Job Stability
Stable rehiring processes and pathways to career advancements
Multiyear contracts; Fair, transparent, and consistent reviews; rehiring preferences; pathway to senior lecturer
Voluntary pilot programs and multiyear contracts after third year of teaching offered, but no substantive job security proposal in 22 months.
Without stable rehiring processes, lecturers suffer from chronic instability, most churned out of UC after their first year of teaching
Appointment decisions remain arbitrary, inconsistent, and biased, lecturers can’t plan their lives or support their families, and UC students’ education suffers.
Compensation
Improved Salaries for All
Salary scale based on workload and experience with variable raises increasing from 3% to 5%.
No raises for first year and variable raises from 2%
2% will not keep pace with inflation and will lock us into pay scales lower than other campus unions as the economy rebounds
Median annual salary of UC lecturers is $19,067 and starting salary for full-time lecturers is less than county low-income thresholds at 6 out of 9 UC campuses.
Workload
No More Unpaid Work
Reasonable workload standards that reflect service and work outside the classroom hours and credit adjustments when class sizes/duties change.
Nothing – UCOP refuses to acknowledge the scope of lecturers’ contributions to UC
Workload is narrowly and inconsistently defined to classroom hours
Lecturers are not respected as equal participants in our profession and as valuable members of our campus communities