Collective Bargaining Updates
2003/05 Contract
January 8, 2006
January 6, 2006The AAUP Bargaining Team has reached a tentative agreement on a contract that the Executive Council has voted to submit to members for ratification. A ballot will be forthcoming via campus mail. Three forums will be held to answer questions about the tentative agreement; dates, times, and rooms for which are provided at the end of this message.
The agreement has two key pieces:
The first piece:
The 2005-07 contract will contain across-the-board salary increases totaling 8% for all bargaining unit members: 5% now, and 3% next year (2% July/Sept., and 1% at the start of 2007). Health care will be fully paid for 2006 and, if insurance premium cost increases do not exceed 14%, fully paid in 2007.The second piece:
The University agreed to increase low salaries of defined groups of continuing faculty by an additional 1.25% in exchange for our participation in a risk-sharing agreement, if PEBB should choose not to cover additional health insurance premium costs over 12% out of its substantial reserves in 2007.The formulas for the second piece are straight-forward, but will take some space to describe. It is important that everyone understand the implications of (A) the low salary pool and (B) the health care agreement.
A. The low salary increase will be added to an individuals salary base. The minimum increase will be $450 for those on 9-month contracts and $600 for those on 12-month contracts. Eligibility depends on type of appointment, rank or level and hire date.
Below are the three eligible groups, starting with the largest.
1. Eligible ranked faculty must be continuing from 2004-05:
a) Instructors with 9-month base salaries less than $36,000
b) Senior Instructors with 9-month base salaries less than $40,000
c) Assistant Professors with 9-month base salaries less than $46,000
d) Associate Professors with 9-month base salaries less than $56,000
e) Full Professors with 9-month base salaries less than $66,0002. Academic Professionals, in two sub-groups:
a) Program Administrator I, Advisor/Counselor I, Instructional Technical Specialist I or Psychology Resident who are continuing from 2004-05 whose 9 or 12- month bases salaries are below $32,500
b) Program Administrator II or III, Advisor/Counselor II, Instructional Technical Specialist II or Psychologist, Clinical Social Worker or Educational Technology Specialist who are continuing from January 2003 whose 9 or 12- month base salaries are below $50,000.3. Research Assistants and Associates, in two(*) groups:
a) Research Assistants* who are continuing from 2004-05 whose 9 or 12- month base salaries are below $33,000
b) Senior Research Assistants, Research Associates, and Senior Research Associates who are continuing from January 2003 whose 9 or 12-month base salaries are below $50,000.(*)Research Assistants continuing from 2004-05 who participated in the realignment study in the School of Social Work and who are approved for reappointment as Senior Research Assistant, Research Associate, or Senior Research Associate are eligible under the terms of 3(b) above. (Research Assistants and Associates who participate in a rank realignment process during 2006 may also become eligible for this award.)
B. The Risk-Sharing agreement:
Together, the University and AAUP represented faculty are taking the risk that health care insurance premium increases might exceed 12% for the 2007 plan year, and that PEBB might not cover increases beyond 12%. Here is the language, binding only for this two-year contract:Should rates for plan year 2007 exceed the Employer contribution the parties shall jointly petition PEBB to use the reserve funding to support a portion of any premium increase above 12%. If the increase in excess of 12% is not covered by PEBB reserves, the University will fully cover an increase of up to 14%. If the increase in excess of 14% is not covered by PEBB reserves, the across-the-board salary adjustment for January/February 2007 shall be reduced by .025 percentage point for each 1% increase in premiums above 14%. This shall be in lieu of any monthly premium contribution by employees.
Based on the information available to us at this point in time, we think it is highly unlikely that the cost of insurance premiums will lincrease by more than 14% in the 2007 plan year.
You may see this risk-sharing deal as a well-hedged bet, or as an erosion of the principle of fully-paid health care. To put it in context, the State of Oregon has already signed an agreement with its largest union, SEIU that includes language on the health care issue that is less favorable to workers than the proposed language above; they risk losing as much as 2% of their contracted pay increase. This should be a red flag for all of us. OUS will pressure us on this issue during the next round of bargaining; we must be prepared to address it.
Other gains include a 7% increase to all rank, range and promotional minimums (effective July/Sept. 2006); a 20% increase in travel funds, a green light from OUS for PSU to offer three-year contracts to fixed term faculty and language specifically stating that Academic Professionals whose positions are reclassified to a higher level in their Job Family will receive a minimum increase and that they are eligible to receive faculty development funds.
Sincerely,
AAUP Bargaining Team
Martha Hickey
John Armbrust
Tom Luckett
Connie Ozawa
Jon Uto
November 21, 2005With no contract settlement in sight, the AAUP Bargaining Team and Contract Action Team have planned the following contract actions for the next 3 months. Let's keep the pressure on the PSU administration until they negotiate a fair salary increase.
Green Shirt Wednesdays
Wednesday, November 23 and 30
Green contract campaign t-shirt day/red buttonsHave you seen this good-looking shirt? It is 100% green cotton and the text on the front and back is printed in white and yellow. The front says "The Campaign for Portland State Faculty" while the back says "Bridging the Gaps" and "American Association of University Professors."
We have the following size t-shirts: S, L, XL, and XXL. Come by the AAUP office (232 Smith) to get your shirt. Call or email Julia with at 5-4414 or aaup@psuaaup.org for campus mail delivery.
Faculty Senate Meeting
Monday, December 5
3 pm
53 Cramer HallAAUP is on the agenda! Sy Adler, AAUP President, will be posing a question to PSU administrators regarding faculty compensation and the enrollment growth model. All bargaining unit members are invited to attend. Wear your green t-shirts! Signs will be available for those who want to carry them.
AAUP End-of-term Party
Thursday, December 8
3-6 pm
K-House, 633 SW Montgomery St.Drop by to celebrate the end of the term and to thank all the bargaining unit members, yourselves included, who worked so hard on the contract campaign.
If needed, members of the AAUP Bargaining Team will provide a contract negotiation update.
Steve Brown at Madison's Grill--the folks who cater our annual meeting each spring--is preparing a special menu.
Faculty Protest State Board of Higher Education Meeting at PSU
Friday, January 6
save the date--time and location to be determinedFaculty Protest at PSU Basketball Games
Saturday, January 14,
Thursday, January 19,
Saturday, January 21
7 pm
Stott CenterWe all know how much President Bernstine supports PSU athletics programs. Let's show him how badly the PSU faculty need a raise.
AAUP is preparing a special message for the President. Be a part of the action--wear your green contract campaign t-shirts/red buttons to the game.
November 14, 2005PSU-AAUP Vice President for Collective Bargaining Statement to the State Board of Higher Education
I am Martha Hickey, a PSU faculty member and Vice President for Collective Bargaining for the American Association of University Professors, and as I speak on their behalf, I would like to acknowledge my many PSU colleagues in the room .
We do know you are all well aware that faculty salaries in the Oregon University System does not compare favorably with faculty salaries nationally. Recent Board efforts to a lobby for a plan to bring salaries closer to comparator averages are appreciated
The failure of the governor and the legislature to act, however, has not made the need to address faculty compensation any less immediate. At Portland State it is also a question, we believe, of fairly and equitably acknowledging the good work and the dedication of, full-time and part-time faculty and university professionals, who have helped to make this University an institution that the state of Oregon can be proud of.
It is unfortunate that some policy decisions made by the Board and the Chancellor’s office have placed an unfair burden on faculty and students at Portland State. The decision to fund Universities in the system based on four-year old enrollment figures is one example. Students and faculty at Portland State deserve resources that are commensurate with their numbers and their real successes.
A second burden is a consequence of how OUS has decided to fund our medical care benefit. OUS bases what it charges each institution on an average cost per individual that is significantly above our own real health care expenses. PSU is required to give back money that it has been allocated. We understand the desire to make health care accessible to all who work for OUS, but is it fair to take money from a campus where salaries are on average 3 to 9% below salaries at OSU and U of O, and where cost of living is around 5% higher? The cost of on-campus parking alone is three times more here than it is in Corvalis or Eugene—just about $1,000 per year. The amount harvested by the OUS health care “tax” on the 1,000 AAUP represented faculty at PSU alone would fund a 2% increase in our salaries.
The salary freeze was salt on an open wound. 55% of our full-time teaching and research faculty and academic professionals have salaries lower than an average Oregon school teacher—that's less than $50,000 dollars. Oregon teachers’ salaries have risen since 2003, PSU faculty salaries have not. This past year AAUP worked together with the PSU administration to design a performance pay system to reward faculty based on review of the work that they do, but we had to abandon the effort because the funding offered was, by established state standards, far from adequate.
You know that we continue to meet and exceed the Benchmarks set for PSU by the Board. Last year we had the largest graduating class of any University in Oregon, and in all likelihood we graduated more Oregonians than any other campus in the system. Portland State deserves the resources both to pay its faculty and to ensure that growth will not come at the expense of quality or morale.
We ask the Board to address these inequities and fund competitive professional and livable salaries for the professionals who work here at Portland State. Thank you.
November 8, 2005PSU Calls for Mediation 4 Weeks After 1st Salary Proposal
The AAUP Bargaining Team was shocked that after only four weeks of on-again off-again bargaining over salary, and only three on-paper offers, the PSU Administration called for mediation.The Administration rejected AAUP’s request that PSU match the minimum increase for Oregon’s professional and classified employees of 8.75%.
AAUP Salary Proposal
Our proposal for across-the-board salary increases included:
- 2% salary increase retroactive to July 1, 2005 for 12-month bargaining unit members and September 16, 2005 for 9-month bargaining unit members;
- 4% salary increase effective January 1, 2006 12-month bargaining unit members and February 1, 2006 for 9-month bargaining unit members; and
- 2.75% salary increase effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 for 9-month bargaining unit members.
AAUP other increases:
- 1.5% academic professional in-range salary increase effective July 1, 2006 AND
- $275,000 to remedy low salaries effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 9-month bargaining unit members.
PSU Salary Proposal
PSU’s proposal for across-the-board salary increases included:
- 5% salary increase effective January 1, 2006 12-month bargaining unit members and February 1, 2006 for 9-month bargaining unit members;
- 2% salary increase effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 for 9-month bargaining unit members.
PSU other increases:
- 0.5% one-time lump sum payment (At 0.5% percent, the lump sum would amount to $150 for someone making $30,000 or $350 for some one making $60,000, before taxes, of course.)
- 0% academic professional in-range salary increase in years 1 and 2.
- $175,000 to remedy low salaries effective July 1, 2006 for 12-month bargaining unit members and September 16, 2006 9-month bargaining unit members.
