NATIONAL CENTER
for the S tudy of C ollective B argaining in 
H igher E ducation and the P rofessions
E-Note
  
 
   
 
Follow us on Twitter @HigherEd_CB
June 2017
The National Center E-Note is a monthly electronic newsletter containing research and analysis relevant to unionization and collective bargaining in higher education and the professions.

1.     Call for Papers, Presentations, and Workshops for 2018 Annual Conference


4.     Podcast: The Impact of Anti-Intellectualism on the State of Higher Education

5.     Podcast: Graduate Student Employees: Collective Bargaining After the NLRB's
        Columbia University Decision

6.     Podcast: Current Issues at Historically Black Colleges and Universities

7.     Podcast: Overtime Compensation and Pay Equity in Higher Education

8.     Podcast: Lincoln, Labor, and Race

9.     USC: Refusal to Bargain Results in Unfair Labor Practice Finding

10.    Tufts University:  SEIU Certified to Represent GSE Unit

11.    Univ. of Chicago: Student Library Employees Vote for IBT Representation

12.    University of Pennsylvania: AFT Files Petition to Represent GSE Unit

13.    Northwestern University: SEIU Certification Under Challenge

14.    Manhattan College:  Tally Shows Majority Support for Representation

15.    Washington Univ.: Tentative Tally Results Against Representation

16.    Univ. of New Haven:  Adjunct Faculty Vote Down Union Representation

17.    NJIT: AAUP-AFT Voluntary Recognized to Represent Adjunct Unit

18.    Vanderbilt University:  Results from Four Micro-Unit Faculty Elections

19.    St. Catherine's University: SEIU Files to Represent PT Adjunct Unit
 
Call for Papers, Presentations, and Workshops for 2018 Conference
  National Center's 45th Annual Conference: April 15-17, 2018  
 
The National Center has issued a Call for Papers inviting scholars and practitioners from multiple disciplines to submit abstracts of proposed papers, panels, and interactive workshops for the National Center's 45th annual conference that will take place on April 15-17, 2018

Abstracts need to be uploaded to dropbox here by September 8, 2017.
 
We welcome proposals by authors of recently published books who wish to present their scholarship relevant to higher education, unionization, collective bargaining, labor relations, and/or labor history.   A2
Save the Date:  Regional Conference in Long Beach on Dec. 1-2, 2017 
On December 1-2, 2017, the National Center will be holding a regional conference at California State University Long Beach.  
 
Among the topics to be examined at the regional conference will be:
 
The Impact of Immigration Enforcement on Higher Ed  

Unionization and Bargaining Regarding Adjunct Faculty
 
Current Labor-Management Issues for University and  College Classified Staff
 
Strategies and Challenges in Higher Education Funding 
 
Current Labor-Management Issues at Community Colleges
 
Workshop Training: Collective Bargaining and Labor Relations for 
Administrators and Labor Representatives A3 
Podcasts from the 2017 Annual National Conference  
The National Center is pleased to announce the availability of five podcasts from presentations given at our 2017 annual conference in New York City.  We encourage you to share the podcasts with your colleagues.  
 
The podcasts are available thanks to the speakers, sponsors, attendees, staff, and volunteers who made our 2017 conference a major success.   
 
The 2017 conference was underwritten with a TIAA grant.   

    A4      

Podcast: The Impact of Anti-Intellectualism on Higher Education
The Impact of Anti-Intellectualism on the State of Higher Education
(ccw) Susan Jacoby, author, The Age of American Unreason, Frederick P. Schaffer, Chair, New York City Campaign Finance Board, Hank Reichman, AAUP Vice President, and Lynn Pasquerella, President, Association of American Colleges and Universities. Podcast Part 1;   Podcast Part 2; Podcast Part 3
A5
Podcast: Graduate Student Employees: Collective Bargaining After the NLRB's Columbia University Decision
Graduate Student Employees: Collective Bargaining After the NLRB's Columbia University Decision (l-r) Melissa Korn, Wall Street Journal Reporter, Joe Ambash, Fisher & Phillips, Daniel Julius, Senior VP and Provost, NJ City University, Wilma Liebman, former NLRB Chair, and Julie Kushner, UAW Region 9A Director.
Podcast
A6
Podcast: Current Issues at Historically Black Colleges and Universities  
Current Issues at Historically Black Colleges and Universities (l-r) Ronald Mason, Jr., University of District of Columbia President, John Brittain, Law Professor, UDC, David A. Clarke School of Law, Felecia Commodore, Assistant Professor, Old Dominion University, and Elizabeth K. Davenport, FL A&M University, UFF/AFT/NEA President. Podcast

