The parties are negotiating a third successor contract, and the University is limited by fiscal constraints, which have been clearly presented to the Union. For at least the past four years, faculty represented by this union have been eligible to receive the same merit increases as all other faculty and staff eligible for the University Salary Program. It is imperative that any contract agreement reflects the best interests of the entire University community.

Key Financial Issues

issue	university position	union's position
Compensation	UIS proposed a 1% increase effective March 16, 2026, rather than upon execution of the contract for Year 1, followed by University Salary Program increases in Years 2 through 3. Any agreement must reflect the best interests of the entire university community. Approximately 85% of UIS income fund revenue supports compensation, making it the university’s largest expense and a central factor in budget decisions. For at least the past four years, nearly all faculty and staff, regardless of union representation, have been eligible for the same merit-based increases through the University Salary Program, which is set by the University of Illinois System. The university believes this remains an equitable and sustainable approach.	The Union has proposed for year 1, a compensation proposal back to August 16, 2025, of 1% plus $2000 flat to the base or 1%, whichever is higher. Because 1% plus $2,000 will always be higher, this will cost $368,856.15. This equates to a 2.6173% increase. For years 2 and 3, the union requests $3,000 flat to the base or salary, whichever is greater. A $3,000 flat to the base over the two years would cost an additional $876,000. This equates to a 6.0% increase, roughly 3% each year.
Salary Minima	The university is committed to fair and equitable compensation. Salary decisions take into account multiple factors, including, but not limited to, years of experience and discipline. The University’s proposed increases to salary minima: Assistant Professor increased $ 2,000 Associate Professor increased $ 2,000 Professor increased $1,808 The increases proposed by the union are not financially sustainable given current fiscal constraints and ongoing uncertainty. The university must balance compensation goals with its responsibility to maintain long-term financial stability.	The Union’s proposed increases to salary minima: Assistant Professor increased $ 11,000 Associate Professor increased $ 11,000 Professor increased $12,808
Extension of Fees - Parking	Under the prior agreement, the university accepted limits on potential parking increases. UIS remains committed to maintaining safe and functional parking for the entire campus community. The university believes this proposal raises equity and financial concerns and is committed to making sure that all employees are subject to the same parking policies and fee structures.	The union has proposed freezing parking rates for covered faculty for the duration of the contract.
Release Time for Union Business	The university proposes allowing the chapter president to reduce their appointment or take a leave of absence for union business, if operationally feasible. This proposal still allows the Union to prioritize working on Union business, but the Union would be paying directly rather than as a buy-out which is typically tied to research or service. The university previously allowed the union to buy out the chapter president’s time for union work through a memorandum of understanding with a defined end date agreed upon by both parties. This defined end date was for the parties to test out this proposal. Upon expiration, the university determined that this MOU was not meeting the universities priorities. The university’s priority is ensuring faculty fulfill their responsibilities of teaching, research and service to students and the institution.	The union’s current proposal includes two course releases per academic year for one union officer.

Last updated April 3, 2026

April 4, 2026 (19th Bargaining Session, 10th Mediation Session)

The parties met for their nineteenth negotiation session, which was also their tenth mediation session with the federal mediator. The session began in a joint session, and the parties discussed open issues and expectations for the session. The parties reached a tentative agreement on one item. The University then delivered a packaged proposal to the Union, and the Union responded with a counterproposal to that package. The next session is scheduled for Monday, April 6, 2026.

April 2, 2026 (18th Bargaining Session, Nineth Mediation Session)

The parties met for their eighteenth negotiation session, which was also their ninth mediation session with a federal mediator. The session began in joint session, and the Union presented one packaged fiscal proposal and two stand-alone proposals. The University took a caucus and then joined the Union again in joint session and provided them with a comprehensive package proposal intended to resolve all outstanding issues. The University remains open and ready to schedule additional sessions with the Union to resolve all open issues. UIS and the union are scheduled to meet again at 9 a.m. on Saturday, April 4.

March 31, 2026 (17th Bargaining Session, Eighth Mediation Session)

The parties met for their sixteenth negotiation session, which was also their eighth mediation session with the federal mediator. Both parties shared potential frameworks for overall settlements back and forth and these were discussed at length with the mediator. Another session is scheduled for Thursday, April 2, 2026.

