for the S tudy of C ollective B argaining in 
H igher E ducation and the P rofessions
Follow us on Twitter @HigherEd_CB
Happy Thanksgiving from the National Center
November 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.     Save the Date for National Center's 2018 Annual Conference
2.     Registration Remains Open for Dec. 1-2, 2017 Long Beach Conference


Save the Date for National Center's 45th Annual Conference
   45th Annual Conference in NYC: April 15-17, 2018  
The National Center's annual labor-management conference will be taking place on April 15-17, 2018 at the CUNY Graduate Center in New York City.  The conference will include interactive workshops, research presentations, and panels relevant to faculty, administrators, and non-faculty staff at universities, colleges, and community colleges.

The keynote speaker will be David Weil, Dean of the Heller School for Social Policy and Management at Brandeis University.  Dean Weil is author of The Fissured Workplace: How Work Became So Bad for So Many and What Can be Done to Improve It.

The conference plenary session will be examining Dr. Martin Luther King, Jr. and his legacy for our times, 50 years after his assassination in Memphis.  The confirmed speakers for the plenary session are three historians: William P. Jones, the University of Minnesota, Derryn Moten, Alabama State University, and  Jeanne Theoharis, Brooklyn College. A2
Registration Remains Open for Dec. 1-2, 2017 Long Beach Conference  
Register Now for 12/1-12/2 Long Beach Conference 

There is still time to register for the National Center's regional conference at California State University, Long Beach on December 1-2, 2017.   The conference will include multiple panels relevant to faculty, administrators, and staff at universities, colleges, and community colleges.

Click here for conference program

                                                 Panel Presentations
Plenary: The Impact of Immigration Enforcement on Higher Education with
Debbie Smith, Associate Counsel, SEIU, Jennifer Koh, Professor of Law and Director, Immigration Clinic, Western State College of Law, Karen Ling, Faculty Immigration Advisor, Office of Academic Affairs, CSU East Bay, and Theresa Montano, Vice President, California Teachers Association, Moderator. 
Unionization and Bargaining Regarding Adjunct Faculty with Danielle Pierce, Supervisory Field Examiner, National Labor Relations Board Region 31, Nadine Fishel, Associate Director of Labor Relations, University of California, Mia McIver, President, University Council, AFT, Maria Keegan Myers, Rothner, Segall & Greenstone, Jon C. McNutt, Musick, Peeler & Garrett LLP, and Rene Castro, Assistant Vice Chancellor, Employee and Labor Relations, California State University, Moderator.
Current Labor-Management Issues for College Non-Academic Staff with Jo Ann Juarez-Salazar, Executive Director, California State University Employees Union, John Swarbrick, Associate Vice Chancellor, Senior Labor Relations Advisor and Chief Negotiator, California State University, Molly Malone, Public Services Director, SEIU Local 503, OPEU, and Arlene King-Berry, University of District of Columbia, Moderator. 
Strategies and Challenges in Higher Education Funding with Lillian Taiz, Chair, California Faculty Association Political Action/Legislative Committee, Kathleen Chavira, Assistant Vice Chancellor for Advocacy and State Relations, California State University, Jonathan Lightman, Executive Director, Faculty Association of California Community Colleges, Doug W. Otto, Long Beach Community College Trustee, and Theodore Curry, Associate Provost,  Associate Vice President, Michigan State University, Moderator. 
Current Labor-Management Issues at Community Colleges with William T. Scroggins, President and CEO, Mt. San Antonio College, Rose DelGaudio, VP of Human Resources, Long Beach City College, DeWayne Sheaffer, President, NEA National Council for Higher Education, Lynette Nyaggah, President, Community College Association, CTA-NEA, and Laura N. Metune, Vice Chancellor, Governmental Relations, California Community College Chancellor's Office, Moderator.
Agency Fees: Janus v. AFSCME and Its Ramifications for Employees and Employers with Alexandra Robert Gordon, Deputy Attorney General, California Department of Justice, Ruben Garcia, Associate Dean for Faculty Development and Research, William S. Boyd School of Law Professor, University of Nevada, Las Vegas, Jennifer Eagan, President, California Faculty Association, and William Connellan, Assistant Provost, University of Florida, Moderator. 
Accreditation in Higher Education Today with Rufus Glasper, President and CEO, League for Innovation in the Community College, Nicole Hochsprung, Senior Policy Associate, AFT Higher Education, Robert Shireman, Senior Fellow, Century Foundation, and Margaret Merryfield, Assistant Vice Chancellor, Academic Human Resources, California State University, Moderator. 
Collective Bargaining and Labor Relations for Administrators and Labor Representatives with Karen Stubaus, Vice President, Academic Affairs & Administration, Rutgers University, Jonathan Karpf, Assistant Vice President, Lecturers (North), California Faculty Association, David Cecil, Executive Director, United Academics of the University of Oregon, Colleen Mullery, Senior Associate Vice President for Faculty Affairs and Human Resources, Humboldt State University, and Mariann Hyland, Assistant Vice Provost for Academic Affairs, University of Oregon, Moderator.
Discipline: How to Investigate, Present, and Defend with Kathy Sheffield, Director of Representation, California Faculty Association, Peter Fehrs, Senior Labor Relations Coordinator, University of Oregon, Michelle Hunt, Associate Vice President for Faculty Affairs, CSU San Marcos, Mara M. Otero, Senior Labor Relations Representative, California School Employees Association, North Bay, and David Weinberg, Arbitrator and Mediator, Moderator.

