Budget Cuts Hit University Outreach (Athens NEWS)
According to this article, Gov. Strickland has spared "core education funding" in his fourth round of state budget reductions, although some OU programs that provide outreach to southeast Ohio will sustain further cuts. To address budget reductions, the Budget Planning Council is examining major expenditures and revenue sources to develop financial recommendations.
In addition, administrative workgroups are searching for new ways to generate revenue and reduce costs. The administrative workgroups are exploring a variety of options, including "savings that could be realized through...changes to employee and dependent benefits."
It's not as if we didn't see this coming. Back in November, Ken Brown (Professor of Chemistry) suggested that the university may be preparing to shift additional health care costs to its employees "Budget Scare May Be Pretext to Get Your Health Benefits (Athens NEWS)". According to Brown, "It’s a tactic we've seen used or attempted more than once during this long period of fiscal trouble. So we know what to expect just around the corner: higher monthly contributions, higher out-of-pocket maximum costs, and, for the first time ever at OU, a health-care deductible."
And without the right to negotiate benefits with the administration, he claims there's not much we can do about it, except form a collective-bargaining unit. "As long as we lack the right to negotiate benefits with the administration, we can expect to be the scapegoats when budget deficits loom and when administrators are prowling for ways to pare the budget."
According to Brown, the message is clear..."Protect your health-care benefits. Vote for collective bargaining. And join the AAUP today!"
** Consider sharing your comments! This blog allows readers to respond ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns. Post an ANONYMOUS comment today!
Monday, December 29, 2008
Thursday, December 18, 2008
OU Breaks Records Law
OU Admits to Breaking Open Records Law (The Post)
Ohio University is an honorable institution, but from time to time, honorable institutions get themselves into hot water. According to The Post, Ohio University has admitted to three violations of Ohio's public records law. In August 2006, two IT administrators were fired following security breeches and a report that recommended their dismissals. Although OU maintains that the report was not the basis for their termination, the fired administrators filed suit to gain access to notes and documents of the report.
Following a court hearing, both sides of the suit agreed that OU’s inability to produce the records violated Ohio’s public records law. The fine for violating Ohio’s public records law is $1,000 per record.
What can we learn from this case (and others like it)? One lesson is that the administration controls a group of lawyers who are willing to play hardball. That's their job. But faculty need to understand that these lawyers are not their lawyers--they are attorneys for the administration. So if some unfortunate incident were to arise (ask around, I've heard about several situations), you'd quickly learn that you'll be needing a lawyer yourself. Ohio University is an honorable institution, but its lawyers will fight vigorously, even against current and former employees, faculty included.
According to AAUP-OU, most of the money paid in union dues goes to legal fees for protecting individuals and negotiating contracts. The administration has protected themselves. Faculty should protect themselves too. It's the smart thing to do.
Ohio University is an honorable institution, but from time to time, honorable institutions get themselves into hot water. According to The Post, Ohio University has admitted to three violations of Ohio's public records law. In August 2006, two IT administrators were fired following security breeches and a report that recommended their dismissals. Although OU maintains that the report was not the basis for their termination, the fired administrators filed suit to gain access to notes and documents of the report.
Following a court hearing, both sides of the suit agreed that OU’s inability to produce the records violated Ohio’s public records law. The fine for violating Ohio’s public records law is $1,000 per record.
What can we learn from this case (and others like it)? One lesson is that the administration controls a group of lawyers who are willing to play hardball. That's their job. But faculty need to understand that these lawyers are not their lawyers--they are attorneys for the administration. So if some unfortunate incident were to arise (ask around, I've heard about several situations), you'd quickly learn that you'll be needing a lawyer yourself. Ohio University is an honorable institution, but its lawyers will fight vigorously, even against current and former employees, faculty included.
According to AAUP-OU, most of the money paid in union dues goes to legal fees for protecting individuals and negotiating contracts. The administration has protected themselves. Faculty should protect themselves too. It's the smart thing to do.
CIF Mocked by Former Student
CIF Does Rhetorical Backflips in Arguing Against Union (Athens NEWS)
In this Reader's Forum, Dominic Barbato, past president of the OU Graduate Student Senate, essentially mocked the Committee for an Independent Faculty for suggesting that unionization may reduce faculty clout.
(FYI...I blogged about this issue on December 11th. See below.)
According to Barbato,
In this Reader's Forum, Dominic Barbato, past president of the OU Graduate Student Senate, essentially mocked the Committee for an Independent Faculty for suggesting that unionization may reduce faculty clout.
(FYI...I blogged about this issue on December 11th. See below.)
According to Barbato,
[The CIF does] not seem to know (or even care to learn) the nuances of labor law. After a successful union election, the law generally requires that terms of employment are frozen. This prevents management from retaliating against employees for unionizing by stripping benefits from them before negotiations start. The only way faculty would "give up" anything is if they would vote to do so when they ratified a contract, something I see as very unlikely.
Sunday, December 14, 2008
OU Discusses Administrative Layoffs
OU Discusses Cutting Administrative Positions, Suspends Dean Searches (The Post)
In general, the more people we have working on behalf of the students (that includes faculty, staff, and administrators), the better. That said, lean times force universities to trim the fat, so OU is considering combining or eliminating administrative and other non-academic jobs as well as combining colleges. The university would combine colleges by integrating one college into others, thereby eliminating "unnecessary" jobs. According to Ann Fidler, interim Associate Provost for Strategic Initiatives, "Everything needs to be on the table at this point in time." According to Fidler, "[Gov. Strickland] may not be able to continue to protect us. We need to protect ourselves."
Well said! And as administrators in Cutler Hall are considering "all options," we faculty need to protect ourselves as well. To date, I have not heard any serious discussion about laying off faculty, but it's reasonable to assume that layoffs are one possible option, particularly as the university considers restructuring the colleges. Consequently, it makes sense to protect ourselves, just to be safe. Every collective bargaining agreement that I have read includes a section on "retrenchment." For example, Article 28 of the University of Cincinnati contract discusses "RETRENCHMENT UNDER CONDITIONS OF FINANCIAL EXIGENCY." In that section, specific guidelines and procedures are established for dealing with financial emergencies and potential faculty layoffs. I encourage you to spend a few minutes reading that section, and then ask yourself if you'd like to be protected by a similar policy.
In general, the more people we have working on behalf of the students (that includes faculty, staff, and administrators), the better. That said, lean times force universities to trim the fat, so OU is considering combining or eliminating administrative and other non-academic jobs as well as combining colleges. The university would combine colleges by integrating one college into others, thereby eliminating "unnecessary" jobs. According to Ann Fidler, interim Associate Provost for Strategic Initiatives, "Everything needs to be on the table at this point in time." According to Fidler, "[Gov. Strickland] may not be able to continue to protect us. We need to protect ourselves."
Well said! And as administrators in Cutler Hall are considering "all options," we faculty need to protect ourselves as well. To date, I have not heard any serious discussion about laying off faculty, but it's reasonable to assume that layoffs are one possible option, particularly as the university considers restructuring the colleges. Consequently, it makes sense to protect ourselves, just to be safe. Every collective bargaining agreement that I have read includes a section on "retrenchment." For example, Article 28 of the University of Cincinnati contract discusses "RETRENCHMENT UNDER CONDITIONS OF FINANCIAL EXIGENCY." In that section, specific guidelines and procedures are established for dealing with financial emergencies and potential faculty layoffs. I encourage you to spend a few minutes reading that section, and then ask yourself if you'd like to be protected by a similar policy.
Friday, December 12, 2008
CIF and AAUP-OU Bicker Via Email
Today I (and others) received email messages from the Committee for an Independent Faculty (CIF) and from AAUP-OU.
Among other things, the CIF restated some of their recent fear appeals and they "applauded" AAUP-OU for their pledge to hold an election only after 60% of faculty have signed unionization cards. The AAUP-OU email recognized the CIF's message and called for them to provide "concrete suggestions" regarding specific issues, such as faculty participation in administrative hiring, faculty benefit guarantees, etc. (As I mentioned yesterday, it's common for critics to disparage unionization without providing clear alternatives.)
For your reading enjoyment, I pasted each email message into a comment.
Among other things, the CIF restated some of their recent fear appeals and they "applauded" AAUP-OU for their pledge to hold an election only after 60% of faculty have signed unionization cards. The AAUP-OU email recognized the CIF's message and called for them to provide "concrete suggestions" regarding specific issues, such as faculty participation in administrative hiring, faculty benefit guarantees, etc. (As I mentioned yesterday, it's common for critics to disparage unionization without providing clear alternatives.)
For your reading enjoyment, I pasted each email message into a comment.
Possibility of Faculty Trustee?
Governance Committee Discusses Possible Faculty Trustee (The Post)
According to The Post, the Ohio University Board of Trustees is examining how other universities handle communication between faculty and "top governing bodies" in academic settings that include and exclude faculty representation on those Boards. During the Board's October meeting, a team of faculty and administrators presented evidence suggesting that faculty representation fosters communication and broadens the Board's awareness of various university-related issues. During that meeting, faculty members recommended that the Board add a faculty representative, an idea backed by Faculty Senate Chairman Sergio Lopez-Permouth, and an idea backed by evidence that communication is "lacking" or "minimal" in academic settings that exclude faculty representation.
Union or not, the threat of collective bargaining has helped the administration understand that things must change and that shared governance must be taken more seriously.
According to The Post, the Ohio University Board of Trustees is examining how other universities handle communication between faculty and "top governing bodies" in academic settings that include and exclude faculty representation on those Boards. During the Board's October meeting, a team of faculty and administrators presented evidence suggesting that faculty representation fosters communication and broadens the Board's awareness of various university-related issues. During that meeting, faculty members recommended that the Board add a faculty representative, an idea backed by Faculty Senate Chairman Sergio Lopez-Permouth, and an idea backed by evidence that communication is "lacking" or "minimal" in academic settings that exclude faculty representation.
Union or not, the threat of collective bargaining has helped the administration understand that things must change and that shared governance must be taken more seriously.
