for the Study of Collective Bargaining in Higher Education and the Professions
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April 2020
We hope that you are safe, healthy, and coping the best you can with the immense challenges we are all facing. Thank you for your acts of kindness and support toward colleagues, students, campus workers, partners, parents, children, friends, neighbors, and strangers during these very difficult times.

Our April 2020 newsletter includes an update on the rescheduling of the National Center's national conference for mid-October. We will be developing contingency plans with respect to the precise format for the conference (in-person, online, or blended).
The newsletter also includes an announcement of a webinar series in May and June organized by the National Center in conjunction with the Roosevelt House Public Policy Institute at Hunter College, as well as a webinar series presented by the Labor and Employment Relations Association. We have also included links to webinars and podcasts from panel discussions held during the National Center's 2016 and 2017 annual conferences.

This month's newsletter reports on the most recent representation election involving faculty, recent decisions concerning arbitrations in higher education, a decision denying unemployment to a community college adjunct faculty member, as well as other updates and announcements, along with links to articles from the most recent volume of the Journal of Collective Bargaining in the Academy, the National Center's peer review journal.
As always, if you have comments or story ideas please email us or contact us @HigherEd_CB.
Rescheduled National Center 2020 Conference
The 47th annual national conference will be taking place on either October 19-20 or October 15-16, 2020 in New York City.

We are working with our private vendor, the NYC Seminar & Conference Center, on scheduling and developing contingency plans for holding an in-person conference, a blended conference, or a fully virtual conference. The precise format and design of the conference with be dependent on developing circumstances related to the pandemic.

It is our intention for the fall conference agenda to include many of the panels on inequality, collective bargaining, and higher education we had developed for the original conference agenda , along with panels and discussion related to the the pandemic. Paid registrations for our 2020 conference will be applied to the upcoming webinar series and the fall conference.
National Center Webinars and Podcasts

The National Center, in conjunction with the Roosevelt House Public Policy Institute at Hunter College , is pleased to announce a series of webinars for May and June with panel discussions and interactions focused on issues related to the COVID-19 pandemic. The first webinar, which will take place on May 14, is part of series of webinars presented by the Labor and Employment Relations Association .

Mark your calendars for the following list of confirmed webinars. We expect to be announcing additional webinars in the next few weeks.

May 14: 12-1 pm EST 
Higher Ed Collective Bargaining and Shared Governance in Responding to COVID-19 with Theodore H. (Terry) Curry, Michigan State University, William A. Herbert, National Center, Hunter College, CUNY, and Risa L. Lieberwitz, Cornell University ILR and AAUP. Register here for the May 14 Webinar.

May 19: 12-1:30 pm EST
Online Learning: Policies, Practices, and its Future in the Face of COVID-19 with
Stephanie Hall, Fellow, The Century Foundation, Anthony G. Picciano Professor, Hunter College and CUNY Graduate Center, School of Education, Di Xu, Associate Professor University of California Irvine, and William A. Herbert, National Center, Hunter College, CUNY, Moderator.
June 9: 12-1:30 pm EST
The Gig Academy and COVID-19: Implications for the Future with Adrianna Kezar, E ndowed Professor and Dean's Professor of Leadership, USC, Director of the Pullias Center, and Director Delphi Project, Daniel Greenstein, Chancellor, Pennsylvania State System of Higher Education, Maria Maisto, New Faculty Majority, and William A. Herbert, National Center, Hunter College, CUNY, Moderator.

June 18: 12-1:30 pm EST
Collective Bargaining and Online Technologies in the Age of a Pandemic with Joseph McConnell, Morgan, Brown & Joy, LLP, Cynthia Eaton, Secretary, Faculty Association, Suffolk County Community College, Gary Rhoades, Professor of Higher Education, University of Arizona, and Co-Editor, Journal of Collective Bargaining in the Academy, and William A. Herbert, National Center, Hunter College, CUNY, Moderator.


