December 4, 2025
On November 18, 2025, five months after AAUP-UNH presented its salary proposal, the university offered their salary counterproposal in a bargaining session. The administration’s salary proposal failed to reflect the union’s inflation/cost of living and faculty recruitment/retention concerns raised in our May-July bargaining discussions.
The university’s proposal was so meager, that the AAUP-UNH member observers and the negotiating team rose as one to leave the room, demonstrating solidarity. The union’s Chief Negotiator, Maeve Dion, remained at the table, continuing to bargain in good faith with the administration’s team.
In the continued discussion, our Chief Negotiator pressed the university on the following issues:
1. Disparity in Salary Growth (2019–2023)
There is a significant and contrasting trend between administrative and instructional salaries at the university, as shown in its own financial reports:
The University System of New Hampshire (USNH) Board of Trustees, as reported by President Chilton, is dissatisfied with the university's performance. The university has failed to deliver the expected return on investment (ROI) that was promised following previous economic cuts and employee incentive programs (retirement/separation).
3. Lack of Strategic Growth Planning
Recent university communications show an absence of clear, strategic long-term growth planning:
Maeve Dion pointed the administration to documented examples of other New Hampshire public organizations managing financial challenges differently:
During negotiations on November 18, the administration was unable to provide a clear picture of its vision for the university in 2030. We continue to demand specific proposals for how the university plans to invest in the faculty.
In the coming months, our negotiation team will analyze the administration's recent proposals and continue our efforts to bargain in good faith. Updates on negotiations are available here on our website, through monthly updates from your AAUP-UNH Department Representative, and in chapter meetings with our members.
Please join us for our next chapter meeting on Tuesday, Dec. 9, 1- 2 pm
The university’s proposal was so meager, that the AAUP-UNH member observers and the negotiating team rose as one to leave the room, demonstrating solidarity. The union’s Chief Negotiator, Maeve Dion, remained at the table, continuing to bargain in good faith with the administration’s team.
In the continued discussion, our Chief Negotiator pressed the university on the following issues:
1. Disparity in Salary Growth (2019–2023)
There is a significant and contrasting trend between administrative and instructional salaries at the university, as shown in its own financial reports:
- Administrative Salaries (Institutional Support): Increased by more than 150% on the Durham campus.
- Instructional Salaries (Teaching/Classroom related): Decreased by 1% on the Durham campus during the same period.
The University System of New Hampshire (USNH) Board of Trustees, as reported by President Chilton, is dissatisfied with the university's performance. The university has failed to deliver the expected return on investment (ROI) that was promised following previous economic cuts and employee incentive programs (retirement/separation).
3. Lack of Strategic Growth Planning
Recent university communications show an absence of clear, strategic long-term growth planning:
- President Chilton mentioned pairing budget cuts with strategic investments.
- However, the administration has admitted that current investment plans are minor and primarily focused on short-term "stop-gap" measures, such as contracting for AI-enabled tools to support enrollment efforts, rather than comprehensive growth strategies.
Maeve Dion pointed the administration to documented examples of other New Hampshire public organizations managing financial challenges differently:
- In response to rising inflation and unexpected costs, these organizations have successfully used available reserve funds.
- Their strategy focused on investing in retaining and attracting high-quality employees, demonstrating a different priority than the university's approach.
During negotiations on November 18, the administration was unable to provide a clear picture of its vision for the university in 2030. We continue to demand specific proposals for how the university plans to invest in the faculty.
In the coming months, our negotiation team will analyze the administration's recent proposals and continue our efforts to bargain in good faith. Updates on negotiations are available here on our website, through monthly updates from your AAUP-UNH Department Representative, and in chapter meetings with our members.
Please join us for our next chapter meeting on Tuesday, Dec. 9, 1- 2 pm
October 21, 2025
On October 14, CFO Aaron Howell released an assessment of the AAUP financial analysis conducted by Bonnie Fox-Garrity [AAUP National Office]. His conclusion was that “while the analysis was mostly accurate, it doesn’t reflect the current or future assumptions and projections we have to manage to.” He explained that Fox-Garrity’s analysis was primarily based on historical financial data; “future assumptions and projections” are policy decisions embedded into budget planning (forward looking).
Thus far, the university is not challenging Bonnie Fox-Garrity’s financial conclusions that we are not in imminent financial crisis. The state’s recent cut in funding to higher education is only a 1.6% cut in total revenue for UNH.
