On Tuesday, April 2, 2024, the UT Austin Administration issued 90-day termination notices to 62 professional staff who once did DEI work but pivoted before January 1, 2024, to comply with SB 17. [Ref] Of the staff, 13 also hold faculty positions. Faculty members, academic advisors and other professional staff in a teaching or training role have academic freedom to be able to do their job effectively. Additionally, 15 Assistant and Associate Dean positions will be eliminated on May 31, 2024; the 14 faculty members in these roles will be demoted and take a significant cut in pay but retain their faculty positions. [Ref] Although the UT Austin Administration refuses to provide the number of employees who were fired, we provide a list of all the job titles and departments/units compiled directly from the 62 professional staff who received termination notices (see below). Most of the 62 professional staff are women and/or members of underrepresented minority groups.
The spokesperson for the 62 staff who received termination notices is Karma Chavez (karmachavez@gmail.com).
Documenting the termination noticesand their impact
Philip Jankowski and Marcela Rodrigues, “Women, people of color most impacted by UT universities’ DEI cuts, documents show”, Dallas Morning News, May 24, 2024.
Footage of Rep. John Kuempel, May 19, 2023. Rep. Kuempel, as House Higher Ed Committee Chair and SB 17 Sponsor, reassures lawmakers on the House floor that DEI workers in Texas would not lose their jobs. Rep. Kuempel mentions 62 employees in DEI roles at UT Austin.
We are proud to be here with our great friends and allies, the Texas Legislative Black Caucus under the leadership of Chairman Ron Reynolds and the Texas State Conference of AAUP led by its newly elected President Dr. Brian Evans, a professor at the University of Texas along with my good friend and a friend of the people, Representative Gina Hinojosa and another good friend who sits on the House Higher Education Committee, Representative Cheryl Cole. Here are some important things we know at this point.
First, in the bill and in the floor debate the bill sponsor promised that programs for students would not be eliminated. Today we know of at least six such programs that have been eliminated:
Center for Equity and Inclusion/Center for Access and Restorative Engagement
Diversity Education/Leadership and Dialogue
Gender and Sexuality Center/Women’s Community Center
Inclusive Campus Support/Initiatives for Campus Support
Inclusive Innovation and Entrepreneurship
Longhorn Center for Academic Excellence/Center for Leadership and Training
Each of these programs had been reviewed prior to January 1st and was continued by the University. They did not involve any of the types of training prohibited by SB17. The changes were made to their curriculum and approved before the programs were permitted to move forward. The programs where you see 2 names are those where changes were required. Nothing was found to be a problem involving the Inclusive Innovation and Entrepreneurship program.
Second we have 58 confirmed names of persons who have received their pink slips but have good reason to believe the number will probably double. As you might imagine the ones we have talked with are shocked and devastated.
Third, because we know that promises were made during the House Debate that no one would lose employment we are greatly concerned over what has happened. This concern is heightened because during the debate the University had identified 62 persons in such positions, but the numbers that we believe have received pink slips is greatly in excess of that number. In addition, each of the positions had either been originally pre-cleared prior to the Januaray 1st implementation date, or were modified and thereafter approved prior to the January 1st implementation date. All of the positions were determined to be both in compliance with SB17 and essential to the University.
Fourth, when the University reduced its top 10% obligation to 6 percent it made assurances that it would continue and recruit in underserved areas and also in rural areas. There was not a racial component to this but it was a promise made to the Black Caucus and others. Many employees in this program have been let go or reassigned, and when reassigned some have been reassigned to different departments.
Finally, The systematic elimination of important positions because of SB17 and the Creighton letter is itself an act of First Amendment retaliation and likely discrimination, and it will only serve to dumb down the University because it will possibly cause the loss of substantial research funds, negatively impact its accreditation and standing in the national academic community, and discourage talented students, faculty and staff from coming to UT-Austin. Students don’t learn in a vacuum. The resources that were being provided and that are now being cut are the result of extensive and peer reviewed academic research and study, and all of the programs developed as a result of it are being destroyed willy nilly.
“Consider that virtually overnight UT-Austin has gone from a champion player in the higher education eco-system to a minor-leaguer. Sadly, the damage is self-inflicted. All of the programs that have systematically and inappropriately been eliminated aimed to promote student and faculty excellence, success, and support in a university that has a history of discrimination. UT-Austin has rolled up the welcome mat for underrepresented students and faculty across racial and gender identification lines. It will be the big loser of that much talent going elsewhere. And the exodus already has begun.”
