TIME SHIFTED 5/11, 1:15 to 2:30, BBH 101: Emergency UPI Meeting to Discuss the Budget and Potential Reorganization Matters

UPI is having a meeting for members and we are inviting all department chairs

Thursday 5/11, 1:15 to 2:30. We will meet in BBH 101. We need to discuss as a union the budget and the reorganization possibilities that could eliminate department chairs.

PLEASE NOTE THE TIME CHANGE!! We have shifted the time of the meeting to accommodate chairs who are invited to another meeting running for one hour starting at noon.

All, reach out to your chairs and invite them to this discussion. I will also email them directly but it will be good for them to know that we support them and want to have them join us for this discussion.

HEADS UP 12 Month Contract Folks (ASPs and Librarians), Summer Teaching People

If there is any confusion about your status as a member of UPI, and you are asked about furlough days beyond the 6 or 8 that have been negotiated, please tell your supervisor that you are in UPI and contact me immediately.

The continuance of furlough days for other members of the university will not affect UPI members unless we are asked to negotiate further furlough days. This has been more of an issue for those on 12 month contracts but we all need to be aware.

sjm

Fwd: SHARED GOV BALLOT (Deadline Tues May 9)

Last day for voting on governance: please do so now and thanks to those who have already voted.

sjm

———- Forwarded message ———-
From: Erick Howenstine
Date: Wed, May 3, 2017 at 3:28 PM
Subject: SHARED GOV BALLOT (Deadline Tues May 9)
To: EH

Dear members of the Faculty Assembly:

Please find at the bottom of this email the link to the ballot for the Spring 2017 elections. We had 47 self-nominators, nominating themselves for 70 seats on faculty governance — an excellent turn-out thank you! The winners of these elections will represent faculty interests on committees and councils. I’d like to also encourage everyone to be involved in shared governance by contacting their representatives when the need arrives.

To that end, please bookmark the Shared Governance Website:
https://sites.google.com/a/neiu.edu/faculty-governance/faculty-governance-1

On that web page you will see membership, activities, functions, and the organizational structure of shared governance. Any of these bodies can establish and maintain their own section of this site by contacting facgov@neiu.edu . Also please look forward to a Faculty Senate D2L “course” called Faculty Voices, which will be available for sharing information, discussions, surveys, etc – we will take advantage of the course tools to strengthen governance on an on-going basis. I’d like also to recognize the administration’s support and encouragement of shared governance, as it has done in many ways in recent years.

Finally, thanks to Henry Owen and Shannon Saszik who put together the ballot and made this election possible Spring term. Henry serves on the UPBC, the Advisory Committee to the Library, the Faculty Council on Finance and Administration, and the Faculty Senate. Shannon is member and Secretary of the Faculty Senate and serves on the Faculty Council on Academic Affairs and the Graduate College Advisory Committee.

======================================================================
Here is the link to the ballot, which is already open and will close midnight Tuesday May 9. Votes will be tallied and a second ballot, for the At-Large seats, will go out May 10.

http://neiu.co1.qualtrics.com/jfe/form/SV_b9OawRMIOgWKxGR

Erick Howenstine
Chair, Faculty Senate

SAVE THE DATE AND TIME 5/11 noon to 2:00: Emergency UPI Meeting to Discuss Reorg of Our Chairs

Hey all,

Please save the date and time of Thursday 5/11, noon to 2:00. Location TBA. We need to discuss as a union the budget and the reorganization discussions that might eliminate department chairs.

After graduation today, stop by and let’s touch base at Jak’s Tap 901 W Jackson Blvd, Chicago, IL 60607. Not the best place in town–but not bad!–and it’s easy walking distance from commencement.

sjm

VICTORY: UIS has their first contract TA’d, strike is over

Congratulations to UIS/UPI 4100 and the admin at UIS on their first TA’d contract!!

It was an honor to be part of the team’s strategy, and learn from them, as a member of the Local’s executive board and strike committee. Thanks to them for the hard work and yay on the success!!

NEIU was represented in Springfield by Nanette Potee, Tyler Zimmer and a faithful department chair who was in Springfield. We had people ready to go down next week too. Thanks to all!

Pep Talk and Plan of Action: NEIU/UPI Strategies for Responding to the the Crisis Presented Yesterday

UPI – I’m writing with a pep talk and to start outlining strategies as we respond to the budget crisis presented yesterday in President Helldobler’s Town Hall.

First take a breath, grade or think about your accomplishments advising and recruiting, and think about what we have done thus far. We have NEIU and higher ed in the news and that is the outcome of work we have done together with groups across campus and across Chicago and Illinois. People don’t say “I didn’t know there was a problem” like they did last year. Now they ask: “are you guys okay at Northeastern?” In the video report on May Day at WTTW, they mention we were on furlough on 5/1. We are a problem that isn’t being ignored now. Excellent and we have to keep that going.

http://chicagotonight.wttw.com/2017/05/01/may-day-protests-take-anti-trump-fervor

Yes, we are going to have to be highly mobilized over the summer to get a budget. It’s a challenge but we can do it. Read through the coverage of the Teach Out on 4/27 below and know we accounted for the numbers bringing over 300 students, faculty and staff from NEIU to the capital. We have made this a statewide problem and that’s what we need to do to move the legislature.

Second, have a sound-bite ready at commencement in case you are interviewed. How is the crisis at NEIU hurting your ability to serve students and your own lives and families? (Several of our students were interviewed last week and there will be continuing investigation of our situation.)

Third, let’s all gather after graduation and touch base at Jak’s Tap 901 W Jackson Blvd, Chicago, IL 60607. Not the best place in town–but not bad!–and it’s easy walking distance from commencement.

sjm

April 27, 2017

Pre-Event Coverage

EIU professors to demonstrate at EIU, then Springfield

District address budget impasse, damaging effects on education

“Teach Out” To Take Place on Capitol Grounds – Fox Illinois

WIU Professors to Join Higher Education Rally in Springfield – Peoria Public Radio

Dropbox Link (Still Photos from the Day)

IFT Post – Facebook Live video is linked within this post, and it has nearly 10,000 views!

