WOUFT Negotiation Blog

What are the main differences between the union and management salary proposals?
Under the union proposal, salary increases for the two year contract period will range from 8% to 14%. Eligible faculty members will receive step increases in 2006 and 2007, as well as step increases missed during the last contract period. In addition the union is asking for cost of living adjustments averaging 3% for each year of the contract and an additional step at the top of the salary schedule.

Under the management proposal, salary increases for the two year contract period will range from 4% to 10%. Eligible faculty will receive scheduled step increases and steps missed during the last contract period but will receive a limited “cost of living adjustment” of only 1% a year. In addition, management is proposing the distribution of “stipends” to faculty at the bottom of the salary schedule. These are one time payments that do not become part of the base salary. Although management had at one time proposed adding two steps to the top of the salary schedule, this is not included in their final offer.

Management is also calling for a radical reduction in faculty development funds, from $364,000 in 2003-05 to only $200,000 in this biennium.

What is meant by “compression” in the salary schedule?
Compression occurs when faculty of the same rank but different years of service end up with the same salary. This structural inequality of the step system is a consequence of the 2003-05 salary freeze.

When salaries were frozen during the 03-05 biennium, the step system was maintained by allowing every one to move up a step each year. However, these steps were not funded, so the salary connected to the higher steps was the same as the salary in the Fall of '03. This created compression because faculty at steps 1, 2 and 3 all made the same salary. When we "decompress" the steps we add 2% to step 2 (and all steps above it) and then add another 2% to step 3 (and all steps above it). For all steps from 3 up, this means a 4% increase in the value of the step. This does not, however do anything for the value of Step 1.

We are committed to “decompressing” the step system through the repayment of missed steps. Practically speaking this will mean a 4% salary adjustment for most members of the faculty.

Does “strike authorization” mean a strike will occur?
No. A vote in support of strike authorization means that the bargaining team will have the authority to set a strike date and will also have the authority to call for a strike. It does not mean a strike is inevitable.

Will the bargaining team continue to negotiate?
Yes. The bargaining team will continue to work for a fair settlement. Two state mediators will be assigned to work with both sides in another mediation session. The bargaining team is eager to negotiate a fair contract and believes that the leverage of a strike authorization will help motivate the administration to prioritize faculty salaries.

Who will make the final decision to strike?
Your bargaining team will have the final call on whether or not to strike. Although consensus is not technically required, your bargaining team has used this principle successfully up to this point and will continue to strive for consensus in all its decisions.

When would the strike occur?
If no progress is made in negotiations AND the bargaining team believes a strike is necessary, a strike would occur on Monday, April 3, the first day of spring term.

How long will a strike last?
This decision is up to the members of the union. Once a strike is called, the bargaining team and the members of the union will be meeting on a daily basis to assess the effectiveness of the strike.

What should I say to students who ask about the possibility of a strike?
It is fair to say that all of us are fundamentally concerned with our students’ academic futures. Indeed, for many of us, a fair contract is about the future of this university and our ability to recruit and retain quality faculty members. We need to make sure students understand our commitment to them. Nevertheless, if a strike does occur, we will be asking students to honor the picket line. If students have administrative questions about course credit, graduation, financial aide, tuition reimbursement, etc., they should be instructed to contact the Provost, the Chancellor and the Governor.

Will public events and extracurricular activities be picketed?
No. Athletic events, concerts, plays and other student-faculty events will not be part of the strike.

Will other unions honor our picket lines?
Oregon law prohibits other public employees from honoring our picket line. However, we can and should get cooperation from private sector unions who service the university or do business on campus.

Will we still receive benefits during a strike?
Yes. Because health benefit contributions are paid in advance, coverage will continue for the entire month of April.

Will we lose salary during a strike?
Before the union returns to work the terms of its return are negotiated. This includes loss of pay, make-up classes, immunity for strikers, and all other related issues. For example, in a faculty strike in Hawaii, there was no loss of pay or benefits even though the strike lasted three weeks. The university needed the hours to be taught for purposes of accreditation, and made arrangements for the faculty to make up missed classes.

What can the administration do to retaliate against the union for going on strike?
According to labor law, the employer has the option to “lock out” workers. This would lead to having to replace the entire faculty and is highly unlikely. Similarly, the university may limit access to our offices and block e-mail accounts.