AAUP Rejects PSU’s Salary Offer
AAUP rejected the administration offer. According to the recent report in the Oregonian, faculty at U of O are eligible for 4% plus 4% raises in the biennium. (TheOregonian also confirmed the 6% OSU raise this year.) We are still unclear about the administration’s commitment to hold faculty harmless for health-care costs in 2007.PSU Calls for Mediation
It is unlikely that a mediator from the Employment Relations Board can be scheduled before January 2006. The sole focus in mediation will be salary and benefits. AAUP agreed to temporarily agree to (TA) the increases we had previously suggested for faculty development and peer support, and the up-date to the Appendix on rewards. (The PSU administration now has permission from the Chancellor to offer three-year contracts to fixed-term faculty but had no comment on when they might begin to implement them.) We also TA’d the fixed-term Article 18 with no changes.AAUP Next Steps
Salary Update/Action Planning Meeting
November 17 & 18The AAUP Bargaining Team would like to talk with bargaining unit members about salary negotiations. Please come to one of the salary update/action planning meetings on Thursday, November 17, 12-1 pm or Friday, November 18, 12-1 pm (location to TBA.) The AAUP Bargaining Team will update you about the salary negotiations stalemate and what we can do to strengthen our hand in the next few weeks before we begin mediation.
Green T-shirt Wednesday
Please continue to wear your green t-shirts/red button on Wednesdays. We have the following sizes: S, L, XL, and XXL. Come by the AAUP office (232 Smith) to get your shirt. Call or email Julia with at 5-4414 or aaup@psuaaup.org for campus mail delivery.Sign the Petition
If you have not already, please sign on-line petition before 5 pm on Wednesday, November 9. Go to www.ipetitions.com/campaigns/fund_PSU_fairly/ to read and sign it. As of today, 460 people have signed. Let’s make it 500!Sincerely,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions Counselor
Admissions, Records and Registration
November 3, 2005AAUP met with administration negotiators Tuesday, November 1 to discuss two different concepts for distributing a two-year 8.75% across the board salary increase.
Unfortunately, there is little progress to report. Mike Driscoll said that the administration would respond with a counter offer by next Tuesday, but their options were currently limited.
Faculty presence at the Board of Higher Education meeting this Friday, November 4, particularly between 12 and 1:00 p.m. in Smith Center 327, when AAUP plans to address the Board, will help will help underscore our concerns about the lack of progress on faculty salaries.
Hoping to find some common ground, last Tuesday AAUP proposed a 2% retroactive raise this year plus a 4% increase in Jan./Feb. 2006, and 2.5 percentage increase in July or September 2006, with a smaller increase in year two as the administration has requested. We also discussed, as an alternative, somewhat higher mid-year (Jan./Feb. 2006) and July/Sept 2006 increases. We believe the biennial cost of both these alternatives to be significantly less than AAUP's 4.5% retroactive plus 4 % proposal.
The next bargaining session will be November 8, 10:00 am - 1 p.m. in 323 SMSU. Anyone can observe for all or part of the session. A call or email to the AAUP office, 725-4414, or aaup@psuaaup.net will let us know if we will need extra chairs.
Your bargaining team thanks you for all your past efforts, especially your visible and vocal participation in the re-accreditation process. Again, we encourage you to attend some part of the Higher Ed Board meeting from 10:00 to 1:00, November 4th. President Bernstine will > also be addressing the Board during that time.
Sincerely,
PSU-AAUP Bargaining Team
October 12, 2005Faculty Rally for Higher Salaries
Thanks to the 200+ AAUP bargaining unit members who turned out at noon on October 12 for the “Rally for Faculty Salaries.” For those unable to attend, see the below photos.At the rally, members of the AAUP Bargaining Team reported that they have switched to Plan B at the October 11 negotiation session. Because AAUP was not able to convince the PSU Administration to adequately fund performance salary increases, AAUP has withdrawn the proposal for a 4-year contract with a comprehensive performance-based salary increase system.
AAUP's new proposal, called "Plan B", includes a 2-year contract with a 4.5% across-the-board salary increase in 2005-2006 and a 4% across-the-board salary increase in 2006-2007.
In addition, Plan B proposes a 1.5% in-range increase for Academic Professionals; a 1.5% salary increase for Research Assistants and Research Associates; a pool for mitigating instructional faculty salaries below rank average; and a pool for compression/market adjustments for Professors with 4 or more years in rank.
Sincerely,
Julia Getchell
Chapter Coordinator
PSU-AAUP
aaup@psuaaup.net
503-725-4414
October 11, 2005PSU Proposal on Performance Increases
At the negotiations session today, Tuesday, October 11, the PSU Administration signaled that they not prepared to adequately fund performance increases. In their very first “on paper” offer PSU offered between $1008 (for Instructors) to $1800 (for Professors) for the once-in-three years performance increase.It appears that PSU continues to short change the across-the-board increase in the second year for the cost of funding inadequate performance increases.
PSU Proposal on Across-the-Board Increases
PSU has proposed a 3% across-the-board increase in the first year, 2.25% in the second, and reopening the contract in 2007 to negotiate across-the-board increases in the third and fourth years.AAUP Takes Performance Increase Plan Off the Table
AAUP has taken the four-year contract proposal with performance increases off the table and responded with a two-year offer with higher across-the-board increases. (See details below.)PSU responded by announcing that the accreditation visit was going to keep them so busy for the next three weeks that they could not schedule another bargaining session until November.
Rally
Wednesday, October 12
Noon
On the Library stepsThe AAUP Bargaining Team encourages everyone in the bargaining unit to come to the rally on Wednesday to demonstrate to the PSU Administration that inadequate salary increases and refusal to negotiate for three weeks is unacceptable.
AAUP Two-Year Contract Proposal
Across-the-board increase:
4.5% effective July 1 or September 16, 2005
4.0% effective July 1 or September 16, 2006Academic Professionals in-range
1.5% in July 1, 2006 and July 1, 2007Research Assistants and Research Associates annual performance increase:
1.5% effective July 1, 2007$225,000 pool for individual adjustments in 2005 to base salary to mitigate the impact of the salary freeze for instructional and research faculty significantly below PSU comparator averages (the greater of $450 or 1.25%). $225,000 pool for compression/market adjustments to base salary in 2006 for full professors with 4 or more years in rank (no less than $500 and no greater than $1800).
Yours truly,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions
Counselor Admissions, Records and Registration
October 4, 2005Here is the short version of the October 4, 2005 negotiation session:
- The PSU Administration made no move to increase the money in its across-the-board salary offer: 3% now and 2.25% next year.
- AAUP rejected this as a basis on which to conclude a contract. We asked PSU to account for (in writing) its level of commitment on all the open financial issues: faculty development, travel and career support funds, and salary advancement for fixed-term faculty.
- A 1.5% performance increase at the end of the second year remains on the table for Academic Professionals. This could be realized for Research Assistants and Associates, too.
- PSU said, “We will try to have something in writing that addresses the other open issues next week.”
- The AAUP Bargaining Team ask if the rumor that OUS is funding PSU at 2002-2003 enrollment levels even though more and more students are enrolling at PSU. PSU confirmed that this is true. This means that OUS universities where enrollment has been flat or declined are being funded at the expense of PSU.
This shortchanging comes on top of the on-going loss of the equivalent of a 2% salary increase for PSU faculty because of the money OUS takes from PSU every year to fund medical care for those other universities. Doesn't this double whammy meet the test of “undue burden”?
More information from about the October 4, 2005 negotiation session:
- PSU Administration: “We can’t go higher than 3% across-the-board in the first year.”
AAUP: “We can't recommend an offer that PSU faculty won't accept. The standing-room-only crowd at Faculty Senate Monday was there to state its discontent with your proposal.”
AAUP reminded PSU that the cost of living has increased 6.7% since January 2003. PSU’s once-in-three years $1,500 performance increase fails the test of a meaningful commitment to improving salaries.
PSU tried to argue that $1500 would be an average 2.2% increase for full professors in the second year. In fact, according to data that PSU reports, it is only 1.9% of the average full professor salary. > > *PSU Administration: “We might be able reallocate the .25% we added to the 2% across-the-board in the second year into the performance increase.”
AAUP: “Rebating a minimal across the board increase in the guise of a ‘performance’ increase to a quarter of the bargaining unit is not the answer. If we can’t fund a meaningful performance increase, we should be talking about a two-year contract and higher across-the-board increases.”
Upcoming bargaining events:
The AAUP Bargaining Team thanks you for all your gestures of support this past week. It makes our arguments on your behalf more credible when backed-up by your public collective support.
T-shirt Wednesday
Wednesday, October 5, 12, 19, and 26
Don’t forget: wear your AAUP t-shirt and/or button on this Wednesday and every Wednesday until the contract is settled.Get a free AAUP t-shirt or button from AAUP office in 232 Smith. We can send via campus mail, too! Call 5-4414 to make arrangements.
Negotiations Session
Tuesday, October 11
10-1 pm
323 SmithAll bargaining unit members are invited to observe any or all of the negotiation session. No need to call first, just show up!
From the AAUP Bargaining Team,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions Counselor
Admissions, Records and Registration
September 29, 2005PSU has presented a salary offer that many of you find unacceptable. More than 200 people responded to the last bargaining update question “Is this a salary offer you are willing accept?” All but 3 people said “no” to PSU’s latest offer. Thanks to everyone who responded and included anecdotes and information about their salaries.
There are many bargaining-related events in the next week. We know you have limited time and energy, but we are at a crucial point in contract negotiations. Please support our efforts to negotiate a fair salary increase by attending one of the following events:
Update Meeting
Friday, September 30
12-1 p.m.
238 Smith CenterMembers of the AAUP Bargaining Team will provide an up-to-the-minute update about salary negotiations. There will be time for questions and comments in addition to a discussion of action bargaining unit members can do right now to influence the bargaining process.
Faculty Senate Meeting
Monday, October 3
3 p.m.
53 Cramer HallAt the next Faculty Senate meeting, members of the AAUP Bargaining Team will be asking PSU administrators “Why no contract?” All bargaining unit members are invited to join them, even if you are not > a senator or a faculty member.
Please wear your green AAUP t-shirt or AAUP button. (Don’t have a t-shirt? Get a free contract campaign t-shirt from the AAUP office in 232 Smith Center while supplies last.)
Contract Negotiation Sessions
Tuesday, October 4 & Tuesday, October 11
10 a.m. to 1 p.m.
323 Smith CenterAll bargaining unit members are invited to observe the negotiations session. AAUP’s Bargaining Team members would like to pack the room with observers while they negotiate a fair salary increase with PSU administration.
