Representing Exempt & Nonexempt Employees From All Over Campus
In response to the University of Maryland administration's failed attempt to identify and measure the "REAL" issues in the workplace facing campus employees, AFSCME 1072 issued it's own employee survey to campus in May, 2017. The survey was sent campus-wide to members of the bargaining unit and we have some stats of our own.
Where Does AFSCME Fit In This Conversation
AFSCME 1072 UMD Employee Survey REsults
The 2017 UMCP Employee Survey was distributed in electronic and paper form to University of Maryland employees represented in the *bargaining unit. As of June, 2017, we collected 435 total responses. In case you missed it, here are the polls :
Top ResponseS to Poll Questions (435 TOTAL RESPONSES)
VOICES FROM THE LOCAL
In additional to standard polling questions, we also provided survey respondents an opportunity to give suggestions for improvement . Here are some of the responses from survey respondents about improving tuition or other concerns :
Unfiltered responses for improving tuition remission
The MBA still costs ~$60,000 with tuition remission and is by far the most valuable graduate degree the university offers for most people. This cost needs to be reduced for faculty and staff.
Do not require degree-seeking; allow taking various classes per my interests.
Allow employees flextime to attend classes during work hours (so they can make up the time)
Employees should not have a limited max amount of credit allowed per semester. Family members should to able to receive full tuition remission in any university with the system.
our favorite responses ...
Make it non-taxable AND since this is all "in-house" with regards to UMCP, non-cost - perhaps some sort of inter/intra-departmental no-cost specification.
We should offer 100% tuition remission to any state institution as it was when I was first hired. Some states such as New York, are not charging a tuition to any state resident period. If we want a fearless idea how about that. Lastly, there should be automatic step increases awarded to individuals successfully completing certifications and degrees while employed.
I understand the reduced remission rate for professional degrees with extensive training (medical fields especially), but I am not quite sure why the MBA program is included in that set. The reimbursement was 43%. Meager raises and furloughs of the past few years have reinforced the financial strain of covering the remaining costs.
it's pro-rated per employees status (ful-time vs Part-time) but parking costs are not pro-rated per employee's status.
uh-oh, someone has a workplace issue ...
Make the form into a fillable .pdf / Send confirmations when it has been approved / Develop a tracking system so individual can know where the form is located and also provide a contact person for questions or concerns.
Remove limits on credits to be covered, the person who processes has extremely poor communication skills and tends to lose things or not notify someone if something is wrong and then is nasty when you contact them about the problem.
UNFILTERED RESPONSES FOR IMPROVING Working on Campus
I'm concerned about raises and job proformance incentives. I am now in a position that is unrelated to my job title and description. I would like for it to be manditory for non exempt to be compensated if their job discription and duties change.
ADA accessibility in the Service Building, and lack of showers and lockers for those who bike to work.
I could write a list but no room on this survey form
our favorite responses ...
My biggest problem is that our PRD's have become completely meaningless and it is currently impossible to get an idividual raise. This has created a work environment where there is literally zero incentive to over achieve or even do your job well. There are no pathways to promotions and no training offered to those who wish to move up to a supervisory roll later in their carreer.
Catching the bus at Regeants Garage Stop is treacherous for persons with disabilities. The campus shuttles stack up as many as 4-5 deep and don't check for persons with mobility issues. They often block the view and stop for D.C. metro buses and you are left crossing between buses into the street to flag down the metro bus if you can see it coming around the other buses. Other issues regarding accessibility include not having a designated helper during fire alarms for assistance out of buildings. Since moving to my building not even my management has offered to assist or when the elevator is not it's difficult getting to the third
Equal pay based on years service and experience compared to new hires
It is shameful that employees are coerced to take on added responsibilities for many years but they are not offered salary adjustment with retroactive pay as required by law. Some employees have taken on added responsibilities for many years due to re-organizations without retroactive pay. The practice of coercing employees to take on additional responsibilities for years without retroactive pay should be checked and included in your negotiations.
The lack of parking for campus staffers/technical service support is ABOMINABLE! Our jobs here are mission-critical and yet the Campus is continually eliminating parking and accessibility to classrooms all in the name of political correctness.Academics and
Strengthened telework policies where working from home up to 3 days a week cannot be deined without shown documented cause of hardship.
I am concerned that the PRD process is not equitable across campus. I am also concerned that President Loh is not interested in having President's Commissions which report back to him on issues of importance across campus
uh-oh, someone has a workplace issue ...
We are not trained in many areas that are real world issues. I have brought this up with Richard Taylor in HVAC and he hasn't done anything with it. Most of our safety meetings are a joke.
