NYSUT members across the state secured new contracts that provide economic security and a stronger voice on the job. From the prestigious City University system in the Big Apple to SRP locals in every corner of New York, innovative bargaining and strategies led to successful results.

"Our members want and deserve strong contracts that both meet their needs and help them advance the mission of their workplace," said Pauline Kinsella, NYSUT's executive director. "The recent wave of strong settlements is a testament to the commitment of our leaders, the tenacity of our members in these efforts and the resources that NYSUT devotes to this union priority."

Nowhere is that more evident than in the higher education contract campaign waged in New York City. The Professional Staff Congress represents more than 20,000 academic and professional faculty and staff at the community colleges and four-year campuses of the extensive City University of New York.

Negotiations between PSC and CUNY were heated on a variety of financial and professional issues. Since bargaining began in early 2007, the union conducted an extensive effort to build solidarity among members and tell its story to the communities they serve, using "CUNY needs a raise" as its slogan.

Its tactics to create pressure on university bargainers included member-to-member outreach, petitions, mass meetings and ongoing communication and training for leaders on each campus.

After a year-and-a-half struggle, the campaign was validated by a 93 percent membership ratification of the contract in early September. The 37-month agreement brings faculty and staff salary increases of at least 10.5 percent, in addition to annual increases between 3.5 and 4.5 percent for thousands of members entitled to annual step increases, which the university wanted to eliminate. The agreement provides for a paid parental leave fund, a sick leave bank and improved adjunct eligibility for several contract provisions.

Reflecting PSC's commitment to an active and involved membership, union president Barbara Bowen said, "Every good thing in this contract was possible only because of member support; each of you who worked for this agreement should be proud."

SRPs win strong contracts The recent contract gains by members of the Canandaigua Teachers Association SRP chapter, and several others reflect the headway being made in SRP bargaining.

The chapter represents the clericals, aides, typists and finance clerks in the Finger Lakes district and is led by 12-year president Robin Harvey, a 22-year district employee. "We were looking for equitable solutions this year," she said. "When the economy hurts, our members hurt. Many of them live close to the edge." Using five nearby districts as benchmarks, the local sought innovative solutions to some gaps in their contract. Their salary increase involved "leveling up" the pay of some classifications, based on comparative salaries. For example, some members received a $1.45 hourly increase before a 3.85 percent increase was applied. In most cases, the average gain was 5 percent.

The local also won a health expenses reimbursement program and an attendance incentive program for the paraprofessionals. "That really benefits the students who work one-on-one with our paras," said Harvey.

In rural western New York, the Gowanda Non-Teaching Personnel Association won a three-year contract providing a 4.75 percent increase each year, two additional paid holidays, domestic partner bereavement leave for family members and no additional contributions to health insurance premiums.

The Norwich Education Support Staff Association, led by President Trish Pepe, recently won a five-year agreement with solid economic gains for the SRP unit. They will get a 4.5 percent raise all five years. In addition, all members will reach the $8 level the first year, $8.50 the second and $9 the third year, with the 4.5 percent annual increase then factored in. The cost of health insurance for individual employees, not families, increases 1 percent in each of the last four years. The local also gave more workers a voice on the job, by adding employees of the district's after-school program to the union.

The local union built support for its cause in the community through lawn signs dotting the city. Despite the area's "precarious" economy, the local was persistent in looking for a settlement that met members' needs.

"Those signs were up for more than a year," Pepe said. "It reminded people in town that we're right there with their kids all the time. They also reminded our members that we had to stick with it together." Breaking the mold Other recent SRP settlements are significant because the locals made progress in wages and benefits beyond the standard set by other bargaining units in the district.

"This positive development reflects our serious support of economic fairness for SRPs," said NYSUT Vice President Kathleen Donahue, whose office oversees SRP issues for the statewide union. (See related article) "These locals and members deserve a lot of credit for taking on tough issues and winning gains."

Two locals in the Syracuse area also took steps forward. The Fabius-Pompey Non-Instructional Association reached a three-year agreement, with a 60-cents-an-hour increase in the first year, along with a 4 percent increase each year. The Cazenovia Support Staff union settled a three-year agreement with a 4 percent increase each year.

In the lower Hudson Valley, the South Orangetown Education Secretaries reduced their salary schedule by five steps and gained increased longevity payments. In a first contract, the Ramapo Association of Aides and Monitors raised their salaries from $11 an hour before joining NYSUT to $15 an hour now. Members also will receive dental insurance after two years on the job.

In western New York, the Batavia Clerical Association won increases of 4 percent annually for four years and lowered member health insurance contributions.
On Long Island, the Commack Teaching Assistants of the Commack TA reached a three-year agreement, with raises of 3, 3.3 and 3.4 percent, on top of increments, and improved the salary schedule and longevity payments.

Syracuse adjuncts gain; Pace adjuncts fight on

After two years of tough bargaining, the 800 members of the Adjuncts United at Syracuse University won important economic gains and strengthened their rights on the job. The three-year contract establishes a minimum of $1,112 per credit-hour taught, which will increase to $1,160 in the final year. Adjuncts will receive a 2.1 percent annual increase, and will be eligible for monies available from a merit fund. Some health care benefits will be extended to part-timers. A $30,000 professional development fund also has been established.

The agreement also gives members important protections — just cause in disciplinary cases, binding arbitration to resolve issues and some release time so members will have access to local union officials to address issues. Seniority also will be a consideration for newly offered courses.

In the Hudson Valley, the 1,000 members of the Union of Adjunct Faculty at Pace University continue their efforts to win a fair first contract against an unresponsive college administration. They've been working toward that goal since 2004, but they have received unsatisfactory responses on issues of salary, job security and health insurance, although some other issues have been settled.

The university is facing reaccreditation in November, and 93 percent of the members have voted to strike if the contract is not settled. To reinforce that message, adjuncts and supporters recently rallied on the university's Westchester campus.

- Bernie Mulligan