Wmu 2023 24 Calendar
Wmu 2023 24 Calendar – We are pleased to share the good news regarding the preferred summer arbitration we filed earlier this year in response to WMU's breach of contract. In conclusion, arbitrator Thomas J. Barnes agreed with WMU-AAUP that faculty are entitled to summer education at the rate of 6 credit hours per session (12 credit hours total) instead of the 6 summer credit hours that the administration had recently provided. began to claim
As a reminder, and as we reported to you in the spring, the WMU administration announced a new plan to: a) limit summer course preferences for senior year faculty to six credits per year, b) summer tuition only, which should be paid. during the first six credits per summer for academic year faculty and then pay only the overtime fee, and c) apply these two restrictions for the fiscal year instead of the calendar summer. WMU-AAUP acknowledges that each of these changes is a violation of the 2021-2026 WMU-AAUP Agreement.
Wmu 2023 24 Calendar
Moreover, our analyzes have shown that such a unilateral change could result in a loss of up to $1 million in teacher compensation per year. In short, this was an attempt by the administration to deny teachers a legitimate, negotiated income, and the WMU-AAUP decided to take the necessary legal action to remedy these violations. Violations related to the use of the limited summer wage rate and the use of the fiscal year were dismissed as a result of the chapter's appeal. With this week's arbitration decision, there is now a question of summer priorities at the monastery. In short, the three unilateral changes that the administration recently introduced have already been repealed.
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It is worth noting that the arbitrator's opinion shows a careful consideration of the arguments of both sides and conclusively concludes that WMU-AAUP has convincingly met its burden of proof. Here are the key takeaways from Arbitrator Barnes' opinion:
"The Union has presented evidence beyond prior experience harmonizing the provisions at issue here with other sections of the CBA. Although none of them are conclusive one way or the other, they together support a construction consistent with the 38-year-old […] The employer's confirmation in the post-hearing letter leads me to believe that the university is voluntarily paying the summer salary as required by the union, perhaps out of favor and favor to the faculty. It is a collective bargaining case, and there was no evidence for it. and small financial awards are not binding obligations as many arbitrators; the payment of wages for the 38 years in dispute by the University would be an admission that during this period it did not manage and manage its financial resources wisely If the University now says , who has nearly four decades of rights to do what he suggests, is to admit that he owes money he never owed. , will pay, reducing his liability to students and the IRS. Unfortunately, in this case, the reality of the collective bargaining and the obligations of the parties cannot lead to any other conclusion than that the University faithfully fulfilled its financial obligations to the KMV until the situation occurred. […] The requirement will be issued prospectively from the summer of 2023.
This decision is binding and requires the university to respect the (negotiated) tradition of several decades of preference for teachers in teaching assignments.
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Finally, we would like to thank all those who contributed to this success, including the former officers and lawyers. In addition, several teachers were present to testify before the arbitrator, and this result is a direct result of their willingness to stand together against the termination of the contract.
If you become aware of a violation of these WMU-AAUP contractual rights or notices of administration that do not respect them, please contact us at staff@wmuaaup.net. Likewise, feel free to reach out with any questions or concerns.
With the one-year anniversary of the college's historic vote of no confidence on the horizon, the resolution of the Employee Engagement Survey results has many WMU-AAUP members concerned. As noted in the recent general meeting of faculty members, members of all staff groups carefully and carefully defined the problems and proposed their solutions. Now that WMU leadership has had years to consider the declining climate (the 2019 employee engagement survey was already a red flag) and months to include and respond to the detailed criticisms and suggestions of campus constituents in the 2022 survey analysis, here's your answer. forums, "data collection" and feedback collection. One faculty member's observation echoes what many other staff members have shared with us: "WMU seems more concerned with public performance than with solving problems that have already been identified."
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In addition to the insights provided by the Engagement Survey, it is important to note that at this time last year, WMU-AAUP chapter faculty were debating whether or not to hold a vote of no confidence in President Edward Montgomery. Almost everyone acknowledged that WMU had serious problems on its hands, but there was disagreement about how to improve them. After months of research and discussion, the chapter voted on December 10 to send the impeachment to the plenary. The reaction of the faculty was unanimous, dramatic and historic, with almost 80% in favor of a motion of no confidence in Dr. Montgomery's Head.
The reasons cited for the no-confidence motion are now painfully familiar, and many of them are echoed and reflected in the results of employee engagement surveys. Some of these concerns are outlined here, and while some things have improved (this year's increase in student enrollment is good news), others have worsened and new ones have been added to the list. In addition to the board rewarding the president with increased pay and bonuses and the mysterious circumstances surrounding the chancellor's resignation, the past year has brought new or recently escalated challenges, including:
– Lack of transparency about the potentially catastrophic problems associated with the temporary opening of the new student center.
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– Persistent staff shortages and unacceptable hiring delays, including in critical campus service areas, with serious consequences for staff, students and retirees.
– Other violations of WMU joint management and the necessary process following its rapid renewal and other decisions.
– The unrecognized impact of the new "competitive" budget model on the academic program, research mission, and overall integrity of WMU's academic identity, e.g.
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Unnecessary insistence on workload patterns, such as requiring face-to-face meetings or availability, even if it does not make sense for both the employee and the student.
The possibility of losing a fair and reasonable salary cap adjustment is due to WMU's failure to effectively cooperate with faculty members on the Pay Equity Committee last spring and to continue to accept proposals to continue the commission's work.
– Continued encouragement by WMU to unnecessarily escalate matters, such as summer preference complaints, which are now being handled by arbitration, a slow and expensive process for both WMU and WMU-AAUP.
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As we noted in our March 3, 2022 blog post: "Obviously, WMU's moral dilemma cannot be solved in one action or at one time. However, there is much that WMU leadership can do. do, if they are truly willing to admit that this problem exists and is of increasingly alarming proportions." While WMU's administration has made some gestures toward reconciliation with employees, the current approach to employee engagement survey results—planning more forums and asking for more feedback – seems like an exercise in denial and delay rather than problem solving. Continuous listening and data gathering are certainly commendable, but they are not for acting on the information already provided. and confirmed many times, no excuses.
Indeed, our campus community has been remarkably clear about what WMU needs to meet its challenges: leaders who are inspired, capable, and determined, and who recognize that our great university owes its success over the past century to wisdom and energy. . its students, workers and teachers. As our faculty colleagues have expressed to us, campus councils do not need public "listening sessions" to voice their concerns. Rather, we need to hear and act on the problems and solutions we have repeatedly and immediately identified.
We are deeply troubled by the Michigan Senate's 20-18 vote to reject Governor Whitmer's nomination of John Hoadley to the Western Michigan University Board of Trustees, who was sworn in on March 17. Although some senators cited conflicts of interest as their justification (Hodley takes graduate classes at WMU), they
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