Contract Impasse and Strike Preparation

AAUP-WSU Response to the Fact-Finder’s Brief [PDF]

The unanimous recommendation of the AAUP-WSU Executive Committee is to REJECT the report. The Fact Finder’s report (attached) was overwhelmingly negative for faculty. The Fact Finder decided in favor of the administration/Board on most unresolved issues– including retrenchment, workload, healthcare, furloughs, summer teaching rights, and raises.

What follows is a brief summary of each article that was before the Fact Finder with page references to his report. They are listed in order of importance.

For RETRENCHMENT, the Fact Finder recommended that “it would seem beneficial to the Parties, based on the current impact of the Senate Bill 6 scoring, that that component [SB6 score of 2.4] be included in the existing criteria that includes, fiscal exigency; significant reduction in enrollment over four (4) or more academic semester[s]; and, the discontinuation of a College, Department or Program” (pp. 82-84). In addition, he reduced the review period from 60 to 30 days and gave new power to the president in the retrenchment process. This would make tenure and continuing appointments meaningless– immediately. Any faculty member could be laid off.

For WORKLOAD, the Fact Finder reports: Here, the current financial state the University, for various reasons, finds itself in, provides compelling reasons… wherein the determination of ‘Workload’ is viewed as an inherent Management Right” (pp. 99-100). This makes null and void our workload agreement MOU and gives administration total control over how many courses any individual faculty member teaches. If we accept this Fact Finder’s report, we are conceding to them a new management right. Combined with Retrenchment (above), the Administration could lay off many of the fulltime teaching faculty and give the rest many more classes to teach. We know how harmful this would be in effect for students.

For HEALTHCARE, the Fact Finder states that “the overwhelming evidence of record concerning the financial picture for this University warrants, even on a temporary basis for the duration of this [contract], drastic and immediate changes in the way in which this particular benefit is handled for this specified duration. Given the difficulty in implementing any plan on a University-wide basis, the implementation date for this recommendation be January 1, 2019 and run for the duration of the [contract] as recognized and proposed by the University” (pp. 125-126). This gives us the healthcare plan imposed on the staff– the worst in the state– and gives the administration/Board the right to impose additional changes with 60 days’ notice, taking away our right to bargain over healthcare.

For FURLOUGHS, “the number of days subject to this recommendation [includes] … two (2) Cost-Savings Days/Furlough Days per semester” (p. 135). These furlough days amount to an annual 2% pay cut for us.

For SUMMER TEACHING ASSIGNMENTS, the Fact Finder recommends “the Parties adopt the University’s proposal with respect [to] Article 7” (p. 64). This gives the administration/Board the right to deny summer teaching to Bargaining Unit Faculty. Courses taught each summer could be solely offered to adjunct faculty.

For RAISES, the Fact Finder recommends that “there be no wage increases for the duration of the [contract]” (p. 106). Also, he recommends “no increases and/or decreases in minimum salaries for the duration of the [contract]” (p. 108). There is no money to offset the losses we will take in healthcare, furloughs, summer teaching assignments—never mind the real cut in pay due to inflation.

For NTE PROMOTION, the Fact Finder wrote: “given the manner in which certain other issues at impasse have been addressed in this Report, wherein such affords the University more drastic measures to implement, there seems to be no compelling reason to recommend the University’s proposal in this regard. As such, the recommendation of the status quo is supported” (p. 74).  Thus, the requirements for continuing appointments for NTE faculty remain the same.

For MERIT PAY, the Fact Finder wrote, “as such, a recommendation for the status quo is hereby recommended” (p. 69). He did not give administration total control of merit pay.

For EARLY RETIREMENT, the Fact Finder stated, “it is hereby recommended the Parties ‘agree in principal’ to the concept of offering early retirement to those who may be interested; however, subject to the Parties reaching some kind of agreement with respect to the framework of such a program” (p. 139). The Fact Finder has left this to the parties to negotiate.