Thursday, December 11, 2008
CIF Warns Faculty, Again
According to a group calling themselves the Committee for an Independent Faculty (CIF), a collective bargaining agreement could result in the faculty losing some rights they now enjoy (Faculty Faction Warns Unionizing May Reduce Profs’ Clout--Athens NEWS). According to the CIF, "If you have a collective bargaining agreement, you have to negotiate contracts. And in those negotiations, you're going to have to give up things. I am certainly not interested in going down that road."
I'm not sure that I follow the CIF's logic. It is true that collective bargaining involves negotiating a contract. But that's a good thing, because the administration will be forced to listen to the faculty and to arrive at a mutually acceptable agreement that will be backed by state law. As a thought experiment, let's explore the CIF's primary fear that contract negotiations could go so far south that the final agreement would provide even less than we "enjoy" now. If that were the case, who among us would vote to ratify the contract? C'mon people...let's be reasonable!
According to the CIF, existing university policies and procedures can provide faculty with "more weight in shared governance." Exactly what policies and procedures is the CIF talking about? Do they honestly think Faculty Senate is unaware of how to navigate the existing structure of governance? Unfortunately, it's common for critics to disparage unionization without providing clear alternatives.
You might recall that the CIF has used scare tactics in the past. For example, as this blog stated on November 25th, the CIF made unrealistic and disingenuous claims to scare people away from signing cards. The CIF should be ashamed of their behavior, and they should stop trying to mislead faculty.
I'm not sure that I follow the CIF's logic. It is true that collective bargaining involves negotiating a contract. But that's a good thing, because the administration will be forced to listen to the faculty and to arrive at a mutually acceptable agreement that will be backed by state law. As a thought experiment, let's explore the CIF's primary fear that contract negotiations could go so far south that the final agreement would provide even less than we "enjoy" now. If that were the case, who among us would vote to ratify the contract? C'mon people...let's be reasonable!
According to the CIF, existing university policies and procedures can provide faculty with "more weight in shared governance." Exactly what policies and procedures is the CIF talking about? Do they honestly think Faculty Senate is unaware of how to navigate the existing structure of governance? Unfortunately, it's common for critics to disparage unionization without providing clear alternatives.
You might recall that the CIF has used scare tactics in the past. For example, as this blog stated on November 25th, the CIF made unrealistic and disingenuous claims to scare people away from signing cards. The CIF should be ashamed of their behavior, and they should stop trying to mislead faculty.
Wednesday, December 10, 2008
Why Do YOU Support/Oppose Unionization?
This blog is intended to be informative. One way to inform the faculty about unionization is to share why YOU support or oppose it. Thus, I encourage you to contribute an anonymous blog entry to this site. Please send all contributions to OUunion@yahoo.com
Here is my promise to you...
1) Your contribution will be posted anonymously, regardless of whether you sign it or not. I have not made my identify known, and I am not interested in making your identify known. I am a faculty member, and I hope that designation buys me some of your trust.
2) I will post ALL submissions, regardless of content, as long as they are reasonably well-thought-out, respectful, and focused on why YOU support or oppose unionization.
3) I will NOT save your email address, nor will I share it with anyone, nor will I ever send you spam or any other correspondence.
4) I will delete your email message immediately after I post your contribution to the blog.
So please, share your thoughts on this important issue: Why do you support or oppose unionization?
Here is my promise to you...
1) Your contribution will be posted anonymously, regardless of whether you sign it or not. I have not made my identify known, and I am not interested in making your identify known. I am a faculty member, and I hope that designation buys me some of your trust.
2) I will post ALL submissions, regardless of content, as long as they are reasonably well-thought-out, respectful, and focused on why YOU support or oppose unionization.
3) I will NOT save your email address, nor will I share it with anyone, nor will I ever send you spam or any other correspondence.
4) I will delete your email message immediately after I post your contribution to the blog.
So please, share your thoughts on this important issue: Why do you support or oppose unionization?
Monday, December 8, 2008
Card Drive Going Well
Union Card Drive Going Well (Athens NEWS).
Although AAUP officials aren't releasing specific numbers, they reported that faculty response to the "card drive" has been good, even though cards have not yet been distributed to all faculty.
According to Joe Bernt, Professor of journalism and Secretary of AAUP-OU, "Overall, we're pretty pleased, even surprised by the number of cards that have already been signed without the AAUP chapter putting out much effort. We will have a better sense of how close we are to 60 percent of the faculty once we actually send out a mass mailing with cards following an extensive educational campaign during winter and early spring quarters."
Although AAUP officials aren't releasing specific numbers, they reported that faculty response to the "card drive" has been good, even though cards have not yet been distributed to all faculty.
According to Joe Bernt, Professor of journalism and Secretary of AAUP-OU, "Overall, we're pretty pleased, even surprised by the number of cards that have already been signed without the AAUP chapter putting out much effort. We will have a better sense of how close we are to 60 percent of the faculty once we actually send out a mass mailing with cards following an extensive educational campaign during winter and early spring quarters."
Friday, December 5, 2008
Letter From AAUP-OU
Below is a letter I (and others) received from AAUP-OU.
December 1, 2008
To the Ohio University Faculty:
This fall, the Ohio University Faculty Senate voted to support collective bargaining. Since then, we in the AAUP-OU have tried to share information about collective bargaining and lay the groundwork necessary for a successful card drive and election. Many of you will put a lot of thought into your decision, not because you’re satisfied with the status quo, but because you care deeply about the university and your own professional life. We feel the same.
Even the quickest glance at the financial and administrative challenges facing Ohio University shows that the faculty needs the capacity to develop, express, and act meaningfully upon our shared interests and commitments. That is why we are working for a collective bargaining agreement.
Our campus has a unique character marked by a commitment to tolerance, autonomy, democracy, and civility. That’s why we think that a locally controlled and democratic AAUP chapter is preferable to more centrally controlled labor organizations. In the coming months, we'll be sharing more information about all of these concerns.
Now we want to share some good news, update you on developments, and ask for your support.
First, good news that can save you money. Through December, you can join the American Association of University Professors (AAUP) at a substantial discount (these introductory dues are only $60 for those earning less than $60,000, and $120 for those earning more). Your membership supports the nation’s leading organization for our profession, gets a subscription to the bimonthly magazine, Academe, and empowers you to participate fully in the OU chapter, which includes choosing or running for offices. Please join us!
Go to http://www.aaup.org/forms/membership/duesoffer.htm
On the organizational front, the OU chapter and the national AAUP have defined the Ohio University Collective Bargaining Unit (CBU) to be as inclusive as possible. All OU faculty members who work the real-life equivalent of full time are covered: this includes roughly 1150 people in Groups I, II, and IV, the regional campus faculty, and the non-clinical faculty at the College of Osteopathic Medicine.
Before we call for a full vote, we would like to have 60% of the faculty in the CBU sign cards supporting the election and expressing their desire for collective bargaining, represented by the AAUP. Some of your colleagues may have requested and signed cards already. If you haven't, don't worry, we'll eventually send cards out to everyone at their home address.
Why not just send the cards now? We are engaged in a process that involves much more than just getting the cards signed. We’re working to build a campus-wide, democratically governed organization of OU faculty. With a broad membership, AAUP-OU will have the strength to effectively partner with the Faculty Senate on issues like governance, health care, compensation, family leave, and giving legal authority to the many important provisions of the faculty handbook.
Please visit our website (http://www.aaup-ou.org/) and direct any questions you have to aaupou@gmail.com or any AAUP member. If you would like to get involved, even better. What kind of help are we looking for?
Here are some possibilities:
Serve as a liaison--that is, someone who acts as a communication link between AAUP-OU and our colleagues around the university (this is the most important and rewarding role, and we can never have enough!)
Participate in a phone bank when there’s a good reason to try reaching faculty members directly.
Serve on one of our fun committees, such as membership, communications, or events planning.
Build contacts between campuses or with other Ohio AAUP chapters.
Volunteer your web design expertise so our information stays fresh and clear.
But the most helpful thing of all is to join the AAUP and let us know that your support collective bargaining.
Happy Holidays,
Kevin Uhalde
President, OU-AAUP
kevin.uhalde@gmail.com
December 1, 2008
To the Ohio University Faculty:
This fall, the Ohio University Faculty Senate voted to support collective bargaining. Since then, we in the AAUP-OU have tried to share information about collective bargaining and lay the groundwork necessary for a successful card drive and election. Many of you will put a lot of thought into your decision, not because you’re satisfied with the status quo, but because you care deeply about the university and your own professional life. We feel the same.
Even the quickest glance at the financial and administrative challenges facing Ohio University shows that the faculty needs the capacity to develop, express, and act meaningfully upon our shared interests and commitments. That is why we are working for a collective bargaining agreement.
Our campus has a unique character marked by a commitment to tolerance, autonomy, democracy, and civility. That’s why we think that a locally controlled and democratic AAUP chapter is preferable to more centrally controlled labor organizations. In the coming months, we'll be sharing more information about all of these concerns.
Now we want to share some good news, update you on developments, and ask for your support.
First, good news that can save you money. Through December, you can join the American Association of University Professors (AAUP) at a substantial discount (these introductory dues are only $60 for those earning less than $60,000, and $120 for those earning more). Your membership supports the nation’s leading organization for our profession, gets a subscription to the bimonthly magazine, Academe, and empowers you to participate fully in the OU chapter, which includes choosing or running for offices. Please join us!
Go to http://www.aaup.org/forms/membership/duesoffer.htm
On the organizational front, the OU chapter and the national AAUP have defined the Ohio University Collective Bargaining Unit (CBU) to be as inclusive as possible. All OU faculty members who work the real-life equivalent of full time are covered: this includes roughly 1150 people in Groups I, II, and IV, the regional campus faculty, and the non-clinical faculty at the College of Osteopathic Medicine.
Before we call for a full vote, we would like to have 60% of the faculty in the CBU sign cards supporting the election and expressing their desire for collective bargaining, represented by the AAUP. Some of your colleagues may have requested and signed cards already. If you haven't, don't worry, we'll eventually send cards out to everyone at their home address.
Why not just send the cards now? We are engaged in a process that involves much more than just getting the cards signed. We’re working to build a campus-wide, democratically governed organization of OU faculty. With a broad membership, AAUP-OU will have the strength to effectively partner with the Faculty Senate on issues like governance, health care, compensation, family leave, and giving legal authority to the many important provisions of the faculty handbook.