Closing Plenary:  Where Do We Go From Here?
with Gary Rhoades, Professor and Director of the University of Arizona's Center for the Study of Higher Education, Adrianna Kezar, Professor, USC, Co-director Pullias Center and Director Delphi Project, and Malini Cadambi Daniel, Director for Higher Education, SEIU, Moderator. A3 
LGBTQ Employees and Changes to Title VII Program on November 29
On November 29, 2017, the LGBT Social Science & Public Policy Center at Hunter College will be hosting a program entitled LGBTQ Employees & Changes to Title VII Guidance: What's at Risk?

The program will take place at Casa Lally, 132 East 65th Street, Third Floor in New York City from 4:30 p.m.-6:30 p.m.  The National Center is co-sponsoring the event.

The speakers will be:

Ryan Thoreson, who is a researcher in the LGBT rights program at Human Rights Watch. Prior to joining Human Rights Watch, Ryan clerked for the Honorable Scott M. Matheson of the United States Court of Appeals for the Tenth Circuit and was a research fellow at OutRight Action International. He is the author of Transnational LGBT Activism: Working for Sexual Rights Worldwide (University of Minnesota Press, 2014). Ryan holds a law degree from Yale Law School, a Doctorate in Anthropology from the University of Oxford, where he studied as a Rhodes Scholar, and a bachelor's degree in government and studies of women, gender, and sexuality from Harvard University.

Rosemary DiSavino, who  is a Senior Trial Attorney in the Newark Area Office of the New York District Office of the U.S. Equal Employment Opportunity Commission (EEOC) with over 20 years experience litigating employment discrimination cases. She obtained her B.A. from Upsala College and her J.D. from Brooklyn Law School where she was the recipient of the Ella Baker Scholarship and the Edward Sparer Fellowship. Ms. DiSavino is admitted in New York and New Jersey and the Court of Appeals for the Third Circuit.  Prior to joining EEOC, Ms. DiSavino was in private practice, where she concentrated on representing plaintiffs in employment discrimination matters. While in private practice, Ms. DiSavino was one of the attorneys for the plaintiffs in Rutgers Council of AAUP Chapters v. Rutgers and the State of N.J., a 1993 case which sought health insurance coverage for the same-sex domestic partners of Rutgers employees. As an EEOC Trial Attorney, Ms. DiSavino litigates employment discrimination claims arising under federal anti-discrimination laws including Title VII of the Civil Rights Act of 1964, the Equal Pay Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act and the Genetic Information Nondiscrimination Act.A4
Fordham Univ: NTT Faculty Vote Overwhelming for SEIU Representation
Fordham University, NLRB Case No. 02-RC-207806
On November 14, 2017, NLRB Region 2 conducted a tally of mail ballots concerning an SEIU petition seeking to represent a unit of approximately 905 part-time and full-time adjunct faculty at Fordham University.  Of the 484 faculty members who participated in the election, 456 voted in favor of SEIU representation and 28 voted against.  

