Faculty Union Bargaining

˿��Ƶ Tech is committed to a respectful, collegial collective bargaining process with our faculty that meets the needs of our university community.

If you have any questions related to bargaining or this website, please email negotiations@oit.edu

Bargaining Team

Sessions

Updates

Frequently Asked Questions

Proposals

Bargaining Team

Dr. Abdy Afjeh is the Associate Provost for Research located on the Portland-Metro campus. He has been with ˿��Ƶ Tech since August 2018.

Brian Caufield is the Director, Labor Relations Services for the University Shared Services Enterprise (USSE). Established through statute, USSE provides essential services to ˿��Ƶ’s Public Universities (OPU), allowing each to focus on mission-critical, student-centered outcomes. Brian has been with the ˿��Ƶ University System and USSE since 2012. He is a licensed attorney practicing labor relations since 2001.

Dr. Thomas Keyser joined ˿��Ƶ Tech as the Dean of the College of Engineering, Technology, and Management in August 2018. His background in higher education includes a variety of roles with a focus on industrial engineering.

Dr. Dan Peterson began working as a faculty member in the Communication department in 2007. Currently, he is the dean of the College of Health, Arts, and Sciences.

Stephanie Pope is the Assistant Vice President for Fiscal Operations. She oversees the Budget & Planning Office (BPO) and the Business Affairs Office (BAO). She has been with ˿��Ƶ Tech since June 2017.

Nellie Stewart is the Executive Assistant/Project Manager to the Vice President for Finance & Administration. She has worked for ˿��Ƶ Tech for 12 years in various roles on campus including the Registrar's Office, Student Affairs and Academic Excellence.

Bargaining Sessions

Fall Term 2020

Summer Term 2020

Spring Term 2020

Winter Term 2020

Fall Term 2019

Mediation Sessions

Sessions

Updates

2021.5.4

2021.4.30 Press Release

Press Release, April 30, 2021

˿��Ƶ Tech Says Workload Is A Sticking Point

˿��Ƶ Tech and its new faculty union continued bargaining in a day-long session Friday but remained unable to reach a tentative agreement on all outstanding issues.

“The union continues to insist on workload proposals that undermine service to students, result in unfair workload distribution among faculty, and create unpredictable costs for the university,” said Dr. Ken Fincher, Vice President for University Advancement.

In contrast, ˿��Ƶ Tech’s workload proposal prioritizes students, promotes fairness among faculty, and leads to more predictable budgets. ˿��Ƶ Tech’s proposal is also similar to workload expectations at other colleges and universities and in other AAUP contracts, and is the status quo as determined by the ˿��Ƶ’s Employment Relations Board (ERB) in October.

“We believe our package offer represents a significant investment in faculty, especially considering the challenging environment for higher education, generally,” Fincher said. ˿��Ƶ Tech’s salary offer includes a 13% increase, which includes a 9.5% guaranteed across the board salary increase with the potential for faculty members to earn an additional 3.5% or possibly more based on performance and promotion. The health care offer maintains the current level of healthcare, paying 95% - 97% of costs of the plan(s). ˿��Ƶ Tech already pays full time 9-month full professors on average 14 percent more salary than comparable work at similar institutions—$135,000 a year, when generous health insurance and retirement benefits are included.

“Just today we learned that one of our partners, Rogue Community College, may have to close three buildings and lay off 15 staff,” Fincher said. “We are proud of our stability and pleased to be able to make our faculty a fair, sustainable offer in these challenging times.”

˿��Ƶ Tech hopes the union recognizes the university’s offer is very sound and fair.

2021.4.26

On behalf of ˿��Ƶ Tech Faculty Negotiations - April 26, 2021

The bargaining teams for ˿��Ƶ Tech and the faculty met throughout the weekend but were unable to reach a tentative agreement on all outstanding issues. As a result, the faculty union chose to implement its strike.

We believe the university’s salary offer of 13%, which includes a 9.5% guaranteed across the board salary increase with the potential for faculty members to earn an additional 3.5% or possibly more based on performance and promotion, is an excellent offer.

The offer also includes a commitment to engage an outside consultant to conduct a pay equity study under ˿��Ƶ Pay Equity Law and, if any inequity is found, implement pay equity adjustments. This offer is made during a time of economic uncertainty and when many colleges and universities are slashing positions, dropping programs, and laying off faculty and staff; some are closing altogether.

˿��Ƶ Tech also proposed to maintain the current level of healthcare whereby 95% - 97% costs of the plan(s) are paid for by the university. The university sees this as continued investment in our faculty and their well-being.

Finally, ˿��Ƶ Tech’s workload proposal is similar to workload expectations at other colleges and universities and in other AAUP contracts. The proposal reflects the status quo as determined by the Employment Relations Board (ERB) in October.

While it’s disappointing some faculty chose to walk away from their classes despite a generous offer, the University is prepared to continue operations with minimal disruption to classes or services.

˿��Ƶ Tech continues to ask the faculty union to consider these offers when 1 in 9 positions in higher education have been eliminated, and when universities and colleges are facing economic uncertainty. It is prudent for the faculty union to value an institution that has made such an offer, and work diligently to conclude negotiations during our next session this Wednesday (4/28).

2021.4.23

2021.4.19

On behalf of ˿��Ƶ Tech Faculty Negotiations - April 19, 2021

While there were no official bargaining sessions scheduled for last Friday (April 16) or today (April 19), the ˿��Ƶ Tech bargaining team worked hard over the weekend and today presented the Union with counter proposals on all the articles in which it owed the Union a response.

Together, the proposals on Salary, Healthcare and Workload represent significant movement by ˿��Ƶ Tech towards reaching a fair and sustainable inaugural labor contract with the Union.

˿��Ƶ Tech’s salary offer proposed a compensation model for bargaining unit members that would gradually change from across-the-board annual salary increases to merit based increases during the term of the Agreement (see the chart below), so faculty can be rewarded for their contributions.

The proposal gives faculty an immediate 5% increase in base salary -- 2% is retroactive to January of 2020 and 3% is retroactive to January of this year. If the Union accepts this offer, faculty would receive these increases with their June 30, 2021 pay. This offer is made when faculty at other ˿��Ƶ public universities have faced retrenchment, minimal increases of 1%, or salary reductions and layoffs.

To put this into perspective, according to the faculty union’s parent organization, the American Association of University Professors (“AAUP”), average salaries for master’s and baccalaureate institutions increased 0.8 percent and 0.1 percent, respectively, in 2021. After adjusting for inflation, real wages decreased 0.6 percent and 1.3 percent, respectively. That survey can be accessed .

Overall, ˿��Ƶ Tech’s salary proposal provides:

A 9.5% minimum increase in salaries over the next four years.
An additional commitment of 3.5% dedicated to merit-based raises starting in CY2023, that could result in outstanding faculty receiving considerably more than the minimum raises mentioned above.

The compensation model proposed gradually changes from across-the-board to merit during the term of the Agreement in the following manner:

Compensation Increases	CY 2020 Retro	CY 2021 Retro	CY 2022	CY 2023	CY 2024	CY 2025
Across the Board	2.0%	3.0%	2.5%	1.0%	1.0%
Merit Pool				0.5%	1.0%	2.0%
Potential Total Increase	2.0%	3.0%	2.5%	1.5%	2.0%	2.0%

In Healthcare, ˿��Ƶ Tech offered to maintain current health benefits wherein ˿��Ƶ Tech currently pays between 95% and 97% of the monthly premium costs, depending on the employee’s selected plan.

In Workload, ˿��Ƶ Tech offered that which is consistent with university-level higher education standard.

˿��Ƶ Tech is committed to reaching an agreement in the next scheduled negotiation session, which is scheduled for tomorrow (April 20). We hope that the parties can finalize a deal and conclude these negotiations.

2021.4.16

2021.4.9

On behalf of ˿��Ƶ Tech Faculty Negotiations – April 9, 2021

On April 8, 2021, ˿��Ƶ Tech received Notice of Intent to Strike from the OT-AAUP. ˿��Ƶ Tech is disappointed that the faculty Union has decided to focus on a strike instead of coming to the table with committed to reach a reasonable first contract for ˿��Ƶ Tech faculty.

What does a strike notice mean? If the parties are unable to come to a negotiated agreement before 6:00 a.m. on April 26, 2021, bargaining unit members who choose to participate in a strike may engage in a work stoppage. It does not mean the University will close. ˿��Ƶ Tech will implement its continuity of operations plan in the event of a strike. More information may be found here: /faculty-staff/faculty-union-bargaining#strike

The Notice of Intent to Strike can be found here. In response to the Issues identified by the Union:

The University has agreed to a detailed list of information regarding bargaining unit members that it would provide to the Union. A close review of the proposals exchanged illustrates it is actually the Union that does not want to provide information to the University about its appointed representatives.

Fixed-term faculty are appointed based on University need. At the time of appointment, fixed-term faculty are currently notified of the duration of their appointment, for example, the 2021-2022 academic year. It is a fixed term.

Nothing in the University proposals regarding Discipline detracts from bargaining unit members’ legally protected rights. The parties’ proposals are substantially the same, however, the Union has proposed language that would limit the University in its management of serious situations.

The Union has proposed an initial professional development pool of $250,000 with increases each year for bargaining unit members to use for individual professional development. The University has proposed a minimum of $100,000 with the funds subject to budget conditions and distributed just as they are currently.

The circumstances around elimination of tenured and tenure track faculty positions are addressed in the Retrenchment Article. The University’s proposal would allow it to be responsive and address matters in a more strategic manner. Without this Article, the University may be forced to take more drastic actions to address large financial needs, should they arise.

The University proposed status quo contributions of healthcare premiums (the same percent the bargaining unit members are currently paying) in its last package proposal. This benefit offered exceeds contribution rates in the private sector or at any other comparable institution.

