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NATIONAL CENTER
for the
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tudy of
C
ollective
B
argaining in
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igher
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ducation and the
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rofessions
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Call for Papers: National Center's 46th Annual Conference April 7-9, 2019
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The National Center has begun work on our 46th annual labor-management conference. It will be held at the CUNY Graduate Center on
April 7-9, 2019.
A Call for Papers, Presentations, and Workshops has been issued inviting scholars and practitioners from multiple disciplines to submit abstracts of proposed papers, panels, or interactive workshops for next year's conference.
W
e welcome proposals for the presentation of recent research and proposals by authors of recently published books relevant to higher education, professional employment, unionization, collective bargaining, labor relations, or labor history.
Those interested in presenting their work should upload an abstract by September 7, 2018 to
2019AbstractDropbox
that includes a description of the proposed paper, panel or interactive workshop. Abstracts of panels and workshops should include a list of invited participants including their title and aļ¬liation. Questions concerning the call for papers
should be emailed to
2019 National Center Annual Conference.
William A. Herbert
Executive Director
Michelle Savarese
Administrator
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Janus-Related Legislation in New Jersey
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In recent newsletters, we have examined enacted and proposed legislation relating to
Janus v. AFSCME, a case pending before the United States Supreme Court.
The case is a First Amendment challenge to a requirement under a state public sector collective bargaining law that non-union members in a bargaining unit pay a fee for the representation they receive in collective bargaining and in the administration of collectively negotiated agreements. The plaintiff seeks to have the Supreme Court overturn the 41-year old decision in Abood v. Detroit Board of Education, 431 U.S. 209 (1977), which found that mandatory agency fees in the public sector are lawful under the First Amendment.
The likely victory by plaintiff in Janus v. AFSCME has been foreshadowed by the Supreme Court's opinion in Epic Systems Corp. v. Lewis, which held that employers can mandate employees to waive the right to engage in collective litigation and require individualized arbitration of statutory claims under the Federal Arbitration Act without violating the National Labor Relations Act (NLRA). In reaching its decision, the majority narrowly construed the "mutual aid and protection" language for private sector employees under the NLRA. The Epic Systems decision will likely lead to future decisions constricting the scope of protected activities under the NLRA.
In this month's newsletter, we examine New Jersey's recent amendments to its public sector collective bargaining law.
New Jersey
On May 18, 2018, New Jersey Governor Philip D. Murphy signed into law the Workplace Democracy Enhancement Act, which grants public sector unions greater statutory rights to meet and communicate with bargaining unit members. The law includes a legislative declaration "that it is in the public interest to ensure that any employee organization that has been designated as the exclusive representative of employees in a collective negotiations unit is able to effectively carry out its statutory duties by having access to and being able to communicate with the employees it represents."
In signing the legislation, Governor Murphy stated: "This bill promotes labor stability in the public sector by ensuring that employee organizations that are the
exclusive representatives of public employees in collective negotiations are able to carry out their statutory duties by having access to, and being able to communicate with, the employees they represent." Governor Murphy, however, expressed concern that the the legislative changes might have to be modified following the Supreme Court's Janus decision.
H
e also expressed concern over public employee privacy and directed State agencies to develop
procedures
to protect sensitive personal employee information and restrict its use solely for the law's purposes.
The following is a review of the new law, which was also described in the National Center's April 2018 E-Note:
A. Union Access to Bargaining Unit Members
The legislation requires a public employer to permit union representatives with access to bargaining unit employees including: the right to meet with individual employees during the workday to investigate and discuss grievances and complaints; the right to hold union meetings at workplaces during non-work time connected with the union's responsibilities as the exclusive representative of unit employees; and the right to meet with newly hired employees within 30 days of appointment for a minimum of 30 minutes and a maximum of 120 minutes as part of a new employee orientation or at individual or group meetings.
The new law grants a union the right to use the public employer's email system to communicate with bargaining unit employees concerning collective bargaining, grievances, other work related grievances, and internal union matters. It also grants the right of unions to utilize government buildings for meetings about collective bargaining, contract administration, and internal union matters unrelated to partisan political activities.
