Session Updates, 2020
WOU and WOUFT have begun 2020 contract negotiations. The Office of Academic Affairs is committed to keeping the WOU campus community informed about the progress of the negotiations. You will find updates on this website.
Themes
The University’s 2020 proposals reflect three overarching themes:
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- Clarity/Readability, so that the CBA supports faculty and management in practical ways as we pursue the University’s mission
- Workplace, so that that we have fair and transparent tools and processes for supervisors to set clear standards for accountability in faculty performance and conduct
- Sustainability, so that we work together to confront the economic pressures facing the University and ensure our longterm viability
Bargaining meetings
- Thursday, July 2, 9:00 am – 2:00 pm
- Monday, June 29, 10:00 am – 4:00 pm
- Thursday, June 25, 11:00 am – 3:00 pm
- Tuesday, June 16, 11 am – 3:00 pm
- Thursday, June 4, noon – 4:30 pm
- Thursday, May 28, noon – 4:30 pm
- Thursday, May 21, noon – 4:30 pm
- Thursday, May 14, noon – 4:30 pm
- Thursday, April 30, 11:30 am – 4:30 pm
- Thursday, April 9, 11:30 am – 4:30 pm
- Thursday, March 19, 11:30 am – 4:30 pm (canceled)
- Thursday, February 27, 11:30 am – 4:30 pm
- Thursday, February 6, 11:30 am – 4:30 pm
Context
We are building on significant progress we have made in recent years that allows us to more effectively recruit new faculty, support and recognize current faculty, and serve our students. Here are some highlights:
2019
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- Team teaching agreement supports faculty who co-teach select First Year Seminars
2018
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- Raised salary floors for non-tenure track faculty
- Established a step system for non-tenure track faculty
- Added 39th and 40th steps, to recognize the continuing contributions of WOU’s most senior faculty
- Increased funds available for Faculty Development by $70,000 annually
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Developed a Joint Labor Management Committee that meets monthly to discuss issues outside of bargaining, in support of shared governance
- Implemented a transparent process for tenure-clock stoppage
2017
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- A process for providing multiple year contracts for many long-term NTT faculty
- Up to five course releases per year for technologically innovative course and curriculum development
- Increased number of steps we can award at time of hiring a tenure-track faculty member
2015
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- Increased starting salaries for early-career non-tenure track faculty
- Gradual retirement option
Bargaining updates are in reverse chronology.
July 2, 2020
9:00 am – 2:00 pm
WOU and WOUFT bargaining teams met at 9 am on Thursday, July 2. WOUFT began the meeting by bringing forward a package proposal related to 5, 7, 10, 11, 13 and 24. The WOUFT proposal represents significant progress, for which WOU expressed its appreciation. However, it contained some elements – enrollment caps for online courses and a per-head incentive system for advising – that are not practically or budgetarily feasible at a time when the university’s revenues and costs are structurally misaligned.
Optimistic about the potential for substantial progress, WOU built on WOUFT’s proposal and countered with a proposal package intended to be considered as a whole in an effort to wrap up the majority of remaining issues. WOU’s package proposal included the following elements:
- WOU fully accepts WOUFT’s Article 16: Salary proposal of May 21, which includes flat salaries in 2020-21, except for promotions, and re-openers for Article 16 for 2021-22 and 2022-23.
- WOU made a new package proposal for Article 22: Faculty Development that provides for $180k in 2020-21, $225k in 2021-22 and $270k in 2022-23 for faculty development funds. WOU’s proposal also allows for rollover from this contract to the next.
- WOU made a new package proposal related to Article 7: Assignment of Duties.
- WOU fully accepts WOUFT’s Article 3: Union Rights and Responsibilities counter-proposal of June 29.
- WOU accepts elements of WOUFT’s package proposal — Article 5: Rights of Bargaining Unit Members; Article 10: Responsibility of Members and Disciplinary Procedures; and Article 13: Grievances.
- WOU withdraws its proposals related to Articles 21: Sabbatical, 23: Summer Session, and 24: Online Teaching.
