Bargaining
Non-Tenure Track (NTT) Faculty Union Contract Negotiation Updates
The University of Illinois Springfield and UPI Local 4100 Non-Tenure Track Faculty Union began negotiating the union’s first contract in March 2024, and as of March 7, 2025, have met at least 20 times. The bargaining teams began using a federal mediator in October 2024.
Most Recent Negotiation Update
On Feb. 27, the University learned that the UPI Local 4100 Non-Tenure Track Faculty Union, which represents 43 members, voted to authorize a strike. On March 7, we learned the union has filed an intent-to-strike notice. While this action means that the union can opt to strike any time after a 10-day waiting period, no sooner than March 17, it does not mean that a strike will occur. We will continue to negotiate in good faith and know that our students, faculty and staff are counting on us to work tirelessly to bring this to a successful conclusion as soon as possible. Our next scheduled bargaining sessions are March 14 and 18.
Bargaining Timeline
Below is a timeline of the UIS administration’s efforts to complete—in a timely, thoughtful and responsible manner—a fair, sustainable and fiscally responsible contract that honors our faculty’s important work. UIS is committed to completing the contract as quickly as possible. While there is work that remains to be done, UIS is confident we can reach an agreement that will be fair to all parties.
March 7, 2025 (20th Bargaining Session; 9th Mediation Session)
The parties met for their 20th negotiation session, which was also their ninth mediation session. The Union provided a package proposal on six items, and clarifying questions were discussed. Following its package proposal submission, the Union delivered its 10-day Notice of Intent to Strike to the University. Following the strike notice delivery, the University provided counter proposals on eight items, and clarifying questions were discussed.
Tentative agreements on two items (presented by the university to the union after the Notice of Intent to Strike was provided to the University) were signed at this session. The next two mediation sessions (March 14 and 18) were confirmed prior to adjourning the meeting.
February 28, 2025 (19th Bargaining Session; 8th Mediation Session)
The parties met for their 19th negotiation session, which was also their eighth mediation session. Prior to the start of mediation, the Union issued a formal statement to the parties regarding negotiation status. Following the statement, the University submitted an all-encompassing supposal to the group for consideration. The Union provided a counterproposal on three items.
The parties discussed clarifying questions and perspectives on outstanding issues on important proposal items. The next two mediation sessions were confirmed prior to the meeting adjourning.
February 14, 2025 (18th Bargaining Session; 7th Mediation Session)
The parties met for their 18th negotiation session, which was also their seventh mediation session. The University provided two proposals, and the Union provided no proposals. One Tentative Agreement was signed at this meeting.
The parties were given the first mediator supposal to discuss and consider for the next session. The next two mediation sessions were confirmed prior to the meeting adjourning.
January 31, 2025 (17th Bargaining Session; 6th Mediation Session)
The parties met for their 17th negotiation session, which was also their sixth mediation session. The University provided four proposals, and the Union provided two proposals. Clarifying questions were asked and answered through the mediator.
The next two mediation sessions were confirmed prior to the meeting adjourning.
January 16, 2025 (16th Bargaining Session; 5th Mediation Session)
The parties met for their 16th negotiation session, which was also their fifth mediation session. The University provided two proposals, and the Union provided two proposals. One Tentative Agreement was signed at this meeting.
The parties came together to have clarifying discussions about intent of proposed language on both sides. The University also introduced the new Assistant Vice Chancellor of Human Resources, Drew Schlosser, and the Union gave introductions of each of their bargaining team members for Mr. Schlosser’s benefit.
The next three mediation sessions were confirmed prior to the meeting adjourning.
December 13, 2024 (15th Bargaining Session; 4th Mediation Session)
The parties met for their 15th negotiation session, which was also their fourth mediation session. The University provided four proposals, and the Union provided three proposals. Clarifying questions were asked and answered on the economic proposals.
The next three mediation sessions were scheduled prior to the meeting adjourning.