Faculty currently receive overload pay for instructional workload outside their current assigned load. Teaching overload is voluntary. As demonstrated by a data analysis using criteria agreed to by both Bargaining Teams, the ˿��Ƶ Tech faculty salary is at or above the market for faculty doing comparable work and base pay for full time nine-month professors is on average 11% more than comparable institutions. This does not consider the generous health and retirement benefits ˿��Ƶ Tech offers, which the Union agrees is the best in the country. However, the Union seeks more than a 20% increase in pay. This is not justified based on the empirical data. In addition, the fiscal impact of the Union’s proposal would require a significant increase in tuition. Therefore, the University has rejected it.

The University proposed Workload that is consistent with other universities and current ˿��Ƶ Tech expectations. The University proposal seeks to maintain the quality of instruction and sets reasonable standards for Workload. However, the Union proposal reduces faculty workload commitment to student instruction by roughly 20% and focuses on activities that do not directly benefit students.

The University has proposed a contract duration that is one year longer than then Union has proposed. A longer duration would allow the parties to fully understand how the contract operates before opening it again for negotiations. A longer agreement is also more time and cost-effective for both parties.

The University is committed to reaching an agreement with the OT-AAUP that is sustainable, rewards the good work of the faculty, and is consistent with the ˿��Ƶ Tech mission. ˿��Ƶ Tech’s bargaining team is set to meet with the Union’s bargaining team on Tuesday and Thursday of next week, and the parties have agreed to hold for additional bargaining Friday, if needed.

The link to updates regarding the bargaining agreement are here: Faculty Union Bargaining | ˿��Ƶ Tech (oit.edu). We will continue to provide updates, but if there are any specific questions, please email: negotiations@oit.edu.

2021.4.6

2021.4.2

2021.3.29

2021.3.22

On behalf of ˿��Ƶ Tech Faculty Negotiations - March 22, 2021

Final Offers are not truly "final"

The OT-AAUP recently issued a press release that brings great concern to everyone involved. In the press release the Union portrays ˿��Ƶ Tech’s final offer in a way that indicates the offer cannot be changed. Upon that basis, the Union then speaks of a strike vote.

While the decision to vote to strike and then ultimately strike is an individual one, we feel it best to explain what a “final offer” really is because the term “final offer” is a misnomer. The university did provide this point of clarity to the local Herald and News staff as well, though it was not reflected in their final article.

The ˿��Ƶ law governing public sector bargaining requires the filing of a final offer after the declaration of impasse and before the 30-day cooling-off period begins. The final offer consists of proposals that have been subject to the bargaining process. This means that the proposals marked “final offer” are those that were on the table at the time of the declaration of impasse. Indeed, if one were to cross-reference the proposals in ˿��Ƶ Tech’s final offer, as well as OT-AAUP’s final offer, with those proposals last submitted by each party, one will see that they match.

Once the final offers are submitted, the parties enter a cooling-off period wherein negotiations continue. In fact, the parties are set to meet April 1 and ˿��Ƶ Tech has offered an additional 3 days beyond April 1 in which negotiations can continue and we are awaiting a response from the Union regarding that offer. Thus, when the parties meet on April 1, it is extremely likely that each will offer language that is different from what is in their “final offer.”

For a party to maintain that their final offer is indeed final, indicates that they have no intention to continue negotiations. This is certainly not ˿��Ƶ Tech’s intention. ˿��Ƶ Tech will come to the table on April 1, and any days thereafter until an agreement is reached, to negotiate in good faith.
So, while a decision to vote to authorize a strike, and to potentially engage in a strike that may interfere with students learning, is up to each Union member, the ˿��Ƶ Tech community should be fully aware that negotiations continue and the term, “final offer” is a misnomer.

Thank you for your time and we hope you are enjoying your Spring Break.

2020.3.18

2021.3.10

On behalf of ˿��Ƶ Tech Faculty Negotiations - March 10, 2021

Negotiations between ˿��Ƶ Tech and OT-AAUP have stalled. As a result, the university is declaring an impasse in the negotiations.

Despite 16 months of negotiations with the faculty union, only 48% of the articles to be included in the union contract have been resolved. In addition, the faculty union recently proposed an estimated 20% increase in cost for salaries in 2021, plus additional increases over the next two years. According to the faculty union, the initial pay increase would be approximately $2.5 million compounded yearly with an additional $250,000 in 2022 and 2023 bringing the three-year (additional) cost to the University to approximately $9 million. Such an increase is unrealistic, even in the best of times, and displays a lack of situational awareness on the part of the faculty union when proposed during a pandemic and with uncertainty in state funding. Accepting this proposal would result in significant tuition increases for our students, a deficit budget for our university, possible reductions in programs and staffing, or a combination of these.

Declaring an impasse does not end negotiations—only a negotiated agreement does. Rather, the impasse is a means to refocus negotiations. ˿��Ƶ Tech is committed to working with the faculty union in a focused manner that yields a negotiated agreement soon and has been working toward that goal since the end of 2019. ˿��Ƶ Tech’s goal is to achieve its first five-year labor contract that is both sustainable for the future and meets the interests of the students, the faculty union, ˿��Ƶ Tech, and the larger ˿��Ƶ Tech community.

Please visit this site often as we will continually update this site with all news related to the negotiations. If you have a question please contact the negotiations team via the email address negotiations@oit.edu.

2021.3.8

On behalf of ˿��Ƶ Tech Faculty Negotiations - March 8, 2021

The parties met on March 4, 2021 for another mediation session.

The OT-AAUP came to the table with no proposals prepared to present at the beginning of the session. Although the ˿��Ƶ Tech team came prepared with a package of proposals at the start, the union had nothing to present for over three hours. This has been an ongoing pattern at the table that has severely impaired the parties’ ability to make meaningful progress toward an agreement. We were hopeful this pattern would change when the parties agreed to come to the mediation prepared. Unfortunately, that has not been the case. The OT-AAUP has displayed little movement and effort toward reaching a contract. While we have attempted to have substantive communications concerning core issues with the OT-AAUP bargaining team, the proposals they have presented either original or in response to our proposals, disregard all of those concerns.

The OT-AAUP seems to be ignoring the current financial situation. During the last bargaining session, OT-AAUP presented a compensation proposal. The ˿��Ƶ Tech team had several questions about some internal inconsistencies within the proposal and the Union’s calculation of its cost. At a time when ˿��Ƶ Tech is facing state funding cuts, OT-AAUP asked for what the union calculated to be a salary increase of 20% in one year. ˿��Ƶ Tech believes that the proposed increase would be significantly larger in conjunction with other Union proposals, the cumulative effect of such an increase (this was not the only increase proposed), and the increased benefits contributions it would trigger. OT-AAUP has acknowledged that the primary sources of funding for ˿��Ƶ Tech are state funding and tuition.

While OT-AAUP claims its members are underpaid, there is no basis in data to support this. The comparison pool OT-AAUP reference as evidence is in fact populated with research institutions wherein the doctoral faculty are expected to obtain grants to fund their research positions. Simply put, this is not comparable data.

At the same time, OT-AAUP ignores how they rank based on their total compensation (salary + benefits). While they admit their benefits are the best in the country, at a significant expense to their employer, they completely ignore the cost as if it is not relevant. In short, they have offered no justifiable basis demanding a salary increase of 20% or more in a single year.

˿��Ƶ Tech is focused on a fair contract that will meet the long-term needs of the institution and allows us to serve the best interests of our students. ˿��Ƶ Tech’s bargaining team is ready to engage in reasonable negotiations. We continue to be committed to continue negotiations and look forward to substantive discussions. However, OT-AAUP needs to come to the table with the same intention.

2021.3.3

On behalf of ˿��Ƶ Tech Faculty Negotiations - March 3, 2021

The ˿��Ƶ Tech and OT-AAUP bargaining teams met on Thursday, February 25, 2021.

During the session OT-AAUP rejected ˿��Ƶ Tech’s package proposal that offered to keep the current 5% employee contribution for healthcare premiums, and to allow a further reduction to 3% for selecting a lower premium cost health plan. As you may recall, ˿��Ƶ Tech offered this as part of a package, which meant that in order to maintain the current 5% or 3% employee contribution for healthcare premiums the Union also needed to accept ˿��Ƶ Tech’s most recent proposal on Workload in its entirety. As explained in prior mediation updates, the healthcare and workload package rejected by the bargaining unit is as close to the current status for bargaining unit faculty as possible. The rejected package would have provided a balance of interest between both parties; we are disappointed the package was not accepted as presented.

OT-AAUP also presented counterproposals on all of the long-overdue proposals that it owed ˿��Ƶ Tech. While we are appreciative of the counterproposals, there are still many areas wherein the parties remain significantly apart. ˿��Ƶ Tech now has a counterproposal from OT-AAUP on Compensation and recently asked OT-AAUP to provide us their costing of that counterproposal. At this time, ˿��Ƶ Tech is awaiting a response from the OT-AAUP regarding their assessment of the anticipated financial impact their proposals would cause the University to incur. An exercise the university administration has done with each proposal submitted by ˿��Ƶ Tech. In the current economic climate and with a great deal of uncertainty related to funding sources, it is imperative this exercise in fiscal responsibility be conducted by all parties. We jointly share this responsibility to all stakeholders, especially our students and their families.

The parties have two more mediation sessions scheduled: March 4, and March 11.

2021.2.18

On behalf of ˿��Ƶ Tech Faculty Negotiations - February 18, 2021

The ˿��Ƶ Tech and OT-AAUP bargaining teams met on Thursday, February 18, 2021.

During the session, ˿��Ƶ Tech offered healthcare and workload as a package proposal. A package proposal is fairly common in the latter part of negotiations and reflects a “trade” or an attempt to balance the interests of the parties. In the package, ˿��Ƶ Tech offered concessions in its Health & Welfare proposal to bring about a 5% or 3% employee contribution to healthcare premiums provided that Union accepted ˿��Ƶ Tech’s current Workload proposal in its entirety.