In the meantime, the National Center is pleased to share with you links to the following podcasts and webinars from our 2017 and 2016 annual conferences in New York City:

2017 Plenary: The Impact of Anti-Intellectualism on the State of Higher Education
with Susan Jacoby, author, The Age of American Unreason, Lynn Pasquerella, President, Association of American Colleges and Universities, Hank Reichman, AAUP Vice President, Frederick P. Schaffer, Chair, NYC Campaign Finance Board and former CUNY General Counsel and Senior Vice Chancellor for Legal Affairs, Moderator.
Download the podcast here , here , and here.

2017 Panel: Graduate Student Employees: Collective Bargaining After the NLRB's Columbia University Decision with Joseph W. Ambash, Fisher & Phillips, LLP
Daniel Julius, Senior Vice-President and Provost, New Jersey City University, Julie Kushner, UAW Region 9A Director, Wilma Liebman, Visiting Scholar, Rutgers University, School of Management and Labor Relations, and former NLRB Chair, and Melissa Korn, Reporter, Wall Street Journal, Moderator. Download the podcast here.

2017 Panel: Current Issues at Historically Black Colleges and Universities
Ronald Mason, Jr., University of District of Columbia President, John Brittain, Professor of Law, District of Columbia, David A. Clarke School of Law, Elizabeth K. Davenport, Florida A&M University United Faculty of Florida/AFT/NEA President and Felecia Commodore, Assistant Professor, Educational Foundations & Leadership, Old Dominion University, Moderator. Download the podcast here.

2017 Panel: Lincoln, Labor, and Race with Harold Holzer, Jonathan F. Fanton Director, Roosevelt House Public Policy Institute at Hunter College, Panelist and Moderator, Edna Greene Medford, Chair, Howard University Department of History, James Oakes, Distinguished Professor, CUNY Graduate Center. Download the podcast here .

2016 Panel: Negotiating Over Technology in Contracts and Curriculum: Copyright or Copyleft? with Gary Rhoades, Professor and Director, Center for the Study of Higher Education, University of Arizona, Greg Saltzman, E. Maynard Aris Professor of Economics and Management, Albion College, Michael W. Klein, Executive Director, N.J. Association of State Colleges and Universities, and Richard Novak, Vice President for Continuing Studies and Distance Education, Rutgers University, Moderator.
Download the webinar here .

2016 Panel: LGBT Issues in Higher Education Labor Relations with Rosemary DiSavino, Senior Trial Attorney, U.S. Equal Employment Opportunity Commission, Sean Robinson, Morgan State University Associate Professor of Higher Education,
Rachel V. See, National Labor Relations Board, Elizabethe C. Payne, Interim Director, LGBT Social Science and Public Policy Center, Roosevelt House, Visiting Associate
Professor, Hunter College, CUNY and Director, The Queering Education Research Institute, Moderator. Download the webinar here .
Upcoming LERA Webinars in April, May, and June

Our friends at the Labor and Employment Relations Association (LERA) have organized a series of webinars on labor and employment relations issues during the the COVID-19 pandemic. The LERA webinar on May 14 will focus on higher education and was organized by the National Center.

The LERA webinars are complimentary and will be one-hour facilitated discussions. You do not need to be a LERA member to participate, but registration is required.

April 23: 12-1 pm EST
LERA Policy Forum
COVID-19 Crisis Calls from Government, Industry, and Labor with Catherine Feingold, AFL-CIO and ITUC, Sandy Jacoby, University of California, Los Angeles, Tom Kochan MIT, Wilma Liebman, former NLRB Chairman, Alan Wild, IBM, former VP of HR; and HR Policy Association, and Joel Cutcher-Gershenfeld, Brandeis University, Moderator.