Please visit our website (http://www.aaup-ou.org/) and direct any questions you have to aaupou@gmail.com or any AAUP member. If you would like to get involved, even better. What kind of help are we looking for?
Here are some possibilities:
Serve as a liaison--that is, someone who acts as a communication link between AAUP-OU and our colleagues around the university (this is the most important and rewarding role, and we can never have enough!)
Participate in a phone bank when there’s a good reason to try reaching faculty members directly.
Serve on one of our fun committees, such as membership, communications, or events planning.
Build contacts between campuses or with other Ohio AAUP chapters.
Volunteer your web design expertise so our information stays fresh and clear.
But the most helpful thing of all is to join the AAUP and let us know that your support collective bargaining.
Happy Holidays,
Kevin Uhalde
President, OU-AAUP
kevin.uhalde@gmail.com
Krendl Leaving OU
As I've mentioned a few times over the past few weeks, administrators come and go, and today OU announced that Provost Krendl will step down as Ohio University's Executive Vice President and Provost June 30, 2009 to assume the presidency of Otterbein College (Otterbein College Names Krendl President).
Until July 1, Krendl will continue to be chief academic officer, the primary administrator of VisionOhio, and she will continue to lead the transition from quarters to semesters (and to our inclusion in the University System of Ohio).
Do the faculty have a solid back-up plan? Or is our future now left to some to-be-named administrator that we'll have little or no say in hiring?
We can't leave our future and the future of this great institution to the whims of transient administrators who are preoccupied with their next promotions. During this period of intense change, the faculty needs to ensure that its collective voice is heard. As I've mentioned before, a collective bargaining agreement would help ensure that the changes we embrace are measured, in the best interest of all stakeholders, and that they are implemented via due process that includes appropriate faculty input.
As today's news proves, university administrators will come and go, but a collective bargaining agreement will remain in place regardless of the administration, and it will be backed by law.
Until July 1, Krendl will continue to be chief academic officer, the primary administrator of VisionOhio, and she will continue to lead the transition from quarters to semesters (and to our inclusion in the University System of Ohio).
Do the faculty have a solid back-up plan? Or is our future now left to some to-be-named administrator that we'll have little or no say in hiring?
We can't leave our future and the future of this great institution to the whims of transient administrators who are preoccupied with their next promotions. During this period of intense change, the faculty needs to ensure that its collective voice is heard. As I've mentioned before, a collective bargaining agreement would help ensure that the changes we embrace are measured, in the best interest of all stakeholders, and that they are implemented via due process that includes appropriate faculty input.
As today's news proves, university administrators will come and go, but a collective bargaining agreement will remain in place regardless of the administration, and it will be backed by law.
Wednesday, December 3, 2008
Unionization Boosts Power!
Unions are all about strength and power.
But I'm not talking about that kind of strength and power.
We need to shake the idea that the desire for power is somehow uncouth, or even sinister. Power is a critical factor in any relationship, whether it be personal or professional. That said, healthy relationships feature an equitable distribution of power. In terms of relative strength and power, how healthy is the relationship between the faculty and the administration?
Consider two recent events, and ask yourself if the faculty enjoy even a small piece of the power structure.
1) According to data published Monday in the Athens NEWS, the average 2007-08 total compensation package for a pubic university President was valued at $427,400. At that time, President McDavis was earning only $378,732 (Survey Suggests McDavis Was Being Underpaid). But don't feel sorry for McDavis, because university administrators and Board Members enjoy considerable power, and they have the freedom to award raises as they see fit. They also have the freedom to ignore two consecutive no-confidence votes from the faculty, and the luxury of conducting a "comprehensive review" of the President after deciding to award him a 5-year contract extension and an $85,336 raise. While administrators are getting rich, faculty enjoy the pleasure of fighting over table scraps, leaving most of us lucky if we keep pace with inflation--many of us don't.
2) Earlier today, a colleague sent me an email from Ben Ogles, who is the Dean of the College of Arts and Sciences. After consulting with other administrators, Dean Ogles decided to suspend all faculty searches immediately, expressing disappointment and citing budgetary issues as the culprit. Given the discouraging state of our global economy and the budgetary challenges that Ohio University faces, it's not surprising that the administration is suspending faculty searches. But as I mentioned previously, university administrators enjoy considerable power, so when they believe a new administrative position is necessary, it's unlikely that budgetary problems will stand in their way. For example, it was just three weeks ago that Ohio University announced its first Vice Provost for Diversity, Access and Equity. This new administrator will earn $137,000 annually (an amount easily twice as much as two new assistant professors would have likely earned).
These are just two examples, based on news within the past two days. If you pay even just a little attention, you'll discover that these are not isolated instances, but that they represent a troubling trend that reflects Ohio University's status quo.
Through unionization, faculty will speak with one voice. And when faculty speak collectively, they become powerful, because the administration will have no choice but to listen. Isn't it obvious folks? They certainly aren't listening to us now.
** Consider sharing your comments! This blog allows readers to respond ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns. Post an ANONYMOUS comment today!
Monday, December 1, 2008
Union Debate Welcome
Union Debate Welcome; Misrepresentation, Scare Tactics Not (Athens NEWS)
In this Reader's Forum, Bernhard Debatin, Associate Professor of Journalism, notes that the Committee for an Independent Faculty is not living up to the standards of a truthful and honest debate.
He also raises some great questions...
During lean economic times, will we be able to maintain our workload? Will we be able to protect faculty from layoffs? Will we be able to maintain our health benefits? Will we be able to preserve academic quality? Will faculty have the strength, unity, and perseverance to ensure their voices are heard?
According to Debatin, a unionized faculty will no longer be ignored, because unionization will balance the distribution of power and make shared governance possible.
In this Reader's Forum, Bernhard Debatin, Associate Professor of Journalism, notes that the Committee for an Independent Faculty is not living up to the standards of a truthful and honest debate.
In times of severe economic crisis, I would like to see an honest debate that focuses on how to maintain shared governance, academic quality and faculty independence at OU. So far, the debate about unionization has mostly revolved around salary increases--a red herring in my opinion (statistics are inconclusive and hard to compare) and also a nearly moot point in a recession.
He also raises some great questions...
During lean economic times, will we be able to maintain our workload? Will we be able to protect faculty from layoffs? Will we be able to maintain our health benefits? Will we be able to preserve academic quality? Will faculty have the strength, unity, and perseverance to ensure their voices are heard?
According to Debatin, a unionized faculty will no longer be ignored, because unionization will balance the distribution of power and make shared governance possible.
Thursday, November 27, 2008
Giving Thanks
University professors have lots to be thankful for. We are paid to explore our interests and to spark interests in others. We have autonomy over our research and our classrooms. Our schedules are relatively flexible and allow us considerable time off. Many of us have job security. And although most of us aren't getting rich, university professors typically earn a decent salary with reasonable benefits. Overall, we lead good lives, and for that, we should be thankful.
That said, I'm willing to fight to maintain what we have, and to try to make things better. Ohio University is a great institution, one that I've called my home for many years, but it is not without its problems. Those of us who speak out about OU's problems are no less loyal to the institution than those who stay silent, choosing instead to accept things as they are. Reasonable people are going to disagree about unionization. As academicians, we can deal with that. As academicians, we know that people on both sides of the issue are going to exert their influence to persuade others and to gain supporters. No problems there, as long as we all agree to play nice.
Let's continue to do that. Let's agree to play nice and to further our discussion of unionization so that those who have yet to decide have enough information to do so. Let's agree to speak up and to be tolerant so that our discussions are friendly and informative. Let's agree that it's in our best interest to unite, whether or not that involves collective bargaining.
Happy Thanksgiving, my friends.
That said, I'm willing to fight to maintain what we have, and to try to make things better. Ohio University is a great institution, one that I've called my home for many years, but it is not without its problems. Those of us who speak out about OU's problems are no less loyal to the institution than those who stay silent, choosing instead to accept things as they are. Reasonable people are going to disagree about unionization. As academicians, we can deal with that. As academicians, we know that people on both sides of the issue are going to exert their influence to persuade others and to gain supporters. No problems there, as long as we all agree to play nice.
Let's continue to do that. Let's agree to play nice and to further our discussion of unionization so that those who have yet to decide have enough information to do so. Let's agree to speak up and to be tolerant so that our discussions are friendly and informative. Let's agree that it's in our best interest to unite, whether or not that involves collective bargaining.
Happy Thanksgiving, my friends.
Wednesday, November 26, 2008
Administrators Come and Go
This is an update of a previous blog regarding Provost Krendl searching for employment elsewhere...
According to The Post, Provost Krendl is now one of two finalists for president at Otterbein College ("Krendl One of Two Candidates for Otterbein Presidency"). You might recall that back in February, she was among three finalists for the presidency at Elmhurst College. Although Provost Krendl is chief academic officer, a primary architect of VisionOhio, and leading the transition from quarters to semesters (and to our inclusion in the University System of Ohio), it's clear that she's interested in moving on.
If you haven't noticed, the times are a changin' at Ohio University, and as they continue to change, the faculty needs to ensure that its collective voice is heard. A collective bargaining agreement would help ensure that the changes we embrace are measured, in the best interest of all stakeholders, and that they are implemented via due process that includes appropriate faculty input. University administrators will come and go, but a collective bargaining agreement will remain in place, and it will be backed by law.
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According to The Post, Provost Krendl is now one of two finalists for president at Otterbein College ("Krendl One of Two Candidates for Otterbein Presidency"). You might recall that back in February, she was among three finalists for the presidency at Elmhurst College. Although Provost Krendl is chief academic officer, a primary architect of VisionOhio, and leading the transition from quarters to semesters (and to our inclusion in the University System of Ohio), it's clear that she's interested in moving on.
If you haven't noticed, the times are a changin' at Ohio University, and as they continue to change, the faculty needs to ensure that its collective voice is heard. A collective bargaining agreement would help ensure that the changes we embrace are measured, in the best interest of all stakeholders, and that they are implemented via due process that includes appropriate faculty input. University administrators will come and go, but a collective bargaining agreement will remain in place, and it will be backed by law.
