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Tentative Agreement has been achieved - 06 May 2026

Summary of proposed changes to our Collective Bargaining Agreement as of 06 May 2026. 
If ratified effective 01 July 2026
 

Article I (TAs dated 3.17.26; 4.3.26; 4.16.26):

  • 1.1.10 Overload definition updated (TA 3.17.26)
  • 1.1.13 New definition introduces the Labor Management Committee for resolving issues between the Association (AAUP) and the administration. Two members are appointed by PVPAA and two by the Association president. (TA 4.16.26)
  • 1.7.6  Dues payroll deduction form is removed from the MA and will be available on the AAUP website.

Article Number III (TAs dated 3.17.26; 3.20.26; 3.31.26; 4.7.26):

  • 3.1.1.3.4 Bylaw Review Committee, adding "the department head or dean from the department whose bylaws are being reviewed." (TA 3.20.26)
  • 3.1.1.4.2 updated to add Appendix F to Bylaw Review Process. (TA 3.31.26)
  • 3.1.2.4.2 renumbering this Article (Article X) for clarity (as misnumbered). (TA 3.17.26)
  • 3.4.2 EPC Added that EPC will review a joint dean and faculty report from each college that includes data on program enrollment, staffing, long-term academic planning, and benchmarks of programs approved by EPC in the past 3 years.

Article V (TAs dated 3.5.26; 3.17.26; 3.20.26; 4.3.26; 4.7.26)

  • 5.1.1b per MOU, ‘first and serious consideration’ language added to the MA. (TA 3.5.26)
  • 5.1.2.1a  Revised language for Counseling faculty to achieve Continuing Contract, allowing that counseling faculty who receive an evaluation that does not meet the requirements for conversion to CCS may still be appointed at the recommendation of the dept. faculty, dept. head, and dean. (TA 3.17.26; TA 4.7.26)
  • 5.1.2.3.1 CCS language clarification. (TA 3.17.26)
  • 5.4.1 Adding Contingent Professors to five (5) year evaluation cycle; evaluation cycle for Tenured and Continuing Contract Associates changed from two to three years (TA 4.3.26)
  • 5.4.6.2.6 per MOU, clarification of Backup Material submission added to MA. (TA 3.5.26)
  • 5.4.6.6. Faculty Evaluation Report - Part V Edit to match change in Appendix A (2 pages). (TA 3.20.26)
  • 5.5.9.1 per MOU, P&T clarification and date change (forwarding 1 week earlier to the CACs) added to MA. (TA 3.5.26)

Article Number VI (TA dated 4.17.26)

  • 6.9.5 Distance Education more concise information with the Academic Senate deciding the Distance Education Criteria.

Article Number VIII (TAs dated 4.15.26; 4.20.26 & 4.21.26):

  • 8.4.2 Counseling and Consultation services (9-month contract) receive 8 hours of personal leave time granted July 1 of each year. (TA 4.20.26)
  • Article 8.5.5 faculty member unable to perform duties. (TA 4.15.26)
  • Article 8.5.8.2 involuntary sick leave. Previously, the Mayo Clinic was the only alternative verification facility if a mutually agreed-upon physician could not be found. Now, other facilities can be agreed on (between faculty and HR). (TA 4.15.26)
  • 8.5.8.4 For periodic re-examination of those on medical leave, medical status goes to Human Resources (formerly the board). (TA 4.15.26)
  • 8.6 Dependent Care Leave changed to Family Care Leave. (TA 4.21.2026)
  • 8.6.1 Increase to 72 hours of paid Family Care Leave and alignment with Earned Sick Time Act (ESTA). (TA 4.21.2026)
  • 8.6.1.1 Increase to 72 hours of paid Family Care Leave. (TA 4.21.2026)
  • 8.6.1.2 Change from Dependent to Family Care Leave. (TA 4.21.2026)
  • 8.6.2 Change from Dependent to Family Care Leave and align with the Article 8.6.1 change. (TA 4.21.2026)
  • 8.6.2.1 Change to 80 hours of Family Care Leave (paid). (TA 4.21.2026)
  • 8.6.2.2 Change from Dependent to Family Care Leave. (TA 4.21.2026)
  • 8.6.2.3 Added provision for those hired who accrue annual leave hired during the year. (TA 4.21.2026)

