Miami University and FAM/AAUP-AFT held their second round of bargaining sessions on March 23 and 24, 2026, as negotiations continued for a successor collective bargaining agreement. The parties' current agreement, ratified on April 3, 2025, remains in effect through June 30, 2026.

March 23, 2026 Session

On March 23, the parties exchanged proposals, counterproposals, and rejections on several articles.

The University began by rejecting the Union's proposals on Association Rights, AI, and Shared Governance. As to Association Rights, the University explained that the provision for workload releases at no cost to the Union was unnecessary because the current contract already provides a mechanism for workload releases, and maintained that the proposal would improperly shift the Union's business costs to the University and undermine management's right to staff courses. The University also noted that, because the parties are in a contract ratified less than a year ago, no need for the proposed changes has been demonstrated.

The University then presented its counterproposal on Non-Discrimination, Anti-Harassment, and Trainings (Article 10), which would rename the article to include "Trainings" and would broaden the language to authorize the University to require employment-related training. The University also rejected the Union's proposed addition of caste and citizenship status as protected categories, noting that these are not protected categories under Ohio law.

The Union then presented its counterproposal on No Strike/No Lockout (Article 28). While the Union's counter preserves the prohibition against strikes and work stoppages, including sympathy strikes, it strips out language previously negotiated and agreed to by the parties during negotiation of the initial agreement. The Union also noted that its main objection to the University's proposal was that it would give the University sole discretion to terminate bargaining unit members, language the parties negotiated and agreed to in the first contract cycle.

The Union next presented a new proposal on Dues Deduction (Article 4). The proposal seeks to require the University to provide information regarding bargaining unit faculty members' deductions on a monthly basis, rather than quarterly, as the parties previously agreed.

The Union then presented its counterproposal on Non-Discrimination, Anti-Harassment, and Trainings (Article 10), which accepted the University's broadened training language allowing the University to require bargaining unit faculty members to complete employment-related training. The Union's counter also would require that the University provide reasonable time to complete assigned employment trainings. Notably, The Union's counter removed the non-legally protected category of caste and its proposed language regarding regional campus and TCPL faculty as equitable partners in the University community. The Union, however, maintained its proposed addition of citizenship status as a protected category. The Union's counter also accepted the University's proposed change from "necessary" to "reasonable" accommodation for faculty members with a disability.

The University then presented its Appointments (Article 11) counterproposal, which revised its initial proposal in several respects. The University created a new standalone section providing that any memorandum of understanding for joint appointees would be provided within sixty days after the parties agree to the terms of such joint appointment. The University also added to the Notice of Appointment a link to the Board of Trustees' Faculty Workload policy, notice that workload would be assigned and/or revised in accordance with that policy, and a requirement to include a statement of commitment pursuant to Ohio Revised Code Section 3345.0216. Additionally, the University proposed that appointment and reappointment notices may incorporate legally required statements and disclosures, and that inclusion of such materials would not be subject to grievance or arbitration.

March 24, 2026 Session

On March 24, the parties continued exchanging counterproposals and rejections on several articles.

The Union opened by presenting its counterproposal on Appointments (Article 11). The Union's counter added the phrase "but not necessarily be limited to" to the list of items required in the Notice of Appointment. The Union accepted most of the Notice of Appointment items, including the link to the Faculty Workload policy, but removed the University's proposed requirement for statements of commitment pursuant to Ohio Revised Code Section 3345.0216. The Union also accepted the concept of a separate section for joint appointee memoranda of understanding and proposed a thirty-day timeline for providing such memoranda. The Union, however, rejected the University's proposed language limiting grievance and arbitration rights regarding statements and disclosures incorporated into appointment notices.

The Union also rejected the University's proposals on Management Rights, Faculty Evaluations, and Separability. The Union indicated that it welcomed discussion regarding shared governance.

The University then presented its Appointments counterproposal, which accepted the Union's proposed thirty-day timeline for providing joint appointee memoranda of understanding but added the qualifier that the timeline would run from when the parties agree to the "material" terms of such joint appointment. The University also added language providing that the thirty-day timeline may be extended if reasonably necessary due to circumstances outside the University's reasonable control, in which event the memorandum would be provided as soon as reasonably practicable. The University maintained its proposed language on grievance and arbitration limitations.

The University also presented its counterproposal on Non-Discrimination, Anti-Harassment, and Trainings (Article 10), which maintained its training language from its prior proposal but added language providing that the University will allow faculty reasonable flexibility in scheduling the completion of assigned training. With respect to the Union's proposal to add citizenship status as a protected category, the University noted that the term "citizenship status" is overbroad and ambiguous and maintained that the addition is not appropriate under Ohio or federal law.

The parties did not reach any tentative agreements during the March 23 and 24 sessions. The University and FAM/AAUP-AFT will continue to negotiate in future bargaining sessions.

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