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UFF-FAU

United Faculty of Florida-Florida Atlantic University Chapter

  • Apr
    3

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  • Oct
    13

    October 13, 2010. The 2009-12 CBA will now be voted on by FAU’s Trustees at their October 20 meeting.

    Executive Committee members met today (Oct. 13) from 11AM to 1PM to count the ballots received from Bargaining Unit members for ratification of the UFF-FAU/FAUBOT 2009-12 Collective Bargaining Agreement. The results are as follows:

    97% in favor of ratification (“yes”)
    3% not in favor of ratification (“no”)

    Since the Bargaining Unit members have voted in favor of ratification, this item will now appear on the FAU Board of Trustees’  October 20 meeting agenda for the Trustees’ consideration and vote. If it is ratified by the BOT, this will become our new Collective Bargaining Agreement and raises should appear in payroll checks within the next two months. Raises are retroactive to August 2010.

    If the CBA is not ratified by the Trustees, both parties will be required to return to the bargaining table for further negotiations.

    Many thanks to all colleagues who have taken part in the ratification process! We can do together what we cannot do alone.

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  • Sep
    29

    September 29, 2010. In preparation for the ratification process presently being coordinated, the UFF-FAU Bargaining Team presents the following overview of the proposed UFF-FAU/BOT 2009-2012 Collective Bargaining Agreement

    CBATA (pdf of changes to Bargaining Agreement)

    Article 23 SALARIES

    Employees should not expect to receive raises until the contract has been ratified by the members of UFF-FAU and the FAU-BOT.

    2009-2010: No increases.

    2010-2011: The agreement provides funds equal to 3% of the total salary of bargaining unit employees for a salary increase for the 2010-11 academic year. The increases will be retroactive to August 11, 2010.

    Raises will be broken down as follows: 1% will be retention (across the board) for all bargaining unit employees. Of the remaining funds, in the case of faculty employees, 1% is allocated for market equity adjustments and 1% will be allocated for merit increases. A&P employees will get a 2% merit increase, and University school employees can expect to receive 2% for merit increases and an additional $21,500 for market equity adjustments.

    Available Market Equity will be distributed by an elected faculty committee (who are eligible for market equity funds), and the criteria they use will be made available to faculty before the funds are distributed. Merit increases will be awarded according to the established criteria in the department, school, or unit.

    2011-2012: To be negotiated Spring 2011

    Article 6 Nondiscrimination

    After many years of bargaining for this change, sexual orientation has finally been added to the “…shall not discriminate against any faculty member based on…” list in 6.2 (a)(2).

    Article 8 Appointment

    Under Supplemental Summer Appointments, 8.4(b), there are many wording changes and rearrangements. The substantive changes include (1) clarifying the right of the administration to assign courses as they wish after bargaining unit faculty willing to teach are given one course—but subject to written criteria, and (2) to allow deans to set compensation at a reduced rate for additional courses beyond 6 credit hours.

    Articles 9 Assignment of Responsibilities

    The statement that responsibilities beyond those related to assigned courses, such as thesis/dissertation supervision, directed independent studies, supervision of research teaching and interns, as well as other research and service activities, may be assigned during the summer term for additional compensations has been moved from Article 8 to 9.5(a) where it is more transparent.

    Article 13 Layoff

    A single point person, the Provost, will be responsible for layoffs and layoff unit designation.UFF will be provided notice identifying the layoff unit and reasons for the layoff 30 days prior to notifying employees. Phased retirees may be laid off before tenured employees but may not be laid off if there are employees with less than or equal to 5 years service in unit. Employees rejecting an offer of “appropriate alternative/equivalent employment” shall not receive further consideration or benefits included in this article. Nine-month faculty should receive notice by September 15th for a termination date of the end of the following spring, where circumstances permit. The University must demonstrate that circumstances do not permit if shorter notice is given. (See Article 20.4)

    Article 15 Tenure and Permanent Status

    If an employee fails to apply for tenure before or during the sixth year of tenure-earning service (including tenure credit granted at the time of hiring), the employee’s employment will terminate at the end of the seventh year of service.

    Article 16 Disciplinary Action and Job Abandonment

    Notice no longer requires written documentation of receipt. Job abandonment is now defined as absence without authorized leave for seven (from ten) or more calendar days unless the absence is for reasons beyond the employee’s control and the employee notifies the University as soon as practicable. When the University receives notification of misconduct in the classroom, a chair/supervisor or other University representative may conduct unannounced observation/visitation for purposes of investigating the allegations.