In essence, the package attempts to maintain as close to the current status for bargaining unit faculty as possible. If the Union rejects the package, ˿��Ƶ Tech’s proposal on healthcare would stand as previously proposed, with employee contributions towards premiums ranging from 14% for employee only coverage to 24% for family coverage.

Faculty Workload Guidelines lay out the workload or job expectations for faculty members in two main areas – instructional workload (work with students), and non-instructional workload (scholarship, research, and University service).

In explaining ˿��Ƶ Tech’s most recent proposal on Workload to bargaining unit members, the Union has been grossly inaccurate or disingenuous. The current status quo has remained in effect since 2018-19 and includes both instructional and non-instructional load for all bargaining unit faculty. For academic year 9-month tenured and tenure-track faculty, a full workload is 45 units—36 instructional workload units plus 9 non-instructional workload units. For the same term non-tenure track faculty, the full workload of 45 units is divided as 42 instructional and 3 non-instructional. Scholarship, research, and service responsibilities (i.e., the non-instructional load) have always been part of a faculty member’s professional duties. Faculty Objective Plans and Annual Performance Evaluations include both instructional and non-instructional components.

That the Union proposed to reduce the current instructional units to 27 (as identified in charts on their website), providing less service to students, while also seeking nearly a 6% retroactive pay increase during a global pandemic that decimated public university funds demonstrates a lack of situational awareness. Note that faculty members’ compensation at ˿��Ƶ Tech has not been adversely affected during the pandemic (thanks to ˿��Ƶ Tech leadership’s commitment to support faculty during this time as they continue to deliver instructional services).

˿��Ƶ Tech’s practice is to annually review its financial status and announce pay plan increases in or around the first part of the year; ˿��Ƶ Tech did just that in 2020 and offered to provide the Union bargaining unit members (the faculty) a 2.0% pay plan increase for 2020, retroactive to January 1 for 12-month employees and effective February 1 for 9-month employees. Since the parties were in negotiations, ˿��Ƶ Tech offered such in an attempt to move the 2020 salary increase (and any prior year) off the table. The Union rejected this and, instead, salary increases for 2020 became part of the negotiations.

The Union has not responded to ˿��Ƶ Tech’s last proposal on compensation for more than 70 days. Not only did the Union reject a 2.0% pay plan increase in 2020, but it has now failed to respond to ˿��Ƶ Tech’s compensation proposal for more than 70 days. That delay is preventing the overall negotiations from getting on a path towards resolution.

The parties have three more mediation sessions scheduled: February 25, March 4, and March 11). Based on the progress in the past 12 mediation sessions, ˿��Ƶ Tech is beginning to lack optimism on reaching a final agreement in those three sessions, and more dates may likely need to be scheduled.

2021.2.4

2021.1.31

On behalf of ˿��Ƶ Tech Faculty Negotiations - January 2021

The ˿��Ƶ Tech and OT-AAUP bargaining teams scheduled two sessions per week through January 28, 2021. Just after the winter break began, on December 22, 2020, we proposed a package of three proposals (Donated Leave, Fringe Benefits, and Working Conditions), making concessions in areas in an attempt to obtain tentative agreement on all three. Discussions during the month of January focused primarily on these proposals and, as the parties reached the end of the month, we were able to reach a tentative agreement on these three.

We are still awaiting a response from the Union team on a large number of proposals. We will continue to work toward a tentative agreement on other outstanding proposals, including addressing salary and benefits.

We remain committed to working collaboratively with the Union to achieve a first labor contract that is both sustainable for the future, and meets the interests of the students, the faculty union, ˿��Ƶ Tech, and the larger ˿��Ƶ Tech community. We are hopeful that the Union bargaining team will acknowledge that University concessions are proposed as a means for resolving remaining issues.

The parties agreed to use some of the scheduled Tuesday mediation sessions as work sessions to move the process forward and the mediator remains available during these times to facilitate where necessary. The bargaining teams have been encouraged by the mediator to work within their teams during the week of January 25 and the next scheduled mediated bargaining session is February 4, 2021. A summary of the bargaining activity is provided below, with the topics for discussion by session.

2021.1.21

The parties met again for mediation.

Proposals addressed in this session were:

-Outside Employment

-Working Conditions

Due to mediator scheduling conflicts, the parties committed to meeting on February 4, instead of January 28. The mediator encouraged the parties to use the time between as work sessions to move proposals forward and on January 25 the Union did just that by accepting our revised counterproposal to the package that included Donated Leave, Working Conditions, and Fringe Benefits. The parties signed tentative agreements on these three proposals on January 27. January 28 is dedicated as a work session for both teams.

2021.1.19

The parties had the day scheduled for mediation and used this time to work in their bargaining teams in preparation for the Thursday session.

2021.1.14

˿��Ƶ Tech proposed a counter to the package offered on December 22 to resolve the outstanding issues that remained in Donated Leave, Working Conditions, and Fringe Benefits.

2021.1.12

The ˿��Ƶ Tech and Union bargaining teams met in a mediated session.

The teams discussed one of the obstacles to the agreement regarding the utilization of the language upon which the Faculty union had previously agreed. After a detailed review of the language differences in proposals, the Faculty union confirmed their agreement to utilize the language as had been previously agreed.

Proposals addressed in this session were:

-Working Conditions

-Academic Freedom

-Donated Leave

-Fringe Benefits

-Association Rights

-Outside Activity

2021.1.7

The ˿��Ƶ Tech and Union bargaining teams met in a mediation session on January 7. Proposals addressed in this session were:

-Working Conditions

-Donated Leave

-Fringe Benefits

2020.12.10

2020.12.3

2020.11.30

On behalf of ˿��Ƶ Tech Faculty Negotiations - November 30, 2020

As we return from the Thanksgiving holiday break and enter the final weeks of the Fall term, we, the ˿��Ƶ Tech bargaining team, wanted to update you on the status of the negotiations with the faculty labor union.

The parties have had four sessions with a neutral mediator and two mediation sessions remain: December 3 and 10, 2020. There has been little progress. The union currently owes ˿��Ƶ Tech a response to fourteen (14) separate proposals. Contrast this with the seven proposals that ˿��Ƶ Tech owes the union. Below is the current list.

The parties are at a phase in negotiations where the universe of outstanding proposals should be extremely limited. This is not the case and, because of the statutory framework governing ˿��Ƶ public sector negotiations, either party may now declare impasse and move the negotiations into the final phase. The final phase either concludes with an agreement or, after completing statutory prerequisites, could result in a strike by the union and/or implementation by ˿��Ƶ Tech of all or part of its final offer.

˿��Ƶ Tech recently asked the union to join it in agreeing to refrain from declaring impasse through the last currently scheduled mediation—December 10, 2020. This commitment would have allowed both parties to focus attention on the negotiations without having to divert resources to preparing for a possible strike and implementation. The union would only agree to refrain from declaring impasse through today—creating uncertainty as the parties enter the next two mediation sessions.

While the union’s unwillingness to join ˿��Ƶ Tech in refraining from declaring impasse through December 10, 2020 is disappointing, we will forge ahead and continue our efforts to conclude an agreement that is both fair to our faculty and sustainable for the University. Remember, if you have any questions, please feel free to email us at negotiations@oit.edu.

˿��Ƶ Tech owes OT-AAUP:

Fringe Benefits
Leaves
No Strike/No Lockout
Notices of Appointment
Recognition
Salary
Workload

OT-AAUP owes ˿��Ƶ Tech:

Academic Freedom
Association Rights
Discipline
Donated Leave
Health & Welfare
Management Rights
Outside Activities
Professional Development
Release Time
Retrenchment
Sabbatical Leave
Successor Agreement
Term of Agreement
Working Conditions

2020.10.28

On behalf of ˿��Ƶ Tech Faculty Negotiations - October 28, 2020

˿��Ƶ Tech’s bargaining team wanted to let you know that we are entering the mediation phase of the bargaining process with the faculty labor union on Thursday, October 29, 2020. Since our last update, we were encouraged by the Union’s progress in the parties’ October 8 and 15 bargaining sessions. During these sessions, the Union responded to several outstanding proposals with significant movement. Indeed, based on that movement, the parties were able to reach tentative agreements on two proposals (Grievances and Dues Deduction), and ˿��Ƶ Tech believed the parties were close to reaching a tentative agreement on a third—Arbitration. However, after much discussion on Arbitration, the Union was unable to reach agreement on what we believed were procedural issues within the proposed language. And, when the parties entered negotiations last session, October 22, 2020, despite ˿��Ƶ Tech agreeing to the Union’s initial language on one of the procedural issues in the Arbitration language, the Union rejected ˿��Ƶ Tech’s agreement and maintained its position on different language. This was disappointing.

In addition, the Union resubmitted contract language that ˿��Ƶ Tech had previously indicated was language that is not required, nor should it be contained in a labor contract. Specifically, the Union proposed language on shared governance and appeals from disputes involving substantive academic judgments. These issues fall squarely within the purview of Faculty Senate—not an outside entity—as part of Faculty Senate’s role in the shared governance of the University. While we have tirelessly impressed upon the Union the difference between its role and the role of the Faculty Senate, and the legalities of each, the Union has consistently missed the point that a labor union is a unique entity—a third party separate from the University—and, therefore, very different from the Faculty Senate. This has been challenging, but we are optimistic that with the assistance of the Mediator, the roles can become clear and the parties can negotiate with that understanding and reach agreement on proposed language in a number of Articles that, in the view of our labor professionals, ought to have been agreed to by this stage in the negotiations.

Speaking of mediation, the process is confidential unless there is a specific proposal that is identified as being a public offer. In that case, then the parties are free to speak about the contents of only the public proposal outside the scope of mediation. Thus, there may be fewer updates to the proposals section of the website than there has been in the past. Rest assured, this does not mean that the parties are not working hard at finding common ground—we are. For more information on mediation, we have a few FAQs located below. Remember, if you have any questions, please feel free to email us at negotiations@oit.edu.

