Bargaining 2019-20

Getting Ready for Bargaining!

Although we won't meet with the Administration until winter of 2019/20, preparations for bargaining are underway. In addition to talking with activists who have expressed interest in being on the bargaining team, the officers and staff of United Academics have been talk    with      Davetalking with groups of faculty about the ways we can improve the Collective Bargaining Agreement. These conversations will intensify over the course of the 2018-19 academic year. If you have ideas about how the CBA or the working conditions here at UO can be improved, please feel free to reach out by clicking the button on the right.

As we talk with faculty, we will be taking their concerns, problems, and ideas and converting them into draft contract language. These are not fully-developed ideas, but are preliminary sketches we plan to put into proposals for the bargaining table. You can review these ideas below. Not all of the ideas are revolutionary or campus-shaking, but they come out of conversations with faculty and are attempts to solve real problems. We are always happy to hear your thoughts. Again, clicking on the little "talk with Dave" button above should open your email program and have you communicating in no time.

Some people ask - Is it wise to post these ideas on the web in advance of bargaining? It's fine. When we meet with the Administration to bargain, we engage in conversation. Bargaining often takes a long time because the parties have a difficult time communicating what they want to the other side. The more time they have think about our proposals, the more likely it is that we will engage in productive conversation.


Click the image on the left to read the full text of the idea. The text on the right is a preview. 

Family Leave

The faculty member will be granted the remainder of Term One (the term in which the child was born or adopted) released from duties at full salary without the use of sick leave, vacation, or disability.

The faculty member can choose to use any combination of sick leave, vacation, or short-term disability to be released from duties for Term Two.

The faculty member will be released from teaching for Term Three. The faculty member may also choose to use sick leave or vacation to be released from all duties during Term Three.


The University shall provide bargaining unit faculty members with facilities and services appropriate to the performance of their job duties and conducive to performing their duties in a professional atmosphere. At no time will bargaining unit faculty members be expected to work for more than 30 minutes in facility that is warmer than 85 degrees Fahrenheit (30 degrees Celsius) or colder than 60 degrees Fahrenheit (15.5 degrees Celsius).

Home Campus and Transfers


Section 3. No bargaining unit faculty member may be transferred between University of Oregon campuses or the campuses of affiliated universities without their consent.

Section 4. Bargaining unit faculty members who are assigned duties on a campus that is not their home campus will be paid for reasonable travel costs between the two campuses. Mileage will be compensated at the IRS Standard Mileage Rate.

Professional Development FTE Option

Section 3. Professional Development Option for Career Faculty At the time of promotion, bargaining unit faculty members in the Career classification may elect to waive their right to apply for sabbatical and, instead, may notify the Provost’s Office that they elect Professional Development FTE.

Bargaining unit faculty members in the Career classification who opt for Professional Development FTE will be granted 0.33 annual FTE they may use for professional development release time. The faculty member may choose take a one-term release on 100% salary or one course release (0.11FTE) during three terms over the course of the subsequent three years.

Health Insurance Start Date

Section 4. New bargaining unit faculty members and any bargaining unit faculty member who did not have PEBB health insurance during Summer term will have their benefits under this Article begin on September 1.

Salary Floor Based on Administrator Salary

b. The Average Administrator Salary will be calculated by averaging the total taxable compensation of the President, Provost, all of the deans of the colleges and schools that employ bargaining unit faculty, the Vice President of Research and Innovation, and the Executive Director of the Knight Campus for Accelerating Scientific Impact.
c. Effective July 1 of each year, the minimum salary floor will be in effect for all bargaining unit faculty members.
d. The minimum salary floor for all bargaining unit members in the lowest rank of their classification will be 20% of the Average Senior Administrator Salary.

Bargaining 2014-15


The 2015 bargaining season is finished. Below are links that form a handy recap of our goals, the process, and our successes. 

Before bargaining: The team, the platform, and the invitation to get involved.

The 2013-2015 Collective Bargaining Agreement: This agreement is now superseded, but it is the agreement we were bargaining to improve.

The Bargaining Platform: Developed over the summer and fall of 2014, the bargaining platform was our statement of principles and a guide for the bargaining team during negotiations. 

The bargaining survey: From mid-November to the beginning of January, we ran a bargaining survey to get feedback on the bargaining platform and to identify issues we may have overlooked. We published the results in January.

The bargaining proposals: All of them. 

Bargaining updates: We sent out one after just about every session. You can look back and remember the good times.

A summary of the changes in the new agreement: A summary of just about every change section by section.

The 2015-2018 Collective Bargaining Agreement: The new agreement in its entirety, although the page numbers are not correct in the table of contents...a fix on the way.


The 2015 bargaining season is set to start soon.

We anticipate our team will begin meeting with the UO team in January, 2015. To prepare for bargaining, the Collective Bargaining Committee began meeting in the summer to develop a bargaining platform, plan our communications, and assign our research. The bargaining platform will be approved but the Representative Assembly at their meeting on October 6. It will be posted here when approved.

Also, this summer, the Executive Council selected a bargaining team from the people who were active on the Collective Bargaining Committee.

Our Team:
Scott Pratt - Philosophy, Professor  Replaced by Mike Strain, CAMCOR, Senior Research Associate, VP-Non-Tenure-Track Research Faculty Affairs
Juanita Devereaux - Romance Languages, Senior Instructor
Ron Bramhall - Lundquist College of Business, Senior Instructor, VP-Non-Tenure-Track Instructional Faculty Affairs Replaced by Larry Wayte, Music, Instructor
Gina Psaki - Romance Languages, Professor, VP-Tenure-Track Faculty Affairs
Debbie Green - Judaic Studies, Associate Professor

Scott, Ron, Gina, and Debbie were on our last bargaining team.