Proposals on individual articles included in the package are linked below:
- Article 3: Union Rights and Responsibilities – Full acceptance of WOUFT’s 6.29.20 proposal
- Article 5: Rights of Members – WOU’s 2.6.20 proposal/WOUFT’s 7.2.20 package proposal
- Article 7: Assignment of Duties – New package proposal by WOU
- Article 10: Responsibilities of Members & Disciplinary Procedures – Full acceptance of WOUFT’s 7.2.20 package proposal
- Article 11: Assignment of Duties, Evaluation and Retention of Non-Tenure Track Faculty – Mix of WOU’s 6.29.20 proposal and WOUFT 7.2.20 package proposal
- Article 13: Grievances – Full acceptance of WOUFT’s 7.2.20 package proposal
- Article 16: Salary – Full acceptance of WOUFT’s 5.21.20 proposal
- Article 22: Faculty Development – New package proposal by WOU
Resolution of proposals on these articles will leave WOU and WOUFT time to address WOU’s proposal on Article 8: Evaluation, Tenure and Promotion for Faculty on the Tenure-Track, work that seeks to improve fundamental processes that shape the experiences of tenure-track faculty throughout their WOU careers.
June 29, 2020
10:00 am – 4:00 pm
As we approach the expiration of WOU’s current contract with WOUFT, WOU provided counter-proposals related to Article 10: Responsibilities of Members & Disciplinary Procedures, Article 11: Assignment of Duties, Evaluation and Retention for Non-Tenure Track Faculty, and Article 23: Summer Session. Discussion continued regarding other proposals on the table including WOUFT’s proposed changes to Article 5: Rights of Members and Article 13: Grievances.
The parties reached agreement on changes to Article 14: Arbitration.
June 25, 2020
11:00 am – 3:00 pm
On Thursday, June 25, the teams from WOU and WOUFT met from 11:00 am – 3:00 pm. WOU heard WOUFT counter-proposals related to Article 3: Union Rights and Representation, Article 10: Responsibilities of Members and Disciplinary Procedures, Article 11: Assignment of Duties, Evaluation and Retention of Non-Tenure Track Faculty, Article 22: Faculty Development and Article 23: Summer Session.
WOUFT also discussed its written statement regarding its concerns with WOU’s proposal on Article 8: Evaluation, Tenure and Promotion for Faculty on the Tenure Track.
WOU and WOUFT reached tentative agreement on changes to Article 9: Personnel Files.
June 16, 2020
11:00 am – 4:00 pm
The University and WOUFT met on Tuesday June 16 from 11 am – 3:15 pm via videoconference to continue bargaining. On June 9, in anticipation of the upcoming bargaining session, the University forwarded counter-proposals to WOUFT on:
- Article 9: Academic Personnel Files
- Article 13: Grievances
- Article 14: Arbitration
The University also forwarded revised proposals on June 9:
- Article 8 and its proposed sub-parts:
- Article 23: Summer Session
On June 15, WOU forwarded to WOUFT a counterproposal for Article 7:
- Article 7: Assignment of Duties
WOU received counterproposals from WOUFT regarding Article 5: Rights and Responsibilities of Members, Article 10: Responsibilities of Members and 11: Assignment of Duties, Evaluation and Retention for Non-Tenure Track Faculty.
Related to other matters, the teams:
- TA’ed WOU’s counter-proposal on Article 9: Personnel Files
- Heard WOUFT’s presentation on its counterproposals to Articles 10: Responsibilities of Members and 11: Assignment of Duties, Evaluation and Retention for Non-Tenure Track Faculty
- Had a robust discussion about academic judgment in the context of Article 13: Grievances
- Discussed briefly Article 14: Arbitration
In Tuesday’s conversation, the teams also discussed next steps for bargaining on Article 8: Evaluation, Tenure and Promotion for Faculty on the Tenure Track. While no counterproposal has been presented by WOUFT, the union volunteered to bring a list of comments and objections to the university’s proposal to a future bargaining session. The University believes that a path forward to resolving the concerns that drive WOUFT’s proposal regarding Article 13 are found within the University’s Article 8 proposal, and as such looks forward to a continuing dialogue around improving evaluation processes.
Bargaining resumes on Thursday June 25 from 10 am – 4 pm.
June 4, 2020
Noon – 4:30 pm
On Thursday June 4, the University and WOUFT met via teleconference, and reached tentative agreement on several proposals on the table: Preamble, Article F: Healthy Workplace and Article I: Gradual Retirement Program.
The parties also engaged in extensive discussions of proposals for Article 5: Rights of Members and Article 8: Evaluation, Tenure and Promotion for Faculty on the Tenure Track. Through those discussions we learned more about the context and intentions of proposals. Following the bargaining session, the University delivered these counter proposals to WOUFT:
- Article 9: Academic Personnel Files
- Article 13: Grievances
- Article 14: Arbitration
The University’s response to WOUFT’s Article 5: Rights of Members proposal is noted in the cover letter that accompanied these counter proposals.
