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Dear Colleagues,
Earlier today, the Chair of the LMU Board of Trustees and President Poon shared messages with our community regarding the Board’s decision to invoke the university’s constitutionally protected right to religious exemption from the National Labor Relations Board’s jurisdiction. The decision is definitive and applies only to matters under the National Labor Relations Act; it does not alter LMU’s commitments to Title VI, Title VII, and Title IX, civil rights protections, healthcare mandates, and our unwavering policies of non-discrimination.
The Board’s decision strengthens LMU’s ability to engage faculty and staff directly through shared governance. This action concludes existing union activity and precludes future unionization among university employees and safeguards the values and culture that define our community, ensuring that students and families remain at the center of every decision we make. For more information, including messages from President Poon and other university leaders, please visit The Path Forward website.
While the Board’s decision most directly affects our faculty colleagues at this moment, I take this opportunity to address our staff as well. Your work is essential to LMU’s mission, and we are committed to ensuring that you are supported and valued. The Board’s decision strengthens the foundation that allows us to invest in our people - faculty and staff alike - and to keep students and families at the center of our priorities.
LMU is proud to be an Employer of Choice, with strong staff and faculty retention and a continued focus on investing in our people. The university is committed to supporting, retaining, and attracting exceptional talent through compensation that meets or exceeds market benchmarks. Our approach is guided by transparent, market-based metrics and informed by comparisons with peer institutions, ensuring pay is competitive, equitable, and aligned with LMU’s mission and values.
A key point: as part of the Multi-Year Compensation Initiative, LMU now sets salary ranges at the 75th percentile of the market midpoint rather than the 50th percentile, creating higher pay opportunities across employee groups. Over the past two years, this initiative has resulted in $7.7 million in market adjustments for faculty and staff, in addition to average annual merit increases of 3.5%.
Staff at LMU’s Westchester and LMU Loyola Law School campuses are now entering the second year of the Multi-Year Compensation Initiative, with implementation - including merit awards - scheduled for September 28, 2025. In early October, Human Resources will host presentations to share what these Year 2 updates mean for staff.
I understand you may have questions about the Board’s decision and what it means for our community. In addition to the comprehensive information offered on our website, the university is convening Community Conversations on Tuesday, September 16, to provide space for dialogue and to hear directly from LMU leadership. I also welcome the opportunity to meet with you directly, and I encourage you to reach out if you would like to continue the conversation.
Thank you for the dedication, professionalism, and care you bring to LMU each day. Sincerely,
Nancy
Nancy Pluzdrak, Ed.D. Vice President for Human Resources
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