Collective Bargaining
UFF negotiates the Collective Bargaining Agreement that protects faculty rights, salaries, and working conditions at FIU.
Current Agreement
CBA 2024–2027 (with 2024-25 Reopeners)
The latest version includes a 1.5% retention increase (minimum $1,500) and merit bonuses based on evaluations — $1,000 (Satisfactory/Good), $1,500 (Very Good), $2,000 (Outstanding), plus a re-commitment to 2026-2027 raises.
Know Your Rights
Explore the key protections guaranteed by your Collective Bargaining Agreement — organized by category.
Annual Salary Increases
The CBA guarantees negotiated salary increases including retention raises, merit bonuses, and across-the-board adjustments each fiscal year.
Article 11 — Salaries →Merit-Based Bonuses
Faculty rated "Satisfactory" or above on their annual evaluation are eligible for merit bonuses — $1,000 to $2,000 depending on rating. Note: these one-time bonuses applied to the 2024–25 contract year only.
Article 11, §V — Merit →Salary Floors & Minimums
The CBA sets minimum salary levels by rank, ensuring new hires and promotions receive competitive compensation.
Article 11, §XIV — Minimums →Fair Evaluation Standards
Your annual evaluation must use published criteria, include your right to respond, and follow a structured timeline. Arbitrary ratings can be grieved.
Policy 3 — Evaluation →Tenure & Promotion Protections
The CBA defines a clear tenure and promotion timeline, required notification, and appeal procedures if denied.
Article 9 — Tenure →Post-Tenure Review
Post-tenure review procedures are negotiated, not unilaterally imposed. Faculty have the right to a development plan and support before adverse action.
Policy 5 — Post-Tenure Review →Workload Limits
Faculty have a defined maximum course load. Additional duties must be reflected in your annual assignment with appropriate consideration.
Policy 2 — Assignment →Written Annual Assignment
You must receive a written annual assignment specifying teaching, research, and service responsibilities. You have the right to discuss and dispute it.
Policy 2 — Written Assignment →Sabbatical Leave
Tenured faculty are eligible for sabbatical leave to pursue research, writing, or professional development — with continued salary support.
Policy 15 — Sabbaticals →Family & Medical Leave
Faculty are entitled to paid and unpaid family/medical leave, including parental leave, with job protection and return-to-position guarantees.
Policy 10 — Leaves →Tenure Clock Extensions
Faculty can request tenure clock extensions for qualifying life events (birth, illness, etc.) without prejudice to their tenure application.
Article 9, §IX — Clock Extension →Due Process & Just Cause
You cannot be disciplined or dismissed without written notice, specific charges, and the opportunity to respond. "Just cause" is required for adverse action.
Policy 9 — Discipline →Binding Arbitration
If a grievance cannot be resolved internally, a neutral arbitrator makes a binding decision. The union covers the cost — saving members $20,000+ in legal fees.
Article 10 — Grievance →Weingarten Rights
You have the legal right to have a union representative present in any meeting that could lead to discipline. You can invoke this at any time.
Article 10, §VI — Representation →$1M Liability Insurance
Every union member receives a $1 million professional liability insurance policy, covering legal defense and damages from job-related lawsuits.
UFF Member Benefit →Intellectual Property
The CBA protects your ownership of scholarly works, course materials you create, and inventions developed using your own resources.
Policy 11 — Works & Intellectual Property →Academic Freedom
Faculty have the right to freedom in research, publication, and classroom instruction without institutional censorship or retaliation.
Article 5 — Academic Freedom →Bargaining History
A record of every collective bargaining agreement negotiated on behalf of FIU faculty.