We promote and defend quality public higher education by working together to uphold the University of Oregon’s academic and research priorities.
We believe in democracy, fairness, transparency, academic excellence, diversity, access to education, and economic opportunity.
We aim to enhance the quality of faculty work life and student education by negotiating our terms and conditions of employment.
RIGHTS AND BENEFITS: ACCOMPLISHMENTS SO FAR, VOL 1
Our first Collective Bargaining Agreement gained many new rights for faculty, strengthened our benefits, and secured many of the rights we already had. Here some of the highlights from that Agreement:
- academic freedom: the UO has one of the nations strongest academic freedom policies in the country [University Senate’s Academic Freedom policy and Article 5 of the CBA]
- environment free of discrimination: you have the right to workplace free from discrimination [Article 14]
- freedom from a hostile workplace: you have the right to an environment that is not hostile, intimidating, or abusive [Article 13]
- salary: faculty salaries are listed on contracts and cannot be lowered. We secured an average of 11.75% raises over two years in the last contract, including across-the-board raises, merit raises, and equity increases [Articles 16 & 26]
- salary floors: all NTTF have the right to minimum salaries [MOU on Salary Floors]
- clear merit raise policy: all units must have a clear, enforceable, faculty-developed merit raise policy [Article 26]
- protections against unjustified discipline: you have the right to only be disciplined for clear reasons through a fair and just process [Article 18]
- grievance procedure: you have the right to enforce the CBA, university policy, and departmental practices [Article 22 & 23]
- health benefits: faculty above .50FTE have the right to access full PEBB benefits [Article 27]
- retirement benefits: faculty above .50FTE have the right to full PERS
- clear assignments: all instructional faculty have the right to have their teaching, research, and service obligations clearly defined by FTE. Research faculty have the right to clear job descriptions [Article 17]
- fair evaluation process: all faculty have the right to have clear criteria for evaluation based on your job description [Articles 19 & 20]
- promotion: you have the right to a clear promotion process and clear criteria for promotion. The hated “up-or-out” process was ended for all NTTF, save Librarians [Article 19 & 20]
- longer-term contracts for NTTF: Career NTTF now earn two-year contracts after 4 years and three-year contracts after promotion [Article 16]
- promotion raises: all faculty receive an 8% raise to base salary upon promotion [Article 26]
- sabbatical: Career NTTF and TTF have the right to take a sabbatical. A one-term sabbatical is paid at 100% of salary [Article 33]
- faculty handbook: after many years without one, you will have a faculty handbook again [Article 7]
- sick time: faculty with FTEs greater than .50 have the right to paid sick time [Article 32]
- paid family leave: faculty with FTEs greater than .50 have right to paid family leave [Article 32]
- modification of duties after family leave: faculty who take family leave have the right to a modification of duties in the term they return to work [Article 32]
- retirement: you have the retirement rights through the tenure reduction process [Article 31]
- tuition waivers: faculty receive a second tuition waiver discount to attend the UO [Article 28]
- reclassification: non-tenure-track faculty have the right to petition for reclassification if they feel their job is not accurately classified [Article 15]
RIGHTS AND BENEFITS : ACCOMPLISHMENTS SO FAR, VOL 2
The following is an summary of the highlights of our second collective bargaining agreement.
Article 4 – Internal Governance Policies: Clarifies meaning of previous language guaranteeing Career NTTF “appropriate and equitable” participation in faculty governance:
a. The participation must be appropriate. Appropriate participation includes, but is not limited to, departmental activities such as unit meetings, voting, and committee membership. There must be documented and legitimate structural, pedagogical, or programmatic reasons for determining that a class of faculty (TTF or Career NTTF), a particular classification, a particular rank, or a particular FTE level should not participate in a particular aspect of governance.
b. When participation is appropriate, it must also be equitable. Equitable participation requires a level of parity that allows TTF and Career NTTF in a department or unit to have a meaningful role in governance. Equitable participation does not mean that governance roles for every faculty member must be exactly the same or that there must be absolute proportionality in governance for all faculty classifications and ranks.