    Article 17 Leaves

    The use of accrued leave during a period of leave without pay for medical reasons shall be approved for up to six months if appropriate medical documentation is provided. Employees on parental leave may use up to six weeks of paid sick leave for the period of leave immediately following the birth of a child. Parental leave beyond this period may be covered by other accrued paid leave or remain a period of unpaid leave. Nine-month faculty must use sick leave in 4-hour increments.

    FAUS employees may take five (up from 4) days of personal leave per year. The first day will not be charged; the remaining four days, if needed and used, shall be taken from sick leave. The employee shall provide at least one week’s notice (up from two day’s) of intended leave.

    Article 18 Intellectual Property

    Traditional Works of Scholarship and Instructional Works are still the property of the Creator, but now these works must be made available to, and maintained by the Universit for administrative purposes. The University shall compensate the employee for any costs incurred.

    Article 19 Conflict of Interest/Outside Activity

    “Reportable Outside Activity” means any compensated or uncompensated professional practice, consulting, teaching, or research which is not part of the employee’s assigned duties and for which the University has provided no compensation.

    Article 20 Grievance and Arbitration Procedure

    The Burdens of Proof shall be on the University in cases of Disciplinary Action and Job Abandonment and to the “where circumstances permit” clause in Article 13 (Layoff).

    Article 22 Study Leave and Sabbaticals

    The number of full year sabbaticals has increased from a ratio of 1 for every 30 eligible employees to 1 for every 26 eligible employees.

    Article 24 Benefits

    Retired faculty may receive a parking decal at adjunct rates. Retired employees may be re-employed at the same rate as adjuncts, but may retain their pre-retirement title.

    Article 25 UFF Insurance Deduction

    This article was deleted as there are no such programs in existence. It will stay in the contract as a place holder (I thought we were going renumber?).

    Article 28 Miscellaneous Provisions

    Delivery of Notice. Receipt of notice is complete on delivery regardless of whether the recipient has signed, acknowledged, or opened the notice, i.e., the 30-day clock to grieve the action in a notice begins on the date of receipt.
    Read the rest of this entry »

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  • Sep
    13

    September 13, 2010. Raises to be retroactive to August 11, Can be expected after ratification of contract by Bargaining Unit Members and Trustees.

    UFF-FAU and the FAU Board of Trustees have settled the Collective Bargaining Agreement for 2009-2012. The agreement provides funds equal to 3% of the total salary of bargaining unit employees for a salary increase for the 2010-11 academic year. The increases will be retroactive to August 11, 2010.

    Raises will be broken down as follows: 1% will be retention (across the board) for all bargaining unit employees. Of the remaining funds, in the case of faculty employees, 1% is allocated for market equity adjustments and 1% will be allocated for merit increases.

    A&P employees will get a 2% merit increase, and University school employees can expect to receive 2% for merit increases and an additional $21,500 for market equity adjustments.

    Further details about the other changes to the agreement will be announced prior to the ratification vote which will take place shortly. Employees should not expect to receive raises until the contract has been ratified by the members of UFF-FAU and the FAU-BOT.

    Our Strength is in Numbers. Join United Faculty of Florida today!
    Click here to find out more about membership.

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  • Feb
    3

    February 3, 2010. Administration claims “philosophical” objection to faculty teaching in summer, Says professors should use summer months for research, BOT and administration remain tight-fisted on salaries

    We continue to try to reach an agreement on summer teaching. The administration’s new position is that cuts to faculty summer appointments were not entirely driven by budget cuts. They have a “philosophical” objection to faculty teaching in the summer and believe faculty should use this time for research activities.

    Faculty cannot expect any raises based on research activities in the nine month contract period (let alone in the summer) since there is still no money on the table for merit or any other salary increase.

    We have, however, reached tentative agreements on three other articles. Article 15, Tenure and Permanent Status, remains unchanged. In Article 17, Leaves, we have agreed to their request that faculty on a 9 month contract use sick leave in four hour increments. This is in response to administrative complaints that faculty do not use sick leave appropriately. They would like to encourage us to stay home when we are sick. We have also reached a tentative agreement on Article 16, Job Abandonment. An employee is considered to have abandoned his or her job if absent without authorized leave for seven or more consecutive calendar days — unless the absence is for reasons beyond the control of the employee and the employee notifies the University as soon as practicable.

