4/24/18 Collective Bargaining update

On Wednesday, April 24th, UFF-FAU and the FAU Board of Trustees (BOT) met to continue the 2018 Collective Bargaining.
In attendance for UFF-FAU were Dr. Meredith Mountford, UFF-FAU president; Dr. Robert Zoeller, UFF-FAU lead negotiator; Dr. Deandre Poole, Senior Instructor; Debra Vance Noelk, A. D. Henderson/FAUS; Kathleen Moorhead, Senior Instructor.

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I.          Highlights –

Accomplished
Article 17 LEAVES
17.10 After much discussion working on compulsory leave change, negotiated language that supports a healthy and safe workplace for everyone in the FAU community, with clear guidelines to minimize the possibility of abuse.
17.13 FAUS personal leave days – uncharged personal leave day returned to 1stof 5 leave days

 

UFF-FAU Presented
Article 23 SALARIES
UFF-FAU presented documentation to support its position that state statute does not exempt FAUS Permanent Status personnel from salary increases.
While negotiations for salaries have not begun, pending receipt of the budget numbers from Tallahassee, UFF-FAU’s position is clear that all parties should receive raises.
(fyi – Permanent Status provides teachers with job security much in the way that tenure does for university faculty.)
Article 24 BENEFITS
UFF-FAU presented language that:

  • Expands the tuition benefits for employees and dependent children of employees
  • Gives dependent children of employees priority admission status at Slattery and Henderson

II.        UFF-FAU and BOT representatives came to a Tentative Agreement on:
Article 21 Other Employee Rights
Article 17 Leaves
(changes in italics):

Article Status Old Language New Language
17 TA Leaves
17.9 Paid Parental Leave. A 9-month faculty member who does not accrue annual leave and is on a benefit-eligible line of 0.75 FTE or greater may utilize paid parental leave for a period of one (1) regular (Fall or Spring) semester no more than once every three years during his or her employment with the University. Such paid parental leave may be requested for a parental leave “Triggering Event”, defined as the point when the faculty member becomes a biological parent or a child is placed in the faculty member’s home for purposes of adoption by the faculty member. 17.9 Paid Parental Leave. A 9-month faculty member who does not accrue annual leave and is on a benefit-eligible line of 0.75 FTE or greater, University Instructors, Senior Instructors, and Instructors with three (3) years of service may utilize paid parental leave for a period of one (1) regular (Fall or Spring) semester no more than once every three years during his or her employment with the University. Such paid parental leave may be requested for a parental leave “Triggering Event”, defined as the point when the faculty member becomes a biological parent or a child is placed in the faculty member’s home for purposes of adoption by the faculty member.
17.10 Leaves Due to Illness/Injury.
(c) Compulsory Leave.
(1) Placing Employee on Compulsory Leave.
a. If an employee is unable to perform assigned duties due to illness/injury or poses a health risk, the Provost or designee may require the employee to submit to a medical examination, by a health care provider chosen and paid by the University, or by a health care provider chosen and paid by the employee, who is acceptable to the Provost or designee. Such health care provider shall submit the appropriate medical certification(s) to the University, indicating whether the employee is able to work, is unable to work, or is able to work with restrictions.
17.10 Leaves Due to Illness/Injury.
(c) Compulsory Leave.
(1) Placing Employee on Compulsory Leave.
a. If an employee is unable to perform assigned duties due to illness/injury or poses a health risk, the Provost or designee may require the employee to submit to anmedical examination, by a licensedhealth care provider chosen and paid by the University, or by alicensed health care provider chosen and paid by the employee, who is acceptable to the Provost or designee. Such health care provider shall submit the appropriatemedical certification(s) opinion to the University. This opinion shall,indicateing whether the employee is able to work, is unable to work, or is able to work with restrictions. The restrictions recommended by the licensed health care provider may include behavioral adjustments that enable the employee to perform duties including but not limited to contributing to the safe, orderly and effective functioning of the University.
17.13 FAUS Personal Leave Days. An FAUS employee may be granted four (4) days (non-cumulative) of leave per year for emergencies or for other personal reasons. The four days shall be taken from sick leave. The employee may be granted a fifth day of leave per year for emergencies or for other personal reasons and the fifth day will not be charged to any of the employee’s leave balances. Except in the case of emergency, the employee shall provide at least two days notice of the intended leave. Such leave shall not be used on the day immediately preceding or following a holiday. Employees shall not be required to give reasons for personal leave, except that the leave is for personal reasons. 17.13 FAUS Personal Leave Days. An FAUS employee may be grantedone day of leave per year for emergencies or for other personal reasons and that day will not be charged to any of the employee’s leave balances. An additional four (4) days (non-cumulative) of leave per year may be granted for emergencies or for other personal reasons. The four days shall be taken from sick leave. The employee may be granted a fifth day of leave per year for emergencies or for other personal reasons and the fifth day will not be charged to any of the employee’s leave balances. Except in the case of emergency, 1) the employee shall provide at least two days notice of the intended leaveand 2) such. Such leave shall not be used on the day immediately preceding or following a holiday. Employees shall not be required to give reasons for personal leave, except that the leave is for personal reasons.
21 TA OTHER EMPLOYEE RIGHTS
21.2 Office Space. Each employee shall be provided with office space which may be on a shared basis. The parties recognize the desirability of providing each employee with enclosed office space with a door lock, office equipment commensurate with assigned responsibilities, and ready access to a telephone. Each employee shall, consistent with building security, have reasonable access to the employee’s office space and laboratories, studios, music rooms, and the like used in connection with assigned responsibilities; this provision may require that campus security provide access on an individual basis. Before an employee’s office location is changed, or before there is a substantial alteration to an employee’s office to a degree that impedes the employee’s work effectiveness, the affected employee shall be notified, if practicable, at least one (1) month prior to such change. 21.2 Office Space. To the extent possible, the University shall provide each faculty member withoffice space, and office equipment commensurate with assigned responsibilities. Such equipment shall normally include a telephone, a computer, an internet connection, and access to a printer.

