BARGAINING UPDATE: This year we will be bargaining Article 26: Compensation and Article 18: Supplemental Positions. The teams will be bargaining from 8am to 4pm on Tuesday, Wednesday and Thursday May 2nd, 3rd, 4th in C110 A and B.
Please come watch negotiations if you are able, our faculty team will appreciate the support. We are utilizing a different form of bargaining known as Interest Based Bargaining. Both teams work together to get all accurate information out about the issues (articles) to be negotiated and to list the interests of all stakeholders and any potential constraints. The teams then brainstorm ideas for solving the issues and meeting the interests. Potential solutions are then winnowed utilizing criteria such as; is the solution doable, is the solution legal, does solution create a different issue, etc. This process continues until viable solutions are agreed upon by the teams.
While it does not always solve every issue, this form of bargaining generally results in much better formulated solutions and therefore better contract language.
The faculty team is as follows:
Representing the 114 Arts and Sciences Faculty are
Regina (Gina) Fontana
Representing the 51 School of Business, Health, and Public Safety Faculty are
Sharon (Cricket) Moore
Representing the 18 School of Academic Foundations Faculty is
Representing the 22 School of Engineering, Design and Construction Faculty is
Representing the 10 Counselor and Librarian Faculty is
Representing the faculty at large is
The management team is Mae Ashby, J.Paul Carland, Dick Hamann, Jim Lee, Kim Maznicki, Laura Ross, Claudia Salvano, Joe Sarnovsky and Lisa Valentino.
Each team sent members to Sacramento California to go through the interest based approach training, and all members of both teams met for a day long training on Friday April 14th. At that time, all met the mutually agreed upon facilitator, Judy Bilsky. The facilitator is tasked with keeping both teams on track and following the process! We have great people who have and will continue to commit large amounts of time and effort to make this process go as well as it can. So please, come watch the process on May 2nd, 3rd and 4th in C110A and B. Daily updates will be sent out.
The Contract has been Ratified
July 14, 2016
Dear Seminole State College Family:
On July 11, the Seminole State College of Florida Board of Trustees voted to adopt the Collective Bargaining Agreement ratified by bargaining-unit faculty members of Seminole State College on June 8, 2016. This is the first-ever contract between the United Faculty of Florida-Seminole Chapter and Seminole State College Board of Trustees. Nearly 60 percent of the faculty participated in the mid-summer vote and, with a 97 percent vote in favor, ratified the tentative agreement of a three-year contract for bargaining-unit faculty reached on April 29, 2016 between the College and the Union.
The highlights of the agreement for bargaining-unit members include:
A one-time ratification bonus of $1,000 to full-time faculty employed in a bargaining-unit position at Seminole State prior to January 1, 2016, and at the time of disbursement.
An increase in base salary compensation for FY 2016-17 of up to 4.5 percent effective July 1, 2016.
Substantial increases in minimums and maximums of faculty salary ranges.
Full-time bargaining-unit faculty overload compensation rates equal to the current adjunct rate.
A well-defined Continuing Contract award process.
Clearly-defined workload expectations.
Increased opportunities for achieving advanced degrees, including a substantial increase in faculty tuition reimbursement of up to $2,700 per term.
"During the negotiations the two teams sought to do what was best for students, provide competitive comprehensive salary packages and adopt a long-term view of compensation with the goal of recruiting and retaining exceptional faculty at Seminole State College," said Dr. E. Ann McGee, president of Seminole State. "This agreement is a win for everyone. It is a positive step for our faculty and for the administration. By maintaining our ability to recruit and retain exceptional faculty who provide a quality educational experience for our students, it will also have a positive impact on our students. With the Union's and Board's approval, we can now work together even more closely as we continue to develop programs and opportunities that will enhance the higher education opportunities available in our region."
In addition to the base salary increase in year one, the College and the Union have jointly agreed to form a compensation sub-committee. This sub-committee will work together in years two and three of the agreement to jointly develop a competitive total compensation, workload and benefits package to enable the College to continue to recruit and retain quality faculty at Seminole State. The increase contained in the agreement provides fair salaries that are competitive with faculty salaries at the other 27 public colleges in Florida. Once executed, the 4.5 percent increase to base salary should return the average faculty salary at Seminole State to the top quartile in the state.
"Both the College and UFF-Seminole recognize the College's mission to provide the highest quality education to our students," said Diana Boyette, president of the Seminole State College Chapter of the United Faculty of Florida. "We are excited about the opportunities the new contract provides. UFF-Seminole looks forward to continuing to work together to shape our College's future, in the true spirit of shared governance."
E. Ann McGee
Seminole State College of Florida
United Faculty of Florida
The End Finally IS In Sight!
February 16 saw the College and UFF getting closer to agreement on the remaining articles. The parties are essentially in agreement on Article 25-Benefits and Article 30-Duration but are still a bit apart on Article 26-Compensation.
The next session is scheduled for Friday, February 26, at 1:30pm in UP-2207. -February 16, 2016
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