The University also provided resubmissions of two of its proposals, with changes from WOU’s original proposals noted in yellow:
- Article 8 and its proposed sub-parts:
- Article 23: Summer Session
May 21, 2020
Noon – 4:30 pm
On Thursday May 21, WOU and WOUFT met via teleconference and exchanged new proposals. Per the bargaining ground rules, this was the final opportunity to present new proposals on articles or sections therein.
The current contract expires on June 30, 2020 and we will reach the statutorily required 150 days of bargaining on or about July 7, 2020. Given those rapidly approaching deadlines, WOU looks forward to the exchange of information and the productive give and take at the heart of bargaining.
WOU presented its remaining new proposals:
- Article 16: Salaries
- Article 22: Faculty Development
- Article 23: Summer Session
- Article 28: Negotiation of Successor Agreement
- Article 29: Duration of Agreement
- Appendix N: Tenure Relinquishment
The proposals align with WOU’s overarching goals for CBA improvements, especially the focus on institutional sustainability in the face of economic upheaval locally, nationally and globally.
Context for WOU’s proposed economic package
As we all know, WOU faces serious budget challenges. The university began 2019-20 with a $1.3M structural deficit and a charge from the Board of Trustees to balance the budget by 2020-21. WOU realized nearly $2M in savings for 2020-21 through reductions and cost containment measures among classified and unclassified staff:
- elimination of vacant staff positions
- layoffs of classified staff
- non-renewal of unclassified staff
- salary freezes for unclassified staff
- reduced FTE for select administrators
Despite these measures and because of enrollment drops, realized and anticipated state funding shortfalls, higher salaries and increased PERS expenses, the University goes into the 20-21 academic year with a projected budget shortfall of $8M to $10.5M. The range depends on the final decisions regarding budget cuts that are under consideration as directed by HECC.
And, of course, the ongoing COVID crisis has affected every part of the economy and university operations, creating unprecedented uncertainty about how universities like ours will traverse the coming months and years.
Fully 85% of the University’s budget goes to its workforce in the form of salary and benefits. In 2020-21, WOU must further reduce personnel costs. To that end, the University is working with each of its employee groups – classified, unclassified and faculty – to plan for how we will share the burden of this deficit equitably and in a way that best serves our students, mission and future as an institution. Classified and unclassified workers have already been notified of furloughs in summer 2020.
Because approximately 50% of the budget is allocated to the direct instructional costs (i.e., faculty salaries and benefits), we established an objective of $4M in reductions in faculty costs. This is an area where we have not yet begun the kinds of systemic restructuring that our classified and unclassified staffs have experienced.
Reductions in direct instructional costs must be sustainable until we can clearly see the programmatic and fiscal impacts of our emerging efforts to prioritize programs, efforts that will drive WOU’s future and right-size our academic portfolio and workforce to match our enrollments.
The University’s efforts to find savings within the classified, unclassified and faculty ranks will be ongoing and geared towards positioning the University for a successful future that can sustained in the long term.
Economic Proposals
Given our current situation, WOU proposed the following regarding Article 16: Salary.
- Base salaries for NTT faculty held at 2019-20 levels for the length of the contract
- Award of the traditional step, though no salary increase, to tenure-track faculty in 2020-21
- A progressive and incremental cut in the values of the 2019-20 salary table, ranging from 4% at Steps 1 and 2 up to 11.8% at Step 40 that will last for the term of the Collective Bargaining Agreement
- Faculty who earn a promotion will be given a four-step increase and the associated pay increase for those four steps
- Other than promotion, no additional steps in 2021-22 or 2022-23
The measures will result in a savings of $1.4M in salaries and OPE in 2020-21, with an average cut of 7.8% ($5,934). These savings will be sustained through each subsequent year as we prioritize and plan for our future, including establishing new programs that will ensure the financial viability of the university going forward.
We propose a progressive and incremental pay cut for tenure-track faculty. The smallest cuts, both dollar-wise and proportionately, are directed to those at the lower end of the step system. These faculty earn less and receive less generous retirement contributions than faculty at the higher end of the salary scale who have been at WOU longer. We did not propose to cut base salaries of NTT faculty who, as a whole, are paid the least and have the least job security.
