October 28, 2025: Loyola University Chicago and SEIU Local 73 met Tuesday, October 28, for our 24th College of Arts and Sciences (CAS) bargaining session. The session included constructive engagement from both sides, with a recognition of the need for more movement to reach a holistic, balanced agreement. Below are highlights from yesterday's productive discussion:

• Review of Market Data: Data shared by both the University and the Union confirm that Loyola's full-time NTT faculty salaries are well above the market average and our part-time NTT faculty are among the highest paid part-time faculty in Chicago. To view more information on the market data comparisons, please visit LUC.edu/bargaining.
• Context on the Higher Education Landscape: Loyola, like many peers, continues to face headwinds due to enrollment uncertainty, federal funding challenges and demographic shifts. Nearby institutions have responded with hiring freezes, budget reductions and program consolidations. The Union's current proposals on workload and compensation do not fully recognize this reality, with a proposed 32% pay increase plus additional annual raises and a 25% reduction in teaching loads.

Both parties reiterated their shared commitment to reaching a fair and realistic agreement that supports academic excellence and faculty success while maintaining responsible stewardship of University resources as we navigate continued challenges across higher education.

At the 10/28/25 session, Loyola made one counterproposal, which was discussed by both parties:

• Article 17-Professional Development - The University offered to increase the professional development fund to $55,000 per fiscal year, an 83% increase over the current fund amount, and to increase the individual amount payable to a unionized faculty member to $1,250 annually, a 108% increase over the current individual amount. This represents an increase from the current contract and past proposals for both the total fund and the allocation to individual members.

SEIU Local 73 made two counterproposals, which were discussed briefly by both parties and will be further discussed at the next session:

• Article 20-Workload - The Union presented a counterproposal for a phased approach that ultimately would have full-time unionized faculty teach three (3) three-credit hour courses (or a total of nine credit hours) each semester during the academic year and for part-time unionized faculty's workload to not exceed more than five (5) three-credit courses over the course of the Fall and Spring academic terms. This counterproposal also included proposed amendments related to course credit workload calculations for lab sections and large course enrollments.
• Article 25-Appointments and Reappointments - The Union presented several proposed amendments to change the timing of notice of appointments and cancellations of courses, and notification of service eligibility for one-year appointments and adjunct appointments, as well as a proposal to create additional full-time positions through a fixed number of consolidations and automatic conversions.

What's Next?
The next session is scheduled for Monday, November 3.

October 21, 2025: Loyola University Chicago and SEIU Local 73 met Tuesday, October 21, for our 23rd College of Arts and Sciences (CAS) bargaining session. The session included substantial discussion around topics including workload, appointments and reappointments, compensation and layoffs.

As a reminder, as part of our commitment to open and transparent communication, we are sharing these updates to provide you with the latest developments as negotiations progress.

At the 10/21/25 session, Loyola made four economic counterproposals presented as a package, which were discussed by both parties:

• Article 20-Workload – Recognizing concerns raised by faculty related to workload, Loyola offered a counterproposal that would allow for full-time unionized faculty members to receive one course release approximately once every four academic years.
• Article 25-Appointments and Reappointments – Loyola made a proposal to explicitly recognize that time spent on protected leaves (e.g., parental leaves) will not count against service accrual for one-year and adjunct instructor appointments and also proposed to count one year of service as a temporary faculty member towards the completion of the probationary period if that faculty member is hired in an 85-line.
• Article 23-Compensation – The University has increased salaries for all CAS faculty members by an average of 15.11% since the beginning of the recently expired contract. Loyola maintained its previous offer to further increase minimum pay rates for full-time non-tenure track faculty by 6.8%, and to extend the same annual percentage raises to unionized faculty as is provided to all other faculty and staff. This compensation structure is based on and in line with market data, particularly that of our local peer institutions. In addition, Loyola also previously accepted the Union’s proposal to increase that salary increases for promotion (i.e., $3,375 and $6,750, respectively for each level of promotion).
• Article 16-Layoffs – Loyola presented a counterproposal incorporating the Union’s proposal to identify fewer events that could trigger a layoff, proposing a longer notice period and updating the factors the University considers when deciding on retention, now including length of service as a unionized faculty member.

SEIU Local 73 made two counterproposals:

• Article 17-Professional Development – On September 2, the University offered to increase the annual professional development fund by 67%, from $30,000 to $50,000, and included an “escalator clause” that would see that number increase by an additional 5% each year that the fund is exhausted. The University also offered to increase the individual amount payable to a unionized faculty member from $600 annually to $1,000 annually.

