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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)
JHCCJoint Health Care 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 JHCC met on March 17 and 18 to discuss the committees recommendation for the setting of employee contribution rates for FY10 and to establish the committees priorities for agenda items for the upcoming year.
Pursuant to the terms of the CBA between UA and UAFT, the parties convened a labor-management committee to discuss a methodology for the negotiated 1.5% increase for market/compression adjustments during Academic Year 2009-2010. The parties recently finalized the method that will be used to distribute this amount. The distribution method takes into account each faculty member's total years of continuous university service in a benefits-eligible position as well as the faculty members rank as of March 02, 2009.
The memorandum of agreement (MOA) reached on this topic provides each campus with the ability to make additional individual salary compression adjustments as the provost determines necessary in his/her sole discretion. Another provision in the MOA increases by 4.18% the reimbursement amount that the Union pays the University for released time for Union officials during FY10.
GRIEVANCE/ARBITRATION HIGHLIGHTS
University of Alaska Federation 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 parties have discussed the grievance and a resolution is pending.
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 discussed the grievance and a resolution is 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 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.
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 continue to discuss possible resolutions for this dispute.
ֱ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. A grievance meeting is scheduled for early April.
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, 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 has indicated its intent to move the matter to arbitration.
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. 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, 2008, after which the parties submitted briefs regarding issues currently under review by the ALRA.
EMPLOYEE RELATIONS HIGHLIGHTS
U A F T a n a n a V a l l e y C a m p u s : A n o n - e x e m p t e m p l o y e e a t T a n a n a V a l l e y C a m p u s w a s n o n - r e t a i n e d p u r s u a n t t o R e g e n t s P o l i c y a n d U n i v e r s i t y R e g u l a t i o n . T h e e m p l o y e e g r i e v e d t h e i s s u e a n d r e q u e s t e d a h e a r i n g . A f t e r m o t i o n p r a c t i c e , t h e h e a r i n g o f f i c e r i s s u e d a d i s p o s i t i v e o r d e r o n 9 / 2 1 / 0 8 c a n c e l i n g t h e h e a r i n g a n d r e c o m m e n d i n g t h a t t h e U A F C h a n c e l l o r u p h o l d t h e n o n - r e t e n t i o n d e c i s i o n . T h e e m p l o y e e h a s f i l e d s u i t i n S u p e r i o r C o u r t c h a l l e n g i n g t h e U n i v e r s i t y s n o n - r e t e n t i o n r i g h t s .
U A A P W S C C : A n 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 appe A } E F J K \ h i
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UNIVERSITY OF ALASKA
LABOR and EMPLOYEE RELATIONS REPORT
April, 2009 Board of Regents Meeting Page PAGE 1 of NUMPAGES 4
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