BArgaining Session Updates
September 15, 2023 - On Thursday, September 14 we met with the Administration and after a rough start, we signed a tentative agreement on compensation and benefits. The compensation increases are the highest EMUFT members have seen. The Bargaining Team will be reconvening on Tuesday to finalize the last outstanding articles, including appointments and evaluations.
We are working on a summary document detailing the contract elements.
We are almost there. We didn’t get everything we wanted, but neither did the administration. And we fought hard to make significant strides in our first combined contract and parking will still be free for Lecturers.
Member engagement has made a difference. Your support – showing up in Boone Hall, responding quickly to our call for action, and sharing our fight with your students has helped move the administration to recognize that EMUFT Lecturers deserve a fair contract!
We are working on a summary document detailing the contract elements.
We are almost there. We didn’t get everything we wanted, but neither did the administration. And we fought hard to make significant strides in our first combined contract and parking will still be free for Lecturers.
Member engagement has made a difference. Your support – showing up in Boone Hall, responding quickly to our call for action, and sharing our fight with your students has helped move the administration to recognize that EMUFT Lecturers deserve a fair contract!
September 12, 2023 - While EMUFT Lecturers were demanding a fair contract in the Provost’s Office, we met with EMU administrators on Tuesday, September 12 to continue bargaining.
Our tenacity and actions are slowly paying off! We finally won a $25,000 professional development fund! Given the extremely small amount we were asking for, the fact that this was such a fight should tell us all something about how little this administration values us.
Their latest compensation proposal proves the point: 3% every year for five years. This would only apply to PTLs earning the minimum per credit hour rate and FTLs. PTLs above the minimum would receive a $40/credit hour raise every year, which depending on their pay may or may not average out to 3%. Simply applying raises across the board, as with any other group of workers on campus, somehow does not seem reasonable for PTLs. It is also less than the average of 3.5% our AAUP colleagues negotiated last year and fails to offset health care increases for FTLs.
They are also still expecting the following:
Stay tuned for updates.
Our tenacity and actions are slowly paying off! We finally won a $25,000 professional development fund! Given the extremely small amount we were asking for, the fact that this was such a fight should tell us all something about how little this administration values us.
Their latest compensation proposal proves the point: 3% every year for five years. This would only apply to PTLs earning the minimum per credit hour rate and FTLs. PTLs above the minimum would receive a $40/credit hour raise every year, which depending on their pay may or may not average out to 3%. Simply applying raises across the board, as with any other group of workers on campus, somehow does not seem reasonable for PTLs. It is also less than the average of 3.5% our AAUP colleagues negotiated last year and fails to offset health care increases for FTLs.
They are also still expecting the following:
- All Lecturers, including FTLs and PTLs, are on probation for the first two years after they are hired.
- All PTLs will be held to a hard cap of 13 CH/semester.
- NO promotion pay for PTLs.
- All Lecturers will pay for parking and the administration team suggested that last week’s offer of $2/week for FTLs and $1/week for PTLs was a mistake. They had intended to keep it at $2/week for PTLs as well, ignoring the fact that this would reduce the 3% raise for PTLs teaching 3 credits or less to about 2% at best.
- 4.2% raise in the first year.
- 3.25% raise for the next two years
- A salary reopener for the fourth year.
- PTLs should earn some form of compensation when they are promoted and when they are evaluated. We are proposing a $1000 bonus for this.
- We should not have to pay for parking.
Stay tuned for updates.
September 8, 2023 - The bargaining team met with EMU administrators on Thursday, September 7 to present our latest package of proposals. Some of what we are currently asking for:
CALL FOR ACTION | SIT-IN ON TUESDAY OUTSIDE THE PROVOST'S OFFICE
While the bargaining team is at the table on Tuesday, EMU lecturers and community allies will be gathering in Welch Hall for a sit-in just outside Provost Rhonda Longworth’s office. Plan to gather at 9:45 a.m. outside Welch Hall and march together to the Provost’s office. The sit-in will be from 10 a.m. to noon - if you are in class, join the sit-in anytime you can between 10 a.m. and noon.