B. Bargaining Unit Member Information
The recent New Jersey amendments require a public employer to provide the following information to a union within 10 days of the appointment of a new bargaining unit member: the employee's name, job title, work site location, home address, work telephone number, home and personal cellular telephone numbers on file with the public employer, date of hire, and the work email address and personal email address on file with the public employer.
The bill also requires, beginning January 1, 2019, a public employer to provide a certified union every 120 calendar days the following information concerning all employees in a bargaining unit: employee name, job title, work site location, home address, work, home and cellular telephone numbers, date of hire, and the work email address and personal email address on file with the public employer.
The information about bargaining unit members must be provided in an Excel file or an alternative format that has been agreed upon by the union.
C. Prohibited Public Employer Conduct and Revocation Procedures
The legislation prohibits a public employer from encouraging a bargaining unit member to revoke her or his union membership or dues deduction authorization. The law also establishes a window and procedure for the revocation of dues deduction authorizations: an employee will have to submit the revocation in writing during the 10 day period following the employee's anniversary date of employment, and the revocation will become effective on the 30th day after the employee's anniversary date.
D. Electronic Signatures and Communication
The New Jersey legislation permits electronic signatures and electronic communications for dues deduction authorizations.
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University of Washington: Post-Docs Vote for UAW Representation
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On May 11, 2018, the Washington Public Employment Relations Commission tallied the ballots in a election conducted concerning a representation petition filed by the UAW seeking to represent a union of post-doctoral employees at the University of Washington.
In a unit of 971 post-doctoral employees, 590 voted in favor of UAW representation, and 70 voted against.
The following is the at-issue bargaining unit:
Included: All postdoctoral employees employed by the University of Washington in the following titles: Senior Fellows (10445), Senior Fellow Trainee (10442), Research Associate (10148), Research Associate Trainee (10150), and also including employees in the following titles, Acting Instructor, Lecturer, Acting Assistant Professor, and Visiting Scientist, who meet the definition of post-doctoral employee set forth in the University of Washington Office of Post-Doctoral Affairs Handbook "An individual who has received a doctoral degree and is engaged in a temporary and defined period of mentored advanced training to enhance the professional skills and research independence needed to pursue his or her chosen career path."
Excluded: All other employees.
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Reed College: Certification of Housing Advisers Unit Under Challenge
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Reed College, NLRB Case No. 19-RC-213177
A challenge to the unionization effort by student housing advisers at Reed College might set the stage for the newly constituted National Labor Relations Board (NLRB) to reverse the decision in
Columbia University
, 364 NLRB No. 90 (2016) concerning the employee status of student employees in higher education.
The Student Workers Coalition-Local 1 Housing Advisers was certified by the NLRB on March 30, 2018 to represent a unit of 52 student housing advisers following a representation election in which 34 employees voted for unionization and 14 voted against. The certification took place following an NLRB
decision denying a
Request for Review by Reed College to the March 2, 2018 decision by the NLRB Regional Director finding that the student housing advisers were employees under the National Labor Relations Act (NLRA) and scheduling the election. In its Request for Review, Reed College did not seek review of the finding that the student housing advisers were employees under the NLRA.
On April 13, 2018, Reed College filed a
second Request for Review challenging the Regional Director's conclusion concerning employee status, which was based on the NLRB's decision in
Columbia University.
In its current filing, Reed College requests that the NLRB Board reconsider and reverse the
Columbia University
decision or conclude that the college's undergraduate housing advisers are distinguishable from the student employees in Columbia University. Lastly, the college argues that the Regional Director erred in finding a unit limited to student housing advisers is appropriate under the NLRA. In opposition, the
Student Workers Coalition-Local 1 Housing Advisers has urged the NLRB Board to deny Reed College's request on the grounds the school's first Request for Review was denied.
