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June 5 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Thursday, June 5. They exchanged proposals on 10 topics.

The University proposed changes on:

• Academic Program Review, Retrenchment, or Exigency: The University proposed that it continue to have the unilateral right to make a program change when it does not result in a bargaining unit member losing employment. When a program change does result in a loss of employment, the University agreed with OT-AAUP’s proposal to first solicit voluntary retirements and reductions before considering positions for elimination. The University rejected OT-AAUP’s proposed changes to make it more difficult for the President to declare financial exigency. It also countered OT-AAUP’s request to extend assistance after layoff from one year to 18 months.
   
• Grievances: The University agreed to clarify that a grievance may claim that the procedural steps of an academic judgment were not followed and that the Association President or Grievance Officer may sign a grievance on behalf of multiple members or the Association. But it rejected OT-AAUP’s proposal to expand a grievance when additional instances of the same violation occur or the grievant is retaliated against.
   
• Workload: The University declined to incorporate the Provost Workload Guidelines (PWLG) into the contract. It also noted that it wishes to maintain flexibility for the Provost to accept or reject PWLG changes recommended by a joint committee of University and OT-AAUP members. The University proposed that student consultation hours remain as-is in the contract, requiring a minimum of five hours per week distributed over at least three days per week. The University also proposed that course capacities and modalities be allowed to change as late as the start of a term. The University also wants to clarify the definition of academic year and that faculty may be asked to attend meetings and other university business, without additional compensation, during winter and spring breaks.

OT-AAUP proposed updates to the following articles of the contract:

• Outside Activities: OT-AAUP proposed to borrow language from the University of ˿����Ƶ’s policy on when outside activities must be disclosed. That policy basically states that so long as the outside activity does not create a conflict of interest or conflict of commitment, the activity need not be disclosed.
   
• Arbitration: OT-AAUP proposed that remote hearings be considered for arbitration proceedings, and that an arbitrator’s award be consistent with the terms of the grievance and remedy requested.
   
• Disciplinary Procedures: OT-AAUP attempted to clarify when investigations required by law supersede the discipline article and, therefore, will pause the timelines in the article until completion of the required investigation.
   
• Evaluation, Promotion & Tenure: OT-AAUP proposed that certain existing policies already govern promotion and tenure, and that when those polices are to be changed, a member of OT-AAUP should be made a voting member on President’s Council to vote on those policies.
   
• Notices of Appointment: OT-AAUP proposed language on when to provide notice to members on rolling contracts and when terms and conditions other than the contract or notice of appointment will be considered.
   
• Sabbaticals: OT-AAUP moved off its position that two-term sabbaticals be compensated at 80% of salary and agreed to keep the current 75% of salary. Regarding three-term sabbaticals, OT-AAUP modified its proposal to increase compensation from 60% to 70% of salary.
   
• Leaves: OT-AAUP agreed to all the University’s proposed changes, except to reduce the cap on vacation accrual and payout on separation of employment.

What’s next: The parties are set to continue negotiations at 2 p.m. on Thursday, June 26 and Friday, June 27 at the Portland Metro campus in Wilsonville. They have also agreed to try to schedule a virtual negotiation session during the week of June 16.

May 29 and 30 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Thursday, May 29 and Friday, May 30. They exchanged proposals on 11 topics and reached tentative agreements on five articles, bringing the total number of tentative agreements to 11.

The tentative agreements reached were on the following articles:

• Academic Freedom
• Benefits
• No Strike/No Lockout
• Totality of Agreement
• Severability

The University proposed changes on:

• Compensation: The University agreed to address the three buckets of compensation that OT-AAUP requested: equity adjustments, across-the-board increases, and market adjustments. The University proposed a five-year contract that addresses market adjustments in the first three years, equity adjustments in the first year, and provides an across-the-board increase each year in the following amounts: 1% in 2025-26, 1.5% in 2026-27, 2% in 2027-28, 1% in 2028-29, and 1% in 2029-30, with the possibility to earn up to an additional 2% based on merit.

Other compensation proposals from the University include:

• A $48,000 salary minimum for all bargaining unit members, adjusted proportionately for 11- and 12-month faculty.
   
