June 2, 2026: Loyola University Chicago and SEIU Local 73 are scheduled to meet on Monday, June 8 for the next bargaining session. This will mark the 40th session and the tenth with a federal mediator since negotiations began in February 2025.

As we have shared in recent communications, negotiations are expected to continue into the summer, and we are committed to providing timely updates to keep you informed.

At the last session on May 12, the University bargaining team presented counterproposals on Compensation, Workload, Parental Leave, and Term of Agreement. The Union is anticipated to share their responses on June 8.

There are three additional articles that make up the economic package. Both parties have indicated they are largely aligned on those articles (Appointments and Reappointments, Professional Development, and Layoff). It is typical in the collective bargaining process to negotiate core economic terms as a package since they tend to affect one another. This means that individual terms may continue to be adjusted across the articles that make up the package until a full tentative agreement is reached.

Loyola is navigating the same headwinds impacting higher education nationwide. According to Inside Higher Ed, these pressures drove continued job cuts across the sector in May, part of a sustained pattern of institutions eliminating positions, restructuring programs, and weighing difficult decisions to fulfill their commitments to students and the communities they serve.

The University's proposal is built for this environment, delivering real gains for faculty while protecting Loyola's long-term stability. 

We remain committed to reaching a fair agreement that supports faculty and strengthens Loyola for the long term.

What’s Next?

The next bargaining session is scheduled for Monday, June 8. Please visit www.LUC.edu/bargaining/ for additional information.

June 2, 2026

As negotiations continue, we want you to know the positive progress the parties are making. Here are some of the benefits currently on the table, as proposed by the University.

May 26, 2026

The following was shared as a mailed letter: 

Dear College of Arts and Sciences Colleagues,

I am writing to share an update on our ongoing negotiations with SEIU Local 73, the union which represents some of our full-time and part-time non-tenure-track faculty in the College of Arts and Sciences. As bargaining continues into the summer, and ahead of our next session on June 8, the University wants to ensure transparency about where things stand.

Our faculty are core to the life of Loyola and the success of our mission. We remain committed to reaching an agreement that is fair, responsible, and supportive of our faculty while also safeguarding the long-term stability that Loyola’s mission depends on.

Negotiations began February 2025 with the goal of reaching a third collective bargaining agreement that builds on the progress made in prior contracts. Through 39 bargaining sessions and nine with a federal mediator, we have reached tentative agreements on several areas, and the University has a comprehensive offer on the table. That offer would deliver real, tangible benefits across the entire length of the agreement.

Compensation remains the primary gap between the University and Union’s proposals. The University's current offer delivers immediate financial benefits and ensures continued compensation growth for both full- and part-time faculty over the course of the agreement. This approach keeps Loyola's compensation at or near the top of the market among peer institutions and maintains how compensation is structured for faculty across the University.

Throughout bargaining, the administration has been consistent in one primary point on compensation: we are not prepared to accept changes that create unintended disparities or undermine consistency across Loyola faculty.

This longstanding approach to compensation–which has been codified in the CBA since 2018–reflects the University’s commitment to valuing all faculty.  

The Union continues to propose a fundamentally different compensation structure that we believe is not sustainable or in the best long-term interest of Loyola or its faculty.

We will continue to share official updates and additional information at LUC.edu/bargaining.

Sincerely, 
Douglas W. Woods, PhD
Provost and Chief Academic Officer

May 12, 2026: Loyola University Chicago and the Union met on Tuesday, May 12, for the 39th bargaining session and ninth with a federal mediator since negotiations began in February 2025.

Progress has been made over the course of negotiations, and the University’s current, comprehensive offer on the table would provide tangible benefits across the entire length of the agreement. However, the last three bargaining sessions appear to have moved the parties farther apart, especially related to pay. We are disappointed by this trajectory.

Compensation remains the primary gap. The University's current offer delivers immediate financial benefits and ensures continued compensation growth for both full- and part-time faculty over the course of the agreement. This approach keeps Loyola's compensation at or near the top of the market among peer institutions, while maintaining a consistent approach to compensation with all other faculty across the University.

The University has been consistent throughout bargaining: we are not interested in changes that create unintended disparities or undermine consistency across Loyola faculty.

This longstanding approach to compensation – which has been codified in the CBA since 2018 – reflects the University’s commitment to valuing all faculty and recognizing that contributions across teaching, scholarship, and service are essential to the institution’s success.

• Unfortunately, the Union continues to propose a fundamentally different compensation structure that would move away from how faculty are paid across the University.
• The University remains committed to a model that is fair, sustainable, and responsible. One that supports faculty while maintaining long-term stability that is essential to Loyola's mission.

The 5/12/26 session focused primarily on three of the four remaining open articles: Workload, Compensation and Parental Leave.

Summary of the University’s counterproposals presented at the 5/12/26 session:

The University has listened to feedback from faculty and incorporated meaningful changes into its counterproposals throughout negotiation, including:

• Workload: The University continued to move toward the Union to address concerns around sustainable workloads for full-time faculty, including a new "Service Exceptional" course release for up to 10 Teaching Associate Professors or Teaching Professors per year through an application process. This move, combined with the University’s other proposed revisions providing eligibility based on fewer credit hours of teaching and periodic course releases for those faculty not otherwise eligible, would result in 72% of full‑time faculty teaching seven courses annually.
• Compensation: The University adjusted its most recent offer in response to the Union’s request. This will include:

Full-time faculty

• • A 3.4% base salary increase relative to fall 2025 salaries for all full-time non-tenure-track faculty, effective upon ratification
  • A 5% increase to minimum salaries across full-time ranks
  • Promotion-based salary increases of up to 35%, meaning a Teaching Assistant Professor to Teaching Associate Professor receives a $3,375 increase to their salary and Teaching Associate Professor to Teaching Professor receives a $6,750 increase to their salary upon promotion

Part-time and hourly faculty

• • A one‑time signing bonus for part-time and hourly faculty, scaled by teaching load, paid upon execution of an agreement. This recognizes the Union’s stated priority that all its members receive an immediate benefit while maintaining base compensation at top-of-market levels through automatic annual increases to stipends and hourly rates, tied to the full merit pool percentage (these increases are built in, not discretionary).
  • 9% increases to summer and J‑term pay
  • Higher course‑cancellation fees and full stipend pay for low‑enrollment courses during regular semesters

Temporary faculty

• • A one‑time $1,000 signing bonus for full-time temporary faculty
  • 11%–11.5% increases to stipends. For example, the stipends for temporary full-time faculty continuing for another year will range from $58,500 to $65,000. For those without a terminal degree, stipends will range from $56,500 to $63,000. 
  • If re-appointed for a consecutive year, the salary will automatically increase by the annual merit pool percentage
• Parental Leave: The University reaffirmed its most recent offer, which provides four weeks of paid parental leave for faculty on Adjunct and one-year part time faculty that can be used in conjunction with and/or in addition to sick and paid leave. It also clarified that faculty may take unpaid leave for the remainder of the semester without affecting appointment status or continuity. This clarification came directly out of the current negotiations. Full-time faculty continue to receive 16 weeks of paid parental leave, consistent with the University policy.
• Term of Agreement: The University reaffirmed its most recent offer, which is for a contract running through June 30, 2031.

The Union did not present any counterproposals at the 5/12/26 session.

What's Next? 
The next bargaining session is anticipated in June, once the Union confirms its availability.

