Bargaining Update-Aug. 3, 2020

This is a busy week for bargaining, and on Monday the BOT and the UFF team met for Impact Bargaining regarding the Covid-19 Pandemic.  We will meet again this Thursday at 10:00 to discuss Layoffs and possibly Impact Bargaining, as well.

The UFF team had made an initial Impact Bargaining proposal a couple of weeks ago, the BOT responded, and on Monday the UFF presented its response, which you can read here.  This version shows the BOT language (blue) and the latest UFF language (red).  Yellow highlighting shows wording that the teams had agreed to in the Spring MOU. 

Our proposal differs from the BOT’s in two main ways.  The first is that we want all faculty members working remotely to have the explicit right to take care of their children and dependents during the emergency. Their language had elided the issue, simply stating that faculty working remotely should establish a schedule so that they may meet their work obligations and their family obligations. The second is that for faculty who must report to work, we want exemptions for those with a health vulnerability or who are caring for or living with someone who has a health vulnerability. Their language  had pointed to a series of modifications faculty who have “high-risk concerns” may request, including remote work, options for physical distancing, alternative work locations, reassignment, modified or flexible schedules, and/or the use of personal leave. The problem as we see it is that whereas a faculty member might seek remote work, the administration might instead permit, for example, only physical distancing and personal leave. Their wording also leaves unclear what constitutes a “high-risk concern,” whereas we would like a clear statement that includes living with a person with a health vulnerability.

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BARGAINING UPDATE – JULY 15, 2020

The FSU-BOT team and the UFF-FSU teams met on Wednesday to continue regular bargaining. The main topic was the MOU on the Pilot Tuition Scholarship Program for Dependents and Spouses.  Both sides are pleased to announce that we reached agreement! 

This MOU offers major improvements over the version we had agreed to for the past two years.  Now, instead of applying only to children of a faculty member, it covers a spouse, as well, and instead of paying only for undergraduate tuition, it also pays for graduate tuition.  You can read the agreement here.  

This revised program is a boon to many current faculty members and also will be a selling point to job candidates considering our job offers. 

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