The University of Oregon and United Academics (UA) have begun the collective bargaining process for a new contract. Negotiations are expected to continue at least through the spring term. The current contract expires on June 30, 2020.
United Academics represented university faculty, which includes tenure-track and career faculty. The university greatly values the mission-critical work our faculty contribute in support of our academic and research pursuits. As a comprehensive public research university committed to exceptional teaching, discovery, and service, it is our goal to recruit and retain world-renown faculty that make our institute successful and competitive now and in the future.
University negotiations with United Academics are based on the following principles:
- Commitment to faculty support and recognition
Recognize and support faculty and their roles related to student education, experience, and research. Provide fair and competitive compensation and benefits to attract and retain faculty.
- Equity, diversity, and inclusion
Promote equity, diversity, and inclusion through intentional efforts and fair participation.
- Responsible stewardship of public funds and tuition dollars
Be good stewards of tuition and taxpayer dollars by allocating resources responsibly.
- Commitment of good faith
Work in good faith throughout the negotiation process to achieve an agreement that best meets the needs of our faculty and the entire university. Create a space during negotiations for open, collaborative and interest-based conversations and creative solutions
Respect the role and the rights of each party during these negotiations, as well as the role of other stakeholders on campus.
Provide factual information and periodic updates to keep key stakeholders apprised, engaged, and informed.
The university is committed to working in good faith throughout the negotiation process to achieve a collective bargaining agreement that best serves both the university and the faculty in our academic and research pursuits, while also positioning the institution to recruit and retain world-renown faculty that make the University of Oregon successful and competitive now and in the future.
Keeping the campus community informed during on-going negotiations with United Academics is a priority. Updates on the bargaining process will be published as information becomes available.
Questions and requests for additional information should be directed to the bargaining team in Employee and Labor Relations at firstname.lastname@example.org.
Update: March 9, 2020
Bargaining teams met on March 5, 2020, and they exchanged counterproposals on a variety of items.
The university’s bargaining team presented a counterproposal on fringe benefits (Article 28), which includes childcare and parking. The proposal reflects the university’s commitment to work-life balance by:
- Stipulating that “university leaders, managers, and supervisors are expected to provide support and flexibility to their faculty, while at the same time, ensuring that the unit is able to meet operational needs;” and
- Launching a UO website in fall 2020 that consolidates information and guidance on the university’s family support services to include existing programs such as lactation support, schools and summer camp listings, elder care and caregiving, and the addition of guidance for finding childcare in Eugene, Portland, and Charleston.
The university provided a response to the United Academics’ proposal requesting subsidized and guaranteed childcare for faculty, which would cost the university more than $5 million dollars per year. The university continues to support parenting and family resources across campus in a manner that is consistent with its current and future financial situation.
Similarly, as the university continues to encourage sustainable transit solutions and reduce the demand on our parking system and the environment, the university has not agreed to UA’s proposal to decrease the cost of parking permits for faculty, which would increase demand for parking spaces and encourage individual employees to drive to campus. For more information about the university's efforts to offer sustainable and cost-effective transit solutions, please see the Transportation Services website.
The UA bargaining team presented counterproposals on health and safety (Article 13), classifications (Article 15), and notice of appointment (Article 16). View the list of proposals for more information on each article and counteroffers.
The next bargaining session is scheduled for Thursday, March 12.
Update: February 27, 2020
Keeping the campus community informed about ongoing negotiations with United Academics is a priority for the university’s bargaining team. The latest update was shared more broadly in an email to all faculty, which will also be published on Around the O.
The latest information on university proposals can also be viewed on the proposal overview webpage.
Update: February 18, 2020
Weekly bargaining sessions continue between United Academics and the University of Oregon. The following overview provides an update with six sessions completed:
- Estimated costs of UA proposals would exceed $140 million.
Based on the university’s costing committee’s preliminary analysis and the evaluation of UA proposals presented thus far, its proposals would likely exceed $140 million over the course of the contract. By year three of the contract, UA proposals would add over $55 million of recurring costs.
This is more than the combined general fund budgets of the College of Design, the School of Law, and the Honors College.
- UO proposals align with our bargaining principles of faculty support, equity, and inclusion.
The university’s bargaining team has presented several proposals and counter proposals that reflect UO’s commitment to equitable and fair processes for faculty. This includes:
- Adding process for appeals from promotion and expanding appeal rights to cover mid-term reviews (Article 21);
- Providing greater clarity with respect to the review period for promotion and tenure evaluations and ensuring that only relevant and vetted information is allowed in the tenure file (Article 20);
- Incorporating the student experience survey related to teaching into the promotion and review processes – recognizing the important work being done in this area and emphasizing the value and importance of teaching for our faculty (Article 20);
- Changing summer session assignments to stabilize and support study abroad and increasing access to these programs. Our proposal makes it clear that summer programs, such as Global Education Oregon, can issue rules with respect to summer appointments and salary (Article 18);
- Accepting UA’s language related to sabbatical FTE calculation that makes it easier to project and calculate sabbatical pay, which ensures fairer and more consistent calculations (Article 33); and
- Emphasizing our commitment to educate faculty about prohibited discrimination and related UO policy by requiring non-discrimination training every two years (Article 14).
- UA has presented almost all of its 38 proposals, which include changes to 23 articles and the introduction of nine new articles.
UA proposals are available at http://uauoregon.org/2020proposals/.
The parties have presented several counter proposals thus far, and all new proposals will be presented by the end of the month.
Update: January 30, 2020
The University of Oregon and United Academics began bargaining a new collective bargaining agreement on January 9. After three sessions, UA has proposed changes to 16 existing articles and introduced nine new articles. United Academics estimates that their opening economic proposals, which include salary, benefits, child care support, parental leave, professional development, student support, and parking, will cost an additional $40 million over the term of a three-year contract. More proposals are expected in the weeks ahead.
The university’s bargaining team has responded with a few counter proposals. They will continue to present proposals through the end of February that reflect responsibility to:
- remaining a good steward of student tuition and taxpayer dollars, and
- making proposals consistent with the reality of the university’s current and future economic situation.
The UO bargaining team’s costing committee is currently analyzing the proposals for economic impact. More information is expected toward mid-February.
Weekly bargaining sessions will continue through the winter and spring terms.