We will continue to work with the many persons who have been victimized by this illegal and inhumane action. It is our hope that each affected person will reach out to the Texas AAUP. I will be providing a letter of guidance for individuals who may be They can also reach out to us.
Note: The following termination letter was without warning and came as a complete shock. The letter gives no reason for the termination nor acknowledges the work the staff member had done to comply with SB 17. The letter does not acknowledge that they had been promised that they would not lose their jobs. The staff member received no due process prior to the received the letter and the notice does not describe the options for due process for the staff member such as an appeal or grievance. There is no severance package. There is no description of how to continue employment benefits after the determination date, for example extending the health insurance coverage using COBRA where the staff person pays the cost of the health insurance.For more information, please see “Mass Firings of UT Austin Staff, Faculty, and Administrators“.
After careful consideration, the University has decided to close the Department of Community and Campus Engagement and eliminate your position. As a result, I regret to inform you that your last day of employment with the University will be July 5, 2024. It is important that over the next 94 days, we continue to prioritize our students and their experiences. Effective immediately, your day-to-day responsibilities are implementing the orderly wind-down of your unit and previously assigned responsibilities. You will coordinate and provide information and advice to ensure an orderly reorganization process. Additionally, delivering services and information to students will remain the focus to ensure they receive all necessary support and services. We appreciate your work and dedication to our students, faculty, and staff.
The University offers assistance to employees impacted by a layoff:
You will be automatically enrolled in the Special Consideration Program. The Program allows a hiring department to hire with diminished administrative procedures and provides preference in hiring if the employee is deemed equally qualified as a non-Special Consideration applicant. Special Consideration ends 12 months after the separation date. You may opt out of the program by emailing hrs.sws@austin.utexas.edu or calling 512-475-7200.
HR contracts with an outplacement service vendor called NextJob. Services include career coaching, resume writing support, assistance with interview strategies, and job search assistance. Please expect a call from NextJob’s team within a week of receiving this document to hear more about what is available to you. The services are offered to you at no cost, and you are free to accept or decline them.
Healthpoint Employee Assistance Program (EAP) counselors are available to discuss change and transition strategies with impacted employees. Appointments may be made via eap@austin.utexas.edu or call 512-471-3366.
Affected employees can schedule individual appointments with HR BenefitsHRS-LM@austin.utexas.edu to discuss benefits and leave issues.
Please contact me if you have questions if I can be of assistance during this time.
Texas Conference of the American Association of University Professors is affiliated with Texas American Federation of Teachers
The Legislative priorities for certain Republicans and their allies for the Texas Legislature are to stifle free speech, suppress academic freedom, and silence faculty. They will also double down on bans on DEI student services.
Stopping DEI to Strengthen the Texas Workforce: Examine programs and certificates at higher education institutions that maintain discriminatory diversity, equity, and inclusion (DEI) policies. Expose how these programs and their curriculum are damaging and not aligned with state workforce demands. Make recommendations for any needed reforms to ensure universities are appropriately educating students to meet workforce needs.
Core Curriculum Course Accessibility: Review student access to core curriculum courses at Texas institutions of higher education. Examine the availability of these courses both online and in-person, as well as any issues that would prevent or reduce in-person access. Make recommendations for any needed reforms to ensure that all students have equal in-person access to core courses.
Texas Senate Higher Education Subcommittee Interim Hearings, May 14, 2024
“Faculty Senates”: Review and analyze the structures and governance in higher education, focusing on the role of “faculty senates,” and like groups, in representing faculty interests to higher education institution administrations. Make recommendations to establish guidelines for the role and representation of faculty by “faculty senates,” and like groups, at higher education institutions in Texas.
Innovation and Technology in Higher Education: Investigate the opportunities and challenges of emerging technology on teaching and learning, focusing on artificial intelligence (AI), online education, and digital resources. Examine aspects of intellectual property as they relate to the development of AI programs and platforms by institutions of higher education and explore the ethical issues institutions of higher education should contemplate when developing AI programs and platforms. Make recommendations to responsibly and ethically utilize emerging technology to enhance learning in higher education
Monitor the Ban on Discriminatory DEI Policies: Examine the implementation of Senate Bill 17, 88th Legislature, which bans discriminatory “DEI” initiatives at institutions of public higher education. Review and report on the progress each institution has made in aligning university policies and procedures with the provisions of Senate Bill 17, ensuring Texas college campuses foster equal opportunity and reward individual merit and achievement.