Event Coverage

Rauner, Madigan Meet for the First Time in 2017 – WTTW Chicago Tonight

IVCC officials, teachers, students speak out about state budget problems while others from around the state do so in Springfield – WCMY 1430 AM

Included in Natasha Korecki’s Morning Wrap-Up 4/28/17 – Politico

Rauner, Madigan hopeful after meeting — should rest of state be? – Chicago Sun-Times

Rauner, Madigan meet for first time since December, offer dueling accounts – Chicago Tribune

Rally held for education funding as budget stalemate continues in Springfield – WGNTV

100 head to Teach Out in Springfield – Daily Eastern News

EIU professors, students ‘teach out’ in Springfield – Journal Gazette & Times-Courier

Hundreds Rally at Capitol for Higher Education Funding – Fox Illinois

Do Your Job video (more to come)

Fwd: Shared Governance Requires Your Participation in Negotiations: Please Schedule Bargaining Sessions with Your Faculty’s Union

Hey UPI and happy end of the toughest but most active semester ever!

The strike at UIS seems to be getting everyone back to the table after a long delay. Check out the email below sent by University of Illinois President Killeen in response to something I sent early this week.

The UIS team was claiming that no evaluation language for tenure and promotion was in other faculty contracts, so several UPI 4100 chapter presidents sent some evidence along to the contrary.

sjm

———- Forwarded message ———-
From: President Killeen Date: Thu, May 4, 2017 at 1:17 PM
Subject: RE: Shared Governance Requires Your Participation in Negotiations: Please Schedule Bargaining Sessions with Your Faculty’s Union
To: “Mihic, Sophia”

Dear Dr. Mihic,

Thank you for your interest and your input in the matter of ongoing faculty contract negotiations at the University of Illinois at Springfield. We value and respect all of our employees. Our thoughts and concerns, too, are with the students who are most directly and immediately impacted by the faculty work stoppage. Many months of good faith bargaining have taken place and it is the hope of all concerned that a fair agreement will be reached soon. Negotiations toward that goal are scheduled to resume Friday.

Sincerely,
Tim Killeen

From: Mihic, Sophia [mailto:s-mihic@neiu.edu]
Sent: Tuesday, May 02, 2017 4:01 PM
To: President Killeen ; Koch, Susan J ; jerma2@uis.duc
Cc: Lynne Fisher Preferred
Subject: Shared Governance Requires Your Participation in Negotiations: Please Schedule Bargaining Sessions with Your Faculty’s Union

Dear President Killeen, Chancellor Koch, and Interim Provost Ermatinger:

I’m writing to urge you to schedule a bargaining session with your faculty’s union UIS/UPI 4100. I’m also concerned to hear that you do not think other faculty unions include due process for evaluation, retention and promotion in their contracts.

I am pasting the language from Northeastern Illinois University’s current Collective Bargaining Agreement between the University and NEIU/UPI 4100 below. “Teaching Professional” and “Resource Professional” are our definitions for tenure-track and tenured professors in the disciplines and in the library.

We have weathered storms and stress between the administration and union at NEIU, but both sides have always been proud of our system of evaluation and promotion . It is as one of our administrator’s often says “one of the best things we do together.” This shared commitment to the contract reflects our shared commitment to our students and the academy as a whole.

I hope you too will one day have the discipline for, and commitment to, fair processes like those we have developed on our campus through collective bargaining. I’m sure you will find it is a system that benefits the entire university.

Shared governance should be a lived reality rather than an empty slogan.

I wish you all the best as you learn this truth by returning to the table and completing your negotiations.

Sincerely,

Dr. Sophia Mihic
Professor of Philosophy and Political Science
Northeastern Illinois University
NEIU/UPI Chapter President

*******************
Article 25 TPRP EVALUATION AND

EVALUATION CRITERIA

This article applies to Teaching Professionals and Resource Professionals; all references to “Employee” in this article will pertain to those members of the Bargaining Unit.

1. 25.01 Purpose of Evaluation

The Board and the University are responsible for evaluating the performance
of all Employees. The purposes of evaluation are to judge the degree of effectiveness of an Employee’s performance, to identify areas of strength and weakness, and to improve Employee performance. Additionally it shall provide a basis for the University President and the Board to make decisions, as appropriate, concerning retention, promotion, or tenure. An Employee who has submitted a resignation or has received a terminal contract shall not be eligible to apply for retention, promotion or tenure.

2. 25.02 Evaluation Schedule

In each academic year, the Provost/Vice President for Academic Affairs shall prepare a schedule of evaluation for retention, promotion, or tenure. The schedule shall be posted electronically no later than October 15.

3. 25.03 Evaluation Criteria and Their Application

Evaluation of an Employee’s effectiveness shall be based on consideration of the Employee’s professional responsibilities. Evaluations shall be done in accordance with the terms of this Agreement.

A. Evaluation Criteria

1. Areas of Evaluation

The degree of effectiveness of performance of each Employee being considered for retention, promotion, or tenure will be evaluated in the areas of teaching/performance of primary duties, research/creative activity, and service. Teaching/performance of primary duties will be considered the most important of the three areas of evaluation.

2. Performance Standards

a. The performance standards listed below will be used to reach judgments about the degree of effectiveness of an Employee’s performance. In retention and promotion evaluations, the performance standards will be used to judge an Employee’s performance during the entire evaluation period. The evaluation

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period for retention shall be the period since the beginning of the Employee’s last evaluation for retention, with the exception that Employees in their second year of employment in the Bargaining Unit shall have their entire period of employment evaluated. In tenure evaluations, the performance standards will be used to judge whether an Employee’s performance has reached the required degree of effectiveness by the end of the evaluation period. The evaluation period for tenure shall be the entire term of employment in probationary status at the University.

1. 1) For retention in probationary year one: satisfactory teaching/ performance of primary duties; and appropriate plans to meet the second year retention requirement of satisfactory research/creative activity; and appropriate service.

2. 2) For retention in probationary year two: satisfactory teaching/ performance of primary duties; satisfactory research/creative activity; and satisfactory service during the entire evaluation period.

3. 3) For retention in probationary year three, four, and five: highly effective teaching/performance of primary duties; significant research/creative activity; and significant service during the entire evaluation period.

