UNION OF PITT FACULTY
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  • HOME
  • BARGAINING UPDATES
    • FEB 7 2023 - COMMUNICATION & ACTION TEAM (CAT) UPDATE
    • FEB 1 2023 - COMMUNICATION & ACTION TEAM (CAT) UPDATE
    • JAN 25 2023 - BARGAINING UPDATE
    • JAN 13 2023 - BARGAINING UPDATE
    • DEC 15 2022 - BARGAINING UPDATE
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    • NOV 18 2022 - BARGAINING UPDATE
    • OCT 28 2022 - BARGAINING UPDATE
    • OCT 14 2022 - BARGAINING UPDATE
    • SEPT 30 2022 - BARGAINING UPDATE
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    • AUG 10 2022 - BARGAINING UPDATE
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    • MAY 31 2022 - BARGAINING UPDATE
    • MAY 12 2022 - BARGAINING UPDATE
    • APRIL 20 2022 - BARGAINING UPDATE
    • MAR 25 2022 - BARGAINING UPDATE
    • MAR 21 2022 - BARGAINING UPDATE
  • JOIN
    • EMAIL LIST
    • CAT
  • INFO
    • ELIGIBILITY FOR COST-OF-LIVING INCREASES FOR BARGAINING UNIT FACULTY
    • COVID-19 WORK ADJUSTMENTS FOR PITT FACULTY
    • COUNCIL OF REPRESENTATIVES
    • BARGAINING COMMITTEE
    • BARGAINING BASICS
    • MISSION STATEMENT
    • PITT FACULTY TESTIMONIALS
    • OTHER UNIVERSITIES TESTIMONIALS
    • UNIV. OF OREGON SUPPORT LETTER
    • OREGON STATE UNIVERSITY SUPPORT LETTER

CARING FOR OUR FAMILIES

You Care About Your Family, Pitt Should Too

The Covid pandemic has only highlighted Pitt’s indifference towards faculty and their loved ones by showing the inadequacy of the existing policies. Benefits you can’t access aren’t real benefits, and for part-time faculty, Pitt fails entirely. 

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Our union could change all of this.  Once we’re organized, the administration will be legally obligated to negotiate with us about benefits like the ones listed below. We know Pitt can do better, and by coming together, we can make important changes to help Pitt faculty and our families.
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*Part-time tenured faculty and some part-time library faculty may be eligible for medical or family leave similar to full-time faculty.

**Some types of leave are hypothetically available to most full-time faculty, contingent upon 24 months of consecutive employment. In practice, access to these types of leave are often dependent upon one’s relationship with their chair, the chair’s interpretation of unclear policy language, or even the chair or department’s standing with senior administration.

***While faculty are eligible 4 weeks of parental leave on paper, many are pressured to try to have children only during the summer term or to continue working during their four weeks of leave. Others have effectively been denied some of their leave because the timing was inconvenient (i.e. the child was born right before the start of a semester, or right at the end).

You don’t have to take our word for it! Pitt’s policies on family care and leave are described at the links: https://www.facultyhandbook.pitt.edu/faculty-medical-and-family-leave-policy   https://www.hr.pitt.edu/current-employees/benefits/leaves  https://www.hr.pitt.edu/node/633
To join our monthly email list or get involved, email info@pittfaculty.org
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