• As the academic year comes to a close, I want to give you the full account of what your Nevada Faculty Alliance accomplished this year — and be honest about the work still ahead. This has been one of the most active and consequential years in NFA's history. We fought hard at the bargaining table, in the courtrooms, before the Board of Regents, in the legislature, and in Nevada's political process. None of it happens without you.

  Political Action and Advocacy

  This year NFA made its political presence felt across Nevada in ways we have not done before — including, for the first time, coordinating most of our chapters' direct participation in the AFL-CIO labor movement alongside NFA's own political endorsements.
  
  ■     Primary endorsements — faculty leading on Nevada's ballot. NFA made strategic endorsements ahead of the Nevada primary:

• Aaron Ford for Governor
• Patrick Villa (District 2) — CSN Professor of Mathematics and NFA member since day one, running for the NSHE Board of Regents
• Erik Swendseid (District 3) — Board of Regents
• Mo Denis (District 5) — Board of Regents
• Karmen La'Shaun Miller (District 8) — Board of Regents
• Peter Reed (District 10) — Board of Regents

Regent races are the most important elections for Nevada faculty. The Board of Regents controls our institutions, approves our contracts, sets systemwide policy, and has final authority over employment, tenure, and collective bargaining rights across NSHE.#@#_WA_-_CURSOR_-_POINT_#@#

■      AFL-CIO labor council and COPE Conference participation. For the first time, NFA coordinated the participation of six NFA chapters in AFL-CIO regional labor councils and the COPE endorsement conference. The Nevada State AFL-CIO's full endorsement list is attached; NFA's own additional endorsements will follow.

■     AFL-CIO endorsement list:

www.nvaflcio.org/news-details/news/press-media/44389/110002

■     Sustained, multi-front Regent campaign. NFA conducted a coordinated, multi-message campaign directly to every member of the Board of Regents throughout the year. Every letter, briefing, and communication was simultaneously copied to the full Board. No Regent could claim they had not received the information. The campaign addressed four interconnected issues:

• Independent Board counsel (November 2025): NFA sent a formal letter to Chair Brooks calling on the Board to restore an independent, Board-reporting legal counsel or Chief of Staff with a law license — separate from NSHE's Office of Legal Affairs, which currently advises both the Chancellor and the Board. NFA documented the structural conflict of interest in the current model and laid out a specific six-step path forward, including an interim outside counsel solution and a dedicated Board budget line to preserve independence.
• T4C4 mid-negotiation rule changes (September-October 2025): NFA formally opposed the Board's amendments to Title 4, Chapter 4 while active negotiations were underway at four institutions — documenting how the changes would require legislative approval for routine contract items, potentially delay contract ratification until after the 2027 session, and undermine good faith bargaining.
• Bargaining update and fact-finding briefing (February 2026): NFA sent a detailed institutional update to all Regents covering the status of negotiations at CSN, TMCC, WNC, and NSU — including TMCC administration's statement that they 'prefer litigation' over arbitration. NFA encouraged Regents to ask NSHE Counsel for independent status briefings.

The case for binding arbitration (February-March 2026): NFA sent a comprehensive arbitration briefing to all Regents — with the full proposed contract language attached — explaining what binding grievance arbitration is, what it is not, and why it protects the institution as much as it protects faculty. NFA directly challenged Regents to ask four specific questions of their counsel, including the projected cost of current litigation versus arbitration.

■     NFA Employment Rights Bill. We developed and refined language for an NFA Employment Rights Bill and laid the groundwork with legislative allies ahead of the January 2027 session.
■     Board of Regents meetings. NFA leadership attended Board of Regents meetings consistently throughout the year to represent faculty interests directly, raise concerns publicly, and hold Regents accountable.
■     PEBP — stopping an 84% premium increase. When PEBP's actuary projected a potential 84% employee premium increase for FY2027 — while the program operated with a $45 million reserve shortfall and significant errors in its financial reporting — NFA mounted a sustained, evidence-based campaign. NFA members Kent Ervin and Doug Unger produced comprehensive public financial analysis. NFA called for an independent audit, organized hundreds of member public comments, submitted legislative testimony, and engaged media statewide. While premium increases still occurred for some plan options, the most extreme proposals were not adopted. Open enrollment runs May 1-31 — review your plan options carefully.
■     NSHE budget transparency. When faculty were hearing contradictory accounts of NSHE's financial condition — from warnings of 90 faculty eliminations at UNR to assurances elsewhere that no emergency existed — NFA wrote directly to the Board calling out the fact that proposed budget cuts eliminated no executive positions while targeting administrative faculty earning $40,000 to $80,000.

