PSUFA Members,

We are picking up some momentum in bargaining and the persistence of our membership and bargaining team is resulting in more serious proposals from management.

Most of PSU’s and PSUFA’s interests around bargaining topics this season have been outlined. We can expect that proposals will be exchanged from here on out in most of our future sessions. Even though our Thursday, June 29, was short, we covered a variety of topics. Here is a recap:

Topics Addressed:

  • Independent Study

  • Union Duties 

  • Bargaining Release 

  • COLA

  • Minimum Rates 

  • Length of Service Increases. 

We began with PSU presenting on what it believes to be a fair counter proposal to PSUFA’s proposal on Independent Study. PSU suggested an increase to the rate in which independent studies are paid. This marks a shift in PSU’s tone concerning independent study. As you may recall, PSU’s first interest statement outlined that they did not intend to increase any compensation for independent studies. What was heard around the table was that independent studies didn’t make for good economics for Portland State University. We gladly welcome this shift in approach, because we know that independent studies are one way in which PSU offers additional academic support to our student body.

Currently adjuncts are paid a dismal flat rate of $50.00 per credit for an independent study, PSU is proposing that adjuncts be paid $153.00 for a 1-credit independent study. In PSU’s proposal, if you teach more than 1 credit, your compensation for that independent study will incrementally raise at approximately $77.00 dollars per every additional credit taught.

The chart PSU provided with their proposal is below:

 

While a step in the right direction, this proposal leaves our unit with some important questions. 

PSU did note that they were factoring that 1 hr of independent study equates to 6 hrs of work for our faculty. PSUFA believes 6 hours is a gross underestimation of hours needed to serve our students participating in independent studies. Also, what happens when a faculty member takes on more than one student per an independent study? Do the hours accounted for go up? And in turn, shouldn’t our compensation? PSUFA is drafting a counter proposal to address these questions and concerns, so more information on this issue to come.

Moving forward, PSUFA brought to the table a first proposal on Union Duties. PSUFA’s argument centered around parity—we want to be valued and compensated the same as our full-time counterparts. It's a simple logic to follow, and it seems like a great place for the university to stand. In asking for pay parity, PSUFA asked that our union compensation be equal to that of a full-time faculty member.  In PSUFA’s proposal, the University and the Union would agree that a pool of up to $72,000 per fiscal year will be available for the purpose of union duties. We will check back in with the administration's response.

Next up, PSU countered PSUFA’s proposal concerning Bargaining Release. PSU came forward and offered a fair counter proposal on this issue, upping the current bargaining release time for contract negotiations from the current 2 credit hours of compensation to 4 hours. We are thrilled that PSU recognized the need here for more compensation, as bargaining takes months and months of prep and work and most of it as it stands now is severely underpaid.

The issue most pressing and the issue that most of our members are greatly affected by was left until the end of our session. Drumroll please… PSU presented an amended proposal on Cost of Living increases, and adjustments to the minimum pay rate. We also heard from PSU a conceptual framework in which they were considering length of service increases.

PSU’s initial proposal on COLA and minimum rates was unconscionable, and in no way addressed the pressing financial precarity that our workforce experiences. On Thursday, PSU’s tone was remarkably different. Thank you for showing up, the stories you all are sharing are impacting these bargaining sessions. PSU presented a 6% cost of living increase for Year 1, and a 2% pay raise to the minimum salary. Check out the chart below for a breakdown:

 

As it stands now we are witnessing movement from PSU’s team but not nearly enough. Looking at our data, these gains would only amount to a 0.2% increase overall for our members. PSU continues to argue that our work as educators equates to 83% percent of what a full-time faculty member does. Not only is this untrue, it shows a lack of knowledge on the part of the administration in knowing what work is actually being done at the ground level in our classrooms. We are currently being paid at a higher equivalent than what PSU is offering in this proposal. We will continue to inform the administration on what our jobs entail in terms of service to the university and argue for a more just equivalence in terms of minimum rate. In terms of COLA, we will accept no less than 10% raise to adjust for inflation.

During COVID, our bargaining unit opted for a 1% COLA in good faith. It is time for the university to pay it forward and give back to the people who lended an extra hand during difficult times. We don't just deserve this cost of living increase, it is absolutely vital for our workforce to thrive.

On our last note of the day, PSU proposed a conceptual framework for Length of Service increases for our people who have demonstrated a longstanding commitment to the university. PSU proposed 2 one-time payments to an adjunct faculty member who has committed at least 7 years of service to the university. A larger bonus would be implemented for those individuals who have worked over 12 years. The first payment would arrive in the winter term of 2023 and another would arrive the following year for those who qualify. The amounts are still to be determined, as the university did not hint at any particular figures. We are currently working out numbers and spending time looking into how these bonuses are to have the most impact on our people. Something to note: the university intends that these payments would inevitably be replaced by a more comprehensive length of service plan to be discussed at our full economic reopener in 2 years time. We have a lot of thoughts on how this “bridge” should work and we will be expressing those ideas in our upcoming session on July 7th from 12:00PM to 5:00PM. Please join in, it is important for the university to see who they are serving with these increases.

In solidarity,
Your PSUFA bargaining team, 2023

Reminder: Our next bargaining sessions are Friday, July 7; Friday, July 14; Wednesday, July 19 (Zoom only); and Friday, July 28. RSVP here and please come in person if you can! Packing the room is one of the best tools we have to bring us wins and improve faculty working conditions and student learning conditions.

Bargaining Picnic — This Sunday (July 9th)!

Thank you, PSUFA members! Your agitation and engagement in the bargaining process is working and we are seeing small but significant successes at the bargaining table as described above.

Come celebrate our successes at the PSUFA picnic this Sunday, July 9th from 1:00 to 3:00PM in Irving Park (707 NE Fremont; gather in the SE side of the park near the baseball field).

Meet fellow adjuncts and build relationships with your co-workers. Deep and meaningful connections help us create transformative change at the bargaining table and beyond!

Light fare provided. And we’re planning on having a bargaining piñata made by our fierce bargaining team member, Brittney Connelly! Please bring a blanket or chair. Families/partners welcome. Please RSVP here so we have an accurate count for food: https://forms.gle/AkfiSJsh69pxhvv79