Oregon Tech monument
Oregon Tech is committed to a respectful, collegial collective bargaining process with our faculty that meets the needs of our university community.

If you have any questions related to bargaining or this website, please email negotiations@oit.edu

Bargaining Team

Dr. Abdy Afjeh is the Associate Provost for Research located on the Portland-Metro campus. He has been with Oregon Tech since August 2018.

Brian Caufield is the Director, Labor Relations Services for the University Shared Services Enterprise (USSE). Established through statute, USSE provides essential services to Oregon’s Public Universities (OPU), allowing each to focus on mission-critical, student-centered outcomes. Brian has been with the Oregon University System and USSE since 2012. He is a licensed attorney practicing labor relations since 2001.

Dr. Thomas Keyser joined Oregon Tech as the Dean of the College of Engineering, Technology, and Management in August 2018. His background in higher education includes a variety of roles with a focus on industrial engineering.

Dr. Dan Peterson began working as a faculty member in the Communication department in 2007. Currently, he is the dean of the College of Health, Arts, and Sciences.

Stephanie Pope is the Assistant Vice President for Fiscal Operations. She oversees the Budget & Planning Office (BPO) and the Business Affairs Office (BAO). She has been with Oregon Tech since June 2017.

Nellie Stewart is the Executive Assistant/Project Manager to the Vice President for Finance & Administration. She has worked for Oregon Tech for 12 years in various roles on campus including the Registrar's Office, Student Affairs and Academic Excellence.

Bargaining Sessions

October 22, 2020 - Bargaining Session
12:00 pm - 4:00 pm
Zoom Only

October 15, 2020 - Bargaining Session
12:00 pm - 4:00 pm
Zoom Only

October 8, 2020 - Bargaining Session
12:00 pm - 4:00 pm
Zoom Only

October 1, 2020 - Bargaining Session
12:00 pm - 4:00 pm
Zoom Only

September 24, 2020 - Bargaining Session
12:00 pm - 4:00 pm
Zoom Only

September 17, 2020 - Bargaining Session
10:00 am – 12:00 pm
1:00 pm – 4:00 pm
Zoom Only

September 18, 2020 - Bargaining Session
9:00 am – 12:00 pm
Zoom Only

June 23, 2020 - Bargaining Session
9:00 am – 12:00 pm
Zoom Only

June 24, 2020 - Bargaining Session
2:00 pm – 4:00 pm
Zoom Only

July 14, 2020 - Bargaining Session
9:00 am – 12:00 pm
Zoom Only

July 15, 2020 - Bargaining Session
2:00 pm – 4:00 pm
Zoom Only

July 28, 2020 - Bargaining Session
9:00 am – 12:00 pm
Zoom Only

July 29, 2020 - Bargaining Session
2:00 pm – 4:00 pm
Zoom Only

August 11, 2020 - Bargaining Session
9:00 am – 12:00 pm
Zoom Only

August 12, 2020 - Bargaining Session
2:00 pm – 4:00 pm
Zoom Only

August 25, 2020 - Bargaining Session
9:00 am – 12:00 pm
Zoom Only

August 26, 2020 - Joint Session
2:00 pm – 4:00 pm
Zoom Only

April 6, 2020 - Bargaining Session
8:30 am - 11:00 am
Zoom Only

April 13, 2020 - Bargaining Session
2:00 pm - 6:00 pm
Zoom Only

April 20, 2020 - Bargaining Session
8:30 am - 11:00 am
Zoom Only

April 27, 2020 - Bargaining Session
2:00 pm - 6:00 pm
Zoom Only

May 11, 2020 - Bargaining Session
10:00 am – 2:00 pm
Zoom Only

May 18, 2020 - Bargaining Session
10:00 am – 2:00 pm
Zoom Only

June 1, 2020 - Bargaining Session
10:00 am – 2:00 pm
Zoom Only

June 8, 2020 - Bargaining Session
10:00 am – 2:00 pm
Zoom Only

January 16, 2020 - Bargaining Session
8:30 am - 11:00 am
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Portland-Metro Campus

January 17, 2020 - Bargaining Session
2:00 pm - 6:00 pm
Klamath Falls Campus: College Union, Mt. McLaughlin
Portland-Metro Campus: Wilsonville Room 225
Host Site: Portland-Metro Campus

January 30, 2020 - Bargaining Session
8:30 am - 11:00 am
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 225
Host Site: Klamath Falls Campus

January 31, 2020 - Bargaining Session
2:00 pm - 6:00 pm
Klamath Falls Campus: College Union, Mt. McLaughlin
Portland-Metro Campus: Wilsonville Room 225
Host Site: Klamath Falls Campus

February 27, 2020 - Bargaining Session
8:30 am - 11:00 am
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 225
Host Site: Klamath Falls Campus

February 28, 2020 - Bargaining Session
2:00 pm - 5:30 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 225
Host Site: Klamath Falls Campus

March 12, 2020 - Bargaining Session
8:30 am - 11:00 am
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Portland-Metro Campus

March 13, 2020 - Bargaining Session
8:30 am - 11:00 am
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Portland-Metro Campus

October 17, 2019
2:00 pm - 6:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

October 31, 2019
3:00 pm - 5:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

November 1, 2019
8:00 am - 10:30 am
2:00 pm - 4:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

November 14, 2019
3:00 pm - 6:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

November 15, 2019
8:00 am - 10:30 am
2:00 pm - 4:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

December 5, 2019
3:00 pm - 6:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

December 6, 2019
8:00 am - 10:30 am
2:00 pm - 4:00 pm
Klamath Falls Campus: College Union, Sunset
Portland-Metro Campus: Wilsonville Room 402
Host Site: Klamath Falls Campus

Mediation Sessions

May 3, 2021 - Mediation Session
1:00 pm - 1:00 am
Zoom Only

May 2, 2021 - Mediation Session
9:00 am - 9:00 pm
Zoom Only

April 30, 2021 - Mediation Session
9:00 am - 9:00 pm
Zoom Only

April 28, 2021 - Mediation Session
1:00 pm - 12:00 am
Zoom Only

April 25, 2021 - Mediation Session
1:00 pm - 12:00 am
Zoom Only

April 23, 2021 - Mediation Session
1:00 pm - 9:00 pm
Zoom Only

April 22, 2021 - Mediation Session
9:00 am - 9:00 pm
Zoom Only

April 20, 2021 - Mediation Session
1:00 pm - 9:00 pm
Zoom Only

April 15, 2021 - Mediation Session
9:00 am - 6:00 pm
Zoom Only

April 13, 2021 - Mediation Session
1:00 pm - 9:00 pm
Zoom Only

April 5, 2021 - Mediation Session
1:00 pm - 9:00 pm
Zoom Only

April 1, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

March 4, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

February 25, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

February 18, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

February 4, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

January 21, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

January 14, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

January 12, 2021 - Mediation Session
8:00 am - 12:00 pm
Zoom Only

January 7, 2021 - Mediation Session
1:00 pm - 4:00 pm
Zoom Only

December 3, 2020 - Mediation Session
9:00 am - 4:00 pm
Zoom Only

November 19, 2020 - Mediation Session
9:00 am - 4:00 pm
Zoom Only

November 12, 2020 - Mediation Session
9:00 am - 4:00 pm
Zoom Only

November 5, 2020 - Mediation Session
9:00 am - 4:00 pm
Zoom Only

October 29, 2020 - Mediation Session
9:00 am - 4:00 pm
Zoom Only

Updates

On behalf of Oregon Tech Faculty Negotiations - May 4, 2021

Oregon Tech and Faculty Union came to a tentative agreement on the inaugural contract:

A five-year contract was agreed between Oregon Tech and its Faculty Union early Tuesday morning (May 4, 2021). Both parties came to terms after 1 year, 4 months and 28 days of negotiations. Inaugural contracts are known to take a very long time to come to fruition, and these negotiations vastly occurred during a global pandemic.

Tentative agreements were reached on all remaining proposals including salary wherein Oregon Tech offered a guaranteed 11.5% salary increase over the life of the contract with an additional 3.5% possible through merit increases, and healthcare that includes Oregon Tech paying 95 to 97 percent of healthcare costs. Both parties agreed to new workload expectations which will allow faculty to spend more time with students and in the classroom.

This was a long and arduous process, but the end result will prove worthy of the time and effort expended. At times our community was pulled in different directions over the faculty union strike and the labor negotiations. Now it is time for us to unite and speak in one voice in support of Oregon Tech and our students.

Oregon Tech is poised to emerge from this contract negotiation stronger and with a renewed vigor. Oregon Tech thanks our students, their parents and family members, alumni, donors, and our community leadership for their unyielding support during this process as the University and the faculty union negotiated the inaugural contract.

Press Release, April 30, 2021

Oregon Tech Says Workload Is A Sticking Point

Oregon Tech and its new faculty union continued bargaining in a day-long session Friday but remained unable to reach a tentative agreement on all outstanding issues.

“The union continues to insist on workload proposals that undermine service to students, result in unfair workload distribution among faculty, and create unpredictable costs for the university,” said Dr. Ken Fincher, Vice President for University Advancement.

In contrast, Oregon Tech’s workload proposal prioritizes students, promotes fairness among faculty, and leads to more predictable budgets. Oregon Tech’s proposal is also similar to workload expectations at other colleges and universities and in other AAUP contracts, and is the status quo as determined by the Oregon’s Employment Relations Board (ERB) in October.

“We believe our package offer represents a significant investment in faculty, especially considering the challenging environment for higher education, generally,” Fincher said. Oregon Tech’s salary offer includes a 13% increase, which includes a 9.5% guaranteed across the board salary increase with the potential for faculty members to earn an additional 3.5% or possibly more based on performance and promotion. The health care offer maintains the current level of healthcare, paying 95% - 97% of costs of the plan(s). Oregon Tech already pays full time 9-month full professors on average 14 percent more salary than comparable work at similar institutions—$135,000 a year, when generous health insurance and retirement benefits are included.

Oregon Tech continues to ask the faculty union to consider these offers when 1 in 9 positions in higher education have been eliminated, and when universities and colleges are facing economic uncertainty.

“Just today we learned that one of our partners, Rogue Community College, may have to close three buildings and lay off 15 staff,” Fincher said. “We are proud of our stability and pleased to be able to make our faculty a fair, sustainable offer in these challenging times.”

Oregon Tech hopes the union recognizes the university’s offer is very sound and fair.

On behalf of Oregon Tech Faculty Negotiations - April 26, 2021

The bargaining teams for Oregon Tech and the faculty met throughout the weekend but were unable to reach a tentative agreement on all outstanding issues.  As a result, the faculty union chose to implement its strike. 

We believe the university’s salary offer of 13%, which includes a 9.5% guaranteed across the board salary increase with the potential for faculty members to earn an additional 3.5% or possibly more based on performance and promotion, is an excellent offer.

The offer also includes a commitment to engage an outside consultant to conduct a pay equity study under Oregon Pay Equity Law and, if any inequity is found, implement pay equity adjustments.  This offer is made during a time of economic uncertainty and when many colleges and universities are slashing positions, dropping programs, and laying off faculty and staff; some are closing altogether.

Oregon Tech also proposed to maintain the current level of healthcare whereby 95% - 97% costs of the plan(s) are paid for by the university. The university sees this as continued investment in our faculty and their well-being.