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Penn State: Petition to Represent GSE Bargaining Unit Dismissed
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Pennsylvania State University, Case No. PERA-R.17-40-E
On May 2, 2018, Pennsylvania Labor Relations Board Representative Peter Lassi issued an order, following an election, dismissing the petition for representation filed by the Coalition of Graduate Student Employees, PSEA/NEA, seeking to represent graduate student employees at Pennsylvania State University. The tally of ballots, which took place on April 24, 2018, demonstrated that of the 2,482 ballots cast, 950 were in favor of representation, and 1,438 were against.
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Cornell University: GSE Election Objection Sustained
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On May 16, 2018, Arbitrator Howard C. Edelman issued a decision and award determining election objections filed by Cornell Graduate Students United, NYSUT, AFT (CGSU) stemming from a representation election among Cornell University graduate assistants conducted on March 27-28, 2017 by the American Arbitration Association. A tally of ballots demonstrated that 856 graduate assistants voted in favor of union representation, 919 against, and 81 additional ballots uncounted.
The election and arbitration before Arbitrator Edelman was pursuant to a May 16, 2016 agreement between Cornell University and CGSU that created a non-NLRB procedure for determining whether a majority of graduate assistants in an agreed-upon unit wanted representation by CGSU for purposes of collective bargaining. The agreement provided that Arbitrator Edelman would resolve disputes by following the standards applied by the National Labor Relations Board under the NLRA except as modified by the agreement.
Following the March 27-28, 2017 election, CGSU filed three election objections challenging the conduct of university officials on the eve and during the election. Specifically, CGSU objected to: 1) a March 26, 2017 email by Dean Barbara Knuth to graduate assistants stating that increased costs resulting from wages and benefits negotiated by CGSU could lead to reduced numbers of graduate students; 2) a March 27, 2017 university email announcing the lowering of healthcare premiums for graduate students outside of the Ithaca area; and 3) an email on March 27, 2017 reporting allegations of union representatives conduct toward graduate assistants.
In his decision and award, Arbitrator Edelman sustained only the first objection as constituting a violation of the NLRA because it threatened a loss of positions if graduate assistants voted in favor of unionization. The arbitrator did not, however, order a new election as a remedy. Instead, he granted CGSU the right to restart the representation process under the negotiated agreement.
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Illinois: Bill to Grant Collective Bargaining Rights to RAs Proceeds
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| According to a recent news report, the Illinois House Labor and Commerce Committee voted to extend collective bargaining rights to graduate research assistants at public sector universities. If the bill passes the Illinois State Legislature, and the probable veto by Governor Rauner is overridden, graduate research assistants would join graduate teaching assistants in being able to unionize and engage in collective bargaining. |
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Seminole State College: SEIU Files to Represent PT NTT Unit
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Seminole State College of Florida, FPERC RC-2018-006
On April 23, 2018, SEIU filed a petition with the Florida Public Employees Relations Commission seeking to represent a unit of approximately 390 part-time non-tenure track faculty at the Seminole State College of Florida, which is located in Orlando.
The following is the at-issue faculty unit at Seminole State College of Florida:
Included: All part-time adjunct faculty employed by Seminole State College and teaching at least one college-credit-bearing course.
Excluded: All tenured and tenure-track faculty, full-time faculty, deans, assistants to deans, provosts, employees covered by an existing collective bargaining agreement at SSC, and all other employees of SSC.
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Valencia College: SEIU Files to Represent PT NTT Faculty Unit
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Valencia College, FPERC RC-2018-007
On April 23, 2018, SEIU filed a petition with the Florida Public Employees Relations Commission seeking to represent a unit approximately 1,000 part-time non-tenure track faculty at Valencia College, which is located in Orlando, Florida.
The following is the at-issue faculty unit at Valencia College:
Included: All part-time adjunct faculty employed by Valenica College and teaching at least one college-credit-bearing course or certification program (including Continuing Education, Dual-Enrollment and Off-Site Courses).
Excluded: All tenured and tenure-track faculty, full-time faculty, deans, assistants to deans, provosts, employees covered by an existing collective bargaining agreement at Valencia College and all other employees of Valencia College.
