Membership Meeting: 9/5/06
for the 2006-2009 C.B.A. began on March 23rd, 2006. At this meeting,
the two negotiating teams met and exchanged initial proposals.
Meetings for which details can practically be shared are linked to the
are scheduled for the following dates. Meetings of special interest
Due to the inter connectivity of all parts of the contract,
it is not possible to give the membership a "blow-by-blow" description
of the issues discussed at each meeting. However, over the course
of the summer, this space will contain information on everything the Negotiating
Team and the Executive Committee believe can be openly shared.
August 29th- The Administration presented
the following at the table today. When they were informed that these
proposals do not meet the needs of our membership, they responded
by cancelling the meeting scheduled for August 30th. They will mail
a copy of this proposal to all members, along with a financial analysis.
The negotiating team urges all members to carefully consider their own
financial situation when reading this analysis.
"The following is an update of faculty contract negotiations relating
solely to the Administration's economic proposals. The Administration
has also proffered various academic proposals, which will be periodically
updated in a separate document.
1. A five (5) year Agreement, effective from September 1, 2006 through
August 21, 2011
2. Wage increases to be provided in each year of the Agreement as follows:
September 1, 2006 -4%
September 1, 2007 -4%
September 1, 2008 -4%
September 1, 2009 -3.5% COLA capped
September 1, 2010 -3.5% COLA capped
3. Health Care Contributions & Plans
a) Effective January 1, 2007-covered current
faculty members shall contribute to health care premiums as follows:
other plans except Oxford Gold:
Year 1 -14%
Year 2 -15%
Year 3 -16%
Year 4 -17%
Year 5 -18%
Gold (with bump-up to 70% of the 90th percentile for services provided
a) In Year 1 -10% for those making under $65,000
-12% for those making over $65,000
b) All newly hired faculty as of 9-1-06 shall enroll in Oxford Gold and
pay the same as current faculty in
c) Health Care Buyout: All current and newly hired faculty
who waive coverage through LIU shall
receive an annual cash incentive of $2,000
d) Retiree Health Care Benefits:
i. Future Retirees- (No Buyout, No early retirement)- These retirees
will have a $50,000
allowance to spend in one of the following ways:
a) enroll in the Cigna Retiree Indemnity plan-where the $50,000 allowance
will be expressed as a
$50,000 lifetime benefit, or
b) enroll in one of the Medicare Advantage plans, where the $50,000 is
a premium allocation that
will last until they have spent it down to zero depending on the rates
of the plan that they choose.
The programs are HMO plans (network only plans) that have unlimited lifetime
Retirees are required to be living in an area where the program is offered.
If they do not reside in
a Medicare Advantage service area, they are still entitled to enroll in
the Cigna Plan. Medicare
Advantage plans offered by the University are group programs, and retirees
benefit from lower
rates than they could receive for comparable programs purchased individually.
make an election, they are not entitled to switch from Cigna to Medicare
Advantage or vice
versa, but they could change annually between any of the Medicare Advantage
plans. In all cases,
once the $50,000 allowance is exhausted, the retiree living in the eligible
service area can enroll in
a Medicare Advantage Plan at their own expense.
ii. Early Retirees- (Retire between 55 and 68, no buyout)- These
retirees currently remain on
active coverage for 5 years, and then go into the Cigna Indemnity plan.
Early retirees that are due to
come off of the active coverage after 5 years may choose a Medicare Advantage
plan, if they are
eligible for Medicare at that point, or the Cigna Indemnity Plan.
If the early retiree is medicare
eligible, then he or she is entitled to the same choices as above after
the 5 year, active coverage
iii. Buyout Retirees-(Post 68, not early retirees)- In addition
to the cash settlement, Buyout Retirees
will have the same opportunities as #1.
iv. Current Retirees- those retirees currently in retirement that
are on the Cigna Retiree Plan will
remain on the Cigna Retiree plan until they reach their $50,000 lifetime
max. At that point, they are
able to enroll in one of the University's Medicare Advantage Plans at their
own expense, at the group
discounted rate, provided that they are in an eligible service area.
