Bargaining Update (From Jan 25th)

Upcoming Events
1/31 Wednesday- Tabling at Reitz 10am-2pm
- Organizing Meeting 5-6pm at Carr Hall 611 and Zoom 
2/1 Thursday - Tabling at PHHP Courtyard 1pm-5pm
- Bargaining session 1-3pm at Reitz G320 and ZOOM
Save the date:
2/6 Tuesday              - Social at 5pm at Rhines Hall Rm 125
2/12-15                      - BLITZ (sign up here)

Bargaining Updates
from Thursday, Jan 25th

This bargaining session UF brought forward their proposed changes, GAU did not bring forth any proposed changes this session.

Article 6 - Employee Evaluation File

• Seems to be ready for a tentative agreement, no changes this session
  

Article 5 - Employment Performance Evaluations:

• Added language stating that if no evaluation exists it is assumed they successfully met employment expectations for the term.
  
• Additionally added, that an employee improvement plan can be offered, including explicit expectations and timelines.
  
  • UF is willing to bargain about timelines, notifications, etc but NOT actual procedures of the plan
    
• Referencing article 4 on termination, we argue that a PIP should be mandatory before any disciplinary action is taken (after a written notice) for the first infraction. This creates a right for the employee to improve their performance, in cases where supervisor may not be forthcoming on poor performance of the employee in lieu of not renewing them.
  
  • UF is not interested in adding language that they have to renew if the PIP was followed and performance was improved. No language should be in there to force renewal of the contract.
    
  • UF stated that this right would create a multi-year guaranteed renewal contract if performance expectations are met.
    
  • We are arguing there should be more protections like this to protect renewals since LOOs(letter of offer) are not a contract and only contract is each appointment (LOAs)
    
  • We are not attempting to expand rights where we are reducing the ability of the university to curtail appointments, but adding a right on non renewals for performance reasons
    

 Article 19 - Misc Provisions

• Changes made to reduce down to 35 copies of the contract from 100 the university will give GAU. The link to the contract will be on the HR web page and not the graduate school web page (which is already being done right now).
  
  • Maybe we can get nicer copies if we have less of them
    
• When new position titles and descriptions are created they designate as being in or outside the bargaining unit.
  
  • This is being added to clarify positions are in or out of the unit rather than “class” since class isn’t normally used language
    
• 19.5: Language removed about union deduction status. Also removed a sentence about provision be effective for each year.
  
• 19.6: Adding language that information dissemination should only be done by university for matters of mutual interest.
  
  • We need to know when graduate students will be be renewed for whatever reason or graduating so that we can remove them from dues
    

Article 7 - Workload

• Added new provisions. Original in 7 with modifications: added 0.5 fte language and averages shall be calculated using all workdays of employees appointment
  
  • Averages can be calculated using academic days (doesn’t include grading days, exam study days, etc) vs workdays
    
  • Required by law, may want to include that in provisions
    
• 7.2: Stating that workload is different from academic work, and the article should not be construed as imposing limit on amount of academic work vs amount of employed work
  
• 7.3: Workload disputes: States employee can meet with advisor about workload concerns to review responsibilities and receive guidance on how to remedy the issue
  
  • No real binding effect, just suggestions about how it should be handled if the student is experiencing a larger workload than contracted 20 hours.
    
  • Does not preclude grievance process in article 22
    
  • We are not interested in this since we want people to come to us first for workload issues rather than supervisor to make sure the student is protected. 
    
  • UF argues this is to capture cases when supervisor is not aware of the issue and a way to remedy it without getting GAU involved which can increase tensions.
    

Article 27 -  Housing (new article from us, no proposal from them):

• They did not see the comparison between our cited case and our proposed housing article. 
  
  • We cited it to show that worksite housing is mandatory for bargaining
    
• They are arguing that since in the cited case, employees had to respond to off hours and a variety of other issues that was also bargain.
  
• They do not agree with onsite housing being mandatory bargaining in our current relationship, even if it is mandatory, they are still not interested in bargaining housing at all. 
  
  • Patrick says there is no other university that does this so it can’t say it is mandatory
    
• If it is true that it is mandatory, they will not bargain and they are not interested in bargaining for anything housing.
  

Committee Help Needed
Our Healthcare and International committees need your help! Do you have thoughts on how to improve GatorGradCare? Please join our Healthcare Committee by emailing chair Nathan Ardnt, [email protected]. Have concerns about issues affecting international students? Join our international committee by getting on our discord and letting us know! 


Connect With Us
Email us: [email protected]
Join our office hours: 8:30-11:30 Mon,Wed,Thurs and 12:45-2:45 Tues (Yon Hall Rm 224)
Find us at a tabling event:1/31: Reitz 10am-2pm, 2/1: PHHP Courtyard 1pm-5pm

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