• Contract Negotiations and Enforcement

  NFA has active negotiations at four NSHE institutions this year and has fought hard at every table to advance contracts that actually protect faculty.

■     TMCC faculty ratified — Regents vote in June. TMCC faculty voted to ratify a new collective bargaining agreement this year. The contract now heads to the Board of Regents for approval at the June quarterly meeting.
■     NSU is negotiating its first contract. Nevada State University is at the table for the first time, working toward a first-ever collective bargaining agreement for NSU faculty.
■     CSN and WNC — 16+ months at the table, and still fighting. NFA negotiators at CSN and WNC have been bargaining for more than sixteen months, pushing back against administration efforts to restrict faculty rights. We cannot and will not sign a contract that cannot be enforced.
■     Binding grievance enforcement — our position statewide. NFA has made binding grievance arbitration a central demand at every bargaining table and has taken the case directly to the Chancellor, NSHE system leadership, each institution, and the Board of Regents. This is the same enforcement mechanism NSHE already provides to AFSCME-represented classified employees.
■     Fact-finding at CSN. When CSN administration refused to negotiate in good faith — failing to cite a single legal authority for their position and advancing remedies that do not legally exist for NSHE faculty — NFA moved to fact-finding. The record we have built is comprehensive and strong.
■     Cross-campus collaboration at the bargaining tables. NFA negotiators across all chapters communicated closely and assisted one another throughout negotiations — sharing strategy, research, and language to better represent faculty across all NSHE institutions.
■     Defending faculty rights at CSN. NFA successfully defended against administration proposals to eliminate faculty-elected Department Chairs, weaken summer teaching protections, gut salary equity provisions, and strip shared governance language.
■     CSN summer teaching litigation — approaching resolution. After a three-year fight, NFA's litigation to enforce summer teaching compensation rights at CSN is approaching resolution, with a likely outcome expected this summer.
■     Fighting T4C4 mid-negotiation rule changes. NFA publicly opposed the September/October 2025 Board of Regents amendments to Title 4, Chapter 4 — mid-negotiation changes that would have delayed contracts until after the 2027 legislative session and fundamentally undermined good faith bargaining.
■     PEBP and NSHE budget campaigns. NFA organized member campaigns at NSHE meetings to fight PEBP benefit reductions and to call out contradictory NSHE budget narratives that targeted faculty while protecting executive positions.
■     Historical research and legal documentation.

NFA researchers documented NSHE's collective bargaining history back to 1974, including archival evidence of prior arbitration agreements that NSHE now claims were never permitted.

• Legal Defense and Member Support

■     33 legal defense cases handled statewide. NFA processed 33 legal defense requests across every NSHE institution this year — from tenure and promotion denials and wrongful terminations to retaliation, disability accommodation violations, hostile workplace complaints, Title IX proceedings, and more. NFA's legal support goes well beyond what most unions provide.
■     Support above and beyond contracts. NFA's legal defense does not stop at contract grievances. We assist faculty with EEOC complaints, civil rights claims, discrimination cases, Chapter 6 processes, ADA violations, NSHE Code appeals, and situations where no other avenue exists. When our members need help, NFA shows up — regardless of whether there is a CBA in place.
■     Statewide Legal Defense Committee — trained, coordinated, and growing. The statewide Legal Defense Committee met regularly throughout the year, conducting training and cross-training sessions to build capacity across chapters. A new group of faculty legal defense representatives is being trained to expand NFA's ability to assist members at every institution.

• 
  Organizational Governance and the AFT Nevada Transition

  One of the most significant undertakings of this year has been the work to modernize NFA's governance structure — bringing it into alignment with our affiliate organizations and positioning Nevada faculty for greater power and autonomy going forward.