4. Adjunct-Increase in Adjunct Trust Fund
5. Faculty Buy Out Proposal
Faculty members over the age of 68 as of September 1, 2006, with at
least 10 years of service to Long Island University, may elect to retire
on or before September 1, 2007 and receive a one-time lump sum payment
equal to 100% of his or her salary or 150% of his or her annual salary
paid over a three year period. These retirees will also be eligible
for the health care retirement packages outline in item iv above."
back to Meeting Schedule
August 16th- Below
is a summary of the situation at the negotiating table as of 8/16/06.
The present set of proposals, taken as a whole, is unacceptable to both
the negotiating team and the Executive Committee. This situation
may change by September as there are two more scheduled negotiating sessions.
Please review the items below and watch the website for further updates.
All faculty on all plans pay 10% of premium in year
1, 11% in year 2 and 12% in year 3
All new faculty will be limited to participation
in the Oxford Gold plan
Faculty who have the option of obtaining health insurance
from other sources will be paid $2,000/yr. to opt out of the LIU plans
Deduction of premium payments to start on January
Length of Contract
Raises to continuing salaries & adjunct/overload
rate: 3.5% in years 1 & 2, 4% in year 3
Minima at rank to be frozen in year 1
The Union has stated that a 3 year contract is the
only acceptable option.
The Administration has stated that they will try
to work out a plan to make a 5 year deal attractive
The Administration is open to discussing limits on
The Administration is open to discussing to replacing
their original “recitation” proposal with a mechanism of annual updates
to the department personnel file
Trust fund payment by Administration- $60,000 yr
1, $70,000 yrs 2 & 3, $80,000 yrs 4 &5
No matching payments on SRA contributions
No longevity payments
Buyout-Faculty who reach the age of 68 as of 9/1/06
and who retire as of 9/1/07 will receive either 100% of salary if taken
in one year or 150% of salary if taken over 3 years
Healthcare-Option of either the $50,000 maximum
lifetime benefit major medical plan or $50,000 worth of premiums for a
Medicare Advantage plan.
back to Meeting Schedule
The planned informational
picketing has been canceled in light of progress in negotiations and the
belief of the negotiating team that time spent in court would be time spent
away from the negotiating table.
During this session
the Administration made significant changes to their health care demands
and showed a good faith effort in attempting to understand the reasoning
behind the Unions negotiating stance. In addition, the Administration
was in possession of a copy of the Negotiation Update mailed to the homes
of the membership and threatened legal action regarding the informational
picketing. Although the Union is certain of its legal ground on this
issue, the Negotiating Team believes that a legal battle would be a major
distraction from the real work of negotiating a fair and reasonable contract.
is preparing a response to the Administrations latest offer and will post
a comparison of the outstanding issues by August 9th. Thank you for
your continued support. A united Union ensures a better life for
its members and a better University for everyone.
back to Meeting Schedule
May 15th- Pursuant to the May 10th
meeting with C&B Consulting. The Union tentatively agreed to
the Administration proposal to limit new hirees to the Oxford "Gold" plan.
This was a concession made in order to hear what movement the Administration
was willing to make on wider wage and benefits issues. The Negotiating
Team made clear that the ultimate offer had to provide the membership with
real economic advantage and move the faculty as a whole back towards a
respectable percentage of the budget. Also, it was reiterated by
both sides that any concessions made during negotiations are not binding
until the final contract is ratified and signed by both sides.
back to Meeting Schedule
May 10th - The negotiating team, accompanied
by Vice President Rebecca States, NYSUT Labor Relations Specialist Judy
Sandler and Health Care Committee Members Robert Shick and Stuart Fishelson
attended a meeting with C&B Consulting, Elaine Crosson was present
from the Administration. C&B is the consulting company used by
the University to compare health insurance plans and to negotiate contracts
with the health insurance companies. They are also used by the Union
in negotiating dental plans and are paid on commission. The accrue
no benefit from the ultimate choice of carrier.
The purpose of the meeting was to compare
the benefits of the various health insurance plans offered by the University.
The meeting was arranged pursuant to the Administration's
proposal to restrict all new hirees to the Oxford "Gold" plan.
This was not a negotiating session. Ms. Crosson was present to answer
any questions regarding Administration health care policies.
The pertinent facts of the meeting were
Oxford Gold is a plan negotiated for LIU. The network of providers
and the benefits offered are identical to the Oxford Freedom plan.