You are not required to attend the entire session or to participate in negotiations. Wear your AAUP t-shirt or button.
Wednesdays
Get a free AAUP contract campaign t-shirt and wear it on campus every Wednesday until the contract is settled. Supplies are limited so get yours today from the AAUP office (232 Smith Center.)Sincerely,
Martha Hickey
Associate Professor
Foreign Languages and Literatures
AAUP Vice President for Collective BargainingJohn Armbrust
Senior Instructor
Applied LinguisticsTom Luckett
Associate Professor
HistoryConnie Ozawa
Professor
Urban Studies and PlanningJonathan Uto
Admissions Counselor
Admissions, Records and Registration
September 13, 20051. The AAUP bargaining team wants to meet with you the last week of September to talk about where we stand.
The Administration and AAUP have agreed to extend the contract for one month, to September 30, 2005. We have a bargaining session scheduled for next Monday night (September 19) at 6:15, but we are not too optimistic that we will reach agreement, given the Administration’s current offer. (See below.)
Please mark your calendar for a Contract Update and Discussion. Two meetings will be scheduled to accommodate a variety of schedules. Please attend one or the other.
Thursday, September 29
12-1 pm,
238 Smith (Browsing Lounge)or
Friday, September 30,
12-1 pm,
238 Smith (Browsing Lounge)2. Unfortunately, your team has to report that the Administration has yet to demonstrate that they are serious about IMPROVING faculty salaries.
COMPARE THE INVESTMENT PLANS (for COLA + Performance Increases):
PSU: AAUP: (The percentage indicates approximate cost in terms of the PSU-AAUP salary base)
- The Administration's cost of living offer of 3% + 2% gives us a salary equivalent to what we had two years ago--but not until NEXT year!
- The Administration and AAUP are very close to agreement on a plan to implement performance-based raises. But the Administration and AAUP are very far apart on defining a fair increase for the continuing good (above satisfactory) work of PSU faculty:
PSU proposed the equivalent of $200 per year for Associates, and $380 per year for full Professors as a reward. We were incredulous.
State of Oregon professionals are eligible for an annual 4.5% performance increase. (At $50,000 that’s a possible $2,250 increase.)
- PSU has made no other commitment to try to address "distance from market" or compression.
- PSU average salaries are 10 to 16% below OSU comparator institutions
- Many faculty are more than 16% behind their own professional peers
- Cost of living in Portland is currently 127% of the national average
3. PSU has an historic opportunity to craft a compensation system that serves faculty, student and administration interests and that really makes faculty salaries a priority by addressing a root cause of salary erosion and compression: There are only two regular opportunities for a salary increase for instructional and research faculty during their entire career.
4. In response to Administration concerns and as a 'good faith' gesture, AAUP signaled its willingness on Tuesday to consider an average 10% reduction to our proposed performance increases. (That means increases of around $1,000 per year for Associate and Full Professors and $700 per year for Assistant Professors and Senior Instructors who are reviewed positively by their peers and units.)
Annual in-range increases for Academic Professionals would be somewhat less than 2% each year (with a similar recommendation for Research Assistants and Associates).
The total cost of the AAUP proposed performance increases in the second year and subsequent years of a four-year contract would not exceed the annual cost of a 1.5% across the board raise. PSU’s proposal invests only about one third of a percent in performance increases each year. We offered to couple performance increases with a 2% COLA in year two.
During our session this past Tuesday we did reach agreement on Article 17 changes that clarify leave and faculty development opportunities for Academic Professionals. We also signed off on a Letter of Agreement on Flexible Scheduling and Wage & Hour Training for Academic Professionals and their supervisors.
Your bargaining team thanks you for all your past comments and welcomes hearing from you, whenever you have questions or concerns. You can contact us by telephone at 5-4414, or by email at aaup@psuaaaup.net.
Again, please plan to attend one of the information sessions next week.
Sincerely,
PSU-AAUP Bargaining Team
September 8, 2005
Dear Bargaining Unit Member,
PSU outlined its salary proposal Tuesday, Sept. 6, but some details are still fuzzy. (See below)
Issues related to implementing performance increases for instructional faculty and working conditions and compensation for Academic Professionals dominated the discussion for most of the four-hour session.
PSU’s salary proposal:
Contract Year 1:
3% across the board (Effective Sept 1 for 12-month and Sept. 16 for 9-month faculty)Contract Year 2:
2% across the board (Effective July 1 for 12-month and Sept. 16 for 9-month faculty)
Plus an unspecified amount for “other forms of compensation”Contract Years 3 & 4 unadressed
PSU promised to identify the dollar amount they would allot to other forms of compensation next week. Without this information it is difficult to assess PSU’s commitment to salary improvement, especially given an offer that limits 2005-06 increases to 3% after two years of a salary freeze.
Other State of Oregon professional salaries will increase at least 8.75% over the next two years. The President of OSU has already committed to a 6% increase, with a 4% across the board in the first year. And OSU faculty do not have to cope with a cost of living that is 127% of the national average, as we do in Portland.
Asked to prioritize among “other compensation issues,” AAUP repeated its support for an added performance increase plan that would provide significant, on-going rewards for good work to all faculty. (The AAUP plan under discussion phases in instructional faculty groups over a three-year period and takes compression and market-lag into account in the timing.) In-range salary increases for Academic Professionals would be comparably funded, 1.75% to 2% annually. Discussions on a strategy to include Research Faculty, as well, are in progress.
The AAUP team welcomes your responses to PSU’s offer. The next two weeks will be critical to our efforts to advocate on your (our) behalf. Consider attending part of a bargaining session Sept. 13th or Sept. 20th (12:30 to 5:00 p.m.). Just let the AAUP office know 24 hours in advance of the session (725-4414 or aaup@psuaaup.net).
Information sessions on the progress of bargaining and on details of a performance increase plan, if one is forthcoming, have been scheduled for Thursday, September 29, 2005 in SMSU 238 at 12 p.m. to 1 p.m. and Friday, September 30 in SMSU 238 at 12 p.m. to 1 p.m.
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PSU-AAUP Bargaining Team
August 8, 2005Dear PSU-AAUP Bargaining Unit Member,
Looks like our contract negotiations will continue into September. At the August 2 bargaining session, the PSU Administration announced that although the Oregon legislature may have reached agreement on funding the Higher Ed budget, the Chancellor’s Office and Board have yet to “filter” the results.
Unable to discuss dollars, we continued to talk about the details of the following:
1. Implementing a periodic performance-based increase in addition to cost of living adjustments, and
2. Professional concerns of Academic Professional Faculty.
Performance-Based Salary Increases
The Administration repeated that they support the concept of regular performance-based increments to faculty salary throughout the bargaining unit, phased in over a four-year contract. Differences appeared over administering the process; however, the Administration appears to accept key requirements of AAUP’s proposal that1) The dollars awarded must be significant, if they are awarded only once in three years,
2) The increments must be available for everyone reviewed, and
3) The increases will be awarded in addition to cost of living increases.
Academic Professional Faculty Concerns
The AAUP Bargaining Team was disappointed to hear that the job security and more realistic market-based salaries for Academic Professionals are not an Administration priority this year. While they expressed a wish to communicate better about the availability of flex-time and grant funding options (from the Faculty Development Fund) for Academic Professionals, and a wish to improve management training around these issues, they rejected language that would make longer-term contracts or sabbaticals a more realistic option.AAUP and the Administration agreed that discussion of Academic Professional concerns, and processes to implement performance increases and a possible one-time market-based pool will continue in three sub-committees during August.
The next bargaining session is tentatively scheduled for Tuesday, August 30 from 12:30 to 5:00 p.m. If you would like to attend, call or email the AAUP office at least 24 hours in advance of the session. You can follow the progress of negotiations on the PSU-AAUP web site.
We appreciate hearing from you, whenever you have questions or concerns. You can contact us by telephone at 503-725-4414, or by email at aaup@psuaaaup.net.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
July 11, 2005Dear Bargaining unit member,
Most of the session on July 5 was devoted to three issues:
- Reviewing changes to Article 17 (Academic Professionals),
- Discussion of a Letter of Agreement to pilot the realignment of Research Assistant and Associate Faculty
- Administration responses to changes in Dispute Resolution (Article > 28 and Appendix D).
1. Academic Professionals: AAUP argued for criteria and contract language that will make faculty development support, sabbatical and flexible work scheduling more accessible for Academic Professionals. (Flexibility in work scheduling is one of the legal attributes of the overtime exempt position.) AAUP also requested that a joint work group should gather information on how well the Job Family system is functioning after 5 years, including a review of the salary ranges.
2. The pilot realignment project will be undertaken by the Graduate School of Social Work and will be based on the report of the Joint Compensation Task Force sub-committee on Research and Development Support. Details of the letter of agreement are still under discussion. The goal is to implement the use of 4 ranks (Research Assistant, Senior Research Assistant, Research Associate and Senior Research Associate), along with opportunities and procedures for advancement across campus.
3. AAUP expressed its reservations about the administration proposal to index performance increases to an individuals distance from his or her market salary. Although the PSU Administration made no salary proposal, two days later OUS reached an agreement on a new two-year contract with classified OUS staff. Their deal includes the following:
1) a 2% salary increase in each year with a floor of $600/year
2) fully paid health care for full-time workers
3) step increases that promise nearly all workers an additional 4.5% increase in addition to 2% in the second year, including those who were at the top of their ladder. (The second year increase is delayed to December 2006,)
May 25, 2005Dear Bargaining Unit Members,
Become a part of the process. Highlight part of this message and send it to President Bernstine to let him know that a meaningful resolution to the bargaining process is possible and important to you.
Plan to rally for the next session, June 7, to let PSU know you want an answer.
This Tuesday, May 24, two important items were on the agenda:
- A complete proposal summarizing what is needed to bring this bargaining session to a rapid conclusion, including: (COLA + 2% performance increase + fully-paid health care) x 4 years.
- Discussion of issues that are important to Academic Professionals, and to all of us at Portland State who want PSU to value our work as professionals and our contributions to a quality education for Oregonians.
1. We presented a three-pronged strategy to address compensation issues:
a) An across the board cost of living raise of 2% for two years, as funded in both the Governor’s and Joint Ways and Means budget proposals (plus the legislated COLA for 2007-09)
b) A 2% annual increase for four years that will underwrite the implementation of a new performance-based raise that is linked to our current review structures (This request parallels OUS Board recommendations to the Governor for COLA + 2% for six years.)
c) Fully paid medical benefits
For more details, view the full outline of the AAUP “package proposal.”