April 30: 12-1 pm EST 
LERA Dispute Resolution Interest Group
Virtual Dispute Resolution During the COVID-19 Pandemic with Richard Fincher, Workplace Resolutions LLC, Janet Gillman, Oregon Employment Relations Board, Tom Melancon, Federal Mediation and Conciliation Service, and Mark D. Gough, Penn State University, Moderator.
May 7: 12-1 pm EST 
LERA Health Care Industry Council
On the Front Lines in the COVID-19 Pandemic with Dennis Dabney, Kaiser Permanente, Peter Lazes, Cornell University, retired, Jim Pruitt, Kaiser Permanente, Hal Ruddick, Alliance of Health Care Unions, Bonnie Summers, BlueCross BlueShield Association, and Paul Clark, Penn State University, Moderator.
May 14: 12-1 pm EST 
LERA Higher Education Industry Council (jointly with National Center for the Study of Collective Bargaining in Higher Education and the Professions)
Higher Ed Collective Bargaining and Shared Governance in Responding to COVID-19 with Theodore H. (Terry) Curry, Michigan State University, William A. Herbert. National Center, Hunter College, CUNY, and Risa L. Lieberwitz, Cornell University and AAUP. Register here for May 14 Webinar
May 21: 12-1 pm EST 
LERA Work and Human Resources Network
Low Wage and Gig Work During the COVID-19 Pandemic with Janice Fine, Rutgers University, David Lewin, UCLA, Sarah Thomason, University of California, Berkeley,
David Weil. Brandeis University with Tashlin Lakhani, The Ohio State University, and Xiangmin (Helen) Liu, Rutgers University, Moderator.

May 28: 12-1 pm EST 
LERA Local Chapters Session -- Eastern Region, organized by the New Jersey LERA Chapter
Labor Relations in Times of Pandemic with Peter Cipparulo, CWA Local 1038,
Adrienne Eaton, Rutgers University, Eric Meyer, Esq., FisherBroyles LLP, Patrick Westerkamp, Esq., Westerkamp ADR, LLC, and Jonathan F. Cohen, Esq., Plosia Cohen LLC, Moderator.
June 4: 10-11 am EST
LERA International and Comparative Interest Section
Implications of COVID-19 for Workers: International Comparisons of Government, Employer and Union Policies and Practices with Fang Lee Cooke, Monash University, Australia, Greg J. Bamber, Monash University, Australia and Newcastle University, UK, Martin Behrens, Institute of Economic and Social Research (WSI) of the Hans-Böckler-Foundation, Germany, Harry Katz, Cornell University, and
Janice Bellace, University of Pennsylvania, Moderator.
Register for LERA's Virtual Annual Conference

The Labor and Employment Association will be holding its 72nd Annual Meeting
virtually on June 13-16, 2020 rather than in-person. The theme of the conference is Social, Economic, and Environmental Sustainability and the World of Work. The National Center's Bill Herbert and Joseph van der Naald will be presenting their research on graduate assistant unionization at the conference.

There is still time to register for the LERA's virtual national conference!
NYU Labor and Center for Labor and Employment Law Events
Our friends at the NYU Center for Labor and Employment Law have announced three upcoming events of interest.

On September 17, 2020, there will be a panel discussion at the NYU Center titled The Impact of COVID-19 on Employment Law. Register here.

On October 1-2, 2020, the NYU Center will be holding its 73rd Annual NYU Conference on Labor. The conference theme is Addressing Pay Equity and Issues of Inequality at Work. Register here .

On December 3, 2020, the NYU Center will be hosting a half-day conference on worker re-training and up-skilling, evaluating and exploring policies to help today's and tomorrow's workers meet the labor demands of both automating and human-touch workplaces. The conference, titled Retraining America for the Future of Work , will be co-facilitated by NYU Law Professors Samuel Estreicher and Jonathan F. Harris. Register here. Register here.
College of the Florida Keys: FT Faculty Vote for Union Representation
College of the Florida Keys , FPERC RC-2019-029

On April 9, 2020, the Florida Public Employees Relations Commission tallied the ballots in a mail ballot election concerning a petition filed by United Faculty of Florida to represent a bargaining unit of full-time faculty and other professional employees at the College of the Florida Keys. The tally demonstrated that in a unit of 34 employees, 20 voted in favor of representation, and 13 voted against.