We are an indispensable part of the instructional team at EMU and it’s time that the university finally agrees to a fair contract that recognizes our contribution to the instructional team and the community at large.
- 4% raise for everyone in each year of the contract, which we have proposed for 4 years.
- This 4% raise must apply to everyone. Currently, if you are a PTL earning just a little above the minimum rate, you never receive a raise! How is this acceptable?
- PTLs should be able to be promoted and should receive some form of compensation increase for this. Every other Employee group on campus has some system for rewarding good work and longevity. Your faculty colleagues are rewarded with about a 9-10% increase when they are promoted to Associate or Full Professor. We don’t think it’s reasonable that PTLs teaching the same courses get nothing.
- All new lecturers, Full- and Part-Time, will be on probation for 2 years.
- Part-time lecturers will have a hard cap of 13 CH/semester. This rule exists solely for the university to be able to avoid the rule under the Affordable Care Act that anyone working 30 hours/week must be offered benefits.
- Average of 2.7% increase over the next 5 years. But PTLs earning above the minimum would still get no raise at all. And this is less than what your faculty colleagues get!
- Promotion pay for PTLs is completely out of the question.
- Increases in health care premiums for FTLs are so high that some FTLs will end up earning less than they are now!
- Oh, and all lecturers will pay for parking
CALL FOR ACTION | SIT-IN ON TUESDAY OUTSIDE THE PROVOST'S OFFICE
While the bargaining team is at the table on Tuesday, EMU lecturers and community allies will be gathering in Welch Hall for a sit-in just outside Provost Rhonda Longworth’s office. Plan to gather at 9:45 a.m. outside Welch Hall and march together to the Provost’s office. The sit-in will be from 10 a.m. to noon - if you are in class, join the sit-in anytime you can between 10 a.m. and noon.
We are an indispensable part of the instructional team at EMU and it’s time that the university finally agrees to a fair contract that recognizes our contribution to the instructional team and the community at large.
September 6, 2023 - Because EMUFT Lecturers showed up at Boone Hall yesterday, we had movement from the administration team on items that they have refused to discuss until now. This happened despite the fact that the administration team did not want to meet with us if members were in the bargaining room. Since the administration team decided to hide in their offices and not meet with us, we made sure they heard all our members by holding a spontaneous rally, marching through Boone Hall chanting our demands.
Our bargaining team cannot negotiate a fair and equitable contract without you! We need every member to step up and take action to let the administration know we are all united in our desire for a contract that demonstrates the respect we all deserve.
Our strength is our members. When we show up, we show our strength, and that is when we make progress! Let’s show the administration that we are EMUFT Strong!
Our bargaining team cannot negotiate a fair and equitable contract without you! We need every member to step up and take action to let the administration know we are all united in our desire for a contract that demonstrates the respect we all deserve.
Our strength is our members. When we show up, we show our strength, and that is when we make progress! Let’s show the administration that we are EMUFT Strong!
August 31, 2023 - Much of today’s bargaining session felt like we were either banging our heads against a wall or shouting into an abyss. No progress was made on any of the major outstanding issues. Issues and where they stand:
- Promotional Pay for PTLs – The administration is saying no because they don't know how to implement it. Never mind that every other employee group on campus has promotion pay, including employees in the administration.
- Health Care cost Offsets for FTLs: Nothing meaningful has been offered.
- Compensation Increases: The administration has not given us a counter proposal on compensation since 7/26. They want us to tentatively agree on Evaluation and Appointments before they will discuss Compensation. We believe that Compensation is linked to Evaluation and Appointments and want to evaluate them together.
- Professional Development Fund for Lecturers: No movement from the administration even though we asked for only $25,000, which represents 0.0000817% of the total 2023 Budget.
