UO cancels legal contract with HLGR, will negotiate directly with grad students and faculty

Josephine Wollington has the story in the RG about this very unusual mid-negotiation change and the positive response from the union leadership. This is great news, Rudnick and Matthews have been an expensive disaster for UO. It seems that the new leadership wants a less confrontational approach, and isn’t going to be tied to the mistakes of the previous administration.

Oh, wait, never mind, this about the Eugene Public Schools and their negotiations with the teachers union. I guess we’ll have to wait to learn what Coltrane does about fixing the problems with UO’s General Counsel’s office and HLGR.

PERS costs to fall slightly, freeing up money for raises

Hannah Hoffman has the story in the Statesman Journal. Good news for the UO faculty. The reserve funds Jamie Moffitt set aside for increased costs will now be available to bring salaries up to the level Russ Tomlin and Scott Coltrane tried to implement in 2011. The next round of union bargaining starts in December.

Faculty union, administration cooperate to give NTTF’s long term contracts

This was one of the most significant parts of the union contract, worked out over many long months of bargaining, and will serve as a national model for protecting non-tenure track faculty. The UAUO website reports on its successful implementation, after a lot of hard work by the union and the administration – and a lot of OA’s!

Provost Coltrane credits faculty union for raises and UO hiring successes

It’s very promising to finally hear some non-confrontational talk from UO’s leadership about the positive effects of the faculty union:

UO full, associate and assistant professors make an average of $90,000 — $20,000 less than the AAU average, according to 2012-13 data from UO Office of Institutional Research. …

Coltrane said that one of the UO’s goals is to be more competitive in salaries. The collective bargaining agreement signed last year is the first step in doing so. The agreement guarantees smaller, but more frequent salary increases for faculty. Faculty will receive a total of three raises this year, each increasing by 1.5 percent of the base salary. In addition to the raises, faculty can also receive merit raises, though the process varies by department.

“How we get good at research is by hiring good faculty. That’s what it’s all about,” Coltrane said.

Jennifer Hernandez has an excellent, comprehensive story in the ODE, with a lot of other good quotes, more about NTTF contract improvements, and starting off with a depressing beer-barrel graphic, here.

Faculty union files grievance over delays in pay

2/5/2014 update, from an email sent to the UO faculty UO faculty union bargaining unit members from the union:

The contract language is clear: “All bargaining unit faculty members hired on or before June 30, 2012 will receive a salary increase equal to 1.5% of salary effective January 1, 2013.”

The university administration, however, has effectively denied this raise to many faculty members. Our efforts to resolve this issue informally have not worked, so we filed a grievance on behalf of all faculty who did not receive that increase to their base salary. This will be the first test of our new grievance process. We are confident that this process will compel the administration to honor the contract and grant faculty the raises that were negotiated.

What would Sharon Rudnick do if “The University” was this late in paying her invoices? Meanwhile, President Gottfredson has been much quicker – and more generous – in paying Tim Gleason. I wonder what his next blog post will say about that?:

1/21/2014: UO pays Tim Gleason $12,000 per blog post, while faculty lose $8,000 a month.

Latest Gleason post makes no mention of the administration’s delays in paying faculty raises.

1/19/2014: Former UO Journalism Dean is getting paid $218K a year by Gottfredson and Coltrane to communicate with the UO faculty about union contract implementation, and consult on “communication strategies and brand management”. But Gleason can’t even figure out how to use WordPress. His official UO contract implementation blog is here. It’s a mess – broken links, silly formatting, and inconsistent tags. Gleason’s blog handle is “UO CBA implementation team” – see the bottom of the screenshot. He’s been on the job for 2.5 months now, at more than $18K a month. Let’s round down, add OPE, and call it $60,000. I count 5 blog posts, so $12,000 per.

Meanwhile the latest rumor is that the administration has still not figured out how to pay the faculty the second round of raises. Your January paycheck will probably include the second 1.5% ATB raise, and it may include a raise from the 2013 2% merit pool, depending on your college. But it will probably *not* include the retroactive lump-sum payment of the raises for the months since July 2013. The administration has known they would have to pay this for almost a year – it was part of Rudnick’s March 2013 economic proposal – but apparently their accountants are overwhelmed with figuring out the sinecures for Gleason, Bean, and Frohnmayer.