• Promotion raises of the following amounts
  • Awarding of Tenure $2,500
  • Promotion to Senior Instructor 1 $1,500
  • Promotion to Senior Instructor 2 $2,100
  • Promotion to Associate Professor $2,500
  • Promotion to Professor $7,500
• A program director stipend of $3,000 that is payable monthly during the academic year for bargaining unit members assigned to assist with student recruitment and success, discipline, professional accreditation, or program assessment.
   
• Maintaining summer term and overload rates as they are in the contract.
   
• A $2,500 stipend payable monthly during the academic year for an assigned bargaining unit member serving as the Radiation Safety Officer, Chemical Safety Officer, Faculty Athletics Representative, or Cadaver Coordinator. 

• Benefits: The University agreed to continue to pay 95% of the premium for health benefits through the end of the next contract. It also proposed to pay 97% of the premium, if the employee can choose from two or more health plans and chooses the least costly plan.
   
• Notices of Appointment: The University agreed to OT-AAUP’s language on when to provide notice to those on rolling contracts and clarified what year of the rolling contract it would provide such notice. The University also countered OT-AAUP’s language related to when terms and conditions other than the contract or notice of appointment will be considered.
   
• Professional Development: The University proposed to allocate a minimum of $200,000 each academic year under the next contract as a pool of funds to promote professional development.
   
• Sabbaticals: The University accepted OT-AAUP’s language that applied sabbaticals to non-tenure track bargaining unit members, agreed to change non-tenure track to career professional, and maintained the current salary for sabbaticals at 85% of base salary for one term, 75% for two terms, and 60% for three terms.
   
• Security Cameras: The University rejected most of OT-AAUP’s language, reasoning that the current policy or law already covers the changes OT-AAUP sought to make in the next contract. The University proposed to notify the Association prior to installing or operating security cameras in classrooms and to allow the Association or a bargaining unit member to review any footage used to impose discipline.

OT-AAUP proposed updates to the following article of the contract:

• Notices of Appointment: OT-AAUP proposed language on when to provide notice to those on rolling contracts, and when terms and conditions other than the contract or notice of appointment will be considered.
   
• Sabbaticals: OT-AAUP proposed to keep one-term sabbatical pay at 85% of base salary , but to increase two-term sabbaticals from 75% to 80% and three-term sabbaticals from 60% to 75%.
   
• Working Conditions: OT-AAUP proposed making sections in the article for a bargaining unit member’s duty to report, ˿����Ƶ Tech’s duty to respond, and definitions to guide the parties in determining what is hazardous, dangerous, insecure, or dysfunctional assigned work or space.
   
• Benefits: OT-AAUP proposed minor language edits.
   
• Grievances: OT-AAUP sought to clarify that a grievance may claim that the procedural steps of an academic judgment were not followed, that the Association President or Grievance Officer may sign when a grievance is filed on behalf of multiple members or the Association, and that a grievance can be expanded when additional instances of the same violation occur or the grievant is retaliated against.
   
• Academic Program Review, Retrenchment, or Exigency: OT-AAUP proposed that the University meet with OT-AAUP and the Program Reduction and Elimination Committee (PREC), even when a program change does not result in any bargaining unit member losing employment. When a program change does result in a loss of employment, the Provost or appropriate College Dean would work with Faculty Senate and PREC to develop an implementation plan – but only after soliciting voluntary early retirement, voluntary reduction of FTE, and voluntary non-renewal of non-tenure track bargaining unit members with only one year of service. OT-AAUP also proposed changes to make it more difficult for the President to declare financial exigency and to extend assistance after layoff from one year to 27 months.

What’s next: The parties are set to continue negotiations at 2 p.m. on Thursday, June 5 at the main campus in Klamath Falls.

May 16 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Friday, May 16. They exchanged proposals on two topics.

The University proposed changes on:

• Academic Freedom: The University countered OT-AAUP’s proposal by agreeing to meet with a bargaining unit member about an administrator’s grade change but not permitting an appeal with the Student Conduct Review Commission.

OT-AAUP proposed updates to the following article of the contract:

• Compensation: OT-AAUP proposed a three-year economic package with raises effective at the start of the 2025-26 academic year. It proposed raises in three areas: equity, across-the-board and market adjustments.
  • Equity (2025-26 only):
    OT-AAUP proposed an adjustment to the base salary of 19 specific faculty members to address what it deems to be inversion and compression issues.
     
  • Across-the-board:
    OT-AAUP proposed across-the-board increases of 4% effective with the start of each of the next three academic years (2025-26, 2026-27 and 2027-28).
     
