We encourage institutions, unions, law firms, and individuals to donate to help support the National Center’s research and programming. | |
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October 2024 Newsletter
William A. Herbert. Executive Editor
Daniel Cronin, Student Editor
Jenna Salem, Student Editor
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In this month's newsletter, we announce that registration is now open for our 52nd annual conference on March 23-25, 2025. It includes the first set of confirmed panels and speakers along with sponsorship opportunities.
The newsletter sets forth key findings from, and a link to, our 2024 Directory of Bargaining Agents and Contracts in Institutions of Higher Education.
The newsletter reports on new faculty bargaining units at the University of Michigan-Flint, New Mexico State University, and the Cleveland Institute of Music, and the new policy preferences enacted by the California legislature concerning the employment of part-time faculty at California State University California community colleges.
We also provide information about two administrative agency rulings concerning faculty representation: an NLRB decision affirming the right of Saint Leo University to derecognize a union that represented its faculty since 1976, and the New Hampshire Public Employee Relations Board’s order concerning a faculty union unfair labor practice complaint against the Community College of New Hampshire.
This month's newsletter also includes information about a new certified graduate student employee union at Wesleyan University and a new certified postdoctoral scholars union at the Ichan School of Medicine at Mount Sinai. We also report on pending representation petitions involving graduate student employees at Vanderbilt University, George Washington University, Saint Louis University and academic researchers at the University of Washington, along with information about a union disclaiming representation over undergraduate student employees at Hamilton College.
Lastly, the newsletter includes an announcement from the Pullias Center about the 2024 Delphi Award recipients, links to articles on academic collective bargaining in the recent issue of AAUP’s Academe, a solicitation of manuscripts for our Journal of Collective Bargaining in the Academy, pictures and links to videos from our 2024 annual conference and a job posting from the University of Massachusetts-Amherst.
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Register Today for the National Center's 2025 Annual Conference | |
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The National Center is pleased to announce that registration is open for our 52nd annual conference. The conference will take place on March 23-25, 2025 in New York City. The theme of the conference will be New Developments and Training in Collective Bargaining in Higher Education and the Professions.
To register for the 2025 annual conference click here.
The following is a list of currently confirmed conference panels:
Plenary: Research Panel: Presentation on the 2024 Directory of Faculty Contracts and Bargaining Agents in Higher Education with William A. Herbert, Executive Director, National Center for the Study of Collective Bargaining in Higher Education and the Professions, Hunter College, CUNY, Jacob Apkarian, Associate Professor, Sociology, York College, CUNY, Joseph van der Naald, PhD Candidate in Sociology, Graduate Center, CUNY, and Mary Taber, Director of Research, UUP, Commentator. (Panel in formation).
Panel: Loper Bright, Labor Rights, and the Attack on the Administrative State with Vicki Lens, Professor of Sociology, Silberman School of Social Work, Hunter College, CUNY, Diana Reddy, Assistant Professor of Law, Faculty Co-Director, Center for Law and Work, UC Berkeley Law, Seth D. Harris, Distinguished Professor of Practice, Doctoral Program in Law & Policy and Affiliated Faculty and Senior Fellow, Burnes Center for Social Change, Northeastern University, and Deepa Das Acevado, Associate Professor of Law, Emory University Law School, Moderator.
Panel: Artificial Intelligence: Changing the Bargaining Landscape with Jeffrey M. Hirsch, Associate Dean for Academic Affairs and Geneva Yeargan Rand Distinguished Professor of Law, University of North Carolina School of Law, Kyle Arnone, Director, AFT Collective Bargaining, Rob Weil, AFT Director of Policy, Research and Field Services, and Framroze M. Virjee, President, Association of Governing Boards of Universities and Colleges, Moderator. (Panel in formation).
Panel: Administrator Responses to Campus Protest: Lessons from History
with Ellen Schrecker, Professor of History (retired), Yeshiva University, member AAUP Committee A on Academic Freedom and Tenure, Paul Ortiz, Professor of Labor History, Cornell ILR, and Jelani Favors, Henry E. Frye Distinguished Professor, Department of History and Political Science and Director, Center of Excellence for Social Justice, North Carolina A&T State University. (Panel in formation).
Panel: Annual Legal Update (CLE) with Damien DiGiovanni, Morgan, Brown & Joy, LLP, Amy L. Rosenberger, Willig, Williams & Davidson, Aaron Nisenson, Interim Executive Director and Senior Legal Counsel, AAUP, Brian Selchick, Cullen and Dykman LLP, and Ayanna T. Blake, Esq, Weill Cornell Medicine, Moderator.
Panel: Mindfulness as Both a Life Skill and a Negotiator's Asset with Lili Palacios-Baldwin, Deputy General Counsel, Tufts University and Joshua Wright, Lecturer, Department of Psychology, The City College of New York.
Panel: A New Approach to Interest-Based Bargaining in the State of Florida: Successful Bargaining in Challenging Times with Eric Scarffe, President UFF-FIU, Assistant Professor of Philosophy, Florida International University, Daniel Saunders, Chief Negotiator UFF-FIU, Associate Professor of Higher Education, Florida International University, Heather Russell, Vice Provost, Faculty Leadership and Success, Florida International University, Barbara Manzano, Chief Negotiator, Associate Vice President, Academic Affairs, Florida International University, and Andrea Cancer, Commissioner, Federal Mediation and Conciliation Services, Moderator.