The faculty will get that retroactive money eventually, but how much is UO saving by the delays? Including retirement contributions, the union payroll is about $10M a month, and 3.5% of that is $350K. Assume that Jamie Moffitt earns 5% a year on her reserves, ignore the 2012 ATB which was also late and offset that by counting Sept and Oct even though the CBA hadn’t been implemented:

Screen Shot 2014-01-19 at 12.38.36 AM

The cost to you will vary according to your cost of credit, but the PERS contributions the university hasn’t been making on these raises would have earned 7.75%. If you’re in stocks via the ORP, you missed out on a fat fall quarter. Meanwhile UO has saved $18K so far by delaying the retroactive payments, and will save another $8K if they can push them off until the end of February. That will be almost enough to pay for half of Gleason’s salary:

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Screen Shot 2013-12-13 at 5.07.33 PM

Gleason’s mission:

Screen Shot 2013-12-13 at 5.21.25 PM

Full contract here.

Admin pays merit, retroactive catch-up

This is calculated for 9 month employees with average merit and equity raises. Go to Duckweb, employee information, earnings statement, then 2014. I’m in CAS and this now shows all the raises for July 2013, plus the retroactive payments. Other colleges may not have received the merit yet. You can back out your merit increase by looking at your job record change for Jan 2014 – there should be 1.5% ATB in there, the rest is Merit. If you are missing something, please post a comment. From what I can tell UO still hasn’t paid faculty on the ORP any of the raises or retroactive payments – just that goat.

Screen Shot 2014-01-27 at 9.37.59 AM

You might also want to check out Tim Gleason’s incomprehensible blog post on the raises, here.

UO to hire faculty labor director

Update: Make that 2: http://jobs.uoregon.edu/unclassified.php?id=4538

President Gottfredson blew $1M on Sharon Rudnick and her helpers. After first putting Jim Bean in charge of bargaining, he’s now paying the feckless Tim Gleason $218K a year to work on contract implementation and strategic communications about the CBA. He’s paying $122,004 to Sam Hill, a new helper lawyer for Randy Geller who is apparently getting schooled by Rudnick. And Jeff Matthews, another Harrang lawyer, is getting some ridiculous hourly rate to negotiate the GTFF contract – the first time the UO administration has ever called in outside lawyers on the grad student union.

And now he decides to hire a professional to handle the administration’s labor issues? Better late than never, I guess:

Director of Faculty Labor Relations
Academic Affairs

Posting: 13537
Location: Eugene
Closes: Open Until Filled
Title: Director of Faculty Labor Relations
Department: Academic Affairs
Reports to: Senior Vice Provost for Academic Affairs, and the Chief Human Resources Officer
Term: 1.0 FTE for 12 months (renewable annually)

Salary Range: $120,000+

Review Date: Search will remain open until filled. To ensure consideration, please submit an application by February 7, 2014
Start Date: As soon as possible

General Responsibilities:

The Director of Faculty Labor Relations (DFLR) reports to the Senior Vice Provost and Chief Human Resources Officer. The person in this position is responsible for the implementation and day-to-day administration of the University’s collective bargaining agreement with United Academics, the AAUP/AFT union representing more than 1800 tenured-track and non-tenure-track faculty. The director’s activities will include: Providing collaborative and consultative advice and counsel on labor contract interpretation, application, and compliance for the university; Collaborating with peer directors and other members of the Academic Affairs and HR management team to ensure that all units working concert to provide seamless service and support to the university; Leading fact finding investigations, responding to information requests, and representing the university at arbitration, mediation, and appeal hearings; Conducting analysis and assessments, preparing reports and advisories, and recommending policies and programs that enrich and promote the integrity of the university’s faculty and labor relations functions; Keeping current in the occupational field to include new developments in concepts, practices, and regulations; Researching and analyzing the impact of changes in regulations and trends on operations.

This position demands a firm commitment to serving the University with sensitivity and professionalism. The position requires abundant self-confidence and the ability to multi-task many cases, processes, and unplanned happenings at one time. The ability to handle confidential material appropriately and maintain an institutional perspective is also critical.

Is the faculty union preventing faculty raises?


Sharon Rudnick, Doug Blandy, and Tim Gleason repeatedly claimed this during the contract negotiations, as did many other UO administrators. The union team called them out on it every time. After the contract was signed these claims persisted, despite clear contract language to the contrary. So the union sent the provosts and deans a letter explaining that the union raises were lower bounds, and that UAUO had no objections to the administration giving faculty additional raises for retention, internal equity, external equity, merit, or any other reason. Apparently the administration is still confused on this point – or at least some administrators are still purporting to be confused. Many UO departments still have average wages far below comparators. The union negotiated for money to fix this, but were told no. And it is still not the union that is the obstacle to fixing this problem.

(Meanwhile the administration will reportedly implement the 2nd 1.5% ATB raise and the 2% merit in the January paycheck, along with a lump-sum for the retroactive amounts. No word yet on what interest rate they’ll pay the faculty for being late on this. See here for some rough math on how much you’ll get. Or try Tim Gleason’s $218K contract implementation blog, here. On second thought don’t, it’s useless.)

