SEIU Local 73 Negotiations – 3/6 Bargaining Update

March 7, 2018

Arts and Sciences Colleagues:

Loyola University Chicago and SEIU Local 73 met Tuesday, March 6, for their most recent College of Arts and Sciences (CAS) bargaining session. At Tuesday’s session, Loyola shared counterproposals on issues we know are of key importance to faculty, including compensation, benefits, appointments and reappointments, promotion, and workload. Loyola has now responded to all of the Union’s proposals, and all economic and non-economic bargaining issues are out on the table.

Both parties have considerable work to do to come to agreement on these key issues, but Loyola remains steadfastly committed to reaching a contract that is fair and reasonable for our faculty, our students, and the entire Loyola University Chicago academic community. Loyola continues to negotiate in good faith and with a sense of urgency to reach a fair and reasonable agreement as soon as possible. The parties have now reached 17 total Tentative Agreements – including five in the past six weeks. There are four bargaining sessions left this semester, and the University is open to adding more bargaining sessions in the coming weeks to build on our momentum at the table.

Loyola shared the following counterproposals, which were discussed by both parties:

Proposal XIII: Promotion – Loyola is committed to inclusive faculty participation in the decision-making process for promotions of both unionized and non-unionized faculty who are eligible. Loyola proposed language clarifying ranks, promotion paths, promotion criteria and promotion procedures for full-time unionized faculty on renewable appointments. Each CAS department has its own promotion guidelines for evaluating individual applicants within the department, and Loyola proposed those guidelines continue to be used. Discussion will continue on this proposal.

Proposal XX: Workload – Loyola maintains a University policy regarding workload for unionized faculty, which is separate from the collective bargaining agreement. Loyola proposed adding language on overload and summer pay policies for unionized faculty, which are consistent with the Faculty Handbook.

Proposal XXII: Benefits – The parties discussed benefits for full-time and part-time unionized faculty.  The University’s proposal is consistent with what is offered to all other full-time and part-time faculty, including tenured and tenure-track faculty, and staff at the University, and is consistent with other SEIU contracts. Discussion will continue on this proposal.  

Proposal XXIII: Compensation – Loyola respects and values the work our unionized faculty do for Loyola and their contributions to our educational mission, and we believe their compensation should reflect that. We are committed to making sure our full-time and part-time unionized faculty are paid competitively compared to their counterparts at peer universities. To that end, Loyola offered a starting compensation proposal providing salary increases for all unionized faculty at the start of the 2018-19 academic year. In addition, Loyola offered annual merit raises for all full-time unionized faculty (other than Temporary Faculty) in accordance with the University’s merit raise pool increase percentage, which is consistent with what is offered to tenured and tenure-track faculty at Loyola. Loyola also offered to increase the minimum rate for part-time faculty on an annual basis beginning on 1/1/19, by the same percentage as the University’s merit raise pool increase each year. Part-time faculty paid at a higher rate than the minimum rate would have their pay rates increased in the same manner each year. Discussion will continue on this proposal.

Proposal XXIV: Term of Agreement – Loyola proposed that this collective bargaining agreement be in effect from the date of ratification through June 30, 2023, and shall automatically be renewed from year to year unless either party notifies the other in writing at least 60 days prior to the end of the renewal period of their desire to modify or terminate the Agreement. This is consistent with many other SEIU contracts.

Proposal XXV: Appointments and Reappointments – Loyola appreciates that unionized full-time and part-time faculty would like enhanced job security, and we are focused on working constructively and collaboratively with the Union to reach an agreement that provides greater clarity, consistency, and predictability for appointments. As such, the University proposed that if a full-time unionized faculty member on a renewable appointment has been employed by the University for four consecutive years in such capacity, the individual shall be eligible for a three-year appointment, which may be renewable.  The University can also issue appointments of longer duration. Discussion will continue on this proposal.

The union made the following counterproposals:

Proposal XXV: Appointments and Reappointments – The Union updated its previous proposal on this topic, including proposing that Loyola create part-time unionized faculty positions that are both salaried and eligible for full-time faculty benefits, which is inconsistent with what is offered to all other part-time faculty or staff at the University, and is inconsistent with other SEIU contracts.

Proposal XX: Workload – The Union updated its previous proposal on this topic, including proposing that full-time unionized faculty members be required to teach seven courses during the regular academic year (fall and spring terms) as opposed to eight.

What’s Next?
Loyola and SEIU Local 73 will meet for their next bargaining session on March 28. The University is open to adding additional bargaining sessions before then to build on our momentum at the table. In the meantime, please visit the CAS bargaining website for additional information and updates.

Sincerely,

Tom Regan, S.J.
Dean, College of Arts and Sciences