The collective bargaining process & timeline

The tenure track and non-tenure track bargaining teams of AFMSU are actively working toward fair contracts that reflect the concerns and priorities of MSU faculty.  Both teams are bargaining at one table for those issues that are identical and coordinating efforts in bargaining those issues that are different for each group.  By working together, we are all in a stronger position at the bargaining table.  A first contract typically takes several months to negotiate and we are aiming to reach tentative agreement on tenure track and non-tenure track contracts for members to vote on in Fall 2010.

How will the teams communicate with the rest of the faculty?  

The bargaining teams will send out email updates on a regular basis.  At the beginning of the process these will likely be monthly updates, with more frequent updates as bargaining intensifies.  If you or someone you know does not receive an email update, please notify us at: associatedfacultymsu@gmail.com.

What is being negotiated?

Both bargaining teams will be negotiating on a broad range of issues including: compensation, benefits, leaves (including sick leave, family leave, and sabbatical leaves), grievance procedures, workload, workspace and materials, tenure & promotion rights and procedures, job security for non-tenure track faculty, academic freedom, intellectual property, and changes to indirect cost returns for PIs of grants.    

Laws that govern good faith bargaining restrict both sides from making specific bargaining proposals public.  Yet while particular proposals will change and evolve throughout the bargaining process, the following principles and priorities will guide what we propose and accept at the bargaining table.  This list of principles has been generated from surveys and conversations with faculty from across campus.  We welcome faculty to provide additional feedback and to suggest other areas of concern.

PRINCIPLES OF BARGAINING:

DO NO HARM

We recognize that there are important differences in the conditions and needs of faculty from various departments, colleges, and job titles.  Our first priority is to establish protections and rights for faculty in ways that respect these differences and ensure that no one receives less than their current status quo.

PROTECTION OF ACADEMIC FREEDOM & INTELLECTUAL PROPERTY

We will advocate for strong academic freedom protections and intellectual property rights for all faculty.

ESTABLISH JOB SECURITY AND FAIR TENURE & PROMOTION

We will promote clarity in promotion and tenure standards for tenure track faculty.  For non-tenure track faculty, we will aim to increase multi-year contracts and promote greater job security.

FAIR COMPENSATION

We will advocate for cost of living increases that take into account inflation.  We will aim to negotiate a pool of funding for merit increases, with transparent criteria for merit within each department.  We will work with the University to find solutions to inversion, compression, gender inequity, and market problems.

CLARIFYING REASONABLE WORKLOAD EXPECTATIONS

Workload protections must be enforceable while respecting department differences.  We support the principle that faculty members should not be required to do work without compensation.

IMPROVED LEAVE POLICIES

It is important to establish leave policies that are appropriate to professionals and allow us to recruit and retain excellent faculty.  Such policies should promote a family-friendly environment on campus.

ENSURING SPACE, COMPUTERS & OTHER RESOURCES

Faculty should be provided with resources and conditions necessary to support excellence in teaching, research, and creativity (such as adequate lab/studio/office space, computers, travel resources, and other necessary equipment).  

FAIR GRIEVANCE PROCEDURES

A strong contract is one that is enforceable.  We will aim to establish a fair grievance procedure that ends in binding neutral third-party arbitration.

If you have any questions, concerns, or feedback, please contract us at associatedfacultymsu@gmail.com.  

Tenure track bargaining team:	Non-tenure track bargaining team:
Kristen Intemann, History & Philosophy	Dean Adams, Art
Sandy Osborne, Health & Human Development	Kari Cargill, Microbiology
Aleks Rebane, Physics	Jess Carroll, English
Omar Shehryar, Business (Marketing)	Karen Leech, Music
Bok Sowell, Animal & Range Sciences	Colin Shaw, Earth Sciences
Denbigh Starkey, Computer Sciences	Dan Wise, Film & Photography