The union’s latest statement on “extra-contractual raises”, from an email sent to the faculty a few days ago:


Q. Does our new Collective Bargaining Agreement (CBA) prohibit the administration from granting raises to individual faculty above the levels required in the agreement?

A. ABSOLUTELY NOT. There is no language in the CBA that prohibits the administration from offering raises above the levels required by the contract (e.g. in a retention effort when the UO grants a raise to a faculty member who has received an outside offer). As long as such raises do not diminish the contractually guaranteed pools allotted for equity and merit raises, are disclosed to United Academics, and are implemented through a transparent and fair process, the Administration retains the authority to grant such raises at its discretion.

If you have been incorrectly told by an administrator or unit head that they are prevented from granting such extra-contractual raises because of the CBA or the union, please contact United Academics immediately at 541 636 4714 or info@uauoregon.org.

Q. Does our CBA place a new restriction on faculty leave, engagement, or reporting responsibilities between fall and winter terms?

A. ABSOLUTELY NOT. The new CBA does formalize a paid leave for most bargaining unit members for the entire week between Christmas and New Year’s Day. But there are no new campus-wide policies regarding expectations for faculty engagement in research, service and teaching between fall and winter terms that supersede existing practices and expectations within units. As in the past, bargaining unit members should consult with their respective unit heads or supervisors if they have questions about their expected engagement during this period.

A memo sent by the Office of the General Counsel to department heads and some faculty during the week of December 11 inaccurately implied that the CBA instituted new campus-wide changes to such policies. The CBA does not institute such changes, and it does not grant the General Counsel the authority to dictate such policy to individual units.

If you have been incorrectly told that the CBA has mandated a new campus wide change to faculty reporting and engagement responsibilities between fall and winter terms, please contact United Academics immediately at 541 636-4714 or info@uauoregon.org.

Q. The UO has made a mistake in the amount of money deducted from my November paycheck for United Academic dues or fair share fees. What should I do?

Our new CBA stipulates that the UO is responsible for administering the required payroll deductions (1.1% of gross pay, as voted by United Academic members). For members of United Academics, the amount is deducted as dues. For those who have not yet elected to join United Academics but are still covered by the CBA and represented fully by the union, the same amount is deducted as fair share fees, as provided by state law.

Bargaining unit members pay dues or fair share fees only when they are actively employed by the UO and receiving a paycheck (e.g. no dues or fees are deducted during the summer months for faculty on a 9-month contract and not teaching summer school).

Dues and fair share fee deductions from November paychecks included both the standard November deduction as well as a pro-rated portion for October, since the CBA was ratified and went into effect in mid-October. (Our raises were similarly pro-rated).

If the UO has made an error in calculating and deducting your fair share or dues amounts, please contact UO Human Resources at 541 346-2964. The union’s contract implementation team has received a commitment from the Administration that the errors they have made will be rectified quickly.

Admin to fund raises for grants

The union CBA says research faculty will get raises. The administration signed the CBA. The research faculty *will* get their raises. This memo from VP for Research  Espy explains that the money will not come from UO’s research fund – it will come from VP for Finance Moffitt’s emergency fund. $300K. Hell, that’s less than the cost of a Bean.

Problems with retroactive 1.5% ?

The person who forwarded this email thinks it relates to faculty who should have got the first 1.5% retroactive payment on their summer pay, but didn’t:

Dear University of Oregon Faculty Member:

As you are likely aware, the United Academics Collective Bargaining Agreement took effect this last month.  This resulted in an across the board increase of 1.5%, retroactive to January 1st of this calendar year.  You are receiving this message because you are likely missing some or all of the pay for that retroactive increase.  We apologize for this delay.  Unfortunately, our office was not able to complete all of our processes in order to have all of the retro pay applied to the November pay check.  We are continuing to process these payments, and anticipate them to be complete by Friday, 12/6/13.  Deposits processed on 12/6/13 should be deposited to bank accounts by Tuesday 12/10/13.  If you are expecting an additional payment, and do not see it in your account by the morning of 12/10/13, please contact Chad Hartvigsen at chadh@uoregon.edu or by phone at 6-1106.

Thank you for your patience and understanding.

Union delivers the goat! But check your pay-stub for raises.

11/25/13: UO’s Payroll Office just sent around an email reminding everyone that the 1.1% dues/FS deductions start with this paycheck (If you are wondering why the dues and fair share deductions are the same for now, read point 2, here.):

From: BAO Payroll Office News
Subject: payroll: United Academics Union Dues and Fair Share Deductions on Nov 30th Paycheck

The United Academics Union has authorized the university to deduct the dues and fair share on a monthly basis from the paycheck of Union members. The dues and fair share rate is 1.1 percent of the monthly salary. The deductions were included on the November 30, 2013 paycheck, and are retroactive to the ratification date (October 8, 2013) of the Collective Bargaining Agreement (CBA).