A7
Podcast: Overtime Compensation and Pay Equity in Higher Education
Overtime Compensation and Pay Equity in Higher Education (back) Mark Smith, NEA Higher Education Policy Analyst, (front l-r) Rosemary DiSavino, EEOC Senior Trial Attorney, Deborah Bell, PSC Executive Director, Maria Maisto, New Faculty Majority President, and John S. Ho, Cozen O'Connor. Podcast Part 1; Podcast Part 2

A26
Podcast: Lincoln, Labor, and Race
Lincoln, Labor, and Race (l-r) James Oakes, Distinguished Professor, CUNY Graduate Center, Harold Holzer, Jonathan F. Fanton Director, Roosevelt House Public Policy Institute, Hunter College,  and Edna Greene Medford, Chair, Howard University Department of History. Podcast

A27
USC: Refusal to Bargain Results in Unfair Labor Practice Finding
University of Southern California, 365 NLRB No. 89 (2017)

The National Labor Relations Board (NLRB) issued a decision on June 7, 2017 finding that the University of Southern California (USC) engaged in an unfair labor practice by refusing to negotiate following the certification of SEIU as the exclusive representative of an adjunct faculty unit.  In response to the charge, USC admitted that it refused to bargain but asserted that the certified adjunct unit is improper because the faculty are managerial, and therefore excluded from the rights and protections under the National Labor Relations Act.  

USC will likely commence litigation in federal court seeking to have the NLRB decision and certification overturned.  The litigation will lead to judicial precedent concerning whether adjunct faculty at private colleges and universities can be found to be managerial under NLRB v. Yeshiva University , 444 U.S. 672 (1980), and Pacific Lutheran University, 361 NLRB No. 157 (2014). 

The following is the at-issue adjunct faculty bargaining unit at USC: 

Included: All full-time and part-time non-tenure track faculty who are employed by us and who teach at least one credit-earning class, section, lesson, or lab within the academic unit known as the USC Roski School of Art and Design at our instructional facilities at the University Park Campus or at the Graduate Fine Arts Building, located at 3001 South Flower Street, Los Angeles, California 90007.

Excluded: All tenured or tenure-track faculty; all faculty whose primary teaching responsibilities are within an academic unit other than the USC Roski School of Art and Design; all faculty whose primary area of practice and/or scholarship is outside the following areas: ceramics, critical studies, design, intermedia, painting and drawing, photography, printmaking, or sculpture; all faculty regularly employed by us at any location other than the University Park Campus or the Graduate Fine Arts Building; all faculty teaching online courses exclusively (regardless of location); all emeritus faculty; all registrars and librarians; all Athletic Department coaches; all graduate students; all postdoctoral scholars; all lab assistants, graduate assistants, clinical fellows, teaching assistants, and research assistants; all mentors who do not have teaching responsibilities; all department chairs, regardless of their faculty status; all administrators, including those who have teaching responsibilities; the President of the University; the Provost; all Associate Provosts, Vice Provosts, and Vice Presidents; all Deans, Associate Deans and Assistant Deans, regardless of their faculty status; all non-faculty employees; all volunteers; all other represented employees; and all managers, supervisors, and guards as defined in the Act. A10
Tufts University:  SEIU Certified to Represent GSE Unit
Tufts University, NLRB Case No. 01-RC-197023

On May 18, 2017, the NLRB conducted a tally of the ballots in a representation election concerning the unionization of graduate student employees at Tufts University.  In a unit of 281 employees, 129 voted in favor of SEIU representation, 84 voted against representation.  The election resulted in the certification of SEIU on May 26, 2017. 

The following is the certified GSE unit at Tufts University:

Included: All PhD students enrolled and working in the Graduate School of Arts and Sciences who provide instructional or research services, whether as Teaching Assistants, Graduate Instructors or Research Assistants, as a condition of receiving a stipend.

