{"id":297,"date":"2016-10-30T13:08:48","date_gmt":"2016-10-30T13:08:48","guid":{"rendered":"http:\/\/www.uff-fiu.net\/wordpress\/2015-2\/12-2\/bargaining_list-php\/"},"modified":"2022-03-23T18:13:07","modified_gmt":"2022-03-23T18:13:07","slug":"bargaining_list-php","status":"publish","type":"post","link":"https:\/\/www.uff-fiu.net\/wordpress\/2016\/10\/30\/bargaining_list-php\/","title":{"rendered":"bargaining_list.php"},"content":{"rendered":"

Collective Bargaining Update<\/h1>\n
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\"CollectiveAs we reported earlier, the UFF-FIU and the FIU Administration have concluded negotiations on a three-year contract (2015-2018). We will be scheduling information and ratification meetings in January. Here is a summary of the negotiations:<\/p>\n

Please note that the agreement on salaries applies only for the 2015-16 academic year. Salary is considered a \u201cmandatory re-opener,\u201d which means<\/p>\n

that unless explicitly agreed to otherwise, it must be negotiated every year. The proposed contract also allows for 5 re-openers per side in the period of the contract as well as any other mutually agreed upon re-opener.<\/p>\n

Page references are to the proposed Collective Bargaining Agreement posted at www.uff-fiu.org<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n

Rights, Benefits, Protections Strengthened<\/h2>\n
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Salaries (p. 27-31)<\/dt>\n
1% retention raise to the base effective January 16, 2016 for all employees employed before July 1, 2015.<\/p>\n

1% of 2014-2015 base salary payroll for Merit raise to the base, to be decided by departmental merit criteria, with minimum amount to be $750 to each eligible faculty member, effective January 16, 2016.<\/dd>\n

Parental Leave (p. 81-83)<\/dt>\n
One-child policy ended; 26 weeks of Parental Leave may be divided over 2 children, as long as no more than 2 semesters total are affected.<\/dd>\n
Online (p. 56-63)<\/dt>\n
Status quo, with language rewritten only for clarification and additional protections of faculty. Language retained: \u201cNo employee shall be required to teach a course as an online course…\u201d<\/dd>\n
External Tenure and Promotion Letters (p. 18-19; 76)<\/dt>\n
Each department\/unit shall decide whether the candidates in their discipline will have access to the external reviewers\u2019 letters, after a democratic vote of the eligible tenured and tenure-earning faculty and according to the department\/unit procedures for changing T&P policies.<\/dd>\n
Promotions (p. 75)<\/dt>\n
All members of the bargaining unit will now have promotion procedures, including Research Associates and Instructional Specialists<\/dd>\n
Tuition Reimbursement for Non-Tenure Track Faculty (p. 115-116)<\/dt>\n
Faculty who do not have the terminal degree but are enrolled in a program to earn it will now have tuition reimbursement at FIU rates for up to 6 credits per semester.<\/dd>\n
Overload Pay (p. 63)<\/dt>\n
Overload pay must be at least $1,000 per credit.<\/dd>\n
Tuition Waivers (p. 114)<\/dt>\n
Spouses may now take courses with tuition waived without having to enroll in a degree-seeking program.<\/dd>\n
Grievance Time Limits (p. 22-23)<\/dt>\n
The time limit to file grievances and complaints has been extended from 30 to 45 days.<\/dd>\n
Domestic Partners (p. 93)<\/dt>\n
Domestic partners of same or opposite sex are now recognized in the agreement, and employees
\nhave Bereavement Leave at the death of a partner.<\/dd>\n
Policy Changes (p. 50)<\/dt>\n
Policies may not be changed without collective bargaining.<\/dd>\n
Job Abandonment (p. 78)<\/dt>\n
Days when the university is closed may not be counted as days missed in deciding job abandonment.<\/dd>\n
Dues Deduction and PAC Contributions (p. 32; 40-43)<\/dt>\n
Minor changes made at UFF request.<\/dd>\n
Copies of CBA (p. 34)<\/dt>\n
Copies of the Collective Bargaining Agreement will only be available online (no hard copies),
\nbut will be in searchable format.<\/dd>\n<\/dl>\n

Rights, Benefits, Protections Weakened or Lost<\/h2>\n

None.<\/p>\n

UFF Proposals Deferred to Future Bargaining<\/h2>\n