Faculty Tenure Revisions: Monitor the implementation of Senate Bill 18, 88th Legislature, relating to the tenure and employment of faculty members at certain public institutions of higher education. Review and report on each institution’s progress toward policies and procedures aligned with the provisions set forth in Senate Bill 18.
Combating Antisemitism on Texas College Campuses: Review campus policies to prevent antisemitism. Study the oversight Texas institutions of higher education have over the formation and operations of student organizations, including access to campus facilities and use of campus property. Make recommendations to prevent antisemitism on college campuses, while protecting First Amendment rights.
Public Junior College State Finance Program: Monitor the implementation of the new community college funding model as recommended by the Texas Commission on Community College Finance. Report on whether the rulemaking process is being successfully completed to focus on student outcomes and enhancing the role of public junior colleges in workforce training and preparation.
Campus Free Speech: Examine the procedures of Texas public institutions of higher education designed to protect the First Amendment free speech rights of faculty, staff, and students. Monitor and report on compliance Senate Bill 18, 86th Legislature, and make recommendations for any needed reforms.
On new bills related to banning DEI. Gov. Abbott gave the Opening Keynote for the Texas Public Policy Foundation Policy Summit, March 20, 2024, from the 44:24 to the 1:31:14 mark. Here are his comments on higher education from the 57:29 to the 59:10 mark: “another policy that worked on that we work together and finally pass what is now the strongest law of his effect and that is we are concerned about the ideology that’s being hammered into our kids when they go to our schools and our colleges and our kids are not learning the the core elements that will ensure that they’re going to be better qualified to compete against their peers across our country across the globe instead they’re being indoctrinated with ideologies from far-left socialistic based professors and universities and all of that is being used under the umbrella of what seems like is kind of a Kind thing it’s called DEI and DEI is used programmatically to indoctrinate our kids and our universities in working with TPPF I signed a law that bans DEI at our universities here in the state of Texas doesn’t mean that it’s working flawlessly there’s some scofflaws out there as we speak right now just know this uh we’re monitoring what our universities are doing and make sure they will be brought into compliance and knowing what we learn about ways in which they are not in compliance will be looking forward to implementing more compliance measures when we get into the next session uh to make sure we are holding these universities accountable …” [Automatically generated transcript on YouTube]
Texas Public Policy Foundation, a non-profit, non-partisanfoundation, Feb. 13, 2024
“TPPF Announces Top Priorities for the Texas Legislative Session“, Feb. 13, 2024, which includes “Restore the Proper Mission of Higher Education: Texas should ensure that public higher education institutions foster diversity of thought, encourage innovation, resist ideological conformity, and return to their proper role of widening the sphere of knowledge for students. Taxpayers should not fund programs that divide, exclude, and indoctrinate students, nor should the accreditation organizations be able to extort schools into promoting one ideological agenda.”
Contacts: Brian Evans, Interim President, Texas AAUP Conference, aaup.texas@gmail.com, and Polly Strong, President, UT Austin AAUP Chapter, strongpolly@gmail.com.
On Tuesday, April 2, 2024, the UT Austin Administration issued 60-day termination notices to more than 60 professional staff who once did DEI work but pivoted before January 1, 2024, to comply with SB 17. [Ref] Several of the staff also hold faculty positions. Academic advisors and other professional staff in a teaching or training role have academic freedom to be able to do their job effectively. Additionally, at least 15 Assistant and Associate Dean positions will be eliminated on May 31, 2024; faculty members in these roles will be demoted and take a significant cut in pay but retain their faculty positions. [Ref] The UT Austin Administration refuses to provide the number of employees who were fired, but we know that most of them are women and/or members of underrepresented minority groups.
The UT Austin AAUP Chapter, the Texas Conference of the American Association of University Professors (AAUP-AFT), and the Texas American Federation of Teachers (AFT). In addition, we’ve been putting pressure on the UT Austin Administration:
Both statements have been picked up by local, state, and national media. Please follow us on X@TexasAaup and@aaup_utAustin for timely updates and shares of all relevant press coverage.