Finally, Oregon Tech’s workload proposal is similar to workload expectations at other colleges and universities and in other AAUP contracts. The proposal reflects the status quo as determined by the Employment Relations Board (ERB) in October.

While it’s disappointing some faculty chose to walk away from their classes despite a generous offer, the University is prepared to continue operations with minimal disruption to classes or services.

Oregon Tech continues to ask the faculty union to consider these offers when 1 in 9 positions in higher education have been eliminated, and when universities and colleges are facing economic uncertainty.  It is prudent for the faculty union to value an institution that has made such an offer, and work diligently to conclude negotiations during our next session this Wednesday (4/28).  

On behalf of Oregon Tech Faculty Negotiations - April 23, 2021

Oregon Tech and the Union worked with mediators for a total of 22 hours this week, and Oregon Tech worked independently for another 6 hours earlier in the week. 

Oregon Tech initiated bargaining on Monday, a day no scheduled bargaining was to occur, by offering a generous compensation proposal of at least 9.5% minimum increase in salaries over the next four years and an additional commitment of 3.5% dedicated to merit-based raises.  This is at a time when The Chronicle, in its April 19 edition, reported that in March of 2020, institutions of higher education shed a net total of at least 570,000 workers.  Stated differently, for every 9 workers employed in academe in February 2020, at least 1 had lost or left that job a year later.  Closer to home, Western Oregon University just cut three programs.   

Oregon Tech coupled the compensation offer with an offer to maintain current health benefits wherein Oregon Tech currently pays between 95% and 97% of the monthly premium costs.

Oregon Tech has not seen similar movement by the Union and the Union is showing no urgency on their part to conclude negotiations.  We invite the Union to reciprocate our significant movement by making comparable strides toward agreement. 

Oregon Tech and the Union are planning to meet today (Friday) and, while the Union has not committed to meeting beyond today, Oregon Tech remains willing and able to meet through the weekend. 

On behalf of Oregon Tech Faculty Negotiations - April 19, 2021

While there were no official bargaining sessions scheduled for last Friday (April 16) or today (April 19), the Oregon Tech bargaining team worked hard over the weekend and today presented the Union with counter proposals on all the articles in which it owed the Union a response. 

Together, the proposals on Salary, Healthcare and Workload represent significant movement by Oregon Tech towards reaching a fair and sustainable inaugural labor contract with the Union. 

Oregon Tech’s salary offer proposed a compensation model for bargaining unit members that would gradually change from across-the-board annual salary increases to merit based increases during the term of the Agreement (see the chart below), so faculty can be rewarded for their contributions.

The proposal gives faculty an immediate 5% increase in base salary -- 2% is retroactive to January of 2020 and 3% is retroactive to January of this year.  If the Union accepts this offer, faculty would receive these increases with their June 30, 2021 pay.  This offer is made when faculty at other Oregon public universities have faced retrenchment, minimal increases of 1%, or salary reductions and layoffs. 

To put this into perspective, according to the faculty union’s parent organization, the American Association of University Professors (“AAUP”), average salaries for master’s and baccalaureate institutions increased 0.8 percent and 0.1 percent, respectively, in 2021.  After adjusting for inflation, real wages decreased 0.6 percent and 1.3 percent, respectively.  That survey can be accessed here.

Overall, Oregon Tech’s salary proposal provides:

  • A 9.5% minimum increase in salaries over the next four years.
  • An additional commitment of 3.5% dedicated to merit-based raises starting in CY2023, that could result in outstanding faculty receiving considerably more than the minimum raises mentioned above.

The compensation model proposed gradually changes from across-the-board to merit during the term of the Agreement in the following manner: 

Compensation Increases

CY 2020 Retro

CY 2021

Retro

CY
2022

CY
2023

CY
2024

CY
2025

Across the Board

2.0%

3.0%

2.5%

1.0%

1.0%

 

Merit Pool

     

0.5%

1.0%

2.0%

Potential Total Increase

2.0%

3.0%

2.5%

1.5%

2.0%

2.0%

In Healthcare, Oregon Tech offered to maintain current health benefits wherein Oregon Tech currently pays between 95% and 97% of the monthly premium costs, depending on the employee’s selected plan.

In Workload, Oregon Tech offered that which is consistent with university-level higher education standard.

Oregon Tech is committed to reaching an agreement in the next scheduled negotiation session, which is scheduled for tomorrow (April 20).  We hope that the parties can finalize a deal and conclude these negotiations. 

On behalf of Oregon Tech Faculty Negotiations – April 16, 2021

Labor mediation continued this week, with full day sessions on Tuesday and Thursday, April 13th and 15th. For the most part, the bargaining teams met in their individual teams in caucus with the Employment Relations Board mediators.

The parties spent much of Tuesday in confidential session.

On Thursday, the University submitted a package proposal on Association Rights, Disciplinary Procedures and Notices of Appointment at the beginning of the day. A few hours later the Union rejected the package, made a counter proposal on Notices of Appointment and Association Rights, and sought to have the University proposal on Discipline as proposed before rejecting the package. Through confidential mediation communications, the parties were able to come to an agreement and signed tentative agreements on all three Articles in the late afternoon. At the end of the day Thursday, the Union submitted proposals on Workload and on Benefits.

The parties had a brief session with the mediators to address questions on Retrenchment on Friday afternoon. The University Bargaining Team remains open to meeting next week for as long as necessary to reach agreement. The state mediators are available. As of today, the Union bargaining team has only agreed to meet on Tuesday, April 20, and Thursday, April 22, however, the University is hopeful the Union bargaining team will be available for more sessions and that the Union will continue to submit proposals in the meantime.

Oregon Tech looks to next week as an opportunity to build on the progress made and reach agreement on the CBA, providing greater certainty for students, faculty and the University community for the remainder of the academic year and for years into the future.

On behalf of Oregon Tech Faculty Negotiations – April 9, 2021

On April 8, 2021, Oregon Tech received Notice of Intent to Strike from the OT-AAUP. Oregon Tech is disappointed that the faculty Union has decided to focus on a strike instead of coming to the table with committed to reach a reasonable first contract for Oregon Tech faculty.

What does a strike notice mean? If the parties are unable to come to a negotiated agreement before 6:00 a.m. on April 26, 2021, bargaining unit members who choose to participate in a strike may engage in a work stoppage. It does not mean the University will close. Oregon Tech will implement its continuity of operations plan in the event of a strike. More information may be found here: https://www.oit.edu/faculty-staff/faculty-union-bargaining#strike

The Notice of Intent to Strike can be found here. In response to the Issues identified by the Union:

  1. The University has agreed to a detailed list of information regarding bargaining unit members that it would provide to the Union. A close review of the proposals exchanged illustrates it is actually the Union that does not want to provide information to the University about its appointed representatives.
  1. Fixed-term faculty are appointed based on University need. At the time of appointment, fixed-term faculty are currently notified of the duration of their appointment, for example, the 2021-2022 academic year. It is a fixed term.
  1. Nothing in the University proposals regarding Discipline detracts from bargaining unit members’ legally protected rights. The parties’ proposals are substantially the same, however, the Union has proposed language that would limit the University in its management of serious situations.
  1. The Union has proposed an initial professional development pool of $250,000 with increases each year for bargaining unit members to use for individual professional development. The University has proposed a minimum of $100,000 with the funds subject to budget conditions and distributed just as they are currently.
  1. The circumstances around elimination of tenured and tenure track faculty positions are addressed in the Retrenchment Article. The University’s proposal would allow it to be responsive and address matters in a more strategic manner. Without this Article, the University may be forced to take more drastic actions to address large financial needs, should they arise.
  1. The University proposed status quo contributions of healthcare premiums (the same percent the bargaining unit members are currently paying) in its last package proposal. This benefit offered exceeds contribution rates in the private sector or at any other comparable institution.
  1. Faculty currently receive overload pay for instructional workload outside their current assigned load. Teaching overload is voluntary. As demonstrated by a data analysis using criteria agreed to by both Bargaining Teams, the Oregon Tech faculty salary is at or above the market for faculty doing comparable work and base pay for full time nine-month professors is on average 11% more than comparable institutions.  This does not consider the generous health and retirement benefits Oregon Tech offers, which the Union agrees is the best in the country. However, the Union seeks more than a 20% increase in pay. This is not justified based on the empirical data. In addition, the fiscal impact of the Union’s proposal would require a significant increase in tuition. Therefore, the University has rejected it.
  1. The University proposed Workload that is consistent with other universities and current Oregon Tech expectations. The University proposal seeks to maintain the quality of instruction and sets reasonable standards for Workload. However, the Union proposal reduces faculty workload commitment to student instruction by roughly 20% and focuses on activities that do not directly benefit students.
  1. The University has proposed a contract duration that is one year longer than then Union has proposed. A longer duration would allow the parties to fully understand how the contract operates before opening it again for negotiations. A longer agreement is also more time and cost-effective for both parties.

The University is committed to reaching an agreement with the OT-AAUP that is sustainable, rewards the good work of the faculty, and is consistent with the Oregon Tech mission. Oregon Tech’s bargaining team is set to meet with the Union’s bargaining team on Tuesday and Thursday of next week, and the parties have agreed to hold for additional bargaining Friday, if needed.

The link to updates regarding the bargaining agreement are here: Faculty Union Bargaining | Oregon Tech (oit.edu). We will continue to provide updates, but if there are any specific questions, please email: negotiations@oit.edu.

On behalf of Oregon Tech Faculty Negotiations - April 6, 2021

The Oregon Tech and OT-AAUP bargaining teams met for a bargaining session with the mediator on Monday, April 5, 2021 and also exchanged communications and proposals prior to this scheduled session.  During the session, the Oregon Tech Bargaining Team presented 8 Article proposals, including three proposed Tentative Agreements.  The parties were able to reach a tentative agreement on two proposals that had been outstanding for several months: Outside Activities and No Strike/No Lockout.

Oregon Tech presented a package proposal which would maintain the status quo on Healthcare.

Finally, the Oregon Tech bargaining team invited a representative from institutional research to provide data and an analysis of similar institutions and the result of applying criteria the bargaining teams discussed during the prior mediation session to an analysis of comparable faculty salaries. This analysis demonstrated that the Oregon Tech faculty are not underpaid when compared to faculty doing comparable work. The slides from the presentation are found here Comparator Universities Z-Score Analysis PowerPoint, including the methodology, the criteria (slides 6, 7), and the resulting pay data (slide 12), which demonstrated that Oregon Tech faculty are paid an appropriate market salary. This is before adding in total compensation, which brings the Oregon Tech faculty significantly higher than comparable faculty.

The parties have scheduled the next mediation session for April 13, 2021 with a commitment for two additional mediation sessions.

On behalf of Oregon Tech Faculty Negotiations - April 2, 2021

The Oregon Tech negotiations team is disappointed that the Union team has focused its attention and energy over the last two weeks on organizing a strike authorization vote and not working towards a resolution at the negotiations table. 

We want to remind everyone that a strike authorization vote does not mean a strike has been announced nor that one is going to occur.  The parties are set to meet again for mediated bargaining on Monday, April 5 and, while no further dates are yet scheduled, the Oregon Tech negotiations team has offered to meet every day during the week of April 12, 2021.

