified in the
curriculum and approval for any additional support requested will be solely determined
by the Dean based on available resources.
E. The University will make a good faith effort to ensure that adjunct faculty have access to
university facilities after hours that are necessary for instruction (for example, copy
machines, printers, and paper). At the start of the 2024 Fall semester, the University will
have established procedures to ensure that adjunct faculty have regular access to
necessary facilities and equipment for instruction after hours.
F. Each adjunct faculty member will be assigned a UDC email at the time of the initial
teaching appointment. It is the University's policy that all adjunct faculty use the
University-assigned email address for all official communications and matters pertaining
to the courses and students they have been assigned to teach. The UDC email is the
official record for all University business.
G. The University shall make good faith efforts to have space available for adjunct faculty
members to prepare for class and meet with students.
H. Adjunct faculty members shall have access to research databases, online services, library
services, and other applicable University resources during current teaching appointments.
Article 9 - Joint Labor-Management Collaboration Committee
A. The University and the Union are committed to a collaborative relationship that fosters
effective ongoing communication and addresses issues and concerns with solutions that
are in the best interest of the parties. To that end, the parties agree to the creation of a
Joint Labor-Management Collaboration Committee.
B. The Joint Labor-Management Collaboration Committee shall consist of no more than five
(5) representatives designated by the Union and five (5) representatives designated by the
University.
C. The Joint Labor-Management Collaboration Committee shall consider and make
recommendations on matters of general importance to the adjunct faculty and/or UDC.
D. The Joint Labor-Management Collaboration Committee shall meet once per semester,
including summer, for a total of three (3) times per academic year. Designated
representatives of the Union and UDC will suggest agenda items one (1) week prior to
each meeting. The parties will designate their own representatives to the committee.
Article 10 - Academic Freedom
Subject to the terms of this Agreement, adjunct faculty members shall be covered by the
University's academic freedom policy.
Article 11 - Communication and Access to the Academic Community
A. Adjunct faculty members will follow UDC's policy on plagiarism, academic integrity,
and the Student Code of Conduct, and will be supported and assisted in holding students
accountable under those policies.
B. The University shall make a good faith effort to notify adjunct faculty members about
respective Colleges/Schools and Academic Departments/Divisions meetings. Each
adjunct faculty member will be assigned a UDC email at the time of the initial teaching
appointment. It is the University's policy that all adjunct faculty use the University-
assigned email address for all official communications and matters pertaining to the
courses and students they have been assigned to teach. The UDC email is the official
record for all University business.
C. The University shall regularly communicate with adjunct faculty on issues that involve
adjunct faculty, such as policies and procedures and subjects relating to Academic
matters.
D. From time to time, Academic Departments/Divisions may encourage input and feedback
regarding curriculum from adjunct faculty.
E. When appropriate, adjunct faculty members may apply to participate in grants, Study
Abroad programs and other such opportunities where available, and the Academic
Departments/Divisions shall make a good faith effort to notify adjunct faculty members
when such opportunities present themselves.
Article 12 - Non-discrimination
A. The Employer and the Union both recognize their responsibilities under Federal, State,
and District of Columbia laws, and University policy pertaining to discrimination in
employment and a prohibition against sexual harassment in the workplace. Accordingly,
both parties reaffirm by this Agreement a commitment not to discriminate against any
person or persons because of a protected class status under Federal and/or District of
Columbia laws. The parties agree that complaints regarding any and all of these subjects
must be presented to the University's EEO Officer and/or to an appropriate governmental
Agency and are, therefore, not subject to the grievance procedure contained in this
Agreement.
B. Protected class status under District of Columbia law is extended to persons on the
following basis: race, color, religion, national origin, sex, age, marital status, personal
appearance, sexual orientation, gender identity or expression, familial status, family
responsibilities, physical disability, source of income and place of residence or business,
matriculation, or political affiliation.
C. The University and the Union shall not discriminate against any adjunct faculty member
on the basis of his or her protected Union activities or on the basis of his or her statutory
right not to engage in such activities.
