February 2023 Newsletter

In this issue of the National Center's monthly newsletter, we provide updates on speakers and panels for our 50th anniversary conference next month including keynote speaker Michael Sandel and a special conference performance and discussion on labor issues facing independent musicians.

The newsletter also reports on a federal appeals court upholding exclusive representation; a California Public Employment Relations Board decison on uniateral changes at the University of California at Santa Cruz; recent certifications of a graduate assistant bargaining unit at the University of Southern California, a research scientist unit at the University of Washington, and a support staff unit at the University of Vermont Medical Center; a recent petition to represent graduate assistants at Dartmouth; pending petitions to represent professional staff at Walla Walla Community College and resident advisors at Fordham University, RPI and Boston University; and pending petitions seeking to represent physicians and interns, residents, and fellows.

We also welcome Dawn Wells, our newest research assistant and announce the forthcoming publication of a new book Contingent Faculty and the Remaking of Higher Education, a Labor History, edited by Eric Fure-Slocum and Claire Goldstene. Lastly, we share job postings of interest to members of our constituencies.

Join Us For Our 50th Anniversary Conference

Hunter College

March 26-28, 2023, New York City

On March 26-28, 2023, the National Center will be holding our 50th annual conference in New York City at Hunter College and the Roosevelt House Public Policy Institute.

The theme of the 2023 annual conference will be Collective Bargaining in Higher Education Looking Back, Looking Forward, 1973-2023.

Consistent with the theme, the conference agenda will include an array of panels examining historical and contemporary issues in higher education including • negotiations • bargaining over contingent faculty issues • salary equity • collective bargaining and shared governance • graduate assistant unionization • labor relations • Title IX • discrimination • religiously-affiliated institutions, • enrollment • financial support for higher education • student debt • and retirement equity.

Click here to Register

50th Annual Conference Keynote Speaker:

Political Philosopher and Harvard Professor Michael J. Sandel

Michael Sandel, the political philosopher and Harvard University professor will be the conference keynote speaker. Professor Sandel's books include: The Tyranny of Merit: What’s Become of the Common Good?; What Money Can’t Buy: The Moral Limits of Markets; Justice: What’s the Right Thing to Do?; The Case against Perfection: Ethics in the Age of Genetic Engineering; Public Philosophy: Essays on Morality in Politics; Democracy’s Discontent: America in Search of a Public Philosophy; and Liberalism and the Limits of Justice

Professor Sandel's books are available for purchase at Bookshop.org:

The Tyranny of Merit What Money Can't Buy Democracy's Discontent

Panels and Speakers

Below is a list of conference panels and speakers:

Panel: The 50-Year History of Collective Bargaining at Hofstra University with Herman Berliner, Lawrence Herbert Distinguished Professor, Provost Emeritus, Hofstra University, Peter C. Daniel, Professor of Biology, Hofstra University, Bernard J. Firestone, Professor of Political Science, Hofstra University, Estelle S. Gellman, Professor Emerita, Hofstra University, Elisabeth Ploran, Associate Professor of Psychology, Hofstra University, and Liora Pedhazur Schmelkin, Distinguished Professor Emeritus, Hofstra University.

Panel: Cultivating a Collaborative Culture in a Climate of Semi-Permanent Austerity with Nicholas DiGiovanni, Partner, Morgan, Brown & Joy, Chief Negotiator, University System of New Hampshire, Kimberly Harkness, Executive Assistant to the Provost and former Director of Human Resources, Keene State College, Emile Netzhammer III, Chancellor, Washington State University, Vancouver, former Provost at Keene State College, and Patrick Dolenc, Professor of Economics, Keene State College, Chair of Keene State College faculty union bargaining team, Panelist and Moderator.

Panel: College Athletes, NCAA and the NLRA: An Update with Gabriel Feldman, Sher Garner Professor of Sports Law, Tulane Law School, Joshua Nadreau, Fisher Phillips LLP, Mark Gaston Pearce, Executive Director, Workers’ Rights Institute, Georgetown University Law School, and former National Labor Relations Board Chairman, and Jeffrey Hirsch, Geneva Yeargan Rand Distinguished Professor of Law, University of North Carolina School of Law, Panelist and Moderator.

Panel: Title IX: Its Past, Its Present, and Its Future with Frazier Benya, Senior Program Officer, National Academies of Sciences, Engineering, Lance Houston, Title IX Coordinator and Director of Equity and Compliance, Adelphi University, Risa Lieberwitz, Professor of Labor and Employment Law in the Cornell University School of Industrial and Labor Relations and General Counsel of the American Association of University Professors (AAUP), Tamiko Strickman, Special Advisor to the President and Executive Director of the Office of Equity, Civil Rights, and Title IX, University of Michigan, and Moderators: Karen R. Stubaus, Ph.D., Vice President for Academic Affairs, Rutgers University and Alexandra Matish, J.D., Associate Vice Provost for Academic and Faculty Affairs and Senior Director, Academic Human Resources, University of Michigan. Co-organized by the National Academies' Action Collaborative on Preventing Sexual Harassment in Higher Education.

Panel: Treasuring the Past and the Spirit of Change: Perspectives from Experienced Arbitrators with Rosemary A. Townley, Arbitrator and Mediator, Howard C. Edelman, Arbitrator and Mediator, Jacquelin F. Drucker, Arbitrator and Mediator, and Homer LaRue, Arbitrator, Mediator, and Professor, Howard University Law School, Moderator. Co-sponsored by the National Academy of Arbitrators.

Panel: Higher Education Unionization: Perspectives from Labor Relations Agencies with John Wirenius, Chairperson, New York State Public Employment Relations Board, Marjorie Wittner, Chairperson, Massachusetts Commonwealth Employment Relations Board, Mary Beth Hennessy-Shotter, Director of Conciliation and Arbitration, NJ Public Employment Relations Commission, and Michael P. Sellars, Executive Director, Washington State Public Employment Relations Commission, Moderator. Co-sponsored by the the Association of Labor Relations Agencies.