2020.10.7

2020.9.25

On behalf of ˿��Ƶ Tech Faculty Negotiations - September 25, 2020

As ˿��Ƶ Tech’s bargaining team, we felt it important to update you on the status of negotiations with the labor union representing certain members of the faculty, OT-AAUP, and announce our website dedicated to the negotiations process. That website, consisting of proposals exchanged, tentative agreements reached, and other related information, can be accessed here: /faculty-staff/faculty-union-bargaining.

˿��Ƶ Tech and the labor union representing the certain members of the faculty, OT-AAUP, have been in negotiations for an initial labor contract since December 2019. On August 17, 2020, the parties completed their exchange of all initial proposals that each wish to include in the labor contract. Negotiations continue with a session set for October 1, 2020 from 12:00 pm - 4:00 pm.

While the website, and ultimately the labor contract, will address a number of topics, we want to highlight our proposal on compensation and the role of OT-AAUP vis-à-vis the Faculty Senate.

Compensation

On January 15, 2020, consistent with ˿��Ƶ Tech’s practice of annually reviewing its financial status and announcing pay plan increases in or around the first part of the year, ˿��Ƶ Tech proposed to the faculty labor union that faculty members receive a 2.0% pay plan increase for 2020, retroactive to January 1 for 12-month employees and effective February 1 for 9-month employees.

Since the parties were in labor negotiations, ˿��Ƶ Tech made the offer contingent on the faculty labor union agreeing to not negotiate further on the subject of salary increases for calendar year 2020 or prior years. The intent being that the parties move the 2020 (or prior year) salary discussions off the table and focus on the many other issues, including future year salary increases.

The faculty labor union rejected the offer and the parties kept salary on the table for negotiations. ˿��Ƶ Tech’s compensation proposal, which was developed after the COVID-19 pandemic arrived, is to maintain faculty salaries at their current levels for calendar year 2020 and 2021, but allow renegotiation for calendar year 2021 to occur during the spring term if certain State funding and enrollment triggers are met.

By contrast, the faculty labor union proposed a 4.05% general cost of living increase retroactive to September 2019, as well as a number of other salary adjustments. This is more than double the ˿��Ƶ Tech offer in January—before COVID-19 took its toll on the ˿��Ƶ Tech community.

Faculty Senate

The Faculty Senate operates as a model of shared governance with ˿��Ƶ Tech’s administration. The faculty’s selection of OT-AAUP, an organization outside ˿��Ƶ Tech, to act as its representative in discussing the employment relations of certain faculty members, imposes upon ˿��Ƶ Tech a legal obligation that changes the landscape within which ˿��Ƶ Tech and the Faculty Senate coexist. The obligation requires ˿��Ƶ Tech to deal with the faculty labor union—not individual faculty members or the Faculty Senate—when addressing the employment relations of faculty members represented by OT-AAUP. Employment relations include, among other things, salaries, workload, and other working conditions.

The way in which the Faculty Senate worked with ˿��Ƶ Tech on issues related to employment relations in the past had to necessarily change as a result of OT-AAUP’s representation. Where ˿��Ƶ Tech may have previously worked with the Faculty Senate to establish compensation practices or address workload issues, ˿��Ƶ Tech must now first discuss those issues with the faculty labor union. While the line between what is or is not considered part of employment relations that must be discussed with the faculty labor union is often gray, ˿��Ƶ Tech strives to make the best assessment in order to honor the wishes of the faculty to be represented by OT-AAUP and comply with its legal obligation.

We hope this information gives you a better sense of the roles undertaken by the faculty labor union and the Faculty Senate. We also hope you take time to visit the website dedicated to the negotiations and follow along as we update the site with relevant information.

Thank you for your time.

˿��Ƶ Tech’s Bargaining Team

Dr. Abdy Afjeh, Vice Provost

Brian Caufield, Chief Negotiator (USSE)

Maureen De Armond, JD, Associate Vice President

Dr. Tom Keyser, Dean

Dr. Dan Peterson, Dean

Stephanie Pope, Assistant Vice President

Nellie Stewart, Executive Assistant

Impasse

University declared impasse on March 10, 2021.

Final Offers

Final Offer from University: 2021-3-17

Final Offer from Union: 2021-3-17

All Locations

Contact Us

negotiations@oit.edu

Frequently Asked Questions

˿��Ƶ Tech’s Bargaining Team has come up with some frequently asked questions that you may have about negotiations and have answered those questions below. Additional FAQs may be added as negotiations proceed, but if you have questions that are not answered below, please email those to negotiations@oit.edu and we will respond as soon as possible.

Exclusive Representation

What is AAUP?

The American Association of University Professors (AAUP) is a national union founded in 1915 that represents approximately 47,000 members on 500 campuses. There is a local chapter of AAUP at ˿��Ƶ Tech known as ˿��Ƶ Tech-AAUP (OT-AAUP or the Association).

How did OT-AAUP become the exclusive representative of the faculty?

What is the bargaining unit that the ERB certified?

What does it mean to be the exclusive bargaining representative?

Would a Dean, Chair or other ˿��Ƶ Tech administrator be able to directly adjust employment relations that affect me if I were to ask them?

Negotiations Process

What are collective bargaining negotiations?

Collective bargaining is the performance of a mutual obligation between ˿��Ƶ Tech and OT-AAUP to meet at reasonable times and confer in good faith with respect to employment relations, and to execute written contracts incorporating agreements that have been reached between the two parties during the negotiations.

The obligation to meet and confer in good faith does not compel either party to agree to a proposal or require the making of a concession.

What are considered employment relations?

Is the bargaining process regulated by ˿��Ƶ law? What does that process look like?

How would OT-AAUP’s positions at the bargaining table be determined?

Would faculty retain all of the benefits they currently enjoy if there is a new collective bargaining agreement?

If there is a collective bargaining agreement covering faculty, what would happen to ˿��Ƶ Tech’s Faculty Senate and its grievance resolution process?

Current Negotiations

What are Ground Rules?

Ground Rules are the guidelines that the University and Association jointly agree to follow during negotiations. The Ground Rules were agreed to on November 19, 2019.

When did negotiations begin?

When will negotiations occur next?

Where are negotiations held?

Who is on the University’s Bargaining Team?

Why do I have to wait until after a negotiation session to get a summary of the University’s proposals?

Mediation

What is mediation?

Mediation is the second phase of the negotiations process outlined in PECBA. As discussed above under the question “Is the bargaining process governed by ˿��Ƶ law?”, PECBA is ˿��Ƶ’s statute governing public sector labor relations. When the parties have completed at least 150 days of direct bargaining, either party may request that the ˿��Ƶ Employment Relations Board (“ERB”) assign an independent mediator to assist the parties in finding common ground and resolving outstanding issues.

How long does mediation last?

Are mediation sessions open to the public?

Impasse

What is impasse?

Impasse is phase of the negotiations process outlined in the PECBA. When the parties have completed at least 150 days of direct bargaining and at least 15 days of mediation, either party may declare impasse.

Why did ˿��Ƶ Tech declare an impasse in the negotiations?

What happens after a party declares impasse?

Does declaring impasse mean that negotiations end?

Does a “final offer” really mean final?

Does declaring impasse mean that ˿��Ƶ Tech will implement their own terms?

Does declaring impasse mean that the Union will strike?

When does the cooling off period end?

Strike

Who may strike?

Once OT-AAUP submits a lawful strike notice, members of the OT-AAUP bargaining unit (faculty, instructors, and librarians), may participate in the strike. These employees may also choose not to strike and come to work.

Who may not strike?

Must an employee participate in the strike?

May an employee who participates in the strike change their mind and return to work during the strike?

What is the status of an employee out on strike?

Would an employee continue to receive their salary if they participate in a strike?

May an employee who participates in the strike receive unemployment compensation?

Will a striking employee lose benefits coverage through PEBB?

Will an employee out on strike accrue vacation leave?

What happens if an employee is on an approved vacation and the strike begins?

Will an employee who participates in the strike accrue sick leave?

May an employee who participates in the strike use sick leave if they becomes ill during the strike?

May an employee who participates in the strike receive a pay advance?

May an employee who participates in the strike use military leave?

May an employee who participates in the strike receive workers’ compensation?

How is a faculty member’s ability to conduct research (e.g., field-based research that is time sensitive), participate in workshops/conferences, and meet deadlines set by funding agencies affected if the union decides to strike?

How does a strike impact faculty who are in the U.S. on a work visa?

What are lawful strike activities?

What are unlawful strike activities?

Student Forum

Q&A

Question: You mentioned something about using every second possible to make negotiations. I recently saw an article that said they only meet on Tuesdays and Thursdays, so I'm curious if that's true or not because if that's true, that doesn't sound like they are using their time very wisely.

Answer: Negotiation dates are set by both parties. Both teams have to agree, and there have been times the University proposed dates but the union team had conflicts, and there have been times the union has proposed dates but members of the university team had conflicts. Also, both ˿��Ƶ Tech and the union are working on the negotiations outside of the mediation dates, so even though we aren’t meeting, we are working toward a resolution. The University bargaining team has proposed bargaining several days, including all days during the week of April 19. The Union has committed to only Tuesday (4/20) and Thursday (4/22).

Question: Can you see how many faculty are striking? If your faculty do strike what is the plan for our learning?

Answer: The university hopes to avoid a strike. If there is a strike, we don’t know how many faculty are going to participate. It’s a tough decision that faculty will have to make. Individual faculty have the right to strike or continue teaching. If the union does strike, we do have plans in place to continue as many classes and labs as we can. Until the faculty strike, we can’t tell you exactly what will happen. It’s a fluid situation with many variables. As we learn what happens we will be sure to communicate it with you. Regularly check your OIT email and Canvas for updates about your specific courses.

Question: Why were union negotiation members not invited to the Student forum?

Answer: The student forum was called to discuss what the University will do if faculty strike. We did not call this forum to discuss the negotiations. We want to respect the process and the union negotiation team. We shouldn’t be negotiating here, outside the process. Also, we would like to avoid putting our students in the center of any disagreements.

