Negotiations 2018-2019


Contract Ratified 

Vote completed April 26, 2019

Terms of the New Contract

Specific Language for the TAs is available on the PTFA Members'
Canvas page. For access, contact Rebecca: secretary [at] usfptfa.org

Why PTFA Members Should VOTE YES to Ratify the Contract

The PTFA Policy Board encourages a YES VOTE

Participatory Processes Used in Contract

Input by PTFA members since 2016 was key to negotiations

PTFA Contract Negotiations Concluded: 5 April 2019

Thanks for your support of our bargaining efforts!




Contract Ratified by PTFA Members

The terms of the new contract were ratified overwhelmingly by PTFA members!


Thank you for your engagement on the issues surrounding contract ratification.  We understand that this was a difficult decision for many, and appreciate all members who expressed their perspectives on the issues.  We look forward to continuing the engagement when we gather again in fall 2019.

The Association is grateful to Negotiating Team members John Higgins, Sue Bae, Rebecca Seeman, Bob Bathrick, Brad Morrison, Katherine Black and our labor consultant Matt Austin (Blanning and Baker); Policy Board Reps Sylvia Andrade, Peter Geiger, Peter Ajer, Rob Boller, and Casandra Millspaugh; the outstanding rank and file members of the PTFA Contract Action Team (CAT): Natacha Ruck, Sabrina Nelson, Jill Schepmann, Ed Lenert; as well as the many activist members of the PTFA who helped at the various events and actions through 2018 and 2019.

281 voted, out of 621 possible voters (45% voter turnout)
223 voted YES (79.36%)
58 voted NO (20.64%)

Members can expect a retroactive payment for the Spring 2019 semester in either their May 22nd or June 7th paycheck.

Thank you for your support and engagement!





Here is a copy of the new contract terms below as a PDF file

Terms of the New Collective Bargaining Agreement (CBA)

Specific language in the terms (Tentative Agreements, TAs) is available on the PTFA Members' Canvas Page: "Modules"  
For access, contact Rebecca: secretary [at] usfptfa.org

 Note: This summary is an interpretation only of the items on which the Union and the University have reached Tentative Agreement (TA). 

It is possible that inaccuracies or errors may exist as items are condensed for simplicity and as the TAs are written into the contract for final ratification.

 

DURATION OF CONTRACT

1.    A contract to 2023, with financial (and other) re-openers in July 2021.

 

SALARY

1.    Salary: Fall and Spring Semesters

a.    Spring 2019: non-PHP & PHP: 2%

b.    Spring 2020: non-PHP: 3%; PHP: 2%

c.    Spring 2021:  non-PHP & PHP: 3.5%


2.    Salary: Summer and Intersession Semesters, effective 2019:

a.    Summer and Intersession courses will be offered at the non-PHP rate.

      i.     Exceptions to the new summer rate for 2019 ("PHP rate" refers to the PHP rate in effect in Fall 2018):

1.    If a PHP adjunct has a contract to teach during summer 2019 and it states the rate of pay is is the PHP rate (e.g., SOM);

2.    If a PHP adjunct accepted an offer to teach during summer 2019, and the offer/assumption was that it was at the PHP rate

a)    with documentation, e.g.:

 i)     the adjunct is listed on Banner (recommended: take a screen shot now)

    ii)     email saying the adjunct accepted the offer

3.    [Not clear yet: There will undoubtedly be a cut off date for when a PHP adjunct accepted a class to be paid at PHP rate, but it’s not yet clear when that might be.  Expect all offers to teach summer 2019 to now be accompanied by a notice that the rate is at non-PHP pay. If it's not clear, ask.]

b.    Seniority in course assignments will be followed year round.


3.    Reduced Enrollment Course (REC) and Directed Study, effective summer 2019:

a.    Salary is tied to enrollment at rate of n/12 (previously n/10). 


4.    Course Cancellation

a.    Remains same for courses cancelled within current windows.

b.    Courses cancelled day before class meets or later: 15% compensation.


5.    Anti-Harassment Training

a.    Compensation for training every two (2) years: $70

 

BENEFITS

6.    Kaiser Health Care:

a.    No limit to number of adjuncts who can enroll.

b.    Requirements: 1 year and 12 units completed.

c.    Effective January 1, 2020: One time permanent $10 reduction in Kaiser premium for all enrollees. 

 i.     This establishes a new baseline for premiums in the future.

