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Various photos of main campus in the Spring of 2015. - (Evan Krape / University of Delaware)

AAUP-UD Membership Ratifies New CBA

In the vote for ratification of a new Collective Bargaining Agreement, 582 ballots were distributed.  When voting ended at 5pm on April 5, 2017, the final vote was 412 to accept and 38 to reject.

Negotiations for the new contract were long and arduous.  The AAUP Bargaining Team and the University Bargaining Team had twenty-two meetings over a period of more than a year.  The AAUP faced initial proposals from the University that would have terminated key retirement benefits and provided minimal salary increases.  Over the course of negotiations, efforts to find common ground in order to minimize concessions on retirement benefits and to afford the faculty reasonable salary increases were successful.  Through this process, the AAUP leadership and Bargaining Team held meetings with the Steering Committee and Department representatives both to keep them informed about proposals and counter proposals, and to take stock of their views and concerns.  In addition, we held four open faculty meetings and updated the faculty on the negotiations by email.

The AAUP leadership is grateful to the increasing membership for their ideas and support during these contract negotiations, as well as their expressions of concerns about specifics of the new CBA. Without our concerted effort through collective bargaining to maintain and improve compensation and protections for the faculty, our conditions of employment would have greatly deteriorated.   As we move forward, it is crucial that Steering Committee members, Department representatives, and individual faculty members stay involved in the implementation of the provisions of the new CBA.

The AAUP is the only legally authorized organization on campus that represents the entire full-time faculty and only full-time faculty. To be our best as a strong advocate for faculty interests and academic values, the AAUP needs continued growth of membership and invites the active participation of all faculty members.  If you are not a member, please join by submitting the attached form.  If you are a member, contact the AAUP leadership for ways you can get involved.  Together, we can create our vision for the future of the University.

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Various campus photos around the North Central Green and outside Brown Lab following a rainy afternoon in the Spring of 2015. - (Evan Krape / University of Delaware)

AAUP Statement on Two Tier Retirement Benefits

TWO-TIERED RETIREMENT BENEFITS?  JUST SAY “NO!”

 

In its shocking initial contract proposals in February 2016, the Administration sought to end retirement leaves and retirement payouts for all faculty members within six years. The Administration also proposed to reduce the University’s contributions to the 403b retirement plan for new faculty members.  Following a unanimous rejection of these proposals by the AAUP’s Steering Committee and a surge of AAUP membership last spring, the Administration modified its proposals for both retirement leaves and for the retirement payout.  For retirement leaves, it proposed ending the option of 75% of salary for a full-year’s leave and maintaining the one-semester leave at full pay with full benefits.  For the retirement payout, the Administration proposed “grandfathering” for current faculty the 2.5% payout for each year of service, but ending this benefit for new hires after July 2017.

In effect, the Administration has proposed two tiers of retirement.  Current faculty members would continue to receive 11% of their salary from the University for their 4% contribution, while new hires would get a maximum of 10% from the University for their 5% contribution.  Current faculty members would continue to accumulate their retirement payout, while new hires would not be eligible for any retirement payout.

This two-tiered proposal is unacceptable for at least two reasons. First, the proposed “grandfathering” of retirement benefits for all current faculty would be valid only for the duration of the next contract, after which everything would be subject to renegotiation.  Second, by creating deep divisions within the faculty, these proposals would undermine trust and collegiality.  Instead of building faculty morale, they would generate resentment and envy among faculty members.  By the mere difference of being hired after a specific date, some faculty members would have significantly better retirement options than their more recently hired colleagues.  This is no way to maintain an academic community with a shared sense of mission for educating our students and building collaborative research and educational programs.  Moreover, disadvantaging the younger generation is certainly not an example that administrators or faculty members of an institution of higher education should set for their students.

Two tiers of retirement benefits would divide our faculty against itself in future contract negotiations and thereby weaken its bargaining position.  Older faculty members with supposedly “grandfathered” retirement benefits would be motivated to preserve these benefits, while younger faculty members without these benefits would have no personal stake in preserving them for their older colleagues, who had agreed to such an inequitable arrangement. These divisions could easily be exploited by the Administration to the detriment of both older and younger faculty members. This can be viewed as a “divide and conquer” strategy.

Retirement benefits are provided by our Collective Bargaining Agreements, which must be renegotiated by the AAUP and the Administration, usually every three years.  Weakening faculty unity and solidarity in contract negotiations would severely complicate both the current and future negotiations.  Over time, as the proportion of faculty members eligible for retirement payouts and with higher 403b University contributions declined, it is likely that these benefits would lose support by faculty in future contract negotiations. With the weakening of faculty unity, the Administration’s original proposals to end these benefits for all faculty members, including those whose benefits had supposedly been “grandfathered”, would become more likely.