November 22, 2024 (14th Bargaining Session; 3rd Mediation Session)
The parties met for their 14th negotiation session, which was also their third mediation session. The University provided two proposals, and the Union provided three proposals. Clarifying questions were asked and answered. Two Tentative Agreements were signed.
The next two mediation sessions were scheduled prior to the meeting adjourning.
November 1, 2024 (13th Bargaining Session; 2nd Mediation Session)
The parties met for their 13th negotiation session, which was also the second mediation session. The University presented two package proposals. Clarifying questions were asked and answered and one tentative agreement was signed at this session.
October 8, 2024 (12th Bargaining Session; 1st Mediation Session)
The parties met for their 12th negotiating session, which was also their first mediation session. The mediator introduced himself and discussed the plan for sessions and what to expect during mediation. The parties introduced themselves as well before discussing the status of bargaining.
Both parties provided context for their proposals, responses and current perspectives. Outstanding proposals include general contract language items, working conditions and an economics package. The mediator asked clarifying questions and divided up groups to discuss items individually.
The next two mediation sessions were scheduled prior to the meeting adjourning.
September 26, 2024 (11th Bargaining Session)
The parties met for their 11th negotiating session. The University presented one counter proposal. The Union provided comments and feedback on specific items. The Union requested new membership information and sought clarification on which type of positions are included in the bargaining unit, if any. The Union provided additional comments at the end of the session.
The current bargaining timeline was discussed, and the next meeting was scheduled.
September 12, 2024 (10th Bargaining Session)
The parties met for their 10th negotiating session. The University presented four counter proposals and answered the Union’s clarifying questions. The parties handled administrative and housekeeping items and revisited the status of outstanding proposals.
The next meeting was confirmed prior to adjournment and a potential new location for remaining meetings was discussed. The Union requested a mediator be present at the next meeting.
August 23, 2024 (9th Bargaining Session)
The parties met for their ninth negotiating session. The University presented two counter proposals and answered the Union’s clarifying questions. The Union provided comments on the proposals, and both parties engaged in a discussion about the proposed items individually to help both parties understand where each were coming from on their thoughts and counter proposals.
The parties scheduled the next two sessions prior to adjournment.
July 31, 2024 (8th Bargaining Session)
The parties met for their eighth negotiating session. The University started the meeting by providing additional context for their recent proposals at the request of the Union. The University presented a counter proposal on one item. The Union presented proposals on seven items, including financial details. Clarifying questions on language and intent were discussed.
The parties discussed how to continue to schedule sessions moving forward.
June 27, 2024 (7th Bargaining Session)
The parties met for their seventh negotiating session. The University presented counter proposals on two items. The Union presented a counter proposal on one item. Discussion commenced about the status of outstanding proposals, clarification of language, and other housekeeping items. The parties agreed to table some items that had had little movement for now.
The parties confirmed the next two sessions on the schedule prior to adjournment.
May 15, 2024 (6th Bargaining Session)
The parties met for their sixth negotiation session. The University presented three counter proposals and one new item proposal at the meeting. The Union presented one counter proposal and one new item proposal. Clarifying questions were asked and answered for both parties on all current items pending agreement.
The parties scheduled two more sessions prior to adjournment.
April 30, 2024 (5th Bargaining Session)
The parties met for their fifth negotiating session. The University presented counter proposals on four items. The Union countered on two different items as well. The parties came to a Tentative Agreement on one item.
The parties confirmed the upcoming session on the schedule prior to adjournment.
April 19, 2024 (4th Bargaining Session)
The parties met for their fourth negotiation session. The University presented counter proposals on four items. The Union asked clarifying questions, and after discussion countered three more proposals.
The parties confirmed upcoming sessions on the schedule prior to adjournment.
April 9, 2024 (3rd Bargaining Session)
The parties met for their third negotiation session. The Union countered one University proposal and submitted three new article proposals. The University posed clarifying questions to assist with responding to Union proposals prior to adjournment.
March 22, 2024 (2nd Bargaining Session)
The parties met for their second negotiation session. The parties opened the session by signing four Tentative Agreements on first session proposals, and the University provided counter proposals on four Union items from the previous meeting. The Union presented three new article proposals at this session.
