Negotiations over the 2017-2019 Collective Bargaining Agreement have concluded. Members of the bargaining unit will vote on December 6-7, 2016 on whether or not to ratify the proposed agreement. Below is a summary of proposed changes to the 2013-16 CBA. Full text of the proposed 2017-19 CBA, with changes marked, is available here: proposed-cba-2017-2019-changes-marked (pdf).
2016-2019 Collective Bargaining Agreement Summary of Proposed Changes
|1 Titles and Headings||No changes|
|2 Recognition||Stylistic changes|
|3 Management Rights||Stylistic changes|
|4 UFF Rights||Stylistic changes|
|5 Payroll Deduction||No changes|
|6 Consultation||No changes|
|7 Maintenance of Benefits||No changes|
|8 University of Florida Regulations and Policies||Stylistic changes|
|9 Bylaws||Voting changes: Because of open meetings requirements, voting shall not be by secret ballot, but "shall take place in a publicly noticed meeting and shall be by show of hands. The totals of the yes or no shall be recorded in the minutes of the meeting"—9.2(b).|
|10 Academic Freedom||Stylistic changes|
|11 Nondiscrimination||"Gender identity" added to list of protected status—11.2(a)(2)).
Further specifications within definition of sexual harassament—11.2(b)(1).
Sexual misconduct defined—11.2(b)(2).
Notification of investigation "shall occur within 15 days" of complaint—11.3(a)(1).
Such notification shall also include "any complaints redacted as required by law, the time fram of the alleged actions, and the name of the complainant as allowed by law"—11.3(a)(2).
HR investigative report shall indicate "whether alleged action or incident has occurred," not whether action is discimination or harassment; the faculty member has right to attach response—11.3(b).
|12 Appointment||Stylistic changes.
Procedures for interdisciplinary appointments included: "three-fourths of the committee members shall be faculty from the departments involved" and appointed by chair of tenuring department—12.2(d)(2).
Pocket veto eliminated; Provost or designee "shall explain the decision to the faculty in a meeting" should a dean appoint, after obtaining Provost's approval, a candidate not recommended by faculty—12.2(f)(2).
Probationary period for P. K Yonge faculty is changed from 97 days to 1 year—12.4.
Individuals on multi-year appointments can now be terminated, with proper notice, if funding source is terminated or two successive unsatisfactory evaluations are received—12.4
|13 Non-Renewal||Stylistic changes.
"The faculty member's position is abolished" has been deleted as reason for non-renewal of tenure-accruing faculty—13.2(b)(1).
|14 Assignment of Responsibilities||Stylistic changes.
Section 14.11 on PKY Assignments added: planning days prior to fall semester are included in appointment, and two paid additional research hours added per week. "The faculty member is responsible for determining how to spend that research time within or outside of the normal work day."
|15 Office Space and Safe Conditions||No changes|
|16 Travel||Reimbursement shall be "as specified by Florida law," references to federal rates for travel advances and reimbursement deleted—16.2 and 16.3.|
|17 Summer Appointments||No changes|
|18 Evaluations||Stylistic Changes.
Chair may modify letter of evaluation based on faculty member's response, and faculty member may respond to the final evaluation—18.7(h).
|19 Tenure and Promotion||Stylistic changes.
For Assistants In _____ and Associates In _____, promotions are decided by the Dean—19.2(c).
Changes in the number of outside letters required by a College require a vote in a publicly noticed meeting—19.8(e)(6).
Only revised letters are available for subsequent levels of review (rather than both original and revision in the current electronic system)—19.8(f) (4).
|20 Sabbaticals and Professional Development Programs||Program goes from eight-year cycle to seven-year cycle: eligibility is still the same: six-years of full-time service, but application can now be made during the sixth year for a sabbatical during the seventh.
At least 140 semesters of sabbatical are available each year. Same review process as previously: recommendation of fund or do not fund by chair, college committee, Dean (final decision).
All sabbaticals are for one semester, with the option to request and justify a second semester with the initial application. All of the recommended one-semester sabbaticals shall be funded up to the 140. If there are fewer than 140 recommendations, the any remaining allocations shall go to fund the recommended second semester applications.
Provision to set aside one Professional Development Leave every other year for PKY faculty removed.
|21 Other Leaves||No changes, except for MOU on Paid Parental Leave|
|22 Intellectual Property||No changes|
|23 Other Faculty Member Rights||Stylistic changes|
|24 Salaries||Stylistic changes.
1.5% Across the Board raise starting 1 January 2017.