Prior to filing the petition, SEIU and Fordham had reached an agreement under which the university agreed to an official policy of neutrality;  to not advise employees concerning how they should respond or vote during the election; and to not conduct an anti-union campaign.
The following is the at-issue faculty unit at Fordham University:  
Included: All part - time and non - tenure track faculty who teach at Fordham's Rose Hill Campus, Lincoln Center Campus, Westchester Campus, including: Adjunct Instructors; Adjunct Lecturers; Adjunct Assistant Professors; Adjunct Associate Professors; Adjunct Professors who were employed by the Employer during the payroll period ending October 13, 2017, or who were employed in the petitioned - for unit during the Spring 2017 semester. (2) Full - Time Non - Tenure Track Faculty: All full - time non - tenure track faculty who teach at Fordham's Rose Hill Campus, Lincoln Center Campus, Westchester Campus, including: Lecturers; Senior Lecturers; Clinical Professors; Assistant Clinical Professors; Associate Clinical Professors; Instructors (non - tenure track); Postdoctoral Fellows; Coordinators who were employed by the Employer during the payroll period ending October 13, 2017, or who were employed in the petitioned for unit during the Spring 2017 semester.
Excluded: Graduate Assistants; Research Assistants; Graduate Students; all tenured and  tenure - track faculty; part - time and full - time non - tenure track faculty in the Fordham University School of Law; part - time non - tenure track faculty in the Gabelli School of Business; part - time non - tenure track faculty in the Graduate School of Education; full - time visiting professors of all ranks; full - time Artists in Residence; full - time Writers in Residence; all faculty who hold other part - time or full - time employment with the Employer or who are past or current members of Fordham's Board of Trustees; all part - time and full - time faculty who hold positions of Directors, Associate Directors, and Assistant Directors, Professors Emeriti, Associate Professors Emeriti, Professors of Military Science and other faculty of Military Science; Reserve Officer Training Corps part - time non - tenure track faculty; Research Professors; Research Associate Professors; Research Assistant Professors; Research Fellows; part - time and full - time non - tenure track faculty who teach only online, or only non - credit bearing courses; part - time and full - time non - tenure track faculty who hold the position of Chair, Associate Chair, or Assistant Chair; and all guards, and managers and supervisors, as defined in the Act.A5
Howard University: SEIU Files To Represent FT NTT Faculty Unit
Howard University, NLRB Case No. 05-RC-208474 

On October 24, 2017, SEIU filed a petition seeking to represent a unit of 107 full-time non-tenure track faculty members at Howard University.  In May, 2014, SEIU was certified to represent a unit of part-time non-tenure track faculty at the university, which led to a first contract in 2016. 

As a matter of labor history, Howard University was one of the first institutions after World War II to negotiate a collective bargaining agreement applicable to its faculty. The collective bargaining relationship, however, collapsed after the expiration of the contract during the heyday of McCarthyism.

The following is the proposed unit sought in SEIU's pending representation petition:

Included : All full-time faculty of the employer based in Washington, DC, Appointed to a non-tenure position.