This is a modest proposal. Most state employees expect to see a 4.5% increase in addition to their cost of living raise, because they are on a “merit plan.” The governor has recommended that merit and performance step raises be funded for the next biennium. (The latest State of Oregon proposal to classified workers includes the addition of a 9th step in the second year of their contract for those who have reached the top of their ladder.)
2. AAUP’s compensation plan is based on the expectation that PSU will honor its commitment to fund in-range salary adjustments for Academic Professionals.
Five years ago, Academic Professionals agreed to a placement and review system that promised them the opportunity for advancement, but the pool that is supposed to fund their performance increases has been dry for the last two years.
Overtime exempt Academic Professionals at PSU have been asked to work longer hours and provide service to more students without any prospect for opportunities that many PSU instructional faculty take for granted: eligibility for professional development support, flextime, and the prospect for sabbatical.
We are still puzzled how a contract without an “end date,” but no commitment to renewal, is a better deal for APs than a commitment to a multi-year contract, as they have argued. PSU needs to demonstrate that Academic Professionals will be treated as professionals and as a part of out community.
The next bargaining session will be June 7, 12- 2 p.m. in 323 SMSU.
All bargaining unit members are encouraged to observe. If you have any questions or comments about this update, please contact me.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
hickeym@pdx.edu
May 11, 2005In this Tuesday's bargaining session the following items were discussed:
1. Concepts for implementing performance increases (in addition to COLA) for all AAUP bargaining-unit members.
2. An outline for new steps and performance increases for Fixed Term Instructional & Research faculty.
3. Responses on language changes to Articles 2, 6, 13, 26, 28 and Appendices B-D.1. PSU-AAUP seeks both to limit the frequency of reviews for continuing faculty and to give them meaning by attaching increases to base salary when reviews are positive. Our discussion of how PSU would shift to this new compensation system was modeled in our presentation on fixed-term faculty, and includes:
1) requiring annual activity reports from all faculty who wish to be reviewed periodically for performance.
2) phasing groups of faculty into the system over a period of 3 years.
3) buffering those not receiving performance increases with similar market-based raises for 2 years.
4) distributing periodic performance awards by rolling out the increase out over 1 to 3 years, depending on the nature and length of contract.
This version of the plan would offer essentially annual performance increases in addition to COLAs. It would give faculty financial incentive to shift to a four-year contract, something that the administration has often told us it wants--and help bridge our salary gaps.
*In our compensation sub-group, administration representatives raised some concerns about how PSU would explain carrying over large reserves from year to year (to pay for large up-coming performance increases) to the legislature.
*A suggestion for rolling the increase out to those on a 2-year or 3-year review cycle was made. (For example, instead of an increase of 4.5% once in three years, a 1.5% increase annually over three years.)
*This approach could be acceptable as long as the University acknowledges that the individual awarded the increase owns the full amount, no matter how circumstances change (for example, due to retirement, termination, or budget cuts).2. AAUP outlined a way to implement two new interim steps for fixed term Instructors and Research Assistants and Associates, along with a review cycle linked to length of contract. For example:
Instructor I (annual contract for the first three years from hire).
Instructor II (make two-year contracts the norm, assuming 3 years service).
Senior Instructor I (make rolling two-year contracts the norm, assuming 6 years service).
Senior Instructor II (same as Sr. Instructor I).A rolling two-year contract is understood as a contract that essentially automatically renews each year with a two-year extension. (This type of contract might be more difficult to assign to research assistants on grant-limited projects.) AAUP proposed linking rolling contracts to a three-year performance review cycle.
*AAUP was responding to interim reports from the Recruitment and Retention & Research and Development sub-committees of the joint PSU-AAUP Compensation Task Force, whose good work is gratefully acknowledged. (Thank you Johanna Brenner, Mike Driscoll, Ruth Chapin, John Reuter and Angela Rodgers, Barbara Sestak, Mitch Cruzan and Nancy Koroloff!)
*We would like to see the two-year and rolling two-year contracts become a reality for fixed-term Assistant and Associate Professors as well.
If you have any questions or comments about this update, please contact me.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
PSU-AAUP
hickeym@pdx.edu
503-725-5290Fixed-Term Faculty
Proposed Review/Promotion ScheduleYears 1 and 2: Annual review in spring (activity report to be reviewed by departmental committee)
Year 3: Option of promotional review in spring (packet submitted for review by departmental committee) for promotion of Instructor I to Instructor II and for Research Assistant I to Research Assistant II; successful completion of review/promotion process results in promotion in rank with salary increase and biennial review in following years; opting out of promotional review allows for continuing annual review (those opting not to go through promotional review at end of third year may do so in any subsequent year, without waiting for three more years)
Year 6: Option of promotional review in spring for Instructor II to Senior Instructor I and for Research Assistant II to Research Associate I; successful completion of review/promotion process results in promotion in rank with salary increase and rolling contract (two-year contract which would be renewed for two years at the end of the first year of contract)
Year 9: Option of promotional review in spring for Senior Instructor I to Senior Instructor II and for Research Associate I to Research Associate II; successful completion of review/promotion process results in promotion in rank with salary increase and rolling contract
April 27 , 2005PSU-AAUP and PSU Bargaining Teams met on Tuesday, April 26, 2005. Topics of discussion were:
1. Strategies for Improving Compensation (75 min.)
2. Contract “Housekeeping” issues (30 min.)
1. The AAUP Bargaining Team believes that one of the best strategic investments that PSU can make is in rewarding the work of its own faculty. We devoted the majority of the session to discussing various possibilities for improving compensation. In general, the administration seemed more prepared to talk about short-term, targeted interventions or provisional allocation of dollars to pools, special funds, etc. AAUP is lobbying to shift the discussion towards more comprehensive changes in order to introduce greater stability into our compensation system, especially in terms of the resources allocated to it.
- AAUP presented a list of ten considerations for implementing an on-going system of performance increases for all members of the bargaining unit. (See below)
- We out-lined a model that would link periodic, defined salary increases to type of contract, job description, the use of annual activity reports and annual or triennial review.
- PSU Administration wanted to know how the University’s mission, or a unit’s preferences for what it wants to reward would be accommodated.
- AAUP’s goal is an inclusive, fair, transparent and efficient review process that is ALSO accompanied by meaningful rewards. We believe that the possibility for regular incremental increases will mitigate the on-going problem of salary compression.
The Administration and AAUP Bargaining Teams agreed to meet in smaller working groups to set up the agenda for the next session (Fixed Term Faculty) and continue discussing the goals and requirements of a performance step system.
2. Each side plans to respond at the next session, May 10, to items dealing with contractual housekeeping issues raised by:
- PSU’s suggestion for clarifying the definition of “day” in certain instances that would have consequences for the timing of the grievance process (Articles 2, 26, 27 and Appendix B).
- AAUP’s requests for information to keep its records current and more appropriate language for defining classes subject to potential discrimination and grievance filing. (Articles 6, 13, and Appendixes B, C,D).
All bargaining unit members are invited to observe bargaining sessions. The next session will be Tuesday, May 10, 12-2 p.m. in 323 SMSU. The session will focus on a discussion of Fixed-Term Research and Instructional faculty members issues.
Sincerely,
Martha Hickey
Vice President for Collective Bargaining
503-725-5290
hickeym@pdx.edu
Considerations for a performance step plan:
1. A new review & compensation structure should be simple and efficient ("elegant")
2. The new structure could integrate and/or build on review processes in place
3. Reviews should recognize all the work that faculty do -advising, teaching, research, training, grant administration, service, community outreach, etc.
4. Expertise and acquired experience should be valued; 'seat time' is not the only appropriate measure
5. Need a transparent process: the how, what, when, who should be clear to everyone
6. Need a fair process: appeals for an unfavorable outcome, or continuing eligibility if the award is not annual
7. Need enough regulation to prevent abuse (through neglect or design), but not so much that we are telling departments how to evaluate
8. Need a meaningful reward structure with a funding stream separate from "across the board" or COLA raises
9. A progressive element may be desirable (awards weighted toward the lower end of the salary scale)
10. Participation in review for performance steps should be voluntary after initial annual reviews and promotion; meaningful monetary rewards would be a strong incentive for participation (APs could be shifted to biennial review, rolling contracts.)
July 7, 2004Contract Ratified
The ballots have been counted. The new PSU-AAUP contract for 2004-05 has been approved by 93% of the ballots cast. Thanks to all AAUP members who responded. The new contract will be available on line shortly.
It's already time to start working on the next round of collective bargaining. You can help define how we will address salary and benefits issues that are certain to arise in the next biennium. There are opportunities now to help shape the important discussions that will begin in the fall under the auspices of a joint PSU-AAUP Task Force on Compensation.
Please tell us your thoughts and let us know if you would be willing to serve on the Task Force. In addition, benefits, salary equity and compression, work load, retention and recruitment, and defining guidelines for research appointments are all likely to be important issues next time. Are there additional issues that you think should be addressed in the 2005 baragaining session? You may e-mail us at aaup@psuaaup.net or call the AAUP office at 725-4414.
It's very important that the AAUP Executive Council and next year's Bargaining Team strengthen their capacities to engage members in discussions of issues, and to communicate with members both before and during formal negotiations. Please let us know if you're interested in serving as a departmental representative to strengthen AAUP in these ways, and contact Martha Hickey directly if you are interested in serving on the 2005 bargaining team (hickeym@pdx.edu).
Sy Adler
View summary of proposed changes.
View contract with changes noted.
June 23, 2004
Forums on New Contract
You are invited to learn more about changes to the new contract. Martha Hickey, Vice President for Collective Bargaining, and Jacqueline Arante, former Vice President for Collective Bargaining, are hosting 2 contract forums.
Come to 326 Smith on Friday, June 25, 12- 1 pm or Tuesday, June 29, 12- 1 pm to learn about what has changed in the 2003-2005 contract. Bring your questions!
View summary of proposed changes.
View contract with changes noted.
June 16, 2004Tentative Agreement on New AAUP/PSU Collective Bargaining Agreement
Portland State University (PSU) and the PSU Chapter of American Association of University Professors (Association), the bargaining agent for full-time faculty, have successfully concluded negotiations and reached tentative agreement on a new contract. Bargaining unit members will be voting next week on an agreement that includes no salary increases, but does offer fully paid medical and dental benefits through the 2003-05 biennium.
The new Agreement will also substantially increase the University contribution to the fund for professional development and research for the 2004-2005 academic year. In addition, each tenure-track Assistant Professor in the library is guaranteed five professional development days per year.