Article 7 – Faculty Handbook: Establishes that electronic download of the faculty handbook will be available at the beginning of each academic year.
Article 9 – Union Rights: Recognizes the Union as a faculty group that therefore has the right to use university facilities on the same basis as other such groups.
Article 12 – Facilities and Support: Expands the right to retain and access UO email, Duckweb, and university courseware (Canvas) for at least two terms after the end of employment to Pro Tem (adjunct), Visiting, and Postdoctoral faculty.
Article 13 – Health and Safety: Guarantees the Union the right to “full participation” on development of workplace violence prevention policies.
Article 14 – Non-Discrimination: Non-discrimination training must be offered at multiple times in multiple locations in recognition that such training is now available online. Deletes the language barring a faculty member from filing both a grievance and a lawsuit in relation to a claim of discrimination.
Article 15 – Academic Classification, Category, and Rank
Section 2: Adds “Visiting” as an NTTF classification. Changes the classification “Adjunct” to “Pro Tem.”
Section 3: Adds “categories” to the classification and rank system.
Section 4: Clarifies which ranks go with which categories.
Section 6: Bars the university from replacing a non-renewed Career position with a Pro Tem or Postdoc position within 2 years unless approved by the Provost.
Section 7: Limits the length of a Pro Tem position to 3 years. After 3 years, a Pro Tem position must be converted to a Career position. In rare cases and for pedagogical or programmatic reasons, the Provost can authorize the continuance of a Pro Tem position beyond 3 years.
Section 8: Limits the length of a Postdoc position to 3 years. A Postdoc position can be extended another 2 years with approval of the Provost.
Section 9: The University must submit an annual report to the Union of all permissions to extend either Pro Tem or Postdoc positions.
Sections 10, 11, 12: Clarifies the reclassification process.
Article 16 – Notices of Appointment
Overall: We agree to call the employment contract an “appointment” to avoid confusion with the Collective Bargaining Agreement which is typically called “the contract.” The previous CBA also referred to “contracts” and “appointments” interchangeably.
Section 1: [Sections 9-11 in previous CBA.] Notice of renewal must now include “Expected FTE” for the coming academic year. Guarantees Career NTTF with funding-contingent appointments who have been promoted at least 30 days notice before the non-renewal of their appointment.
Section 2: Establishes that career NTTF with a non-funding contingent appointment who have achieved promotion can only have their appointments non-renewed for four specific reasons.
a. Failure to meet the standards of excellence at a major research university, as determined through the procedures developed in accordance with Article 19; or
b. Inadequate resources within the unit or department to continue funding the bargaining unit faculty member’s position; or
c. Pedagogical or programmatic reasons, including but not limited to, departmental adjustments necessary to accommodate graduate students; or
d. Replacement of the NTTF position(s) with a Tenure-related position.
Section 3: Grievances related to non-renewal decisions can be initiated at the Step 3 level.
Section 4: The University will send the Union an annual report on non-renewal decisions.
Section 6: FTE must be included in notices of appointment.
Section 8: Adds timelines for notice of appointments for Career NTTF.
Sections 10-13: Clarifies the length of appointment for all Career NTTF, including funding contingent faculty.
Section 14: Allows termination of appointment for Career NTTF with funding contingent appointments for lack of funding, changing programmatic need, or poor performance. Provides for notice and a chance to remedy performance issues before termination for poor performance.
Section 21: Clarifies provisions for replacement of work in the event a class is cancelled for lack of enrollment.
Article 19 – Non-Tenure Track Faculty (NTTF) Review and Promotion: Clarifies when Career NTTF should apply for promotion, and who is eligible for promotion. Lowers the annual FTE requirement to qualify for promotion from .40 FTE to .30 FTE.