  • Market adjustments:
    OT-AAUP proposed that salaries for all bargaining unit members be raised to the 25th percentile benchmark in workforce data from the College and University Professional Association for Human Resources by the start of the 2027-28 academic year. The amount is based on a member’s department and rank and would be spread across 2025-26, 2026-27 and 2027-28.

Other compensation proposals from OT-AAUP include:

• A $59,000 salary minimum for all bargaining unit members, adjusted proportionately for 11- and 12-month faculty.
   
• Promotion raises equal to 10% of the bargaining unit member’s salary during the term they are awarded promotion or 10% of the average salaries across all bargaining unit members during the term promotion is awarded, whichever is greater.
   
• A request that bargaining unit members with five years of service since their terminal promotion receive $5,500 added to their base salary, every five years.
   
• Changes to the program director stipend from a student credit hour base to a per-student base. The stipend for 50 or fewer students would be $5,000, and more than 50 students would be $7,500.
   
• Changing the overload rate to be equivalent to the bargaining unit member’s salary, prorated for each instructional workload unit.
   
• Summer term compensation equal to 2.5% of the bargaining unit member’s base salary per instructional workload unit. Courses with 10 students or less, calculations prorated at 10% of the instructional workload per course per student at the start of summer term, with a minimum of 50% workload granted. For other summer term work, the hourly rate would be $60 per hour.
   
• A $2,500 stipend for faculty who take on certain roles such as Radiation Safety Officer, Faculty Athletics Rep, etc.
   
• A stipend for student advising based on the number of students advised.

What’s next: The parties are set to continue negotiations from 2 p.m. to 5 p.m. on Thursday, May 29 and from 9 a.m. to noon on Friday, May 30 at the main campus in Klamath Falls.

May 1 & 2:

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Thursday, May 1 and Friday, May 2. They exchanged proposals on six topics and reached tentative agreements on one, bringing the total tentative agreements to six.

Tentative agreement:

• Association Dues: OT-AAUP accepted the University’s proposal related to cancellation of dues when a member leaves the bargaining unit for another position in the University.

The University proposed changes on these other issues:

• Academic Freedom: The University held firm on its position that a bargaining unit member cannot inject material into a course that is not related to the course content. University representatives also rejected OT-AAUP’s proposed language that a bargaining unit member be consulted when a grade is being changed by someone other than the member. Instead, the University proposed that the bargaining unit member be informed of the change.
   
• Notices of Appointment: The University agreed to OT-AAUP’s concept of a rolling two-year notice of appointment for non-tenure track bargaining unit members, with the first year being a probationary year and the second serving as a corrective period. But the University wants to require that the bargaining unit member meet expectations in all categories of their annual performance evaluation and not have any disciplinary actions against them.
   
• Working Conditions: The University countered OT-AAUP’s proposal by moving certain language into the existing Section 2 of the article.
   
• Outside Activities: The University agreed with OT-AAUP’s request to move from a pre--approval to a notification process that is then reviewed to ensure all outside activities comply with all the University’s policies and ethics laws. The University also streamlined the process for that review.
   
• No Strike/No Lockout: The University countered OT-AAUP’s language by requiring a bargaining unit member to notify Human Resources if they intend to strike, so that the member does not lose access to work related systems and facilities.

OT-AAUP proposed updates to the following articles of the contract:

• Workload: OT-AAUP proposed significant changes to this article by seeking to: incorporate most of the Provost Workload Guidelines, decrease class minimums, streamline some administrative processes, delete the requirement to consider student needs in arranging and posting office hours, revamp the reallocation model, have an alternative student advising model, and rename non-tenure track rank.
   
• Academic Freedom: OT-AAUP proposed allowing bargaining unit members to meet about grade changes before they are made and to appeal them through the Student Conduct Review Commission.

What’s next: The parties are set to continue negotiations from 2 p.m. to 5 p.m. on Thursday, May 15 and from 9 a.m. to noon on Friday, May 16 at the main campus in Klamath Falls. 

April 17 & 18 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Thursday, April 17 and Friday, April 18. They exchanged proposals on 12 topics and reached tentative agreements on two of those, bringing the total tentative agreements to five.

