An agreement has been reached with the Union of Adjunct Faculty at Pace (UAFP) and Pace University. This was announced in an email sent to faculty by Jonathan Hill, the Interim Provost and Executive Vice President for Academic Affairs, and Joseph R. Franco, the Senior Advisor to the Provost. The new agreement that was reached promises “fair and equitable outcomes for all parties,” according to the email from Hill and Franco.
Jerry McKinstry, Vice President of Public Affairs at Pace, expanded, saying “The new contract reflects the University’s ongoing commitment
to our faculty, students, and community and ensures that we will continue to provide exceptional education while supporting the dedicated work of our adjunct faculty.”
Negotiations with the UAFP and the University took place over the summer. The contract deadline was extended from June to early September, and there were concerns about a potential strike.
In a letter notice distributed on September 6th, the UAFP wrote about the bargaining process explaining that contract negotiations began March 22, 2024. Little progress was made as of June 30, 2024 when the Bargaining Committee decided to extend the contract until September 3, coinciding with the start of the fall semester. When bargaining resumed in August, Pace made no substantial changes to their offer. In response, the UAFP held a mid-August rally at One Pace Plaza.
“After that distribution, despite Pace’s assertion of it being the final offer, Pace and the UAFP engaged in further bargaining. The UAFP was
able to get Pace agreement to some additional, but minor, economic improvements. Thus, we now have new a modified Pace Final Offer. Further attempts to get Pace to return to the bargaining table and make additional concessions were rejected by Pace.” the letter wrote.
The UAFP also explains that the Bargaining Committee could assert a stronger position and obtain new terms and conditions due in part to the start of the semester as students were returning to campus and they began classes. But they note that not all the UAFP objectives were met.
The letter additionally explained that some bargaining members had wished to continue negotiating but that, “Pace has admitted that it had exceeded its budgeted amount for the new contract and expressed its firm opinion that the proposed new increases and new terms and conditions represent a fair offer. Their reasoning is that it represents much more than has been conceded in any of the prior contracts or provided to full-time faculty.” The letter explained the UAFP bargaining committee concluded that further demonstrations would not assist further bargaining.
The UAFP left a final note on the letter. “The UAFP had hoped to provide a meaningful Strike benefit, but the assets accumulated over the last three years are simply insufficient.” Current Union assets are approximately $480,000.00 and in the case of a need for a strike dense fund about $150,000.00 would be set aside leave about $330,000 to be distributed among 810 bargaining unit members which amounts to $407.00. The letter explained that, “the decision was made to “keep the powder dry” for the next round.”
What are the additions to the new contract?
Upon reading the “resume” of the updated version of the University’s Final Offer there are notable changes in the agreement.
Office Hours
The modified final offer presents a new, un-numbered article on office hours due to it not yet have an identifying number. The article states that
office hour compensation is included in the per credit rate increase.
This section also explains that, “Adjunct Faculty are not required to maintain a specific number of Office Hours, but are to provide availability by email, phone web assisted video, or in-person.” Addition- ally, it outlines general things faculty members might do during their office hours like offering student support by answering questions, providing career and academic advice, or writing letters of recommendation. It emphasizes that Office Hours are not expected to include tutoring services and states that, “general availability should be reflected in the syllabus.”
Addition of New Definitions
Four new definitions are to be added to the Definitions section. They are: active, inactive, not reappointed, and part-time. These terms relate
to employment status. Text with the words “active status” and “termination” are to be removed. Explanations of the added definitions from
the offer are explained / cited below:
Active: Adjunct faculty members are considered active when they have received an appointment, and they are currently teaching credited courses.
Inactive: Faculty members may be considered inactive when, “they have fulfilled their appointment and completed their credited courses for the semester.” It also notes that, “an adjunct faculty member will remain inactive until becoming either Active or Not Reappointed.”
Not Reappointed: A faculty member’s status will change to “Not Reappointed” when Pace issues a letter indicating a future appointment will not be offered. They may also be considered Not Reappointed if a faculty member has been discharged for cause as defined by the section on Discipline and Discharge, resigns, or has not received an appointment or taught a credited course for a continuous period of twenty four calendar months.
Part – Time: Refers to someone hired or appointed as a part–time instructor. These individuals are to be paid on an hourly basis and are scheduled to teach, or currently teach, a non – credit course in an upcoming semester. They may also be away from actively teaching a non credit course in an upcoming semester due to an approved leave; however, similarly to the above, a part –time instructor’s employment is terminated when they are discharged, resign, or have not actively taught a course for a continuous period of twenty-four calendar months.
Modification to Notification Deadlines
This section notes an addition to Section 6.1 in Article 6 that replaces the first three sentences with:
“Where practicable, adjunct faculty members and part-time instructors shall be notified of their tentative reappointments or reassignments in writing on or before August 1st prior to the start of the Fall Semester, and at least five (5) weeks prior to the start of the Spring Semester.”
A change to the second paragraph is also noted which states: “Adjunct faculty members and part-time instructors shall be notified of their tentative reappointments or reassignments for the Summer II and Summer I academic terms at least three (3) weeks prior to the start of those terms.”
Supervisor Change
Starting Spring 2025, supervisors and managers will not be eligible to teach classes, with few exceptions. These include the University President and other University Administrators with a full-time faculty rank (Provost, Associate Provost, Deans, Associate Deans, and Assistant Deans). If a supervisor or manager is recognized as an expert in their specific field, they can teach only if the University submits a request to the Union that they are exempt. Finally, the course being taught must not have a start or end time between 9:00 A.M to 6:00 P.M.
In the instance where a course does not have an assigned instructor a month before the semester starts, and no adjunct instructor bids for appointment, then the job may be assigned to a Supervisor, Project Manager, or Program Manager.
The letter additionally explains in the Spring 2025 semester the University will be reducing the credit hours taught by managers or supervisors by 15%.
Pay and Salary
Percentage increases will be applied to minimum rates and Adjunct Faculty above the minimum. In July, there was an 11.5% increase across
the board to the per credit rate. September 1, 2025 will see an increase of 7.5%, repeating the same day in 2026. Combining these raises, they add up to a total increase of 28.8% by the beginning of the third year of the contract.
Added is a “Longevity Supplement to Salary” highlighting a $100 per credit increase as milestones of 20, 25, 30, and 35 years as an adjunct faculty member are reached.
Modification to Class Cancellation
Prior to the first class, scheduled courses may be canceled. This is normally due to low enrollment, but also by academic, programmatic, or budgetary reasons. If a course is canceled or assigned to a full- time faculty member after the first class is held, the adjunct or part-time instructor will receive 15% of the total pay for the course, along with additional pay for any actual hours they taught.
The 15% payment will not be made if the instructor is offered another course, tutorial, or independent study that fits their schedule, or the
instructor is offered a tutorial or independent study with less than a 25% pay reduction, and the new assignment is at the same or another available time.
Compensation for New Courses
Changes were made to Article Seven, Section 7.1 explaining compensation for creating new three credit courses. For the first year of the contract a lump sum of $2,500 will be paid, year two $2,700, and year three $2,900.
The contract explains, “payment will be made in the next payroll cycle following the written approval of the Department Chairperson and confirmation that the work has been completed.”