Uconn Aaup Collective Bargaining Agreement
The AAUP collective agreement has been renewed twice by agreements between the State and the National Coalition of Salaried and Collective Agents (SEBAC), but has not been the subject of full negotiations since 1 July 2007. The current collective agreement expires on June 30, 2016. Proposals, preliminary agreements and other documents relevant to the negotiations will be published on this website as they become available. UConn and AAUP met on March 31, 2017 for about three hours. Another member of the bargaining unit was present to observe the negotiations as permitted by the basic rules. The university submitted proposals for coaches and trainers and Article 24 (research assistants and scientific collaborators). The university also submitted a package proposal to adopt the AAUP proposal of 9 March 2017 on Article 14 (reduction of staff for recruitment and employment) in exchange for the university`s revised proposal on Article 29 (intellectual property) or, in the alternative, that the parties accept the maintenance of the existing contractual language in both articles. The parties discussed the proposals, but ultimately failed to reach an agreement. UConn and AAUP met on February 7, 2017 for about three hours. Another member of the bargaining unit was present to observe the negotiations as permitted by the basic rules. The university submitted a proposal for Article 29 (patent rights). The parties also exchanged proposals for Article 26 (temporary workers), which were discussed by a majority of the parties but ultimately failed to reach an agreement.
The university and the Union met on 16 October 2015 for about four and a half hours. The Union has invited three members of the negotiating unit to follow the negotiations as permitted by the basic rules. The EU has presented the university with a revised proposal for non-discrimination. The university submitted to the Union a counter-proposal for evaluation and a proposal on personal files. The university reiterated its proposal to maintain the existing contractual provision on academic freedom. The parties also discussed the article on the appeal procedure, but did not exchange any additional proposals. The parties have entered into interim agreements on articles relating to recognition and exclusions. The parties also discussed constructively the AAUP proposal for a new article entitled “Nomination, Promotion, Mandate and Recognition” but did not agree on the subject. A complaint is a claim, claim or litigation arising from the current collective agreement.
Complaints are limited to issues of interpretation or application of the treaty provisions, with the exception of certain provisions of the treaty that are expressly excluded from the appeal process. In the end, state leaders agreed to an agreement that included concessions of $1.5 billion per furloughs, a wage freeze and modest increases in health and pension contributions. In return, workers will benefit from a pay increase in subsequent years of the contract and, above all, an extension of the pension and health contract until 2027. Given that many Republican elected officials in Connecticut had proposed laws that directly attacked collective bargaining in the public sector, it was essential to extend the rights to collective bargaining on pensions and health care. UConn amended its proposals for Article 7 (Board Prerogatives) and Article 8 (maintenance of procedures) to address the objections raised by AAUP.