The Fact Finder was clearly influenced by the hyperbolic arguments made by the administration’s labor attorney, arguments that President Schrader and members of the Board walked back at the most recent Board of Trustees meeting.

For the above reasons, it is the unanimous recommendation of the AAUP-WSU Executive Committee that members vote to REJECT the report.

NOTE: When you read the actual Fact Finder’s report, “Successor Collective Bargaining Agreement” means the new CBA.

WSU and AAUP-WSU Chapter Fact Finding Report

TA’d Articles for 2020 CBA


AAUP-WSU Fact-Finding Brief, Fact-Finding Powerpoint, and Baker-Hostetler Invoices:

AAUP-WSU Brief, FF PP, and Invoices Combined

AAUP-WSU Post-Hearing Brief for Fact-Finding

Howard Bunsis’ Fact-Finding Presentation

Baker.Hostetler Invoices 8.6.18 (OCR)


External Letters of Support:

Letter of Support from Senator Sherrod Brown:

Letter of Support from Fred Strahorn, Minority Leader, Ohio House:

Letter of Support from Dayton Mayor Nan Whaley:

Letter of Support from the Dayton-Miami Valley AFL-CIO:

Letter of Support from OCAAUP President John McNay and OCAAUP Board:

Letter of Support from OCAAUP President John McNay and OCAAUP Board


Index to Documents Below:

AAUP-WSU Strike Platform

Summary of Issues Resolved and Issues Before the Fact-Finder


Healthcare FAQ

Letter to and FAQ for Students

PDFs of Documents Related to Outstanding Issues:

Health Insurance Comparison [PDF]

Furlough Summary [PDF]

Retrenchment Consequences [PDF]

Summer Teaching Summary [PDF]

Merit Pay Process Cancellation [PDF]

Workload Cancellation Consequences [PDF]

NTE Promotion Consequences [PDF]

How a Wage Freeze Is a Wage Cut [PDF]


AAUP-WSU Strike Platform [PDF]

AAUP-WSU, which represents all full-time teaching faculty in the university’s seven undergraduate colleges, has been attempting to negotiate a fair contract since January 2017. Indeed, on a timetable agreed to by both sides, we had exchanged all non-economic articles (the bulk of the contract) by late March 2017. But when Dr. McCray was appointed Interim President, the administration postponed negotiations until President Schrader took office in July and then delayed them indefinitely until the administration/Board could address its largely self-created financial crisis. For the first time ever, the administration hired an outside labor attorney to conduct the negotiations, and two things quickly became clear: the administration wanted us to allow regressive bargaining, or to restart the negotiations from scratch, and their idea of compromise was that they might not get absolutely everything that they wanted. AAUP-WSU finally forced the administration back to the table by filing for fact-finding. With fact-finding looming, tentative agreement was reached on about two-thirds of the contract articles in a series of marathon negotiating sessions in December 2017 and January 2018. What is important to note is that every change in those articles represents a concession made by AAUP-WSU.

Our position all along has been that since the base salaries and benefits of the faculty whom we represent account for just 17% of the university budget—or 17 cents of every dollar of tuition and state subsidy—overspending on the faculty who generate almost all of the university’s revenue very clearly did not cause the financial crisis, and cutting that part of the budget will not address the crisis in any meaningful way. Therefore, the extreme proposals of the administration on the dozen or so unresolved elements of the contract seem simply to use a largely self-created financial crisis as an opportunity to gut key provisions in our contract. Although the university’s financial issues can be addressed in the near term, the administration’s proposals will adversely affect the long-term earnings of our members and further erode their working conditions and employment security. Just to be clear, in several instances, the administration is asking for rollbacks of contract provisions that now provide protections which are routine for university faculty throughout Ohio, indeed nationwide, even where faculty are not unionized.