■     AFT Nevada Constitution — drafted, refined, and ready for your vote. A statewide bylaws committee researched state federation models across the country, held formal scheduled meetings, circulated drafts through open Google Drive documents, incorporated feedback from all chapter leaderships, and brought the final document to the full NFA State Board for approval.
■     What this means for every local. The AFT Nevada model shifts dues directly to chapters, gives every local control over its own budget, extends full AFT member benefits to non-collective bargaining chapters for the first time, provides AFL-CIO labor council representation as a structural right, and unlocks the AFT Solidarity Fund for statewide political action.
■     Local constitutions in process — reach out to your chapter leadership. Each chapter will adopt its own local constitution through a flexible template. Contact your chapter's leadership to get involved. The template is a starting point — your local personalizes it to fit your institution.
■     Financial transition framework developed. A minimum of 50% of NFA's current reserves designated to the Legal Defense Fund; initial reserve funds distributed to each local; a dues clearinghouse model that keeps chapter money with chapters.

Vote in June 2026:

The membership vote on the AFT Nevada Constitution is scheduled for June 2026. Every NFA member in good standing statewide will receive a ballot. Ratification requires a two-thirds majority. Open information meetings will be announced by your local president or the statewide Bylaws Committee.

• 
  Membership and Organizing

■     Over 200 membership applications and updates processed this year through active membership drives across multiple NSHE institutions.
■     Regent candidate recruitment. NFA actively recruited faculty candidates for Nevada Board of Regents seats statewide.

• 
  Statewide Committees and Training

■     Working statewide committees across all NFA chapters. Active, cross-chapter working committees with participation from every NFA campus — covering Membership and Organizing, Collective Bargaining Steering, Bylaws, Governmental Relations, and Political Action.
■     Legal Defense Committee. Met regularly throughout the year, coordinating member representation, conducting training and cross-training, and building a new cohort of faculty legal defense representatives.
■     AFT Collective Bargaining Intensive — offered in collaboration with Cornell ILR. A one-week concentrated training program. NFA sent one slate of faculty last year and is sending a second group of leaders this summer.
■     AFT member tools rollout began. Updated membership directories, event planning tools, communications infrastructure, and chapter websites — giving chapters better tools to serve and communicate with members.

• 
  What Comes Next

■     June 2026 — AFT Nevada Constitution vote. Open information meetings will be announced by your local president or the statewide Bylaws Committee. This is your vote — please use it.
■     Five chapter officer elections. Leadership transitions are underway at five NFA chapters statewide.
■     AAUP and AFT Biennial Conference. NFA leadership attending, connecting Nevada faculty to the national higher education union movement.
■     January 2027 legislative session. NFA's Employment Rights Bill — legislation to provide NSHE employees the same employment rights held by all other Nevada state employees. The groundwork is laid — now we execute.
■     Continued negotiations at CSN, WNC, and NSU. We will not stop until every NFA chapter has a contract that means something — with binding arbitration, real enforcement, and genuine faculty protections.
■     UNLV organizing. Building toward local status with dedicated resources and a clear membership pathway.

Get involved:

NFA's strength comes from member engagement. Contact your local president or the NFA State Board to volunteer for bargaining support, membership outreach, legislative advocacy, or political action.

None of this happens without you. Thank you for your membership, your engagement, and your trust.

In solidarity,

Staci Walters
President, Nevada Faculty Alliance
AAUP, AFT, & AFL-CIO
Nevada Faculty Alliance  |  AAUP, AFT, & AFL-CIO  |  www.nevadafacultyalliance.org

Update 4/18/2026:

• PEBP has issued an explanation of the plan changes for the 2026-2027 plan year: https://www.pebp.nv.gov/siteassets/content/meetings/events/2026/pebp-plan-year-2027---understanding-changes-to-your-health-plan-for-2027.pdf
• Item # 2 in that document, "Insufficient premium revenues", discusses revenue shortages but does not say why they occurred or quantify the amounts.  Our Addendum below outlines errors made by PEBP and its actuary, including collecting wrong, lower amounts from employers since 2024 and using incorrect, inflated values for the state contribution amounts per active and retired employee when setting FY2025 rates. Using excess reserves in 2023-2025 to maintain benefits and premiums was done with the assurance that the state would substantially increase funding for the current biennium, which it did.

Original Post, March 26, 2026, 1:27 PM:

Submitted by Kent Ervin and Doug Unger

On March 19th, the PEPB Board made final decisions on plan design and rates for FY2027, effective 7/1/2026.