Article IX (TA date 3.5.26; 4.15.26):

  • 9.1.2.4.2 per MOU, change ‘Dean of Graduate Studies and Research’ to PVPAA. (TA 3.5.26)
  • 9.1.2.3 per MOU, Salary Inversion language brought into MA. (TA 3.5.26)
  • 9.2.4.1 Employees may now purchase supplemental life insurance up to 1,000,000 (instead of the previous 5x salary). Amounts over $500,000 subject to insurability by the carrier. (TA 4.15.26)
  • 9.2.7.2 per MOU, Tuition Scholarship Program clarification- list available at Financial Aid and Academic Affairs. (TA 3.5.26)
  • 9.2.1.1.1 per MOU, Wellness Advisory Council and Wellbeing. (TA 3.5.26)

Article Number X (TA date 3.17.26):

  • 10.2 Renamed to “Minor Sanctions.”
  • 10.3 Renamed to “Severe Sanctions.”
  • 10.4 Renamed to “Dismissal of Faculty Member with Tenure” and renumbering."
  • 10.5 Renamed to “Appeals.”
  • 10.5.1 Named “Appeal Procedures"

Appendix A (TA date 3.20.26):

  • Appendix A Altered Appendix A to be condensed down to 2 pages. 

Appendix C (TA date 4.15.26):

  • Appendix C remains the same.

Appendix D (TA date 3.17.26):

  • Appendix D was deleted from the MA.

Appendix E (TA date 3.17.26):

  • Appendix E was deleted from the MA.

Appendix F (TA date 4.15.26):

  • Appendix F remains the same and will be renumbered to Appendix D in the final document.

Appendix G (TA date 3.26.26):

  • Appendix G updated for clarification and navigation of the Sabbatical Application Process and will be renumbered to Appendix F in the final document.

Compensation and duration of agreement

  • Duration = 5 years, except 1-year agreements and mandatory negotiations for
    • 9.1.2.1 (ATB Salary)
    • 9.1.4 (Additional Teaching Assignments)
    • 9.1.6.1 (Summer College Assignments)
    • 9.1.2.2 (Promotions)
    • 6.7.4 (Professional Development monies)
  • Sabbaticals = up by ATB [5 year agreement]
  • Minimum salaries up by  ½ ATB [5-year agreement, consistent with what had been done in the past]
  • Contingent pay up by full ATB [5-year agreement]
  • Supplemental travel $65k [5-year agreement]
  •  ATB (9.1.2.1) [for 2026-27, ATB for 2027 and beyond will be negotiated starting Spring 2027]
    • 3.25% to base (previous Tentative agreement that was not ratified was 3.0% to base)
    • 0.5% not to base (paid in lump sum)
    • $600 to continuing contingents (lump sum)
  • Summer (9.1.6.1) = same formula and cap as 2021-26 ($2,050/cr max)
  • Overloads (9.1.4) = same formula and cap as 2021-26 ($1825/cr max)
  • Promotion formula (9.1.2.2)
    • To Assistant: 0.5%+$6,000 [previous TA was 1.5%+$5,000; 2021-26 agreement was 3%+$6,184]
    • To Associate: 0.5% + $8,000 [previous TA was 1.5%+$7,000; 2021-26 agreement was 3%+$8,049]
    • To Professor: 0.5%+$10,000 [previous TA was 1.5%+$9,000; 2021-26 agreement is 3%+$10,416]
  • Professional development money = $1,650 [1 yr agreement], with 4-year rollover

Link to associated documents

https://drive.google.com/drive/folders/1SV5HIvQ5UIPMHXZ6j8tua45drxlS9PLe?usp=sharing

Ratification meeting,  informational sessions, and voting

Our ratification meeting will be held via Zoom -- 13:00 to 14:00 on 15 May 2026 (Registration link in separate post in the private area)

Informational sessions via Zoom are 15:15 to 16:15 on Friday 08 May, and 10 to 11:00 on Thursday 14 May 2026 (Registration link in separate post in the private area)

Voting will be done electronically (expect to receive your ballots on [will send an update when we work these details out with our Balloting Committee] and voting closes at the end of our ratification meeting. Voting in our NMU-AAUP/AFT 6761 office is available during regular business hours once the ballots are distributed (but will still be facilitated through the electronic ballot).

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