7.    Teaching Development Funds

a.    Fall 2018: $85,000

b.    Fall 2019: $80,000

c.    Fall 2020: $80,000

d.    Unallocated TDF dollars return to University on 31 May 2019

e.    Joint USF & PTFA TDF committee to allocate funds across all colleges and schools.

8.    Transit Card

a.    Clipper card remains funded at same level.

9.    Koret

a.    No increase in Membership fee.

b.    Restriction lifted on hours of use.

 

AWARDS

10.  University to fund 5 annual awards: Distinguished Adjunct Teaching Award (DATA), Sr. Vicky Siu Award for Service to University; Innovations in Teaching Award.


PATH TO FULL TIME POSITION AT USF

11.  Full Time Hire

a.    Provost commitment to encourage Deans to consider adjuncts for sabbatical replacements and term positions. 

b.    Workshops to help part time faculty obtain full time positions at USF or elsewhere.

 

PHP

12.  PHP

a.    TIAA retirement contribution:  No change.

b.    Tuition remission: No change.

c.    Life Insurance

i.     Fall coverage will be extended through the start of the Spring Semester

 ii.     COBRA coverage available to bridge the gap between Spring and Fall semester.

d.    PHP Seniority Date is the date on the initial PHP admission letter and applies to the department in which an adjunct received PHP.

e.    PHP Seniority in Courses Applies To:

 i.     Courses listed in the PHP admission letter.

 ii.     Any course taught in the department [or stand alone program] since attaining PHP status that was assigned without “restrictions” (i.e., “course will not be part of your PHP seniority”).

1.    AEM is considered part of Rhetoric and Language.

  iii.     Additional courses may be added to an adjunct’s PHP seniority list; a process for this will be developed by the Union and the University.

f.     Joint USF and PTFA Task Force to explore language to help articulate  “Established Competence” in the CBA.

g.    A Peer Review Committee to provide recommendations to University on PHP applications, to begin fall 2019.

i.     Compensation for Adjuncts serving on the Peer Review Committee: $400.

h.    October 15, 2019: application deadline for PHP 1 and PHP 2; only includes adjuncts who sent an email to the dean with “intent to apply for PHP” as of February 15, 2019.

i.     Minimum Criteria: as existed Feb 15, 2019.

 ii.     PHP decisions to be decided before the start of the Spring 2020 semester.  PHP status applies to Spring 2020.

iii.     Number of PHP awardees: 8 across the University (CAS, SOE, SONHP, SOM; Administration determines allocation by school/college and department).

i.     October 15, 2020: application deadline for PHP 1 and PHP 2.

 i.     Minimum Criteria PHP 1: 54 units and three years service.

ii.     Minimum Criteria PHP 2: 128 units and ten (10) years service.

 iii.     PHP decisions to be decided before the start of the Spring 2021 semester.  PHP status applies to Spring 2021.

 iv.     Number of PHP awardees: 8 across the University (CAS, SOE, SONHP, SOM; Administration determines allocation by school/college and department).

j.     October 15, 2021: application deadline for PHP 1 and PHP

  i.     Minimum Criteria PHP 1: 54 units and three years service.

 ii.     Minimum Criteria PHP 2: 128 untis and ten (10) years service.

iii.     PHP decisions to be decided before the start of the Spring 2022 semester.  PHP status applies to Spring 2022.

 iv.     Number of PHP awardees: 9 across the University (CAS, SOE, SONHP, SOM; Administration determines allocation by school/college and department).

 

COURSE ASSIGNMENT PROCESS

13.  Course Assignment Process (effective Spring Semester 2020)

a.    Notification by University that course assignment process has started; full time faculty have been assigned courses.

b.    Starts with most senior PHP, then moves to second, and down the seniority list.

c.    Courses offered: courses according to 12.e., above.

d.    PHP adjunct may request to be assigned courses they have not taught at USF (request for future semesters).

e.    Courses are offered to non-PHP after all eligible PHP have been offered courses.

f.     Courses offered one at a time by PHP seniority and 12.e, above.

 i.     PHP adjuncts in these departments will be offered courses two at a time, as set by historical practice: Rhetoric and Language, Philosophy, Theology and Religious Studies, Spanish.