Article 13 - Health and Safety
The University and the Union are committed to providing a healthy and safe working
environment for all adjunct faculty members.
Article 14 - Payday
Adjunct faculty shall be paid once a month during the Fall and Spring semesters and twice a
month during the Summer sessions. During the first year of this Agreement, the University
shall make a good faith effort to develop an internal capacity to pay adjunct faculty members
on a twice a month basis during the Fall and Spring semesters.
Article 15 - Compensation
A. The base salary in AY 2025-2026 will be $1,200 per credit.
B. The base salary in AY 2026-2027 will be $1260 per credit. Adjunct faculty members will
receive a cost of living adjustment (COLA) of 2.5% in AY 2026-2027.
C. The base salary in AY 2027-2028 will be $1,260 per credit. The University and Union
agree to meet in the second year of this contract, not later than Sep 10, 2026, to discuss
the University’s capacity to support a possible COLA in AY2027-2028 and, if feasible, to
negotiate a contract amendment to that end.
D. Time-in-Service Bonuses: Adjuncts who have taught at least one course in any semester
at the University for five (5) consecutive years, including AY2024-2025, shall receive a
one-time lump-sum bonus of $500 at the start of FY2026. Adjuncts who have taught at
least one course in any semester at the University for ten (10) consecutive years,
including AY2024-2025, shall receive a one-time lump-sum bonus of $1,000 at the start
of FY2026. Adjuncts who have taught at least one course in any semester at the
University for fifteen (15) consecutive years, including AY2024-2025, shall receive a
one-time lump-sum bonus of $1,500 at the start of FY2026. Full-time employees of UDC
are not eligible for this bonus compensation. The time-in-service bonus will be paid as
soon as possible but no later than sixty (60) calendar days after approval of the contract
by the Council of the District of Columbia. This article is not subject to grievance.
E. Course Cancellation Fee: If a course an adjunct faculty member is appointed to teach is
canceled for any reason less than ten (10) days before the date of the first class, the
University shall pay the adjunct faculty member a course cancellation fee of $450. If a
course an adjunct faculty member is appointed to teach is canceled within twenty-one
(21) days after the date of the first class, the University shall compensate the adjunct
faculty member on a pro-rata basis for the classes taught before cancellation.
F. Course Development Fee: Should the University request that a faculty member develop a
new for-credit course (face-to-face, hybrid, or online) and the course is approved by the
University, the faculty member shall receive a course development fee of $1,500. Such a
request by the University must be approved by the Dean and submitted for final approval
by the Chief Academic Officer. This provision does not apply to the development of
Quality Matters (QM) certified online versions of existing courses; however, it does
apply to new for-credit courses that are developed specifically for online delivery and
submitted for QM certification. An adjunct faculty member who has been approved by
the Dean and subsequently by the Chief Academic Officer to develop a new for-credit
online course shall be authorized for the course development fee when the course has
achieved official QM certification from Quality Matters (qualitymatters.org).
G. The Joint Labor-Management Collaboration Committee will meet to make
recommendations to University Management on movement through approved salary tiers
based on an established evaluation process.
H. Adjunct faculty who are members of SEIU Local 500 may purchase parking at a twenty
percent (20%) reduction of the University parking rate each semester and the summer
term by the date established by the University.
Article 16 - Professional Development Fund
A. The University shall establish a professional development fund for adjunct faculty. The
professional development fund will be available to adjuncts through a competitive
application submission process. The fund will provide support to those activities that
serve to enhance teaching excellence and that can demonstrate a direct relationship to,
and impact on, the adjunct’s teaching at UDC, including positive impact on students’
professional development and/or achievement of learning outcomes. The Chief Academic
Officer will be responsible for oversight, administration, and authorizing approva1s for
this fund. The Chief Academic Officer may periodically consult with the Joint Labor
Management Collaboration Committee for feedback about the professional development
fund.
B. The fund shall total $25,000 in each fiscal year of this agreement. Adjunct faculty
members who are approved by the Dean shall be eligible for reimbursements up to
$1,000 towards professional development activities as specified in paragraph A above.
