Historic Agreement Reached by Unionized Teachers at the University of San Diego

USD Faculty Achieve Landmark Labor Agreement

September 12, 2025

San Diego, California – Faculty members without tenure at the University of San Diego’s College of Arts and Sciences have reached a groundbreaking labor agreement with the University Administration.The deal, finalized on September 12, 2025, promises substantial salary increases, bolstered job security, and newly defined pathways for professional advancement.

The proposed contract,awaiting ratification by the teaching staff,marks the first collective bargaining agreement in the history of the University of San Diego. Leaders of the faculty negotiating team are strongly urging their colleagues to approve the terms.

A Victory Years in the Making

“This is a truly historic achievement,” declared Soroya Rowley, a Theater instructor at USD.”Our unified efforts have resulted in better compensation, more equitable working conditions, and transparent procedures for advancement and promotions.”

The agreement culminates nearly three years of union organizing efforts and follows a strike initiated in May to protest unfair labor practices. The Service Employees International Union (SEIU) local 721, representing educators across several Southern California universities, spearheaded the negotiations on behalf of the faculty.

Key provisions of the Agreement

While specific details are pending ratification, the agreement is reported to address long-standing concerns regarding pay disparities, limited opportunities for career progression, and a lack of formal protections against arbitrary dismissal. The new contract aims to create a more stable and supportive environment for non-tenure track faculty, who frequently enough constitute a notable portion of the teaching workforce at universities.

Did You Know? According to a recent report from the American Association of University Professors (AAUP), non-tenure track positions now represent over 70% of all instructional roles in higher education nationwide. Source: AAUP

Area of Enhancement	Details
Salary Increases	Significant, percentage-based raises for all NTT faculty.
Job Security	Enhanced protections against non-renewal of contracts.
Promotion Opportunities	Clearly defined criteria and processes for advancement.

Pro Tip: Understanding your rights as a faculty member is crucial. Resources like the AAUP and your local union can provide valuable guidance.

The Broader Context of Faculty Unionization

The USD agreement is part of a growing trend of faculty unionization efforts across the country. Driven by concerns over job security, stagnant wages, and diminishing resources, more and more academics are turning to collective bargaining to advocate for their interests. This surge in union activity is reshaping the landscape of higher education and prompting institutions to reassess their labor practices.

What impact will this agreement have on similar institutions across the country?

Will this spark further unionization efforts within the University of San Diego?

Understanding Non-Tenure Track Faculty Roles

Non-Tenure Track (NTT) faculty positions have become increasingly prevalent in Higher Education. These positions, while vital to the educational process, often lack the job security and benefits associated with traditional tenure-track roles.These faculty often teach a higher course load and are essential for maintaining the breadth of course offerings at many universities.

the growth of the NTT workforce reflects several factors, including budgetary constraints, shifting pedagogical needs, and an increasing demand for specialized expertise.Balancing the needs of these faculty with the institution’s goals remains a key challenge for university administrators.

Frequently Asked Questions

1. What is a non-tenure track faculty position? A non-tenure track position is a faculty role that doesn’t come with the guarantee of lifetime employment offered by tenure.
2. Why are faculty unions becoming more common? Faculty unions are growing as educators seek to address concerns about job security, pay, and working conditions.
3. What does this agreement mean for students? Improved faculty working conditions often translate to a more engaged and supportive learning environment for students.
4. What role did SEIU Local 721 play in this process? SEIU Local 721 provided the expertise and resources needed to successfully negotiate the agreement with USD.
5. Is this agreement legally binding? The agreement is legally binding once it’s ratified by the faculty and formally approved by the University of San diego.

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What impact might this agreement have on faculty unionization efforts at other universities in California and nationwide?

Key terms of the Landmark Contract

After months of negotiations, the university of San Diego (USD) and the United Faculty of Florida (UFF) – representing over 200 adjunct and full-time faculty – have reached a historic collective bargaining agreement. This agreement, finalized on September 12, 2025, marks a meaningful win for faculty rights and academic standards at the private Catholic university. The contract addresses critical issues including salary, job security, and academic freedom, setting a new precedent for faculty unions in similar institutions.

Salary and Benefits Improvements

A central focus of the negotiations was compensation. The new agreement delivers considerable improvements in both salary and benefits for USD faculty. Key provisions include:

* salary Increases: Guaranteed annual salary increases ranging from 3% to 5% over the three-year contract duration, with specific increases tied to performance evaluations and cost of living adjustments. This addresses concerns about stagnant wages and the rising cost of living in San Diego.

* Adjunct Pay Raises: A significant increase in per-course pay for adjunct faculty, aiming to recognize their contributions and provide more equitable compensation. The exact percentage increase varies by department and experience level.

* Healthcare Enhancements: Improved healthcare benefits,including lower deductibles and expanded coverage for mental health services. This is a direct response to faculty requests for more thorough and affordable healthcare options.

* Parental Leave: Expanded parental leave policies for both mothers and fathers, providing greater support for faculty members starting or expanding their families.

Job Security and Academic Freedom Protections

Beyond compensation, the agreement strengthens job security and safeguards academic freedom for USD faculty.

* Multi-year Contracts: Increased opportunities for full-time faculty to secure multi-year contracts, providing greater stability and reducing the reliance on annual renewals.

* Just Cause for Termination: The agreement establishes a “just cause” standard for termination of employment, requiring the university to demonstrate legitimate, job-related reasons for dismissing a faculty member.

* Academic Freedom Clause: A robust academic freedom clause protects faculty members’ right to teach, research, and express their views without fear of reprisal, aligning USD with best practices in higher education.

* Grievance Procedure: A clearly defined grievance procedure allows faculty members to address concerns and disputes with the university governance in a fair and obvious manner.

Impact on University Governance

The UFF’s successful negotiation also introduces changes to university governance, giving faculty a stronger voice in decision-making processes.

* faculty Senate Representation: Increased faculty representation on key university committees, including those responsible for curriculum development, budget allocation, and strategic planning.

* Shared Governance: A commitment to shared governance principles, ensuring that faculty perspectives are considered in all major university decisions.

* Departmental Autonomy: Enhanced departmental autonomy in areas such as hiring and curriculum design, allowing departments to better respond to the needs of their students and faculty.

The Role of Collective Bargaining

This agreement underscores the growing trend of faculty unionization across the United States. The UFF’s success at USD demonstrates the power of collective bargaining to improve working conditions and advocate for faculty rights. Similar unionization efforts are underway at other universities in California and nationwide,driven by concerns about job security,compensation,and academic freedom. The USD agreement is likely to serve as a model for other institutions facing similar pressures.

Historical Context: Faculty Unionization Trends

The rise in faculty unionization is linked to several factors:

1. Contingent Faculty Growth: The increasing reliance on adjunct and contingent faculty, who ofen lack job security and benefits.
2. Declining State Funding: Reduced state funding for public universities, leading to budget cuts and increased workloads for faculty.
3. Erosion of Academic Freedom: Concerns about political interference and restrictions on academic freedom.
4. Increased Awareness of Labor Rights: A growing awareness among faculty members of their rights as workers and the benefits of collective bargaining.

Looking Ahead: Implementation and Future Negotiations

The next phase involves implementing the terms of the agreement. A joint labor-management committee will be established to oversee the implementation process and address any challenges that may arise. The UFF and USD will begin preparing for the next round of negotiations in