Panel: Yesterday and Today: Experienced Administrators Reflect on Collective Bargaining in Higher Education with Margaret E. Winters, Former Provost and Professor Emerita French and Linguistics, Wayne State University, Theodore H. Curry, Associate Provost and Associate Vice President for Academic Human Resources Emeritus, Professor Emeritus, School of Human Resources and Labor Relations, Michigan State University, Letitia Silas, Executive Director, Labor Relations, University of California, Jeffery Frumkin, Associate Vice Provost for Academic Human Resources, University of Michigan (retired), and Michael Eagen, Associate Provost for Academic Personnel, University of Massachusetts – Amherst, Moderator.

Panel: Yesterday and Today: Experienced Faculty Leaders in Higher Education with Jamie Dangler, former Vice President for Academics, United University Professions, Jeffrey Halpern, former President, Rider University AAUP, Art Hochner, Associate Professor Emeritus, Management, Temple University & former President, Temple Assn. of University Professionals, AFT 4531, Charles Toombs, President, California Faculty Association, and Penny Lewis, Secretary, Professional Staff Congress/CUNY, AFT Local #2334, Moderator.

Panel: Collective Bargaining and Building Relationships During the COVID-19 Crisis with Melissa Sortman, Director, Faculty and Academic Staff Affairs, Michigan State University, Kate Birdsall, President, UNTF and Associate Professor, Michigan State University, Daniel L. Fay, Assistant Professor, Askew School of Public Administration and Policy, Florida State University, Adela Ghadimi, PhD Candidate, Askew School of Public Administration and Policy, Florida State University, and Braden Campbell, Reporter, Law360, Moderator.

Panel: Non-Discrimination Contract Clauses in Higher Education: Substance and Procedures with Erin Ward, PhD Student in Sociology, CUNY Graduate Center, Anu Biswas, Graduate Student, CUNY School of Labor and Urban Studies, Melanie Kruvelis, Graduate Student, CUNY School of Labor and Urban Studies, Ana Avendano, Professor, CUNY School of Law, Panelist and Moderator and Natasha Baker, Managing Attorney, Novus Law Firm, Discussant.

Panel: Past, Present, and Future of Graduate Student Employee Unions with Bob Muehlenkamp, first TAA President, Julie Schmid, Executive Director, AAUP, Candi Churchill, Executive Director, United Faculty of Florida, Emily Schkeryantz, Organizer, UAW Local 1596, Danielle Dirocco, Organizational Specialist, NEA, Cassidy Wagner, Vice President for Communication, Coalition of Graduate Employees, AFT Local 6069, and Joseph van der Naald, PhD Candidate in Sociology, Graduate Center, CUNY, Moderator.

Documentary Showing: The Wisconsin TA Strike by Mike Oberdorfer, William B. Pratt, James W. Russell; Re-edited in 2021 by James W. Russell. In March 1970, the Teaching Assistants Association at the University of Wisconsin went out on strike for twenty-four days. It was the first TA strike in the history of the United States. This documentary is the story of the strike that launched the first graduate student employee union in the country.

Panel: Collective Bargaining and Governance: In Harmony or In Conflict? with Amitabha Bose, President, NJIT Professional Staff Association/AAUP, Fadi Deek, former Provost & Senior Executive Vice President and Dean of the College of Science and Liberal Arts, NJIT, Rene Castro, CSU, Dominguez Hill, Carl Levine, Levy Ratner, and Christopher Sinclair, Secretary/Treasurer, AAUP, Moderator.

Panel: Medical Training and Collective Bargaining: Histories and Challenges with Dr. Srinivas Pentyala, Professor & Director of Translational Research in Anesthesiology & SARAS Coordinator; Faculty in Orthopedics & Rehabilitation, Urology, Health Sciences, Physiology & Biophysics, Stony Brook School of Medicine, Meredith Mullane, Vice Chancellor for Academic Affairs, Rutgers Biomedical and Health Sciences, David Dashefsky, Director of Strategic Campaigns, CIR-SEIU Healthcare, and Sara Slinn, Associate Professor, Osgoode Hall Law School, York University, Moderator.

Panel: Labor and Anti-Discrimination Rights at Religiously-Affiliated Institutions with Gerald J. Beyer, Associate Professor of Christian Ethics, Villanova University, Saerom Park, Assistant General Counsel, SEIU, Sarah M. Phelps, General Counsel, Trinity Washington University, and Michael Loconto, Labor Arbitrator, Loconto ADR, Moderator.

Panel: History of Full-time and Part-time Contingent Faculty Unionization since the Early 1990s with Joseph P. McConnell, Morgan, Brown & Joy, Anne McLeer, Director of Higher Education and Strategic Planning, SEIU Local 500, Andrew Cantrell, Field Service Director, Illinois Federation of Teachers, Scott C. Merrill, Senior Director of Labor Operations and Senior Labor Counsel, Northeastern University, and Katherine H. Hansen, Gladstein, Reif & Meginniss, LLP, Moderator.

Panel: Past and Present of Negotiated Contingent Faculty Job Security: Labor Perspectives from the University of California and the University of Michigan with Mia McIver, former UC-AFT President, Kirsten Herold, President, Lecturers' Employee Organization, AFT Local 6244, Eric Beuerlein, Vice President, Lecturers' Employee Organization, AFT Local 6244, Luke Elliott-Negri, Legislative Representative, PSC-CUNY and Researcher, CUNY School of Labor and Urban Studies, and Alissa G. Karl, Vice President for Academics, United University Professions, Moderator.

Panel: Looking Back, Looking Ahead: State and Federal Higher Education Financing Over the Past Half-Century with F. King Alexander, Faculty Fellow, College Promise Foundation & Senior Faculty Fellow, Education Policy Center, University of Alabama, Sophia Laderman, Associate Vice President, State Higher Education Executive Officers Association, Fred Floss, Professor, SUNY at Buffalo & Co-Director, Center for Economic Education, Mary Taber, Director of Research, United University Professions, and Thomas Harnisch, Vice President for Government Relations, State Higher Education Executive Officers Association, Moderator.

