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Acronyms commonly used in reporting Labor Relations activities:
UAFT
University of Alaska Federation of Teachers 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
Alaska Labor 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. The committees next meeting is on May 20, 2010, with our wellness vendor, WIN for Alaska. The group will be discussing wellness incentives, new fitness events and other offerings of the wellness program.
The University and UNAC Labor Management Committee on Intellectual Property met on May 10 and 11, 2010. The LMC spent time exploring university intellectual property issues and considered provisions that may be submitted as proposals in upcoming bargaining between the parties.
GRIEVANCE and ARBITRATION HIGHLIGHTS
University of Alaska Federation of Teachers (UAFT)
ֱCollege of Rural and Community Development: The Union filed a Step 2 grievance alleging that the University violated Article 9.1 of the CBA by placing two new faculty members at an extended site into the United Academics bargaining unit rather than into the UAFT unit. The University responded to the Union on November 11, 2009, recommending that the substance of the grievance be reviewed and determined by the ALRA as part of the unit clarification proceeding. The grievance is being held in abeyance pending the outcome of the ALRA proceeding.
United Academics (UNAC)
UAA College of Education: UNAC filed a Step 2 grievance alleging that the COE Dean had violated the CBA by postdating a signature on an evaluation file that had been timely provided to the faculty member for review and response. The faculty member had not submitted the response to the Deans review by the deadline. The parties signed a MOA that withdrew the grievance and specified that the University would accept the faculty members rebuttal.
UAA College of Education: UNAC filed a complaint regarding the notice of non-retention issued to a faculty member. The parties will appoint appeals board members and set a date for the appeals board to hear the complaint.
ֱCollege of Liberal Arts: UNAC filed a CBA complaint regarding the notice of non-retention issued to a faculty member. The appeals board met and forwarded a recommendation to the Chancellor. The Chancellor upheld the non-retention decision.
ֱCollege of Liberal Arts: UNAC filed a Step 1 grievance alleging that the CLA Dean failed to properly investigate complaints against a faculty member and inappropriately placed documents in the faculty members file. The Step 1 meeting was held on April 1, 2010. UNAC requested and was granted an extension through May 21, 2010 to advance this issue to Step 2 of the grievance process.
Local 6070
ֱFacilities Service: The Union filed a Step 1 grievance on behalf of a unit member claiming violation of the CBA with respect to termination of employment. The grievance was denied at Steps 1, 2 and 3. The Union has filed for arbitration and selection of an arbitrator is underway.
UA System: The Union filed a Step 3 grievance on behalf of the membership claiming violation of the CBA with respect to performance evaluations. The University denied the grievance at Step 3 following multiple resolution discussions. The Union advanced the grievance to arbitration on March 12, 2010. Selection of an arbitrator is on hold while resolution discussions continue.
UAA Maintenance and Operations: The Union filed a Step 1 grievance on behalf of a unit member claiming violation of the CBA with respect to a suspension without pay. The grievance was denied at Steps 1 and 2. The Step 3 meeting was held on April 28, 2010. The Union requested to enter into settlement discussions, which have been scheduled for May 21, 2010.
UAA Maintenance and Operations: The Union filed a Step 2 grievance on behalf of a unit member claiming violation of the CBA with respect to termination. The Union requested a timeline extension until May 21, 2010.
United Academic Adjuncts
No grievances are pending.
NEGOTIATIONS
UAFT: The university sent a written notice to UAFT on February 25, 2010 of a desire to commence negotiations starting August 1, 2010 for a successor agreement. The current CBA expires on December 31, 2010.
UNAC: The union sent a notice to the university of a desire to begin negotiations on September 7, 2010. The current CBA expires on December 31, 2010.
UNITED ACADEMIC ADJUNCTS: Notice will be given soon of an intent to commence negotiations for a successor agreement. The current CBA expires on December 31, 2010.
LOCAL 6070: Notice will be given in June of an intent to commence negotiations for a successor agreement. The current CBA expires on December 31, 2010.
ISSUES BEFORE THE ALASKA LABOR RELATIONS AGENCY
Unit Clarification Petition: On October, 17, 2007, UAFT filed an unfair labor practice charge (ULP) with the Alaska Labor 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. 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. The ALRA hearing began on April 5, 2010 and lasted until April 22, 2010. Post-hearing briefs are due on July 16, and response briefs are due on August 20, 2010.