Panel: Beyond the Table: Best Practices for Collaboration in the Implementation of Collective Bargaining Agreements with Kim C. O’Halloran, Ph.D., Vice President for Academic Planning & Administration, University Academic Affairs, Rutgers University, Heather Pierce, Ph.D., Lecturer, Political Science, Contract Enforcement Chair, PTLFC-AAUP-AFT, Local 6324, Rutgers University, Kamil Robakiewicz, Senior Labor Relations Representative, College of Literature, Science and Arts, University of Michigan, Kirsten Herold, President, LEO, AFT-MI Local 6244, and Bronte Burleigh Jones, CFO, Vice President and Treasurer American University, Moderator.
Panel: Empowering Classified Staff: Advancing Equity and Mindfulness in Higher Education through Collective Bargaining with Anel Gonzalez, President, CCE/Local4522, Anthony Solis, CFT Field Representative, Lead Negotiator,
Carmelino Cruz, CCE Negotiator and Steward, and Anna Pedroza, Vice President Human Resources. (Panel in formation).
Panel: Lessons from Negotiating: Selection of Bargaining Team Members and Dealing with Rogue Bargaining Team Members with Terry Calaway, Ed.D., President Emeritus, Johnson County Community College and Professor of Practice, Community College Leadership, Kansas State University, Andre’ L. Poplar, J.D., Vice Chancellor for Human Resources, Oakland Community College, Martin Balinsky, Ph.D., Professor, Tallahassee State College, President, United Faculty of Florida-Tallahassee State College and Vice-President, College Bargaining Council, and Deborah H. Williams, J.D., Ph.D., Professor and Chair, Johnson County Community College, former JCCC Faculty Association President and Lead Negotiator, Moderator.
Panel: Demographics and the Doctorate: Predictors of Graduate Student Organizing at Research Universities with Lauren McGuire, M.P.P., Ph.D. Student, Educational Leadership, Policy, & Human Development, College of Education, North Carolina State University, Alissa G. Karl, Statewide Vice President for Academics, UUP, Commentator, Mike Miller, Directory, UAW Region 6, Commentator, Marcelle Grair, Chief of Staff, SEIU Local 509, Commentator, and Alexandra (Sascha) Matish, Associate Vice Provost for Academic and Faculty Affairs and Senior Director, Academic Human Resources, University of Michigan, Moderator.
Panel: Graduate Unions as a Training Ground for Higher Education Collective Bargaining with Sikander Khare, UF-GAU Bargaining Chair, Cassandra “Cassie” Urbenz, UF-GAU Co-President, Lane Demaske, URI-GAU Grievance Chair, Danielle Dirocco, NEA Higher Ed Organizational Specialist, and Kate Birdsall, Director of Faculty and Academic Staff Affairs, Michigan State University, Moderator.
Panel: The New Wave of Campus Student Workers: The Historic Unionization of CSU Student Assistants with Joseph Jelincic, Assistant Vice Chancellor for Collective Bargaining, The California State University, Christina Checel, Associate Vice Chancellor for Labor and Employee Relations, The California State University, Jim Philliou, Executive Director, California State University Employees Union, SEIU Local 2579, and Catherine Hutchinson, Statewide President, California State University Employees Union, SEIU Local 2579. (Panel in formation).
Additional confirmed panels and speakers will be announced in future newsletters and blasts.
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Become a 52nd Annual Conference Sponsor or Program Advertiser | |
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2025 Conference Sponsorships
To help support the National Center and its 52nd annual national conference, we encourage higher education institutions, unions, law firms, organizations, and companies to become a conference sponsor.
Through a conference sponsorship, you will demonstrate support for the National Center’s mission, programming, and research agenda.
Major Supporting Partner: $15,000
Benefits:
- Complimentary registration for 3 attendees and a 50% reduction for a fourth;
- Your organization’s logo and link to your site on the National Center website;
- Opportunity to make introductory remarks at the plenary or mid-day greetings;
- Your organization’s name referenced in our monthly newsletter;
- Inclusion of a one-page display ad in the conference program;
- Listing as a major supporting sponsor of the annual conference, webinars, and conference receptions.
Supporting Partner: $10,000
Benefits:
- Complimentary registration for 2 attendees and a 50% reduction for a third;
- Your organization’s logo and link to your site on the National Center website;
- Your organization's name referenced in our monthly newsletter;
- Inclusion of a one-page display ad in the conference program;
- Listing as a supporting sponsor of the annual conference, webinars, and conference receptions.
Participating Sponsor: $5,000
Benefits:
- Complimentary registration for one conference attendee;
- Your organization’s logo and link to your site on the National Center website;
- Your organization's name referenced in our monthly newsletter;
- Inclusion of a half-page display ad in the conference program;
- Listing as a participating sponsor of the annual conference, webinars, and conference breaks.
Basic Sponsor: $2,500
Benefits:
- Complimentary registration for one conference attendee;
- Listing as a sponsor on the National Center website;
- Your organization’s name referenced in our monthly newsletter;
- Inclusion of a one-quarter display ad in the conference program;
- Listing as a basic sponsor of the annual conference, webinars, and conference breaks.