Excluded: All undergraduate students; all post-baccalaureate students who work or provide services outside of the Graduate School of Arts and Sciences; student who are compensated on an hourly basis, who have no current work or service obligations, or who work only in the Experimental College or Summer School; all other faculty; all other employees, managers, confidential employees, guards and supervisors as defined in the Act.    A11 
Univ. of Chicago: Student Library Employees Vote for IBT Representation
University of Chicago, NLRB Case No. 13-RC-198365

On June 8, 2017, NLRB Region 13 tallied the ballots in an on-site election conducted concerning a petition filed by the International Brotherhood of Teamsters (IBT) Local 743 seeking to represent a bargaining unit of 199 student library employees at the University of Chicago. The tally demonstrated that 67 student employees voted in favor of union representation, 13 voted against, and an additional 13 ballots were subject to challenge.  

Some of the challenged ballots might have been cast by library employees who also hold other positions with the university including t eaching assistants, research assistants, course assistants, workshop coordinators, writing interns, preceptors, language assistants, instructors, lecturers, and teaching interns. At the time of the election, the NLRB Region Director had not decided whether graduate students who are employed in the university libraries and also hold other university positions should be included or excluded from the bargaining unit.  The notice of election stated that the inclusion or exclusion of those individuals would be resolved, if necessary, following the election.
 
The following is the at-issue library student employee bargaining unit at the University of Chicago: 

Included: All hourly paid student employees of the University of Chicago Libraries, including students employed at the Joseph Regenstein Library, the Joe and Rika Mansueto Library, Eckhart Library, John Crerar Library, D'Angelo Law Library, and the Social Services Administration Library. 

Excluded: All employees represented by other labor organizations and covered by other collective-bargaining agreements, temporary employees, managerial employees, guards, and professional employees and supervisors as defined in the National Labor Relations Act.  A12
University of Pennsylvania: AFT Files Petition to Represent GSE Unit
University of Pennsylvania, NLRB Case No. 04-RC-199609

On May 30, 2017, AFT filed a petition seeking to represent a bargaining unit of 2,300 graduate student employees at the University of Pennsylvania. 

The following is the petitioned-for GSE unit at the University of Pennsylvania:

Included: All graduate students who provide instructional services
 and/or perform research, including but not limited to Teaching Assistants, Teaching Fellows, Research Assistants, Research Fellows, Educational Fellowship Recipients, Student Workers and Pre-Doctoral Trainees employed by the Employer in the following schools: Annenberg School of Communication, Biomedical Graduate Studies, School of Design, Graduate School of Education, School of Arts and Sciences, School of Nursing and School of Social Policy and Practice.

Excluded: All other employees, student employees at other schools, office clerical employees, guards and supervisors as defined in the Act. A13
Northwestern University: SEIU Certification Under Challenge
Northwestern University, NLRB Case No. 12-RC-177943

Following a recount of ballots in a representation election involving a petition by SEIU seeking to represent 678 adjunct faculty at Northwestern University, the Region 13 Director issued a supplemental decision and certification on May 26, 2017 certifiing SEIU as the exclusive representative of the adjunct faculty unit.

The recount found that 229 faculty members voted in favor of unionization, 219 voted against, with an additional 25 unresolved ballot challenges.  In response to the certification, Northwestern University filed an expedited request for review and a motion to stay the Regional Director's decision and certification.

The following is the at-issue Northwestern University adjunct faculty unit:

Included:  All full-time and part-time graduate and undergraduate non-tenure-eligible faculty (including the following titles: Adjunct Faculty; Adjunct Instructors; Adjunct Lecturers; Adjunct Assistant Professors; Adjunct Associate Professors; Adjunct Professors; Clinical Assistant Professors; Clinical Associate Professors; Clinical Professors; Artists-in-Residence; Instructors; Lecturers; Senior Lecturers; Distinguished Senior Lecturers; Visiting Assistant Professors in the Weinberg College of Arts and Sciences; Assistant Professors of Instruction; Associate Professors of Instruction; Professors of Instruction; and Weinberg College of Arts and Sciences Advisors who hold teaching-track appointments) employed by Northwestern University and have taught at least one credit bearing course in a degree granting program at Weinberg College of Arts and Sciences, McCormick School of Engineering & Applied Sciences, Bienen School of Music, the School of Communication, the School of Education & Social Policy, Medill School of Journalism, and the Graduate School.  