August 30, 2023 - Our current contracts are set to expire at midnight on August 31. Because we continue to make slow, steady progress, Jeremy and Anke, as lead negotiators, signed a 2-week contract extension on Wednesday, August 30. The new deadline is September 15. What happens when the new deadline approaches and we still don't have a contract? Well, then we have options. We can extend it again for a short while. We can more seriously entertain the notion of a strike authorization vote (which would be the first step to moving us closer to an actual strike). We can also let it expire at that point. It all depends on where things stand at that time.
What does the current extension mean? It means that we working under the old contract with all of the old protection and pay rates in place. Again, the administration has already agreed to pay parking for Lecturers for this academic year.
What does the current extension mean? It means that we working under the old contract with all of the old protection and pay rates in place. Again, the administration has already agreed to pay parking for Lecturers for this academic year.
August 1, 2023 - After weeks of very little and arduous progress, we finally made some real gains!
What we won:
What we are fighting for:
What we won:
- 1 personal business day per semester for PTLs in addition to our existing 3 sick days
- EMU agreed to pay Short-Term Disability premiums for all FTLs with automatic enrolment and an increase of the maximum possible weekly pay from $300 to $1800
- Unpaid Medical Leave for PTLs: yes, it is still unpaid, but this means a PTL on medical leave can decline classes for up to 2 years without losing access to recall
What we are fighting for:
- Significant salary increases for all Lecturers
- Promotional pay structure for PTLs
- Healthcare cost offsets for FTLs
- Compensation for FTL work outside the classroom and professional activity through release time
- Professional Development Fund of $25,000
- Untenable healthcare premium increases for all FTLs but single payers
- Parking: Paying for parking means that a PTL teaching a single class would only have a 2% salary increase this year instead of Admin’s proposal of a 3% increase
- Additional unpaid Office Hour for PTLs teaching more than 6 credit hours: PTL per hour salary effectively decreases by up to 4% despite the 3% increase proposed by Admin once you account for parking cost and the extra unpaid office hour
- Increased length of promotional periods for PTLs: Currently, it takes 6 years for a newly hired PTL to become a PTL3; Admin would have that take 10 years without any promotional pay for different ranks
- Unreasonably long probationary period of 5-years for all newly hired Lecturers
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July 26, 2023 - The admin presented their own proposal for compensation that maintains the status quo. The proposal is for a 5-year contract with minimum annual increases – 3% in the first year followed by 2% annually thereafter.
Their proposal is missing the key components we presented in our compensation proposal. For example, the admin compensation proposal has:
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July 18, 2023 - If there is a purgatory, bargaining with the EMU Administration has to come close! We have had 4 bargaining sessions since July 12, three of which were with the mediator the administration requested. We have made very, very slow progress, passing tentative agreements on a few simple articles, with EMU’s lawyer fighting us every step of the way.
We have also listened to yet another presentation on health benefits for FTLs.
We have also listened to yet another presentation on health benefits for FTLs.
- The new rates will threaten the livelihood of many of you. Particularly bad is the increase in the PPO premiums, which 84% of our FTLs have as their plan.
- Under the administration’s proposal, FTLs would end up paying more for health care than they receive in salary increases, in some cases as much as 10% more.
- Under the current EMU proposal, that the larger family PPO plan would see the annual premium rise to $11,000! That is more than 20% of the average FTL salary! How do you feel about paying 20% of your gross salary for health care premiums alone?
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July 17, 2023 - Bargaining sessions are moving forward but at a snail's pace. The administration's union busting lawyer continues to slow the process. Lawyers bill by the hour, so it makes sense to drag out negotiations.
Today the administration present health care costs to the EMUFT Bargaining team. As expected the costs of health care for FTLs is going up - the bargaining team is negotiating for ways to soften the economic impact. |
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July 14, 2023 – The EMUFT Bargaining Team has made some progress with tentative agreements on several articles. They have fought hard on the recognition article to be sure we continue to represent the lecturers in the Writing Center. Defining who is represented by EMUFT is important because the administration continues its push to redefine the instructional staff.