Representation Petition: On February 22, 2010, the Alaska State Employees Association (ASEA), AFSCME Local 52, filed a petition to represent a unit of all temporary, part-time, and regular Classified and Non-Exempt UA employees. UA submitted the required roster of employees in the proposed unit to ALRA. Thereafter, ASEA stated its intent was to also include all Exempt UA employees. On April 13, 2010, ASEA filed a new petition to represent temporary, part-time, and full time Classified or Non-Exempt and APT or Exempt UA employees. The earlier petition filed on February 22 was withdrawn. On April 26, 2010 the ALRA, ASEA and the university held a conference call to discuss ASEAs revised representation petition and to establish a schedule for the exchange of information. The discussion focused on whether ASEA was seeking to represent all temporary UA employees or just a smaller subset of temporary UA employees. Following that conference call, the university provided all of the additional information ASEA requested. As of May 17, ASEA has failed to submit its amended unit description; this failure prevents the university from providing a new roster of employees to ALRA. To avoid further delay and inconvenience, the university has asked the ALRA to establish a response deadline for ASEA.
Representation Petition: On March 9, 2010, the Fairbanks Fire Fighters Association, Local 1324, IAFF, AFL-CIO, filed a petition to represent a unit of fire fighter personnel comprised of 10 positions. The union submitted interest cards to the ALRA exceeding the 30 percent showing required under AS 23.40.100. On Monday April 26, 2010 the university met telephonically with ALRA and Fairbanks Fire Fighters Association for a pre-election conference. At the conference the parties agreed on dates for the election process. On May 24, the university will provide the ALRA and Fairbanks Firefighters Association with a roster of employees who are employed on May 10, 2010. On June 7, 2010, the ALRA will mail election ballots to everyone listed on the roster. At that time the university will also post the "Notice of Election," which will remain posted until June 22, 2010. The affected employees will have until June 21, 2010 to return their ballots. On the morning of June 22, 2010, the university will advise ALRA of any changes to the roster, if any. At 9:00 am on that day, the university and the Fairbanks Fire Fighters Association will be present at the ALRA office for a joint meeting to count ballots.
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. After motion practice, the hearing officer issued a dispositive order on September 21, 2008, canceling the hearing and recommending that the ֱChancellor uphold the non-retention decision. The employee has filed suit in Superior Court challenging the Universitys non-retention rights. The parties have submitted briefs, oral argument has occurred and a decision is pending in this matter.
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 July 21, 2009; briefing has begun. Oral argument is scheduled for May 26, 2010.
ֱAthletics Department: An employee was laid off and has subsequently grieved that layoff and filed an internal discrimination claim. A hearing on the layoff is on hold pending an investigation into the discrimination claim.
ֱInstitute of Arctic Biology: An employee was nonretained and grieved the nonretention, claiming it was in retaliation for allegedly filing a harassment complaint.
UAA Engineering, Science & Project Management: A director was non-renewed and has filed a Step 4 grievance alleging abuse of discretion in the non-renewal of the administrative appointment.
UAA Community and Technical College: A term faculty member's contract was not renewed in May 2008. The faculty member thereafter filed a number of complaints/actions including a discrimination complaint based on disability regarding the alleged withdrawal of a summer assignment. The investigation and subsequent review at the chancellor level found no discrimination had occurred. The complainant filed an administrative appeal on May 26, and the University sought dismissal on the basis of lack of jurisdiction to appeal an investigation. Briefing is completed. The complainant also contacted UAA HR in August 2008 regarding a 2007 hire, asserting that the faculty member was not advanced past the interview stage of a recruitment to ensure the hire of a spouse of a department member. The complainant filed civil suit alleging numerous causes of action including breach of contract, disability discrimination, violation of nepotism laws, and whistleblower retaliation. The civil suit and the administrative appeal have now been consolidated by stipulation of the parties.
UNIVERSITY OF ALASKA
LABOR and EMPLOYEE RELATIONS REPORT
________________________________________________________________________
June 2010 Board of Regents Meeting Page PAGE 2 of NUMPAGES 5
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