Below, you’ll find the broad-strokes of our bargaining platform. Our biggest demands are in salary, appointments, and performance evaluations. To find out the current status of each proposal, check out this document: Status of LEO Bargaining 3.30.18
APPOINTMENTS
• Improved job security for LIs and LIIIs; more year-long appointments, earlier
notice dates, and full-time jobs.
• Recognition of the service of LIs and LIIs.
• Open-ended appointments for long-serving Lecturers: No more reviews after
the first Continuing Renewal Review.
PERFORMANCE EVALUATIONS
• Make performance evaluations more meaningful, streamlined, and fair.
• Achieve this through simplifying annual report and major review processes by
eliminating redundancy in documentation and relieving lecturers of logistical
management (coordinating classroom observations, etc.).
• Call for a uniform and transparent remediation process and elimination of the
full follow-up major review post-remediation.
BENEFITS
• Extend more affordable health care coverage to more members.
• Provide support to parents and families.
• Stop administration practices that unfairly deny benefits.
SALARY
• Significant increases to the minimum salaries, with a commitment to making
strong progress in reducing the salary gap between campuses.
• Address issues of equity/compression by increasing members’ base salary
according to years of service and longevity raises at regular intervals.
• Higher annual increases for all lecturers.
Diversity, Equity, and Inclusion (DEI)
• A dedicated fund ($150,000 as a start out of $85 million) to support lecturers
who are advancing DEI objectives through course design, service or research
work, and/or mentorship work.
• A mandate requiring UM departments/schools to advertise open Lecturer I or III
positions via job search firms that focus on reaching underrepresented
candidates, if no current LEO member is qualified/ available to fill position.
PROFESSIONAL DEVELOPMENT AND SUPPORT
• Increase the amount of money available for faculty on each of the three
campuses
• Raise the top amount that can be applied for to $1,000.
• Any surplus left on one campus should be transferable to other campuses.
• Strengthen protections and support for Lecturers with disabilities.
FACULTY GOVERNANCE
• Demand that all Schools hold a vote on enfranchising Lecturers who are halftime
or more, and have taught at the University for at least one year (criteria for
governing faculty defined in the Regental By-laws).
Lecturers' Employee Organization 