Article 17 - Management Rights
A. All rights, functions, and prerogatives of management, whether written or unwritten,
which have not been modified or restricted by an express written provision of this
Agreement, are retained by the University and may be exercised by the University in its
sole discretion. These rights of management shall include, but not be limited to, the right
to establish, plan, direct and control the University's mission, programs, objectives,
activities, resources, and priorities; to establish and administer procedures; rules and
regulations, and direct and control University operations; to alter, extend or discontinue
existing equipment, facilities, and location of operations; to determine or modify the
number, qualifications, scheduling, responsibilities and assignment of adjunct faculty
members; to establish, maintain, modify or enforce standards of performance, conduct,
order and safety; to evaluate, determine the content of the evaluations, and determine the
processes and criteria by which adjunct faculty members' performance is evaluated; to
establish and require adjunct faculty members to observe University rules and
regulations; to discipline or dismiss adjunct faculty members during the contract term for
just cause; to establish or modify the academic calendars, including holidays and holiday
scheduling; to assign work locations; to schedule hours of work; to recruit, hire or
transfer; to determine how and when and by whom instruction is delivered; to determine
who is taught, what is taught, how it is taught, and who does the teaching; to determine
all matters relating to adjunct faculty hiring and retention and student admissions; to
introduce new methods of instruction; to subcontract all or any portion of any operations;
and to exercise sole authority on all decisions involving academic matters. Management,
in not exercising any function hereby reserved to it in this Article or in exercising any
such function in a particular way, will not be deemed to have waived its right to exercise
such function or preclude Management from exercising the same in some other way. No
action taken by the University with respect to a management or academic right shall be
subject to the grievance procedure or collateral suit unless the exercise thereof violates an
express written provision of this Agreement.
B. To the extent not fully articulated above, the University shall also retain all rights
reserved for Management that are contained within the D.C. Code l-617.08(a).
C. The University shall retain the exclusive authority to establish the term of all adjunct
faculty contracts and to renew or not renew such contracts and that, therefore, such
renewal or nonrenewal of such contracts shall neither be deemed to be discipline as
referenced above in Paragraph A nor subject to the grievance procedures and arbitration
within this collective bargaining agreement.
D. No action taken by the University with respect to a management right shall be subject to
the grievance or arbitration procedure or collateral suit unless the exercise thereof
violates an express written provision of this Agreement.
Article 18 - Grievance Procedure and Arbitration
A. The parties recognize and endorse the importance of establishing a prompt, fair and
efficient mechanism for the orderly resolution of grievances and agree to use their best
efforts to encourage the prompt settlement of such grievances. It is understood that
nothing in this grievance procedure shall limit the existing right of an adjunct faculty
member to communicate directly with University Management without going through
this procedure.
B. A grievance is an allegation by an employee, group of employees where the alleged
violation involves more than one employee on the same issue, and/or the Union that the
University has violated an express provision of this Agreement.
C. The grievance procedure shall operate as follows:
1. Any grievance shall be presented no later than (10) ten calendar days after the
event in question occurred or if not known, presented within (10) ten calendar
days from the date, when, with the exercise of reasonable diligence, it should have
become known. The grievance shall set forth in writing in plain language the
action complained of, the specific provision(s) of this Agreement that were
allegedly violated, and the proposed remedy. The grievance shall be presented to
the
Department Chair, Program Director, or Division Chair as the case may be where
the conduct took place. The University shall have seven (7) calendar days to
respond to the grievance.
2. If the matter is not resolved at the First Step, then no later than seven (7) calendar
days from the expiration date of the First Step, the Union shall present the
grievance to the next level of Management authority, namely the Dean of the
College or School. The Dean or Program Director or Division Chair shall have
seven (7) calendar days to respond to the grievance.
3. If the matter is not resolved at the Second Step, then no later than five (5) calendar
days from the expiration date of the Second Step, the grievance shall then be
presented by the Union to the Vice President of Human Resources as the Third
Step. The Vice President of Human Resources shall have ten (10) calendar days to
respond to the grievance. If the meeting is not held within fifteen (15) calendar
days following the date the grievance was presented to the Vice President of
Human Resources, the
University shall have the discretion to respond to the grievance.