Most Wright State faculty spend their whole careers at this university. They have a vested interest in advancing not only their own careers but in sustaining and boosting the reputation of the university. Likewise, although administrations and Boards of Trustees come and go, students who receive their degrees at Wright State will be alumni/ae for the rest of their lives. Given our students’ investment in those degrees, we need to protect and, where possible, to enhance the university’s academic programs and reputation in order to safeguard the value of the degrees that they have earned—and that many of them will be paying for well into their working lives. But, since early in 2016, we have had a net loss of 92 full-time teaching positions. As a result, students are facing both restrictions on course offerings in their majors and fewer sections of high-demand core courses. Such changes impair student recruitment, retention, and degree completion, and they diminish the value of the degrees earned.

The administration’s draconian proposals on salary and benefits will make it harder to attract faculty. The changes in health coverage imposed on other university employees have made those benefits the most costly at any public university in Ohio. The lack of any wage increases for the foreseeable future will place Wright State faculty at every rank at or near the bottom among Ohio’s public universities within the next two years. These financial considerations, in combination with proposals to undermine radically job security of even tenured faculty, will make it much harder for the university to attract talented faculty and to maintain the morale and the commitment of current faculty.

The faculty represented by AAUP-WSU have been making compromises to avoid a strike, but the administration’s refusal to compromise on a fairly large number of extreme proposals may give us no alternative but to strike. Given the degraded conditions under which we have been working for several years, we have earned and demand—

That the Schrader administration and the Board acknowledge our legal right to bargain over healthcare benefits and provide insurance that does not burden the sick and the lowest paid employees, largely to make up for revenue losses elsewhere;

That the Schrader administration and the Board accept the current retrenchment language, which is standard at unionized and non-unionized universities nationwide, and not reduce tenure to an empty promise;

That the Schrader administration and the Board maintain our workload agreement, which has not only been fair but has also led to a marked increase in research and scholarship, enhancing the university’s reputation;

That the Schrader administration and the Board maintain the educational quality of courses offered in the summer and not attempt to turn the summer into even more of a revenue generator than it already is—or would be if it were not mismanaged;

That the Schrader administration and the Board maintain a merit pay formula, which insures that faculty productivity is measured and rewarded by some objective measures rather than by administrative whim;

That the Schrader administration and the Board recognize that continuing contracts for NTE faculty have a very positive impact on the education provided by the university and that entrenching the contingency of faculty has exactly the opposite effect;

Finally, that the Schrader administration and the Board recognize that it cannot continue to spend millions on initiatives that have uniformly failed to generate the promised additional revenue streams, that it cannot continue cutting the budgets of the colleges without eroding the quality of education being provided to our students, and it cannot compound these skewed priorities by proposing furloughs, which are simply pay cuts for faculty, on top of its proposals for stagnant salaries and massive increases in benefit costs.

–Summary of Issues Resolved and Issues Before the Fact-Finder

This document contains the proposals the administration submitted to the fact-finder for the initial hearing (January 31-February 1, 2018). The administration subsequently revised two of these proposals, specifically for Article 17 (Retrenchment) and Appendix I (Furlough, renamed Cost Savings Days). In addition, the parties reached tentative agreement (TA) on three of these proposals — Article 27 (Life and Disability Insurance)Article 31 (Other Benefits), and Article 7 (Faculty Rights and Responsibilities) except for the parts dealing with summer school (Section 7.8 and subsections). This additional document contains all the articles the parties have TA’d (tentatively agreed to), except for the aforementioned Article 27 (Life and Disability Insurance) and Article 31 (Other Benefits). [You may also review this Summary of Fact-Finding prepared shortly after the May 23 final Fact-Finding session. Alternatively, see this slightly shorter summary of Fact-Finding prepared for the Ohio Conference of AAUP.]

WSU Strike FAQ [PDF]


When would a strike occur?

What if a majority of the membership does not vote to reject the fact-finder’s report?

Who can go on strike?

Do I have to participate in the strike?

What work should we be avoiding during a strike?

What does a strike look like for faculty?

Is a strike legal in higher education in Ohio?

Can I just stay home from work during the strike?n we prepare our students ahead of a strike in case one is called?