Open enrollment will be May 1 to May 31. Participants should carefully consider whether to choose different plan options, which have major changes to benefits and premiums.

For NFA members, Kent Ervin and Doug Unger have prepared a comprehensive analysis of the benefits changes, new employee premiums, and a summary of PEBP’s problematic budgeting and rate-setting processes. Important highlights include:

High-Deductible Health Plan (aka Consumer Driven Health Plan):

• Increase the deductible from $1650/$3300 to $1700/$3400 (single/family)
• Increase the out-of-pocket maximum from $4000/$8000 to $5000/$10000 (single/family)
• No change in employee premiums, which are the lowest of the three plan options, from the current year. For example: $55/month for employee-only and $411/month for a family.

Low-Deductible Health Plan (aka Copay PPO plan)

• Currently no deductible. FY2027 deductible of $300/$600 (single/family)
• Increase the out-of-pocket maximum from $4000/$8000 to $5000/$10000 (single/family)
• Increase employee premiums. For example: increases of $68/month (75%) for employee-only and $159/month (32%) for a family, for new totals of $160/month (employee-only) and $657/month (family).

Exclusive Provider Organization (northern limited-network plan)

• Decrease out-of-pocket maximum from $5000/$10000 to $4000/$8000 (single/family)
• Increase employee premiums. For example: increases of $161/month (73%) for employee-only and $378/month (47%) for a family, for new totals of $361/month (employee-only) and $1,180/month (family).

Health Maintenance Organization (southern limited-network plan)

• No changes to benefits, out-of-pocket maximum remains at $5000/$10000 (single/family)
• Same employee premium increases as northern EPO plan: new totals of $361 for employee-only and $1,180 for families.

A summary rate table for state active employees is below. PEBP has published the full rate tables as approved by the Board on March 19th.

PEBP State Actives	FY2026			FY2027			Premium Change FY27 vs. FY26 ($)	Premium Change FY27 vs. FY26 (%)
	Total Rate	Employer Contrib.	Employee Premium	Total Rate	Employer Contrib.	Employee Premium
High-Deductible Plan (CDHP)
Participant	$849	$794	$55	$820	$764	$55	$0	0.0%
Participant+Spouse	$1,684	$1,370	$314	$1,624	$1,310	$314	$0	0.0%
Participant+Children	$1,162	$1,010	$152	$1,121	$969	$152	$0	0.0%
Participant+Family	$1,996	$1,585	$411	$1,926	$1,515	$411	$0	0.0%
Low-Deductible Plan (Copay PPO)
Participant	$886	$794	$92	$1,064	$904	$160	$68	75%
Participant+Spouse	$1,757	$1,370	$387	$2,113	$1,591	$521	$134	35%
Participant+Children	$1,212	$1,010	$202	$1,457	$1,162	$296	$93	46%
Participant+Family	$2,083	$1,585	$498	$2,506	$1,849	$657	$159	32%
EPO/HMO
Participant	$1,014	$794	$220	$1,309	$928	$381	$161	73%
Participant+Spouse	$2,013	$1,370	$943	$2,907	$1,642	$962	$319	50%
Participant+Children	$1,388	$1,010	$379	$1,795	$1,196	$599	$220	58%
Participant+Family	$2,387	$1,585	$802	$3,089	$1,909	$1,180	$378	47%

We thank the hundreds of NFA members and other state workers who submitted public comments opposing steep increases to employee premiums and out-of-pocket costs. Your input helped limit the damage, but there will still be higher premiums for the low-deductible and HMO/EPO plans and higher out-of-pocket maximums for the high-deductible and low-deductible plans in 2026-2027.

READ THE FULL REPORT >>

At the latest PEBP Board meeting on Feb. 24th, the worst‑case scenarios from the actuary’s presentation didn’t materialize, but serious questions remain about the program’s financial status. It was clear, however, that the hundreds of public comments from state workers made a real impact. Thank you to everyone who showed up and spoke out!

Major Decisions Delayed Until March 19

No final decisions were made at this meeting. The March 19 rate-setting meeting will be crucial. With PEBP’s financials under review and major premium adjustments ahead, state workers should stay engaged and prepared to weigh in. The Board’s decisions next month will determine employee premiums and potential relief on out‑of‑pocket limits for the coming year. NFA will continue to keep members informed.