There is still no progress on the professional development fund. EMUFT is asking the administration to establish a $25,000 fund dedicated to the development of Lecturers. The administration is pushing back, saying we can have the fund, but it would need to come out of money they set aside for raises.
There is still no progress on the professional development fund. EMUFT is asking the administration to establish a $25,000 fund dedicated to the development of Lecturers. The administration is pushing back, saying we can have the fund, but it would need to come out of money they set aside for raises.
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The administration’s union-busting lawyer has demanded we withdraw our governance input article. We are asking for Lecturer input in department decisions as well as EMUFT representation on college and university committees that are not limited by the AAUP contract.
In the administration’s latest proposals, they also included language that would allow department heads/school directors to suspend a Lecturer without pay. In addition, one of their proposals would remove all recall language for PTLs. On Monday, July 17 EMUFT will be presenting articles on appointments and layoffs. The administration will be presenting its budget numbers and healthcare costs. EMUFT members need to share their voices and be a part of the Contract Caucuses. This week, Caucuses are scheduled for Monday, July 17, and Tuesday, July 18 from 9:30 am to 5 pm in G11 Boone Hall. |
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EMUFT's Jeremy Proulx addresses the EMU Board Of Regents
On June 22, the Board of Regents had their last meeting until October. EMUFT's Jeremy Proulx addressed the Regents during the Open Comments section. Jeremy argued that the university budget relies upon the exploitation of Lecturers and called on the Regents to exercise their constitutional responsibility to hold EMU administrators to account for this exploitation. Jeremy was joined in the board room by more than a dozen EMUFT members in Edna Shirts to show the Regents and EMU Administration that we will continue to fight for more equitable working conditions. |
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6-22-2023 - We have spent the last few months impressing upon the Administration the need for more equitable wages and stronger job security for both PTLs and FTLs, more input in department and college decision-making processes, and more professional development opportunities; in short more respectful treatment of you, the people who account for more than 40% of the produced student credit hours.
Yet, instead of showing any willingness to make meaningful change, we were told by the Administration team that PTLs don't need even a single personal business day because we have plenty of time to tend to our affairs. We were told that because terminal degrees like Ph. D.s are not hiring requirements for lecturers, there should be no additional pay for those holding such degrees. We were told PTL workloads should be capped at 12 credit hours, even when more work is available. At the same time, the administration is not offering any way for PTLs to move into full-time work.
We were also told that FTL salaries at EMU are competitive when all data analysis suggests it is not. While EMU has offered more significant salary increases for FTLs, they simultaneously proposed lowering the minimum starting salary and still won't compensate FTLs for any of the other work that is required of a Full-Time teaching position at a university. The extent to which this administration is out-of-touch with reality is truly baffling.
Indeed, on the very same day when EMU announced that it had procured the naming rights to the lawn in front of the Amphitheatre at Pine Knob Music Center, we were told that the Faculty Development Center offers all of the professional development opportunities that FTLs and PTLs could possibly need and for that reason, our request for a $25,000 annual Professional Development Fund was not necessary. So while EMU is willing to spend $500,000 on naming a lawn for the next three years, they are not willing to spend 0.0000817% of the annual budget, to ensure that the majority of their instructional staff can continue to be current in their fields!
EMU also spends hundreds of thousands of dollars on legal support for bargaining at about $500 per hour. They did so last year when bargaining with the AAUP; they're doing so again now. Here's an idea: why not redirect all that money to actually supporting us, the people who work here, in the classrooms, with our students!
In total, EMU has budgeted a total of about $350,000 for increases for the 590 Lecturers this year. That is less than the university spends on legal support to fight its very own teachers. It's less than the university spends on naming rights for grass. It's less than they spend annually on the football coach! The university spends about $500,000 just on summer research awards for Faculty. Each and every summer! Again, more than they budget for increases for the people that teach over 40% of the credit hours and who have fallen as much as 30% behind their Faculty colleagues in terms of salary growth. And they can't even be bothered to support the professional development of Lecturers to the tune of $25,000!
