Action alerts

UC lecturers are fighting for a stronger contract that recognizes our professional dignity. Now more than ever before, we need fair workload standards that provide UC students with the best possible education, fair compensation that aligns with our training, experience, and contributions to our university, and transparent and consistent rehiring processes that create job stability. 

Filling out this letter will send an email to the UC Board of Regents that will go into public record as a written public comment. Make sure to take action by the end of the day Monday March 15!

Tell UC decision makers we need real job stability and career pathways now. Precarity for UC-AFT Teaching Faculty is not acceptable.  After a three day strike in 2003, UC-AFT negotiated the Continuing Appointment into our contract.  Eighteen years later, only 24% of our members have Continuing status.  UC administrators wants us to believe that teaching faculty at UC have better job security than most non-tenure track faculty in the country.  First, this is untrue. Second, this is a very, very low bar.  Our proposal for job stability and career pathways would cost the university very little money and it would significantly improve our working lives and the quality of education we provide our students.  Solidarity defeats Precarity!  #WeTeachUC  

Take Action Now!

In Article 7a--Pre-Six Appointments:

• Sequence of one-year, then two-year, then three-year appointments
• Clarified academic review process and criteria
• Reappointment preferences for pre-continuing teaching faculty who have been reviewed and found qualified and competent
• Reappointment preferences for two years if reviewed but not immediately reappointed

All of the measures above are contingent upon passing performance reviews that certify competence and are simple and straightforward to administer. The University would retain the right to assign available courses to individual teaching faculty who are qualified to teach them.

Our 1/2/3-year appointment structure will save the University time and money by only requiring two performance reviews prior to the Excellence Review for continuing appointment.

The 1/2/3 appointment works like this:

• The first appointment is one academic year in duration.
• Upon successful review at the end of the first year, a two-year appointment is granted.
• Upon successful review at the end of the third year, a three-year appointment is granted. Each appointment thereafter is also three years long.
• Intermittent quarter-based and semester-based assignments are possible within multi-year appointments, i.e., you could teach spring quarter/semester only for each of three years.

These measures will ensure that UC students are taught by the most experienced and qualified teaching faculty. They will save the University time and money by reducing costs associated with the annual hiring process. They will strengthen UC’s teaching mission and position UC as a nationwide leader in providing non-tenure track faculty job stability and career pathways for teaching-focused faculty.