2021-2025 Unit 7 Contract Now Available

The 2021-2025 Unit 7 contract has been printed and will be mailed to all UHPA members to their private residences starting next week.  If you donʻt receive your hard copy of the 2021-2025 Unit 7 contract within the next couple of weeks, please contact UHPA at 808-593-2157 (Ext. 221) or email UHPA at feedback@uhpa.org.

For UHPA members and non-members, an electronic version of the 2021-2025 Unit 7 contract is now available on the UHPA website with members having access to a searchable PDF version.

The UHPA Negotiating Team thanks all of you for your overwhelming support during this recent negotiations.

In Solidarity.

Recent Supreme Court Rulings: Hard-Hitting Reminders to Vote

The recent U.S. Supreme Court rulings regarding women’s reproductive rights and gun control have stirred a range of emotions across the nation.

In a historic and unprecedented decision Roe v. Wade has now been overturned by the U.S. Supreme Court and a woman’s right to seek an abortion is no longer a federal constitutional right. Who would have thought a constitutional right that has existed for women the past 50 years would be immediately swept away?

Nothing is Sacrosanct

The overturning of Roe v. Wade sets a dangerous precedent. There are already discussions about setbacks on the horizon with plans for the U.S. Supreme Court to revisit rulings on rights relating to access to contraceptives, LGBTQ+ rights, same-sex marriages, etc.  

The U.S. Supreme Court, now controlled by a majority of right-wing judges, appears to be not stopping only at social issues. It has already begun to prohibit gun control laws in such states as New York, claiming that any law that attempts to provide some measure of public safety is inconsistent with the historical intent of the Constitution over the right to bear arms, as stated in the Second Amendment.

Dystopian America

There is a gnawing question among those who feel they are in a dystopian movie: how can all of this be happening in America? There is a sense of incredulity and resignation.

 
It’s easy to get caught up in all the vitriol, but there is also an inner desire to find deeper meaning and purpose in all of this as a form of consolation. If there is one important lesson we can extract from these recent decisions is this: We must own the responsibility of what we’re experiencing and whom we put into office. Elections are a serious matter and the only way to make our voices heard. 

Owning Our Future

It is clearly evident that those whom we put in office, starting at the top with our U.S president, can alter our lives, our childrens’ lives, and the lives of future generations to come. Those in office can set into motion decisions that have serious impacts and consequences on individual rights that will continue long after they have left office. They have the power and authority to appoint justices that can upend long-standing laws seemingly overnight.  Our fate and our future rests in their hands as they redefine society and direct us to abide by their new rules. 

Upholding Our State Constitution 

In Hawaii, there may also be a sense of complacency as the Dobbs v. Jackson Women’s Health Organization decision is not expected to have any impact on state law.  At least for now. 

We need to prepare and seriously focus on our upcoming state elections this year and recognize the Supreme Court’s rulings and the power they hold as a cautionary tale. Voter apathy has no place in this scary new world. We must engage, participate, and make our voices heard and votes count. Otherwise, one day we could be facing unprecedented and surprising challenges to our own state constitutional rights here in our State where we call home.

Details of State’s Offer to Faculty

Offer Highlights

UHPA members have an opportunity to vote on new terms proposed for our current contract.

  • Immediate one-time, lump-sum bonus of 1% of annual base pay, retroactive to June 30, 2021.
  • Increases salaries by 14.35% compounded over the three years, not including the one-time 1% bonus.
  • A reopener for Employer EUTF contributions for FY 2023-2024 and FY 2024-2025.
  • Extends the existing contract from two years to four years, expiring in June 2025 instead of June 2023.
  • This offer was unanimously approved by UHPA’s Board of Directors on 4/2/22

Offer Details

The following offer by the Employer (i.e. Governor, UH President, and Board of Regents) has been presented to Unit 7 Faculty in mid-term bargaining for consideration to extend the current Unit 7 Collective Bargaining Agreement (July 1, 2021 – June 30, 2023) from a two (2) year contract to a four (4) year contract (July 1, 2021 – June 30, 2025).  In exchange, the Employer is offering:

1% Payment on July 1, 2021

  • A lump sum payment of 1% for all Unit 7 Faculty who were employed in a BU-7 position as of June 30, 2021 and continued to be employed as of July 1, 2021 based on their June 30, 2021 annual base pay.

