ࡱ> RTQ &bjbj 4D  WWWWWkkk8$Tk&(CCC&&&&&&&(/+@&W&WWCCp&XWCWC&&V>%@&C$ukX~% r&&0&%xo+Oo+&o+W&p!~&&&o+ :  Acronyms commonly used in reporting Labor Relations activities: UAFT University of 91ֱFederation of Teachers 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, Local 6070 and campus representatives have been meeting on an as-needed basis to address issues of interest to the MAUs and identify processes to resolve any concerns. The Joint Health Care Committee (JHCC) comprised of union, management, and non-represented employees, meets monthly to discuss system-wide health care issues. The JHCC met on April 21 and heard a presentation from VSP on the UA vision plan as well as an update from Win for 91ֱon the UA Wellness plan. The group reviewed the annual timeline for health care issues that need to be addressed and planned future meeting agendas. GRIEVANCE/ARBITRATION HIGHLIGHTS University of 91ֱFederation of Teachers (UAFT) 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 requested copies of missing workloads and appointment letters from campus departments and has provided those documents to the union. The grievance has been resolved. 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 The parties have resolved the issues, and the union has withdrawn the grievance. UAF Tanana Valley Campus: UAFT filed a Step 2 grievance asserting that the University did not have just cause to issue disciplinary action against a member. The grievance meeting is scheduled for May 12, 2009. The Union and the University have agreed upon terms for resolving this dispute. 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 continue discussing possible options to resolve this matter. 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 union has requested the grievance be held in abeyance, pending additional union review. UAS Business Administration: The union filed a grievance alleging that violations of the CBA and Regents Policy with respect to a faculty members evaluation for tenure and promotion. The union and University have agreed to postpone the hearing of this grievance until July. 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 other faculty member has a Step 2 hearing scheduled for May 21, 2009. UAF School of Fisheries & Ocean Science: The union filed a grievance on behalf of a faculty member who claims the university violated his right to academic freedom. The University denied the grievance at Step 2; the Union advanced the matter to Step 3. The Step 3 hearing is scheduled for June 3, 2009. UAF School of Fisheries & Ocean Science: The union filed a grievance on behalf of a faculty member who claims the university violated the CBA by notifying him that his office would be relocated. The grievance was filed at Step 2. The University proposed the advancement of this grievance to Step 3. The union agreed. The Step 3 hearing is scheduled for June 3, 2009 Local 6070 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. The employee was terminated due to sick leave abuse and submission of false statements concerning his attendance at medical appointments. University has responded to the unions request for documents used in its decision to terminate employment. The grievance was denied at Step 3. The union indicated its intent to move the matter to arbitration. Prior to arbitration the University and Union resolved the grievance. UAA Maintenance and Operations: The union filed a step 1 grievance alleging that the University violated the CBA when the employee was reassigned. United Academics 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 CBA 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 2009, after which the parties submitted briefs regarding the issues under review by the ALRA. University representatives will meet with UAFT, UNAC, and an AFT representative to discuss possible resolution options on May 14 and 15, 2009. 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 filed an appeal with President Hamilton, which was denied. The employee is in the process of filing an appeal to Superior Court. Geophysical Institute: A non-exempt employee was laid off pursuant to Regents Policy and University Regulation as a result of reorganization of the administrative services within various GI departments to address budget deficits. The employee has filed a grievance questioning the selection of his position and his department for layoff.     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