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June 5 Session

What happened: Representatives of the ¾ÅÉ«ÊÓƵ chapter of the American Association of University Professors (OT-AAUP) and ¾ÅÉ«ÊÓƵ met on Thursday, June 5. They exchanged proposals on 10 topics.

The University proposed changes on:

• Academic Program Review, Retrenchment, or Exigency: The University proposed that it continue to have the unilateral right to make a program change when it does not result in a bargaining unit member losing employment. When a program change does result in a loss of employment, the University agreed with OT-AAUP’s proposal to first solicit voluntary retirements and reductions before considering positions for elimination. The University rejected OT-AAUP’s proposed changes to make it more difficult for the President to declare financial exigency. It also countered OT-AAUP’s request to extend assistance after layoff from one year to 18 months.
   
• Grievances: The University agreed to clarify that a grievance may claim that the procedural steps of an academic judgment were not followed and that the Association President or Grievance Officer may sign a grievance on behalf of multiple members or the Association. But it rejected OT-AAUP’s proposal to expand a grievance when additional instances of the same violation occur or the grievant is retaliated against.
   
• Workload: The University declined to incorporate the Provost Workload Guidelines (PWLG) into the contract. It also noted that it wishes to maintain flexibility for the Provost to accept or reject PWLG changes recommended by a joint committee of University and OT-AAUP members. The University proposed that student consultation hours remain as-is in the contract, requiring a minimum of five hours per week distributed over at least three days per week. The University also proposed that course capacities and modalities be allowed to change as late as the start of a term. The University also wants to clarify the definition of academic year and that faculty may be asked to attend meetings and other university business, without additional compensation, during winter and spring breaks.

OT-AAUP proposed updates to the following articles of the contract:

• Outside Activities: OT-AAUP proposed to borrow language from the University of Oregon’s policy on when outside activities must be disclosed. That policy basically states that so long as the outside activity does not create a conflict of interest or conflict of commitment, the activity need not be disclosed.
   
• Arbitration: OT-AAUP proposed that remote hearings be considered for arbitration proceedings, and that an arbitrator’s award be consistent with the terms of the grievance and remedy requested.
   
• Disciplinary Procedures: OT-AAUP attempted to clarify when investigations required by law supersede the discipline article and, therefore, will pause the timelines in the article until completion of the required investigation.
   
• Evaluation, Promotion & Tenure: OT-AAUP proposed that certain existing policies already govern promotion and tenure, and that when those polices are to be changed, a member of OT-AAUP should be made a voting member on President’s Council to vote on those policies.
   
• Notices of Appointment: OT-AAUP proposed language on when to provide notice to members on rolling contracts and when terms and conditions other than the contract or notice of appointment will be considered.
   
• Sabbaticals: OT-AAUP moved off its position that two-term sabbaticals be compensated at 80% of salary and agreed to keep the current 75% of salary. Regarding three-term sabbaticals, OT-AAUP modified its proposal to increase compensation from 60% to 70% of salary.
   
• Leaves: OT-AAUP agreed to all the University’s proposed changes, except to reduce the cap on vacation accrual and payout on separation of employment.

What’s next: The parties are set to continue negotiations at 2 p.m. on Thursday, June 26 and Friday, June 27 at the Portland Metro campus in Wilsonville. They have also agreed to try to schedule a virtual negotiation session during the week of June 16. 

OIT Expenses

• Salary and Benifits 73.2%
• Service and Supplies 22.9%
• Other 3.0%