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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
91ֱLabor Relations Agency
ULPUnfair Labor Practice Charge
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. Over the summer, the JHCC has reviewed topics including a dependent audit, proactive pharmacy care, disease management enhancements and an evaluation of the wellness program.
GRIEVANCE and ARBITRATION HIGHLIGHTS
University of 91ֱFederation of Teachers (UAFT)
No grievances are pending.
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 options to resolve this matter.
UAS Business Administration: The Union filed a grievance alleging 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 an extension of the grievance so that resolution discussions can occur.
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 and Step 3; the Union advanced the matter to Step 4. The parties have agreed to waive the Step 4 hearing and present the case in written format. General Counsel Roger Brunner is the presidents designee to hear this case.
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 University denied the grievance at Step 3; the Union advanced the matter to Step 4. The parties agreed to consolidate this issue with the grievance described above.
UAF Summer Sessions: The Union filed a grievance on behalf of a faculty member claiming that the University violated the CBA by altering compensation practices for summer session assignments. The Step 2 hearing took place on August 20, 2009. The Provosts response is pending.
UAF Office of Electronic Miniaturization: The Union filed a grievance on behalf of a faculty member claiming that the University violated the CBA by taking disciplinary action before conducting an investigation and violating academic freedom provisions. The Step 1 Grievance Meeting is scheduled for September 10, 2009.
Local 6070
No grievances are pending.
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 charge (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 objected to the petition. On August 25, 2009, the ALRA accepted the Universitys Petition for Unit Clarification and placed the unfair labor practice complaints in abeyance pending the determination of that petition.
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. The parties have now submitted briefs in this matter.
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 filed an appeal with the Superior Court, which was later dismissed due to a failure by the appellant to pay a cost bond.
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 filed a grievance questioning the selection of his position and his department for layoff. The employee subsequently resigned before a grievance decision was issued.
UA Statewide: An exempt employee on a term appointment was non-renewed pursuant to Regents Policy and University Regulations. The employee filed a grievance at Step 3, questioning the basis for the decision not to renew the term appointment. The grievance was denied at Step 3. The employee advanced the grievance to Step 4. The Step 4 hearing has not yet been scheduled.
UAA Enrollment Services A non-exempt employee was terminated for cause pursuant to Regents Policy and University Regulation. The employee filed a grievance and a hearing is pending.
UAA Police Department
An employee was terminated for cause and simultaneously non-retained. The employee filed a grievance, and a hearing was held in March. The hearing officer recommended upholding the termination and the chancellor agreed. The employee filed an administrative appeal on 7/21/09; briefing has not yet begun.
UAA Community and Technical College
A faculty member asserted that nepotism prevented her from being selected for a UAA professor position. The investigation found no discrimination had occurred.The complainant filed an administrative appeal on May 26 following the president's denial of a discretionary review of the findings of investigation.
UNIVERSITY OF ALASKA
LABOR and EMPLOYEE RELATIONS REPORT
________________________________________________________________________
September 2009 Board of Regents Meeting Page PAGE 1 of NUMPAGES 4
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