Recent Successes

  • Negotiated full parity on domestic partner benefits into the contract (2006 and 2007).

  • Negotiated an innovative new grievance procedure in 2007 that provides a fair process and Grievance Panel hearing for faculty members.

  • Kept co-pays and premiums for health insurance very low in comparison to other Cincinnati employers, and compared to national averages

  • Established positive working relationships with administration contract managers

  • Protected individual faculty from unfair treatment

  • Provided information, assistance and analysis on contract matters to hundreds of faculty members and department chairs between 2006 and 2009. 

  • Work with new UC President Williams to enhance and secure UC's future by putting academic priorities first.

  • Advocated strongly for a real faculty voice in the 2008-2010 collegiate restructuring initiatives, and vigorously defended individual faculty rights throughout that process. 

Historic Successes

  • Successfully fought an attempt to cancel all sabbaticals and to non-reappoint 177 junior faculty in 1991.

  • Worked with campus allies to reduce gender inequity and push for domestic partner benefits.

  • A binding contract that cannot be overturned by administration appointees or the whims of an unfriendly President or Board of Trustees.

  • 18% raise over two years (after the 1979 strike).

  • Protection of academic freedom, tenure, and due process.

  • Codified protection of the roles, duties, and functions of the Faculty Senate.

  • A real faculty voice through protected shared governance rights.

  • One of the best health benefit packages in higher education.

  • Grievance procedure.

  • Sabbaticals (Articles 24, 25, 26).

  • Respect for the faculty standing together as a group to shape the future of UC.

  • Contractual affirmation of non-discrimination (Articles 4 & 5).

Before We Had A Contract

  • Shared governance was given lip service, but had no teeth

  • The University Altered Employment Terms with Little Faculty Input

  • Average Salaries were Bottom 10% of Ph.D. Institutions

  • Faculty Paid 100% of Health Insurance Premiums

  • No Prescription Drug Plan

  • No Dental

  • No Minimum Salaries

  • No Maternity or Child-Rearing Leave

  • No Guaranteed Leave for Vacation or Military Service

  • No Guaranteed Leave for Professional Development or Child-Rearing    

Continuing Goals 

  • Work with other campus unions and professional organizations across Ohio to monitor and respond to legislation in Columbus.

  • Negotiate fair contracts that protect health care benefits and raise faculty salaries to the levels of our peer institutions.

  • Increase pay for overload work and larger classes.

  • Improve job security and respect for field service, clinical, research, and adjunct faculty.

  • Build ties, respect, and understanding between campuses.

  • Help the Cincinnati community understand the value of our work.

  • Stand together as professionals and scholars to defend the academic mission of UC.