Can I call in sick instead of striking?

What about grants and research?

Can the Administration lock us out of our classes/lab?

Can the university hire replacement workers, such as teaching assistants or part time faculty during the strike?

Can I be disciplined for participating in a strike?ave to reapply for my job after the strike is over?

Will the university know who participated in the strike? What do I do if a Chair or Head asks me if I’m striking?

How long will the strike last? Will my pay be docked for going on strike?

What about our medical benefits? Will the union offer financial assistance during the strike?

Will the national AAUP help us with a strike?
When would a strike occur?

Union members authorized the executive committee to call a strike if the members vote to reject the fact-finder’s report. If and when members reject the fact-finder’s report, the union’s executive committee could call a strike at any time. They must give SERB 10 days notice, so the earliest possible date that the strike could begin is October 1, 2018.

What if a majority of the membership does not vote to reject the fact-finder’s report?

If the board of trustees also do not reject the fact finder’s report, then it becomes our new and binding contract.

Who can go on strike?

Anyone who is in the bargaining unit – whether a union member or not — is authorized to go on strike. If a strike does occur, you don’t have to be a member or have voted in the strike vote to participate.

Striking is a right of every union represented employee regardless of membership status.

Do I have to participate in the strike?

A strike will only be successful if everyone participates. When we decide to go out on strike, we should be prepared to completely withdraw our labor from the University, and instead devote our labor assisting with the strike efforts. This is the only way that we will win, which is why we need everyone working together.

What work should we be avoiding during a strike?

A strike is a complete withdrawal of our teaching labor to the university. That means we should not be performing any teaching labor in service of the university. That means, we should:

  1. Not be in contact with students about their classes, advising, or any other academic Status updates about the strike will be made through the union’s communication channels.
  2. Not use any university-owned offices, labs, equipment, or resources, including university-owned computers, employer e-mail, Canvas,
  3. Not participate in any university service or committee work,

What does a strike look like for faculty?

Faculty should cancel all classes of every format (including online classes), office hours, answering student questions via email, and participation in committee work and other activities and support the union on the picket lines each day of the strike. The union will release detailed information on picketing locations, as well as other information on strike logistics as the date of the strike draws near.

Picketing will be peaceful, and it is a good opportunity to show our resolve to the WSU administration, as well as stand in solidarity with our students, fellow faculty members, supporters from the university and community. Strike activities include, but are not limited to:

  • legal picketing at entrances to campus buildings,
  • rallying in central/visible locations on campus
  • peacefully distributing literature to students and the public, speaking out to the public as to the purpose of the strike,
  • serving on the contact team for the local, state and national media

In order for our strike to be successful, we need everyone to participate in order to show our solidarity and strength.

Is a strike legal in higher education in Ohio?

Yes. In 1984, Chapter 4117 of the Ohio Revised Code (ORC) established the collective bargaining law for public employees in Ohio, including the right to strike. Before that time, public employees in Ohio were forbidden to go on strike. Striking is protected activity under Ohio Law. It is illegal to discriminate or retaliate against a bargaining unit member for engaging in protected activity.

Can I just stay home from work during the strike?

There is no such thing as being partially on strike. Support of a strike not only means we do not report for work or perform work duties for the duration of the strike, but it also means that we get out and do as much as we can to make our strike successful.

How can we prepare our students ahead of a strike in case one is called?

First, you should notify your students ahead of time that you will not be able to contact them at all in the event of a strike. You may wish to arrange for an assignment to be given to them in advance that they can complete during a strike.

Can I call in sick instead of striking?

No. Do not call in sick as an alternative to striking. You could be disciplined for doing so. Only call in sick if you are genuinely ill.

What about grants and research?

If you are able to temporarily suspend activities conducted on campus without harming your research agenda, we ask you to do so. In advance of the strike, ensure that sensitive research equipment, procedures, and lab animals can be monitored by someone else during the strike. If your research or federal funding is in danger, you may attend to it.

