February 2003
Questions & Answers #6
Common Questions
1. WHAT WILL YOU AS A FACULTY
MEMBER BE GIVING UP IF COLLECTIVE BARGAINING OCCURS?
· Individual AUTONOMY
Currently, you are treated and respected as an individual faculty member,
usually a collective bargaining agreement considers and treats all faculty
members as one group.
· School AUTONOMY
Currently, departments such as Art, Biology, and Economics have specific
historical funding practices, travel policies, faculty development funds
administered and managed by the department faculty. This type of arrangement/autonomy
could be jeopardized in a collective bargaining agreement.
· University AUTONOMY
Many University Autonomy policies, practices and decisions would be influenced
and perhaps decided at the OUS level. Most all issues are negotiable.
2. WHAT UNIVERSITY EFFICIENCIES WILL BE AFFECTED
IF COLLECTIVE BARGAINING OCCURS?
Essentially, many efficiencies currently in place will
be affected. Below are several illustrations of how the University will
become "less efficient."
Budget Impact Negotiation of a collective bargaining
agreement takes additional dollars that are currently allocated in other
areas at this time. It is easy to anticipate and estimate $200,000-$300,000
for a first collective bargaining agreement.
Personnel Impact Two additional positions are usually
allocated to the negotiation and administration of a collective bargaining
agreement.
Work Time Impact Leadership, negotiation, planning,
strategy time, etc., estimates reach at least 2000 work time hours. Currently,
those hours are addressing today's University issues, and would have to
be diverted from current University efforts, projects, events, etc.
3. WHAT GUARANTEES WILL THERE BE IN COLLECTIVE
BARGAINING?
CHANGE Most all current environments, practices,
policies, procedures, etc. would be a part of the negotiation of a collective
bargaining agreement.
GUARANTEES NONE
4. WHO WILL DO THE NEGOTIATION FOR THE UNIVERSITY?
By statute all collective bargaining is between the State
of Oregon, acting by and through the State Board of Higher Education (CHANCELLOR'S
OFFICE) on behalf of EOU.
· Chief Negotiator for the University will be Associate
Vice Chancellor Joe Sicotte. Dr. Sicotte is in charge of all negotiation
for the Board of Higher Education (Chancellor's Office). He has negotiated
faculty agreements at the System office level for 28 years.
· University's role at negotiations? The University will
have team members at the collective bargaining table with the Spokesperson.
· How long will negotiations take? At a minimum, 9-11 months,
and usually first agreements take over a year.
· What does an "exclusive representative" mean? If
AFT is successful and is elected as the "exclusive representative,"
they will be speaking for all faculty members at the collective bargaining
table, therefore, representing all faculty members position on all issues.
It would be an Unfair Labor Practice if the University discusses collective
bargaining issues with faculty members.
5. WHAT IS THE EMPLOYMENT RELATIONS BOARD'S ROLE
IN COLLECTIVE BARGAINING?
The Employment Relations Board (ERB) is another third
party.
By statute, ERB becomes involved and manages much of the collective bargaining
process if the parties to the agreement do not reach agreement within
150 calendar days, and one of the parties requests mediation. At that
time, an ERB mediator is assigned to assist the parties to reach an agreement,
essentially managing the collective bargaining process and influencing
the settlement of the issues.
6. HOW WILL "UNION DUES"
BE COLLECTED?
Usually "Union Dues" and "Fair Share"
payments by faculty members are automatically deducted from the monthly
payroll checks of each faculty member. The total of this amount from individual
faculty members is then deposited into the Union's account.
What is the amount deducted? Usually it is 1-2% of each faculty
member's gross monthly payroll check.
7. WHAT IS "FAIR SHARE?"
"Fair Share Agreement" means an agreement between
the collective bargaining parties whereby employees who are not volunteer
members of the employee recognized representative (Union) are required
to make an in-lieu-of-dues payment to the recognized representative (Union).
Usually, the amount of "Fair Share" payment is 90% of total
dues, the Union makes the percentage decision. The employer has to agree
to a "Fair Share Agreement" during the collective bargaining
negotiations.
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