The following is the at-issue bargaining unit at the College of the Florida Keys:

Included: All full-time faculty, academic services advisors, assistant director learning resources center, and assistant director student success services.

Excluded: All other employees of The College of the Florida Keys .
New School: Student Employees Ordered Returned to Bargaining Unit
The New School and SENS-UAW Local 7902

On April 13, 2020, Arbitrator Barbara C. Deinhardt issued a decision and award sustaining a grievance filed by SENS-UAW Local 7902) alleging that the New School violated the the parties' first collective bargaining agreement when in March 2019 it reclassified employees working as Research Assistants at the Graduate Faculty Philosophy Journal, to Senior Student Specialists and unilaterally removed them from the bargaining unit represented by SENS-UAW.

SENS-UAW was certified in July 2017 to represent a bargaining unit of graduate and undergraduate assistants at the New School. The first contract was signed in late January, 2019, retroactive to September 1, 2017.

The recognition clause of the contract states that Research Assistants and Research Associates are in the SENS-UAW bargaining unit. In March 2019, the New School reclassified the student employees working at the Graduate Faculty Philosophy Journal, an academic journal sponsored by the New School's philosophy department, from Research Assistants to Senior Student Specialists without any change in their duties.

In sustaining the grievance, Arbitrator Deinhardt noted that from the time that SANS-UAW was certified through the signing of the first contract, the New School classified the student employees as Research Assistants. Further, the arbitrator found that SANS-UAW had no reason to assume that the employees working on the Journal had been misclassified at any time prior to reaching the first contract for the bargaining unit. The arbitrator pointed out that any alleged error in the New School's original classification of the at-issue student employees could be remedied during the course of collective bargaining for a successor contract.
City Colleges of Chicago, District 508: Dismissal of ULP Affirmed
City Colleges of Chicago, District 508 v. Illinois Educational Labor Relations Board, Case No. 4-19-0102

On March 20, 2020, the Appellate Court of Illinois, Fourth District issued a decision affirming an order by the Illinois Educational Labor Relations Board (IELRB) finding that City Colleges of Chicago, District 508 engaged in an unfair labor practice when it refused to re-arbitrate a grievance pursued by the City Colleges Contingent Labor Organizing Committee, IEA-NEA, which represents a bargaining unit of part-time adjunct faculty and part-time librarians.

The at-issue grievance was filed by the union on behalf of part-time faculty who faced termination because they were receiving benefits from the State University Retirement System. The original arbitration decision and award sustaining the grievance was found to be unenforceable by IELRB due to a procedural irregularity.

Following that IELRB determination, the union demanded that the City Colleges of Chicago re-arbitrate the grievance. When the college refused, the union pursued a new claim before the IELRB asserting that the refusal to re-arbitrate constituted an unfair labor practice. IELRB sustained the charge concluding that the negotiated contractual grievance procedure had not be completed because the original arbitration decision and award had been found to be non-binding.

On appeal, the court sustained the IELRB decision finding that the college engaged in an unfair labor practice by refusing to re-arbitrate the grievance because there was no binding arbitration decision concerning the contractual issue raised in the grievance.
Western Illinois Univ.: ULP Dismissed Concerning Arbitration Decision
Western Illinois University v. Illinois Education Illinois Educational Labor Relations Board, Case No. 4-19-0143

On April 10, 2020, the Appellate Court of Illinois, Fourth District issued a decision reversing a ruling by the Illinois Educational Labor Relations Board (IELRB) finding that Western Illinois University engaged in an unfair labor practice when it failed to comply with a July 2017 arbitration award and a March 2018 supplemental arbitration award concerning grievances pursued by the University Professionals of Illinois, Local 4100, IFT-AFT, AFL-CIO challenging faculty layoffs.

Unlike the National Labor Relations Act, and other public sector collective bargaining laws, the Illinois Educational Labor Relations Act is an unfair labor practice for an educational employer to refuse to comply with the provisions of a binding arbitration award.

