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Ap project


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Applies Project for PSU IDS Capstone

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Ap project

  1. 1. Union Contracts: The Overview and Comparison Between PSU and other Industry Contracts Zachary Newquist
  2. 2. Table of Contents • Slide 3 Union Contract • Slide 4 Collective Bargaining Agreement • Slide 5 The Two Committees • Slide 6 Comparisons • Slide 7 American Association of University Professors (AAUP) • Slide 8 AAUP Collective Bargaining Congress • Slide 9 Contract Table of Contents • Slide 10 Topics in Common UCONN+UNH+PSU • Slide 11 Recognition • Slide 12 Academic Freedom • Slide 13 Non-Discrimination • Slide 14 Grievances 1/2 • Slide 15 Grievances 2/2 • Slide 16 Personnel Files • Slide 17 AAUP Rights • Slide 18 Deductions (Dues) • Slide 19 Salary • Slide 20 Benefits • Slide 21 Savings Clause • Slide 22 Governance • Slide 23 Tenure • Slide 24 Workload • Slide 25 Topics in Common UNH+ PSU +UCONN • Slide 26 Management Faculty Rights (UNH+PSU) • Slide 27 Development (UNH+PSU) • Slide 28 Discipline (UCONN+PSU) • Slide 29 Final Thoughts • Slide 30 Bibliography
  3. 3. Union Contracts Union Contracts are two-sided contracts that are in place for multiple years. Under these contracts are a multitude of clauses. Teams of representatives from both the labor union and the employer create the terms of the agreement. The employers team attempts to ratify their own means, while the labor union attempts the same for the employees of the company.
  4. 4. Collective Bargaining Agreement These contracts are also called Collective Bargaining Agreements. When in the process of creating the contract the two sides discuss and quarrel over different the terms of every section of the contract. These agreements can take anywhere from a few months to a few years to finish entirely.
  5. 5. The Two Committees One committee is made up from the Businesses side and is usually the Human Resources Director, possibly the companies President, and generally a lawyer that is well versed in business law. The Union’s side is made up of the Union’s President, a Union Business Agent, and a Union Stewart or in other words someone employed by the company.
  6. 6. Comparisons For the interest of the comparisons I will be using Plymouth State Universities (PSU) Chapter along side the University of New Hampshire's (UNH) Chapter as well as a larger entity in the University or Connecticut (UCONN) Chapter. These bargaining agreements will compare nicely because they are under the American Association of University Professors commonly know as the AAUP. Officially they fall under the AAUPCBC.
  7. 7. American Association of University Professors (AAUP) “The AAUP is a nonprofit membership association of faculty and other academic professionals” ( The goal of the AAUP for the last 104 years has been advancing higher education through defining fundamental processes and values. Their goal is the ensure the integrity and quality of higher education and advance the rights of academic freedom.
  8. 8. AAUPCBC (Collective Bargaining Congress) “The AAUP Collective Bargaining Congress is the umbrella organization for unionized AAUP chapters. We promote organizing among tenure-line and contingent faculty, academic professionals, and graduate employees and provide support to member chapters as they work to protect shared governance and academic freedom, to uphold professional standards and values, and to promote quality higher education” (
  9. 9. Table of Contents for each Contract UCONN UNH PSU
  10. 10. Topics in Common UCONN, UNH, PSU • Recognition • Academic Freedom • Nondiscrimination • Grievances • Personnel Files • AAUP Rights • Deductions (Dues) • Salary • Benefits • Savings Clause • Governance • Tenure
  11. 11. Recognition The Recognition statement entails who falls under the following agreement. In the case for UNH and PSU it is all tenure-track employees. Under the UCONN’s agreement there are many titles that can be encompassed. Including associate, assistant, and full- time professors, as well as many other types of educators.
  12. 12. Academic Freedom In each section of Academic Freedom the clauses state that the freedom as the instructor is paramount. But they must take caution in making sure that they do not use any controversial topics if it does not pertain, and to always be mindful that they represent their respective Universities.
  13. 13. Non-Discrimination This section just as the one before is very straightforward. The following passage comes directly from the PSU Bargaining Agreement but is similar in each contract. • “The University and the Bargaining Unit Members, to the extent of their respective authority and responsibility, agree not to discriminate against employees of the University on the basis of sex, race, age, religion, color, marital status, sexual orientation, political affiliation, political belief or lawful political activity, veteran's status, disability, national origin, gender identity or expression, membership or nonmembership in AAUP, or involvement in AAUP activities as long as any such status or activity is lawful. Nothing in this article shall preclude the University from complying with legal requirements for verifying employee authorization to work in the United States or to undertake other activities that are specifically permitted to public employers by state or federal anti-discrimination laws” (PSU Bargaining Agreement).
  14. 14. Grievances 1/2 The Grievance process is in place for union members who have issues with any part of the contract once it has been ratified. In each procedure there is a chance to first amend the issue through either one or two formal meetings. If it is not solved, then you must start the process to hire an arbitrator. For each step in the process there are dates in place that you must comply with. Each contract varies a week to three weeks for any given timeframe.
  15. 15. Grievances 2/2 In both UCONN’s and UNH’s contract there is a General Provisions section following Grievances. These mainly include the ‘rules’ allowed to each party at any step in the procedure. Whereas PSU’s contract has only a statement saying that all materials from written to auditoria records will be kept and place in the employee's online personnel file.