The AAUP shall not acquiesce in the Administration’s attempt to induce our faculty to disadvantage their younger colleagues in future years.  Unity across generations is necessary not only for our own financial well being, but also for preserving our ethical values and upholding our own fiduciary obligations to future generations of University of Delaware faculty members.

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Various and perfunctory images of campus from the 12th of August, 2011. Pictured: Fountain near Morris Library

Report on Contract Negotiations

THE STATE OF CONTRACT NEGOTIATIONS WITH THE ADMINISTRATION

 

As we begin the fall semester, the AAUP and the Administration have not reached agreement on a new Collective Bargaining Agreement.  Until a new contract is negotiated, approved by the AAUP Steering Committee, and ratified by the AAUP membership, the 2013-2016 Agreement will remain in effect.   Salaries, promotional increments, and s-contract compensation will not increase until there is a new contract.  Once there is a new contract, payments will be retroactive to July 1, 2016.

Contract negotiations have led to tentative agreement on a number of important issues.  These tentative agreements include greater protection for CT faculty conditions of employment, and favorable changes in the grievance procedure and in the merit pay allocation procedure.

While there has been progress on key issues, bargaining over salary and retirement benefits has been extremely difficult.  As you were informed early in these negotiations, the Administration initially made draconian proposals on retirement benefits that are simply unacceptable.  There has been some modification in the Administration’s proposals on retirement benefits, but not nearly enough for serious engagement at the bargaining table.  At this stage of negotiations, the AAUP leadership is hopeful that more meaningful discussions will begin.

Two key factors have been slowing the negotiations and hindering progress. First, there has been a significant change in accounting practices regarding retirement benefits.  Retirement benefits are now aggregated into the future for all faculty members eligible for retirement and are included as a liability on the University’s balance sheet.  This new accounting practice does not affect the actual annual budgeting or actual revenues and expenditures on a yearly basis.  However, it has focused administrative and Board of Trustee attention on retirement benefits in a manner that we believe overly emphasizes the actual financial effects of current retirement benefits.

Second, the timing of these negotiations has coincided with a presidential transition.  Perhaps as a result, it has not been clear to us how the Administration’s approach and priorities are being formulated.  This is, to some degree, to be expected as a new president takes office.  During such a period of transition, it takes some time for a new leadership to emerge, articulate its goals, come to know the AAUP leadership and the broader institutional culture, and become fully engaged in the specifics of decision-making.

The AAUP leadership recognizes that contract negotiations require both sides to acknowledge and give credence to one another’s priorities along with establishing an understanding of the University’s true financial condition.  We believe this is vital to achieve a fair and reasonable contract that recognizes and supports the unique and central roles faculty members play in the life of the University.  Despite the length of current negotiations and lack of progress at this time, there is good will between the AAUP and Administration bargaining teams and a shared belief that a collegial resolution of differences is crucial to renewing trust, rebuilding severely weakened faculty morale, and fulfilling the educational and research missions of the University.

It is important for faculty members to be engaged in the negotiation process by staying informed through their department representatives and Steering Committee members.  The surge of membership since these contract negotiations started last February clearly demonstrates that faculty members recognize the importance of the current contract negotiations for their futures and the future of the University.

If you are not a member, please join the AAUP now.  Our bargaining power is strengthened by your membership.

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Various and perfunctory images of campus from the 12th of August, 2011. Pictured: Fountain near Morris Library

AAUP Steering Committee Rejects Administration Retirement Proposals

AAUP STEERING COMMITTEE RESOLUTION ON THE ADMINISTRATION’S RETIREMENT PROPOSALS

 

After careful consideration, at its meeting on Thursday, April 21, the Steering Committee of the AAUP unanimously voted to reject the current administration’s surprising proposal to phase out the retirement leave and the lump-sum retirement payout proportional to years of service.

These retirement benefits, which are similar to well-established forms of deferred compensation, have been in place for the last 20 years, ever since they were negotiated in collective bargaining in the mid-1990s.  Hence for many years UD faculty members have expected and continue to expect that these benefits will still be available when they retire. 

Since only those faculty who are 55 or older qualify for receiving these retirement benefits, they provide an inducement for faculty in their 40s and early 50s to remain at UD, rather than seeking better-paying jobs elsewhere, during their most productive years.  They also provide an inducement for faculty in their 60s and 70s to retire, perhaps a year or two earlier than they might otherwise do so, and thereby open up vacancies which can be filled by hiring younger faculty. 

 

We therefore believe that these retirement benefits, which during the last 20 years were maintained and even enhanced by the mutual agreement of the AAUP with both the Roselle and the Harker administrations, constitute a well-designed program which is beneficial not only for UD’s loyal faculty members, but also for our university as a whole. 

