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United Faculty of Florida (UFF) is the
Collective Bargaining History
For a table summarizing the status of bargaining on each article, see the file cbstatus-post.pdf.
The UFF and BOT teams met more than 50 times betgween December, 2003 and July 29, 2005. We made very good progress in most areas, including tentative agreements on 31 articles. We expect the final agreement to consist of 32 articles. Many matters that are very important to the faculty have been resolved, including academic freedom, tenure, shared governance, and nondiscrimination.
In mid-October, 2004, the BOT and UFF teams agreed to a strategy for accelerating negotiations, a "Minimal Changes Formula." Unresolved articles were divided into two groups. The first group was then bargained in detail. We will postpone detailed negotiation on the other articles until another year, in the meantime agreeing to continue with the essentially the same language (minimal changes) for those articles as appeared in the status quo agreement (the last statewide agreement between UFF and the now defunct Board of Regents). The articles in the first ("hot") group were:
All articles except salary (Art. 23) have been resolved ("TA'd").
Salary negotiations are currently underway. During the negotiations, the University has distributed some salary increases based on a series of memoranda of understanding with the UFF:
Progress on negotiations regarding other raises has been very slow. The following is a chronological summary of negotiations up to our most recent session.
The UFF submitted a summary proposal (http://www.uff-fsu.org/cbac/FSUArticle23UFF1SalaryOverview.060204.pdf) on 2 June and a detailed salary proposal (http://www.uff-fsu.org/cbac/FSUArticle23UFF1.061304.pdf) on 13 June, 2004. The latter is rather lengthy. For an executive summary in spreadsheet form, look at http://www.uff-fsu.org/cbac/summary.pdf. This proposal represents the UFF’s attempt to address several perceived historical problems with faculty compensation at FSU. For example:
There is a large gap (approximately 7.5%) between FSU average salaries and those of our peers in the same disciplines and ranks at other Research I institutions. We would like to see FSU start taking steps to address this problem systematically, in a way that is not limited to new hires and counter-offers, and which takes into account individual differences in merit.
Merit pay increases have not been awarded equitably. One problem has been the limitation (in at least some units) to a one-year merit window, coupled with inconsistency in the availability of merit increase funds. For example, individuals who published books in “dry” years missed merit increases. Another problem has been the policy (in at least some units) of awarding merit pay increases to only the top few faculty in a unit. The effect is that all the other faculty (perhaps only marginally less meritorious) are treated exactly the same as the lowest achievers in the unit. Repeated year after year, this has been demoralizing. We would like to establish a reward system for meritorious performance that includes long-term as well as short-term merit, is as consistent as a promotion, and is not limited to a fixed percentage of a department’s salary base.
For several years we saw average salary increases, including merit increases, below the rate of inflation. We would like to see that the salaries of all faculty members who are performing satisfactorily keep up with the cost of living.
In July 2004, the BOT negotiator indicated that the Board did not expect to respond to our proposal soon, but would like to go ahead with promotion raises, as well as counter-offers and twelve special raises for undisclosed reasons. At some other SUS universities, the UFF chapter has insisted that no raises be given until the contract is negotiated, as a means of putting pressure on the administration to move negotiations ahead. The FSU chapter chose not to do this. For the full text of the July 2004 memorandum of understanding covering raises during negotiations see http://www.uff-fsu.org/cbac/190704MOU1.pdf. The UFF agreed to this as a temporary measure, for the good of the faculty members who were promoted, even though it includes some provisions we would not like to see in a final contract. In particular, we proposed that the promotion increase be raised from 9% to 12%. The Board was willing to go to 12% for full professors only, citing the greater cost of implementing a 12% raise for all promotions. The UFF believes that all promotion raises should be increased to 12%, which we calculated would cost only $120K more than 9% raises in 2004.
The first specific salary proposal from the BOT came on 11 October 2004. It included a 2% departmental merit pay increase. This proposal was delivered to the UFF by e-mail, because the lawyer serving as chief negotiator for the FSU BOT cancelled the bargaining session that was scheduled for 11 October. The proposal may be viewed at http://www.uff-fsu.org/cbac/FSUArticle23BOT101104.pdf. A prior position statement by the BOT team may be viewed at http://www.uff-fsu.org/cbac/FSUArticle23BOT081604.pdf. At subsequent meetings, the UFF indicated that this proposal was unacceptably low, and emphasized the need to address market inequities as well as merit.
On 1 November, 2004, the BOT requested a second memorandum of understanding on salaries, to permit payment of the $1000 one-time bonus payments directed by the Legislature. The UFF agreed to this, since funds are non-recurring, were mandated by the Legislature, and so could be separated from the negotiations on increases to base salaries. The full text of this second MOU on salaries may be viewed at http://www.uff-fsu.org/cbac/110104MOU.pdf.
At every opportunity, the UFF continued to argue the case for a larger faculty raise package, that addresses market equity problems and is comparable in size to the raises offered to faculty at other SUS institutions. Some of the data and arguments presented to the BOT team are described below under the heading "UFF Salary Study and Proposal". More recent data and arguments are described on the web page on salary inequities, the 2004-2005 SUS raise summary, and the preliminary 2004-2006 SUS raise summary.
In May of 2005, the UFF declared impasse in negotiations, as it had become clear that no further progress was being made. In June, the BOT team submitted a "last a best offer" that can be viewed at http://www.uff-fsu.org/cbac/offer20050602.pdf. In essence, this is the same as their October 2004 offer, with the addition of the legislatively mandated 2005-2006 across-the-board raise for all State employees, of 3.6%.
On 13 July, 2005, we signed a third memorandum of understanding on salaries, concerning promotion raises for 2005 and distribution of the 3.6% across-the-board increase for all State employees that was directd by the Legislature. The full text of the MOU may be viewed at http://www.uff-fsu.org/cbac/130705MOU.pdf.
2004 UFF Salary Study and Proposal
Our original 2004 salary proposal was inspired by competitive Research I universities, and premised on the administration’s aspiration to AAU membership. The intent was to bring FSU salaries up to a point that they are competitive with those at Research I and AAU institutions Key elements of the proposal include: (1) merit-based market equity adjustments, based on Research I averages by rank and discipline, to bring us closer to our competitors; (2) sustained merit increases, to motivate and recognize the excellent long-term performance by the majority of faculty; (3) competitive merit increases, to motivate and reward outstanding short-term accomplishments; (4) annual cost-of-living adjustments, to keep salaries from being eroded by inflation.
As part of the preparation for the UFF 2004 salary proposal, the UFF Bargaining Team performed a study of FSU salaries, as they compared to those at our peer institutions. Detailed information is available as follows:
2005 UFF Salary Study
In summer 2005 the UFF reviewed a new set of OSU and FSU salary data. The market inequity problems had worsened. The gaps between FSU and OSU average salaries for comparable disciplines and ranks are summarized in the separate web page on faculty salary market inequities, which includes summary charts based on one year more recent (2004) OSU salary averages than the above study.
Collective Bargaining Advisory Council (CBAC) 2004
The Collective Bargaining Advisory Council is a volunteer committee, open to the entire faculty, that the UFF consults for advice on collective bargaining issues and priorities. The CBAC met several times in 2003-2004. Having completed its task of gathering faculty input to the Collective Bargaining Team, the CBAC temporarily suspended activities, while bargaining is under way. During bargaining, we still appreciate individual faculty input, directly to the bargaining team members.
Past CBAC meetings:
For more information on the history of the CBAC and the collective bargaining organization at FSU, see the Collective Bargaining Organization page