Question: If the material is not able to be met during one of the class periods, I know there is probably a plan or something. Will there be refunds distributed to students?

Answer: Again, the University hopes to avoid a strike. Without knowing the duration of the strike or how it will affect individual classes, that question can’t be answered at this time. Nationally, it has been rare to have a strike at a university last more than a few days.

Question: You said that 92% that had the vote of no confidence, and 96% of those were in favor of a strike, how many teachers or professors is that roughly?

Answer: That is a question best asked of the Faculty Senate and the union. The University is not privy to their survey results.

Question: You mentioned there are 38 articles being discussed in negotiations, is there any way students can access each of them?

Answer: Information about the negotiations can be found on this page: /faculty-staff/faculty-union-bargaining#proposals

Question: What is the plan if students needs are not adequately met by administration during the strike? Such as there not being enough teaching coverage to cover course material.

Answer: Without knowing exactly which faculty will strike the University doesn’t know the impact the strike will have. We do have plans in place to address covering classes. Our goal is to be sure that students receive the same quality of education regardless of the strike. It’s not an easy process, but one we are committed to seeing through.

Question: Can you give an example of an administration bloat?

Answer: Unfortunately, saying an administration is bloated has become a routine tactic for unions at universities across the country. The fact is that universities are governed by a significant number of federal and state laws and regulations. A 2013 Task Force on Federal Regulation of Higher Education found that the number of federal requirements placed on colleges and universities grew by 56 percent between 1997 and 2012. Moreover, there are approximately 91 state mandates that apply to all of the ˿��Ƶ public universities. Being out of compliance with these could have severe impacts on the university, so they need people to make sure they are in compliance.

Question: Are you saying the 18% increase in administration cost didn’t happen?

Answer: Again, this kind of claim has become a routine tactic for unions at universities across the country. It’s partially true, and partially exaggerated. There was an increase in administration expenses, but some of it is attributed to positions going unfilled or partially filled in one year, but then filled the next. So, it will appear that the administration added to their budget, when they just filled an existing budgeted position and are now paying the person who was hired. We also hired new positions to take on the duties previously handled centrally for all universities by USSE.

Question: Have you investigated the administration pay increase and did you find it justified?

Answer: The previous question answers this question. In essence, yes, the administration salary question has been reviewed and this claim has proven to be without substance or merit.

Question: Why did the president’s area increase 70% and what are we going to get for a 5% tuition increase? Why is there a tuition increase?

Answer: The presidents’ expenses by themselves went up 7.6% between 2017 and 2020, not 70% as some have claimed. The entire division went up by 22.8% and that’s due to the University’s creation of a new department, Legal Counsel in 2017. Legal Counsel used to be centralized in Portland under the state system.

Question: Will you have another meeting for answers that you’ve said “I don’t know” to?

Answer: As the University learns more about the union’s decision to strike, we will be better able to answer the questions we are unsure of and we will certainly communicate those to you. Regularly check your OIT email and Canvas for updates about your specific courses.

Question: What other ways is the university working to increase revenue that is not on the backs of students?

Answer: The University is always working to make sure ˿��Ƶ Tech gets its fair share of State revenue. That’s not always an easy task. Since Dr. Nagi’s arrival, the University has increased alternate funding to the University. Nearly $100 million has been raised in four years. All of that has gone to improving facilities and increasing scholarship funding. The ˿��Ƶ Tech Foundation has increased its scholarship support by hundreds of thousands of dollars and is on the verge of breaking $1,000,000 in student scholarship support. The Foundation also raises funds for faculty research, capital improvements, and student support.

Question: Once the strike ends, will professors return to teaching classes as normal? Will transcript/grades reflect student work produced under the instruction of a replacement?

Answer: If and when professors choose to strike is up to them. Classes will continue as normally as possible even during a strike. Each faculty member decides for himself or herself on whether to walk out of the classroom or stay and teach. The administration will continue to support students and has a comprehensive plan to continue our operations. Once the strike ends faculty will resume teaching their spring term classes as they are doing currently. Transcripts and grades will not be affected as the grade is given for a course not based on the instructor.

Question: So, there is no guarantee that replacement faculty will be as qualified as current instructors?

Answer: Anyone who promises absolutes is pretty far out over their skis. Some are exceptionally well qualified. Resumes of replacement instructors are being reviewed to ensure they are qualified to teach the courses they are assigned to. The University will strive to ensure replacement faculty will be just as qualified and knowledgeable to teach in any classes affected by a strike.

Question: If the University has so much extra money, furlough savings, federal aid, and surplus from last year, why can’t it give the faculty what they want?

Answer: It’s easy to see these pots of money and come to that conclusion. If these were permanent funding streams, we would be having a different conversation. But nearly all these funds are one-time dollars and can’t be used for faculty pay because those continue and increase year after year.

Question: Why did the University spend $50,000 on a compensation study and then refuse to use it? Can we get a copy of it?

Answer: The study referenced is from several years ago and used data from 2014 and 2016. It is not currently valid data. ˿��Ƶ has enacted several laws since 2016 that impact how employers assess pay.

The University looks to the recently available data and applying criteria to identify positions doing comparable work to determine market pay. As for a copy of the data, the faculty union has posted such documents on their website. As for data the University is using, that can be found .

Question: Will replacement faculty be on the same level as a high school substitute teacher that doesn’t know the subject/course we are learning?

Answer: First, the University hopes everyone can remain professional and avoid making broad generalizations that might hurt others in this process. We respect the union’s rights, and hope that their members will also respect that we will do everything we can to continue your education with highly qualified professors. Replacement faculty are screened for appropriate qualifications for the course(s) they will be assigned.

Question: How is our tuition money used? If it doesn’t go toward faculty salary, where does it go?

Answer: Tuition is approximately half of our general fund revenue; State appropriations are the other half. Approximately 75% of our total expenditures are the payroll for the entire university. Academic Affairs – which includes both colleges and all faculty salaries, makes up 55% of our total budget. These costs include faculty compensation (including base salaries, overload, stipends, sabbaticals, as well as benefits like retirement, healthcare etc.), adjunct pay, staff pay and other payroll expenses, operational supplies (paper, printing, pens, etc.), classroom and lab supplies, equipment purchases, etc.

Question: What will really happen if faculty get what they want?

Answer: Again, the two main sources of funds are the state and tuition. For every additional $350,000 in expenses you can expect a 1% increase in tuition if the state doesn’t fund the university at a higher rate. State funding comes from both the total size of the Public University Support Fund (PUSF) and the total number of students that graduate as well as the total Student Credit Hours we produce in a year – averaged for three years. So, if the total PUSF remains the same, but enrollment of graduations declines, the funding from the state will decline. To avoid tuition increases we need to have the state invest more, retention to increase, and enrollment to increase

Question: Why has the University increase out tuition 10% every year and what will the increase be this year?

Answer: This is false.

The chart below indicates past tuition changes. The Board of Trustees has approved a 4.9% increase in tuition for the 2021-22 academic year, which will be reduced to 3.9% if the state legislature funds the Public University Support Fund at $49M more than the Governor’s Recommended Budget.

Year	% increase over previous year
2009-10	6%
2010-11	14%
2011-12	9%
2012-13	7%
2013-14	3%
2014-15	0%
2015-16	5%
2016-17	3%
2017-18	5%
2018-19	4%
2019-20	6%
2020-21	5%

Question: Why is the administration allowed to send out emails regarding negotiations between the union and the university, yet faculty members who interact directly with students are not allowed to email students?

Answer: The administration represents ˿��Ƶ Tech as an institution, faculty members cannot communicate by email with students on behalf of the faculty union because the union is a third-party entity, separate from the University governance. It is the same for any third-party entity. Also, the faculty union leadership is generally the group that communicates on behalf of the faculty union, and they do post updates on their union website, they also release press releases and make statements to the public.

Question: Is it illegal for faculty to email students regarding information about the negotiations between the union and the administration?

Answer: The University and the faculty union are bargaining under a State statute and its rules. The law governs what can and cannot be shared, when and how information can be shared, and who may share negotiation information by both the Union and the University. The University Bargaining Team represents the University in negotiations. If you have concerns about any communication you have received, you should reach out to your Dean. The University provides regular updates on bargaining on its website found here: /faculty-staff/faculty-union-bargaining.

Question: Is it wrong to say that the emails students have been receiving from Dr. Nagi, and Dr. Foley, are meant to make the faculty sound as if they are refusing to find any form of a solution?

Answer: Each person interprets these emails and messages for themself. The administration’s responsibility is to provide communications and updates to students. Generally, our communications pass through many reviews, including legal reviews, so that we are accurate and timely. Please note, many of the University’s bargaining team have served as faculty members and we hold our faculty colleagues in high esteem.

Question: Many of the current faculty at OIT are considered highly experienced and skilled members of their respective fields, how do we know that the replacements will be as skilled as our current professors?

Answer: The individuals who will potentially serve if the faculty union does go on strike are highly qualified professionals and subject matter experts. Many currently teach or are retired from full-time teaching and are all highly qualified.

Question: Many individuals choose to come to our University because our professors are considered some of the best in their fields, are these replacements going to be comparably as good as our current faculty?

Answer: Yes, and if there is an issue with any adjunct faculty professor, just as with any current professor, students are encouraged to talk with the dean of their program.

Question: Why are students being kept in the dark in these negotiations except for what Dr. Nagi and Dr. Foley send out?

Answer: Regular updates regarding negotiations are posted at /faculty-staff/faculty-union-bargaining, and you can email negotiations@oit.edu if you have additional questions. Neither Dr. Nagi nor Dr. Foley is on the negotiation team. Communication with students is the administration's responsibility. The communications that are distributed are done so to inform and advise. Unfortunately, some information that was distributed by the union was incorrect and was made public. Thus, the University had to publicly respond and correct the record. We do not intend to offend. Regular updates on the bargaining, proposals that have been exchanged, and tentative agreements reached, are posted on the ˿��Ƶ Tech bargaining website, listed above. The faculty union also posts updates on their website.

