The CUNY administration failed to obtain additional funding through appropriations for the contract reduction of the last New York State budget. Nevertheless, the university`s administrators expressed satisfaction with the outcome of the state budget. (The municipal budget that funds community schools has not yet been determined) If the administration is satisfied with the allocation of state funds this year, it must find the resources in the existing budget to support the full potential of reducing the school burden. CUNY Central can find funds for all sorts of other new priorities-deans, sub-deans and their collaborators, new programs and initiatives, not to mention CUNYfirst. They can find the relatively modest means necessary to implement this agreement in a useful way. They should do so immediately to avoid further damage to their credibility with the faculty. Think about how we have earned the reduction of the contractual burden of education. CSP members broke a 30-year impasse on this issue because faculties organize years spent on campus, and the union as a whole prioritizes teaching load in the last contract. We have received support from students and community groups for our contract priorities – with the particularly strong support of students on the issue of teaching burden.

The members of the CSP allowed the union to strike by a margin of 92 per cent. The agreement on the pedagogical burden comes from this struggle. This is a blow to the premise that saving conditions are the best thing we can hope for at CUNY. The union will not stop fighting until these austerity measures have been taken. Employees are encouraged to contact the UBO staff hotline if they need help, if they have difficulty obtaining a benefits manager due to campus closures. Employees can contact 646-664-2420 or e-mail UniversityBenefits@cuny.edu. Cuny Employee Voluntary Savings Plans – Universal Availability Notice (November 15, 2019) When the teaching burden contract was signed last December, Cuny Chancellor James B. Milliken announced that he would “strengthen the competitiveness of the university to attract and retain talented faculties.” Vita Rabinowitz, the university`s protagonist, cited “the extra time the faculty will spend meeting and advising students, their research and scholarship.” If the agreement is implemented in the narrow manner that is currently being followed, none of these claims are justified.

Much of the value of contract reduction is wasted if the de facto teaching burden of many laboriously productive faculties remains unchanged. While CSP leaders are aware that the agreement reduces the contractual obligation, our position is that the agreement should be funded so that the time currently allocated to research, department management and academic activities can remain in force, in addition to reducing the contractual burden. We also believe that courses that are no longer taught by the current faculty should lead to the creation of new full-time faculty positions, with the potential to increase diversity through new recruitment and create vacancies for existing part-time faculties. The language of the agreement signed on 8 December 2017 is simple: the contract teaching burden will be reduced by one hour of learning contact each year from next autumn, until the three-hour reduction is in effect at the beginning of the autumn 2020 semester. If you have difficulty contacting your pension provider or have any other questions, please contact the University Benefits Office at 646-664-2420 or email UniversityBenefits@cuny.edu. The pressure on the agreement on the burden of education is already exerted by the PSC Chapter Presidents and management, but it will be most effective when it is reinforced by the thousands of faculties whose basic working conditions are at stake.