March 29, 2018

SEIU Local 73 Negotiations – 3/28 Bargaining Update

March 29, 2018

Arts and Sciences Colleagues:

Loyola University Chicago and SEIU Local 73 met yesterday, March 28, from 8:30 a.m. to 6 p.m. for their most recent College of Arts and Sciences (CAS) bargaining session. This update – like the last one – is quite long, but we think it’s important to provide a detailed and factual account of what is happening at the table, especially as the SEIU continues to publicly threaten a strike and promote a campus-wide walkout on Wednesday, April 4.

At yesterday’s session, Loyola presented counterproposals on compensation, workload, promotion, appointments/reappointments, course cancellation fee and professional development, which meet many of the Union’s requests. Despite this significant movement from Loyola, the Union continues to make demands that are not supported by the market, such as a 67% pay increase for part-time faculty! Loyola maintains its position that it is not reasonable or practical to expect to make a full-time living on a part-time salary.

The Union seems to be laser-focused on calling a strike and promoting a concurrent campus-wide walkout next week, despite Loyola’s significant movement to meet many of their requests. We would like to see the Union commit to making reasonable proposals and working quickly with us to finalize this agreement without a strike or walkout, which would disrupt our students’ educational experience.

At yesterday’s session, Loyola made the following proposals:

Proposal XXIII: Compensation – Loyola respects and values the work our unionized faculty do for Loyola and their contributions to our educational mission, and our compensation proposal reflects that. In addition to the significant pay increases Loyola proposed at the last session, which included a raise at the start of the 2018-19 academic year for all members of the bargaining unit, Loyola proposed the following updates:

  • The standard hourly rate for certain courses such as applied music, dance, theatre instruction, independent study, directed reading, supervised research, internships, and other individualized student instruction would be increased 30% to $65, and then increased on January 1st of each year by the same percentage as the merit pool increase for that calendar year.
  • In addition to a 10% increase to the standard pay rates for full-time unionized faculty on non-renewable appointments at the start of the 2018-19 academic year, Loyola proposed that faculty receive either the standard salary or a 3% increase above their current pay rate, whichever is greater. On January 1 of each calendar year, the standard annual salaries for full-time unionized faculty on renewable contracts would be increased by half of the merit pool increase percentage.
  • This proposal would make Loyola’s non-tenure-track faculty among the highest non-tenured faculty in Chicagoland.

Proposal XXV: Appointments and Reappointments – Loyola has heard from unionized faculty that they would like enhanced job security. In response, the University’s proposal on March 19 offered just that, including greater clarity, consistency, and predictability for appointments. At yesterday’s session, Loyola updated that proposal to meet more of the Union’s requests.

  • Hearing the Union’s concerns regarding the number of “temporary faculty” (full-time faculty on non-renewable contracts) in the bargaining unit, Loyola proposed capping the number of one-year appointments for full-time temporary faculty, which will help reduce the number of temporary, full-time positions in favor of full-time renewable positions. Loyola also proposed replacing at least 10 of these temporary full-time positions in the College of Arts and Sciences with regular full-time appointments in years two and three of the contract.
  • Loyola agreed to guarantee on-campus interviews to qualified full-time temporary faculty and part-time unionized faculty during University searches to fill open regular full-time non-tenure track positions in the College of Arts and Sciences.
  • Loyola proposed language clarifying the reasons for non-reappointment for unionized faculty, and stipulating what is subject to grievance and arbitration.
  • Loyola proposed a probationary period for unionized faculty new hires, which would be the first two years for full-time unionized faculty members and the first four teaching semesters for part-time unionized faculty members.

Proposal XIII: Promotion – Consistent with what the Union requested at the last bargaining session, Loyola proposed changes to the process for reconsideration for a unionized faulty member whose request for promotion is denied.