Excluded: All other employees, all employees of the Howard University Schools of Dentistry, medicine, pharmacy, divinity, business, and law, and managers, guards and supervisors as defined by the Act.A6
Washington Univ.: GSE Election Inconclusive with 174 Ballot Challenges
Washington University, NLRB Case No. 14-RC-206299

On October 26, 2017, NLRB Region 14 tallied the ballots in an election concerning a petition filed by SEIU seeking to represent a unit of graduate student employees (GSE) working at Washington University.  Of the 494 eligible voters, 216 voted against SEIU representation, 174 voted in favor, with an an additional 174 ballots challenged.

Following the tally, Washington University filed a Request for Review with the NLRB seeking review of the Regional Director's Decision and Direction of Election, which directed the holding of the GSE election.  Washington University also renewed its motion to stay all proceedings pending the outcome of the claims filed by various universities requesting the newly constituted NLRB Board to overturn the decision in Columbia University, 364 NLRB No. 90 (2016).

On November 7, 2017, the NLRB Region 14 Director scheduled a hearing concerning the 174 challenged ballots in the Washington University GSE election.  The hearing was rescheduled to November 30, 2017 following a motion by Washington University and with the consent of SEIU.

The following is the at-issue GSE unit at Washington University:

Included: All graduate students who are in departments and programs of the College of Arts and Sciences, housed on the Danforth Campus, who are working toward PhD degrees offered by the Employer's Graduate School and who are employed by the Employer to provide instructional services in undergraduate or graduate classrooms or labs or to provide research services in a department or program of the College of Arts and Sciences, housed on the Danforth Campus, including, but not limited to, such workers known as Graders, Instructors, and Assistants to Instructor, also known as Teaching Assistants, Research Assistants, Instructional Aides, Mentored Teaching Experiences (MTE), and Mentored Research Experiences (MRE). 

Excluded: Guards and supervisors as defined by the Act and all other employees. A7
Georgetown University: GSE Seek Voluntary Recogntion
According to an  article in Inside Higher Ed, the Georgetown Alliance of Graduate Employees-AFT has submitted a letter, dated November 1, 2017 to Georgetown University President John J. DeGioia requesting that the university grant voluntary recognition to the American Federation of Teacher as the exclusive representative of a unit of graduate student employees.  
Georgetown University, like other institutions, has the authority to grant voluntary recognition to the union to represent its graduate students regardless of the state of the law regarding the employee status of graduate students under the National Labor Relations Act.  A8 
Iowa Legal Changes and Recertifications in September/October 2017

In 2017, Iowa enacted House File (HF) 291 that made sweeping changes to that state's public sector collective bargaining law.  The changes imposed by HF 291 were modeled on those imposed on public sector employees in Wisconsin in 2011. 

HF 291 substantially narrows the scope of collective bargaining for non-public safety bargaining units.  The new law prohibits negotiations over insurance, leaves of absence for political activities, transfer and evaluation polices, and subcontracting.  Other traditional mandatory subjects were made permissive, such as grievance procedures, seniority, hours, vacation and holiday leave, overtime compensation, and health and safety.

The Iowa law also mandates recertification elections to be conducted by the Iowa Public Employment Relations Board (PERB) for each collective bargaining representative in the year prior to the expiration of a contract.  To be recertified, a majority of the bargaining unit must vote in favor of continued representation, rather than a majority of those who voted. 
The failure of a unit member to vote is counted as a vote against retention of the bargaining representative.      
If a union fails to pay the required election fee or fails to make a timely request for an extension to pay the required election fee, the union's certification as the representative of the bargaining unit will be revoked by Iowa PERB. 
An employer's failure to file a voter eligibility list with Iowa PERB for purposes of the agency conducting a recertification election will result in an automatic recertification of the bargaining agent for another year.  A successor agreement reached during that additional year can further extend the period before a recertification election is required.    
Labor historians Colin Gordon and John McKerley have written a recent article entitled Hope in the Heartland, which contextualizes the recent legal changes imposed by HF 291 in the context of Iowa labor history. 

Litigation Challenging HF 291

HF 291 is the subject of pending legal challenges in the Iowa courts.  A lawsuit by the Iowa  State Education Association (ISEA) challenging HF 291 on state constitutional grounds was dismissed by a lower state court judge.  A separate lawsuit by AFSCME was also dismissed by a different judge. Both ISEA and AFSCME have announced that they will be appealing.

