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About 2006 Negotiations

General Membership Meeting: 9/5/06

Meeting Schedule
Current Updates
Negotiating Teams
Negotiation Format
Initial Offers:

Meeting Schedule

Negotiations 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 meeting summary.

Further meetings are scheduled for the following dates.  Meetings of special interest are linked.
  • May 15th
  • May 22nd
  • June 8th
  • June 14th
  • June 20th
  • June 27th
  • June 29th
  • July 18th
  • July 20th Canceled
  • August 2nd
  • August 8th
  • August 9th
  • August 15th

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Current Updates
  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:
          i.  All other plans except Oxford Gold:
                      Year 1 -14%
                      Year 2 -15%
                      Year 3 -16%
                      Year 4 -17%
                      Year 5 -18%
          ii. Oxford Gold (with bump-up to 70% of the 90th percentile for services provided out-of-network UCR)
                     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
                          Oxford Gold
                      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 maximums. 
                                    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.  Once employees 
                                    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
Year 1
Year 2
Year 3
Year 4
Year 5

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."

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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 1, 2007 
  • 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 
Length of Contract 
  • 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 embracive contracts 
  • 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.

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August 2nd

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.
           Your Union 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.

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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.

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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 as follows:

  • 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 "out-of-pocket" expenses.
  • 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 UCR.
  • 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.

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Negotiating Teams

The LIUFF Negotiation Team

  • Edward J. Donahue (Chemistry, Tenured) -Chief Negotiator
  • Michael Pelias (Philosophy, Adjunct)
  • Jane Suda (Library, Tenure Track)
  • Melissa Antinori (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.

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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 summer 2006

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Initial Offers: 
The LIUFF initial proposal was submitted in writing on March 23rd.  The Administration made verbal proposals, but did not present any written proposals until May 2nd.

Administration Offer:

  • 5 Year Contract
  • 3% Raise Guaranteed in the First Year Only
  • 25% Faculty Contribution to Health Care
  • Only 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
                 Lump Sum Payment of 100% of Final Salary
                150% of Final Salary is Paid over 3 years
  • Annual Review 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
LIUFF Proposals:
  • 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 Administrative Contracts
  • Increase in Retiree Health Benefits to $500,000 or $2,400 for Medigap
  • Health Insurance for Long Serving Adjuncts
  • Longevity Payments for Long Serving Adjuncts
  • Matching Payments to TIAA/CREF for Adjuncts
  • Free Access to the Wellness Center for Full Time, Adjunct and Retired Faculty

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