Proposal XX: Workload – Loyola previously 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. At yesterday’s session, Loyola proposed the following situations that would allow for one course release in an academic year for full-time unionized faculty members on renewable appointments:

  • If a full-time unionized faculty member taught 600 or more student credit hours in the previous academic year; or
  • If a full-time unionized faculty member oversees math placements in a particular academic year in addition to what would otherwise be a full-time regular workload; or
  • If a full-time unionized faculty member is coordinating the work for courses with multiple sections and personnel in addition to what would otherwise be a full-time regular workload.

Proposal XVII: Professional Development – Loyola proposed doubling the pool for a Professional Development Fund to $30,000 and making it available to full-time unionized faculty members on renewable appointments and part-time faculty who have achieved the status of “Adjunct Instructor.” These faculty would be eligible to apply for grants up to $600 per fiscal year (Loyola had originally proposed $400).

Proposal XXX: Course Cancellation Fee – Loyola proposed extending the time period for part-time unionized faculty to receive a course cancellation fee of $501 for a three credit course from 14 days to 21 days before the first scheduled class meeting. If the course is cancelled or reassigned after the first scheduled class meeting, Loyola proposed that the unionized faculty member shall be paid the course cancellation fee plus the pro-rated amount for classes taught. This proposed dollar amount is more generous than the language in many other SEIU contracts such as Georgetown University and American University.  

The Union made the following counterproposals:

Compensation – The Union’s counterproposal suggests agreement on compensation for full-time unionized faculty. Regarding pay for part-time unionized faculty, the Union proposed:

  • Even greater compensation increases than its last proposal, which are higher than the 33% and 35% increases Loyola proposed for part-time unionized faculty with and without a terminal degree, respectively.
  • Increasing the hourly rates for certain courses taught by part-time unionized faculty (i.e. applied music, dance, theatre instruction, etc.) by $5 per hour on January 1st of each year of the contract. Loyola has already proposed a 30% increase to the standard hourly rate for these courses.
  • That part-time unionized faculty who have achieved the status of “Adjunct Instructor” be paid 50% of the lecturer salary for full-time unionized faculty.

Appointments and Reappointments – The Union agreed to the Loyola’s proposals giving special consideration for current temporary and part-time unionized faculty when filling full-time non-tenure track positions, as well as a probationary period for all newly hired unionized faculty. In addition, the Union proposed longer initial appointments and reappointments for full-time faculty and course preferences for part-time unionized faculty based on which courses they have taught in the past.

Promotion – The Union largely agreed to the University’s proposal but added that the reconsideration process be grievable.

Workload – The Union proposed:

  • That qualified part-time unionized faculty be offered the right of first refusal to teach a course before it is offered to full-time unionized faculty or hiring a new faculty member.
  • A course reduction for unionized faculty teaching 200 or more students in labs or discussion sections.
  • That full-time unionized faculty members with approved course releases shall not have their teaching assignment increased as a result of this contract.

Course Cancellation Fee – The Union proposed a course cancellation fee equal to 25% of the compensation for the course assignment if a part-time unionized faculty member’s course is cancelled or reassigned within 21 days of the first scheduled class. This equates to approximately three times Loyola’s offer, which is already more generous than the majority of SEIU contracts.

Professional Development – The Union agreed to the University’s proposal to create a professional development fund of $30,000 with a maximum reimbursement of $600 per unionized faculty member each academic year, and also proposed that all unionized faculty who have completed Loyola’s proposed probationary period be eligible to apply for professional development funds.

Preparing for a potential SEIU Local 73 strike
The SEIU continues to threaten a strike and promote a concurrent campus-wide walkout next Wednesday, April 4, despite our significant progress at the bargaining table. 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. Read this flyer for more details on the implications of an SEIU strike:

  • 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.
  • Out of consideration for our students, faculty members will be requested to update Sakai with a notification on whether or not you plan to teach your classes during a SEIU strike.
  • We hope our faculty will not walk out on our students.
  • We will send out more detailed updates early next week if a strike seems imminent, and those will also be posted to the bargaining website.

What’s Next?
Loyola and SEIU Local 73 will meet for their next bargaining session on Monday, April 2. In the meantime, please visit the CAS bargaining website for additional information and updates. 


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