Recertification Results in September and October 2017

In September and October 2017, Iowa PERB conducted recertification elections for bargaining agents with contracts that expired in 2018.  Seven of the 16 collective public sector higher education bargaining units in Iowa with faculty or graduate student employees were the subject of the recertification process.
The chart below identifies the 16 higher education faculty and graduate student bargaining units in Iowa, and the 7 units that were the subject of the recertification process.  In one case, the faculty union at Iowa Valley Community College was recertified without an election for a year after the college failed to submit a voter eligibility list to Iowa PERB.  
The chart includes links to the original certifications, the respective sizes of the units, and the unofficial tallies from the 6 recertification elections in September and October.  The 2017 unit sizes are based on the voter eligibility lists submitted by the colleges to Iowa PERB for the recertiication elections.  The 2012 unit sizes in the chart are the survey results from the National Center's 2012 Director of U.S. Faculty Contracts and Bargaining Agents in Institutions of Higher Education. 

Institution of Higher  Education   Certified Bargaining Agent  2012 Unit Size  2017 Unit Voters   Yes  Votes   No Votes 
Des Moines Area Community College  Des Moines Area CC Higher EA       355      361   309    6
Eastern Iowa Community College  Eastern Iowa CC Higher EA       130      
Hawkeye Community College  Hawkeye Prof. Educator's Assn.       116      
Iowa Central Community College  Iowa Central CC Higher EA         81      
Iowa Lakes Community College
Iowa Lakes CC EA         90        78      73      0 
Iowa Valley Community College  
Iowa Valley CC EA/ISEA         80   Recert.
without Election 
Iowa Western Community College  Iowa Western Comm. Higher EA       108      
Kirkland Community College  Kirkland Faculty Assn.       290      
Northeast Iowa Community College
Northeast Iowa CC Higher EA       145      169    135    5
Northwest Iowa Community College   Area IV CC EA         39        37       33     0 
Southeastern Community College  Southeastern CC Higher EA         85      
Southwestern Community College
Southwestern CC EA         43        41      34     2
University of Iowa/State Board of Regents UE (COGS)    2,600      
University of Northern Iowa  UNI-United Faculty        727      
Western Iowa Technical Community College A9  Western Iowa Tech CC EA         72        66       52     4 
South Dakota Politician to Seek a Ban on Faculty Collective Bargaining
According to a media report, South Dakota House Speaker Mark Mickelson has announced plans to introduce legislation to strip collective bargaining rights from faculty who work at South Dakota public universities.  Speaker Mickelson's plan stems from his reaction to law school faculty resisting demands that they teach on weekends and in the evening.
South Dakota law already limits the scope of bargaining on behalf of university faculty and exempt staff with respect to salary.  The South Dakota statute states that a certified or recognized union is the exclusive representative with " respect to rates of pay, wages, hours of employment, or other conditions of employment; provided that salary increases for Board of Regents' faculty and exempt staff may only be distributed to address institutional priorities, program needs, performance meeting or exceeding expectations, or internal or external market considerations." (emphasis added)
The South Dakota Board of Regents and the Council of Higher Education, SDEA-NEA are parties to a collective bargaining agreement that expires on June 30, 2019.  State legislation that interferes with the negotiated terms of that contract would be subject to a legal challenge under the Contracts Clause of the United States Constitution, Article 1, Section 10, which prohibits States from passing laws that impair the obligation of contracts. A10
Carlow University: Campus Security Vote for Union Representation
Carlow University, NLRB Case No. 06-RC-208558

On October 25, 2017, a petition was filed by the International Union, Security, Police and Fire Professionals of America (SPFPA) seeking to represent a bargaining unit of 13 full-time and part-time campus security at Carlow University in Pennsylvania.  
On November 16, 2017, the NLRB tallied the ballots in the representation election.  The tally demonstrated that 7 public safety officers voted in favor of SPFPA representation, and one ballot was challenged.  

