Report From The Table Team: October 28 Negotiations
After the administration’s team arrived late yet again, today’s bargaining session got off to a rocky start because the administration was only willing to schedule one bargaining session in November. By the end of the day, they did commit to a second date.
We finally received a counterproposal on Compensation, and it falls far short of what faculty need and deserve. Your Table Team is angry and disappointed, and we expect many of you will be, too.
Since summer 2025, we have warned that our current compensation trajectory puts OU faculty on track to become the lowest-paid research faculty in Ohio. The administration’s initial response? A proposed raise structure of what amounts to 0%, 0%, 2%, 2%, and 2% for 2025–2029. That averages just 1.2% per year in proposed annual increases, including two years with no raise at all.
Near the end of the bargaining day, the administration’s team tweaked their initial counter-offer and minimally raised it to 0-0-4-2-2 or an average of 1.6% per year over the five-year period that began in July 2025. This is still far short of what the University can afford.
University leaders continue to tout Ohio University’s prestige and educational quality while refusing to invest adequately in the faculty who make both possible. In fact, at last week's "Celebration of Academic Promotion and Tenure", President Gonzalez proudly stated that when she talks to alumni across the United States, they talk about faculty and the great experiences we provided them. Additionally, they continue to give themselves raises on top of already high salaries while proposing that faculty go without increases for two years. Faculty should not have to accept falling further behind as the price of getting our first contract.
We did make progress, reaching a tentative agreement on Non-Academic Leaves that puts important protections into contract language:
Flexibility after parental leave: Faculty taking parental leave for most of a semester may request non-teaching duties for the remaining portion, up to four weeks. Approval is discretionary, and the decision cannot be grieved.
A clear process for unpaid educational and personal leave: Faculty may request up to two consecutive semesters within the same academic year. The agreement requires a written decision within 30 days, specific reasons for denial, and protections against arbitrary, discriminatory, retaliatory, or bad-faith decisions.
Reinstatement protections: Faculty returning within the timelines specified in the agreement retain the right to return to the same position (for example, returning to a faculty position from a department chair position).
We also received and discussed counters on Sabbaticals. While the administration team is moving closer to our proposal in regard to Sabbaticals, they remain reluctant to agree to expanding sabbaticals to Instructional Faculty.
These protections matter. They reflect the work of your bargaining team and the collective strength we have built. We need that same strength behind the fight for fair compensation.
Our next bargaining session is November 12 at the Baker Center. Between now and then, President Lori Stewart Gonzalez and the Board of Trustees need to hear directly from faculty and our supporters.
Let President Gonzalez and the trustees know: “Faculty deserve a serious compensation proposal that addresses our falling pay. Two years without raises is unacceptable. Direct your bargaining team to come prepared on November 12 to reach a fair agreement.”
Then ask colleagues to do the same. Bring students, alumni, and community supporters into this effort. Make clear that the people who teach, mentor, conduct research, and sustain this university have broad support and expect university leadership to act.
We can win a strong first contract, but it will take pressure beyond the bargaining table. Make your call. Send your email. Bring a colleague into the fight. Grab a yard sign????
Full-text versions of all articles referenced above can be viewed at our bargaining tracker: https://www.uaou.org/bargaining-tracker