4. 4) For tenure: superior teaching/performance of primary duties; significant research/creative activity; and significant service by the end of the evaluation period. The evaluation period for tenure shall be the entire term of employment in probationary status at the University.

5. 5) For promotion:

a) to associate professor: superior teaching/performance of primary duties; significant research/creative activity; and significant service, by the end of the evaluation period.

b) to professor: superior teaching/performance of primary duties; superior research/creative activity; and superior service, in each area as examined in the aggregate, that is taken as a whole, through the evaluation period.

c) Exception: An eligible Employee who applies for consideration for tenure or promotion on the basis of exceptional performance must meet the relevant University evaluation criteria described in 25.03.A.2.a.4 or 25.03.A.2.a.5.a and 25.03.A.2.a.5.b. In addition, the Employee must show evidence of exceptional performance beyond that otherwise required in one of the three areas of evaluation.

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3. Areas of Consideration in Evaluating Effectiveness of Performance

1. Evaluation of an Employee’s teaching/performance of primary duties will include consideration of the Employee’s effectiveness in his/her: execution of assigned responsibilities; command of the subject matter or discipline; oral English proficiency as mandated by Illinois statute; ability to organize, analyze and present knowledge or material; ability to encourage and interest students in the learning process; demonstrates appropriate techniques used to evaluate student learning; and in student advisement, counseling and direction of individual activities.

2. Evaluation of the effectiveness of an Employee’s research/ creative activity will include consideration of: the quality and quantity of research/creative activity; contributions to the Employee’s discipline or field; extent and nature of national, state or local recognition of research/creative activity; extent and nature of participation in professional organizations.

3. Evaluation of the effectiveness of an Employee’s unit, college, University, community or professional service will include consideration of: extent and nature of leadership; degree of participation; quality and length of service; extent and nature of national, state, or local recognition of service; and the relationship of the service to the Employee’s assigned responsibilities and to the University.

B. Application of Criteria

1. Each department or program shall have a statement of Application
of Criteria, describing what materials and methods will be used in evaluating performance of Employees eligible for retention, promotion or tenure. Programs within combined departments, designated by the University after consultation with the union may have the choice of writing an application of criteria specific to the program. The Application of Criteria will contain:

1. categories of materials and activities appropriate for the Department to use for the three areas of evaluation and the relative importance of these materials and activities; and

2. a general statement of the methods to be used for evaluation of teaching/performance of primary duties including one classroom observation by the Department Chair and two peer observations, with the three observations preferably spread across two Academic Terms; and

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c. a general statement of the methods to be used for evaluation of research/creative activity, and service; and

4. the relative emphasis to be given to research/creative activity and service.

5. All Application of Criteria must contain statements in each of the areas of Teaching, Research/Creative Activities and Service that are relevant to the department’s assessment of faculty who are using technology in teaching, research/creative activities, or service and must clearly identify departmental expectations in these areas.

2. Each Department Chair, after consultation with the Department, shall submit to the University President for approval its proposed statement of Application of Criteria.

3. By no later than June 1, 2016, the University President shall review proposed statements of Application of Criteria and shall notify the Department Chair and the department Employees in writing of her/his approval or disapproval. If the University President does not approve proposed statements of Application of Criteria either in whole or in part, she/he shall provide a written statement to the Department Chair and the department or program Employees and the Chapter President of the basis for her/his disapproval with any suggested additions, deletions, or modifications of the proposed statement. If a department or program has no approved statement of Application of Criteria, the University President, after consultation with the Chapter President, shall establish a statement of Application of Criteria for the department or program.

4. The Application of Criteria effective August 16, 2016 shall remain in effect through August 15, 2019.

5. All Employees shall receive a copy of the approved statement of Application of Criteria within 10 Days of approval.

25.04 Evaluation Procedures

1. All evaluations of Employees for retention, promotion, or tenure shall
be in the areas of evaluation specified in this Article and based on the considerations in this Article and as specified in the approved statement
of Application of Criteria described in this Article, on the applicable performance standard above, and on the materials referred to, in this Article.

2. All Teaching Professionals who teach or participate in other instructional activity shall have their teaching effectiveness evaluated by students in all courses with more than six students for each Academic Term. All student

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evaluations shall be conducted in accordance with methods specified in the approved statement of Application of Criteria. All official student evaluations remain the property of the University and shall be maintained by the respective college.

C. Evaluation of Tenured Employees 1. Annual Evaluation

a. The annual evaluation for tenured Employees not being considered for promotion is a limited process to identify areas of strength and weakness and to improve performance. The evaluation shall consist of the review of the following by the Department Chair:

1. 1) the required student course evaluations;

2. 2) materials submitted by the Employee to substantiate performance in the areas of teaching/primary duties, research/creative activity and service;

3. 3) materials in the Employee’s personnel file that fall within the current period of evaluation or are prior evaluation documents that reference goals or issues to be addressed during the current period of evaluation.

b. Following review of the documents, the Department Chair shall write a brief evaluation statement and send it to the Dean for review. A copy of the evaluation statement shall be sent to the Employee. The Employee may attach a written response to the evaluation statement for inclusion in the personnel file.

D. Evaluation Portfolio

1. By a date to be specified in the University evaluation timetable, each Employee who is to be evaluated for retention, promotion, or tenure
shall submit an evaluation portfolio(s) containing evaluation materials
in accordance with the applicable statement of Application of Criteria.
All Employees hired since September 2006 are required to prepare electronic portfolios using university-approved software. Other Employees seeking personnel action described in this article may elect to submit either a paper or electronic portfolio. Materials in the evaluation portfolio shall be selected to document fulfillment of the applicable performance standard specified above. The Employee is responsible

to develop a detailed table of contents of the portfolio following the guidelines developed by the Provost/Vice President for Academic Affairs

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so adequate security of the content is provided. Additionally, a separate section will be designated for the inclusion of materials that may be inserted by evaluators in accordance with this Article.

2. Materials used in the process of evaluation of an Employee shall be materials included in the evaluation portfolio, materials referred to in the Employee’s supporting materials, and materials in the Employee’s personnel file, except for confidential materials submitted in connection with the Employee’s initial appointment. These materials must fall within the current period of evaluation or be prior evaluation documents that reference goals or issues to be addressed during the current period of evaluation. Materials placed in the personnel file after the evaluation process begins shall not be considered. Documentation of program needs may be used where program needs are the basis of a non- retention recommendation or decision.