On behalf of Oregon Tech Faculty Negotiations - March 29, 2021

We have received several questions about the impact of declaring impasse and the status of faculty negotiations. As a reminder, we have posted FAQs to address some of these most frequently asked questions. You can find it here: https://www.oit.edu/faculty-staff/faculty-union-bargaining#impasse

If you cannot find what you are looking for here, you may submit questions to negotiations@oit.edu

On behalf of Oregon Tech Faculty Negotiations - March 22, 2021

Final Offers are not truly "final"

The OT-AAUP recently issued a press release that brings great concern to everyone involved.  In the press release https://www.heraldandnews.com/news/local_news/last-offer-falls-short-oregon-tech-faculty-will-vote-on-possible-strike/article_eb1d3365-2b69-5383-8652-0dedc31df4ba.html  the Union portrays Oregon Tech’s final offer in a way that indicates the offer cannot be changed. Upon that basis, the Union then speaks of a strike vote. 

While the decision to vote to strike and then ultimately strike is an individual one, we feel it best to explain what a “final offer” really is because the term “final offer” is a misnomer. The university did provide this point of clarity to the local Herald and News staff as well, though it was not reflected in their final article.

The Oregon law governing public sector bargaining requires the filing of a final offer after the declaration of impasse and before the 30-day cooling-off period begins.  The final offer consists of proposals that have been subject to the bargaining process.  This means that the proposals marked “final offer” are those that were on the table at the time of the declaration of impasse.  Indeed, if one were to cross-reference the proposals in Oregon Tech’s final offer, as well as OT-AAUP’s final offer, with those proposals last submitted by each party, one will see that they match.

Once the final offers are submitted, the parties enter a cooling-off period wherein negotiations continue.  In fact, the parties are set to meet April 1 and Oregon Tech has offered an additional 3 days beyond April 1 in which negotiations can continue and we are awaiting a response from the Union regarding that offer. Thus, when the parties meet on April 1, it is extremely likely that each will offer language that is different from what is in their “final offer.”

For a party to maintain that their final offer is indeed final, indicates that they have no intention to continue negotiations.  This is certainly not Oregon Tech’s intention.  Oregon Tech will come to the table on April 1, and any days thereafter until an agreement is reached, to negotiate in good faith. 
So, while a decision to vote to authorize a strike, and to potentially engage in a strike that may interfere with students learning, is up to each Union member, the Oregon Tech community should be fully aware that negotiations continue and the term,  “final offer” is a misnomer. 

Thank you for your time and we hope you are enjoying your Spring Break.

On behalf of Oregon Tech Faculty Negotiations - March 18, 2020

Yesterday Oregon Tech filed its final offer and cost summary with the Oregon Employment Relations Board.  The final offer and cost summary are posted on the website under proposals.  We wanted to let you know while the parties filed “final offers”, they are obligated to continue negotiations until an agreement is reached between them.  Thus, the parties may propose changes from their final offers during those negotiations which are currently set to resume April 1.  Additional questions related  to impasse, final offers, and the cooling off period are also posted on the website under Frequently Asked Questions.

On behalf of Oregon Tech Faculty Negotiations - March 10, 2021

Negotiations between Oregon Tech and OT-AAUP have stalled. As a result, the university is declaring an impasse in the negotiations.

Despite 16 months of negotiations with the faculty union, only 48% of the articles to be included in the union contract have been resolved. In addition, the faculty union recently proposed an estimated 20% increase in cost for salaries in 2021, plus additional increases over the next two years. According to the faculty union, the initial pay increase would be approximately $2.5 million compounded yearly with an additional $250,000 in 2022 and 2023 bringing the three-year (additional) cost to the University to approximately $9 million. Such an increase is unrealistic, even in the best of times, and displays a lack of situational awareness on the part of the faculty union when proposed during a pandemic and with uncertainty in state funding. Accepting this proposal would result in significant tuition increases for our students, a deficit budget for our university, possible reductions in programs and staffing, or a combination of these.

Declaring an impasse does not end negotiations—only a negotiated agreement does. Rather, the impasse is a means to refocus negotiations. Oregon Tech is committed to working with the faculty union in a focused manner that yields a negotiated agreement soon and has been working toward that goal since the end of 2019. Oregon Tech’s goal is to achieve its first five-year labor contract that is both sustainable for the future and meets the interests of the students, the faculty union, Oregon Tech, and the larger Oregon Tech community.

Please visit this site often as we will continually update this site with all news related to the negotiations.  If you have a question please contact the negotiations team via the email address negotiations@oit.edu.

On behalf of Oregon Tech Faculty Negotiations - March 8, 2021

The parties met on March 4, 2021 for another mediation session.

The OT-AAUP came to the table with no proposals prepared to present at the beginning of the session. Although the Oregon Tech team came prepared with a package of proposals at the start, the union had nothing to present for over three hours. This has been an ongoing pattern at the table that has severely impaired the parties’ ability to make meaningful progress toward an agreement. We were hopeful this pattern would change when the parties agreed to come to the mediation prepared. Unfortunately, that has not been the case. The OT-AAUP has displayed little movement and effort toward reaching a contract. While we have attempted to have substantive communications concerning core issues with the OT-AAUP bargaining team, the proposals they have presented either original or in response to our proposals, disregard all of those concerns.

The OT-AAUP seems to be ignoring the current financial situation. During the last bargaining session, OT-AAUP presented a compensation proposal. The Oregon Tech team had several questions about some internal inconsistencies within the proposal and the Union’s calculation of its cost. At a time when Oregon Tech is facing state funding cuts, OT-AAUP asked for what the union calculated to be a salary increase of 20% in one year. Oregon Tech believes that the proposed increase would be significantly larger in conjunction with other Union proposals, the cumulative effect of such an increase (this was not the only increase proposed), and the increased benefits contributions it would trigger. OT-AAUP has acknowledged that the primary sources of funding for Oregon Tech are state funding and tuition.

While OT-AAUP claims its members are underpaid, there is no basis in data to support this. The comparison pool OT-AAUP reference as evidence is in fact populated with research institutions wherein the doctoral faculty are expected to obtain grants to fund their research positions. Simply put, this is not comparable data.

At the same time, OT-AAUP ignores how they rank based on their total compensation (salary + benefits). While they admit their benefits are the best in the country, at a significant expense to their employer, they completely ignore the cost as if it is not relevant. In short, they have offered no justifiable basis demanding a salary increase of 20% or more in a single year.

Oregon Tech is focused on a fair contract that will meet the long-term needs of the institution and allows us to serve the best interests of our students. Oregon Tech’s bargaining team is ready to engage in reasonable negotiations. We continue to be committed to continue negotiations and look forward to substantive discussions.  However, OT-AAUP needs to come to the table with the same intention.

On behalf of Oregon Tech Faculty Negotiations - March 3, 2021

The Oregon Tech and OT-AAUP bargaining teams met on Thursday, February 25, 2021. 

During the session OT-AAUP rejected Oregon Tech’s package proposal that offered to keep the current 5% employee contribution for healthcare premiums, and to allow a further reduction to 3% for selecting a lower premium cost health plan.  As you may recall, Oregon Tech offered this as part of a package, which meant that in order to maintain the current 5% or 3% employee contribution for healthcare premiums the Union also needed to accept Oregon Tech’s most recent proposal on Workload in its entirety. As explained in prior mediation updates, the healthcare and workload package rejected by the bargaining unit is as close to the current status for bargaining unit faculty as possible. The rejected package would have provided a balance of interest between both parties; we are disappointed the package was not accepted as presented.

OT-AAUP also presented counterproposals on all of the long-overdue proposals that it owed Oregon Tech.  While we are appreciative of the counterproposals, there are still many areas wherein the parties remain significantly apart.  Oregon Tech now has a counterproposal from OT-AAUP on Compensation and recently asked OT-AAUP to provide us their costing of that counterproposal. At this time, Oregon Tech is awaiting a response from the OT-AAUP regarding their assessment of the anticipated financial impact their proposals would cause the University to incur.  An exercise the university administration has done with each proposal submitted by Oregon Tech. In the current economic climate and with a great deal of uncertainty related to funding sources, it is imperative this exercise in fiscal responsibility be conducted by all parties. We jointly share this responsibility to all stakeholders, especially our students and their families.

The parties have two more mediation sessions scheduled: March 4, and March 11.

On behalf of Oregon Tech Faculty Negotiations - February 18, 2021

The Oregon Tech and OT-AAUP bargaining teams met on Thursday, February 18, 2021. 

During the session, Oregon Tech offered healthcare and workload as a package proposal.  A package proposal is fairly common in the latter part of negotiations and reflects a “trade” or an attempt to balance the interests of the parties.  In the package, Oregon Tech offered concessions in its Health & Welfare proposal to bring about a 5% or 3% employee contribution to healthcare premiums provided that Union accepted Oregon Tech’s current Workload proposal in its entirety. 

In essence, the package attempts to maintain as close to the current status for bargaining unit faculty as possible.  If the Union rejects the package, Oregon Tech’s proposal on healthcare would stand as previously proposed, with employee contributions towards premiums ranging from 14% for employee only coverage to 24% for family coverage.

Faculty Workload Guidelines lay out the workload or job expectations for faculty members in two main areas – instructional workload (work with students), and non-instructional workload (scholarship, research, and University service).

In explaining Oregon Tech’s most recent proposal on Workload to bargaining unit members, the Union has been grossly inaccurate or disingenuous.  The current status quo has remained in effect since 2018-19 and includes both instructional and non-instructional load for all bargaining unit faculty.  For academic year 9-month tenured and tenure-track faculty, a full workload is 45 units—36 instructional workload units plus 9 non-instructional workload units.  For the same term non-tenure track faculty, the full workload of 45 units is divided as 42 instructional and 3 non-instructional.  Scholarship, research, and service responsibilities (i.e., the non-instructional load) have always been part of a faculty member’s professional duties.  Faculty Objective Plans and Annual Performance Evaluations include both instructional and non-instructional components. 

That the Union proposed to reduce the current instructional units to 27 (as identified in charts on their website), providing less service to students, while also seeking nearly a 6% retroactive pay increase during a global pandemic that decimated public university funds demonstrates a lack of situational awareness.  Note that faculty members’ compensation at Oregon Tech has not been adversely affected during the pandemic (thanks to Oregon Tech leadership’s commitment to support faculty during this time as they continue to deliver instructional services).

Oregon Tech’s practice is to annually review its financial status and announce pay plan increases in or around the first part of the year; Oregon Tech did just that in 2020 and offered to provide the Union bargaining unit members (the faculty) a 2.0% pay plan increase for 2020, retroactive to January 1 for 12-month employees and effective February 1 for 9-month employees.  Since the parties were in negotiations, Oregon Tech offered such in an attempt to move the 2020 salary increase (and any prior year) off the table.  The Union rejected this and, instead, salary increases for 2020 became part of the negotiations. 

The Union has not responded to Oregon Tech’s last proposal on compensation for more than 70 days.  Not only did the Union reject a 2.0% pay plan increase in 2020, but it has now failed to respond to Oregon Tech’s compensation proposal for more than 70 days.  That delay is preventing the overall negotiations from getting on a path towards resolution. 

The parties have three more mediation sessions scheduled: February 25, March 4, and March 11). Based on the progress in the past 12 mediation sessions, Oregon Tech is beginning to lack optimism on reaching a final agreement in those three sessions, and more dates may likely need to be scheduled. 