Article 20 – Tenure Review and Promotion Throughout: TTF may choose which criteria they will be reviewed under, if their unit’s criteria have changed during the period before or between reviews.
Article 21 – Appeal from the Denial of Tenure or Promotion: Eliminates the need for a faculty member to choose between filing a tenure denial appeal and pursuing a lawsuit. A faculty member who has been denied tenure will notified of their right to seek assistance during the appeals process from the Union. Eliminates the University’s ability to submit a summary of the closed portion of the tenure file in lieu of a redacted version. A faculty member may peremptorily challenge one member of PTRAC. PTRAC may hear from witnesses during a formal appeals hearing; faculty members have the right to legal counsel present at the formal hearing, in addition to non-legal counsel; faculty members have the right to choose to have the meeting open or closed to the public.
Article 24 – Discipline and Termination for Cause: Clarifies the right to notice and 5 days to respond before the imposition of discipline causing the loss of pay or termination. Limits to 75 days the amount of time a faculty member can be placed on administrative leave with pay. The university can extend the timeline once with notification and extend it again with permission.
Article 26 – Salary: Reproduced in full.
Section 1. Across the Board Increases
(a) FY 16. On January 1, 2016, all bargaining unit faculty members with appointments in FY 16 will receive a 2.0% increase to their base salary.
(b) FY 17. On January 1, 2017, all bargaining unit faculty members with appointments in FY 17 will receive a 0.75% increase to their base salary.
(c) FY 18. On January 1, 2018, all bargaining unit faculty members with appointments in FY 18 will receive a 0.75% increase to their base salary.
Section 2. Merit Raises
(a) FY 16. There will be no merit raises for fiscal year 2016.
(b) FY 17. The University will establish a pool for merit raises for all Tenure-Track and Tenured faculty equal to 2.25% of the group’s total base salary (prorated for FTE) in FY 16. To be eligible for the merit raise, the Tenure-Track or Tenured Professor faculty member must have an appointment on December 31, 2016.
The University will establish a pool for merit raises for all Career Non-Tenure-Track faculty members equal to 2.25% of the group’s total base salary (prorated for FTE) in FY 16. To be eligible for the merit raise, the Career Non-Tenure-Track faculty member must have an appointment on December 31, 2016.
Merit raises for FY 17 will be effective as of January 1, 2017.
(c) FY 18. The University will establish a pool for merit raises for all Tenure-Track and Tenured faculty equal to 2.25% of the group’s total base salary (prorated for FTE) in FY 17. To be eligible for the merit raise, the Tenure-Track or Tenured Professor faculty member must have an appointment on December 31, 2017.
The University will establish a pool for merit raises for all Career Non-Tenure-Track faculty members equal to 2.25% of the group’s total base salary (prorated for FTE) in FY 17. To be eligible for the merit raise, the Career Non-Tenure-Track faculty member must have an appointment on December 31, 2017.
Merit raises for FY 18 will be effective as of January 1, 2018.
Section 3. Funding Contingent Faculty
(a) In no case will a funding contingent faculty member be awarded retroactive salary increases. In lieu of retroactive pay, funding contingent faculty members will be entitled to a lump-sum equivalent to the retroactive pay to be distributed no less than three months after the retroactive pay would have otherwise been provided.
(b) Funding contingent faculty who are principal investigators on the sponsored project that funds their own salary may petition the Provost or designee to delay or forgo an increase in their own salary as required under this Agreement.
Section 4. Salary Floors
(a) Effective July 1, 2016, the following minimum salary floors will be in effect for all career NTTF appointments:
i. PE/Rec $26,000
ii. Research Assistants $34,000
iii. All Others $39,000
(b) The minimum salary floor for Pro Tem and Visiting NTTF will be 90% of the corresponding career floor.
(c) The minimum salary floor for Postdoctoral Scholars will be the same as subsection (a)(iii) above.