"Excluding any visitors, faculty members in non tenure-accruing appointments whose salary is less than $50,000 will receive a pay increase in addition to the 1.5% general raise on January 1, 2017. The raises will be pro-rated by FTE of the individual. The raises will range from $1500 to $5000, depending on current salary."
PKY faculty members making less than $50,000 will receive a $750 raise.
"Between PKY and the non-tenure accruing individuals above, the University will expend a minimum of $275, 000 (annualized) for these special raises."
|25 Benefits||Stylistic changes.
"The university may offer retirement incentives. The University shall consult with UFF before implementing any such incentives"—25.6 +1
Graduate Faculty status may be retained by retired faculty according to Graduate School and departmental policies—25.8(a)(12).
|26 Outside Activity and Conflict of Interest||No changes|
|27 Disciplinary Action and Job Abandonment||Stylistic changes.
"Recommended or mandatory" added about participation in Employee Assistance Program—27.1(c).
Progressive Discipline includes "any documented past incidents"—27.2(a).
Investigation procedure now specified: "The accused shall (1) be informed of the complaint, the complainant, and the time frame of he alleged incident or actions; (2) be provide any documents under review in the investigation and redacted as required by law; (3) be informed within seven (7) days of any expansion of the complaint under review; and (4) have the right to respond to any report of the investigation"—27.3(a).
University will make all good faith efforts to contact faculty member in cases of possible job abandonment—27.9(a).
|28 Grievance Procedure and Arbitration||Stylistic changes.
Sixty days reduced to forty-five days for filing grievances not involving discipline; grievances concerning discipline with termination or suspension skips steps 1 and 2 of grievance procedures and starts at level of arbitration; an assessment meeting to resolve the issue may be requested within 10 days of the imposition of the final discipline, but such a meeting does not extend the forty-five day deadline to file for arbitration—28.6(a).
Grievances can now be submitted by e-mail—28.6(b)(3).
Leaves that extend deadlines are now specified by Article number—28.6(c)(2).
Salary Discrimination Grievance deadline deleted.
Initial postponement (mandatory, if requested) is reduced to fifteen days—28.6(d)(1).
Step 1 decision in ten days and only new documents are provided in the decision—28.7(c).
Request for Step 2 review must be within twenty days following Step 1 decision; meeting shall take place within ten days of request; any new documents shall be included in decision, which is due by end of tenth day after the Step 2 decision—28.8(a-c).
Need to attach all documents to arbitration decision deleted—28.10(a).
|29 Access to Documents||Stylistic changes|
|30 Layoff and Recall||References to multi-year contracts deleted throughout.
|31 Totality of Agreement||No changes|
|32 Severability||Severability occurs if a provision of the CBA has the "effect of rendering the University ineligible for state or federal funding" (replaces "effect of a loss to the University of funds, property, or services made available through federal law")—32.1(a)(3).|
|33 Amendment and Duration||Term of ratified contract is three years: 1 January 2017 to 31 December 2019.|
|34 Copies||Stylistic Changes
Deleted requirement to have link "titled, 'United Faculty of Florida," on the University's 'Faculty & Staff' web page"—34.1(d).
Deleted requirement to notify each person interviewed for a position in the bargaining unit of a link to the CBA—34.1(e).
|35 Definitions||Deleted definition of UFF-UF or UFF Chapter|
Positions Classifications in the Bargaining Unit
|No changes. Professors of Practice will be part of consent agreement.|
|Appendix B |
United Faculty of Florida
Sample UFF Dues Deduction Authorization Form
|Apppendix C |
|Revised for email delivery and new timetables in Articles 27 and 28.|
|Appendix D |
Notice of Arbiration
|Revised for email delivery|
|Appendix E |
PKY Salary Schedule
|Revised according Article 24.7|
P. K. Yonge Developmental Research School Faculty Salary Supplements
|Added stipend for Planning for three or more preparations.
Deleted Inquiry related stipends.
Revised stipends for sports coaching to fall in line with Alachua County.
Added portions of supplements for coaching teams of both genders of same sport.
Added portion of supplements for regionals and state finals.
Disclosure of Outside Activities and Financial Interests Form
|Memorandum of Understanding||Deleted old Memorandum of Understanding.
Added new one on Paid Parental Leave in Article 21.7: raised paid parental leave to 12 weeks. This increase remains in effect until an appointed task force develops a comprehensive leave plan, at which time this CBA is re-opened to negotiate any changes.
Contact the Bargaining Team: firstname.lastname@example.org