PSU-AAUP Tentative Agreement on the 2025-2028 Contract

Introduction

The bargaining team has secured a tentative agreement for a strong four-year contract that delivers meaningful gains in salary, equity, job security, workload protections, and support for all members. Key wins include a graduated 2025 COLA that is 5% for more than one-third of the bargaining unit while exceeding inflation for 95% of the unit; a 3% across-the-board increase in 2026; and inflation-indexed raises in the final two years. Market salary adjustments will help close persistent pay gaps, and increased post-review raises move us toward greater equity across ranks.

For the first time, APs who use languages other than English in their work will receive a 5% pay differential. We achieved enhanced layoff protections for all members, including longer notice periods and stronger recall rights. Faculty and AP workloads are better defined and now include clearer protections against unreasonable expectations.

New funding supports research continuity and professional development, while revised timelines clarify review and promotion processes. Family caregivers will benefit from expanded eligibility for financial support. And union capacity has grown with stronger release time provisions and summer pay when bargaining successor contracts.

The PSU-AAUP Executive Council, on March 26, voted unanimously to approve the Tentative Agreement and submit it to the membership for ratification.

This agreement reflects our collective strength and determination. It’s the result of many months of hard work and input from across the membership—and it represents significant progress for us all. On this website, we summarize the changes we have negotiated for a new four-year collective bargaining agreement and provide links to agreed changes to contract language.

To navigate the site, you may need to reveal the menu by clicking in the "Show sidebar" icon top left corner.