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SEAL the DEAL Full 2024 FAMCO Platform!
FAMCO is stepping into this pivotal contract year with a strong, progressive bargaining platform designed to uphold the dignity and security of our faculty and students. Our focus is firmly on SEALing the deal for a fair and equitable workplace, ensuring stability through the protection of full-time positions and tenure-track lines, and advancing equity with improved salaries and balanced workloads for all faculty members. The platform also prioritizes accountability, advocating for the faculty’s right to professional autonomy and timely grievance resolutions. We are also committed to protecting our community’s livelihood with robust healthcare benefits and reinforced anti-harassment and anti-discrimination measures. This comprehensive approach represents FAMCO’s dedication to fostering an academic environment where excellence and fairness go hand in hand. Join us as we work together to champion these essential changes and build a stronger future for our academic family!
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Consultants at the Gates: The Future of Higher Education when Decision-making is Outsourced
Financial turmoil and potential academic restructuring at the University of Connecticut (UConn) has prompted a deeper examination of the influence of outside consulting firms in educational institutions. The faculty’s apprehensions center on Huron Consulting’s involvement in UConn’s cost-cutting measures, illustrating a broader, disconcerting trend in higher education: the increasing reliance on corporate strategies that sideline faculty input and prioritize efficiency over academic integrity. This article delves into these dynamics, the implications of Huron Consulting’s recommendations regarding faculty positions and academic programs, and the wider consequences these actions portend for higher education. Stakeholders and educators (including our own Marina Vujnovic) voice their concerns, showing why this issue demands our attention.
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Bargaining Update #1: Admin Comes Unprepared, Draws Out Session, Can’t Commit to Next Meeting
Monday, February 19, 2024 marked a significant milestone for the faculty at Monmouth University as the FAMCO Bargaining Team initiated the first contract negotiation session with the university administration. Our Contract Action Team (CAT) and fellow FAMCO members displayed exhilarating enthusiasm beforehand, but the session unveiled a disheartening lack of preparation on the administration’s part (despite having hired a fancy, outside lawyer in John Romeo to run their side of the table), highlighting an apparent undervaluing of faculty needs and concerns. Despite this, FAMCO negotiators, unfazed in their commitment to advocating for Stability, Equity, Accountability, and Livelihoods with dignity (SEAL), presented a series of non-economic proposals aimed at reinforcing our shared values, enhancing support structures, and ensuring fair processes within our academic community. However, the employer’s absence of proposals and their looooong delay in reconvening signal a challenging road ahead. As we navigate these negotiations, the unity and collective action of our members will be crucial. Below is an account from this initial negotiation session, including the ongoing challenges of securing necessary information from the administration, and the vital steps FAMCO members can take to support our collective bargaining efforts. Together, wearing our “bargaining blue” S.E.A.L. the DEAL shirts every Wednesday, we stand in solidarity, pushing forward towards a fair and just contract.
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BARGAINING SESSION SYNOPSIS: February 19, 2024
This Monday, February 19, the FAMCO Bargaining Team conducted our first negotiating session with the employer from 11:30am to 2:00pm. We thank our Contract Action Team (CAT) and all our FAMCO colleagues who came this morning to cheer us on before the start of our bargaining session!
While the employer came unprepared and did not provide an opening statement and did not present any proposals, FAMCO presented a set of non-economic proposals to begin our…
Push for Stability, Equity, Accountability, and Livelihoods with Dignity (SEAL) with the Following FAMCO Proposals to…
- affirm our shared values and commitments to workplace civility;
- provide for grants office support;
- clarify graduate faculty status reappointment process;
- assure the continuation of the labor-management committee for IDEA and peer evaluations;
Right from the start, we were disappointed that the employer came to the table with no proposals. Additionally, the employer’s team told us they are unable to return to the bargaining table to present their initial proposals for at least another three weeks, sending a clear message to our faculty that our needs and concerns are not a top priority for administration.
In other news, the administration has still not provided FAMCO with the full list of information we requested back in October in anticipation of our return to the bargaining table, which previously compelled the union to file an unfair labor practice (ULP) charge against the University. This ULP charge remains open until the employer fulfills their obligation to provide the information the union is entitled to possess to bargain on behalf of the members.
