August 28, 2024
This is our six-month anniversary of bargaining, to the day! AND our 21st bargaining session!
Today we got two TA’s (tentative agreement) on Health and Safety, and Facilities, so we now have 15 TA’s. This is almost half of our original proposed articles, but admin still will not present their economic proposals or respond to ours.
In today’s all-day session, we began with Administration Spokesperson Mark Bennett presenting their counter-proposal on Health and Safety, and Facilities. Major movement included aligning with our language, such as the employer recognizing their responsibility to make reasonable provisions for health and safety, including providing appropriate safety training and personal protective equipment as required by law.
UFISU’s Lead Spokesperson Ashley Farmer then presented our counter-proposal on Discipline. Major movement here included language that focuses on a corrective approach to discipline, not a punitive approach. We note that documentation of discipline should be removed from a personnel file 18 months after the offense, if there have been no other issues. Our proposal also included more details around what defines “severe disruption” because we still think this phrase is too vague to be equitably enforced. We then went to caucus.
Upon return from caucus at noon, we signed a tentative agreement on Health and Safety, and Facilities. MB then presented a counter-proposal on Discipline, that moves much closer to our language. Major movement here included our agreement on language such as that if an employee has been notified that they are under investigation, they may request an update on the investigation every thirty days. Also an employee will be notified at least 72 hours before an investigatory interview is scheduled. The employer will not disclose that the employee is under investigation, unless there is a reasonable need. An investigatory hearing will not include formal transcriptions, but may include informal notes. In addition to language about “severe disruption,” two other key issues that we are still separate on are: removing documentation from personnel files if there are no issues, and whether a union representative can speak on behalf of an employee in a hearing.
MB then presented a packet of nine counter-proposals: Non-Discrimination; Management Rights; Faculty Appointment, Salary, Promotion and Tenure (which notably does not include salary); Milner Library; Entire Agreement; Limitations and Savings; Duration and Implementation; Disability Accommodation; and Identification of Union Representatives. The only changes they made to their prior proposals include: Faculty Appointment, Salary, Promotion, and Tenure includes additional language to provide 2 workdays written notice before a formal teaching observation, and that formal observation feedback and student reactions to teaching may be used in the employee’s annual evaluation. However, they noted that they reject our language for international faculty, such as that they will meet deadlines for visa applications, that will pay for all work-related visa fees, and that if the employer missed application deadlines, they will cover the costs for the employee to retain an immigration lawyer themselves. Admin stated that they will do the legal minimum in regards to international faculty. We note that, even after Dr. Natalie Shaheen’s (Assistant Professor, Special Education) commentary at bargaining last week, administration continues to make no movement on Disability.
We went to caucus again, and then returned with a counter-proposal on Discipline. Our major movement includes stating that after 18 months, documentation of discipline will live in the Provost’s office. We then went back to caucus. There was a short sidebar between MB and Ashley, and then we dismissed for the day.
Come join our bargaining sessions! We look forward to seeing you soon!