This page will be updated with the Bargaining Platform shortly after October 6. Updates will be frequent as we near bargaining.


During the 2014-15 Academic Year, United Academics will enter into negotiations with the UO administration on its second Collective Bargaining Agreement. United Academics was formed on the premise that a productive faculty, supported by competitive salaries, a strong voice in governance and working conditions that encourage excellence, is the surest path to elevating the academic distinction of the University of Oregon. Our first contract was an important first step in that direction but we aren’t yet where we need to be. The platform below is not a complete list of our proposals, nor is it a detailed description of what we will fight for. The bargaining platform is a statement of principles that will guide our bargaining team based on conversations with faculty across campus and reflects our ongoing commitment to strengthening the University of Oregon by strengthening the faculty.


  • Faculty salaries: We must continue to calibrate faculty salaries both externally with our comparators and internally within departments. Our last Agreement, with across-the-board, merit, and equity raises, was a very positive start, but there is still work to be done. We will work to implement the merit policies that faculty have developed over the past year, and we will also work to extend the equity pool to cover all faculty, including the Tenure-Track, NTTF Instructors, Officers of Research, and Librarians. We will emphasize equity raises to ensure that we make progress in catching up to our comparator institutions, to fulfill the    promise of the 2000 Senate White Paper on Faculty Salaries and former President Lariviere’s 2011 plan.
  • Faculty support: The University must do more to provide support for new hires at all ranks. For too long, we have lost good colleagues to other universities, partly because we have no clear or comprehensive system of mentorship, for transitioning from graduate school to academia, or addressing conflictual moments at work. We must have a program to improve diversity and mentorship for underrepresented faculty. We will seek to work with the university to find ways to enhance the programs we have and build new programs to strengthen our faculty resources.
  • Child care & Elder care: One of the biggest challenges our faculty face is finding a way to balance academic life and home life. The university makes this challenge more difficult when it makes almost no child care resources available for faculty. We have no resources for taking care of elderly parents and relatives. We can improve these important work-life balance problems if we have a willing bargaining partner across the table.


  • COLA: During our last round of negotiations, we were able to secure an average raise package of 11.5% over two years. We must consolidate these important gains by bargaining a regular and adequate cost-of-living adjustment. Without an adequate COLA, the impact of our raises will be lost to inflation and we will fall further behind our comparators.
  • NTTF job stability: Our excitement over securing longer-term contracts for Career NTTF was mitigated somewhat by our failure to win the expectation of continued employment. Simply put, we believe that Career faculty have the right to expect to continued to be employed by the university unless there are problems with their performance, funding for their position, or a change to the programmatic structure of the department. The university asks faculty to invest themselves and their careers in the teaching and research program of the university, and we believe that the university owes the faculty a similar commitment.
  • Contract dates: The Collective Bargaining Agreement calls for all Career NTTF not on funding-contingent contracts to receive notice of renewal or non-renewal by May 1. We did not, however, specify a date by which faculty should receive their actual employment contracts. We must fix this oversight so that faculty know at least their salary and FTE for the coming academic year and can plan accordingly.
  • Bridge benefits: Currently, faculty who teach only two, non-consecutive terms during the academic year do not retain their benefits, particularly their health care benefits, for the terms in which they are not working. This impacts our some of our NTT faculty as well as some of our Tenure Reduction Program faculty. We intend to bargain for “bridge benefits” for faculty with guaranteed contracts during non-consecutive terms.
  • Benefit stability: We will work to stop the erosion of the hard-won benefits we currently have.

Transparency & Voice

  • NTTF contracts: We will work to further clarify employment contracts for non-tenure-track faculty. It is our goal to provide NTTF with their information they need to know to plan their working life at the university.
  • Administrative review: As we continue to incorporate the voices of all faculty into the governance structures of the university, we will seek to craft a mechanism for faculty feedback on administrator performance. We believe that frequent evaluation will provide valuable feedback that will identify areas of strength and areas that need improvement, just as with faculty performance.
  • Faculty voice in RIGE: The Office of the Vice President of Research and Innovation is a vital part of our research university. This office has undergone several periods of transition over the past decade, but continues to operate without visible faculty input. We will propose a faculty advisory panel to help improve the functioning of this important office.
  • Intellectual property: We must clarify and develop coherent and comprehensive policies for intellectual property and online classes that enhance research and instruction while securing faculty rights.
  • Faculty participation in budget development: Faculty in all classifications must have a role to play in developing faculty budgets, so that we can ensure that funds are directed to supporting the research and education mission of the university.

Mission-Driven Priorities

We will continue to encourage the university to prioritize items that enhance the worklife of faculty and advance our mission of providing excellent undergraduate and graduate education and performing world-class research.

We must continue to bring our salaries into line with our comparators so that we can recruit and retain high-quality faculty.

We must provide support for our new hires and find ways to integrate new colleagues into the university while also seeking to shape the university to reflect their unique skills and experiences.

We must recognize that our faculty give their careers to and live their lives at the University of Oregon. Helping the faculty be productive both on and off campus is essential to maintaining excellence.

We must regularize employment for the non-tenure-track faculty by ensuring that if there is money to employ them and they continue to be valuable members of the university, then they will continue to be employed by the university.

We must develop a coherent, sensible intellectual property policy that allows faculty the freedom to explore new ideas, develop new products, and find new ways to teach students without the fear that their work will be taken from them.

We must work to ensure that the university lives up to its mission by putting research and education above all else, establishing a framework for lifelong learning that leads to productive careers and to a lasting intellectual curiosity.


volunteer icon

We are always looking for volunteers for the Contract Action Team. If you would like to advise the bargaining team, plan membership actions, and have a positive impact on the working conditions of the faculty, contact the Chair of the Collective Bargaining Committee Deborah Olson by clicking the button at the right!