Introductory Sponsor: $1,500
Benefits:
- Complimentary registration for one conference attendee;
- Listing as a sponsor on the National Center website;
- Your organization’s name referenced in our monthly newsletter;
- Inclusion of a one-quarter display ad in the conference program;
- Listing as an introductory sponsor of the annual conference, webinars, and conference breaks.
Friend of the National Center: $500
Benefits:
- Complimentary registration for one conference attendee;
- Listing of your name as a friend of the National Center on our website, newsletter, and in the conference program.
2025 Conference Program Advertisements
Another important way to celebrate the National Center’s 52nd conference and demonstrate support for our mission and research is for your institution, union, law firm, organization or company to place an advertisement in our 2025 conference program.
Full-page advertisement: $ 1,500
Half-page advertisement: $ 750
Quarter-page advertisement: $ 275
Please email us with any questions about sponsorships and advertisement purchases at: msavares@hunter.cuny.edu
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2024 Directory of Bargaining Agents and Contracts
in Institutions of Higher Education
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In September, the National Center published our 2024 Directory of Bargaining Agents and Contracts in institutions of Higher Education on the scope of higher education unionization involving faculty, postdoctoral scholars, and graduate and undergraduate student employees.
The 2024 Directory includes data and analysis concerning over 900 collective bargaining relationships in higher education through January 1, 2024, and hyperlinks to 813 recent contracts in higher education. Click here to download PDF
KEY RESEARCH FINDINGS
- The faculty union representation rate was 27% as of January 1, 2024, with a total of 402,217 unionized faculty across 29 states and the District of Columbia;
- California, New York, and New Jersey have the highest number of unionized faculty;
- The total number of unionized faculty grew by 7.5% since 2012;
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Represented faculty at the private non-profit
institutions grew by 56%, relative to a 4% growth in the public sector, since 2012;
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As of January 1, 2024, there were 10 bargaining units of exclusively postdoctoral scholars with a total of 11,471 employees and two academic research units with a total of 6,132 employees.
- The graduate student employee union representation rate was 38% at the beginning of 2024 with over 150,000 employees in 81 bargaining units;
- Graduate student representation increased by 133% since 2012 with 60% of that growth at private non-profit higher education institutions;
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As of January 1, 2024, there were 19 exclusively undergraduate student employee units, with a total of 3,515 represented employees.
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Donate to Support Our Research and an Interactive Website | |
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The National Center appreciates that our 2024 Directory is already being used by scholars and practitioners engaged in collective negotiations and organizing. To enable us to continue our research, however, we need your financial support.
Therefore, we encourage you and your colleagues to join the National Center's campaign to help fund our continued research and the development of a permanent interactive website that will provide access to our database of information and contracts.
Donations for the campaign will allow us to build and maintain the website, and to employ graduate students to maintain the website and regularly update our database with copies of first and successor contracts and information about new collective bargaining relationships.
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University of Michigan: AFT-AAUP Recognized to Represent Faculty Unit | |
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Following a card check conducted by arbitrator Mark Glazer, the University of Michigan has recognized Michigan-Flint AFT-AAUP, Chapter 5671, to represent a unit of 159 tenured, non-tenured, and tenure-track faculty at the University of Michigan-Flint. The card check was conducted consistent with the University of Michigan’s June 2020 Board Resolution Regarding Employer Neutrality, Cooperative Determination, and Recognition of Bargaining Units, and Notification of Agreements.
The following is the description of the new faculty bargaining unit represented by Michigan-Flint AFT-AAUP, Chapter 5671:
Included: All tenured, non-tenured, and tenure-track faculty members in the following job codes at the University of Michigan-Flint campus: Professor, Professor (non-tenure), Associate Professor, Associate Professor (non-tenure), Assistant Professor, Assistant Professor (non-tenure), Instructor, and Instructor (non-tenure).
Excluded: All individuals given dry or courtesy appointments (0% effort) who receive no compensation; Lecturers; Librarians; Curators and Archivists; Research Track, Clinical Track, visiting instructional faculty, adjunct clinical instructional faculty, and adjunct non-instructional faculty of all ranks; Active Emeritus/Emerita or Emeritus/Emerita Service faculty appointed with or without effort; Supervisors, managerial employees, confidential employees, temporary and casual employees as defined by the Public Employment Relations Act (PERA), and all other employees.
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New Mexico State University: NEA Certified to Represent FT Faculty Unit | |
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New Mexico State University, NM PELRB No. 310-24
On August 9, 2024, the New Mexico Public Employee Labor Relations Board issued an order, following a card check, certifying New Mexico State University-NEA as the exclusive bargaining agent for the following full-time faculty unit at New Mexico State University:
Full-Time College-Track Faculty at all four campuses (Grants, DACC, Alamogondo, Main) Full-Time Tenured at all four campuses (Grants, DACC, Alamogondo, Main), Full-Time Tenure-Track at all four campuses (Grants, DACC, Alamogondo, Main), Department Heads, at all four campuses (Grants, DACC, Alamogondo, Main) with less than sixty percent (60%) administrative responsibilities as specified in the annual allocation of effort.
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Saint Leo University: NLRB Affirms Decision Dismissing ULP Challenging Derecognition of Faculty Union | |
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Saint Leo University, 371 NLRB No. 121 (2024)
On September 30, 2024, the National Labor Relations Board (NLRB) issued a decision unanimously affirming a decision of an administrative law judge dismissing an unfair labor complaint against Saint Leo University for derecognizing the United Faculty of Saint Leo, NEA-AFT in October 2020 as the exclusive representative of a unit of 130 full-time faculty. The union had been originally certified to represent the bargaining unit by the NLRB on May 26, 1976.
