Preface: Since November 2021, UFF-UCF have been negotiating the CBA 2021-2024 on your behalf. UFF has fought for wage increases, and maintaining the rights we currently enjoy in our contract. Our salary proposals are available online at our website (Under the “Tentative Agreement” column) The audio and Zoom recordings are available at the UCF Collective Bargaining website, organized by the date of the session or you may request them from the administration, TA articles also appear at the UCF Collective Bargaining Agreement website here (look for the “TA Date column”).

Summary of Changes:

Major Changes:

Article 23 Salaries: We have agreed to a 2.5% raise for those making more than $48,500 and those less will receive a 3.5% raise. Added to that will be a $2,500 one time payment. These funds will be distributed May 6, 2022. Administrative discretionary increases will be available until August 31, 2024.

Articles 22 Sabbaticals: Clearer language when an employee is eligible to apply

Employees must be tenured at time of application. After being awarded a sabbatical, an employee may change the terms of the sabbatical upon approval from supervisor and dean.

Clearer language on how an employee is evaluated when on sabbatical. Professional Development Leave: Clearer language when an employee is eligible to apply. Updated language on how to rank employees. Introduced a penalty for not completing the project listed on application

Minor Changes:

Article 3: Removed outdated language about course releases from 2019

Article 9: Changed Assignment Dispute Resolution filing deadline from 30 days to 14 days.

Article 10: Requires a Cumulative Progress Evaluation to apply for Professor rank. Lists specific position classifications on who performs annual evaluations.

Article 14: Cumulative Progress Evaluation limited to individuals applying for Professor rank.

Article 15: Updated Board of Trustees tenure vote to last board meeting of academic year. Rephrased tenure criteria. Updated transfer tenure language

Article 17: Excess Annual Leave may roll over in the first or second pay period of January, Added Intent to Return to work paperwork requirement. Removed language allowing employees to buyback sick leave if rehired.

Article 20: Step 1 process produces a report. Clarification of university and UFF’s rights on timeliness of filing a grievance.

Article 31: Change to No Obligation to bargain language

Definitions: Updated months

No Changes-Status Quo:

Articles 1, 2, 4, 5, 6, 7, 8, 11, 12, 13, 16, 18, 19, 21, 24, 25, 26, 27, 28, and 29

Rationale: Ratifying this agreement will conclude Full Book negotiations for the CBA  2021-2024 and give us a contract with defined rights and expectations until the end of 2024.