3.72% Increase on July 1, 2022

  • A 3.72% pay increase on July 1, 2022 on the base salary for all Unit 7 Faculty across the board under Article XXI, Salaries, Paragraph B. Salary Adjustments.
  • A 3.72% pay increase on July 1, 2022 to the Minimum Salaries for nine (9) and eleven (11) month Unit 7 employees in Ranks 2, 3, 4 & 5 under Article XXI, Salaries, Paragraph A. Minimum Salaries.
  • A 3.72% pay increase on July 1, 2022 to the Lecturer Fee Schedule for Start of Fall 2022 Semester in the Rate Per Credit Hour of Instruction or Equivalency for Steps A, B, and C under Article XXI, Salaries, Paragraph D. Lecturer Fee Schedule. 

5% Increase on July 1, 2023

  • A 5% pay increase on July 1, 2023 on the base salary for all Unit 7 Faculty across the board under Article XXI, Salaries, Paragraph B. Salary Adjustments.
  • A 5% pay increase on July 1, 2023 to the Minimum Salaries for nine (9) and eleven (11) month Unit 7 employees in Ranks 2, 3, 4 & 5 under Article XXI, Salaries, Paragraph A. Minimum Salaries.
  • A 5% pay increase on July 1, 2023 to the Lecturer Fee Schedule for Start of Fall 2023 Semester in the Rate Per Credit Hour of Instruction or Equivalency for Steps A, B, and C under Article XXI, Salaries, Paragraph D. Lecturer Fee Schedule. 

5% Increase on July 1, 2024

  • A 5% pay increase on July 1, 2024 on the base salary for all Unit 7 Faculty across the board under Article XXI, Salaries, Paragraph B. Salary Adjustments.
  • A 5% pay increase on July 1, 2024 to the Minimum Salaries for nine (9) and eleven (11) month Unit 7 employees in Ranks 2, 3, 4 & 5 under Article XXI, Salaries, Paragraph A. Minimum Salaries.
  • A 5% pay increase on July 1, 2024 to the Lecturer Fee Schedule for Start of Fall 2024 Semester in the Rate Per Credit Hour of Instruction or Equivalency for Steps A, B, and C under Article XXI, Salaries, Paragraph D. Lecturer Fee Schedule. 

Examples of Impact on Salary

The overall proposed salary increases minus the 1% bonus equals 14.35% compounded over the next three (3) years.  For example:

$100,000.00 annual base salary as of June 30, 2022

$103,720.00 annual base salary as of July 1, 2022 (e.g. $100,000.00 x 1.0372%)

$108,906.00 annual base salary as of July 1, 2023 (e.g. $103,720.00 x 1.05%)

$114,351.30 annual base salary as of July 1, 2024 (e.g. $108,906.00 x 1.05%)

The Duration under Article XXX, Duration of the Unit 7 Agreement, will be extended to June 30, 2025.  In addition, the Employer is proposing a reopener over Employer contributions to the Hawaii Employer-Union Health Benefits Trust Fund (EUTF) under Article XXII since the plan rates for FY 2023-2024 and FY 2024-2025 have not been established by the EUTF Board of Trustees.

The Mid-Term vs. Successor Bargaining Difference 

Rejecting this offer in mid-term bargaining will result in the existing 2021-2023 Unit 7 contract (which has no pay raises) to remain in effect until June 30, 2023.  This differs from the normal successor bargaining process wherein a rejection of an offer means there is no contract in effect after the expiration date and faculty would have the right to strike. 

The Ratification is Only For This Offer

This ratification is solely to consider the Employer’s offer to extend the current Unit 7 Agreement for another two years to June 30, 2025 in exchange for: 

1) a 1% lump sum payment for FY 2021; 

2) salary increases over FYs 2022-2025 totalling 14.35% compounded; and 

3) a reopener for Employer EUTF contributions for FY 2023-2024 and FY 2024-2025.  

Again, this is not a vote over a successor contract.

What if the Faculty Rejects This Offer?

If the Employer’s proposal to extend the contract to June 30, 2025 with the financial offers noted above is rejected, there are no further negotiations and/or bargaining obligations on the Employer and negotiations must wait until the next round of successor bargaining in 2023 – with no retroactive pay increase for FYs 2021-2023 and no guarantee on increasing existing wages beyond June 30, 2023.

Faculty Ratification Vote Coming This Week On State Financial Offer

Coming To Your Inbox This Week

On Saturday April 2, 2022, UHPA’s Board of Directors approved to send to the Faculty a financial offer from the State for review and consideration. The next step is a Faculty ratification vote. More information will be coming Tuesday to your inbox and the vote will take place later this week.  

Watch for the State’s Financial Offer for Faculty

In March 2020, the pandemic immediately changed our lives and our State’s economy was sent into an unprecedented downward spiral. So much so that in April and May 2020, the leaders of the public sector unions were asked to meet with the Governor and his representatives to discuss the possible unilateral implementation of 20% pay cuts for all public sector employees, including faculty, in order to deal with the economic downturn and looming budgetary crisis.