The NLRB found that Saint Leo University had demonstrated that it was religious educational institution exempt from the National Labor Relations Act based on the evidence in the record that met the standards outlined in a prior decision, Bethany College, 369 NLRB No. 98 (2020), for declining jurisdiction over a religiously affiliated institution
Under the Bethany College standards, the NLRB will decline jurisdiction when a higher education institution demonstrates that it holds itself out as providing a religious educational environment, is a nonprofit entity, and is affiliated with a recognized religious organization. Under that standard, the NLRB will not consider whether the at-issue faculty members perform religious duties or teach religion. See, Duquesne University of the Holy Spirit v. NLRB, 947 F.3d 824 (D.C. Cir. 2020); University of Great Falls v. NLRB, 278 F.3d 1335 (D.C. Cir. 2002),
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Cleveland Institute of Music: AFM Certified to Represent Faculty Unit | |
Cleveland Institute of Music, NLRB Case No: 08-RC-34401
On October 7, 2024, the Cleveland Federation of Musicians, AFM Local 4 was certified by the NLRB to represent a unit of 132 full-time and part-time faculty at the Cleveland Institute of Music. The certification followed the September 26, 2024 tally of ballots in a representation election in which the faculty voted 56-25 in favor of Cleveland Federation of Musicians, AFM Local 4 representation.
The following is the new faculty unit bargaining unit at the Cleveland Institute of Music:
Included: All full-time and regular part-time faculty employees who are employed by The
Cleveland Institute of Music at 11021 East Boulevard, Cleveland, Ohio 44106.
Excluded: All Deans, Associate Deans, Guest instructors and Guest conductors, non-
faculty professional employees, office clerical employees, casual employees, confidential
employees, managerial employees, guards and supervisors as defined by the National
Labor Relations Act.
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California Enacts New Policy Preferences for PT Faculty Employment | |
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A bill has been enacted in California setting forth new legislative policy preferences concerning the employment of part-time faculty by the California State University and California community colleges.
The legislation encourages, but does not mandate, the following:
- Part-time faculty should be informed of assignments at least six weeks in advance.
- Part-time faculty should be paid for the first week of an assignment when class is canceled less than two weeks before the beginning of a semester. If a class meets more than once per week, part-time faculty should be paid for all classes that were scheduled for that week.
- The names of part-time faculty, once they are assigned to a course, should be listed in the schedule of classes rather than just described as “staff” or “faculty.”
- The names of part-time faculty, once they are assigned to a course, should be listed in the course schedule provided to students, faculty, and staff, rather than just described as “staff” or “faculty.”
- Part-time faculty should be considered to be an integral part of their departments and given all the rights normally afforded to full-time faculty in the areas of book selection, participation in department activities, and the use of college resources, including, but not limited to, telephones, copy machines, supplies, office space, mailboxes, clerical staff, library, and professional development.
Another bill that would have mandated minimum standards for the terms of reemployment preference for part-time, temporary faculty assignments at California community colleges was vetoed by Governor Newsom.
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Comm. Coll. of New Hampshire: IBEW Files ULP Over Release of Report | |
Community College of New Hampshire, NHPELRB Case No: E-0l65-8
On October 8, 2024, the New Hampshire Public Employee Labor Relations Board issued a Pre-Hearing Memorandum and Order concerning an unfair labor practice complaint filed by the New Hampshire Higher Education Union-IBEW against the Community College System of New Hampshire (CCSNH).
In the order, the agency found that there appeared to be no issues of material facts in dispute and directed the parties to submit the case on stipulated facts, exhibits, and briefs or provide proposed hearing dates.
The New Hampshire Higher Education Union-IBEW's complaint alleges that CCSNH violated the New Hampshire Public Employee Labor Relations Act mandate that a factfinder's "findings and recommendations shall not be made public until the negotiating teams shall have considered them for 10 days." In the complaint, the union alleges that three days after a factfinder's report was issued,CCSNH informed the union that the CCSNH Board of Trustees had voted to reject the report's recommendations, and the following day the Chancellor directly informed the bargaining unit of the decision by the Board of Trustees.
In response to the complaint, CCSNH contends that its actions did not violate the law because the Board of Trustees is the employer and because the outcome would have been the same.
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Icahn School of Medicine: UAW Certified to Represent Postdoc Unit | |
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Icahn School of Medicine at Mount Sinai, NLRB Case No. 02-RC-319437
On October 18, 2024, Sinai Student Workers – UAW was certified to represent a unit of 360 postdoctoral scholars employed at the Icahn School of Medicine at Mount Sinai. The certification followed a tallying of the ballots in a representation election in which the postdoctoral scholars voted 218-24 in favor of Sinai Student Workers – UAW. The new bargaining unit is part of groundswell of successful unionization efforts by postdoctoral scholars discussed in a recent article in The Nation magazine
The following is a description of the new bargaining unit at the Icahn School of Medicine at Mount Sinai
Included: All Ph.D. graduate students in the Biomedical Sciences and Neuroscience
programs who provide research or instructional services for the Employer; all Ph.D.
graduate students in the Ph.D. portion of the MD/Ph.D. program who provide research or instructional services for the Employer; and all Ph.D. graduate students in the Clinical
Research Ph.D. program who provide instructional services for the Employer.