    An article-by-article description of additional proposed CBA changes in ongoing bargaining is provided below.

    In solidarity,

    Sharmila Vishwasrao
    for the UFF-FAU Collective Bargaining Team

    BARGAINING REPORT BY ARTICLE 1/08/10

    PREAMBLE  :  Unchanged, Tentatively agreed (TA)

    ARTICLE 1:  BOT proposed no changes, UFF holding off until end of negotiations.

    ARTICLE  2:  Unchanged ,  TA

    ARTICLE  3: Unchanged, TA

    ARTICLE  4:  BOT proposes listing 39 instances of reserved management rights including changing teaching time/prep time, reorganization, days in semester, semester system etc, unless specified in contract.  1/6/10.

    ARTICLE 5:  BOT proposed defining misconduct as failure to uphold Academic Responsibility, UFF will not accept,  proposed no change.  UFF countered with grievability for failure by BOT (11/19).  Admin agrees to grievability – UFF under advisement.

    ARTICLE 6:  BOT proposed no changes, UFF proposed addition of ‘sexual orientation’ among non-discrimination items along with race, gender, etc.  BOT agreed to include ‘sexual orientation’.  TA 12/17/09

    ARTICLE 7:  No substantive changes, TA

    ARTICLE 8

    ARTICLE 9:  BOT proposal  11/19/09. No substantial changes.  We are holding until Article 8 is decided.

    ARTICLE 10:  At issue, who is responsible for annual evaluation, should UFF activities be part of annual evaluation, process of disputing annual evaluation.  Mostly agreed, UFF will counter with minor language changes. 12/17/09.

    ARTICLE 11:  No change, TA

    ARTICLE 12:  BOT proposed unchanged.

    ARTICLE 13: BOT proposes substantial changes.  1/6/09.

    ARTICLE 14:  No changes.  TA. 12/7/09

    ARTICLE 15.  No substantial changes.  Continuing multiyear removed from title (they do not exist) TA 12/17/009

    ARTICLE 16:  Job considered abandoned after 7 consecutive calendar days of unauthorized leave.  (Used to be 10 days) TA 12/17/09.

    ARTICLE 17:  9 month faculty must take sick leave in 4 hour blocks.  They think this will induce faculty to use sick leave appropriately.  We are skeptical but agreed.  TA 12/17/09.

    ARTICLE 18:  Administration wants “Traditional Works of scholarship and Instructional works to be made available to, and maintained by the University for administrative, educational, research or other pedagogical purposes”.  UFF response only for administrative purposes (11/19).  Admin agrees to UFF counter.  New language in 18.4 (b)”Traditional Works of Scholarship and Instructional Works are the property of the Creator, but such works must be made available to, and maintained by the University for administrative purposes.  The University shall compensate the employee for any costs incurred.”  TA on 11/19/09.

    ARTICLE 19:  BOT proposal is unchanged, UFF will propose changes.  BOT agrees that faculty without summer appointments can teach at other educational institutions, UFF will counter 1/6/10.

    ARTICLE 20:  BOT has proposed substantial changes 12/7/09.  UFF is considering.

    ARTICLE 21:  BOT proposes unchanged. (Lydia will check).  TA 12/7/09

    ARTICLE 22:  BOT proposes unchanged.  UFF proposes additional full pay sabbaticals and .75% increase on half pay sabbaticals. (11/19).

    ARTICLE 23:  Salaries.  UFF proposed bargaining starting salaries, 2.5% ATB, 1% merit, 1% equity, no discretion, step increases for FAUS.  Admin suggest on 11/19/09 that BOT is not inclined to give raises this year.  BOT proposes 0 raise 12/7/09.  Wants limited discretion for counteroffers.

    ARTICLE 24:  BOT 12/7/09.  Proposes language changes for phased retirement.  Employees will be re hired as adjunct but may retain pre retirement working title.

