Bargaining Diary Archives

Today our team met with the employer and the state-appointed mediator via Zoom due to health concerns. Our team made a good faith effort to engage in productive discussions, making proposals and counter proposals to resolve language issues so that more fruitful discussion on economic issues could take place. Unfortunately, little progress was made. The teams have agreed to extend the contract through August 28 though no other discussions are planned as the employer refuses to meet without the mediator.

The two issues that remain outstanding are the forced distribution of merit scores and a uniform workload policy.  The employer is proposing to alter the current merit system to require that only 10-15% of full-time faculty receive merit scores of 5 and only 20-25% receive a 4. In the last year for which we have data, this would have resulted in driving down the scores and wages of over 300 members.  This not only has the effect of undermining the merit system but would result in economic bias and discrimination.  The uniform workload proposal seeks to impose a one-size-fits-all model for full-time teaching in units across the institution.  This constitutes a threat to disciplinary control over the work of the faculty in an effort to drive down the cost of instruction.  

On economics the two sides remain far apart.  The employer continues to insist on a five year contract with merit raises that have increased less than 2% since their initial offer.  They did offer a market adjustment in year three of the contract though it is funded with only $300,000, far less than the more than $3,000,000 needed to close the gap between Oakland and its peer institutions.  There is also a $1,000 lump sum in the first year.

The union continues to work toward a three year contract with 4% salary increases in the merit pool.  We agreed to eliminate the 2.5% ATB in year three and to divide the $3,500,000 market pool between years two and three.  In response to the employer’s concerns over future state funding, we offered to make our request for an $8,500 addition to base salary a one-time lump sum in the first years. 

In spite of the employer’s refusal to meet over the next couple of weeks, our team will continue to work together for a contract that is fair and equitable.  The team is grateful for your support and encouragement as we enter the most difficult phase of this process.