May 9, 2026: We want to share a clear, factual update on what is currently on the bargaining table. The goal is simple: make it easy to understand what the University has proposed and what it would mean in practice.

If ratified, the University’s proposal would deliver immediate and ongoing financial benefits to all unionized faculty, address workload concerns, and provide greater stability. The University’s offer seeks to maintain consistent treatment to all other faculty, unionized or not. 

What the University’s compensation proposal does

For full‑time non‑tenure‑track faculty

• A $1,200 base salary increase for all full-time non-tenure-track faculty, effective upon ratification. For example, someone at a salary of $75,000, will see their salary increase to $76,200 right after the contract comes into effect. 
• A 5% increase to minimum salaries across full-time ranks
• Promotion-based salary increases of up to 35%, meaning a Teaching Assistant Professor to Teaching Associate Professor receives a $3,375 increase to their salary and Teaching Associate Professor to Teaching Professor receives a $6,750 increase to their salary upon promotion
• Continued access to annual merit increases, consistent with how compensation works across Loyola

For part‑time and hourly faculty

• A one‑time signing bonus, scaled by teaching load, paid upon execution of an agreement
• Automatic annual increases to stipends and hourly rates, tied to the full merit pool percentage (these increases are built in, not discretionary)
• 9% increases to summer and J‑term pay
• Higher course‑cancellation fees and full stipend pay for low‑enrollment courses during regular semesters

For temporary faculty

• 11.1%–11.5% increases to stipends. For example, the stipends for temporary full-time faculty continuing for another year will range from $58,500 to $65,000. For those without a terminal degree, stipends will range from $56,500 to $63,000. 
• Automatic annual increases going forward based on the annual merit pool percentage

Additional protections and support

• Doubled professional development funding, with an annual escalator to increase the funds if they are expended
• Individual faculty members are eligible for professional development funding awards up to $1,250
• Expanded access to course releases to address workload concerns for full-time faculty
• Expanded paid parental leave for Adjunct and one‑year part‑time faculty, providing four weeks of paid leave, which may be used alongside sick and paid leave
• Clear confirmation that protected leaves, including parental leave, do not interrupt appointment status or continuity for part‑time faculty. For example, this means that following paid leave, these faculty may take the remainder of the semester off without penalty. 

How this compares to recent years

• Since 2021, unionized CAS non‑tenure‑track faculty who joined before fall 2021 have seen median salary growth of nearly 26%, outpacing the 21% cost‑of‑living increase according to the Bureau of Labor Statistics CPI inflation calculator (from July 2021 to March 2026).
• Also, since 2021, including this year, annual merit pools have ranged from 2% to 5%, and those structures would continue under the current proposal.
• The University and the Union have both shared data during negotiations that demonstrate our compensation is demonstrably competitive and above average for both full-time NTT salaries and part-time faculty stipends compared to institutions in our region with similar tuition structures and student populations.
• Consistent with its goal of being near the top of the market, the University also gave salary adjustments last summer to ensure that our faculty does not fall behind in compensation as compared to our peers. These adjustments impacted 63% of the bargaining unit.

Where we stand

Unfortunately, the Union’s last counter on Compensation from 4/28 has effectively moved the parties farther apart rather than toward agreement. This counter introduced a completely new and complicated layered approach that creates a more complex compensation structure with expanded service categories and overlapping increases. Their proposed structure for pay would see unionized faculty paid differently than all other faculty members across the University, running counter to the University’s longstanding commitment to parity.

Additionally at the 4/28 bargaining session the Union resubmitted the previous version of its remaining outstanding counters (Workload, Term of Agreement and Parental Leave).

The University remains committed to good‑faith bargaining and to reaching a fair, sustainable agreement that delivers real benefits while working for the entire Loyola community. Our work and focus continues to be at the bargaining table, where we are scheduled to return on May 12.

April 30, 2026: The Facts on the Bargaining Table

As you know, the Union representing some non‑tenure‑track faculty in the College of Arts and Sciences will participate in a one-date strike on Friday, May 1, 2026. While we respect the rights of unionized faculty to make their voices heard, we are disappointed that Union leadership chose to create unnecessary and irresponsible risk to students’ academic progress at this critical time.   

Despite consistent negotiations over 15 months and the current involvement of a federal mediator, recent misleading public claims and communications from the Union do not reflect the substance of discussions at the bargaining table.  

These mischaracterizations create unnecessary uncertainty at a time when the shared focus should be on finals, graduation, and a timely resolution at the table.   

The following provides context and clarifies key points. 

1. Compensation  

Union claim: The University is treating CAS NTT faculty unfairly.  

Fact: Loyola’s comprehensive, fair offer delivers immediate pay increases, workload relief, enhanced parental leave benefits and longer-term stability all while maintaining the University’s commitment to parity and comparable treatment across all faculty. 

Union claim: The University’s proposal on compensation barely covers inflation.   

Fact: For those who joined before fall of 2021, average salary growth for CAS NTT faculty has outpaced the total cost-of-living increase cited by the Union over the same period.  

Union claim: The University proposed no pay increases of any kind for part-time and hourly faculty for the length of the contract.  

Fact: The University’s comprehensive offer includes multiple forms of immediate and recurring pay increases for part‑time and hourly faculty. 

• Part‑time and hourly pay rates would increase automatically each year of the contract, tied directly to the full merit pool percentage. These increases are built in, not discretionary. 

• Part‑time and temporary faculty would receive one‑time signing bonuses, scaled to teaching load, paid once an agreement is executed. 

• 11.1%–11.5% increases to salaries for temporary faculty. For example, the stipends for temporary full-time faculty continuing for another year will range from $58,500 to $65,000. For those without a terminal degree, stipends will range from $56,500 to $63,000. 

• 9% increases to summer and J‑term pay for part‑time and temporary faculty  

• Per our last offer, for all full-time NTT (excluding temporary), salary will go up $1,200 and salary minima will increase by 5%. As an example, someone at a salary of $75,000, will see their salary increase to $76,200 right after the CBA comes into effect. 

• The offer on the table increases protections for part‑time faculty, including higher course cancellation fees and full stipend pay for low‑enrollment courses during regular semesters.  
  
  

Union claim: The University hasn’t offered meaningful salary increases to unionized faculty since the last contract.  

Fact: Loyola has provided meaningful compensation increases every year since 2021 in line with the University’s commitment to parity and comparable treatment across roles. 

• For unionized faculty in CAS who joined Loyola before fall of 2021, salaries have increased an average of 19.7%, with a median increase of 22.2%. The Union had informed us that cost of living had gone up by 17% since last CBA and thus salary increases have outpaced this number. 

• Between 2021 and the present, merit increases have ranged from 2 to as high as 5%, with an average increase of 3.3%. This includes the 2% merit increase pool applied in January of this year. 

• Salary increases include a combination of annual merit increases, automatic minimum adjustments, and additional salary adjustments extended to Union members in keeping with the principle of parity. The University’s compensation offer maintains this structure.  
  
  

Union claim: The University’s proposal on compensation only provides financial benefits to the lowest paid unionized faculty.  

Fact: The University’s offer gives immediate, across‑the‑board financial benefits to unionized faculty members across both full- and part-time positions while maintaining the University’s commitment to parity and comparable treatment with faculty across the institution.    

Union claim: The University has plenty of money for buildings but refuses to invest that money in faculty compensation.  

