UA represents approximately 1,900 faculty on campus including tenure-track and non-tenure-track instructional faculty, adjuncts, librarians, research faculty, and postdoctoral scholars. Law school faculty, EC Cares faculty, and faculty in a supervisory role (mostly department heads and primary investigators) are excluded from the bargaining unit.
Current President: President Chris Sinclair, Associate Professor of Mathematics.
UO and UA agree to contract extension
Like many of the university’s functions, bargaining between the university and UA has been impacted by COVID-19 and the related stay-at-home-orders. Not only did COVID-19 impact the parties’ bargaining process, it impacted the university’s ability to predict and understand its state appropriations and enrollment position next year. State appropriations and tuition are the university’s two biggest sources of revenue. Decreases to those two sources significantly impact the university’s financial position.
Given those uncertainties, the parties have been working over the last month on possible solutions, including discussions regarding a progressive pay reduction plan and an extension of the collective bargaining agreement.
We are pleased to announce that the University of Oregon and United Academics have agreed to a Memorandum of Understanding (MOU) that provides for a one-year extension of the parties’ collective bargaining agreement and a one-year extension of the career faculty contracts that are up for renewal this May. We thank our faculty and the union for voting to support this agreement and for their partnership throughout this process.
MOUs From 2020 Limited Negotiations
Through a period of limited bargaining, the university and United Academics reached an agreement on:
- Career faculty FTE for AY 20-21 and a progressive pay reduction plan;
- Progressive pay reduction plan; and
- Expectation of continued employment for our career faculty.
Career Faculty Employment Memorandums of Understanding
UO and UA have reached an agreement regarding career faculty employment strengthens career faculty employment at the university by moving to an expectation of continued employment.
Career faculty are an important part of our teaching mission and campus community, and we are excited to announce that we are moving towards a system of an expectation of continued employment with defined notice periods and away from a system of contracts with fixed end dates.
As was the case this year, the current contract system for non-funding contingent career faculty disproportionately impacts career faculty whose contracts are up for renewal in years where the university is experiencing financial stress. That means that historically, layoff decisions could not fully account for important factors like performance or rank. The parties were able to reach agreement on key principles that will address this issue and collectively move the university away from its current system of contracts that expire at a set point and towards an expectation of continued employment for our career faculty. These principles include notice periods for all career faculty, with promoted faculty receiving a year’s notice prior to any employment action (layoff due to a financial or academic reason, for example), an expedited arbitration process for complaints associated with employment actions, and a guarantee that career faculty who have been laid off will receive the same FTE if they are rehired within a two-year period.
A small workgroup of representatives from the university and UA met throughout the fall term to build a new system of career faculty employment based on the principles agreed to in September of 2020. UA and UO reached agreement on the changes and UA members approved a second memorandum of understanding in January 2021 that updates the CBA and establishes the system for continuous employment for career faculty, which includes provisions for notice periods, increased workload stability, and an expedited arbitration process to name a few.
This new system applies to all represented career faculty and goes into effect on June 16, 2021, for 9-month appointments and on July 1, 2021 for 12-month appointments. It will eliminate the contract system for career faculty employment. Instead of being issued contracts that guarantee employment and allocated FTE for one, two, or three years, all career faculty will have an “expectation of continued employment” at their current FTE. Layoffs require a notice period before a career faculty member’s job is terminated.
Effective immediately, all new offers of employment and renewal appointments issued prior to June 16, 2021 for represented career faculty will reflect the new system of ongoing employment.
Other Memorandums of Understanding
The Memorandums of Understanding between the University of Oregon and United Academics should be considered terms of the current collective bargaining agreement. The following list includes active MOUs by title, applicable article, and effective date.
American English Institute (11/23/20)
CBA Document Edits (11/17/20)
Career Faculty Employment (9/8/20)
CBA Extension and Career Faculty (5/8/20)
Course Evaluations Amendment (Article 20, 2/10/2020)
External Equity (Article 26, 1/14/2020)
Tenure Reduction Program (Article 26, 4/11/2019)
Course Evaluations (Article 20, 8/12/2019)
Union Information Requests (Article 9, 7/10/2019)
Grievances (Article 22, 7/10/2019)
Parental Leave (Article 32, 4/10/2019)
Tenure Review and Promotion (Article 20, 10/17/2018)
Janus Ruling (Article 10, 6/12/2018)
Recognition (Article 1, 6/8/2018)
Academic Classifications and Ranks (Article 15, 06/05/18)
Extension of Terms (Article 16, 5/8/2018)
Local Level Metrics (3/16/2018)
Pro Tem Faculty Extensions (Article 16, 6/24/2017)
Tenure Salary Equity Study (Article 26, 2/17/2017)
Research Faculty FLSA (Article 26, 10/24/2016)
1st Yr. Faculty Develop. Program (Article 35, 10/19/2015)
Reserving Conference Rooms (Article 9, 11/13/2014)
Career NTTF Review (Article 19, 9/22/2014)
Overload Assignments (Article 17, 6/6/2014)
Pro Tem Extensions