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AB 1550: Protect Bargaining Rights for UC Teaching Faculty

AB 1550: Protect Bargaining Rights for UC Teaching Faculty

Tell Newsom to sign AB 1550 to ensure the UC's teaching faculty retain their bargaining rights if and when the University should decide to move our job titles into the Academic Senate.

Regents Meeting Public Comment for Job Stability

Regents Public Comment for Job Stability

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!

Build Power with UC-AFT: Join our Contract Action Team now!

Our Contract Action Team is the heart and soul of our bargaining campaign on every campus.  CAT members network with colleagues and friends around issues and work and ways we can all support our effort to secure meaningful job stability for pre-continuing lecturers throughout the UC system.  Email Josh Brahinsky for details:



30 Second Action #4 Email Blast for Job Stability and Career Pathway

June 12-19: Email Blast for Job Stability and Career Pathway

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.

3 Weeks 30 Second Actions...End Unpaid Work, Job Security, Livable Wages

30 Second Action Week 2: Job Security--No Layoffs During COVID-19

In bargaining with UC-AFT on Friday, March 13th, the chief spokesperson for the Office of the President, Nadine Fishel, said to our volunteer faculty negotiators, “The one thing we’re telling you very clearly is you all have jobs, if you were hired for spring.” All UC-AFT members need to act now to hold UC admin accountable to that promise and prevent layoffs of teaching faculty.

Call your Executive Vice Chancellor today to let them know that job security for teaching faculty is essential

Feb 3 Stand Up For Teaching--Contract Expiration Rallies

Feb 3 Stand Up For Teaching--Contract Expiration Rallies

It's time to turn up the heat and show UC admin that we are committed to getting a new contract that includes to our core demands for rehire and seniority preferences, longer term pre-continuing appointments, more full-time teaching jobs, ending unpaid work, fair workload standards, and middle-class salaries. Join our rallies on Monday, Feb 3....Solidarity Defeats Precarity!