The parties confirmed and scheduled the bargaining sessions for the remainder of the semester through May 2024 (four sessions scheduled).
March 5, 2024 (1st Bargaining Session)
The parties met for their first negotiation session. The parties commenced with introductions of individuals present, and the Union provided description of membership, mission statement, and high-level overview of topics they intended to bargain. The University provided both parties with suggested ground rules and session structure expectations.
The parties scheduled the next three bargaining sessions prior to adjournment.
January 16, 2024
The University received a Demand to Bargain from the Union to commence negotiations on a first-time collective bargaining agreement for the nontenure-track faculty. The University began working on the information request and preparing for bargaining.
January 10, 2024
The University Professionals of Illinois, Local 4100, IFT-AFT, AFL-CIO (Union) received signed Order of Certification from the IL Educational Labor Relations Board to represent the University’s nontenure-track faculty members. This Union’s membership is defined as all full-time (i.e. employees who have .51 or greater appointment as a faculty member) nontenure-track faculty.
Frequently Asked Questions
Q: What progress has been made over the course of negotiations?
A: To date, the University and the union have reached 11 tentative agreements of the approximate 20 articles being negotiated.
Q: Is the University sincere in its efforts to complete the non-tenure-track faculty contract?
A: Yes, the University has made this effort a priority for more than a year. We have indicated our availability to meet on a regular basis and have requested additional meeting times in hopes of coming to an agreement soon.
Q: What does Non-Tenure Track mean?
A: Non-Tenure Track (NTT) faculty have full-time appointments with primarily classroom instructional duties and are not part of the tenure-track system. Examples of non-tenure track positions at UIS include clinical professors and instructors. NTT positions are designed to meet specific institutional needs. While the pathway to tenure is not part of the NTT role, these faculty members play a vital and impactful part in shaping academic programs and fostering a dynamic learning environment.
Q: How long has the campus been bargaining with the Non-Tenure Track Faculty Union?
A: Negotiations began in March 2024. A timeline is on the Bargaining webpage.
Q: Why hasn’t a contract been worked out?
A: The University’s goal throughout the past year of negotiations has been to balance fairly compensating our valued teaching colleagues for their important contributions, while also ensuring we are aligned with our NorthStar strategic priorities, particularly our budget deficit reduction plan.
To this point, the University and the union have reached agreement on 11 tentative agreements of the approximate 20 articles being negotiated. However, we are still addressing issues related to compensation and workload.
Q: Is it legal for the Non-Tenure Track Faculty Union to strike?
A: Yes. The Illinois Educational Labor Relations Act permits organized employees represented by a union to strike when certain conditions are met, including: The collective bargaining agreement between the parties has expired (if negotiating a first contract, this condition is not applicable); the University and the union representing the employees have engaged in mediation without success or have reached impasse; and the union has given at least 10 calendar days' notice of its intent to strike.
Q: Who can legally participate in a strike?
A: Should a strike occur, only non-tenure track faculty who hold positions included in the bargaining unit represented by the UPI Local 4100 Non-Tenure Track Faculty Union can legally participate. All other UIS employees are expected to report to work as scheduled. UIS employees covered under other existing collective bargaining agreements have contractual provisions preventing them from participating in a sympathy strike. The University’s normal procedures governing approved absences remain in effect.
Represented bargaining unit non-tenure track faculty members should be aware of the following:
- You have the legal right to participate in a strike that is called by your union.
- You have the legal right to decide not to participate in a strike.
- The University will honor whatever choice you make.
- State law prohibits paying a public sector employee who does not work. If you choose to participate in a strike, your pay will be adjusted. If you continue to work during a strike, you will continue to be paid.
Q: Is there an option that could avert a strike?
A: Yes. We can reach a fair, sustainable and fiscally responsible contract if the union continues to participate in bargaining in good faith and work with the University as we strive to reach an agreement. The University will continue to actively and in good faith bargain and has continued to request additional dates for bargaining.
