YOUNGSTOWN — Although some progress was made during a Sunday afternoon negotiation session between Youngstown State University’s faculty union and the administration, a strike still is expected to begin 8 a.m. today.

The faculty union received approval of the Ohio Education Association to strike, which was a necessary step in the process.

Mark Vopat, spokesman for the YSU chapter of the OEA, said Sunday some progress in its ongoing negotiations with the YSU administration was made, but work still is required before a tentative agreement can be reached.

“The YSU-OEA is pleased to report that productive conversations took place during the Sunday negotiating session and acknowledges the administration’s counterproposal, discussion of which took the entire session, made some small moves in both financial and nonfinancial areas,” YSU-OEA President Steven Reale said.

“The YSU-OEA will consider these moves in crafting a counterproposal but is still concerned over how far apart the two sides remain on the eve of a strike,” Reale said.

The parties have agreed to return for another negotiation session from 1 to 4 p.m. today.

The faculty union approved a strike Saturday, and the impacts will be felt by thousands of people whose work and education depend on the university. Those impacts will end quickly if the two sides reach an agreement in the next few days. But without an agreement, complications will multiply Wednesday.

That is the first day of classes after two days off for fall break today and tomorrow.

Late Saturday, the university called on the faculty union to continue negotiations as soon as possible and to present a counterproposal to the university’s latest offer in hopes of reaching agreement on a new three-year contract. The negotiating team met Friday afternoon, when the university administration proposed pay raises of 0, 1 and 2 percent over three years. The university asked the union to make a counterproposal.

UNIVERSITY’S RESPONSE

Neal McNally, YSU vice president for Finance and Business Operations, sent a letter to the media Sunday, wanting to “set the record straight” on the university’s finances.

McNally said the union’s claim the university has a “surplus” of between $7 million and $9 million is “completely inaccurate.” With enrollment down 4.4 percent this semester, combined with lower state funding, the university is projected to lose $3.7 million in operating revenue this year. Declining enrollments and falling revenue are not usually indicative of a budget surplus. In fact, despite all of the cost reductions implemented so far, the university still is projecting an operating deficit of $2 million, McNally’s letter states.

On top of that, the university could face additional revenue losses of more than $10 million if the COVID-19 pandemic forces another campus shutdown, as was the case last spring. The union, instead, is accusing the university of exploiting the pandemic, which is not the case, the letter states. The letter adds it would be irresponsible for the university to ignore the real world financial risks associated with the pandemic.

“Regarding the recently released fact-finder’s report that called for 2 percent annual pay increases for faculty that would cost the university an estimated $4.2 million over the three-year contract, there appears to be some confusion as to what a fact-finder’s report is and what it actually means. To be clear, a fact-finder’s report is a set of nonbinding recommendations that are oftentimes rejected by boards of trustees and labor unions alike. Any perception that the fact finder has judicial authority of any kind is simply wrong,” McNally states.

He also said the union’s assertion that YSU has cut spending on instruction by $13 million over the past five years is inaccurate, noting a review of the university’s audited financial statements shows the annual spending on instruction has increased over the past three years to nearly $66 million.

“The union’s report also says YSU faculty earn between 4 percent and 11 percent less than the median faculty salary at other Ohio public universities. True, our salaries are lower than other Ohio universities, but here’s a big reason why: Our revenues per student are 20 percent below the state median. When your tuition is comparatively lower than other universities, your revenue will also be lower, and so your expenses need to be lower, too,” McNally’s letter states. ” The union has accused YSU of not being transparent with its finances. But as a state university, our finances are open to the public and widely available, both on the YSU website and on the Ohio Auditor of State’s website. Moreover, the administration has responded to countless public records requests from the union.”

McNally also responded to the union’s questions regarding funds from the $100 million capital campaign, which he said are earmarked for specific purposes by donors, and also YSU’s investment in intercollegiate athletics, which he said brings in nearly $10 million annually in the form of tuition and state funding.

INFORMATION AVAILABLE

On Saturday, YSU President Jim Tressel emailed students and employees a link to a new web page that contains the latest information, including frequently asked questions.

“Let’s remain optimistic,” Tressel said in the email. “You have shown great perseverance through this difficult year and worked hard to overcome many obstacles. We are committed to ensuring that you’ll be able to successfully complete this semester without disruption.”

The university issued several communications earlier Saturday as the YSU-OEA completed its voting on whether to strike. Eighty-six percent of voting members authorized the work stoppage.

One of those communications was a letter to all full-time and part-time YSU employees, including part-time faculty saying that if there is a strike, the university will operate under normal hours of operation and class schedule.

The letter states that the university will use official communication channels, such as the YSU homepage (www.ysu.edu), email and social media channels to provide information to students and employees such as parking and access to campus.

All employees not represented by YSU-OEA faculty union are to continue to come to work as scheduled, the university stated.

Under Ohio law, employees not represented by the union are not permitted to participate in a strike, the letter states. The letter called today a “scheduled furlough day.” However, if the employee’s supervisor “has determined that you are to report to work on this day, you are to do so. The furlough day will be used at another time.”

Supervisors and managers will not approve any new vacation requests for employees during this time, the letter states. All previously approved vacation requests will be reviewed based on department need. New sick leave requests during this time will be similarly reviewed regarding department need. Family Medical Leave requested during a strike will be evaluated “consistent with current practice.”

As for faculty members, they will be considered to be on strike, and their pay and benefits will stop unless the employee contacts the university’s Office of Human Resources by 8 a.m. today and informs the university they will be performing their duties regardless of the strike.

A faculty member who indicates he or she will come to work as usual but then does not do so may be considered to have abandoned their job, “which could result in disciplinary action up to and including termination.”

A faculty member who goes on strike is no longer on active status. That means the employee’s pay, supplemental pay, leave benefits and insurance benefits (i.e. medical, prescription drugs, dental, vision, basic life insurance, accidental death and disability, long-term disability and adoption assistance) will end as of the date the employee goes on strike, the university stated.

An employee on strike will receive a notice of continuing group health insurance coverage for some employees and their families after a job loss under the Consolidated Omnibus Budget Reconciliation Act.

COBRA allows an employee to continue his or her medical, dental and vision insurance by paying the full premium and not just the employee premium portion, the letter states.

Reporter Bob Coupland contributed to this report.