LOG 6 or MORE TELEWORK DAYS TO WIN PRIZES
Teleworking even just one day a week is a great way to cut down on the time and cost of commuting, improve productivity and enhance overall work-life balance in your office! Supervisors and employees, read the university's telework guidelines and have a conversation about teleworking.
To encourage teleworking among eligible employees, DOTS will host a Telework Challenge from Monday, June 18th to Friday, August 10th. Employees who log their telework "trips" in the Smart Commute Platform can earn points that can be redeemed for weekly and grand prize raffles. Log at least 6 telework days during the challenge and you will automatically earn a Smart Commute t-shirt and be entered into the grand prize raffle for a Microsoft Surface Pro!
Each Monday one employee will win one of the following items:
HOW TO ENTER
NOTE: NON-EXEMPT EMPLOYEES will have the option for telework starting with the ratification of the 2018-2019 UMD Employee Contract. Stay in the loop for opportunities to get involved on our In Action blog and Vote on Jun 5th!
DEADLINE APPROACHING MAY 31st!
The Academy will include:
• Five 60-minute webinar sessions that will be conducted once per month from May - October 2018
• Completion of a short quiz/evaluation after each session
• Completion of an AFSCME Strong action such as engaging in one-on-one conversations with co-workers to increase membership, signing up new PEOPLE contributors in your local, or even getting involved in an organizing/political campaign through your local or council/affiliate just to name a few.
To be a part of the Academy, please complete the one-page registration form by May 31st. We will send you a schedule of sessions upon completion.
If you have any questions, please call Tsika Pasipanodya 202-429-1214.
WHAT DOES EQUAL PAY FOR EQUAL WORK MEAN ?
In nearly every line of work, women face a pay gap. Among the many occupations studied by the Bureau of Labor Statistics, women’s earnings are higher than men’s in only a handful.
Jobs traditionally associated with men (like computer programming and aerospace engineering) tend to pay better than traditionally “female” jobs (like nursing and administrative support). Even in jobs where the same level of skill is required, jobs associated with men tend to pay more. Parking lot attendants, who are predominantly men, are paid more on average than child care workers, who are predominantly women, even though child care workers are increasingly required to obtain postsecondary education.
Over the past 50 years, women have started to enter jobs that were once occupied almost entirely by men, but women and men still tend to work in different kinds of jobs. This segregation by occupation is a major factor behind the pay gap. But it’s not the whole story.
WHAT IS THE PAY GAP ( WAGE GAP ) ?
FEDERAL PUBLIC POLICY ON EQUAL PAY
The pay gap is real and pervasive, and it affects all women. There is no one silver bullet to fix the problem. Rather, individuals, employers, and communities need to take action.
Congress has a history of considering, and in some cases enacting, laws that address discrimination in employment. Yet these legal protections have not ensured equal pay for women and men.
With American Association of University Women (AAUW)’s support, President Barack Obama signed the Lilly Ledbetter Fair Pay Act into law on January 29, 2009. This law lengthens the time period in which employees can bring legal action for pay discrimination lawsuits. It clarifies that pay discrimination can occur when a pay decision is made, when an employee is subject to that decision, or at any time that an employee is injured by it.
Other pending legislative measures include the Paycheck Fairness Act, the Fair Pay Act, and the Pay Equity for All Act, which would expand fair pay protections and strengthen enforcement efforts.
On Equal Pay Day in 2014, Obama signed two AAUW-supported executive orders addressing pay discrimination and subsequently worked to add regulations to increase pay protections. However, in 2017 President Donald Trump rescinded several equal pay protections, including rolling back requirements for federal contractors to comply with labor and civil rights laws and halting implementation of a data collection tool to increase wage transparency.
Federal budgets need to ensure adequate enforcement of all civil rights laws through sufficient funding and staffing of the Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs, and the various civil rights divisions. The Department of Labor’s Women’s Bureau, the only federal agency devoted to the concerns of women in the workplace, should be fully funded to continue its important work on fair pay issues.
DEADLINE IS MAY 1st.
The application deadline for the Strategic Corporate Research Summer School is May 1. The class is sponsored by the AFL-CIO and Cornell University, and it will take place on June 10-15, 2018 in Ithaca, New York.
ABOUT THE COURSE
The course is designed for students and others who want to make corporations accountable by working as researchers in unions and social change organizations. The course offers a regular track and an advanced track with an additional research and writing requirement.
WHO CAN ATTEND
It is open to individuals applying on their own and to individuals sponsored by unions and other organizations. Partial scholarships are available to non-sponsored individuals who opt for the advanced track. Inquire if interested in obtaining academic credit.
For more info, email firstname.lastname@example.org, call 607-269-7246, or go to the course website: www.ilr.cornell.edu/worker-institute/education-training/strategic-corporate-research-summer-school
FRIDAY, MARCH 2nd is NATIONAL EMPLOYEE APPRECIATION DAY!
APPLY 20 CALENDARS DAYS IN ADVANCE
Since the first ratification of the employee contract at University of Maryland, AFSCME 1072 fought for the right for employees to earn a paid professional development day (PD) day for members of the collective bargaining unit. Many collective bargaining members both AFSCME members and non-members have already taken advantage of this opportunity this year.
If you have not submitted your request for a professional development day please do so today, as they must be requested at least 20 calendar days ahead of time.
AFSCME 1072 supports the Labor Rights of Faculty and Student Workers
Photo credits to The Diamondback . Read other related articles here : http://www.dbknews.com/archives/article_a4e6b726-e3bd-11e4-b070-fb33c879dd7d.html
This MOU is Currently being RENEGOTIATED for 2018.
This Memorandum of Understanding (“Agreement” or “MOU”) is entered into by the University of Maryland, College Park (“University” or “Employer”) and the American Federation of State, County and Municipal Employees, Council 3, AFL-CIO and Local 1072 (“Union” or “AFSCME”), and has as its purpose the promotion of harmonious relations between the University and the employees in the Exempt bargaining unit and its representatives. The parties to this Agreement shall make a sincere effort to ensure that its administration is conducted in a fair and expeditious manner and for the benefit of establishing stability and understanding in the parties’ labor-management relations. This preamble is a statement of principle only and shall not be used in the interpretation of any of the provisions of this Agreement.
This MOU is currently being RENEGOTIATED for 2018.
This Memorandum of Understanding (“Agreement” or “MOU”) is entered into by the University of Maryland, College Park (“University” or “Employer”) and the American Federation of State, County and Municipal Employees, AFL-CIO, Council 3 and Local 1072 (“Union” or “AFSCME”), and has as its purpose the promotion of harmonious relations between the University and the employees in the Nonexempt bargaining unit and its representatives. The parties to this agreement shall make a sincere effort to ensure that its administration is conducted in a fair and expeditious manner and for the benefit of establishing stability and understanding in the parties’ labor-management relations. This preamble is a statement of principle only and shall not be used in the interpretation of any of the provisions of this Agreement.