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What
is AAUP?
The American Association
of University Professors is a
national organization representing college and university faculty
members exclusively. With members at more than 2000 institutions and
local chapters at 960 campuses, chapter organizations are united on a
state wide basis. The AAUP is dedicated to defending the principles of
academic freedom and tenure and to establishing sound academic
standards
to ensure due process.
The University
of Delaware AAUP Chapter is
certified by the State of Delaware Department of Labor to represent
full-time faculty members on the issues of wages, salaries, hours,
vacations, sick leave, grievance procedures, sabbatical leaves and
other terms and conditions of employment as set forth in the Collective
Bargaining Agreement (contract).
AAUP Serves All Faculty
The University of
Delaware chapter of the American Association
of University Professors, AAUP, exists to help our members on a number
of levels:
- the achievement of
economic security
- a guarantee of freedom
of expression
- the right to work in
an environment free of discrimination
- and the assurance of
flexible benefits and a grievance
procedure
We also have an array of unique concerns that are related to education
and research. It is the AAUP's task not only to protect the
faculty's economic and workplace rights, but also to guarantee academic
freedom and to conceptualize, and make the Administration aware of,
specific ways in which the University can deepen its commitment to
educational excellence. Without AAUP, there would be no
campus
organization devoted exclusively to faculty rights, economic concerns
and educational excellence. Consequently, no faculty member
gains
by not supporting the AAUP's agenda. All
faculty benefit from the AAUP's
existence.
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Accomplishments
- Salaries above the
median for comparable universities in
our region
- Challenged the
Administration to use UD's financial
resources to better promote academic excellence
- Tuition remission for
spouses and dependents
- Increased health
benefits including a long term
care policy that covers domestic partners
- Financial support for
eye care, health and wellness programs
- Salary adjustments for
greater equity
- Maternity leave or
administered workloads due to the birth
of a child
- Family leave with
continuing health benefits
- Liability insurance
for faculty conducting research off
campus
- Faculty right to see
confidential letters of recommendation
for appointment to department faculty positions
- Improved employment
conditions for full-time non-tenure
track faculty
- Increased protection
of full-time faculty positions
- Advice of the faculty
within the department, by a formal
vote, for the appointment or reappointment of the Department Chairperson
- Testified on
University budgetary needs at state
legislative hearing
- Methodical defense of
faculty rights, privileges and
academic freedom through the grievance procedure
- Negotiated increased
compensation for winter and summer
session courses
- Full year sabbatical
leave at three-quarter pay
- One semester research
sabbatical leave for tenure track
professors
- Improved retirement
options, including a phased retirement
plan
- Support for the
National AAUP's efforts to fight challenges
to academic freedom, the quality of higher education, and the future of
our profession
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Salient
Issues
When we negotiate a new contract with the Administration, the AAUP and
the Administration begin with noticeably distinct versions of what the
faculty is worth in terms of base pay, health care and other benefits.
Prior to negotiations, faculty are surveyed about their
concerns
and issues. Whatever the faculty receives as a result of
these
contracts is extracted
from
the Administration through analysis, argument and negotiating skill.
Agreement cannot be reached without the approval first of the
AAUP Steering Committee and then of the AAUP membership.
Faculty
gains are not given to us as a gift. Any faculty member who
believes such gains "just happen," or would happen without the work of
the
AAUP, is seriously deficient in their understanding of
faculty-Administrations relations in higher education. The
truth
is If
you are a UD faculty member,
you currently receive a higher salary and better benefits than you
would receive if the AAUP did not exit.
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Investing
in
Excellence
The University of Delaware is one of the richest state universities of
its size in the U.S. In terms of endowment funds per student,
UD
is ranked fifth highest in the county among public universities.
Given this, the Administration should be as energetic in
improving faculty salaries and compensation as it is in improving the
physical plant. Such salary and compensation increases must
be
such that the financial situation of UD faculty continues to improve in
relation other universities within our comparator group. This
is
the only way to keep current faculty here and also attract new faculty.
Additionally, the Administration should be more attentive to
the
faculty's vision of how to improve the University's educational
services. Only through this kind of commitment to education
and
concern with faculty opinion can UD become a magnet for faculty and
students who are interested in joining a university community noted for
its devotion to academic excellence.
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Diversity
The promotion of a culturally diversity campus is a major AAUP
commitment, although the process in this area has been slow.
Academic pluralism and the elimination of inequities based on
gender, race, sexual orientation,national origin and other
characteristics (as listed in the contract) are non-negotiable union
objectives.
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Make
the Choice
About half of UD's faculty are currently members of the AAUP.
If
you are not a member, but agree with the objectives summarized here,
you should join. The truth is that you are already benefiting
from the union's existence. The time has come to support the
organization that supports you. Remember: the more members we have,
the greater our
bargaining power, especially during a bargaining year.
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