Teaching Faculty Tentative Agreement Q and A

I just joined UC-AFT as a dues paying member, will I be able to vote on contract ratification?

Yes. If you join before 2 PM on December 3, 2021, the last day of the contract ratification vote, you will be able to cast a vote for this historic contract.

I’m not a dues paying member, will I be able to vote on contract ratification?

No. Only dues paying members are eligible to vote. Please join UC-AFT now so that you can vote to authorize this contract!

What salary increases does the new contract provide?

Unit 18 faculty will receive, on average, approximately 30% raises over the 4 ½ years of the contract (which expires on June 30, 2026). The 30% includes both guaranteed cost of living increases (called “general range adjustments” and typically paid on July 1 of each year) that amount to 7%, 3%, 3%, 3%, and 4%, and performance-based merit increases of at least 6% for Pre-Six and Continuing Lecturers. Additionally, a shift to a new salary scale on February 1, 2022, will bring variable raises that will average 1.3% across the bargaining unit and result in individual increases of somewhere between 0% (if your current salary is identical to a point on the new salary scale) and 2.9% (if your current salary is just barely above one of the points on the new salary scale and you’re bumped up to the next highest point).

Compounding the cost of living and merit increases along with the salary scale increase yields average raises of 30% over the life of the contract.

Additionally, all UC-AFT faculty on payroll as of Dec. 3rd, 2021, will receive a one-time, lump sum ratification bonus of $1500.

When are the raises effective?

If we ratify the contract by December 3, 2021, the first general range adjustment (7%), the shift to a salary scale (average 1.3%), and the $1500 ratification bonus will be paid in our March 1, 2022, paychecks (which compensate for work performed in February 2022).

The exact percentage increase that you receive will vary depending on where your current salary is within the Unit 18 salary range, but will be at least 7%, on average about 8%. Those currently appointed at the minimum salary ($56,945 for a full-time 100% appointment) will receive raises of at least 9.5% and on average about 10.5%.

When you take the additional 3% July 1, 2022, general range adjustment into account, that amounts to average raises of at least 11% in the first year of the new contract.

When and how will $1500 ratification bonus be paid?

The $1500 one-time, lump-sum ratification bonus will be paid on March 1, 2022, to all Unit 18 faculty who are on payroll as of December 3, 2021, the date of ratification. Everyone with an appointment that is active as of December 2021 will receive the bonus regardless of employment status as of March 2022.

How does the salary increase and transition to the new scale work?

The current Table 17 Standard Table of Starting Salaries begins with our current minimum salary of $56,945. The first step in moving to the new scale is to remove the bottom salary point on Table 17 and establish the new minimum at $58,369. Then, the transition scale with 3% increment salary points will be established. Finally, every point on the transition scale will increase by 7%.

To find your Feb 2022 salary rate, (received in March 1 paycheck) first find the salary point that is equal to or just higher than your current annual salary rate on the transition scale (column d). Then, slide over to the Feb 2022 scale (column e) in the same row to find your new, annual salary rate. There are a couple of examples highlighted in color throughout the scales.

How do I see how much of a raise I'll get from the transition to the new scale before the 7%?

The transition raise will vary for everyone. Once you know your transition scale salary rate, you can use this formula to calculate the percentage increase:

(transition scale rate - current salary) / current salary rate x 100 = % increase.
(67,665 - 65,795) / 65795 x 100 = 2.8%

What is the new minimum Unit 18 Pre-Six Lecturer salary?

The minimum salary will increase from $56,945 to $62,362. Note that this is not necessarily a starting salary. You may (and you should) ask your department chair to place you at a point on the salary scale consistent with your credentials and experience. Department chairs have nearly total discretion to appoint lecturers above the minimum salary points.

What will the new minimum salary be at the end of the contract?

Approximately $70,870.

Was there any movement on the salary schedule for supervisors of teacher education?

Yes! The minimum salaries for Supervisors of Teacher Education will increase dramatically, remaining pegged to education/degree level. We have successfully eliminated salary caps corresponding to educational attainment level. As a result, the maximum STE salaries have been lifted dramatically to alleviate salary compression at the top of the old STE salary scale, where many Supervisors were maxxed out. The STE scale is now the same range as the lecturer scale.

How will the new 4 weeks of fully paid family leave work?

Unit 18 faculty who are welcoming a new child or caring for another family member are now eligible for 4 weeks of fully paid leave under the Unit 18 Pay for Family Care and Bonding program. Both biological and adoptive parents are eligible, as are both mothers and fathers.

The 4 weeks of paid family leave is in addition to all other leaves, including the fully paid pregnancy disability leave for birth mothers that we increased from 6 weeks to 8 weeks. Everyone in the bargaining unit is eligible, regardless of federal Family and Medical Leave (FML) Act eligibility status. Those eligible for FML will take it as part of their 12-week FML entitlement. Those not eligible for FML will take it as a personal leave with a right to return to work that's virtually identical to the FML return to work protections. The personal leave for family care and bonding cannot be unreasonably denied.