On behalf of Oregon Tech Faculty Negotiations - February 4, 2021

The Oregon Tech and OT-AAUP bargaining teams met on Thursday, February 4, 2021 and have scheduled the following four additional dates to meet: February 18 and 25; and, March 4 and 11. A good portion of the mediation session occurred in confidential sidebar meetings with representatives from each team and the mediator. These discussions were productive and we look forward to building off such either at the next meditation session or before. 

The link to updates regarding the bargaining agreement are here: Faculty Union Bargaining | Oregon Tech (oit.edu). We will continue to provide updates, but if there are any specific questions, please email: negotiations@oit.edu.

On behalf of Oregon Tech Faculty Negotiations - January 2021

The Oregon Tech and OT-AAUP bargaining teams scheduled two sessions per week through January 28, 2021. Just after the winter break began, on December 22, 2020, we proposed a package of three proposals (Donated Leave, Fringe Benefits, and Working Conditions), making concessions in areas in an attempt to obtain tentative agreement on all three. Discussions during the month of January focused primarily on these proposals and, as the parties reached the end of the month, we were able to reach a tentative agreement on these three.

We are still awaiting a response from the Union team on a large number of proposals. We will continue to work toward a tentative agreement on other outstanding proposals, including addressing salary and benefits.

We remain committed to working collaboratively with the Union to achieve a first labor contract that is both sustainable for the future, and meets the interests of the students, the faculty union, Oregon Tech, and the larger Oregon Tech community. We are hopeful that the Union bargaining team will acknowledge that University concessions are proposed as a means for resolving remaining issues.

The parties agreed to use some of the scheduled Tuesday mediation sessions as work sessions to move the process forward and the mediator remains available during these times to facilitate where necessary. The bargaining teams have been encouraged by the mediator to work within their teams during the week of January 25 and the next scheduled mediated bargaining session is February 4, 2021. A summary of the bargaining activity is provided below, with the topics for discussion by session.

  • 2021.1.21

The parties met again for mediation.

Proposals addressed in this session were:

-Outside Employment

-Working Conditions

Due to mediator scheduling conflicts, the parties committed to meeting on February 4, instead of January 28. The mediator encouraged the parties to use the time between as work sessions to move proposals forward and on January 25 the Union did just that by accepting our revised counterproposal to the package that included Donated Leave, Working Conditions, and Fringe Benefits. The parties signed tentative agreements on these three proposals on January 27. January 28 is dedicated as a work session for both teams.

  • 2021.1.19

The parties had the day scheduled for mediation and used this time to work in their bargaining teams in preparation for the Thursday session.

  • 2021.1.14

Oregon Tech proposed a counter to the package offered on December 22 to resolve the outstanding issues that remained in Donated Leave, Working Conditions, and Fringe Benefits.

  • 2021.1.12

The Oregon Tech and Union bargaining teams met in a mediated session.

The teams discussed one of the obstacles to the agreement regarding the utilization of the language upon which the Faculty union had previously agreed. After a detailed review of the language differences in proposals, the Faculty union confirmed their agreement to utilize the language as had been previously agreed.

Proposals addressed in this session were:

-Working Conditions

-Academic Freedom

-Donated Leave

-Fringe Benefits

-Association Rights

-Outside Activity

  • 2021.1.7

The Oregon Tech and Union bargaining teams met in a mediation session on January 7. Proposals addressed in this session were:

-Working Conditions

-Donated Leave

-Fringe Benefits

On behalf of Oregon Tech Faculty Negotiations - December 10, 2020

On December 10 the parties held their last mediation session before deciding to break for the holidays and return to the bargaining table with the mediator on January 7, 2021.

During the session, we presented counter proposals on four (4) articles and the Union presented on one (1). 

In a confidential session with the Mediator, certain members from each team had very fruitful discussions about each party’s interests on a number of outstanding articles.  We appreciate the discussion around these interests and are now reviewing language in those proposals with a different lens. 

The parties committed to continue negotiations with the Mediator through at least January 28, 2021 by scheduling a number of session between January 7 and 28.  In addition, the parties also recognized their ability to keep negotiations moving along by being able to present proposals over the break through email.  Indeed, the Union has already presented two (2) counter proposals since the end of the December 10 session and this web post. 

After the session we asked the Union to join us in refraining from declaring impasse through January 28—the last day we have currently scheduled negotiations.  While we have not yet heard back from the Union as to our request for it to join us in this commitment, we are committed to the process.  That said, until a commitment is received, we will also continue our preparation for other alternatives.

We wish everyone a very safe and happy holiday break and all the best for a much better and brighter 2021.

On behalf of Oregon Tech Faculty Negotiations - December 3, 2020

The Oregon Tech and Union bargaining teams met in a mediation session on December 3. 

We appreciated the union’s willingness to pass across the negotiating table a number of proposals during the session.  Indeed, the union presented proposals on eight (8) separate articles.  Unfortunately, three (3) of those proposals were resubmissions without any movement and another two (2) were with little movement.  We are optimistic, however, that resolution may be in sight as to at least two (2) of the remaining eight (8) articles.

While Oregon Tech still has not received a commitment from the union to join us in refraining from declaring impasse through our last currently scheduled mediation—December 10, we are committed to working collaboratively with the Union to conclude an agreement that is both fair to our faculty and sustainable for the University. Until a commitment is received, we will also continue our preparation for other alternatives.

We will continue to provide updates, but if there are any specific questions, please email: negotiations@oit.edu.

On behalf of Oregon Tech Faculty Negotiations - November 30, 2020

As we return from the Thanksgiving holiday break and enter the final weeks of the Fall term, we, the Oregon Tech bargaining team, wanted to update you on the status of the negotiations with the faculty labor union.

The parties have had four sessions with a neutral mediator and two mediation sessions remain:  December 3 and 10, 2020.  There has been little progress.  The union currently owes Oregon Tech a response to fourteen (14) separate proposals.  Contrast this with the seven proposals that Oregon Tech owes the union.  Below is the current list.

The parties are at a phase in negotiations where the universe of outstanding proposals should be extremely limited.  This is not the case and, because of the statutory framework governing Oregon public sector negotiations, either party may now declare impasse and move the negotiations into the final phase.  The final phase either concludes with an agreement or, after completing statutory prerequisites, could result in a strike by the union and/or implementation by Oregon Tech of all or part of its final offer. 

Oregon Tech recently asked the union to join it in agreeing to refrain from declaring impasse through the last currently scheduled mediation—December 10, 2020.  This commitment would have allowed both parties to focus attention on the negotiations without having to divert resources to preparing for a possible strike and implementation.  The union would only agree to refrain from declaring impasse through today—creating uncertainty as the parties enter the next two mediation sessions. 

While the union’s unwillingness to join Oregon Tech in refraining from declaring impasse through December 10, 2020 is disappointing, we will forge ahead and continue our efforts to conclude an agreement that is both fair to our faculty and sustainable for the University.  Remember, if you have any questions, please feel free to email us at negotiations@oit.edu.

Oregon Tech owes OT-AAUP:

  1. Fringe Benefits 
  2. Leaves
  3. No Strike/No Lockout
  4. Notices of Appointment 
  5. Recognition
  6. Salary
  7. Workload

OT-AAUP owes Oregon Tech:

  1. Academic Freedom
  2. Association Rights
  3. Discipline
  4. Donated Leave
  5. Health & Welfare
  6. Management Rights
  7. Outside Activities
  8. Professional Development
  9. Release Time
  10. Retrenchment
  11. Sabbatical Leave
  12. Successor Agreement
  13. Term of Agreement
  14. Working Conditions

On behalf of Oregon Tech Faculty Negotiations - October 28, 2020

Oregon Tech’s bargaining team wanted to let you know that we are entering the mediation phase of the bargaining process with the faculty labor union on Thursday, October 29, 2020.  Since our last update, we were encouraged by the Union’s progress in the parties’ October 8 and 15 bargaining sessions.  During these sessions, the Union responded to several outstanding proposals with significant movement.  Indeed, based on that movement, the parties were able to reach tentative agreements on two proposals (Grievances and Dues Deduction), and Oregon Tech believed the parties were close to reaching a tentative agreement on a third—Arbitration.  However, after much discussion on Arbitration, the Union was unable to reach agreement on what we believed were procedural issues within the proposed language.  And, when the parties entered negotiations last session, October 22, 2020, despite Oregon Tech agreeing to the Union’s initial language on one of the procedural issues in the Arbitration language, the Union rejected Oregon Tech’s agreement and maintained its position on different language.  This was disappointing. 

In addition, the Union resubmitted contract language that Oregon Tech had previously indicated was language that is not required, nor should it be contained in a labor contract.  Specifically, the Union proposed language on shared governance and appeals from disputes involving substantive academic judgments.  These issues fall squarely within the purview of Faculty Senate—not an outside entity—as part of Faculty Senate’s role in the shared governance of the University.  While we have tirelessly impressed upon the Union the difference between its role and the role of the Faculty Senate, and the legalities of each, the Union has consistently missed the point that a labor union is a unique entity—a third party separate from the University—and, therefore, very different from the Faculty Senate.  This has been challenging, but we are optimistic that with the assistance of the Mediator, the roles can become clear and the parties can negotiate with that understanding and reach agreement on proposed language in a number of Articles that, in the view of our labor professionals, ought to have been agreed to by this stage in the negotiations. 

Speaking of mediation, the process is confidential unless there is a specific proposal that is identified as being a public offer.  In that case, then the parties are free to speak about the contents of only the public proposal outside the scope of mediation.  Thus, there may be fewer updates to the proposals section of the website than there has been in the past.  Rest assured, this does not mean that the parties are not working hard at finding common ground—we are.  For more information on mediation, we have a few FAQs located below.  Remember, if you have any questions, please feel free to email us at negotiations@oit.edu.

On behalf of Oregon Tech Faculty Negotiations - October 7, 2020

Oregon Tech’s bargaining team wanted to update you on the negotiations with the faculty labor union.  While negotiations were held on October 1, not much progress made.  The parties have been in negotiations since December 5, 2019 and, unfortunately, have only signed tentative agreements on eight articles.  It was our hope that by this time in negotiations the parties would have signed off on more than double that amount of proposals, leaving only core economic or workload issues to work through.  That is not the case. 

At this point, we feel it best to move the negotiations into mediation and have requested that the Oregon Employment Relations Board assign an independent and neutral mediator to assist the parties to conclusion.  We believe the assistance of a mediator will help navigate the diverse and varied interests at the bargaining table and assist the parties in finding common ground.

On behalf of Oregon Tech Faculty Negotiations - September 25, 2020

As Oregon Tech’s bargaining team, we felt it important to update you on the status of negotiations with the labor union representing certain members of the faculty, OT-AAUP, and announce our website dedicated to the negotiations process.  That website, consisting of proposals exchanged, tentative agreements reached, and other related information, can be accessed here:  https://www.oit.edu/faculty-staff/faculty-union-bargaining.

Oregon Tech and the labor union representing the certain members of the faculty, OT-AAUP, have been in negotiations for an initial labor contract since December 2019.  On August 17, 2020, the parties completed their exchange of all initial proposals that each wish to include in the labor contract.  Negotiations continue with a session set for October 1, 2020 from 12:00 pm - 4:00 pm.

While the website, and ultimately the labor contract, will address a number of topics, we want to highlight our proposal on compensation and the role of OT-AAUP vis-à-vis the Faculty Senate.

