In his report at the
Senate's December meeting, Provost Lindsay stated that the "back pay"
issue was now being treated as part of the overall faculty compensation
study and that there was to be no separate payment to senior faculty.
In response, the Senate drafted and sent the following resolution to
Whereas the Administration has communicated to the Faculty Senate
through the Provost at the Faculty Senate’s meeting of December 2,
2005, that the University will not fulfill its promise of back pay
(minimum salaries by rank and years of service) made in the 2000-2001
compensation agreement, a promise publicly reaffirmed in fall 2005,
Whereas this action constitutes a breach of faith with the faculty of
the South Orange Campus of Seton Hall University,
Whereas this action constitutes clear evidence of the administration’s
contempt for shared governance,
it resolved that the Faculty Senate insists that the promised back pay
be paid immediately.
it further resolved, the Faculty Senate will investigate its options
with regards to this matter.
Faculty Senate instructs the Executive Committee to inform all faculty
about this issue and its current status by the end of classes for this
There was a special
meeting of the Senate on Dec. 7, 2005. The sole topic of
discussion was the compensation issue, including Msgr. Sheeran's
response to the Senate resolution.
.Minutes of that
meeting are posted on the Senate web site.
and Welfare Committee met on November 28, to come up with a plan for the
implementation of salary increases in accordance with data provided by
Sibson Consulting. Preliminary discussions focused on salary floors by
rank; it was suggested that possible floors might be $50,000 for
Assistant Professor, $65,000 for Associate Professor, and $85,000 for
Full Professor. The importance of a plan to annually adjust the floors
to address inflation and to avoid further salary compression was also
discussed. The committee plans to continue working on this issue and
should have a draft for the full Senate by the first meeting of 2006.
Subcommittee of the Compensation and Welfare Committee, has begun to
draft a retirement plan for the faculty. A key component of the
retirement plan would be full medical coverage until the age of 65, then
secondary medical insurance to supplement Medicare. The roll out of this
plan could come in the form of a terminal sabbatical, with one year’s
salary paid out. Feasible funding sources for the retirement program are