Policies and Procedures
Annual Performance Reviews
Article 33 of the CBA requires each bargaining-unit faculty member to have an annual performance review. Individual colleges and units may devise their own policies and procedures for conducting such reviews, provided those reviews conform to the June 1, 1994 UC policy on the subject. Among its requirements is the preparation of a written summary of the review, which will be put in the faculty member’s personnel file.
The AAUP has also produced a very helpful best practices on the subject:
Faculty compensation is governed by the Collective Bargaining Agreement (CBA) between UC and the AAUP.
Article 13 of the CBA provides for additional pay for teaching an overload “only in emergency situations.” The same contract article also establishes the overload pay rates.
Article 10 of the CBA has four forms of contractually mandated compensation. All three years of the contract have across-the-board, merit, compression components, and regional faculty adjustment, each of which increases the permanent base salaries of faculty.
The Provost may award salary increases under Article 15 of the CBA in order to address an inequity, to reward outstanding performance, or to meet a bona fide offer from a comparable institution.
An application for an increase must begin in the academic unit and should proceed to the Dean and then to the Vice Provost for Academic Personnel. All applications must include the faculty member’s current vita, a rationale for the increase, and supporting data. In equity cases, the supporting data must include current salaries of other faculty in the same discipline who have comparable rank, years in rank, and years at UC.
Article 14 of the CBA establishes a range of stipends to be awarded by deans to academic unit heads.
Article 14 of the CBA also establishes summer pay for academic unit heads.
Conflicts of interest and/or conflicts of commitment can arise from a variety of sources: employment outside the university, financial interests in companies doing business with the university, personal relationships, employment of students, even volunteer activities. Several rules and policies govern the avoidance or management of such conflicts.
A standing committee on conflicts of interest provides guidance in the management of potential conflicts, and ensures that relationships between the university, its employees and outside entities have been examined and will be conducted in a manner consistent with institutional guidelines and applicable law.
Human Resources provides employees with disability and workplace accommodation services to assist those experiencing medical impairment that restricts their capacity to safely continue working or to safely return to work.
The University prohibits conduct that has the purpose or effect of interfering with an individual’s work or academic performance or of creating an intimidating, hostile, or offensive work or learning environment for an individual. Discriminatory harassment is based on the targeted individual’s race, color, religion, national origin, sex, sexual orientation, status as a disabled veteran or veteran of the Vietnam era, or age. The University assists victims of discriminatory harassment. See the full policy at:
Faculty Development funds can be found under Article 24 of the CBA
The Collective Bargaining Agreement between UC and AAUP provides for three types of grievances:
1. Those under Article 7, brought by a faculty member against those responsible for RPT reviews, claiming procedural violations.
2. Those under Article 8, generally brought by a faculty member against an administrator, for alleged violations of CBA requirements or of university rules.
3. Those under Article 9, challenging proposed discipline of a faculty member.
For assistance with the filing of a grievance, faculty in the bargaining unit should contact the AAUP.
The CBA provides for several kinds of leave for bargaining-unit faculty: academic leave, leave under the Family Medical Leave Act (FMLA), child-rearing leave, sick leave—including leave for maternity, personal leave, professional leave, military leave, and special leave.
Calendar. Generally, applications for academic leave must be submitted at the unit level by November 1. The Provost generally notifies the faculty of leave approvals or denials by March 31. Please see Provostal Calendar under "C" above.
The Board of Trustees may grant an academic leave on the recommendation of the President. Only full-time bargaining-unit faculty are eligible for academic leave.
Family Medical Leave Act (FMLA)
FMLA is federal legislation that entitles eligible employees to take unpaid leave from work to respond to “qualifying events” affecting the employee and/or the employee’s family members. FMLA leave is sometimes paired with other forms of leave, especially sick and/or child-rearing leave, to enable the employee to possibly have paid leave. For details, see
(for short term sick leave please see below)
A faculty member may apply for a leave for a period up to one year for purposes of child-rearing. See Article 19 of the CBA and below updated policy for details.
A faculty member may apply for a leave for a period up to one year for personal purposes. See Article 19 of the CBA for details.
A faculty member may apply for a leave for a period from one semester to one full academic year for the purpose of pursuing professional opportunities outside UC employment. With approval the leave may be renewed for a second year. Professional leave is unpaid, but the faculty member receives all benefits, except retirement, to which he/she would have been entitled if not on leave. See Article 26 of the CBA for details.
Bargaining-unit faculty accrue sick leave at the rate of 15 days per year pro-rated each month. Faculty may not accrue more than 300 days of sick leave. The terms of using sick leave are governed by Article 17 of the CBA.
The University may grant special leave under Article 20 of the CBA with duration, pay, and other terms to be determined by the Provost.
The University complies with the Ohio Public Records Act, which requires that public records be made available to the general public upon request. All such requests must be made through the Office of General Counsel. See the policy at:
Per Article 18.1 of the CBA between the University of Cincinnati and the AAUP, “Any Bargaining Unit member electing to take retirement under a retirement system identified in 18.2 of this Agreement, should give the Dean or appropriate administrator and University Benefits Division six months’ notice, in writing, of the anticipated date of retirement. Within ten (10) days after receipt of the notice, the Dean or appropriate administrator shall notify the Bargaining Unit member…” Please utilize the templates below accordingly.
Faculty searches are subject to certain guidelines that promote the goal of ensuring a diverse applicant pool and a fair and non-discriminatory hiring process.
Note that faculty searches may not begin until a position has been approved. See Appointments under "A" above.
Article 11 of the CBA governs tuition remission benefits for bargaining-unit faculty. Those benefits are comparable to those for other full-time UC employees and are summarized at:
Employees seeking exceptions to tuition-remission ceilings must use the following process:
In 1994, the University established a general workload policy within which each college operates:
Otherwise, workload is determined by the college or, in some cases, by the academic unit. Workload is not part of collective bargaining and is the not covered by the CBA.