Back to the training . I right now have a paid slot in Boston to train on the Phoenix exhaust systems in new St Johns building but my bosses won't send me . Instead they send someone from management that will never ever work on this equipment. Makes absolutely NO SENSE!!!!
From time to time, my supervisor will give me hard time about my leave request or/and leaves that I took, etc., even though they are approved and very reasonable. Also, I'm hard working person, I always take care of my job tasks well. I really hope to count my working hours in the case if I don't take lunch or break times but continue working, as I need to save some leave hours to use when really needed. Generally, I have been treated very differently from my teammates in the past few years.
Wait For It ...
We don't have computational analysis or fancy graphs to show you. We also don't have a national database to compare and contrast the happiness of employees. Finally, we DID NOT hire a costly contractor to cover up the truth behind what's really happening to employees on campus. The 2017 UMD Employee Survey was built by the union, delivered by the union, and tallied by the union and the results are candid and honest from the real people who work on campus to support its mission.
We challenge the administration to start focusing on the real issues on campus by using their experts to delve deeper into the unmet physiological & psychological needs of workers on campus.
We aren't hiding behind national experts and stats to justify our fearless ideas. We got our fearless ideas from working on campus with the same people who responded to the survey and pushing through the same trials and tribulations. This is what collective bargaining is truly about.
The voices from the local were heard and the bargaining team work hard to put together proposals that solve this issues but we can't do it alone.
If you have a workplace issue...
We want to know.
Complete the grievance consultation request form on our site.
Tell your co-workers about our updates especially on the upcoming contract campaign.
Follow and share our stories on social media.
Bargaining is happening on and off the table.
Will you join us ?
To be continued....
Labor Rights Are Civil Rights
As bargaining moves forward for UMD exempt and nonexempt employees, students join the fight to rally support for a fair and equal contract. Activist from the UMD Student Labor Action Project (SLAP) Chapter and Our Revolution Chapter rally behind AFSCME Local 1072 during collective bargaining.
WATCH : Chris Bangert-Drowns, an organizer with UMD Student Labor Action Project (SLAP) and Michael Brennan discuss AFSCME Local 1072, how the group affects UMD students, their activism, and justice for workers.
What is the Student Labor Action Project ?
The Student Labor Action Project (SLAP) is a joint initiative of Jobs with Justice and the United States Student Association that engages student organizations in economic justice campaigns.
Connect with the UMD SLAP chapter on social media :
What is the Our Revolution Student Group ?
Our Revolution is a political organization that works to empower the next generation of progressive leaders by inspiring and recruiting progressive candidates to run for offices across the entire spectrum of government.
Connect with the Our Revolution UMD Chapter on social media :
INSTAGRAM (https://www.instagram.com/OurRevolutionUMD/) .
Management Wants to Exercise Their "Specific" Rights
The 2017 University of Maryland Employee contract negotiations is heating up. Proposals are being brought to the table on both the sides. Here is a quick guide to what the university administration is proposing on behalf of management :
"SPECIFIC" MANAGEMENT RIGHTS AND "GENERAL" MANAGEMENT RIGHTS
Although the Management Rights clause says the employer has the right to run the work place, this is a general right and does not mean they can change any working conditions any time they want. Management Rights clauses that list specific items like, "management has the right to set starting times" means the union can't complain about management setting starting times, unless some other part of the contract addresses the same issue. A Management Rights clause might say "management has the right to determine what methods are used in production" BUT they will have to negotiate with the Union over everything that changes the workers' working conditions. That could include rates of pay, amount of work, conditions of work (new equipment is noisy, dirty etc.) and if people will get laid off because of new machinery. So even if management has a specific right given to them in the Management Rights clause, they still may have to bargain over how using that right affects workers.
ISSUES THE BOSS MUST DISCUSS
Here is a list of some issues that management must talk to the Union about unless the Union has specifically waived its right to bargain or grieve them (by previously coming to agreement on the issue):
What Can I Do ?
Do you want a copy of your union contract ?
Do you feel strongly about any of these issues ?
Do you have any questions about the union or the ongoing negotiations ?
Are you ready to push for the compensation and respect you deserve ?
Get in touch and get involved :
EMAIL US : email@example.com
CALL US : (301) 270 - 8528
We want The Employees Of University of Maryland To Be Treated With Dignity And Respect.