Panel: Economic and Other Factors Impacting Enrollment Trends, 1973-2023 with James Castagnera, Adjunct Professor of Law, Drexel University, former Associate Provost/Legal Counsel for Academic Affairs, Rider University, Brad Litchfield, Assistant Provost for Finance and Administration, Academic Affairs, Montclair State University, Karina Salazar, Assistant Professor, College of Education, University of Arizona, Melanie Carter, Associate Provost & Director of the Center for HBCU Research, Leadership, and Policy, Howard University, and Nicole Bennett, Associate Provost & Assistant Vice President, Academic Affairs, Hunter College, CUNY, Moderator.

Panel: Annual Legal Update with Amy L. Rosenberger, Willig, Williams & Davidson, Monica C. Barrett, Bond, Schoeneck & King PLLC, Henry Morris, Jr., Partner, ArentFox Schiff LLP, Aaron Nisenson, Senior Legal Counsel, AAUP, and Brian Selchick

Cullen and Dykman LLP, Moderator.

Panel: Salary Equity in Higher Education with Johanna E. Foster, PhD., Associate Professor of Sociology, Helen Bennett McMurray Endowed Chair of Social Ethics, Department of Political Science and Sociology, President and former Chief Negotiator, FAMCO AAUP-AFT, Monmouth University, Annie Kopecky, Lecturer, University of Pennsylvania, and Barbara Bowen, former PSC President, Moderator.

Panel: Exploring the Retirement Income Equity Gap with Brent Davis, Economist, TIAA Institute, Alison Hirsh, Assistant Comptroller for Pensions and Senior Advisor, Office of the New York City Comptroller, and Valerie Martin Conley, Provost and Vice President for Academic Affairs, Idaho State University, and Anne Ollen, Managing Director, TIAA Institute, Panelist and Moderator.

Panel: Public Service Loan Forgiveness: Labor-Management Cooperation for Campus and Community Benefits with Jeri O’Bryan-Losee, Secretary-Treasurer, United University Professions Jessica Saint-Paul, Chair, Adjunct Faculty Action Committee (AFAC), Lead, Student Debt Clinic Trainer, Los Angeles College Faculty Guild, Local AFT 1521 and Winston Berkman-Breen, Deputy Director for Advocacy and Policy Counsel, Student Borrower Protection Center, Moderator

Conference Performance and Discussion On Labor Issues Facing Independent Musicians with Marc Ribot

The National Center is very pleased to announce a special conference performance and discussion about labor issues facing independent musicians with internationally renowned guitarist and composer Marc Ribot. The performance and discussion is co-sponsored by the Music Workers Alliance (MWA).

Mr. Ribot works in many musical styles including jazz, rock, and Cuban music. In addition to his own numerous music projects and recordings, Mr. Ribot has recorded with such artists as Robert Plant and Alison Krauss, Allen Toussaint, Elvis Costello, T-Bone Burnett, Soloman Burke, Neko Case, Diana Krall, and McCoy Tyner.

Joining Marc in the MWA panel discussion will be fellow musicians and composers Amir ElSaffar, Phillip Golub, and Sulynn Hago. The panel will be moderated by writer and journalist Larry Blumenfeld.

Amir ElSaffar is a composer, trumpeter, santur player, and vocalist who has been described as “uniquely poised to reconcile jazz and Arabic music,” (the Wire) and “one of the most promising figures in jazz today” (Chicago Tribune). A recipient of the Doris Duke Performing Artist Award and a 2018 US Artist Fellow, ElSaffar is an expert trumpeter with a classical background, conversant not only in the language of contemporary jazz, but has created techniques to play microtones and ornaments idiomatic to Arabic music that are not typically heard on the trumpet.

Phillip Golub is a composer and pianist based in New York. His musical practice centers around rethinking the rehearsal process as a site of musical sociality and collective creation. Golub has released music in numerous formations. He is the co-founder of the collective band Tropos (Axioms // 75ab, Biophilia Records (2020) and Shadow Music, Endectomorph Music (2023)). He holds degrees from Harvard University The Guildhall School of Music & Drama and The New England Conservatory

Sulynn Hago (they/them) is a Brooklyn-based guitarist, composer, instructor, and improviser whose playing spans from metal and punk bands to classical and jazz guitar. Hago's performances include DIY tours around the country to international shows and festivals. An eclectic and adaptable guitarist, Hago seeks the challenge of playing, improvising and writing guitar in as many styles and settings as possible, preferably on a classical guitar or an electric guitar rigged through a chain of effect pedals. 

Conference Sponsors

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2023 Donations

We encourage donations from institutions, unions, and individuals to help support the National Center’s mission, continued scholarship, and programming.

U. Mass: Circuit Court Rejects Challenge to Exclusive Representation

Peltz-Steele v. UMass Faculty Federation, Local 1895, AFT, AFL-CIO

United States Court of Appeals for the First Circuit, Case No. 22-1466

On February 14, the United States Court of Appeals issued a decision affirming the dismissal of a lawsuit by University of Massachusetts at Dartmouth law professor Richard J. Peltz-Steele which alleged that the exclusive representational model under the Massachusetts public sector collective bargaining law violated his free speech and free association rights under the First Amendment.

The federal appeals court rejected Peltz-Steele's claims based on two prior precedent upholding the constitutionality of exclusive representation in public sector labor relations: Reisman v. Associated Facs. of the Univ. of Me., 939 F.3d 409 (1st Cir. 2019); D’Agostino v. Baker, 812 F.3d 240 (1st Cir. 2016). See also, Bierman v. Dayton, 900 F.3d 570 (8th Cir. 2018), cert den. sub. nom. Dayton v. Walz, 139 S.Ct. 2043 (2019); Uradnik v. Inter Faculty Organization, 2 F.4th 722 (8th Cir. 2021)(reaching similar conclusions)

Workplace democracy under collective bargaining laws was designed to follow our republican form of government, guaranteed under Article IV of the United States Constitution, which includes exclusive representation. Nevertheless, Peltz-Steele and others have argued that exclusive representation becomes unconstitutional under the First Amendment when applied to the workplace.

