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.