Tentative agreements:

• Medical Imaging Technology (MIT) salaries: The parties agreed to increase the base salary of MIT Associate Professors to $74,000 annually and then apply a one-time base salary adjustment in the following amounts to MIT bargaining unit members:

These increases became effective April 1.

• Non-Discrimination: The parties updated the language to adhere to federal and state law.

The University proposed changes on these other issues:

• Academic Freedom: The University agreed to OT-AAUP’s language on protecting academic freedom in a changing political and technological landscape. The University countered OT-AAUP’s proposed changes by rejecting deletion of the prohibition on injecting matter into teaching and assessment that has no relation to the course. The University also rejected OT-AAUP’s language that would leave decisions about appealed grade changes to the faculty member.
   
• Management Rights: Following OT-AAUP’s proposal (noted below) that sought to restrict certain management rights already in the contract, the University proposed a package that sought to retain the current contract language in the Management Rights article in exchange for agreeing to OT-AAUP’s proposal in the Totality of the Agreement article (see below).
   
• Association Dues: The University countered OT-AAUP’s language related to cancellation of dues when a bargaining unit member leaves the bargaining unit to become a Chair. The University proposed expanding the language to include any member who leaves the bargaining unit for another position within the University, not limited to Chair.
   
• Sabbaticals: The University rejected OT-AAUP’s language that applied sabbaticals to non-tenure track bargaining unit members. The University agreed to OT-AAUP’s language seeking to modify the application process and to permit those on sabbatical leave to supplement their income.
   
• Grievances: The University countered OT-AAUP’s proposed language by agreeing that the matter being grieved does not need to have a direct adverse effect on the grievant. But it rejected language that allowed procedure and sufficiency of evidence to be grieved when the issue involves academic judgment. The University also agreed to OT-AAUP’s language related to a grievant’s right of self-representation at pre-arbitration steps of the process.
   
• Arbitration: The University countered OT-AAUP’s proposal by agreeing to an adjusted timeline for filing for arbitration, as well as which party strikes the first arbitrator on a panel. The University rejected OT-AAUP’s language on the location of a hearing and the arbitration of process around a matter of academic judgment. The University rejected OT-AAUP’s deletion of the opportunity to file a motion to dismiss ahead of the hearing and certain authorities of the arbitrator.
   
• Totality of Agreement: In a package proposal, the University said it would agree to OT-AAUP’s language, provided that OT-AAUP agreed to keep the current contract language in the Management Rights article.

OT-AAUP proposed updates to the following articles of the contract:

• Academic Freedom: OT-AAUP proposed to delete language that prohibited injection of issues or content not related to the course being taught. It also sought to add language to require consultation with the bargaining unit member if a student’s grade is going to be changed.
   
• Management Rights: OT-AAUP wants to restrict certain rights of management, such as determining conditions of employment, office space, and equipment to be used by bargaining unit members. OT-AAUP also rejected the University’s language that sought to have OT-AAUP unmistakably waive its right to bargain over those issues identified in the Management Rights article.
   
• Association Dues: OT-AAUP proposed language that related to cancellation of dues when a bargaining unit member leaves the bargaining unit to become a Chair.
   
• Notices of Appointment: OT-AAUP proposed allowing non-tenure track bargaining unit members to receive a two-year rolling notice of appointment, with the first year serving as a probationary period and the second as a corrective period. If the bargaining unit member corrects the concerns, then a new two-year rolling notice of appointment would be issued.
   
• Working Conditions: OT-AAUP wants to allow bargaining unit members to raise safety and security issues related to their assigned workspace.
   
• No Strike/No Lockout: OT-AAUP proposed language saying if a bargaining unit member is unable to perform their duties because equipment or facilities are unavailable during a strike, that bargaining unit member is not deemed to be on strike.
   
• Totality of Agreement: OT-AAUP proposed to allow negotiations during the term of the contract over issues that may not have been covered by the parties during their negotiations.
   
• Evaluation, Promotion, and Tenure: OT-AAUP wants to incorporate into the contract the policies and procedures related to evaluation, promotion, and tenure, and to preserve its right to make additions or deletions to those policies. OT-AAUP also proposed that it have a voting representative on President’s Council when changes are being considered on the policies and procedures related to evaluation, promotion, and tenure.

April 3 & 4 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Thursday, April 3 and Friday, April 4. They exchanged new proposals on eight topics and reached tentative agreements on two, bringing the total agreements to three.

