BOT policy on sexual and romantic relations between teachers and students. In 2019, the BOT banned sexual or romantic relations between teachers and students. The bargaining team is committed to negotiating a contractual clause that ensures a safe learning environment for students while ensuring an appropriate procedure for bargaining unit members. You can read UFF`s current counter-proposal here. All faculties are invited to participate in our first negotiation meeting on Tuesday, March 26, from 2:30 p.m. to 4 p.m. at 150 Pugh Hall. In addition to its attempts to undermine common governance standards, the BOT has also proposed changes that have a negative impact on the institutional independence of the UFF. In particular, the BOT team proposed amendments to the contract that would allow the faculty union to fund its own publication period [proposed amendment to Article 4.4]. Currently, the small number of union exemption units received by faculty members is paid for by the university itself. UF pays for these units because it has in the past recognized union activities as part of the legitimate responsibilities of a faculty member.
This is why the university has made available a release time to allow the selected members to give their full attention to common governance and collective bargaining. In April 2019, our bargaining team proposed a comprehensive review of section 21 of the current collective agreement. This article deals with family, medical and parental leave. But we can only win them with your solidarity and support. Please help us and your colleagues by planning to participate in the negotiation meetings when they resume in January. On this page you will find your collective agreement (“CBA” or “faculty contract”) and all signed agreements. The current CBA will apply from January 1, 2017 to December 31, 2019 or until the ratification of the new CBA. Article 24 on “wages” is reopened annually to negotiations. On Tuesday 16 April, the UFF-UF bargaining team met for the third time with representatives of the UF Board of Trustees (BOT) to continue negotiations for a new collective agreement.
This meeting was devoted to a series of proposals concerning the non-tenure track faculty of the university. During the meeting, Mr. Rosana Resende and Sean Trainor detailed the reasons for these changes and the benefits they will bring to both the NTT faculty and the wider academic community. This agreement is subject to ratification by the members of the bargaining unit. We will vote on ratification at the beginning of the autumn semester 2017. The specific contractual language of this agreement is available here: Article 24 final mark up 2017 (pdf) Our team has proposed a number of improvements to the current CBA. Your team has yet to react to most of them and hasn`t put many proposals on the table. In this context, we assume that negotiations will continue well in spring 2020. Perhaps the most important disagreement lies in the area of performance evaluation: for this Memorandum of Understanding to enter into force, it must be ratified by a vote of the bargaining unit. Due to the COVID-19 emergency, this vote can be done online. Bargaining unit members should receive a separate email from Helios Voting Administrator, with a link to the voting site and a unique username and password.
Voting will begin on Wednesday, 20 May, at 6 a.m. and end on Friday, 22 May, at 6 a.m. The team asks the bargaining unit faculty to conduct a 5-minute survey, available here: www.surveymonkey.com/r/SV5TYPY When UFF made this proposal, bargaining team members Lisa Scott and Hélène Huet found that family, medicine and parental leave policies are the cornerstones of workers` rights, the fundamental issues of justice in the workplace and simple signs of gratitude to those who have generously chosen to do so. to encourage a new generation of people and to care for another.” Of course, we always stand by these statements and encourage our colleagues to do the same.