Campus News

Update on Collective Bargaining as of August 28th 2017

The following info was sent out to the Bargaining Unit on August 28 2017

Dear Colleagues:

We are close to concluding current negotiations.

As you know, bargaining involves give and take on both sides and we urge you to consider the full proposal before taking exception to any single item. Our team carefully researches and prepares extensively for each negotiation. UCF-UFF represents a large and diverse faculty and our role requires us to engage in collective bargaining – negotiations for the benefit of our entire bargaining unit, including our most vulnerable faculty.

Incentive awards and equity pay increase

Both sides agreed to keep 55 RIAs, 55 TIPs and to not fund SoTL awards this year. Scholarship of teaching will still qualify toward RIA criteria. Our bargaining team agreed to this distribution of incentive awards to fund promotion increases and a critical equity increase sufficient to bring our lowest-paid faculty up to the salaries below:

9 month contract 12 month contract
Holds Ph.D. or equivalent terminal degree Does not hold Ph.D. or equivalent terminal degree Holds Ph.D. or equivalent terminal degree Does not hold Ph.D. or equivalent terminal degree
$45,000 $42,000 $60,000 $56,000


Some of our lowest-paid faculty (of which there are dozens) will receive salary increases of $10,000 or more from this equity pay increase.

We also agreed to streamline TIP and RIA applications and make them on-line, with these annual due dates:

RIA applications due no sooner than the 2nd Friday of December = December 8th this year
TIP applications due no sooner than the 3rd Friday of February = February 16th for this year.

We also are negotiating TIP eligibility. UFF’s position is that the current criteria unfairly exclude faculty whose assignments require small classes (e.g., studio art, music, required upper-division electives), who have taken leaves or sabbaticals and therefore have no assigned courses in certain semesters, etc. The current criteria also are unfair to 12 month faculty because their summer courses are not included in their SCH totals.

We proposed a simple solution that is equitable to all: keep the current SCH criteria, include summer teaching assignments, and allow faculty who demonstrate that their assigned courses could not meet the current SCH criteria to be eligible. In other words, if the maximum enrollment allowed in the courses you were assigned was below the SCH criteria, you now would be eligible to apply for a TIP award. Our proposal also is a win for our students; faculty will be assigned courses within their area of expertise and will not feel obliged teach courses with too many students merely to become eligible for a TIP award.

Salary increases

Both sides agreed to a 2.25% salary increase distributed across-the-board to all eligible faculty. As in past years, we agreed with the Board of Trustees’ team to make a one-time, fixed payment in lieu of retroactive pay. The university is prohibited from giving retroactive pay and a fixed payment has become a standard procedure when good-faith bargaining extends into the new contract year.

Salary increases for promotions

Our UFF team is still negotiating promotion increases, as shown below.

Rank UFF proposal BOT proposal
  • Professor
  • Senior Instructor and Senior Lecturer
  • Scholar/Scientist/Engineer
  • University Librarian
  • Senior Instructional Designer
10% 11%
  • Associate Professor
  • Associate Instructor and Associate Lecturer
  • Associate Scholar/Scientist/Engineer
  • Associate in ________
  • Associate Instructional Designer
  • Associate University Librarian
10% Status quo: 9%
  • Assistant in ________
  • Assistant University Librarian
10% Status quo: 9%

Our team also proposed a one-time increase for all faculty who were promoted at UCF before any promotion increase takes effect. Any member of our bargaining unit who received a promotion increase at UCF that was >9% would receive a 1% salary increase per promotion this year. Thus, faculty who were promoted a few weeks ago would receive a 1% salary increase this year; faculty who were promoted two ranks during their time at UCF would receive a 2% salary increase this year. This is a fair plan that also addresses salary compression.

Administrative salary stipends

Administrative salary stipends are for faculty with extra administrative duties, such as program directors, coordinators, etc. Large disparities in compensation for these duties exist among departments and colleges, with some faculty being expected to assume these responsibilities with no compensation whatsoever. Our team is bargaining for an administrative salary stipend of at least $5,000, and no restriction on released time, summer salary, travel funds, or other arrangements commonly made for these positions.

The next bargaining session is Wednesday, September 13th, 2:30 – 4:30 p.m., tentative location EDU 305. Please come support our bargaining team. Our raises and promotion increases depend on turnout!

All bargaining proposals and handouts are available on-line at As always , we welcome your participation and presence.

John E. Fauth, Chief Contract Negotiator (Biology Department)
Lee E. Ross (Criminal Justice)
Nick Shrubsole (Philosophy)
John Raible (Center for Distributed Learning)
Yovanna Pineda (History)

United Faculty of Florida
UCF Chapter Council