2017-2018 Collective Bargaining Status

The annual bargaining of the Collective Bargaining Agreement began March 8th with the exchange of open articles by the Board of Trustees (BOT) and the UFF.  Salaries is of course open and each side is allowed to open two articles each year with the full agreement open every 3 years.

This post will be updated with versions of the articles as the bargaining progresses.

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Bargaining Update 7/8/17

The BOT and UFF bargaining teams met on July 5 after a BOT-imposed three-week break in negotiations. The discussion was solely about the Salaries article. As has been the case for several weeks, the unresolved categories are Performance Increases, Departmental Merit Increases, Deans’ Merit Increases, Market Equity Increases, Administrative Discretionary Increases, and the UFF’s proposed Administrative Commensurate Compensation Increases. As has been the case all along, neither team is proposing changes to Promotion Increases or to Sustained Performance Increases.

The session began with a UFF presentation contesting the claims of a BOT PowerPoint presentation at the last session purporting to show that funding for faculty salaries is limited by legislatively-imposed criteria and that FSU faculty are already well-compensated compared to other public institutions.

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UFF-FSU response to the Administration’s claim that funding for faculty salary increases is limited and that FSU salaries are competitive

The UFF-FSU bargaining team has considered the PowerPoint presentation from June 14’s bargaining session and has concluded that it does not justify the Administration’s claim that faculty salaries need little upward adjusting. The presentation centered on two sets of data, one seeking to show that FSU’s 2017-2018 increase funds are restricted to categories that largely exclude faculty increases and the other seeking to show that FSU faculty are well compensated. We address each in turn.

Regarding the source of funding, on the one hand the UFF does not want to itemize the various pots of money it believes are available for raises, since the UFF role in bargaining entails negotiating the amount—not the source—of raises. But on the other hand, because the PowerPoint presentation sought to bolster the claim that funding for increases was quite limited, we briefly respond with some suggestions about funding sources.

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Bargaining Update 6/23/17

The BOT and UFF bargaining teams met on June 14 to continue negotiation of the Salaries article. The unresolved categories are Performance Increases, Departmental Merit Increases, Deans’ Merit Increases, Market Equity Increases, Administrative Discretionary Increases, and the UFF’s proposed Administrative Commensurate Compensation Increases. (The teams are not proposing changes to Promotion Increases or to Sustained Performance Increases.)

The session began with a BOT presentation purportedly showing that funding for faculty salaries is limited by legislatively-imposed criteria and that FSU faculty are already well-compensated compared to other public institutions. As a result of these restrictions and comparisons, the BOT team explained that their goals and priorities are not faculty compensation but instead are hiring, student retention and graduation, student support, and graduate student funding. The BOT concluded that FSU salaries were “competitive” and that they were “comfortable with faculty salaries.”

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Bargaining Update 6/10/17

Dear Colleagues:

The most recent of the on-going weekly meetings between the BOT and UFF faculty bargaining teams was held Monday, June 5, and centered on the Salaries article. Neither team is proposing changes to Promotion Increases or to Sustained Performance Increases, and so the discussion centered on the other increase categories.

The session began with a BOT proposal offering Departmental Merit of 1.1% (up .1% from its prior offer), Deans’ merit of .25% (down .15%), Market Equity of $750,000 (up $250,000), and Administrative Discretionary Increases of 1%. This proposed package represents an increase of one-tenth-of-one-percent (.1%) over the BOT’s previous offer.

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Bargaining Update: June 1, 2017

Dear Colleagues:

The BOT and UFF bargaining teams have continued to meet weekly since our last Update of May 21, although recent progress has been slow.

Discussions of Salary have been ongoing for several sessions, although the teams remain far apart. On the upside, both agree that Promotion Raises and SPI raises should remain at last year’s levels. It is in regard to the absolute amount of funding and the proportions allocated to the various categories that the teams are divided.

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