  16. 16. Personnel Files Every staff member in a University has a Personnel File, once you are apart of the Union it is likely that you will receive a specialized Union file as well. These files hold information like salary, appointment letters, promotion and tenure information, evaluation letters, grievance history, disciplinary actions, and more miscellaneous documents. Ones file may only be seen by HR members and the employee, unless authorization from employee has ben given.
  17. 17. AAUP Rights • Each contract has a varying list of rights that fit each University in their own ways. The one right seen throughout is the ability to gain information from the University that will enhance any bargaining agreements. • Other than that, the three contract vary in multiple ways. Below will be a link to each contracts Union Rights. UCONN (PG18) UNH (PG 4) PSU (PG 10)
  18. 18. Deductions (Dues) Dues are apart of every Union. They come out of one check monthly and usually go back into the Union. In some cases like in the University of New Hampshire’s, they go into “scholarships for UNH students, UNH faculty development, or the advancement of academic freedom” ( While in UCONN and PSU it is not disclosed. While neither are the amount of the dues to the general public. “The average annual cost of union dues is $400, or about two hours of pay per month” ( While this number is across all Union. It sticks to a relatively small amount.
  19. 19. Salary As in a Union, all the effects are to all members. The same is the case for Salary. In each contract there is a usual base salary and a yearly increase too all members within their own specific classifications. The common mark for increase is anywhere from a 1.5% to a 4% increase in wages across the board. Each distinction is different based upon your classification. Classifications include assistant professor, full professor, instructor, etc.
  20. 20. Benefits Benefits are also run in a similar standard sort of rate through a Union. Although there are many options and styles to choose from. Benefits include things like retirement funds, medical, dental, and eye coverage, leave of absence, disability, paternal/maternal leave, sabbatical, tuition and tuition reimbursement, sick time, earned time, and vacation time to name most of the types of benefits these institutions bring to their employees.
  21. 21. Savings Clause A savings clause is a necessity in any Union contract. It states that if any article in any contract disagrees with the law, then it must be purged. In many chapters they allow a new article to be amended and ratified into the contract. There are the stipulations of commonality, and usually a time limit to address the addition.
  22. 22. Governance • The idea behind Governance, Meet and Discuss, and Shared Governance in each of the three contracts is to have a system set in place for the University and the Union to meet and negotiate and agree on terms for any new terms. This article gives the right for either side to call a shared meeting for whatever issue arises.
  23. 23. Tenure “Promotion and tenure are among the most important decisions a university makes and must be based on the expectation that the candidate is an engaged and effective teacher and mentor; is an active scholar; is contributing to their profession; is a valued contributor to the life of the university through service; and is participating in their community and profession by providing professional service” (PSU). Tenure is in place in every University, and they all have their own process for evaluation and selection.
  24. 24. Workload Workload is a benefit that allows some faculty to reduce the amount of work they must do. Workload and the reduction may depend in pedagogy, discipline, class size, course levels, course rotation schedule, as well as other factors. Your reduction in workload must be approved before granted.
  25. 25. Topics In Common (UNH+PSU) (UCONN+PSU) • Discipline • Management and Faculty Rights • Professional Development
  26. 26. Management Faculty Rights UNH+PSU In both the UNH and PSU contracts there is a clause that essentially states that all the rights and responsibilities of the USNH Board of Trustees which have not been specifically provided for in this Agreement or limited by law shall be retained in the sole discretion of the USNH Board of Trustees or as delegated to the University System and to the University, including the academic governance structure. While everything already discussed within the Contract is off limits.
  27. 27. Professional Development (UNH+PSU) While both UNH and PSU have ways to develop their professors they do it a little differently. At UNH they offer scholarships, promotions, and other salary increases in order to assist the employee with furthering their education. At PSU you are granted a fund based off what development you are seeking, once given the assistance in both Universities it is expected of you to work on developing yourself.
  28. 28. Discipline (UCONN+PSU) In UCONN’s Contract the discipline is for tenure-track employees, and states clearly what could dismiss them from this process or the University as a whole. While in PSU’s Contract it states what discipline is and replaces the discipline portion of the employee handbook given to you once you become employed at the University. It functions effectively as rules, and other disciplinary measures you may need to know as an employee.
  29. 29. Final Thoughts Each of these three Contracts are quite similar in many ways, as Contracts for different Universities under the AAUP, this is to be expected. And even more so for UNH and PSU because they both fall under the USNH system. Union Contracts are extensive documents that must effectively communicate an extensive amount of information. I have discussed many of the clauses and their importance in this project and hope that it has made the understanding of Union Contracts uncomplicated.
  30. 30. Bibliography aaup-collective-bargaining-agreement-final-signed-7-23-18.pdf content/uploads/sites/5/2015/11/UCONN-AAUP-CBA-07-01-17- 06-30-17.pdf ns/pdf/AAUPTT-Full_Executed_pdf_2016-2020.pdf