At the meeting, the union focused on a few main issues: mental health support for students, job security for non-tenure track faculty and salary increases that reflect inflation. They also discussed other issues still on the table, such as their requests for “a system of progressive discipline for tenure track faculty” and for “administrators who ignore faculty votes in the shared governance process to explain their rationale for rejecting faculty advice,” according to UICUF’s Instagram.

“Our proposals center student needs and ensure a fair, transparent, and supportive working environment for faculty,” said Xochítl Bada, Co-Chair of the UICUF Bargaining team, in a press release.

Mental Health Resources for Students

In their discussions about improving the mental health support system at UIC, UICUF’s Bargaining Committee is advocating for accessible psychological and neurological assessments for students. Faculty members at the meeting pointed out that this program is already offered to students at the University of Illinois at Urbana-Champaign (UIUC), the University of Illinois system’s flagship campus.

According to UIUC’s Disability Resources and Educational Services website, their program “offers psychological/neuropsychological assessment for University of Illinois degree seeking students who have had no prior diagnosis/testing and are experiencing significant academic distress.” UICUF is bargaining for a similar program to be implemented at UIC as a part of their contract.

In an official campus announcement email, unnamed representatives of the University push back on making these services a part of the faculty contract, writing that “Mental health needs are being addressed holistically for the full campus, not as part of a single union contract.”

Job Security for Non-Tenure Track Faculty

The Bargaining Committee is also arguing for various job security measures for non-tenure track faculty. As well as protections for visiting faculty, these measures include alterations to the reappointment notice process, which is when the University notifies individual faculty members whether or not their contract is renewed. Specifically, the union is arguing for an earlier deadline for notice of reappointment (i.e. notifying faculty earlier that their contract will or will not be renewed) and for reappointment upon failure to meet the deadline (i.e. if the University does not meet the deadline to notify a faculty member about whether their contract has been renewed, the must renew it for a period of time). 

“This is a time of increased uncertainty for everyone, and by postponing this decision, the university is pushing even more uncertainty onto both NTT faculty and the units that rely on them, including the faculty who will have to fill the gaps on short notice should they not be renewed,” UICUF says in their statement on non-tenure track job security. “This practice is unacceptable and must be addressed.”

Salary Increases

The other big ticket item still on the table is UICUF’s request for salary increases in the form of raise pools and dollar amount to reflect historic inflation. This includes a wage increase for faculty as a percentage over time, as well as an increase in minimum salaries for both non-tenure track and tenure track faculty.

According to a UIC email, management has offered a “16% salary increase over a proposed four-year contract.” According to union members, UICUF is bargaining for a 24% salary increase over a proposed three-year contract.

Those numbers seem large and can be difficult to parse, but essentially, they mean this – UIC is proposing an average annual merit, compression and equity increase of 4%. UICUF is proposing an 8% average yearly increase.

Then there’s the debate about minimum salary for both tenure track and non-tenure track faculty. 

“The union is currently proposing an average annual merit, compression, and equity increase of about 8% per year and an increase in the minimum salaries from $50,000 for the lowest paid NTTs to $62,000,” according to a UICUF email to non-union members. “Management is offering an average of 4% a year and a $52,000 minimum.”

Faculty members claim the low minimum salary is also a problem considering the growing number of non-tenure track faculty, citing the larger class sizes assigned to non-tenure track faculty in their departments. 

“For the past three years UIC has sent out emails applauding record student enrollment, and yet, management refuses to invest in faculty,” the UICUF email said.

UIC management maintains that they are not able to agree to the kind of compensation that the union is asking for.

“Considering its fiscal responsibility to the entire campus and the state’s taxpayers, UIC is not in a position to provide what the union is seeking,” unnamed University representatives said in an email. “This kind of salary commitment – without a significant increase in the state appropriation or in undergraduate tuition revenue – would lead to severe deficits in nearly all of the colleges and cause significant financial hardship throughout the university.”

Progress Made and Progress Still to Come

It’s not all doom and gloom. The union and the University have agreed on some meaningful items, including enhanced and accountable workload pay, non-discrimination and anti-harassment policies, professional development funds, affordable release time for their President and Chief Steward, gender-inclusive resources such as restrooms and lactation facilities, protections for a safe and maintained campus, and a streamlined grievance process. However, UICUF believes strongly that the resources still on the table are key issues that call for important and necessary improvements, according to Krall.

What does the near future hold for the UIC community?

So, what happens next? First, the faculty union and University management will meet for their final bargaining session. According to an email sent by the University, management offered to meet again on Friday, Saturday and Monday. UICUF agreed to meet on Monday, Jan. 16 at 10 a.m. on the West campus. After the next bargaining session, the Bargaining Committee will decide whether or not they will strike depending on the progress made.

“Students are going to have to be patient,” said Bada. “We will know by Monday whether there is a strike or not.”

If the union were to strike, demonstrations would begin in earnest on Tuesday, with pickets and rallying every day until an agreement is reached. In the event of a strike, the union plans to be joined by national and city union leaders, students, and IFT leaders. For information on what the strike means for students and their classes, UICUF has put together an informational flyer.

Students looking to get involved if there is a strike can join the picket line and come to rallies. UICUF also has a QR code for students (and even their parents) to scan to send a letter to the Chancellor in support of the union. UICUF strongly encourages students to get involved; after all, students remain at the forefront of their consideration during negotiations, according to Charitianne Williams, UICUF’s Communications Chair.

“The bottom line is that at the Bargaining Committee conversations, the question is always ‘What about the students?’” Williams said. “We have considered student needs deeply and seriously, and through these deliberations, we have decided that this is what is in the students’ best interests.”