Fact: Investing in our facilities and campus infrastructure demonstrates an investment to our entire community, including faculty, staff, current students, and prospective students. Further, fundings streams for work across campus can vary. 

2. Bargaining Status   

Union claim: The University refuses to meet with the Union and is forcing a strike. 

Fact: The University shared multiple May meeting dates with the Union on April 23, and the federal mediator also confirmed availability for most of those dates. The Union has not yet confirmed a May meeting and is instead requesting sessions on days the University bargaining team and federal mediator already indicated existing scheduling conflicts. 

This follows the Union’s April 28 compensation counterproposal, which moves the parties farther apart by introducing a fundamentally new compensation structure while continuing to include annual increases that would break parity with how faculty are paid across the University. The University will not agree to changes that would create unintended disparities or undermine consistent treatment of faculty across the institution.  

Union claim: The University is intentionally delaying negotiations. 

Fact: The University and the Union have met on a consistent schedule agreed to by both parties at times that both parties are available. The University administration remains committed to reaching an agreement and will be at the table to continue that work.  

• The parties have participated in close to 40 bargaining sessions. 

• Sessions have been held approximately twice per month since February 2025, reflecting steady and ongoing negotiations. 

• While the University has been represented by the same core team of four to five individuals over fourteen months and 38 sessions, the Union's approach has been to open each meeting on Zoom to all membership. This results in a constantly changing group of Union participants with different priorities, opinions, and knowledge of prior discussion.  

• While the Union has the right to bargain in this manner, the University is often required to revisit previously agreed upon topics and re-answer questions. This has repeatedly slowed down productive dialogue and the overall pace toward reaching an agreement.   
  
  

Union claim: The University hasn’t made any movement on key issues.  

Fact: The University has made movement throughout negotiations. This has helped the parties reach ten non-economic tentative agreements (TAs) covering key operational areas. Other areas of progress include: 

• Provided generous workload relief for eligible faculty through additional course releases.  

• Doubled professional development funding with higher individual distributions and an annual escalator to increase the fund.  

• Improved protections for part‑time faculty, including a higher course cancellation fee and full stipend pay for courses with low enrollment during regular semesters. 

• Removed some limits on temporary roles to make longer‑term employment more realistic and made clearer commitments to creating pathways into full‑time roles. 

• Expanded workload flexibility for part‑time faculty, allowing more hours to engage in additional work.  

• Increased paid parental leave benefits for Adjunct and one‑year part‑time faculty to receive four weeks of paid parental leave. This may be used in conjunction with sick and paid leave. Full-time faculty continue to receive 16 weeks of paid parental leave, consistent with the University policy. 

• Ensured protected leaves such as parental leave are fully recognized and do not interrupt faculty status for part-time NTT faculty. 

3. Workload  

Union claim: The University refuses to address unsustainable workloads. 

Fact: Our unionized faculty are required to teach 4 courses per semester. However, there are various ways this can be reduced. The University has presented multiple counterproposals to expand ways in which this 4 course/semester (i.e., 8 courses per year) workload could be reduced. The most recent offer would have the cumulative effect of 72% of full‑time faculty teaching seven courses per year through:  

• An additional course release once every three years for eligible full‑time faculty and a reduction in the credit‑hour threshold from 570 to 540 hours.  

• A new course release opportunity for “teaching‑exceptional” senior faculty through an application process, added specifically in response to Union feedback.   
  
  

4. Parental Leave  

Union claim: The University has not budged on a more equitable parental leave policy.  

Fact: The University has increased the amount of paid parental leave for certain part-time faculty, and both parties have revised the agreement to show that protected leaves will not count against faculty status. This means that part-time faculty may take extended leave following the paid leave with no impact on their status.

April 28, 2026: A Message from Provost Douglas W. Woods

Loyola University Chicago and SEIU Local 73 are negotiating a third collective bargaining agreement for non tenure track faculty in the College of Arts and Sciences (CAS). The Union, representing some faculty in the College of Arts and Sciences, has announced it intends to participate in a one-day strike on Friday, May 1.

Our obligation right now at the end of the semester is to students for their finals, grades, and graduation. We respect the right to collective action, but we are disappointed that Union leadership chose to create unnecessary and irresponsible risk to students’ academic progress at a critical academic moment.

The University has a fair, comprehensive offer on the table that delivers immediate pay increases, workload relief, enhanced parental leave benefits and longer‑term stability all while maintaining the University’s commitment to parity and comparable treatment across roles. We remain committed to reaching an agreement and will be at the table to continue that work.

Students enrolled in CAS classes with final exams scheduled on Friday should attend as scheduled. The University remains fully operational. Students with questions should contact the CAS dean’s office at casloyola@LUC.edu.

The University is here and ready to make a deal. That is where our focus remains.

April 24, 2026: Loyola University Chicago and the Union met on Thursday, April 23, for a bargaining session related to the third collective bargaining agreement covering CAS non‑tenure‑track full‑time and part‑time faculty. This meeting marked the 37th bargaining session since negotiations began in February 2025 and the eighth with a federal mediator.

The session featured discussion of two of the primary economic issues, Compensation and Workload, with both parties working to clarify their positions. The University reiterated that its goal remains reaching a fair and sustainable agreement that delivers meaningful benefits to faculty as soon as possible.

Both the Union and the University shared counterproposals on these specific articles during the session, contingent on agreement of the full economic package.

Reflecting on progress achieved to date:

During the 4/23 session, the University reviewed several areas where progress has already been made over the course of negotiations and where faculty would see tangible benefits upon ratification, including:

• A 100% increase in professional development funding ($30,000 to $60,000), with higher individual distributions ($1,250 per member) and an annual 5% escalator to increase the total fund amount. 
• Significant 35% promotion‑based salary increases for full‑time faculty.
• A 9% increase in summer and J‑term pay, with contracts being issued now though not including this new rate.
• 11.1%-11.5% increases to minimum salaries for temporary faculty.
• Improved protections for part‑time faculty, including a higher course cancellation fee and full stipend pay for courses with low enrollment during regular semesters.
• Expanded access to course releases that directly address burnout concerns, with the cumulative effect that approximately 72% of full‑time faculty would be eligible to receive at least one course release annually.
• Expanded workload flexibility for part‑time faculty, allowing more hours to engage in additional work.
• Removal of the three-year cap on consecutive temporary appointments, increasing job continuity and stability.
• Additional improved pathways from temporary to full‑time roles, including full credit for years of service toward probation, promotion, and compensation eligibility.
• Agreement on consolidations and conversions to create a fixed number of new full‑time positions, subject to enrollment considerations.
• Increased paid parental leave benefits for Adjunct and one‑year part‑time faculty to receive four weeks of paid parental leave. This may be used in conjunction with sick and paid leave. Full-time faculty continue to receive 16 weeks of paid parental leave, consistent with the University policy.
• Confirmation that when part-time faculty with 1-year and 2-year appointments are unable to teach due to a protected reason there will be no impact to appointment status or continuity.  

Summary of the University’s counterproposals presented at the 4/23/26 session:

• Compensation: Added an automatic annual increase to hourly rates of the full merit pool percentage, as well as one‑time signing bonuses for part‑time and temporary faculty scaled by teaching load, a $1,200 increase to base salary for full‑time faculty (excluding temporary faculty), and a 5% increase to full-time minimum salaries. This counterproposal was developed in a direct response to the Union’s stated priorities to deliver immediate, across‑the‑board financial impact to all its members upon execution of an agreement. This offer also includes the above-mentioned promotion-based salary increases, summer and J‑term pay increases and increases to minimum salaries for temporary faculty.
  