Since 2018, those unsuccessful arguments have relied on dicta in Justice Alito's majority opinion in Janus v. American Federation of State, County, & Municipal Employees, 138 S. Ct. 2448 (2018), which described exclusive representation in the workplace as a "significant impingement on associational freedoms that would not be tolerated in other contexts." It is likely that Peltz-Steele will seek review by the Supreme Court of the decision dismissing his claims.

University of California: PERB Finds ULP for Unilateral Changes

University of California, CPERB Case No.SF-CE-1317-H

On February 9, 2023, California PERB issued a decision finding that the University of California violated the Higher Education Employer-Employee Relations Act when it unilaterally implemented a new policy on the Santa Cruz campus prohibiting non-exempt staff from holding concurrent exempt academic instructional positions and unilaterally modifying the Non-Senate Faculty Unit represented by University Council-American Federation of Teachers by removing one position from the unit.

USC: UAW Certified to Represent a Graduate Assistant Bargaining Unit

University of Southern California, NLRB Case No. 31-RC-308858

On February 17, 2023, NLRB Region 31 tallied the ballots in a election concerning a petition by the Graduate Student Workers Organizing Committee-UAW to represent a unit of 2,861 graduate assistants working for the University of Southern California. The tally demonstrated that the graduate assistants voted 1721-122 in favor of Graduate Student Workers Organizing Committee-UAW representation.

Following the tally, Graduate Student Workers Organizing Committee-UAW was certified to represent the following bargaining unit at the University of Southern California:

Included: All graduate students enrolled at University of Southern California (USC) who are employed by USC in teaching-related jobs, including Teaching Assistants and Assistant Lecturers (job codes 032010 and 032014), and/or employed by USC in research-related jobs as follows: • Research Assistants; • Those compensated through training grants; and • Fellows (or those receiving fellowship funding) in one of USC’s STEM disciplines (as reflected in Exhibit A).

Excluded: All other employees; graduate students enrolled at USC who are fellows (or receiving fellowship funding) in one of USC’s Humanities or Social Sciences disciplines (as reflected in Exhibit A) who do not currently perform research-related services for the University in the Marshall School’s PhD Program in Business Administration Concentration in Management and Organization in the Micro Organizational Behavior track; students employed as Student Worker (job code 032025), Student Worker, Research (job code 032024), or Student Worker, Supervisor (job code 032026), who do not also have a concurrent position included in the description above; and guards and supervisors as defined by the Act, as amended.

Dartmouth College: UE Files Petition to Represent Graduate Assistants

Dartmouth College, NLRB Case No. 01-RC-312811

On February 24, 2023, the Graduate Organized Laborers of Dartmouth-UE filed a petition with the NLRB seeking to represent a unit of 900 graduate assistants at Dartmouth College.

The following is the petition sought in Graduate Organized Laborers of Dartmouth-UE's petition:

Included: Graduate students enrolled in Dartmouth College degree programs who are employed to provide teaching, research, and administrative services.

Excluded: Undergraduate students; graduate students not seeking Dartmouth degrees, including visiting students; office clericals; managers; guards and supervisors as defined in the Act.

Univ. of Washington : UAW Certified to Represent Researcher Scientists

University of Washington, WPERC Case No.134711-E-21

On February 8, 2023, Washington PERC Executive Director Michael P. Sellars issued a final certification of UW Researchers United/UAW 4121 to represent the following bargaining unit following an election and the resolution of challenged positions:

All full-time and regular part-time employees of the University of Washington in the following job classes: Research Scientist/Engineer – Assistant; Research Scientist/Engineer – 1; Research Scientist/Engineer – 2; Research Scientist/Engineer – 3; Research Scientist/Engineer – 4; excluding confidential employees, supervisors, managers as defined by RCW 41.56.021(1)(b), employees covered by chapter 41.80 RCW, employees covered by chapter 41.76 RCW, and all other employees.

University of Vermont Medical Center: AFT to Represent Support Staff

University of Vermont Medical Center, NLRB Case No. 03-RC-309080

Following a representation election conducted by the NLRB, UVMMC Support Staff United, VFNHP, AFT Vermont has been certified to represent a unit of 1,996 support staff at the University of Vermont Medical Center. The tally of ballots demonstrated that the staff voted 997-64 in favor of UVMMC Support Staff United, VFNHP, AFT Vermont representation.

The following is a description of the new bargaining unit at the University of Vermont Medical Center:

