The Negotiations Resource Committee (NRC) has collected a great many ideas/concerns from FA membership in preparation for upcoming negotiations. Below are a categorized list of some of the ideas that have been shared. The NRC and the Negotiation Team thank you all for your input. These along with a hard look at budget analyses and salary data will greatly assist the team as a final proposal is generated.
Please, be aware that this list is NOT a final list, nor does it constitute a final proposal of negotiation terms. All of these issues may not go forward since the final proposal has not yet been completed.
Health Insurance
- Eyeglass coverage
- Hearing aid coverage
- Gym memberships covered as preventive
Other Insurance
- Dental premiums as payroll deduction (same as ESPA and Guild now have)
- Disability insurance
Classroom Size/Load
- Online class quotas
- All classes run with minimum # of students
- Load/Class sizes
- Credit for contact hours in large classes
- Evening/weekend programs expanding in size but no compensation
- Personal budgets for book or other materials for use in classes or research
Sick/Personal/Vacation/Bereavement Days
- 10-month employees personal days not from sick bank
- Excess of sick days used for personal days
- Get 5 extra days from sick days
- Day before Thanksgiving as holiday comp (same as ESPA and Guild now have)
- Pay for sick time not used
- Adjuncts loose sick time going from full to part-time
- Unused sick time given at retirement
Stipends/Extra Pay/Release Time/Flex Time
- Stipends for club advisors
- Longevity added to base pay
- President of FA Union gets X number of days pay for conferences and union meetings
- Non-instructional professional development increment not flat number but percentage like teaching faculty get for promotions, somewhere in the 7-10% range
- Release time to train new faculty
- Further professional advancement levels after achievement of full professorship (or comparable rank)
- More $ for travel to conferences or research
- A “correction” within the salary structure vis-a-vis the salary adjustment made in the last contract. The last contract addressed entry pay and promotion increases providing a rightful boost for junior faculty/staff. However, there are more senior faculty who are or will be earning a lower base pay than junior faculty in their departments, particularly as junior faculty enjoy 10% promotion increases.
Possible ideas received from faculty/staff regarding this issue have included:- A step system for salary increases?
- A flat rate salary increase?
- Rationale: Percentage raises seem to further separate junior and much more senior member.
- Problem: It seems this would further disparage senior faculty, as some junior faculty would benefit from an effective higher percentage increase than the most senior members
- Faculty point out colleagues off campus with less education and less experience are making at least double their current pay in industry
- Objection to agency fee payment – From “long-time” part-time adjunct
- General consensus on salary percentage increase… should exceed 3% every year
- Cost of living increases at a minimum
Work Environment
- Private offices for senior faculty
- Assign office space for all adjuncts upon hire
SUNY Broome Community College 