BARGAINING UPDATE
Letter to membership from Barbara Bowen
May 19, 2008
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printer friendly versionDear PSC Colleagues: After contract protests on a dozen campuses and a PSC demonstration at the April Board of Trustees meeting, CUNY representatives came to the table with an economic offer on Monday, May 12. They were joined at the bargaining session by the New York City Labor Commissioner and other City representatives. CUNY’s initial economic offer is for a 37-month contract with increases of 3.15%, 3% and 3%, plus an additional 2% to address other economic needs, and a $50 per capita increase to Welfare Fund contributions.
In proposing the 2% for additional economic needs, CUNY’s representatives acknowledged that the PSC has identified several additional needs for this round of bargaining. They also cited management demands for “performance pay” and for the introduction of a new full-time faculty position in certain fields—a “clinical professor.” Management’s representatives made no mention of their demands (still on the table) to eliminate salary steps, reduce job security for HEO employees, or remove department chairs from the bargaining unit.
I want to stress that CUNY’s offer—which is more than eight months overdue—represents the beginning of the economic discussion. Much more discussion will follow, and already in the week since the offer was made, an accelerated schedule of informal meetings has begun. Given the worsening economic climate, however, the PSC bargaining team is concerned about CUNY’s long delay in coming to the table with money. But now that the economic discussion has begun, we are prepared to work around the clock to reach a settlement. Your pressure was essential in moving these negotiations forward and defining the major issues. It will continue to be important as we work to bring the talks to a close.
While CUNY’s initial economic proposal is a serious offer, it falls dramatically short of the amount needed to lift salaries to an acceptable level and address other critical issues. CUNY cannot wait to address the growing salary crisis. The gap between our salaries and salaries at comparable institutions has been growing for thirty years; it has reached the point where it must be addressed now if CUNY is to remain at all competitive nationally. Increases near the level of inflation will not begin to close the 20% salary gap separating CUNY and other comparable public universities.
Speaking for the union negotiating team, I responded to management’s offer by stressing the need to add value to the economic package. CUNY’s failure to provide competitive salaries is tearing the University apart. Untenured faculty are leaving for better jobs, senior scholars are being recruited elsewhere, and top candidates for CUNY positions are turning CUNY down. The future of the University is at stake. The union is aware of current economic conditions, but a salary offer of this size signals a lack of commitment to that future. CUNY has made sure that Chancellor Goldstein’s salary remains competitive, increasing it by 58% since 2003. Our salaries must also increase.
At the bargaining table, we engaged CUNY’s representatives in a discussion of enhancing the value of the economic package and affirmed our willingness to work with management to rebuild CUNY salaries.
The union began this round of bargaining by identifying our collective priorities for this phase of contract negotiations and announcing them at our October 2007 mass meeting. We addressed those priorities—starting with salaries—at the May 12 session. CUNY management’s offer suggested that they had heard our message about the importance of several issues beyond salary. Speaking for the union, I emphasized the urgency of raising the value of the top salary step in every title and every rank; of providing paid family leave; and of offering health insurance to the many instructional staff members at CUNY who are uninsured or underinsured. We discussed the need for stable health insurance for eligible adjuncts, and both sides acknowledged that progress is being made on health insurance for graduate employees through other avenues.
While the union challenged several economic features of the offer and raised a number of technical questions, we also called on management to respond to the demand for adjunct job security. It is not acceptable—either pedagogically or ethically—for CUNY to go on treating half the faculty as if they were disposable. An adjunct can teach at CUNY for fifteen years, contribute profoundly to students’ CUNY experience, and then be told on a moment’s notice that he or she is no longer needed. CUNY survived two decades of budget slashing by hiring a part-time labor force paid a fraction of full-time salaries. It is unfair and unbecoming of a university to turn its back on that labor force whenever the opportunity arises.
The union also objected to the concept of “performance pay.” One-time awards of money, not added into base pay and given at the discretion of the college president, are no substitute for true salary increases. We need real salary increases, not fake ones. A similar provision, the “Performance Excellence Award,” was included in the 1996-2000 contract; it was roundly rejected by members and not continued in later contracts. The PSC urged management to concentrate on across-the-board increases and raises to the top steps of all ranks rather than illusory and divisive proposals for “performance pay.”
In the week since the May 12 session, the two sides have met in several smaller, informal meetings with the goal of making real progress. The union remains open to hearing further details of management’s proposals, but we are committed to the priorities our members have articulated.
It was clear even from this initial economic session that our priorities have been heard, but unless the economic offer is expanded, CUNY will put a whole generation of faculty, staff—and students—at risk. We may need to call on you in the coming days and weeks to support the work of the bargaining team. Do not underestimate the power we have when we speak and act together. Stay in touch with the union even if you are going away for all or part of the summer, by reading This Week in the PSC and checking the union website. Thank you for the support you have shown so far, and do not hesitate to contact me if you have questions or comments.
In solidarity,
Barbara Bowen
President
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