To say that bargaining has been frustrating would be an understatement!
On June 1, the EMU Administration team informed us that they would request a state mediator. While it is not uncommon to involve a mediator in bargaining, EMU's actions came at a very early point in negotiations. Usually, mediators are requested when the parties are not close to an agreement and the contract is about to expire. Ours is not until August 31. These actions on the part of EMU suggest that they want to find a way to force us to accept a contract that does nothing for Lecturers and in some cases actually makes things worse.
WE ALL NEED TO FIGHT FOR A FAIR CONTRACT!!! The EMU team has made it sufficiently clear that EMU has no intention of changing their treatment of Lecturers at EMU. If you want more equitable pay, more respectful treatment, and more job security, you will have to fight for it.
Yet, instead of showing any willingness to make meaningful change, we were told by the Administration team that PTLs don't need even a single personal business day because we have plenty of time to tend to our affairs. We were told that because terminal degrees like Ph. D.s are not hiring requirements for lecturers, there should be no additional pay for those holding such degrees. We were told PTL workloads should be capped at 12 credit hours, even when more work is available. At the same time, the administration is not offering any way for PTLs to move into full-time work.
We were also told that FTL salaries at EMU are competitive when all data analysis suggests it is not. While EMU has offered more significant salary increases for FTLs, they simultaneously proposed lowering the minimum starting salary and still won't compensate FTLs for any of the other work that is required of a Full-Time teaching position at a university. The extent to which this administration is out-of-touch with reality is truly baffling.
Indeed, on the very same day when EMU announced that it had procured the naming rights to the lawn in front of the Amphitheatre at Pine Knob Music Center, we were told that the Faculty Development Center offers all of the professional development opportunities that FTLs and PTLs could possibly need and for that reason, our request for a $25,000 annual Professional Development Fund was not necessary. So while EMU is willing to spend $500,000 on naming a lawn for the next three years, they are not willing to spend 0.0000817% of the annual budget, to ensure that the majority of their instructional staff can continue to be current in their fields!
EMU also spends hundreds of thousands of dollars on legal support for bargaining at about $500 per hour. They did so last year when bargaining with the AAUP; they're doing so again now. Here's an idea: why not redirect all that money to actually supporting us, the people who work here, in the classrooms, with our students!
In total, EMU has budgeted a total of about $350,000 for increases for the 590 Lecturers this year. That is less than the university spends on legal support to fight its very own teachers. It's less than the university spends on naming rights for grass. It's less than they spend annually on the football coach! The university spends about $500,000 just on summer research awards for Faculty. Each and every summer! Again, more than they budget for increases for the people that teach over 40% of the credit hours and who have fallen as much as 30% behind their Faculty colleagues in terms of salary growth. And they can't even be bothered to support the professional development of Lecturers to the tune of $25,000!
To say that bargaining has been frustrating would be an understatement!
On June 1, the EMU Administration team informed us that they would request a state mediator. While it is not uncommon to involve a mediator in bargaining, EMU's actions came at a very early point in negotiations. Usually, mediators are requested when the parties are not close to an agreement and the contract is about to expire. Ours is not until August 31. These actions on the part of EMU suggest that they want to find a way to force us to accept a contract that does nothing for Lecturers and in some cases actually makes things worse.
WE ALL NEED TO FIGHT FOR A FAIR CONTRACT!!! The EMU team has made it sufficiently clear that EMU has no intention of changing their treatment of Lecturers at EMU. If you want more equitable pay, more respectful treatment, and more job security, you will have to fight for it.
6-8-2023 - EMUFT's bargaining team provided the administration with a series of contract proposals concerning how lecturers give input on decisions that affect their jobs and how the university determines how many hours/week lecturers work/credit hours. During our previous bargaining session, the EMUFT team presented major proposals on compensation, workload, on how lecturers are hired and appointed to their positions, evaluated, and promoted. Our proposals received quite a bit of pushback from the administration.