Howell’s message and the UNH draft budgets confirm that UNH administration has priorities that do not include raises and benefits that protect tenure-track faculty from the corrosive effects of inflation and even more dramatic increases in housing and medical costs.
If UNH wants to balance its books by continuing to squeeze our members, that is a choice the administration and the Board of Trustees will need to somehow justify. There is nothing inevitable about it. A different choice would be to value what we bring to the institution by recognizing that our material welfare and morale are intimately tied to UNH’s ability to withstand projected future headwinds (enrollment challenges, continued devaluing of higher education investment by the state, etc.).
Our negotiating team continues to fight for our members’ priorities and best interests, and we will continue to provide you with updates on negotiations.
Thus far, the university is not challenging Bonnie Fox-Garrity’s financial conclusions that we are not in imminent financial crisis. The state’s recent cut in funding to higher education is only a 1.6% cut in total revenue for UNH.
Howell’s message and the UNH draft budgets confirm that UNH administration has priorities that do not include raises and benefits that protect tenure-track faculty from the corrosive effects of inflation and even more dramatic increases in housing and medical costs.
If UNH wants to balance its books by continuing to squeeze our members, that is a choice the administration and the Board of Trustees will need to somehow justify. There is nothing inevitable about it. A different choice would be to value what we bring to the institution by recognizing that our material welfare and morale are intimately tied to UNH’s ability to withstand projected future headwinds (enrollment challenges, continued devaluing of higher education investment by the state, etc.).
Our negotiating team continues to fight for our members’ priorities and best interests, and we will continue to provide you with updates on negotiations.
October 1, 2025
On behalf of the AAUP-UNH chapter, we want to welcome you to the 2025-2026 academic year. As we settle into the semester, the challenges facing higher education require our collective attention and dialogue.
AAUP-UNH began formal contract negotiations with the UNH administration on March 27, 2025. Guided by member priorities, our aim is to secure a fair contract that improves faculty working conditions, secures academic freedom, attracts and retains faculty, and ensures faculty’s role in the student experience. On May 29, we introduced proposals relating to salary and health care. Despite negotiating through the summer, we have not yet received a counter proposal from the administration on these two key matters.
While the administration delays bringing their salary and health care proposals to the table, they continue to make alarming claims regarding the financial health of UNH, while keeping details opaque. Strategic, long-term financial plans have not been shared with us.
Annual financial reports (shared with regulators, accreditors, and investors) and other public data[1] show that UNH is fiscally strong and is not teetering on the brink of disaster. These reports—on the system- and campus-level financial health of UNH—include findings such as:
· Looking across all our campuses, UNH reports a strong financial position (an increase in net position in 5 of the past 6 years, which included the COVID shutdown) and healthy levels of estimated reserves.
· The USNH primary reserve ratio is well above 50%. A solid level is generally considered to be 25%. An excellent level would be 50%. USNH exceeds these levels.
· The level of reserves, and the healthy comparison of USNH assets to debt over the past six years, contribute to strong USNH bond ratings (provided by Moody’s and Standard and Poor’s). USNH has a “high grade” bond rating of Aa3 stable.
While the university remains financially healthy, we see in Bonnie Fox Garrity’s analysis that UNH employee compensation expenses are a lower percentage of the operating budgets than in earlier years; and in most categories, the mean faculty salaries by rank have lost buying power when adjusted for inflation.
The past year has been marked by the loss of valued colleagues due to budget reductions and retirements, a deterioration of working conditions, a costly change in health care policy from CIGNA to Anthem Blue Cross Blue Shield, and a continued erosion of shared governance.
We know that the main source of revenue for UNH is tuition and fees, followed by grants and contracts-direct revenues. And we also know that grants and contracts have been hindered by political and bureaucratic decisions, and that in-state enrollments are expected to decline due to NH birthrates and cheaper costs of education elsewhere.
Our university (and our state) has weathered the ups and downs of enrollment cycles and political machinations throughout the past 150+ years. We have the faculty excellence and commitment to continue to innovate and adapt and grow through all sorts of circumstances.
However, without sincere rather than performative shared governance, we have little confidence in the administration’s strategic plans and spending priorities for adequately addressing the needs of students and faculty while continuing our university’s long-term financial stability.
Promoting faculty welfare and the future of UNH are our top priorities as we continue to negotiate a new collective bargaining agreement with the UNH administration. Summaries of each bargaining session are posted on our AAUP-UNH website.