The amounts contractually defined as minimum salary increases to accompany promotion for individual ranked faculty. The new minimums are 24% to 33% higher than in 2002 and will go into effect retroactively for promotions awarded as of July 1, 2003. The increase to the minimums represents a small, but essential step in remedying the on-going problem of salary compression at Portland State. PSU and the Association look forward to working together to study compensation issues and potential remedies during the fall and winter of 2004-05 in preparation for the next round of bargaining. The task force will also review position descriptions and compensation guidelines for faculty on research appointments.
Negotiations on issues concerning the processes by which grievances are handled, and fixed-term faculty are reviewed and awarded seniority were protracted, but we have succeeded in clarifying some of the procedures and timelines. The Association and the University have agreed that 36 credit-hours represents the maximum FTE teaching load for a fixed-term instructional faculty member.
If you have questions, please feel free to contact one of us.
June 15, 2004
Bargaining Report
AAUP has reached agreement with PSU. Final edits are going to press, but negotiations on the new contract have been completed.
The good news does not include a salary adjustment, but there are several positives features:
1. health and dental coverage will be paid IN FULL through 2005
2. faculty development funds will increase by 71% to $240,000 annually; eligibility criteria now explicitly includes chairs and bargaining unit members who are primarily instructional faculty (fixed term) or academic professionals seeking funding for professional development
3. the travel fund will increase by 87% to $75,000 annually
4. the minimum amounts to accompany promotion will increase 24% to 33%, RETROACTIVE to appointments made as of July 1, 2003
5. 36 credit hours is now the defined maximum for a full load for a faculty member on a fixed term appointment
6. PSU-AAUP will convene a compensation-work load task force in the fall of 2004 (Please consider contributing your time or expertise.)
7. other gains have been made in clarifying language and expectations in AP review, dispute resolution and grievance processes
8. and yes, $350 will come your way next November if your were employed before July 2, 2003.
These are the highlights. More detailed information will follow.
As newly appointed VP for Collective Bargaining I would like to add my thanks to your hard working and patient bargaining team:
Jacqueline Arante, VP to May, 2004,
Fran Bates,
David Hansen ,
Connie Ozawa,
and Angela Rodgers.--Martha Hickey
April 22, 2004
Mediation Report
During mediation session of April 15:
- PSU rescinded its “mediation offer” to raise the current promotion in rank adjustments by 25%.
- PSU refused to negotiate more funds into the professional development and support agreement. (Article 19).
These two refusals are particularly troublesome with reference to the Administration’s current rhetoric in support of the development of a “faculty of distinction” and it is AAUP’s position that PSU should be able to negotiate no less than our sister institutions have negotiated; for example, Western Oregon University has signed an agreement which offers to its faculty:
1. fully paid health, dental, and basic life insurance for 2003-2005.
2. a one-time payment of $350.00 to those bargaining unit members hired before July 1, 2003 and continuing until November 30, 2004.
3. a professional development fund which equals 1.25% of the faculty salary base.
4. an “Assignment of Duties” (workload) article which recognizes the many responsibilities of faculty and limits the number of credit hours which comprise a 1.0 FTE.
AAUP bargaining unit members have no reason to expect less!!!! We are the only institution in the OUS system with increased enrollment.
PSU has refused for over a year to negotiate with AAUP over Salary, Governance, Workload, and Dispute Resolution.
The AAUP negotiations team has had almost enough. We have agreed to one more mediation session on April 29, 2004. Prior to that session we will offer to PSU a group of proposals which will ensure these benefits to our bargaining unit members:
1. Fully paid health, dental, and basic life insurance for 2003-2005.
2. A one- time payment of $350.00 to all bargaining unit members employed on November 30, 2004. (These two benefits have already been given or offered to all state workers and to other OUS institutions)
- A 25% increase in promotion in rank adjustments.
- An increase in professional development funds (for which all bargaining unit members are eligible) equal to 1.25% of the AAUP salary base.
- Workload: recognition of the status quo in relation to credit hours taught and diversity of workload.
- A recognition of the right to timely notice of non-reappointment for Academic Professionals. (see OAR 580-021-0305)
- Proposal for a Task Force on Governance.
- Crucial adjustments, to benefit both PSU and AAUP in the current Dispute Resolution articles.
- A requirement for more job security for many senior fixed-term faculty.
We hope PSU will finally begin to seriously negotiate this contract on April 29. Please offer your opinions, suggestions, questions, and support to the AAUP negotiations team, executive council, and staff. Speak with members of the administration responsible for not negotiating your 2003-2005 Collective Bargaining Agreement.
Jacqueline Arante,
VP of Collective Bargaining
March 8, 2004
MEDIATION UPDATE
Thirteen hours of mediation between PSU and your AAUP negotiations team on March 4th and 5th resulted in no movement toward a mutually acceptable Agreement over substantive issues.
1. PSU continues to reject all AAUP proposals on regulation of Workload and on stronger shared Governance and Academic Freedom.
2. PSU continues to refuse to negotiate over Job Security, Timely Notice, and Minimum Work Components for Academic Professionals.
3. PSUs latest salary proposal offers no salary increase in 2003-2005, one year of paid health, dental, and life insurance, and a $350 bonus payment for each bargaining unit member to be paid in November, 2004. PSU has proposed a 4-year agreement (2003-2007); they have not proposed any accompanying salary/benefit increase.
4. In nearly a year of negotiations, PSU has tentatively agreed on only two substantive issues: 1) parking and 2) a change in the structure of professional development days for Library faculty. Your AAUP negotiations team has responded to all of PSUs proposals and has offered two new proposals. We expect a proposal for a reasonable cost of living adjustment or concessions on workload and/or governance from the University before the end of this mediation process.
Do these issues concern you? Please contact the negotiations team, AAUP staff and Executive Council with questions, comments and suggestions.
March 17, 2004
Willamette Week Article Clarification
The March 17, 2004 issue of the Willamette Week contains two stories relevant to PSU-AAUP bargaining unit members. First, the cover story (see http://www.wweek.com/story.php?story=4915) touches on collective bargaining and other issues at PSU. Second, the recent floods of RRI offices in Ondine Hall receive a mention in the “Murmurs” column on p. 17 (see http://www.wweek.com/story.php?story=4907).Please be aware that there are several errors in the cover story. First, Zack Dundas reported that 60% of all classes are taught by non-tenured faculty. That is incorrect. Sixty percent of all student credit hours are taught by non-tenured faculty.
Second, the bottom graph on p. 21 is misleading. It shows that the average annual salary for tenured professors is $73,365. This figure is the average annual salary for tenured faculty members with the rank of full professor. There are only 154 tenured faculty members with the rank of full professor represented by AAUP.
The average annual salary for all AAUP-represented tenured, tenure-track, fixed-term research and instructional faculty members, and Academic Professionals is $48,048. The average annual salary for AAUP-represented tenured, tenure-track, and fixed-term research and instructional faculty members is $50,569.
The median annual salary for all AAUP-represented tenured, tenure-track, fixed-term research and instructional faculty and Academic Professionals is $45,540. The median annual salary for AAUP-represented tenured, tenure-track, and fixed-term research and instructional faculty members is $48,006.
The Willamette Week has agreed to print a clarification.
March 8, 2004MEDIATION UPDATE
Thirteen hours of mediation between PSU and your AAUP negotiations team on March 4th and 5th resulted in no movement toward a mutually acceptable Agreement over substantive issues.1. PSU continues to reject all AAUP proposals on regulation of Workload and on stronger shared Governance and Academic Freedom.
2. PSU continues to refuse to negotiate over Job Security, Timely Notice, and Minimum Work Components for Academic Professionals.
3. PSU’s latest salary proposal offers no salary increase in 2003-2005, one year of paid health, dental, and life insurance, and a $350 “bonus” payment for each bargaining unit member to be paid in November, 2004. PSU has proposed a 4-year agreement (2003-2007); they have not proposed any accompanying salary/benefit increase.
4. In nearly a year of negotiations, PSU has tentatively agreed on only two substantive issues: 1) parking and 2) a change in the structure of professional development days for Library faculty. Your AAUP negotiations team has responded to all of PSU’s proposals and has offered two new proposals. We expect a proposal for a reasonable cost of living adjustment or concessions on workload and/or governance from the University before the end of this mediation process.
Do these issues concern you? Please contact the negotiations team, AAUP staff and Executive Council with questions, comments and suggestions.
February 20, 2004Your negotiations team is preparing a package of proposals for the next mediation session on March 4th. We will offer these proposals to the Administration two weeks before the March 4th session; we hope PSU does not feel caught unaware by these proposals, which have been open and on the table since last April and make substantial movement towards settlement over the issues of most concern to AAUP: compensation, workload, governance, and dispute resolution.
By this time many of our bargaining unit members will have read, or have heard mention of the so-called “AAUP Collective Bargaining Update” sent from Michael A. Driscoll to the Executive Committee, Deans, Vice-Provosts, Associate and Assistant Deans, Directors, and Department Chairs; the AAUP negotiations team did not recognize itself in this memo, at least as they are referenced and certainly did not participate in its creation, but we feel compelled to respond, in part, to its tone and its content.
We cannot dispute the financial information offered by Vice-Provost Driscoll; we acknowledge that despite the current crisis in state funding, negotiations have resulted in an offer from PSU to AAUP bargaining unit members of fully paid health, dental, and life insurance benefits for the 2003-2005 biennium. We also acknowledge the “$380,000 to be allocated to bargaining unit members” which has been called a “bonus.”
Given the $30 million deficit in our state allocation, which our increase in enrollment and increase in tuition doesn’t cover, AAUP naturally asked from which revenues the $1.9 million for benefits and the “bonus” were coming. PSU’s reply was that the benefits money would come from “reserves”, but they refused to reply when we asked about the budget source of the “bonus.” Our conclusion was that they could not offer our members a salary increase and we could not ask for one, but if there was non-reserved revenue available for PSU to offer a “bonus”, then it was our responsibility to negotiate not a “bonus” but a reasonable cost of living adjustment for our members, all of whom are living and working in the urban area where the current increase in the CPI is almost 5%. Our salaries are among the worst in the nation and like all Oregon State employees, we deserve an increase in our base pay which would at least offset the cost of living each year. We are willing to forgo the increase in base salary, to see the University through this next (in a long line of many) financial crisis only if our value to the University is expressed through a reasonable cost of living adjustment, paid benefits, negotiated workload maximums, and enhanced shared government structures.