 

Excluded: All tenured faculty, tenure-eligible faculty, emeritus faculty, Postdoctoral Fellows, Visiting Postdocs, All Other Postdoctoral Job Classifications, Visiting Faculty, Visiting Lecturers, Visiting Scholars, Visiting Associate Professors, Visiting Professors, Research Assistant Professors, Research Associate Professors, Research Professors, faculty in non-degree granting programs, the Feinberg School of Medicine faculty, the Pritzker Law School faculty, the Kellogg School of Business faculty, the School for Professional Studies faculty, Northwestern in Qatar faculty, all faculty teaching only at the Chicago or Doha campuses, all administrators (including deans, directors, provosts, and chairs who may have teaching assignments), other administrators and staff who have teaching assignments, faculty who are paid directly or indirectly by other entities including governments, other academic institutions and other organizations, graduate students, athletic coaches, all other employees employed at the University, including those who teach a class or course and are separately compensated for such teaching, managers, confidential employees, office clerical employees, and guards and supervisors as defined in the Act. Those eligible to vote in the election are employees in the above unit who were employed during the payroll period ending May 31, 2016, and who have taught at least one credit bearing course in a degree granting program in the Spring 2016, Winter 2016 or Fall 2015 quarters, and who were also active in the University's HRIS system as of May 31, 2016.A14

Manhattan College:  Tally Shows Majority Support for Representation
Manhattan College, NLRB Case No. 02-RC-023543

After close to seven years of litigation by Manhattan College seeking to avoid unionization by its adjunct faculty, NLRB Region 2 announced on May 15, 2017 the voting results from a representation election conducted in 2011.

In a bargaining unit of 232 adjunct faculty, 49 faculty voted in favor of representation by NYSUT, an AFT-NEA affiliate, 46 voted against, with 55 ballots challenged. 

Final agency action will not take place until there has been a resolution of the challenged ballots and the possible commingling of ballots by faculty in the Department of Religious Studies who were excluded pursuant to an NLRB decision on April 20, 2017. 

If NYSUT, AFT-NEA is certified, it is probable that Manhattan College will continue its litigation strategy by challenging in federal court the NLRB's assertion of jurisdiction over the question of representation concerning the adjunct faculty. A15
Washington Univ.: Tentative Tally Results Against Representation 
Washington University, NLRB Case No. 14-RC-196901

On May 24, 2017, NLRB Region 14 tallied the ballots in a mail ballot election concerning a petition filed by SEIU seeking to represent all full-time non-tenured track faculty at Washington University.  

In a bargaining unit of 119, 50 faculty members voted against unionization, 35 voted in favor, with an additional 29 ballots under challenge. SEIU has filed objections to the conduct of the election, which remain pending.

The following is the at-issue full-time adjunct unit at Washington University:

Included: All employees appointed by the University as fulltime non-tenured and non-tenure track faculty who teach at least two credit-bearing courses in the academic year on Washington University's Danforth campus in Arts & Sciences.

Excluded:  All faculty with only one or more part-time appointments; adjunct faculty; tenured, tenure track and research track faculty; postdoctoral appointees; deans; provosts; administrators; department chairs; faculty who also serve in a supervisory, managerial or confidential role; faculty who teach only online courses; faculty who teach only courses at campuses other than the Danforth Campus; faculty who teach only courses in schools other than Arts & Sciences; faculty who teach only courses as a field supervisor; athletic coaches; graduate students; resident assistants; all other employees, managers, confidential employees, office clerical employees, other professional employees, guards and supervisors as defined in the Act.A16

Univ. of New Haven:  Adjunct Faculty Vote Down Union Representation
University of New Haven, NLRB Case No. 01-RC-197669

On June 9, 2017, NLRB Region 1 tallied the ballots in an election concerning a representation petition filed by SEIU seeking to represent a unit of adjunct faculty at the University of New Haven.  In a unit of 335 adjunct faculty, 156 voted against representation, 89 voted in favor, and 13 other ballots were challenged.

The following is the at-issue adjunct faculty unit at the University of New Haven:

Included: All adjunct faculty and Practitioners in Residence who teach at least one credit bearing class, including Dental Hygiene instructors, Criminal Justice instructors, Fire Science instructors, Music instructors, Hybrid-Online instructors and Emeriti faculty, employed by the University of New Haven at its West Haven, Saw Mill, Orange and Lyme Connecticut campus locations.

