The Alachua County Board of County Commissioners urges UF to “join the County, the School Board, the City of Gainesville and our local businesses in instituting the common sense safety measures spelled out in the County’s Short-Term Emergency Order 21-25. It simply requires masking indoors.”

The reason I am writing this additional communication is that I have already received this evening dozens of messages from faculty, students, and members of the community–many of which I’m sure you are receiving as well–calling on UF to implement an indoor masking policy immediately. I am urging you President Fuchs to follow the recommendation of the Alachua County Commission and require the wearing of masks indoors. The membership of the United Faculty of Florida, UF is 100% in support of this policy (a remarkable consensus for faculty on any issue!) and I would be remiss in my duties as a union president if I did not share this information with you.” – Paul Ortiz, UFF-UF Chapter President

On Monday, August 2, your United Faculty of Florida (UFF) Bargaining Team and representatives of the University of Florida Board of Trustees (BOT) finalized a raise package for the roughly 2,000 members of the UFF bargaining unit. The text of the tentative agreement can be found here.

Under this agreement, which would take effect (or be retroactive) July 1, 2021 for 12-month faculty, July 30, 2021 for 10-month faculty and August 16, 2021 for 9-month faculty, faculty members would receive:

  • A 1.5 % across-the-board raise
  • A 1.5 % merit pool, with raises determined by departmental bylaws (minus funds utilized for salary increases as detailed below)
  • A $400 raise for 12-month faculty earning less than $67,000
  • A $250 raise for 9-month faculty earning less than $55,000

We also finalized the following for faculty members at P.K.Yonge (see updated Appendix Eand P.K.Yonge MOU):

  • Raising the base entry level salary of $47,500 (includes $2500 Back to School and Research Supplement).
  • For grandfathered salary faculty, a $200 annual adjustment (Previously $500), and a  $500 for Effective/Highly Effective summative evaluation rating (previously $200), as required by S.1012.22, F.S.
  • For performance salary faculty, an annual performance adjustment of $875 for highly effective performance (previously $775).
  • Faculty whose base salary is less than $47,500 will receive an increase to raise their base salary to $47,500.
  • Faculty whose base salary is greater than $47,500 will receive a minimum increase to their base salary of $654.93. After the 2020-2021 summative teacher evaluations are completed, any difference in the 3% raise pool allocation and total performance adjustment amounts will be distributed equally to all faculty whose salaries are above the base salary of $47,500.  

All members of the bargaining unit have an opportunity to vote YES or NO on this raise package. Under Florida law, the agreement cannot take effect unless ratified by the unit.

This vote will be conducted online and will take place from 9 a.m. Wednesday, August 11 to 4:30 pm Friday, August 13. Instructions on how to vote have been sent via email to the bargaining unit. 

The University of Florida faces a real emergency.  We simply cannot ignore the recent precipitous rise in COVID infections, pretending that plans that may have seemed reasonable even a few weeks ago are still up to today’s challenge.

The case for strategic reconsideration makes itself (using public data available 8/1/21):

  • Nationwide, COVID infection rates are doubling (or more) weekly, driven primarily by the spread of the Delta variant, which is much more easily and rapidly spread.
  • Governments—federal, state, and local—and businesses (Google, Disney, Publix, Ford, McDonalds, among many others) are taking strong measures to adapt to the new threat.
  • Evidence indicates that Delta may be spread by and to both vaccinated and non-vaccinated individuals. 
  • On Saturday, July 31, Florida reported 21,683 new COVID cases: the highest one-day total so far.
  • As of Sunday, August 1, Florida reported a new record for COVID hospitalizations (10,207; exceeding the previous record set July 27).
  • Florida leads the nation for COVID hospitalizations per capita, in both overall and pediatric admissions.

The University must act quickly to continually adapt to these changing—and accelerating—dynamics, and seriously reconsider current Fall 2021 re-opening plans and protocols.  Despite legal precedents dating back to 1905, when the U.S. government mandated universal vaccination against yellow fever, Governor DeSantis has decided that COVID vaccination and even mandatory mask-wearing is an unacceptable infringement on personal freedom in state institutions.  We believe that is a serious, life-threatening error, and are appalled at his decision.

