Contract Bargaining

25 Jun Bargaining Team to Consult Members on Compensation Proposal

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  • Impact Bargaining Resumes: Impact bargaining began in March, but admin did not take it seriously until we issued Unfair Labor Practices (ULPs) against them. Last week, per our demand, admin finally returned to the table.
  • Admin Puts Money On the Table: After ongoing pressure from union members around unpaid labor, there is now money on the table(!), BUT their proposal would compensate under 30% of faculty, and at only a fractional rate.
  • Compensatory Time for Course Development: We initially proposed that all faculty who are developing online courses for the Fall should get 1 compensatory course release, usable in the next two years.
  • Member Meeting Called Wed 7/1: UICUF will hold a virtual member meeting NEXT WEDNESDAY, 7/1, from 3:30-5pm, to solicit input on admin’s comp proposal, and other bargaining priorities. All members will receive login details early next week.

 

A Renewed Effort on Impact Bargaining
Admin has, until now, pursued a strategy of meeting with the union, then doing whatever they want. We’ve since called out this practice in a series of Unfair Labor Practices (ULP) charges, filed concurrently with our demand to resume bargaining. As we shift from crisis management to Fall planning, there is no excuse for the administration to avoid timely and meaningful negotiations with faculty.

Addressing Unpaid Labor This Summer
One of our core demands has been for the administration to compensate faculty working mostly off-contract this Summer to prepare remote Fall classes. Union members have been pressuring the administration over presumptions of unpaid labor for weeks, especially since the announcement that some will be expected to spend nearly 100 hours this Summer on these preparations.

In our most recent negotiations, we proposed compensation in the form of a course release to be used by faculty sometime over the next two years. We believe this would be an appropriate compromise between adequate compensation for the extra labor of developing online-ready classes, and flexibility for departments and the administration to plan and budget.

In an unusual turn, however, the administration actually came with a response in hand, putting money on the table to address the issue of unpaid labor. Their offer as it is currently formulated would compensate less than 30% of faculty, and at only a fraction of the value of a single course release, but it is a move in the right direction in response to ongoing pressure from our members.

Consulting Our Members
Given the implications of the administration’s current offer, and the urgency of other imminent deadlines on renewals and campus safety decisions, our Bargaining Team plans to solicit input from our full membership NEXT WEDNESDAY, 7/1, from 3:30-5pm. Members will receive a link to participate in a virtual meeting early next week. The Bargaining Team will share their experiences thus far, but our goal is to open the process up for member participation in considering where to go from here. You must be a member to attend, and current non-members can join by following the application instructions on our website.

As ever, if you have any questions, you can email us at UICUnitedFaculty@gmail.com.

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We issue regular updates via email, Facebook, Twitter, YouTube, and on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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29 May UIC Admin Has a Responsibility to Bargain

**URGENT ADVISORY**

Many faculty received notices today deferring a decision on their reappointment to July 15th. This notice is contractually required only if your academic unit is unable or unwilling to make a renewal decision by June 1st, and nothing in the union contract prevents units from reappointing faculty before this deadline. Deferral of a decision does not imply non-renewal. Please let us know if you received a deferral letter today so we can have a better understanding of what’s happening in various units.

It remains UIC United Faculty’s position to advocate through impact bargaining for immediate renewal of all full-time faculty appointments.

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  • Demand Action on Bargaining: Please click here to send an email demanding that UIC Admin return to the bargaining table with all of its campus unions for meaningful and productive negotiations
  • Failure to Bargain in Good Faith: The UIC Administration has a legal responsibility to bargain impacts of COVID-19, but has consistently chosen to act without union input, and to treat bargaining as an informal advisory rather than a serious legal obligation.
  • Unfair Labor Practice Filed: UICUF will be filing Unfair Labor Practices regarding admin’s failure to bargaining in good faith over changes sweeping the university due to COVID-19.