Now more than ever, a strong and vocal faculty is essential to protect our shared welfare and the principles of academic freedom that are fundamental to our work. We want to thank all faculty who have attended our bargaining sessions as silent observers. Your presence in negotiations and participation in our negotiation teams’ after-action briefings highly valued. Please contact Vice President Julia Rodriguez if you would like to attend a future bargaining session.
In addition to negotiation activities, the AAUP-UNH will be holding more community activities to engage with your personal narratives, questions, and concerns. In the meantime, please reach out to any member of our Executive Committee to share your concerns or recent experiences.
Yours in solidarity,
Paula M. Salvio, President, AAUP-UNH
Julia Rodriguez, Vice President and Grievance Officer, AAUP-UNH
Maeve Dion, Secretary and Chief Contract Negotiator, AAUP-UNH
AAUP-UNH began formal contract negotiations with the UNH administration on March 27, 2025. Guided by member priorities, our aim is to secure a fair contract that improves faculty working conditions, secures academic freedom, attracts and retains faculty, and ensures faculty’s role in the student experience. On May 29, we introduced proposals relating to salary and health care. Despite negotiating through the summer, we have not yet received a counter proposal from the administration on these two key matters.
While the administration delays bringing their salary and health care proposals to the table, they continue to make alarming claims regarding the financial health of UNH, while keeping details opaque. Strategic, long-term financial plans have not been shared with us.
Annual financial reports (shared with regulators, accreditors, and investors) and other public data[1] show that UNH is fiscally strong and is not teetering on the brink of disaster. These reports—on the system- and campus-level financial health of UNH—include findings such as:
· Looking across all our campuses, UNH reports a strong financial position (an increase in net position in 5 of the past 6 years, which included the COVID shutdown) and healthy levels of estimated reserves.
· The USNH primary reserve ratio is well above 50%. A solid level is generally considered to be 25%. An excellent level would be 50%. USNH exceeds these levels.
· The level of reserves, and the healthy comparison of USNH assets to debt over the past six years, contribute to strong USNH bond ratings (provided by Moody’s and Standard and Poor’s). USNH has a “high grade” bond rating of Aa3 stable.
While the university remains financially healthy, we see in Bonnie Fox Garrity’s analysis that UNH employee compensation expenses are a lower percentage of the operating budgets than in earlier years; and in most categories, the mean faculty salaries by rank have lost buying power when adjusted for inflation.
The past year has been marked by the loss of valued colleagues due to budget reductions and retirements, a deterioration of working conditions, a costly change in health care policy from CIGNA to Anthem Blue Cross Blue Shield, and a continued erosion of shared governance.
We know that the main source of revenue for UNH is tuition and fees, followed by grants and contracts-direct revenues. And we also know that grants and contracts have been hindered by political and bureaucratic decisions, and that in-state enrollments are expected to decline due to NH birthrates and cheaper costs of education elsewhere.
Our university (and our state) has weathered the ups and downs of enrollment cycles and political machinations throughout the past 150+ years. We have the faculty excellence and commitment to continue to innovate and adapt and grow through all sorts of circumstances.
However, without sincere rather than performative shared governance, we have little confidence in the administration’s strategic plans and spending priorities for adequately addressing the needs of students and faculty while continuing our university’s long-term financial stability.
Promoting faculty welfare and the future of UNH are our top priorities as we continue to negotiate a new collective bargaining agreement with the UNH administration. Summaries of each bargaining session are posted on our AAUP-UNH website.
Now more than ever, a strong and vocal faculty is essential to protect our shared welfare and the principles of academic freedom that are fundamental to our work. We want to thank all faculty who have attended our bargaining sessions as silent observers. Your presence in negotiations and participation in our negotiation teams’ after-action briefings highly valued. Please contact Vice President Julia Rodriguez if you would like to attend a future bargaining session.
In addition to negotiation activities, the AAUP-UNH will be holding more community activities to engage with your personal narratives, questions, and concerns. In the meantime, please reach out to any member of our Executive Committee to share your concerns or recent experiences.