    ARTICLE 25:  Removed.  Remains blank as placeholder, TA

    ARTICLE 26:  No changes.  TA

    ARTICLE 27:  BOT proposes removal of one phrase, “No employee, shall as a result of the establishment of a level of rights or benefits in this Agreement, suffer a loss or diminution of any such rights or benefits for which otherwise eligible.”  This is apparent hangover from blue book where different universities may have offered benefits which do not exist in FAU-BOT CBA.  Advise?  UFF proposes unchanged (11/5)

    ARTICLE 28:  BOT proposes receipt of notice be within 3 days of mailing.  UFF

    ARTICLE 29:  29.2 removed because it is duplicated in 28.2.  TA (11/19/09)

    ARTICLE 30:  Only dates changed, TA

    ARTICLE 31:  BOT proposes unchanged 12/7/09.  UFF will withhold until end.

    ARTICLE 32:  BOT proposes, “University” means the administration/management of the Florida Atlantic University, UFF will wait to see if more definition changes are warranted.

    APPENDIX A:  BOT proposed unchanged, UFF proposed addition of Biomed faculty. (UFF counter with addition of Biomed 11/5)
    APPENDIX B:  BOT proposed unchanged, we will clean up some old language. TA 11/19/09

    APPENDIX F:   Rescinded TA

    See related posts:

    2009 Collective Bargaining Survey Results

    Collective Bargaining Update December 16, 2009

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  • Jan
    7

    Between October 23 and November 14 UFF-FAU conducted an online survey regarding important issues and concerns that our chapter’s Bargaining Team (FAU Professors Sharmila Vishwasrao, Lydia Smiley, Fred Hoffman, UFF’s Bruce Nissen ) negotiates with the FAU administration and Board of Trustees’ bargaining representatives (FAU Associate General Counsel Lawrence “Larry” Glick, Michael Mattimore of the Allen, Norton & Blue Law Firm, and FAU Associate Provost Norman Kaufman). A total 247 faculty members participated in the survey, or about 30% of the Bargaining Unit.

    Taken as a whole, the survey results strongly suggest that FAU faculty members are concerned about low salaries, the protection of tenure, and the need to specify layoff criteria. Layoff criteria stipulated in the UFF-FAU/BOT 2006-09 Collective Bargaining Agreement were compromised by the administration last spring through the College of Engineering’s creation of “functional units” or “pools,” which were used as a pretext to terminate five tenured faculty. Summer teaching was also an issue for about half of faculty surveyed. Roughly a third of faculty also noted promotion for instructors, benefits for domestic partners (already acknowledged and offered at other Florida state universities), intellectual property, and childcare, as matters that should receive priority at the bargaining table.

    Over half of faculty (51%) worry that their salaries are falling below national averages for their rank and discipline, a concern that is upheld by the most recent salary data gathered by AAUP, showing faculty salaries at FAU as second-lowest in the state, ahead only of Florida Institute of Technology. Results also indicate that about 60% of faculty rely on summer teaching to augment their low salaries. The right to summer teaching is one which the administration’s bargaining team has sought to restrict even further. Given the choice between a ten percent increase in salary and the right to teach two summer courses, faculty overwhelmingly (91%) chose a salary increase.

    UFF-FAU would like to thank all of the faculty members who took a few moments to take part in the survey. We realize that the survey could be improved in areas–particularly for those faculty such as counselors and librarians who work on a 12 month contract. Further, in future surveys we intend to provide for open-ended questions where faculty will be able to provide detailed responses and suggestions for improvement, so please stay tuned.

    Regarding Question 1 of the survey, College or Unit designation, 4%(9) of faculty members noted their position was in College of Urban and Public Affairs, 13% (31) in College of Engineering and Computer Science, 32% (77)  in College of Arts and Letters, 14% (34) College of Business, 4% (10) Library, 3% (7) Honors College, 2% (5) College of Nursing, 14% (34) College of Science, 13% (30) College of Education, and 1% (1) Counseling. On Question 2, years of service at FAU, 17% were employed 1-5 years, 32% 6-10 years, 20% 11-15 years, 13% 16-20 years, 9% 21-25 years, and 9% have 26 or more years employment. The remaining results are presented below as they were presented on the survey.