A Legal Obligation to Bargain
UIC’s administration has a legal obligation to bargain over changes to working conditions (yes, we’ll say it again!). This principle holds true even when changes come as a result of events beyond either party’s control. The process is called impact bargaining, and it is not optional.

UICUF called for impact bargaining back in March, when the COVID-19 pandemic struck in earnest. Unfortunately, from the start, top administrators did not even acknowledge our meetings as formal bargaining, choosing instead to waste time while they continued doing whatever they wanted. And while we can draw clear lines from our proposals to actions later taken by the administration, like extending professional development fund deadlines, university officials refused to formalize even these agreements. Ultimately, the administration outright told us they had no intention of discussing further “contract enhancements.” This is not how healthy negotiations work.

Unfair Labor Practices
By failing to respect a formal bargaining process, enacting changes to working conditions without formal agreements, and refusing to discuss further impacts to our contract, the UIC administration has been committing unfair labor practices. We have therefore decided that, in order to best protect the rights of our members, we must file an official notice of violations with the Illinois Board of Labor. We hope this action highlights the gravity of the administration’s choice to pursue a strategy of obstruction and unilateralism rather than bargain in good faith with its faculty.

A Fresh Push for Negotiations
Despite taking this action to call out unproductive practices by our counterparts, we still sincerely believe that we can work together with the administration during this unprecedented crisis. Faculty bring both substantial expertise and rich perspectives to the table as we consider the future of working and learning at UIC. Everyone–including the administration–will benefit from our sustained participation in all formal dialogues relating to the university’s future, but our administration cannot acknowledge us only when it is convenient.

We are therefore reconstituting our remarkable bargaining team, once again drawing on faculty from every college in our bargaining unit, to restart the impact bargaining process. We are also calling on all faculty members to click here to send an email demanding that the administration return to productive bargaining immediately. If needed, the committee will also advise on further escalating pressure on our administration counterparts to bargain fairly. We will keep faculty informed as this process continues. Of course, if you have questions or want to highlight particular issues, email us here at UICUnitedFaculty@gmail.com.

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We issue regular updates via email, FacebookTwitterYouTube, and on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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06 May Victory on PD Funds, Admin Declines to Negotiate on Other Issues

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  • UICUF has won a victory on Professional Development funds – Admin agreed in writing to release travel funds for other uses, and to roll over unused travel funds into the 20-21 Academic Year!
  • Labor Relations is now saying they will not move on any other impact bargaining issues, perhaps closing the door to further productive negotiations.
  • UICUF is committed to continuing a productive dialogue if possible, and escalation remains an option if meaningful negotiations are not forthcoming.

 

Union Victory on Professional Development Funds
UICUF has been negotiating around professional development funds since March, primarily asking that the funds earmarked for travel be released for broad PD use, and that unused funds be rolled over for use in future academic years. We have now received notice that the Administration has agreed to both of these demands. Per Provost Poser, the following has been posted to the university’s somewhat buried COVID-19 page on policy changes, and will be communicated to Heads and Deans:

According to the contract, the amounts provided for research and/or professional development are $900 for TT and $600 for NTT faculty. Faculty may seek reimbursement for professional development expenses that involve purchasing equipment, particularly to allow them to teach online more effectively. I have told the deans this and asked them to ensure their department heads and chairs are aware. The other question that has come up is the use of travel funds for both TT and NTT faculty. There are 2 issues:

  1. Because of the pandemic and the inability to travel, some faculty want the option to use travel funds for professional development related to online teaching, whether that is for equipment or something else.
  2. If there are travel funds left over from FY20, faculty are requesting that they can carry over any remaining travel funds to next year, since travel is impossible right now.

 

In light of the unique situation we find ourselves in, we are approving these uses of travel funds on a one-time basis. Thus, for example, the ability to carry over travel funds will only be allowed this one time (from FY20 to FY21) and may be used for professional development expenses as stated above through June 30, 2021On July 1, 2021, we will revert to the provisions of the contract as written, i.e. travel funds may not be carried forward and can only be used for travel, as stated in the contract.