2020: A Challenging Year

You may recall that 2020 was a tumultuous year for all public sector employees, characterized by the ambiguity of our leaders sending mixed messages about our on again-off again pay cuts, furloughs, layoffs/retrenchment, etc. During this time, there was no formal negotiation or consultation with UHPA to collaboratively find solutions to deal with the State’s budgetary deficits. UHPA pointed out that on top of unilateral implementation of furloughs violating our existing faculty contract and challenging its constitutionality, cutting salaries and wages of public sector employees will only hurt the State’s economic recovery.

The pandemic dragged on and in late 2020, after nine months of uncertainty, the State presented a formal offer in successor bargaining to be effective July 1, 2021. The State’s initial proposal was for Unit 7 Faculty to take a 9.3% pay cut over the next four years to June 30, 2025. The UHPA Negotiations Committee challenged and countered the Employer’s position and worked tirelessly to protect and ensure the financial stability for its members and reluctantly agreed to a two year contract with no pay increases through June 30, 2023. At the time, it was a reasonable concession to avoid and prevent the Employer from implementing more drastic actions such as furloughs or layoffs/retrenchment that would have impacted the quality of instruction and the livelihoods of all Faculty members. 

A New Time, A New Financial Offer

Fast forward to today: the State coffers are now flush with cash due to the infusion of Federal stimulus funds and the State’s economy making an incredible turnaround sooner than expected. As a result, UHPA was approached by the State’s Chief Negotiator, Ryker Wada, with the full support of Governor Ige, to see if UHPA was open to enter into off-the-record mid-term bargaining to extend the current Unit 7 Agreement along with a proposed financial offer from the State. After several months of bargaining, the State proposed a final financial package similar to what was agreed to with the other bargaining units who had wage reopeners in their agreement. (Other unions, which negotiated a reopener for the second year of their contracts, are receiving some much needed financial offers from the State.)

UHPA Board Supports Proposal

Late last week, the UHPA Negotiating Committee thoroughly reviewed and analyzed the State’s financial offer to extend the duration of the Unit 7 Agreement. They voted in support of the State’s financial offer and recommended that it be sent to the UHPA Board of Directors for the Board’s review and consideration. On Saturday, April 2nd the UHPA Board of Directors unanimously agreed to accept the State’s financial offer and to submit the proposal to the Faculty for consideration with a recommendation to approve.

Ratification Voting Period Begins This Wednesday

Be on the lookout, Tuesday, April 5th, for the details on the financial offer to extend the current Unit 7 Agreement from June 30, 2023 to June 30, 2025. Ratification of the financial offer will commence at 12:00 p.m. noon on Wednesday, April 6th, and shall conclude at 12:00 p.m. noon Friday, April 8th. UHPA plans to release the results of the ratification later that afternoon.

Joint Statement Issued On Workload Policies

Joint Statement of the University of Hawai‘i (UH) and the University of Hawai‘i Professional Assembly (UHPA) on systemwide guidance for the promulgation of workload policies and workload assignments.

February 22, 2022

As a result of a UHPA Class Grievance filed on April 30, 2019 challenging the process used to make revisions to a workload policy by a particular college at one of the UH’s four (4) year campus, the Vice President of Academic Strategy at the time wanted to make sure no similar violations occurred across the UH System. Thus, a memorandum was issued on September 26, 2019 that suspended all proposed revisions and updates to workload policies at all four (4) year campuses and that campuses were advised to maintain “status quo” by utilizing their current workload policies in effect.  

During the interim, the UH and UHPA entered into lengthy discussions over the specific workload policy in question as well as the broader issues of workload policies at all four (4) year campuses. The focus of these discussions surrounded the parties’ intent and purpose in negotiating and agreeing to the language covered under Article IV, Faculty Professional Responsibilities and Workload. The outcome of these conversations led to an agreement over workload policy guidelines that adhere to the intent of Article IV, Faculty Professional Responsibilities and Workload. Furthermore, these guidelines should be used for future revisions for all four (4) year campuses’ departments, colleges, units, or programs in the revisions to or development of workload policies.

This joint statement put forth by UH and UHPA is to provide the University of Hawai‘i community at all four (4) year campuses with guidance for how to move forward with any revisions or development of workload policies.

