A MESSAGE FROM THE PRESIDENT – DECEMBER 22, 2020

Dear UConn-AAUP Members,

As this uniquely challenging year comes to a close, I would like to share some of its highlights and accomplishments that our partnership has made possible.  First, I would like to sincerely thank the officers, Executive Committee, and members of the Representatives Assembly for serving UConn-AAUP. Our Zoom meetings have increased participation and on-line access has provided a means for more voices to be heard. These ideas, thoughts, concerns and recommendations have provided the impetus for many of our initiatives.

Together we have achieved a lot.  A quick summary includes the following:

  • We made sure our well-deserved, contractual raises were awarded in July and also avoided any furlough days.
  • We conducted two surveys to determine whether faculty had the equipment, resources and support to teach during the fall and spring semesters and how research, scholarship and creative activity have been impacted short-term and long-term. This information is used in our deliberations with the administration to ensure faculty needs are met during this critical time.
  • We commended Provost Lejuez for providing faculty with the choice of teaching modality for the Fall 2020 and Spring 2021 semesters; however, we continue to discuss several other concerns such as SETs, tenure clock, NNT annual reviews, equity adjustments, and the challenges our tenure-track and NNT faculty, particularly women, are facing during the pandemic.
  • We established a COVID-19 Relief Fund and awarded $35,050 to 82 of our members who needed support during this critical time.
  • We have met with Governor Lamont, Congresswoman Rosa DeLauro, Congressman Joe Courtney, and numerous state officials and representatives to make each one aware of how successfully our faculty has pivoted to distance learning; adjusted their research, scholarship and creative activity; and conducted critical research and service that has increased our knowledge of the COVID-19 virus and response to the pandemic. We repeatedly emphasized that we are a part of the solution and should not have to bear the financial burden of university’s debt caused by adhering to state and federal mandates due to COVID-19.
  • Our persistence in requesting additional funding from the state or federal agencies to address COVID-19 related expenses incurred by the University began with a letter to Governor Lamont on July 27, 2020 and continued through the SEBAC coalition of higher education unions. Finally, the university received an additional $20 million in early December, bringing our current budget deficit down to $8 million.
  • Negotiations currently are underway, and our negotiating team has been working relentlessly to preserve your rights and to achieve the priorities included in the sub-committee reports.

What can you do to help?

  • Join us. Get on the ballot for the 2021-22 Executive Committee or become active this year as a department representative to the Representatives Assembly (which only meets once a month).
  • Enlist a colleague. Our goal is to increase our membership from 80% to 90%. The larger the membership, the stronger our voices will be during collective bargaining negotiations this year.
  • Complete the survey. The second survey was sent to members’ UConn email last week. The better data we have from you, the better we can advocate on your behalf.
  • Stay informed. Read the Updates, follow our Facebook page and review the progression of the contract negotiations on the UConn-AAUP website.

Two final thoughts:

We would be remiss in upholding the ideals of the academy if we did not recognize the dramatic differences our colleagues have experienced during the pandemic and the role that privilege plays. For some, this has been a time to “work without interruption” and to complete more research and scholarship, while others have had their personal and professional lives completely upended. If we don’t acknowledge and strive to eliminate these differences, we will leave some colleagues behind, primarily women and our Black and brown colleagues.

During the past 10 months, more has been required of our junior faculty, APIRs, adjuncts, lecturers, coaches and staff and who have received little compensation in return.  It is the responsibility of senior members to step up and to speak out on behalf of the more vulnerable faculty members in your department or area, to mentor a colleague, to assume a committee role, and to be a friend who listens and provides support. If this pandemic has taught us anything, it is that we need to take care of each other.

In conclusion, I extend my sincere gratitude to the UConn-AAUP staff: Executive Director Michael Bailey, Associate Director David Amdur, Sr. Administrative Assistant Barbara Kratochvil and Sr. Financial Manager Debra Reynolds.  They work tirelessly on our behalf and UConn-AAUP could not achieve all that we have without their guidance, knowledge and support.

Wishing all of you a joyous holiday season and a peaceful, well-deserved winter break.

Warmly,

Mary Ellen

Mary Ellen Junda, Ed.D.