3. After the beginning of the evaluation process, the Employee may not add materials to the portfolio unless additional documentation has been requested by the Department/Program Personnel Committee, the Department Chair, Dean, University Personnel Committee, Provost/ Vice President for Academic Affairs, or University President, or unless the material is submitted in response to an evaluator’s placement of materials in the Employee’s evaluation portfolio or personnel file after the beginning of the evaluation process, or unless the material was not available prior to the beginning of the evaluation process.

4. After the beginning of the evaluation process, an evaluator may not add materials to the Employee’s personnel file, unless the material was not available prior to the beginning of the evaluation process. Nor may an evaluator add materials to an Employee’s evaluation portfolio unless
the material was not available prior to the beginning of the evaluation process, except that an evaluator may add to an Employee’s evaluation portfolio (a) copy(s) of materials which were in the Employee’s personnel file prior to the beginning of the evaluation process but which the Employee has not included in her/his evaluation portfolio, provided

that (a) copy(s) of any statement(s) the Employee has attached to such materials also be added to the evaluation portfolio.

5. If an evaluator adds materials to an Employee’s evaluation portfolio
or personnel file at any step of the evaluation process, notice of such materials shall be provided to the Employee and the Employee shall, upon request, be provided an opportunity to review and respond to the materials before the completion of that step of the evaluation process. Such an opportunity shall not delay that step of the process more than three days beyond the date specified in the University Timetable, unless

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an extension is agreed to by the Provost/Vice President for Academic Affairs and the Chapter President. An evaluator may request that an Employee provide additional documentation of statements or materials in her/his evaluation portfolio. No evaluator may remove materials from the evaluation portfolio.

6. A copy of the evaluation recommendation made at each step of the evaluation process shall be added to the portfolio. If an Employee
has requested reconsideration of a negative recommendation by a Department Personnel Committee, Department Chair, Dean, or the University Personnel Committee, a copy of the written statement of the result of the reconsideration shall be included in the portfolio. A copy of any written evaluation placed in an Employee’s evaluation portfolio or personnel file shall be provided to the Employee.

7. A copy of the Employee’s request for reconsideration of a negative recommendation shall be added to the portfolio. Such a request for reconsideration may include additional documents if the Employee believes them to be important to the evaluation process.

8. If an Employee believes that a positive recommendation by an evaluator contains false or misleading statements, the Employee may add a statement to the portfolio in response to the alleged false or misleading statements within three (3) Days of receipt of the recommendation.

E. Evaluation Committees

1. Each Department or program shall have a Personnel Committee composed of and elected by department bargaining unit Employees. In the event that there are fewer than three Employees in the Department or program, then the University Contract Administrator and the Chapter President shall identify other Employees from outside the Department or program to serve on the Department or Program Personnel Committee in order to bring its membership to a minimum of three. In the event that an Employee has a multi-department assignment, the individual may request the addition of one member to the Department or Program Personnel Committee from outside the evaluating Department or program who represents the expertise in the area in which the additional duties were performed. The University Contract Administrator and the Chapter President shall identify the additional member.

2. The University shall have a University Personnel Committee composed of tenured faculty and elected by University bargaining unit Employees. If fewer than 50% of the Teaching Professionals or Resource Professionals in a college are tenured, then a tenure-track Employee may be elected to represent that college. The purpose of the University Personnel Committee shall be to provide recommendations to the Provost/Vice

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President for Academic Affairs concerning retention, promotion, or tenure of University Employees, unless provided elsewhere in this Agreement.

1. The University Personnel Committee shall be composed of no more than eleven faculty members.

2. Each college shall have at least one representative on the University Personnel Committee.

3. One member of the University Personnel Committee shall be elected by and from Resource Professionals.

4. Terms on the University Personnel Committee shall be three years, and shall be staggered.

5. Election of the University Personnel Committee shall be conducted by the Faculty Senate.

6. If a University Personnel Committee is not elected or if a University Personnel Committee fails to make a recommendation, the failure shall not prevent decisions concerning retention, promotion, or tenure of University Employees.

3. The only role of a Department Personnel Committee and the University Personnel Committee in evaluation of Employee performance is evaluation based on a review of materials indicated in 25.04.D.2 for the purpose of providing a recommendation concerning retention, promotion, or tenure of a University Employee unless provided elsewhere in this Agreement.

F. Multi-Department Assignments

1. No Employee shall be evaluated for retention, promotion, or tenure by more than one department. The evaluating Department shall be specified at the time of appointment or whenever 50% of the Employee’s primary duties are outside of the appointing department.

2. An Employee whose assigned obligation during an academic calendar period or period of appointment, including any overload assignment, includes assigned duties outside the evaluating department shall submit evaluation materials relevant to those duties. Evaluation materials may include documentation on research/creative activity or service.

3. When an Employee who has assigned duties outside the evaluating department has submitted evaluation materials relevant to those duties, the evaluators’ consideration of the materials will be commensurate with the Employee’s assignment outside the evaluating department during the total evaluation period.

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4. Evaluators will use the approved statement of Application of Criteria of the evaluating department/program in evaluating materials relating to assignments outside of the department/program. If the statement of Application of Criteria of the evaluating department/program does not contain such materials, they shall be evaluated by use of the approved statement of Application of Criteria of the department/program in which the duties were performed or, if no such statement exists, by the development of a multi-department/program Application of Criteria.

25.05 Professional Advancement Increase

A. An Employee shall be eligible for consideration for a professional advancement increase if she/he meets the following requirements:

1. The Employee must have completed at least five years of service at the University at the rank of Professor.

2. Faculty who have received a professional advancement increase are not eligible to apply until the fifth year after notification of the previous award.

3. An eligible Employee may submit an evaluation portfolio in accordance with the University timetable. Evaluation recommendations will be made by the Employee’s Department Chair, Department/Program Personnel Committee, Dean and University Personnel Committee and forwarded to the University President as required in the regular evaluation process for tenure or promotion. The performance standards necessary for a professional advancement increase can be met in one of two ways:

1. a) Superior teaching/performance of primary duties; superior research/creative activity; and significant service in the aggregate, that is, taken as a whole, through at least the last five years prior to this evaluation.

