Chief Negotiator’s Blog Session #10/11

Bargaining Sessions # 10, 11

December 29th and 30th

On December 29, 2015, UConn-AAUP and the administration met with mediator Leslie Williamson to assist in reaching agreement on proposals that are on the table.  Both sides were very hopeful that progress would be made toward a successor collective bargaining agreement. There are many proposals that are on the table. After 6 hours of working with Mr. Williamson, the parties were able to reach agreement on the Tenure Appeal clause of the contract. Throughout these negotiations, UConn-AAUP has insisted that any reference to the By-laws in the CBA be to a specifically dated amended version. As you can see from other administrative proposals, the administration has been insisting that the By-Laws be a version “amended from time to time.” The administration allowed for a dated version of the By-laws for this article, but as you will see on a note at the bottom of the article, it only applies to this article.

There is one more session scheduled with the mediator on January 24, 2016.

On December 30, 2015, the parties met from 9:00 AM – 12:00 PM. Three members of the bargaining unit observed the session. Thanks to Professors Tom Long, Amy Kenefick and Moustapha Diaby.

UConn-AAUP introduced our economic proposal. As the structure of the proposal, a combination of flat, percentage and merit, is consistent with past years, there were only a few questions from the administrative side.  Most of the questions were from the outside counsel, who is unfamiliar with current language and practice of the compensation structure here at the university.

In consideration of the 2013 “An Analysis of Gender and Minority Pay Equity among AAUP Faculty members at the University of Connecticut 2003-2012” study conducted by UCONN professor Lyle Scruggs, a UConn-AAUP proposal was made to create a Provost Equity and Salary and Disparity Fund. This proposal would give the Provost the opportunity to address “sizeable and consistent gaps in salary and merit awards for women and underrepresented minority groups among faculty at UConn” as identified in the Scruggs report. The proposal calls for the administration to create a fund to rectify salary disparities based on race, ethnicity, and gender within ranks of full-time faculty members over a three-year period.

UConn-AAUP also presented a proposal on Office Space and a proposal on Professional Responsibilities/Workload. Our workload proposal seeks “adequate” office space, workspace and facilities for effective and safe teaching, research, advising and all other activities necessary for productive success in your academic discipline.

Our Responsibilities/Workload proposal calls for a balance between workload, institutional prerogatives, and individual faculty rights that will be governed by the following requirements:

Any department or school workload document must be a.) Prospective, not retroactive; b.) Constructive, not punitive; c.) Specific about expectations for sufficient performance. Sufficient performance shall not be based upon some averaging or regression of faculty performance.

The next session is scheduled for January 22, 2016.


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