The three articles with tentative agreements are: 

• Personnel Records
• Distribution of Agreement
• Notices and Communications

The University proposed changes on these other issues:

• Leaves: The University agreed to new language related to inclement weather and rejected a new leave category OT-AAUP proposed entitled “Promotion Related Career Development Paid Leave.” However, the University’s representatives said they are still considering whether to agree to such language in another article. The University made other adjustments to conform with laws that have changed in the past two years.
   
• Severability: The University countered OT-AAUP’s initial proposal with minor changes.
   
• No Strike/No Lockout: The University rejected OT-AAUP’s request to allow picketing during negotiations and added that the picketing ban would apply when the parties are in impact bargaining during the term of the Agreement. The University’s representatives also explained why they would like to retain language on what is not considered a lockout.
   
• Disciplinary Procedures: The University agreed with OT-AAUP on when to inform faculty members under investigation of their right to union representation. But it countered other proposed changes to disciplinary procedures by clearly stating when it must follow certain federal & state laws first. The University also rejected OT-AAUP’s proposal to give faculty members under investigation certain rights that are not entirely consistent with laws.
   
• Association Dues: The University and OT-AAUP are mostly in agreement on the changes in this article, except the University wants to revise language about when OT-AAUP would hold it harmless for errors in dues deductions.

OT-AAUP proposed updates to the following articles of the contract:

• Grievances: OT-AAUP agreed to most of the University’s language on an informal and formal process for grievances, as well as changing the timeline to calendar days. OT-AAUP proposed further changes to the procedural aspects of a grievance, including, among other things, when a grievance can be expanded after it is filed.
   
• Arbitration: OT-AAUP proposed changes related to when to file for arbitration, how an arbitrator is selected, where and how an arbitration occurs, an arbitrator’s authority, and fee payment when an arbitration is withdrawn.
   
• Professional Development: OT-AAUP proposed to move away from a pool of money and instead give each individual faculty member a professional development account. OT-AAUP proposed that each faculty member receive $3,000 each year for, among other things, conference fees and travel, acquisition of specialized equipment, and relevant training and continuing education opportunities.

Medical Imaging Technology salary update: Before spring break, OT-AAUP provided a counter to the University’s proposal to increase base salaries in the Medical Imaging Technology department starting in spring term. OT-AAUP’s counter sought to address potential issues of inversion (when a long-term employee earns less than an employee with less years of service) and compression (when long-term and newer employees earn approximately the same) by raising salaries to a set minimum based on rank, then applying a one-time increase to each faculty member by rank. The University responded that it was likely not interested in set minimums but would respond this week.

What’s next: The parties are set to continue negotiations from 2 p.m. to 5 p.m. on Thursday, April 17 and from 9 a.m. to noon on Friday, April 18 at the Portland-Metro campus in Wilsonville.

March 13 & 14 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and the University met on Thursday, March 13 and Friday, March 14 to exchange proposals on nine topics.

The University proposed one significant, immediate change:

The University wants to increase base annual salaries in the Medical Imaging Technology department starting in spring term to help recruit and retain faculty. Based on market data from CUPA-HR – a recognized university human resources organization – the University proposed adding the following amounts to the annual salaries of MIT bargaining unit members:

The University hopes OT-AAUP can agree to this proposal immediately so it can take effect with the spring term.

Additionally, the University is working on a potential proposal to provide bonuses to MIT faculty who teach in-person lecture and laboratory classes. The bonuses would be tied to the year-over-year increase of student credit hours in those classes, in recognition of the high student demand for in-person, hands-on, experience-based MIT courses.

The University also proposed changes on these other issues:

• Association Dues: The University agreed to most of OT-AAUP's changes but also wants to notify bargaining unit members who choose to cancel their dues that OT-AAUP must approve their cancellation before the University can stop collecting dues from their paycheck.
   
• Notices of Appointment: The University compromised about when notices of non-renewal are provided, and both sides had a very good and involved discussion about the duration of each faculty appointment. OT-AAUP stated that annual appointments are not attractive for recruitment and retainment, and they proposed linking the duration to each faculty member’s rank and tenure status. The University rejected that proposal but discussed other ways to address the issue, such as with rolling contracts.
   
• Totality of the Agreement: The University rejected OT-AAUP’s proposal and wants the current contract language to remain through the next agreement.
   