As a matter of definition, UHPA and UH agree to the following:

Workload Policy

Workload expectations are outlined in RP 9.214 and defined as 24-credit hours per academic year or the equivalent for all four (4) year UH campuses including UH Manoa (UHM), UH Hilo (UHH) and UH West O’ahu (UHWO). The current policy acknowledges that a faculty workload constitutes a combination of teaching, service, and research depending upon the mission of the campus. Each campus has substantial variations in the level of detail regarding how this general policy is operationalized. Some give details on equivalencies. For example, UHM’s College of Engineering mentions an absolute instructional count of 2/1; JABSOM mentions that research time beyond that normally allocated needs to be externally funded; UHM Computer Science provides explicit calculations of equivalencies; UHH is silent on matters of external funding, gives some equivalencies, and quotes the contract on overall distribution; UHWO focuses primarily on equivalencies with an FAQ that addresses contract matters.

In policy, equivalencies are discussed because not all faculty workload can be framed in terms of traditional instruction. However, the policy provides the scope of workload – a combination of teaching, scholarship, and service.

Workload Assignment

the workload assignment is the distribution of necessary work for the operation of the department as identified by the Chair in consultation with the faculty pursuant to the contractual requirements set forth under Article IV, Faculty Professional Responsibilities and Workload, paragraph B.3 of the Unit 7 Agreement. The teaching workload assignment can vary depending upon an individual faculty member’s research productivity, service obligations, and campus or college. Additional duties beyond teaching can be subtracted as an equivalency from the 24-credit hour per academic year teaching requirement in policy for each of UH’s 4-year campuses.

Workload Equivalency

Each campus has authority to define and develop teaching equivalencies aligned with research and service requirements suitable for their campus mission and purpose and in consultation with the faculty. Thus, credit hours are used as a mechanism for quantifying the less quantifiable work faculty complete – teaching outside the traditional 3-credit instructional class, research and service. Any discussion of workload equivalencies must be held in conjunction with the faculty in the context of existing policy and subject to campus oversight.

Such Workload assignments should be produced using the following guidelines:

  1. All workload policies governing faculty must adhere to all contractual requirements under Article IV, Faculty Professional Responsibilities and Workload, as well as, the requirements under RP 9.214. Article IV, B.3, specifically references RP 9.214 and its application in determining a faculty member’s instructional workload at each of UH’s 4 -year campuses as 24 semester credit hours per academic year.
  2. While the overall workload is set by policy and each faculty member’s workload assignment shall be determined in accordance with Article IV of the Unit 7 Agreement, the workload shall be managed within each department/division by the Department/Academic Chair. The Chair is determined by the procedures covered under Article XXIII, Appointment, Duties and Compensation for Academic Chairs. 
  3. The Department/Academic Chair has the contractual authority and primary responsibility in making the determination over workload assignments in consultation with the affected faculty pursuant to Article IV of the Unit 7 Agreement.
  4. Deans and Directors are responsible for reviewing all workload assignments to ensure that the operational needs of their School/College are being met. If not, Deans and Directors have the authority and responsibility to have the Department/Academic Chair address any specific issues identified.
  5. All Department/Division workload assignments and equivalencies are to be determined and developed by the respective Department/Division faculty. Prior to adoption, workload assignments and equivalencies are to be reviewed both at the School/College level by Deans/Directors and/or at the Campus level by Provost/Vice-Chancellors to ensure they meet operational needs. 
  6. Deans and Directors shall work with the respective Department/ Academic Chair to address any specific issues/concerns related to any individual faculty member’s workload assignment.
  7. The balance between research, service, and other professional components and duties cannot and shall not be defined by any systemwide standard or metric since they are unique to each discipline within each department/division. All parties acknowledge that the variable missions of each 4-year campus means that there are different considerations for teaching and research. Additionally, it is acknowledged that Community Colleges do not have a research requirement.
  8. It is agreed and recognized that Deans and Directors shall not use workload assignments to monitor and evaluate faculty performance since workload assignments are designed to be solely managed within the department by faculty themselves. However, Deans and Directors have the authority and responsibility to work with the respective Department/Academic Chair to address any performance issues identified. Faculty performance is subject to review through existing review processes and faculty must be able to demonstrate they meet the 24-credit hour per academic year workload established in policy in workload assignment.
  9. As described in RP 9.214, “Teaching remains the most important duty of its faculty.” RP 9.214 offers 24- credit hours per academic year as the standard 4-year campus’ instructional workload for full-time instructional faculty. Under RP 9.214 and Article IV of the Unit 7 Agreement, equivalencies, including but not limited to, teaching, research, specialized educational services, and community services are all considered and calculated within the context of this credit hour framework. We agree that the starting point for instructional workload is the 24-credit hour calculation. We agree that how additional equivalencies are calculated will vary by campus, college, and unit. Each campus determines the instructional time for its faculty and so the determination is not inflexible. However, concerns may be raised or may become an issue if a faculty member’s instructional workload is reduced to zero given the importance of teaching to the University system.