    3. Of the following concerns, rank each from 1 to 5 where 1 is most important and 5 is least important. (Percent ranking as top two concerns)

    3a. Salary increases. ………………….80%
    3b. Protecting tenure. ………………….71%
    3c. Layoff criteria and units. …………..64%
    3d. Promotion for instructors. …………30%
    3e. Summer teaching. ………………….47%
    3f. Intellectual property rights. …………33%
    3g. Benefits for domestic partners. ……29%
    3h. Childcare. ……………………………27%

    4. Indicate using numbers betwen 1 and 100, what percentage of any salary increase should be allotted to:
    4a. Across the board. …………………41.3% (average)
    4b. Market Equity. …………………….30.8% (average)
    4c. Merit. ………………………………….26% (average)

    5. Of the following concerns, rank your most important concern 1, your next most important concern 2, your next most important concern 3, and your least important concern 4.
    5a. The most serious salary concern for FAU faculty is the failure to be rewarded for meritorious performance: 21%.
    5b. The most serious salary concern for FAU faculty is FAU faculty falling behind national averages for rank and discipline: 51%.
    5c. The most serious salary concern for FAU faculty is salaries for experienced faculty falling behind those of newly hired faculty: 24%.
    5d. The most serious salary concern for FAU faculty is salaries failing to keep pace with increases in the cost of living: 45%.

    6. Was the possibility of extra pay for teaching summer classes mentioned when you were hired to work at FAU?
    Yes. ……………………80%
    No. ……………………..20%

    7. How many classes did you teach in …
    7a. Summer 2009
    0………………………..42%
    1………………………..40%
    2………………………..18%
    3+………………………..1%

    7b. Summer 2008
    0…………………………38%
    1…………………………41%
    2…………………………19%
    3+………………………..2%

    7c. Summer 2007
    0…………………………35%
    1…………………………35%
    2…………………………27%
    3+…………………………2%

    8. In 2009 would you have liked to have taught more classes than you were offered to teach in order to augment your 9 month salary?
    Yes……….39%
    No…………61%

    9. Using a scale from 1 to 5, where “1″ is most important and “5″ is least important, how important is summer pay in your decision to stay at FAU in the long term?
    1……………30%
    2……………19%
    3……………17%
    4…………….9%
    5…………….25%

    10. Using a scale from 1 to 5, where 1 is most important and 5 is least important, which of the following are important for summer assignments.
    10a. Salary
    1…………….61%
    2…………….20%
    3……………..9%
    4……………..2%
    5……………..7%

    10b. Predictability in pay and assignments.
    1……………..38%
    2……………..29%
    3……………..18%
    4………………6%
    5………………9%

    10c. Flexibility in course times/semesters.
    1………………24%
    2………………17%
    3………………32%
    4………………12%
    5………………15%

    11. Given a choice between (a) or (b) below, indicate which you would choose.
    a) A 5% increase in your 9 month salary: 70%
    b) The right to teach up to two courses in the summer: 30%

    12. Given a choice between (a) or (b) below, indicate which you would choose.
    a) A 10% increase in your 9 month salary: 91%
    b) The right to teach up to two courses in the summer: 9%

    See related post:

    Collective Bargaining Update, December 16, 2009.

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  • Dec
    16

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  • Nov
    11

    November 11, 2009. The UFF Bargaining Team and FAU Board of Trustees negotiators have met to bargain the full collective bargaining agreement (CBA) for 2009-2012 three times this semester.  Additional meetings are scheduled for November 19th, December 2nd, December 7th and December 11th.

    We have reached tentative agreements on some articles already.  An article-by-article description of proposed changes appears below.

    The last meeting was devoted to a discussion of a new summer appointment article.  UFF is interested in preserving the quality of instruction in the summer and maintaining predictable faculty incomes over the summer appointment period.  The administration team has expressed a desire to have the discretion to offer classes and assignments based on budgetary concerns.  As part of an earlier settlement of an Unfair Labor Practice brought by UFF-FAU in June, both parties have until December 6th to reach an agreement on summer appointments or the issue will go to impasse.  We will discuss proposals on summer appointments at the next meeting.

    We understand that the academic year is already underway and that faculty are working without any pay increases for 2009-10. UFF has already proposed salary increases.  We will keep you posted as to the progress of any negotiations.

    Please take the time to fill out the UFF Bargaining survey.   It is one of the ways we are trying make bargaining more representative of the entire faculty’s wishes and concerns. If you are a faculty member you should have already received a password to access the survey. Contact James Tracy at 297-6265, or email president(at)uff-fau.org to obtain the password. Survey data collection closes on November 14.