Regarding Article 23: Summer Session, the University proposes changes to summer compensation that better align instructional expenses with tuition revenues, establish salary equity among faculty who teach in summer, reduce uncertainties in summer instructional expenses, and enhance our ability to plan a student-centered summer session. We propose:
- Summer teaching compensated at a flat rate (equivalent to Step 12 of WOU’s proposed TT step system), so that all who teach in summer are treated equally, including NTTs
- A mechanism for applying the flat rate that is driven by student enrollments, not student credit hours. This results in all courses, no matter their contact hours, being treated equitably when we determine whether the alternative or flat rate applies.
- Targets of 14 undergraduate and 10 graduate students to move up from alternative summer compensation to improve the financial viability of summer session courses.
In addition, provisions related to summer session are currently spread among Articles 16 and 23. We propose to consolidate all language related to summer in Article 23.
Regarding Article 22: Faculty Development, the University proposed $180,000 of Faculty Development funds each year of the contract, with the flexibility to carry forward unspent funds from one year to the next, so long as funds expended in any given year do not exceed $270,000.
Regarding Appendix N: Tenure Relinquishment, the University offered a retirement incentive for faculty to relinquish tenure on June 30, 2021. Faculty incentives include relief from 2020-21 reduced salaries.
WOUFT presented proposals on Articles 5, 16, 17, 19, 20, 22, 23, 25, 28, 29, Appendix F, Appendix K, Appendix M and the Preamble. The parties reached tentative agreement on Article 19 (a change to the union’s name), Article 20: Miscellaneous Provisions (clarifying availability of copies of the CBA and change to the union’s name); and Article 25 (modifications to processes related to the Donated Leave Bank).
The parties will convene again on Thursday May 28 from noon – 4:30 pm to continue their conversation regarding the needs and interests that drive the proposals that have been brought forth in this bargaining cycle.
May 14, 2020
Noon – 4:30 pm
On May 14, WOU and WOUFT met via videoconference from noon to 2:00 pm – a shorter time than originally set aside for the bargaining session. This change was purposeful and intended to benefit the overall bargaining process.
Under the bargaining ground rules agreed to by WOU and WOUFT, the sides are required to have the last of their proposals presented by May 21, 2020. At this time, WOU has presented the vast majority of its complete proposals regarding 17 separate articles whereas WOUFT has presented a handful of complete proposals.
We face several impending deadlines: The May 21, 2020 deadline for final proposals, the expiration of the current collective bargaining agreement on June 30, 2020, and the end of the statutorily mandated 150-day bargaining clock on July 7. For this reason, WOU believed it most productive to cede the remainder of the May 14th scheduled bargaining time so WOUFT might continue work on pending articles as a team.
Prior to adjourning, WOUFT brought forward a response to WOU’s proposal on Article 2, and versions of their proposals on Articles 7 and 24 that were revised to speak to WOU’s earlier proposals on those articles.
We look forward to meeting again on Thursday, May 21 from noon – 4:30 pm, to learn about WOUFT’s remaining proposals and present the University’s.
April 30, 2020
Noon – 4 pm
The University and WOUFT met via video-conference on April 30, from noon until 4 pm, to continue negotiations for a new collective bargaining agreement.
The University presented a new proposal regarding Article 8 on Faculty Reviews. The proposal represents a major revision of one of the most important and frequently used parts of the current CBA.
Guided by pragmatic principles of usability and clarity, the University proposes to create sub-Articles for each type of review:
- Article 8A: Continuation Review
- Article 8B: Tenure Review
- Article 8C: Promotion Review
- Article 8D: Post-Tenure Review
We believe that this global restructuring, combined with careful attention to the organization and wording of sections within each sub-Article, will provide greater clarity to the primary audiences for this document: candidates for review, reviewing bodies, and those who are considering joining WOU’s faculty.
While much remains the same – in effect, if not in exact words – the University proposes some notable procedural changes:
- Including the President in decisions about promotion and tenure
- Elevating the University Personnel Review Committee by reimagining it as a university-wide faculty body that provides invaluable recommendations to the Provost on all tenure and promotion cases
- Encouraging divisions to provide written guidance to candidates for review and reviewers regarding unique, area-specific expectations or standards as well as well as specific types of evidence relevant to the fields represented in the division
The University has provided a roadmap to all proposed changes in Article 8, and welcomes continued conversation with WOUFT that serves faculty needs for clarity in review expectations and processes.
The parties discussed WOUFT’s Article 5 concerns about faculty safety. The University invited specific questions in writing that could advance shared understanding of relevant procedures and how to access them.