Failing such obvious, health-affirming options, we demand that UF and its Administration:

  • Strongly, publicly, and repeatedly encourage universal vaccination for all UF students, faculty, and staff (with exceptions for medical, religious, and other valid reasons).  E-mail reminders are not enough and are often relegated to “junk” files. Instead, campus leaders of all types and levels must personally exhort—and model—such action.
  • Require at least weekly COVID testing for all unvaccinated individuals with continuation of prior quarantine protocols for those testing positive
  • Similarly, require medically-approved, universal mask protection and material support for faculty, students and staff for all necessary in-person and/or indoor instruction and/or normal “office” functions
  • Immediately provide remote learning teaching/learning options for all Fall 2021 class sections wherever possible, for all faculty and students, with expedited, clear petition/appeal procedures for faculty and graduate teaching/research assistants requesting and/or being denied off-site accommodation
  • Reconsider requirements for vendors, visitors, et al. in light of recent escalating infection rates
  • Publicly disclose UF methodology and decision processes and criteria regarding plans and actions designed to protect the health and safety of all on the UF campus. (Example: Data and sources used to estimate vaccination rates among students).

UFF-UF and UF-GAU will continue to use our collective bargaining agreements to keep our members as safe as we can. We applaud the UF Administration announcement today regarding additional heath protocols at Commencement ceremonies as clear recognition of the need for continuing adaptation to changing pandemic conditions.

This is urgent.  Lives, livelihoods and futures depend upon our acting now. UF must take a stand.

Our Chapter’s Bargaining Team is currently negotiating with the Board of Trustees Bargaining Team over Article 24 (Salaries) of the Collective Bargaining Agreement (CBA). We are working hard to get the salary increases that faculty deserve. Our next bargaining session is at 3:00 pm this Friday, 7/30.

This concerns your 2021 raise!! We need your Zoom presence to demonstrate to the BOT that we care deeply about compensation issues.  Our strength is in numbers; please make a statement through your attendance!

Attend our bargaining session 3 pm. Friday, July 30

Join Zoom Meeting

Meeting ID: 953 2764 7219
Passcode: 079156

Bargaining Events

  • The BOT proposed a 0 % raise for the academic year 2020-2021. For 2021-2022, they proposed a 3 % merit raise and 0 % across-the-board raise.
  • UFF countered by proposing 3 % merit and 3 % across the board for 2021-2022.
  • The BOT made a small concession by proposing 2% merit and 1 % across the board for 2021-2022.
  • UFF then proposed proposed 2.5% merit and 2% across the board, which the BOT  rejected.
  • UFF continues to fight for fair salaries for the bargaining unit and will make its next proposal at this Friday’s bargaining session. Please attend if you can. 

Why we asked for a 2.5% merit and 2% across-the-board raise for 2021-2022

We deserve the extra 1 % across the board and 0.5% merit increase over the current  BOT offer for several reasons.

First, due to the pandemic, many faculty members did not have a fair opportunity to compete for  merit raises. Particularly affected were faculty who could not travel to their international research locations, those whose laboratories were affected by COVID restrictions, and  those who had family care responsibilities. The adverse effects of the pandemic on women and minority faculty’s work has been widely documented.

These adverse effects have been recognized by the university.  In fact, on 02/08/2021 UFF and the BOT signed a Memorandum of Understanding  that includes the specific wording:

“Chairs and directors shall include the following statement in faculty members’ letters of evaluation: “The COVID-19 health emergency had unforeseen negative impacts on teaching and research during the Fall 2020 and Spring 2021 semester. While the impacts on individual faculty are not uniform, they include, but are not limited to, disruptions to foreign and domestic travel, institutional closures, limitations on human subject research, supply shortages and delays, personal illness, concerns about illness, or illness among colleagues and research assistants.”

Furthermore, Article 11.1 of the CBA  recognizes the BOT’s responsibility to ensure that faculty of affected groups have a fair opportunity to receive salary adjustments.

Second, we have a poor history of salary increases.  Although an overall 3 % was secured in 2018, and a one-time bonus in 2019, these raises pale in contrast to the cost-of-living increases in Gainesville then and now. The lag relative in a  fair cost of living adjustment  has now been increased by the BOT’s current offer of 0 % raises for 2020-2021 under the argument that funds are not available.  Moreover, due to significant changes in size and composition of the bargaining unit, the salary (per FTE) of bargaining unit faculty excluding those ranks with the word chair in their title has decreased (-0.11%) during the period 2018-2021. 

Third, in contrast,  an average 8.2 % salary increase (per FTE)  given by the BOT to administrators in the period 2018-2021. The increase was received by out-of-unit administrators bearing the titles that include the words “president,””provost,” “dean,” “manager,” or “supervisor.” During the same period, “chair” ranks received a 3.38 % increase. This makes our proposal of 2.5 % merit / 2% across the board a very reasonable request relative to the extremely generous increases to out-of-unit administrators. 