March 30, 2026 (16th Bargaining Session, Seventh Mediation Session)

The parties met for their 16th negotiation session, which was also their seventh mediation session with a federal mediator. The parties met in joint session as the Union presented counterproposals on seven items, which included five single proposals and one package proposal. All of these responses were uncoupled from the University’s last comprehensive package proposal from March 26, 2026. The parties separated into their caucus rooms following the proposal presentation to discuss them and ask any clarifying questions through the Mediator. The parties scheduled another meeting for Tuesday, March 31, 2026, prior to adjournment.

March 26, 2026 (15th Bargaining Session, Sixth Mediation Session)

The parties met for their 15th negotiation session, which was also their sixth mediation session. The University presented a comprehensive package proposal to the mediator and clarified the position of the University on all of the outstanding issues. Then, the University delivered the comprehensive package proposal to Union in an attempt to come to an agreement. Once the comprehensive package proposal was delivered to the Union, questions were asked and answered. The Union uncoupled one item from that package and presented a counterproposal for that item to the University.

The parties scheduled one additional meeting for Monday, March 30.

March 23, 2026 (14th Session, Fifth Mediation Session)

The parties met for their 14th negotiation session, which was also their fifth mediation session. They began by confirming the status of all open issues, with 12 issues still awaiting Union response and six awaiting University response. Following a caucus, the parties discussed specific items and perceptions that were being portrayed in the media by the Union to ensure there was no misunderstandings from the Union as to what the University has presented in previous proposals. After discussion, the Union presented 10 proposals, and the University presented three. The parties will meet for their next mediation session with the federal mediator on Thursday, March 26. 

To date, the parties have tentatively agreed on three issues: (1) Grievance and Arbitration (2) Funeral/Bereavement Leave (3) MOU on Faculty Workload Study Group. We respect our union colleagues and remain committed to working together to reach an agreement that serves the best interests of the entire University community.

March 16, 2026 (13th Session, Fourth Mediation Session)

The parties met for their 13th negotiation session, which was also their fourth mediation session. The parties discussed outstanding issues and asked clarifying questions. The Union provided three counterproposals in response to the University’s Feb. 13 package proposal. The University has been awaiting a counterproposal on fiscal issues since Feb. 13, and the Union has made no movement in this area since Jan. 23. One Tentative Agreement was also reached. The parties scheduled the next two meetings for March 23 and 26.

March 2, 2026 (12th Session, Third Mediation Session)

The parties met for their 12th negotiation session, which was also their third mediation session. The University presented a full counter package to the Union at the last session on Feb. 13; however, the Union did not provide any counter proposals today. The Union raised questions during the session, and the University responded. The University is committed to good-faith negotiations with the UPI Local 4100 and continues to await a counterproposal from the Union. The next negotiation session with the federal mediator is scheduled for March 16.

February 13, 2026 (11th Session, Second Mediation Session)

The parties met for their 11th negotiation session, which was also their second mediation session. The University submitted a package proposal on 14 items. The parties worked with the mediator to review the proposals and answer questions. The Union was encouraged to reach out to the University with any additional questions on the package proposal prior to the next session. Two Tentative Agreements were reached between the parties. The parties scheduled the next two mediation sessions for March 2 and 16.

January 23, 2026 (10th Session, First Mediation Session)

The parties met for their 10th negotiation session and first mediation session. The mediator introduced himself and explained his role in the mediation process, and all parties did introductions. The Union initially presented six proposals, and clarifying questions were asked and answered. The University presented one counterproposal and answered questions presented by the Union. Potential Tentative Agreements were discussed, and the parties planned to do a final review before the next session. The parties confirmed the next mediation session date of Feb. 13.

December 8, 2025 (Ninth Session)

The parties met for their ninth negotiation session. The Union presented language on 10 items. Clarifying questions were asked and answered regarding the proposals. After a caucus, the parties discussed additional questions and also how to proceed with mediation after the initial mediator declined to participate. The parties agreed to a new mediator from the original Illinois Education Labor Relations Board mediator list prior to adjournment.

The next bargaining session is scheduled for Jan. 23.

November 21, 2025 (Eighth Session)

The parties met for their eighth negotiation session. The Union presented language on three items. Clarifying questions were asked and answered regarding the proposals. After a caucus, the University countered one of the proposals presented at the session. Additional questions were asked and answered regarding the proposal as well as other negotiation topics.