Can the Administration lock us out of our classes/lab?

A lockout happens when an employer bans all the members of a bargaining unit from the workplace and refuses to pay them, in order to secure their agreement to certain terms and conditions of employment. Under Ohio Law, lockouts by the employer are expressly illegal, but as a precaution, be sure to remove anything you might need from your office before a strike begins.

Can the University hire replacement workers, such as teaching assistants or part time faculty during the strike?

The University may ask other workers, such as teaching assistants, part time faculty, or faculty from other Universities to teach courses in the event of a strike. However, our union has already asked part time faculty and teaching assistants to decline taking on additional courses in solidarity with us. AAUP has a strong presence in most universities in Ohio, so we need not worry that faculty from other universities would cross our picket lines. Some have volunteered to join us on the line.

Can I be disciplined for participating in a strike?

No. Faculty members at public universities in Ohio have a right to strike. It is illegal to retaliate against or punish employees for participating in union activity that is authorized under Ohio law.

Will I have to reapply for my job after the strike is over?

No. It is illegal to discipline or terminate employees for participating in lawful union activity such as a strike.

Will the university know who participated in the strike?

No one individual can be isolated for his or her involvement— a majority of the membership will be taking collective action and standing in solidarity together. You are under no obligation to inform management in advance as to whether you will be taking part in a strike or other action. Recording or threatening to record the names of employees who engage in protected activity is prohibited.

What do I do if a Chair or Head asks me if I’m striking?

Don’t answer. Their request about whether or not you will be working – even if phrased innocuously – can be perceived as chilling your rights under the ORC. You should show them a copy of the strike notice and tell them it is illegal for them to ask faculty about participation. If they persist, you should immediately inform a union representative or email us so that we may follow up and investigate.

How long will the strike last?

There has only every been one faculty strike in Ohio since the passage of Ohio’s Collective Bargaining law. That strike lasted one week, however, there is no way to know how long this strike will last. When a strike is called, we should be prepared to strike for as long as it takes to reach a settlement.

Will my pay be docked for going on strike?

The Administration has the legal right to withhold pay for days missed during a strike. You should budget ahead of time in the event of a strike.

What about our medical benefits?

According to state law, public employees are not entitled to pay or compensation, including benefits, for the period they are engaged in a strike. However, the University is required to comply with Public Health Services Act that provides the opportunity for health coverage continuation for state and local government employees if a “qualifying event” such as a strike occurs. This coverage parallels COBRA coverage in the private sector. Employees would be able to elect such coverage at their own expense.

Alternatives include “special enrollment” in a spouse’s health plan, or month-to-month “stopgap” insurance that is available through the Affordable Care Act. If an individual does not elect continuation of coverage under the Public Health Services Act, the University will presumably instruct the vendor not to process insurance claims for the dates during which a given employee was determined to be participating in a strike.

AAUP-WSU has set aside a strike fund to loan union members whose COBRA costs are burdensome on a means-tested basis. Please see our website for additional information about health insurance and COBRA coverage.

Can the employer stop the health insurance coverage for someone who is on sick leave for the semester?

No, an employer cannot stop the health insurance coverage for a person on sick leave because that person is on a leave of absence, not participating in the strike. Sick leave is not a “willful absence from one’s position” as described in R.C. 4117.01(H).

Will the union offer financial assistance during the strike?

We can offer to loan money for health insurance costs. See above.

Will the national AAUP help us with a strike?

Yes. In fact, staff and leaders from AAUP are already assisting our chapter with strategy, tactics, and execution, and will continue to do so leading up to and during a strike. Beyond that, our faculty colleagues from around the state, as well as the Ohio State Conference have pledged their support. Finally, we anticipate that our friends in the community, particularly from other unions, will support us.


–Healthcare Information and FAQ [PDF]

Health Insurance During A Faculty Strike

Revised November 11, 2018

What will happen to our health care coverage if we strike? The administration could choose to cease paying for faculty health care. However, this does not mean faculty must lose health care coverage. This is a summary of available health care options.