Excluded: All other employees, guards, and supervisors as defined in the National Labor Relations Act.
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Wesleyan University: OPEIU Certified to Represent GSE Unit | |
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Wesleyan University, Case No. 01-RC-341106
On October 4, 2024, OPEIU Local 153 was certified by the NLRB to represent a unit of 117 graduate student employees at Wesleyan University. The certification followed a tally of ballots on September 26, 2024, which demonstrated that the graduate student employees voted 86-7 in favor of OPEIU Local 153 representation.
The following is a description of the new bargaining unit at Wesleyan University:
Included: All full-time and regular part-time students enrolled at Wesleyan in a two-year MA program or a Ph.D. program, in active or leave status, who receive stipends from the Employer, including graduate students who have completed coursework but have not yet completed their theses/dissertations who receive stipends from the Employer, and foreign language teaching assistants employed by the Employer.
Excluded: All students enrolled in BA/MA programs, graduate students on Fullbright grants, graduate students completing degrees at other universities, graduate students who have completed course work but have not completed their theses/dissertations (unless they receive a stipend), graduate students who have successfully defended their theses/dissertations but have not yet graduated, all faculty, staff employees, confidential employees, managers, guards, and professional employees and supervisors as defined in the Act.
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Harvard Univ.: UAW Files for PT Fabrication Lab Student Worker Unit | |
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Harvard University, NLRB Case No. 01-RC-352002
On October 4, 2024, Fabrication Workers United A/W United Auto Workers filed a petition with the NLRB seeking to represent a unit of part-time 90 student workers employed at the Graduate School Design Fabrication Lab at Harvard University.
The following is the proposed unit description set forth in the representation petition:
Included: All student workers employed at the Graduate School of Design Fabrication Lab in part-time positions.
Excluded: All guards, supervisors and professional employees as defined by the NLRA.
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Vanderbilt University: UAW Files to Represent GSE Unit | |
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Vanderbilt University, NLRB Case No. 10-RC-351808
On October 2, 2024, Vanderbilt Graduate Workers United - International Union, UAW (VGWU-UAW) filed a petition with the NLRB seeking to represent 2200 graduate student employees at Vanderbilt University.
The processing of the petition has been delayed by university objections premised on FERPA to the pre-hearing subpoena duces tecum issued by the NLRB Regional Director. Those objections are the basis for a pending request for review and for a stay by the university to the NLRB Board.
The following is the proposed bargaining unit described in the VGWU-UAW representation petition:
Included: All graduate student employees enrolled at Vanderbilt University who provide instructional services, research services, or administrative services, regardless of funding source. These include, but are not limited to, the following: "Scholar" that provides service; "Service Free Stipends" that provide service; Department Stipends that provide service; Graduate Stipend that provide service; Graduate Research Assistant; Grad Student Research Assistant Monthly; Graduate Student Research Assistant (Exempt); Graduate Student Teaching Assistant; Graduate Student Teaching Assistant Monthly; Graduate Student Teaching Assistant (Exempt); International Graduate Student Stipend, 1042 Scholar and any other Stipend for an international graduate worker that requires service; Instructor of Record; Graduate/Professional Student Worker; Graduate/Professional Student Worker (Exempt); Professional Student Worker (Exempt); Professional Student Research Assistant (Exempt); Graduate/Professional Student Teaching Assistant (Exempt); Professional Student Teaching Assistant Monthly; Professional Student Research Assistant Monthly; FWS Grad Student Worker; FWS Graduate/Professional Student, Exempt; Graduate/Professional Assistant; Graduate Assistant.
Excluded: All undergraduate students employed by the employer, all other employees, guards, and supervisors as defined in the Act.
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George Washington University: SEIU Files to Represent GSE Unit | |
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George Washington University, NLRB Case No. 05-RC-352180
On October 7, 2024, SEIU Local 500 filed a petition with the NLRB seeking to represent a unit of 950 Doctoral and Masters students working at George Washington University.
The following is the description of the proposed unit in the representation petition:
Included: All Doctoral and Masters students at The George Washington University, who are working towards degrees offered by the University, and who are employed by the university to provide instructional or research services including, but not limited to, teaching assistants, research assistants, graduate assistants, instructional assistants, tutors, success coaches, graders, Dean’s Fellows, graduate ambassadors, and administrative assistants within research institutes.
Excluded: All others employed by the University, including any full-time or regular part-time George Washington University employees and faculty; postdoctoral associates or postdoctoral scholars; student employees within the School of Medicine, School of Nursing, and GW Law; adjunct faculty who are included in the bargaining unit certified in NLRB Case Number 5-RC-15715, managers, guards, and supervisors as defined by the National Labor Relations Act.
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Saint Louis University: UAW Files Petition to Represent GSE Unit | |
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Saint Louis University, NLRB Case No. 14-RC-353007
On October 21, 2024, Graduate Workers of Saint Louis University Union-UAW filed a petition with the NLRB seeking to represent a unit of 650 graduate assistants at Saint Louis University.