In short, you can now keep your $600 travel funds to apply toward expenses in the 2020-2021 academic year, and all PD funds will be opened to broad professional development and remote teaching enhancement uses until June 30th, 2021. Please check with your department for pre-approval of funds to ensure your intended use is covered, and we encourage you to contact us at UICUnitedFaculty@gmail.com if you encounter any problems using your PD funds. That said, we will also continue to push the administration to cover the cost of all expenses related to online teaching–that is an administrative expense, not one related to professional development.

Admin Refuses to Make Any Further Agreements
While Labor Relations has avoided language directly stating they won’t negotiate further, they have said that they will not make further changes concerning our impact bargaining issues. This isn’t surprising from an administration that only recently acknowledged their obligation to bargain. They continue to ignore the fact that they are making changes affecting our contracts that legally must be bargained over, and instead prefer to label our proposals as unearned “enhancements.”

This dismissive attitude leaves key questions on the table, notably on issues of faculty retention and union representation in decision-making. On the former, they have chosen to prevaricate or provocatively hint at slashing budgets, outright rejecting any concern for NTT faculty whose contracts are expiring on May 15th and who may soon thereafter be cut off from health insurance. On the latter, they have indicated that they do not at this time intend to add a union representative to the campus committee handling COVID-19 issues. These are not satisfactory responses, and we are now considering options away from the bargaining table to encourage the Administration to negotiate productively.

If you are interested in getting involved with planning and promoting actions around impact bargaining and the many critical issues facing us during this crisis, please email us at UICUnitedFaculty@gmail.com

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We issue regular updates via email, Facebook, Twitter, YouTube, and on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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10 Apr Impact Bargaining: NTT Retention and a Seat at the Table

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  • UICUF sat down for a second meeting with the Administration this Thursday to bargain the impact of COVID19 on faculty working conditions.
  • We’ve already won some victories over the last several weeks since bringing our demands to the Administration, and have new movement on other items, like reaffirming  intellectual property rights.
  • Despite some additional agreements around items like extending tenure clocks, we are still advocating for a broad commitment to faculty retention and for a seat at the table on decisions affecting faculty.

 

A Good Start
UIC United Faculty sat down via Zoom for our second session with the Administration Thursday, to bargain over the impact of COVID-19 on faculty working conditions. Over the weeks since we presented our demands, the Administration has updated policies or changed direction on a number of issues. Some examples include closing the library after union faculty organized against reopening under unsafe conditions, and clamping down on questionable work-from-home agreements that were being demanded by some departments.

New Agreements and Understandings
Today we secured some additional agreements and confirmed understandings on issues we’d been advocating on over the last few weeks:

  • Provost Poser agreed to proactively remind Deans of faculty members’ exclusive intellectual property rights to course content, including classes made for online delivery during the COVID-19 pandemic.
  • The Provost said that equipment and technology purchased to aid in online course presentation are reimbursable under the new CARE Act. If you have made such purchases, we recommend submitting those expenses to your unit head or business office ASAP with a note that they are related to the COVID-19 pandemic.
  • Vice Provost for Academic Affairs Nancy Freitag welcomed suggestions from us on some alternative ways contractually mandated professional development (PD) funds  may be used while conference travel remains disrupted. If you have ideas to contribute, please send them to UICUnitedFaculty@gmail.com
  • Probationary faculty can now opt-in to extend their promotion and tenure clocks by up to a year. We’ve also confirmed that this will NOT impact a faculty member’s options for roll-back or hold of their clocks for future interruptions. IMPORTANT NOTE: the first deadline for filing your extension paperwork is May 15th. Please check the above link to see if the May 15th deadline applies to you!

 

Faculty Retention
We still have a number of significant issues to work out, the most important of which is a broad commitment to faculty retention. UICUF has asked that the administration commit to re-appointing NTT faculty for the next academic year, both to protect the jobs of faculty members in this time of uncertainty, and to ensure UIC is prepared to meet student needs in the fall and beyond.