  
• Workload: Included a revision of the proposed course release for teaching exceptional faculty (included in the Union’s counterproposal from the 3/19 session) to streamline the application process. This proposal would recognize excellent teaching and teaching-related service as a basis for a course release. This is in addition to a course release once every three years for eligible full‑time faculty, which in principle both parties are aligned on. The cumulative effect of these steps is that 72% of full‑time faculty would teach seven courses annually.

Summary of the Union’s counterproposals presented at the 4/23/26 session:

• Compensation: Re-introduced several distinct salary increases for all unit members, including increases to the minimum salaries and a one-time base salary increase of 4.75% if above the minimum in the first year of the contract, followed by fixed annual increases in addition to merit increases in the out years of the contract. These are all on top of the other types of increases already included in the CBA. This breaks from the established compensation structure that sees all University faculty and staff receive access to the same merit increases.
• Workload: Expanded access to the newly introduced course release for teaching exceptional faculty and included revisions to how lab sections are counted for chemistry and forensic science, as well as reproposed amendments to workload calculations for independent studies, course coordination, among others. 
  
  

What’s Next?

The next bargaining session is scheduled for Tuesday, April 28.

April 21, 2026: Loyola University Chicago and the Union met on Monday, April 20, for a bargaining session related to the third collective bargaining agreement covering CAS non‑tenure‑track full‑time and part‑time faculty. This meeting marked the 36th bargaining session since negotiations began in February 2025. As with the last six sessions, a federal mediator was present.

The University, in keeping with its goal of reaching a fair and equitable agreement, then presented a comprehensive set of counterproposals focused on addressing the Union’s stated priorities. The University addressed Compensation, Workload, Term of Agreement, Layoff and Parental Leave.

After spending most of the session reviewing the University’s counteroffer among themselves, the Union rejected the University’s offer, except for Layoff. Instead, the Union resubmitted the same version of its economic package and parental leave counterproposal that it had presented on March 19.

Below is a summary of the where discussions stand following the 4/20/26 session:

• Compensation: The University proposed a $1,200 base salary increase for all full‑time NTT faculty in CAS (excluding temporary and part-time faculty). Additionally, it proposed a 5% increase to full-time minimum salaries, applied after the base increase. The University emphasized that part‑time stipends and hourly faculty compensation continue to be benchmarked at the top of the market and the part-time stipends will continue to increase. 

The offer also includes 11.1%-11.5% increases to minimum salaries for temporary faculty, 8.9% increases to summer and J-term salaries and higher promotional increases for full-time NTT. Importantly, the compensation structure preserves parity with faculty across the University.

Additionally, the University data shows that merit increases, and additional salary increases have kept pace with the Bureau of Labor Statistics’ Consumer Price Index measure, demonstrating that showing that faculty pay has not fallen behind the cost of living.

The Union rejected this counter and resubmitted its last offer.

• Workload: In response to a request from the Union, the University proposed a new “teaching exceptional” course release. This would recognize sustained and significant teaching and service contributions and would be subject to clear eligibility criteria and annual limits for full-time, unionized faculty who hold the rank of Teaching Professor. The University bargaining team had developed this counter in direct response to the Union’s March 19 proposal, which sought a discretionary application process for an additional course release. The University also reaffirmed agreement on a course release once every three years for eligible full‑time faculty. The cumulative effect of these steps is that 72% of full‑time faculty would be eligible to receive one course release annually.

In response to questions raised previously, the University also addressed lab section workload and confirmed that no faculty workloads would increase under the current model, which now will include forensic science labs.

The Union rejected this counter and resubmitted its last offer.

• Term of Agreement: Consistent with the Union’s most recent proposal, the University presented a contract term running through June 30, 2031, with this package.

The Union rejected this counter and resubmitted its last offer which proposed retroactivity.

• Layoff: The University reaffirmed its most recent proposal, removing a reduction in tuition income and other financial exigencies as a trigger for layoffs.

 The Union is aligned in principle with this most recent proposal, subject to an agreement on the full economic package.

• Parental Leave: The University reaffirmed its existing proposal, which provides four weeks of paid parental leave for faculty on Adjunct and one-year part time faculty that can be used in conjunction with and/or in addition to sick and paid leave. It also clarified that faculty may take unpaid leave for the remainder of the semester without affecting appointment status or continuity. This clarification came directly out of the current negotiations. More specifics on the policy for full-time unionized faculty can be found here: edu/hr/policies/paidparentalleave.

The Union rejected this counter and resubmitted its last offer.

What’s Next?

The next mediated bargaining session is scheduled for April 23.

April 7, 2026: Continuing to Make Progress at the Bargaining Table

The University is aware of the Union’s call for a strike authorization vote and wants to be clear about where we stand.

We do not want a strike. We believe this agreement can and should be resolved at the bargaining table, and we remain fully committed to continuing negotiations in good faith. Through more than 30 bargaining sessions over 13 months, the University and the Union have reached ten non‑economic tentative agreements, with several additional areas no longer in dispute.

We also want to address some claims circulating about the negotiations:

1. Bargaining Status

☒ Rumor: The University is refusing to bargain and is intentionally delaying negotiations.

☑ Reality: The University and the Union have met on a consistent schedule agreed to by both parties.

• The parties have participated in 35 bargaining sessions, resulting in ten non‑economic tentative agreements and several other issues being resolved.
• Sessions have been held approximately twice per month since February 2025, reflecting steady and ongoing negotiations.
• The pace reflects the complexity of the remaining economic items, not a lack of engagement or urgency.
• Additional bargaining sessions are scheduled for April 20 and April 23, showing continued momentum toward a final agreement.

☒ Rumor: The University hasn’t made any movement on key issues.

☑ Reality: The University has made movement throughout negotiations. This has helped the parties reach ten non-economic tentative agreements (TAs) covering key operational areas. Other areas of progress include:

• Offered workload relief for eligible faculty through an additional course release.
• Doubled professional development funding, with room to expand support over time.
• Removed some limits on temporary roles to make longer‑term employment more realistic.
• Made clearer commitments to creating pathways into full‑time roles.
• Ensured protected leaves and temporary service are fully recognized and do not interrupt faculty status for part-time NTT faculty.

2. Compensation 

☒ Rumor: The University hasn’t offered meaningful salary increases to unionized faculty since the last contract.

☑ Reality: Loyola has provided meaningful compensation increases every year since 2021.

• For unionized faculty in CAS who joined Loyola before fall of 2021, salaries have increased an average of 19.7%, with a median increase of 22.2%.
• Full-time minimum salaries have increased 6.9% through the automatic annual increase tied to the merit raise.
• Part-time stipends have increased 16.4%, including the recent 2% increase on January 1, 2026.
• Salary increases include a combination of annual merit increases, automatic minimum adjustments, and additional salary actions extended to union members in keeping with the principle of parity.
• A recent University Town Hall presentation demonstrated that merit increases and additional salary increases have kept pace with the Bureau of Labor Statistics’ Consumer Price Index measure.

☒ Rumor: The University’s proposal on compensation barely covers inflation. 

☑ Reality: For those who joined before fall of 2021, average salary growth for CAS NTT faculty has outpaced the total cost‑of‑living increase cited by the Union over the same period.