Effective July 1, 2017:
(a) The minimum salary floor for Postdoctoral Scholars on 12-month appointments will be no less than the amounts set according to the NIH Postdoctoral minimum salary schedule and the floor will be adjusted each year pursuant to that NIH schedule.
(b) The minimum salary floor for Postdoctoral Scholars on 9-month appointments will be no less than the amounts set in subsection (a)(iii) above.
(c) Postdoctoral Scholars on 12-month appointments shall not be entitled to any merit or across the board increases pursuant to this Article.
Section 5. Promotion Raises
(a) All bargaining unit faculty members in the Tenure-Track and Tenured Professor classification who achieve promotion will receive an increase of at least 8% of base salary.
(b) Full professors who successfully complete their first major review after promotion to full professor in the highest category (exceeds expectations, fully satisfactory, positive evaluation on all criteria) will receive an increase of at least 8% of base salary. Full professors who successfully complete their first major review after promotion to full professor in the second highest category (meets expectations, satisfactory, positive on some but not all criteria) will receive an increase of at least 4% of base salary. Full professors who successfully complete subsequent major reviews will receive an increase of at least 4% of base salary.
(c) All Career Non-Tenure Track bargaining unit faculty members who achieve promotion will receive an increase of at least 8% salary. These raises will become effective with the next regular appointment concurrent with or following the effective date of the promotion.
Section 6. Retention Adjustments. To facilitate retention salary adjustments, the Provost or designee will establish a retention salary adjustment policy describing the criteria and procedures to be used in making retention adjustments for bargaining unit faculty members.
The retention salary adjustment policy will be published on the Academic Affairs website.
The Provost or designee will notify the Union of any retention adjustments made to the salary of a bargaining unit faculty member.
Section 7. Payment of Salary. Bargaining unit faculty members may opt to be paid in 12 equal monthly installments consistent with IRS regulations. Salary shall be paid by direct deposit except in the case of emergency or unless another method of payment is required by law.
Section 8. Academic Extension. Notwithstanding other provisions of this agreement, assignments in the academic extension program may be compensated at a rate to be agreed to by the academic extension administration and the bargaining unit faculty member without regard to the bargaining unit member’s existing base salary. Compensation for assignments in the academic extension program may be lump sums.
Section 9. Workload Adjustments.
(a) If a NTTF bargaining unit faculty member has his or her FTE reduced with no demonstrable corresponding reduction in workload, then the bargaining unit faculty member's base salary will be increased in proportion to the FTE reduction.
(b) If a NTTF bargaining unit faculty member has his or her workload significantly increased with no corresponding increase in FTE, then the bargaining unit faculty member's base salary will be increased in proportion to the workload increase.
(c) Both parties recognize that professional responsibilities ebb and flow throughout a contract period. The provisions of this section are not meant to address minor or normal fluctuations in workload.
(d) This Section will sunset with the expiration of the terms of the 2015-2018 agreement.
Section 10. Equity Studies. During the terms of this Agreement, the University and the Union will meet to examine external equity issues as they relate to faculty. Additionally, the parties will develop a set of external comparators appropriate to the university and gather data that is comparable to the job categories under the Career classification. The goal of this work will be to build a body of external NTTF comparators and have data to inform further discussion about how best to improve the university’s recruit, retain, and equitably compensate NTTF during the next round of bargaining.
Section 11. The parties agree to work in good faith toward a memorandum of understanding that will provide a mechanism for the university to study salary equity issues related to gender and other protected classes within the Tenured and Tenure-Track faculty ranks.
Section 12. Equity Increase for Librarians. On January 1, 2016, all Career NTTF employed in the University of Oregon Libraries will receive a 1% raise to base salary as an external equity adjustment.
Section 13. Lump Sum Payment. On November 30, 2015, bargaining unit faculty members shall receive a $650 lump sum prorated based on their November 2015 FTE.
Article 32 – Leaves: Provides for formation of a committee to explore forming a sick leave bank. Provides overload pay for faculty required to work on campus during paid leave.