WOUFT presented new proposals for Article 7 (related to Assignment of Duties) and Article 24 (related to Online Teaching). Through rich conversation, the University gained a greater understanding of the interests at the heart of these proposals.
The parties agreed to add two dates (May 21, May 28) to its already scheduled bargaining dates (May 14, June 4), recognizing that the end of spring term will come quickly and the current CBA expires on June 30, 2020. In addition, the parties agree to accept new proposals through May 21.
April 17, 2020
On April 2, in the interest of managing the unprecedented uncertainties faced by WOU, the University presented WOUFT with a one-year proposal to settle negotiations over a new collective bargaining agreement. The impetus behind that proposal was a perfect storm of three factors:
- We began the year with a structural deficit and a directive from the Board of Trustees to eliminate the deficit for 2020-21.
- We budgeted for flat enrollments, because of demographic factors that are bigger than us, and we experienced another year of declining student enrollment.
- Now we are in the midst of a pandemic that led Oregon’s governor to issue a state-at-home order for non-essential activities and shut down a substantial part of Oregon’s economy.
Layered on top of our existing institutional challenges, the COVID-19 pandemic has produced uncertainties that are of a magnitude larger than anything we previously envisioned.
These developments leave us with a vacuum of information to bring to a productive conversation about an economic package of any length. At this time, after several years of enrollment declines and now a looming national and global economic disaster, the University has little if any slack to take risks for discretionary cost increases. This is why we proposed a one-year contract to bridge us to spring 2021 when we can have better information – about the course of the pandemic, the larger economic picture, the response of our students to economic stresses, the level of state and lottery funding for higher education – with which to engage in a productive negotiation about an economic package.
Following WOUFT’s counter-proposal for a six month contract extension, the University prepared a counter-proposal for a one-year contract that included faculty development funds and delivered it to WOUFT late afternoon on April 9. The University’s counter-proposal stated:
“The University does not believe the Parties have the time available to them to bargain this deal beyond April 17th, 2020. Should the Parties be unable to reach agreement by next Friday, the University will turn its efforts toward preparation for the April 30th bargaining session existing on our calendars so that headway can be made toward a longer, more comprehensive agreement.”
WOUFT delivered a counter-proposal to the University late on the afternoon of April 17. It proposed across the board pay increases for faculty at a time of layoffs, salary freezes and budget cuts for the rest of the University.
The University has concluded that we will be unable to resolve the terms for a one-year contract within the time frame specified. Given the current financial stresses — a situation that is bigger than WOU — the University is now turning its attention to article-by-article bargaining for the upcoming collective bargaining agreement. We look forward to WOUFT’s consideration of the University’s proposals and submission of full-article proposals by WOUFT in the near future. Given the amount of work left to reach resolution and the upcoming June 30, 2020 expiration of the current collective bargaining agreement, the University is reaching out to WOUFT for additional dates we are available in the coming weeksto engage in this important work.
The next scheduled bargaining session is April 30, 2020.
April 9, 2020
Noon – 2:00 pm
In the interest of managing the unprecedented uncertainties faced by WOU, on April 2 the University presented WOUFT with a one-year proposal to settle negotiations over a new collective bargaining agreement.
The University and WOUFT met via videoconferencing on April 9 to discuss WOUFT’s counter-proposal for a six-month contract extension that was delivered earlier that day. After informative and productive conversation, where the teams exchanged information about their proposals and how the proposals advanced their interests, the bargaining session adjourned. Drawing on what was learned, the University prepared a counter-proposal for a one-year contract and delivered it to WOUFT late afternoon on April 9.
As compared with the University’s initial proposal, the counter proposal removed the mechanism for stipends triggered by budget and enrollment targets as that was not of interest to WOUFT. We heard how important ongoing faculty development is; in response, we proposed $180,000 for faculty development funding in 2020-21 to be distributed using the established mechanism.
The University stands firm on its position regarding the need for a one-year contract. We do not believe that WOUFT’s proposal to extend the contract for six months establishes a viable path to resolution before the proposed contract expiration of December 31, 2020. In fall 2020, when WOUFT proposes that negotiations restart, there will be neither sufficient information nor sufficient time to engage in informed and productive conversations about an economic package. Restarting negotiations in February 2021 will provide WOU and WOUFT with additional information and time in bargaining to reach a resolution.