Included: All full-time, regular part-time, and per diem non-professional employees in the classifications of ACC Circle Entrance Assistant, ACC Lobby Coordinator, Admin Assistant, Audiology Assistant, Breast Imaging Liaison, Call Center Representative, CHI Assistant, Clerical Assistant, Clin Office Assistant, Clinical Care Assoc/Rad Tech, Clinical Care Associate, Clinical Patient Safety Attendant, Code Alert Operator, Customer Service Rep PFS I, Customer Service Rep PFS II, Customer Service Rep PFS III, Customer Service Specialist, Dental Assistant, Dental Assistant (w. x-ray endorsement), Dental Assistant Certified, Dental Assistant Expanded Function, Department Assistant, Entrance & Parking Assistant, Envir Svcs Worker II, Envir Svcs Worker III, Equipment and Supply Coordinator, Food Service Worker II, GCRC Support Partner, Image Management Associate, Image Management Specialist, Intake Coordinator, Inventory Controller, Inventory Technician, IP Rehab Therapy Aide, IP Rehab Therapy Aide DL, IP Rehab Therapy Aide Sr, Lab Assistant I, Lab Assistant II, Lab Customer Service Rep, Lab Customer Service Rep Sr., Licensed Nurse Assistant, Licensed Nurse Assistant – Advanced, Line Chef, Mail Clerk Lead, Material Handler, Material Handler – No DL, Medical Assistant, Medical Assistant I, Medical Assistant II, Medical Assistant II Urology, Medical Interpreter, Nurse Assistant Trainee, Nutrition Care Rep, OR Scheduling-Charge Posting Coordinator, Orderly, Orthopaedic Technologist, Patient & Family Ambassador, Patient Access Navigator, Patient Access Navigator ED, Patient Access Specialist, Patient Access Specialist ED, Patient Access Specialist I/O/A, Patient Attendant, Patient Care Associate, Patient Service Specialist, PFS Customer Service Support Rep, Phlebotomist, Phlebotomist II, Phlebotomy Operations Coordinator, Prep Cook, Printer, PSS Emergency Response Orderly, Pulmonary Function Medical Assistant II, Radiology Medical Assistant, Radiology Medical Assistant II, Receiver, Rehab Support Specialist, Rehab Therapy Aide, Research Nutrition Aide II, Respiratory Para Professional, Scheduling Specialist, Scheduling Specialist Coord, Scheduling Specialist II, Scheduling Specialist III, Scheduling Specialist Senior, Staff Assistant, Staffing Office Specialist, Surgical COA, Therapy Support Specialist, Trauma Registrar, Unit Secretary, Unit Secretary/Labor and Del Asst, Unit Secretary/LNA, Unit Secretary/LNA – Advanced, Unit Secretary/LNA Trainee, and Unit/Department Scheduler employed by the Employer either remotely or at the following facilities of the Employer: ? UVMMC – Main Campus, 111 Colchester Ave., Burlington, VT 05401 ? UVMMC – 1 South Prospect Street, Burlington, VT 05401 ? UVMMC – 40 IDX Drive, South Burlington, VT 05403 ? UVMMC – Fanny Allen Campus, 790 College Parkway, Colchester, VT 05446 ? UVMMC – 327 Holly Court, Williston, VT 05495 ? UVMMC – 62 Tilley Drive, South Burlington VT 05403 ? UVMMC – 353 Blair Park Road, Williston, VT 05495 (Adult Primary Care Williston) ? UVMMC – 130 Fisher Road, Berlin, VT 05602-9000 (Family Medicine Berline and ENT) ? Adult Primary Care Essex – 2 Essex Way, Essex Junction, VT 05452 ? Adult Primary Care South Burlington – 1 Timber Lane, South Burlington, VT 05403 ? UVMMC Dental and Oral Health – 1060 Hinesburg Road, Suite 201, South Burlington, VT 05403 ? Family Medicine Colchester – 883 Blakely Road, Colchester, VT 05446 ? Family Medicine Hinesburg – 37 Haystack Road, Hinesburg, VT 05461 ? Family Medicine Milton – 28 Centre Drive, Milton, VT 05468 ? Family Medicine South Burlington – 3 Timber Lane, South Burlington, VT 05403 ? UVMMC -- 118 Tilly Dr., South Burlington VT 05403 (Comprehensive Pain Program) ? UVMMC -- 128 Lakeside Ave, Burlington VT 05401 (Community Health Dept.) ? UVMMC Ophthalmology -- 462 Shelburne Rd., Burlington, VT 05401 ? Apple Tree Bay Primary care -- 1205 North Ave, Burlington, VT 05408 ? Aquatic Rehab Center -- The O'Brien Community Center, 32 Malletts Bay Ave, Winooski, VT 05404 ? UVM Medical Center Ophthalmology - Berlin--58 E View Ln, Barre, VT 05641 ? UVMMC Orthopedics -- 6 San Remo Dr, South Burlington, VT 05403 ? UVM Medical Center Plastic, Reconstructive and Cosmetic Surgery -- 354 Mountain View Dr Suite 103, Colchester, VT 05446 ? UVMMC Urology - Middlebury -- 1330 Exchange St, Middlebury, VT 05753 ? UVM Given Building -- 89 Beaumont Ave, Burlington, VT 05405

Excluded: Business office clerical employees, managerial employees, confidential employees, skilled maintenance employees, technical employees, guards, professional employees and supervisors as defined in the Act, and all other employees. Others permitted to vote: The parties have agreed that individuals in the classifications of Admin/Financial Assistant, Call Center Lead, Distribution Shift Coordinator, Financial Advocate, Financial Navigator, Lab Assistant Lead, Med Asst Ld Radiology Breast, Medical Assistant Lead, Operations Support Specialist, Orthopaedic Technologist Lead, Patient Access Coordinator, Patient Support Services Lead, and Phlebotomist Lead may vote in the election but their ballots will be challenged since their eligibility has not been resolved. No decision has been made regarding whether the individuals in these classifications or groups are included in, or excluded from, the bargaining unit. The eligibility or inclusion of these individuals will be resolved, if necessary, following the election.

Walla Walla Community College, WPERC Case No. 136130-E-23

AFT Washington has a petition pending at Washington Public Employment Relations Commission seeking to represent a unit of 75 professional staff emloyees at Walla Walla Community College.

Resident Advisors: Unionization Efforts Continue to Grow

In the past month, there were three petitions filed with the NLRB seeking to represent units of resident advisors working at private sector institutions.

This is a continuation of a unionization trend among undergraduate employees that has resulted in collective bargaining relationships at the University of Massachusetts-Amherst, Grinnell, Hamilton, Wesleyan, Mount Holyoke, Barnard, Dartmouth, and Tufts, and pending representation cases at Kenyon and Brown.

The following is information concerning the three recently filed petitions to represent resident advisors:

Fordham University, NLRB Case No. 02-RC-312116: OPIEU Local 153 filed a petition on February 14, 2023 seeking to represent a unit of 96 resident advisors.

Rensselaer Polytechnic Institute, NLRB Case No. 03-RC-312135: OPEIU Local 153 filed a petition on February 14, 2023 to represent a unit of 80 resident advisors.