Yours in solidarity,
Paula M. Salvio, President, AAUP-UNH
Julia Rodriguez, Vice President and Grievance Officer, AAUP-UNH
Maeve Dion, Secretary and Chief Contract Negotiator, AAUP-UNH
July 16, 2025
Our July contract negotiation session focused on further discussions related to the administration’s recent messages relevant to our collective bargaining agreement (CBA). We spent time discussing concerns about the administration’s actions “in compliance with” the DEI-related terms in the NH state budget bill; on announcements regarding new parking space limitations for faculty; and on the administration’s rationales behind its proposed changes to sabbatical leave. The administration’s rationales continue to focus on cutting costs and about fear of financial penalties for non-compliance with legislation. We have yet to receive the administration’s salary proposal, a key part of understating the full picture that ties the AAUP-UNH economic proposals together (e.g. health insurance, retirement, salary increase, etc. etc.). The university was unable to provide an estimated timeframe by which their salary proposal will be shared.
Once again, we had an impressive turnout of member observers demonstrating their solidarity, thank you! If you are interested in being a silent observer during future negotiation sessions, please contact Julia Rodriguez ([email protected]).
As a reminder, our current contract expired on July 1, 2025. The previous contract is “evergreen,” which means that while we negotiate the new CBA, the previous one’s conditions still apply.
Once again, we had an impressive turnout of member observers demonstrating their solidarity, thank you! If you are interested in being a silent observer during future negotiation sessions, please contact Julia Rodriguez ([email protected]).
As a reminder, our current contract expired on July 1, 2025. The previous contract is “evergreen,” which means that while we negotiate the new CBA, the previous one’s conditions still apply.
June 18, 2025
The AAUP-UNH contract negotiation team met with the university administration on Thursday, June 18, 2025. We requested the administration’s health insurance experts join us for a detailed Q&A. While the discussion was informative, we did not engage in substantial negotiations given that we continue to wait for the administration’s proposal/counter proposal on salaries (as mentioned previously, these two large-budget articles will be negotiated together).
During the remaining time of the meeting, the administration introduced proposals on overload/J-term/summer pay, chairs, faculty rights, and workload. We are in the process of analyzing these proposals for potential counter proposals. As well, we continue to work on proposals of our own including workload and working conditions (among others), pursuant to the priorities of our membership.
The AAUP-UNH negotiation team meets regularly, and we anticipate continuing with monthly negotiating sessions with the administration through the summer. The Chief Negotiators for AAUP-UNH and the UNH Administration plan to talk more frequently once the administration’s calendar is firmed up and the new Provost arrives.
While summer is busy for everyone, AAUP-UNH members continue to join our monthly negotiating sessions as observers (silent witnesses during the meeting and afterward joining in the discussion during our AAUP-UNH de-brief, sharing their impressions and ideas). Thank you! Members interested in being observers should reach out to Julia Rodriguez ( Julia.Rodriguez@ unh.edu).
During the remaining time of the meeting, the administration introduced proposals on overload/J-term/summer pay, chairs, faculty rights, and workload. We are in the process of analyzing these proposals for potential counter proposals. As well, we continue to work on proposals of our own including workload and working conditions (among others), pursuant to the priorities of our membership.
The AAUP-UNH negotiation team meets regularly, and we anticipate continuing with monthly negotiating sessions with the administration through the summer. The Chief Negotiators for AAUP-UNH and the UNH Administration plan to talk more frequently once the administration’s calendar is firmed up and the new Provost arrives.
While summer is busy for everyone, AAUP-UNH members continue to join our monthly negotiating sessions as observers (silent witnesses during the meeting and afterward joining in the discussion during our AAUP-UNH de-brief, sharing their impressions and ideas). Thank you! Members interested in being observers should reach out to Julia Rodriguez ( Julia.Rodriguez@ unh.edu).
May 29, 2025
The AAUP-UNH negotiating team has been hard at work this spring and summer, researching and drafting proposals. During our May 29 contract negotiation session, we introduced proposals related to salaries and health insurance. Both proposals were crafted to address the issues prioritized by our members in the chapter survey, during chapter lunch discussions, and informal conversations. Our proposals took into consideration the weighty impacts from the sharply increased cost of living/inflation in recent years. Our intention is to improve retention and to attract talent into the faculty who are the heart of curricular innovation and research at UNH.
As part of our negotiation team’s strategy, we also emphasized the importance of negotiating both salary and health insurance together (i.e., come to agreement on both rather than one at a time). This strategy aims to leverage the connections between both proposals.
During the May meeting, the UNH administration introduced proposals related to health insurance, retirement, leave, and duration of contract. Both sides agreed to a 5-year contract duration.
