Update: Negotiating Sessions between the AAUP and University

Update: Sunday October 21th, 2007

The parties met until 10:15 pm on Sunday and were unable to bridge the gap on finances. We have scheduled one last attempt to reach agreement on Monday afternoon, October 22nd. We have notified the university that we will not extend the agreement. Barring settlement being reached on Monday, the AAUP will be on strike as of Monday, October 29th. You will be receiving your picket assignments Monday, October 22nd. You should begin preparation for removing personal items and other materials that you will need during the strike.

Update: October 14th, 2007

The parties met on Thursday, October 11th and Sunday, October 14th. Both the AAUP and the University have placed their initial compensation packages on the table. There is hard bargaining ahead to reconcile the difference between these proposals, particularly in workload, benefits and salary. Since the negotiations have reached a sensitive stage, we are postponing the chapter meeting scheduled for Tuesday, October 16th and we are rescheduling it for Tuesday, October 23rd at 11:30 am, room to be announced. Come to the Unity Event on Tuesday, October 16th, 5:00 pm, Fine Arts 357 to create picket signs. Support your negotiating team! Food and materials will be provided. RSVP: aaup2@rider.edu, 896-0092.

Update: October 11th, 2007

The parties met and discussed the remaining issues in Distance Learning, Department Chairpersons, Personnel Files and General Working Conditions. The parties were able to close Department Chairpersons and made substantial progress in the other three articles. In the afternoon, the AAUP presented its compensation package to the University. The parties will meet again on Sunday.

Update: October 5th and 6th, 2007

The parties met over the weekend both Friday and Saturday, and were able to close the Professional Athletic Staff article and made substantial progress on Governance. The parties continue to differ on Personnel Files. In addition, the parties agreed to begin the conversation on compensation, benefits and other monetary issues next week

Update: September 28th, 2007

The AAUP and the University have agreed to extend the present contract indefinitely on one weeks notice. This means either party can end the extension of the contract by providing the other party one weeks notice of their intention to do so. The parties have agreed to increase bargaining to 2 days a week. At the bargaining session of September 28th the university withdrew their proposals on Article XVII, Article XVIII, and Article XXIX. In addition the parties discussed Article XVI, Professional Athletic Staff and made considerable progress towards agreement.

Update: September 21st, 2007

The parties met and discussed Appointments, Promotion & Tenure, Department Chairpersons, Programs and Academic Governance. The parties were able to come to agreement on the article on Appointments. We were able to come to agreement on a number of open issues within the articles discussed. Contributing to the progress made was the University's willingness to withdraw a number of its proposals in these articles.

Update: September 14th, 2007 and STIKE AUTHORIZATION VOTE

The parties met and discussed Appointments, Promotion & Tenure, Annual Appointment and Reappointment, and Chairpersons. While a little progress was made no articles were closed, and in addition, the University reopened Definition of Rank. There is a chapter meeting on Tuesday, September 18th in the BLC Theater, 11:30 am to discuss the negotiations and authorize the bargaining team in conjunction with the Executive Committee to take whatever actions are necessary in order to achieve an agreement, up to and including calling for a strike.

Update: September 7th, 2007.

The parties met and were able to come to agreement on Definition of Unit, Affirmative Action, and Non-Discrimination. Progress was made in Article VII-Appointments.

Update: August 22nd, 2007.

The parties met and discussed Workload, Other Faculty Responsibilities, Outside Employment and Faculty Development. The University objected to all AAUP proposals to increase the number of full-time faculty, arguing that such proposals would "tie [their] hands." The University continued to insist on two (2) different workloads for the two campuses, and that faculty be assigned to teach at any location. Even after we explained the present workload system to the University's attorney, the University did not move from its positions. The University wants to restrict outside faculty professional activities and to restrict the number of leaves a faculty member could take. Their rationale for both these provisions was "we need to have our faculty here." We strongly objected to all of the University's proposals. No significant progress was made on any of these issues.

Update: August 15th, 2007.