Boston University, NLRB Case No. 01-RC-312009: SEIU Local 509 filed a petition on February 13, 2023 to represent a unit of 286 resident advisors

Physicians and Interns and Residents Continue to Unionize

This past month, there was a petition filed with the NLRB seeking to represent a unit of emergency room physicians and three petitions filed to represent interns, residents, and fellows at different hospitals. The following is information concerning those four representation cases:

Providence Medford Medical Center, NLRB Case No. 19-RC-312639: On February 22, 2023, the Pacific Northwest Hospital Medicine Association filed a petition to represent a bargaining unit of 13 emergency room physicians at Providence Medford Medical Center.

LLU – Health Ed Consortium, NLRB Case No. 31-RC-312064. On February 13, 2023, the Union of American Physicians & Dentists filed a petition to represent a unit of 830 residents and fellows at Loma Linda University.

University Medical Resident Services PC, NLRB Case No. 03-RC-312636. On February 22, 2023, the Union of American Physicians & Dentists filed a petition to represent a unit of 810 interns, residents, and fellows at the University of Buffalo.

University of Pennsylvania Health System, NLRB Case No. 04-RC-312519: on February 21, 2023, the Committee of Interns and Residents, SEIU Local 1957 filed a petition seeking to represent a unit of 1,566 interns, residents and fellows at the University of Pennsylvania.

The National Center is pleased to announce that Dawn Wells has joined the National Center as a Research Assistant.

Dawn Wells is a Cultural Anthropology PhD candidate and a researcher with over five years’ experience helping organizations understand themselves and the people they serve. Using an anthropological toolkit –observation, interviews, focus groups, and comparative theoretical approaches – she uncovers assumptions,

contradictions, and connections. Her work is driven by the belief that understanding people and the cultural assumptions that shape their behavior is key to policy improvement, driving progressive social

change, and better organizational functioning. She has researched a wide gamut of topics in diverse settings: she earned two patents and helped teams expand their consumer-driven (rather than company-driven) research capacity at Colgate-Palmolive. She helped a nonprofit that runs sport/mental health programs for Syrian refugees in Lebanon improve their operations. And she demonstrated how the US immigration system has created a separate, privileged system for white, middle-class and elite migrants in her PhD research. She has worked with people from all sectors of society internationally, including environmental activists, corporate employees, lawyers,

politicians, migrants, and refugees, and presented my research findings for nonprofit CEOs, corporate C-suite executives, academics, and activists.

New Book: Contingent Faculty and the Remaking of Higher Education:

A Labor History, edited by Eric Fure-Slocum and Claire Goldstene

Job Posting: SUNY, Fashion Institute of Fashion

Assistant Director, Employee & Labor Relations

Category:    Professional/Administrator

Department:   950 Human Resources

Locations:    New York, New York

Posted:        Jan 25, 2023

Closes:        Mar 24, 2023

Type:       Full-time

Ref No.:    1010

Position ID:    158272

About Fashion Institute of Technology:

The Fashion Institute of Technology (FIT), part of the State University of New York and an internationally renowned college of art, design, business and technology with a strong emphasis on liberal arts, invites applications for an Assistant Director, Employee & Labor Relations in the Office of Human Resources.

The Fashion Institute of Technology, a part of the State University of New York, has been a leader in career education in art, design, business, and technology for nearly 70 years. With a curriculum that provides a singular blend of hands-on, practical experience, classroom study, and a firm grounding in the liberal arts, FIT offers a wide range of outstanding programs that are relevant to today's rapidly changing industries. Internationally renowned, FIT draws on its New York City location to provide a vibrant, creative community in which to learn. The college offers more than 45 majors and grants AAS, BFA, BS, MA, MFA, and MPS degrees, preparing students for professional success and leadership in the global marketplace.

With close ties to industry, FIT draws faculty from the city's art, business, and design elite, and from the rich academic community of the region. The college continually seeks creative faculty members who are passionate about their field and demonstrate exceptional professional capability in the core competencies of instruction design, learning enrichment, globalism, and use of technology, as well as mastery of established and emerging industry practices.

Job Description:

The Assistant Director, Employee & Labor Relations will support the Director, Employee and Labor Relations in facilitating resolution of employee and labor relations matters, preparation for collective bargaining negotiations, preparation and organization of materials for arbitrations, grievances, and labor hearings.

The Assistant Director, Employee & Labor Relations in conducting investigations relative to employee-related complaints and disciplinary actions. This position will also assist in ensuring compliance with the provisions of the Collective Bargaining Agreement (CBA) and college policies and procedures.

Essential Functions:

Labor Relations

• Work in collaboration with the Director on interpreting and applying including CBA requirements and memoranda of understanding.
• Plan, organize, and conduct research in preparation for negotiations, grievances, arbitration, and other related proceedings. Responsible for recording formal meeting minutes.
• Prepare clear and succinct reports, correspondence, and investigation documents.
• Provide guidance to managers on College processes and contract administration as required by the CBA.

Employment & Legal Compliance

• Support Director in ensuring the institution is compliant with related federal, state, and local regulations as applicable.
• Serve as liaison to the Policy Action Group (PAG) to support the Director with the development, implementation, and compliance with employment-related college policies and procedures.

Employee Relations

• Plan, organize and conduct interviews and gather information regarding employee relations matters including but not limited to disciplinary matters, work performance issues, work complaints. Analyze situations and recommend the most appropriate action(s) for resolution.
• Review requests for accommodations under Title I of the Americans with Disabilities Act (ADA) and make recommendations based on requirements.
• Review requests for reevaluation of bargaining and non-bargaining positions in accordance with CBA procedures and in collaboration with the Union; perform job analysis including review of knowledge skills and abilities and job requirements, determine appropriate placement and make recommendations to the Director.

The preceding description is not designed to be a complete list of all duties and responsibilities required of the position; other duties may be assigned consistent with the classification of the position.

Requirements:

Minimum Qualifications:

Bachelor's degree in higher education, business, human resources or related field required.

A minimum of five years experience in HR, LR or related unit in a unionized environment.

