On March 15th, the parties met for approximately three (3) hours at the Levis Faculty Center. Following a brief sidebar at the beginning of the session, the parties tentatively agreed to language in four (4) articles, including Access to Personnel Files, Unauthorized Work Stoppage, Non-Discrimination, and Grievance and Arbitration. The Union then presented its counter proposal related to Union Membership and Union Activity. The Union was in agreement with language from the University’s latest proposal in all but three (3) sections, including changing the date by which the University will provide the Union lists of bargaining members who hold multi-year contracts and who are eligible for the additional year of appointment from November 16 to September 16, and allowing service in designated union leadership roles to count toward university service in accordance with unit requirements. Following a caucus, the University provided its counter proposal regarding Hours of Work and Commitment. As the proposal was being disseminated, the Union notified the University that the topics it would like to discuss in the next session include Appointment, Reappointment and Promotion, Physical Conditions, Academic Freedom, and Benefits and Leaves. The Union expressed that the University’s proposal regarding Hours of Work and Commitment did not address many of its concerns, and the parties spent most of the remaining time in the session reviewing the Union’s concerns and the University’s position related to those concerns. The University noted that many of the concerns raised by the Union are permissive subjects of bargaining, which the University is not obligated to discuss - such as the allocation of resources. After a caucus of approximately fifteen (15) minutes, the parties discussed the next bargaining session with the Union expressing that priorities for the session would be Benefits and Leaves and promotions.

The next session is scheduled for three (3) hours on March 29.

On March 1st, the parities met for approximately three (3) hours at the Levis Faculty Center. To start the session, the Employer presented its counter proposal to the language found in Article XVII (Unauthorized Work Stoppage). The changes proposed were to delineate the language to “dues paying member” and “all bargaining unit members” from “NTT Faculty.” Another language modification was to remove “faculty” to “bargaining unit member.” The union responded this was intended to clarify that bargaining unit members cannot authorize or institute to make a motion for the union if they are not a dues-paying member. The University clarified that it is not the intention of the University to have any involvement in the voting of their organization. The next item that was discussed was the Union’s counter proposal on Article V (Non-Discrimination). The Union proposed modifications to incorporate the role the union representative plays. The union then asked clarifying questions regarding personnel files and if the files would be in the Office of the Provost or Illinois Human Resources. The University clarified that the two offices work in conjunction with one another on the matter of personnel files. Substantive changes were proposed by the union to Article XI (Hours of Work and Commitment) regarding the lack of clear expectations. The University clarified that this has been addressed in the side letter. The side letter included duty percentages and course loads that were readily available. In other words, that it was sufficient for the union’s requests. The union provided data sets found from a FOIA (Freedom of Information Act) request. This highlighted concerns of structures for commitments that their proposal would address: aiding tracking and supporting of bargaining unit members and promoting institutional services while supporting and ensuring legal compliance.  This was followed by a caucus of approximately twenty-five (25) minutes. Next, the union provided testimonies from its members regarding their experiences where this proposal would apply. The University was prompted to inform the union that some aspects of the proposal were permissive subjects of bargaining.  The union stated that this was not intended to be a substitute for current practice, but additional information to address gaps in current policies and procedures. A caucus was followed that lasted approximately twenty (20) minutes. The University agreed to continue to discuss the items that were brought up in the session regarding commitments. The University also proposed modifications to the Union’s proposals regarding Article V (Non-Discrimination). Before ending the session, the parties further discussed the University’s proposals and what the University would be ready to discuss next. This included an inquiry from the Union on the University’s status on the proposal for economics. The parties agreed that it was a productive session.

The next session is scheduled for three (3) hours on March 15.

On February 23rd, the NTFC and the University convened at SDRP, spending approximately two (2) hours and forty-five minutes in discussions. The University kicked off the session by presenting a counter proposal for Article XVI (Grievance and Arbitration). Many of the proposed changes were non-substantive, incorporating the union's suggestions for gender-neutral language. In response, the union presented its counter proposal for Article IV (Union Membership and Union Activity), expressing conceptual agreement with the University's suggested modifications. However, the union maintained its stance that union activities should be recognized as part of university service. The University argued that the service component should be addressed outside the collective bargaining process.  The subsequent union counter proposal focused on Article V (Non-Discrimination), entailing adjustments to protected categories and aligning with the University's existing non-discrimination policy in terms of laws and policies. Discussions also involved proposed changes to the Union's ideas on union representation during investigations of harassment and/or discrimination complaints. Following a brief caucus, the University addressed some of the NTFC's queries related to service for union activities. The parties also discussed the University's plan to propose changes to Article XVII (Unauthorized Work Stoppage) in the upcoming session. A caucus was then held to allow the University to draft counter proposals on Article IV (Union Membership and Union Activity) and Article V (Non-Discrimination).  To wrap up the session, the University presented two (2) modifications for the union's consideration: (1) an inclusion of state law covering union access to bulletin boards, and (2) a statement allowing a union representative to inform bargaining unit members under investigation of their rights under the collective bargaining agreement.