Having been unable to close any articles yet, the parties agreed to extend the present contract through September 30th. The University responded to our proposals on General Working Conditions, and took the position that the capital improvements and correction of deferred maintenance should be funded out of a change in faculty compensation and benefits. They asserted that our insistence that capital improvements be funded through fund-raising was a "cop-out". The parties also discussed Workload. The University and the AAUP move in diametrically opposed directions on this issue. Among other areas of disagreement, the AAUP's proposal would lead to the hiring of more full-time faculty, while the University's proposal would allow for a doubling of the use of adjunct faculty. The parties will meet again on August 22nd.

Update: August 8th, 2007. Negotiating Session between the AAUP and University

The parties met and reviewed Athletics, Evaluation, Grievance and Arbitration and General Working Conditions. The University finally provided us with information we have been requesting, some of which dates back to the first negotiation session. There continue to be numerous disagreements between us and the university regarding the athletic staff, including the University's insistence that they be able to non-reappoint coaches without giving them adequate notice. The University wants to develop a course evaluation instrument that will allow for easy numerical comparisons between faculty. We continue to insist that the purpose for course evaluations is for faculty development. We remain concerned at the slow pace of these negotiations.

Update: August 1^st, 2007 Negotiating Session between the AAUP and University

The parties met and we gave our response to the university's proposal on Practice Professors. We made clear, under no circumstances would we agree to creating a permanent underclass of faculty without either the traditional protections of academic freedom, or without protections of collective bargaining. Once we gave our response, the university engaged us in a constructive conversation about alternatives to their proposal. The parties also discussed the university's proposal on the Professional Athletic Staff. There were some areas of agreement, but on the key points of disagreement (reduction in notice for non-reappointment, increase in the number of years of probationary period, and time frames for promotions), there was no movement from the university's initial proposal.

Update: July 25th Negotiating Session between the AAUP and University

The parties met on July 25th and discussed Department Chairpersons, Governance, Personnel Files, Adjunct Faculty, and the new category of faculty proposed by the University, *_Practice Professors_*. No progress was made on any of these issues. The University took the position on personnel files that they have the right to present material, against a faculty member in a discipline case, which they had had in their possession and had not previously shared with the individual. The University also took the position in the new category of _*Practice Professors*_, that these individuals would be hired and reappointed by the administration, would not be reviewed by the faculty of the department, would teach up to 4 courses per semester, would not be required to do research or engage in professional development, and they would also be outside the bargaining unit, and would not have faculty status.

Update: July 18th Negotiating Session between the AAUP and University

The parties met on July 18th. After a serious discussion, there was agreement that negotiations must be approached as a mutual problem solving process. There was modest progress in a number of technical issues as they related to Promotion & Tenure, but there was no progress on the major issues that divide us on this article. The University reviewed its proposal on Department Chairs, Programs and Academic Governance. We are preparing our response on these issues. The parties will meet again on Wednesday, July 25th.

Update: July 11th Negotiating Session between the AAUP and University

The parties met on July 11th and reviewed the previous proposals for Articles I through VII. Minor progress was made. There was a frank exchange of views on the University's proposal to significantly change our P&T process. The parties will meet on July 18th and will discuss Articles XI through XIV.

Update: June 27th Negotiating Session between the AAUP and University

The parties met on June 27th and discussed Article I through Article VII: Recognition of Unit, Non-Discrimination, Affirmative Action, Academic Freedom, Association Privileges, Definition of Ranks, and Appointments. Each side reviewed their goals and rationales for their proposed changes. No agreements were reached on these proposals. Because of the July 4th holiday, the parties will not meet again until July 11th.

Update: June 20th Negotiating Session between the AAUP and University

The parties met on Wednesday, June 20th, and the University's spokesperson (David Zurndorfer, Esq.) read an opening statement which highlighted three (3) University objectives for these negotiations:

1. "First to give the President and the Provost the authority they must have in order to lead the university", including "deciding whether a faculty member is to be granted tenure", and to make "final decisions with respect to the selection and reappointment of chairs."

2. "A second objective of our proposals is to increase the Administration's flexibility and nimbleness in order to be able to do what needs to be done in order to further the University's interests", including altering the workload and assignment of faculty.

3. Their third objective is to shift resources from personnel (medical) costs to facilities. The University also claims that faculty are overcompensated, and states, "benefits in combination with Rider's wages and workload, produce a cost of instruction that is significantly higher than that of our peer institutions."

We strongly objected to each of these positions. The parties plan to meet again next Wednesday where we will begin substantive discussions on contract proposals.