Knowledge, Skills, and Abilities:

• Ability to develop and maintain relationships in order to establish trust, credibility as a perception of a neutral partner.
• General principles, practices, and trends of labor-management relations, public administration, human resources, higher education or business administration.
• Understanding of relevant labor laws, including federal, state and local labor employment and wage and hours Apply Now
• Research and data collection techniques; communication techniques for gathering, evaluating, and transmitting information.
• Effectively communicate in writing and verbally to others.
• Handle stressful and/or sensitive situations with tact and diplomacy.
• Capable of working independently as well as performing as a collaborative team member.
• Ability to successfully interpret and apply collective bargaining agreement language.
• Maintain a high degree of discretion and confidentiality.
• Strong computer skills including Microsoft Office products; specifically Word, Excel and Database applications as well as HRIS and web-based software solutions.

Preferred Qualifications:

• Master's Degree in Labor/Employee Relations, Human Resources, Higher Education Administration or related degree.
• Additional training and certification in employment law.
• Experience in compensation (job analysis and salary administration).

MENTAL REQUIREMENTS:

Read Comprehend- Constant; Perform Calculations- Frequent; Communicate Orally- Constant; Reason & Analyze- Frequent; Write- Frequent

WORKING ENVIRONMENT:

The position is on campus, primarily in an office environment.

PHYSICAL REQUIREMENTS:

Sit- Frequent; Stand-Occasional; Bend- Frequent; Walk- Occasional; Climb- N/A; Pull- N/A; Push- N/A; Lift<10- N/A; Lift 10-20- N/A; Lift over 50- N/A; Reach- N/A

Additional Information:

Days/Hours: M-F, 9am-5pm, in person; work schedule subject to change based on needs of the department.

Salary Range Transparency: $90,000.00 - $105,000.00 per year

Full-Time Benefits

Employee Holiday and Work Schedule

Remote Pilot Program



Review of applications will begin immediately until the position is filled.

Successful completion of a background check is required for appointment to this position once an offer has been made.

Application Instructions:

In order to be considered for the position, you must submit the following documents online:

•   Resume

•   Cover letter

•   Unofficial Transcript

•   A list of three references with telephone numbers and email addresses

Returning Applicants- Login to your FITNYC Careers Account to check your completed application.

Please note that due to the high volume of applications we receive, we are unable to contact each applicant individually regarding his or her application status.

For more information about FIT, please visit FIT's website at: http://www.fitnyc.edu.

Pursuant to Executive Order 161, no State entity, as defined by the Executive Order, is permitted to ask, or mandate, in any form, that an applicant for employment provide his or her current compensation, or any prior compensation history, until such time as the applicant is extended a conditional offer of employment with compensation. If such information has been requested from you before such time, please contact the Governor's Office of Employee Relations at (518) 474-6988 or via email at info@goer.ny.gov.

EEO/ Affirmative Action Statement

FIT is firmly committed to creating an environment that will attract and retain people of diverse racial and cultural backgrounds. By providing a learning and working environment that encourages, utilizes, respects, and appreciates the full expression of every individual's ability, the FIT community fosters its mission and grows because of its rich, pluralistic experience. FIT is committed to prohibiting discrimination, whether based on race, color, national origin, sex, gender, gender identity, religion, ethnic background, age, disability, marital status, sexual orientation, military service status, genetic information, pregnancy, familial status, citizenship status (except as required to comply with law), or any other criterion prohibited by applicable federal, state, or local laws. FIT is committed to providing equal opportunity in employment, including the opportunity for upward mobility for all qualified individuals. Applications from minorities, women, veterans, and persons with disabilities are encouraged. Inquiries regarding FIT's non-discrimination policies may be directed to the Affirmative Action Officer/Title IX Coordinator, 212.217.3360, titleix@fitnyc.edu.

The Fashion Institute of Technology is an Equal Opportunity/Affirmative Action Employer and is strongly and actively committed to diversity within the community.

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Job Posting: University of Massachusetts, Amherst,

Assistant Provost/Senior Director of Academic Labor Relations

Assistant Provost/Senior Director of Academic Labor Relations

(Hybrid Opportunity)

https://careers.umass.edu/amherst/en-us/job/516540/assistant-provostsenior-director-of-academic- labor-relations-hybrid-opportunity

Job no: 516540

Work type: Staff Full Time

Location: UMass Amherst

Department: Provost's

Office Union: Non-Unit Exempt

Categories: Human Resources, Administrative/Office Support, Legal Affairs

About UMass Amherst

UMass Amherst, the Commonwealth's flagship campus, is a nationally ranked public research university offering a full range of undergraduate, graduate and professional degrees. The University sits on nearly 1,450-acres in the scenic Pioneer Valley of Western Massachusetts, and offers a rich cultural environment in a bucolic setting close to major urban centers. In addition, the University is part of the Five Colleges (including Amherst College, Hampshire College, Mount Holyoke College, and Smith College), which adds to the intellectual energy of the region.

Job Summary

Under the supervision of the Associate Provost for Academic Personnel, this position will work directly with senior leadership, deans, directors and department chairs in all aspects of collective bargaining and labor contract administration with the University’s faculty, graduate assistant and post-doctoral employee bargaining agreements. This position will have primary responsibility for at least one of these bargaining agreements.