• Non-Discrimination: The University responded to OT-AAUP's proposal by stating it would include as protected classes those identified by state and federal law.

OT-AAUP proposed updates to the following four sections of the contract:

• Academic Freedom: OT-AAUP proposed additional language regarding their duties and obligations. They also proposed language that would allow only the bargaining unit member to make any changes to a student’s grade.
   
• Personnel Records: OT-AAUP agreed to some of the University’s proposed language on what is contained in members’ employment and academic files. They also proposed that employees be able to inspect these files at their primary work location.
   
• Leaves: OT-AAUP countered the University’s changes by proposing a change to the way that sick leave is accrued for part-time faculty. The proposal also included language for Paid Leave ˿����Ƶ and a clarification regarding family medical leaves to provide faculty with discretion to use other accrued leaves during the absence. The counter proposal also asked for two additional leave categories: one for “Promotion Related Career Development Paid Leave” and new language for a process related to inclement weather and other campus closures.
   
• No Strike, No Lockout: OT-AAUP proposed changes that would permit picketing during the negotiations and clarify lockout language.
   
• Security Cameras: Regarding the recent Security Camera Policy (OIT-030-008), OT-AAUP proposed, among other things, that it have a seat on the Security Technology Committee. It also proposed language around use of the camera footage in the disciplinary process and prevention of camera placement in areas where bargaining unit employees perform their core job duties and/or have privacy or academic freedom interests.
   
• Association Dues: OT-AAUP accepted most of the University’s language and clarified language related to when it would hold the University harmless for errors in dues deductions.

What’s next: The bargaining teams will continue to exchange proposals on the non-economic parts of the contract during their next bargaining session, which is from 2 p.m. to 5 p.m. on Thursday, April 3 and 9 a.m. to noon on Friday, April 4 in Klamath Falls.

February 13 Session

What happened: Representatives of the ˿����Ƶ Tech chapter of the American Association of University Professors (OT-AAUP) and ˿����Ƶ Tech met on Thursday, Feb. 13 to exchange proposals on eight topics. They completed their session on the first day and did not need to meet on Friday, Feb. 14.

˿����Ƶ Tech proposed changes on these three issues:

· Grievance Process: The University wants to change the language in the timeline from “business days” to “calendar days” for consistency with the rest of the agreement.

· Notices and Communication: To streamline communications, the University proposed sending all notifications only by email, eliminating a requirement to a mail paper copy in some circumstances.

· Personnel Records: The University specified which faculty records are held in employment personnel files in HR and which records are kept in academic personnel files in the Provost’s Office. The University also proposed to keep a copy of the Faculty Objective Plan (FOP), which sets individual goals for the year, in the academic personnel file.

OT-AAUP proposed updates to the following five sections of the contract:

· Management Rights: OT-AAUP proposed to limit the rights that ˿����Ƶ Tech could exercise if the contract included provisions related to those rights.

· Association Dues: OT-AAUP wants to keep to the current contract language about when dues are stopped if a member cancels their membership. ˿����Ƶ Tech wants to stop collecting dues from a member’s paycheck on the first of the month after a member requests cancellation and OT-AAUP wants it to be only after OT-AAUP decides, not the member.

· Notices of Appointment: OT-AAUP asked that the duration of one’s appointment be determined by rank and tenure status, thereby establishing timeframes for each rank. In addition, OT-AAUP would like to notify non-tenure track faculty in January if the University is not renewing their contract. ˿����Ƶ Tech wants to send the non-renewal notice to them in April.

· Sabbaticals: OT-AAUP proposed expanding sabbatical leave to include non-tenure track faculty who are promoted. The current contract only offers sabbaticals to tenured faculty. OT-AAUP also wants to increase the salary level for sabbaticals from 85% to 100% for one term, 75% to 80% for two terms, and 60% to 75% for three terms.

· Totality of the Agreement: OT-AAUP’s proposal seeks to ensure they do not have to return to bargaining over any part of the agreement during the full term of the contract.

What’s next: The bargaining teams will continue to exchange proposals on the non-economic parts of the contract. Their goal is to present all initial non-economic proposals by March 14.

Next Bargaining Session

The parties plan to meet next from 2 p.m. to 5 p.m. on Thursday, Feb. 27 and 9 a.m. to noon on Friday, Feb. 28 with the main location set for Klamath Falls.