Please see below for resources including the Academic Calendar, links to Academic Units, Academic Policy documents, Faculty Development opportunities, and links to the Faculty Review Process.
(last updated 9/28/2020)
1. Why is my employment status changing?
The University has a responsibility to operate in compliance with the California Labor Code. How adjunct faculty members are paid is the topic of a current class-action lawsuit. To remove argument about compliance, the University had to modify how it classified and compensated adjunct faculty members.
2. What is the difference between exempt and non-exempt employment?
The federal Department of Labor’s Fair Labor Standards Act and State of California regulations establish these employee classifications. “Non-exempt” employees are paid by the hour and must be provided breaks and overtime pay under certain conditions, while “exempt” employees are paid a salary and are not eligible for overtime pay.
3. How are California Assembly Bills 1466 and 736 affecting the University?
At one point, AB 1466 was seen as the likely future regulating law, but while it passed the Assembly, the Governor vetoed it (see: https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=201920200AB1466). AB 736 was then proposed, moved through committees, amended, and approved by the governor on September 9, 2020 (see https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201920200AB736). Adjunct pay will remain non-exempt at least for the remainder of the 2020 calendar year, as the University reviews the implications of the new law.
4. Why have adjuncts not been given their new contracts yet? When will I get my contract offer?
Your dean will review course instruction schedules and determine their need for adjunct faculty. Each dean will process annual contracts and course assignment letters per an adjusted schedule to confirm employment in advance of the course start date. The dean’s office will send contract offers per their respective semester calendars.
5. How will this change affect my employment compensation? What is the new rate of pay for adjunct professors?
In general, the deans set pay rates and adjust the total expected hours per course to provide adjuncts with fair and competitive compensation aligned with our historic course compensation rates.
University deans review the instructional needs of each school, and will issue employment contracts to our prospective adjunct faculty members. The contract will establish general employment terms, and a separate course offering letter will address specific course requirements, including the total number of hours approved, and a standard pay rate per hour, as calculated by the respective dean.
6. What is the payroll schedule?
Adjunct faculty will be paid on the University's "non-exempt" bi-weekly calendar, based on actual hours worked per their submitted timesheet, as approved by their respective dean.
7. How many hours per week will be allowed per class, and what other instructional activity counts towards weekly working hours? Will professors be given adequate paid time to prepare for classes? How about time outside the classroom, commuting, and expenses? How will the University address the uneven nature of the hourly work done per week?
Employment contracts will specify the overall terms of employment, and course offerings will specify the total expected hours per course. Each dean will provide guidance on the weekly allocation of hours toward instructional activity. Each dean may also specify the number of hours that may be spent on various supporting activities, and the dean may also identify activities that may not be charged as compensated time.
Preparation time is included in the calculation of the total expected hours for a course. Time spent on activities not specified in the employment contract, professional development time, and commuting travel time to and from the workplace, may not be submitted for compensation. Employment contracts will specify what expenses may and may not be submitted for reimbursement.
It is natural that throughout the semester, some weeks may require more effort than others. Each dean will provide guidance on planning to ensure weekly effort does not exceed the thresholds for standard pay rates.
8. What happens if I have to exceed the hourly limits in my contract? What happens if students need more time than their adjunct faculty professors have been allotted each week? How might this affect academic freedom, the rigor of assignments, etc. if instructional effort is time-constrained?
An adjunct may not exceed hourly limits in total, or in any weekly time-keeping period, without receiving prior, written approval from their respective dean. Adjuncts must follow the work day procedures as articulated in their orientation sessions, and as instructed in the time-keeping training provided by the University’s Human Resources Department (see: https://www.redlands.edu/human-resources/new-or-current-employee/training-and-support/adjunct-faculty-resources/).
In some cases, contracted adjuncts may submit requests for additional hours, or for hours that must be paid as overtime, if pre-approved by the respective dean. Each dean will work with their adjunct faculty members to provide guidance and support to ensure that we maintain our high standards for academic quality and faculty-student engagement.
9. What if I am already a full-time employee?
Exempt employees who are offered adjunct teaching contracts will receive supplemental compensation per their arrangement with the respective dean(s). Non-exempt, full-time employees may not work as adjunct faculty members.
