AU and AUFA met for a part day of bargaining on March 2, as AU representatives were unable to make themselves available for much of the afternoon. AUFA used the limited time to present its own package of counter-proposals in an effort to move toward a fair deal. This update provides highlights of AUFA’s proposals. An analysis of where things stand as we move into formal mediation next week will come in the following days.
AUFA continues to reject the list of concessions demanded by AU, including reductions to professionals’ rights, cuts to research and study leave, the removal of Deans from the bargaining unit, and negative changes to grievance and appeals processes. Our new package reflects this stand.
AUFA made a counter-offer on the cost-of-living adjustment (COLA). AU’s proposal on Monday offered the settlement given to AUPE (2.75% to 3.25% provided late in the contract).
AUFA’s new COLA offer is:
July 1, 2020: 0%
July 1, 2021: 0%
July 1, 2022: An average of 2.5% increase to base salary awarded as flat dollar amount per-member, pro-rated for FTE.
July 1, 2023: An average of 2.5% increase to base salary awarded as flat dollar amount per-member, pro-rated for FTE.
AUFA’s COLA proposal is designed to increase equity among all AUFA members. If COLA is distributed as a percentage, as it has been for years, then members higher up on the wage scale receive a larger wage increase in real dollar terms than do those lower on the wage scale. For example, a 2.5% COLA for someone earning $75,000 equals $1,875. For someone earning $150,000, that same percentage increase equals $3,750. In contrast, AUFA’s proposal ensures that each AUFA member receives a COLA of approximately $2,600 in each of the last two years, based on AUFA members’ current average salary. AUFA’s proposal is meant to correct the inequities inherent in AU’s tendency in recent years to lowball new hires on starting salary.
AUFA’s latest proposals maintain our existing requests expanding appeals rights to disputes over workload and performance, securing fair work-from-home allowances and improvements to equity language, creating four floating vacation days, and ensuring protections against the de-designation of AUFA members. We also renewed our call for a joint pay equity review process.
Finally, AUFA amended its proposals for stronger occupational health and safety language and new contracting out language. Both remain on the table for discussion.
AUFA’s package did not include a counter-offer to the employer’s proposal on tenure and promotion processes (Article 3). AUFA is still deliberating on its response to that item.
AU has not yet responded to the package. The parties enter formal mediation on March 8.
On behalf of the bargaining committee,
Jason Foster
Chair