President, UConn-AAUP

Chief Negotiator’s Blog 12.15.20

The following administration team members were present at this negotiations session: K. Buffkin, K. Bannister, J. Wade, P. Diplock, G. Kersaint, T. Cheng

Administration Proposals

Article 10 12.14.20 University Counter proposal

UConn-AAUP Proposals:

Article-30-12.15.20-UConn-AAUP-proposal

ARTICLE 12 Peresonnel Files 12.15.20 UConn-AAUP[1]

Article 19.6F Professional Development 12.10.20 UConn-AAUP Proposal

Chief Negotiator’s Blog: 12.10.20

Attendees for the Administration: K. Buffkin, K. Bannister, P. Diplock, J. Wade, G. Kersaint, T. Cheng

Administration Proposals: Articles 1 and 2 propose to remove coaches from the collective bargaining agreement. Article 7 proposes that the “University” will assume more management control over many functions performed by other faculty’s at the UConn. Many institutions of UConn’s caliber claim the faculty are the University.

Article 6 12.9.20 University Counterproposal

Article 1 12.9.20 University Proposal

Article 2 12.9.20 University Proposal

Article 34 12.7.20 University Proposal

Article 7 12.7.20 University Proposal

UConn-AAUP Proposals

Article 5 12.10.20 UConn-AAUP Proposal

Article 19.6F Professional Developmet 12.10.20 Uconn-AAUP Proposal

Chief Negotiator’s Blog: 12.8.2020

Attendees: K. Buffkin, K. Bannister, P. Diplock, J. Wade, G. Kersaint

UConn-AAUP Proposals

Article 10 12.8.20 UConn-AAUP Counterproposal[2]

Article 19.9 12.8.20 Uconn-AAUP Provost Fund

Article 37 12.8.20 UConn-AAUP Proposal[4]

New.12ths.time 12.8.20 UConn-AAUP Proposal

12.8.20 Article 6 Final UConn-AAUP Proposal [2][3]

Administrative Proposals

Article 8 12.7.20 University Counterproposal[2]

Article 11 12.3.20 University Counterproposal[1]

Article 34 12.7.20 University Proposal

Article 7 12.7.20 University Proposal[3]

Chief Negotiator’s Blog: 12.3.2020

Present for the Administration; K. Buffkin, K. Bannister, J. Wade. G Kersaint, P. Diplock, T. Cheng.

UConn-AAUP responds quickly to the administrations proposal to eliminate Longevity Pay.

Appendix A 12.3.20 Uconn-AAUP Counter-Proposal[1]

Article 18 12.3.20(1) UConn-AAUP Proposal

Article 34 12.3.20 UConn-AAUP Counter-Proposal(2)

Article 30 12.3.29 UConn-AAUP proposal

Article 15 12.3.20 UConn-AAUP proposal

Article 8 Maintenance (By-Laws)(1) 12.3.20 UConn-AAUP

Chief Negotiator’s Blog: 12-1-2020

Present for the Administration: K. Buffkin, K. Bannister, J. Wade, G. Kersaint, P. Diplock, T. Cheng

It appears that the administration is trying to balance the COVID-19 budget shortfall of $28 million out of negotiated benefits in the contract. One of the administrative proposal submitted today eliminates the longevity pay benefit and another removes the waiver of a free parking ticket for parking in a parking lot for which your  permit does not allow.

There are also significant proposed changes to Article 12 Personnel Files.

University submitted proposals:

Article 34 11.30.20 University Proposal

Article 18 11.30.20 University Proposal[2]

Article 35 11.30.20 University Proposal

Appendix A 11.30.20 University Proposal[1]

Office Space 11.30.20 University Counterproposal[3]

University Proposal Article 17 10.13.2020

UConn-AAUP Proposals:

University Proposal Article 23 Savings Clause

Article 11 12.1.20 UConn-AAUP Proposal

ARTICLE 10 12.1.20 UConn-AAUP

Chief Negotiator’s Blog: 11-17-20

Present for Administration: K Buffkin, K Bannister, P Diplock, J Wade, G Kersaint, T Cheng.