Excluded: All other employees, tenured faculty, tenure track faculty, full-time faculty, Professor Emeriti, Professionals in Residence, On-line instructors, ROTC instructors, graduate assistants, senior lecturers, lecturers, PhD candidates, clinical fellows, tutors, clerical staff, full time staff, administrators, Provosts, Deans, Assistant Deans, Department Chairs, Directors and Coordinators, other employees who are not compensated for teaching, managers, and guards and supervisors as defined in the Act.A17
NJIT: AAUP-AFT Voluntary Recognized to Represent Adjunct Unit 
New Jersey Institute of Technology

The New Jersey Institute of Technology has voluntarily recognized United Council of Academics at NJIT, Rutgers Council of AAUP Chapters, AAUP-AFT, AFL-CIO to represent a unit of approximately 368 adjunct faculty.  Recognition followed a card check conducted by the New Jersey Public Employment Relations Commission, and a April 25, 2017 agreement reached between the university and the union.   Under the agreement, voluntary recognition was conditioned on the union disclaiming interest in representing full-time faculty and instructional employees in their adjunct capacity.

The following is the composition of the agreed-upon adjunct unit at NJIT:

Included: All adjunct instructors (including full-time non-faculty and non-instructional employees in their adjunct capacity) employed by NJIT.

Excluded:  All managerial executives, confidential employees and supervisors within the meaning of the Public Employer-Employee Relations Act, deans, associate deans, assistant deans, provost, vice-provosts, craft employees, police and public safety employees, casual employees, temporary employees, part-time employees who are employed in positions constituted by the University to provide no more than sixty percent (60%) of a full-time workload, employees represented by other bargaining units except non-faculty, non-instructional employees in their adjunct capacity, and all other employees. A18
Vanderbilt University:  Results from Four Micro-Unit Faculty Elections
Vanderbilt University, NLRB Case No. 10-RC-193205

On June 6, 2017, NLRB Region 10 tallied the ballots concerning four adjunct faculty micro-units at Vanderbilt University.  The following are the election results and the unit composition for each micro-unit:

Unit A:  College of Arts and Science Unit

Vote Tally:

55 faculty members voted in favor of representation, 40 voted against, with an additional 51 ballots challenged.

Bargaining Unit:

Included: All full-time and part-time non-tenure-track faculty employed by Vanderbilt University with a primary appointment in the College of Arts and Science. 

Excluded: All faculty of other Schools and Colleges, all tenured faculty, tenure-track faculty, emeritus faculty, research faculty who are not teaching courses, adjunct faculty, clinical faculty, all administrators (including deans, directors, provosts, and chairs who may have teaching assignments); faculty who are paid by entities other than Vanderbilt University (including governments, and other organizations), visiting faculty paid by their home institutions, athletic coaches, all other employees employed by the University, including those who teach a class or course and are separately compensated for such teaching, managers, confidential employees, office clerical employees, professional employees, guards, and supervisors as defined in the National Labor Relations Act.

Unit B: Peabody College of Education and Development Unit

Vote Tally:

20 faculty members voted against representation, 9 voted in favor, with an additional 39 ballots under challenge.

Bargaining Unit:

Included: All full-time and part-time non-tenure-track faculty employed by Vanderbilt University with a primary appointment in the Peabody College of Education and Development.

Excluded: All faculty of other Schools and Colleges, all tenured faculty, tenure-track faculty, emeritus faculty, research faculty who are not teaching courses, adjunct faculty, clinical faculty, all administrators (including deans, directors, provosts, and chairs who may have teaching assignments); faculty who are paid by entities other than Vanderbilt University (including governments, and other organizations), visiting faculty paid by their home institutions, athletic coaches, all other employees employed by the University, including those who teach a class or course and are separately compensated for such teaching, managers, confidential employees, office clerical employees, professional employees, guards, and supervisors as defined in the National Labor Relations Act.

Unit C: Blair School of Music Unit

Vote Tally:

Twenty-three faculty members voted against unionization, 16 voted in favor with an additional 23 ballots under challenge.

Bargaining Unit:
 
Included: All full-time and part-time non-tenure-track faculty employed by Vanderbilt University with a primary appointment in the Blair School of Music.