The annual University Term Professorship program was announced by the Provost in 2015 in lieu of that year’s merit raise and promised to be continued in perpetuity.  Its annual pot  amounts to up to  2% of the bargaining unit’s salary. UF unilaterally announced that it was discontinuing the program in 2020, and subsequently reinstated it for a final round in 2021-22. This discontinuation should have been bargained with the unit.

In summary, UFF maintains that the only fair way of addressing the issues listed above is  a merit raise of  2.5% and the across-the-board raise augmented to 2 %.  As mentioned, this proposal was rejected by the BOT, whose latest proposal stands at 2% merit and 1% across-the-board.

Why we have filed a grievance

Since the BOT has rejected our arguments, we have filed a grievance calling for the reinstatement of the University Term Professorship program, or the distribution of its annual funds–originally allocated to be in perpetuity–as an across-the-board raise for the bargaining unit.

The UFF-UF Bargaining Team is happy to announce that we recently finished negotiating the new Collective Bargaining Agreement (CBA) for 2021-2024. Please read on for details about the contents of the new CBA as well as information on when and how you can vote to ratify this agreement. 

We started bargaining this CBA in March 2019. Twenty-six months of negotiations resulted in changes to more than twenty articles and appendices, including dramatic changes to Article 21 (Other Leaves), Article 26 (Outside Activities and Conflict of Interest), and Appendix G (UFOLIO Electronic System for Disclosure and Review of Outside Activities and Interests). 

Overall, the new CBA represents a net improvement in working conditions for in-unit UF faculty. The 2021-2024 CBA: 

  • Provides eight weeks each of both paid parental and medical leave
  • Allows non-tenure-track (NTT) faculty whose contracts aren’t renewed to appeal the decision to their dean. 
  • Requires departments to create NTT-specific promotion guidelines and create an optional progress-to-promotion process for NTT faculty
  • Provides retirement compensation for 9- and 10-month faculty employed by UF over the summer 
  • Puts limits on working hours and responsibilities for K-12 faculty at P.K. Yonge

Unfortunately, the new CBA also includes setbacks that our team was unable to stop. The most significant of these is the requirement that faculty on 9- and 10-month contracts report select outside activities, even when not on appointment.

To learn more about the new CBA, please review the table below, which summarizes the changes to each article of the CBA. You can also find the full text of the 2021-2024 CBA here. Please consult both documents and let the UFF-UF Bargaining Team ( know if you have any questions or concerns.

2021-24 CBA Summary of Changes

Article-by-article differences between the 2017-19 Collective Bargaining Agreement and the proposed 2021-24 CBA



Article 1:
Titles and Headings

  • No changes.

Article 2:

  • No changes.

Article 3:
Management Rights

  • No changes.

Article 4:
UFF Rights

  • Article opened during negotiations; negotiations produced no changes.

Article 5:
Payroll Deduction

  • Stylistic changes.

Article 6:

  • No changes.

Article 7:
Maintenance of Benefits

  • No changes.

Article 8:
University of Florida
Regulations and Policies

  • Stylistic changes.

Article 9:

  • 9.1(d) and 9.2(f): Requires that all units review bylaws, propose revisions, and submit revisions to UF and UFF-UF between 2021 and 2024.

Article 10:
Academic Freedom

  • Stylistic changes.

Article 11:

  • 11.1(b): Revises language on UF and UFF's role in assuring equal employment opportunity.
  • 11.2(b) (5) (a-c): Incorporates university regulations on sexual / romantic relationships between faculty and students into CBA, exempting faculty and students whose relationship predates their arrival at UF.
  • Other stylistic changes.

Article 12:

  • 12.1(a): Expresses UF and UFF's support for efforts to assure candidate pools include candidates from historically underrepresented groups.
  • 12.4(i): Places a three-year limit on the duration of visiting appointments.
  • Other stylistic changes.

Article 13:

  • 13.2 (c): Requires UF to provide non-tenure track (NTT) faculty with a reason for non-renewal and allows NTT faculty to appeal non-renewal to their dean.
  • 13.4 (b): Changes the grievance timeline in the event of non-renewal from 60 to 45 days.
  • 13.6 (c): Prohibits non-renewed faculty from consideration for promotion and forecloses further professional development opportunities (including professional development leaves).
  • Other stylistic changes.