The parties also discussed mediation. The parties had received a list of three potential mediators from the Illinois Educational Labor Relations Board, and after a coin flip the parties alternately struck names and selected a mediator.

The next bargaining session is scheduled for Dec. 5. Two additional bargaining sessions (beyond the Dec. 5 session) were scheduled prior to adjourning for the day.

October 24, 2025 (Seventh Session)

The parties met for their seventh negotiation session. The University presented a package proposal spanning both economic and non-economic items. The University answered questions from the Union regarding initial thoughts prior to a caucus. After returning from caucus, additional comments and questions were dialogued.

The Union provided a notice of intent to file for mediation to the University today. The parties confirmed upcoming scheduled meetings prior to adjournment. While the University does not believe we are at the point that mediation is necessary, the University did not object to proceed to mediation. By the conclusion of the meeting, the University had responded to all proposals that the Union has presented to the University, and the University is now awaiting response from the Union.

Oct. 10, 2025 (Sixth Session)

The parties met for their sixth negotiating session. The Vice Chancellor of Finance and Administration gave a presentation of the current UIS financial position, and the Union was provided with an opportunity to ask questions, and the University answered them. The Union then presented two resubmission proposals, and clarifying questions were asked and answered.

The next session is scheduled for Oct. 24.

Sept. 19, 2025 (Fifth session)

The parties met for their fifth negotiating session. The Union presented one new proposal. The University presented two counter proposals. The Union provided a counter to one of the University's proposals, packaging it with another of their items. Clarifying questions were asked and answered by both parties. In addition, the parties engaged in conversation regarding other outstanding proposals. 

Sept. 12, 2025 (Fourth session)

The parties met for their fourth negotiating session. The Union presented six proposals, including its fiscal proposals. The University presented counter proposals on six items. Clarifying questions were asked and answered by both parties.  

Aug. 29, 2025 (Third session)

The parties met for their third negotiation session. The Union presented two counter proposals, and the University presented four counter proposals. Clarifying questions were asked and answered by both parties across the entirety of the proposals presented.

Aug. 13, 2025 (Second session)

The parties met for their second negotiation session. The University opened the session by opening further dialogue between the parties on the previous Union proposals prior to a caucus. After caucus, the University then presented counter proposals to the Union, and the Union provided a counter as well. A Tentative Agreement was reached between the parties.

July 9, 2025 (First session)

The parties met for their first negotiation session. The parties commenced with introductions of individuals present, and the Union presented 18 non-economic proposals and provided context for each proposal. After a caucus, the parties reconvened to ask and answer clarifying questions.

The parties scheduled the next meeting and discussed potential future meeting locations prior to adjournment.

About The Union And Negotiations

• What is the UPI Local 4100 Tenured/Tenure-Track Faculty Union?
• Why are UIS and UPI Local 4100 currently in negotiations?
• When did negotiations begin?
• What is the current status of negotiations?

About Mediation

• Why was a federal mediator brought in?

About Strike Authorization

• What is a strike authorization vote?
• What is a Notice of Intent to Strike?
• Is it legal for the Tenured/Tenure-Track Faculty Union to strike?
• Who can legally participate in a strike?
• If the Tenured/Tenure-Track Faculty strikes, will classes be held?
• How long will a strike last?
• What can picketers lawfully do?
• Who can I contact for more information or if I have questions?

Student Questions

• Should I still go to class during a strike?
• How would a strike impact my academic progress?

Faculty Questions

• What are the possible consequences for faculty who engage in a work stoppage?
• Can the University withhold pay from faculty who participate in a strike? Is withholding pay retaliation??
• If faculty are on strike and not being paid, does that disrupt their health benefits?
• Are all employees in the bargaining unit that has declared a legal strike required to strike?
  
  

Q: What is the UPI Local 4100 Tenured/Tenure-Track Faculty Union?

A: The Tenured/Tenure-Track Faculty Union is a collective bargaining unit – part of the University Professionals of Illinois Local 4100, which is an affiliate of the Illinois Federation of Teachers (IFT). The bargaining unit includes tenured and tenure-track faculty. Tenure refers to a permanent academic appointment providing strong job security and academic freedom, while a tenure-track faculty member is on a probationary path toward achieving tenure, typically starting as an assistant professor.