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Tuesday, November 25, 2008
Scare Tactics by Union Opposition
If you need more evidence that the Committee for an Independent Faculty is trying to scare people away from signing cards, consider reading the following article:
Claim That AAUP Could Bypass Union Election is Unrealistic (The Post)
As I (and others) have stated previously, it is possible to circumvent an election only if the union initiates it (which it would never do), and only if Ohio University also agrees to recognize the union without an election (and Ohio University would NEVER agree to do this). University administrators are trained never to say never, but according to Rebecca Watts, who is Chief of Staff to President McDavis, the administration would indeed request an election before recognizing a faculty union.
In other words, the card drive is completely legitimate, faculty should not hesitate to sign cards if they support unionization, and the Committee for an Independent Faculty should stop trying to scare people.
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Claim That AAUP Could Bypass Union Election is Unrealistic (The Post)
As I (and others) have stated previously, it is possible to circumvent an election only if the union initiates it (which it would never do), and only if Ohio University also agrees to recognize the union without an election (and Ohio University would NEVER agree to do this). University administrators are trained never to say never, but according to Rebecca Watts, who is Chief of Staff to President McDavis, the administration would indeed request an election before recognizing a faculty union.
In other words, the card drive is completely legitimate, faculty should not hesitate to sign cards if they support unionization, and the Committee for an Independent Faculty should stop trying to scare people.
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Monday, November 24, 2008
Do Not Hesitate to Sign Cards
As I mention yesterday, many faculty have received a bizarre email from a group calling themselves the Committee for an Independent Faculty (CIF). The CIF warned that faculty should "be careful" before signing unionization cards, because "signing a card is in fact a vote for unionization."
The following article and letter to the editor help set the record straight. In essence, they state that the card drive is legitimate, completely transparent, and that if the card drive is successful, Ohio's State Employment Relations Board (SERB) will coordinate a vote on unionization. In other words, the card drive is completely legitimate, so faculty should not hesitate to sign cards if they support unionization.
Faculty Group Alleges Union Card Drive Deceptive (Athens NEWS)
The Truth about Ohio Law and Collective Bargaining (Athens NEWS)
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The following article and letter to the editor help set the record straight. In essence, they state that the card drive is legitimate, completely transparent, and that if the card drive is successful, Ohio's State Employment Relations Board (SERB) will coordinate a vote on unionization. In other words, the card drive is completely legitimate, so faculty should not hesitate to sign cards if they support unionization.
Faculty Group Alleges Union Card Drive Deceptive (Athens NEWS)
The Truth about Ohio Law and Collective Bargaining (Athens NEWS)
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Sunday, November 23, 2008
Card Drive is NOT a Union Election
Many faculty have received a bizarre email from a group calling themselves the Committee for an Independent Faculty (CIF). The CIF warns that faculty should "be careful" before signing unionization cards, because "signing a card is in fact a vote for unionization."
This is not true, and it's troubling that this group would suggest that our AAUP-OU colleagues are intentionally trying to mislead us. According to a recent blog entry on the AAUP-OU's Web site, "The AAUP will not, under any circumstances, ask SERB to recognize AAUP as the exclusive bargaining agent without an election. Just as importantly, the AAUP will not call for an election until a strong majority (60%) of the faculty have asked for it by signing cards."
Why is the Committee for an Independent Faculty trying to scare us? Unfortunately, it is common for those who oppose unionization to spread misinformation and to use fear to scare people away from signing cards. Below are the facts, based on the following Ohio laws that you can read for yourself:
Ohio Revised Code 4117.05
Ohio Administrative Code 4117-3
FACT: It is possible to circumvent an election only if the union initiates it. As I mentioned previously, the AAUP will not, under any circumstances, seek collective bargaining without an election conducted by the State Employment Relations Board (SERB). The unionization cards clearly state that faculty who sign cards "wish...to vote in an election to be conducted by the Ohio State Employment Relations Board..."
FACT: Even if the union initiated alternative procedures (and it won't), it is possible to circumvent an election only if Ohio University also agrees to recognize the union without an election, and Ohio University would NEVER agree to this. During the October Faculty Senate meeting, the Provost stated very clearly her opinion that unionization would be "disastrous." NEVER in Ohio has a university recognized a union without an election.
FACT: Faculty have no reason to mistrust the AAUP. Since 1915, the AAUP's primary mission has been to advance academic freedom and shared governance. Even our Faculty Handbook (Section I-A) pays homage to the incredibly influential 1940 Statement of Principles of the American Association of University Professors.
The Committee for an Independent Faculty is correct that you should be careful what you sign, BUT YOU SHOULD SIGN A UNION CARD.
This is not true, and it's troubling that this group would suggest that our AAUP-OU colleagues are intentionally trying to mislead us. According to a recent blog entry on the AAUP-OU's Web site, "The AAUP will not, under any circumstances, ask SERB to recognize AAUP as the exclusive bargaining agent without an election. Just as importantly, the AAUP will not call for an election until a strong majority (60%) of the faculty have asked for it by signing cards."
Why is the Committee for an Independent Faculty trying to scare us? Unfortunately, it is common for those who oppose unionization to spread misinformation and to use fear to scare people away from signing cards. Below are the facts, based on the following Ohio laws that you can read for yourself:
Ohio Revised Code 4117.05
Ohio Administrative Code 4117-3
FACT: It is possible to circumvent an election only if the union initiates it. As I mentioned previously, the AAUP will not, under any circumstances, seek collective bargaining without an election conducted by the State Employment Relations Board (SERB). The unionization cards clearly state that faculty who sign cards "wish...to vote in an election to be conducted by the Ohio State Employment Relations Board..."
FACT: Even if the union initiated alternative procedures (and it won't), it is possible to circumvent an election only if Ohio University also agrees to recognize the union without an election, and Ohio University would NEVER agree to this. During the October Faculty Senate meeting, the Provost stated very clearly her opinion that unionization would be "disastrous." NEVER in Ohio has a university recognized a union without an election.
FACT: Faculty have no reason to mistrust the AAUP. Since 1915, the AAUP's primary mission has been to advance academic freedom and shared governance. Even our Faculty Handbook (Section I-A) pays homage to the incredibly influential 1940 Statement of Principles of the American Association of University Professors.
The Committee for an Independent Faculty is correct that you should be careful what you sign, BUT YOU SHOULD SIGN A UNION CARD.
The Language of "The Card"
Faculty have had some questions about the AAUP's card drive. Immediately below is a brief summary of the intent behind a card drive, and below that is the actual language of the card, which I found on the AAUP-OU Web site.
What exactly is a card drive? A card drive authorizes Ohio's State Employment Relations Board (SERB) to coordinate a vote on unionization. To initiate such a vote, 30% of eligible faculty must sign and return union cards. However, to ensure that an election will result in majority support for unionization, both AAUP-National and AAUP-OU insist that 60% of eligible faculty sign and return union cards before SERB coordinates a vote.
According to AAUP-OU, unionization cards include the following language:
My understanding is that the card drive will soon be fully underway and that all faculty will receive a card and some basic information. For more information about the card drive, consider contacting one of the AAUP-OU officers listed below and on their Web site.
President
Kevin Uhalde
Associate Professor, History Department
Vice President
Marsha Dutton
Professor, English Department
Treasurer
John Gilliom
Professor and Chair, Political Science
Secretary
Joseph Bernt
Professor, School of Journalism
At-Large Members
Glenn Matlack
Assistant Professor, Environmental and Plant Biology
Ken Brown
Professor, Chemistry
Gene Ammarell
Associate Professor, Department of Sociology and Anthropology
Branch Campus Liaison
Michael Nern
Associate Professor, English, Zanesville Campus
What exactly is a card drive? A card drive authorizes Ohio's State Employment Relations Board (SERB) to coordinate a vote on unionization. To initiate such a vote, 30% of eligible faculty must sign and return union cards. However, to ensure that an election will result in majority support for unionization, both AAUP-National and AAUP-OU insist that 60% of eligible faculty sign and return union cards before SERB coordinates a vote.
According to AAUP-OU, unionization cards include the following language:
I, [printed name] ____________________, wish to be represented in collective bargaining by the Ohio University Chapter of the American Association of University Professors (OU-AAUP) and to vote in an election to be conducted by the Ohio State Employment Relations Board to achieve this objective. I subscribe to and support the OU-AAUP's efforts to advance the principles and standards of my profession of teaching and research in higher education and its commitment to support and advance strong faculty governance.
My understanding is that the card drive will soon be fully underway and that all faculty will receive a card and some basic information. For more information about the card drive, consider contacting one of the AAUP-OU officers listed below and on their Web site.
President
Kevin Uhalde
Associate Professor, History Department
Vice President
Marsha Dutton
Professor, English Department
Treasurer
John Gilliom
Professor and Chair, Political Science
Secretary
Joseph Bernt
Professor, School of Journalism
At-Large Members
Glenn Matlack
Assistant Professor, Environmental and Plant Biology
Ken Brown
Professor, Chemistry
Gene Ammarell
Associate Professor, Department of Sociology and Anthropology
Branch Campus Liaison
Michael Nern
Associate Professor, English, Zanesville Campus
Thursday, November 20, 2008
Protect Health Benefits
"Budget Scare May Be Pretext to Get Your Health Benefits (Athens NEWS)"
Letter to the editor by Ken Brown, Professor of Chemistry and member of the OU AAUP chapter. Brown suggests that the university may be preparing to shift additional health care costs to its employees. He claims, "It’s a tactic we’ve seen used or attempted more than once during this long period of fiscal trouble. So we know what to expect just around the corner: higher monthly contributions, higher out-of-pocket maximum costs, and, for the first time ever at OU, a health-care deductible.
And without the right to negotiate benefits with the administration, he claims there's not much we can do about it, except form a collective-bargaining unit. "As long as we lack the right to negotiate benefits with the administration, we can expect to be the scapegoats when budget deficits loom and when administrators are prowling for ways to pare the budget."
According to Brown, the message is clear..."Protect Your Health-Care Benefits. Vote for Collective Bargaining. And join the AAUP today!"