On Workload: We are the only AAUP contract in the country without a workload article. The central purpose of workload articles is to set maximum credit hour requirements, regulate student credit hours across departments, and speak to the ratio between tenured/tenure-line faculty and contingent (off the tenure track) faculty. Last Spring, AAUP offered an extensive proposal based on the University’s own data on workload in 2002-2003; we assumed this proposal would be a beginning point for negotiation; it set the maximum credit hours for tenured/tenure-line faculty at 18 credit hours and 32 credit hours for full-time fixed-term instructional faculty. But the University refused to negotiate; they offered only current contract language (Article 4), a laundry list of responsibilities of the faculty; they have offered no substantive counter-proposal on workload. Had the University negotiated over the issue of workload, we feel we would have reached a fair and reasonable agreement on workload maximums which would reflect a situation not significantly different from the current workload requirements, but would have given faculty a measure of control over the increase in workload which will come with an increase to 35,000 students in the next ten years.
On Governance: We have not proposed “taking significant power from the Faculty Senate and giving AAUP the primary Role in governance.” We have proposed enhancing the current governance structures to facilitate true shared governance as it is practiced in most AAUP- represented institutions. We have proposed no changes in the Faculty Constitution, though we are proposing to give the constitution “teeth.” As governance currently stands, the faculty is purely advisory to the administration; the Faculty Constitution may be violated or ignored; those violations are not grievable or arbitrable. The recommendations from the Senate Committees mat be ignored. All decisions of the Senate may be ignored. Only the University has the reserved right to amend, modify, or change in any way it sees fit the criteria set forth in the “Pay, Promotion, and Tenure Guidelines”. We have proposed larger responsibility and agreement from the faculty in department-level decisions on hiring, promotion, and tenure. We have proposed that all violations of shared governance policies and procedures be arbitrable and grievable. We are proposing only that the Senate take back a substantive role in governance.
Why are we in mediation after “only 28.5 hours at the bargaining table?” Most of those hours were spent in presentation and explanation of AAUP proposals; we have received no substantive proposals from the University on workload or governance. Only during the last session did the University offer its “no-salary increase” salary/benefit proposal and its “bonus” of $350 for each bargaining unit member. This was six weeks after we had called for mediation.
AAUP did not decide “not to bargain” during the summer. With the exception of one tenured faculty member, we are not 12-month employees of the University. We all had to work during the summer, some not at PSU. During the time available for bargaining we were not employees of the University. Your chief negotiator worked during the summer with representatives from national AAUP and with our attorney and office staff researching a proposal for changes in the dispute resolution articles of the Collective Bargaining Agreement; we offered this proposal to the Administration in July; we still have not received a counter-proposal and have just learned the AAUP proposal was not shown to the University’s attorneys until January! We resumed negotiations in early September, before the September 15 date upon which we became employees of PSU. We offered, at that time, to negotiate in the evenings, and on weekends, if it would mean responding to substantive proposals from the University.
PSU did not agree to the times; they did not offer substantive proposals, (except, of course, the proposal to increase fixed-term faculty credit load to 45 hours; their only substantive proposal through the entire process). As a result, we felt our only recourse was to request mediation.
Thus far, negotiations have revealed the current administration to be only secondarily concerned with the crisis in funding; they are primarily determined to take complete control of both workload and governance. Given this trend, PSU’s “Faculty of Distinction” will soon have no responsibility for the quality of education at PSU, and no control over our individual worklives. Our only choice will be to leave.
Please support your AAUP negotiations team. Offer suggestions, or arguments, or anything showing your engagement with this struggle.
February 6, 2004MEDIATION UPDATE
Mediation between PSU-AAUP and PSU began February 5th with a 6-hour session that brought little movement. Much of the initial time in mediation is spent working with the state mediators, in this case, Paul Johnson and Wendy Greenwald; each side has the responsibility to advise the mediators as to the nature of the conflicts and of any possible agreements we may have reached. This was a lengthy task, considering that we have reached little agreement in this negotiations process.Tentative agreement was reached on Article 25: Parking. The University has fulfilled its obligation to create new and flexible parking on the east side of Broadway and there will be no rise in parking fees this year.
AAUP offered a proposal to provide increased time for professional development in the Library Faculty.
ACADEMIC PROFESSIONALS AND RESEARCH ASSISTANTS AND ASSOCIATES NOTE: PSU offered a proposal that mandates minimum office components for instructional faculty only. This proposal also rejects AAUP’s original proposal to immediately find a designated space on campus in which to house a faculty/staff commons; AAUP will counterpropose next week.
We did not negotiate over salary issues or the 2004-2005 benefits cost. PSU’s position has not changed from “there will be no salary increases;” AAUP’s position remains firm that funds budgeted in the Education and General Services budget to cover deficits in auxiliary accounts should be re-designated to cover at least a cost of living adjustment, health care coverage, and increased professional development funds for AAUP bargaining unit members.
We also did not exchange further proposals over workload restrictions or shared governance concerns; PSU has still offered no substantive counterproposals on those issues.
AAUP plans to offer a “package” of proposals on salary, benefits, governance, workload, promotion, tenure, and dispute resolution before the next mediation session, scheduled for March 4. See the Collective Bargaining Update of February 2 for further details on the current struggle.
IF YOU ARE NOT A MEMBER, NOW IS THE TIME TO JOIN AAUP. We will not succeed in changing the deplorable state of either our salaries/benefits or our role in shared governance without a show of solidarity. Print an on-line membership application and send it via campus mail to AAUP.
February 1, 2004After months of attempting to negotiate with the PSU administration over the 2003-2005 contract, AAUP has requested mediation through the Oregon State Employment Relations Board. The first mediation session will be held on Thursday, February 5, at 9 AM in the Smith Center, Room 333.
AAUP bargaining unit members should be seriously concerned over the administration’s unwillingness to negotiate needed changes in the current Collective Bargaining Agreement. Despite the current, and seemingly endless, crisis in Oregon’s school financing, the AAUP negotiations team began this bargaining process hopeful that this would be a year in which the University and the Association could work together to make some much-needed non-monetary changes in the contract. We have been continually frustrated and disappointed in PSU’s refusal to negotiate over any of these key issues.
To those of you who participated in our recent survey of your opinions on the importance of these various issues we owe a debt. Your voice registered your primary concern over the rise in the cost of health care. You are also angry at the rise in workload, coupled with the loss in real income which will occur if we are unable to negotiate a salary increase. Many of you told us of specific incidences which indicate problems in shared governance; the erosion of academic freedom and the dismantling of tenure, concomitant with the rise of non-tenured faculty was also a strong issue.
We took your concern over the rise in the cost of health care seriously; PSU has tentatively agreed to pay the approximately 9.1% rise in the cost of PEBB-brokered health plans in 2003-2004; they have not agreed to cover the projected 9.2% rise in 2004-2005. This, despite their own admission that “the money is there, in reserves.”
PSU has also stubbornly refused to negotiate over salary increases. They have invoked the Governor’s and the legislative Budget Committee Co-Chairs’ dictum: “there will be no salary increases” (J. Sicotte, chief negotiator, OUS). Keep in mind that, despite steady, approximately 4% negotiated raises over the last 4 years, PSU’s salaries are still in the lowest 10% of PhD-granting universities. We are far behind the University of Oregon and Oregon State University; nevertheless, both Univ. of Oregon and OSU have been awarded the same 4% across the board increase we have negotiated each year, while we fall further behind because the cost of living in the Portland are is at least 3% higher than in the rest of the state. Federal wage scales build in 3.8% in base salaries to account for this cost of living differential; are you, as a dedicated faculty member, or academic professional at PSU ever rewarded for staying in the urban area, despite its challenges?
The Oregon University System is currently in negotiations over salary proposals with PSU, WOSU, EOU, and SOU. I have been asked why PSU-AAUP should expect to be able to negotiate a modest salary increase for all of our members in an environment of state budget crisis, an environment in which U of O, OSU, and the small regional universities may not be able to negotiate or may not be given an increase this year. The answer is fairly straightforward, though not simple. PSU is the only OUS institution with a rise in enrollment this year. When combined with the significant increase in tuition; this increase in revenue should be applied to salary and benefits for faculty and staff. An increase in enrollment is only possible if faculty and staff are willing to absorb the accompanying increase in workload. It appears that we have, at least tacitly, agreed to such an increase, if we judge by Fall term enrollment and workload. Few of us would proudly hail ourselves, now, as “Oregon’s Largest University.” We know, first hand, the near impossibility of maintaining an educational environment of quality in the face of rising workload.
True, our state appropriation, from which salaries are budgeted, is down by approximately $30 million. However, the state appropriation is only 30%-35% of PSU’s entire set of budgets and it has been decreasing over the last 10 years, at least. In a well-managed institution, the administration would develop budgets which would automatically provide for at lease an annual cost of living increase for employees; other budgets, such as those for capital development projects would be adjusted to reflect lean times. But at PSU we have charged ahead in growth, while being unable to afford the “expense” of creating tenure-track appointments for which we could recruit in the national job market or providing adequate salaries and benefits for the 60% of our faculty off the tenure track.
The current administration is thoroughly invested in developing a “managed university,” albeit badly managed, and they are not interested in any shared governance with the faculty. They have steadfastly refused to negotiate over issues of governance; they are banking on their sense that many AAUP bargaining unit members are not familiar with problems/disadvantages inherent in the current Collective Bargaining Agreement and that many bargaining unit members cannot share in governance of the university due to enormously increased workloads. To ensure the crippling effects of workload, the administration has refused to negotiate any restrictions on the rise in workload. PSU-AAUP is currently the only AAUP collective bargaining chapter without restrictions in workload mandated by contract.
In effect, we currently have no shared governance at PSU. Members of the University negotiating team gleefully acknowledged, during one negotiation session, that under Article 12, Section 3, of the current contract, the University may freely violate any part of the Faculty Constitution. The Constitution is a part of the Collective Bargaining Agreement, but the University’s decisions can only be grieved and arbitrated if the University openly “abrogates” the Constitution. They will never do this, of course, so any vote of the Faculty Senate and any decision of a Senate committee is advisory, at best. AAUP is proposing major changes in the governance structure, calling for more decision-making power at the department and college level, for more control over those decisions which affect faculty members’ professional lives and responsibilities. Essential to true shared governance is the ability to grieve and take to arbitration, if necessary, any administrative decision which affects these circumstances. Currently, we have no such ability.