2. b) Superior teaching/performance of primary duties; significant research/creative activity; and superior service in the aggregate, that is, taken as a whole, through at least the last five years prior to this evaluation.

4. All professional advancement increases shall be added to the Employee’s basic monthly salary and shall be recurring.

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Article 26 TPRP RETENTION

All references to Employee in this Article shall pertain to those members of the Bargaining Unit who are Teaching Professionals or Resource Professionals.

1. 26.01 Retention Process

1. There shall be an annual evaluation of each probationary Employee for the purpose of making a decision concerning retention of the Employee. The evaluation period of retention shall be the period since the beginning of the Employee’s last evaluation for retention except for Employees in their second year of employment, as provided in the Article on Evaluation and Evaluation Criteria in this Agreement.

2. The University timetable will be made available to all faculty and will include appropriate deadline dates by which retention portfolios shall be submitted by the Employee to the applicable Department Personnel Committee. Upon the written request of the Employee or the Department Chair, the Provost/ Vice President of Academic Affairs may extend the deadline for submission of the portfolio. Notification of any update or addition to the above timetable will be made electronically to all Employees within five Days of posting.

3. The evaluation process for retention shall be initiated by the Employee in accordance with the Article on Evaluation and Evaluation Criteria in this Agreement. All probationary Employees are required to submit evaluation portfolios for retention or for tenure.

4. No Employee shall be evaluated for retention until she/he has completed one full Academic Term of service at the University.

2. 26.02 The initial recommendation regarding retention of an Employee shall originate in the Employee’s Department.

3. 26.03 The Department Personnel Committee shall submit a written retention recommendation for each probationary Employee to the Department Chair and the Employee. The written recommendation shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement, or, as applicable, program needs. Program needs may be used as a reason for non-retention only in the first three years of employment.

4. 26.04 The Department Chair shall prepare a written retention recommendation for each probationary Employee. The written recommendation shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement or, as applicable, program needs. Program needs may be used as a reason for non-retention only in the first three years of employment. The

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Department Chair shall provide each Employee considered for retention with
a copy of her/his retention recommendation and reasons and the retention recommendation and reasons of the Department Personnel Committee. Within three working days of receipt of the recommendation and reasons, an Employee may submit a written request to the Department Chair for reconsideration of a negative recommendation by the Department Personnel Committee and/or the Department Chair. The request shall be granted and the Department Chair shall provide the Employee a written statement of the result of the reconsideration by the Department Personnel Committee and/or the Department Chair.

5. 26.05 The evaluation portfolio, retention recommendations, and reasons of the Department Chairs and Department Personnel Committees shall be reviewed
by the appropriate Dean beyond the level of the Department. The Dean, beyond the level of the Department, shall submit a written retention recommendation for each probationary Employee to the Provost/Vice President for Academic Affairs. Negative recommendations shall be supported with written reasons based on evaluation criteria, application of criteria, and material as specified in the Article on Evaluation and Evaluation Criteria in this Agreement or, as applicable, program needs. Program needs may be used as a reason for non-retention only in the first three years of employment. The Dean beyond the level of the Department shall provide a copy of her/his retention recommendation, with supporting reasons in the event of negative recommendation, to the Employee being evaluated. Within three working days of receipt of the recommendation and reasons, an Employee may submit a written request to the Dean for reconsideration of a negative recommendation by the Dean. The Dean shall provide the Employee a written statement of the result of the reconsideration by the Dean.

6. 26.06 The Provost/Vice President for Academic Affairs shall present the evaluation portfolio and all retention recommendations and supporting reasons to the University Personnel Committee. The University Personnel Committee shall submit a written recommendation to the Provost/Vice President for Academic Affairs for each probationary Employee. Copies shall be provided to the Dean, Department Chair and the Employee. Negative recommendations shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement or, as applicable, program needs. Program needs may be used as a reason for non-retention only in the first three years of employment. The Provost/Vice President for Academic Affairs may review these recommendations with the University Personnel Committee. If the University Personnel Committee makes a negative recommendation and the Department Personnel Committee has made a positive recommendation, the Employee may submit a written request for reconsideration of the University Personnel Committee’s negative recommendation to the University Personnel Committee within three working days of receipt of the recommendation and reasons. The request shall be granted, and the University Personnel Committee shall provide

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the Employee with a written statement of the result of reconsideration.

7. 26.07 The Provost/Vice President for Academic Affairs shall review with the University President the evaluation portfolios and all retention recommendations and supporting reasons submitted for probationary Employees. The University President shall provide each probationary Employee considered for retention
with a written decision. If the decision is negative, the University President shall provide the Employee with a statement of reasons for the decision based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement or, as applicable, program needs. Program needs may be used as a reason for non-retention only in the first three years of employment.

8. 26.08 Written notice that a probationary appointment will not be renewed will be given to an Employee by the University President as follows:

1. by not later than April 1 of the first and second year of full-time employment in a position in the Bargaining Unit at the University.

2. by not later than 12 months before expiration of the appointment after three or more years of full-time employment in a position in the Bargaining Unit at the University.

9. 26.09 Failure to Notify or Submit Portfolio

1. In the event of failure to provide notice of non-renewal required by Section 26.08 above, the Employee shall receive a probationary appointment for one academic year.

2. In the event of failure of an Employee to submit an evaluation portfolio for retention, the Employee shall not have her/his employment continued beyond that academic year.

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Article 27 TPRP PROMOTION

All references to “Employee” in this Article shall pertain to those members of the Bargaining Unit who are Teaching Professionals or Resource Professionals.

1. 27.01 An Employee shall be eligible for consideration for promotion if she/he meets the following requirements.

1. Degree

1. To be eligible for consideration for promotion to the rank of Associate Professor or Professor, an Employee must possess a Terminal Degree from an accredited graduate or professional school.

2. Years of Service

1. An Employee’s application for promotion to Associate Professor will occur when she/he applies for tenure. The same criteria and requirements for tenure (see Article 28) shall apply to promotion to Associate Professor. Compensation for being granted concomitant promotion to Associate Professor and tenure or for promotion to Professor is covered in Article 21.

