EXECUTIVE SUMMARY
Your UAOSU bargaining team and the administration team met for an all-day bargaining session on Thursday, January 16 at Cascade Hall. The administration team had no counterproposals at the start of the session. Your team brought several counterproposals, including: Termination Not for Cause, Appointments and Reappointment, Position Descriptions and Workload, and after a caucus, Health, Safety, Facilities, and Work Site, and a Letter of Agreement on Promotion Criteria. The administration team did provide counterproposals later within the session to our proposals on Termination Not for Cause, Appointments and Reappointment, and Position Descriptions and Workload.
UPCOMING SESSIONS
Use the links below to add these to your calendar:
- Thurs Jan 23 9:30am-3:30pm Cascade Hall 141
- Wed Jan 29 9:30am-12:30pm Cascade Hall 141
- Tues Feb 11 11am-4:30pm Cascade Hall 141
- Tues Feb 18 9:30am-4:30pm Cascade Hall 141
- Tues Feb 25 9:30am-4:30pm Cascade Hall 141
FULL UPDATE
The session began with the administration team stating that they had nothing to pass. We expressed our disappointment and asserted that our goal for the day was to resolve some key issues for faculty in Termination Not for Cause and Appointments and Reappointment. Specifically, we were hoping to resolve some outstanding issues and finalize an agreement on continuous appointments.
In Appointments and Reappointment we reintroduced language protecting faculty from permanent FTE reductions, which is necessary to ensure continuous appointments are meaningful. We recognize that factors such as course cancellations and funding cuts may necessitate temporary FTE reductions. However, we must ensure that permanent reductions are handled with the protections and rights set in our Termination Not for Cause counterproposal.
In Termination Not for Cause we reinserted our language on FTE reductions and reconciled the notice periods for temporary and permanent reductions to avoid incentivizing supervisors to use permanent reductions simply because the notice timeline is shorter. We also reproposed that upon request, faculty should get an accounting of how their workload is calculated.
In Position Description and Workload we accepted most of their language regarding how excessive workload is identified but changed “may” to “shall” (supervisors shall address cases of excessive workload). We also reinserted some of our previous language on how workload guidelines should operate; we are particularly concerned about making sure that different modalities of courses (on campus and Ecampus, for example) count the same in terms of FTE and workload assignments.
Regarding the Letter of Agreement on Exceptional Service, we are ready to tentatively agree to their last counterproposal. However, the administration is unwilling to sign onto this agreement until the related article on Position Description and Workload is agreed upon.
After a long caucus, the administration team returned with counterproposals. On Termination Not for Cause they accepted the reintroduction of the FTE reduction language, but reverted to current contract language with notice lengths of 1 to 3 months for such reductions. In their counterproposal on Appointments and Reappointment they agreed to ensure that permanent FTE reductions in continuous appointments go through the Termination Not for Cause article, with its important protections. However, it became clear that we did not have a shared understanding of what counted as an “involuntary” FTE reduction. We are hopeful that we are close to agreement.
In their counterproposal on Position Descriptions and Workload they accepted our language change from “may” to “shall” in regards to what happens when excessive workload is identified. They also reinserted their previous language that states that “workload guidelines cannot exceed the enrollment cap.” We think this is their attempt to address some of our concerns, but its wording and placement is confusing. They comunicated that they’ve made significant concessions already in this article and stated plainly that they are not willing to accept any further changes to it.
We also brought some counterproposals after the long caucus. On Health, Safety, Facilities, and Work Site we accepted some strikes but reinstated language on Flexible Work Arrangements (FWAA), which we believe should be referenced in the contract as they exist at OSU. This would ensure that faculty have clarity on the process for applying for FWAAs and that responses to these requests are guaranteed. Finally, in the Letter of Agreement on Promotion Criteria, we accepted most of the administration team’s language but added that substantive revisions to promotion criteria for existing classifications, not just new classifications, require negotiations.
Overall, progress was made in spots, but ongoing concerns remain, particularly around workload calculations, FTE protections, and ensuring that the language in the agreement accurately reflects the intent of both sides.
Bargaining continues TOMORROW, January 23rd, 9:30am–3:30pm in Cascade 141. Even if you can only drop by for half an hour, your attendance matters: show the administration that faculty expect a contract that provides the equity, respect, and stability we deserve.
You can find a list of the currently scheduled bargaining sessions, as well as read our updates and proposals at uaosu.org/bargaining.
Our power in negotiations comes from all of us working together as a united faculty. Becoming a member is the first step in supporting your bargaining team and securing a strong second contract . You can become a member online by going to uaosu.org/join.
In solidarity,
Filix Maisch and Your Bargaining Team