The University has responded to nearly all of AAUP’s proposals with “no change.” AAUP has countered with modest proposals designed to encourage an engaged process which will make recommendations for change within the term of the 2003-2005 contract. An example of such proposal is a task force to create a plan to better the deplorable state of salaries at PSU. The University has refused to acknowledge this proposal. AAUP has presented a proposal to create a task force to make recommendations for reclaiming shared governance at PSU. The University has refused to acknowledge this proposal. They have refused to acknowledge our proposal for job security, timely notice, and sabbatical leave for Academic Professionals. They have refused to discuss our proposals strengthening academic freedom, lowering the number of non-tenured faculty, awarding bereavement leave, and asking for more accountability and openness in the promotion and tenure process. AAUP has proposed that both the Faculty Senate and the AAUP join the University in having the right to open for discussion and possible revision the pay, promotion, and tenure guidelines as they see fit. AAUP has proposed a change in the structure of the negotiations process, supporting an earlier start date; this would allow budgets to be planned with the inclusion of reasonable salary increases for all bargaining unit members before the fight over the state appropriation begins each year. The University has not countered this proposal. The only substantive proposal the University has offered through the entire negotiation process is the movement up in fixed-term faculty workload from 36 credits a year to 45 credits a year.
During this week before mediation members of the AAUP Executive Council, Unit Representatives, and negotiations team will be asking you to wear buttons to provoke discussion on all of these issues. Please support AAUP by wearing buttons, speaking with your colleagues, and coming to bargaining unit member meetings and/or rallies; our next meeting/rally will take place this Wednesday, 12:30 to 1:30 in Smith 328. Please come and support your negotiations team; bring a colleague, as questions and offer opinions: AAUP VALUES YOUR SUPPORT. If you have not formally joined AAUP please do so now. This is the time for solidarity and commitment to an improved worklife at PSU.
December 12, 2003At 5:00 pm on Friday, December 12, AAUP and PSU signed a Letter of Agreement regarding fully-paid insurance for the next six months.
PSU will fully pay for medical and dental insurance to ensure no out-of-pocket costs to AAUP- represented employees during the period of December 2003 through May 2004 for the benefits period January 2004 through June 2004. In addition, PSU will fully pay basic life insurance for AAUP-represented employees.
Payments for medical, dental, and basic life insurance coverage beginning July 2004 will be subject to collective bargaining. AAUP will continue to negotiate for fully-paid medical, dental, and life insurance coverage.
If you have any questions, please contact Jacqueline Arante, Vice President for Collective Bargaining, at 5-3574 or arantej@pdx.edu.
December 2, 2003After months of negotiations, the University has still offered NOTHING to AAUP. We see little indication that the Administration intends to address major concerns. We have received no substantive counter-proposals or responses in principle to 24 proposals. Below is a summary of AAUP proposals during the last two sessions and PSU's responses.
PSU-AAUP and PSU met in collective bargaining sessions November 14 , November 24, and December 1. During the November 14th meeting AAUP offered a proposal on PROMOTION which places the ability to open the Pay, Promotion, and Tenure guidelines for discussion and possible revision in the hands of the Faculty Senate, and/or AAUP, and/or the University. The current contract allows ONLY THE UNIVERSITY the right to alter, amend, modify, and make additions and deletions to the P and guidelines (see Article 14. Section 3 of the current agreement). The new AAUP proposal also strengthens a bargaining unit member's right to grievance and/or appeals procedures; AAUP has also proposed a change in position structures for Research Assistants and Research Associates which would institute a tiered system of Research Associates I, II, III, and IV and asks units to develop criteria for placement and promotion into these rank
Academic Professionals: AAUP is proposing multiple-year contracts, sabbatical leaves, Senior Status after 6 years of employment, and the ability to grieve job placement decisions. PSU's proposal re-offers the current agreement.
Salary/Benefits: As of December 1, PSU has offered no counterproposal to AAUP's initial proposal for a 6% ATB increase each year of this two-year agreement. They have replied: "There will be no salary increase." (J. Sicotte, negotiator for OUS) AAUP's proposal on benefits calls for the University to pay an up-to-18% possible rise in the cost of premiums negotiated through PEBB. NEWS FLASH: Administrations at the University of Oregon and Oregon State University have assured their employees that they will pay the 9% rise in health care through PEBB. Eastern Oregon is currently negotiating its first contract; they report that OUS made an initial salary offer to them which offered the 9% health care cost for both years and a $350 "bonus" one-time payment this year to cover the possible rise in health care costs next year. Western Oregon has filed for mediation.
Governance: AAUP has proposed extensive changes in governance structures which create a larger role for faculty in shared governance. PSU proposes no change in the current contract.
Workload: AAUP proposes maximum credit hour loads, a rise in the number of tenured faculty to the AAUP standard of 85% of all SCH taught by tenured or tenure-line faculty, and a mandate that all new growth will be absorbed by the creation of new tenure lines. PSU has made no counter-proposal.
Tenure: AAUP proposes conversion of fixed-term positions to tenured or tenure-line positions to increase the ratio of tenured to contingent faculty. PSU has made no counter-proposal.
Bereavement Leave: AAUP proposes leave with pay for up to 5 working days following the death of an immediate family member or significant other and an extension of 5 days using accrued sick time or vacation leave or leave without pay. PSU has counter-proposed with NO PAID BEREAVEMENT LEAVE.
Sabbatical Leave: AAUP has proposed that resources are available to allow 10% of the bargaining unit members to take sabbatical leave in any year (the current level is about 3% in any year) and to increase the percentage of salary earned during sabbatical. PSU has made no counter-proposal.
Fixed-term faculty: PSU has proposed to raise the fixed-term instructional credit-hour load to 45 credits/year. On December 9, AAUP will counter-propose with a 32 credit hour load, a proposal for mandatory multi-year contracts, and many conversions of fixed-term positions to tenured and tenure-track positions.
In general, PSU has demonstrated a reluctance to negotiate over all of these issues except raising the fixed-term teaching load to 45 credits. They have made no move toward change in structures, monetary or otherwise. The bargaining unit must demonstrate solidarity and support for change. Soon AAUP will distribute a survey which will ask each bargaining unit member to evaluate the importance of these issues to him/her. Please respond promptly and communicate any suggestions you may have to the negotiations team, the AAUP staff, or the AAUP Executive Council.
November 4, 2003PSU-AAUP and PSU continued negotiations on Friday, October 31. AAUP presented 7 significant articles:
1. Salary/Benefits: PSU-AAUP proposes a 6% across the board increase in salary during both years of the 2003-2005 contract and an employee contribution to our benefit package which would cover up to an 18% rise in the cost of health care. It is our position that faculty should receive the benefit from a 6% rise in enrollment and a 12% rise in tuition. We have proposed the creation of a task force to investigate the deplorable state of salaries at PSU and to make a recommendation to redress this problem to the Oregon legislature, the State Board of Higher Education, the Oregon University System, the PSU administration, and AAUP bargaining unit members in January, 2005. We have also proposed a restructuring of professional ranks for those now ranked Research Assistant, Senior Research Assiatant, Research Associate, and Senior Research Associate to Research Associates I, II, III, and IV. We have developed salary minimums for these ranks and will propose that all units develop guidelines for placement and promotion in these ranks by March 15, 2004.
2.A. Workload: PSU-AAUP proposes a maximum of 18 credit hrs/yr for 1.0 FTE to be taught by tenured/tenure-line faculty; this is instructional load for courses with an enrollment larger than 6 and would allow all other faculty work (e.g.thesis and dissertation direction, independent study, reading and conference, advising, scholarship, governance, development, various levels/kinds of service, etc) to be within workload.
2.B. PSU-AAUP proposes a 32 credit hour/year maximum for 1.0 FTE for fixed-term faculty; this allows fixed-term faculty to participate in governance and scholarship (if desired, and agreed upon in the letter of hire).
2.C. AAUP proposes that 85% of all student credit hours across the University, or 75% of SCH in any department, be taught by tenured/tenure-line faculty and that all new growth in enrollment be absorbed by the creation of tenure-line positions. This workload proposal is a package; our first concern is the protection of tenure and the reinvestment of faculty in shared governance; the University must agree to re-create a tenured faculty.
3. Governance: PSU-AAUP proposes changes in governance which would require participation from bargaining unit members in every decision which affects the mission, educational policy, and worklife of the University.
4. Working Conditions: PSU-AAUP proposes that every bargaining unit member has a right to clean, safe, comfortable, healthy, and collegial working conditions.
5. Bereavement Leave: PSU-AAUP proposes 5 days, paid leave, to be extended to 5 days without pay for the dealth of an immediate family member, significant other, or loved one.
PSU-AAUP has also proposed significant changes in the areas of dispute resolution and retrenchment. PSU proposes the elimination of "Appendix E--Letter of Agreement: TUITION BENEFITS" in the current Agreement which could ensure that bargaining unit members at PSU will receive staff fee privileges throughout the OUS system in the event that the Oregon State Board of Higher Education decides to change its current policy in allowing these privileges.
ALERT TO FIXED-TERM INSTRUCTIONAL FACULTY: PSU proposes, in the name of "equity" a 45 credit hour maximum instructional load for all contingent (non-tenured/tenure-track) faculty!!!!!! AAUP needs to hear from all of you who are teaching the current 36 credit hour limit, participating in governance, service, scholarly activity, etc.
PSU has not, thus far, offered counter-proposals to AAUP proposals on Article 17, which calls for multiple-year contracts and sabbatical leave privileges for Academic Professional bargaining-unit members and on AAUP proposals on Academic Freedom, Dispute Resolution, and Reserved Rights of the University.
WHAT'S NEXT: AAUP will propose change in Article 13: Non-discrimination. Article 19: Professional Development and Support, Article 33: Sabbatical Leaves, Article 34: Library Faculty Development Days, Article 20: Intellectual Property and Distance Education, and Article 14: Promotion and Tenure.
A note about Promotion and Tenure. AAUP, both locally and nationally, is alarmed over the dismantling of tenure. Over half of the student credit hours generated at PSU are taught by contingent faculty. It is our goal to promote discussion among the faculty community here at PSU by introducing SEPARATE articles on Promotion and Tenure in the attempt to unbundle them and bring the discussion of tenure as an institution back to its origins as the best protection for academic freedom. It is separate from Promotion. Academic freedom should be the right and responsibility of all research and instructional faculty after a reasonable probationary period; if we evolve into a system of primarily out-sourced labor, in which only a few "stars" participate in governance and are assured academic freedom, then we rightly loose the public trust, our right to call ourselves professionals and those attributes which have, through the 20th century in the USA, at least, kept us separate from government and business and have allowed academics to hold the responsibility to pursue truth through inquiry.
In this spirit, AAUP proposes a tenure system which allows all faculty, both instructional and research, to be reviewed for tenure after 6 years of service, using criteria which takes into account positive performance review based on letters of hire and an affirmative decision from the department.
In the area of promotion, AAUP proposes that both the Faculty Senate and AAUP have the right to call for discussion and revision of the Pay, Promotion, and Tenure guidelines; under the current contract, only the administration has the right to amend these guidelines. AAUP proposes reasonable standards for promotion and a process of appeal when those standards seem to be hidden or unreasonable, within a system which rewards all areas of bargaining unit work.
