This update reports on the progress of contract negotiations between the university and the 两性色午夜 Chapter of the American Association of University Professors, Tenure Track Unit (AAUP-KSU) at today鈥檚 bargaining session.
NON-ECONOMIC ISSUES: At the last bargaining session, the university presented counterproposals on Articles I (Definitions), II (Recognition and Dues Deduction), XIV (Other Benefits) and XXIV (Duration and Negotiation). Today, the university informed AAUP-KSU that we are completing our review of Article VI (Governance) and that we are optimistic that the parties will be able to conclude discussion of this article at the next session. AAUP-KSU responded formally only to Article I. Although we were hopeful for more progress on non-economic issues at today鈥檚 session, we believe that the parties are close to resolving these issues soon.
SALARY: AAUP-KSU did not present a counterproposal to the university鈥檚 most recent salary offer. As we reported last week, the university presented an enhanced salary proposal that appears in the table below:
|
|
2018-19 |
2019-20 |
2020-21 |
|
Below $80,000 |
3% increase |
3% increase |
1% increase |
|
$80,000-$100,000 |
2% increase |
2% increase |
1% increase |
|
Above $100,000 |
1% increase |
1% increase |
1% increase |
|
President鈥檚 Faculty Excellence Awards |
Total pool of $210,000 over three years |
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Recruiting and retaining outstanding faculty members and keeping salaries competitive across all our campuses are top priorities. Despite AAUP-KSU鈥檚 objections and its desire for traditional across-the-board salary increases, the university remains committed to an innovative model that nets the greatest salary impact for the largest number of faculty from the funds available in our budget. This tiered approach supports fair and reasonable salary increases for all faculty members.
HEALTH BENEFITS: The university informed AAUP-KSU at today鈥檚 session that our initial proposal on health benefits remains unchanged at this time. Through consistency and equity in plan design and premium contributions, all university employees can have access to the same excellent healthcare options with faculty members experiencing only a minimal increase to premium contributions (and no change in the percentage for the high-deductible health plan). Additionally, it is important to note that the university can realize considerable savings when group membership in a plan increases. Offering multiple, similar plans can result in higher costs to the employees and the university. More importantly, our older plans (i.e., the 90/70 PPO and 80/60 PPO) are limited by the provisions of the Affordable Care Act. Those plans do not offer the range of preventive care benefits at no cost to employees like those included in our newer 85/60 PPO and high-deductible health plans.
The next bargaining sessions have been scheduled for Sept. 5 and Sept. 19. More updates will be provided as additional information is available.