10. What are my rights as an adjunct faculty member?
Adjunct Faculty have the rights specified by, and are subject to, California Labor Law, general policy for University employees, and the forthcoming Adjunct Faculty Handbook (when approved by the University Board of Trustees).
11. What happens if my course is cancelled?
The adjunct contract contains provisions for the cancellation of a course, or modification of the course compensation rate, under certain conditions (typically related to enrollment).
12. Why are many of us only hearing about this change indirectly? Why was the campus community not informed?
The Provost communicated the status of this initiative directly to adjunct faculty members, and provided an update to our faculty community in the recent mid-summer newsletter (see the newsletter, the University's "Notice to Employees" which will be included in contract letters, and a link to training on UltiPro time keeping below).
The University of Redlands (U of R) appreciates the tremendous contributions made by faculty, both full-time and adjuncts, which are vital to our mission.
Traditionally, adjunct faculty in California have been paid on a per course basis. Due to litigation and California legislation, the University of Redlands will change how it pays adjunct faculty.
The University of Redlands is committed to undertaking this change in a way that is fair and values the important work of our adjuncts. By the start of this upcoming academic year 2020-2021 adjuncts will be classified as "non-exempt" employees. This means adjuncts will be paid by the hour moving forward, rather than by the course. While specific hourly rates have yet to be determined, they will reflect the existing pre-course rates.
Please note: this change does not affect full-time U of R faculty and staff who are classified as "exempt" employees under California law.
Accordingly, adjuncts will need to enter their hours into the a timecard system. U of R utilizes the program called UltiPro. Adjuncts can access online training on how to enter their hours at: https://www.redlands.edu/human-resources/new-or-current-employee/training-and-support/adjunct-faculty-resources/. Each dean will also incorporate training into their orientations for adjuncts.
While the University of Redlands is required by law to make this change, it is important to note that California law is more demanding than the federal standards. U of R is not alone — this change impacts other private universities as well. Public employers in the state, including the UCs, CSUs and Community Colleges, as well as K-12 teachers in public schools, are exempt from this requirement.
This notification goes out in anticipation of the very first adjunct contracts, beginning in July. A website with FAQs will be available by July 6, 2020. The following contact persons can also answer questions for the College and Schools:
Thank you for your service to the University of Redlands and your devotion to our students. We appreciate your patience and understanding as we work through this change. We will continue to communicate throughout this process to be sure you stay informed.
Kathy Ogren, Provost
The University of Redlands is a non-profit educational corporation with a physical address of 1200 E. Colton Ave., Redlands, CA 92373 and a mailing address of P.O. Box 3080, Redlands, CA 92373-0999. The University’s telephone number is 909-748-8040.
Adjunct professors are paid at the hourly rate indicated on the Course Assignment. The wage rate cannot be specified here because different courses may be paid at different rates and the same professor may be earning different rates for different courses.
Adjunct professors will be paid pursuant to the University’s bi-weekly pay calendar. Currently, payday is every other Friday.
Adjunct professors are entitled to accrue paid sick leave at the rate of 1 hour for every 30 hours of work, with a maximum of 48 hours. Each employee may request and use up to 3 days or 24 hours of accrued paid sick leave per year. This accrual rate is pursuant to University policy which meets, or exceeds, the requirements of California law under Labor Code §246. No employee may be terminated or retaliated against for using or requesting the use of accrued paid sick leave. Each employee has the right to file a complaint against an employer who retaliates or discriminates against an employee for:
The University’s Workers’ Compensation Carrier is the Travelers Indemnity Company. Travelers’ address is P.O. Box 6510, Diamond Bar, CA 91765-8510 and its telephone number is 800-258-3710. The University’s Workers’ Compensation Policy Number is TC2JUB4245B452
Labor Code section 2810.5(b) requires that the University notify you in writing of any changes to the information set forth in this Notice within seven calendar days after the time of the changes, unless one of the following applies: (a) All changes are reflected on a timely wage statement furnished in accordance with Labor Code section 226; or (b) Notice of all changes is provided in another writing required by law within seven days of the changes.
Adjuncts can access online training on how to enter their hours at: https://www.redlands.edu/human-resources/new-or-current-employee/training-and-support/adjunct-faculty-resources/. Each dean will also incorporate training into their orientations for adjuncts.
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