Essential Functions

• Supports labor negotiations with the faculty, graduate assistant and post-doc collective bargaining units. May serve as the principal negotiator in collective bargaining with one or more of these units.
• Works with the Provost, deans and others to develop the campus administration’s position and proposals for collective bargaining with academic labor unions representing faculty, graduate assistants and post- doctoral employees; designs bargaining strategies, keeps campus administrators informed about collective bargaining developments, provides training for individuals involved in collective bargaining.
• Provides advice and guidance to academic deans, directors, department chairs, administrators and others regarding the interpretation and application of relevant collective bargaining agreements and policies that govern academic personnel matters.
• Leads or serves as a member of the administration’s collective bargaining teams.
• Serves on labor/management committees.
• Communicates with campus and system human resources offices, union representatives, managers and employees to resolve workplace issues governed by collective bargaining agreements including conducting grievance investigations, making recommendations for resolution of grievances, and providing general guidance to senior university officials relating to academic personnel employee relations.
• Performs research and analysis of labor agreements and employment policies at other institutions to inform labor negotiation strategy and/or policy development. Compiles and analyzes data and creates reports.
• Works to create a diverse and inclusive workplace for all faculty, staff, and students. Ensures that all personnel practices are valid and reliable, and do not have adverse impact on minority groups.
• Maintains working knowledge of, and ensures adherence to, University, state, and federal human resources laws and policies as well as collective bargaining agreements.
• Understands responsibilities with respect to Title IX, Clery and other compliance requirements.
• Understands and contributes to implementation of departmental and institutional goals for achieving non-discrimination and creating a respectful, inclusive environment that is supportive of diversity.
• Collaborate with other campus offices (General Counsel, Equal Opportunity and Access, Human Resources, etc.) in responding to complaints of discrimination and harassment as well as developing policies and programs for prevention.
• Safeguards and maintains confidential personnel records and files. Uses access to sensitive and/or not yet public university related information only in the performance of responsibilities of position and exercises care to prevent unnecessary disclosure to others.
• Understands responsibilities with respect to conflicts of interest and behaves in ways consistent both with law and with university policy.
• May represent Academic Affairs Executive area on campus-wide committees.
• Undertakes special projects as assigned.
• Perform other related duties as required.

Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certification, Licensure)

• J.D. or other related advanced degree.
• Five (5) or more years of professional experience, specifically in labor and employee relations and collective bargaining.
• Demonstrated knowledge of collective bargaining, labor contract administration and interpretation, regulations and guidelines that govern employment relationships.
• Excellent organizational skills and an attention to detail with an ability to resolve routine problems efficiently, effectively and independently in a timely manner.
• Excellent interpersonal skills with a demonstrated ability to interact effectively, communicate clearly and concisely to articulate ideas, and create and maintain harmonious relationships with a diverse population of staff, faculty, and students.
• Ability to work both independently and to be part of an effective team with a highly cooperative and collaborative work style.
• Ability to read, understand, apply, and explain rules, regulations, and policies/procedures related to duties. Ability to understand and follow complex oral and written instructions and create effective and efficient work processes.
• Ability to exercise sound judgment and maintain confidentiality.
• Ability to organize, prioritize and manage time and heavy workloads effectively.

Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certification, Licensure)

• Applicable work experience in higher education, including familiarity with employment policies and procedures in higher education.

Physical Demands/Working Conditions

Typical office environment.

Work Schedule

• Monday - Friday, 40 hours a week.
• This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee’s work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy.

Salary Information

• Salary will be commensurate with experience.

Special Instructions to Applicants

Along with the application, please submit a resume, cover letter and contact information for three (3) professional references. The search will remain open until filled.

UMass Amherst is committed to a policy of equal opportunity without regard to race, color, religion, gender, gender identity or expression, age, sexual orientation, national origin, ancestry, disability, military status, or genetic information in employment, admission to and participation in academic programs, activities, and services, and the selection of vendors who provide services or products to the University. To fulfill that policy, UMass Amherst is further committed to a program of affirmative action to eliminate or mitigate artificial barriers and to increase opportunities for the recruitment and advancement of qualified minorities, women, persons with disabilities, and covered veterans. It is the policy of the UMass Amherst to comply with the applicable federal and state statutes, rules, and regulations concerning equal opportunity and affirmative action.

Job Posting: SEIU Local 509 Higher Education Internal Organizer

SEIU Local 509 Higher Education Internal Organizer

General Description of Position:

SEIU Local 509 is a fast growing, progressive union representing nearly 20,000 state workers, human service workers, higher education faculty, and family childcare providers in Massachusetts. This is an internal organizing position in the higher education department of Local 509, and is responsible for representation, bargaining, and leadership development for contingent faculty and graduate student workers.

Examples of Duties:

• Organize members and recruit and train member leaders.
• Lead negotiations for contracts and agreements.
• Plan and execute campaigns and worker actions.
• Investigate member complaints and find appropriate resolutions.
• Communicate regularly with union membership and university management.
• Attend staff meetings and other related meetings as required.
• Engage membership in political and Local-wide activities.
• Support new organizing in higher education.
• Act in a support role for various union activities.
• Perform related work as required.

These examples of duties are not intended either to include or exclude all possible necessary duties.

Qualifications:

• Required:
• Commitment to the labor movement and progressive social change.
• Experience with internal organizing (as staff or a member leader) or issues-based organizing, or experience leading negotiations.
• Excellent written and oral communication skills.
• Excellent judgment, discretion, and decision-making skills.
• Meticulous attention to detail.
• Basic computer skills, including Microsoft Office and Google Suite, as well as willingness to learn new technologies.
• Ability to motivate others and keep them engaged in work overtime.
• Ability to work effectively with limited guidance.
• Ability to work independently and as part of a team.
• Willingness to work long and irregular hours, including evenings and weekends.
• An insured, registered vehicle, and a valid drivers’ license.
• Preferred:
• Experience working in a higher education environment (as faculty, staff, or union rep) or a graduate degree (in any field).

Supervision Received:

Works under the supervision of the Higher Education Coordinator.

Supervision Exercised:

May supervise interns directly; may on occasion provide functional supervision for other employees or members.

Salary & Benefits:

This is a union bargaining unit position. SEIU Local 509 offers competitive salaries (commensurate with experience) and a generous benefits package. Salary range is $79,491 to $90,051.

Application Process:

SEIU Local 509 is an equal opportunity employer with a strong commitment to diversity — women, people of color and LGBT candidates are strongly encouraged to apply.

Interested candidates should submit a résumé and cover letter to: jobapplication@seiu509.org

Open until filled. No phone calls please.

*The COVID vaccine is required for all SEIU 509 employees. *