a.) Each tenured, tenure-earning, and non-tenure earning, instructional full-time faculty members shall be provided with an enclosed individual office at their principal place of employment that has a door lock, except in a circumstance where to do so would not be reasonably possible.

b.) Visiting faculty members, part-time faculty members, and faculty members not at their principal place of employment, may be provided office space on a shared basis. The University shall provide an appropriate location to ensure privacy when discussing sensitive matters with students for those faculty who share office space.

c.) No faculty member shall have more than one office on the same campus unless they are on special assignment, grant/soft money, or assigned administrative duties that require the use of additional office space. The decision to assign additional office space shall be made in consultation with the Provost’s designee or Dean of the unit impacted, and the requesting faculty member.

d.) Full-time faculty members who provide confidential counseling services with the title of psychologist, psychiatrist, student counseling specialists or other mental health clinical faculty shall be provided with an enclosed individual lockable office, except in a circumstances where to do so would not be reasonably possible.

e.) Each employee shall, consistent with building security, have reasonable access to the employee’s office space and laboratories, studios, music rooms, and the like used in connection with assigned responsibilities; this provision may require that campus security provide access on an individual basis.

f.) Before an employee’s office location is changed, or before there is a substantial alteration to an employee’s office to a degree that impedes the employee’s work effectiveness, the affected employee shall be notified, if practicable, at least one (1) month prior to such change.

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III.       Additional articles discussed and in progress:

Article 10 EMPLOYMENT PERFORMANCE EVALUATIONS
The issues under discussion involve access to evaluation files.
Article 11 EVALUATION FILE

  • See Article 10 above
Article 20 GRIEVANCE AND ARBITRATION PROCEDURE 
UFF-FAU will discuss withdraw of language regarding who pays cost of arbitration – trying to avoid frivolous filing
Article 23 SALARIES
UFF-FAU presented documentation to support its position that state statute does not exempt FAUS Permanent Status personnel from salary increases.
While negotiations for salaries have not begun, pending receipt of the budget numbers from Tallahassee, UFF-FAU’s position is clear that all parties should receive raises.

Article 24

BENEFITS
UFF-FAU presented language that:

  • Expands the tuition benefits for employees and dependent children of employees
  • Gives dependent children of employees priority admission status at Slattery and Henderson

The next bargaining session is scheduled for Weds. May 7th, 2-5 p.m.

In solidarity,
Kathleen Moorhead
Meredith Mountford
Debra Vance Noelk
Deandre Poole
Robert Zoeller