Since these are retroactive to the contract ratification date of 10/9/13 they are actually 1.92%, for this month only. This deduction is on the pay-stub at the bottom, under “United Academics”. The goat is sacred: the union is not deducting dues/FS from it or from the retroactive payments described below.

Perhaps it’s not surprising that the email from the administration doesn’t mention the raises the union negotiated, or the status of their implementation by UO. My advice is log on to Duckweb and check your pay-stub yourself. Go to Employee information, pay information, earnings statement, display, then click on Nov 27. Here’s my very unofficial rundown. Fact-checks are welcome in the comments:

  1. If you were on the payroll as of 10/8/2013, you should get the $350 goat money.
  2. If you were hired on or before 6/30/2012 you should get the goat, a 1.5% ATB raise (The 2013 FY ATB raise) and a catch-up payment for the 1.5%, back to 1/1/2013 in this paycheck. That catch-up payment should be a healthy 10.5% of your (old) monthly pay. In January the administration will add the 2014 1.5% ATB and your merit raise from a 2% pool (you are meritorious, right?) to your pay. These are retroactive to 7/1/2013, so there will also be another significant catch-up payment in January – on average, 15.75% of your (new) monthly pay. In July 2014 you’ll get another 1.5% ATB and be eligible for a 3.5% merit pool and a 1.5% equity pool. 
  3. If you were hired between 7/1/2012 and 12/31/2012, you get the goat but won’t get any ATB in this paycheck. But in January you should get the 2014 ATB and your merit raises, and a catch-up payment for these, back to 7/1/2013. In July 2014 you’ll get another 1.5% ATB and be eligible for a 3.5% merit pool and a 1.5% equity pool.
  4. If you were hired after 12/31/2012 and on or before 12/31/2013, in July 2014 you’ll get another 1.5% ATB and be eligible for the 3.5% merit pool and the 1.5% equity pool.

NTTF’s: All the above applies, except instead of the equity pool and raise for 7/1/2014, there will be a pool for salary floors. Details are still being worked out.

 Research faculty: I think discussions about how to handle raises for grant funded faculty are still under way. 

TRP: If you are on the TRP you will probably get the goat this month, but not the 1.5% raise or catch-up payment. The administration should have paid these, but didn’t. The union is working to fix this.

Summer money and 12 month faculty: If you are on 9 months, but got summer pay, the catch-up payment will not reflect that. The union is still working this out with the administration. I don’t know what happened if you are on a 12 month appointment.

As I said, this is all unofficial. The administration is still working on implementation, and I advise patience if your pay is not correct. But it’s a good idea to check your pay-stub!

And remember, the union worked hard to get more money for merit and equity than the administration was willing to provide. It seems that someone had sucked the well dry. Negotiations for the July 2015 contract will start in the middle of the next rainy season, in 14 months or so.

Update: Looks like the union bargaining team took Sharon Rudnick and Tim Gleason for a ride – the going price on craigslist is only $70 – albeit for a castrated dwarf:


Union Exec Council

11/23/2013: The official announcement is on the UAUO website. No Executive Council positions were contested, so the names below will constitute the Exec Council until the next election, in May 2015. Elections will be in May of odd years, see the UAUO constitution and by-laws for the mind-numbingly democratic details.

The 51 Representative Assembly slots are by rank and unit. 16 slots had no nominations, and the Exec Council may appoint people to fill those slots. There will be an election for the TTF Humanities Representative Assembly members, which had more nominations than slots. So ballots will be mailed to TT Humanities faculty only.
UAUO Executive Council:

President ○ Michael Drieling (Soc)

Executive VP ○ Deborah Olson (Education)
Secretary ○ Kira Homo (Libraries)
Treasurer ○ Bill Harbaugh (Economics)
VP for Tenure Track Faculty Affairs ○ Gina Psaki (Romance Languages)
VP for Non-Tenure Track Instructional Faculty Affairs ○ Ron Bramhall (Business)
VP for Non-Tenure Track Research Faculty Affairs ○ Nathan Dunn (CASIT)
Chair of the Diversity of Equity Committee ○ Jane Cramer (Poli Sci)
Chair of the Grievance and Contract Administration Committee ○ Deb Merskin (Journalism)
Chair of the Organizing, membership, and Communications Committee ○ Daniel Martinez HoSang (Ethnic Studies)
Chair of the State and Higher Education Issues Committee ○ Joe Lowndes (Poli Sci)