Our proposals have been aggressive because we, like all of you, are Lecturers; we know what it is like to work at an institution that undervalues our work.
EMU administration has also requested a mediator, which shows that they are more concerned with rushing to finish a contract than actually addressing the real and widely acknowledged problem in the working conditions of non-tenure-track professors in higher education.
With these escalation steps, the administration creates a false sense of urgency. EMUFT negotiators have been requesting meetings since January. The administrative team could not find the time to meet then. Now they want to rush through the complicated process of writing a unified contract. All we want is a fair and equitable contract for Lecturers at EMU.
Our proposals have been aggressive because we, like all of you, are Lecturers; we know what it is like to work at an institution that undervalues our work.
- We produce 40% of the credit hours at EMU for 20% of the instructional budget.
- The administration takes issue with our idea that Lecturers with terminal degrees should receive additional compensation.
- They also take issue with our concept for a PTL promotion structure with salary increases.
- The administration has also proposed to increase health premiums next year by as much as 10% of an FTL salary while offering a 3% raise for a net loss of almost 7%. So, over three years, the administration has proposed a total raise of about 7% while health care premiums could more than triple, rising by as much as 16% of a current lecturer's salary.
EMU administration has also requested a mediator, which shows that they are more concerned with rushing to finish a contract than actually addressing the real and widely acknowledged problem in the working conditions of non-tenure-track professors in higher education.
With these escalation steps, the administration creates a false sense of urgency. EMUFT negotiators have been requesting meetings since January. The administrative team could not find the time to meet then. Now they want to rush through the complicated process of writing a unified contract. All we want is a fair and equitable contract for Lecturers at EMU.
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6-2- 2023 - The EMUFT Bargaining Team passed important proposals to the administration, including compensation, appointments, evaluations, and workload. The administration responded by indicating EMUFT seems to be wanting EMU to do things differently than past practices. Yes, we do!
We are asking for a paradigm shift where being a lecturer, both part- and full-time becomes sustainable work and where our voice on campus matters and is included. The administration filed a formal request for a mediator after the bargaining session even though we have only traded one round of proposals each on the most important issues. |
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5-18-2023 - At this point, EMU has provided the EUMFT Bargaining Team with a complete set of proposals for each article in the contract. The below summary highlights notable items from a variety of articles across the contract.
Positives of varying degrees:
Positives of varying degrees:
- FTLs would move to continuous appointments after five (5) years
- Salary adjustments of $3500 for FTL every five years
- PTLs would retain most of the current appointment structure
- Salary increases are all above 2% and would apply for FTLs and PTLs equally:
- 23/24: 3%
- 24/25: 2%
- 25/26: 2%
- 26/27: 2.5%
- 27/28: 3%
- The administration acknowledges that PTLs can do work other than teaching and are providing a decent starting point for that conversation and process
- The move to PTL3 M (medium load) and H (high load) would be easier
- Union time would go up from 9 credits per semester to 15 per semester plus 7.5 in the summer - the administration would agree to pay PTLs for their union time at regular class rates while giving FTLs release time
- Evaluations could universally be passed with “meets expectations” rather than “exceeds expectations”, the current standard for FTLs salary adjustments
- PTLs would retain the PTL 1, 2, and 3 titles, but the time it would take to move from PTL1 to PTL2 would increase from 6 semesters to ten 10 semesters, or five years, as would the time it takes to move from PTL2 to PTL3. That means it would take a PTL1 ten (10) years to become a PTL3.