Details on the University’s most recent offer on compensation include: 

• The University’s most recent offer on compensation would increase full‑time faculty minimum salaries by 14.2% over the 2021 CBA.
• The offer also includes 11.1%-11.5% increases to minimum salaries for temporary faculty, 8.9% increases to summer and J-term salaries and higher promotional increases for full-time NTT.
• Importantly, the compensation structure preserves parity with faculty across the University.

☒ Rumor: The University has plenty of money for buildings but refuses to invest that money in faculty compensation.

☑ Reality: Investing in our facilities and campus infrastructure demonstrates an investment to our entire community, including faculty, staff, current students, and prospective students. Further, fundings streams for work across campus can vary.

3. Workload

☒ Rumor: The University refuses to address unsustainable workloads.

☑ Reality: The University has presented multiple counterproposals addressing these concerns.

• The University’s most recent offer on workload would give an additional course release once every three years for eligible faculty and lower the credit‑hour threshold for a course release from 570 to 540 hours.
• If adopted, 65.7% of full‑time NTT faculty in CAS would teach seven courses per year, up from 43.8%.
• Nearly half of full-time NTT faculty taught less than 4:4 last year.

We are committed to continued bargaining, with the support of the federal mediator to reach a fair and sustainable agreement.

March 26, 2026: Loyola University Chicago and the Union met on Thursday, March 19, for a bargaining session related to the third collective bargaining agreement covering CAS non‑tenure‑track full‑time and part‑time faculty. This meeting marked the 35th bargaining session since negotiations began in February 2025. As with the last five sessions, a federal mediator was present.

During the session, the Union presented a comprehensive counterproposal on the full economic package, including Workload, Compensation, Layoff, and Term of Agreement, and a counterproposal on Parental Leave. The Union indicated that it is largely aligned with the University on Professional Development and Appointments and Reappointments.

Given the scope and interrelated nature of the economic proposals, the University indicated it would need additional time to fully evaluate the counterproposal on the package and prepare a response for the next session.

Below is a summary of where discussions stand following the 3/19/26 session:

WORKLOAD

• The Union expressed a willingness to agree to the University’s last offer of a course release once every three years for eligible full‑time faculty; to the 540 credit‑hour threshold for course releases (down from 570 credit-hours in the 2021 CBA); and to the University’s approach on large course enrollment in exchange for changes related to lab sections, independent studies, course coordination, and a new concept for an additional course release through an application process.
• The University acknowledged the Union’s movement. Throughout the bargaining process, the University has reinforced the need for a sustainable 4:4 base teaching load framework for full-time faculty.

COMPENSATION

• The Union expressed willingness to agree to the University’s proposed 6.8% increase from the 2025 minimum to full‑time minimum salaries and the with the University’s proposed hourly rate figures for part-time unionized faculty, in exchange for a one‑time 5% salary increase for all NTT unionized faculty whose salaries are not impacted by the 6.8% increase to the 2025 minimum in the first year of the contract and automatic annual increases for salaries and hourly rates in the other years based on the greater of the University’s merit increase or Bureau of Labor StatisticsConsumer Price Index measure, capped at 5%.
• The University recognized this movement towards a more realistic and responsible position on compensation. Throughout the bargaining process, the University has shared that it needs to evaluate compensation as part of the overall economic package and within the existing framework in the CBA.

LAYOFF

• The Union proposed to add back one of the conditions that could lead to a layoff.
  
  

TERM OF AGREEMENT

• The Union proposed a contract running through June 30, 2031, with an effective date retroactive to January 2026.
• The University’s latest counterproposal offered a six-year term with an effective date upon signing and not including retroactivity.
  
  

PARENTAL LEAVE

• The Union ’s proposal expressed a willingness to maintain the current three weeks of paid parental leave for semester‑by‑semester part‑time faculty, in exchange for those holding longer part-time appointments receiving six weeks of paid leave, with the option to take the remainder of the semester unpaid.
• As a reminder, the University’s most recent offer on this article from the 3/10 session would enable Adjunct and one-year part-time faculty to receive four weeks of paid parental leave. Both parties have already agreed in principle in the article on Appointments and Reappointments that if part-time faculty declines teaching for a job protected reason such as parental leave, then they will not have a break in service and will maintain their status (i.e., one-year or Adjunct).

WHAT'S NEXT?

The next mediated bargaining sessions are scheduled for April 20 and April 23. 

March 12, 2026: 

Loyola University Chicago and the Union met on Tuesday, March 10, for a mediated bargaining session related to the third collective bargaining agreement covering CAS non‑tenure‑track full‑time and part‑time faculty. This meeting marked the 34th bargaining session.

The session featured productive, in‑depth “off the record” discussions focused on identifying a workable and fair path forward on the core economic areas of the agreement. These discussions were intended to better understand the Union’s priorities, clarify the parties’ positions, and explore options that could move the parties closer to a tentative agreement.

As a result of these conversations, the Union is expected to share a counterproposal on the full economic package (Workload, Compensation, Appointments and Reappointments, Term of Agreement, and Layoff), and a counterproposal on Parental Leave, at the next bargaining session.

WHAT'S NEXT?

The next bargaining session with the professional mediator is scheduled for Thursday, March 19.

March 3, 2026: Loyola University Chicago and the Union met Thursday, February 26, for a mediated bargaining session for the third collective bargaining agreement covering our College of Arts and Sciences (CAS) non-tenure-track full and part-time faculty.

At the 2/26/26 session, the Union presented a counterproposal on the full economic package, including Workload, Compensation, Term of Agreement, and Appointments and Reappointments, as well as presented on Parental Leave. The Union accepted in principle the University’s most recent Layoff proposal unchanged, subject to an agreement on the package.

The University responded to all the Union’s counterproposals, providing clarifying language on Appointments and Reappointments and making a significant movement on Workload to offer a course release once every three years for eligible faculty.

In completing the 33rd bargaining session, both parties, while still far apart specifically on Workload and Compensation, reiterated a willingness to continue negotiations to reach a fair and equitable agreement.

Below is a summary of where discussions stand following the 2/26/26 session:

PARENTAL LEAVE

The University reaffirmed its most recent proposal, which includes increasing paid parental leave for Adjunct Instructors and one year part time faculty from three weeks to four weeks. This is an enhanced benefit over the current policy, which includes:

• Full-time unionized faculty are eligible for maternity leave, parental leave, and secondary caregiver leaves. More specifics on the policy can be found at LUC.edu/hr/policies/paidparentalleave.
• Temporary full-time unionized faculty are eligible for maternity leave during their first year of service. If they receive subsequent, consecutive contract(s) then they are eligible for parental leave.
• Part-time unionized faculty are eligible for a three-week paid parental leave (the University has offered to increase this leave from three weeks to four weeks for Adjunct and one year part time faculty), which can be used in conjunction with and/or in addition to sick and paid leave. Semester-by-semester part-time faculty remain eligible for a three-week paid parental leave.
• Additionally, during these negotiations both the University and Union have already agreed in principle in the article on Appointments and Reappointments that if part-time faculty declines teaching for a job protected reason such as parental leave, then they will not have a break in service and will maintain their status (i.e., 1-year or Adjunct).

The Union proposed expanded parental leave provisions that would allow for all part-time unionized faculty, including those teaching on a semester-by-semester basis, to receive a full semester leave of absence with eight weeks of the semester paid. This means that a part-time unionized faculty member hired to teach one course in one semester would be immediately eligible for this full semester leave, with payments for eight of the 16 weeks, regardless of any prior or future commitment to teach at the University. The Union has not provided comparator data to support this extraordinary position.