 

GRIEVANCES AND NLRB CHARGE:

14.  Grievances and NLRB Charge

a.    Grievances in Media Studies from 2016 withdrawn

b.    NLRB charge, allegations dropped:

 i.     Failure to provide information

1.     NOTE: USF Administration did provide the requested data as promised.  The Union overlooked the data provided, due in part to miscommunication with Administration. 

ii.     Unilateral changes to the CBA in course assignments 

1.    NOTE: Agreement on course assignment process moving forward; compensation provided to adjunct who ended up without a course Spring 2019.

 iii.     Failure to Notify PHP Faculty About PHP Applications February 2019

1.    NOTE: Agreement on PHP applications dates and processes moving forward.

 iv.     Threats and Reprisals for Union Activity

1.     NOTE: Union and Administration agree to process of continued discussion to resolve the issues involved and address future complaints.


ADDITIONAL:

15.  Jury Duty Leave spelled out.

16.  Adds “collegiality” clause to contract.

17.  Lockable Union file cabinet.

18.  NTAs.  Not covered by PTFA CBA. PTFA recommendation: $35 hour (negotiable).

19.  MOUs:

a.    SOM PHP

b.    2017 Grievance/NLRB settlement 

 

Here is a copy of the new contract terms above as a PDF file

Specific language in the Tentative Agreements (TAs) is available on the PTFA Members' Canvas Page: "Modules"   
For access, contact Rebecca: secretary [at] usfptfa.org



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Why PTFA Members Should VOTE YES To Ratify Terms of the New Contract

The PTFA Policy Board encourages you to VOTE YES to ratify provisions of the new contract 

during ratification vote, Wednesday 26 April, 12:01am to Friday 28 April 11:59pm.

 

This, like all contracts, has much that will disappoint members.  And some that will please members.  Through each step of the bargaining process, the Negotiating Team kept in mind the priorities provided by members through the CAT, the contract survey, and membership meetings:  salary, benefits, and job security.  We lost on some issues, we won on others . . . but we fought like hell every step of the way to obtain the best possible contract for our members.  We feel this is the best contract we could negotiate at this time.

 

After 3 years of planning and involving PTFA members under the CFT’s “Best Practices” for contract negotiations, 10 months of hard bargaining with over 60 caucuses and negotiating sessions, and hundreds of meeting hours, the USF Negotiating Team believes this is the best possible contract we could achieve at this time. Ratification requires a majority of voting members.  A “no” vote means that both sides go back to the bargaining table, where we may lose some of the gains achieved over the past 10 months.  We’ve relied on members’ input over the past 2 years to direct us before and during the negotiations process.  We now count on you to vote YES for the proposed contract – and urge your adjunct colleagues to also vote YES.

 

Consult the “CBA Changes document” for a list of all proposed changes to the CBA.  Here we will emphasize the gains made by Association members in the new CBA and clarify some issues on which members have requested details or explanation.

 

 

DURATION OF CONTRACT

1.    It’s a 3 year contract, instead of the 2 years Administration proposed at the start of talks.

2.    The contract expires June 2023, with negotiations on “reopener” sections June 2021.

 

PAY

3.    Increases pay to non-PHP adjuncts while freezing PHP rates in year 2 of the contract (non-PHP: 3%; PHP: 2%).
NOTE: Discussions among the Negotiating Team and with the Contract Action Team (CAT) and members overwhelmingly supported solidarity and closing the pay gap between non-PHP and PHP salaries.

a.    Union proposals to boost job security or an automatic step system for non-PHP adjuncts were rejected by USF Administration 

4.    Payment for course cancellation the day before a class begins or after is at 15% (up to that date remains at 10%)

5.    Compensation for anti-harassment training (2 hours) is $70 (up from $50).

 

HEALTH CARE

6.    Reduces service requirements for Kaiser health care to 1 year and 12 units completed (previously: 16 units).

7.    Provides a one time permanent $10 reduction in Kaiser premium for all enrollees, establishing a new baseline for premiums in the future.

8.    Opens Kaiser health care to all adjuncts, removes cap on number of adjuncts.

a.    Previously, PHP were given priority with a cap on the number of covered adjuncts.

 

LIFE INSURANCE (PHP)

9.    Life insurance coverage for Fall Semester will be extended through the start of the Spring Semester.  COBRA coverage available to bridge the gap between Spring and Fall semester.

 

JURY DUTY

10.  Jury duty is addressed with language parallel to the CBA of the full time faculty.

 

GETTING A SUBSITUTE TEACHER FOR A CLASS YOU WILL BE MISSING:

11.  NOTE: Not addressed in the contract, but clarified during talks: an adjunct who will be missing a class should not pay a replacement out of his/her pocket. Instead: (1) notify your chair/director of your absence, preferably with appropriate notice; (2) provide reasonable help finding a replacement.