AAUP champions academic freedom, advances shared governance, and organizes all faculty to promote economic security and quality education. Organizing with AAUP will help us fight against other attempts at wrongful termination of former DEI employees as well as erosion of academic freedom and shared governance.
Here’s the link to join AAUP and several reasons to consider joining. AAUP membership is open to adjunct, lecturer, instructional, professional, tenure-track, tenure, and retired faculty members as well as graduate students, librarians, researchers, and academic advisors and other professional staff.
Texas NAACP & Texas Conference of American Association of University Professors (AAUP)
Contacts: Gary Bledsoe, President, Texas NAACP, gbledsoe@thebledsoelawfirm.com, and Brian Evans, Interim President, Texas AAUP Conference, aaup.texas@gmail.com
UT AUSTIN STAFF LAID OFF IN NEW SB 17-RELATED DEVELOPMENT
On April 2, 2024, a large number of University of Texas at Austin professionals who formerly worked in DEI assignments received pink slips notifying them that their days at the University will come to an end in 60 days. Estimates are that approximately 60 persons received these pink slips, with some offices to be closed by May 31st. 40 persons who were notified that they would be laid off were with the Division of Campus and Community Engagement (DCCE), formerly the Division of Diversity and Community Engagement.
None of the staff who received pink slips are currently working in DEI-related jobs. In order to comply with SB 17, all of the professionals had been given new responsibilities and some had been moved to new offices. Because of this, we have urgent concerns about these termination notices, which follow closely upon a recent communication to University officials around the State, including University of Texas at Austin officials, from Senator Brandon Creighton, warning them about continuing persons in their employment if the changes amounted to simple label changes. Senator Creighton also plans a meeting in May to assess DEI compliance.
A complete unit in DCCE was eliminated in this action, one originally created in response to the reduction of the Top 10 percent requirement at the University to 6 percent. At that time, the University reported to the Legislature that there was a need to continue to “show students of all backgrounds that going to school here at UT is a possibility.” DCCE houses many initiatives for the campus community, K-12 students, and the Austin community as a whole, including the University Interscholastic League, the UT Elementary School, Disability and Access, and many others. These programs will now be distributed to 9 different campus units. Given that DCCE had already been modified to comply with SB 17, its dismantling his appears to be an inappropriate and unnecessary response to SB17.
The Texas Conference of the American Association of University Professors (AAUP), Texas NAACP, and other affiliated organizations will continue to gather information on these precipitous terminations, which we believe to be potential attacks on First Amendment freedoms. At the time when they were issued pink slips, all terminated employees were no longer in DEI-related positions. Therefore, these terminations clearly are intended to retaliate against employees because of their previous association with DEI and speech that they exercised prior to their current assignments. In addition, the way cuts were made in DCCE make it clear that racial and ethnic discrimination was the clear purpose of this action.
We call on University of Texas at Austin officials to be forthcoming about these terminations, their impact on University services to students and the community, and the provisions made to displaced staff, who until today had been assured that their positions were not in jeopardy.
Soon after the passage last year of Senate Bill 17 — which prohibits many activities around diversity, equity, and inclusion (DEI) — the University embarked on a multiphase process to review campus portfolios and end or redesign the policies, programs, trainings, and roles affected by the new law. Our initial focus was to ensure we made the required changes by SB 17’s January 1 effective date, but we knew that more work would be required to utilize our talent and resources most effectively in support of our teaching and research missions, and ultimately, our students.
Since that date, we have been evaluating our post-SB 17 portfolio of divisions, programs, and positions. The new law has changed the scope of some programs on campus, making them broader and creating duplication with long-standing existing programs supporting students, faculty, and staff. Following those reviews, we have concluded that additional measures are necessary to reduce overlap, streamline student-facing portfolios, and optimize and redirect resources into our fundamental activities of teaching and research.
For these reasons, we are discontinuing programs and activities within the Division of Campus and Community Engagement (DCCE) that now overlap with our efforts elsewhere. Following these changes, the scale and needs of the remaining DCCE activities do not justify a stand-alone division. As a result, we are closing DCCE and redistributing the remaining programs. This means that we will continue to operate many programs with rich histories spanning decades, such as disability services, University Interscholastic League, the UT charter schools, and volunteer and community programs. Going forward, these programs will be part of other divisions where they complement existing operations. We know these programs and the dedicated staff who run them will continue to have positive impacts on our campus and community.