WORKLOAD

The University, in response to concerns raised by the Union regarding burnout, has proposed a course release once every three years for eligible faculty, which builds on the reduction in the credit hour threshold required to receive a course release (from 570 to 540 credit hours). If accepted, this change would result in 65.7%, up from the 43.8%, of full-time non-tenure track faculty in the College teaching seven courses per year. This proposal is intended to support faculty who would not otherwise qualify for a course reduction under the credit-hour threshold.

The Union, which now nominally has agreed to the 4:4 base teaching load for full time faculty, has proposed changes that would substantially increase the number of faculty receiving course releases – the cumulative effect of which would significantly reduce teaching expectations to levels that begin to blur the line between full-time and part-time faculty.

COMPENSATION

The University reaffirmed that its compensation offer remains unchanged, citing the long standing principle of parity across all faculty and staff, alignment with regional market standards, and responsible stewardship considering the headwinds facing the entire higher education landscape. Additionally, for faculty who joined Loyola before 2021 and are still at the University, their salaries have increased 19% on average. Therefore, the salary increases have outpaced the 17% cost-of-living increase since 2021 as cited by the Union. While the University had also sought to include a one-time signing bonus for all unionized faculty, the Union expressly rejected that offer. The elements of the University’s current compensation proposal include:

• A 14.2% raise to full-time minimum salaries from the 2021 agreement and enhanced promotional salary raises. With this, 58.1% of full-time unionized faculty would receive compensation increases based on the proximity of their current salaries to the new minimum.
• An 11.1-11.5% increase to minimum salaries for temporary faculty depending on terminal degree status.
• An 8.9% increase in summer and J-term stipends.
• Continued automatic annual increases to the full-time minimum salaries equal to half of the merit raise.
• Continued automatic annual increases to the part-time stipends equal to the full merit raise.

The Union resubmitted its prior compensation proposal that breaks from the current practice that sees unionized faculty receive the same annual merit raises afforded to all University faculty and staff. Components of the Union’s proposal include:

• A 19% increase to all salary minimums from the 2021 agreement for full-time unionized NTT faculty and enhanced promotional salary raises.
• A 19% increase to minimum rates from the 2021 agreement for all ranks of part-time and temporary unionized NTT faculty. This includes hourly rates, and summer and J-term stipends.
• A raise of at least 5% for all ranks of both full-time and part-time unionized NTT faculty whose salaries are not impacted by the increases to the salary minimums listed above. No other faculty or staff at the University would receive these raises.
• Annual merit pool raises for unionized NTT faculty or the equivalent to the percentage of inflation during the prior calendar year as recorded by the Bureau of Labor Statistics, whichever is higher. No other faculty or staff at the University would receive the inflation adjustment.

APPOINTMENTS and REAPPOINTMENTS

Subject to agreement on the package, the parties appear to be in agreement on the number of consolidation and conversions required during the term of the agreement, but are working on language to make that concept clear, and to also make clear that nothing in the agreement prohibits the University from exceeding that fixed number, where possible, to support pathways to full time employment.

LAYOFF

Subject to other terms of the economic package, the parties have agreed in principle on this article.

TERM OF AGREEMENT

The University reaffirmed its agreement to a six year term with an effective date upon signing and not including retroactivity.

The Union reiterated that it is open to a six year term, subject to agreement on the other economic terms. The Union continues to seek retroactivity to July 1, 2025.

WHAT'S NEXT?

The next bargaining session with the professional mediator is scheduled for Tuesday, March 10. 

February 26, 2026: Loyola University Chicago and the Union met Monday, February 23, for a mediated bargaining session for the third collective bargaining agreement covering our College of Arts and Sciences (CAS) non-tenure-track full and part-time faculty. This meeting marked the 32nd bargaining session.

At the 2/23/26 session, the University presented a counterproposal to the full economic package (Compensation, Workload, Term of Agreement and Layoff), as well as a counterproposal on Parental Leave and an update on Faculty Classifications. An article on Appointments and Reappointments is also a part of the economic package, which the University presented at the 2/9/26 session.

Below is a summary of the University’s areas of movement presented at the 2/23/26 session:

On Compensation

The University introduced a one-time signing bonus for voting unionized faculty as a prospective solution to help reach an agreement. The University reaffirmed the other elements of its compensation offer, which remain aligned with regional market standards and the long-standing principle of parity across faculty and staff.

This compensation structure has resulted in average salary increases of 19.7% (median 22.2%) for unionized CAS faculty hired before fall 2021 who are still current CAS faculty. More specifically, part-time rates, including hourly rates, have increased by a total of 16.4% since 2021, reflecting the most recent 2% merit increase effective January 1, 2026.

The current offer includes:

• A 14.2% raise to full-time minimum salaries from the 2021 agreement and enhanced promotional salary raises. With this, 58.1% of full-time unionized faculty would receive compensation increases based on the proximity of their current salaries to the new minimum.
• An 11.1%–11.5% increase to minimum salaries for temporary faculty depending on terminal degree status.
• An 8.9% increase in summer and J-term stipends.
• Continued automatic annual increases to the full-time minimum salaries equal to half of the merit raise.
• Continued automatic annual increases to the part-time stipends equal to the full merit raise.

On Workload

The University reiterated that the 4–4 base teaching load for full-time faculty will remain unchanged. At the same time, the University highlighted meaningful flexibility within its counterproposal, including:

• A proposed reduction in the credit hour threshold required to receive a course release (from 570 to 540 credit hours), which would increase the number of NTT faculty receiving a reduction in teaching load from 43% to 48.5%. This builds on the University’s offer of an automatic course release once every four years for eligible faculty.

On Layoff

The University proposed removing one of the proposed layoff triggers to ensure that this article would apply only under more defined circumstances.

On Parental Leave

The University proposed an increase in paid parental leave for adjunct and one-year part-time faculty from three to four weeks.

The Union did not present proposals during this session and is expected to share a counterproposal on the full economic package and respond to the Parental Leave proposal at the next session.

WHAT'S NEXT?

The next bargaining session with the professional mediator is scheduled for Thursday, February 26, 2026.

February 11, 2026: Loyola University Chicago and the Union met Monday, February 9, for our 31st bargaining session for the third collective bargaining agreement covering our College of Arts and Sciences (CAS) non-tenure-track full and part-time faculty. This session was facilitated by a professional mediator, marking the second such session, and featured productive discussions.

At the 2/9/26 session, the Union presented a counterproposal to the full economic package, which includes Compensation, Workload, Term of Agreement, Appointments and Reappointments, and Layoff articles. The Union also presented a revised proposal on Parental Leave. During the session, the University responded to the Appointments and Reappointments article within the package, moving both parties closer to agreement related to establishing pathways for full-time employment through a fixed number of consolidations and/or conversions.

Loyola responded to the Union’s non-economic proposals that were resubmitted during the 1/26/26 session. Following discussion, the Union agreed to withdraw three of those proposals to focus negotiations on reaching agreement in the core economic areas, which both parties recognized may include the Parental Leave article due to its financial implications.

The University also provided an update on the new faculty classifications that will be effective on 7/1/26 and be incorporated into the contract.

What's Next? 

The next bargaining session with the professional mediator is scheduled for Monday, February 23, 2026. During this session, the University will present a counter proposal on the economic package.