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Letter to the editor by Ken Brown, Professor of Chemistry and member of the OU AAUP chapter. Brown suggests that the university may be preparing to shift additional health care costs to its employees. He claims, "It’s a tactic we’ve seen used or attempted more than once during this long period of fiscal trouble. So we know what to expect just around the corner: higher monthly contributions, higher out-of-pocket maximum costs, and, for the first time ever at OU, a health-care deductible.
And without the right to negotiate benefits with the administration, he claims there's not much we can do about it, except form a collective-bargaining unit. "As long as we lack the right to negotiate benefits with the administration, we can expect to be the scapegoats when budget deficits loom and when administrators are prowling for ways to pare the budget."
According to Brown, the message is clear..."Protect Your Health-Care Benefits. Vote for Collective Bargaining. And join the AAUP today!"
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Wednesday, November 19, 2008
Faculty Handbook Legally Binding?
Back in the good old days, faculty signed a contract each year. It was a fascinating document that noted one's name, address, tenure status, salary, FTE, etc., and at the very bottom, the following language...
But several years ago, the administration stopped issuing these contracts and opted to send faculty "letters of appointment" instead. Faculty have been arguing with administrators ever since, debating whether the Faculty Handbook, which was clearly part of a professor's contract, is still a legally binding part of our "agreement" with the university ("Senate Re-examines Faculty Handbook (The Post)").
According to John Biancamano, OU's Director of Legal Affairs, the Faculty Handbook is "in a general sense" still part of the faculty contract.
Excuse me? I don't know about the rest of the faculty, but I'm deeply concerned when my legal rights are only "generally" protected by a "contract" I no longer have a right to sign.
By negotiating a collective bargaining agreement with the university, faculty will no longer need to be concerned about the terms and conditions of their employment, because the agreement will codify what's in the Faculty Handbook, and the agreement will be backed by state law.
By signing below you are accepting appointment under the terms and conditions of this contact and agreeing that questions regarding this contract shall be resolved according to the principles and regulations set forth, where applicable, in the Faculty Handbook, Administrator's Handbook, Ohio University Policy and Procedure Manual, and the laws of Ohio.
But several years ago, the administration stopped issuing these contracts and opted to send faculty "letters of appointment" instead. Faculty have been arguing with administrators ever since, debating whether the Faculty Handbook, which was clearly part of a professor's contract, is still a legally binding part of our "agreement" with the university ("Senate Re-examines Faculty Handbook (The Post)").
According to John Biancamano, OU's Director of Legal Affairs, the Faculty Handbook is "in a general sense" still part of the faculty contract.
Excuse me? I don't know about the rest of the faculty, but I'm deeply concerned when my legal rights are only "generally" protected by a "contract" I no longer have a right to sign.
By negotiating a collective bargaining agreement with the university, faculty will no longer need to be concerned about the terms and conditions of their employment, because the agreement will codify what's in the Faculty Handbook, and the agreement will be backed by state law.
Thursday, November 13, 2008
Evaluating President McDavis
As you know, the Board of Trustees recently agreed to pay Terry MacTaggart of AGB (Association of Governing Boards of Universities and Colleges) $35,000 to meet with campus representatives to conduct a comprehensive evaluation of President McDavis. According to The Post ("Consultant Begins McDavis Review"), "MacTaggart meets with individual groups and asks them to give a candid assessment of the president’s performance. Then he just listens."
According to today's Athens News, faculty representatives don't believe he listened nearly enough ("Faculty Not Thrilled With Review"). According to Faculty Senate Chairman Sergio Lopez-Permouth, very little "real communication" occurred between Senate leaders and MacTaggart. Lopez-Permouth complained that MacTaggart asked leading questions (e.g., "Why would you criticize McDavis when all outside indicators show he's doing a good job?"), and that there was very little time for faculty to voice their concerns.
And let's be honest...Did anyone really expect this evaluation to be fair? How valid is a comprehensive review that follows (rather than precedes) a 5-year contract extension and an $85,336 raise? How can any reasonable person view this evaluation as meaningful or impartial?
Can unionization change things? Possibly. After all, anything can be negotiated into a contract, and over the past few years, who has conducted meaningful evaluations (i.e., evaluations based on faculty input) of top administrators? That's right, OU's local chapter of AAUP.
According to today's Athens News, faculty representatives don't believe he listened nearly enough ("Faculty Not Thrilled With Review"). According to Faculty Senate Chairman Sergio Lopez-Permouth, very little "real communication" occurred between Senate leaders and MacTaggart. Lopez-Permouth complained that MacTaggart asked leading questions (e.g., "Why would you criticize McDavis when all outside indicators show he's doing a good job?"), and that there was very little time for faculty to voice their concerns.
And let's be honest...Did anyone really expect this evaluation to be fair? How valid is a comprehensive review that follows (rather than precedes) a 5-year contract extension and an $85,336 raise? How can any reasonable person view this evaluation as meaningful or impartial?
Can unionization change things? Possibly. After all, anything can be negotiated into a contract, and over the past few years, who has conducted meaningful evaluations (i.e., evaluations based on faculty input) of top administrators? That's right, OU's local chapter of AAUP.
Wednesday, November 12, 2008
Irresponsible Administrative Spending
According to university administrators, Ohio University could face a deficit of up to $38 million in the next two years if a “perfect storm” of key economic factors blows through the state ("‘Perfect Storm’ Could Cause Budget Deficit"). Although we have little control over global finances, Ohio University does indeed control how it prioritizes its spending. As you might expect, the university community is becoming increasingly frustrated with administrative decisions (decisions that often lack adequate faculty input).
For example, Chuck Overby, Professor Emeritus of Engineering, recently chastised the administration's ability to prioritize spending ("Straightening Priorities Involves Spending Money Differently"). In his letter to the editor, he noted that while the administration chose to cut the library's hours of operation, it instead chose to invest ever-dwindling financial resources into huge pay raises for both the President ("OU President Gets $85,336 Raise with New Contract") and the Football Coach ("Solich Annual Salary $400,000 Through 2013"). Furthermore, as the library sat dark, the university worked to fill new "six-figure" administrative positions ("Vice Provost for Diversity Will Earn $137,000"). Overby noted that as the administration feasts, "Alden Library and other 'essences' of a first-class university go on starvation rations."
When unionized, we won't be able to force good judgment on the administration, but a contract will give us a legally binding tool to limit the damage they can do.
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For example, Chuck Overby, Professor Emeritus of Engineering, recently chastised the administration's ability to prioritize spending ("Straightening Priorities Involves Spending Money Differently"). In his letter to the editor, he noted that while the administration chose to cut the library's hours of operation, it instead chose to invest ever-dwindling financial resources into huge pay raises for both the President ("OU President Gets $85,336 Raise with New Contract") and the Football Coach ("Solich Annual Salary $400,000 Through 2013"). Furthermore, as the library sat dark, the university worked to fill new "six-figure" administrative positions ("Vice Provost for Diversity Will Earn $137,000"). Overby noted that as the administration feasts, "Alden Library and other 'essences' of a first-class university go on starvation rations."
When unionized, we won't be able to force good judgment on the administration, but a contract will give us a legally binding tool to limit the damage they can do.
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Tuesday, November 11, 2008
"Contingent Faculty" in the News
The following was posted today on the AAUP-OU Web site.
The AAUP has dedicated the November-December issue of its magazine, Academe, to the topic of contingent faculty. That's the term commonly used for all those who teach in positions that don't have the possibility of tenure, including what O.U. calls Group 2 faculty.
A variety of topics and perspectives are offered, descriptive and prognostic, objective and opinionated. What's most worth our notice is that the AAUP talks openly about how best to protect the interests of all faculty, regardless of the groups to which administrations assign us. Please consider taking a look. While you're on the national website, also consider joining the AAUP if you haven't already.
The AAUP has dedicated the November-December issue of its magazine, Academe, to the topic of contingent faculty. That's the term commonly used for all those who teach in positions that don't have the possibility of tenure, including what O.U. calls Group 2 faculty.
A variety of topics and perspectives are offered, descriptive and prognostic, objective and opinionated. What's most worth our notice is that the AAUP talks openly about how best to protect the interests of all faculty, regardless of the groups to which administrations assign us. Please consider taking a look. While you're on the national website, also consider joining the AAUP if you haven't already.
Sunday, November 9, 2008
University Presidents Earn $$$
As state funding for higher education continues to erode, Ohio's public universities continue to brace themselves for shortfalls by creating budget contingency plans. For example, during the September Faculty Senate Meeting, President McDavis noted that state revenues are falling short of projections, and he acknowledged that economic indicators are not moving in the direction everyone had hoped. Although he stated that he is "cautiously optimistic," he announced that he is developing a budget contingency plan and that he is "concerned about the overall numbers." Faculty are concerned about the numbers too, and as team players they have tightened their departmental belts, and they have collectively endured modest pay raises.
Why haven't our team leaders followed suit? Although funding for our state universities is limited, Ohio State recently announced that President Gee will receive a 3.5% base raise and a 40% performance bonus ("Ohio State Gives President Pay Increase, Bonus"). You might recall that President McDavis recently accepted a huge raise as well ("OU President Gets $85,336 Raise with New Contract"). Even after two votes of no confidence, the Board of Trustees awarded McDavis a new 5-year contract and an $85,336 pay raise. Meanwhile, many faculty failed to keep pace with inflation after splitting a 3% raise pool.
Collective bargaining will not prevent university presidents from becoming rich, but it will provide faculty with more say in how university funds are used, and it will help faculty from falling deeper and deeper into a financial hole.
Why haven't our team leaders followed suit? Although funding for our state universities is limited, Ohio State recently announced that President Gee will receive a 3.5% base raise and a 40% performance bonus ("Ohio State Gives President Pay Increase, Bonus"). You might recall that President McDavis recently accepted a huge raise as well ("OU President Gets $85,336 Raise with New Contract"). Even after two votes of no confidence, the Board of Trustees awarded McDavis a new 5-year contract and an $85,336 pay raise. Meanwhile, many faculty failed to keep pace with inflation after splitting a 3% raise pool.
Collective bargaining will not prevent university presidents from becoming rich, but it will provide faculty with more say in how university funds are used, and it will help faculty from falling deeper and deeper into a financial hole.