 

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Various photos of main campus in the Spring of 2015. - (Evan Krape / University of Delaware)

AAUP-UD Survey Findings

Below you will find a link to a summary of the results of the AAAUP faculty survey, conducted earlier this spring. 508 (44%) of your colleagues responded to this survey, which is distributed periodically by the AAUP-UD to ask for input on questions which impact our working and personal environments. This year the survey posed questions about S-Contracts, searches and appointments of academic administrators, faculty governance at the college level, and morale. You will find the summary to be concise and informative.

AAUP Survey Summary
AAUP Survey Comments

 

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Various images of Recitation Hall and Old College Hall in the spring of 2015. - (Evan Krape / University of Delaware)

AAUP-UD’s BARGAINING TEAM

The UD/AAUP Bargaining Team brings a wealth of experience, knowledge, and leadership to the upcoming negotiations with our Administration colleagues. The team includes faculty members who are have been active leaders in the AAUP, the University Faculty Senate, and their academic departments and colleges:

Gerry Turkel, Chief Negotiator

Gerry is Professor of Sociology and Legal Studies. He joined the UD faculty in 1975.  Gerry has served as Chief Negotiator for the past three contracts between UD/AAUP and the University. He serves as Contract Maintenance Officer for our chapter.  In the past, he served in many capacities for the UD/AAUP, including President and Chief Grievance Officer. Gerry has extensive experience with national AAUP.  He was a member of the Executive Committee of the AAUP Collective Bargaining Congress for six years, a member of the AAUP National Council for nine years, and served as Chair of the Government Relations Committee.

Martha Buell

Martha is Professor of Human Development and Family Studies. She has been a faculty member at UD since 1996.  Martha has served on the AAUP Steering Committee and in many capacities in the University Faculty Senate.  She has been a member of the Faculty Welfare and Privileges Committee, served as Chair of the Promotion and Tenure Committee, has been Chair of the senate Budget Committee, and is Vice President of the Faculty Senate.  Martha was a member of the Faculty Senate Ad Hoc Committee on Responsibility Based Budgeting.

Deni Galileo

Deni is Associate Professor of Biological Sciences. He has been a faculty member at UD since 2000.  Deni has been an elected member of the AAUP Steering Committee for two contract cycles.  He served as President of the University Faculty Senate.  He is in his fifth term as an elected University Faculty Senator and has served in the senate as President-Elect and Past President.  Deni was a member of the Faculty Senate Ad Hoc Committee on Responsibility based Budgeting.  He currently serves as an elected Senator-at-Large in the College of Arts and Sciences Senate.  He previously served as Secretary of the College of Arts and Sciences Senate.  He is a vocal advocate for protecting and strengthening the role of faculty in shared governance.

Brian Hanson

Brian Hanson is Professor of Geography.  He has been a faculty member at UD since 1987.  Brian has had administrative experience.  he served as Associate chair and Chair of the Department of Geography and as Director of Environmental Science. He has served on the Executive Council of UD/AAUP since 2010, and has been serving as Chief Grievance Officer for the past three years.  Brian has extensive experience in the University Faculty Senate.  He has served on the Executive Committee of the Faculty Senate and as elected chair of the Committee on Committees and Nominations for the past three years.

Beth Morling

Beth Morling is Professor of Psychological and Brain Sciences.   She joined the UD faculty in 2003.  Beth was Professor of the Year for the State of Delaware in 2014.  Beth served on the UD/AAUP Bargaining Team for the current CBA.  She is a CT faculty member.  Beth is co-chair of the CT faculty caucus and is active in promoting fair titling and promotion practices for CT faculty members.

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AAUP: Organizing to Bargain for a New Contract

The current Collective Bargaining Agreement (CBA) between the University of Delaware and the University of Delaware Chapter of the American Association of University Professors (UD/AAUP) expires on June 30, 2016.   Calvin Keeler, President of UD/AAUP, has informed the University administration that our chapter intends to initiate bargaining for a new contract at the beginning of Spring 2016.

The upcoming contract negotiations are singularly important for setting terms of employment for all full time faculty members. Salaries, benefits, retirement benefits, security of employment, workload, merit pay policy, s-contract compensation, and many other conditions of employment will be determined by the CBA negotiated between the AAUP and the University.  Moreover, all of the policies in the Faculty Handbook that affect faculty members, including peer reviews, promotion and tenure, and sabbaticals are subject to the grievance procedure stipulated in the CBA.

The appointment of a Bargaining Team is the very important first step in preparing for contract negotiations. Following the Chapter’s Constitution and Bylaws, the Executive Council appointed a Chief Negotiator and proposed a slate of AAUP members to serve on the bargaining team to the Steering Committee.  At its December 9, 2015 meeting, the Steering Committee had a full and robust discussion of the upcoming negotiations and unanimously approved the slate of bargaining team members proposed by the Executive Council.