What will a Pre-Six Lecturer’s career path at the UC typically be like?

A Pre-Six Lecturer will typically be hired into an initial appointment that spans one year (although the lecturer may only teach one quarter/semester or two quarters). If you submit a request to be reappointed by October 15th (or 30 days after your initial hire, whichever is later), at the end of the year you’ll be assessed and receive written feedback. You will be considered for reappointment before any external candidates are considered. When you’re reappointed, you’ll receive a two-year appointment (again, the teaching assignments may be intermittent within those two years) as well as a minimum 3% merit raise. (Departments may also award more than 3%.)

You will need to submit a request to be reappointed once again by October 15th of the second year of your two-year appointment. You may use the Statement of Interest form to make sure that you’re including all the required information in your request. If you’ve requested reappointment, you’ll receive a more thorough Pre-Six Academic Review in the second year of your two-year appointment (and in the final year of all subsequent multi-year appointments, if you’re not yet eligible for an Excellence Review/Continuing Appointment). You’ll once again receive written feedback about your work, and, if you receive a positive review, you’ll once again have priority for available work that fits your qualifications. Your next appointment (and all subsequent appointments leading up to an Excellence Review) will come with another minimum 3% merit raise and span three years.

The new contract also encourages (but does not obligate) departments and programs to supplement part-timers when extra classes become available instead of hiring more part-timers.

If you’ve taught every term during your 1-year, 2-year, and 3-year appointment, you’ll be eligible for an Excellence Review in your sixth year. If you’ve been teaching intermittently, you’ll continue to receive 3-year appointments unless you’re close to accruing 18 quarters/12 semesters of service credit in the same department, program, or unit; in that case, your final Pre-Six appointment would take you up to, but not beyond, your Excellence Review.

Where is the Statement of Interest form available for download? Do I need to submit it this year?

You can find the Statement of Interest form here. Normally, it will be due by October 15th in the final year of your pre-six appointment. During 2021-2022, however, submitting a request to be considered for reappointment is not required. All pre-six lecturers with appointments during the 2021-2022 academic year will be considered for reappointment, will have priority for available work before external candidates, and may request written feedback from their department chair by June 15th, 20222.

If I’m pre-continuing this academic year, what type of appointment will I get for next year?

Most pre-continuing lecturers who are reappointed next year will receive a 2-year appointment. If you’re due to receive an Excellence Review in 2022-2023, you might receive a 1-year appointment instead, since your future employment depends on the result of the Excellence Review.

What happens if you’re late submitting a request to be reviewed/reappointed?

Your department does not have to consider you for reappointment, but they still can.

How does this contract apply to one quarter or semester appointments?

All the new rights for Pre-Six Lecturers under our new contract apply equally to those teaching the full academic year and those teaching for one term only. One quarter/one semester appointments will become full-year and multi-year appointments with intermittent teaching assignments. This means that your department will plan for your intermittent appointment over a longer period of time. For example, you might teach fall only, but you would know in advance that you would have an assignment every fall for 2 or 3 years. The longer appointment time span is important because, if you receive a Layoff/Reduction in Time notice, you’ll be entitled to priority re-employment rights through the end of your original appointment.

I’m replacing someone who’s on sabbatical for only one quarter during 2021-2022. Are there any ways that this contract can help me?

Yes. In the immediate future, you are entitled to be considered for reappointment within your department prior to consideration of external candidates. If there is work available in 2022-2023 that you’re qualified to teach, you should receive an assignment. If you’re reappointed you can submit a Statement of Interest to let the department know what courses you are interested in and qualified to teach and what percentage time you would like to be working. The new contract encourages department chairs to offer supplemental work to existing teaching faculty before someone from the outside. And, if you are offered additional work beyond the sabbatical coverage, you will be given full rights to multi-year contracts and rehire going forward.

If a Pre-Six lecturer is hired at 80% in one year does the department have to offer them an 80% appointment the following year?

The new contract does establish a minimum average appointment percentage from year to year within a multi-year appointment. If your department were to reduce your appointment percentage within that 2 or 3-year time span, they would have to issue you a Layoff/Reduction in Time notice, and you would be entitled to priority for re-employment should work become available again. If they were to reduce your percentage time in between appointments, they would have to give you a written explanation for why there was not sufficient work for you to do within the department/program, within a set of very narrowly defined limits.

I’m a Continuing Lecturer. How do I become a Senior Continuing Lecturer?

For the first time, there is now a clear path for Continuing Lecturers to be promoted to Senior Continuing Lecturer. All Continuing Lecturers who have received two consecutive positive merit reviews may request to be considered for promotion to Senior Continuing Lecturer during their third merit review after they receive a continuing appointment. Note that this is an opt-in process.

The criterion for promotion is “exceptional” performance, defined as “Instructional contributions that are broad ranging and/or greatly enhance the academic mission of the University.” We expect that it will take some time for departments and programs to fully understand and communicate what “exceptional” means in their particular disciplinary context. What is most important to know is that departments/programs should not be imposing any quotas or other restrictions on who may be considered for or awarded Senior Continuing status.

