Bargaining Update: May 3, 2023

Dear FSU Colleagues,

This is the first bargaining update of the year, and we plan to continue to keep you updated on the status and progress of bargaining. Both the Board of Trustees (BOT) team and the UFF-FSU team hope that we can quickly come to an agreement this year. This will depend on the fairness of the offer and the financial resources of the University.

The BOT team asked that the UFF-FSU team make the first offer and that bargaining would start on Monday May 1, with meetings every Monday and Wednesday following that. The BOT team cancelled the first meeting, and so we will meet this Wednesday, May 3, from 2-5pm, at the FSU Training Center (493 Stadium Drive). These meetings are open to the public, and your physical presence at bargaining is appreciated and helpful. If you cannot make it to the Training Center, we will provide a live stream to faculty. Please email Brian Arsenault for a Zoom link.

This year we proposed to the BOT team that both parties waive their right to open articles other than salary. This keeps the contract stable for another year and allows us to concentrate on a single article. The full contract was open last year, and many changes were made, so time is needed to see how they work in practice. Thus, we will only be bargaining the salary article this year.

Since the bargaining session was cancelled, the UFF-FSU team emailed our first offer to the BOT team to help keep negotiations on schedule.  In summary, this offer consisted of 5 parts.

  1. Promotion increases have been left at the level they have been for the last 10 years or so. Promotion to Associate Professor, or second rank at 12%, and promotion to Professor or top rank at 15%.
  2. Sustained performance increases have been changed from a 7 year cycle to a 5 year cycle to accommodate changes requested by the BOG for post tenure review. The first cycle shall include those who are in their 6th and 7th year of the cycle to accommodate this change.
  3. Merit increases retain the same eligibility requirements that are in the current contract and in two sections.
    1. Performance Increases are tied to the Consumer Price index increase from March 2022 to March 2023, which is currently established by the Bureau of Labor Statistics as 4.98%.  This increment shall be effective on the start of the fiscal year for 12 month faculty and at the start of the semester for 9 month faculty.
    2. Departmental merit for the next fiscal year is set at 3% with the same eligibility and criteria as in the current contract.
    3. Deans’ merit is removed for the usual reason and past experience of the criteria for most deans is unstated, unclear, and arbitrary.
  4. Market Equity is changed to be implemented in September instead of late in the academic year.  The amount of a total of $1 million for Market Equity is divided as $800,000 for tenure track faculty and $200,000 for specialized faculty in the 4:1 ratio that we have used in the past.  The total market equity deficit as shown by the distribution from last year is approximately $18 million, so even this amount is way too small to eliminate our Market Equity issue in a reasonable time.  A slight increase from last year may help us get close to having our faculty pay scale match the national average.  The cap and floor on Market equity increases are left as in the current language.
  5. The cap on Administrative Discretionary Increases is set to 1%.

The full article with markup for changes is available on our website. We are stronger and able to negotiate because of our members. Please consider joining so that we may negotiate more effectively (or at all).

-Scott Hannahs – Specialized Faculty, Magnet Lab
-Jennifer Proffitt – Professor, Communication

Bookmark the permalink.

Comments are closed.