The Union responded, holding to their previous proposal for a $200,000 Professional Development Fund per fiscal year and rejecting the escalator clause proposed by management. For the first time since negotiations on this topic began, the Union decreased its demand for a $2,000 individual payment for professional development activities to $1,750 per year for individual full-time and part-time unionized faculty members.

• Article 24-Terms of Agreement – The Union presented a counterproposal for a three-year agreement term for the new CBA.

October 10, 2025: Since February 2025, Loyola University Chicago and SEIU Local 73 have been meeting regularly for bargaining sessions on the collective bargaining agreement covering our College of Arts and Sciences (CAS) non-tenure-track full and part-time faculty. We are pleased to share that nine (9) non-economic tentative agreements have been reached in this time, and discussions are continuing on several economic proposals. We want to ensure you remain informed throughout this process.

October 10, 2025 Update

On Friday, October 10, we met for our 22nd bargaining session. From our perspective, this in-person session was respectful and productive, with both sides continuing to bargain in good faith to reach a fair contract.

Prior to the 10/10/25 session, Loyola received counters from SEIU Local 73 on Compensation and Workload which included elements such as:

• A 32 percent increase in starting salaries for union members.
• An extra 4.6 percent annual raise after the first year of the contract, in addition to the annual raises offered to all members of our community.
• A 25 percent reduction in teaching loads, while maintaining the current generous teaching load reduction policies.

• Article 16-Layoff – The Union proposed several amendments around the timing, circumstances, notice, benefits and procedures related to potential layoffs.
• Article 25-Appointments and Reappointments – The Union proposed several amendments to change, among other items, the timing of notice of appointments, appointment renewals, probationary periods, creation of additional full-time positions and credit for temporary positions.

September 29, 2025: During the September 29 bargaining session, the Union presented two counter proposals: 1) Workload and 2) Compensation. Management also presented two counter proposals: 1) Layoff and 2) Faculty Evaluations. Management requested the Union’s timeline for its counter proposals on the rest of the economic package. The Union confirmed that it was working to present for the next session. No conclusion was reached during the session. Management looks forward to continued collaboration with the Union and working together toward mutual agreement. 

September 23, 2025: During the September 23 bargaining session, Management received numerous questions from the Union on previously proposed Layoff, Workload and Appointments proposals. The Union presented a counter proposal on Faculty Evaluations. The Union confirmed their readiness to present counter proposals at the next session. October bargaining session dates were discussed. Management will review and consider the counter proposal on Faculty Evaluations. Management remains committed to productive and collaborative time in negotiations and building mutual agreement. 

September 15, 2025: During the September 15 bargaining session, Management received numerous questions from the Union on the previously proposed Layoff and Compensation proposals. No conclusion was reached during the session. The Union did not present any counter proposals at this time. The Union confirmed their readiness to present counter proposals. Management looks forward to working together in a spirit of collaboration during negotiations.  

September 9, 2025: During the September 9 bargaining session Management presented two new proposals and three counterproposals as a comprehensive economic package. The new proposals presented: 1) Layoff Clause and 2) Term of Agreement. The three counterproposals presented:1) Workload; 2) Compensation; and 3) Appointments and Reappointments. The Union did not present any proposals.

September 3, 2025: During the September 3 bargaining session Management presented two counterproposals, 1) Professional Development; and 2) Parental Leave. The Union did not present any counter proposals or new articles at this time. The Union asked for Management’s timeline on economic counter proposals. Management confirmed that we are working hard to provide a comprehensive package of economic counter proposals to the Union. 

August 5, 2025: During our August 5 bargaining session, the Union presented three proposals: 1) Parental Leave; 2) Appointments and Reappointments, and 3) Compensation. In addition to these three proposals, Management also has the Union counter proposal on Professional Development. Also during this session, Management provided its counter proposal on Faculty Evaluations, but the proposal was not discussed during this session. 

August 1, 2025: Our most recent bargaining session was on July 15, at which time the Union presented a counter proposal on Professional Development. Management has indicated it will not respond to economic proposals (including Professional Development) until the Union has presented all of their economic proposals; currently, two of an expected five economic proposals are on the table. In order to give the Union additional time to prepare the remaining economic proposals, both sides agreed to cancel the session scheduled for July 29.  The one remaining non-economic proposal currently under discussion is Faculty Evaluations, which is awaiting a counter proposal from Management, which will be presented at the August 5 bargaining session. 

