Members of the UFF-FSU bargaining unit at the FSU School (Florida High) vote today (September 1) on their new 2011-2014 Collective Bargaining Agreement. Voting is taking place from 7:30-12:10 and 1:05-3:30 in front of the FSU School library.
Did you miss this year’s New Faculty Orientation? Are you a returning faculty member who wonders why your new colleagues should join UFF? Click here for the presentation given by UFF-FSU President Jack Fiorito at the 2011 New Faculty Orientation.
The UFF-FSU Chapter is pleased to announce that it is offering $100 New
Member Rebates once again. Our Executive Council passed its annual budget last
week and reinstated this popular program.
The deal is straightforward: If you are not already a UFF member, join now
and our Treasurer will write a check to you for $100 as soon as possible –
usually within 30 days of receiving your signed membership form.
Membership forms can be found at UFF Membership Form
We want to build a stronger voice for faculty at FSU and statewide. You
already knew that joining UFF to help do this is the right thing to do. Now,
there’s a little added incentive for the first new members (up to 100) to join this
semester after August 22nd and prior to November 24th.
If you are not already a UFF member, we look forward to seeing your
membership form soon.
If you are a UFF member, we sincerely thank you for your continuing support,
and for encouraging your colleagues to join us. A stronger membership helps all of us.
Jack Fiorito, President
[Posted on behalf of Robin Goodman, UFF-FSU Chapter Secretary and Bargaining Team Member]
The UFF-FSU bargaining team is happy to announce that at the August 8th bargaining session the BOT team acknowledged our cogent arguments on most positions. And more: due to UFF’s persistence and diligence at the bargaining table, the Board of Trustees’ team agreed to give us not only the 3% performance-based increase with a $1,500 floor, not only the $750 per FTE merit bonus based on the department/unit merit procedure evaluations completed in Spring semester 2011, not only the expected promotion raises, but also an additional $150 bonus funds per FTE of merit for deans to distribute!
We thank everyone in the bargaining unit for your patience and support during these difficult negotiations.
We also are grateful to the administration for their continued willingness to return to the bargaining table. Their ability to understand our position in defense of the contract language regarding departmental merit evaluation criteria and procedures was key in reaching these agreements. In the end, we were able to reach consensus on how meritorious and deserving of recognition so many of our faculty have proven to be. We laud you on your accomplishments!
The new salary amounts are effective immediately, with no money lost due to the delay.
When the new semester begins, we will be asking you to ratify these agreements.
August 5, 2011
Summary: The UFF and the BOT bargaining teams met Monday, August 1st and Wednesday, August 3rd to continue salary negotiations (Article 23 of the Collective Bargaining Agreement or CBA) that began in June and continued throughout July.
The good news is that both sides are in substantial agreement about implementing a three percent (3%) raise; the only disagreement on this issue is whether or not the lowest-paid faculty receive a minimum payment, which is what the UFF proposes and the BOT is considering.
The bad news is that agreement on the salary article has been delayed. The BOT (Board of Trustees) bargaining team claims that the delay might mean that none of the upcoming academic year’s salary changes–including promotion raises and the three-percent raise–can be administered by the start of the new pay period. The UFF is willing to meet continually to reach an agreement, would sign an agreement today that permits these raises to go through, and will negotiate to have any raises applied retroactively if agreement isn’t reached before the first paycheck. The dispute centers on the language of the one-time “merit” bonus. The UFF believes that the evaluation procedures as written in the CBA (Collective Bargaining Agreement), elaborated in department bylaws, and approved by various levels of the administration must be respected. The BOT team instead wants to circumvent the language in the contract and retroactively apply a different distribution scheme.