ࡱ> #` 5"bjbjmm =Hn'''8'<.(Tr h(((((()N))ʡ̡̡̡̡̡̡$Uhm1))m1m1((/4/4/4m1@((ʡ/4m1ʡ/4/4؛(( 0h '140J`z^A12A؛؛JA" *(3,/4-<.t * * *4 * * *m1m1m1m1r r r  r r r D>,j Acronyms commonly used in reporting Labor Relations activities: UAFTUniversity of Alaska Federation of Teachers (formerly ACCFT) CBACollective Bargaining Agreement LMCLabor-Management Committee Local 6070Alaska Higher 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 Alaska Labor Relations Agency ULPUnfair Labor Practice  LABOR - MANAGEMENT COMMITTEES/EVENTS 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 committee will travel to Seattle in November to meet with Premera Blue Cross to learn more about health care trends and specific University of Alaska health care plan processes. GRIEVANCE/ARBITRATION HIGHLIGHTS University of Alaska Federation of Teachers (UAFT) UAS Ketchikan: On May 22, 2008, UAFT filed a Step 2 grievance asserting that the April 2007 non-retention of a faculty member must be rescinded and alleging that the Chancellors invitation to the faculty member to submit an evaluation file for AY07-08 extended timelines to grieve the non-retention. The union further asserts that favorable evaluation by the campus director and the UAFT faculty evaluation committee requires retention of the faculty member. The union has deferred scheduling due to the grievants unavailability. United Academics (UNAC) UAA School of Health and Social Welfare: United Academics filed a Step 1 informal grievance alleging a denial of release time for preparation and completion of a professionally mandated seven year self-study for ABA accreditation. The union converted the grievance to a complaint pursuant to Article 7.3; the provost issued a written denial of the complaint. The University has been contacted by an attorney for the complainant requesting reconsideration of the denial. The matter is currently under review by general counsel. ֱSchool of Fisheries and Ocean Sciences: United Academics filed a Step 2 grievance alleging violations of a faculty members academic freedom due to the Universitys failure to invite the faculty member to a meeting between Shell Oil and University administration where research opportunities and funding were discussed. A Step 2 meeting was held on July 8; the University is preparing a Step 2 response. 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 union has deferred scheduling a grievance meeting due to the grievants unavailability. 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 the grievance. The union is considering the suggestion. 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. A Step 1 grievance has been filed. UA System-Wide: Local 6070 filed a Wage Scale Class Action Grievance alleging a violation of the collective bargaining agreement due to the mathematical rounding of hourly wage rates in the university Banner program, resulting in a difference of .01-.02 cents that was in some cases over and in some cases under the negotiated wage scales. While individual employees compensation would have been affected to a slight degree either positively or negatively, the rounding of wage rates resulted in a net overpayment to the bargaining unit.. The parties are discussing resolution. ֱ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 union has requested arbitration on the matter. ֱFacilities Services: The union filed two Step 3 grievances alleging that the University violated Article 10.4 of the agreement by failing to post vacancies internally only for five days before posting them externally. The parties resolved the issues and the grievances were withdrawn . ֱPolice Dept.: A Local 6070 employee was questioned by the ֱpolice in a non-criminal investigation. The union grieved, alleging violation of the employees Weingarten rights to have union representation at any investigation where discipline may result. The parties settled the matter. 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 Alaska Labor 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. The University asserted to the ALRA that the unfair labor practice should be converted to a unit clarification petition, with participation by UAFT, UNAC and the University, because the dispute involves interpretation and application of both the UAFT and UNAC recognition clauses. The University continues to discuss potential settlement of the issues with both unions and is serving a copy of the unit clarification petition on all affected bargaining unit members. EMPLOYEE RELATIONS HIGHLIGHTS ֱ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. The hearing has been scheduled for the week of October 6, 2008. ֱFacilities Services. An exempt employee was non-retained pursuant to Regents Policy and University Regulation. The employee grieved on the grounds that adequate performance management did not occur before his non-retention. The University must respond to the grievance by September 3, 2008.      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