UC-AFT

SALARY 

(Article 13)

Salaries at the entry levels are not competitive.

• 6.85% increase to base salaries 60 days following ratification (Dec. 1 2024)

• $2,000 one-time ratification lump sum payment for all full-time librarians (prorated for part-time librarians)

• Annual range adjustments:
  • 3.5% (July 1, 2025)
  • 3.5% (July 1, 2026)
  • 3% (July 1, 2027)
  • 3% (July 1, 2028)

Removal of the bottom two steps from the Assistant and Associate Librarian ranks.

(Article 3)

Professional development funding was allocated as a pot of funds for each campus, but distribution was  inconsistent, and some librarians got as little as $850/year.

The University-wide research fund lagged behind demand and research costs.

Principal Investigator (PI) status eligibility for librarians on grants has been inconsistently applied, or unclear.

We won professional development funding on a per-capita (per-person) basis.

We won a minimum of $1,250/year for each librarian’s PDF. 

We won a 45% increase in the University-wide research fund to $35,000/year.

We won assurance that each campus will have clear local procedures documented for librarians to apply for Principal Investigator (PI) status.

(Article 1)

We won stronger protections against the University making unilateral changes to our bargaining unit. 

We extended the timeframe when our union can weigh in on proposals to create new positions outside of the unit.

MERIT, PROMOTION, CAREER STATUS

(Article 4)

Definition of Librarian professional services was outdated. A planned University revision of the parallel APM 360-4 definition would leave us unable to contribute to a properly updated definition without the ability to revisit.

Current librarian scholarship, work, and service already incorporating DEI practices or making field contributions is not yet considered an area of recognition or evaluation.

University responsibilities concerning remediation plans within the peer review process for career status librarians have been poorly defined and insufficient to actually achieve the titular goal of improvement.

We held the line that librarians should have a say in determining the definition of librarian and secured the right to reopen negotiations when the new Academic Personnel Manual (APM 360-4) is issued. 

We won recognition of DEI work as an element of librarian evaluation and review.

We won additional layers of protection for a remediation plan and peer review process that address rare instances where a career status librarian faces a potential termination decision.

(New Article)

We won a new article that affirms the procedures for protecting academic freedom for librarians as outlined in APM 011. 

WAIVER

(Article 29)

We won clear language that LAUC can be consulted on matters of professional governance without fear of direct dealing.

We won a defined process for handling APM revisions that affect our contract.

ASSIGNMENTS, TRANSFERS, AND REASSIGNMENTS

(Article 7)

We won a more robust process when additional duties are added to a librarian’s assignment, including consultation, timelines, and acknowledgement that librarians use their professional judgment to fulfill their duties.

TEMPORARY APPOINTEES

(Article 18)

We clarified the process and timelines to convert a temporary appointment to career status prior to the completion of the appointment, and to conduct an off-cycle review to inform the decision.

FLEXIBLE WORK ARRANGEMENTS

(Article 32)

There were no timelines for providing notice when modifying flexible work arrangements—even for fully remote librarians.

There was no right to request equipment needed for remote work.

(Article 21)

We won improved language for requesting alternative arrangements over winter curtailment.

We won the right to have those requests considered individually and acknowledged that librarians need flexibility in fulfilling their obligations as academic appointees.