Additionally, funding used to support DEI across campus prior to SB 17’s effective date will be redeployed to support teaching and research. As part of this reallocation, associate or assistant deans who were formerly focused on DEI will return to their full-time faculty positions. The positions that provided support for those associate and assistant deans and a small number of staff roles across campus that were formerly focused on DEI will no longer be funded.
I recognize that strong feelings have surrounded SB 17 from the beginning and will shape many Longhorns’ perceptions of these measures. It is important that we respect the perspectives and experiences of our fellow Longhorns as the changes we are announcing today take effect. It is also important that this continues to be a welcoming, supportive community for all.
Respect for our students, faculty, and staff will be essential as we make these changes. The Division of Student Affairs will work to ensure that current student- facing services will continue to be available for the rest of this semester, and student workers also will retain their positions through the end of this term. Staff members whose positions are being eliminated will have the opportunity to apply and be considered for existing open positions at the University, and resources will be made available to support them.
UT Austin is a world-class public research university serving all of Texas and more than 50,000 incredible students. Our students, alumni, faculty, and staff continue to affect the world in meaningful ways each day. Other campus leaders and I appreciate your ongoing efforts as we seek to maximize the impact of our teaching and research.
Updated March 30, 2024, July 17, 2024, September 29, 2024, October 23, 2024, and October 1, 2025
Texas AAUP members took ahistoric vote on March 30, 2024, in favor of the Texas AAUP Conference affiliating with the Texas American Federation of Teachers (AFT). Vote was 45 yes, 0 no, and 2 abstain. Approved!
Texas AAUP has become the first advocacy unit within AAUP to affiliate with a State Federation of AFT. The affiliation will allow Texas AAUP and Texas AFT to amplify advocacy on our campuses and across the state!
Amplified advocacy. Texas AFT has 66,000 members and 45 dedicated full-time staff for organizing, advocacy, policy analysis, lobbying, and IT. Texas AFT has hired two organizers for the Texas AAUP-AFT Local.
Amplified benefits include $8M professional liability coverage, up to $35,000 in legal aid to respond to criminal investigations, and advocates for meetings, investigations, and grievances. Officer benefits include Board of Directors insurance.
To access the legal defense fund for employment matters, see the next two items.
AAUP Lifetime Members. Anyone who was an AAUP Lifetime Member prior to the vote on March 30, 2024, by Texas AAUP members in favor of affiliating with Texas AFT will be grandfathered into Texas AAUP-AFT with full member benefits, including access to the legal defense fund.
Legal Defense Fund. To access the legal defense fund, with the exception for certain AAUP Lifetime Members noted above, you’ll need to join AAUP through the Texas AAUP-AFT registration link because the new dues will be used to build up the Texas AAUP-AFT legal defense fund for employment matters. Texas AAUP-AFT would split any legal costs equally with Texas AFT and AFT, and the latter two have already built up their legal defense fund. The new Texas AAUP-AFT annual dues are lower than the typical cost of one hour of lawyer time, which is between $600 and $1500 per hour. The new dues will also help cover the salaries for the Texas AFT staff who work with us including the attorneys who provide legal advice. In addition, Texas AAUP-AFT has relationships with organizations that provide pro-bono legal representation for free speech cases. New dues structure explained.
Link to Join. Here’s the link to join the Texas AAUP-AFT, which is AFT Local 8041A. By joining Texas AAUP-AFT, you’ll automatically be a member of Texas AAUP, Texas AFT, AAUP, and AFT as well as your AAUP campus chapter if there is one. AFT has 1.8M members with 300,000 in higher ed. AFT is affiliated with AFL-CIO, which has 12M members. Here are some additional reasons to consider joining AAUP.
New name, same autonomy. With the passage of affiliation agreement, Texas AAUP is now AFT Local 8041A and known as Texas AAUP-AFT. Texas AAUP would continue to operate under its by-laws and practices, e.g. Texas AAUP members can continue to be AAUP members from public or private institutions of higher education in Texas.