 

KORET

12.  Removes restrictions on hours of use of Koret.

 

TEACHING DEVELOPMENT FUNDS (TDF)

13.  Provides for a university-wide committee of Administrators and Adjuncts to allocate TDF in all colleges and schools. 
NOTE: We see this as a way to standardize standards and processes for TDF awards across the campus, and to increase TDF awards in schools that have not been particularly proactive in allocating funds.  

 

FULL TIME POSITIONS

14.  The Provost will encourage deans to consider current adjuncts for full time term hires, particularly sabbatical and other limited term positions.

15.  The University will provide workshops to help part time faculty obtain full time positions at USF or elsewhere.

 

AWARDS

16.  University will fund 5 annual awards, up from 3 awards.

 

PHP 

17.  PHP seniority clarified, preserved, and enhanced.
NOTE: This is a major accomplishment, resulting from the 2016 grievances and NLRB charges against USF, over 60 hours of discussions with Administration in 2017, and hundreds of hours at the bargaining table.

a.    “established competence” is now recognized as course-specific.

                                               i.     PHP have seniority in courses based on courses listed in their letter of PHP appointment; and in each course they have taught since entering PHP without “restrictions” (e.g., “you will receive PHP pay but not PHP seniority if you teach this course”).  

1.    The Union has received from Administration a full list of courses listed in an adjunct’s initial PHP letter or taught since receiving PHP status.  
NOTE: Check with a Union officer if you’d like to see the courses Administration has recorded on your PHP list.

b.    There is a single seniority date for all courses on a PHP’s course list: the date entered PHP.

c.    Seniority applies year-round: fall, spring, intersession, and summer.

d.    PHP seniority applies to a department or stand-alone programs. 

                                               i.     Including AEM within Rhetoric and Language

e.     NOTE: The Union successfully fought back attempts to insert language into the CBA that would allow Administration to hire whomever they wanted, for whatever reason, despite an adjunct’s PHP status in a course.

f.     A process is established by which courses will be offered to PHP adjuncts, based on seniority and their PHP courses.

                                               i.     NOTE: As per the 2017 NLRB settlement with USF, PHP adjuncts are entitled to a second course if a course is available and is on their PHP seniority list, before the course is offered to a non-PHP adjunct.

g.    PHP adjuncts are able to apply to teach new courses and eventually add them to their PHP course list.

h.    Establishes a Joint USF and PTFA Task Force to explore language to help articulate “Established Competence” in the CBA.

                                               i.     NOTE: Despite clarifying the term as provided above, Administration insisted on maintaining “established competence” in the CBA.  We successfully fought back multiple attempts to re-write section 12.9 with “established competence as determined by the dean.”

i.     An Adjunct Peer Review Committee is established to provide recommendations to the deans regarding PHP applications.  Compensation: $400 each.

                                               i.     NOTE: This is a first step in making more transparent the process inside the “black box” where PHP decisions have been made in the past.

j.     USF Administration wanted a 3 year “freeze” on all PHP applications.  

                                               i.     NOTE: Administration could have simply not awarded PHP 1 or PHP 2 status to any adjunct who applied; they didn’t need permission from the Union.  It appears that they wanted to force the Union to “own” this issue.  We presented a myriad of counter-proposals and arguments, including the observation that 20 adjuncts were raised to PHP 1 and PHP 2 status in summer 2018, when administration could have chosen to admit fewer.  Both sides finally agreed to a cap of 8 for 2 years and 9 for the 3rdyear, including both PHP 1 and PHP 2.  

k.    Administration wanted to raise the requirements for PHP 1 and PHP 2 even more dramatically.

                                               i.     We recognize the difficulties with the new requirements and the frustration for adjuncts who have been counting their units and service years, anticipating when they could apply for PHP.  We were able to reduce the units and years from Administration’s proposals, but not as far as we would have preferred.  The boost in non-PHP salary for year 2 (3% compared with 2% for PHP), although it will not compensate,  is an attempt to recognize the inequity.


The PTFA Policy Board encourages you to VOTE YES to ratify provisions of the new contract 

during ratification vote, Wednesday 26 April, 12:01am to Friday 28 April 11:59pm.