While we had some discussion regarding the various proposals introduced by the UNH administration, more detailed negotiations on health insurance and salaries have been delayed by the administration, given that a budget has not been released at this time. The administration wants to work with a final budget before introducing their salary proposal/counter proposal.
Meanwhile, our AAUP-UNH negotiating team continues its work on contract proposals and potential counter proposals in various other contract areas.
As part of our negotiation team’s strategy, we also emphasized the importance of negotiating both salary and health insurance together (i.e., come to agreement on both rather than one at a time). This strategy aims to leverage the connections between both proposals.
During the May meeting, the UNH administration introduced proposals related to health insurance, retirement, leave, and duration of contract. Both sides agreed to a 5-year contract duration.
While we had some discussion regarding the various proposals introduced by the UNH administration, more detailed negotiations on health insurance and salaries have been delayed by the administration, given that a budget has not been released at this time. The administration wants to work with a final budget before introducing their salary proposal/counter proposal.
Meanwhile, our AAUP-UNH negotiating team continues its work on contract proposals and potential counter proposals in various other contract areas.
April 24, 2025
In our second negotiation session, the AAUP-UNH negotiating team was again joined by member observers (“the bench”) who helped emphasize to the administration the breadth of solidarity among our membership and the interest our members have in these negotiations. Thank you! Both negotiation teams continued to work collegially in this session, where the administration presented draft proposals related to communication processes, parking, sabbaticals, and “housekeeping” matters regarding contract language.
Meanwhile, our team has been hard at work drafting proposals on salary and health care, which were strongly indicated as priorities in our membership survey and listening sessions. This summer we will continue with additional work on proposals related to workload and working conditions. We remain unwavering in our efforts to secure a contract that respects faculty as the core strength of this university’s commitment to research and curricular innovation.
We also continue to reach out to our sister unions and to our membership to sustain a good flow of communication and support. We look forward to a great discussion with our members at our May 7 chapter meeting, which will focus on the financial state of USNH and UNH.
Meanwhile, our team has been hard at work drafting proposals on salary and health care, which were strongly indicated as priorities in our membership survey and listening sessions. This summer we will continue with additional work on proposals related to workload and working conditions. We remain unwavering in our efforts to secure a contract that respects faculty as the core strength of this university’s commitment to research and curricular innovation.
We also continue to reach out to our sister unions and to our membership to sustain a good flow of communication and support. We look forward to a great discussion with our members at our May 7 chapter meeting, which will focus on the financial state of USNH and UNH.
March 27, 2025
In our inaugural meeting on Thursday, March 27, the AAUP-UNH presented our opening statement, which shared our members’ values and our team’s approach to these negotiations.
The meeting began with introductions around the table (negotiating teams for both parties, including AAUP-UNH member observers). Then, after orally presenting our opening statement, we invited the administration to share their values and priorities for these negotiations.
Among other things, the administration indicated a desire to complete negotiations quickly and emphasized the need to clearly communicate the strategic goals of the university.
Since the administration has yet to share a strategic plan or the next fiscal year’s budget, we are still awaiting such communications.
The AAUP-UNH negotiating team looks forward to transparent communications and shared efforts as we work toward a contract that values faculty as the heart of curricular and research innovation, recognizes faculty as integral to the long-term goals of UNH, prioritizes the role of faculty in shaping and maintaining the UNH student experience, and demonstrates a commitment to faculty through strategic decision-making in faculty recruitment and retention.
We will continue to post updates to this website as negotiations continue.
The meeting began with introductions around the table (negotiating teams for both parties, including AAUP-UNH member observers). Then, after orally presenting our opening statement, we invited the administration to share their values and priorities for these negotiations.
Among other things, the administration indicated a desire to complete negotiations quickly and emphasized the need to clearly communicate the strategic goals of the university.
Since the administration has yet to share a strategic plan or the next fiscal year’s budget, we are still awaiting such communications.
The AAUP-UNH negotiating team looks forward to transparent communications and shared efforts as we work toward a contract that values faculty as the heart of curricular and research innovation, recognizes faculty as integral to the long-term goals of UNH, prioritizes the role of faculty in shaping and maintaining the UNH student experience, and demonstrates a commitment to faculty through strategic decision-making in faculty recruitment and retention.
We will continue to post updates to this website as negotiations continue.
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