July 3, 2025: On June 30, Management presented two counter proposals on Space and Course Cancellation Fee. During the session, both of these proposals were TAed. The Union also presented a counter proposal on Faculty Evaluations; a Management counter to this will likely be presented at our next bargaining session. Management also presented a description of the purpose and methodology of a salary adjustment program affecting full time unionized faculty on renewable contracts. The purpose of this program is to raise average faculty salaries by raising the salaries of faculty in each division and rank whose salaries fall below a predicted value based upon years of service. At the conclusion of the bargaining session the union gave its approval to Management to proceed with this program as described. As the existing CBA expired at midnight on Monday, June 30, 2025, the bargaining teams also discussed an extension of the current agreement until a new agreement is reached. No conclusion was reached during the session, but the teams agreed to continue this discussion off-line and, if necessary, at the next bargaining session on July 15. 

June 18, 2025: At our June 16 bargaining session, the Union and Management exchanged proposals and counter proposals on Faculty Evaluations, Space, and Workload. The Workload proposal is the first of several economic proposals that will be considered at the next several sessions. The Union and Management TAed Articles on Promotions and on Visa Sponsorship and Immigration. At this time, most, but not all, non-economic articles have been TAed.

June 12, 2025: At our bargaining session on June 10, Management presented a two-part counterproposal on Immigration and Visa Support and a counterproposal on Professional Development. The Union presented counterproposals on Space and Course Cancellation Fee. No Articles were TAed at this session, but proposals on Promotions and Immigration and Visa Support appear close to being TAed. 

May 29, 2025: At the last two sessions, the Union presented proposals or counter proposals on Retirement, Course Cancellation Fee, Office and Studio Space, Faculty Development, Visa Sponsorship and Immigration, and EEO/Non-Discrimination. Management presented proposals or counter proposals on Course Cancellation Fee, Office and Studio Space, Promotions, EEO/Non-Discrimination, Visa Sponsorship and Immigration, Professional Development, and Course Cancellation Fee. EEO/Non-Discrimination was TAed on May 27.  As is apparent, there are many Articles still under discussion. These include the ones listed above, plus Term of Agreement, Relationship to Faculty Handbook, and Faculty Evaluations.  Management is anticipating additional proposals from the Union on Benefits, Compensation, and Appointments. 

May 13, 2025: At our May 12 meeting, the Union presented five proposals or counter proposals, covering Faculty Development, Faculty Evaluations, Immigration, EEO/Non-Discrimination, and Student Matters. Management presented two proposals on Criteria for Designation as an Adjunct Instructor and Office and Studio Space. Management also responded to a previous Union proposal on Health and Safety, preferring to keep the current CBA language on Health and Safety. No Articles were TAed at this meeting. 

April 29, 2025: At our April 28 meeting, the Union presented a counter proposal on Academic Freedom and a new proposal on Instruction Cancellation Fee. There was also discussion of several proposals which are still being actively bargained. After caucusing, the Management team presented a counter proposal to the Union on Academic Freedom, which was TAed by the Union and Management. Although several non-economic proposals remain under consideration, it is expected that the Union will be presenting a number of economic proposals at the next bargaining session. 

April 23, 2025:  At our most recent bargaining session (April 22), Management presented three counter-proposals on Academic Freedom, Visa Sponsorship and Immigration, and Accessibility and Equal Employment Opportunity/Nondiscrimination, along with four new management proposals on Term of the Agreement, Personnel Files, Relationship to the Faculty Handbook, and Part-Time Faculty Evaluations. The Union presented new proposals on Seniority and Inclusive Excellence.  Union and Management reached a TA on Personnel Files. 

April 9, 2025: At our bargaining session yesterday, April 8, the union presented 7 proposals, covering Academic Freedom, Accessibility, Discrimination and Harassment, Health and Safety, Immigration, Office and Studio Space, and Union Rights. Union and Management reached a TA on Union Rights and Management Rights. Management will respond to the other proposals at our next session on April 22. 

April 1, 2025: There have been 4 bargaining sessions so far, on February 18, February 28, March 7 (via Zoom), and March 18. During these sessions we discussed several non-economic union proposals and management counter-proposals, covering Management Rights, Union Rights, Academic Freedom, Accessibility, Immigration, and Grievance and Arbitration. On March 18, the union and management reached a tentative agreement (TA) on Grievance and Arbitration. We expect to reach TAs on Union Rights and Management Rights at our next session.