Q: If the Non-Tenure Track Faculty Union strikes, will classes be held?
A: Yes. UIS will do its best to ensure little disruption to students’ learning experience and expects that classes will be held as scheduled. In some situations, if a non-tenure track faculty member decides to not teach as part of a strike, a temporary instructor will be assigned to assist with facilitating the continuation of a course. Students should watch their UIS email and Canvas for updates.
Q: How long will a strike last?
A: The length of a strike would be determined by the Non-Tenure Track Faculty Union. From the University’s perspective, a strike is not warranted. The University has continued to present proposals that represent a fair, sustainable and appropriate contract, especially given our current financial standing. A strike does nothing to change the constraints that limit what we can ultimately provide in the new contract.
Q: What can picketers lawfully do?
A: Picketing on public property is usually lawful so long as the picketing is peaceful, does not create a disturbance and does not block entrances and exits to campus buildings. Picketers must not block a door, passageway, driveway, crosswalk or other entrance or exit. Union members or picketers have a right to talk to people going into or out of campus buildings, but students, faculty and staff have a right to enter university buildings and classrooms without being interrupted, intimidated, coerced or threatened. UIS’ Expressive Activity Policy outlines the parameters for expressive activities on university property.
Verbal or physical intimidation, threats and coercion are never permitted. If any violation of these expectations occurs, a record of the incidents should be made and reported to the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at (217) 206-7148 or dschloss@uis.edu. In the event of an emergency threatening the safety of property or persons, the aggrieved person or a witness should immediately report the behavior to UIS Police at (217) 206-6690. UIS Police will continue to observe their normal procedures.
Q: Who can I contact for more information or if I have questions?
A: Media and external parties should contact Blake Wood, director of media strategy, who is the official spokesperson for the University and can be reached at (217) 206-8404.
Employees may contact the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at 217-206-7148 or dschloss@uis.edu.
Q: If a strike is called, should students still go to class?
A: Yes. UIS will do its best to ensure little disruption to students’ learning experience and expects that classes will be held as scheduled. Regardless of any strike announcement, students should attend their scheduled classes and complete all assignments. If you get to a class and your instructor is not present, please wait at least 15 minutes before leaving and reach out to your college’s designated contact person for further instructions. Students will receive information via email and Canvas regarding their designated contact person should a strike occur. In some situations, a temporary instructor will be assigned to assist with the continuation of a course. Please watch your UIS email and Canvas for updates.
Q. If the strike is prolonged, what will happen to classes, assignments and students’ grades?
A. The University expects that teaching and learning will continue and has plans in place to minimize harm to students. The University’s goal is to ensure that students are treated fairly and the objectives of their courses are fulfilled.
Q. Where can a student go for answers if they have questions?
A: Each academic college will assign a contact person to serve as a resource for student questions. This individual’s contact information will be shared with students via UIS email and Canvas.
Q: What are the possible consequences for faculty who engage in a work stoppage?
A: State law prohibits paying a public sector employee who does not work. Those members of the bargaining unit who choose to engage in a work stoppage forfeit pay for the period in which they do not perform their job duties. The University will ensure that it fulfills its legal duty to pay those who are working.
Q: Can the University withhold pay from faculty who participate in a strike? Is withholding pay retaliation?
A: Several Illinois laws recognize the right of public employees represented by labor organizations to strike, and the University will comply with all applicable requirements and principles regarding the rights of striking employees. Continuing to receive pay despite withholding services is not one of those rights. To do so would violate laws and policies regarding appropriate use of state resources. The University cannot pay striking employees who are not fulfilling their obligations to the University.
Q: If faculty are on strike and not being paid, does that disrupt their health benefits?
A: The University is not required to provide benefits during a strike. A strike may impact benefits, depending upon the date and/or duration of a strike.
Q: Are all employees in the bargaining unit that has declared a legal strike required to strike?
A: No. Individual employees in that bargaining unit can choose to work or choose to strike.