- Contradictory language on PTL appointments: In the Appointment article, all PTLs would be appointed for one (1) semester only; in the Workload article PTL2 and up would be on a yearly basis, depending on course availability
- Termination without cause language was added for PTLs and strengthened for FTLs, meaning that while FTLs might have a continuous appointment after five years, the administration would have greater leeway to terminate any FTL at any time, with no reason needed
- All layoff and recall language for PTLs was eliminated, cementing the idea that PTLs are contingent and only hired on a semester-by-semester basis. The absence of a formal process for laying off and then recalling PTLs suggests the administration wants the right to hire and fire PTLs at will. This stands in contradiction to the workload article and the order of course assignments
- Failure to notify EMU of Outside Employment for FTLs would now be subject to termination procedures. FTLs also would have to inform their department head/school director of any outside work before actually taking it or risk termination. The University could also decide to require that an FTL cease any outside work as a condition of continued employment at EMU
- The Compensation proposal does not address the extremely low salary FTLs make at EMU - far below comparable and marketplace
- The expectation for evaluations has increased with both PTLs and FTLs having to provide evidence for professional development as it relates to their teaching
- We would lose free parking and would have to pay for it; $104 annually for FTLs, and $34/semester for PTLs, which for year-round parking would be $102.
- There is no indication of any additional access to shared governance or committees on any level
- No access to health care or retirement for any PTLs, not even long-serving, high-credit hour producing PTLs
- FTLs still at 15/15
- No path to full-time for PTLs
- No internal hiring from existing PTLs to FTL positions
- No paid FMLA for FTLs -> AAUP has 6 weeks
- The percentage of employee health care contributions for FTLs would go up, in some cases significantly (PPO in particular); currently, there is no offer to offset the cost with base salary increases
- No pay scale differentiation for PTLs; no salary adjustments for long-serving PTL3
5-11-2023 - The administration presented their proposals for appointments, layoffs, evaluations, and outside work. These are key components of our contract; they govern the way Lecturers are appointed , evaluated, and how we are recognized as a productive part of the instructional team. The Bargaining Team is waiting for the administration's proposal on compensation to effectively evaluate and respond to the administration.
5-9-2023 - The Bargaining Team met with Admin to discuss the work some of your colleagues do in the Writing Center. Once again, the Administration is trying to remove these PTLs from our unit. The removal of union members is a violation of labor law and is considered a union-busting strategy. In addition, some of the proposals we have received contain new language that would handcuff us from negotiating the impact of any future changes to our working conditions, including impact bargaining should there be another catastrophic event like the pandemic. This new language would also limit our ability to pursue grievances based on past practice when the University unilaterally changes your working conditions, including how you get paid. Both of these provisions would almost certainly lead to a concrete deterioration in the working conditions for many of us. We need your support in order to push back on these attempts to limit your rights as employees.
4-28-2023 - Bargaining with the administration moved into the next phase. The Administration brought several proposals for our consideration, including Union Rights, and the Grievance Process. The bargaining team is currently reviewing the proposals and will provide our counter proposals on May 4. We have also tentatively agreed to a handful of less controversial items such as Equal Employment Opportunity and Academic Freedom. On Tuesday, May 9, the administration has indicated they will bring a proposal on Appointments. Aside from Compensation, this is one of the most important articles in our contract. The bargaining team is encouraging EMUFT Lecturers to be in the Caucus Room (G10 Boone Hall) between 10 - 3 pm to hear directly from the Bargaining Team what the Administration is suggesting and make your voice heard!
4-21-2023 - The EMUFT Bargaining Team presented the administration with the work Lecturers do across campus that is considered above and beyond contract requirements. The data was collected in a recent survey of EMUFT Lecturers and the results were impressive. As the winter semester comes to a close, discussion of future bargaining days/times were discussed. The teams agreed to meet twice a week in double sessions and reserved an additional day if needed.
4-11-2023 - Continued the discussion on the possibility of long serving PTLs advancing to full time status. If adding full time lecturers, job security for FTLs is a primary concern. The Administration again remined everyone of declining enrollment trends. Declining enrollment impacts the availability of courses for PTLs. The EMUFT Bargaining Team presented data on the workload, salary, and benefits FTLs receive at other institutions.
