by Wmu Calendar 2023 23 – We are happy to share the good news about the summer arbitration decision filed earlier this year in response to WMU’s contract violations. In summary, Justice Thomas J. Barnes agreed with WMU-AAUP that the Faculty has the right to prefer summer education in the amount of 6 credit hours per term (12 credit hours in total) instead of 6 months of funding for the summer of the government started asking recently.
As a reminder, and as we reported to you in the spring, the administration of WMU announced a new plan to: a) limit the priority for summer activities of academic year teachers to six credit hours per year, b ) only pay for summer tuition. for the first six hours of credit each summer for academic year teachers, then pay the excess, and c) use these two limits through the fiscal year instead of the calendar summer. WMU-AAUP recognizes that any of these changes are inconsistent with the 2021-2026 WMU-AAUP Agreement.
Wmu Calendar 2023 23
In addition, our research shows that such changes in thinking can result in a loss of compensation for teachers of up to one million dollars every year. In short, this is an attempt by the administration to deny legitimate, earned income to teachers, and WMU-AAUP intends to take the necessary legal action to address these violations. The violation of the use of the fixed amount of summer salary and the use of the annual budget was returned as a result of the complaint filed by the Department. With this week’s decision, the issue of summer priority has now been resolved to give teachers a chance. In other words, all the three changes that the organization has given in the past have been changed.
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It is worth noting that the judge’s opinion shows a careful consideration of the arguments made by both sides, in the decision the WMU-AAUP is forced to meet the burden of proof. Here are the key findings of Arbitrator Barnes’ conclusion:
“[T]he Association has produced evidence beyond the previous work of harmonizing the provisions contained herein with other sections of the CBA. While none of them stand alone for decision in any way, they are combined together and support a construction that is consistent with the unions 38 years of service. […] The statements made by the Employer in its hearing brief would lead me to believe that the University voluntarily paid summer wages as the union is asking perhaps out of favor with the teacher. That is not how collective bargaining works and there is no evidence of it. Small favors and economic incentives do not amount to any contractual agreement as unions and not much is held; the payment of salaries for more than 38 years that the University faced will prove that during that time it did not manage and invest its economic resources wisely. When the University says that it has always been responsible, almost four years, doing the right thing, sh Yes, she admits that she paid the money that was not owed at all, so she denied her responsibility to the student and to pay taxes. authorities. Unfortunately, in this case, the facts of the partnership and the parties’ agreements cannot lead to any conclusion except that the University fulfills its financial obligations under the CBA until the situation is resolved. A future appeal is granted from the summer of 2023.”
This decision is related and requires the university to respect the ten-year tradition (negotiated) of giving teachers choice in teaching jobs.
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Finally, we would like to thank all those who contributed to this success, including former employees and lawyers. Also, many teachers came to testify in front of the judge, and this result was a direct result of their desire to cooperate in the breach of contract.
If you become aware of any violations of the WMU-AAUP contract, or communications from management that indicate they will not be honored, please contact us at [email protected] Also, please don’t hesitate to reach out with questions or concerns.
With the historic one-year anniversary of the Faculty No Confidence Vote on the horizon, handling the issue of the admissions survey results has become a concern for many WMU-AAUP members. As the teachers indicated in a recent meeting, members of all staff stood up, thoughtfully thinking about the problems and offering solutions. Now that WMU leadership has had years to plan for the decline (the 2019 Employee Engagement Survey is already a red flag) and months to draw and analyze detailed information and recommendations from school districts in the 2022 survey, what is your response? Also more meetings, “information gatherings,” and opinion gathering. One teacher’s comment echoed what many other staff members shared with us: “WMU seems to be getting into a system of caring about what people think instead of teaching about problems that have already been identified.”
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In addition to the insights provided by the Employee Relations Survey, it is important to consider that, at this time last year, the Faculty of WMU-AAUP was actively debating whether there should be a vote of no confidence in President Edward Montgomery . Almost everyone knows that WMU has some serious problems on its hands, but there is a deep debate about the best way to solve them. After months of research and discussion, on December 10, the Chapter voted to send a vote of No Confidence to the full body. The Faculty’s response was overwhelming, surprising, and historic, with nearly 80% voting in favor of the motion of approval under the leadership of Dr. Montgomery.
The reasons given for the No Trust Movement are painfully familiar, and many are reflected in the results of labor relations surveys. Some of their concerns are outlined here, and while some things are good – this year’s high school enrollment is good news – some are bad, and we’ve added some new ones to the list. In addition to the fact that the council strengthened the president’s promotion and gifts, and the surprising events of the resignation of the provost, the past year has created new problems, or some new things have worsened, including:
– Lack of transparency about the challenges that may arise when opening a new student company.
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– Staffing and hiring delays, including critical campus service areas, with significant impact on employees, students, and retirees will not be tolerated.
– More abuse by the WMU of distribution management and the appropriate system to look for new things and make some decisions.
– Unacceptable aspects of the new model of “competition” on the curriculum, research work, and the overall reality of WMU’s academic credentials, for example, the curriculum debate as universities competing with each other for income school.
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Unnecessary restrictions on the work schedule, for example, requiring in-person meetings or attendance even when this does not make sense to employees or students.
A missed opportunity for more pay is WMU’s failure to cooperate with faculty in the “salary board” negotiated at the end of the summer, and the continued failure to accept retreat to continue the work of the council.
– There is a continuing tendency by WMU to add unnecessary cases, for example, the summer selection case which has now been decided through arbitration, a time consuming and expensive process for both WMU and the WMU-AAUP.
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As we noted in our March 3, 2022 blog post: “Clearly, WMU’s employee morale problem cannot be solved in one action or at one time. However, there are many things the WMU leadership can do, if, indeed, they want to admit that this problem exists and is becoming more and more pressing. “Although the WMU administration has made some attempts at conciliation with the workers, its current approach to the results of the labor relations investigation – organizing more meetings and demanding more results – seems to be an exercise in prevention and delay rather than a real one. problem. Continued listening and gathering of information is obviously commendable, but it is no excuse for not being able to act on information that has been repeated over and over and agreed upon.
In fact, our campus community is clearly wondering what WMU needs to meet the challenge: Leaders who are supportive, strong, and creative, and they know that our university is a successful success in the last century to technology and power. of students, staff, and faculty. As our colleagues explained to us, campus communities do not need public “listening sessions” to voice their concerns. Instead, we need to find problems and solutions that we identify frequently and urgently to hear and work on.
We are deeply troubled by the 20-18 vote of the Michigan Senate yesterday to reject the nomination of Gov. their argument (Hoadley takes graduate classes at WMU), they do
