UFC aims to work with the CWU administration to build a collaborative, stable, encouraging, student-oriented work environment that supports faculty achievement and ensures student success.
UFC is affiliated with:
These alliances give the faculty at Washington's four regional institutions (CWU, EWU, WWU, and Evergreen, all of which are unionized under UFWS) greater political power. In particular, together with these organizations we are able to
support legislation which protects contracts
maintain pressure on legislators to support higher education
actively support higher ed-friendly legislators via PAC contributions
coordinate bargaining across CWU, WWU, EWU, and Evergreen
have active support from WEA lawyers
RELATIONSHIP TO THE CWU FACULTY SENATE
The CWU Faculty Senate is responsible for overseeing academic matters, while UFC handles wages and working conditions. The Senate also takes the lead on a dispute resolution process designed for faculty to work out their differences. (UFC cannot take sides in disputes between faculty.) Senate and UFC collaborate often, and there is excellent dialogue between the two groups.
RELATIONSHIP TO THE CWU ADMINISTRATION
UFC, the Faculty Senate, and the administration are committed to working together to solve ongoing issues and move CWU forward. We believe more can be done when all three groups work collegially. One outgrowth of this commitment is the Labor-Management Council, a group of administrators and UFC members who meet regularly to discuss various issues.
WHY JOIN UFC?
A strong faculty union will help CWU retain faculty who are dedicated to instruction, scholarship, and service. Our strength lies most of all in our membership. Become a member of your union.
While UFC represents both members and non-members alike, only union members may vote on the contract between UFC and the University. Become a member of your union.
Members have access to an Emergency Assistance Fund which UFC has set up to assist members who experience a personal financial emergency (e.g., fire, floods, theft, accidents, etc). Become a member of your union.
We ensure reasonable teaching loads and fair compensation for research and service.
We strengthen and maintain tenure, academic freedom, and due process for faculty.
We secured, in total, over 50% across-the-board raises for faculty since 2006, including 1% in Sept 2022, 3% in Jan 2022, 4% in Sept 2023, and 3% for Sept 2024.
We secured a $1 million pool to be distributed in 2019-20, to begin to ease salary equity and compression issues.
We secured development funds of $1,200/year for individual T/TT faculty, and an annual $45,000 pool of development funds for NTT faculty.
We secured parental leave of a full quarter for T/TT and full-time NTTs on annual/multi-year contracts
We secured a pool of $100,000 to support T/TT travel to present their work
We secured a merit raise process for senior lecturers and coaches.
We reduced the number of faculty evaluations, both pre-tenure and post-tenure.
We secured a new merit system to reward outstanding PTR evaluations for full professors and department chairs.
We defend faculty against procedural violations and unfair academic judgments.
We secured better leave guidelines (including parenting, sick, and short-term disability).