The following is a description of the proposed bargaining unit set forth in the petition:
Included: All enrolled Graduate Students who also receive a financial stipend above and beyond any tuition remission or housing and who have an appointment as a Graduate Assistant, Graduate Teaching Assistant or Graduate Research Assistant who are required to perform work for the University, as well as all Graduate Students who are appointed as Fellows or Trainees and are required to perform work for the University, and are appointed by the University in the United States;
Excluded: All other students who receive compensation on an hourly basis, Graduate Assistants, Fellows or Trainees who are not required to perform work for the University, other Graduate Student appointments, any and all other faculty appointments, supervisors, guards, or employees under the Act, any experiences or activities outside the United States, any appointments that are less than a full academic semester (Fall, Spring).
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University of Washington: UAW Petitions to Enlarge Researcher Unit | |
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University of Washington, WPERC Case No. 141266-E-24
On September 10, 2024, Researchers United/ UAW, Local 4121 filed a petition with Washington Public Employment Relations Board seeking to expand its existing collective bargaining unit at the University of Washington by 675 employees by adding new titles to the bargaining unit. Researchers United/UAW, Local 4121 and University of Washington are parties to a contract that expires in 2026.
The following are descriptions of the current bargaining unit and the proposed expanded unit set forth in the petition:
Existing Bargaining Unit:
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.
Proposed Bargaining Unit:
All full-time and regular part-time employees of the University of Washington in the following Job Classifications: Research Scientist/Engineer-Assistant; Research Scientist/Engineer-1; Research Scientist/Engineer-2; Research Scientist/Engineer-3; Research Scientist/Engineer-4; Research Coordinator; Research Consultant; 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.
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Hamilton College: UFCW Disclaims Representation Over Undergraduates | |
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Hamilton College, NLRB Case No. 03-RC-281779
On October 22, 2021, Hamilton Student Admission Workers-UFCW Local 1 was certified to represent a student employee bargaining unit at Hamilton College. The certification followed a representation election in which student employees voted 25-20 in favor of union representation. Two years later, however, UFCW disclaimed collective bargaining rights and representation over the undergraduate bargaining unit.
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Pullias Center for Higher Education Issues 2024 Delphi Awards | |
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Our friends at the USC Pullias Center for Higher Education, in partnership with the American Association of Colleges & Universities (AAC&U), have announced the recipients of the 2024 Delphi Awards: the University of Massachusetts Amherst and Michigan State University’s College of Arts and Letters. Each university will receive $15,000 awards to continue their work in supporting contingent faculty, also known as VITAL (Visiting, Instructors, Temporary, Adjuncts and Lecturers), in promoting student success.
In addition, the Delphi Award committee selected two finalists this year, the University of Delaware and San Jacinto College.
"Each year I continue to be impressed by the applicants and the continued efforts to support VITAL faculty within every type of higher education institution in the country. The work of unions to support reforms was especially prevalent among this year's applicants and winners, showing that unions are a strong advocate and partner for change," stated Professor Adrianna Kezar, Director of the Pullias Center and primary investigator on the Delphi Project on the Changing Faculty and Student Success, an initiative of the Pullias Center.
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Academe Fall 2024: The Status of Academic Collective Bargaining | |
Submit Articles to the Journal of Collective Bargaining in the Academy | |
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The Journal of Collective Bargaining in the Academy is a publication of the National Center for the Study of Collective Bargaining in Higher Education and the Professions. It is an open-access, peer-reviewed, online periodical advancing research and scholarly thought related to collective bargaining in higher education, and making relevant and pragmatic peer-reviewed research readily accessible.
The Journal is now accepting submissions for Volume 16 to be published in March 2025. Our authors customarily include college and university faculty and administrators, scholars, graduate students, union activists and leaders, and others interested in collective bargaining in higher education.
Our Journal editors are particularly interested in submissions for Volume 16 dealing with the following subjects: artificial intelligence and collective bargaining; social justice issues as negotiable subjects; Title IX compliance in the context of legal challenges; graduate and undergraduate student unionization and bargaining; ombudsperson offices co-existing or conflicting with academic labor; and other important issues in today’s fast-changing and growing campus collective bargaining world.
Please see the Aims & Scope page for more information or contact the editors with any questions on possible submissions.
Journal editors are Gary Rhoades, University of Arizona, Karen Stubaus, National Center Visiting Scholar and former Vice President for Academic Affairs at Rutgers University, and Jacob Apkarian, York College, City University of New York. It is supported in part by a generous contribution from TIAA and is hosted by the institutional repository of Eastern Illinois University, The Keep, a service of EIU's Booth Library.
Volume 15 of the Journal, which was published earlier this year, was titled "Learning From and Building on Collective Bargaining's Foundations and Experience." Below are links to articles that appeared in that volume:
Op-Ed
Collective Bargaining Among Undergraduate Students by Daniel J. Julius and Nicholas DiGiovanni Jr.
Articles
The Persistence of Separate and Unequal: Debunking Myths of the Market in Bargaining for Faculty Gender Salary Equity by Johanna E. Foster and Jen McGovern
The Role of the Chief Negotiator in Academic Collective Bargaining by Nicholas DiGiovanni Jr.
The 50 Year History of Collective Bargaining at Hofstra University by Herman A. Berliner, Peter C. Daniel, Bernard J. Firestone, Estelle S. Gellman, Elizabeth J. Ploran, and Liora P. Schmelkin
Analyzing the Upward Trend in Academic Unionization: Drivers and Influences
by Andrea Clemons
Practitioner Perspectives
TAUP's 50-Year Collective Bargaining Story by Arthur Hochner
Some Thoughts of Faculty Strikes by Margaret E. Winters and William Connellan
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Pictures from the 51st Annual National Conference | |
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Below are pictures and links to videos of panels, presenters, staff, and volunteers from our 2024 annual conference, which was held on March 17-19, 2024.in New York City.
