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 :
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