Last updated March 13, 2026

Q: Why are UIS and UPI Local 4100 currently in negotiations?

A: The contract between UIS and UPI Local 4100 expired on August 15, 2025, and the parties are negotiating wages and other terms and conditions of employment for a successor agreement. The terms and conditions of the expired contract continue to be in effect during negotiations for a successor agreement.

Last updated March 13, 2026

Q: When did negotiations begin?

A: Negotiations began in July 2025 with an introductory session. The first economic proposals were not exchanged until September 2025. The University has prepared and shared information with the Union regarding its current fiscal situation, which greatly impacts these negotiations. A chronology is on the Bargaining webpage.

Last updated March 13, 2026

Q: What is the current status of negotiations?    

A: To date, the University and the union have reached three tentative agreements of the approximately 20 articles being negotiated. The University is awaiting the Union’s response to our current package proposal, verbally presented on Feb. 13, 2026, during mediation and delivered in writing that same day.

The University’s goal throughout the negotiations has been to balance fairly compensating our valued faculty for their important contributions, while also ensuring progress to reduce the University’s structural deficit.

UIS continues to believe there is progress to be made and remains committed to ongoing good-faith negotiations.

Last updated March 13, 2026

Q: Why was a federal mediator brought in?

The University and the Union have engaged an impartial federal mediator to assist the parties in reaching a contract agreement, and the first mediation session was held on Jan. 23, 2026.

To be clear, when we entered into mediation, the parties were not at impasse and the University remains committed to resolving open issues. While it is unusual to engage in mediation when the parties are not at impasse with open issues still on the table, the parties elected to jointly request the use of mediation services to help the parties conclude the negotiations in a timely and productive manner.

Last updated March 13, 2026

Q: What is a strike authorization vote?

A: A strike authorization vote is a step that gives the union bargaining team the authority to call a strike if the parties are unable to come to an agreement. The Union typically takes a vote from union members to determine support to authorize a strike. The Union is still required to provide the University with a 10-day notice of its intent to strike. The University continues to offer dates and times to meet with the Union and are hopeful that the parties can come to an agreement that serves the best interests of our entire university community, while protecting the university’s financial wellness.

Last updated March 13, 2026

Q: What is a Notice of Intent to Strike?

A: A Notice of Intent to Strike is the legally required 10-day notice that the Union must provide the University and the Illinois Educational Labor Relations Board in order to conduct a legal strike. A Notice of Intent to Strike does not necessarily mean the Union will strike. If the parties engage in mediation, mediation is unsuccessful, and Notice of Intent to Strike has been provided, the Union can engage in a strike that may legally begin on or after the 10th day following the Notice of Intent to Strike, if all other criteria are met.

Last updated March 19, 2026

Q: Is it legal for the Tenured/Tenure-Track Faculty Union to strike?

A: Yes. The Illinois Educational Labor Relations Act permits organized employees represented by a union to strike when certain conditions are met: The collective bargaining agreement between the parties has expired, the University and the Union representing the employees have engaged in mediation and have reached impasse, and the Union has provided the University and the Illinois Educational Labor Board the required 10-day notice of its intent to strike.

Last updated March 13, 2026

Q: Who can legally participate in a strike?

A: Should a strike occur, only tenured and tenure-track faculty in a position represented by the UPI Local 4100 Tenured/Tenure-Track Faculty Union can legally participate. All other UIS employees are expected to report to work as scheduled. UIS employees covered by other existing collective bargaining agreements have contractual provisions preventing them from participating in a sympathy strike. The University’s normal procedures governing approved absences remain in effect.

Represented bargaining unit tenured and tenure-track faculty members should be aware of the following:

• You have the legal right to participate in a strike that is called by your union.
• You have the legal right to decide not to participate in a strike.
• The University will honor whatever choice you make.
• State law prohibits paying a public sector employee who does not work. If you choose to participate in a strike, your pay will be adjusted. If you continue to work during a strike, you will be paid.

Last updated March 13, 2026

Q: Is there an option that could avert a strike?

A: Yes. The University is awaiting the Union’s response to our current package proposal, verbally presented Feb. 13 during mediation and delivered in writing later the same day.