Wednesday, November 5, 2008
Why Unionize Now?
According to The Post, Provost Krendl is one of three finalists for president at Otterbein College, and back in February, she was among three finalists for the presidency at Elmhurst College ("Krendl Finalist for Otterbein Presidency"). Although Provost Krendl is chief academic officer, a primary architect of VisionOhio, and leading the transition from quarters to semesters (and to our inclusion in the University System of Ohio), it seems clear that she's interested in moving on. A recent Post editorial stated (quite reasonably) that OU needs a contingency plan, and it needs to share that plan with people who have a stake in the University ("Post Editorial: What's the Plan?").
Faculty need to think about contingency plans as well. If you haven't noticed, the times are a changin' at Ohio University, and as they continue to change, the faculty needs to ensure that its collective voice is heard. A collective bargaining agreement would help ensure that the changes we embrace are measured, in the best interest of all stakeholders, and that they are implemented via due process that includes appropriate faculty input.
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Faculty need to think about contingency plans as well. If you haven't noticed, the times are a changin' at Ohio University, and as they continue to change, the faculty needs to ensure that its collective voice is heard. A collective bargaining agreement would help ensure that the changes we embrace are measured, in the best interest of all stakeholders, and that they are implemented via due process that includes appropriate faculty input.
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Tuesday, November 4, 2008
Strong Opinions Across Campuses
Unionization: Talk Reveals Strong Faculty Opinions Across OU Campuses (The Post)
This article mentions that Athens faculty continue to discuss unionization issues, and that organizers are planning to hold additional forums that will reach out to regional campus faculty. That sounds like a good idea, because organizers are likely to find quite a bit of support on the regionals. According to the article, Zanesville faculty have been ready to unionize for some time, and an informal survey of faculty in Chillicothe discovered strong support.
That said, most faculty seem to agree that the AAUP needs to begin a comprehensive informational campaign for the card drive to be successful. Simply stated, faculty need much more information to make informed decisions about unionization.
As much as possible, this blog will track OU's organizational efforts and will post information as it becomes available. You can help! If you have unionization information to share, consider contributing a brief blog entry to this site. All contributions will be posted anonymously. Contributions should be well-thought-out, respectful, and written with the intent of furthering an intelligent discussion of collective bargaining at OU. Send all contributions to OUunion@yahoo.com
** And consider sharing your comments! This blog allows readers to respond ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns. Post an ANONYMOUS comment today!
This article mentions that Athens faculty continue to discuss unionization issues, and that organizers are planning to hold additional forums that will reach out to regional campus faculty. That sounds like a good idea, because organizers are likely to find quite a bit of support on the regionals. According to the article, Zanesville faculty have been ready to unionize for some time, and an informal survey of faculty in Chillicothe discovered strong support.
That said, most faculty seem to agree that the AAUP needs to begin a comprehensive informational campaign for the card drive to be successful. Simply stated, faculty need much more information to make informed decisions about unionization.
As much as possible, this blog will track OU's organizational efforts and will post information as it becomes available. You can help! If you have unionization information to share, consider contributing a brief blog entry to this site. All contributions will be posted anonymously. Contributions should be well-thought-out, respectful, and written with the intent of furthering an intelligent discussion of collective bargaining at OU. Send all contributions to OUunion@yahoo.com
** And consider sharing your comments! This blog allows readers to respond ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns. Post an ANONYMOUS comment today!
Monday, November 3, 2008
Advice for Administrators
According to the AAUP, federal and state laws govern what is lawful and unlawful conduct for university administrators during a union organizing campaign. For example, the following is generally LAWFUL conduct: Administrators may respond to questions, they may conduct informational meetings, and they may distribute information.
However, it is generally UNLAWFUL for administrators to do the following:
Administrators may not intimidate, threaten, or coerce potential bargaining unit members.
Administrators may not interrogate, survey, or poll potential bargaining unit members.
Administrators may not retaliate against anyone participating in union organizing efforts.
Administrators may not promise benefits if the union is defeated.
With this in mind, I was very interested in an article that a Zanesville faculty member sent to my attention. In the article ("OU Faculty Close to Unionizing"), Zanesville faculty describe OU's unionization efforts. Although the faculty state their campus heavily supports unionization, an administrator is quoted as saying "some are very strongly union, others are very anti-union," as if he had polled the faculty himself. According to the AAUP, administrators should think carefully before surveying or polling potential bargaining unit members, as that generally constitutes unlawful behavior.
However, it is generally UNLAWFUL for administrators to do the following:
With this in mind, I was very interested in an article that a Zanesville faculty member sent to my attention. In the article ("OU Faculty Close to Unionizing"), Zanesville faculty describe OU's unionization efforts. Although the faculty state their campus heavily supports unionization, an administrator is quoted as saying "some are very strongly union, others are very anti-union," as if he had polled the faculty himself. According to the AAUP, administrators should think carefully before surveying or polling potential bargaining unit members, as that generally constitutes unlawful behavior.
Thursday, October 30, 2008
Article on Unionization Forum
OU Faculty Members Address Unionization Concerns at Forum (Athens News)
This article describes an informational forum held on 10/28 by AAUP-OU. Leading the discussion was AAUP Associate Secretary Pat Shaw, OU AAUP chapter Vice President Marsha Dutton, and two head negotiators from Wright State University’s collective-bargaining chapter of the AAUP. The article addresses issues such as Group II inclusion in the bargaining unit, union dues, and details about the card drive.
This article describes an informational forum held on 10/28 by AAUP-OU. Leading the discussion was AAUP Associate Secretary Pat Shaw, OU AAUP chapter Vice President Marsha Dutton, and two head negotiators from Wright State University’s collective-bargaining chapter of the AAUP. The article addresses issues such as Group II inclusion in the bargaining unit, union dues, and details about the card drive.
Wednesday, October 29, 2008
Evaluating Shared Governance
On September 8th, Faculty Senate called upon the faculty to organize themselves into a collective bargaining unit for the purpose of instituting meaningful shared governance. Most people would agree that meaningful shared governance is built upon cooperation, mutual trust, and respect between the faculty, the administration, and the Board of Trustees.
Just how dysfunctional is shared governance at Ohio University? The following questions (adapted from a monograph entitled "Assessing the Faculty's Role in Shared Governance") can help us decide. Each question can be answered with a "yes" or "no." Several "no" answers should be cause for serious concern.
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Just how dysfunctional is shared governance at Ohio University? The following questions (adapted from a monograph entitled "Assessing the Faculty's Role in Shared Governance") can help us decide. Each question can be answered with a "yes" or "no." Several "no" answers should be cause for serious concern.
Are negotiations and communications among the faculty and the administration open and carried out in good faith and in an atmosphere of trust?
Does the faculty have timely access to information necessary for faculty members to give input into governance processes?
Does the Board of Trustees respect and support the faculty's traditional role in institutional governance?
Does the President seek meaningful faculty input on those issues (such as budgeting) in which the faculty has an appropriate interest but not primary responsibility?
Does the President effectively advocate the principles of shared governance to the Board of Trustees?
Does the University recognize joint responsibility for decision making in the areas of long range planning, necessary resources, and budgeting?
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Monday, October 27, 2008
Creative Incentives in KSU Contract
Who says collective bargaining agreements need to be boring? Kent State has proven that creative agreements can be reached between universities and unions. For example, according to their contract,
That's right...Kent State Faculty have negotiated an agreement in which they will share in the success of the University. If the University reaches its goals, faculty will receive cash bonuses. Here's an example based on funded research. For FY2008, KSU generated $32 million in grant funds. If during FY2009 KSU generates $35 million in grant funds, the University will pay $300,000 into a Bonus Pool (i.e., 10% of the $3 million increase). Those funds would be distributed evenly among each continuing member of the bargaining unit. Check out KSU's contract for more information. The "Success Pool" program is described in Article XII (Section 4-D), and Addendum E provides examples of how the bonus pool is calculated.
So what's the take-home message? Our contract can be creative, it can extend well beyond our Faculty Handbook, and it can include new programs that the faculty and the administration will find interesting.
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"Starting in the 2009-2010 academic year, an additional bonus pool, designed to allow faculty to share in University success, will be established. The Success Pool may provide faculty with annual bonuses based upon the University’s ability to achieve certain goals. Three measures will contribute to the Success Pool: funded research, student retention, and funds raised in institutional development."
That's right...Kent State Faculty have negotiated an agreement in which they will share in the success of the University. If the University reaches its goals, faculty will receive cash bonuses. Here's an example based on funded research. For FY2008, KSU generated $32 million in grant funds. If during FY2009 KSU generates $35 million in grant funds, the University will pay $300,000 into a Bonus Pool (i.e., 10% of the $3 million increase). Those funds would be distributed evenly among each continuing member of the bargaining unit. Check out KSU's contract for more information. The "Success Pool" program is described in Article XII (Section 4-D), and Addendum E provides examples of how the bonus pool is calculated.
So what's the take-home message? Our contract can be creative, it can extend well beyond our Faculty Handbook, and it can include new programs that the faculty and the administration will find interesting.
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Thursday, October 23, 2008
Must Everyone Join the Union?
No, but it's likely that everyone covered under the agreement will pay their "fair share" of the costs.
From what I understand, fair share arrangements must be negotiated by the union and the university, and the final agreement must be ratified by the members of the bargaining unit. Fair share agreements require that all members of the bargaining unit (whether they join the union or not) pay their fair share of dues to the union.
Here's the basic premise...A negotiated agreement covers everyone in a bargaining unit, so everyone in the unit will enjoy the benefits of union representation. For example, if a non-union professor is fired and requests union representation in a grievance, the union must represent the professor as it would a union member. That said, all in the unit should pay their fair share to help defray the costs associated with collective bargaining and union representation.
According to the AAUP-OU Web site, it's likely that union members would pay roughly 0.75% of their salary in union dues, while non-members would likely pay 0.55% as a fair share.
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From what I understand, fair share arrangements must be negotiated by the union and the university, and the final agreement must be ratified by the members of the bargaining unit. Fair share agreements require that all members of the bargaining unit (whether they join the union or not) pay their fair share of dues to the union.