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Pace University: Court Affirms Rejection of Tenure Denial Challenge
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Ilan Safit v. Pace University, Appellate Division, First Depart., Index No. 101149/66
An appellate court in New York has affirmed the dismissal of a lawsuit by a professor challenging the denial of tenure by Pace University. The court concluded that he received due process during the tenure review process as demonstrated by an internal remand following procedural objections raised. In addition, the court found the denial of tenure was supported by the evidence, was subjected to multiple reviews, and constituted a proper exercise of academic judgment. |
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McHenry County College: DFR Claim Against Faculty Union Dismissed
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McHenry County College Faculty Association, IELRB Case No. 2018-CB-0007-C
The Illinois Educational Labor Relations Board has dismissed a duty of fair representation charge filed against the McHenry College Faculty Association, IEA-NEA by four tenured college counselors. The unfair practice charge alleged that the faculty union breached its duty of fair representation by failing to challenge the abolition of their positions and their termination by the college.
The record showed that the college and union had agreed to the elimination of the positions to further the interests of the overall bargaining unit. The conduct by the union was found to have not breached the duty of fair representation because its position during negotiations was well within its wide discretion as the exclusive representative of the bargaining unit, and there was no evidence that the union was motivated by vindictiveness, discrimination, or enmity toward the charging parties.
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Manhattan College: NLRB Finds College Engaged in ULP
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Manhattan College, NLRB Case No. 02-CA-201623
On April 27, 2018, the NLRB Board issued a decision granting a motion for summary judgment by the NLRB General Counsel against Manhattan College for its refusal to bargain following the certification of Manhattan College Adjunct Faculty Union, NYSUT, AFT/NEA to represent the following faculty unit:
All individuals employed as part-time faculty with an adjunct academic rank who teach a minimum of a three (3) credit college degree level course for a full semester
(or the equivalent hours of a semester length course), excluding adjunct faculty in the Department of Religious Studies, all other full and part-time employees, including visiting and full time faculty, regardless of teaching load, students who are employed by the College, and guards and supervisors as defined in the Act.
The NLRB decision sets the procedural stage for Manhattan College to contest the certification in federal court based on its claim that the NLRB lacks jurisdiction over the school because of its religious affiliation and mission.. |
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Johnson State College: PT Online Faculty Placed in Separate Unit
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| Vermont State Colleges, VLRB Docket No. 17-60
On May 15, 2018, the Vermont Labor Relations Board (VLRB) issued a decision concerning a petition by the Vermont State Colleges Faculty, AFT Local 3180, seeking to add 44 part-time distance learning faculty at Johnson State College to the current part-time faculty unit at the campus-based colleges in the Vermont State Colleges system.
The VLRB majority ruled that a separate unit for the part-time online faculty is appropriate rather than them being added to the campus-based part-time faculty unit. The uniting ruling was based on a finding that the distant learning faculty have a greater community of interest among themselves than with the campus-based faculty. The agency decision is an important development concerning the unit placement of online faculty. It might be the first decision in the country to find that bargaining concerning online faculty should be conducted separately from negotiations with respect to campus-based faculty.
The VLRB decision referenced a number of factors in support of its conclusion that the online faculty are more appropriately placed into a separate unit: the online faculty teach to a substantially different group of students; the online courses are substantially different from campus-based courses; the at-issue faculty are hired and supervised separately from the part-time faculty working on campus; the size of online faculty is likely to grow to include faculty working outside of Vermont; labor market conditions result in the two groups of part-time faculty having different interests in negotiating compensation and benefits; and the two groups have little or no interaction because of their respective work conditions.