  1. Continue your existing health coverage through COBRA. Fortunately, you can still maintain coverage for you and your family, thanks to the health benefit provisions in the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986. COBRA enables the temporary continuation of health coverage at group rates. Please read this in its entirety, because this may be your best option.

This is important to know: you have 60 days to elect COBRA, and if elected, the coverage is retroactive to the first day of the qualifying event (that is the day the administration makes the determination you are on strike, see below). If you do not anticipate any need to use your health insurance, there is no reason to spend any money on premiums unless health care costs are incurred. COBRA coverage, when elected, is retroactive to the day the administration ceases to provide you with coverage. If your current coverage includes dependents, your COBRA coverage will as well.

To get covered under COBRA, do the following:

1) Wait for the administration to make the determination you are on strike. If they cannot provide evidence that you, and not “the faculty” are on strike, they cannot stop providing your health care. Participation in a picket line is not evidence that you are on strike.

2) If the administration determines you are on strike, they will instruct HR to mail COBRA enrollment forms to your home address within 14 days.


4a) If the strike ends within 60 days, and no significant medical events took place, then do nothing – you will not incur any COBRA costs, or

4b) If the strike ends within 60 days, and a substantial medical bill was incurred, weigh the costs and benefits, and return the completed COBRA election form. Then, make the initial COBRA premium payment. Member is responsible for all COBRA premiums until they terminate COBRA coverage/return to WSU healthcare plan. You can learn more about COBRA, including current pricing for Bargaining Unit Faculty, at the WSU HR COBRA website.

Other general considerations: If you have a specific medical condition that will likely need to be addressed around the time of the strike (scheduled surgery, impending birth, etc.), be aware that you cannot lose your health insurance if you are on sick leave. And although you may pay your COBRA premium as soon as you get the forms, you do not need to.  

A special note about medications: If you or members of your family take daily medications, please note that these medications are covered under COBRA. AAUP advises you to fill your prescriptions before the start of a strike. If your doctor will prescribe for more than 30 days, you can elect to receive 90-day prescriptions by mail. Under this scenario, you could receive a 90-day supply regardless of whether you elect COBRA coverage. More information about mail order pharmacy services is available through Anthem or HR.

  1. Switch to a spouse or partner’s health care plan. Under federal law, the loss of health care benefits is called a “qualifying event,” which makes you eligible to enroll in health care outside of the normal annual open enrollment period. If switching is an option for you, explore it with the HR department where your spouse or partner works. However, if a faculty member transfers to their spouse’s coverage following the qualifying event of a strike, then the faculty member will likely have to wait until the spouse’s open enrollment period to relinquish that coverage. To illustrate this, if an employee loses their job and elects their spouse’s coverage, and then subsequently finds a new job with health insurance, the new job is not considered a “qualifying event” allowing the individual to drop off their spouse’s coverage prior to open enrollment.

Less recommended options:

  1. Obtain coverage through the state health care exchange. You have the option of immediately purchasing your own insurance through an Affordable Care Act exchange.
  2. Obtain a short-term health insurance plan. You can obtain a short-term (1-3 month) health insurance policy. While their premiums are less expensive, they are not required to provide the minimum essential coverage mandated by the Affordable Care Act, including prescriptions, pregnancy, and pre-existing conditions.


Q and A

 Question: When I return to my regular WSU healthcare coverage after the strike, will my out-of-pocket maximums and deductibles be “reset”?

Answer: Because there is little case law on strikes and insurance coverage, we cannot provide a definitive answer to this question. It is unknown.

Question: I’m enrolled in Medicare Part A, what should I do in the event of a strike? In order to be fully covered, should I enroll in Medicare Part B, or should I enroll in COBRA? What about prescriptions (Part D)?

Answer: Questions concerning Medicare and COBRA are rather complex. We encourage affected members to seek answers to their questions at these links. If you have additional questions not addressed, contact us with specific questions.