There is no union contract written that covers every possible situation that can occur. There are some that try, but they are usually incomprehensible to mere mortals. Because of this there are usually two clauses in the contracts that are basically general in nature. One is the "Management Rights" clause, which states some of the general rights that management has. The other is the "Recognition" clause, which states the rights of the Union and the obligation of management to deal with the Union.
As stated, on our Memorandum of Understanding with the University of Maryland for exempt and non-exempt employees, our "Recognition" clause reads :
The University recognizes AFSCME as the exclusive bargaining agent in all matters establishing and pertaining to wages, hours, and other terms and conditions of employment for all regular full-time and part-time employees in the Exempt employee bargaining unit. Excluded from the unit are individuals excluded from the bargaining unit under the State Higher Education Labor Relations Act, Section 3-102, Title 3, of the State Personnel and Pensions Article of the Annotated Code of Maryland.
For the 2017 University of Maryland Employee Contract Campaign, here is a a quick guide to the proposals from the union :
WHERE DO UNION RIGHTS COME FROM?
There are some restrictions on making employers bargain over conditions of employment. Although there is no basis in the law itself or in the debate in Congress that set up the National Labor Relations Act (NLRA), the Supreme Court has put some restrictions on our rights. As may be expected, the restrictions favor the bosses. The Court decided there should be mandatory subjects of bargaining and voluntary subjects for bargaining.
Never take the bosses word that they don't have to bargain over an issue. Check with the Union first. Because even if the Union has "waived" its right to bargain or grieve an issue, the company may be obligated to bargain over the effect of the change.
The voluntary list is fairly small but covers some important topics. For example it is voluntary for an employer to bargain over the decision to close plants or eliminate part of the business. They must, however, bargain over the "effects on employees" of such decisions. This is where we bargain over severance pay, etc. A decision to close a plant that is based solely on wanting to pay lower wages may move this issue into the "mandatory" bargaining category. Other "voluntary" items are picking supervisors, pre-employment tests, advertising, management salaries, etc.
What can I do?
Now is the time for you to participate and push for a good contract.
Do you want a copy of your union contract?
Do you feel strongly about any of these issues?
Do you have any questions about the union or the ongoing negotiations?
Are you ready to push for the compensation and respect you deserve?
Get in touch, and get involved !
EMAIL US : firstname.lastname@example.org
CALL US : (301)270-8528
The administration at the University of Maryland has acknowledged that there are many challenges with employee-employer relationships on campus and in 2016 issued a campus-wide survey to poll employees about the their feelings about the workplace. The Office of the President hired a consultant Gallup to help. The results of the survey (not to our surprise) indicate that employees around campus are mostly Not Engaged or Actively Disengaged.
Faculty and staff were polled about their emotional and personal connections to campus and NOT THE REAL ISSUES and CHALLENGES they were faced with as employees, commuters, and working families. The questions from the Gallup survey, are interpreted by AFSCME 1072 below :
Average Sentiment (25- 49th Percentile)
Below Average Sentiment (<25th PErcentile)
Gallup Identified Strengths And Opportunities
Out all of the questions, Gallup reported 2 question responses that show strength and 2 question responses that show opportunities (or as we like to say weakness):
Are we Measuring Feelings Or Needs ?
While this survey paints a pretty picture about the overall sentiment of workers on campus, what it neglects to penetrates are the core underlying needs of the workers on campus that are not being address (which in turn is causing the negative sentiments). According to Maslow's Hierarchy of Needs (a motivational theory in psychology, comprising a five tier model of human needs), if a person's most basic needs (such as food or safety) aren't met, neither are their psychological needs (such as relationships or feeling accomplished) or self-fulfillment needs (creative activities or reaching fullest potential).
To be continued.....
To view the 2016 Gallup UMD Survey Responses : https://www.president.umd.edu/sites/president.umd.edu/files/documents/UMD_overall.pdf
To read more about the thriving workplace initiative : https://www.president.umd.edu/initiatives/thriving-workplace
Without the We, There's No U-niversity
Your union, AFSCME Local 1072 is bargaining on a new contract that affects all aspects of your job – including wages, benefits, leave time and workers’ rights. Our union contract has specific rules that the university has to follow to make sure that we are treated with dignity and respect, and that we can work safely.
The administration wants to take away vital services, benefits and resources including removal of the parking fee cap, changes to the professional development days and the abolishment of critical care leave. Those are just a few of their detrimental contract proposals! We’re fighting back.
In preparation for bargaining, we issued a survey to the campus community earlier this year. The feedback we received was tremendous! We will be releasing what management is proposing for employees of University of Maryland and our counter-proposals for your review.
Let’s come together and make our contract stronger!