Where Things Stand in the Negotiations: A Primer
As we push to settle a fair contract as soon as possible, here's an overview of where we're at as we pass 300 days without a contract. Scroll to the bottom to RSVP to our August 15 virtual town hall.
Who We Are
United Staff of the American Association of University Professors (US-AAUP) is the union that represents all non-managerial, non-confidential staff at the national AAUP. As of August 2023, the AAUP employs 37 staff members, and our bargaining unit includes 28 of those positions, or 75% of the total staff. We are the organizers, researchers, database specialists, accountants, media professionals, writers, editors, and administrative professionals who keep AAUP national running.
What’s Happening
We are currently negotiating our fifth successor agreement with AAUP management. The management of the AAUP has taken the cost-neutral, over sixty-year-old study leave benefit hostage, and as a result we have been bargaining for over a year and working without a contract for more than 300 days.
Our Platform
Since May 2022, our bargaining platform has been equity and stability for the AAUP. Low morale caused by inequitable policies and benefits, unclear implementation of the affiliation with the AFT, and a culture of disrespect toward staff time and input has led to the loss of 22 out of about 40 staff members since 2019, which is about 55% of the total staff. Those of us who stayed are committed to making work life at the Association and service to the academic labor movement a sustainable, positive, and equitable experience.
Our Core Proposals for Equity and Stability
Consistent and equitable pay practices through a salary step system;
A reasonable accommodation process for staff with disabilities that brings the AAUP into compliance with the ADA (TA’d);
A new telework policy for DC-based staff, who are majority BIPOC and have historically been required to work under an unclear, burdensome, and inequitable telework policy;
A more comprehensive anti-harassment policy that protects staff and supports a positive work environment (TA’d); and
Sustainably expanding the study leave benefit, which currently is available only to majority-white senior program officers (SPOs), to all staff.
Outstanding Core Proposals in August 2023
Our last core proposals that remain to be settled with management are the salary step system, the new telework policy, and study leave. Study leave is the biggest sticking point, with management insisting on eliminating the long-standing benefit without providing consistent or evidence-based justification.
The Value of a Salary Step System
After much resistance, AAUP management finally accepted the concept of a salary step system proposed by the staff union, which creates more consistent and equitable compensation, keeps up with the rising cost of living across the country (and especially in DC), addresses structural and historical inequities, and promotes retention. The parties are now negotiating the step increments and cost-of-living adjustments.
Severe Need for Cost-of-Living Adjustments
The table illustrates the erosion of staff salaries since the start of our last compensation adjustments in January 2019. As of January 1, 2023, staff salaries would need an 10.9% increase just to restore our wages to the same purchasing power in 2019.
Our Compensation Proposal
We are now negotiating the step increments and cost-of-living adjustments. We have proposed 2.5% step increments and the following across-the-board cost-of-living adjustments: year one (2023): 6%, year two (2024): 3.3%, year three (2025): 3.3%.
Cost of Our Compensation Proposal
Every single staff union compensation proposal has remained significantly under budget for the AAUP. In the official AAUP budget approved by the Council last November, salaries were budgeted at $5,096,275. The total cost of the staff union's compensation proposal for bargaining unit salaries in 2023 is $2,736,194. Our proposed bargaining unit salaries, plus salaries for management and confidential staff, which are $1,454,520, make total staff salaries for the year $4,190,714. Our compensation proposal is $905,560.96 under budget. This is in addition to several hundred thousand dollars set aside for unfilled positions. If AAUP hired all unfilled positions today, our compensation proposal would remain under budget.
Impact of Our Compensation Proposal on AAUP Member Dues
Zero. Our proposal does not require an increase in national member dues.
Per the AAUP Constitution and Bylaws, dues increases must be proposed by council, ratified by national membership, and indexed to the following formula: the average of the percentage change in faculty salaries reported in the annual AAUP Faculty Compensation Survey and the percentage change in CPI-U.
If the council chooses to propose a dues increase to the national membership, the under-budget cost of staff salaries would not be a sufficient justification.
The Role of Telework in Racial Equity
The majority of white staff, including management, are fully remote or work in the DC office as little as once or twice a month. Many staff of color, who are based in the DC area, are required to work from the DC office three days or more per week, with some commuting for as long as two hours round trip per day. This inequity places unfair and unnecessary burdens of transit time, cost, and health risks on the DC office staff. Furthermore, all DC office staff have received glowing evaluations from supervisors in the last three years. Half-hearted management arguments about quality control or community-building in the DC office are not supported by evidence and are disingenuous.
Our Telework Proposal
We’ve proposed that staff based in DC work a standardized two days per week from the DC office. Our proposal of two days a week would be a continuation of the initial telework policy put in place after the DC office reopened. All evidence shows this has been a popular and successful policy. Still, the management team has refused to accept the staff union’s proposal for two days a week in the DC office unless the staff agrees to the elimination of the study leave program.
The Role of Study Leave in Racial Equity
Currently, SPOs are eligible to apply for six months of study leave every six years while assistant and associate (A&A) staff are not eligible. SPOs are majority white, and A&A staff are majority BIPOC. Extending study leave to all is racially equitable and would increase professional development opportunities, help the AAUP retain staff, and enrich the organization.
The management team has proposed eliminating the study leave program altogether and replacing it with six weeks of “recharge leave” for all staff after six years of service. Management team members argued that the inequity of study leave should be remedied by eliminating the program.
Our Study Leave Proposal
We countered with a proposal that would keep study leave, open eligibility to all, and enable staff to choose between recharge leave and study leave, allowing members to choose what is best for their professional development and well-being. According to usage data provided by our employer and survey data gathered by the staff union, only two study leaves have been taken by the bargaining unit in the last five years. Our projections from the survey show for the next three years only two study leaves would be chosen by staff of all categories including A&A, while others prefer a break with recharge leave.
What You Can Do
Email Irene at irene.mulvey@gmail.com to express your support for our proposals and for a fair and equitable contract settlement.
RSVP for our August 15 Town Hall to hear more about bargaining.