The collective bargaining agreement between Western Illinois University and the University Professionals of Illinois includes provisions relating to layoffs of tenured and tenure track faculty including requiring the university to consider five factors when determining faculty layoffs and to make reasonable efforts to locate other equivalent positions prior to the effective date of the layoffs.

In 2015, University of Professionals of Illinois filed grievances on behalf of laid off faculty members. The grievances were heard by an arbitrator who issued a decision and award in 2017 finding that the University of Western Illinois violated the collective bargaining agreement with respect to two faculty members.

The arbitrator ordered the university to compensate one faculty member for back wages and to reconsider its layoff decision based on the five factors in the contract. If the university reaffirmed its decision concerning that professor, it would have to make a reasonable effort to find an alternative faculty position. Regarding the second professor, the arbitrator found that the university violated the contract by failing to make reasonable efforts to find her another appropriate faculty position at the university.

In his decision and award, the arbitrator retained jurisdiction to resolve issues relating to the university's implementation of the award.

In September 2017, the university wrote both professors detailing its unsuccessful efforts at identifying alternative faculty positions for them. In response, the University of Professionals of Illinois persuaded the arbitrator to assert his continuing jurisdiction, over the university's objections, to determine whether the university had complied with the arbitration decision and order. Following a hearing, the arbitrator issued a supplemental decision and award in 2018 finding that the university's actions were not in compliance with the first decision and award.

The University of Professionals of Illinois also pursued administrative claims, which resulted in the IELRB ruling in 2019 that the university had engaged in unfair labor practices by failing to comply with the original and supplemental arbitration decisions and the agency ordered the university to comply with both arbitration awards.

On appeal, the Appellate Court of Illinois, Fourth District ruled that the arbitrator lacked jurisdiction as a matter of law to hear and decide whether the university had complied with the original arbitration award, which it determined was a new issue concerning what actions the university had taken after the original 2017 arbitration decision. The appellate court found that the arbitrator lacked contractual authority to issue a supplemental decision on the question of compliance.

Therefore, the court vacated the IELRB decision finding the university had engaged in an unfair labor practice when it failed to comply with the 2018 supplemental arbitration decision. With respect to the university's compliance with the original 2017decision, the court remanded the case to IELRB " with instructions to consider any evidence relevant to the issue of the University ’s compliance with the July 2017 award."
PASSHE: Required Disclosure of Criminal History is Not Negotiable
Association of Pennsylvania State College and University Faculties v. Pennsylvania Labor Relations Board, Case No.67 MAP 2018

On March 26, 2019, the Supreme Court of Pennsylvania issued a decision concluding that a policy of the Pennsylvania State System of Higher Education (PASSHE) requiring faculty to submit to criminal history checks, to report arrests or convictions of serious crimes or findings of child abuse constituted an inherent managerial prerogative and therefore was not a mandatory subject of negotiations between the Association of Pennsylvania State College and University Faculties and PASSHE.

In reaching its decision, the Supreme Court of Pennsylvania concluded that PASSHE's duty to protect the safety of minors while on campus and to insure a safe campus outweighs, as a matter of law, the impact that the policy has on the faculty's terms and conditions of employment.
Broome County Comm. Coll.: Adjunct Professor Denied Unemployment
Matter of Barnett, NY Appellate Division, Third Department

On April 9, 2020, a New York intermediate appellate court, in a 3-2 decision, reversed a ruling by the New York State Unemployment Appeals Board that Broome County Community College adjunct professor Major A. Barnett was entitled to unemployment compensation for the months between the 2018 spring and fall semesters.

Under New York law, higher education faculty and other professionals "are precluded from receiving unemployment insurance benefits during the period between two successive academic periods if they have received a reasonable assurance of continued employment.”

In the present case, the appellate court majority found that professor Barnett had received a reasonable assurance of continued employment from the college with respect to the fall 2018 semester, and therefore he was not entitled to unemployment compensation for the summer months.