April 2, 2020
On April 2, the University presented WOUFT with a one-year proposal to settle negotiations over a new collective bargaining agreement. The University did so as it attempts to manage the extreme economic impact of reduced enrollments in academic year 2019-20, a less-than-expected appropriation from the legislature, and the global impact of the COVID-19 crisis, that weighs heavily personally, professionally and fiscally. The University hopes that by bridging to next Spring, both Parties may find themselves on calmer waters from which to engage in robust and productive negotiations.
March 19, 2020
Cancelled
February 27, 2020
11:30 am – 4:30 pm
The bargaining teams from the University and WOUFT met to continue bargaining for the 2020-2023 faculty contract. The University has introduced three themes that run through its 2020 contract proposals:
- Clarity/Readability, so that the CBA supports faculty and management in practical ways as we pursue the University’s mission
- Workplace, so that that we have fair and transparent tools and processes for supervisors to set clear standards for accountability in faculty performance and conduct
- Sustainability, so that we work together to confront the economic pressures facing the University and ensure our longterm viability
The meeting began with a presentation (slides here) by President Fuller on the university’s current budget landscape. Topics included:
- A state budget allocation that was below what is needed to maintain current service levels
- The planned (“structural”) deficit of $1.3m in this year’s operating budget that was covered by non-recurring reserve funds
- A decline in tuition revenues that resulted from a 5% decline in student enrollments in 2019-20
- The additional budget deficit ($3.0m) that resulted from WOU not meeting 2019-20 enrollment targets of flat enrollment
- The reasons why WOU seeks to keep our tuition at affordable for the students we serve
- The university’s decision to budget for declining enrollments for 20-21 and aligned efforts identify $3m in base-budget savings so that we go into 20-21 with a balanced budget
- Investments in future enrollment growth and outreach to new markets
The President spoke with the group for over an hour and fielded an array of questions about our budget situation.
WOUFT presented new proposals related to:
- Article 5: Rights of Bargaining Unit Members
- Article 11: Assignment of Duties, Evaluation and Retention for Non-Tenure Track Faculty
- Appendix I: Gradual Retirement Program
After discussion of the WOUFT proposals, the University and WOUFT agreed to cooperate on bringing in content experts to speak to the issues raised by WOUFT’s Article 5 proposal. The presentation(s) are scheduled for Thursday, April 9, an already scheduled bargaining session.
The University introduced its proposals and responses in a cover letter.
In addition to presenting its own proposed changes to Article 3, the University responded to WOUFT’s Article 3 proposals from February 6 as follows:
- Article 3: Union Rights & Responsibilities
The University is not, at this time, responding to the other proposals brought forward by WOUFT on February 6.
Additionally, the University introduced new proposals on the following Articles:
- Article 7: Assignment of Duties
- Article 21: Sabbatical
- Article 24: Online Teaching
The next bargaining session is scheduled for Thursday, March 19 from 11:30 am – 4:30 pm in Hamersly 107.
February 6, 2020
11:30 am – 4:30 pm
The bargaining teams from the University and WOUFT met to begin bargaining for the 2020-2023 faculty contract. The University introduced three themes that run through its 2020 contract proposals:
- Clarity/Readability, so that the CBA supports faculty and management in practical ways as we pursue the University’s mission
- Workplace, so that that we have fair and transparent tools and processes for supervisors to set clear standards for accountability in faculty performance and conduct
- Sustainability, so that we work together to confront the economic pressures facing the University and ensure our longterm viability
The University introduced proposals related to:
- Article 2: Definitions
- Article 4: Consultation
- Article 5: Rights of Members
- Article 6: Appointments
- Article 9: Academic Personnel Files
- Article 10: Responsibilities of the Members & Disciplinary Procedures
- Article 11: Assignment of Duties, Evaluation and Retention for Non-Tenure Track Faculty
- Article 13: Grievances
- Article 14: Arbitration
WOUFT introduced proposals related to:
- Article 3: Union Rights and Responsibilities
- Article 5: Rights of Members
- Article 8: Evaluation, Tenure & Promotion for Faculty on the Tenure Track
- Article 22: Faculty Development (withdrawn at the table)
- Appendix G: Summary Recommendations for Faculty Continuation on Tenure Track, Award of Tenure, or Award of Promotion
As a result of productive conversation, tentative agreement was reached on changes to Articles 4 and 6.
The teams will meet again on Thursday, February 27, 11:30 am – 4:30 pm to continue the conversation on the rest of the proposals that were introduced as well as to consider additional proposals.