Question: Since students are receiving emails from the administration, why do the faculty not get to email students as well? should the advisors not be allowed to advise the students on what the students should do to continue their academic progress and the next step with their education?

Answer: See our previous answer related to emails. As for advisors, you can still communicate with advisors in the ROC. If a faculty member goes on strike, they have decided to do so on their own accord and have walked out of the classroom. The University is committed to students’ academic progress and minimizing any disruptions for students and remains steadfast in our resolve.

Question: Will you be hosting a forum for you to hear all the concerns of the students and understand this situation from the student perspective?

Answer: No additional forum has been planned at this time, but that does not mean one could not be scheduled in the future. Students are welcome to submit questions to the negotiations@oit.edu email address.

Question: It seems that the administration does not care how the students are feeling. Many of the concerns that the union has are also shared by students: Why are Dr. Nagi and administrative staff paid so much? Why does Dr. Nagi need a new 1,800 square foot office? Why did Dr. Nagi get approved for tenure in his first year? Why is tuition increasing at the same time as administrative wages are increasing?

Answer: There is a lot of misinformation in this question. Dr. Nagi was hired by the Board of Trustees who determine his salary, which has remained the same since 2017, and he voluntarily took a 10% salary reduction during the unclassified staff furlough period of the pandemic. Faculty were not subject to furloughs or reduction in salary. Some administration members started mid-year or later so their annual salary looks larger year over year because they worked part of the year one year, and a full year the next reporting year. Second, when the ˿��Ƶ University System dissolved those positions had to be hired by each university to cover the duties. Third, the state and federal government increased the number and frequency of mandated reports that have to be completed by administrators. As for Dr. Nagi’s office move, that 1,800 square foot space contains five offices and associated storage and copy area. Dr. Nagi was granted tenure which is customary and usual when a faculty member, provost, dean, or president move between colleges and universities. Dr. Nagi held tenure at the University of Toledo and went through the tenure process when he came here, but here’s the catch: ˿��Ƶ Tech has an outdated tenure policy that the faculty agreed was out of date; it stated no administrator could receive tenure. The engineering department, the academic leadership, and the Board of Trustees all agreed that Dr. Nagi was worthy of tenure and that policy is being updated and corrected.

The tuition process is an open and transparent process that involves students, faculty, and staff members. No administrative salary increase has happened for this fiscal year. While most of the issues raised in the question are not part of the collective bargaining process, the University is very mindful of the potential impact the collective bargaining agreement could have on student tuition.

If you would like to talk to someone in person VP Dr. Ken Fincher welcomes a call, you can reach him at 512-568-4208.

Proposals

Ground Rules

Faculty Union Negotiation Ground Rules: 2019-2020

Academic Classification and Rank

Position Description Union Proposal: 2020-2-28 #

Academic Appointment Rank and Promotion for Non-tenure Track Union Proposal: 2020-3-13 #

Academic Classification, Appointments and Rank Union Proposal: 2020-4-13 #

Academic Classification, Appointments and Rank Union Counter: 2020-7-15 #

Tenure and Promotion for Tenure-track and Tenured Faculty Union Proposal: 2020-5-18 #

Annual Evaluation of Faculty Union Proposal: 2020-7-29 #

Position Description Union Counter: 2020-8-12 #

Package Proposal #1 University: 2020-9-17 ^

Package Proposal #1 Union: 2020-9-24 *

Package Proposal #2 Union: 2020-9-24 *

Mediation

Evaluation, Tenure and Promotion Union Mediation: 2020-12-3
Evaluation, Promotion and Tenure Union Mediation: 2021-2-4
Package Proposal #10 Union Mediation: 2021-2-18 *
Package Proposal #11 Union Mediation: 2021-2-25 *
Package Proposal #7 University Mediation: 2021-3-4 ^
Package Proposal #13 Union Mediation: 2021-3-15 *
Package Proposal #8 University Mediation: 2021-4-1 ^
Package Proposal #14 Union Mediation: 2021-4-1 *
Package Proposal #9 University Mediation: 2021-4-1 ^

# University declared permissive subject
^ Union rejected
* University rejected

Academic Freedom

Academic Freedom Union Proposal: 2020-1-17

Academic Freedom University Counter: 2020-4-27

Academic Freedom Union Counter: 2020-6-23

Academic Freedom University Counter: 2020-10-8

Academic Freedom Union Counter: 2020-10-15

Academic Freedom University Counter: 2020-10-22

Mediation

Academic Freedom Union Mediation: 2020-10-29
Academic Freedom University Mediation: 2020-11-5
Academic Freedom Union Mediation: 2020-11-5
Academic Freedom University Mediation: 2020-11-13
Academic Freedom Union Mediation: 2020-11-19
Package Proposal #5 Union Mediation: 2021-1-7 *
Academic Freedom Union Mediation: 2021-1-12
Package Proposal #4 University Mediation: 2021-2-8 ^
Package Proposal #9 Union Mediation: 2021-2-16 *
Academic Freedom Tentative Agreement: 2021-2-25

^ Union rejected
* University rejected

Appeals

Appeals Union Proposal: 2020-7-28 #

Appeals Union Counter: 2020-10-22 #

# University declared permissive subject

Arbitration

Arbitration Union Proposal: 2020-2-27

Arbitration University Proposal: 2020-3-12

Arbitration Union Counter: 2020-6-8

Arbitration University Counter: 2020-6-23

Arbitration Union Counter: 2020-7-14

Package Proposal #2 University: 2020-9-17 ^

Package Proposal #1 Union: 2020-9-24 *

Arbitration University Counter: 2020-10-1

Arbitration Union Counter: 2020-10-8

Arbitration University Counter: 2020-10-15

Arbitration Union Counter: 2020-10-22

Mediation

Arbitration Union Mediation: 2020-10-29
Arbitration University Mediation: 2020-10-29
Arbitration University Mediation: 2020-11-5
Arbitration Mediation Tentative Agreement: 2020-11-13

^ Union rejected
* University rejected

Association Dues

Association Dues Union Proposal: 2020-4-27

Association Dues University Counter: 2020-5-18

Association Dues Union Counter: 2020-9-18

Association Dues University Counter: 2020-10-1

Association Dues Union Counter: 2020-10-8

Association Dues University Counter: 2020-10-8

Association Dues Tentative Agreement: 2020-10-15

Association Rights

Association Rights Union Proposal: 2019-12-5

Association Rights University Counter: 2020-5-11

Association Rights Union Counter: 2020-6-23

Association Rights Admin Counter: 2020-7-14

Association Rights Union Counter: 2020-9-18

Association Rights University Counter: 2020-10-1

Association Rights Union Counter: 2020-10-15

Association Rights University Counter: 2020-10-22

Mediation

Association Rights Union Mediation: 2021-1-12
Association Rights Union Mediation: 2021-2-4
Package Proposal #4 University Mediation: 2021-2-8 ^
Package Proposal #9 Union Mediation: 2021-2-16 *
Package Proposal #6 University Mediation: 2021-2-25 ^
Association Rights Union Mediation: 2021-2-25
Package Proposal #12 Union Mediation: 2021-3-4 *
Association Rights Union Mediation: 2021-3-17
Association Rights University Mediation: 2021-4-5
Package Proposal #17 Union Mediation: 2021-4-13 *
Package Proposal #11 University Mediation: 2021-4-15 ^
Package Proposal #18 Union Mediation: 2021-4-15 *
Association Rights Tentative Agreement: 2021-4-15

^ Union rejected
* University rejected

Definitions

Definitions Union Proposal: 2019-12-5

Distribution of Agreement

Distribution of Agreement Union Proposal: 2020-1-16

Distribution of Agreement Union Counter: 2020-1-17

Distribution of Agreement University Counter: 2020-1-30

Distribution of Agreement Union Counter: 2020-1-31

Distribution of Agreement University Counter: 2020-1-31

Distribution of Agreement Tentative Agreement: 2020-2-27

Donations for Hardship Leave

Donated Leave Bank Union Proposal: 2020-4-20

Donations for Hardship Leave University Counter: 2020-6-8

Sick Leave Pool Union Counter: 2020-7-14

Mediation

Hardship Leaves Union Mediation: 2020-10-29
Hardship Donation Request Process University Mediation Letter of Agreement: 2020-11-5
Hardship Leaves Union Mediation: 2020-11-12
Package Proposal #3 Union Mediation: 2020-12-3 *
Hardship Donation Request Process University Mediation Letter of Agreement: 2020-12-22
Package Proposal #4 Union Mediation: 2021-1-7 *
Package Proposal #5 Union Mediation: 2021-1-7 *
Package Proposal #3 University Mediation: 2021-1-14 ^
Package Proposal #7 Union Mediation: 2021-1-21 *
Donations for Hardship Leave Tentative Agreement: 2021-1-26

^ Union rejected
* University rejected

Faculty Compensation

Faculty Compensation Union Proposal: 2020-6-8

Faculty Compensation University Counter: 2020-8-17

Package Proposal #2 Union: 2020-9-24 *

Mediation

Faculty Compensation University Mediation: 2020-12-10
Package Proposal #11 Union Mediation: 2021-2-25 *
Faculty Compensation University Mediation: 2021-3-4
Faculty Compensation Union Mediation: 2021-3-15
Faculty Compensation University Mediation: 2021-4-19
Package Proposal #21 Union Mediation: 2021-4-20 *
Package Proposal #22 Union Mediation: 2021-4-23 *
Faculty Compensation University Mediation: 2021-4-25
Package Proposal #24 Union Mediation: 2021-4-25
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Faculty Compensation Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Fringe Benefits

