Dear colleagues,
We are pleased to announce an agreement with the administration that expands the 3.25% cost-of-living raises for the 2022-23 year to include part-time faculty. This is the first time that part-time faculty have been eligible for the same cost-of-living increase as full-time faculty, and we are proud that as a union we have been able to work with the administration to achieve this progress.
Because we now have the right to negotiate changes to our pay and working conditions, the administration brought their salary proposal for this year to the bargaining committee. In the past, the annual salary increase has been limited to full-time faculty and a small number of part-time faculty on longer appointments. Since our union includes full and part-time faculty, our key priority for this cycle was to ensure that all faculty we represent share the same opportunities for salary increases.
During a period of high inflation, and after several years of minimal increases, there is still a lot of work to do to improve our pay. You told us clearly in the bargaining survey that improving salaries, especially increases for the lowest-paid faculty, is the top priority for our first contract. We continue to meet regularly with the administration to negotiate a collective bargaining agreement in which we will seek substantial salary increases, especially for those with the lowest salaries, and we will keep you informed as those talks progress.
This agreement does not change other eligibility rules for receiving salary increases this year. For example, faculty who already individually negotiated a raise for this year (e.g., as a retention offer) will not receive an additional increase from this salary pool, and faculty who shifted to a reduced effort with a corresponding lower salary will have the increase applied to that new lower base salary. Complete details about eligibility are here. If you think you should receive the 3.25% cost-of-living increase but do not, you should submit a Request for Review to the Provost’s office at [email protected] within 14 days of receiving the erroneous paycheck, explaining why you believe you were mistakenly excluded. They will respond to you within 14 days. You can copy your Council representative when you submit that request.
This year’s raises are retroactive to July 1, and the administration has advised us that it will appear in your October paycheck, with any retroactive increases included in the October paycheck.
Finally, this agreement also allows the administration to increase salaries for individual faculty while we continue to bargain a full contract. For example, they are free to give retention increases to faculty who receive outside offers. If you have questions or are told by a supervisor that they cannot negotiate such increases with you because we have a union, please contact your Council representative.
Please share this information with part-time faculty in your department and encourage your colleagues to sign-up for our email updates using this link.
Standing together, we will keep working to make Pitt a better, fairer, and more equitable workplace for all faculty.
In solidarity,
Your bargaining committee
We are pleased to announce an agreement with the administration that expands the 3.25% cost-of-living raises for the 2022-23 year to include part-time faculty. This is the first time that part-time faculty have been eligible for the same cost-of-living increase as full-time faculty, and we are proud that as a union we have been able to work with the administration to achieve this progress.
Because we now have the right to negotiate changes to our pay and working conditions, the administration brought their salary proposal for this year to the bargaining committee. In the past, the annual salary increase has been limited to full-time faculty and a small number of part-time faculty on longer appointments. Since our union includes full and part-time faculty, our key priority for this cycle was to ensure that all faculty we represent share the same opportunities for salary increases.
During a period of high inflation, and after several years of minimal increases, there is still a lot of work to do to improve our pay. You told us clearly in the bargaining survey that improving salaries, especially increases for the lowest-paid faculty, is the top priority for our first contract. We continue to meet regularly with the administration to negotiate a collective bargaining agreement in which we will seek substantial salary increases, especially for those with the lowest salaries, and we will keep you informed as those talks progress.
This agreement does not change other eligibility rules for receiving salary increases this year. For example, faculty who already individually negotiated a raise for this year (e.g., as a retention offer) will not receive an additional increase from this salary pool, and faculty who shifted to a reduced effort with a corresponding lower salary will have the increase applied to that new lower base salary. Complete details about eligibility are here. If you think you should receive the 3.25% cost-of-living increase but do not, you should submit a Request for Review to the Provost’s office at [email protected] within 14 days of receiving the erroneous paycheck, explaining why you believe you were mistakenly excluded. They will respond to you within 14 days. You can copy your Council representative when you submit that request.
This year’s raises are retroactive to July 1, and the administration has advised us that it will appear in your October paycheck, with any retroactive increases included in the October paycheck.
Finally, this agreement also allows the administration to increase salaries for individual faculty while we continue to bargain a full contract. For example, they are free to give retention increases to faculty who receive outside offers. If you have questions or are told by a supervisor that they cannot negotiate such increases with you because we have a union, please contact your Council representative.
Please share this information with part-time faculty in your department and encourage your colleagues to sign-up for our email updates using this link.
Standing together, we will keep working to make Pitt a better, fairer, and more equitable workplace for all faculty.
In solidarity,
Your bargaining committee
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