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Participatory Processes Used in Contract

The USF PTFA Policy Board began planning for negotiations in fall 2016, with efforts ramping up in 2017. We designed a process with maximum participation and input from members:

  • PTFA officers attended California Federation of Teachers (CFT) week-long “boot camp” on negotiating the best possible contract,
  • The PTFA solicited volunteers to join the Contract Action Team (CAT) to provide input on the contract before and during bargaining.  In particular, members known to be holding oppositional positions on issues were invited and encouraged to join.
  • CFT trainers and organizers conducted workshops at USF for Policy Board members, CAT members, and other member volunteers.  Workshops focused on engaging members and soliciting input for contract talks.
  • The PTFA hired labor consultant, Matt Austin, to guide us through the 2016 NLRB discussions and settlement with USF Administration, and then through the contract negotiations.
  • The CAT designed a member survey to determine members’ priorities in the new contract.
  • Tabling and other actions were conducted in 2018 to inform part-time faculty of the survey and contract talks, and to share with the USF campus community the challenges faced by adjuncts. 
  • Feedback on negotiating positions was provided by members of the CAT.
  • Updates on negotiations were provided regularly at membership meetings in fall 2018 and spring 2019.  Feedback helped determine PTFA positions at the bargaining table.
  • Feedback from members on the TAs to the contract has been overwhelmingly supportive at meetings on 4/11 and 4/15, and via email -- with recognition of the difficulties created for adjuncts by some of the provisions.

 

After 3 years of planning and involving PTFA members under the CFT’s “Best Practices” for contract negotiations, 10 months of hard bargaining with over 60 caucuses and negotiating sessions, and hundreds of meeting hours, the USF Negotiating Team believes this is the best possible contract we could achieve at this time. 


Ratification requires a majority of voting members.  A “no” vote means that both sides go back to the bargaining table, where we may lose some of the gains achieved over the past 10 months.  


We’ve relied on members’ input over the past 2 years to direct us before and during the negotiations process.  We’re now counting on you to vote YES for the proposed contract – and urge your adjunct colleagues to also vote YES.

 

Vote YES Wednesday 26 April, 12:01am to Friday 28 April 11:59pm.





PTFA Contract Negotiations Concluded: 5 April 2019

In the very early hours of Friday April 5, after a marathon 13 hour negotiation session, with a federal mediator, and the only food for the evening a small package of roasted lemon almonds and two granola bars shared among the 4 union negotiators, the University of San Francisco Part Time Faculty Association (AFT/CFT Local 6590) and USF Administration came to tentative agreement (TA) on a new contract.

The TA came after 10 months of contentious bargaining, scores of meetings and hundreds of hours at the bargaining table and caucuses with the Contract Action Team (CAT) and PTFA/Local 6590 members.  It concluded a process started by the PTFA in 2017 to prepare for the June 2018 start of bargaining, with the formation of a CAT, member surveys to determine priorities in bargaining, outreach tabling to provide information to the campus community, and encouraging members to re-commit to the Union by signing online e-membership forms.   



                                                          Solidarity Breakfast




This, like all contracts, has much that will disappoint our members. And some that will please members.  Through each step of the bargaining process, the Negotiating Team kept in mind the priorities provided by members through the CAT, the contract survey, and membership meetings: salary, benefits, and job security.  We lost on some issues, we won on others ... but we fought like hell every step of the way to obtain the best possible contract for our members.  We believe this is the best possible contract we could negotiate at this time.


Meetings to discuss provisions of the Tentative Agreement, with an online ratification vote scheduled from April 24 to April 26:
  • Thursday April 11, 11:30 to 12:45, Cowell 313.
  • Monday April 15, 12noon to 1:30pm, Malloy 405.
  • Membership Meeting: Wednesday April 24, 12noon to 1:30pm, UC 402/403 (social and food: 11:45).

After an extended and often heated bargaining process, the PTFA seeks to return to a cordial and respectful working relationship with USF Administration. We are withdrawing grievances and the NLRB charges in the belief that the remaining outstanding issues can be resolved through mediated discussions.

Bob, Sue, Brad and Matt show off
their "Union Strong" T-shirts at bargaining

The Association is grateful to Negotiating Team members John Higgins, Sue Bae, Rebecca Seeman, Bob Bathrick, Brad Morrison, Katherine Black and our labor consultant Matt Austin (Blanning and Baker); Policy Board Reps Sylvia Andrade, Peter Geiger, Peter Ajer, Rob Boller, and Casandra Millspaugh; the outstanding rank and file members of the PTFA Contract Action Team (CAT): Natacha Ruck, Sabrina Nelson, Jill Schepmann, Ed Lenert; as well as the many activist members of the PTFA who helped at the various events and actions through 2018 and 2019.