Fringe Benefits Union Proposal: 2020-5-11

Fringe Benefits University Counter: 2020-6-8

Fringe Benefits Union Counter: 2020-7-28

Mediation

Fringe Benefits University Mediation: 2020-10-29
Fringe Benefits Union Mediation: 2020-11-12
Fringe Benefits University Mediation: 2020-12-22
Package Proposal #4 Union Mediation: 2021-1-7 *
Package Proposal #5 Union Mediation: 2021-1-7 *
Package Proposal #3 University Mediation: 2021-1-14 ^
Package Proposal #7 Union Mediation: 2021-1-21 *
Fringe Benefits Tentative Agreement: 2021-1-26

^ Union rejected
* University rejected

Force Majeure

Force Majeure University Proposal: 2020-8-11 +

+ University withdrawn

Grievances

Grievances Union Proposal: 2020-2-27

Grievances University Counter: 2020-4-6

Grievances Union Counter: 2020-6-8

Grievances University Counter: 2020-6-24

Grievances Union Counter: 2020-7-14

Package Proposal #2 University: 2020-9-17 ^

Package Proposal #1 Union: 2020-9-24 *

Grievances University Counter: 2020-10-1

Grievances Union Counter: 2020-10-8

Grievances University Counter: 2020-10-8

Grievances Tentative Agreement: 2020-10-15

^ Union rejected
* University rejected

Health and Welfare

Insurance Benefits: Medical, Dental Vision, and Basic Life Insurance Union Proposal: 2020-5-11

Health and Retirement Benefits University Counter: 2020-8-17

Mediation

Package Proposal #3 Union Mediation: 2020-12-3 *
Package Proposal #5 University Mediation: 2021-2-18 ^
Package Proposal #11 Union Mediation: 2021-2-25 *
Health and Retirement Benefits University Mediation: 2021-3-4
Health and Retirement Benefits Union Mediation: 2021-3-13
Package Proposal #10 University Mediation: 2021-4-5 ^
Package Proposal #19 Union Mediation: 2021-4-15 *
Health and Retirement Benefits University Mediation: 2021-4-19
Package Proposal #21 Union Mediation: 2021-4-20
Health and Retirement Benefits University Mediation: 2021-4-22
Health and Retirement Benefits University Mediation: 2021-4-23
Package Proposal #22 Union Mediation: 2021-4-23 *
Health and Retirement Benefits University Mediation: 2021-4-24
Package Proposal #23 Union Mediation: 2021-4-25 *
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Health and Retirement Benefits Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Intellectual Property

Intellectual Property Union Proposal: 2020-4-6 #

Intellectual Property Union Counter: 2020-10-22 #

Mediation

Intellectual Property Union Mediation Memorandum of Understanding: 2021-3-2

# University declared permissive subject

Labor Management Committee

Labor Management Committee University Proposal: 2020-3-12

Labor Management Committee Union Counter: 2020-4-6

Labor Management Committee University Counter: 2020-4-13

Labor Management Committee Union Counter (1): 2020-4-13

Labor Management Committee Union Counter (2): 2020-4-13

Labor Management Committee University Counter: 2020-4-15

Labor Management Committee Union Counter: 2020-4-20

Labor Management Committee Tentative Agreement: 2020-4-20

Leaves

Leaves Union Proposal: 2020-5-11

Leaves University Counter: 2020-6-8

Leaves Union Counter: 2020-8-26

Leaves University Counter: 2020-10-8

Mediation

Leaves Union Mediation: 2020-10-29
Leaves University Mediation: 2020-10-29
Leaves Union Mediation: 2020-11-5
Leaves University Mediation: 2020-11-12
Leaves Union Mediation: 2020-11-19
Leaves University Mediation: 2020-11-19
Leaves Union Mediation: 2020-12-3
Leaves University Mediation: 2020-12-3
Leaves University Mediation: 2020-12-3
Leaves Tentative Agreement: 2020-12-8

Management Rights

Management Rights University Proposal: 2020-4-13

Management Rights Union Counter: 2020-4-27

Management Rights University Counter: 2020-5-11

Mediation

Package Proposal #10 Union Mediation: 2021-2-18 *
Package Proposal #7 University Mediation: 2021-3-4 ^
Package Proposal #13 Union Mediation: 2021-3-15 *
Package Proposal #8 University Mediation: 2021-4-1 ^
Package Proposal #14 Union Mediation: 2021-4-1 *
Package Proposal #9 University Mediation: 2021-4-1 ^
Package Proposal #15 Union Mediation: 2021-4-3 *
Package Proposal #16 Union Mediation: 2021-4-5 *
Management Rights University Mediation: 2021-4-5
Management Rights University Mediation: 2021-4-13
Management Rights Tentative Agreement: 2021-4-13

^ Union rejected
* University rejected

No Strike No Lockout

No Strike No Lockout Union Proposal: 2020-1-16

No Strike No Lockout University Proposal: 2020-1-16

No Strike No Lockout Union Counter: 2020-1-17

No Strike No Lockout University Counter: 2020-1-30

No Strike No Lockout Union Counter: 2020-2-27

No Strike No Lockout University Counter: 2020-3-12

No Strike No Lockout Union Counter: 2020-4-20

No Strike No Lockout University Counter: 2020-5-11

No Strike No Lockout Union Counter: 2020-5-18

Mediation

Package Proposal #13 Union Mediation: 2021-3-15 *
Package Proposal #8 University Mediation: 2021-4-1 ^
Package Proposal #14 Union Mediation: 2021-4-1 *
Package Proposal #9 University Mediation: 2021-4-1 ^
Package Proposal #15 Union Mediation: 2021-4-3 *
No Strike No Lockout Union Mediation: 2021-4-5
No Strike No Lockout Tentative Agreement: 2021-4-5

^ Union rejected
* University rejected

Non-Discrimination

Non-Discrimination Union Proposal: 2019-12-5

Non-Discrimination University Proposal: 2019-12-6

Non-Discrimination Union Counter: 2020-1-16

Non-Discrimination University Counter: 2020-1-17

Non-Discrimination Union Counter: 2020-1-30

Non-Discrimination University Counter: 2020-2-28

Non-Discrimination Union Counter: 2020-3-12

Non-Discrimination University Counter: 2020-4-6

Non-Discrimination Union Counter: 2020-4-13

Non-Discrimination University Counter: 2020-4-13

Non-Discrimination University Counter: 2020-4-20

Non-Discrimination Tentative Agreement: 2020-4-27

Notices and Communication

Notices and Communication University Proposal: 2019-12-6

Notices and Communication Union Counter: 2020-1-30

Notices and Communication University Counter: 2020-1-31

Notices and Communication Union Counter: 2020-4-13

Notices and Communication University Counter: 2020-4-20

Notices and Communication Union Counter: 2020-4-20

Notices and Communication University Counter: 2020-4-27

Notices and Communication Tentative Agreement: 2020-4-27

Notices of Appointment

Notices of Appointment Union Proposal: 2020-4-27

Notices of Appointment University Counter: 2020-5-18

Notices of Appointment Union Counter: 2020-7-15

Notices of Appointment University Counter: 2020-8-12

Notices of Appointment Union Counter: 2020-9-17

Package Proposal #1 University: 2020-9-17 ^

Mediation

Notices of Appointment Union Mediation: 2020-11-19
Package Proposal #7 University Mediation: 2021-3-4 ^
Notices of Appointment Union Mediation: 2021-3-17
Notices of Appointment University Mediation: 2021-4-13
Package Proposal #17 Union Mediation: 2021-4-13 *
Package Proposal #11 University Mediation: 2021-4-15 ^
Package Proposal #18 Union Mediation: 2021-4-15 *
Notices of Appointment Tentative Agreement: 2021-4-15

^ Union rejected

Outside Activity

Outside Activity University Proposal: 2020-1-16

Outside Activity Union Proposal: 2020-1-17

Outside Activity University Counter: 2020-4-6

Outside Activity Union Counter: 2020-6-24

Mediation

Package Proposal #3 Union Mediation: 2020-12-3 *
Outside Activity University Mediation: 2020-12-10
Outside Activity Union Mediation: 2021-1-12
Outside Activity Union Mediation: 2021-1-21
Package Proposal #8 Union Mediation: 2021-1-28 *
Package Proposal #4 University Mediation: 2021-2-8 ^
Package Proposal #9 Union Mediation: 2021-2-16 *
Package Proposal #12 Union Mediation: 2021-3-4 *
Package Proposal #13 Union Mediation: 2021-3-15 *
Package Proposal #8 University Mediation: 2021-4-1 ^
Package Proposal #14 Union Mediation: 2021-4-1 *
Package Proposal #9 University Mediation: 2021-4-1 ^
Package Proposal #15 Union Mediation: 2021-4-3 *
Outside Activity University Mediation: 2021-4-5
Outside Activity Tentative Agreement: 2021-4-5

^ Union rejected
* University rejected

Personnel Files

Personnel Files Union Proposal: 2019-12-5

Personnel Files University Counter: 2020-1-30

Personnel Files Union Counter: 2020-2-28

Personnel Files University Counter: 2020-3-12

Personnel Files Union Counter: 2020-4-6

Personnel Files University Counter: 2020-4-13

Personnel Files Union Counter: 2020-6-1

Personnel Files Union Counter: 2020-6-23

Personnel Files University Counter: 2020-7-14

Personnel Files Union Counter: 2020-7-14

Personnel Files University Counter: 2020-7-15

Personnel Files Tentative Agreement: 2020-7-15

Preamble

Preamble University Proposal: 2019-12-5

Preamble Union Counter: 2019-12-6

Preamble University Counter: 2020-1-17

Preamble Union Proposal: 2020-1-17

Preamble University Counter: 2020-1-30

Preamble Union Counter: 2020-1-31

Preamble University Counter: 2020-1-31

Preamble University Counter: 2020-2-27

Preamble Tentative Agreement: 2020-2-27

Professional Development

Professional Development Union Proposal: 2020-6-23

Professional Development University Counter: 2020-7-28

Mediation

Professional Development Union Mediation: 2020-12-3
Professional Development University Mediation: 2020-12-10
Professional Development Union Mediation: 2021-2-18
Professional Development University Mediation: 2021-4-1
Professional Development Union Mediation: 2021-4-5
Package Proposal #10 University Mediation: 2021-4-5 ^
Package Proposal #20 Union Mediation: 2021-4-20 *
Professional Development University Mediation: 2021-4-22
Package Proposal #22 Union Mediation: 2021-4-23 *
Counter Proposals on remaining University Mediation: 2021-4-25 ^
Package Proposal #23 Union Mediation: 2021-4-25 *
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Package Proposal #26 Union Mediation: 2021-4-29 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Professional Development Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Progressive Discipline

