Education Union Comparison Chart: Which Education Union Fits Your Group Best?
| Adjunct Membership | Growth | Gains | Benefits | Dues | |
| AFT | LARGEST ADJUNCT MEMBER-SHIP:
36,000 |
Membership among part-time and nontenure track faculty has grown by 6500 in the past 5 years and has expanded from community colleges to four-year colleges. | BIGGEST GAINS:
Has been working on many fronts, including Campus Equity Week. Here are other examples: Washington–adjuncts were awarded $10 million in equity money, gained more opportunity to be eligible to receive retirement benefits, and received health insurance in the summer (it had previously been discontinued during that part of the year). New Jersey–legislation was passed allowing adjuncts to buy into the state health insurance plan Illinois–part-time faculty gained more bargaining rights. Fashion Institute of Technology–developed a certification of continuous employment, making adjuncts eligible for seniority after a probation period. Campaigns are also under way at College of the Canyons, Central Washington University, the University of Cincinnati, the University of Vermont, and community colleges in Illinois and New Jersey. |
No direct benefits at present, but trying to work with insurance companies to offer a health benefits package. | $132 annually for national dues in addition to local dues, which vary; last year local dues for adjuncts earning less than $10,000 annually were reduced to under $12 per year |
| NEA | 15,500 | BIGGEST GROWTH: Membership has grown by 10,000 in past 5 years. | Current focus is in Illinois, where the Illinois State University faculty have organized and there are pushes at other colleges in the Chicago area. Adjunct salaries have doubled and adjuncts have gained governance rights, due process, and academic freedom.
In California, lecturers employed for a certain length of time have some guarantees for continued employment. |
Provides educators’ liability insurance plus legal assistance for fighting unjust termination. Also offers reduced cost long-term care insurance. | $130 per year includes local, state and national dues; part-time faculty pay a prorated fee roughly matching the percentage of a full load that they teach, so that someone teaching 50% would pay 50% of the dues ($65) |
| AAUP | 3,000 | Significant growth in past 5 years. | Focus has been on Campus Equity Week and on drafting a new policy statement which takes on institutions’ economic arguments for adjunct conditions to show that equal pay, job security, and health care benefits are possible.
Other gains: Western Michigan–nontenured faculty became eligible for tenure. Emerson College, Boston–negotiations nearly complete on issues of adjunct faculty’s right to hand out union fliers, pay cuts for courses with low enrollment, and the responsibility of adjuncts to pay union dues if the union represents their interests. Progress has been made for job security at Ryder University in New Jersey and through the California Faculty Association. Efforts are also under way at Hofstra University, Connecticut State University system, and Curry College. |
BEST BENEFIT OFFERINGS: Offers a full comprehensive health care plan and catastrophic insurance at just below market prices. | LEAST EXPENSIVE DUES: $34 per year, part-time faculty pay a prorated fee roughly matching the percentage of a full load that they teach, so that someone teaching 50% would pay 50% of the dues ($17) |
| UAW | 4,000 (estimate) | Has increasingly focused on adjuncts in past few years; over 2500 adjuncts recently joined at NYU, and 1800 more are expected to join at New School University | Focus has been on Campus Equity Week and on two campaigns in New York. At New York University, negotiations have been under way for the past year on issues of job security, respect and representation on campus, governance in department curricular decisions, health benefits, office and lounge space, and wages.
At New School University, a legal challenge by the school about who is eligible to join the union is awaiting a decision from the National Labor Relations Board. Adjunct concerns at New School involve job security, pay, benefits, dignity and recognition. |
No direct benefits. | 1.15% of income for combined national and local dues; for an adjunct earning $20,000 per year, the dues would be $230 per year |
| AFSCME | A handful | None | Representation of part-timers workers focuses on city and county workers and home care workers. | Offers supplemental benefits such as a vision plan. On occasion, some locals run benefit plans. | $276 national dues per year in addition to local dues, which vary; part-timers pay a prorated fee roughly matching the percentage of a full load that they teach, so that someone teaching 50% would pay 50% of the dues ($138) |