In June 2018, the college had sent Barnett a letter stating that it had scheduled him to teach in the fall semester but that the courses were dependent on student enrollment and he would be notified if his course or courses were eliminated. In mid-June 2018, the college's online course schedule listed three courses that Barnett would be teaching in the fall. The schedule stated that his two sociology courses were closed with an enrollment of 25 students each, and his social work course already had 25 students enrolled. When Barnett filed for unemployment he acknowledged that he had been informed by the college that he would be employed after the summer break and that he had been offered an adjunct position for the fall semester. He also acknowledged that he was a member of the Faculty Association o Broome Community College and that his terms and conditions of employment were subject to a collective bargaining agreement.

The two dissent justices would have affirmed the administrative ruling that Barnett was entitled to unemployment compensation. Although Barnett was subject to a collective bargaining agreement, his compensation was dependent on the level of student enrollment in the fall. Consistent with the college's June 2018 letter there remained the possibility at the time Barnett applied for unemployment that he would receive less or no compensation in the fall if his courses were eliminated due to a drop in enrollment.
State of Connecticut: Post- Janus Lawsuit for Fee Repayment Dismissed
Wholean v. CSEA SEIU 2001, Case No. 19-1563-c

On April 15, 2020, the United States Court of Appeals for the Second Circuit issued a decision affirming the dismissal of a lawsuit brought by Connecticut state workers against CSEA SEIU LOCAL 2001, the union that represents their bargaining unit, seeking reimbursement for agency fees they were required to pay prior to the Supreme Court's 2018 decision in Janus v. AFSCME, Council 31 138 S. Ct. 2448 (2018) .

In Janus, the Supreme Court overruled Abood v. Detroit Board of Education, 431 U.S. 209 (1977), and held that requiring non-members of a bargaining unit to pay a fee for services to a union is unconstitutional compelled speech under the First Amendment.

In its recent decision, the United States Court of Appeals for the Second Circuit ruled the union had a good faith defense against the lawsuit for collecting agency fees prior to the Janus decision because its actions were lawful under Abood

For those interested in an analysis of post- Janus litigation, we recommend the paper The Aftermath of Janus v. AFSCME: An Ongoing Assault on Public Sector Unions,
written by Ann Hodges, Professor Emerita at the University of Richmond School of Law, for the American Constitution Society.
Virginia: Governor Delays Lifting Ban on Collective Bargaining
Last month, we reported that the Virginia state legislature passed important legislation granting counties, cities, towns, and school boards with the authority to enact ordinances or resolutions creating union representation procedures with respect to their employees.

Under the legislation, a county, city, town, and school district would be required to adopt or reject a collective bargaining ordinance or resolution after receiving a "certification from a majority of public employees in a unit considered by such employees to be appropriate for the purposes of collective bargaining." The bill would not permit collective bargaining at the state's higher education institutions, however.

In a surprise move, Democratic Governor Ralph Northam has recommended that the effective date of the legislation be delayed until May 21, 2021 rather than January 1, 2021. Governor Northam cited the Covid-19 pandemic as his rationale for postponing collective bargaining in Virginia.
Journal of Collective Bargaining in the Academy, Vol. 11
Journal of CBA Logo
The National Center is pleased to announce publication of Volume 11 Journal of Collective Bargaining in the Academy, our a peer review multi-disciplinary journal co-edited by Jeffrey Cross, Eastern Illinois University (Emeritus), and Gary Rhoades, University of Arizona. The following are links to articles, op-eds, and practitioner perspectives from Volume 11.



Rodrigo Dominguez-Villegas, Laurel Smith-Doerr, Henry Renski, and Laras Sekarasih,

Practitioner Perspectives

We encourage scholars and practitioners in the fields of collective bargaining, labor relations, and labor history to submit articles for potential publication for Volume 12 of the Journal.

The Journal of Collective Bargaining in the Academy is supported, in part, by a generous contribution from TIAA and is hosted by the institutional repository of Eastern Illinois University.
COCAL Biennial Conference Dates and Location Announced
The Coalition of Contingent Academic Labor (COCAL) has announced that its 2020 biennial conference will be taking place on August 7-9, 2020 in Queretaro City, Mexico.

