While FACE is often thought of as a legislative campaign, it really is more than that. The FACE campaign is about building power to change the way colleges, universities and states think about academic staffing in higher education. To that end, we not only seek legislative solutions, but we are also constantly organizing to gain greater power, and we work to use that power in contract campaigns and at the bargaining table. In fact, the goals of the FACE campaign are very much grounded in what local unions have been working on, and continue to work on, through collective bargaining.

To help local unions continue that work and to achieve a more fair and equitable staffing structure, AFT has developed a new resource, the FACE Collective Bargaining Toolkit [.pdf]. The aim of the toolkit is to put academic staffing issues front and center at the bargaining table, but to do that in a way that also grows our unions, educates the public, and moves policymakers and legislators to support higher education. The Toolkit provides advice on three important phases of the campaign:

• Gearing Up - assessing the local's contract and capacity and developing a bargaining agenda
• Execution - bargaining and activities to support the local's bargaining work
• After the Campaign - assessing your gains, consolidating your coalitions, and looking ahead 

AFT has also produced a series of publications to help guide this bargaining, including:

• Fairness and Equity: Standards of Good Practice in the Employment of Part-time/Adjunct Faculty
• Professionals and Colleagues: Standards of Good Practice in the Employment of Full-time Nontenure-Track Faculty
• Recognition and Respect: Standards of Good Practice in the Employment of Graduate Employees

This section of the FACE site is dedicated to capturing as many of these efforts and successes as possible. So far, we have begun to gather information about collective bargaining achievements in five areas:

• Establishing pro-rata pay for contingent faculty
• Gaining access to healthcare and pension benefits for contingent faculty
• Converting part-time positions into full-time positions
• Setting ratios of full-time to part-time faculty
• Creating a system of seniority and job security for contingent faculty

As we say on each page that documents these achievements, if your contract has provisions that should be included here, please contact us and let us know.