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Collective Bargaining Agreement (CBA) Updates

Update #9

UFF-FGCU and FGCU management have reached accord and signed a memorandum of agreement allowing promotion-related raises to be paid retroactively to August 2017 for all faculty promoted during the previous year.  The memorandum is available here.

Update #8

Meeting date: 1 November 2017

The next UFF-Management bargaining meeting will take place on Wednesday, November 1st from 1:00-3:00 pm in Marieb Hall room 402.  The Management team will be led by Dr. Tony Barringer, Associate Provost/ Associate VP for Academic Affairs, who will assume the role of Chief Negotiator.   The UFF bargaining priority will be to work towards concluding the ongoing 2017-2018 negotiations on salary and promotions.  Everyone is invited to attend bargaining meetings as observers.  Your presence will support the critical role of faculty at FGCU.

Update #7

Meeting Date: 4 October 2017

At this meeting, we will formally open the “full book” negotiation process as well as work towards concluding the ongoing 2017-2018 negotiations on salary and promotions.  As you are probably aware, we have not yet reached agreement with management to fund both raises for approved faculty promotions and salary increases this year. Reaching an agreement on these issues will be our priority for this meeting. UFF members and non-members are invited to attend this meeting as observers of the process.  Your presence will show support for the critical role of faculty at FGCU.

Update #6

Meeting date: 10 August 2017
Bargained Article: 23 (Salaries)
Issue: Base Salary Adjustment
CBA Language under review: Section 23.4.B
Details...

Update #5

Meeting dates: 17 July, 19 July, 2 August
Bargained Article: 23 (Salaries)
Issue: Base Salary Adjustment
CBA Language under review: Section 23.4.B
Details...

Update #4

Meeting date: Monday, 10 July 2017
Bargained Article: 17.7.A
Concerned Party/Article Opened By: UFF
Issues: Parental Leave
CBA Language under review: Section 17.7.A [“Parental leave is unpaid leave unless other paid leave benefits are accessed.”]
Details...

Update #3

Meeting date:  Monday, 26 June 2017
Bargained Article:  8.F.G [Appointment]
Article Opened By: Management
UFF’s Issue: Extra University Compensation
CBA Language under review: Section 8.F.G [“Extra University compensation is defined as University compensation for any duties in excess of a full appointment (1.0 FTE)”]
Details...

Update #2

Meeting date: Wednesday, 21 June 2017
Bargained Article: 8.4.F.1 [Appointment]
Concerned Party/Article Opened By: Management
Issues: Summer compensation (management concern)
CBA Language under review: Section 8.4.F.1 (“Available supplemental summer appointments shall be offered equitably … in accordance with written criteria. The criteria shall be made available in each department and unit”) and Section 8.4.F.3 (“Faculty teaching during any of the summer terms shall be compensated in the same amount as compensation received during the regular academic year for the same or similar course”)
Details...

Update #1

Meeting date:Wednesday, 31 May 2017
Bargained Article: 8.F.3 [Appointment]
Concerned Party/Article Opened By:   Management
Issues: Summer compensation (management concern)
CBA Language under review: Section 8.F.3 (“Faculty teaching during any of the summer terms shall be compensated in the same amount as compensation received during the regular academic year for the same or similar course”)
Details...

 


We believe faculty and administrators share a common goal

To provide excellent higher education to FGCU students in service to the five-county region. We further believe we share a common vision for the greatness of FGCU’s future. Education is a vital resource, indispensable to a free society. Excellence in higher education requires each of us – whatever our role in the educational process – to consider with care the conditions that help us live up to our shared values.

Fundamentally, contract negotiations are about ensuring faculty’s ability to deliver an excellent education to our students. For faculty to provide a quality education, FGCU must:

1. Honor our commitment to FGCU’s educational mission.

We are committed to raising the value of our student’s educational experience, but we are also members of families and communities. We pay mortgages, save for retirement and college tuition, and invest in our local communities. For us to do our best work, we need to be secure in the knowledge that our University values us and is committed to helping us protect our lives outside of work. That means just, fair, and equitable compensation must be the institution’s first priority, given its array of commitments and available resources. Benefits need to be stringently preserved and strengthened for all membersof the University community. Domestic partners and non-traditional families deserve equal benefits, because they are equally committed to this community and University.

Like many skills and abilities, education gets better with practice. Consequently, we believe that salary and compensation structures must recognize the contributions of experienced faculty and honor that commitment in fair and equitable ways. While we acknowledge the need for the University to remain competitive, retaining faculty always costs less and yields higher productivity than replacing faculty. Moreover, a demonstrated commitment to faculty retention creates an upward spiral in morale, deepening our commitment to the University and strengthening our dedication to do the work it takes to continue to grow and expand the delivery of high quality education, even in perilous economic times.

2. Respect our rights to share in the decisions that affect our lives.

Historically FGCU has been a place where faculty and administrators were able to talk with each other as members of any family would: sometimes disagreeing but always recognizing the value of a shared commitment to a vision greater than any of us individually. Given that this tradition has facilitated conversation and meaningful progress for so long, we are perplexed and troubled to see the deterioration in the culture of collaboration and collegiality here. Thus, we as faculty are not just claiming the right to bargain the terms and conditions of our employment; we are driven by the need to return a sense of collaboration to the process, to share fully in the conversation and decisions that affect the entire University community.

Whether in the classroom, with our colleagues, or in our personal lives, we know that one-sided conversations never yield agreements that last very long, if at all, and FGCU will always be a better place to work when administrators and faculty make decisions jointly. Florida law gives faculty the right to bargain the issues outlined above, but we would prefer to preserve our bargaining rights and remove the current impediment to a collaborative conversation without calling on state law. Instead, we seek a collegial, open dialog in which administrators and faculty are equally invested. We trust that the process currently unfolding will bring meaningful resolution to the problems we face and help us address the barriers that stand between us and FGCU’s continued growth and success.

3. Assign faculty manageable workloads.

We spend a great deal of unrecognized personal time and resources furthering the aspirations of our graduate students and improving the quality of education for our undergraduates. Education doesn’t just take place in the classroom, between the pages of a book or online. Recognizing what students need takes attention and energy. We need unstructured time in the day for the unexpected opportunities we encounter to meet students’ individual needs. Assignments need to include recognition and accommodations for increasing workloads resulting from large classes, graduate supervision or master’s and post-master’s research, or compensation for extracurricular teaching activities such as internship, undergraduate and graduate research mentoring. These concerns are not an abstraction but are rooted in the many long hours we spend outside of the classroom, at our own expense, to ensure the integrity and excellence of the learning environment at FGCU.

The briefing so far has focused on the broad issues of Impasse and the core values of the faculty approach to contract negotiations with respect to these issues. The rest of this document will detail what’s at stake in the specific items on which faculty and administration have been unable to find common ground.


Previous Documents & Agreements

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2016-2017 Re-Openers (Modifications to the 2015-18 Collective Bargaining Agreement)

2013-2014 Re-Openers (Modifications to the 2011-14 Collective Bargaining Agreement)

August 6, 2013, the United Faculty of Florida at FGCU (UFF/FGCU) and the FGCU Board of Trustees (BOT) negotiators reached tentative agreements. The new 2013-14 CBA provisions include agreed upon modifications to: Article 23 Salaries and Article 24 Benefits. The UFF- FGCU bargaining team and executive officers recommend you vote “YES.”

A summary of the proposed changes to Articles 23 and 24 appears below.

Article 23 Salaries

Article 24 Benefits - There were no changes to this article.

November 2012 Tentative Modification Agreements

Other