ࡱ> #` &'bjbj =TB"B"B"8z"4"|h6#6#L#L#L#$N$$$h]r,$$,,L#L#4ӑ:...,L#L#.,..fp6L#*# %L'B",|DĐ Jϖ8-0ϖ66JϖD$ 'v.|(,)h$$$h.p$$$,,,,d ^ ^ Acronyms commonly used in reporting Labor Relations activities: ACCFT91ֱCommunity Colleges Federation of Teachers CBACollective Bargaining Agreement LMCLabor-Management Committee Local 607091ֱHigher Education Crafts and Trades Employees Local 6070 MAUMajor Academic Unit (UAA, UAF, UAS) UMCUnion-Management Committee UNAC ALRAUnited Academics-American Association of University Professors/American Federation of Teachers 91ֱLabor Relations Agency ULPUnfair Labor Practice  UNION-MANAGEMENT RELATIONS The University is currently negotiating contracts with four unions. The University is also negotiating health care coverage with the three unions that represent benefited employees. Efforts to bargain health care jointly with the three unions throughout spring and fall 2007 did not result in agreement. The University and 91ֱCommunity Colleges Federation of Teachers (ACCFT) opened contract negotiations on January 17, 2007 for a successor agreement. The current collective bargaining agreement expired June 30, 2007. University and Union representatives last met on October 25 and 26, 2007 in Anchorage, and have been unable to reach agreement. The parties met a total of 20 multi-day sessions. Key outstanding issues include percentage of salary increases and distribution methodology, assignment of upper division teaching, and health care costs and plan design. The University has requested assistance from the Federal Mediation and Conciliation Service (FMCS). A mediator has been assigned and has proposed potential meeting dates in December and January. The University and United Academics-AAUP/AFT (UNAC) opened contract negotiations on September 10, 2007 in Anchorage. These negotiations include health care discussions. The parties have met a total of seven sessions to date. The parties next meet in Anchorage on November 19 & 20. The current collective bargaining agreement expires on December 31, 2007. The University and Local 6070 opened contract negotiations on October 9-11, 2007 in Fairbanks. These negotiations include health care discussions. The parties have met a total of three sessions to date. The current collective bargaining agreement expires on December 31, 2007. The University and United Academic Adjuncts opened contract negotiations on November 9 and 10 in Fairbanks. These negotiations do not include health care discussions. The parties next meet in Fairbanks on December 6 and 7. The current collective bargaining agreement expires on December 31, 2007. LABOR - MANAGEMENT COMMITTEES/EVENTS The Union Management Committee (UMC) for health care met on October 31, 2007 and reviewed FY07 health plan actual costs and vendor PharmaCares recommendations for changes to the FY09 Plan Design. The next meeting is scheduled for November 21, 2007. A representative from PharmaCare will participate via teleconference to discuss and answer questions regarding recommended plan design changes. Additionally the committee will work on reading material to help employees select a physician. GRIEVANCE/ARBITRATION HIGHLIGHTS 91ֱCommunity Colleges Federation of Teachers (ACCFT) UAA Kenai Peninsula College: ACCFT filed a grievance alleging that the University violated the CBA in denying a faculty members request to take leave without pay. The Union also alleged that the University violated the grievance process required by the CBA by not conducting a Step 1 meeting prior to issuing a written response to the union. A Step 2 grievance meeting was held on August 31, 2007 and a response was issued on September 18, 2007. The Union and University continue to discuss potential resolutions. United Academics (UNAC) UAA College of Arts and Sciences: The Union filed a Step 1 grievance alleging violations of Article 9 regarding UAAs policy of requiring five years in rank, three of which must be at UAA, prior to a faculty members eligibility to stand for tenure or promotion. The parties referred to the Article 9 committee on evaluation and that the grievance was held in abeyance. The Union and the University resolved the issue through a memorandum of agreement. UAA College of Arts and Sciences: Two faculty members filed a grievance alleging hostile working environment due to age and gender bias. The grievance was held in abeyance pending investigation into workplace issues. The investigation has been completed, finding no substantial evidence to support the allegations of discrimination based on age or gender. The grievance was denied based on lack of standing to bring discrimination grievances under the collective bargaining agreement. After discussion with the Union, the University identified and implemented workplace changes, including supervisory training. UAA College of Arts and Sciences: The union filed a grievance alleging a violations of copyright and academic freedom under Article 14.2(a), Article 14.3, and Article 6 of the CBA. The University forwarded a proposed grievance resolution for the Unions consideration on August 16, 2007. The parties resolved the issue by a memorandum of understanding. Local 6070 UAF Facilities Services: A bargaining unit member was issued a written reprimand for improper use of leave without pay. The Union grieved that the employee was not properly notified that a prior oral warning was disciplinary. The Union and University have met and verbally agreed to a resolution. UAF Facilities Services: The University conducted a disciplinary investigation into allegations that a bargaining unit member had inappropriately used leave without pay. The Union filed a grievance stating the allegations described in the notice of investigation and at the disciplinary investigation meeting were insufficient and the unit member was therefore unable to adequately respond to questions. The Union and the University met informally to discuss the grievance and identified an agreeable resolution to the dispute. UAF Facilities Services: The University terminated an employee after he tested positive for drug use and admitted to using an illegal controlled substance. The union grieved the termination, alleging that the University violated Board of Regents Policy and University Regulation by testing an employee without sufficient cause. The University must respond to the Step 1 grievance by November 20. United Academic Adjuncts No grievances are pending. UNFAIR LABOR PRACTICES and ISSUES BEFORE THE ALASKA LABOR RELATIONS AGENCY On October 17, 2007, ACCFT filed an unfair labor practice with the 91ֱLabor Relations Agency (ALRA) alleging that the University violated the collective bargaining agreement by its placement of new faculty with upper-division assignments into UNACs bargaining unit. The University responded to the ALRA on November 5, asserting that the unfair labor practice should be converted to a unit clarification petition, with participation by ACCFT, UNAC and the University, because the dispute involves interpretation and application of both the ACCFT and UNAC recognition clauses. UNAC has joined in a request to ALRA that the unfair labor practice be converted to a unit clarification action. EMPLOYEE RELATIONS HIGHLIGHTS UAF College of Rural and Community Development: A staff member filed a Step 3 grievance alleging that her performance evaluation included subjective remarks about performance and derogatory remarks about their character and personality. Additionally the employee alleges that they have been retaliated against for filing a grievance. The University has responded and has found that the supervisor provided a fair and balanced evaluation of performance that is supported by evidence and there is no basis to conclude that retaliation has occurred.      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