2. An Employee may apply for consideration for promotion to the rank
of Associate Professor in her/his sixth year of full-time service at the University at the rank of Assistant Professor. This consideration for promotion shall occur concomitantly with the Employee’s consideration for tenure.

3. An Employee may apply for consideration for promotion to the rank of Professor in her/his sixth year of full-time service at the University at the rank of Associate Professor.

2. 27.02 Consideration for Promotion on the Basis of Exception

1. An Employee who does not satisfy either (1) the degree requirements or (2) years of service requirements specified in Section 27.01 above may apply for consideration for promotion on the basis of exceptional teaching/ performance of primary duties, research/creative activity, or service.

2. An Employee who applies for consideration for promotion on the basis of Article 27.02.A shall present evidence in support of her/his claim of exceptional performance to the Department Personnel Committee and the Department Chair. The Employee must meet the relevant University evaluation criteria described in 25.03.A.2.a.5.a and 25.03.A.2.a.5.b by showing evidence of exceptional performance beyond that otherwise required in one of the three areas of evaluation.

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C. If the Department Personnel Committee and the Department Chair
concur that the Employee should be recommended for promotion, written recommendations, supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria within this Agreement, shall be prepared and transmitted by the Department Chair and the Department Personnel Committee as provided in Section 27.06. through 27.08. below.

4. If the Department Personnel Committee or the Department Chair makes
a negative recommendation for promotion, the Employee shall not be considered for promotion until the next succeeding period of evaluation for promotion. If, within two weeks of the receipt of a negative recommendation and as a result of consultation by the Union and the University, it is determined that a procedural error has been made in the evaluation of the Employee, the error will be corrected and the evaluation process will begin anew. If the Employee subsequently applies for consideration for promotion as an exception to the degree requirements or years of service requirement for promotion, her/his application shall be considered and transmitted as provided in Section 27.04 through 27.08 below.

5. In the event of a negative recommendation by either the Department Personnel Committee or the Department Chair on a request for
exception, the Department Chair shall provide the Employee with her/his recommendation and reasons and the recommendation and reasons of the Department Personnel Committee. The reasons shall be based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

3. 27.03 An eligible Employee must apply to the Department Chair prior to the commencement of the promotion process in order to be considered for promotion. The evaluation period for promotions shall be the period since the beginning of the evaluation that resulted in the Employee’s promotion to her/his current rank at the University. If the Employee has received no promotion at the University, the evaluation period for promotion shall be the period since her/his most recent appointment to a Bargaining Unit position at the University, unless otherwise stipulated (see 27.01.B.2).

4. 27.04 The Department Personnel Committee shall submit a written promotion recommendation for each eligible Employee to the Department Chair. The written recommendation shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

5. 27.05 The Department Chair shall prepare a written promotion recommendation for each eligible Employee. The written recommendation shall be supported

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with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement. The Department Chair shall provide each Employee considered
for promotion with a copy of her/his promotion recommendation and reasons and the promotion recommendation and reasons of the Department Personnel Committee. Within three working days of receipt of the recommendations and reasons, an Employee may submit a written request for reconsideration of a negative recommendation to the Department Chair. The request shall be granted and the Department Chair shall provide the Employee with a written statement of the result of the reconsideration by the Department Personnel Committee and/or Department Chair. Within two working days of receipt of the result of reconsideration, an Employee may withdraw her/his application for consideration for promotion by written notification to the Department Chair.

6. 27.06 The evaluation portfolios, promotion recommendations, and reasons of Department Chairs and Department Personnel Committees shall be reviewed by the appropriate Dean/Director, if any, beyond the level of the Department. The Dean/Director, if any, beyond the level of the Department, shall submit a written promotion recommendation for each eligible Employee to the Provost/Vice President for Academic Affairs. Negative recommendations shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement. The Dean/Director, if any, beyond the level of the Department, shall provide a copy of her/his promotion recommendation, with supporting reasons in the event of a negative recommendation, to the Employee being evaluated.

7. 27.07 The Provost/Vice President for Academic Affairs shall present all evaluation portfolios, promotion recommendations and supporting reasons to the University Personnel Committee. The University Personnel Committee shall submit a written promotion recommendation to the Provost/Vice President for Academic Affairs for each eligible Employee. Negative recommendations shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement. The Provost/Vice President for Academic Affairs may review recommendations with the University Personnel Committee. A copy of the University Personnel Committee recommendation, with supporting reasons in the event of a negative recommendation, shall be provided to the Employee. If the University Personnel Committee makes a negative recommendation and the Department Personnel Committee has made a positive recommendation, the Employee may submit

a written request for reconsideration of the University Personnel Committee’s negative recommendation to the University Personnel Committee within three working days of receipt of the recommendation and reasons. The request shall be granted, and the University Personnel Committee shall provide the Employee with a written statement of the result of the reconsideration.

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8. 27.08 The Provost/Vice President for Academic Affairs shall review with the University President all evaluation portfolios, promotion recommendations and supporting reasons submitted for eligible Employees. The University President shall provide each eligible Employee considered for promotion with a written decision by
May 1. A negative decision shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

9. 27.09 The number of Employees who hold a particular rank at the University shall
not be grounds for denial of a promotion to an eligible Employee who has otherwise satisfied evaluation criteria as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

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Article 28 TPRP TENURE

All references to “Employee” in this Article shall pertain to those members of the Bargaining Unit who are Teaching Professionals or Resource Professionals.

1. 28.01 Tenure is a status awarded by the Board of Trustees upon the positive recommendation of the University President following an extensive evaluation process. Tenure is a relationship of continuing commitment between the University and the Employee, benefitting both.

2. 28.02 Each tenured Employee shall have continuous employment at the University unless such Employee resigns, retires, is laid off pursuant to the Article on Staff Reduction Procedures within this Agreement, or is terminated for adequate cause pursuant to the Article on Sanctions and Termination.

3. 28.03 Tenure shall not be acquired automatically by length of service. Tenure shall be granted and may be acquired only by specific action of the Board after receipt of a specific recommendation by the University President. Tenure shall be in a Department or Academic Program.