Question: If the CBA is not resolved before the current open enrollment has closed, what will happen?

Answer: Admin could extend the period of open enrollment, although that now seems unlikely. If we negotiate a new CBA, the administration would have to provide us 60 days notice before a new plan would take effect. That is, they would have to re-open Open Enrollment if it had closed, and your new plan would take effect 60 days after the first day of that new Open Enrollment period.


–Letter to and FAQ for Students [PDF]



The full-time faculty members at Wright State do NOT want to go on strike—but we are prepared to draw a line in the sand to protect the quality education that WSU students deserve.

Faculty did not create this fiscal crisis, and we cannot allow educational quality to suffer because of it. The administration has proposed changes that will allow them the option to dilute the quality of your  education. They are removing protections that currently guarantee a high level of access to qualified faculty. We cannot allow students to suffer from a possible decline in quality if faculty must teach more and even larger classes, if critical courses are offered less frequently, and if WSU is unable to recruit and retain the best educators and researchers. We are fighting to save the kind of individualized attention, challenging coursework, research opportunities, and high-quality teaching that make Wright State a great University for students.

We want to maintain our current level of attention, support, and research opportunities for Wright State students!

Want to help? Here’s what you can do to support WSU faculty:

  • Contact President Schrader and the Board of Trustees and tell them to maintain the quality of education at Wright State by making sure faculty don’t have to compromise their ability to teach, support, and provide research opportunities for students. President Schrader may be reached at ( or by calling (937) 775-2312.
  • Stay up to date! Follow the AAUP-WSU on Facebook (“AAUP Wright State University”), Twitter (@aaupwsu) or Instagram (@aaupwrightstate).
  • Volunteer! We need student allies to help us get the word out to other students about the strike. If you are interested in volunteering, please contact or stop by the AAUP-WSU office in Medical Sciences
  • Talk to your family and friends about the importance of affordable, high-quality public education in the state of Ohio and why it is crucial to support the Wright State faculty in their efforts to achieve a fair contract that preserves quality for you and for future

For more information and FAQs for Students, please visit our website at


AAUP-WSU Strike FAQ for Students

Why are faculty considering going on strike?

Faculty do not want to go on strike, but we feel that we may be left with no alternative in order to maintain the quality of education that students deserve.

The administration’s proposals could result in fewer faculty, fewer course offerings, and larger classes with less opportunity for individualized attention. Their proposals could also make it more difficult to attract and retain faculty at WSU. We have already lost 92 full-time faculty since 2016.

How long have faculty been negotiating with the administration?

Our last collective bargaining agreement expired in June 2017. We have been negotiating with the administration for over 20 months. Negotiations began in January 2017.

Is this dispute about money? Isn’t the university in financial distress?

We know that the University is facing financial challenges; however, faculty compensation did not cause them. In fact, full-time faculty’s salary and benefits cost only 17 cents of every tuition dollar. The union has already made concessions in the negotiations so far in order to support cost savings. We have also continued to propose cost-saving measures that have so far been ignored by administration.

Will there be classes if faculty strike?

Faculty will be on the picket lines and not in classrooms. It is ultimately up to the university’s administration whether classes are held. Striking faculty members will not be there.

If faculty strike, what happens to tuition and financial aid?

Contact RaiderConnect in 130 Student Union for questions about accounts, financial aid, and registration.

Hours: Monday-Thursday, 8:30 a.m.-5 p.m. and Friday, 9:30 a.m.-5 p.m. Phone: (937) 775-4000


What does this mean for accreditation standards if unqualified people are called in to teach?

You can contact the accrediting body that assesses Wright State. Higher Learning Commission

230 South LaSalle Street, Suite 7-500, Chicago, Illinois 60604-1411

Phone: (800) 621-7440 or (312) 263-0456

How do I stay up to date?

Official AAUP-WSU Facebook page: 636430523091526/

Twitter: @aaupwsu Instagram: @aaupwrightstate