Uconn Aaup Collective Bargaining Agreement

Uconn Aaup Collective Bargaining Agreement

The university and the Union met on 16 October 2015 for about four and a half hours. The Union has invited three members of the negotiating unit to follow the negotiations as permitted by the basic rules. The EU has presented the university with a revised proposal for non-discrimination. The university submitted to the Union a counter-proposal for evaluation and a proposal on personal files. The university reiterated its proposal to maintain the existing contractual provision on academic freedom. The parties also discussed the article on the appeal procedure, but did not exchange any additional proposals. The parties have entered into interim agreements on articles relating to recognition and exclusions. UConn and AAUP have agreed to extend the current collective agreement by one year, until June 20, 2017. UConn and AAUP met on June 7, 2017 for about nine and a half hours. The parties exchanged proposals to compensate for the development of online courses and parking. The university has submitted proposals for Article 18 (longevity) and Article 19 (salary and benefits). No interim agreement has been reached. UConn and AAUP met on April 18, 2017 for about three hours.

The parties reviewed existing proposals for faculty workload, parking and Section 6 (Diversity and Affirmative Action Policy). The parties have tentatively agreed on the promotion period and recognition. UConn and AAUP met on April 26, 2017 for about four hours. The university presented a proposal on summer and intersession compensation, which the majority of the parties discussed at the meeting. No interim agreement has been reached. UConn and AAUP met on Friday, November 20, 2015 for approximately five hours. The AAUP has asked three members of the negotiating unit to observe the negotiations as permitted by the basic rules. Some minor amendments have been agreed for Article 1 and a revised interim agreement will be signed at the next session.

UConn reiterated its proposal to maintain the language of governance under Article 4 of the current collective agreement. UConn also proposed to maintain the existing language of the current agreement without amendment: Article 14 (reduction in recruitment and financial expenditure), Article 17 (AAUP deductions- security and wages), Article 21 (continuation of services) and Article 23 (savings clause). These were new and clear proposals that were taken up by the Union for the next session. A provision in the contract between UConn Health and the University`s Health Professionals Bargaining Unit allows UConn Health to increase employee salaries or spend bonuses to “meet competitive or market requirements at any time throughout the year,” as stated in the collective agreement. UConn and AAUP met on Monday, December 7, 2015 for approximately five hours. The AAUP asked two members of the negotiating unit to observe the negotiations as permitted by the basic rules. The parties have concluded provisional agreements on Article 23 (savings clause) and a revised interim agreement on Article 1 (recognition). UConn and AAUP met on April 17, 2017 for about five hours. The university submitted a proposal on the phD, tenure and recognition. The AAUP submitted a proposal for coaches and coaches. Both proposals were considered by the parties. No interim agreement has been reached.

“Our review of the state`s collective agreements and our comparison with other public universities have shown that only a very small portion of the staff of the public university and the Board of Regents has received long-term disability insurance,” the auditors wrote. “Conversely, UConn Health paid long-term disability insurance for about 61% of the workforce.” The EU has put forward proposals on parking, faculty governance and the Professional Development Fund (Article 19.F).

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