December 11, 2024
In today’s morning session, we began with UFISU’s Lead Spokesperson Ashley Farmer presenting a package of our counter-proposal on Disability Accommodations, a Memorandum of Understanding (MOU) on Proactive Disability Measures, and a conditional withdrawal of Names Changes (if requests in Disability are met). After the first caucus, Administration presented their counter-proposal on Grievance and Arbitration, packaged with Non-Discrimination, a conditional withdrawal of Professional Ethics, and Proposed Amendments to Previous TAs. We then had a second caucus and did not reconvene at the bargaining table.
Movement in our Disability counter includes acknowledging that an employee can reach out to request an accommodation using any method (phone, in person, email) but that the employer will reach back out via email so there is documentation. There was also discussion about the person who is allowed to accompany an employee requesting an accommodation and whether the term non-participatory representative vs. support person was more appropriate. We also noted that maintaining a timeline for a decision on the accommodation process is important to our members so they have communication about where the process is. We held on the principle of timelines but made some adjustments to address employer concerns and added that the employer will provide regular updates to the employee, including any alterations to the timeline. We had further discussion about the impact of delays in implementing an approved accommodation on the Employee and invited the Administration’s team to suggest revised language. In the MOU, we are holding on creating an advisory panel as well as creating an annual report. We are asking for information in the report and also having a panel that can examine issues related to accessibility at the university. Ashley explicitly tied these proactive measures to the University’s strategic plan, which emphasizes ISU as an inclusive campus where all members feel a sense of belonging.
In the discussion about Proposed Amendments to Previous TAs, which we introduced last week to address policies, it became clear that we had a different understanding of our existing TA on Program Reorganization, Consolidation, and Disestablishment. Ashley reminded them of sidebar conversations about the grievability of processes detailed in university policies that supported our interpretation and suggested we might need to withdraw a TA. Administration Spokesperson Mark Bennett stated over and over that policies are not grievable, Ashley reminded him we agreed how the university adheres to their policies is grievable - they need to follow the rules that they created. After a 1.5-hour caucus, we reconvened, and the administration came around to our perspective again, clarifying that our prior understanding was accurate.
Bennett presented their counter-proposal on Grievance and Arbitration. We now have three areas of substantive difference in this article: First, they are holding on a timeline of 10 days after an occurrence to file a grievance at Step 1 in the process. We have been asking for 15 days. Second, they are holding on issues of academic judgment not being grievable or disputed in the arbitration process. So if a member feels that a tenure decision was arbitrarily or capriciously determined, we would not be able to grieve the decision with an arbitrator. Third, they are proposing that an employee representing themselves in a grievance has the responsibility to notify the union. However, we believe this is the employer’s responsibility. We believe our position provides for clearer and more consistent communication.
The session ended at 1:10 after a brief caucus and a sidebar. Our next bargaining session is on December 18, 9am-1pm in the Alumni Building. We hope many of you will be able to pop over before your holidays and support our bargaining team. We’ll hopefully also have an update about mediation and Spring bargaining dates at that session.