UConn-AAUP Proposals:

11-17-20 SDA1.0[3][1]

11-17-20 ARTICLE 15. Uconn-AAUP

11.17.20 ARTICLE 25 UConn-AAUP

11.17.20 New Cyber-Space-UConn-AAUP

11.17.20 Article 6 Final UConn-AAUP Proposal

 

Administration Proposals:

Article 6 11.17.20 University Counter-proposal

Article 10 11.17.20 University Counter-proposal

Article 3 11.17.20 University Counter-proposal

11.17.2020 Article 16 University Counter Proposal[1]

UConn-AAUP Supports Joint Statement and Press Conference

  • UConn-AAUP Support for Joint Statement and Press Conference/Rally

UConn-AAUP supports the action taken by the unions of the 4C’s in response to the request from the Board of Regents for $35 million in concessions from contract negotiations. Higher education in the State of Connecticut has experienced unprecedented challenges over the last nine months due to the COVID-19 virus. Last spring, faculty pivoted to deliver courses on-line to their students and have continued to teach both face-to-face and through distance-learning efforts throughout the fall semester. Campus administrators have made critically required health and safety decisions to protect faculty, staff and students. The Board of Regents needs to address the financial contraints that are due solely to COVID-19 with the Governor and legislators instead of demanding union members concede contractually agreed obligations to fill budget gaps. It is apparent that the Regents are more concerned with forcing the faculty and staff to bear the financial burden from COVID-19 than to advocate for the educational process they oversee.

 

Joint AFSCME, AFT, 4Cs Statement to Members 

CONTRACT REOPENING 

Management has requested the unions reopen our contracts and make concessions in excess of 35 million dollars. Concession items would include: furlough days, wage rollbacks, teaching more classes, giving up any claims for impact costs due to the colleges closing last spring, and emptying of our contract funds.

We (AFSCME, AFT, 4Cs) will not reopen our contracts and grant concessions.

We (AFSCME, AFT, 4Cs) have contracts that expire on 6/30/21. New contract negotiations will begin in January 2021.

If there is no meeting of the minds in the upcoming contract negotiations, we will proceed to arbitration. It is key every member understand that the current contract – including working conditions and wages – remains in place until a successor contract is either agreed to, or arbitrated and approved by the legislature.

CSCU Leadership and the BOR are stepping up their attacks on us. Their most recent attacks include the snow day policy and a new mid-year Additional Responsibility review process (see below).

Be assured the unions are vigorously defending the contract, your rights and the union rights. This includes grievance, arbitration and Labor Board actions as appropriate.

Most of all we will continue to uphold your dignity and the critical role you play in the services we provide to our students and communities. This dignity and your critical role are things the BOR and CSCU Leadership increasingly neither understand nor value.

We are fighting the BOR attacks and will continue to do so. Stay positive and upbeat in this fight. Stay engaged and get more engaged.

Remember that we need to STICK TOGETHER and that TOGETHER WE ARE STRONGER!

ADDITIONAL RESPONSIBILITY (AR) REVIEW PROCESS

Many full-time faculty members with AR are concerned about the new “mid-year AR review process” initiated by the System Office. The unions advise all full-time faculty who have AR to complete the documentation requested. If any member is pressured by their local administration to abandon priorly-approved AR activity, contact your local union rep or chapter chair immediately and the unions will provide immediate assistance.

Special note and reminder to AFT/4Cs members – management is contractually required to provide AR compensation for Distance Learning activity.

In solidarity,

Larry Salay (AFSCME 2480), Dennis Bogusky (AFT) & Maureen M. Chalmers (The 4Cs)

UConn-AAUP Update: November 16, 2020

 

In this issue:

  • UConn-AAUP Support for Joint Statement and Press Conference/Rally

UConn-AAUP supports the action taken by the unions of the 4C’s in response to the request from the Board of Regents for $35 million in concessions from contract negotiations. Higher education in the State of Connecticut has experienced unprecedented challenges over the last nine months due to the COVID-19 virus. Last spring, faculty pivoted to deliver courses on-line to their students and have continued to teach both face-to-face and through distance-learning efforts throughout the fall semester. Campus administrators have made critically required health and safety decisions to protect faculty, staff and students. The Board of Regents needs to address the financial contraints that are due solely to COVID-19 with the Governor and legislators instead of demanding union members concede contractually agreed obligations to fill budget gaps. It is apparent that the Regents are more concerned with forcing the faculty and staff to bear the financial burden from COVID-19 than to advocate for the educational process they oversee.