Article 14:
Assignment of Responsibilities

P.K. Yonge Assignments:

  • 14.11(b): Redefines P.K. Yonge (PKY) faculty appointments as a 10-month rather than 42-week appointment
  • 14.11(b): Adds 4 teacher work days and 1 post-planning day to PKY faculty appointments.
  • 14.11(d)(2): Limits weekly contact time for PKY elementary school faculty to 1,515 minutes.
  • 14.11(d)(2): Exempts general education PKY classroom teachers from supervising students before the school day or for more than 15 minutes after dismissal.
  • 14.11(d)(3): Stipulates that PKY elementary faculty may be expected to escort students to the lunch serving line.
  • 14.11(d)(4): Designates one teacher workday and two early-release Wednesday afternoons for PKY Elementary Fall Family Conferences.

Scheduled Meetings and Planning Time for P. K. Yonge Faculty:

  • 14.12(a)(1): Reserves 2 of 7 planning days prior to the start of the PKY academic year for full-day professional learning and school improvement activities.


  • Other stylistic changes.

Article 15:
Office Space and Safe Conditions

  • Article opened during negotiations; negotiations produced no changes.

Article 16:

  • No changes.

Article 17:
Summer Appointments


  • 17.3(c): Makes 9- and 10-month faculty with summer appointments at UF eligible for retirement compensation.
  • 17.3(d): Exempts individual directed study courses, graduate student supervision, and off-book courses from pay rates specified in this article (while stipulating that faculty may still receive payment for this work).
  • 17.3(e): Allows individual colleges (and faculty committees within them) to determine payments for low-enrollment courses, off-book programs, UF Online, and studio courses.
  • 17.3(f): Allows 9- and 10-month faculty (excluding PKY faculty) who, for 3 or more consecutive years, derive more than 30% of their income from summer teaching or employment in their department to apply to convert their position into a 12-month appointment.

Article 18:

University Criteria for Annual Performance Evaluations:

  • 18.5(a): Adds supervision of graduate students to UF's criteria for annual performance evaluations.

Department Clarifications of University Criteria for Annual Performance Evaluations:

  • 18.6(c): Allows department chairs and individual faculty members to agree to expand the period over which the faculty member's performance is evaluated from one year to up to three years.

Annual Evaluation Process:

  • 18.7(c): Changes the due date for faculty to submit their annual report to their chair from March 20 to April 15.
  • 18.7(d): Changes the due date for committees and other individuals to submit information relevant to an annual evaluation from April 15 to May 15.
  • 18.7(f): Changes the due date for a chair or director to send faculty members their annual evaluation from July 1 to July 15.
  • 18.7(f): Stipulates that faculty may grieve their annual evaluations between the date of the evaluation's presentation and August 31 of the same year.

Sustained Performance Evaluation:

  • 18.8(f): Adds specificity to the process of creating a performance improvement plan.

Article 19:
Tenure and Promotion

Definition and Policy:

  • 19.1(a)(3): More clearly states that decisions about tenure and promotion shall be based on the same process and procedure.
  • 19.1(b)(9): Identifies the relationship between University criteria and departmental / disciplinary clarifications in determining standards for promotion.


  • 19.5(b)(1): Adds "laboratory, field, clinical, and performance instruction" to the types of instruction recognized as part of a faculty member's academic service.
  • 19.5(c): Stipulates that, to be promoted, NTT faculty with an assignment exclusively (or almost exclusively) in one of the three categories of academic service must demonstrate distinction in that category alone.

Changes in Criteria for Tenure and Promotion:

  • 19.6: Gives UFF-UF the right to bargain, rather than simply discuss, any changes in tenure and promotion criteria.

Non-Tenure Track Progress Toward Promotion:

  • 19.8: Requires departments that employ NTT faculty to develop NTT-specific promotion criteria; NTT faculty must be permitted to vote on these criteria.
  • 19.8: Requires departments that employ NTT faculty to develop a progress-to-promotion review process; NTT faculty must be permitted to vote on this process.
  • 19.8(a): Allows NTT faculty to decline to participate in the progress-to-promotion process.
  • 19.8(b-f): Outlines mandatory elements of the progress-to-promotion process.

