Bargaining Session Update
The bargaining team met today with the employer’s team without the state-appointed mediator. In a more productive round of talks, one language item was agreed to and the teams exchanged ideas on the outstanding economic issues without any formal proposals being made. In addition, the remaining language issues were discussed and while some movement was made between the two sides, there remain some sticking points.
Tentative Agreement:
Appendix A (Research and Full-Time Practitioner Faculty) – We have tentatively agreed to changes to Appendix A on Research and Full-time Practitioner Faculty. New language in this appendix adds CAP into the review process for Research Faculty and establishes a mechanism to initiate a discussion on increasinging the cap to this category. The current cap is 20 and we agreed that this cap might be raised if the actual number of such faculty reaches 18. At present there are 2. Most importantly, existing language which allows for the possibility that these faculty may be promoted as opposed to simply receiving title changes was maintained.
Remaining Items:
The two teams exchanged a number of hypothetical proposals on economics that, while not changing their table positions, allow for discussion of these issues. This provides for both sides to move backwards on some issues without engaging in unfair bargaining. For instance, the employer’s table position is for a five year contract but they have offered a hypothetical three year. Likewise, the union remains committed to a three year contract but has shared with the employer what an acceptable five year contract might look like. In addition, the two sides are very close to agreements on increases to travel and research funds. Finally, the employer has indicated that it will drop their proposal for a forced distribution of merit from the final economic package.
Our current economic table proposal includes a 3 year contract with 4% merit pool each year plus an $8,500 one-time payment to full-time non-visiting faculty in year 1 and $1.75 million market adjustments for both years 2 and 3. The proposal offers equivalent raises for SLs in per credit pay. Our 5 year hypothetical works within a similar framework but maintains above-predicted inflation merit raise for years four and five. The employer’s table position remains the same as described in the August 15 bargaining diary post while their hypothetical proposals include small adjustments to merit pool percentages and market adjustment contributions.
The employer continues to propose changes to impose a uniform workload for full-time faculty and continues to insist that any economic progress is dependent on accepting this fundamental alteration to our system of shared governance. The union, likewise, insists that this an entirely unacceptable violation of a deeply held principle – that faculty remain the best caretakers of the work of faculty.
The teams are scheduled to meet again with the mediator on August 28th. We understand the concern and worry many of you have as you wait for updates from your team and that makes us all the more appreciative of the support of all of our members. We will continue to work on your behalf to secure a fair contract.