We understand that the university is in a place of great uncertainty around budgets and enrollment, but fulfilling UIC’s educational mission by retaining excellent faculty must be a top priority. Beyond protecting faculty jobs, we believe it’s critically important to plan for a future in which enrollment may rebound or even surge. The Administration should demonstrate its commitment to teaching by protecting UIC’s most precarious faculty members, many of whom teach first year classes. It is also possible that in-person courses may resume under new social distancing guidelines, necessitating more sections for the same number of students. Since the administration has expressed the importance of returning to physical classrooms and in-person, hands-on education in the future, it seems counter-intuitive not to prioritize retention of our exceptional faculty now.

A Seat at the Table
We appreciate that the Administration has had to move quickly to make important decisions in the context of the covid-19 pandemic, and that it will need to continue to do so as conditions continue to change. At the same time, UICUF leadership has conveyed to the Administration our need to be involved in that decision making in a proactive manner, so that we are not left simply reacting to their decisions, as happened with their initial decision to reopen the Library after spring break. Union representatives will bring the perspectives of front-line faculty, and they are uniquely suited to understand how changes in working conditions interact with the terms of our collective bargaining agreement. Any administrative decision affecting our working conditions or other terms of our contract must be formally bargained, but proactive consultation with UICUF before decisions are made will make that process much smoother.

We have not set a return date for bargaining, but will continue to advocate for faculty, and keep you informed of your rights.

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We issue regular updates via email, Facebook, Twitter, YouTube, and on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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23 May Members Won This Contract – Join the Union Today

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  • Our new contract will benefit just about every faculty member via Raises, PD Funds, Job Security, Workload Protections, and much more.
  • Active union membership won this contract and protects these gains.
  • Joining the union makes your voice heard. Our union works because faculty step up!

 

Our New Union Contract: Everyone Wins
Our new union contract, won through vigorous and sustained engagement by UICUF members, has something in it for everyone. Whether you are being brought up to the new minimum salaries for your rank, benefitting from merit raises, or receiving compression/equity adjustments, nearly every faculty member will get a meaningful salary increase. Everyone will also enjoy access to new PD funds, and real protections against workload increases without pay increases. Many NTT faculty will enjoy greater job security in the form of longer contracts and augmented due process protections. In short, there are benefits in this contract that will touch every faculty member in our bargaining unit. You can review more of these in summary, or in full at your leisure.

Our Union Works (Because Faculty Step Up)!
Faculty will enjoy the benefits of a robust contract over the next several years because so many chose to join the union as members and work for a better outcome. Administration’s opening offer, which they clung to for nearly half-a-year, was to give faculty nothing. No guaranteed raises, no improved job security, no workload protections, nothing. Our members fought to change that paradigm – and won!

Our members also allow us to effectively enforce the contract we’ve won. Union members are the alarm when administrators violate or try to work around contract provisions, and members’ dues provide the resources for union staff and legal counsel to fight back. Even after the contract is won, a strong membership ensures that administration actually abides by the agreements they’ve made.

There is No Better Time to Join the Union
For faculty who are not union members, there is no better time to join. Salary increases  from just the first year of the contract (retroactive to the ‘18-’19 academic year), will easily cover the 1% union dues in perpetuity, while your salary will continue to grow. Even though contract negotiation is over, it takes a robust network of members to participate in productive and effective contract implementation. And of course we will be back at the bargaining table in just three years!

Please consider joining the union as a member today, so that we can continue building on the strength that won us our latest contract. Our website has information about membership, and a downloadable application which you can print/sign/scan and send back to us at UICUnitedFaculty@gmail.com. You can also contact faculty representatives from each college if you have questions.

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We issue regular updates via email, Facebook, Twitter, YouTube, and here on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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13 May Faculty Contracts Signed!

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As of today, May 13, 2019, UIC United Faculty’s new contracts for Tenure and Non-Tenure track faculty have been signed! Both contracts, which outline pay and working conditions for faculty from August 16, 2018 (retroactive) to August 15, 2022, are now in full effect.