Initiation of the Tenure or Promotion Review Process:

  • 19.9(f)(3): Adds a service narrative to the list of elements in the Tenure and/or Promotion Dossier.
  • 19.9(c)(1): Allows faculty applying for promotion or tenure to respond, in writing, to the written assessment of their department's tenure and/or promotion committee; requires the committee to review the applicant's response before voting on tenure and/or promotion.
  • 19.9(c)(2): Prohibits department chairs or directors from participating in the formal vote on a faculty's member's application for tenure or promotion; instead stipulates that the chair or director’s letter of evaluation shall count as their vote.

Tenure and/or Promotion Decisions:

  • 19.11(f): Requires the UF President or President's designee to explain why a faculty member was denied promotion.
  • 19.11(g): Establishes confidentiality guidelines for documents and discussions related to tenure and/or promotion; empowers members of tenure and promotion committees to report any potential violations that occur during the committee's proceedings.

Article 20:
Sabbaticals and Professional
Development Programs

  • 20.3(a): Omits language describing a policy change that took place during the 2018-2019 academic year.

Article 21:
Other Leaves

This article was completely overhauled during negotiations. Key changes are as follows:

Family and Medical Leave Entitlements:

  • 21.6: Simply states that UF complies with the Family Medical Leave Act (FMLA) rather than recapitulating the details of FMLA in the CBA.

Parental Leave:

  • 21.7:
  • Replaces the borrowed parental leave program with 8 paid weeks of paid parental leave.
  • Enables new faculty in their first 12 months of employment to supplement their 8 paid weeks of parental leave with an additional 8 weeks of borrowed leave.
  • Establishes guidelines on how frequently and under what circumstances faculty can take this leave.
  • Forgives any leave balances associated with the previous leave program.
  • Allows either party to reopen the portion of the CBA related to paid parental leave during the life of the 2021-2024 CBA.

Paid Time Off (PTO):

  • 21.9:
  • Collapses sick and vacation leave into the single category of paid-time off (PTO).
  • Reduces 10- and 12-month faculty's leave accrual rate from 10.769 hours every 2 weeks to 10 hours.
  • Limits a faculty member's total amount of accrued PTO to 480 hours, stipulating that any leave accrued above that 480-hour threshold will be transferred to a medical leave account, accessible under circumstances identified in 21.10(b).
  • Identifies the circumstances under which faculty must provide documentation to certify unplanned PTO.

Medical Leave Account:

  • 21.10(a):
  • Creates a paid medical leave program, which extends up to 8 weeks of paid medical leave after they have first used 80 hours of PTO.
  • Establishes guidelines on how frequently and under what circumstances faculty can take this leave.
  • Allows either party to reopen the portion of the CBA related to paid medical leave during the life of the 2021-2024 CBA.

Other Types of Medical Leaves:

  • 21.11(c)(1): Allows UF to require a medical examination, demonstrating that a faculty member is incapable of performing their assigned duties, before the faculty member has exhausted sick and medical leave (the previous CBA allowed faculty to exhaust their leave before submitting to a medical examination).

Personal Leave:

  • 21.13(a)(4): Allows PKY faculty, under clearly defined circumstances, to take leave immediately preceding or following a holiday.


  • Other clarifications and stylistic changes.

Article 22:
Intellectual Property

  • No changes.

Article 23:
Other Faculty Member Rights

  • No changes.

Article 24:

  • 24.4(b) and 24.4 (e): Changes the dates associated with mandatory salary negotiations.
  • 24.4(d): Indicates that faculty appointed to the University Term Professorship shall finish their appointed terms and receive the full $15,000 amount associated with the program; specifies that, should the program be reinstated, in-unit faculty shall remain eligible.
  • 24.7(b): Specifies that any difference between performance adjustments for PKY faculty and any general raise shall be paid across the board.
  • 24.9(b): Requires that UF include faculty members’ contract length in its annual salary report to UFF-UF and notify all in-unit faculty about the reports availability.
  • Other clarifications and stylistic changes.

Article 25:

  • 25.9(a)(6): Stipulates that retired faculty may be charged fees lower than those charged to non-retired faculty for the use of UF recreational facilities.

Article 26:
Outside Activity and Conflict of Interest

This article was completely overhauled during negotiations. Key changes are as follows:

  • 26.2: Includes clearer definition of key terms related to outside activities, conflicts of interest, and conflicts of commitment.
  • 26.2: Requires faculty on 9- and 10-month contracts to report select outside activities when not on appointment.
  • 26.4 and 26.5: Limits how long UF can take to evaluate potential conflicts.
  • 26.6: Requires UF, when it denies an outside activity, to specify in writing how and why the activity corresponds to the CBA’s definitions of conflict of interest and conflict of commitment.
  • 26.9: Creates an expedited grievance procedure which allows faculty members to context UF’s denial of outside activity or specified conflict management plan.  
  • 26.12: Provides clearer guidance on   innovation inducement cash prizes, including guidance on how faculty should financially structure their participation in these prizes and what share of these prizes goes to faculty members and UF, respectively.