    In solidarity,

    Sharmila Vishwasrao
    for the UFF-FAU Bargaining Team

    BARGAINING REPORT BY ARTICLE

    PREAMBLE  :  Unchanged, Tentatively agreed (TA)

    ARTICLE 1:  BOT proposed no changes, UFF holding off until end of negotiations.

    ARTICLE  2:  Unchanged ,  TA

    ARTICLE  3: Unchanged, TA

    ARTICLE  4:

    ARTICLE 5:  BOT proposed defining misconduct as failure to uphold Academic Responsibility, UFF will not accept, proposed no change.

    ARTICLE 6:  BOT proposed no changes, UFF proposed addition of ‘sexual orientation’ among non-discrimination items along with race, gender, etc.

    ARTICLE 7:  No substantive changes, TA

    ARTICLE 8

    ARTICLE 9

    ARTICLE 10:  At issue, who is responsible for annual evaluation, should UFF activities be part of annual evaluation, process of disputing annual evaluation.

    ARTICLE 11:  No change, TA

    ARTICLE 12

    ARTICLE 13

    ARTICLE 14

    ARTICLE 15

    ARTICLE 16

    ARTICLE 17

    ARTICLE 18:  Administration wants “Traditional Works of scholarship and Instructional works to be made available to, and maintained by the University for administrative, educational, research or other pedagogical purposes”.

    ARTICLE 19:  BOT proposal is unchanged, UFF will propose changes.

    ARTICLE 20

    ARTICLE 21:  BOT proposes unchanged.

    ARTICLE 22:  BOT proposes unchanged.

    ARTICLE 23:  Salaries.  UFF proposed bargaining starting salaries, 2.5% ATB, 1% merit, 1% equity, no discretion, step increases for FAUS.

    ARTICLE 24

    ARTICLE 25:  Removed.  Remains blank as placeholder, TA

    ARTICLE 26

    ARTICLE 27:  BOT proposes removal of one phrase, “No employee, shall as a result of the establishment of a level of rights or benefits in this Agreement, suffer a loss or diminution of any such rights or benefits for which otherwise eligible.”  This is apparent hangover from blue book where different universities may have offered benefits which do not exist in FAU-BOT CBA.  Advise?

    ARTICLE 28:  BOT proposes unchanged.

    ARTICLE 29

    ARTICLE 30:  Only dates changed, TA

    ARTICLE 31

    ARTICLE 32:  BOT proposes, “University” means the administration/management of the Florida Atlantic University, UFF will wait to see if more definition changes are warranted.

    APPENDIX A:  BOT proposed unchanged, UFF proposed addition of Biomed faculty.
    APPENDIX B:  BOT proposed unchanged, we will clean up some old language.
    APPENDIX F:   Rescinded TA

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  • Oct
    24

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  • Apr
    30

    On May 15 the UFF-FAU Executive Committee met to conclude the ratification process for changes to the 2007-08 and 2008-09 Collective Bargaining Agreement imposed by the FAU Board of Trustees on April 21. About six percent of faculty (54) cast ballots. A total of 43 voted to ratify the 2007-08 contract changes involving phased retirement and refusal of any salary increase; 9 voted against ratification and 2 abstained. Just 35 faculty voted to ratify the 2008-09 changes for a 1% increase in salary effective November 1, and a $1,000 bonus, 18 voted against the changes, and three abstained. UFF-FAU contests the BOT’s contract language on summer course assignments which restricts faculty from teaching more than one summer class.

    The low vote at least partially suggests the faculty’s overall disillusionment with the FAU BOT’s leadership of the University. The Florida Board of Governors, a body established in 2002 under the Governorship of “Jeb” Bush, superseded the Board of Regents as the governing body of the State University System. In association with the Governor the BOG appoints local Boards of Trustees as their designees at each state university to oversee labor-management relations. Because of the heretofore unresolved inference that the Boards of Trustees are legislative bodies with the power to settle disputes involving state employees, the changes to the Collective Bargaining Agreement became effective when the BOT voted on April 21. In the matter of the impasse invoked in November 2008 by the FAU-BOT, the body was likewise a party in the dispute. The impasse process requires obtaining recommendations from a Special Magistrate appointed by the Public Employee Relations Commission to settle the dispute. On April 21 the FAU BOT defied the Magistrate’s recommendation of a minimum 2.5% across-the-board salary increase for FAU faculty members.

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Robert Zoeller;
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561-297-2549
president@uff-fau.org

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