Summary of Contract Changes, 2013-2016 September 17, 2013
UFF faculty and Administration/Board of Trustees teams have concluded negotiations for the 2013-2016 contract. Tentative Agreements and Memoranda of Agreement (MOAs), subject to ratification votes by the UFF-represented faculty and the Board of Trustees, were reached on salaries, domestic partner benefits, leaves, and conflict of interest, along with miscellaneous provisions such as a schedule for future negotiations.
The new (Tentative) Collective Bargaining Agreement.
The previous (2010-13) Collective Bargaining Agreement, as amended.
Below are brief summaries of the Tentatively Agreed language and the MOAs.
Art 1-Recognition. New language identifies the PERC order that verifies changes in the job classifications of some Specialized Faculty. (Reclassification for many begins this fall.)
Art 2-Consultation. Language clarifies the frequency of Consultations between the UFF and the FSU President and sets up the possibility of Contract Administration meetings.
Art 7-Access to Documents. Printed copies of the contract are no longer required.
Art 8-Appointment. Faculty members must specify whether they want to teach during the summer within two weeks of their chair’s request for faculty teaching preferences.
Art 9-Assignment of Responsibilities. New language allows for on-line management of AOR forms and clarifies the status of Specialized Faculty to co-direct doctoral committees.
Art 10-Performance Evaluations. New language sets criteria for evaluating department chairs’ performance as administrators.
Art 17-Leaves. New language extends paid parental leave eligibility to C&G faculty whose grants allow for and fund it. New provisions also reduce the amount of transferable leave from prior Florida public-sector employment and stipulate that unused sick-leave payouts will be provided to beneficiaries only if the faculty member was eligible for such a payout.
Art 19-Conflict of Interest/Outside Activity. New language defines it as a conflict of interest if faculty members engage in a consensual sexual relationship with a student over whom they have supervisory or evaluative authority, and it specifies that in such cases the supervisory role must end and the relationship must be disclosed to the faculty member’s chair.
Performance-based increases: 1.1% permanent increase to all faculty with an overall 2013 annual evaluation of satisfactory, effective Oct. 1.
Departmental merit: 0.5% of the faculty salary base to be distributed according to departmental evaluation criteria and procedures as permanent increases, effective Oct. 25.
Deans’ merit: 0.1% permanent increase to be distributed to in-unit faculty members, effective Oct. 25.
Dean’s merit bonuses: non-recurring Legislature-provided bonuses in the amount of $600 to 35% of faculty in each department, effective June, 2014.
Competitive pay adjustments: Legislature-provided permanent increases of $1,000 for faculty earning more than $40,000 and $1,400 for faculty earning $40,000 or less, effective Oct. 1.
Administrative Discretionary Increases: up to 1% of the faculty salary base.
Sustained Performance Increases: 3% permanent increase to full professors and eminent scholars in rank for 7 years who have not already received an SPI or SPP increase, effective Aug. 8.
Promotions: an MOA continues promotion raises at the same levels as last year (12% and 15%), effective August 8.
Art 31-Amendment and Duration. The contract will go into effect upon ratification and will be in effect through June 30, 2016. There are also provisions to re-open a limited number of topics, including salaries, in each year.
MOA on Domestic Partner Benefits. Faculty with domestic partners whose employer offers no benefits are eligible for a stipend of approximately $537 per month to defray the cost of purchasing health insurance.
MOA on Winter Break stipulates dates of Dec 26, 27, 30, and 31.
Appendix A was updated to include the new specialized faculty positions in the bargaining unit.
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