ࡱ > ^% bjbj CJ p 8 $ 7 t ( N , & ( ( ( ( ( ( 1 r ( # # # ( = 4 T$ T$ T$ # d & T$ # & T$ T$ ~ ރH z# d ā P q < # v : < H v T$ , , < < < ( ( T$ < < < # # # # < < < < < < < < < : Acronyms commonly used in reporting Labor Relations activities:
UAFTUniversity of 91ֱFederation of Teachers (formerly ACCFT)
CBACollective Bargaining Agreement
LMCLabor-Management Committee
Local 607091ֱHigher Education Crafts and Trades Employees Local 6070
MAUMajor Academic Unit (UAA, UAF, UAS)
JHCCJoint Health Care Committee
UNAC
ALRAUnited Academics-American Association of University Professors/American Federation of Teachers
91ֱLabor Relations Agency
ULPUnfair Labor Practice
LABOR - MANAGEMENT COMMITTEES/EVENTS
The University received notice on September 11, 2008, that the 91ֱPublic Employees Association (APEA) is commencing an organizing campaign of all non-represented University of 91ֱemployees. Labor Relations has responded to the unions request for information on this employee group and is working to prepare for future organizing proceedings as well as a communication plan.
The University and Local 6070 have been meeting on an as-needed basis to address issues and to identify members and processes for the statewide labor-management committee.
The Joint Health Care Committee (JHCC) comprised of union, management and non-represented members, meets monthly to discuss system-wide health care issues. The next committee meeting is scheduled for mid-February.
GRIEVANCE/ARBITRATION HIGHLIGHTS
University of 91ֱFederation of Teachers (UAFT)
UAS: UAFT filed a Step 2 grievance asserting that UAS implemented changes to the UAS Regional Review Process for faculty reviews, which were approved by the UAS Faculty Senate but not approved by the union. The matter is under review by Labor Relations. The parties agreed to continue discussions between the chief academic officer and the designated union representative at UAS.
Statewide UAA/UAF/UAS: On October 31, 2008, UAFT filed a Step 2 grievance asserting that the University failed to mail hard copies of the current collective bargaining agreement to all unit members. The University provided a settlement proposal to the union on November 10, 2008 suggesting that copies of the agreement could be e-mailed to unit members. The parties resolved the grievance after further discussions.
Statewide UAA/UAF/UAS: The union filed a grievance alleging that the University has failed to provide copies of workloads and appointment letters in a timely manner as required by the contract. Statewide Labor and Employee Relations has requested copies of missing workloads and appointment letters from campus departments and provides those documents to the union upon receipt. The parties have discussed the grievance and possible resolutions.
Statewide UAA/UAF/UAS: The union filed a grievance alleging that the University failed to pay a workforce development stipend to one bargaining unit member who resigned from University service mid-year. The grievance has been resolved.
United Academics (UNAC)
UAS School of Arts and Sciences: United Academics filed a Step 1 grievance alleging that the UAS policy of evaluating faculty members annually by the dean or designee is a violation of Article 9 of the CBA. The University denied the grievance at Step 1; the Union advanced the matter to Step 2. The Union and the University are discussing possible resolutions.
UAA College of Arts and Sciences: The union grieved a faculty members alleged mistreatment by fellow bargaining unit members due to her adoption of a different pedagogy than other members of her department. The University suggested that a facilitated meeting between department members might be a more fruitful approach to resolving issues than utilizing the grievance process. The employee failed to attend the joint meeting. The grievance is still active but the union has taken no action to move it forward.
UAA College of Education: The union filed grievances on behalf of two faculty members who were non-retained due to program discontinuance. One faculty member resigned to accept a staff position. The parties are discussing possible resolutions.
Local 6070
UAA Facility Services: A bargaining unit member was reprimanded for failure to perform assigned work in a timely manner and for failure to follow procedures for requesting leave. The union filed a grievance which was denied at all steps. The union filed an arbitration request. The grievance has now been withdrawn and this dispute is closed.
UA System-Wide: The union filed a grievance alleging a violation of the collective bargaining agreement due to the Banner systems mathematical rounding of hourly wage rates. Individual employees compensation may have been affected to a slight degree, although the rounding of wage rates resulted in a net overpayment to the bargaining unit. The parties have resolved the grievance.
Kodiak Layoffs UAF School of Fisheries: The union filed a step 3 grievance alleging that the University failed to follow required contract processes when it placed two bargaining unit members in layoff status. The grievance was denied at Step 3. The parties have resolved the grievance.
UAS Facilities Services: The union filed a step 2 grievance alleging that the University violated the employees due process rights and that the immediate supervisor demonstrated union animus when the University terminated the employee for cause. University has responded to the unions request for production of documents used in its decision to terminate employment. The grievance was denied at Step 2. The union has indicated its intent to move the matter to Step 3.
United Academic Adjuncts
No grievances are pending.
UNFAIR LABOR PRACTICES and ISSUES BEFORE THE ALASKA LABOR RELATIONS AGENCY
On October 17, 2007, UAFT filed an unfair labor practice (ULP) 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 the UNAC bargaining unit. In response, the University filed a unit clarification petition, and effected service on all bargaining unit members per ALRA instructions. UAFT has objected to the petition. The parties attended a pre-hearing conference in mid-January; ALRA established a briefing schedule on the issues. The Universitys opening brief is due on February 23...
EMPLOYEE RELATIONS HIGHLIGHTS
UAF Tanana Valley Campus. A non-exempt employee at Tanana Valley Campus was non-retained pursuant to Regents Policy and University Regulation. The employee grieved the issue and requested a hearing. After motion practice, the hearing officer issued a dispositive order on 9/21/08 canceling the hearing and recommending that the UAF Chancellor uphold the non-retention decision. The employee has filed suit in Superior Court challenging the Universitys non-retention rights.
UAA PWSCC: An exempt employee was non-retained pursuant to Regents Policy and University Regulation. The employee filed a sexual harassment complaint after her non-retention. The University investigated and found no substantial evidence supporting the employees claims of sex harassment or hostile workplace. The employee requested a review of the investigation and that review was completed by the UAS Human Resources Director, who concurred with the initial findings. The employee has filed an appeal with President Hamilton.
UNIVERSITY OF ALASKA
LABOR and EMPLOYEE RELATIONS REPORT
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