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Before We Had A Contract
▪ Shared governance was given lip service, but had no teeth ▪ The University altered employment terms with little or no faculty input ▪ Average salaries had UC at the bottom 10% of Ph.D. institutions ▪ Faculty paid 100% of health insurance premiums
▪ No Prescription Drug Plan ▪ No Dental ▪ No
minimum salaries ▪ No Guaranteed Leave for Vacation or Military Service ▪ No Guaranteed Leave for Professional Development or Child-Rearing
After We Had A Contract
▪ A binding contract that cannot be overturned by administration appointees or the whims of an unfriendly President or Board of Trustees ▪ 18% raise over two years (after the 1979 strike) ▪ Protection of academic freedom, tenure, and due process ▪ Codified protection of the roles, duties, and functions of the Faculty Senate ▪ A real faculty voice through protected shared governance rights ▪ One of the best health benefit packages in higher education ▪ Grievance procedure ▪ Sabbaticals (Articles 24, 25, 26) ▪ Respect for the faculty standing together as a group to shape the future of UC ▪ Contractual affirmation of non-discrimination (Articles 4 & 5)
What have you done for me lately?
▪ Successfully fought an attempt to cancel all sabbaticals and to non-reappoint 177 junior faculty in 1991 ▪ Worked with campus allies to reduce gender inequity and push for domestic partner benefits ▪ Negotiated full parity on domestic partner benefits into the contract (2006 and 2007) ▪ Negotiated a brand new grievance procedure that will be both fair and more efficient in 2007 ▪ Kept co-pays and premiums for health insurance very low in comparison to other Cincinnati employers, and compared to national averages ▪ Established positive working relationships with administration contract managers ▪ Protected individual faculty from unfair treatment
▪ On a
daily basis, provided information, assistance, and analysis on contract
matters to dozens of faculty members and department chairs What can faculty do together through AAUP membership?
▪ Work with President Zimpher to enhance and secure UC’s future by putting academic priorities first and looking for ways to resolve the budget deficit that do not endanger UC’s academic and research missions ▪ Create a voice for faculty in the “Uptown Consortium” ▪ Work with other campus unions and professional organizations across Ohio to monitor and respond to legislation in Columbus ▪ Negotiate fair contracts that protect health care benefits and raise faculty salaries to the levels of our peer institutions ▪ Secure domestic partner benefits for health insurance and tuition remission ▪ Increase pay for overload work and larger classes ▪ Improve job security and respect for field service, clinical, research, and adjunct faculty ▪ Build ties, respect, and understanding between campuses ▪ Help the Cincinnati community understand the value of our work ▪ Stand together as professionals and scholars to defend the academic mission of UC
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University of Cincinnati Chapter AAUP © 2006