Excluded: All faculty of other Schools and Colleges, all tenured faculty, tenure-track faculty, emeritus faculty, research faculty who are not teaching courses, adjoint faculty, clinical faculty, all administrators (including deans, directors, provosts, and chairs who may have teaching assignments); faculty who are paid by entities other than Vanderbilt University (including governments, and other organizations), visiting faculty paid by their home institutions, athletic coaches, all other employees employed by the University, including those who teach a class or course and are separately compensated for such teaching;, managers, confidential employees, office clerical employees, professional employees, guards, and supervisors as defined in the National Labor Relations Act.
 

Unit D: Divinity School Unit

Vote Tally:

Two faculty members voted against representation, 1 voted in favor, with 4 additional ballots under challenge.
 
Bargaining Unit:

Included: All full-time and part-time non-tenure-track faculty employed by Vanderbilt University with a primary appointment in the Divinity School.

Excluded: All faculty of other Schools and Colleges, all tenured faculty, tenure-track faculty, emeritus faculty, research faculty who are not teaching courses, adjoint faculty, clinical faculty, all administrators (including deans, directors, provosts, and chairs who may have teaching assignments); faculty who are paid by entities other than Vanderbilt University (including governments, and other organizations), visiting faculty paid by their home institutions, athletic coaches, all other employees employed by the University, including those who teach a class or course and are separately compensated for such teaching, managers, confidential employees, office clerical employees, professional employees, guards, and supervisors as defined in the National Labor Relations Act.
 A19
St. Catherine's University: SEIU Files to Represent PT Adjunct Unit
St. Catherine University, NLRB Case No. 18-RC-199024

On May 18, 2017, SEIU filed a petition with the NLRB seeking to represent 105 part-time adjunct faculty at St. Catherine University in Saint Paul, Minnesota. 

On May 26, 2017, a notice of election was issued scheduling a mail ballot election with the ballots commingled and tallied on July 10, 2017. 

The following is the at-issue adjunct faculty unit at St. Catherine's University:

Included: All part-time regular faculty who teach undergraduate or graduate-level credit earning courses or labs who are non-tenure track faculty (including but not limited to the following titles:adjunct instructor, adjunct lecturer, adjunct professor, adjunct faculty, lecturer or instructor) teaching at St. Catherine University, located at 2004 Randolph Ave, St Paul, MN 55105, 601 25th Ave S, Minneapolis, MN 55454, and online, who were employed by the Employer during the payroll period ending May 19, 2017. Also eligible to vote are those in the unit who teach or taught at least one lab or credit-earning class in the Fall 2016 semester, January 2017 term, or the Spring 2017 semester.
:
Excluded: All administrators (including Deans, Assistant Deans, Associate Deans,
Directors, Associate Directors, Assistant Directors, Provosts, Associate Provosts, Vice Presidents, Chairs, and Administrators, whether or not they have teaching assignments); any faculty member who holds an FTE position, visiting faculty, adjunct advisors, full-time tenured and non-tenured track faculty; Graduate Students (including those teaching courses in addition to being paid a stipend); all other employees at St. Catherine University (including those who teach a class or course and are separately compensated for such teaching); managers, confidential employees, office clerical employees, professional employees, guards, and supervisors as defined by the Act, as amended. A20
Univ. Sys. of New Hampshire: Professionals Vote Against Unionization
University System of New Hampshire, NHPELRB Case No. E-0205-1 

On May 25, 2017, the New Hampshire Public Employee Labor Relations Board issued an order dismissing a petition filed by NEA seeking to represent a unit of full-tiime professional employees at the Health Services and Counseling Center at the University System of New Hampshire.  The dismissal was issued following a representation election in which the professional employees voted against unionization.  

The following is a list of titles in the at-issue full-time professional unit:

Administrative Assistant II, Administrative Assistant III, Administrative Manager II, Business Services Assistant II, Communication Information Specialist I, Coordinator of Quality Improvement and Accreditation, Head Student Health Service Nurse, Health Ed/Counselor II, Health Service Clinical Assistant, LPN-Clinician, Manager--Medial Support & IT Services, Medical Lab Technician, Mental Health Clinician, Nurse Practitioner, Pharmacist II, Phlebotomist, Physician, Program Manager, Psychologist, Senior Administrative Assistant, Senior Psychologist, Student Health Service Nurse, Supervisor-Medial Laboratory, and Supervisor-Radiology Services.  A21
Rice University:  Campus Police Vote Against Representation
Rice University,  NLRB Case No. 16-RC-197303

On May 17, 2017, NLRB Region 16 tallied the ballots concerning a petition filed by the International Union, Security, Police and Fire Professionals of America seeking to represent a unit of 47 full-time and part-time campus security professionals at Rice University. 