You can download the two contracts here:
Non-Tenure Track System Faculty (2018-2022)
Tenure Systen Faculty (2018-2022)

We also previously published guidance on execution of the shared governance aspects of the contract, especially those related to pay raises. You can find that guidance here:

Post: everything-you-need-to-know-about-raises/

We’re very excited for the improvements over previous contracts, especially in reinforcing shared governance principles at UIC, strengthening protections for NTT faculty, and of course, guaranteeing significant raise pools (2% Merit, 2% Compression/Equity) for our members over the next 4 years!

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We issue regular updates via email, FacebookTwitterYouTube, and here on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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02 May UICUF Members Ratify New 4 Year Contract

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  • UICUF members voted almost unanimously (99%) to ratify a new 4-year contract
  • Faculty won significant improvements on pay and working conditions
  • Contract now goes to administration for signing
  • Some issues not addressed by the contract will be brought to the Faculty Senate


Faculty Approve a New Contract
After nearly a year of bargaining, faculty and administration negotiators reached a tentative agreement on contract terms last Monday, averting a potentially disruptive strike near the end of the academic year. The agreement, hailed as a major win for faculty by our bargaining team and leadership, requires approval by all parties involved before taking full effect. This week, UICUF members gave that approval via a ratification election, in which voters signalled near-unanimous (99%) support for the deal.

Contract Highlights
The contract is a 4-year agreement, covering the 2018-19 academic year retroactively, and continuing through August, 2022. Union members will enjoy significant improvements to both pay and working conditions during its implementation. You can listen to UICUF President, Janet Smith, and Bargaining Chair, Aaron Krall, discuss the contract at length in this extended interview by UIC Radio host and faculty member Kate Floros. Here are some highlights from the agreement:

In bread-and-butter financial terms, we’ve won:

  • 4% raise pools (2% merit, 2% compression/equity) for each year of the contract
  • Increased minimum salary from $42K to $50k, and established salary floors for all ranks
  • $600 increases in professional development funds for all faculty

 

In terms of workplace rights, we’ve won:

  • Workload protections rooted in strengthened shared governance processes
  • A faster pathway to longer multi-year contracts, and earlier reappointment notifications for NTT faculty
  • Fair and transparent steps for positive progressive discipline


Next Steps
The contract will now go to the university’s administration to sign. This should be a straightforward process, but the union will monitor to ensure timely action. It is our hope that administration will act quickly to sign the agreement, so that new rules can be implemented, and retroactive raise pools can be distributed.

There are several issues we had hoped to address through the contract, but which appeared to be more appropriately brought up in the UIC Senate. These issues include:

  • The possibility for NTT faculty to apply for sabbaticals
  • Creating Teaching Professor ranks analogous to those used at UIUC
  • A transparent and actionable process for addressing academic freedom violations

 

UICUF will continue to pursue these issues in the coming weeks and months, as we simultaneously work to inform members of new rights, and ensure implementation of contract provisions by administrators. Faculty are encouraged to contact us via UICUnitedFaculty@gmail.com if you have any questions about the new contract!

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We issue regular updates via email, Facebook, Twitter, YouTube, and here on our website. We encourage everyone to like and follow us on social media. If you want to contribute your story, pictures, video, or other content related to the activities of the union, email us at UICUnitedFaculty@gmail.com. With your support, we are making UIC an even better place to work and learn!

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24 Apr Contract Synopsis and Ratification Information

Tentative Agreement
As was announced Monday afternoon, the UICUF bargaining team signed a tentative agreement with administration, effectively ending negotiations, and locking in terms that will now go to union membership for ratification. The bargaining team has secured a very good contract.

Our members received an earlier synopsis prior to the agreement being finalized. The contract we’ve tentatively agreed to does contain some additional provisions, which are detailed below. We have secured retro-pay for all and an agreement to apply any compression and equity increases for someone eligible to be raised to a minimum after rather than before. The contract period is August 16, 2018 to August 15, 2022.

