Bargaining Continues, Picks Up Pace
To date, UFF and Seminole State College have placed almost half the proposals on the table for consideration and scheduled bi-weekly bargaining sessions through September 16. The complete text of all proposals tentatively agreed to, or currently proposed by UFF, can be found on the Bargaining page.
Grievance and arbitration,layoff and recall, discipline, and Union rights are on the table and we hope to reach agreement in the next two weeks. Such issues as leave, benefits, and similar human resources subjects currently covered by Policies and Procedures are being crafted. Issues such as faculty rights, academic freedom, tenure, professional development, and economics will be discussed in upcoming faculty forums on various campuses.
Your UFF Chapter leaders want as much faculty input into these areas as possible both before and after language is proposed. Unforutnately, with bargaining over the summer, faculty were not easily available. But With the new academic year getting underway you will see online surveys, face-to-face conversations with chapter leaders, and open meetings to discuss what you want in your contract.
Don't forget, bargaining is open to the public so feel free to come watch if you do not have classes or office hours scheduled.
Bargaining Has Begun
Representatives of UFF-Seminole Faculty and Seminole State Administration met Friday, February 11 at 3 p.m. for their first bargaining session. At this initial meeting representatives of faculty and administration discussed and reached agreement on the basic ground rules and procedures for the bargaining process. In addition, Michael Grogan, lead negotiator for the College, advised all participants that negotiating sessions fell under Florida's Sunshine Law and that all bargaining sessions are open to the public.
After agreement was reached on the ground rules both parties then attempted to schedule further meetings of both negotiating teams. The teams agreed to the next meeting would occur at 1:30 to 4:30 p.m. on Friday, February 25th in room V-105. Despite scheduling conflicts and the College's Spring Break in March, two further meetings were scheduled on March 16th and March 30th, both taking place between 2 p.m. and 5 p.m. at a room to be determined later.
Mr. Grogan, on behalf of the Administration, offered to fund travel for both teams to a Collective Bargaining Seminar to be held in New York in the early part of April. All Seminole State members of both bargaining units will be attending the seminar. Since they are already experienced in bargaining and are not employees of the College, the chief negotiators will not be attending the seminar.
The Faculty's lead negotiator Michael Moats of UFF then offered a Preamble and the first three articles for the collective bargaining agreement. Both parties agreed that these would be discussed in detail at the next meeting of the teams on February 25.
The Administration's collective bargaining team include Lead Negotiator Mr. Grogan, VP of CTS Dick Hamann, Director of Human Resources Claudia Salvano, Director of Risk Management and Legal Affairs Tom Ohern and campus Provost (Oviedo) Lisa Valentino.
Faculty was represented by Lead Negotiator Mr. Moats, Professor of Economics Frank Albritton, Professor of Mathematics Sue Kellicut, Professor of Political Science Michael Hoover and Professor/Program Manager of Business Administration George Bernard. Also in attendance as a member of the public was Professor of History and President of UFF-Seminole Dan Gilmartin.
The meeting adjourned at approximately 5:15 p.m.
A Collaborative Bargaining Environment
What would a collaborative bargaining environment at Seminole State look like? Collaborative bargaining is based upon the idea that everyone is interested in achieving a
satisfactory agreement. In other words, the collaborative environment is a cooperative
environment, one with mutual respect. Collaboration is not just about being nice; it entails
altering conventional roles, behavior patterns, even the language employed. Such change occurs
when those involved want to change.
Cooperative negotiation works when administration and faculty recognize that they have some
common interests. For example, administrators recognize that faculty have a legitimate and
constructive role to play in institutional decision-making and faculty view themselves as
professionals working with administrators to make decisions and resolve problems. Open
communication and information flow are crucial here.
The principle difference between traditional and collaborative bargaining is that the former is
power-based while the latter encourages parties to work in partnership. When faculty are partners
in governance, choices made and eventual results are something that they have done, rather than
something that was done to (or even for) them.
Together, a Board of Trustees and the college president make and carry out policy. Some are
paternalistic and believe that they do the right things and provide what's best for their faculty.
Others perceive that their legal authority precludes a more equitable and substantive role for
faculty. Still others think that they already involve faculty through an existing system of ad hoc
and advisory committees. None of these scenarios allow for independent association of faculty
and the legal rights that accompany recognition. When faculty organize in this way, governing
boards and administrators can set a positive tone for future relations. Confrontation is not
inevitable; interaction does not have to be adversarial and combative.
Collaborative bargaining is not a panacea. Disagreements arise, but then disagreements already
exist. So call it sensible good faith. Schools that have adopted this process report increased
appreciation by administrators for faculty, and vice-versa. Also, faculty and administrators alike
indicate that they feel a shared sense of purpose and direction. Most importantly, both groups see
improved education for students which is the reason why we are all here.
Accentuating the Positive
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