The tally demonstrated that 29 public safety employees voted against representation, 10 voted in favor, and an additional 5 ballots were challenged.   As a result of the election, the representation petition was dismissed. 

The following is the at-issue campus security bargaining unit at Rice University:

Included: All full-time and part-time armed and unarmed police officers, sergeants, security officers, and police dispatchers employed by William Marsh Rice University at 6100 Main Street, Houston, TX 77005.

 

Excluded: All other employees including all office clerical employees, professional employees, and supervisors as defined by the Act. A22

Lehigh University: Election Scheduled for Campus Police Unit
Lehigh University, NLRB Case No. 04-RC-199161

An on-site election is scheduled for June 19, 2017 concerning a petition filed by the International Union, Security, Police and Fire Professionals of America seeking to represent a bargaining unit of full-time and part-time campus security at Lehigh University.  

The following is the at-issue bargaining unit:


Included: All full-time and regular part-time police officers, security guards and dispatchers employed by Lehigh University at its Bethlehem, Pennsylvania campus.

Excluded: All other employees, including office clerical employees, professional employees, corporals, lieutenants and supervisors as defined in the Act.
  A23
Journal of Collective Bargaining in the Academy

Journal of CBA Logo  
   
   
  
  
  
  
  
  
 
 
 

The Journal of Collective Bargaining in the Academy (JCBA) is the National Center's peer review journal co-edited by Jeffrey Cross, Associate Vice President for Academic Affairs, Eastern Illinois University, and Steve Hicks, Professor of English, Lock Haven University of Pennsylvania.  
 
We encourage scholars, practitioners, and graduate students in the fields of collective bargaining, labor representation, labor relations, and labor history to submit articles for potential publication in future JCBA volumes.    A24
Job Posting: Director, Massachusetts Department of Labor Relations
The Massachusetts Department of Labor Relations (DLR) is responsible for promoting stable, productive and cooperative relationships between public employers and their represented employees by administering and enforcing the Commonwealth's collective bargaining laws. 
 
DLR is searching for a Director who would be responsible for managing, leading and motivating employees engaged in: investigating, mediating, deciding and litigating all public sector unfair labor practice cases; defining appropriate bargaining units and conducting elections in which public employees may choose whether and which employee organization they want to represent them in collective bargaining; providing mediation, fact-finding and arbitration services to assist public employers and employee representatives in resolving labor disputes and contract negotiations; enforcing special collective bargaining laws related to municipal police and firefighters; and litigating related cases in the courts. 
 
Other essential functions of the position include, but not limited to:
 
  • Managing the agency's overall case docket to ensure compliance with case management guidelines while ensuring balanced staff workloads;
  • Establishing and adhering to an annual budget, monitoring fee revenue and expenditures by conducting a regular analysis of all operational and financial matters;
  • Establishing an agency strategic plan and designing, developing and implementing new or revised practices and/or technology to operationalize plan objectives;
  • Hiring all staff, setting performance standards and evaluating staff performance; establishing all staff training programs;
  • Promulgating regulations as required;
  • Handling complex contract and unfair labor practice mediations.
The successful applicant must be familiar with the DLR, Joint Labor Management Committee (JLMC), and the Commonwealth Employment Relations Board (CERB) purpose and structure, and should have prior hands-on experience with labor relations, preferably public sector labor relations, (e.g. participating in contract negotiations, mediations, and arbitrations, structuring bargaining units, processing grievances and/or unfair labor practices in addition to demonstrated management experience.
 
To apply, go to the Mass Careers website at:
and search for keyword DLR or  link to the offer here.
National Center for the Study of Collective Bargaining in Higher Education and the Professions 
national.center@hunter.cuny.edu | http://www.hunter.cuny.edu/ncscbhep
H unter College, City University of New York
425 E 25th St.
Box 615
New York, NY 10010