Ratification Meetings and Voting
UICUF will hold meetings this week where members can see the full contract, hear from the bargaining committee, ask questions, and vote for or against the whole contract. Additional ratification voting will take place next Monday and Tuesday. Union members should plan to attend and vote at one of the following times/locations:

Thursday 4/25:
– East Campus Ratification Meeting 11-12:15 @Behavioral Sciences Bldg, Rm 145
– West Campus Ratification Meeting 3:30-5 @Student Center West, Thompson A

Friday 4/26:
– 2nd East Campus Ratification Meeting 4-5:30 @BSB 145

Monday 4/29 – Tuesday 4/30:
– Voting stations open 10-5 @University Hall, Science Engineering Offices Bldg, Public Health. Copies of the contract will be available to review at these sites.

Unfortunately, we cannot make the contract publicly available in electronic format before it is voted on (ratified). A thorough synopsis compiled by our team is below for those who can’t make the meetings.

If you want to vote by proxy, please email your proxy, CC’ing uicunitedfaculty@gmail.com with the following statement: “I hereby designate __________  as my proxy in the UICUF Contract Ratification Vote of April 25 – 30. This individual will be empowered to cast a ballot on my behalf.” Your proxy should bring a copy of this statement in print or on their phone to the polls when they vote. 

In solidarity,

Janet Smith
President
UIC United Faculty 

 

Contract Synopsis

Economic
4% raise pools in each year of the contract, with 2% in merit pools and 2% in compression and equity pools in each year. Note that if the campus salary program is bigger for merit pools we get that amount but if smaller we still get the 2%.

Raise the minimum salary for NTT faculty to $50,000 (up from $42,000) and establish minimums at three ranks for NTT and TT faculty.

  • $50,000 for Lecturers, Instructors, Clinical and Research Assistant Professors
  • $55,000 for Senior Instructors, Senior Lecturers, Clinical and Research Associate Professors
  • $60,500 for Clinical and Research Professors
  • $65,000 for Tenure-Track Assistant Professors
  • $71,500 for Tenured Associate Professors
  • $78,650 Tenured Full Professors

Increase annual professional development funds by $600, totaling $1,200 for NTT faculty and $1,500 for TT faculty.

Computer program will continue to provide new computers every four years at a cost of up to $1,500 and will now also cover the cost of extended warranties for the life of the computers.

Trigger to reopen the contract if the state unilaterally increases our health insurance premiums by more than 50% during the life of the contract (which would be equivalent to about 1% of a person’s salary).

Equity and Due Process
Transparent process for reappointment of NTT faculty in academic unit bylaws.

Citizenship status and expression of gender identity added as protected categories to non-discrimination article.

Committees to review campus lactation policy and gender-neutral restrooms.

All faculty with appointments of 51% or greater will be immediately in the bargaining unit, removing the requirement for NTT faculty to have a terminal degree or 2-year waiting period.

Shorter timeline for multi-year contracts: 2-year contract after 4 years of employment; 3-year contract after 6 years of employment.

A commitment by the Provost to bring the issue of extending the maximum length of NTT contracts to five years to the Faculty Senate (this may require changes in the statutes).

Earlier final notification of reappointment for NTT faculty, no later than July 16th (maintain June 1 as first notice).

Inclusion of Teaching Professor Ranks if Statutes revised by Faculty Senate.

Close loophole allowing the discontinuation of programs by ending admissions to the program.

Transparent steps for discipline based on just cause for NTT faculty during term of contract.

All settlements of disputes outside of the grievance process must be consistent with the terms of the contract.

Working Conditions
Written job expectations developed through shared governance at the unit level for all faculty members, including teaching load, with changes during term of contract only by mutual agreement of department and faculty member.

Commitment to annual evaluation of all NTT and TT faculty.

Student evaluation cannot be used in isolation to evaluate faculty.

Commitment to increase number of faculty to meet needs of growing student body and commitment to hiring TT faculty to maintain the university’s research mission.