4. 28.04 Tenure

A. Tenure may be granted to a Teaching Professional or a Resource Professional at the time of initial appointment only after consultation with the Department or Academic Program, and upon recommendation of the University President and approval by the Board.

5. 28.05 The evaluation period for tenure shall be the entire term of employment in probationary status at the University.

6. 28.06 Requirements for Tenure

An Employee shall be eligible for consideration for tenure if she/he holds at least the rank of Assistant Professor and meets the following requirements.

1. Educational Requirements:

The educational requirement for tenure requiring a Terminal Degree will remain unchanged for the duration of this Agreement.

2. Years of Service:

1. Except as provided below, an Employee may not apply for tenure before her/his sixth probationary year of employment at the University.

2. All Employees shall be placed in probationary year one at the time of initial appointment. Probationary year one may be extended for Employees who begin their employment after the beginning of the academic year.

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Following the successful completion of probationary year two, an Employee who has prior full-time teaching or professional service in an accredited baccalaureate, degree-granting institution of higher education may elect to be placed in a higher probationary year or continue to probationary year three.

3. An Employee who has one year of prior full-time teaching or professional service in an accredited baccalaureate degree-granting institution of higher education at the time of initial appointment may elect to be placed in probationary year four after the successful completion of probationary year two.

4. An Employee who has two years of prior full-time teaching or professional service in an accredited baccalaureate degree-granting institution of higher education at the time of initial appointment may elect to be placed in probationary year four or five after the successful completion of probationary year two.

5. An Employee who has three or more years of full-time teaching or professional service in an accredited baccalaureate degree-granting institution of higher education at the time of initial appointment may elect to be placed in probationary year four, five, or six after the successful completion of probationary year two. Although placement in year six

is an option, it should be considered only when performance in years one and two have been exceptional and exceeded the performance standards. Election to move to probationary year six shall be taken with special caution as this decision is final and will allow limited time of approximately 14 months to finalize the development of a tenure portfolio.

6. The decision to be evaluated at a higher probationary year should be the result of consultation with the Employee’s department/program faculty and chair, and a review of the Application of Criteria requirements. The Employee, after this consultation and after his/her own self-assessment, must be certain that his/her performance in all areas of evaluation (i.e., teaching/primary duty, research/creative activities, and service) can meet the standards of the probationary year chosen as specified in the Agreement and in the respective Application of Criteria.

An Employee’s decision to be placed in a higher probationary year is final once the notification letter (28.06.B.7) has been submitted for the higher probationary year.

7. An Employee who is eligible for placement in a higher probationary year and who elects to be placed in a higher probationary year must notify the Provost/Vice President for Academic Affairs in writing by September 15 of the third year of full time employment.

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28.07 Consideration for Tenure on the Basis of Exception

1. An Employee who does not satisfy either (1) the educational requirements for tenure described above or (2) the years of service requirement specified above may apply for consideration for tenure in her/his fourth, fifth, or sixth year of full-time service in the Bargaining Unit at the University on the basis of exceptional teaching/performance of primary duties, research/ creative activity, or service.

2. An Employee who applies for consideration for tenure on the Basis of Exception above shall present evidence in support of her/his claim of exceptional performance to the Department Personnel Committee and
the Department Chair. The Employee must meet the relevant University evaluation criteria described in 25.03.A.2.a.4 by showing evidence of exceptional performance beyond that otherwise required in one of the three areas of evaluation.

3. If the Department Personnel Committee and the Department Chair
concur that the Employee should be recommended for tenure, written recommendations, supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria for Teaching Professionals and Resource Professionals shall be prepared and transmitted by the Department Chair and the Department Personnel Committee as provided in 28.09 through 28.13 below.

4. If the Department Personnel Committee or the Department Chair makes
a negative recommendation for tenure, the Employee shall not further
be considered for tenure until the next succeeding period of evaluation
for tenure unless the Employee is in her/his final probationary year. If the Employee is not in her/his final probationary year and if, within two weeks of the receipt of a negative recommendation and as a result of consultation by the Union and the University, it is determined that a procedural error has been made in the evaluation of the Employee, the error will be corrected and the evaluation process will begin anew. If the Employee is in her/his final probationary year, written recommendations, supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria within this Agreement, shall be prepared and transmitted by the Department Chair and the Department Personnel Committee as provided in 28.09 through 28.13 below.

If the Employee is not in her/his final probationary year and if the Employee subsequently applies for consideration for tenure as an exception to the educational requirements or years of service requirements for tenure, her/ his application shall be considered and transmitted as provided in 28.09 through 28.13 below.

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E. In the event of a negative recommendation by either the Department Personnel Committee or the Department Chair on a request for
exception, the Department Chair shall provide the Employee with her/his recommendation and reasons and the recommendation and reasons of the Department Personnel Committee. The reasons shall be based on approved evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria within this Agreement.

8. 28.08 An eligible Employee must apply to the Department Chair prior to the commencement of the tenure process in order to be considered for tenure. In the event an eligible Employee does not submit her/his application for tenure in the sixth probationary year, the Employee shall receive a terminal contract for the next subsequent academic year. An Employee may withdraw her/his tenure application at any time during the tenure evaluation process.

9. 28.09 The Department Personnel Committee shall prepare a written tenure recommendation for each eligible Employee to the Department Chair. The written recommendation shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

10. 28.10 The Department Chair shall prepare a written tenure recommendation for each eligible Employee. The written recommendation shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

The Department Chair shall provide each Employee considered for tenure with a copy of her/his recommendation and reasons and the tenure recommendation and reasons of the Department Personnel Committee. Within three working days of receipt of the recommendations and reasons, an Employee may

submit a written request for reconsideration of a negative recommendation
by the Department Personnel Committee and/or the Department Chair to the Department Chair. The request shall be granted and the Department Chair shall provide the Employee with a written statement of the result of the reconsideration by the Department Personnel Committee and/or the Department Chair.