Here's the basic premise...A negotiated agreement covers everyone in a bargaining unit, so everyone in the unit will enjoy the benefits of union representation. For example, if a non-union professor is fired and requests union representation in a grievance, the union must represent the professor as it would a union member. That said, all in the unit should pay their fair share to help defray the costs associated with collective bargaining and union representation.
According to the AAUP-OU Web site, it's likely that union members would pay roughly 0.75% of their salary in union dues, while non-members would likely pay 0.55% as a fair share.
** This blog allows users to comment ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns. Post an ANONYMOUS comment today!
Wednesday, October 22, 2008
Open Forum on Unionization
According the Ken Brown, "The OU AAUP chapter will sponsor an open forum on unionization next Tuesday, Oct. 28, from 2:00 to 4:00 in Baker 242. Representatives from AAUP organized campuses in Ohio will be present to answer questions regarding the unionization process, contract negotiation, life after unionization, etc." According to a flyer distributed by Joe Bernt, the forum will focus "...on what changes occur on Ohio university campuses when faculty choose collective bargaining under the auspices of their local chapter of the American Association of University Professors"
In other news...
BGSU Faculty Look Into Forming Union (The BG News)
What a strange coincidence. According to an AAUP-OU Collective Bargaining FAQ sheet, faculty at 9 out of the 13 state universities in Ohio have moved to collective bargaining. Maybe OU and BGSU will be numbers 10 and 11. Why are the majority of state universities in Ohio unionized? Why should OU move to collective bargaining? If you can help the rest of us better understand the benefits of unionization, please post a comment and share your insight.
This blog allows users to comment ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns.
In other news...
BGSU Faculty Look Into Forming Union (The BG News)
What a strange coincidence. According to an AAUP-OU Collective Bargaining FAQ sheet, faculty at 9 out of the 13 state universities in Ohio have moved to collective bargaining. Maybe OU and BGSU will be numbers 10 and 11. Why are the majority of state universities in Ohio unionized? Why should OU move to collective bargaining? If you can help the rest of us better understand the benefits of unionization, please post a comment and share your insight.
This blog allows users to comment ANONYMOUSLY. No login is required. Please share your insight as well as your questions, comments, and concerns.
Tuesday, October 21, 2008
Who's Included in the Bargaining Unit?
Good question. The State Employment Relations Board (SERB) administers the Ohio Public Employees’ Collective Bargaining Act, which appears to be defined via the Ohio Revised Code Chapter 4117 and the Ohio Administrative Code Chapter 4117. According to ORC 4117.06,
To read the rest of this section, visit http://codes.ohio.gov/orc/4117.06
For additional information about the Ohio Public Employees’ Collective Bargaining Act, visit...
ORC Chapter 4117: Public Employees' Collective Bargaining
OAC Chapter 4117: State Employment Relations Board
If you have more information about this topic, or if you have questions/concerns, please post a comment!
(A) The state employment relations board (SERB) shall decide in each case the unit appropriate for the purposes of collective bargaining. The determination is final and conclusive and not appealable to the court.
(B) The board shall determine the appropriateness of each bargaining unit and shall consider among other relevant factors: the desires of the employees; the community of interest; wages, hours, and other working conditions of the public employees; the effect of over-fragmentation; the efficiency of operations of the public employer; the administrative structure of the public employer; and the history of collective bargaining.
To read the rest of this section, visit http://codes.ohio.gov/orc/4117.06
For additional information about the Ohio Public Employees’ Collective Bargaining Act, visit...
ORC Chapter 4117: Public Employees' Collective Bargaining
OAC Chapter 4117: State Employment Relations Board
If you have more information about this topic, or if you have questions/concerns, please post a comment!
Monday, October 20, 2008
Unions Don't Change Workloads
Existing Ohio Colleges Show Unions Don’t Change Workloads (The Post)
Letter to the editor by Tom Daniels, Professor of Communication Studies. Joe Bernt and Tom Daniels have been trading comments regarding how collective bargaining agreements affect faculty workloads.
Letter to the editor by Tom Daniels, Professor of Communication Studies. Joe Bernt and Tom Daniels have been trading comments regarding how collective bargaining agreements affect faculty workloads.
Sunday, October 19, 2008
Where Would My Union Dues Go?
Good question. According the the AAUP, "The lion’s share of members’ dollars stays on campus..." Below is more info, quoted from the AAUP's national Web site.
In union affairs, as in purely academic matters, the site for academic freedom is the local campus (and in some states, a system made up of local campuses). In the context of the American labor movement, the AAUP’s local collective bargaining chapters are unusual in their autonomy. Members of each AAUP chapter decide their priorities for themselves. They determine what is best under their particular circumstances. The AAUP strives to avoid a model of “service unionism,” where the union becomes essentially an outside grievance agent or a third-party provider hired to do things for the members.
The AAUP encourages an alternative model in which local union members do as much as possible for themselves. While the national AAUP staff provides training and support, most of the day-to-day work of our unions is performed by chapter employees or by members serving as volunteers or during release time won in the collective bargaining agreement. If there is a staff, it is hired directly by the chapter. The AAUP’s commitment to local autonomy is reflected in our dues structure and governs our allocation of resources. AAUP collective bargaining chapters enjoy the benefits of a local retention of dues. The lion’s share of members’ dollars stays on campus; a small portion supports the national Association’s work in extending academic freedom throughout the nation. The national Association’s reputation in this arena is a vital contribution to all local chapters.
Friday, October 17, 2008
Trustees Propose Limiting Public Speech
Proposal Limits Trustees From Speaking Publicly (The Post)
A new Board of Trustees proposal would prohibit individual members from speaking for the board and criticizing the president publicly.
FYI...The Board of Trustees is comprised of nine voting members, two ex-officio National Trustees, two ex-officio Student Trustees, and a representative of the Alumni Association Board. FACULTY ARE NOT REPRESENTED. Would a collective bargaining agreement change things? It might. The following language can be found in the agreement between the University of Cincinnati and the AAUP:
If you have questions/concerns, please post a comment!
A new Board of Trustees proposal would prohibit individual members from speaking for the board and criticizing the president publicly.
FYI...The Board of Trustees is comprised of nine voting members, two ex-officio National Trustees, two ex-officio Student Trustees, and a representative of the Alumni Association Board. FACULTY ARE NOT REPRESENTED. Would a collective bargaining agreement change things? It might. The following language can be found in the agreement between the University of Cincinnati and the AAUP:
Faculty representation on the Board...shall include the chairperson of the University Faculty Senate and two elected representatives of the University Faculty. They shall have the right to suggest proposals for consideration by the Board and the President, and to attend with voice, all meetings of the Board, except executive sessions, and Board committees including academic affairs and finance. (Section M.2)
If you have questions/concerns, please post a comment!
Post Editorial Endorses Union
Post Editorial: Union Needed (The Post)
This editorial endorses unionization efforts, stating that "unionization would be a healthy step forward from the current ineffectual system of shared governance...Administrators have distanced faculty from the real decision-making for too long. If faculty members are not granted some influence in important proceedings then they must unionize and seize it for themselves."
AAUP Secretary Rebuts Naysayers (The Post)
Letter to the editor by Joseph Bernt, professor of journalism and secretary of the OU AAUP chapter. Bernt addresses the comments/criticisms raised by Robert Shelly and Tom Daniels in recent letters to the editor published in The Post.
If you have questions/concerns, please post a comment!
This editorial endorses unionization efforts, stating that "unionization would be a healthy step forward from the current ineffectual system of shared governance...Administrators have distanced faculty from the real decision-making for too long. If faculty members are not granted some influence in important proceedings then they must unionize and seize it for themselves."
AAUP Secretary Rebuts Naysayers (The Post)
Letter to the editor by Joseph Bernt, professor of journalism and secretary of the OU AAUP chapter. Bernt addresses the comments/criticisms raised by Robert Shelly and Tom Daniels in recent letters to the editor published in The Post.
If you have questions/concerns, please post a comment!
Thursday, October 16, 2008
Searching for Shared Governance
In Search of Self-Governance, Unionization? (Inside Higher Ed)
This article, written by Elizabeth Redden, touches upon several issues regarding OU's unionization efforts. However, I believe the quote it contains from Faculty Senate chair, Sergio López-Permouth, sums up OU's situation pretty well, "I’m hearing strong voices on both sides of the issue {of collective bargaining}...{yet}nobody has said things are fine.... Nobody’s happy with the status quo."
Faculty Senate Takes Big Step Toward Forming Union (The Athens NEWS)
Article discusses OU's unionization efforts, including departments that tend to support or oppose the idea.
Trustees Plan to Spend $35,000 on an Evaluation That’s Too Late (The Post)
Post Editorial that discusses the "disguise of shared governance" at OU.
Union Would Not Determine Workload (The Post)
Letter to the editor by Tom Daniels, Professor of Communication Studies.
Faculty Salaries Depend on Age (The Post)
Letter to the editor by Robert Shelly, Professor of Sociology.
If you have questions/concerns, please post a comment!
This article, written by Elizabeth Redden, touches upon several issues regarding OU's unionization efforts. However, I believe the quote it contains from Faculty Senate chair, Sergio López-Permouth, sums up OU's situation pretty well, "I’m hearing strong voices on both sides of the issue {of collective bargaining}...{yet}nobody has said things are fine.... Nobody’s happy with the status quo."
Faculty Senate Takes Big Step Toward Forming Union (The Athens NEWS)
Article discusses OU's unionization efforts, including departments that tend to support or oppose the idea.
Trustees Plan to Spend $35,000 on an Evaluation That’s Too Late (The Post)
Post Editorial that discusses the "disguise of shared governance" at OU.
Union Would Not Determine Workload (The Post)
Letter to the editor by Tom Daniels, Professor of Communication Studies.
Faculty Salaries Depend on Age (The Post)
Letter to the editor by Robert Shelly, Professor of Sociology.
If you have questions/concerns, please post a comment!
Education About Unionization Begins
The following memo was sent to all Group I and Group II faculty via email on 10/16/08. It was written by Marsha L. Dutton, Professor of English and VP of OU-AAUP.