4. If the grievance is not resolved at the Third Step, The Union shall then have (10)
ten
calendar days from the conclusion of Step 3 to provide notice to the University of
its intent to submit the matter to Arbitration. The University and the Union agree
to maintain at all times, a panel of three (3) named arbitrators, one (1) of whom
shall be appointed to hear each grievance that is appealed to arbitration. Rotation
of arbitration cases among such arbitrators shall be in alphabetical order by the
arbitrator's last name. As of the effective date of this agreement, the University
and the Union have selected Joan Parker, Sean Rogers and Joseph Sharnoff as
members of said panel. If one such arbitrator is no longer available to serve, the
University and the Union shall immediately name a replacement arbitrator. The
replacement arbitrator shall assume the order in the rotation held by the arbitrator
that he or she is replacing. Except in the case of the voluntary resignation of a
named arbitrator, no arbitrator may be removed by the University or the Union,
except by mutual agreement of the University and the Union, or for cause. If the
University or the Union appeals the decision and award of an arbitrator to a court
of appropriate jurisdiction, that arbitrator shall be suspended from appointments
under this agreement pending such appeal and shall be removed if the decision
and award is not upheld in full.
5. The decision of the Arbitrator shall be final and binding as to the parties to this
Agreement and the grievant. Provided, however, that the Arbitrator shall have no
authority to add to, subtract from, or to change any of the terms of this
Agreement.
6. Each party shall bear its own expenses in preparing and presenting its own case.
The cost of the Arbitrator's services, the transcript of the arbitration, and any other
expenses incidental to the Arbitration shall be borne equally by both parties.
7. When determining whether a time limitation reference above has been exceeded,
the day the event occurred or the last day when such act could have been taken
shall not be counted and the time determination shall commence on the next day.
The failure of the University to respond within the time limits of Steps 1, 2, and 3,
shall be deemed a denial of the grievance. Otherwise strict adherence to the time
limits set forth herein shall be adhered to and, therefore, unless a waiver of such
time limits is mutually agreed to, the failure to meet any of the time limits set
forth herein shall result in the dismissal of the grievance. Provided further that the
failure to invoke this time is of the essence provision on one occasion by the
University shall not bar the University from invoking it on another occasion.
Article 19 - No Strikes No Lockouts
Consistent with the District of Columbia law, the Union shall neither strike nor engage in any
other form of work stoppage including a slowdown, or picketing which physically interferes
with the university's operations. In the event of any kind of such strike, work stoppage,
slowdown, picketing, or any other interference with the University's operations, it shall
affirmatively take all reasonable action to immediately put a halt to such conduct and the
University reserves the right to take disciplinary action in any and all such instances.
Consistent with the District of Columbia law, the University shall not lock out any bargaining
unit employee.
Article 20 - Savings Clause
A. In the event any article, section or portion of this Agreement is held to be invalid and
unenforceable by reason of any existing or subsequently enacted law or by decree of any
court or other authority of competent jurisdiction, such decision shall apply only to the
specific article, section, or portion thereof specified in the decision; and upon issuance of
such law or decision, the University and the Union agree to immediately negotiate a
substitute for the invalidated article, section or portion thereof to the extent possible.
B. The terms of this Agreement supersede any conflicting University and/or District
Personnel Manual (DPM) regulations concerning non-compensation or compensation
matters covered herein for the term of this Agreement.
Article 21 - Duration
Upon ratification by the Union and the Board of Trustees of the University and thereafter
approval by the Council of the District of Columbia, this Agreement shall be in full force and
effect as of October 1, 2025 until midnight, September 30, 2028. And from year to year
thereafter unless either party notifies the other party in writing by Certified Mail, return
receipt requested, or by electronic mail properly addressed to the addressee during the period
from 120 days to 90 days prior to the first day of the fiscal year for the purposes of
negotiating an agreement for the subsequent fiscal year.
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