February 2, 2026: Loyola University Chicago and the Union met Monday, January 26, for our 30th bargaining session for the third collective bargaining agreement covering our College of Arts and Sciences (CAS) non-tenure-track full and part-time faculty. In this session, we were joined by a professional mediator to assist in reaching an agreement on the core economic package, the central outstanding issue in negotiations.

At the session, both parties shared a summary of the remaining open proposals on the table and context on the bargaining process. While the University came prepared to focus on resolving the outstanding economic package, the Union presented a counterproposal on economics but also reintroduced three additional non-economic proposals that that had not been the subject of bargaining for months. The Union also indicated further plans to introduce a new article on collective bargaining agreement training and to reintroduce an article on Parental Leave at the next session.

Loyola presented a counterproposal on the full economic package during that same session, with progress made on two articles. The University maintained its offer on Compensation and remains committed to maintaining its seven-year practice of parity, ensuring that compensation increases are applied equitably across all faculty and staff, unionized or not. To this end, the current Compensation proposal offers:

• A 14.2% raise to full-time minimum salaries from the 2021 agreement and enhanced promotional salary raises. 
• An 11.1-11.5% increase to minimum salaries for temporary faculty depending on terminal degree status.
• An 8.9% increase in summer and J-term salaries.
• Maintains the automatic annual increases to the full-time minimum salaries of a half of the merit raise.
• Maintains the automatic annual increases to the part-time stipends of the full merit raise.

The University also shared they would provide an update regarding the open Faculty Classifications article related to NTT title updates in an upcoming session.

The primary areas where the parties moved closer to agreement on 1/26/26 include:

• Article 25-Appointments and Reappointments – Both parties aligned on a university commitment to maintain pathways to full-time employment through no more than two consolidations and/or conversions per year, up to eight total over a five-year term, though, the term of the contract is still in negotiation. 
• Article 16-Layoffs – Both parties moved closer to an agreement on the specific triggers for a layoff and timing for notice.

What’s Next?

The next bargaining session with the professional mediator is scheduled for Monday, February 9, 2026. 

January 21, 2026: 

We wanted to share an update on the status of negotiations for the third collective bargaining agreement covering our College of Arts and Sciences (CAS) non-tenure-track full and part-time faculty. There have been 29 total bargaining sessions, or roughly three per month, since February 2025.

During our last session on December 8, 2025, both the University and Union agreed to bring in a professional mediator to assist in reaching an agreement. After productive discussions on many non-economic aspects of the contract, both parties determined that a mediator could help facilitate progress on the remaining complex, mainly economic, issues. Mediation is a common and constructive step in collective bargaining.

We’re pleased to share we have made the necessary arrangements with a professional mediator and scheduled a session to continue the bargaining process.

What's next?

The bargaining session with the professional mediator is scheduled for Monday, January 26, 2026.

December 8, 2025: Loyola University Chicago and the Union met Monday, December 8, for our 29th College of Arts and Sciences (CAS) bargaining session.

We’re pleased to share the University and the Union reached a tentative agreement (TA) on Faculty Evaluations during the session. This was our first TA since June and marks the 10th TA the University and the Union have reached since negotiations began.

This is great progress, and we want to acknowledge that both sides have made significant efforts to move on certain issues. We appreciate the Union’s partnership as we work to reach a fair and collaborative contract.

During the session, the University reiterated the strong economic proposal we originally made back in September. Like all higher education institutions, Loyola is navigating challenging fiscal realities while working to remain competitive. Our proposals reflect this balance while continuing to offer market-leading pay, maintaining a commitment to pathways to full-time positions and responding to workload concerns with reasonable solutions.

The Union has incrementally come down from its original request for 35% increases to the minimum salaries and a 3-3 full-time workload. However, both parties remain significantly far apart on these issues.

In an effort to continue the progress from this session, the University requested to bring in a professional mediator to assist in reaching an agreement. We’re pleased that the Union agreed to our request, and we have already taken the initial steps to engage the mediator.

What's Next?

It will take some time to engage a mediator and get on their schedule, so the University and the Union have agreed to cancel the session planned for Monday, December 15. As soon as specific details and timing have been finalized with the mediator, we will provide an update.

December 1, 2025: Loyola University Chicago and the Union met Monday, December 1, for our 28th College of Arts and Sciences (CAS) bargaining session. The session included continued discussion and clarifications on the Union’s economic package counterproposal that was presented at the 11/25/25 session.

In addition, at the 12/1/25 session, Loyola presented one counterproposal:

Article 19-Faculty Evaluations – The University’s counterproposal incorporated several elements from the Union’s latest counter, including specifying that evaluations for full-time faculty should include a discussion of strengths and improvements as well potential strategies for instructor development, and introducing an annual observation process for 88-line temporary faculty. The University did not accept the Union’s language on providing remediation support should evaluations determine a member needs support meeting pedagogical standards, citing management rights. The University also shared an update regarding the course evaluation suppression policy, which is expected to be updated this month, and both parties have expressed a willingness to refer to this policy in the agreement.

The Union did not present any proposals at this session as they await the University’s response to their economic package counterproposal.

November 25, 2025: Loyola University Chicago and the Union met Tuesday, November 25, for our 27th College of Arts and Sciences (CAS) bargaining session. The session featured constructive and collaborative discussion around the Union’s comprehensive economic package counterproposal. The two parties expressed continued commitment to reaching a fair agreement. 

The Union shared additional market salary data, including data from universities in other large metropolitan areas (e.g., New York City, Bay Area, San Diego). Loyola’s approach to compensation is based on a market comparison of peer institutions in Chicagoland and a strong emphasis on maintaining parity for all faculty and staff while also balancing a need for long-term stability for the institution.

At the 11/25/25 session, Loyola did not present any counterproposals due to timing. 

The Union presented six counterproposals, representing their full economic package made in response to Loyola’s counter, which had been shared on 11/17/25. The following were discussed in depth by both parties, with continued discussion anticipated at the next session:

• Article 24-Term of Agreement – The Union reinstated its previous counter for a three-year agreement term, with an effective date back to July 1, 2025. 
• Article 17-Professional Development – Subject to agreement on the entire economic package, the Union accepted the University’s most recent counteroffer of $60,000 for the total professional development fund, $1,250 for individual reimbursements and an automatic 5% annual increase if the fund is exhausted. This represents double the total fund amount from the most recent collective bargaining agreement. 
• Article 20-Workload – The Union responded with a counter for full-time faculty to teach a 4:3 workload (i.e., a total of seven (7) three credit hour courses) over the course of the Fall and Spring academic year — this is a move from their previous proposal for full-time faculty to teach a 3:3 workload (i.e., six (6) three-credit hour courses over the course of the Fall and Spring academic year). The Union also proposed eligible faculty to receive one course release every three years in addition to existing course release provisions outlined in the contract. The Union agreed in principle to the University’s offer for part-time faculty to not exceed 880 hours worked, though the Union requested to add language to allow part time faculty to teach five (5) three-credit hour courses over the Fall and Spring academic terms.The Union also reproposed for lab section credits to be calculated using contact hours, as well as amendments on workload calculations for large course enrollments and independent studies. 
• Article 23-Compensation – The Union made concessions in its counterproposal on compensation, including a 13.2% increase to current minimum salaries for full-time unionized faculty, down from its recent request of 25%. This same 13.2% increase would also apply to per course stipends for part-time faculty, adjunct instructor pay rates and hourly instructional pay rates. The Union proposed that all full-time unionized faculty salaries be adjusted for Fall 2025 using whichever is greater — the new minimum salary or a 5% increase to their current salary (reduced from the recent 7.3% proposal). Additionally, instead of the Union’s previously proposed 4.6% recurring annual raises, they proposed an inflation protection clause that if merit raises fall below the U.S. Bureau of Labor Statistics' inflation rate, automatic percentage increases would be added to make up the difference.
• Article 25-Appointments and Reappointments – The Union accepted in principle the University’s latest offer on timing for notice of appointments. The Union updated its previous counter to mandate the creation of additional full-time positions through a fixed number of either or both consolidations and automatic conversions. The Union also proposed that the University justify in writing and discuss with the Union its determination that any temporary position should remain open for more than three years.
• Article 16-Layoffs – The Union made slight changes from its last counter including among other components, an eleven-month notice period (down from one-year) in addition to four months’ pay and benefits following the separation (down from six months).