The next session is scheduled for 3/1/24.

On February 2nd, the parties met for approximately three (3) hours at the Illini Union. To start the session, the University presented its counter proposals covering Article IX (Benefits and Leaves), Article XIV (Access to Personnel File), Article XVI (Grievance and Arbitration), and Article XVII (Unauthorized Work Stoppage). Many of the proposed changes were not substantive and incorporated the Union’s proposals to implement gender-neutral language and change references to “faculty member” or “NTT faculty member” to “bargaining unit member.” A substantive change was proposed to Article XIV regarding who maintains the personnel file to align with current practice. The Union asked clarifying questions regarding the University’s proposals, followed by a caucus of approximately 30 minutes. Next, the University provided its counter proposal regarding Article IV (Union Membership and Union Activity), followed by questions from the Union. In that proposal, the University agreed in concept with the Union’s proposed modifications in Section B but made minor changes to the language. The University rejected the following items from the Union’s proposal: changing the date by which the University will provide the Union with lists of bargaining unit members holding multi-year appointments and those who are eligible for the additional year of appointment, from November 16 to September 16; giving the Union the right to access campus mail service; posting notice in units of bargaining unit members’ representation by the union; and counting service as a union leader toward university service. The University agreed in concept with the Union’s proposal regarding Shop Stewards but changed the term to Stewards. Next, the University provided its counter proposal regarding Article V (Non-Discrimination). This proposal included modifications to protected categories and the scope of laws and policies covered, in accordance with the University’s current non-discrimination policy. The University also proposed modifications to the Union’s proposals regarding union representation during investigations of sexual harassment and/or discrimination complaints and the obligation of the University to provide status updates when requested by the Union. Following questions regarding the University’s proposal and a caucus of approximately 15 minutes, the Union notified the University that it was ready to tentatively agree to the University’s proposals in Article XIV and Article XVI. Before ending the session, the parties further discussed the University’s proposals and what articles the University anticipated it would be ready to discuss next. The parties agreed that it was a productive session.

The next session is scheduled for three (3) hours on February 16.

On January 19, 2024, the parties met for approximately two and a half hours at the Illini Union. To start the session, the parties signed the ground rules that were agreed upon in the prior session. The session continued with the Union providing answers to questions the University posed in the prior session that required additional follow up, along with the University asking additional questions. Topics discussed included union representation in investigations or proceedings related to sexual harassment or discrimination complaints; climate controlled workspaces; eligibility to apply for research funds; equity increases; modified teaching duties; coverage of out-of-pocket costs for counseling and gender-affirming care; just cause for nonreappointment; and changes in terminology from “NTT faculty” to “bargaining unit member” and to gender-neutral language. Near the end of the session, the Union asked what it should expect next in terms of counterproposals. The University noted that the Union should expect counter proposals related to its requested terminology changes, and the Union’s proposals in Articles 4 and 5. The Union agreed to provide the information it has gathered regarding the cost of gender-affirming care and the calculations used to determine the amounts proposed for equity increases.

The next session is scheduled for three hours on February 2.

On December 14, 2023, the parties met for approximately four hours at the Levis Faculty Center, with the Union providing its initial, comprehensive proposal. The University then presented the Union with a proposal for ground rules. The session continued with the Union reviewing its proposals and the University asking clarifying questions, with a caucus of approximately twenty-five (25) minutes about midway through the session. The Union proposed numerous significant changes to the contract including, among other items, posting public notice of bargaining unit members’ representation by the union; establishment of shop stewards; climate controlled workspaces; new computers every four years; ability to apply for and receive research funds and be assigned as a Primary Investigator without approval by an executive officer or supervisor; substantial increases in wages by increasing the minimum salaries, large compression increases, equity increases, and a larger pool for Compression, Market, Merit, and Retention (CMMR) increases (modified from Compression, Market, Equity and Retention (CMER)); additional increases for promotions; increased professional development funds; a COVID impact bonus; reduced teaching duties when a child enters the home or for terminal or life-threatening illness, or death of a spouse; a caregiver reimbursement fund; free access to campus recreation centers; free parking; reimbursement of costs not covered by insurance for counseling and gender-affirming healthcare;  a new just cause standard for non-reappointment; pre-promotion reviews; multiple changes to multi-year contracts, written work expectations and parameters around changes to duties; payment for work required outside of NOA dates; allocation of funds to cover the cost of the agreement; specialized faculty involvement in shared governance and limits on the use of recorded course content.

After reviewing the Union’s initial proposal, the Union provided a counterproposal regarding ground rules.  After a short caucus, the University agreed to the Union’s modified ground rules. The parties then discussed the schedule for negotiations going forward and agreed to meet every other week on Friday mornings for the time being. The next session is scheduled for three hours on January 19 at the Illini Union.