Progressive Discipline Union Proposal: 2020-2-27

Progressive Discipline University Counter: 2020-4-6

Progressive Discipline Union Counter: 2020-4-27

Progressive Discipline University Counter: 2020-5-11

Progressive Discipline Union Counter: 2020-9-17

Package Proposal #2 University: 2020-9-17 ^

Package Proposal #1 Union: 2020-9-24 *

Progressive Discipline University Counter: 2020-10-15

Mediation

Progressive Discipline Union Mediation: 2020-11-5
Progressive Discipline University Mediation: 2020-11-12
Progressive Discipline Union Mediation: 2020-11-19
Progressive Discipline University Mediation: 2020-11-19
Progressive Discipline University Mediation: 2020-11-25
Package Proposal #8 Union Mediation: 2021-1-28 *
Package Proposal #4 University Mediation: 2021-2-8 ^
Package Proposal #9 Union Mediation: 2021-2-16 *
Package Proposal #6 University Mediation: 2021-2-25 ^
Package Proposal #12 Union Mediation: 2021-3-4 *
Package Proposal #16 Union Mediation: 2021-4-5 *
Progressive Discipline University Mediation: 2021-4-13
Package Proposal #17 Union Mediation: 2021-4-13 *
Package Proposal #11 University Mediation: 2021-4-15 ^
Package Proposal #18 Union Mediation: 2021-4-15 *
Progressive Discipline Tentative Agreement: 2021-4-15

^ Union rejected
* University rejected

Recognition

Recognition Union Proposal: 2019-12-5

Recognition University Counter: 2020-4-6

Recognition Union Counter: 2020-4-13

Recognition University Counter: 2020-4-27

Recognition Union Counter: 2020-5-11

Package Proposal #1 University: 2020-9-17 ^

Mediation

Recognition Union Mediation: 2020-10-29
Package Proposal #7 University Mediation: 2021-3-4 ^
Package Proposal #15 Union Mediation: 2021-4-3 *
Recognition Union Mediation: 2021-4-13
Recognition University Mediation: 2021-4-19
Package Proposal #20 Union Mediation: 2021-4-20 *
Package Proposal #22 Union Mediation: 2021-4-23 *
Recognition University Mediation: 2021-4-24
Package Proposal #23 Union Mediation: 2021-4-25 *
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Recognition Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Release Time

Release Time Union Proposal: 2020-2-28

Time Granted to Designated Representatives Union Counter: 2020-9-17

- Union withdrawn

Retrenchment

Retrenchment and Program Reduction or Elimination Union Proposal: 2020-3-12

Academic Program Review, Retrenchment, or Exigency University Counter: 2020-7-28

Mediation

Academic Program Review, Retrenchment, or Exigency University Mediation: 2021-4-19
Package Proposal #20 Union Mediation: 2021-4-20 *
Academic Program Review, Retrenchment, or Exigency University Mediation: 2021-4-22
Package Proposal #22 Union Mediation: 2021-4-23 *
Academic Program Review, Retrenchment, or Exigency University Mediation: 2021-4-24
Package Proposal #23 Union Mediation: 2021-4-25 *
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Retrenchment Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Sabbatical Leave

Sabbatical Leave Union Proposal: 2020-1-31

Sabbatical Leave University Counter: 2020-6-1

Sabbatical Leave Union Counter: 2020-6-24

Sabbatical Leave University Counter: 2020-8-11

Sabbatical Leave Union Counter: 2020-8-26

Sabbatical Leave University Counter: 2020-10-1

Sabbatical Leave Union Counter: 2020-10-15

Sabbatical Leave University Counter: 2020-10-22

Mediation

Package Proposal #11 Union Mediation: 2021-2-25 *
Sabbatical Leave Union Mediation: 2021-3-13
Sabbatical Leave University Mediation: 2021-4-1
Sabbatical Leave Union Mediation: 2021-4-1
Sabbatical Leave University Mediation: 2021-4-1
Sabbatical Leave University Mediation: 2021-4-1
Sabbatical Leave Union Mediation: 2021-4-5
Sabbatical Leave University Mediation: 2021-4-5
Sabbatical Leave University Mediation: 2021-4-6
Sabbatical Leave Tentative Agreement: 2021-4-6

* University rejected

Severability

Severability University Proposal: 2019-12-5

Severability Union Proposal: 2019-12-6

Severability University Counter: 2020-1-31

Severability Union Counter: 2020-1-31

Severability University Counter: 2020-2-27

(2020-3-13) Severability Union Counter.pdf

Severability Tentative Agreement: 2020-4-6

Shared Governance

Shared Governance Union Proposal: 2020-7-28 #

Shared Governance Union Counter: 2020-10-22 #

# University declared permissive subject

Statutory Compliance

Statutory Compliance University Proposal: 2019-12-5

+ University withdrawn

Successor Agreement

Negotiation of a Successor Agreement University Proposal: 2019-12-5

Negotiation of a Successor Agreement University Counter: 2020-7-28

Mediation

Package Proposal #11 Union Mediation: 2021-2-25 *
Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-19
Package Proposal #22 Union Mediation: 2021-4-23 *
Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-25
Package Proposal #24 Union Mediation: 2021-4-25 *
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Successor Agreement Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Term of Agreement

Term of Agreement University Proposal: 2020-7-28

Mediation

Package Proposal #11 Union Mediation: 2021-2-25 *
Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-19
Package Proposal #22 Union Mediation: 2021-4-23 *
Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-25
Package Proposal #24 Union Mediation: 2021-4-25 *
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30 *
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Term of Agreement Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

Totality of Agreement

Totality of Agreement University Proposal: 2019-12-5

Totality of Agreement University Counter: 2019-12-6

Totality of Agreement University Counter: 2020-1-17

Totality of Agreement Tentative Agreement: 2020-9-18

Working Conditions

Working Conditions Union Proposal: 2020-5-11

Working Conditions University Counter: 2020-7-15

Working Conditions Union Counter: 2020-8-11

Mediation

Working Conditions University Mediation: 2020-10-29
Working Conditions Union Mediation: 2020-11-19
Working Conditions University Mediation: 2020-11-25
Working Conditions Union Mediation: 2020-12-3
Working Conditions University Supposal: 2020-12-3
Package Proposal #4 Union Mediation: 2021-1-7 *
Package Proposal #5 Union Mediation: 2021-1-7 *
Package Proposal #3 University Mediation: 2021-14 ^
Working Conditions Union Mediation: 2021-1-14
Package Proposal #7 Union Mediation: 2021-1-21 *
Working Conditions Tentative Agreement: 2021-1-26

Workload

Workload and Overload Compensation Union Proposal: 2020-6-1

Workload University Counter: 2020-7-28

Workload and Overload Compensation Union Counter: 2020-10-22

Mediation

Package Proposal #5 University Mediation: 2020-12-10 ^
Workload Union Mediation: 2020-3-15
Package Proposal #10 University Mediation: 2021-4-5 ^
Package Proposal #19 Union Mediation: 2021-4-15 *
Workload University Mediation: 2021-4-19
Package Proposal #21 Union Mediation: 2021-4-20 *
Package Proposal #22 Union Mediation: 2021-4-23 *
Workload University Mediation: 2021-4-25
Package Proposal #24 Union Mediation: 2021-4-25*
Last & Best Offer University Mediation: 2021-4-26 ^
Last & Best Offer Union Mediation: 2021-4-26 *
Settlement Package Proposal Union Mediation: 2021-4-30*
Package Proposal #13 University Mediation: 2021-4-30 ^
Settlement Package Proposal Union Mediation: 2021-5-2 *
Package Proposal #14 University Mediation: 2021-5-2 ^
Settlement Package Proposal Union Mediation: 2021-5-3 *
Post-Strike Final Offer University Mediation: 2021-5-3
Workload Tentative Agreement: 2021-5-3

^ Union rejected
* University rejected

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Bargaining Team

Bargaining Sessions

Mediation Sessions

Updates

Impasse

Final Offers

Contact Us

Frequently Asked Questions

Exclusive Representation

Negotiations Process

Current Negotiations

Mediation

Impasse

Strike

Student Forum

Proposals

Ground Rules

Academic Classification and Rank

Mediation

Academic Freedom

Tentative Agreement

Mediation

Appeals

Arbitration

Tentative Agreement

Mediation

Association Dues

Tentative Agreement

Association Rights

Tentative Agreement

Mediation

Definitions

Distribution of Agreement

Tentative Agreement

Donations for Hardship Leave

Tentative Agreement

Mediation

Faculty Compensation

Tentative Agreement

Mediation

Fringe Benefits

Tentative Agreement

Mediation

Force Majeure

Grievances

Tentative Agreement

Health and Welfare

Tentative Agreement

Mediation

Intellectual Property

Mediation

Labor Management Committee

Tentative Agreement

Leaves

Tentative Agreement

Mediation

Management Rights

Tentative Agreement

Mediation

No Strike No Lockout

Tentative Agreement

Mediation

Non-Discrimination

Tentative Agreement

Notices and Communication

Tentative Agreement

Notices of Appointment

Tentative Agreement

Mediation

Outside Activity

Tentative Agreement

Mediation

Personnel Files

Tentative Agreement

Preamble

Tentative Agreement

Professional Development

Tentative Agreement

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