Compensation

On January 15, 2020, consistent with Oregon Tech’s practice of annually reviewing its financial status and announcing pay plan increases in or around the first part of the year, Oregon Tech proposed to the faculty labor union that faculty members receive a 2.0% pay plan increase for 2020, retroactive to January 1 for 12-month employees and effective February 1 for 9-month employees. 

Since the parties were in labor negotiations, Oregon Tech made the offer contingent on the faculty labor union agreeing to not negotiate further on the subject of salary increases for calendar year 2020 or prior years.  The intent being that the parties move the 2020 (or prior year) salary discussions off the table and focus on the many other issues, including future year salary increases. 

The faculty labor union rejected the offer and the parties kept salary on the table for negotiations.  Oregon Tech’s compensation proposal, which was developed after the COVID-19 pandemic arrived, is to maintain faculty salaries at their current levels for calendar year 2020 and 2021, but allow renegotiation for calendar year 2021 to occur during the spring term if certain State funding and enrollment triggers are met. 

By contrast, the faculty labor union proposed a 4.05% general cost of living increase retroactive to September 2019, as well as a number of other salary adjustments.  This is more than double the Oregon Tech offer in January—before COVID-19 took its toll on the Oregon Tech community.   

Faculty Senate

The Faculty Senate operates as a model of shared governance with Oregon Tech’s administration.  The faculty’s selection of OT-AAUP, an organization outside Oregon Tech, to act as its representative in discussing the employment relations of certain faculty members, imposes upon Oregon Tech a legal obligation that changes the landscape within which Oregon Tech and the Faculty Senate coexist.  The obligation requires Oregon Tech to deal with the faculty labor union—not individual faculty members or the Faculty Senate—when addressing the employment relations of faculty members represented by OT-AAUP.  Employment relations include, among other things, salaries, workload, and other working conditions. 

The way in which the Faculty Senate worked with Oregon Tech on issues related to employment relations in the past had to necessarily change as a result of OT-AAUP’s representation.  Where Oregon Tech may have previously worked with the Faculty Senate to establish compensation practices or address workload issues, Oregon Tech must now first discuss those issues with the faculty labor union.  While the line between what is or is not considered part of employment relations that must be discussed with the faculty labor union is often gray, Oregon Tech strives to make the best assessment in order to honor the wishes of the faculty to be represented by OT-AAUP and comply with its legal obligation. 

We hope this information gives you a better sense of the roles undertaken by the faculty labor union and the Faculty Senate.  We also hope you take time to visit the website dedicated to the negotiations and follow along as we update the site with relevant information.

Thank you for your time.

Oregon Tech’s Bargaining Team

Dr. Abdy Afjeh, Vice Provost

Brian Caufield, Chief Negotiator (USSE)

Maureen De Armond, JD, Associate Vice President

Dr. Tom Keyser, Dean

Dr. Dan Peterson, Dean

Stephanie Pope, Assistant Vice President

Nellie Stewart, Executive Assistant

Impasse

University declared impasse on March 10, 2021.
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Frequently Asked Questions

Oregon Tech’s Bargaining Team has come up with some frequently asked questions that you may have about negotiations and have answered those questions below. Additional FAQs may be added as negotiations proceed, but if you have questions that are not answered below, please email those to negotiations@oit.edu and we will respond as soon as possible.

Exclusive Representation

The American Association of University Professors (AAUP) is a national union founded in 1915 that represents approximately 47,000 members on 500 campuses. There is a local chapter of AAUP at Oregon Tech known as Oregon Tech-AAUP (OT-AAUP or the Association).

In June of 2018, OT-AAUP filed with the Oregon Employment Relations Board (“ERB”) a petition to certify the union (without having an election) as the exclusive representative of faculty members in a bargaining unit proposed by OT-AAUP. The ERB determined that a majority of those faculty members in the proposed bargaining unit signed cards authorizing OT-AAUP to be their exclusive bargaining representative. Based on those who signed, this certified OT-AAUP as the exclusive bargaining representative of faculty for the purposes of collectively bargaining their employment relations with Oregon Tech.

The ERB certified OT-AAUP as the exclusive bargaining representative of all full time faculty, instructors, and librarians working at .50 FTE or above at Oregon Tech.

It means that the exclusive representative, here OT-AAUP, has the right to be the collective bargaining agent of all employees in the certified bargaining unit.

No. OT-AAUP is the exclusive bargaining representative of those in the bargaining unit and that means Oregon Tech must first meet with OT-AAUP to obtain their agreement on the changes in employment relations that affect bargaining unit employees.

Negotiations Process

Collective bargaining is the performance of a mutual obligation between Oregon Tech and OT-AAUP to meet at reasonable times and confer in good faith with respect to employment relations, and to execute written contracts incorporating agreements that have been reached between the two parties during the negotiations.

The obligation to meet and confer in good faith does not compel either party to agree to a proposal or require the making of a concession.

Employment relations are matters concerning direct or indirect monetary benefits, hours, vacations, sick leave, grievance procedures and other conditions of employment.

Yes. The Oregon Public Employees Collective Bargaining Act (“PECBA”) provides that Oregon Tech and OT-AAUP must engage in good faith bargaining for at least 150 calendar days. Here, however, the parties agreed to extend this timeline to 300 calendar days from December 5, 2019.

If no agreement is reached by the end of the timeline, either party may initiate the mediation process by requesting the assistance of a mediator who is appointed by the ERB. Once mediation is initiated, the parties are required to be in the mediation process for at least 15 calendar days. If no agreement is reached during mediation, the parties may continue mediation or either can declare an impasse. If an impasse is declared, both parties must send the mediator a Final Offer and summary of the cost of their proposals within 7 calendar days of declaring impasse. Those Final Offers and cost summaries are then made public. Once made public, there is a 30 day “cooling off” period to allow for more negotiations in an attempt to reach agreement. If the parties still are unable to reach agreement, upon proper notice to the other party, OT-AAUP can strike and Oregon Tech can implement all or part of their Final Offer.

For more information on negotiation under PECBA, please visit the ERB’s website at: http://www.oregon.gov/ERB/Pages/PECBAOverview.aspx

Those positions are up to OT-AAUP. It will determine its agenda for the bargaining table through whatever process it already has or develops specific to the representation.

The terms and conditions of faculty’s employment would be subject to the bargaining process and the positions taken by Oregon Tech and OT-AAUP at the bargaining table. It is important to understand that while some terms and conditions may continue unaffected, some of the benefits currently in place may change or be discontinued as the requirements of the new collective bargaining agreement are implemented.

Again, that is not known at this time. Oregon Tech’s Faculty Senate is designed around a model of shared governance that often touches on terms and conditions of employment. The establishment of a collective bargaining agreement that also weighs in on the same issues may reduce Faculty Senate’s role and impact its effectiveness. Similarly, should a new collective bargaining agreement include a process for settling grievances stemming from the language of the collective bargaining agreement, Faculty Senate’s role in resolving those issues may be changed or completely discontinued.

Current Negotiations

Ground Rules are the guidelines that the University and Association jointly agree to follow during negotiations. The Ground Rules were agreed to on November 19, 2019.

While the parties met several times to discuss and agree to Ground Rules, the collective bargaining negotiations officially begin on December 5, 2019 when Oregon Tech and OT-AAUP plan to exchange an initial proposal regarding language for a collective bargaining agreement.

The dates, times, and locations of negotiations are discussed and agreed to by Oregon Tech and OPT-AAUP either at the end of a negotiation session or shortly thereafter. Those dates, times, and locations of negotiations will be posted on the main webpage.

Most negotiations will be held on the Klamath Falls campus, but the parties did agree to hold some sessions at the Portland-Metro campus in Wilsonville. Regardless of the designated location, the parties agreed that members of their respective bargaining teams can participate in either location through the use of Skype technology.

The University’s Bargaining Team includes Dr. Abdy Afjeh, Vice Provost for Research and Academic Affairs; Brian Caufield, Director of Labor Relations Services with the University Shared Services Enterprise as the University’s Chief Negotiator; Dr. Tom Keyser, Dean of the College of Engineering, Technology & Management; Maureen DeArmond, Associate Vice President for Human Resources; Dan Peterson, Dean of the College of Health, Arts & Sciences; Stephanie Pope, Assistant Vice President for Budget and Resource Planning; and Nellie Stewart, Executive Assistant & Project Manager as the University’s note-taker.

OT-AAUP is the exclusive bargaining representative of the faculty and the law requires that Oregon Tech must first present proposals to OT-AAUP’s bargaining team before it can communicate with the faculty about those proposals. Thus, after the proposals are presented to OT-AAUP, Oregon Tech can provide summaries or copies of those proposals. We intend to do that for most of the more significant proposals under the Information about Negotiations section of the webpage.

Mediation

Mediation is the second phase of the negotiations process outlined in PECBA.  As discussed above under the question “Is the bargaining process governed by Oregon law?”, PECBA is Oregon’s statute governing public sector labor relations.  When the parties have completed at least 150 days of direct bargaining, either party may request that the Oregon Employment Relations Board (“ERB”) assign an independent mediator to assist the parties in finding common ground and resolving outstanding issues.  

There is no set timeframe for how long the parties can be in mediation with the assistance of a mediator.  According to ERB’s website, “if the first session is unsuccessful, additional mediation sessions may be scheduled.  PECBA mandates that parties remain in mediation for a minimum of 15 calendar days. After the 15 days, the parties may continue in mediation or either party can initiate the next step in the process by declaring an impasse in the negotiations.”

No.  Mediation is a confidential process.  Offers made during the mediation process are considered confidential unless a party makes an offer that it identifies as public.  If that occurs, then the contents of that offer is considered public.

Impasse

Impasse is phase of the negotiations process outlined in the PECBA.  When the parties have completed at least 150 days of direct bargaining and at least 15 days of mediation, either party may declare impasse.  

Oregon Tech had not witnessed any significant movement by OT-AAUP in the last four mediation sessions and felt the best way to move the negotiations forward was to declare an impasse and provide OT-AAUP the necessary catalyst to focus negotiations towards resolution.

Once impasse is declared, both parties are required to file their “final offers” with a cost summary to the Oregon Employment Relations Board.  After the final offers and cost summaries are filed, there is a 30-day cooling-off period. 

No.  The parties are obligated to continue negotiating until an agreement is reached. 

It depends.  Since the parties are obligated to continue negotiating until an agreement is reached, the parties may propose changes from that which they have in their final offers. 

No.  Implementation, if any, can only occur after the cooling-off period ends and only after Oregon Tech provides sufficient notice to OT-AAUP of what terms, if any, it intends to implement.  Sufficient notice means that the notice must be clear as to the terms and date of implementation.  In addition, Oregon Tech is required to provide such notice in advance of the implementation to allow OT-AAUP with a reasonable amount of time to consider the terms of implementation. 

No.  A strike, if any, can only occur after the cooling-off period ends and only after OT-AAUP provides Oregon Tech with a 10-day notice.  The notice must specify the first day of the strike and the reasons for the strike, including the list of unresolved issues.  While the notice may be sent during the 30-day cooling off period, a strike cannot occur until after the 30-day period has expired.

Strike

Once OT-AAUP submits a lawful strike notice, members of the OT-AAUP bargaining unit (faculty, instructors, and librarians), may participate in the strike.  These employees may also choose not to strike and come to work. 