We understand there will need to be much discussion of these subjects during the negotiations process. The next negotiation session is scheduled for November 14, 12:00-1:30. Please call the AAUP office (5-4414) 24 hours in advance if you would like to attend. We invite all bargaining unit members with concerns or ideas to offer the negotiation team to attend the discussion meetings we are planning through November and December. Anyone who can't attend the meetings is encouraged to speak with negotiation team members, Executive Council members, or AAUP staff.
A REMINDER: This is the time to join AAUP!!! We need your show of support. Fair share members are covered by the contract, but they do not have a vote on its ratification.
October 27, 2003Critical Issues
- Faculty, academic professionals and research assistants working out of contract
- Rise in health care costs may not be covered by PSU
- Open meetings to discuss critical contract issues
- AFT (union for part-time faculty) in Mediation
Negotiations between PSU-AAUP and PSU will resume on October 31st from 12:00-1:30 in 333 SMU. We urge any and all bargaining unit members to attend the negotiation sessions. Numbers are a show of strength and support. Please sign up 24 hours in advance to attend this session by calling the AAUP office (5-4414). We now have a budget framework within which to work the PSU state appropriation will be approximately $108 million, our enrollment is up by approximately 6%, and we have raised tuition by 12%.
The 2001-2003 Collective Bargaining Agreement between AAUP and PSU expired on August 31, 2003. This means that all faculty, academic professionals, and research assistants and associates have been working Fall term without a contract. Articles having to do with salary, benefits, and working conditions in the past contract remain in effect.
The University has stated to AAUP that it has no obligation to pay the January 1st rise in the cost of health care. This could mean that AAUP bargaining unit members would have to pay up to $80 per month OUT OF POCKET, beginning with the December 31 paycheck. PSU has settled its contract with SEIU 503, covering the rise in health care costs for their members.
AAUP Member meetings will be held beginning October 28 to discuss collective bargaining issues. The negotiations team is committed to settling as quickly as possible, but in addition to undoubtedly difficult salary negotiations, we have decided to pursue long-needed and essential changes in areas of the contract which strengthen shared governance, protect academic freedom, create job security, stabilize workload, and protect the educational mission of the University. We will present many of these proposed changes to the University at the negotiation session on October 31. We want all bargaining unit members to be informed about the nature of the proposals we are making; we will hold open meetings on Tuesdays and Wednesdays, starting Tuesday, October 28, from 12:30 to 1:30 and Wednesday, October 29th from 1-2, both in room 407 in Neuberger Hall. In November, meetings will occur from 12-1 on Tuesdays and 12:30-1:30 on Wednesdays in room 326 in Smith Memorial Union. If you cannot make any of the meetings, please contact any team member, any Executive Councilor, or the AAUP staff.
Bargaining Team members
- Jacqueline Arante (ENG)
- Connie Ozawa (UPC)
- David Hansen (SBA)
- Angela Rodgers (CWP)
- Francis Bates (XPD)
- Peter Nicholls (PHIL)
AFT will enter mediation with the University in early November. The contract between the American Federation of Teachers and PSU (representing faculty who are hired at less than .5 FTE) expired on September 15, 2003.
May 29, 2003Negotiations between PSU-AAUP and PSU on the collective bargaining agreement for 2005-2005 on May 20, from 9:30 to 11:30 in Smith 229.
AAUP presented a 2nd proposal on Article 11: "Released Time" which would require the recognition of service to the Association as viable service for pay, promotion, and tenure under the University guidelines of May, 1996. This proposal also allows for course release to carry on the work of the Association as it is done by the President, Vice-President for Academic Freedom and Grievances, Vice-President for Collective Bargaining, Key committee chairs, and members of the negotiations team, regardless of whether either the elected officers or the negotiations team are instructional or non-instructional. PSU will counter-propose, a 2nd time, on June 3.
AAUP also offered a counter-proposal to PSU's proposal to eliminate Article 37: "Human Resources Information System Implementation." It is PSU's position that this article should revert to an article which monitors administration of the Human Resource system and leaves intact the Association's right to grieve on behalf of its members.
PSU offered a slightly revised version of Article 1: "Recognition" which further clarifies our position that any instructional, academic professional, and/or research employee of the University working at .5 FTE or greater, AT ANY POINT IN EITHER THE 9-MONTH OR 12-MONTH YEAR, should be in the AAUP bargaining unit and therefore, is eligible and responsible to participate in shared governance decisions, will be paid the negotiated salary rate, and is eligible for complete benefits. AAUP will go forward with a petition for clarification of unit to the Employment Relations Board in the next few months.
Article 25: "Parking": This discussion has been tabled until June 3rd. See Bargaining update, May 6.
Finally, AAUP presented a revision of Article 17: "Academic Professional Faculty". This proposal includes provisions for timely notice, timely hiring, multiple-year contracts, the ability to accrue seniority, more AAUP agreement over changes which affect the terms and conditions of employment, and increased ability to grieve. PSU is unwilling to counter-propose on June 3; they stated their position that they view this article as closely linked to Article 18:" Fixed-term Instructional and Research Faculty". and they are not willing to propose on Article 18 until September.
The next negotiations session is June 3, 9:30-11:30, in Smith 236. PSU will offer counter-proplsals on Articles 11 and 37; they will also propose new articles on Article 6: "Exchange of Information" and Aticle 24: "Working Conditions".PSU also proposes a new article: "Employee Background Checks". AAUP will offer proposals on Articles 3: "Rights of the Association as Agent", Article 5: "Reserved Rights of the University", and Article 8: "Past Practices".
These sessions are open to anyone who wants to observe. Please call (5-4414) or email (aaup@psuaaup.net) the AAUP office by 9am, June 2, to sign-up to observe if you have an interest in any matters under negotiation. Thanks from the AAUP team.
May 6, 2003Negotiations continued between PSU-AAUP and PSU on May 6, 2003
The University offered a counter-proposal to AAUP's proposal on Article 11: "Release Time". The University's proposal offered a small amount (.5 of what is necessary) of compensation (of which they propose to pay only .5 !!) for release time for non-instructional members of the negotiations team. AAUP will counter-propose on May 20th. We are firm in our position that to carry on the work of the association for the benefit of our bargaining unit members we must insist that we must share equally in the service and scholarship time required of the faculty; this is a shared governance issue; it is related to workload issues and our understanding that a fair contract and a union which represents fairly all of its members must have adequate time to do so.
The University next offered a proposal which would eliminate Article 37: "Human Resources Information System Implementation" from the collective bargaining agreement. PSU's team argued that current Human Resources practice and Oregon employment law would eliminate any future problem with HRIS processes and procedures. AAUP will counter-propose on May 20.
PSU offered a proposal which merges Article 25: "Parking" with Appendix F: "Letter of Agreement: Parking." The University maintains it has met the requirements with the creation of additional faculty/staff parking on the East side of campus and the creation of department-controlled, flexible parking for those required to leave and return to campus during regular working hours. PSU has no plans to raise the parking fee during the 2003-2004 year. AAUP has asked for information on the disbursement of any profit from parking at PSU; currently the administration maintains that "most" of the profit goes to pay for assessments on the trolley line which runs through campus. Oregon law requires that any profit made from parking must be re-invested in transportation services and that a subsidy negotiated for parking must be paid to all employees. Tentative agreement on this proposal has been tabled until AAUP receives the information on profit from the parking fees.
Finally, AAUP informed the University that the Association will submit a petition for a clarification of unit to the Oregon Employment Relations Board in the next few weeks. Currently, those employees who are employed for at least nine (9) consecutive months on a fifty percent (.5) full-time equivalent (FTE) or more are in represented by AAUP. (ERB Case C-381, March 8, 1978) This unit definition was created in an era in which the University employed few fixed-term faculty, part-time faculty, research faculty, and academic professionals. The demographics of employment at PSU are now considerably different. Most employees would receive the most benefit from a simpler designation: all non-excluded, non-classified employees at .5 at any time, or at an average of .5 over the term of their contracts would be represented by AAUP. This would provide clarity for the employees, ensure an understanding of who has the right to participate in shared governance of the University, promote as many benefit-eligible employees as possible, and allow any union on campus to know exactly to whom they owe a duty of fair representation.
The University has not agreed to go forward in partnership with AAUP to ERB with this petition at this time.
The next negotiation session is May 20 in 229 Smith Center from 9:30-11:30 am. AAUP will offer the counter-proposals described above and continue with proposals on Article 17: "Academic Professionals" and proposals on Articles 3, 5, and 8. Please feel to offer your suggestions to the AAUP staff, negotiations team, executive council, and officers at any time. If you would like to observe the session please call (5-4414) or email (aaup@psuaaup.net) the AAUP office before 9:30 am on Monday, May 19.
The negotiations team will be soon sending you a "Workload Survey." Please respond; we know you are swamped, that's why we're asking!
April 24, 2003The PSU-AAUP negotiations team met with the University team on Tuesday, April 22, from 9:30-11:30 am in 236 Smith Memorial Student Union. The sides agreed on ground rules for negotiation. The two teams are creating a workable negotiations schedule.
Proposals
AAUP proposed a new Article 11: "Released Time" that strengthens the ideas that:
- service to the Association must be fully acknowledged as service to the University and,
- those who choose to participate in the on-going work of the Association will be fully credited for service to AAUP upon review for tenure and promotion.
The proposed article also requests course releases for the President, Vice-President for Collective Bargaining, Vice-President for Academic Freedom and Grievances, and key AAUP standing committee chairs. We also proposed course releases for members of the negotiations team before and during contract negotiations.
If you would like more information about this proposed article please feel free to consult Julia Getchell, AAUP Chapter Coordinator (5-4414 or aaup@psuaaup.net) or any member of the AAUP Collective Bargaining team. Bargaining Team members are:
Jacqueline Arante, ENG, Vice President for Collective Bargaining & Chief Negotiator
Fran Bates, PDC
David Hansen, SBA
Peter Nicholls, PHIL
Connie Ozawa, USP
Angela Rodgers, CWP
Next Bargaining Session
We will be bargaining again on May 6, 9:30-11:30 am, 236 SMSU (call AAUP to confirm location). The Bargaining Team expects a counter-proposal from the University on Article 11: "Released Time." The University will present proposals on Article 25: "Parking" and Article 37: "Human Resources Information System Implementation." If time permits, AAUP will present a proposal for the revision of Article 1: "Recognition of the Unit."We invite any and all bargaining unit members with an interest in these articles to attend the May 6th session.
Last updated: 10/19/09
aaup@psuaaup.net