Plan Design and Rate Decisions in March

Because the underlying financial data is still in question (details below), the Board directed PEBP’s actuary to bring back options in March, including:

1. No additional plan design changes beyond those already approved in December—meaning the increased deductibles and out‑of‑pocket maximums remain, but no further benefits cuts will be added.
2. Project rates using current plan experience and inflation. This suggests that no new charges will be added specifically to rebuild reserves next year.
3. Re‑price the three plan options to match experience and eliminate cross-subsidization. Because of claims experience, the low‑deductible plan and the EPO/HMO plan are likely to see substantial premium increases for employees. 
4. A three‑year phase‑in of premium increases. This is intended to soften the impact—but increases are still coming.
5. Options to rescind December’s out‑of‑pocket maximum (OOPmax) increases. Thanks to a motion by Board members Blaine Harper (AFSCME) and Jennifer McClendon (NSHE North), the actuary will also present options for (a) rolling back the $1,000 / $2,000 OOPmax increase just for the high‑deductible plan; or (b) restoring the FY2026 OOPmax for all three plan options. Although their motion failed due to lack of cost data, both rollback options remain on the table for the March meeting.

High Uncertainty Over PEBP’s Financials

In written public comment for NFA (p. 921 of 1021), Kent Ervin pointed out errors and discrepancies in numbers provided by PEBP and its actuary. He asked, “How can any of the information and recommendations be trusted?”  The day before the meeting PEBP removed slides from the presentation regarding revenues and reserves. At the beginning of the meeting, Chair Jim Wells indicated (time 3:28)  that collections into the PEBP operating account may have been incorrect for the past 18 months. They "are hoping" to have a reconciliation in the next month. Segal, PEBP’s actuary, stated that monthly revenue is matching expenses for the first half of FY2026, which implies that previous statements about cash flow shortfalls were wrong. In an exchange during closing public comment (2:25:25), Wells indicated that they are investigating the source of incorrect state contribution amounts used by the actuary until now.

NFA and other public employee advocates are calling for an independent audit and review of PEBP’s accounting, budgeting, and rate-setting.

Chair Wells also criticized (2:35) public comments from union members. That was effectively rebutted by UNLV Professor Jorge Fonseca, who defended workers providing input in his public comment (19:24).

Media Coverage

The Nevada Independent: “Confusion over Nevada health insurance program’s finances clouds future for state workers. Officials admitted they are operating with incomplete financial information and cannot make insurance plan changes until the situation becomes clearer.”

KLAS 8 News:Looming insurance rate hikes cloud Nevada employees’ morale; ‘mass exodus’ coming? Ominously: “The Director of the Nevada Health Authority is exploring some new ways to purchase and provide coverage at the state level.”

KTNV 13 Las Vegas: State employees asking for clarity after confusion regarding health insurance plans

The Nevada Globe: Insurance Ultimatum: State Workers Warn of Resignations Over Looming Rate Hikes

beinsure.com: Nevada state workers push back on projected PEBP insurance increases

In public comments by Dr. Kent Ervin submitted to the Public Employees’ Benefits Program (PEBP) Board for their February 24^th meeting, the NFA raises significant concerns about severe, unexplained fiscal discrepancies in PEBP’s projections for Plan Year 2027. Despite substantial increases in state funding approved by the Nevada Legislature and Governor, PEBP and its actuarial consultant, the Segal Group, are presenting revenue estimates that are approximately $100 million per year lower than what was budgeted. The NFA believes that this gap is neither adequately explained nor justified.

Dr. Ervin highlights repeated errors in PEBP and Segal’s previous presentations—including incorrect employer funding amounts and omissions of reserve data—and contends that these mistakes undermine confidence in the rate‑setting process. Because of these inaccuracies, the memo asserts that the Board should postpone any action on plan design or employee premiums until the financial projections can be validated.

Key concerns include:

• Revenue shortfalls: Segal’s projected revenues for FY2026 and FY2027 fall far below legislatively approved budget levels, despite increases in state subsidies and employee premiums. The memo questions Segal’s methodology and asks why revenue is lagging even when expenditures are on track.

• Lack of transparency and accountability: The memo argues that PEBP has not provided clear documentation explaining the discrepancies, and that “final” funding numbers used by Segal were available publicly a year earlier.