4-6-2023 - Discussion on salary and health care at comparable institutions. Information presented by the EMUFT Bargaining Team shows EMU Lectures are underpaid. Also under discussion is how the combined contract would classify lecturers and how the structure would impact opportunities for advancement. Discussed possibility of long serving PTLs moving to full-time status.
3-30-2023 - We again led the discussion with the Administration. Having discussions with the Administration may seem unconventional, but our first combined contract requires a different approach. The new combined contract will require significant structural changes to improve your working conditions and lives. That means both teams need to be able to develop an understanding of the essential issues. During our 3-hour session, we clearly articulated the areas for contract structural changes. These structural changes align with the Respect for Lecturers campaign that highlighted the many areas where EMUFT Lecturers are not treated fairly and equitably.
3-17-2023 - In our first bargaining session with the administration the EMUFT Bargaining Team had an open discussion about appointments. The conversation was collegial and encouraging. Our Team will be preparing for a further discussion about appointments over the next two weeks and will be ready to review any proposals from the administration. Our next bargaining session is set for Friday, March 31.
RESPECT RALLY at The Board of Regents
April 20, 2023 | 1-3 pm | Welch Hall
Our members showed to let the Board of Regents we want a fair contract that respects Lecturers and the work we do!
Our members showed to let the Board of Regents we want a fair contract that respects Lecturers and the work we do!
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Bargaining Kick-Off
Our Bargaining Kick-off Rally was a success! More than 25 EMUFT members and supporters braved the weather and gathered to show their support of our Bargaining Team.
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Barganing PlatforM | respect and inclusion
FTL Compensation
- Competitive base salary
- Competitive annual increases
- Salary increases across the board
- Compensation for Course Prep
- Compensation for "other" activities
FTL WORKLOAD
- FTL workload needs to go down without salary reductions.
- If not a ”true” reduction, service release for FTL who already do the work.
- Protect and increase FTL Positions
- Create a pathway to full-time
- Protecting customary PTL loads
- Promotion opportunities for FTLs & PTLs
- Preventing departments from hiring new people to teach classes that existing lecturers can teach
PARKING
- No charge for parking!
- Legal requirement will ensure that FTLs will likely be offered what Clericals and AAUP got in the recent contract fight
- Paid FMLA at least at the same rate as AAUP
- Employer Retirement Contributions
- Access to health care will be tricky
Lecturers Recognized as “Faculty”
- Participation in the Faculty Senate
- Participation on University-wide Committees
- Recognition Awards for Lecturers
BE part of the team
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Unifying our two contracts is a massive undertaking and we need to assemble a support community that will help with research, planning, organizing, actions, note-taking, observing, and serving on the actual bargaining team. There are a variety of ways to get involved with a wide range of possible time commitments. You can contribute to our efforts in person or behind the scenes, depending on your preferences and comfort level. We need you and your talents!
Take a moment to indicate what support you would be willing to lend to shape the best possible new contract. CLICK HERE |
RALLY MATERIALS
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Respect Lecturers Posters and Edna T-Shirts
Be prepared to proudly post Enda on your office door or wear her to class and bargaining events. We have posters and T-Shirts for you! Edna has proven to be a great icebreaker for campus and classroom conversations regarding the difference between lecturers and tenure-track faculty. Wear Blue for EMUFT Blue is EMUFT's official color. By wearing blue you are showing all who see you that you support EMUFTs efforts to negotiate a contract that addresses our concerns for fair pay, access to health care, opportunities for advancement, and a more secure appointment structure. You can also add EDNA the EMU to your online announcement slides. CLICK HERE to download an EDNA graphic. Stop by the EMUFT office at 110 King Hall and get your "Respect Lecturers" Poster for your office door. You can also contact your Department Steward or email Maria Goodrich at mariagoodrich@gmail.com to let us know that you would like a poster and/or T-Shirt and we will be sure to drop one off in your mailbox. |
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