On top of that, the administration has missed a second deadline to provide FAMCO new information we requested about our healthcare benefits program so that we can successfully prepare to bargain around those issues so vital for our members.
As of now, the administration has also failed to respond to our suggested follow-up dates to return to the table in the next month to begin in earnest.
What Can You Do Next to Support Your Union?
One easy thing we all can do to support our union is to turn out each Wednesday this semester wearing your new “bargaining blue” S.E.A.L. the DEAL-shirt! If you haven’t picked up your new blue shirt yet, please see your FAMCO department liaison so you are ready to “Wear It On Wednesdays” until the administration agrees to settle a fair contract for our faculty!
In the image above: fabulous FAMCO members welcomed members of the Bargaining Team in the Plangere Center on opening day! Stay on the lookout for further announcements on upcoming events planned to educate our community about the S.E.A.L. the Deal campaign, and for the next bargaining dates so that you, too, can come and support us at the table! GO FAMCO!
bargaining, faculty rights, labor-management relations, negotiations, union updates, workplace advocacyacademic labor rights, Accountability, bargaining, bargaining blue campaign, contract negotiations, equity, faculty union, FAMCO, healthcare benefits, labor-management committee, Livelihoods), SEAL (Stability, ULP, unfair labor practice, union solidarity, university administration, workplace civility -
Happy Martin Luther King Jr. Day
Happy Martin Luther King Jr. Day from all of us at FAMCO! Today, we honor the legacy of Dr. King, a heroic advocate for justice, equality, and the power of collective action. As educators and union members, we are inspired by his vision of a world where all people are respected and can thrive. His tireless work towards civil rights and labor rights reminds us of the critical role we play in shaping an inclusive and equitable society. Today, let us reflect on our shared values of solidarity, dignity, and the relentless pursuit of justice in our educational institutions and beyond that we want to embody every day. Dr. King’s dream continues to guide us as we stand together, united in our commitment to making positive impact in our communities.
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Triumph Amidst Challenges: Securing Stable Healthcare Costs and Looking Forward to 2024
As the semester comes to a close, the FAMCO Executive Team sends our hearty congratulations again to our members on our collective efforts this fall to secure a zero percent increase on our health insurance premiums for 2024! This means that for the entire duration of the 2021-2024 collective labor agreement, we have been able to keep our healthcare costs stable for our members. That we have been able to keep our high healthcare costs stable in the context of a global health crisis, and in the face of historic levels of inflation, has made this work even more important. While there is much more to be done, we were also able to make headway in moving the needle toward correcting imbalances that have prevented a fair distribution of healthcare costs between the University and its employees.
This fall’s healthcare rate agreement for 2024 did not come easy, however, and FAMCO made a major concession with the University on the addition of two new plans to the faculty benefits program. We conceded this significant change to help support our members’ overall health and wellness in 2024 as they manage, among other pressures, extraordinary cost of living increases that have not been matched by increases to faculty compensation.
Going into the 2024 bargaining season, we look forward to continuing our negotiations with the University on issues that matter most to our faculty. We also expect that the University will be prepared to acknowledge the complete picture of what faculty continue to contribute to the success of Monmouth, including the full extent of the economic and workload challenges faculty have weathered over the past several years.
In the meantime, please mark your calendars for our next regularly-scheduled member meeting on Wednesday, January 17, from 2:45pm-4:15pm in Bey Hall Young Auditorium to help us kick off another great FAMCO year! Happy Holidays to all and see you in 2024!
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Financial Realities and Compensation Trends at Monmouth University
There’s an interesting article, titled MU, Three Years After the Pandemic by Gabrielle Sangataldo, in the Monmouth University student-run newspaper, The Outlook, this week. The article highlights the financial challenges Monmouth University faced during the pandemic and examines the compensation trends among its top administrators. It provides insights into various aspects of the university’s finances, using data from ProPublica and other sources.
During the pandemic, the university took several measures to address financial strains, including pay cuts for senior administrators, such as President Patrick Leahy. However, data from the university’s 990 filings revealed significant increases in executive and administrative compensation, raising questions among faculty and students.
The article discusses the impact of tuition increases on student debt and the potential connection between administrative compensation and rising tuition costs. The data shows that the number of full-time faculty members has decreased, while reliance on part-time and non-tenure track faculty has increased, affecting academic consistency and faculty morale.
