Talking Points for February 5, 2010 Town Hall Meeting, Linda King ...

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Employee payments to the union o Each states that union-represented employees must pay the union that represents them either via union dues or “fair share.” AFT recently increased dues at WOU by 25% to finance organizing drives at UO and OSU. • Management rights o Each lists rights that continue to belong exclusively to university management, such as the rights to hire, promote, demote, transfer, suspend, discipline, discharge, test, direct and schedule employees and to control the use of university property. • Types of faculty and appointments o Each describes various categories of fixed-term and tenure track faculty. o Each outlines the process for faculty appointments, including appointments for summer term. • Assignment of duties/teaching load o Most of the contracts include definitions of normal teaching loads with language that allows the university to assign faculty work load based on institutional needs and goals. • Salary o Each describes salary steps and percentage increases, if any, for each category of represented employees. o The new contracts at PSU and SOU call for unpaid furloughs to achieve pay reductions. At PSU reductions range from 1.15% for the lowest-paid faculty to 4.38% for the highest-paid. At SOU, 4.6% is the maximum amount that a faculty member’s pay may be reduced. • Progressive sanctions/disciplinary procedure o Each describes the steps through which disciplinary procedures are to progress. o Each states that employees undergoing disciplinary action have the right to request union representation. o Two contracts list offenses for which union-represented faculty and professional staff can be disciplined. • Grievance and arbitration o Each states that grievances may only be filed concerning alleged violations of the union contract, and may not be filed over matters related to academic judgment. 4
o Each outlines the stages through which grievances proceed and the time limits that are associated with each step. o Each states that grievances can be taken to arbitration only with the approval of the union. o The PSU/AAUP contract states that the union must file the grievance on behalf of the bargaining unit employee; the three other contracts allow bargaining unit employees to represent themselves if they so choose. • Professional development & support o Each specifies how much is set aside for faculty development and travel. o Each describes a procedure for determining how and to whom funds are to be awarded, with management retaining the right to decide who receives support. • Evaluations, tenure and promotion o Each outlines procedures and timelines for performance evaluations and decisions regarding promotion and tenure. o Each acknowledges that university management retains the right to set performance standards and make tenure and promotion decisions. • Layoff and retrenchment o Each states that university management has the right to determine when a layoff or retrenchment is required due to financial exigency, program or discipline curtailment or retrenchment. o Although contracts vary slightly, the order in which personnel are laid off generally is determined by: a. The needs of the program or division; b. Kind of appointment: e.g., fixed term appointments shall be laid off annual tenure appointments, who are laid off before indefinite tenure appointments; c. Seniority. • Tenure relinquishment and early retirement • Each outlines procedures for early retirement. • Leaves o Each describes factors determining eligibility for sabbatical leave and procedures for awarding such leaves. 5
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Talking Points for February 5, 2010 Town Hall Meeting, Linda King ...

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