• Impact on employees: The proposed premium changes—especially shifting to percentage‑based premiums that vary by plan option and dependent tier—are described as inequitable. The memo highlights that some tiers, particularly families with children, would face disproportionately large increases. It also raises concerns about rising out‑of‑pocket maximums, which would hurt members with chronic health needs.

• Cross‑subsidization between plans: Under Segal’s proposed methodology, employer contributions would decrease for members enrolled in the high‑deductible plan—even though that plan already subsidizes richer plan options.

1. An independent audit of PEBP’s budgeting, accounting, and rate‑setting processes.
2. Phasing in any employee premium increases over at least three years, separating ongoing costs from temporary reserve restoration.
3. Maintaining the long‑standing flat‑dollar employer contribution policy rather than moving to percentage‑based premiums.
4. Protecting out‑of‑pocket maximums from further increases.
5. Examining more equitable alternatives, such as the memo’s own proposed model that retains flat subsidies and a three‑year phase‑in.

To address these issues, the NFA recommends:

The NFA calls on the PEBP Board to adhere to their stated values of affordability, accountability, fairness, compassion, and sustainability while addressing this “sudden fiscal crisis.” The resolution requires a comprehensive audit and demands transparency and accuracy. 

The Nevada Faculty Alliance (NFA) is calling on its members to take immediate action following alarming financial projections reported at the January 20, 2026, Public Employees’ Benefits Program (PEBP) Board meeting. At that meeting, PEBP officials disclosed a $45 million shortfall in mandatory reserves and warned that the program could face bankruptcy within five years if unaddressed.

A recent article in The Nevada Independent summarized the fiscal crisis facing Nevada’s public employee health plans.

During the January 20th meeting, the PEBP Board considered a proposal to increase member health care premiums by 84% beginning July 1, 2026. The Board postponed a final decision until a special meeting scheduled for Wednesday, February 18 at 1:00 p.m.

PEBP has since informed the Legislature that the Board will evaluate additional alternatives to address the deficit.

NFA Calls on Members to Participate in Public Comment

The NFA is urging members to make their voices heard before the PEBP Board finalizes any decisions with major financial consequences for employees. Recommended actions include:

The deadline for written comment is 1:00 p.m. Monday, February 16, with live participation available at the February 18 meeting at 1:00 p.m.

The NFA emphasizes that member participation can influence outcomes at this critical moment.

READ MORE >>

The Nevada Faculty Alliance (NFA) issued a statement to the legislature’s Interim Retirement and Benefits Committee (meeting on January 27) warning that the Public Employees’ Benefits Program (PEBP) is facing a serious financial crisis.

Fiscal Shortfall

PEBP mandatory reserve levels are deficient by tens of millions of dollars. Even more alarming, actuaries project PEBP could become insolvent and unable to pay all claims by FY2028 without additional revenue or benefit cuts. NFA’s statement analyzes the reasons for the shortfalls and how they developed.

Premium Hikes and Benefit Cuts are Likely

Restoring reserves in the next year would require an unreasonable 84% increase in employee premiums, according to the actuary. The PEBP Board will meet on February 18 to consider options including premium increases and benefit cuts.

What Must Happen

NFA urges state and PEBP leaders to:

• Restore reserves gradually over three or four years. The State must share the burden, and not rely entirely on employee premium increases or benefit cuts.
• Protect employees from added financial strain, especially after increases to outofpocket maximums already approved for FY2027, from $4000/$8000 (single/family) to $5000/$10000 for the high-deductible and low-deductible plan options
• Investigate the causes of both expense overruns and revenue gaps, and review reserve standards to ensure longterm stability. PEBP must be held accountable with full transparency in its budgeting and rate setting.
• Commit to a comprehensive funding solution during the 2027 legislative session.

Without appropriate action, PEBP could face the inability to pay medical claims within a few years—impacting tens of thousands of Nevada public workers, retirees, and families. The NFA stresses that the solution cannot rely solely on employee premium hikes or cuts to employee benefits.

In a January 23rd letter to its members, the Nevada Faculty Alliance expressed deep concern about escalating violence and apparent lawlessness associated with recent ICE actions in Minneapolis. The NFA highlighted the killing of poet and immigrant rights advocate Renee Good, reports of warrantless home entries, assaults on peaceful protestors, and troubling incidents involving children and families—developments that point to a broader national pattern of harm.

