Thanks to yesterday’s March for Thanks — where FAM faculty and librarians 🍁hand-delivered handwritten notes demanding a FAIR CONTRACT NOW to Miami’s President 🍁 — today we reached tentative agreement (TA) on two major articles: Grievance & Arbitration and Appointment & Promotion of Tenure-Track & Tenured Faculty. We have been negotiating these articles for the better part of the year, and these TAs deliver the protections for our members that we have been demanding, including robust processes to enforce members’ rights under the contract, protect against unfair termination, and effectively appeal negative decisions on promotion and tenure.
The Union and the University also signed an MOU significantly increasing research funds for our members. The Publication, Reprint, Exhibition, & Performance Costs (PREP) program will increase available funds from $500 annually to $3000 per scholarly product, with no annual limit.
Additionally, FAM passed counters today on Leaves; Financial Exigency & Academic Reorganization; Intellectual Property & Copyright; Appointment, Renewal, & Promotion of TCPL Faculty; and a package proposal including Management Rights, Association Rights, and Shared Governance. We continue to make progress on these important articles, and look forward to management’s movement on compensation and job security.
Management responded today on Grievance and Arbitration (which we TA’d), Association Rights, Faculty Evaluations, and Leaves. They continue to stall on the key outstanding provision: compensation. We need to keep up the pressure to win the contract we deserve!
Come out to FAM-L bargaining TOMORROW at Demske in Oxford to continue seeing progress and wins at the table! 💪🏽
You can read all proposals in full here —where you can also learn about becoming a member in anticipation of FAM membership’s vote on our contract!
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FAM Question of the Day
Q: How are management’s proposals trying to reduce job security?
A: Management wants to take away TCPLs’ right to presumptive renewal, meaning that after promotion, TCPL would no longer be on “continuing” contracts. It’s the difference between the security of knowing you have a job next year and the insecurity of waiting to find out whether management will renew you.
Management also wants to add an additional layer of review for faculty who have achieved tenure. The new form of review lacks effective due process guidelines and creates redundant, unnecessary, easy-to-abuse opportunities to fire tenured faculty.
To win on our priorities, tenured/tenure-track faculty and TCPL are stronger together. Let’s stand in solidarity to defend job security across the board.
PS: Get answers here to your questions about raises, pace of bargaining, and more.
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