In a process that began on February 5, FIU’s administration and the UFF-FIU bargaining team agreed last Thursday (August 15th) to a new salary schedule.
In summary, the salary raise schedule to be voted upon is as follows:
2019-2020
For faulty employed prior to January 7, 2019 and were continuously employed through August 13,
- 1% raise to your base salary; the minimum base salary raise shall be $750.
- 1% one-time bonus; the minimum bonus shall be $750.
2020-2021
- 1% raise to your base salary; the minimum base salary raise shall be $750.
- Merit raises to your base salary, entailing 1% of the total bargaining unit payroll as of the last full pay period of the 2019-2020 academic y Merit is established by policies set by units and approved by the provost’s office.
- These changes are subject to additional negotiation should insufficient funding be received or additional recurring funding becomes available.
Full contract language to be voted upon (Article 11 of the CBA):
2019-2020 Salary Increases.
Effective August 13, 2019, for the academic year 2019-2020, all eligible employees who were employed prior to January 7, 2019 and who are continuously employed through August 13, 2019 and are not in receipt of a notice of termination or non-reappointment shall receive a one percent (1.00%) retention increase to their base salaries with a minimum of seven hundred fifty dollars ($750). Additionally, eligible employees will receive a one-time bonus (not to be added to their base salaries) of one percent (1.0%) with a minimum of seven hundred fifty dollars ($750).
2020-2021 Salary Increases.
(a) Effective August 12, 2020, for the academic year 2020-2021, all eligible employees who were employed prior to January 6, 2020 and who are continuously employed through August 12, 2020 and are not in receipt of a notice of termination or non-reappointment shall receive a one percent (1.00%) retention increase to their base salaries with a $750 minimum increase. This retention increase does not have any additional related contingencies.
(b) The University shall provide merit funds totaling one percent (1.00%) of the total bargaining unit payroll as of the last full pay period of the 2019-2020 academic year on a pro rata basis to departments/units based on their payrolls as of the last full pay period of the 2019-2020 academic These funds shall be distributed to their base salaries employees within each department or academic unit consistent with the criteria and procedures set forth in the BOT-UFF Policy concerning Employee Performance Evaluation. If merit criteria apply to the entire college/school, the college/school is the unit. All employees are, or upon appointment will be, assigned to an existing department/unit. Additionally, all eligible employees who were employed prior to January 6, 2020 and who are continuously employed through August 12, 2020 and are not in receipt of a notice of termination or non-reappointment shall be eligible. All decisions will be made and communicated to faculty by September 15, 2020. This merit increase shall be contingent upon the University receiving new recurring funding legally available to be expended on faculty salary increases in excess of the prior year’s base funding for faculty salaries. If insufficient funding is received and/or additional recurring funding, currently called “emerging preeminent funding,” becomes available to the University, this provision shall be void, and the parties shall re-open negotiations for 2020-2021 salary increases.