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Reassigned time is usually connected with some purpose. The manner in which it is reassigned should reflect that purpose. If there is no such designated purpose then there might be more flexibility in the scheduling.
If the reassigned time is, for example, to support research, as is the 24 hours for all new hires, then the manner of scheduling the reassigned time should support the individual faculty member's research plan and schedule. It should not be assigned solely for the convenience of the department chairpersons. The faculty member who needs a day in the lab or in the library or at a research site should have classes so assigned to support that research activity. Likewise the amount of the 24 reassigned hours.
A faculty member might want to take it evenly spread out across several semesters or to take more of it in one or two semesters. Again the reason is to permit the faculty member to do the research for which the time is provided. The faculty member would submit a written request including the following: a description of the research plan and activities, and the requested scheduling of the reassigned time and classes. If the department chairperson is resistant to scheduling according to the purpose for which it is given, as the contract provides, then there is a basis for at least a conversation between the chairperson and the Grievance Counselor/Officer.
From: University Communication 8-06 from Vice Chancellor Brenda Malone to all CUNY Presidents regarding implementation of the 2002-2007 PSC/CNY Collective Bargaining Agreement
C. Scheduling of Reassigned Time
Eligible untenured assistant professors, untenured associate professors and untenured professors must be granted the reassigned time provided under the agreement. Furthermore, the untenured faculty member may not waive his/her rights to this reassigned time. The college may schedule all of the reassigned time in one semester or in one academic year or may allocate the hours in some other fashion. In making the decision as to how to allocate the hours, the Department Chairperson should give full consideration to the wishes of the individual faculty member, the nature of the work that individual proposes to perform during the reassigned time, and the instructional needs of the department. Of course, the President bears ultimate responsibility for ensuring that this reassigned time is administered appropriately.
If the reassigned time granted to an untenured assistant professor, untenured associate professor or untenured professor results in that faculty member having no teaching responsibilities during a semester or an academic year, the faculty member is nonetheless in active status and not on leave. Such a semester or an academic year, in which the faculty member is granted full reassigned time, is counted as service toward the achievement of tenure.
The primary purpose of the reassigned time provided under the agreement is to facilitate scholarly research, writing, and/or creative works that are required for the achievement of tenure at The City University of New York. Department Chairpersons are expected to provide guidance to untenured faculty members in their departments regarding progress toward meeting the scholarly requirements for tenure and discussion of the use of this reassigned time should be part of that ongoing dialogue throughout the year and in the annual evaluations conference..
CUNY University Policy regarding reassigned time and Overloads:
Faculty with reassigned time during the academic year will not
normally be eligible for an overload assignment. In those instances
when, for academic reasons, a President approves an overload
teaching assignment for faculty with reassigned time, such
assignment cannot exceed one course, typically of three classroom
contact hours, but in no event to exceed four classroom contact
hours, per academic year. Faculty with reassigned time for research
are not eligible for an overload assignment.
ABSENCES AND LEAVE RECORDS
There are times that full time faculty will not be able to meet their classes do to illness, professional travel, family emergency, bereavement, and maternity. Those classes should have faculty assigned to them by the Department Chairpersons. Full time faculty may be asked to teach those classes of their full time colleagues for up to one week. It is College policy that paid substitutes will not be provided for during the first week of absence. Faculty members are encouraged to provide first-week coverage on a collegial or quid-pro-quo basis. It is understood that there would be no compensation for classes covered in the first week of a leave. However it is also understood that full time faculty are NOT REQUIRED to provide for coverage under the contract and can not be required to do so. Department Chairpersons should attempt to apportion such hours of coverage as are accepted by full time faculty amongst all full time faculty fairly.
The faculty members who need to be absent from class have NO RESPONSIBILITY for securing coverage for the classes that will be missed. Nor may they arrange for such coverage without informing their chairpersons. They may offer to assist the chairperson in arranging for that coverage but they are not required to do so by the contract and nor by the bylaws. The department chairperson has the responsibility for securing and scheduling coverage.
Acceptance of requests filed with due notice by faculty to absent themselves from class for professional leave may not be denied based on the ability of the department chairperson to secure and schedule coverage.
The College provides funding for coverage of adjunct classes when adjuncts are absent and will provide funding for coverage by adjuncts and substitutes for classes that full time faculty can not deliver due to full time faculty needing to take a temporary leave.