Savings in premiums are obtained by changes in co-payments for out of network
benefits and prescription drugs, as well as increases in the maximum annual
The Oxford Freedom network of providers and hospitals is virtually identical
to the Cigna network, with over 95% commonality.
Oxford is a unit of United Health Care. The Oxford Freedom network
is the local tri-state provider network. Outside the New York metropolitan
area, members can stay in-network by visiting physicians or hospitals in
the United Health Care Choice Plus Network
Emergency health care during international travel is covered fully by all
plans if the member is admitted to the hospital. If the member is
not admitted, it is covered the same as a non admittance emergency room
visit in the US, deductibles and copayments apply.
In all PPO/POS plans, out of network benefits are based upon what is considered
a Usual, Customary and Reasonable (UCR) cost for any given procedure)
UCR is calculated by the ZIP code for the area in which the procedure is
performed and each carrier retained by LIU uses the same source for determining
Costs above UCR DO NOT count towards maximum annual out-of-pocket expenses.
For example, suppose a policy pays 70% of the 80th percentile for out-of-network
care and an member pays $100 for a procedure for which the 80th percentile
is $75. The member would be reimbursed by the insurer for $52.50.
Out of pocket, his or her cost would be $47.50, of which ONLY $22.50 (the
remaining 30% of the covered $75) would count towards the annual out-of-pocket.
Rate increases on PPO/POS plans are experienced based. This means
that rate increases are tied to total plan payments. Rate increases
for HMO's are not experienced based. If an HMO dictates a 15% rate
increase, it applies to all participants, regardless of whether a given
population has actually availed themselves of the benefit. For this
reason, HMO's are becoming unpopular with employers.
back to Meeting Schedule
Edward J. Donahue
(Chemistry, Tenured) -Chief Negotiator
Jane Suda (Library,
(English, NTTA) - Recorder
Judy Sandler (NYSUT
labor relations specialist).
The Administration Negotiating Team
Douglas Catalano (Jaworski & Fullbright) - Chief Negotiator
Jeffrey Kane (VP for Academic Affairs)
Gale Haynes (Provost-Brooklyn Campus)
Elaine Crosson (Dep. University Counsel) -Recorder
Please check this site periodically for updates.
The Executive Committee has decided
upon the following format for negotiations:
1) A core team (the Negotiating Team) will be present at all negotiating
sessions where practicable and, through the Chief Negotiator, will be responsible
for interactions with the Administration.
2) All Standing Committee Chairs are ex-officio members of the negotiations
and will be called upon to participate when their expertise is needed.
3) The negotiating team will report to the Executive Committee at least
once a month on the progress of negotiations.
Should the negotiating team wish to communicate urgently with the membership,
it will bulk email all members, to be followed by a written communication
addressed to members' home addresses.
To make sure that you will be contacted appropriately, make sure that
the LIUFF has a postal and email address that will be valid throughout
initial proposal was submitted in writing on March 23rd. The
Administration made verbal proposals, but did not present any
written proposals until May 2nd.
Lump Sum Payment of 100% of Final Salary
5 Year Contract
3% Raise Guaranteed
in the First Year Only
25% Faculty Contribution
to Health Care
Oxford Gold would be available for new faculty
No Health Insurance
for Faculty or family if the Spouse has better Coverage Elsewhere
Buyout for Faculty
Reaching the Age of 68 by 9/1/07
150% of Final Salary is Paid over 3 years
of ALL FACULTY by the Central Administration (called “recitation”)
Creation of Sabbaticals
to improve Teaching, with the Addition of a curriculum vitae and ALL PREVIOUS
Sabbatical Proposals and Reports
11% Increase in
All Salaries and Stipends for Each of 3 Years
Reversion to Full
Health Care Coverage for All Faculty
A Decrease in
Chairpersons Workload to 3 Credits per Semester
Stipends of 6
Credits per Semester for Chairs of Large Departments, 4 Credits per Semester
for Other Chairs
Reduction of NTTA
Workload to 9 Credits
An End to Embracive
Increase in Retiree
Health Benefits to $500,000 or $2,400 for Medigap
for Long Serving Adjuncts
for Long Serving Adjuncts
to TIAA/CREF for Adjuncts
Free Access to
the Wellness Center for Full Time, Adjunct and Retired Faculty
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