Dear Colleague –
Happy Juneteenth!
On Friday, June 18th, UFF and the FAU Board of Trustees (BOT) met for approximately 5 hours to continue the 2021 Collective Bargaining.
In attendance from UFF were Dr. Meredith Mountford, co-lead negotiator; Dr. Andrew Gothard, co-lead negotiator; Dr. Jian Cao; Kathleen Moorhead, Senior Instructor; Dr. Sarah Nielsen, Senior Instructor; Dr. Robert Zoeller.
***
I. Highlights –
| Article 24 | BENEFITS Spouses of employees are now eligible to take undergraduate and graduate classes under the EESPD program.Language of article modified to include dependents participating in university bridge programs. |
| Article 7 | MINUTES, RULES, AND BUDGETS Many faculty have expressed concerns about the University’s fiscal management. Article 7 now provides for at least one public meeting annually to provide detailed explanations of the University’s budget and fiscal management, which includes Academic Affairs, the Division of Research, and FAUS. |
***
II. Accomplished –
UFF and BOT representatives came to a Tentative Agreement on:
| Article | Old Language | New Language |
| 7 | All new language | 7.1 (c) The University recognizes the importance of providing thorough and accurate information concerning the budget and fiscal management of the University. The University will continue to offer at least one public meeting to the University community in the fall semester to provide a detailed explanation of the University’s annual budget, which includes Academic Affairs, the Division of Research, and FAUS. |
| Article | Old Language | New Language |
| 24 | All new language | 24.5 (d) In 2020-2021, the University created a program to provide a onetime lump sum payment to eligible employees which served as an early retirement incentive. Program details and operation, eligibility requirements, funding levels and the lump-sum payment amount were determined by the University and consistent with the requirements of Florida law. The continuation of a voluntary retirement incentive program beyond 2020-2021 is at the discretion of the University. The Union may request consultation on early retirement incentive program details. |
| 24.7 Free University Courses for Employees and Dependent Children | 24.7 University Courses for Employees, Dependent Children, and Spouses | |
| 24.7 (f) Employees eligible for FAU’s EESP who do not use their six (6) credit hours of instruction (graduate or undergraduate) per term may instead participate in the dependent child tuition plan for an IRS qualified dependent child. The dependent/student will be responsible for any and all non-refundable fees as identified in the university catalog and regulations. Only undergraduate classes are eligible. These credits do not accrue. | 24.7 (f) Employees eligible for FAU’s EESP who do not use their six (6) credit hours of instruction (graduate or undergraduate) per term may instead participate in the dependent child tuition plan (“The Plan”) for an IRS qualified dependent child, or spouse. This student will be responsible for any and all non-refundable fees as identified in the university catalog and regulations. These credits do not accrue. | |
| 24.7 (f) a. Eligibility. A dependent child must be duly admitted to an undergraduate degree program and must be enrolled in a minimum of thirty (30) credits per academic year, with a minimum of twelve (12) credits in the Fall semester, and twelve (12) credits in the Spring semester | 24.7 (f) a. Eligibility. A dependent child may participate in The Plan at the undergraduate level. A dependent child must be duly admitted to an undergraduate degree program and must be enrolled in a minimum of thirty (30) credits per academic year, with a minimum of twelve (12) credits in the Fall semester, and twelve (12) credits in the Spring semester. The number of required credits is subject to modification based on the dependent child’s SAS accommodations and/or acceptance into university programs that do not allow the student to enroll in more than 11 credits during the initial fall semester of enrollment. | |
| 24.7 (f) b. New Language | 24.7 (f) b. Eligibility. A Spouse may participate in The Plan at the undergraduate or graduate level. The Spouse must be enrolled in six (6) credits per semester, of which, fees for three (3) will be waived at the rate of the level of program enrolled. The remaining three (3) credits must be paid for out of pocket. If the Spouse chooses to enter the University as a full-time, matriculated student, their admission to the University may be deferred to the Spring Semester of the academic year they are attempting to enroll. Any credits taken over and above the six (6) required credits must be paid for by the Spouse or employee. |
| Article | Old Language | New Language |
| 6 | 6.2 (c) Investigation of Charges of Discrimination. Charges of discrimination, including those filed by employees against students alleging unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that constitutes sexual harassment, shall be promptly reviewed/investigated according to University Regulation 5.010 and established University procedures of the Office of Equity, Inclusion and Compliance. No employee reviewed/investigated under such procedures shall be disciplined until such review is complete and a finding of a violation of the Regulation has been issued. However, if factual findings suggest the employee is incompetent or is engaged in misconduct, the employee may be disciplined under Article 16. | 6.2 (c) Investigation of Charges of Discrimination. Charges of discrimination, including those filed by employees against students alleging unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that constitutes sexual harassment, shall be promptly reviewed/investigated according to University Regulation 7.008, University Policy 1.15, and established University procedures of the Office of Equity and Inclusion. No employee reviewed/investigated under such procedures shall be disciplined until such review is complete and a finding of a violation of the Regulation has been issued. However, if factual findings suggest the employee is incompetent or is engaged in misconduct, the employee may be disciplined under Article 16. |
***
III. In Progress –
The articles in the Collective Bargaining Agreement that were discussed and are in progress:
Article 10 Employee Performance Evaluations
Article 8 Appointment
Appendix H 2nd Summer Course Compensation
Article 17 Leaves
Article 22 Study Leave and Sabbaticals
Article 18 Intellectual Property
***
The next bargaining session is scheduled for Friday, 07/16/21, online, from 12:00-5:00 p.m. Login information will be provided before the meeting.
***
If you have any questions or comments regarding these matters, please contact a UFF Senator or your UFF steward.
Also follow us on social media – links at bottom of email.
In solidarity,
UFF Bargaining Team
_____________________________________________________________________________
DISCLAIMER: This E-Mail is covered by the Electronic Communications Privacy Act, 18 U.S.C. §§ 2510-2521 and is legally privileged. The information contained in this E-Mail is intended only for use of the individual or entity named above. If the reader of this message is not the intended recipient, or the employee or agent responsible for delivering it to the intended recipient, you are hereby notified that any dissemination, distribution, or copying of this communication is strictly prohibited. If you receive this E-Mail in error, please notify the sender immediately at president@UFF.org and delete the information from your computer. Please do not copy or use it for any purpose nor disclose its contents to any other person.