Enrollment at Monmouth University has also seen a decline, putting pressure on the institution’s finances as it heavily relies on student tuition. Despite these financial challenges, the university announced a $45 million fundraising campaign for the expansion of the Bruce Springsteen Archives and Center for American Music (BSACAM), which has raised questions about the university’s priorities.
Overall, the article paints a complex financial picture of Monmouth University that is worth reading, with ongoing debates about compensation trends, enrollment, and fundraising priorities. It highlights the challenges and concerns within the university community and the need for transparent and balanced financial decisions.
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ADMINISTRATION PROPOSES CONDITIONAL FREEZE ONLY ON 2024 HEALTHCARE COSTS
Yesterday, the FAMCO bargaining team returned to the negotiations table to establish 2024 healthcare premium equivalent rates for faculty.
FAMCO passed our first proposal for 2024 rates back in March. The administration took six months to respond to our initial proposal, sharing their counter for the first time only last week.
In negotiations yesterday, FAMCO reasserted the importance of reaching a timely and fair settlement on 2024 rates given the November open enrollment period the University has proceeded to schedule.
They were joined by 9 FAMCO members who observed the session to support the negotiators, and to make it clear to the administration that members are concerned, informed, and ready to hold the administration accountable to meet the needs of the faculty.
In this latest session, the FAMCO team proposed an affordable and reasonable one year freeze to our current healthcare rates based on our analysis of the nominal cost increase projections provided by the University. Specifically, the FAMCO team demonstrated that the most recent projections provided by the University show that a freeze in 2024 for all employees would cost the University less than $100,000.
The FAMCO team was also able to remind the University of the nearly $2.5 million in savings that has resulted in the decision to move to self-insurance and to make administrative changes to the Rx benefits program, savings that FAMCO believes should be distributed fairly between the University and its employees.
FAMCO continued to discuss the importance of righting the ship of our overall health benefits program that has allowed the University to lower their cost increases over time while faculty’s costs escalated.
The good news is that yesterday the FAMCO team was successful in moving the administration to consider a 2024 rate freeze.
The bad news is that the administration’s counter proposal makes the affordable and fair rate freeze ONLY on the condition that FAMCO accept the addition of three inferior plans to the menu of plan designs. Not only are these three additional plans the very same ones that our members roundly rejected this time last year, the administration waited until just the final weeks before open enrollment to return to any proposals on plan option changes, foreclosing the opportunity for any real deliberation and collaboration on new plan designs that satisfy the real concerns of our members.
Members may recall that the administration engaged in the same delay of game tactics last year when FAMCO brought member plan design concerns to the reopener table.
In rejecting our non-conditional freeze proposal, the administration once again has framed their attempts to rush through a highly problematic restructuring of our health benefits program as simply their wish to offer employees plan “choice.”
FAMCO’s position is that our members should not have to choose between fair rates and the sustainability of the high quality plans our members deserve.
We know the University can afford to make the right decision on both fair rates and a fair path toward any sustainable further restructuring of the employee benefits program.
The FAMCO negotiating team is back at the table on Monday, and we invite members who are interested to show your support to join us as observers.
For more information on how you can serve as an observer, please contact FAMCO field coordinator, Sanjana Ragudaran
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Update from the Bargaining Table
On Oct. 9, 2023, the FAMCO Healthcare Team and MU administration met at the bargaining table for the first time in five months since numerous information requests and an active unfair labor practice (ULP) charge. The employer’s team was not prepared with a written proposal, delaying negotiations.
When reviewing the proposal, we had questions pertaining to how the employers got to the numbers they proposed in the counter. The employers proposed a 9% increase on our premium equivalents which in effect would nullify the 3% pay raises we negotiated for 2024 and could in fact be a pay cut. Not only is this increase extraordinary, but our research suggests that it does not align with the actual costs to the university. We’ll be back at the table on Oct. 23 to share a proposal that reflects our goal to negotiate fair rates or a freeze for 2024.
#FairOrFreeze!
Go Union!
Megan Delaney, PhD, LPC
Associate Professor
Department of Professional Counseling
Monmouth University
The Faculty Association of Monmouth University
Monmouth University Faculty for Academic Freedom
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