Summer Requirements

The assignment of a course during a summer term does not include other credit-generating activities such as thesis or dissertation supervision, directed individual studies, supervised teaching or research/scholarship, or supervision of interns.  No faculty member shall be required to undertake such activities without compensation.  Furthermore, faculty members who have not been assigned a summer course shall not be required to undertake committee work without compensation.

Summer Office Hours.  Faculty members shall maintain not less than two (2) office hours per week for the first course they are assigned to teach during the summer and one (1) office hour per week for each additional course they are assigned to teach during the summer, up to a maximum of five (5) office hours per week.  Faculty members shall also be available by appointment during the summer term in which they are teaching.

For full details see the CBA, Article 17: Summer Appointments and Assignments: Current Collective Bargaining Agreement

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Union Membership Helps you Save Money!

UFF members are automatically members of NEA, AFT, and FEA, and get access their benefits programs.

  • $1 million employment liability coverage
  • Two free 30-minute consultations with a participating attorney each year.
  • Free financial planning services and consumer information
  • Free classroom resources
  • Special rates on auto and home loans, mortgages, auto and home insurance policies, and disability insurance
  • Discounts on hotels, auto buying, car rentals, moving costs, cellular phone plans, computers, books and media, dining, theme park tickets, movie tickets, and pet insurance.
  • Scholarship programs for members’ children.
  • The Union Plus credit card. After 3 months as a cardholder, you maybe be eligible for hardship grants.  All grants approved for eligible cardholders are made by check and you never have to pay them back.

Be sure to explore member benefits available from NEA (National Education Association) and AFT (American Federation of Teachers).  You belong to both national organizations through UFF.  You also belong to the state union, the FEA (Florida Education Association).

AFT Member Benefits:  www.aft.org/about/member-benefits

NEA Member Benefits: www.neamb.com

FEA Member Benefits: www.feaweb.org/member-benefits

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Union Dues may be Tax Deductible

As an UFF-UNF member, your dues are typically deducted from your paycheck and are considered after-tax deductions, meaning tax is withheld from your paycheck before your dues are paid.

Please consult with the IRS and your tax specialist to find out about the union dues tax deduction.

Note: Union dues may only be deductible if you itemize on Schedule A, but not if you take the standard deduction. To find out if you qualify for a deduction, you need to calculate your AGI (Adjusted Gross Income), as well as all unreimbursed employee expenses (see link). Your union dues may be considered part of these “unreimbursed employee expenses.”

Refer to this link for more information on unreimbursed employee expenses:

https://www.irs.gov/publications/p529/ar02.html#en_US_2016_publink100026912

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AA Policy: Former Administrators Keep Their Salary When They Go Back to Faculty Roles

Former administrators retain the rate of pay they received as administrators even after they have returned to their non-administrator faculty roles. Typically, former administrators keep all or a portion of the stipend they received for their administrator role (depending on length of service) and the only adjustment to their former administrative salaries is that they are adjusted to 9 months rather than 12. This results in former administrators being paid significantly more than their departmental same-rank peers. In addition, former administrators are usually awarded a one-semester sabbatical at full administrator pay before returning to their faculty roles. According to the Provost, this practice is official Academic Affairs policy (the actual AA policy, while used universally for administrators, refers only to associate deans and chairs returning to faculty roles rather than to deans, vice presidents, former provosts, etc.).

COMPARE FORMER UNF ADMINISTRATORS’ SALARIES TO THOSE OF THEIR PEERS

There are a number of concerns regarding this practice. First, it is costly to maintain. UNF spends over $440,000 annually to provide higher pay for former administrators with no resultant benefits to the university community. Second, UNF remains at the bottom of the SUS in terms of faculty pay. Faculty are repeatedly told that there is no money for even modest faculty raises because of the reduction in base E & G funding from the state related to the performance metrics. Third, the legality of the practice is questionable. State law (Florida Statutes, Title 14, Chapter 215.425) prohibits additional compensation past the expiration of one’s contracted duties, it requires that additional compensation schemes must be open to all employees, and it requires regular assessment to evaluate the work of those receiving additional pay. Because this practice appears to be in violation of state statute, we have filed an inquiry with Florida’s Chief Inspector General.

Note: Though public record (and available upon request), we have removed individual faculty names from the data above. Again, our goal is not to single out specific former administrators but rather to highlight the ramifications of the practice itself.

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UFF Strongly Encourages all Departments to Develop Guidelines

The current UNF-UFF Collective Bargaining Agreement, covering academic years 2014-2015 through 2016-2017 refers to the existence of a within-discipline standard for the purposes of promotion and tenure at UNF.  UFF encourages all departments to develop discipline-specific guidelines or merely state what other standards are to be used within their academic unit. For example, departments that do not chose to develop their own set of guidelines are encouraged to refer to those published by leading professional organizations in their field. Not having any discipline-specific guidelines leaves promotion and tenure decisions entirely at the discretion of administration, without feedback from departmental faculty.

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