We thank Alexandra Lacey of Persuasion Pictures for recording and producing the videos from the annual conference.
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Higher Education Leadership Panel with (l-r) Rick Schaffer, former CUNY General Counsel, Ann Kirschner, Hunter College Interim President, Daniel Greenstein, PASSHE Chancellor and Catharine Bond Hill, Ithaka S+R, Managing Director. | |
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Keynote Speaker:
Thomas A. Kochan, George Maverick Bunker Professor of Management, Emeritus, MIT Sloan School of Management.
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Navigating Generative AI in Higher Education Panel with (l-r) Kyle Arnone, AFT Collective Bargaining Director, Amanda Blair, Fisher & Philips LLP, and Tony Picciano, Hunter College and CUNY Graduate Center. | |
Contingent Faculty Job Security Facilitated Session with (l-r) Theodore Curry, Michigan State University Professor Emeritus, School of Human Resources and Labor Relations, Mia McIver, UCLA Lecturer; UC-AFT Local 1474 former President and Benjamin Superfine, University of Illinois Chicago Assistant Vice Provost for Faculty Relations. | |
Labor-Management Cooperation in Reversing Contingency Panel with (l-r) Melissa Sortman, Michigan State University Director of Faculty and Academic Staff Affairs, Heather Pierce, Rutgers University Adjunct Faculty Member, Carla Katz, Rutgers University, NTT Faculty Member and Kim O'Halloran, Rutgers University VP of Academic Planning & Administration. | |
Collective Bargaining and Library Personnel in Higher Education Panel with (l-r) Ahsan Ali, Tufts University Labor Relations Director, Kelly McElroy, United Academics of Oregon State, AAUP/AFT Local 9609, Meredith Kahn, LEO AFT-MI 6244, Campus Chair, (GLAM), Adriene Lim, University of Maryland - College Park Dean of Libraries and Consuella Askew, Rutgers University, VP for University Libraries. | |
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Graduate Student Representation Election Outcomes Panel with (l-r) Jacob Apkarian, York College Associate Professor, Kathy Collins, Huron Consulting Group, Gary Rhoades, University of Arizona Professor and
Nick DiGiovanni, Morgan, Brown & Joy, LLP.
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Collective Bargaining and Museums with (l-r) Michael Loconto, Loconto ADR, Trish Jeffers, Guggenheim Museum Amanda Tobin Ripley, Ohio State Graduate Teaching Associate, Donna Gustafson, Rutgers University, Maida Rosenstein, UAW Local 2110 and Halcyone Schiller, AFSCME DC 47. | |
Higher Ed Vaccine Mandates in Canada and the US with (l-r) Larry Savage and Alison Braley-Rattai, Brock University. | |
Trustees’ Perspectives on Collective Bargaining Panel with (l-r) Paul Brown, University of Michigan Board of Regents, Todd Regis, Central Michigan University Trustee, Susan Solomon, City College of San Francisco Trustee and Kenneth Mash, APSCUF President. | |
Book Discussion: Right to Learn: Resisting the Right-Wing Attack on Academic Freedom with (l-r) Charles Toombs, CFA President, Ellen Schrecker, Professor Emerita, Yeshiva University, Helena Worthen, labor educator, retired, University of Illinois, and Jennifer Ruth, Portland State University Professor. | |
Resident and Fellow Unionization: State Medical Schools with (l-r) Sara Slinn, York University, David Dashefsky, CIR-SEIU, Wade Baughman, University of Michigan, Michael Kelly, Rutgers Robert Wood Johnson Medical School, Cindy Hamra, University of Washington School of Medicine, and Banks Evans, University of Washington Labor Relations. | |
National Center Volunteers and Staff (l-r) Amy Jeu, Hunter College , Kim Middleton, CUNY Central, Greg and Winnie Johnson, National Center Staff. | |
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National Center Staff with
(l-r) Michelle Savarese, National Center Administrator and Nancy Hanks, National Center Conference Coordinator.
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Videos from the 51st Annual National Conference | |
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Keynote Presentation by Thomas A. Kochan, George Maverick Bunker Professor of Management, Emeritus, MIT Sloan School of Management with an introduction by Adrienne Eaton, Dean, Office of the Dean and Distinguished Professor, Labor Studies and Employment Relations, Rutgers University.
Panel: Navigating Generative AI in Higher Education: Implications for Collective Bargaining, Pedagogy, and Research with Kyle Arnone, AFT Collective Bargaining Center, Anthony G. Picciano, Professor, Hunter College, School of Education and CUNY Graduate Center, Amanda M. Blair, Associate, Fisher & Phillips LLP, and Rob Weill, AFT Director of Policy, Research and Field Services, Panelist and Moderator.
Book Discussion: Contingent Faculty and the Remaking of Higher Education: A Labor History with Gwendolyn Alker, Associate Arts Professor, Department of Drama, New York University, Joe T. Berry, Ph.D., City College of San Francisco and University of Illinois (retired), COCAL, HELU, Anne McLeer, Director of Higher Education and Strategic Planning, SEIU Local 500, Gary Rhoades, Professor and Director, Center for the Study of Higher Education, University of Arizona, Commentator, and Eric Fure-Slocum, Associate Professor of History (Emeritus), co-editor of Contingent Faculty and the Remaking of Higher Education, Moderator.