Article 27:
Disciplinary Action and Job Abandonment

  • No changes.

Article 28:
Grievance Procedure and Arbitration

  • No changes.

Article 29:
Access to Documents

  • 29.1: Allows UF to request clarifications from UFF-UF regarding why UFF-UF has requested access to documents under this article; subjects any disagreement regarding the relevance of a document request to the established grievance process.

Article 30:
Layoff and Recall

  • 30.4: Encourages UF to consider the normal hiring cycle of employees receiving a layoff notice in an effort to facilitate successful transition/relocation.

Article 31:
Totality of Agreement

  • No changes.

Article 32:

  • No changes.

Article 33:
Amendment and Duration

  • Sets the duration of the new CBA from July 1, 2021 to June 30, 2024

Article 34:

  • No changes.

Article 35:

  • No changes.

Appendix A:
Position Classifications in the
Bargaining Unit

  • No changes.

Appendix B:
United Faculty of Florida (UFF-FEA-NEA) Sample UFF Dues Deduction
Authorization Form

  • Updates UFF's address in Tallahassee.

Appendix C:
Grievance Form

  • No changes.

Appendix D:
Notice of Arbitration

  • No changes.

Appendix E:
PKY Salary Schedule

  • Increases annual adjustment from $400 to $500 for grandfathered PKY faculty; increases these faculty members' evaluation adjustment from $100 to $200.
  • Increases all PKY faculty's base salary from $33,750 to $38,000.
  • Increases PKY faculty’s annual salary credit from $500 to $600.
  • Increases the "Effective" annual performance adjustment from $500 to $600, and the "Highly Effective" annual performance adjustment from $675 to $775, for non-grandfathered PKY faculty.

Appendix F:
P. K. Yonge Developmental Research School Faculty Salary Supplements

  • Increases salary supplements for 30+ activities; creates 2 new activity supplements; eliminates 10 activity supplements.

Appendix G:
UFOLIO Electronic System for
Disclosure and Review of
Outside Activities and Interests

This article was completely overhauled during negotiations. Key changes are as follows:

  • Incorporates the structure and content of UFOLIO into the CBA
  • Requires UF faculty to use the UFOLIO system to report outside activities and possible conflicts of interest

After more than a year of bargaining, UFF-UF and the University of Florida have concluded negotiations on the portions of the collective bargaining agreement (CBA) pertaining to outside activities and conflict of interest. These portions of the CBA include Article 26, which governs outside activities as well as conflicts of interest and commitment, and Appendix G, which stipulates how faculty should disclose outside activities and potential conflicts.

As a result of these negotiations, the revised Article 26:

  • Includes clearer definition of key terms related to outside activities, conflicts of interest, and conflicts of commitment
  • Limits how long UF can take to evaluate potential conflicts
  • Requires UF, when it denies an outside activity, to specify in writing how and why the activity corresponds to the CBA’s definitions of conflict of interest and conflict of commitment
  • Requires faculty on 9- and 10-month contracts to report select outside activities when not on appointment

The revised Appendix G:

  • Incorporates the structure and content of UFOLIO into the CBA
  • Requires UF faculty to use the UFOLIO system to report outside activities and possible conflicts of interest

Please read this report for a fuller description of both the history and outcomes of these negotiations. If you have any questions about the revised Article 26 or Appendix G, please email the UFF-UF Bargaining Team at And please keep an eye out for information on the CBA ratification vote, when you will have a chance to approve or disapprove these articles and the rest of the new CBA.

In April 2021, UFF-UF will hold elections for the following positions: 

UFF Senators: 24 seats
Delegates to the Florida Education Association: 12 seats 

UFF-UF Chapter Officers                                 
     1st Vice President
     Vice Presidents (4 positions)

The Elections Committee—Steve Kirn, Leah Rosenberg, and Renata Serra —invites nominations for these positions. You may nominate yourself or another member by completing this simple form online (link).

Please send (self-)nominations by 5 pm March 31, 2021.

For Officer positions, you will be asked to submit a brief (50-100 word) position statement.

Description of duties can be found on here.