Dear Colleagues,
As you probably know, on Monday night the Faculty Senate voted to support the resolution calling for the OU faculty to begin the process of organizing into a collective bargaining unit. Here is the language of the approved resolution:
Faculty Senators' discussion before their Monday vote indicated our faculty does not unanimously support collecting bargaining. Much of this hesitance surely arises because, as some Senators noted, right now everyone knows too little about what it might mean—how the process would work, how the bargaining unit would be constituted, what kinds of things could be negotiated, and how collective bargaining would concretely affect the lives of faculty members.
During the next month and a half, before the end of fall quarter, the OU-AAUP chapter will host several public meetings to allow such questions to be posed and discussed. Faculty members from other Ohio campuses with collective bargaining will be present to discuss their experience and to answer specific questions. We will announce these meetings widely.
If it is not possible to attend one of the meetings, or if you have questions or comments before then, members of the OU-AAUP executive committee would be happy to hear from you and talk with you. Our president, Prof. Kevin Uhalde (kevin.uhalde@gmail.com), is teaching an undergraduate history class in Rome this quarter but will respond to emails. Besides me (mdmldutton@gmail.com), the other members of the executive committee are Prof. Mike Nern (nern@ohio.edu), (Prof. Joe Bernt (joseph.bernt@gmail.com) and Prof. John Gilliom (gilliom@ohio.edu).
The first step in the process leading toward collective bargaining involves faculty members signing cards that indicate the desire to hold a vote on the question. Those who sign cards can mail them to a post office box rented by Prof. Ken Brown, the only person who will know that a faculty member supports an election. When 50 to 60 percent of Group I and Group II faculty members on the Athens and regional campuses have signed cards, Prof. Brown will forward them to the State Employment Relations Board (SERB), which will validate the signatures. If at least 30 percent of those who signed are indeed Group I and Group II faculty, SERB will conduct an election at which faculty may vote for or against collective bargaining. If 50 percent plus one of those who vote cast yes votes, collective bargaining will take effect.
Clearly we are a long way from all of that at this point, but we are planning to mail the cards to Group I and Group II faculty in a month or so—after there has been more opportunity for people to think about the question, to talk with one another about it, to research the effect of university collective bargaining at other Ohio campuses, and to attend the meetings we are hosting. In the meantime, however, I have cards available for anyone who wishes to sign at once. If you contact me, I will get a card to you, along with the address for mailing it to the secure post office box. I also want to assure you that every step preceding and, if approved, following establishment of a collective bargaining unit is based on democratic principles; this includes signing cards, voting on the question, electing representatives, determining the content of any collective bargaining agreement, and approving that contract and future agreements.
In response to Monday's vote, President McDavis has pledged his commitment to collegiality. That commitment was welcome and encouraging, for collegiality is the goal of all of us who have devoted our lives to teaching and learning. Collective bargaining offers one avenue to collegiality among members of the faculty, administration, and board of trustees—a collegiality many of us believe has been missing for some time. We invite you to join us in learning more about the process during the next few months.
Sincerely yours,
Marsha L. Dutton
Professor of English
Vice President, Ohio University Chapter
American Association of University Professors
Dear Colleagues,
As you probably know, on Monday night the Faculty Senate voted to support the resolution calling for the OU faculty to begin the process of organizing into a collective bargaining unit. Here is the language of the approved resolution:
Be it resolved that the Faculty Senate of Ohio University calls upon the faculty to begin the process of organizing themselves into a collective bargaining unit for the purpose of negotiating a contractual agreement with the university, instituting meaningful shared governance, to which the university administration would be bound by law.
Faculty Senators' discussion before their Monday vote indicated our faculty does not unanimously support collecting bargaining. Much of this hesitance surely arises because, as some Senators noted, right now everyone knows too little about what it might mean—how the process would work, how the bargaining unit would be constituted, what kinds of things could be negotiated, and how collective bargaining would concretely affect the lives of faculty members.
During the next month and a half, before the end of fall quarter, the OU-AAUP chapter will host several public meetings to allow such questions to be posed and discussed. Faculty members from other Ohio campuses with collective bargaining will be present to discuss their experience and to answer specific questions. We will announce these meetings widely.
If it is not possible to attend one of the meetings, or if you have questions or comments before then, members of the OU-AAUP executive committee would be happy to hear from you and talk with you. Our president, Prof. Kevin Uhalde (kevin.uhalde@gmail.com), is teaching an undergraduate history class in Rome this quarter but will respond to emails. Besides me (mdmldutton@gmail.com), the other members of the executive committee are Prof. Mike Nern (nern@ohio.edu), (Prof. Joe Bernt (joseph.bernt@gmail.com) and Prof. John Gilliom (gilliom@ohio.edu).
The first step in the process leading toward collective bargaining involves faculty members signing cards that indicate the desire to hold a vote on the question. Those who sign cards can mail them to a post office box rented by Prof. Ken Brown, the only person who will know that a faculty member supports an election. When 50 to 60 percent of Group I and Group II faculty members on the Athens and regional campuses have signed cards, Prof. Brown will forward them to the State Employment Relations Board (SERB), which will validate the signatures. If at least 30 percent of those who signed are indeed Group I and Group II faculty, SERB will conduct an election at which faculty may vote for or against collective bargaining. If 50 percent plus one of those who vote cast yes votes, collective bargaining will take effect.
Clearly we are a long way from all of that at this point, but we are planning to mail the cards to Group I and Group II faculty in a month or so—after there has been more opportunity for people to think about the question, to talk with one another about it, to research the effect of university collective bargaining at other Ohio campuses, and to attend the meetings we are hosting. In the meantime, however, I have cards available for anyone who wishes to sign at once. If you contact me, I will get a card to you, along with the address for mailing it to the secure post office box. I also want to assure you that every step preceding and, if approved, following establishment of a collective bargaining unit is based on democratic principles; this includes signing cards, voting on the question, electing representatives, determining the content of any collective bargaining agreement, and approving that contract and future agreements.
In response to Monday's vote, President McDavis has pledged his commitment to collegiality. That commitment was welcome and encouraging, for collegiality is the goal of all of us who have devoted our lives to teaching and learning. Collective bargaining offers one avenue to collegiality among members of the faculty, administration, and board of trustees—a collegiality many of us believe has been missing for some time. We invite you to join us in learning more about the process during the next few months.
Sincerely yours,
Marsha L. Dutton
Professor of English
Vice President, Ohio University Chapter
American Association of University Professors
Wednesday, October 15, 2008
Business Faculty Don't Dig Unions
I hate to stereotype, but it seems as if business people genuinely dislike unions. These two guys asked some reasonable questions, though. How much will I pay in dues? How will the funds be spent? What value will I get for my dues? To what extent can shared governance be covered by a collective bargaining agreement? Some of their questions/concerns are addressed in AAUP-OU's Collective Bargaining FAQ
sheet.
Questions about the Benefits of a Union (The Athens NEWS)
Letter to the editor by Chris Moberg, Chair of the Marketing Department.
Union Will Cost $$$ Over Next 20 Years (The Athens NEWS)
Letter to the editor by Raymond Frost, Professor of Management Information Systems.
If you can address their questions/concerns, please post a comment!
sheet.
Questions about the Benefits of a Union (The Athens NEWS)
Letter to the editor by Chris Moberg, Chair of the Marketing Department.
Union Will Cost $$$ Over Next 20 Years (The Athens NEWS)
Letter to the editor by Raymond Frost, Professor of Management Information Systems.
If you can address their questions/concerns, please post a comment!
Collective Bargaining Can Bring Social Change
Union Could be Tool for Social Change (The Post)
This letter, signed by 30+ students, argues that the administration and the Board see themselves as unchallenged dictators over the campus hierarchy. They argue that a union can bring social democracy to campus.
This letter, signed by 30+ students, argues that the administration and the Board see themselves as unchallenged dictators over the campus hierarchy. They argue that a union can bring social democracy to campus.
Tuesday, October 14, 2008
Unionization Process Begins
Senate Supports Collective Bargaining (The Columbus Dispatch)
While Ohio University's Faculty Senate threw its support behind an effort to unionize the school's professors, school leadership downplayed the vote last night.
Faculty Senate: Unionization Urged But Nothing Finalized (The Post)
Faculty Senate called on Ohio University faculty to "begin the process of organizing themselves" into a union to negotiate with the university.
OU Faculty Senate Authorizes Union Drive (The Athens NEWS)
Ohio University’s Faculty Senate Monday night voted 23 to 18 in favor of a resolution authorizing faculty to begin unionizing.
Faculty Senate Passes Resolution on Unionization (Outlook)
Faculty Senate narrowly approved a resolution that opens the door to a campaign for a collective bargaining agreement for faculty members at Ohio University.
Perks of Unionization Depend on Data (The Post)
Letter to the editor by Joseph Bernt, professor of journalism and secretary of the OU AAUP chapter.
Krendl to Senate: Unionization Would be Distrous
Executive Vice President and Provost Kathy Krendl remarks to Faculty Senate regarding collective bargaining.
President McDavis: Commitment to Collegiality
President McDavis writes that this (unionization) debate should be conducted in a respectful manner and on the basis of accurate factual information.
While Ohio University's Faculty Senate threw its support behind an effort to unionize the school's professors, school leadership downplayed the vote last night.
Faculty Senate: Unionization Urged But Nothing Finalized (The Post)
Faculty Senate called on Ohio University faculty to "begin the process of organizing themselves" into a union to negotiate with the university.
OU Faculty Senate Authorizes Union Drive (The Athens NEWS)
Ohio University’s Faculty Senate Monday night voted 23 to 18 in favor of a resolution authorizing faculty to begin unionizing.
Faculty Senate Passes Resolution on Unionization (Outlook)
Faculty Senate narrowly approved a resolution that opens the door to a campaign for a collective bargaining agreement for faculty members at Ohio University.
Perks of Unionization Depend on Data (The Post)
Letter to the editor by Joseph Bernt, professor of journalism and secretary of the OU AAUP chapter.
Krendl to Senate: Unionization Would be Distrous
Executive Vice President and Provost Kathy Krendl remarks to Faculty Senate regarding collective bargaining.
President McDavis: Commitment to Collegiality
President McDavis writes that this (unionization) debate should be conducted in a respectful manner and on the basis of accurate factual information.
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