SEIU Local 73 Negotiations – 3/19 Bargaining Update

March 20, 2018

Arts and Sciences Colleagues:

The following update is long but is intended to address the large number of issues and considerable progress that were made in the most recent bargaining session. 

Loyola University Chicago and SEIU Local 73 met yesterday, March 19, for their most recent College of Arts and Sciences (CAS) bargaining session. This session was added to the existing schedule in the hopes we could more quickly reach an agreement that is fair and reasonable.

Since the last session, Loyola has been working hard to come up with a comprehensive economic package counterproposal, which was presented at the table yesterday. The package proposal includes significant increases in compensation (which would make Loyola CAS non-tenure-track faculty among the highest paid non-tenured faculty in Chicagoland), increased job security, and greater clarity around appointments/reappointments, along with along with the University’s previous proposals on benefits, appointments/reappointments, promotions, and course cancellation fees.

These proposals represent dramatic improvements to the University’s previous proposals and address the majority of the Union’s concerns. We are hopeful the Union will work quickly with us to finalize this landmark agreement.

Proposal XXIII: Compensation – Loyola respects and values the work our unionized faculty do for Loyola and their contributions to our educational mission, and our proposals reflect that.

Full-time unionized faculty members on renewable appointments	Everyone would receive an increase at the start of the 2018-19 academic year. Loyola proposed a 5.5% increase to minimum annual salaries at the start of the 2018-19 academic year. Faculty paid above the minimum would receive a 2% increase in compensation above their current rate of pay.  Loyola proposed annual merit raises in accordance with the University’s merit raise pool increase percentage, which is consistent with what is offered to tenured and tenure-track faculty. Loyola proposed a $2,500 increase to annual salaries for faculty members who are promoted from Lecturer to Advanced Lecturer. Loyola proposed a $4,000 increase to annual salaries for faculty members who are promoted from Advanced Lecturer to Senior Lecturer.
Part-time unionized faculty members	Everyone would receive an increase at the start of the 2018-19 academic year. Loyola proposed a very significant 35% increase to the standard per credit hour rate for part-time instructors without a terminal degree and a 33% increase to the standard per credit hour rate for part-time instructors with a terminal degree at the start of the 2018-19 academic year. Loyola proposed that the new minimum pay rate for part-time faculty with a terminal degree would be $6,000 for a three-credit course. This is nearly $2,500 above the average compensation for part-time instructors teaching a three-credit course in Social Sciences, Humanities and Sciences at most other Chicago-area four-year universities and community colleges. Loyola proposed annual increases to the minimum pay rate for part-time faculty equal to the percentage of the University’s merit raise pool increase. Part-time faculty paid at a higher rate than the minimum rate would have their pay rates increased in the same manner each year.
Full-time faculty on non-renewable appointments	Everyone would receive an increase at the start of the 2018-19 academic year. Loyola proposed a 10% increase to the minimum pay rates at the start of the 2018-19 academic year. Faculty who are hired for a consecutive year will receive an increase to their pay rate equal to the percentage of the University’s merit raise pool increase the previous year.

Proposal XXV: Appointments and Reappointments – Loyola has heard from unionized faculty that they would like enhanced job security. In response, the University’s latest proposal offers just that, including greater clarity, consistency, and predictability for appointments.

Full-time unionized faculty members on renewable appointments

The initial appointment shall be a one-year full-time appointment, which may be renewable at the discretion of the University. After being employed by the University for three consecutive academic years (Loyola had previously proposed four consecutive academic years) in a full-time renewable position, faculty members shall be eligible for a three-year appointment. After having received two consecutive three-year appointments, faculty members shall be eligible for a five-year appointment.

Part-time unionized faculty members

The initial appointment shall be on semester-by-semester basis.  After being employed by the University to teach four semesters, part-time faculty members shall be eligible for a one-year appointment. The number of course assignments in one-year appointments shall range from 1-4 standard courses, or their equivalent. For renewals of one-year appointments, the number of course assignments shall not be less than the average per semester in the preceding four semesters, for the initial one-year appointment or the preceding appointment. For part-time Unionized Faculty members with one-year contracts, written notice of non-renewal of the contract shall be given by the University by March 15.  When there is a continuing need for long-term part-time instruction, part-time faculty with five years of continuous service to the University and exemplary teaching performance would be eligible for status as “Adjunct Instructors,” which would come with a pay raise and a two-year appointment.

Proposal XX: Workload – Loyola proposed that full-time unionized faculty members shall normally teach four three-credit hour courses in each of the fall and spring academic terms, while part-time unionized faculty shall normally teach two, three-credit hour courses in each of the fall and spring academic terms. Loyola proposed specific parameters for determining course equivalencies for laboratory sections to increase standardization across departments.

As a comprehensive economic package proposal, the three above, significantly updated proposals are tied to acceptance of Loyola’s previously made proposals on benefits, course cancellation fee and promotion.

The Union verbally discussed counterproposals to Loyola’s package proposal, which included:

• Additional compensation increases on top of Loyola’s generous raises, which are well above market rates at Chicagoland peer institutions. The University explained that it is not practical or reasonable to expect to make a full-time living solely based on part-time employment at Loyola or any other part-time job.
• A new class of part-time unionized faculty positions that are both salaried and eligible for full-time faculty benefits, which is inconsistent with what is offered to all other part-time faculty or staff at the University.
• The opportunity for paid sabbaticals for full-time non-tenure track faculty. Loyola would prefer to use its monetary resources to increase compensation for all non-tenure track faculty, per our most recent proposal.
• Longer appointments for non-tenure track faculty and more restrictions on the University’s ability to choose whether to reappoint non-tenure-track faculty.

Preparing for a potential SEIU Local 73 strike

The SEIU is already talking about a strike in early April, regardless of our significant progress at the bargaining table. A strike would disrupt our students’ education and the campus overall.  Instead, we wish the SEIU would focus, as we are, on working quickly to conclude a new agreement. I cannot stress enough that Loyola University Chicago does not want a strike, but we will be prepared if there is one. We remain committed to bargaining in good faith to reach a fair and reasonable agreement that’s good for our faculty, our students and the entire Loyola community.

If SEIU Local 73 calls a strike, our students’ intellectual, developmental and spiritual needs will remain our top priority.

• All striking faculty (whether in the bargaining unit or not) will not receive pay from Loyola during a strike.
• All Loyola buildings will be open during a strike, and University operations will continue as usual.
• However, for a one-day strike, we estimate several hundred class periods could be cancelled by striking faculty, potentially impacting at least one class for 6,000-8,000 students.
• Out of consideration for our students, faculty members are requested to update Sakai with a notification on whether or not you plan to teach your classes during a SEIU strike.

Please view this flyer posted on the bargaining website for additional information about the potential impact of a strike. A hard copy will be delivered to all CAS faculty mailboxes.

What’s Next?
Loyola and SEIU Local 73 will meet for their next bargaining session on March 28. In the meantime, please visit the CAS bargaining website for additional information and updates.

Sincerely,

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