Archive

Previous Collective Bargaining Agreements:
  • 2020 Collective Bargaining Agreement
    • Key Provisions Negotiated:
      • 2% base rate wage increases each year from 2020 through 2023
      • One-time Service Bonuses based on 2018–2019 benefit-unit load
      • Large Class Bonus for academic classes with 15+ students
      • Extended open period for individual base rate increase requests (Jan 1–Mar 15)
      • Mandatory annual diversity or sensitivity training allowed; compensated at 0.5x base rate
      • Three-year reappointments extended through June 30, 2020
      • Reappointment criteria simplified: curricular need removed; based on performance evaluation
      • Informal feedback required twice during first two years of a three-year term
      • Course enrollment minimums fixed as of early registration (around June 1)
      • “Notice and Cure” grievance procedure introduced to encourage early resolution
 
  • 2015 Collective Bargaining Agreement
    • Key Provisions Negotiated:
      • Two-year recall period for laid-off faculty
      • Cap on visiting appointments to 10% of total Longy faculty
      • Inclusion of hiring procedure in the CBA, and requirement that all regular faculty positions be posted for at least four weeks on the Longy website
      • Extended new hire “probationary” appointments to a total of four years, with ‘just cause’ protection
      • Extended five-year appointments by additional two, three, or four years based on year of hire
      • Establishment of reappointment criteria for three-year faculty appointments
      • Transparent assignment of benefit-unit value to stipends
      • Limitations on use of flat-fee stipends in lieu of base-rate pay
      • Opportunity to seek additional individual wage increases directly from Longy
      • Base rate level ‘bumps’ for several CBU members
      • Minimum 2% wage increases each year of the contract
 
  • 2011 (Initial) Collective Bargaining Agreement
    • Key Provisions Negotiated:
      • Just cause protection for discipline and termination
      • Binding grievance procedure with arbitration
      • Multi-year faculty appointments (3- or 5-year terms)
      • Peer review every three years; student evaluations used only in aggregate
      • Anonymous documents excluded from personnel files
      • 3% / 5% employer matching for 403(b) retirement contributions
      • Elected and compensated faculty committees established (FPC, FDC, CCC, CPCC)
      • Limits and procedures for layoffs based on legitimate business reasons
      • Required posting of 75% of faculty vacancies by administration
      • Faculty retain recruited students; assignment requests not to be unreasonably withheld
      • Commitment to align teaching loads with faculty preferences
      • 3% / 2% / 3% base rate raises over three years
      • Recognition of academic freedom (AAUP 1940 Statement)
      • Bard agreement to hire all CBU members and honor CBA after acquisition
      • No unilateral changes in working conditions without union consultation
LFU in the Press
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National Labor Relations Board (NLRB) Documents: