September 23, 2025
Since 2018, Loyola has maintained a good working relationship with the union and successfully negotiated two contracts. Loyola’s management team has been negotiating in good faith since February 2025 on our third agreement. Throughout the negotiations, our proposals have aimed to serve our faculty well today and to ensure long-term strength and sustainability for the entire University.
Members of our faculty union are paid above average for non-tenure track faculty at peer institutions. Moreover, our current policies allow for generous reductions to teaching load. Our adjuncts are among the highest paid part-time faculty in Chicago.
Over the past seven months, management has reached nine non-economic tentative agreements with the union.
We also have received several proposals from the union surrounding compensation and workload. Key elements of these union proposals include a 35 percent increase to minimum full-time salaries, a 25 percent reduction in full-time teaching loads, an increase in per course pay for part-time faculty to a minimum of nearly $10,000, and a nearly 600 percent increase in professional development funds for unionized faculty members.
In both previous contracts, union members have agreed to the same annual raises as all other faculty and staff throughout the University. As a result, their salaries have steadily increased across these seven years, in line with what the union agreed to in 2018 and 2021. Their current proposal would break with this approach to favor unionized faculty.
The pay increases and teaching load reductions proposed by the union would cost the University nearly $11 million in new annual costs beginning this year, which would need to be paid for by actions such as expense reductions in other areas of the University, tuition increases, or a combination of both. This is coming at a time when college affordability is more scrutinized than ever, and when peer institutions are cutting positions and programs, tightening budgets, and implementing hiring freezes.
While negotiating with the union, we must keep the well-being of the broader University in mind, especially as higher education faces significant headwinds that include demographic declines impacting enrollment, as well as significant changes in federal funding for research and much-needed student financial aid.
We deeply value and appreciate our faculty members. Two weeks ago, we offered the union proposals to increase full-time minimum salaries, increase promotion-linked salary raises, retain the generous opportunities our full-time faculty have for reducing teaching loads, and increase professional development funds available for both full-time and part-time faculty.
Both the union and management share a common goal: reaching an agreement that supports academic excellence, operational responsibility, and a thriving faculty community. As negotiations continue, we remain confident in our ability to work collaboratively toward solutions that best serve our faculty, students, and the broader Loyola community.
Since 2018, Loyola has maintained a good working relationship with the union and successfully negotiated two contracts. Loyola’s management team has been negotiating in good faith since February 2025 on our third agreement. Throughout the negotiations, our proposals have aimed to serve our faculty well today and to ensure long-term strength and sustainability for the entire University.
Members of our faculty union are paid above average for non-tenure track faculty at peer institutions. Moreover, our current policies allow for generous reductions to teaching load. Our adjuncts are among the highest paid part-time faculty in Chicago.
Over the past seven months, management has reached nine non-economic tentative agreements with the union.
We also have received several proposals from the union surrounding compensation and workload. Key elements of these union proposals include a 35 percent increase to minimum full-time salaries, a 25 percent reduction in full-time teaching loads, an increase in per course pay for part-time faculty to a minimum of nearly $10,000, and a nearly 600 percent increase in professional development funds for unionized faculty members.
In both previous contracts, union members have agreed to the same annual raises as all other faculty and staff throughout the University. As a result, their salaries have steadily increased across these seven years, in line with what the union agreed to in 2018 and 2021. Their current proposal would break with this approach to favor unionized faculty.
The pay increases and teaching load reductions proposed by the union would cost the University nearly $11 million in new annual costs beginning this year, which would need to be paid for by actions such as expense reductions in other areas of the University, tuition increases, or a combination of both. This is coming at a time when college affordability is more scrutinized than ever, and when peer institutions are cutting positions and programs, tightening budgets, and implementing hiring freezes.
While negotiating with the union, we must keep the well-being of the broader University in mind, especially as higher education faces significant headwinds that include demographic declines impacting enrollment, as well as significant changes in federal funding for research and much-needed student financial aid.
We deeply value and appreciate our faculty members. Two weeks ago, we offered the union proposals to increase full-time minimum salaries, increase promotion-linked salary raises, retain the generous opportunities our full-time faculty have for reducing teaching loads, and increase professional development funds available for both full-time and part-time faculty.
Both the union and management share a common goal: reaching an agreement that supports academic excellence, operational responsibility, and a thriving faculty community. As negotiations continue, we remain confident in our ability to work collaboratively toward solutions that best serve our faculty, students, and the broader Loyola community.