The Ongoing Fight for Faculty Collective Bargaining in Maryland

This article is part of a series, "Expanding Union Rights in Public Higher Education."

In Maryland, collective bargaining for academic workers in public higher education was for decades restricted to Montgomery College, where the local AAUP chapter was certified by the state commissioner of labor and industry as the exclusive bargaining representative for full-time faculty in 1980. Despite the reality that public employees in other sectors have long been able to unionize, most academic workers in Maryland have been prevented from doing so. In the absence of collective bargaining, many faculty members viewed shared governance and collabora­tive decision-making as the best ways to make their voices heard. That situation began to change in 2021, when Maryland’s general assembly passed legislation extending collective bargaining rights to employees at all public community colleges in the state.

This expansion of collective bargaining rights to all of Maryland’s community colleges occurred in the context of ongoing shifts in the higher education landscape, including the casualization of the academic workforce, increasing administrative bloat, a relent­less focus on revenue generation, and growing faculty workloads. Faculty members have increasingly found themselves taking on multiple roles beyond their primary teaching responsibilities. For instance, at Prince George’s Community College, where I teach, faculty members have become instructional designers and technology experts in addition to content experts. We are required to design the shells for online classes, a task for which, prior to unionization, we were not adequately compensated, even though the college can use the syllabi we develop and the accompanying course materials in perpetuity. This added workload has led to significant stress and burnout among faculty members.

Marcia Dawson, a tenured associate professor of English at PGCC, sums up the sentiments of many faculty members: “We are dedicated to our students but cannot continue to operate in an envi­ronment of disrespect and mistrust where our professional expertise is disregarded and our professional status and employ­ment are threatened.” Such statements highlight the growing frustration and sense of injustice among faculty, who believe that their con­tributions are undervalued. Faculty members across Maryland now recognize that, without a collective voice, their working conditions and the quality of education they provide are at risk.

The journey to secure collective bargaining rights for Maryland community college faculty has been arduous and fraught with setbacks. Initial efforts to pass enabling legislation were met with significant resistance. The political climate was not favorable, and legislators were unaware of the challenges faculty members faced that unionization could address. Early campaigns focused on raising awareness and build­ing coalitions with other labor organizations and advocacy groups. Over time, these efforts began to bear fruit. Faculty members organized themselves and garnered support from sympathetic legislators. Public awareness campaigns highlighted the disparities and injustices faced by faculty, and gradually the tide began to turn.

At my institution, the faculty senate began inves­tigating unionization in 2018. In fall 2019, some members of the PGCC faculty senate became more active in lobbying for enabling legislation by send­ing written testimony, participating in hearings, and explaining to state legislators the benefits of union­ization in higher education: Unionization was about ensuring fairness, equity, the right to make a livable wage, respect for intellectual property, and recogni­tion of faculty members as professionals. As a result of our lobbying, many elected officials not only gained a better understanding of the historical resistance to unionization in the state but also came to agree that collective bargaining should be available to commu­nity college faculty who wanted to be unionized.

A critical turning point came with the introduc­tion of Senate Bill 746 and House Bill 894. Both bills passed in March 2021, just before the last day of the legislative session. However, on May 28, 2021, Governor Larry Hogan issued a veto letter. This set­back would have been more demoralizing had the fall not brought a special session resulting from election redistricting. During this session, the legislature overrode Hogan’s veto, and the bills became law, allowing faculty members at all Mary­land community colleges to engage in collective bargaining.

With the law’s passage, the hard work of forming a union to represent faculty began. Gaining support for unionization required addressing several misconceptions and fears among faculty members, especially about the potential for strikes and the impact on students. The organizing committee emphasized that Maryland has a no-strike rule for educators, making the fear of a strike unfounded. They also reassured colleagues that the union would work to ensure fair processes for all faculty, including those who may face termination of their appointment, by providing an avenue for appeal and due process.

The organizing committee held numerous one-on-one conversations with faculty members across the state, from the mountains of Western Maryland to the beaches of Ocean City and from the edge of Pennsyl­vania to the Virginia border. They shared personal experiences and discussed how unionization empow­ers faculty members. These conversations were crucial in transforming previously antiunion faculty members into supporters of collective bargaining.

Over time, the movement gained momentum. The organizing committee’s efforts were bolstered by perceived antiunion actions on campuses, such as the discipline or termination of union leaders. These actions only strengthened the resolve of faculty mem­bers and further highlighted the need for a collective voice.

In February 2024, faculty members at PGCC followed their counterparts at Howard Community College and Frederick Community College in union­izing with United Academics of Maryland AFT-AAUP. As faculty members on more Maryland community college campuses have formed unions, the impact of collective bargaining has grown. In the past, the administrations of public community colleges could make changes unilaterally, frequently to the detriment of the faculty. Now, with collective bargaining agree­ments in place, they must consult with and receive agreement from the union before making any changes affecting wages, duties, working conditions, or other areas covered by the contract. This development has provided a level of stability and predictability that was previously lacking. Community college faculty also can now negotiate fair compensation for extra work and ensure that their workloads remain manageable, leading to a more equitable distribution of responsi­bilities and improved overall job satisfaction among faculty members.

Despite some successes, challenges remain, particu­larly for faculty members at four-year public colleges and universities in Maryland. The same outdated law that previously did not enable collective bargaining at community colleges still prevents faculty members at the twelve institutions in the University System of Maryland, as well as Morgan State University and St. Mary’s College, from unionizing, leaving them without the same protections and bargaining power as their community college counterparts. This disparity highlights the need for continued advocacy and legisla­tive efforts.

Faculty advocates are not deterred by these chal­lenges. Over the past year, we have continued to push for legislative changes that would extend collective bargaining rights to all public higher education faculty in Maryland. Although legislation to allow faculty members at four-year institutions to unionize failed to achieve passage this past year, Maryland faculty remain committed to the cause and plan to push for the reintroduction of enabling legislation in the future.

One key strategy has been to increase public awareness of the benefits of collective bargaining and the challenges faced by faculty members without these rights. Collective bargaining provides a mechanism for faculty members to negotiate better working condi­tions, fair wages, and job security. It also ensures that faculty have a voice in institutional decision-making processes, which is crucial for protecting academic freedom and shared governance. By engaging with legislators, the media, and the general public, faculty can highlight the importance of collective bargaining for the quality of higher education. Public support can be a powerful force in influencing legislative decisions and overcoming opposition.

As we continue to advocate for collective bar­gaining rights, it is essential to prepare for future challenges. This includes building strong internal structures within our unions, developing effective communication strategies, and fostering a culture of solidarity and mutual support. By doing so, faculty members can ensure that we are well-equipped to navigate the complexities of the legislative process and achieve our organizing goals.

The experiences of community college faculty in Maryland demonstrate the power of collective action. By building a statewide movement, we can leverage our collective strength to push for legislative changes that extend union rights to all higher education faculty.

The passage of legislation enabling community col­lege faculty to unionize and the subsequent successful AFT-AAUP campaigns represent important milestones. However, the work is far from over. As faculty mem­bers and supporters push forward, we pave the way for a more equitable and empowered academic com­munity. The future of academic collective bargaining in Maryland depends on the continued dedication and solidarity of those who believe in the power of unions to create positive change. The journey may be long, but the goal of comprehensive academic collective bargaining in Maryland is within reach.

Jonn Mack is a seasoned allied health professional with over twenty years of experience, including leadership roles in emergency management and education. He served as an assistant professor at Prince George’s Community College for fourteen years and was elected faculty organization president twice. His email address is [email protected].