COCAL is a network of North American activists working to improve higher education by improving the work environment of contingent academic laborers. They strive to achieve job reliability, better wages, academic freedom, and time and resources for academic research and professional development.

Details concerning the 2020 biannual conference is available here:
Teaching Labor's Story: Resources for the Classroom and Beyond

from the
Announcement and Call for Submissions:
Teaching Labor’s Story (TLS) is a project of the Labor and Working Class History Association (LAWCHA). Its on-line repository of chronologically organized materials is dedicated to providing teachers, labor educators, workers, and the public with resources that can be readily incorporated into existing curriculum.
Teaching Labor’s Story furthers LAWCHA’s mission to “promote public and scholarly awareness of labor and working-class history” and its commitment to “teaching labor history in the classroom, from K12 to colleges and universities.”
WHAT? Each TLS entry has two parts: 

·     A primary source carefully selected to reveal labor voices, experiences and actions during a commonly recognized historical era or event. Primary sources may be textual, visual, or audio. (length: 1-2 pages)

·     A custom-written teaching guide accompanies each primary source. Teaching guides follow a common template that includes a short essay that contextualizes and explains the source (highlighting both broad trends and noteworthy particularities); identifies the primary source’s connection to established history curriculum; and provides a brief glossary of terms, discussion or writing prompts, and suggests additional resources. (length 4-7 pages)
WHO?  Teaching Labor’s Story entries are written by labor history scholars. Each TLS entry is peer-reviewed. This ensures accessible, high quality teaching resources for users, and professional publishing opportunities for authors.
Interested in using TLS resources? Interested in writing a TLS entry? and navigate to Teaching Resources page.
For more information:
Job Posting: International Labor Rights Forum Executive Director
The Board of the International Labor Rights Forum (ILRF), a 34-year old non-profit based in Washington, D.C., seeks an Executive Director to lead the organization. The ideal candidate would be available to start on or before June 1, 2020. The deadline to apply is April 30, 2020, but applications will be considered as they are received.
ILRF is a human rights organization with a budget of almost $2 million a year, dedicated to promoting dignity and justice for workers in the global economy. More information about ILRF is available at

To apply: Please send resume, cover letter, and a writing sample to the ILRF Board, at

Preferred Qualifications:

  • Detailed knowledge of international human rights, international labor standards, and issues affecting workers in globalized industries.
  • A commitment to movement building and grassroots organizing. An understanding of global labor movements, especially trade union movements in the Global South, strongly preferred.
  • A post-graduate degree in law, development, human rights or other relevant field.
  • Extensive experience managing in the social justice sector. Experience managing in a unionized staff environment strongly preferred.
  • Fluency in English required. Proficiency in another language or other languages strongly preferred.
  • Strong track record of non-profit fundraising from a diversity of sources.
  • Experience developing and implementing advocacy strategies, including experience producing high-quality written material.
  • Willingness to travel extensively, both domestically and internationally.
  • Commitment to anti-oppression principles and practice, and experience and sensitivity in working in multicultural, multiracial environments.

Responsibilities of the Executive Director will include:

Strategic Leadership and Positioning:
  • Play a leadership role with Board, staff, and allies to continuously evaluate opportunities and generate effective strategies in the context of changing landscape and evolving issues in this field, consistent with the ILRF’s mission, vision and values.
  • Represent the organization in public fora, and guide relations with allies in the field.
  • Cultivate and manage funder relations, including with an engaged network of individual donors.
  • Organizational planning, monitoring and evaluation.
  • Financial management (including developing and managing program budgets).
Board Relations:
  • Engage and convene a Board of trade unionists, non-profit leaders, faith leaders, and other committed social justice activists to further the work and stature of ILRF.
Salary and Benefits: from $100,000 to $120,000 depending on experience. Benefits include health, dental, and vision insurance; paid holidays, vacation, and sick leave; SIMPLE IRA plan; and transportation reimbursement.

