Article 23 – Salaries
Before the March 4th bargaining session, UFF sent the BOT representatives a salary proposal that included a $2500 increase in salaries for all employees with a satisfactory (now “Good”) evaluation or higher to be paid the end of the Spring ‘16 semester. We also proposed increases for meritorious performance and monies to address compression inversion problems with a total package of approximately 5% each year for the next three years (for a total of 15%).
BOT rejected the $2500 increase and responded with a 3% increase beginning in October, 2016 and 2% in October, 2017 and 2% October, 2018.
The proposal gave UFF carte blanche in how merit and equity would be divided/distributed. They also now included those evaluated as Satisfactory/Good as eligible for merit. However, the salary increases in years 2 and 3 were tied to “sufficient” performance
and/or legislative funding. If such funding was “insufficient” then the increases would have to be renegotiated. Finally, they indicated this was their best offer. We indicated it wasn’t good enough.
After discussion and a verbal counterproposal from UFF, the representatives of the BOT responded with a 3% increase beginning in September, 2016 (1% equity, 1% “College Merit” and 1% “University
Merit”) and 2% in September, 2017 (1% “College Merit” and 1% “University
Merit”) and 2% September, 2018 (1% “College Merit” and 1% “University Merit”). Both College and University merit included those evaluated as Satisfactory/Good as eligible for merit. However, the salary increases in years 2 and 3 were still tied to “sufficient” performance and/or legislative funding.
We have a number of problems with this proposal: 1) We have some of the very lowest salaries in the U.S. but this plan would barely cover increases in the cost of living, 2) too much is tied to merit, 3) years
2 & 3 are anything but guaranteed, 4) the administration has put no skin in the game
Article 8 – Appointment
BOT proposed changes: Appointment Status now available in Workday ; 8.3 (a), (b), and (c) readily available through Workday or through HR or provost Page 2 – refers back to old “carbon paper”, (k) and (l) removed Page 3 – regards to preference – preference within your department first Page 4 – summer pay for first class will be 12.5% of regular salary
UFF proposed a 10% in compensation for the second summer course.
Article 24 – Benefits
From BOT. In response to the UFF proposal for undergraduate tuition benefits for dependent children of faculty, BOT responded by offering a partial tuition reimbursement program. Specifically, BOT is proposing tuition reimbursement up to ½ tuition for 4 years if faculty member does not use his/her allotted 6 credits (EESP). Upon graduation, would receive a check of approximately $12,000 (half college cost) IF student graduates in 4 years. Discussion ensued regarding transfers and other details. UFF and BOT are working together on the details, which will be forth coming.
Article 17 – Leaves
UFF and BOT tentatively agreed on language that made clear parental leave can be taken the semester that child is born or the following semester
Article 5 – Academic Freedom and Responsibility UFF and BOT tentatively agreed to changes to Article 5. The most noteworthy was 5.1, 5.3 and 5.3 (d).
In 5.1, it now reads “Academic freedom and academic responsibility are essential to the full development of a true university and apply to teaching, research/creative activities and service. An employee engaged in such activities shall be free to cultivate a spirit of inquiry and scholarly criticism and to examine ideas in an atmosphere of freedom and confidence.”
In 5.3, the following language was added “Academic freedom is accompanied by a corresponding responsibility on the part of employees.
University faculty are members of a learned profession. As scholars and educators, they should remember that the public may judge their profession and their institution by their utterances.”
In 5.3 (d) the original language “Recognizing that faculty as members of the community, have rights and duties. When speaking on any matter of public interest, a faculty member shall make clear when comments represent personal opinions and when they represent official University positions.” was changed to “Academic freedom is accompanied by corresponding responsibility not to represent oneself as an institutional representative unless specifically authorized as such, with the understanding that mere identification as an FAU employee or by an FAU title or rank shall not be construed as such representation.”
The next Collective Bargaining Session is scheduled for Friday March 25th at 2:00 PM in the Provost’s Conference Room (Rm 350 Admin Bldg) You are encouraged to attend and observe.
The UFF-FAU Collective Bargaining Team
Susan Reilly
Sharmila Vishwasrao
Meredith Mountford
Bob Zoeller
Tom Fernandez
Sunil Babbar
Debra Vance-Noelk