What is in our contract?In early 2021, after nearly a year of negotiations, GAU and the University ratified a new contract (or Collective Bargaining Agreement). This is a legally binding agreement between GAU and the university that will cover the employment of all graduate employees through 2023. The contract covers everything from how raises work to under what circumstances a graduate employee can take leave! GAU enforces the contract through our grievance process.
We understand that contract language can be confusing and difficult to understand! In order to provide you with information on what rights are guaranteed by the contract, the GAU Bargaining Team has summarized some of the common questions we receive regarding the main articles below. To see the full contract language, please reference the Collective Bargaining Agreement page. If you still have questions, fill out the form to the right and we will respond ASAP. Glossary of terms
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Appointments, Reappointments, & Terminations (Article 4)
What is an appointment letter?
All GEs should receive a Letter of Appointment each time you receive a new appointment for the semester or year. This letter should include several important details, including how long your appointment will be, your work duties, who will be your supervisor, the FTE you are assigned (explained below), your stipend and pay rate, and the fees that you owe for the semester. This is essentially the agreement between you and your hiring department outlining the terms of your employment.
Should I be notified of reappointment or termination for next year?
If you are continuing your employment after your current appointment ends, you should receive notice in the form of a new appointment letter. Regardless of whether you are going to be rehired or not, you should receive notice based on the following timeline:
What should I do if I feel I was wrongly fired? What about if my appointment changed?
Appointments can be changed or terminated only in the following situations:
I am on a 9-month appointment, can I get funding for the summer?
GEs without Summer A/B/C semester appointments are eligible for an appointment as a “Summer RA” for a summer semester. These appointments require no work, no credit hours, no fees, and are intended to fund GEs while they work on their personal research. However, Summer RAships are based on the funding situation of your department and do require prior university approval. Please contact the staff in your department responsible for hiring to inquire about this option!
All GEs should receive a Letter of Appointment each time you receive a new appointment for the semester or year. This letter should include several important details, including how long your appointment will be, your work duties, who will be your supervisor, the FTE you are assigned (explained below), your stipend and pay rate, and the fees that you owe for the semester. This is essentially the agreement between you and your hiring department outlining the terms of your employment.
Should I be notified of reappointment or termination for next year?
If you are continuing your employment after your current appointment ends, you should receive notice in the form of a new appointment letter. Regardless of whether you are going to be rehired or not, you should receive notice based on the following timeline:
- 9-month appt: by May 15 of the second year of your current appointment
- 12-month appt: 90 days prior to expiration of your current appointment
- Semester-long appt: 45 days prior to expiration
What should I do if I feel I was wrongly fired? What about if my appointment changed?
Appointments can be changed or terminated only in the following situations:
- Failure of the GE to complete work duties
- Failure to maintain academic standing with the University
- Documented case(s) of misconduct
- A lack of funds to continue employment.
I am on a 9-month appointment, can I get funding for the summer?
GEs without Summer A/B/C semester appointments are eligible for an appointment as a “Summer RA” for a summer semester. These appointments require no work, no credit hours, no fees, and are intended to fund GEs while they work on their personal research. However, Summer RAships are based on the funding situation of your department and do require prior university approval. Please contact the staff in your department responsible for hiring to inquire about this option!
Workload (Article 7)
How much can I be required to work each week?
Your FTE is will set what portion of a "full-time" 40-hour week your teaching, research, or other work duties should require. For example, at a 0.5 FTE, you cannot be required to work more than 20 hours per week.
GAU realizes that sometimes work flows fluctuate throughout the semester, and you may work more hours certain weeks and less hours others. Your supervisor(s) should be upfront about the schedule so you can plan accordingly. However, GEs cannot be coerced into working longer hours later in the semester to "make up" for time not worked earlier.
What if my appointment is linked to my research, am I allowed to work longer than my FTE?
In some cases it is not easy to separate the work linked to your employment versus your personal research, particularly if you are an RA in your lab. Again, GAU's stance is that no GE can be required to work more than their FTE. You can certainly choose to do so if you believe it is in your best interest to make progress in your program.
Your FTE is will set what portion of a "full-time" 40-hour week your teaching, research, or other work duties should require. For example, at a 0.5 FTE, you cannot be required to work more than 20 hours per week.
GAU realizes that sometimes work flows fluctuate throughout the semester, and you may work more hours certain weeks and less hours others. Your supervisor(s) should be upfront about the schedule so you can plan accordingly. However, GEs cannot be coerced into working longer hours later in the semester to "make up" for time not worked earlier.
What if my appointment is linked to my research, am I allowed to work longer than my FTE?
In some cases it is not easy to separate the work linked to your employment versus your personal research, particularly if you are an RA in your lab. Again, GAU's stance is that no GE can be required to work more than their FTE. You can certainly choose to do so if you believe it is in your best interest to make progress in your program.
Leaves of Absence (Article 8)
Am I required to work on holidays?
As with other university employees, GEs are not expected to work any of the holidays that the University is officially closed. Upcoming dates can be found here. However, do not assume that you are exempt from work during academic breaks (e.g. Spring Break) during the semester. If you wish to take time off or travel during those periods, we recommend that you discuss plans with your supervisor directly.
What if I get sick? Am I allowed to take any personal days during the semester?
All GEs have five paid days per semester to use for the following reasons:
What if I need to take a longer leave of absence?
GEs are able to take up to six weeks of unpaid leave for the following reasons:
Can I use leave to do fieldwork or finish writing?
Yes, there is a new provision that allows a GE up to one year (12 months) of leave to work on any aspect of their personal research if approved by their department and the University.