The following is the at-issue public safety bargaining unit at Carlow University: 
Included: All full-time and regular part-time Security Police Officers and Dispatchers employed by the Employer at its 3333 Fifth Avenue location in Pittsburgh, Pennsylvania, performing guard duties as defined in Section 9(b)(3) of the National Labor Relations Act, as amended.
Excluded: Sergeants, Lieutenants, Chief of Police, all office clerical employees, and professional employees and supervisors as defined in the Act. A11
University of Miami: Campus Police Vote Against Representation
University of Miami, NLRB Case No. 12-RC-193766

On February 24, 2017, a petition was filed by the Professional Law Enforcement Association, Inc. seeking to represent a bargaining unit of 18 full-time and part-time police officers at the University of Miami.  
On November 15, 2017, the NLRB tallied the ballots in the representation election.  The tally demonstrated that 6 officers voted in favor of representation, and 11 voted against.

The following is the at-issue police officer bargaining unit at the University of Miami: 
Included: All full-time and regular part-time employees in the classification of Police Officer who work at the University of Miami Coral Gables Campus located in the Coral Gables, Florida
Excluded: All other employees, office clerical employees, and supervisors (Sergeants, Lieutenants, Captains, and Chief) as defined in the Act. A12
CUNY: ALJ Dismisses a DFR Charge Filed by Adjunct Faculty Member
Professional Staff Congress (Stringer), NY PERB Case No. U-35575

On October 23, 2017, New York State Public Employment Relations Board Administrative Law Judge (ALJ) Elena Cacavas issued a decision dismissing an improper practice charge filed by an adjunct faculty member at York College against the Professional Staff Congress (PSC). 

In the improper practice charge, the faculty member alleged that the PSC breached its duty of fair representation under the Taylor Law when the union failed to pursue a grievance challenging the denial of his reappointment, and by recommending that he pursue his claim of race discrimination by filing a charge with a federal or state anti-discrimination agency. 

After accepting as true the factual assertions made by the faculty member, and after evaluating all the evidence in his favor, the ALJ granted the PSC's motion to dismiss the charge.  The ALJ noted that the in order to demonstrate a breach of the duty of fair representation, a charging party must demonstrate that the union acted arbitrarily, discriminatorily or in bad faith.  It is well-settled under the Taylor Law that a union is entitled to a wide range of discretion concerning the processing of a grievance, and is not obligated to pursue a grievance that it concludes lacks sufficient merit.

