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The article looks at the post-Recession (2011) agreements of four state-wide faculties: California State system, SUNY, Minnesota and Pennsylvania. Focusing on wages, the study starts with the context of state appropriations after the Recession and after ARRA. It finds that the agreements took longer, yet without job action, and each had a year with no salary increase, and some agreements include both no salary increase AND no seniority-based increase.

  • Hicks, Steve (2014) “Post-Recession CBAs: A Study of Wage Increases in the Agreements of Four State-wide Faculty Unions,” Journal of Collective Bargaining in the Academy: Vol. 6, Article 4. Available at: http://bit.ly/1Wu3W7p

Studies of the effects of unions on collegiate faculty salaries are inconclusive. Some estimate a significant union premium, but such estimates suffer from endogeneity between unions and wages, non-random measurement error, and failure to adjust for local cost-of-living differences. By using data from the National Study of Postsecondary Faculty (NSOPF, 1988–2004) as well as other sources to identify institution-specific factors omitted from previous studies, the authors estimate significantly smaller union premia than those found by other researchers.

  • Hedrick, D. W., Henson, S. E., Krieg, J. M., & Wassell, Jr., C. S. (2011). Is there really a faculty union salary premium? Industrial and Labor Relations Review 64, 3, 558-575. Available at: http://bit.ly/1oN3qqC

The current review presents both postulated and empirically tested consequences of university unionization and labor strikes on the North American institution’s administration, faculty, and students. The review explores the impact of collective bargaining on employee working conditions including job security, academic freedom, university governance, and due process. More importantly, this review examines the much neglected issue of organizational work relationships in a unionized academic environment. The relationships discussed include those between faculty members, between the faculty and administration, between the faculty and the university as an institution, and between the faculty and their union. The threat of unionization and labor strikes to the professor–student or mentor–mentee relationship has been a central concern of those opposed to graduate student unions, and this issue is also addressed here. The text concludes with the identification of potential areas for future research.

  • Wickens, C. M. (2008). The organizational impact of university labor unions. Higher Education 56, 5, 545-564. Available at: http://bit.ly/1ordtkG

The facts and figures speak for themselves.

FacultyUnionizationBubbles

Sources:
California State University Fact Book. March 2012. The California State University. https://www.calstate.edu/PA/2012Facts/facts2012.pdf
“The Continuing Need to Hire More Faculty.” Faculty to Faculty June 2013. The California State University. http://www.calstate.edu/acadsen/Newsletter/June2013/Faculty_Hiring.shtml
U.S. Department of Education, National Center for Education Statistics. (2015). Digest of Education Statistics, 2013 (NCES 2015-011), Chapter 2.
U.S. Department of Education, National Center for Education Statistics. (2015). Digest of Education Statistics, 2013 (NCES 2015-011), Chapter 3.

 

Source: Shanghai Jiao Tong World Ranking 2015

What It Means To Sign This Card

Union Card

Signing this union membership card means that you are asking to become a member of the Service Employees International Union (SEIU). You are giving the union the right to petition for an election in your name, authorizing the SEIU to be your bargaining agent and legally agreeing to pay dues if Local 925 represents all eligible faculty at the UW. For members of SEIU Local 925, union dues are 1.7% of gross salaries, up to a cap of $95 per month.¹

Source: ¹SEIU Local 925’s Advocacy Site.

FacultySalariesCompare_022616_d3-01[2]

See Appendix B