Classroom support, including technology and access to printing, will be available at least 30 minutes before all scheduled classes and extended in the evening.

Intellectual property rights as provided in the UI Statutes will be subject to grievance and arbitration.

A commitment by the Provost to bring the issue of sabbaticals for NTT faculty to the Faculty Senate.

Stronger commitment to providing offices for all TT and NTT faculty members

Regular updates on campus security.

Union Rights
Process for membership cards, dues collection, and bargaining unit reporting post-Janus.

Policies to allow tabling at faculty orientation, course buyouts for union officers, and notification of exclusive representation to bargaining unit members.

Recognition of UICUF’s Committee on Political Education (COPE), and process for payroll deduction for contributions

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23 Apr Faculty to Vote on Contract After Reaching Tentative Agreement

  • UICUF reached a tentative agreement on contracts, narrowly averting a strike
  • Contract must be ratified by membership, signed by the BOT before taking effect
  • Ratification meetings and ratification voting to be held on both campuses

Faculty negotiators have been at the bargaining table with the administration for nearly a year now, trying to forge the fair contract that our members and UIC students deserve. As of Monday afternoon, we believe we have won that contract. Team members signed a tentative agreement with administration, effectively ending negotiations, and locking in terms that will now go to union membership and the UI Board of Trustees for ratification.

UICUF will hold meetings this week where members can see the full contract, hear from the bargaining committee, ask questions, and vote on ratification. Additional ratification voting will take place next Monday and Tuesday. Faculty should plan to attend and vote at one of the following times/location:

Thursday 4/25:
East Campus Ratification Meeting 11-12:15 @BSB 145
West Campus Ratification Meeting 3:30-5 @SCW Thompson A

Friday 4/26:
2nd East Campus Ratification Meeting 4-5:30 @BSB 145

Monday 4/29 – Tuesday 4/30:
Voting stations open 10-5 @UH, SEO, Public Health.

We believe we have secured the best possible contract for our members in this round of negotiations, but it has become clear that more work lies ahead. As long as the underlying funding formula for the UI system remains as it is today, UIC students and the educators who serve them will continue to be shortchanged. As we’ve seen so many times since forming this union of UIC faculty, it’s never too early to start looking at the next challenge ahead.

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23 Apr Press Release: UIC Faculty Win Contract, Avoid Strike

UIC Faculty Avoid Strike
Workplace rights and increased minimum salaries among key wins for union

CHICAGO – After nearly a year of bargaining, the union representing University of Illinois-Chicago (UIC) faculty have reached a tentative contract agreement with the administration. Faculty previously authorized a strike, which would have begun tomorrow.

Aaron Krall, bargaining committee co-chair for UIC United Faculty (UICUF), said, “This contract will create an improved work environment for our faculty, and improved learning conditions for our students.”

The union secured key wins in this agreement, including increased minimum salaries and greater job protections for non-tenure track faculty.

“I am particularly excited about new policy protections for our Non-Tenure System faculty, who are integral to the teaching, research and service at UIC. This contract represents significant wins in an ongoing fight for the resources needed to fulfill UIC’s mission,” said Janet Smith, UICUF president.

The contract contains a 4 percent total raise pool per year, and includes specific funds set aside to target faculty equity and compression, which has increased in recent years due to a decade of underfunded salaries. The remainder of the pool is awarded for merit and will be distributed to faculty based on yearly performance reviews.

Kevin Whyte, bargaining committee co-chair, said, “The bargaining process has revealed systematic problems in how UIC is funded. We plan on working to correct these issues in future years.”

Over 90 percent of UIC students are Illinois residents. More than 70 percent of our students remain in Illinois after graduation, contributing to UIC’s position as an economic powerhouse in the state. UIC directly contributes $7.6 billion per year to the state economy (or 1 percent of the state’s gross product).

The UIC United Faculty (Local 6456) represents all full-time tenure and non-tenure track faculty at UIC. UICUF is affiliated with the Illinois Federation of Teachers.

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