Any employee not within the bargaining unit represented by OT-AAUP is prohibited from participating in a strike called by OT-AAUP.  This includes:

  • Adjunct faculty;
  • Members of other unions, such as Department Chairs and classified employees, not engaged in a lawful strike;
  • Unrepresented employees;
  • Unclassified employees, administrative professionals; and,
  • Student employees.

No.  The decision to participate or not participate in the strike is entirely an employee’s personal decision.  

Yes.  An employee who participates in the strike may change their mind and return to work only once.  If the employee leaves on strike a second time, they will not be allowed to return and must remain out on strike through the duration of the strike.

An employee who lawfully exercises their right to strike are considered on strike and not working.

When an employee is on strike, they are not working and therefore are not entitled to receive the compensation or benefits traditionally provided by the employer in return for the work they perform.

Generally, no.  An employee who participates in the strike is not eligible for unemployment compensation.

Maybe. Coverage end dates and continuation are based on how many work hours a striking employee works in the calendar month. Typically, if an employee has not worked 80 hours within a calendar month, benefits coverage ends on the final day of that month. Alternatively, if an employee has worked 80 hours or more within a calendar month, benefits coverage would typically not end until the final day of the subsequent month. Benefits coverage and eligibility details for all PEBB members are found in OAR, Public Employees' Benefit Board - Chapter 101.

No.  Vacation leave does not accrue for an employee who participates in a strike.

An employee already on vacation prior to the first day of a strike may continue their vacation as originally scheduled.  Should that vacation leave expire after a strike begins, the employee must return to work on the next scheduled workday.

No.  Sick leave will not accrue for an employee who participates in the strike.

No.  An employee who participates in the strike will not be granted sick leave with pay for illnesses arising during the course of a strike.

No.  An employee who participates in the strike may not receive a pay advance.

Yes.  Rules regarding paid and unpaid leave of absence for military duty are unaffected by a strike.

Generally, no.  An employee who participates in the strike is not eligible for workers’ compensation for injuries that occur while participating in a strike activity, but may be eligible for injures that occurred on-the-job prior to the strike.  An employee who does not participate in the strike and who suffers an on-the-job injury or injury going through a picket line may be eligible for workers’ compensation. 

The answer depends on whether the employee participates in the strike by choosing not to work.  If an employee chooses to participate in a strike and not to work, they will receive no access to Oregon Tech’s computer systems or research facilities, nor will they be able to participate in workshops or conferences in their Oregon Tech capacity or using Oregon Tech resources.  During this time period, these individuals generally would be unable to participate as an Oregon Tech principal investigator in Oregon Tech grant-funded research.

A strike impacts only faculty being sponsored for employment in the U.S. on an H-1B work visa who have not yet begun their employment. A new H-1B petition filed for a faculty member who is not yet employed at the University will be denied if the sponsored position is one currently impacted by a certified strike.

In contrast, faculty members already working in the United States in H-1B status should not have any negative impact to their U.S. immigration status as a result of participation in a strike. According to regulations, faculty members who have already begun employment in the United States under an approved H-1B petition do not violate the terms of their nonimmigrant status by virtue of past, present, or future participation in the strike. However, faculty members must compliant with all other terms of the Immigration and Nationality Act as they would in the absence of a strike, including engaging in unauthorized employment.

Finally, the faculty member's status and authorized period of stay is not modified or extended in any way by virtue of participation in the strike. Time spent in H-1B status participating in a strike is treated no differently from time working in H-1B status and will continue to count against the faculty member's maximum stay in H-1B status.

An employee who participates in a strike may picket, carry signs, and distribute handbills.  This right may be limited in time, manner, and place to prevent injury to persons, damage to property, or disruption of classes or activities.

These activities are governed by the University’s policy relating to such, but in general may occur on any sidewalk or inside any building other than classroom buildings, research and laboratory buildings, libraries, the Student Health Center, or any area or building designated for authorized access only. 

Picketing or any other strike activity cannot interfere with the normal flow of persons or vehicular traffic into and from buildings.  This includes interfering with other employees reporting to work, visits by the public, students attending classes, business operations, or deliveries by trades people.  It also includes threatening or otherwise pressuring others to participate in a strike or encouraging employees not eligible to strike to engage in strike like activities such as a work slowdown. 

Student Forum

Question:  You mentioned something about using every second possible to make negotiations. I recently saw an article that said they only meet on Tuesdays and Thursdays, so I'm curious if that's true or not because if that's true, that doesn't sound like they are using their time very wisely.

Answer:  Negotiation dates are set by both parties. Both teams have to agree, and there have been times the University proposed dates but the union team had conflicts, and there have been times the union has proposed dates but members of the university team had conflicts. Also, both Oregon Tech and the union are working on the negotiations outside of the mediation dates, so even though we aren’t meeting, we are working toward a resolution. The University bargaining team has proposed bargaining several days, including all days during the week of April 19. The Union has committed to only Tuesday (4/20) and Thursday (4/22).

Question:  Can you see how many faculty are striking? If your faculty do strike what is the plan for our learning?

Answer:  The university hopes to avoid a strike. If there is a strike, we don’t know how many faculty are going to participate. It’s a tough decision that faculty will have to make. Individual faculty have the right to strike or continue teaching. If the union does strike, we do have plans in place to continue as many classes and labs as we can. Until the faculty strike, we can’t tell you exactly what will happen. It’s a fluid situation with many variables. As we learn what happens we will be sure to communicate it with you. Regularly check your OIT email and Canvas for updates about your specific courses.

Question:  Why were union negotiation members not invited to the Student forum?

Answer:  The student forum was called to discuss what the University will do if faculty strike. We did not call this forum to discuss the negotiations. We want to respect the process and the union negotiation team. We shouldn’t be negotiating here, outside the process. Also, we would like to avoid putting our students in the center of any disagreements.

Question:  If the material is not able to be met during one of the class periods, I know there is probably a plan or something. Will there be refunds distributed to students?

Answer:  Again, the University hopes to avoid a strike. Without knowing the duration of the strike or how it will affect individual classes, that question can’t be answered at this time. Nationally, it has been rare to have a strike at a university last more than a few days.

Question:  You said that 92% that had the vote of no confidence, and 96% of those were in favor of a strike, how many teachers or professors is that roughly?

Answer:  That is a question best asked of the Faculty Senate and the union. The University is not privy to their survey results.

Question:  You mentioned there are 38 articles being discussed in negotiations, is there any way students can access each of them?

Answer:  Information about the negotiations can be found on this page: https://www.oit.edu/faculty-staff/faculty-union-bargaining#proposals

Question:  What is the plan if students needs are not adequately met by administration during the strike? Such as there not being enough teaching coverage to cover course material.

Answer:  Without knowing exactly which faculty will strike the University doesn’t know the impact the strike will have. We do have plans in place to address covering classes. Our goal is to be sure that students receive the same quality of education regardless of the strike. It’s not an easy process, but one we are committed to seeing through.

Question:  Can you give an example of an administration bloat?

Answer:  Unfortunately, saying an administration is bloated has become a routine tactic for unions at universities across the country.  The fact is that universities are governed by a significant number of federal and state laws and regulations.  A 2013 Task Force on Federal Regulation of Higher Education found that the number of federal requirements placed on colleges and universities grew by 56 percent between 1997 and 2012.  Moreover, there are approximately 91 state mandates that apply to all of the Oregon public universities.  Being out of compliance with these could have severe impacts on the university, so they need people to make sure they are in compliance.

Question:  Are you saying the 18% increase in administration cost didn’t happen?

Answer:  Again, this kind of claim has become a routine tactic for unions at universities across the country. It’s partially true, and partially exaggerated. There was an increase in administration expenses, but some of it is attributed to positions going unfilled or partially filled in one year, but then filled the next. So, it will appear that the administration added to their budget, when they just filled an existing budgeted position and are now paying the person who was hired. We also hired new positions to take on the duties previously handled centrally for all universities by USSE.

Question:  Have you investigated the administration pay increase and did you find it justified?

Answer:  The previous question answers this question. In essence, yes, the administration salary question has been reviewed and this claim has proven to be without substance or merit.

Question:  Why did the president’s area increase 70% and what are we going to get for a 5% tuition increase? Why is there a tuition increase?

Answer:  The presidents’ expenses by themselves went up 7.6% between 2017 and 2020, not 70% as some have claimed. The entire division went up by 22.8% and that’s due to the University’s creation of a new department, Legal Counsel in 2017. Legal Counsel used to be centralized in Portland under the state system.

Question:  Will you have another meeting for answers that you’ve said “I don’t know” to?

Answer:  As the University learns more about the union’s decision to strike, we will be better able to answer the questions we are unsure of and we will certainly communicate those to you. Regularly check your OIT email and Canvas for updates about your specific courses.

Question:  What other ways is the university working to increase revenue that is not on the backs of students?

Answer:  The University is always working to make sure Oregon Tech gets its fair share of State revenue. That’s not always an easy task. Since Dr. Nagi’s arrival, the University has increased alternate funding to the University. Nearly $100 million has been raised in four years. All of that has gone to improving facilities and increasing scholarship funding. The Oregon Tech Foundation has increased its scholarship support by hundreds of thousands of dollars and is on the verge of breaking $1,000,000 in student scholarship support. The Foundation also raises funds for faculty research, capital improvements, and student support.

Question:  Once the strike ends, will professors return to teaching classes as normal? Will transcript/grades reflect student work produced under the instruction of a replacement?

Answer:  If and when professors choose to strike is up to them. Classes will continue as normally as possible even during a strike. Each faculty member decides for himself or herself on whether to walk out of the classroom or stay and teach. The administration will continue to support students and has a comprehensive plan to continue our operations. Once the strike ends faculty will resume teaching their spring term classes as they are doing currently. Transcripts and grades will not be affected as the grade is given for a course not based on the instructor.

Question:  So, there is no guarantee that replacement faculty will be as qualified as current instructors?

Answer:  Anyone who promises absolutes is pretty far out over their skis. Some are exceptionally well qualified.  Resumes of replacement instructors are being reviewed to ensure they are qualified to teach the courses they are assigned to. The University will strive to ensure replacement faculty will be just as qualified and knowledgeable to teach in any classes affected by a strike.

Question:  If the University has so much extra money, furlough savings, federal aid, and surplus from last year, why can’t it give the faculty what they want?

Answer:  It’s easy to see these pots of money and come to that conclusion. If these were permanent funding streams, we would be having a different conversation. But nearly all these funds are one-time dollars and can’t be used for faculty pay because those continue and increase year after year.  

Question:  Why did the University spend $50,000 on a compensation study and then refuse to use it? Can we get a copy of it?

Answer:  The study referenced is from several years ago and used data from 2014 and 2016. It is not currently valid data. Oregon has enacted several laws since 2016 that impact how employers assess pay.

The University looks to the recently available data and applying criteria to identify positions doing comparable work to determine market pay. As for a copy of the data, the faculty union has posted such documents on their website. As for data the University is using, that can be found here.

Question:  Will replacement faculty be on the same level as a high school substitute teacher that doesn’t know the subject/course we are learning?

Answer:  First, the University hopes everyone can remain professional and avoid making broad generalizations that might hurt others in this process. We respect the union’s rights, and hope that their members will also respect that we will do everything we can to continue your education with highly qualified professors.  Replacement faculty are screened for appropriate qualifications for the course(s) they will be assigned.