Attendees at the meeting on March 30, 2024, included Texas AAUP Officers Jeff Blodgett, Patrick Burkart, Brian Evans, Teresa Klein, Ann McGlashan, Lynn Tatum, Tony Villanueva, and our Secretary. Zoom capture taken shortly after the meeting from left to right and top to bottom are Brian Evans, Zeph Capo, Tony Villanueva, Shawn Fields, Texas AAUP Secretary, Teresa Klein, David Albert, Jim Klein, Lynn Tatum, Patrick Burkart, Jeff Blodgett, and Karen Anglin.
AAUP. We champion academic freedom, advance shared governance, and organize all faculty to promote economic security and quality education. Founded in 1915 by faculty, AAUP jointly developed principles on academic freedom, tenure and shared governance with college and university administrations that have been widely adopted by colleges and universities.
Background. On a national level, AAUP affiliated with AFT on August 1, 2022. AAUP has 45,000 members, and AFT has 1.7M members. The national affiliation, however, did not apply to AAUP advocacy conferences and campus chapters, such as the Texas AAUP Conference. With National AAUP, Texas AFT, and National AFT approved the affiliation agreement ahead of today’s vote.
At our Spring Texas AAUP Meeting on Feb. 24, 2024, leaders from Texas AAUP, National AAUP, Texas AFT, and National AFT presented their thoughts on the affiliation agreement:
Zeph Capo, Texas AFT President and National AFT Vice President
The affiliation agreement if accepted would
Give access to regional leadership training opportunities
Accelerate organizing colleagues into a union
Amplify advocacy campaigns
Reach new campuses
Organize new chapters
We need to exponentially increase number of activists. We’re behind.
So many attacks on academic freedom, shared governance, DEI programs, tenure, etc.
Sense of urgency to work together and move forward.
Texas AFT has hired a lead organizer to work specifically with Texas AAUP
Members are single most important factor in success of organization to effect change
Mark Bostic, National AAUP Director of Organizing and Servicing:
My budget is putting this together
This is a big deal at National AAUP
Texas AAUP would be first AAUP advocacy unit to join a State AFT Federation
AAUP will cover increase in annual dues (to cover the member benefits) for a few years
Bringing two organizations together increases political weight.
Exciting trajectory!
Richelle Fiore, National AFT Director of Higher Education Organizing:
Prior to the affiliation of National AAUP with National AFT, we worked together at the
national level to organize new members and emphasize AAUP principles.
Texas AFT is one of the best organizations for building power to protect educators in TX.
National AFT has taken note of that and puts a lot of its organizing budget into TX.
Wanda Longoria, Texas AFT Secretary/Treasurer:
Collective power is what makes change happen
When I started as a K-12 teacher decades ago, Texas AFT was only organization on the front lines and in media to push back on injustice
Fighting for diversity and quality education for students, training faculty to be powerful voices
Way to build power locally is to provide training at local levels
Texas AFT’s best tool is equipping chapters at local level
Texas AFT is part of National AFT which is part of AFL-CIO
Powerful to have union brothers and sisters standing with faculty at a board meeting or in front of media
The Texas Conference of the American Association of University Professors expresses utmost concern over the current state of freedom of expression in the Texas Tech University System and at Texas Tech University.
In particular, Texas AAUP Conference amplifies the concern expressed by National AAUP on the suspension of Dr. Jairo Fúnez-Flores in their March 11, 2024, letter. Dr. Jairo Fúnez-Flores is an Assistant Professor in the Dept. of Curriculum and Instruction in the College of Education at Texas Tech University.
October 24, 2023, the History Department at San Antonio College (SAC) organized as an educational session for students about the history of the Israeli-Palestinian conflict entitled “Teach-In for Palestine”. Before the event could begin, Vice President for Academic Success Cassandra Rincones stood up and told students in attendance the session would not proceed as planned. The event was rescheduled for November 1, 2023.
Graduate students at The University of Texas at Austin in the Education Policy and Planning program, along with their supervisor Dr. Angela Valenzuela, are gathering interviews with faculty, staff, and students around the personal, social, and professional impacts of Senate Bill 17. Their study includes all Texas public colleges and universities who are affected by this legislation, and seek to gain well-rounded and in-depth narratives from around Texas so please consider filling out the following Qualtrics survey if you are interested:
And please also share this with your contacts. There is a flyer below that you are welcome to share.
All information is kept confidential, and your privacy is of utmost importance in their study as they are aware that this is a sensitive time and topic. Please reach out to doctoral student Jenna Doane at jenna.doane@utexas.edu if you have any further questions or concerns.
AAUP@UT 