Panel: Best Practices in Collective Negotiations with Pamela Silverblatt, Senior Counsel, Bond, Schoeneck & King PLLC, John Gross, Ingerman Smith LLP, Frederick Floss, Professor, Economics and Finance, and Co-Director, Center for Economic Education, SUNY Buffalo State University, Elizabeth Vignaux, Labor Relations Specialist, NYSUT, and Scott M. Sommer, Commissioner, Federal Mediation and Conciliation Service, Moderator.
Panel: Best Practices in Arbitration with Homer LaRue, Labor Arbitrator, Mediator, and Professor, Howard University Law School, Marlene Gold, Labor Arbitrator, Mark Gaston Pearce, Labor Arbitrator, Visiting Professor and Executive Director, Workers’ Rights Institute, Georgetown University Law School, and Katie Rosen, Labor Arbitrator. Co-sponsored by the National Academy of Arbitrators.
Book Discussion: The Costs of Completion: Student Success in Community College with Robin G. Isserles, Author, The Costs of Completion: Student Success in Community College, Professor of Sociology, Borough of Manhattan Community College, CUNY, and Grievance Counselor for Full-time Faculty, PSC BMCC Chapter, Christine Mangino, President, Queensborough Community College, CUNY, Wendy Brill-Wynkoop, President, Faculty Association of California Community Colleges, Colena Sesanker, Associate Professor, Philosophy, Gateway Community College, CT, Member of Board of Regents of CSCU, and Jennifer Shanoski, Chemistry, Merritt College, Oakland California, Moderator.
Panel: Trustees’ Perspectives on Collective Bargaining with Susan Solomon, City College of San Francisco Trustee, Todd J. Regis, Central Michigan University Trustee, Paul Brown, University of Michigan Board of Regents, and Kenneth M. Mash, President, APSCUF, Moderator.
Panel: Bargaining Issues For Classified, Clerical, and Other Campus Staff with Sarah Wofford, AFT Vice President, Oregon School Employees Association, Christine O'Connell, President, Union of Rutgers Administrators AFT Local 1766, Rainah Chambliss, Co-President of the Faculty and Staff Federation of Community College of Philadelphia, and Andre’ Poplar, Vice Chancellor – Human Resources and Diversity, Equity, Inclusion & Justice, Oakland Community College – District, Moderator.
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Job Posting: Assistant Provost/Senior Director of Academic Labor Relations at the University of Massachusetts-Amherst | |
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The University of Massachusetts Amherst (UMass Amherst) seeks a visionary, collaborative, inclusive, and service-oriented executive to serve as its next assistant provost/senior director of academic labor relations (assistant provost).
UMass Amherst is the flagship institution for the Commonwealth, ranked #26 among the over 700 public colleges and universities included in U.S. News and World Report’s 2025 annual survey. The University is a major doctoral-degree granting university with prolific research activity, global reach and a growing reputation for excellence and innovation. As part of the Five Colleges Consortium in the scenic Pioneer Valley of western Massachusetts, UMass Amherst benefits from shared resources and the rich cultural and intellectual energy of the region.
Reporting to the Associate Provost for Academic Personnel, the incoming assistant provost works 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. The assistant provost will serve as the principal negotiator in collective bargaining with one or more of these units.
The assistant provost will help develop strategic direction for labor contracts and will ensure compliant bargaining agreements and employment policies. The person in this role has the opportunity to shape relationships with unions and other campus partners, providing the foundation for ongoing positive negotiations and contract outcomes and delivery of excellent human resources support. The successful candidate will build credibility with constituencies across campus, create consensus and create and implement successful strategies. This person will be seen as a professional, credible, results-oriented leader, who collaborates to improve employee relations and experiences.
The successful candidate will be a forward-thinking, strategic, collaborative, skilled and innovative leader with proven experience in labor relations. The assistant provost will display integrity in behavior and decision-making and will demonstrate a commitment to understanding multiple perspectives. There is a separate position that works with university staff.
Qualifications:
- An advanced degree is required; J.D. is preferred.
- 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.
- Preferred Higher Education experience or K-12 education, healthcare, or non-profit.
- Knowledge of Massachusetts labor laws and regulations helpful but not required.
Inquiries, nominations and applications are invited and can be directed to WittKieffer consultants Christy Pratt, Ben Haden, and Jess Cummings at UMassAcademicLaborRelations@wittkieffer.com
Candidates should provide, as two separate documents, a resume and a letter of application that addresses the responsibilities and requirements described in the Leadership Profile. Application materials should be submitted using the buttons below.
Review of applications will begin immediately and will continue until the position is filled.
UMass Amherst is committed to a policy of equal opportunity without regard to race, color, religion, caste, creed, sex, age, marital status, national origin, disability, political belief or affiliation, pregnancy and pregnancy-related condition(s), veteran status, sexual orientation, gender identity and expression, genetic information, natural and protective hairstyle and any other class of individuals protected from discrimination 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 UMass Amherst to comply with the applicable federal and state statutes, rules, and regulations concerning equal opportunity and affirmative action.
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