We also appreciate the efforts of the California Federation of Teachers (CFT) staff: Zev Kvitky, Sandra Weese, Sue Pak, Valerie Bachelor, and Laura Kurre for the training and support they provided to Local 6590 members.

Negotiating Team Members Sue, Brad, and John receive Pope Francis'
blessing on Union bargaining efforts


We're grateful to those courageous Association members in MFA-Writing, Media Studies, and Rhetoric & Language who stood up for all adjuncts when they filed grievances and NLRB charges through the Union against contract violations in 2016 and 2019. Your actions helped show that the PTFA is "Union Strong" ...  and helped us finally wrangle a tentative contract. It's a reminder that a contract is only as strong as our vigilance in enforcing the CBA.

AFT Local 6590 is grateful to the CFT and San Francisco Labor Council for the powerful letters and resolutions of support they sent to USF Administration. And to the hundreds of supporters on the USF campus and beyond who signed the petition of support, urging USF Administrators to bargain in good faith with the PTFA.

These included members of USF Unions: OPEIU Local 29, Operational Engineers Local 39, USFFA Local 4269, PSOA, USWW Local 1877 ... and colleagues at many campuses of the CSU system including San Francisco State U and San Jose State U and East Bay,  San Francisco City College, the California Faculty Association, Loyola Marymount U, Mission College, USC, North Central College, University of Virginia, Southwest Minnesota State U, Simon Frasier U, Depauw U, University of Colorado Bolder, University of Maine, University of Illinois, McMaster U, University of Pittsburgh, University of North Carolina Chapel Hill . . . and on.

Your solidarity inspired and sustained us through these difficult 10 months. Thank you for your support!

In solidarity, 

   John Higgins, President
   Sue Bae, Vice President
   Rebecca Seeman, Secretary
   Bob Bathrick, Treasurer

Supporters at the PTFA Solidarity Breakfast

Thank You for Your Support

 



Here's How YOU Can Help USF Part Time Faculty Get the Best Possible, Fair Contract:

  • Share Your 'Adjunct Story': "A story or example of a challenge in my life as an adjunct" (or what my life is like -- or a similar theme)
    • Use the online form or send an email.  Let us know if you'd prefer to remain anonymous or if it's ok to use your name and department.






Contract Negotiations: Feb 2019


The PTFA negotiating team met with USF negotiators on December 17 for the final meeting of 2018.  As anticipated, Management delayed again substantive movement on negotiating proposals -- a tactic they've employed since the start of talks in June.  Current contract negotiations are now the longest in the 36 years our Union has been in existence, according to long-time Union members.  A federal mediator has been included in talks since summer. 

As we discussed at length during membership meetings in Spring and Fall 2018 and Spring 2019:
  • Salary;
  • Benefits, including rates for Kaiser in line with what other groups on campus are paying for health care coverage;
  • Management proposes a 2 year freeze on PHP applications and increasing requirements for PHP status;
  • Union proposes clarification and strengthening of seniority provisions;
  • Union proposes greater job security for non-PHP adjuncts;
  • Union proposes Adjunct Review Committee (peer-review) to provide transparency to PHP application considerations and course assignments.
The civil atmosphere of the negotiations changed dramatically in October, when Management made ad hominem attacks and threats of reprisals against adjuncts on the Union negotiating team.  We've also seen more violations of the current CBA in recent course assignments for adjuncts with PHP seniority in their courses, including members of the Union negotiating team. IN RESPONSE, THE UNION FILED CHARGES OF "UNFAIR LABOR PRACTICES" WITH THE NLRB AGAINST USF ADMINISTRATION ON FEB 11, 2019.

Should you experience a violation of seniority rights in course assignments, PLEASE REPORT THESE TO officers@usfptfa.org -- AND CONSIDER FILING A GRIEVANCE.  It's the only way the Union can force Management to comply with the CBA, and improve job security for you and your Association colleagues.


The next negotiation meeting is scheduled for February 28, over two months since the last meeting.  Management delayed meeting until numbers were in from the Feb 8 Census Date, so they could argue even more financial hardships due to reduced student enrollment... and so, even more reduced salary increases for part-time faculty.

We encourage you to get involved in the contract discussions and actions.  The Contract Action Team (CAT) can use additional members to help work on actions that will help move the contract talks forward.  Send a note with your interest in CAT to secretary@usfptfa.org  


Ċ
John Higgins,
Apr 23, 2019, 11:36 AM