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University Of Cincinnati Aaup Collective Bargaining Agreement

After more than a year of negotiations, members of the AAUP chapter of the University of Cincinnati voted overwhelmingly in favour of ratifying a new three-year treaty on March 9. A particularly controversial point in the negotiations was a management plan that would have doubled, tripled or even quadrupled the health costs of staff based on their salary level. However, with a planned protest against a board meeting and mounting public pressure, the negotiating team and administration were able to stem the 25% increase in health insurance premiums in the second and third years of the contract. The University of Cincinnati Foundation Board unanimously approved the proposed contract. The faculty ratified the treaty by an overwhelming majority and 94% accepted the agreement. The new three-year contract is the culmination of a year of negotiations between AAUP and the university. After almost two years of collective bargaining with the university administration, the Faculty of the University of Illinois at Chicago (UIC) today overwhelmingly ratified its first employment contracts, which will significantly improve the professional and professional conditions of tenure Track and Non-Tenure Track members. After a year and a half of negotiations – 60 bargaining sessions with little progress – the union of the faculty of the University of Illinois at Chicago began a two-day strike in February. Members of the UIC United Faculty, which represents the Tenure Track and Non-Tenure track faculties in separate units and are associated with the AAUP, the American Federation of Teachers and the Illinois Federation of Teachers, demonstrated on campus during the strike with other union supporters.

This was the issue of salary, particularly for non-temporary faculties. It is not surprising that all members of the bargaining unit may be subject to reductions. Our brother chapters have all contracts that provide that all members of the trading unit – non-tenure track, tenure track and tenured faculty – are subject to a discount. (BGSU-FA – Section 15, Section 5.3.2.; University of Cincinnati AAUP – Section 28, Section 28.3.5; Cleveland State University AAUP , Section 16, Section 16.5; Wright State University AAUP – Article T17, Section 17.6). The administration has made it clear that it intends to lay off the Faculty of Bargaining Unit (BUF), whether it is non-tenure-track (NTT), tenure-track or tenure-track. We are working as hard as we can to limit these redundancies and give a voice to the whole membership by voting on these and other planned concessions, including wage cuts and increases in health premiums in order to minimise redundancies. Negotiations on these issues began in accordance with Article 33, Section 3. The chapter recognizes that the scope of section 33, section 3, is general; it may allow “to amend any provision of this contract before the expiry date” if the conditions set out in this section are met (mentioning in particular). The management of the chapter believes that the work of this contractual provision, which requires good faith negotiations and, ultimately, binding arbitrations in the absence of an agreement, is the best approach for our bargaining unit and for the university as a whole.

AAUP brief asks the NLRB to carefully consider allegations that private university faculties have too much management authority to have tariffs under the National Labor Relations Act.