In the present case, the ALJ found that the PSC made a merits-based decision not to pursue the grievance on behalf of the adjunct faculty member based on the terms in the the CUNY-PSC collective bargaining agreement.  In addition, the ALJ found no merit to the allegation that a PSC representative had made a misrepresentation to the faculty member concerning the union's intent with respect to the processing of the grievance.  A13
Rockland Co. Comm. Coll.: Faculty First Amendment Claim Dismissed
Bhattacharya v. SUNY Rockland Community College, Case No. 17-1048-cv
On October 10, 2017, the United States Court of Appeals for the Second Circuit issued a decision affirming the dismissal of a First Amendment retaliation claim brought by an adjunct professor against Rockland County Community College.  In his lawsuit, Robin Bhattacharya alleged that he was not reappointed beyond the summer 2015 term in retaliation for his refusal to permit students to cheat on an examination.  
The dismissal of Bhattacharya's lawsuit was affirmed based on a constitutional doctrine created by the United States Supreme Court in Garcetti v. Ceballos, 547 U.S. 410 (2006), which excludes from First Amendment protections speech or conduct by a public employee that is pursuant to her or his official duties. It remains an open legal question whether the Garcetti exclusionary rule applies to academic scholarship or teaching.  The Court of Appeals in Bhattacharya avoided analyzing that issue by finding that the professor's refusal to permit student cheating was related to the core duty of maintaining class discipline rather than scholarship or teaching.  A14 
Southeastern Oklahoma State Univ.: Transgender Bias Claim Survives
Tudor v. Southeastern Oklahoma State University, Case No. Civ-15-324-C 
On October 26, 2017, a federal judge denied a motion for summary judgment by Southeastern Oklahoma State University seeking to dismiss harassment, discrimination, and retaliation claims brought by Professor Rachel Tudor.  In her complaint, Professor Tudor alleges that she was harassed, denied tenure, and terminated after she announced that she was transitioning from being a male to a female.   
In support of her harassment claim, Professor Tudor cited to the fact that for over four years she was restricted in the restrooms she could use, as well as the clothes and make-up she could wear.  She also cited to gender-based hostilities engaged in by administrators. 
With respect to her gender discrimination claim, the court found that Professor Tudor had presented enough evidence that a reasonable jury could conclude that the non-discriminatory reasons given by the university for her termination were pretexual.  Among those facts was the failure of the university to initially give a reason for the tenure denial, the backdating of a letter setting forth the rationale for the decision, and an expert's report that concluded that the evaluations of her scholarship were inconsistent with the university's criteria for tenure and promotion. A15 
Univ. of Chicago: AAUP-AFT Certified As Representative of GSE Unit
University of Chicago , NLRB Case No 13-RC-198325
As a result of the tally of ballots in the representation case concerning graduate student employees (GSE) at the University of Chicago, AAUP-AFT was certified by the National Labor Relations Board on October 27, 2017 to represent the GSE bargaining unit of 2,457.  
It is highly unlikely that collective bargaining will begin unless there is a negative final resolution og the University of Chicago's Request for Review pending before the newly constituted National Labor Relations Board (NLRB).  In its request, the university seeks to have the decision in Columbia University, 364 NLRB No. 90 (2016) overturned, and challenges the Regional Director's decision to direct an election.  
The following is the composition of the GSE bargaining unit at the University of Chicago: 
Included: All graduate students who are full-time and regular part-time teaching assistants, research assistants, course assistants, workshop coordinators, writing interns, preceptors, language assistants, instructors, lecturers, lectors, and teaching interns in the School of Divinity, School of Social Services Administration, Division of Social Sciences, Division of Humanities, Division of Biological Sciences, and Division of Physical Sciences employed by the Employer at its campus in Chicago, Illinois. 
Excluded: All other employees, managerial employees, guards, and supervisors as defined in the Act.A16
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.A17
 Academic Labor: Research and Artistry 
Our friends at the Center for the Study of Academic Labor (CSAL) at Colorado State University have published the inaugural volume of Academic Labor: Research and Artistry, CSAL's  peer-reviewed open access academic journal. "The journal seeks to motivate ongoing research on matters relating to tenure and contingency in the academy."  It encourages "a wide range of contributions, from the statistical to the historic/archival, from the theoretical to the applied, from the researched to the creative, and from empirical to essayist forms."A18
California-AAUP Meeting: February 10, 2018 at Pepperdine University
California-AAUP will be holding its annual meeting on February 10, 2018 at Pepperdine University with keynote speaker Theresa Montaño, Vice President, California Teachers Association, Professor of Chicana/Chicano Studies, CSU Northridge, and former member of the National Center's Board of Advisors.   A19
Bargaining for the Common Good: February 22- 24, 2018 at Rutgers Univ.
The Bargaining for the Common Good in Higher Education Convening will take place on February 22-24, 2017 at Rutgers University.  It will "bring together leaders from higher education and health care unions, student groups, racial justice and other community organizations from across the country to strategize about how to transform contract negotiations into broader community fights and how to wage inspiring common good campaigns."  For more information, you may contact Marilyn Sneiderman at . A20
National Center for the Study of Collective Bargaining
in Higher Education and the Professions |
H unter College, City University of New York
425 E 25th St.
Box 615
New York, NY 10010