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!