11. 28.11 The evaluation portfolios, tenure recommendations, and reasons of Department Chairs and Department Personnel Committees shall be reviewed by the appropriate Dean/Director, if any, beyond the level of the department. The Dean/ Director, if any, beyond the level of the department, shall submit a written tenure recommendation for each eligible Employee to the Provost/Vice President for Academic Affairs. Negative recommendations shall be supported with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement. The Dean/Director, if any, beyond the level of the department, shall provide a

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28.12

copy of her/his tenure recommendation to the Employee with supporting reasons in the event of a negative recommendation.

The Provost/Vice President for Academic Affairs shall present all evaluation portfolios, tenure recommendations and supporting reasons to the University Personnel Committee. The University Personnel Committee shall submit a written recommendation to the Provost/Vice President for Academic Affairs
for each eligible Employee. Negative recommendations shall be supported
with written reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in
this Agreement. The Provost/Vice President for Academic Affairs may review
the recommendations with the University Personnel Committee. A copy of the University Personnel Committee recommendation, with supporting reasons in the event of a negative recommendation, shall be provided to the Employee.
If the University Personnel Committee makes a negative recommendation and the Department Personnel Committee has made a positive recommendation, the Employee may submit a written request for reconsideration of the
University Personnel Committee within three working days of receipt of the recommendation and reasons. The request shall be granted, and the University Personnel Committee shall provide the Employee with a written statement of the result of the reconsideration.

The Provost/Vice President for Academic Affairs shall review with the University President all evaluation portfolios, tenure recommendations and supporting reasons for eligible Employees. The University President shall submit her/his recommendations to the Board. The University President shall provide each eligible Employee considered for tenure with a copy of her/his recommendation to the Board. If the recommendation is negative, the University President shall provide the Employee with a statement of reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

If an Employee is not notified of a negative decision by the Board on her/his tenure recommendation by June 1, the Employee shall be granted a probationary contract for the next subsequent academic year but shall not thereby receive tenure. An eligible Employee who is in her/his sixth probationary year and is not awarded tenure by action of the Board shall receive a terminal contract for the next subsequent academic year.

28.13 The Provost/Vice President for Academic Affairs shall review with the University President all evaluation portfolios, tenure recommendations and supporting reasons for eligible Employees. The University President shall submit her/his recommendations to the Board. The University President shall provide each eligible Employee considered for tenure with a copy of her/his recommendation to the Board. If the recommendation is negative, the University President shall provide the Employee with a statement of reasons based on evaluation criteria, application of criteria, and materials as specified in the Article on Evaluation and Evaluation Criteria in this Agreement.

28.14 If an Employee is not notified of a negative decision by the Board on her/his tenure recommendation by June 1, the Employee shall be granted a probationary contract for the next subsequent academic year but shall not thereby receive tenure. An eligible Employee who is in her/his sixth probationary year and is not awarded tenure by action of the Board shall receive a terminal contract for the next subsequent academic year.

VOLUNTEERS NEEDED: Strike Support for UIS/UPI 4100 in Springfield

Folks, we need people to go down and help University of Illinois Springfield hold their strike line tomorrow.

Is anyone free Wednesday to drive down for a 9:30 picket? The Local will refund your travel costs.

Please remember how important support is when any chapter takes this dramatic of a step to protect the rights of their members. It will be very much appreciated by them and all of us in the chapter and local if you can make this commitment.

Please email me your availability here on on my off-campus address sjmihic@gmail.com

In solidarity!

UPI Agreement in Place: Furlough notification, irrevocable election to retire

Dear UPI:

I waited to write about the announcement below until I checked my interpretation of the email with the administration.

(1) UPI has a furlough agreement in place, which we have voted on and signed, and it remains in place. (Attached here for your convenience.)

(2) UPI has not been asked to negotiate further furloughs. (This does not mean such a request can’t happen in the future, but we will again go through the process of polling the membership and bargaining if we are asked to negotiate further.)

(3) NEIU/UPI members may be exempt from furloughs this spring if they have signed an irrevocable intent to retire by December 2019.

Please note that whereas the maximum days of pay we will lose before the next school year is 8(TP/RP) or 6 (I/ASP/SRP), our non-negotiated coworkers will continue to have pay deducted. Please be supportive of those who are not in unions and make roughly the same salaries of those of us who do have collective bargaining protections.

sjm

———- Forwarded message ———-
From: Richard J. Helldobler
Date: Fri, Apr 28, 2017 at 5:23 PM
Subject: Furlough notification, irrevocable election to retire
To: STUDENTS , FAC-STAFF
​​​​​​​​​​​
TO: University Community

FROM: Richard J. Helldobler, Interim President

DATE: April 28, 2017

RE: Furlough notification, irrevocable election to retire

I regret to inform all employees that the implementation of the University’s furlough program will continue:

— Administrative and Professional (A&P): ongoing
— Civil Service: after 30 days
— Negotiated employees: in accordance with University negotiations with bargaining units
— Student aides: prohibited from working on Mondays and Fridays during the furlough period

It was my hope that our elected officials in Springfield would have passed and signed a lifeline bill, but, regrettably, they did not. I would have preferred to inform employees in person, but a State Universities Civil Service System (SUCCS) 30-day notification rule requires me to share this news with you today. I have made arrangements to have an Open Forum for all non-negotiated employees (A&P and Civil Service) at noon on Thursday, May 11. More information will be forthcoming.

Finally, I am providing employees the option for irrevocable election to retire. This option has been developed to exclude from the furlough program those eligible employees who plan to retire by December 31, 2017, provided they submit the proper notification by May 31, 2017. More information will be provided next week.

University of Illinois, Springfield UPI 4100 ON STRIKE TOMORROW

Our brothers and sisters at UIS/UPI 4100 are going on strike tomorrow, Tuesday May 2. They are negotiating their first contract and their university refuses to include evaluation procedures for retention and for tenure. I hope some of us can join them on line Wednesday or later in the week. If you can go please email me and the Local will cover the cost of your travel. It is vital that we turn out for this action and continue to keep public higher education in the news and conversations around dinner tables.

I want to thank and congratulate everyone on the actions we have participated in to dramatize the harm being done to NEIU and public higher education throughout Illinois. Tomorrow we will come back from our last furlough of the spring semester and finish up our classes.

I will be writing as soon as I receive clarity about the email sent by the administration Friday regarding the possibility of further furloughs.

Official site of the NEIU Chapter of University Professionals of Illinois Local 4100

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