The ILRF is an equal opportunity employer and actively recruits women, people of color, persons with disabilities, and persons with diverse gender and sexual identities.
Job Posting: Attorney for United Federation of Teachers
The United Federation of Teachers, a 200,000+ strong union of educators and other professionals, seeks an attorney with specialized experience in labor and employment law, dealing primarily with the relationships between employers and unions. Must be a self-starter, diligent and have the proven ability to work with a wide range of people. Will require some evening work hours and frequent travel to various locations within the five boroughs.
Candidates must have experience in collective bargaining, both public and private preferred. Experience to include contract negotiation, drafting and preparation.
Trial and writing experience relevant to labor litigation as well as experience in the review and preparation of settlement agreements are preferred.
Excellent communication (oral and written) and interpersonal skills within and across departments and externally is required. Must be able to work independently and as a team player with flexibility and be willing to work on a broad range of legal matters.
New York Bar Admission required. Minimum 4-6+ years of experience.
Excellent benefits package. EOE
Please submit a cover letter, resume, a legal writing sample (sample will not be returned), three references and law school transcripts by email to . No phone calls or walk-ins please.
Job Posting: SEIU Union Representative/Organizer for Upstate New York
Union Representative / Internal Organizer Based in Syracuse or Ithaca, NY
(with travel throughout NY state)

SEIU Local 200United is now hiring a  Contract Organizer  – a strategic, high-energy individual with a demonstrated ability to organize people and challenge power in the workplace.

For 100 years, SEIU members have fought for dignity, respect, and better conditions in our workplaces and communities. Our diverse leaders and staff support workers as they speak out for good jobs and better lives for themselves and their families. SEIU Local 200United is a Local chapter of SEIU that is made up of a wide variety of workers (15,000) in public, private, and federal sectors in Upstate New York and Vermont.


  • Organize workers through communicating in one on ones and via small meetings to work collectively and build strong unions.
  • Mentor and develop leadership among union members, stewards, and officers.
  • Working with members to enforce their union contract through the grievance and arbitration process.
  • Negotiate union contracts: both leading bargaining at the table and leading every aspect of contract campaigns from drafting proposals to organizing a member contract action team to actions including pickets, rallies, and strike preparation.
  • Build external relationships with the community and workers to move the campaign and union movement forward.
  • Encourage participation in political activities that hold elected officials accountable to working families.
  • Assisting in creating communications materials including leaflets and newsletters.
  • Carefully manage and maintain membership data to track and develop member activists, leaders and participation.


  • Demonstrated ability to work with people from diverse cultural, economic, and social backgrounds.
  • Direct experience in field organizing for social justice or other issue campaigns.
  • Commitment to the goals and principles of union organizing, workers’ rights, direct action, economic justice, and progressive issues.
  • Ability to think clearly under pressure.
  • Ability to create and follow through with a campaign plan from start to finish.
  • Ability to handle multiple projects simultaneously and meet established benchmarks and deadlines. Demonstrated ability to problem-solve independently while working as part of a team.
  • Strong speaking and writing skills a must.
  • Ability to function in a computerized smartphone environment. Functional ability to utilize Microsoft Word, Excel, Google Docs, and social media.
  • A valid driver’s license and an insured vehicle required.
  • Willingness to work long hours, evenings and weekends as needed.
  • Knowledge of basic labor law such as NLRA, NYS Taylor Law, FMLA, ADA, FLSA, OSHA, etc., is a plus.

Syracuse or Ithaca, NY. Position requires travel throughout New York State.

Competitive salary, full benefits package including: 100% employer-paid family health, dental, and life insurance, a defined benefit pension, a supplemental 401K, and a car allowance. This is a salaried position.

To Apply:
Email a cover letter, résumé, and references to: August Schneeberg, Research and Communications Director,
National Center for the Study of Collective Bargaining
in Higher Education and the Professions
Hunter College, City University of New York
425 E 25th St.
Box 615
New York, NY 10010
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