As with other university employees, GEs are not expected to work any of the holidays that the University is officially closed. Upcoming dates can be found here. However, do not assume that you are exempt from work during academic breaks (e.g. Spring Break) during the semester. If you wish to take time off or travel during those periods, we recommend that you discuss plans with your supervisor directly.
What if I get sick? Am I allowed to take any personal days during the semester?
All GEs have five paid days per semester to use for the following reasons:
- Injury or illness (mental or physical)
- Jury duty
- Military service
- Injury, illness or death in the immediate family or domestic household
What if I need to take a longer leave of absence?
GEs are able to take up to six weeks of unpaid leave for the following reasons:
- Birth and care of a child
- Adoption or foster care placement
- Care of immediate family living within your household
- Serious health condition
Can I use leave to do fieldwork or finish writing?
Yes, there is a new provision that allows a GE up to one year (12 months) of leave to work on any aspect of their personal research if approved by their department and the University.
Raises & Fees (Article 10)
What is a stipend?
A GE's stipend is the amount of money that is paid for their work, similar to a salary. The contract sets the minimum salary that a GE can be paid. This amount is tied directly to the length of your appointment and your FTE. For example, in the contract, it is directly specified that a 9-month employee at 0.5 FTE must be paid at least $17,000/yr. All other length/FTE combinations are scaled accordingly and be calculated here.
What is fee relief? Why is the amount I owe for fees still the same?
GAU has pushed the University to acknowledge the burden of fees on GEs. We have therefore negotiated for relief from specific fees. Similar to raises, this fee relief will be added to the base salary of GEs.
GAU cannot currently bargain directly for student fees to be lowered. These fee rates are set by the State Board of Governors, as well as a "local fee committee" staffed by BOT members, administration, and UF Student Government representatives. So the amount that the UF Bursar will charge your student account will not change with "fee relief" in the contract.
A GE's stipend is the amount of money that is paid for their work, similar to a salary. The contract sets the minimum salary that a GE can be paid. This amount is tied directly to the length of your appointment and your FTE. For example, in the contract, it is directly specified that a 9-month employee at 0.5 FTE must be paid at least $17,000/yr. All other length/FTE combinations are scaled accordingly and be calculated here.
What is fee relief? Why is the amount I owe for fees still the same?
GAU has pushed the University to acknowledge the burden of fees on GEs. We have therefore negotiated for relief from specific fees. Similar to raises, this fee relief will be added to the base salary of GEs.
GAU cannot currently bargain directly for student fees to be lowered. These fee rates are set by the State Board of Governors, as well as a "local fee committee" staffed by BOT members, administration, and UF Student Government representatives. So the amount that the UF Bursar will charge your student account will not change with "fee relief" in the contract.
Health Insurance (Article 12)
GatorGradCare (GGC) is the healthcare plan that covers all GEs at UF. Healthcare is a complicated topic, and we understand it can be especially so for our international students who are not familiar with the U.S. system. For this reason, there is a separate GGC FAQ provided to answer questions about GGC and recent changes to the plan.
If you have questions specific to your situation, you can always call the numbers on the back of your insurance card to speak with a Florida Blue representative. Feel free to contact us if you are having any issues related to your coverage.
If you have questions specific to your situation, you can always call the numbers on the back of your insurance card to speak with a Florida Blue representative. Feel free to contact us if you are having any issues related to your coverage.
Evaluations (Articles 5-6)
What is an employee evaluation?
Every employee should be officially evaluated by their supervisor in writing once during their appointment term. The criteria, of course, very much depends on your specific work duties. However, GEs are generally evaluated based on either the effectiveness of teaching and/or research abilities. This evaluation also should be discussed with you so that you can continue to improve your work.
How do I see what's in my evaluation file?
A file containing all materials used to evaluate your work performance is kept by your department. You can get one free copy of your evaluation file by giving your department notice that you would like to access its contents.
Can my supervisor come observe my classroom or lab performance unannounced?
Technically yes, observations and evaluations of your performance can be at any time. However, you MUST be given the opportunity to discuss these in-person evaluations with your supervisor within two weeks of the visit.
I received a negative evaluation, what should I do?
You are guaranteed the right to respond in writing to ANY negative comments or evaluations placed in your file. In the meantime, no adverse actions, such as termination, can be taken against you until your response is recorded in your evaluation file.
Every employee should be officially evaluated by their supervisor in writing once during their appointment term. The criteria, of course, very much depends on your specific work duties. However, GEs are generally evaluated based on either the effectiveness of teaching and/or research abilities. This evaluation also should be discussed with you so that you can continue to improve your work.
How do I see what's in my evaluation file?
A file containing all materials used to evaluate your work performance is kept by your department. You can get one free copy of your evaluation file by giving your department notice that you would like to access its contents.
Can my supervisor come observe my classroom or lab performance unannounced?
Technically yes, observations and evaluations of your performance can be at any time. However, you MUST be given the opportunity to discuss these in-person evaluations with your supervisor within two weeks of the visit.
I received a negative evaluation, what should I do?
You are guaranteed the right to respond in writing to ANY negative comments or evaluations placed in your file. In the meantime, no adverse actions, such as termination, can be taken against you until your response is recorded in your evaluation file.
Discrimination Protections (Article 13)
How is discrimination defined by our contract?
You specifically cannot be discriminated based on your race, color, sex, religious creed, national origin, age, veteran status, disability, political affiliation, sexual orientation, marital status, or your gender identity. This means that hiring decisions MUST be made on job performance criteria!
You specifically cannot be discriminated based on your race, color, sex, religious creed, national origin, age, veteran status, disability, political affiliation, sexual orientation, marital status, or your gender identity. This means that hiring decisions MUST be made on job performance criteria!
