Contract Details and Ratification Town Halls

The contract ratification vote will begin at 8am on November 29 and end at 4pm on December 3.

We will hold several contract ratification town halls before the vote closes on December 3.  Dues paying members can vote to secure the major gains in this contract.  If you are not yet a member, join here, so you can help lock in the benefits of this major victory.

Contract Ratification Townhalls
Monday, November 22nd, at 12 PM

Tuesday, November 23rd, at 12 PM

Dues-paying members will vote on the contract from Nov. 29th to Dec. 3. Bring your questions to the town hall so you can be fully informed when the ratification ballot opens after Thanksgiving.

What We Won
 

Job Stability

Our new agreement completely transforms what it means to be a lecturer at the UC. We have created opportunities for professional advancement at every stage of our careers. The new protections in Article 7A include:

• Multi-year appointments in the first six years of teaching, starting with a 1-year appointment, followed by a 2-year, then 3-year.
• Reviews and merit pay increases of at least 3% with every reappointment.
• Rehiring rights: the right to be reappointed if deemed "effective" before external candidates are considered.
• A clear pathway for promotion to Senior Continuing Lecturer, which comes with a minimum 9% merit raise.
• The new provisions will take effect beginning July 1, 2022 and all pre-continuing faculty teaching in AY 2021 will have preferential rehire for AY 2022-23 courses that will be offered and the instructor is qualified to teach.

Workload

We achieved our goals of greater consistency, transparency, and enforceability of workload issues:
 

• Improved dispute resolution with the ability to submit a workload dispute to a panel of academic evaluators.
• Increased transparency with workload policies to be posted in all departments.
• Expanded the number of activities eligible for workload equivalencies
• Higher-than-normal workload valuations for classes with more than 200 students or significant feedback on student writing.

Compensation
 

We raised the salary floor and won improved compensation for all lecturers, as well as annual cost-of-living adjustments for each year of the contract:
 

• Average of 30% increases across the life of the contract.
• $1500 bonus for every member upon ratification.
• 9% raises for our lowest paid members 60 days after ratification.
• Cost of living wage increases on the following schedule:
  • no later than February 1, 2022: 7%
  • July 1, 2022: 3%
  • July 1, 2023: 3%
  • July 1, 2024: 3%
  • July 1, 2025: 4%
     

Paid Family Leave

• All lecturers regardless of appointment percentage or appointment length will now be eligible for 4 weeks of fully paid leave to bond with a new child or care for ailing family members. This is in addition to the 6 weeks of fully paid pregnancy disability leave that UC-AFT previously won.

You will receive further details on other provisions of the agreement in the coming days.

How We Got Here

Let’s be clear: we didn’t reach this agreement through negotiating skill alone. Rather, this agreement is the direct result of the organized people power — that’s you! — we brought to bear on UC management over the last two and a half years. In particular, you:

• By a 91% margin, voted to authorize a strike
• Sent over 2500 letters to UC administrators
• Observed our negotiations on Zoom (nearly 2000 of you!)
• Submitted 1000+ public comments to the UC Board of Regents and signed up to testify in public meetings
• Made hundreds of phone calls to President Drake’s office
• Tweeted at @UCPrezDrake hundreds of times in the last few days alone
• Showed up for car caravans and virtual rallies (hundreds of you, at the height of the pandemic!)