What’s Next?

The next session is scheduled for Monday, December 1.

November 17, 2025: 

Loyola University Chicago and the Union met Monday, November 17, for our 26th College of Arts and Sciences (CAS) bargaining session. At the session, the University presented its full economic package, which was discussed in-depth by both parties.

At the 11/17/25 session, Loyola presented six total counterproposals:

• Article 25-Appointments and Reappointments –The University accepted the removal of the current three-year cap on full-time temporary appointments to help support pathways to full-time positions. The University offered to notify faculty members that have met the service requirements for 1-year part-time and adjunct appointments and moved closer to the Union’s request to provide more timely notice of appointments. This follows the University’s previous counterproposal that incorporated requests from the Union that time on protected leaves won’t count against service requirements, and that service as a temporary faculty will count toward probationary periods..
• Article 17-Professional Development – The University offered to double the total professional development fund to $60,000 and added back its previously offered automatic 5% annual increase if the fund is exhausted.
• Article 20-Workload –The University offered to increase the number of hours related to part-time regular workload hours to 880 in an academic year (an increase from 864 offered earlier), as to ensure part-time faculty especially those in the Department of Fine and Performing Arts have flexibility to participate in non-instructional work such as recitals. The University also offered to return to status quo on how labs are counted towards workload. As part of the economic package, the University maintained its previous offer for an additional course release once every four years for eligible full-time faculty.
• Article 23-Compensation – The University maintained its offer for a 6.8% increase to minimum salaries for full-time unionized faculty, as well as increase the salary for temporary faculty from $58,500 (terminal degree) to $65,000 and $56,500 (without terminal degree) to $63,000, and to increase the summer and J-term cap from $7,000 to $7,620. This offer also accepted the Union’s request to increase promotion-linked salary raises to $3,375 and $6,750 for each promotion level. In addition, this counter maintains the practice upheld for the last seven years which sees all unionized and non-unionized faculty and staff throughout the University receive the same annual raises.
• Article 24-Term of Agreement – The University updated its previous offer with language for a new contract term of five years and a number of months, starting when the agreement is reached.
• Article 16-Layoffs – The University proposed to discuss any decision to layoff union faculty with the Union before implementing the decision and included language that recognizes that impacted faculty can apply for open and posted positions for which they qualify. The University also accepted the Union’s conditions that could trigger a layoff, though not the Union’s specific framework for tying reductions in enrollment and funding to specific year-over-year changes.

The University did not agree to the Union’s proposal on parental leave, which was presented by the Union as a package with professional development at the 11/3 session. Currently, temporary faculty receive a one semester paid maternity leave and 1-year part-time faculty, adjunct instructors and semester-by-semester part-time faculty, receive three (3) weeks of paid parental leave.

The Union presented one counterproposal:

• Article 19-Faculty Evaluation – The Union presented a counterproposal specifying the criteria for the formal evaluations of full-time unionized faculty, formalizing an evaluation process for part-time unionized faculty and introducing an annual evaluation process for 88-line temporary faculty. The counter also proposed that the University provide remediation support, including for those faculty who teach on a semester-by-semester basis, should evaluations determine a member needs support meeting pedagogical standards.

What's Next?
The next session is scheduled for Tuesday, November 25.

November 3, 2025: Loyola University Chicago and the Union met Monday, November 3, for our 25th College of Arts and Sciences (CAS) bargaining session. The session included discussion on the core economic package.

The Union began the session with a prepared statement addressing their priorities for the negotiations as well as identifying areas where they believe movement towards agreement is still needed.

During the session, the Union presented their counterproposal on compensation. The Union countered with a 25% increase to the current annual minimum salaries for full-time unionized faculty down from 32% in their prior proposal. The Union explained that based on their calculations, there has been a 17% increase in cost of living since 2021, and their 25% proposed increase includes this cost-of-living increase. The administration noted that CAS salaries, on average, have increased 15.1% since 2021, and the current management proposal on compensation would increase this average to 17.2% thereby matching the cost of living increase the Union is requesting. Importantly, Loyola’s approach to compensation is based on a market comparison of peer institutions in Chicagoland and a strong emphasis on maintaining parity for all faculty and staff while also balancing a need for long-term stability for the institution.

At the 11/3/25 session, Loyola did not present any proposals as they awaited counterproposals from the Union on the full economic package. These were received in the session.

The Union made four counterproposals:

• Article 23-Compensation – As stated above, the Union offered a counterproposal for a 25% increase in the current minimum annual salaries for full-time unionized faculty; this is down from the most recent counter of a 32% increase to the minimum. In addition, the Union proposed 25% increases to the per course part-time faculty stipends, adjunct instructor pay rates and hourly instructional pay rates. The Union’s compensation counterproposal retains the previously proposed clause stating that all salaries of full-time unionized faculty members for the Fall 2025 semester must be adjusted to the new minimum (which would be 25% higher than the current rates) or increased by at least 7.3%, whichever results in a greater salary. In addition, the Union retained their request for an additional 4.6% annual raise for Union members, after the first year of the contract. This would be on top of the annual raises offered to all members of our community.
• Article 16-Layoffs – The Union offered a counterproposal that largely reverted to their most recent proposal on the topic. Among other components, the Union re-proposed a one-year notice period in addition to six (6) months’ pay and benefits following the separation.
• Article 17-Professional Development – The Union shared that they would accept the administration’s most recent offer (offered on 10/28) on professional development (i.e., $1,250 for individuals and $55,000 for the fund total), with the re-addition of the escalator clause, which would trigger a 5% increase to the fund if the fund maxes out year over year. However, the Union made clear they would only accept this current offer if the University accepted the Union’s previous proposal on parental leave.
• Article 20.8-Parental Leave – The Union re-introduced its previous proposal on parental leave, primarily related to leave for part-time unionized faculty members. In this proposal, the Union is requesting a one-semester paid parental leave for 1-year part-time faculty, adjunct instructors and temporary faculty. In addition, they are requesting seven (7) weeks of paid parental leave for part-time faculty who teach semester-by-semester. Currently, temporary faculty receive a one semester paid maternity leave and 1-year part-time faculty, adjunct instructors and semester-by-semester part-time faculty, receive three (3) weeks of paid parental leave.
• The Union reported they are still working on a counterproposal on Faculty Evaluations, which has been with the Union since 9/29/25.

What’s Next?

The next session is scheduled for Monday, November 17.

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.