If you’re a Continuing Lecturer who has already received three consecutive positive merit reviews, you may request to be promoted during your next merit cycle. If you don’t want to wait until your regularly-scheduled merit, you may request to have an early review (although the department/program is not required to conduct it).

Continuing Lecturers who request but do not receive a promotion to Senior Continuing Lecturer will still be assessed for merit according to the “excellence” standard and may request promotion again during their next merit review.

Does the new contract change the merit review process for Continuing Lecturers?

There is essentially no change to the merit system for Continuing Lecturers, with one minor exception and one major exception. The minor exception is that a merit increase will now be a minimum of 2 points on the new salary scale, on which points are separated by 3%. That means each minimum merit increase will be a bit more than 6% (thanks, compounding!).

The major exception: continuing lecturers who are promoted to Senior Continuing Lecturer will receive a minimum 3 points increase during the merit cycle in which they’re promoted. Again, that will be a bit more than 9%, thanks to compounding of 3% increments between points on the salary scale.

How does the new contract help reduce workload in very large and writing-intensive courses?

Enrollments higher than 200 students and extensive feedback on student writing (in any field/discipline) are now explicitly listed as among the factors that might warrant a higher-than-normal workload valuation, which would result in higher compensation and, potentially, benefits eligibility. You can use the new language of Article 24 to advocate within your department for fair workloads, or your UC-AFT stewards and field representatives can support such advocacy. If you teach a class of more than 200 students or a class that is currently valued at one Instructional Workload Credit (IWC) or a class that requires extensive feedback on student writing that is currently valued at one Instructional Workload Credit (IWC), let your chapter’s field representative know right away. We may have a very limited window of 30 days following the contract ratification to address those workload issues formally.

When can course IWCs be revalued and how can the process be started?

If you believe that your course IWC is too low, the process for revaluing the course is to file a grievance. Beginning July 1, 2022, we can request a three member panel to participate in Step II of the grievance process. The panel will have the authority to revalue the course, to adjust workload associated with the course, and to provide monetary relief limited to 30 days prior to the grievance filing date.

Who would typically be on the new panel reviewing workload valuations and disputes?

The three-member panel will typically comprise Senate faculty, deans, and/or senior administrators such as Executive Vice Chancellors.

Will the new contract apply to K-12 instructors at the UCLA Lab School, Geffen Academy, and Preuss School?

Yes, unless it is modified or superseded by something in the side letter for your respective school. K-12 instructors are Unit 18 faculty, are part of our teaching faculty bargaining unit, and are covered by the main Unit 18 union contract unless it is modified or superseded by the school-specific side letter.

Is there anything in the new contract about converting summer school quarters towards our service credit for an Excellence Review/Continuing Appointment?

Yes. Going forward, if you do not accrue three quarters or two semesters worth of credit toward continuing during the academic year, then the following summer, you can accrue a quarter or semester’s credit from summer teaching.

Is there a barrier to a department switching a bunch of their Lecturer positions to Assistant Adjunct Professor positions?

Unfortunately, UC administrators have a long and ignominious history of using this exact, illegal, union-busting tactic. Adjunct Professor positions at the UC are doubly disadvantaged: they’re neither represented by a union nor by the Academic Senate. Sometimes, administrators try to persuade Lecturers that being taken out of our bargaining unit and put in an Adjunct position is some kind of promotion. In most cases it’s simply an effort to avoid their obligations under our union contract, including salary and workload protections. If you or someone you know is being transferred from a Unit 18 position to a non-Unit 18 position (such as Assistant Adjunct Professor), let your chapter’s UC-AFT field representative know immediately.

To what extent —if at all!—can dept. chairs wriggle out of rehiring rights by pleading budgetary constraint?

It would be an illegal Unfair Labor Practice for UC admin to have agreed to our new contract without the intent to reappoint Pre-Six Lecturers and to pay the salaries and raises they committed to. If unavoidable budget cuts result in a lack of work for U18 faculty, then a department/program doesn’t have to reappoint current lecturers. But they can’t replace a higher paid lecturer with a lower paid lecturer to deal with their budgetary concerns. And our University is on extremely robust and prosperous financial footing. Claims of budgetary constraint deserve careful inspection using the tools our union has at its disposal. If you or someone you know is told that they can’t be reappointed because they’re too expensive, contact your chapter’s UC-AFT field representative immediately.

Are departments, divisions, and schools aware of the new contract, or will we have to remind them of their obligations?

While the Office of the President conducts some training when a new union contract is ratified, historically these trainings do not seem to have been mandatory for (or even well attended by) department chairs, deans, department managers, or academic personnel staff. In all likelihood, we as UC-AFT faculty will need to know our rights and be prepared to stand up for them and for each other. If you’re concerned that the new contract is not being implemented properly, inform your chapter’s UC-AFT field representative IMMEDIATELY. If a grievance is necessary to enforce our contract, we have a strict deadline to file one 30 days from the date that you first knew about the situation.