"Our students and their families are understandably experiencing heightened fear, vulnerability, trauma, uncertainty, and even physical and medical harms because of these ongoing assaults.”
— NFA Letter to Members

The NFA emphasized in its letter that immigration enforcement is not solely a political issue but also an education issue, with well documented impacts on student attendance and academic performance, especially within targeted communities. These effects are being felt directly across Nevada’s higher education system.

In alignment with its partners, including the AAUP and fellow labor organizations, the NFA continues to call for:

• Accountability for the killing of Renee Good and Alex Pretti
• Immediate withdrawal of ICE operations from Minnesota
• No additional federal funding for ICE in the upcoming Congressional budget
• A full investigation into ICE’s human and constitutional rights violations
• An end to business and logistical support for ICE by Minnesota and national companies

Individuals seeking additional background can visit the AAUP’s page on “Political Attacks on Higher Education.”

The NFA remains steadfast in standing with its members, students, and all those affected by these ongoing injustices.

READ MORE >>
Do ICE Officers Have ‘Immunity’? - The Atlantic

ICE says its officers can forcibly enter homes during immigration operations without judicial warrants - NBC News

The Supreme Court clears the way for ICE agents to treat race as grounds for immigration stops - NPR

ICE Detains 5-Year-Old Boy and His Father Returning Home from Preschool, then Uses Boy 'as Bait' to Find Relatives - People

Detained Immigrants Detail Physical Abuse and Inhumane Conditions at Largest Immigration Detention Center in the U.S. - ACLU

Federal immigration enforcement near schools disrupts attendance, traumatizes students and damages their academic performance - The Conversation

At the January 20th meeting of the Nevada Public Employees’ Benefits Program (PEBP) Board, the Nevada Faculty Alliance highlighted several concerns about the program’s long‑term financial outlook based on new data from PEBP's actuary, the Segal Group.

The Segal report shows that PEBP’s reserves are tens of millions of dollars lower than recommended, as has previously pointed out by NFA. Future revenue projections for FY2028–29 appear flat while healthcare costs continue to rise, anticipating a potential funding crisis at PEBP if trends continue.

Segal also outlined an employee premium increase of 84% that would be needed to rebuild reserves in a single year in FY 2027. The NFA suggested that a gradual, multi‑year approach would help avoid large swings in participant premiums.

The report further noted long‑standing pricing inconsistencies among PEBP’s three health plan options. Recent enrollment shifts should have been revenue‑neutral under Board policy, but the report indicates they were not. The NFA encouraged a closer look at how these discrepancies developed.

Other trends—such as enrollment growth influencing revenue figures—indicate that more time is needed to fully understand the program’s current trajectory. Comparisons with other Western states show Nevada’s benefits are generally middle‑of‑the‑pack, though family‑tier premiums remain notably high.

The NFA emphasized that rebuilding reserves and realigning plan pricing will likely require coordination with the Governor and Legislature and recommended continued discussion in upcoming committee meetings.

PEBP will report to the legislature at the Interim Retirement and Benefits Committee on January 27 and a special PEBP Board meeting to consider additional changes in plan benefits is tentatively scheduled for February 18. Public comments from members are encouraged at both meetings.

Contacts for additional information: Kent Ervin, kent.ervin@nevadafacultyalliance.org; Doug Unger, doug.unger@nevadafacultyalliance.org

The Nevada Faculty Alliance (NFA) urges the Nevada Board of Regents to scrutinize conflicting budget narratives emerging from institutions within the Nevada System of Higher Education (NSHE), citing widespread confusion and concerns about how proposed cuts and fee increases are being justified.

In a letter sent to the Board, NFA leaders say faculty across the state are hearing dramatically different accounts of the system’s financial condition—ranging from warnings of deep academic cuts to assurances that no budget crisis exists.

According to the letter, administrators at the University of Nevada, Reno (UNR) have suggested that as many as 90 academic faculty positions may be eliminated if student fees are not raised. Meanwhile, faculty at the College of Southern Nevada (CSN) and Truckee Meadows Community College (TMCC) report being told by their administrations that no budget emergency is underway.