Question:  How is our tuition money used? If it doesn’t go toward faculty salary, where does it go?

Answer:  Tuition is approximately half of our general fund revenue; State appropriations are the other half. Approximately 75% of our total expenditures are the payroll for the entire university. Academic Affairs – which includes both colleges and all faculty salaries, makes up 55% of our total budget. These costs include faculty compensation (including base salaries, overload, stipends, sabbaticals, as well as benefits like retirement, healthcare etc.), adjunct pay, staff pay and other payroll expenses, operational supplies (paper, printing, pens, etc.), classroom and lab supplies, equipment purchases, etc.

Question:  What will really happen if faculty get what they want?

Answer:  Again, the two main sources of funds are the state and tuition. For every additional $350,000 in expenses you can expect a 1% increase in tuition if the state doesn’t fund the university at a higher rate. State funding comes from both the total size of the Public University Support Fund (PUSF) and the total number of students that graduate as well as the total Student Credit Hours we produce in a year – averaged for three years. So, if the total PUSF remains the same, but enrollment of graduations declines, the funding from the state will decline. To avoid tuition increases we need to have the state invest more, retention to increase, and enrollment to increase

Question:  Why has the University increase out tuition 10% every year and what will the increase be this year?

Answer:  This is false.

The chart below indicates past tuition changes. The Board of Trustees has approved a 4.9% increase in tuition for the 2021-22 academic year, which will be reduced to 3.9% if the state legislature funds the Public University Support Fund at $49M more than the Governor’s Recommended Budget.

Year % increase over previous year
2009-10 6%
2010-11 14%
2011-12 9%
2012-13 7%
2013-14 3%
2014-15 0%
2015-16 5%
2016-17 3%
2017-18 5%
2018-19 4%
2019-20 6%
2020-21 5%
 

Question: Why is the administration allowed to send out emails regarding negotiations between the union and the university, yet faculty members who interact directly with students are not allowed to email students?

Answer: The administration represents Oregon Tech as an institution, faculty members cannot communicate by email with students on behalf of the faculty union because the union is a third-party entity, separate from the University governance. It is the same for any third-party entity.  Also, the faculty union leadership is generally the group that communicates on behalf of the faculty union, and they do post updates on their union website, they also release press releases and make statements to the public.

Question:  Is it illegal for faculty to email students regarding information about the negotiations between the union and the administration?

Answer: The University and the faculty union are bargaining under a State statute and its rules. The law governs what can and cannot be shared, when and how information can be shared, and who may share negotiation information by both the Union and the University. The University Bargaining Team represents the University in negotiations. If you have concerns about any communication you have received, you should reach out to your Dean. The University provides regular updates on bargaining on its website found here: https://www.oit.edu/faculty-staff/faculty-union-bargaining.

Question: Is it wrong to say that the emails students have been receiving from Dr. Nagi, and Dr. Foley, are meant to make the faculty sound as if they are refusing to find any form of a solution?

Answer: Each person interprets these emails and messages for themself. The administration’s responsibility is to provide communications and updates to students. Generally, our communications pass through many reviews, including legal reviews, so that we are accurate and timely. Please note, many of the University’s bargaining team have served as faculty members and we hold our faculty colleagues in high esteem. 

Question:  Many of the current faculty at OIT are considered highly experienced and skilled members of their respective fields, how do we know that the replacements will be as skilled as our current professors?

Answer: The individuals who will potentially serve if the faculty union does go on strike are highly qualified professionals and subject matter experts. Many currently teach or are retired from full-time teaching and are all highly qualified.   

Question: Many individuals choose to come to our University because our professors are considered some of the best in their fields, are these replacements going to be comparably as good as our current faculty?

Answer:  Yes, and if there is an issue with any adjunct faculty professor, just as with any current professor, students are encouraged to talk with the dean of their program.

Question: Why are students being kept in the dark in these negotiations except for what Dr. Nagi and Dr. Foley send out?

Answer: Regular updates regarding negotiations are posted at https://www.oit.edu/faculty-staff/faculty-union-bargaining, and you can email negotiations@oit.edu if you have additional questions. Neither Dr. Nagi nor Dr. Foley is on the negotiation team. Communication with students is the administration's responsibility. The communications that are distributed are done so to inform and advise. Unfortunately, some information that was distributed by the union was incorrect and was made public. Thus, the University had to publicly respond and correct the record. We do not intend to offend. Regular updates on the bargaining, proposals that have been exchanged, and tentative agreements reached, are posted on the Oregon Tech bargaining website, listed above. The faculty union also posts updates on their website.

Question: Since students are receiving emails from the administration, why do the faculty not get to email students as well? should the advisors not be allowed to advise the students on what the students should do to continue their academic progress and the next step with their education?

Answer:  See our previous answer related to emails. As for advisors, you can still communicate with advisors in the ROC. If a faculty member goes on strike, they have decided to do so on their own accord and have walked out of the classroom. The University is committed to students’ academic progress and minimizing any disruptions for students and remains steadfast in our resolve.

Question:  Will you be hosting a forum for you to hear all the concerns of the students and understand this situation from the student perspective?

Answer: No additional forum has been planned at this time, but that does not mean one could not be scheduled in the future. Students are welcome to submit questions to the negotiations@oit.edu email address.

Question: It seems that the administration does not care how the students are feeling. Many of the concerns that the union has are also shared by students: Why are Dr. Nagi and administrative staff paid so much? Why does Dr. Nagi need a new 1,800 square foot office? Why did Dr. Nagi get approved for tenure in his first year? Why is tuition increasing at the same time as administrative wages are increasing?

Answer: There is a lot of misinformation in this question. Dr. Nagi was hired by the Board of Trustees who determine his salary, which has remained the same since 2017, and he voluntarily took a 10% salary reduction during the unclassified staff furlough period of the pandemic. Faculty were not subject to furloughs or reduction in salary. Some administration members started mid-year or later so their annual salary looks larger year over year because they worked part of the year one year, and a full year the next reporting year. Second, when the Oregon University System dissolved those positions had to be hired by each university to cover the duties. Third, the state and federal government increased the number and frequency of mandated reports that have to be completed by administrators. As for Dr. Nagi’s office move, that 1,800 square foot space contains five offices and associated storage and copy area. Dr. Nagi was granted tenure which is customary and usual when a faculty member, provost, dean, or president move between colleges and universities. Dr. Nagi held tenure at the University of Toledo and went through the tenure process when he came here, but here’s the catch: Oregon Tech has an outdated tenure policy that the faculty agreed was out of date; it stated no administrator could receive tenure. The engineering department, the academic leadership, and the Board of Trustees all agreed that Dr. Nagi was worthy of tenure and that policy is being updated and corrected.

The tuition process is an open and transparent process that involves students, faculty, and staff members. No administrative salary increase has happened for this fiscal year. While most of the issues raised in the question are not part of the collective bargaining process, the University is very mindful of the potential impact the collective bargaining agreement could have on student tuition.

If you would like to talk to someone in person VP Dr. Ken Fincher welcomes a call, you can reach him at 512-568-4208.

Proposals

Mediation
  • Evaluation, Tenure and Promotion Union Mediation: 2020-12-3
  • Evaluation, Promotion and Tenure Union Mediation: 2021-2-4
  • Package Proposal #10 Union Mediation: 2021-2-18 *
  • Package Proposal #11 Union Mediation: 2021-2-25 *
  • Package Proposal #7 University Mediation: 2021-3-4 ^
  • Package Proposal #13 Union Mediation: 2021-3-15 *
  • Package Proposal #8 University Mediation: 2021-4-1 ^
  • Package Proposal #14 Union Mediation: 2021-4-1 *
  • Package Proposal #9 University Mediation: 2021-4-1 ^

 

         # University declared permissive subject
         ^ Union rejected
         * University rejected

Mediation
  • Academic Freedom Union Mediation: 2020-10-29
  • Academic Freedom University Mediation: 2020-11-5
  • Academic Freedom Union Mediation: 2020-11-5
  • Academic Freedom University Mediation: 2020-11-13
  • Academic Freedom Union Mediation: 2020-11-19
  • Package Proposal #5 Union Mediation: 2021-1-7 *
  • Academic Freedom Union Mediation: 2021-1-12
  • Package Proposal #4 University Mediation: 2021-2-8 ^
  • Package Proposal #9 Union Mediation: 2021-2-16 *
  • Academic Freedom Tentative Agreement: 2021-2-25

 

         ^ Union rejected
         * University rejected

         # University declared permissive subject
Mediation
  • Arbitration Union Mediation: 2020-10-29
  • Arbitration University Mediation: 2020-10-29
  • Arbitration University Mediation: 2020-11-5
  • Arbitration Mediation Tentative Agreement: 2020-11-13

 

         ^ Union rejected
         * University rejected

Mediation
  • Association Rights Union Mediation: 2021-1-12
  • Association Rights Union Mediation: 2021-2-4
  • Package Proposal #4 University Mediation: 2021-2-8 ^
  • Package Proposal #9 Union Mediation: 2021-2-16 *
  • Package Proposal #6 University Mediation: 2021-2-25 ^
  • Association Rights Union Mediation: 2021-2-25
  • Package Proposal #12 Union Mediation: 2021-3-4 *
  • Association Rights Union Mediation: 2021-3-17
  • Association Rights University Mediation: 2021-4-5
  • Package Proposal #17 Union Mediation: 2021-4-13 *
  • Package Proposal #11 University Mediation: 2021-4-15 ^
  • Package Proposal #18 Union Mediation: 2021-4-15 *
  • Association Rights Tentative Agreement: 2021-4-15

 

         ^ Union rejected
         * University rejected

Mediation
  • Hardship Leaves Union Mediation: 2020-10-29
  • Hardship Donation Request Process University Mediation Letter of Agreement: 2020-11-5
  • Hardship Leaves Union Mediation: 2020-11-12
  • Package Proposal #3 Union Mediation: 2020-12-3 *
  • Hardship Donation Request Process University Mediation Letter of Agreement: 2020-12-22
  • Package Proposal #4 Union Mediation: 2021-1-7 *
  • Package Proposal #5 Union Mediation: 2021-1-7 *
  • Package Proposal #3 University Mediation: 2021-1-14 ^
  • Package Proposal #7 Union Mediation: 2021-1-21 *
  • Donations for Hardship Leave Tentative Agreement: 2021-1-26

 

         ^ Union rejected
         * University rejected

Mediation
  • Faculty Compensation University Mediation: 2020-12-10
  • Package Proposal #11 Union Mediation: 2021-2-25 *
  • Faculty Compensation University Mediation: 2021-3-4
  • Faculty Compensation Union Mediation: 2021-3-15
  • Faculty Compensation University Mediation: 2021-4-19
  • Package Proposal #21 Union Mediation: 2021-4-20 *
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Faculty Compensation University Mediation: 2021-4-25
  • Package Proposal #24 Union Mediation: 2021-4-25
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Faculty Compensation Tentative Agreement: 2021-5-3

 

