These are the notes that I took. Take them at face value as I was typing along on a laptop while trying to listen.
Health and safety – UUP addresses these unique circumstances. Full testing of community and surveillance testing when
called back to work. Telecommuting agreement, keep density down on campus and extend work from home
till end of year negotiations. Actively engaged politically. Asked for you to give them a non edu
email for distribution list.
fkowal@uupmail.org Fred Kowal.
jobryan@uupmail.org – Jeri O’Brien
Jamie Dangler: jdangler@uupmail.org
Tom Hoey - thoey@uupmail.org
Thomas Tucker - ttucker@uupmail.org
If you need your chapter contact information: https://uupinfo.org/directory/chapters.php
On-call/Recall information: Article 20.21 and 20.22 of the UUP contract www.uupinfo.org
https://uupinfo.org/contract/pdf/20162022NYSUUPAgreement.pdf
COVID resources: https://uupinfo.org/resources/covid19/
Q&A: https://uupinfo.org/resources/covid19/pdf/UUP_COVID19_QA.pdf
Delay on salary increase – delayed again 90 days from Sept 30th.
Filed class action grievance – We are moving the process directly to arbitration.
We won’t lose money on delays and we will get retroactive.
On Call vs Re-Call - Says we are entitled to money but answering phone calls at home
after work hours is not considered something for extra compensation.
Is it in your PP? Is there a penalty to limit your alcohol or travel?
Stationary list to call and required to answer?
Exemptions? What will I need to work from home if we are called back?
Telecommuting or alternative assignment. Does not apply to everyone. Depends on essential vs nonessential.
It could be a flex schedule return. 1-3 days on campus to minimize density.
May require a Dr explanation. Could be plastic sheeting/panels between people.
You will not be required to provide supplies. You may be asked to fill out Americans with
Disabilities Act form to remain in compliance with HIPAA. Child care leave.
Compensation for work outside of normal business hours besides comp time – On call vs Recall
Work bleeding into personal time. We are still trying to figure this one out. We don’t punch clocks so there is flex.
Even working at home can qualify for re-call depending on what it is that you are doing.
Home/telecommuting on a permanent basis? – UUP has brought this up several times in negations.
The state has no interest historically in this. We have limited success with the state
for title updates and compression pay so SUNY may
have a wake up call to this. It will have to be addressed in negotiations. Need to be
careful for situations that could lead to staff reductions. Isolation can take a toll on
people so work at home may not be good for everyone.
Step increases – don’t look for it in UUP. We are set up differently than them and we have a similar
system but different. The state doesn’t like step increases and would eliminate it
in CSEA or PEF if they could.
Titles: - still working on ITS title updates.
Retrenchment - we don’t get layoffs. People who are on extreme short term contracts/ per diem/part time
may get letters of non renewal but that is very rare. Furloughs can’t happen unless the
Governor asks the union. It is a mandatory item of negotiation. They can’t just announce
it and enact it. Union must negotiate and we will demand job security. We have protections
against retrenchment. Retrenchment is 6 months for non permanent and 1 year for tenured.
We have heard nothing of widespread retrenchments. Only from a small college that was
already in the works from a year ago. Retrenched positions can’t be filled for four years
permanently and you can take your job back if it opens up again. Your duties can be reassigned
temporarily to non retrenched staff. If it ever becomes a reality the union will be bringing
out seminars to answer questions. In four years, people can retire and the economy can improve,
etc; then people can come back to their same jobs.
Job Security Q&A: https://uupinfo.org/resources/jobs/pdf/UUPRetrenchmentNonrenewalQA.pdf
You can ask your chapter leaders to hold a Job Security workshop.
Workload: Everyone’s workload increases over time as we take on more duties. If the change is permanent
then you deserve a salary pay increase and/or promotion. Make sure that your PP gets adjusted
if you are forced into additional duties.
Guide for Professionals: https://uupinfo.org/reports/reportpdf/ProfessionalsGuide.pdf
DSI: have always been a controversial issue. SUNY insists on it being a part of the contract.
The campus administrators want that money to be at their discretion. Now with compression
added into the mix it gets more complicated as campus admins have the ability to split that
money any way they want between DSI and compression. Union reps would prefer it to be a 1%
on base increase or lump sum added to base. This is going to be a continuing issue and chapter
presidents need to raise it with campus administration. Some campuses have set DSI guidelines
and others do not which will make it a tough battle as some are run better than others.
Compression: there is no set static formula. The variables can be changed. The first go round was not perfect.
They are still tweaking the process and it will never fit every campus perfectly. People that
haven’t been promoted will have high salaries for their SL level but that doesn’t mean that
they are being paid fairly. Can’t say anything much on this but Union is working on this issue
and is fighting for this issue to be addressed. Lack of promotion can’t be fixed through compression,
but there are proposals in process to address this problem. More information will be announced
when there is more finalization.