 

Joint AFSCME, AFT, 4Cs Statement to Members 

CONTRACT REOPENING 

Management has requested the unions reopen our contracts and make concessions in excess of 35 million dollars. Concession items would include: furlough days, wage rollbacks, teaching more classes, giving up any claims for impact costs due to the colleges closing last spring, and emptying of our contract funds.

We (AFSCME, AFT, 4Cs) will not reopen our contracts and grant concessions.

We (AFSCME, AFT, 4Cs) have contracts that expire on 6/30/21. New contract negotiations will begin in January 2021.

If there is no meeting of the minds in the upcoming contract negotiations, we will proceed to arbitration. It is key every member understand that the current contract – including working conditions and wages – remains in place until a successor contract is either agreed to, or arbitrated and approved by the legislature.

CSCU Leadership and the BOR are stepping up their attacks on us. Their most recent attacks include the snow day policy and a new mid-year Additional Responsibility review process (see below).

Be assured the unions are vigorously defending the contract, your rights and the union rights. This includes grievance, arbitration and Labor Board actions as appropriate.

Most of all we will continue to uphold your dignity and the critical role you play in the services we provide to our students and communities. This dignity and your critical role are things the BOR and CSCU Leadership increasingly neither understand nor value.

We are fighting the BOR attacks and will continue to do so. Stay positive and upbeat in this fight. Stay engaged and get more engaged.

Remember that we need to STICK TOGETHER and that TOGETHER WE ARE STRONGER!

ADDITIONAL RESPONSIBILITY (AR) REVIEW PROCESS

Many full-time faculty members with AR are concerned about the new “mid-year AR review process” initiated by the System Office. The unions advise all full-time faculty who have AR to complete the documentation requested. If any member is pressured by their local administration to abandon priorly-approved AR activity, contact your local union rep or chapter chair immediately and the unions will provide immediate assistance.

Special note and reminder to AFT/4Cs members – management is contractually required to provide AR compensation for Distance Learning activity.

In solidarity,

Larry Salay (AFSCME 2480), Dennis Bogusky (AFT) & Maureen M. Chalmers (The 4Cs)

——————————————————————————

11/19 Press Conference & Rally, Noon, at System Office

Fund Public Higher Ed

The decisions we make today will define the Connecticut we live in tomorrow. For too long higher education has seen drastic budget cuts that undermine the institutions and the working class students they serve.

Austerity is a choice and one that we reject. Connecticut is one of the wealthiest states in the nation and one with the biggest gaps in income and achievement. With the political will, there are sources to fund the public goods that will ensure everyone in our state has the opportunity to thrive and achieve their dreams. Affordable and accessible public higher education is a pathway to a better life for so many in our state. We can do this without harming the economic future of working and middle class people… simply put, billionaires and millionaires must pay their fair share.

We believe in a better future for Connecticut’s college students.  But this cannot be generated via budget cuts, institutional consolidation, or program elimination.  It will only be achieved by ensuring that our public higher education institutions are not only the very best they can be, but also affordable and accessible to the students who need them the most.

As stated above, management has requested the unions reopen our contracts and make concessions in excess of $35 million. We need YOU to turnout to this important event to demand that Connecticut creates a People’s Budget.

In Solidarity,

Mary Ellen Junda, President

Jeffrey Ogbar, Executive Vice President

Michael Bailey, Executive Director

http://www.uconnaaup.org/

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Chief Negotiator’s Blog: 11-12-20

Present for the Administration; K Buffkin, K Bannister, J Wade, G Kersaint, P Diplock, T Cheng

The following proposal were submitted by UConn-AAUP:

ARTICLE 10 11.12.20 UConn-AAUP

Article 16 11.12.20 Final UConn-AAUP Proposal

Article 3 11.12.20 UConn-AAUP Proposal[3]

 

The following proposals were submitted by the Administration:

Article 6 11.4.20 University Proposal[1]

Article 5 11.5.20 University Proposal