         ^ Union rejected
         * University rejected

Mediation
  • Fringe Benefits University Mediation: 2020-10-29
  • Fringe Benefits Union Mediation: 2020-11-12
  • Fringe Benefits University Mediation: 2020-12-22
  • Package Proposal #4 Union Mediation: 2021-1-7 *
  • Package Proposal #5 Union Mediation: 2021-1-7 *
  • Package Proposal #3 University Mediation: 2021-1-14 ^
  • Package Proposal #7 Union Mediation: 2021-1-21 *
  • Fringe Benefits Tentative Agreement: 2021-1-26

 

         ^ Union rejected
         * University rejected

         + University withdrawn

         ^ Union rejected
         * University rejected

Mediation
  • Package Proposal #3 Union Mediation: 2020-12-3 *
  • Package Proposal #5 University Mediation: 2021-2-18 ^
  • Package Proposal #11 Union Mediation: 2021-2-25 *
  • Health and Retirement Benefits University Mediation: 2021-3-4
  • Health and Retirement Benefits Union Mediation: 2021-3-13
  • Package Proposal #10 University Mediation: 2021-4-5 ^
  • Package Proposal #19 Union Mediation: 2021-4-15 *
  • Health and Retirement Benefits University Mediation: 2021-4-19
  • Package Proposal #21 Union Mediation: 2021-4-20
  • Health and Retirement Benefits University Mediation: 2021-4-22
  • Health and Retirement Benefits University Mediation: 2021-4-23
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Health and Retirement Benefits University Mediation: 2021-4-24
  • Package Proposal #23 Union Mediation: 2021-4-25 *
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Health and Retirement Benefits Tentative Agreement: 2021-5-3

 

         ^ Union rejected
         * University rejected

Mediation
  • Intellectual Property Union Mediation Memorandum of Understanding: 2021-3-2
         # University declared permissive subject
Mediation
  • Leaves Union Mediation: 2020-10-29
  • Leaves University Mediation: 2020-10-29
  • Leaves Union Mediation: 2020-11-5
  • Leaves University Mediation: 2020-11-12
  • Leaves Union Mediation: 2020-11-19
  • Leaves University Mediation: 2020-11-19
  • Leaves Union Mediation: 2020-12-3
  • Leaves University Mediation: 2020-12-3
  • Leaves University Mediation: 2020-12-3
  • Leaves Tentative Agreement: 2020-12-8
Mediation
  • Package Proposal #10 Union Mediation: 2021-2-18 *
  • Package Proposal #7 University Mediation: 2021-3-4 ^
  • Package Proposal #13 Union Mediation: 2021-3-15 *
  • Package Proposal #8 University Mediation: 2021-4-1 ^
  • Package Proposal #14 Union Mediation: 2021-4-1 *
  • Package Proposal #9 University Mediation: 2021-4-1 ^
  • Package Proposal #15 Union Mediation: 2021-4-3 *
  • Package Proposal #16 Union Mediation: 2021-4-5 *
  • Management Rights University Mediation: 2021-4-5
  • Management Rights University Mediation: 2021-4-13
  • Management Rights Tentative Agreement: 2021-4-13

 

         ^ Union rejected
         * University rejected

Mediation
  • Package Proposal #13 Union Mediation: 2021-3-15 *
  • Package Proposal #8 University Mediation: 2021-4-1 ^
  • Package Proposal #14 Union Mediation: 2021-4-1 *
  • Package Proposal #9 University Mediation: 2021-4-1 ^
  • Package Proposal #15 Union Mediation: 2021-4-3 *
  • No Strike No Lockout Union Mediation: 2021-4-5
  • No Strike No Lockout Tentative Agreement: 2021-4-5

 

         ^ Union rejected
         * University rejected

Mediation
  • Notices of Appointment Union Mediation: 2020-11-19
  • Package Proposal #7 University Mediation: 2021-3-4 ^
  • Notices of Appointment Union Mediation: 2021-3-17
  • Notices of Appointment University Mediation: 2021-4-13
  • Package Proposal #17 Union Mediation: 2021-4-13 *
  • Package Proposal #11 University Mediation: 2021-4-15 ^
  • Package Proposal #18 Union Mediation: 2021-4-15 *
  • Notices of Appointment Tentative Agreement: 2021-4-15

 

         ^ Union rejected

Mediation
  • Package Proposal #3 Union Mediation: 2020-12-3 *
  • Outside Activity University Mediation: 2020-12-10
  • Outside Activity Union Mediation: 2021-1-12
  • Outside Activity Union Mediation: 2021-1-21
  • Package Proposal #8 Union Mediation: 2021-1-28 *
  • Package Proposal #4 University Mediation: 2021-2-8 ^
  • Package Proposal #9 Union Mediation: 2021-2-16 *
  • Package Proposal #12 Union Mediation: 2021-3-4 *
  • Package Proposal #13 Union Mediation: 2021-3-15 *
  • Package Proposal #8 University Mediation: 2021-4-1 ^
  • Package Proposal #14 Union Mediation: 2021-4-1 *
  • Package Proposal #9 University Mediation: 2021-4-1 ^
  • Package Proposal #15 Union Mediation: 2021-4-3 *
  • Outside Activity University Mediation: 2021-4-5
  • Outside Activity Tentative Agreement: 2021-4-5

 

         ^ Union rejected
         * University rejected

Mediation
  • Professional Development Union Mediation: 2020-12-3
  • Professional Development University Mediation: 2020-12-10
  • Professional Development Union Mediation: 2021-2-18
  • Professional Development University Mediation: 2021-4-1
  • Professional Development Union Mediation: 2021-4-5
  • Package Proposal #10 University Mediation: 2021-4-5 ^
  • Package Proposal #20 Union Mediation: 2021-4-20 *
  • Professional Development University Mediation: 2021-4-22
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Counter Proposals on remaining University Mediation: 2021-4-25 ^
  • Package Proposal #23 Union Mediation: 2021-4-25 *
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Package Proposal #26 Union Mediation: 2021-4-29 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Professional Development Tentative Agreement: 2021-5-3

 

         ^ Union rejected
        * University rejected

Mediation
  • Progressive Discipline Union Mediation: 2020-11-5
  • Progressive Discipline University Mediation: 2020-11-12
  • Progressive Discipline Union Mediation: 2020-11-19
  • Progressive Discipline University Mediation: 2020-11-19
  • Progressive Discipline University Mediation: 2020-11-25
  • Package Proposal #8 Union Mediation: 2021-1-28 *
  • Package Proposal #4 University Mediation: 2021-2-8 ^
  • Package Proposal #9 Union Mediation: 2021-2-16 *
  • Package Proposal #6 University Mediation: 2021-2-25 ^
  • Package Proposal #12 Union Mediation: 2021-3-4 *
  • Package Proposal #16 Union Mediation: 2021-4-5 *
  • Progressive Discipline University Mediation: 2021-4-13
  • Package Proposal #17 Union Mediation: 2021-4-13 *
  • Package Proposal #11 University Mediation: 2021-4-15 ^
  • Package Proposal #18 Union Mediation: 2021-4-15 *
  • Progressive Discipline Tentative Agreement: 2021-4-15

 

         ^ Union rejected
         * University rejected

Mediation
  • Recognition Union Mediation: 2020-10-29
  • Package Proposal #7 University Mediation: 2021-3-4 ^
  • Package Proposal #15 Union Mediation: 2021-4-3 *
  • Recognition Union Mediation: 2021-4-13
  • Recognition University Mediation: 2021-4-19
  • Package Proposal #20 Union Mediation: 2021-4-20 *
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Recognition University Mediation: 2021-4-24
  • Package Proposal #23 Union Mediation: 2021-4-25 *
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Recognition Tentative Agreement: 2021-5-3

 

        ^ Union rejected
        * University rejected

         - Union withdrawn
Mediation
  • Academic Program Review, Retrenchment, or Exigency University Mediation: 2021-4-19
  • Package Proposal #20 Union Mediation: 2021-4-20 *
  • Academic Program Review, Retrenchment, or Exigency University Mediation: 2021-4-22
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Academic Program Review, Retrenchment, or Exigency University Mediation: 2021-4-24
  • Package Proposal #23 Union Mediation: 2021-4-25 *
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Retrenchment Tentative Agreement: 2021-5-3

 

         ^ Union rejected 
         * University rejected

Mediation
  • Package Proposal #11 Union Mediation: 2021-2-25 *
  • Sabbatical Leave Union Mediation: 2021-3-13
  • Sabbatical Leave University Mediation: 2021-4-1
  • Sabbatical Leave Union Mediation: 2021-4-1
  • Sabbatical Leave University Mediation: 2021-4-1
  • Sabbatical Leave University Mediation: 2021-4-1
  • Sabbatical Leave Union Mediation: 2021-4-5
  • Sabbatical Leave University Mediation: 2021-4-5
  • Sabbatical Leave University Mediation: 2021-4-6
  • Sabbatical Leave Tentative Agreement: 2021-4-6

 

         * University rejected

         # University declared permissive subject
         + University withdrawn
Mediation
  • Package Proposal #11 Union Mediation: 2021-2-25 *
  • Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-19
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-25
  • Package Proposal #24 Union Mediation: 2021-4-25 *
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Successor Agreement Tentative Agreement: 2021-5-3

 

         ^ Union rejected
         * University rejected

Term of Agreement

Mediation
  • Package Proposal #11 Union Mediation: 2021-2-25 *
  • Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-19
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Term of Agreement and Negotiation of a Successor Agreement University Mediation: 2021-4-25
  • Package Proposal #24 Union Mediation: 2021-4-25 *
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30 *
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Term of Agreement Tentative Agreement: 2021-5-3

 

       ^ Union rejected 
       * University rejected

Mediation
  • Working Conditions University Mediation: 2020-10-29
  • Working Conditions Union Mediation: 2020-11-19
  • Working Conditions University Mediation: 2020-11-25
  • Working Conditions Union Mediation: 2020-12-3
  • Working Conditions University Supposal: 2020-12-3
  • Package Proposal #4 Union Mediation: 2021-1-7 *
  • Package Proposal #5 Union Mediation: 2021-1-7 *
  • Package Proposal #3 University Mediation: 2021-14 ^
  • Working Conditions Union Mediation: 2021-1-14
  • Package Proposal #7 Union Mediation: 2021-1-21 *
  • Working Conditions Tentative Agreement: 2021-1-26
Mediation
  • Package Proposal #5 University Mediation: 2020-12-10 ^
  • Workload Union Mediation: 2020-3-15
  • Package Proposal #10 University Mediation: 2021-4-5 ^
  • Package Proposal #19 Union Mediation: 2021-4-15 *
  • Workload University Mediation: 2021-4-19
  • Package Proposal #21 Union Mediation: 2021-4-20 *
  • Package Proposal #22 Union Mediation: 2021-4-23 *
  • Workload University Mediation: 2021-4-25
  • Package Proposal #24 Union Mediation: 2021-4-25*
  • Last & Best Offer University Mediation: 2021-4-26 ^
  • Last & Best Offer Union Mediation: 2021-4-26 *
  • Settlement Package Proposal Union Mediation: 2021-4-30*
  • Package Proposal #13 University Mediation: 2021-4-30 ^
  • Settlement Package Proposal Union Mediation: 2021-5-2 *
  • Package Proposal #14 University Mediation: 2021-5-2 ^
  • Settlement Package Proposal Union Mediation: 2021-5-3 *
  • Post-Strike Final Offer University Mediation: 2021-5-3 
  • Workload Tentative Agreement: 2021-5-3

 

         ^ Union rejected
         * University rejected