At the same time, the letter states that both Western Nevada College (WNC) and UNR are exploring new infrastructure investments even as they consider reductions to lower‑level positions. The NFA argues that these mixed messages have left faculty uncertain about the true state of NSHE finances.

“There seems to be some disagreement across institutions about what the state of the budget is and whether it is considered a fiscal emergency,” the letter notes. The organization is asking Regents to press for clarity and consistency in budget reporting and decision‑making.

The NFA also raises concerns about the systemwide budget proposal submitted to the Board of Regents. According to the letter, the plan does not eliminate any executive‑level positions across NSHE, even as it proposes cuts to administrative faculty earning between $40,000 and $80,000 annually.

“If a goal of the Regents is to tackle administrative bloat and unnecessary projects, it does not appear that NSHE’s proposed budget cuts are in alignment,” the letter states.

The faculty group argues that without transparent and consistent information, it is difficult for employees, students, and the public to understand the rationale behind proposed fee increases, staffing reductions, or new capital projects.

The Board of Regents is expected to continue budget discussions in the coming months as institutions prepare for the next legislative cycle.

The Public Employees’ Benefits Program (PEBP) Board met on December 12, 2025, to make decisions about plan design changes for Plan Year 2027, beginning 7/1/2026. Benefits are being reduced, but not uniformly by plan option. The following are the major changes from the current plan year for the self-funded PEBP plans.

High-deductible (“consumer-driven”) health plan with Health Savings Account:

• Increase the annual deductible from $1650/$3300 (individual/family) to $1700/$3400, the new IRS minimum for plans eligible for Health Savings Accounts.
• Increase the annual out-of-pocket maximum from $4000/$8000 (individual/family) to $5000/$10000. This will increase the costs for the 7% to 10% of participants who meet the out-of-pocket maximum, after which coinsurance does not apply.
• These changes decrease the expected actuarial value of the high-deductible plan from 79.0% to 77.0% (percent of covered charges paid by the plan, the remainder paid by the participants).

No action was taken on increasing the employer contributions to HSAs for the high-deductible plan to offset the higher deductibles and out-of-pocket maximums, but that can still be considered at the January or March board meetings.

Low-deductible PPO health plan:

• Increase the annual deductible from $0/$0 (individual/family) to $300/$600.
• Increase the annual out-of-pocket maximum from $4000/$8000 (individual/family) to $5000/$10000.
• These changes decrease the expected actuarial value from 85.1% to 83.0%.

Exclusive Provider Organization plan (northern Nevada):

• Decrease the annual out-of-pocket maximum from $5000/$10000 (individual/family) to $4000/$8000.
• This change increases the actuarial value from 88.7% to 89.1%.

These changes will make the three self-funded plan options more differentiated, with a larger range of actuarial values. Not considering medical inflation, these changes are expected to reduce the total plan expenditures by $4 to $5 million—by shifting charges to participants who are meeting the current deductibles and out-of-pocket maximums. The PEBP Board modified the actuary’s proposal to increase the out-of-pocket cost on the high-deductible plan even more to $6000/$10000. The high-deductible plan is already subsidizing the other two plan options. The new actuarial values will directly affect total plan rates and employee premiums, which will be determined at the March board meeting. Total rates scale with actuarial values, so significant changes in employee premiums for the three plan options are to be expected. The board also was presented with but did not act upon proposed changes to the employer contributions from flat-dollar amounts across to the three plan options to a system with employed contribution percentages varying by plan option and dependent tier, which would also significantly affect employee premiums for play year 2027. Further consideration is expected in January or March.

A new pharmacy coupon program for in-hospital drugs, promoted to save money for both the plan and patients, was approved. Diagnostic breast imaging and colonoscopies will be covered at 100% (as for preventive services). Prior authorizations will no longer be required for biopsies, MRIs, and dialysis. The Board considered but did not approve enhancements to vision benefits and restoration of long-term disability insurance.

In good news for state employees, Carson Tahoe Hospital and UMR have finally agreed to extend their contract for in-network services for PEBP participants through 7/30/2027.

Kent Ervin and Doug Unger provided public comments at the board meeting. Kent’s written comments, including a discussion of PEBP’s deficient reserve levels, are available at the https://pebp.nv.gov/Meetings/archived-board-meetings/PEBP website.

Submitted by Kent Ervin 12/23/2025