UIS continues to believe there is progress to be made and remains committed to ongoing good-faith negotiations.

Last updated March 13, 2026

Q: If the Tenured/Tenure-Track Faculty strikes, will classes be held?

A: We hope everyone responsible for classroom teaching will respect their instructional obligations and not impair students’ progress in their current courses. The University will monitor the situation closely and assess options for dealing with any disruption that might occur, with the goal of minimizing any harm should the union choose to participate in a work stoppage.

Students should watch their UIS email and Canvas for updates.

Last updated March 13, 2026

Q: How long will a strike last?

A: The length of a strike would be determined by the Tenured/Tenure-Track Faculty Union. From the University’s perspective, a strike is not warranted.

The University is currently awaiting the Union’s response to our current package proposal, verbally presented Feb. 13 during mediation and delivered in writing later the same day. The University has continued to present proposals that represent a fair, sustainable and appropriate contract, especially given our current financial standing. A strike does nothing to change the constraints that limit what the University can ultimately provide in the new contract given the current fiscal situation.

Last updated March 13, 2026

Q: What can picketers lawfully do?

A: Picketing on public property is usually lawful so long as the picketing is peaceful, does not create a disturbance and does not block entrances and exits to campus buildings. Picketers must not block a door, passageway, driveway, crosswalk or other entrance or exit. Union members or picketers have a right to talk to people going into or out of campus buildings, but students, faculty and staff have a right to enter university buildings and classrooms without being interrupted, intimidated, coerced or threatened. University policy outlines the parameters for expressive activities on university property.

Verbal or physical intimidation, threats and coercion are never permitted. If any violation of these expectations occurs, a record of the incidents should be made and reported to the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at (217) 206-7148 or dschloss@uis.edu. In the event of an emergency threatening the safety of property or persons, the aggrieved person or a witness should immediately report the behavior to UIS Police at (217) 206-6690. UIS Police will continue to observe their normal procedures.

Last updated March 13, 2026

Q: Who can I contact for more information or if I have questions?

A: Media and external parties can contact Blake Wood, Director of Media Strategy, who is the official spokesperson for the University and can be reached at (217) 206-8404.

Employees may contact the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at 217-206-7148.

Last updated March 13, 2026

Q: Should I still go to class during a strike?

A: Yes, please keep attending all your scheduled classes, including on-ground, online and lab courses, unless notified by your professor that the class is cancelled. It is important to attend each scheduled class before you determine that it has been cancelled if you are not notified. If your professor is not present, please wait at least 15 minutes before leaving. It’s important to note that not all faculty members are part of the striking union, including non-tenure track and adjunct instructors, whose classes will continue. Additionally, not all faculty who are eligible to legally strike will choose to do so.

Last updated April 2, 2026

Q. How would a strike impact my academic progress?

A: Should a strike occur, the University will do what it can to ensure that you continue to make timely progress toward your degrees and meet your course objectives should a work stoppage impact your course. We encourage you to follow the course syllabus on your own. Please watch your UIS email and Canvas for updates.

Last updated April 2, 2026

Q: What are the possible consequences for faculty who engage in a work stoppage?

A: State law prohibits paying a public sector employee who does not work. Those members of the bargaining unit who choose to engage in a work stoppage forfeit pay for the period in which they do not perform their job duties. The University will ensure that it fulfills its legal duty to pay those who are working.

Last updated March 13, 2026

Q: Can the University withhold pay from faculty who participate in a strike? Is withholding pay retaliation?

A: Several Illinois laws recognize the right of public employees represented by labor organizations to strike, and the University will comply with all applicable requirements and principles regarding the rights of striking employees. Continuing to receive pay despite withholding services is not one of those rights. To do so would violate laws and policies regarding appropriate use of state resources. The University cannot pay striking employees who are not fulfilling their obligations to the University.

Last updated March 13, 2026

Q: If faculty are on strike and not being paid, does that disrupt their health benefits?

A: The University is not required to provide benefits during a strike. A strike may impact benefits, depending upon the date and/or duration of a strike.    

Last updated March 13, 2026

Q: Are all employees in the bargaining unit that has declared a legal strike required to strike?

A: No. Individual employees in that bargaining unit can choose to work or choose to strike.

Last updated March 13, 2026