If UFF-UF is decertified and we lose our Collective Bargaining Agreement, here are just some of the rights and benefits we stand to lose:
- Academic freedom rights that enable faculty to teach and research their areas of expertise without fear of censorship
- Provisions that protect tenure and define a politically-neutral, expert-driven sustained performance evaluation process
- A requirement that UF find a new home for faculty in the event that their academic unit is disbanded
- Clear, negotiated criteria that govern:
- Annual evaluations
- The promotion and tenure process
- The sustained performance evaluation process for tenured faculty
- Non-renewal, layoff, and recall
- Progressive discipline, in the rare event that a faculty member has allegedly failed to uphold professional standards
- A legally-binding grievance procedure that:
- Enables faculty to enforce their rights under the CBA
- Provides faculty with representation by experienced UFF grievance officers in disciplinary situations
- Gives faculty the right to have grievances heard by a binding, professional, and neutral arbitrator outside of UF
- Eight weeks each of paid parental and medical leave
- Protections against discrimination and harassment
- Rights to safe working conditions, protections for whistleblowers, and limitations on personal liability.
- A uniform 9% salary increase for all faculty upon promotion
- Contractual language governing faculty members’ intellectual property rights as well as their participation in outside activities
- The right to take sabbaticals and professional development leaves
- A voice in negotiating salary and raises