The following is the online part-time faculty unit found to be appropriate at the Vermont State Colleges:
Faculty employed by the Vermont State Colleges in the Distance Learning program at Johnson State College who meet the following requirements: 1) employed for at least three semesters, or who currently are in the their third teaching semester, 2) teach at least six credit hours per academic year for the Vermont State Colleges excluding Community College of Vermont, of which at least three are for the Distance Learning program, 3) notwithstanding the first two requirements, part-time faculty who have not taught during one academic year, past or present, are included in the bargaining unit provided they otherwise teach as least six credit hours per academic year for the Vermont State Colleges, excluding Community College of Vermont, of which at least three are for the Distance Learning program and have been employed for at least three semesters, or who are currently in their third teaching semester; and 4) are not otherwise employed by the Colleges in a full-time position as a manager or administrator. Also excluded from the unit are all other employees who are otherwise covered by a collective bargaining agreement with the Vermont State Colleges, with the exception of those employees represented by the Part-Time Faculty Federation inclusive of Community College of Vermont.
VLRB will be conducting a secret ballot election among the part-time faculty in the distance learning program to determine: a) whether they wish to be organized into the above-described bargaining unit; and b) whether they wish to be represented for exclusive bargaining purposes by the Vermont State Colleges Faculty Federation, AFT Local 3180. |
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LaSalle University: Petition Filed to Represent FT and PT Security
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LaSalle University, NLRB Case No. 04-RD-219343
On May 1, 2018, the I
nternational Union, Security, Police and Fire Professionals of America filed a petition to represent a unit of approximately 30 full-time and part-time armed and unarmed security officers working for LaSalle University. An on-site election has been scheduled for June 1, 2018.
The following is the at-issue security unit at LaSalle University:
Included: All full-time and regular part-time armed and unarmed Security Officers (including Certified Officers) performing guard duties as defined in Section 9(b)(3) of the National Labor Relations Act, who are employed by LaSalle University at its Philadelphia campus located at 1900 West Olney Ave., Philadelphia, PA and its Bucks County, PA campus located at 33 University Drive, Newtown, PA. Excluded: All other employees, employees who are not in the Security and Safety Department(including Security Desk Receptionists and Security/Library Technicians), employees who are not employed as guards within the meaning of Section 9 (b)(3) of the Act (including Security and Safety Department Secretaries and Switchboard Operators), all seasonal Certified Officers, and supervisors as defined in the Act (including Assistant VP Public Safety, Associate Director Public Safety, Assistant Director Compliance and Investigations, University Investigator, and Captains, Lieutenants, and Sergeants for Philadelphia Campus
and Bucks County Campus).
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Job Posting: FIT Director of Labor & Employee Relations
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The Fashion Institute of Technology (FIT), an internationally renowned college of art and design, business and technology, of the State University of New York, invites nominations and applications for a Director of Labor & Employee Relations.
Job Description:
Reporting to the Vice President of Human Resources Management and Labor Relations, the Director will provide leadership by designing, planning and implementing policies and procedures which successfully integrates human resource strategies while ensuring compliance within Human Resources and Labor Relations parameters and the provisions of the collective bargaining agreement; representing the administration in the union-management relationships, establishing and maintaining an effective labor-management relationships; creating a positive working environment and building positive labor relations by promoting open lines of communication among employees, supervisors, faculty, senior administration, and the union; anticipating to alleviate potential problem situations at the earliest possible stage; and offering guidance, ongoing higher education best practices, and assurance of consistency in support of positive outcomes.
The Director will take the lead in labor and employee relations, including:
- Leading the design, planning and implementing ER/LR procedures and processes to ensure consistent applications of contract administration
- Training and leading Human Resource Generalists in ER/LR procedures and processes, including but not limited to contract administration, investigations, conflict resolution, performance improvement plans, writing reports, memoranda and other assessments, data tracking, record keeping, etc.
- Ensure effective operations of employee and labor relations program development, process improvement, and integration with other areas in the Office of Human Resources.
- Participate on departmental and/or interdepartmental committees/projects to address problems and facilitate information exchange about programs, problems, etc. Provides information to others (oral or written) to explain/clarify problems, issues or requests.
- Analyze and evaluate ongoing employee and labor relations programs and procedures to identify areas where adjustments/improvements are needed.
- Conducts, directs, oversees and/or otherwise assists with employee investigations as needed.
- Perform interventions in employee relations and labor relations when necessary. Maintaining regular relationships with the United College Employees of FIT (FIT's single union).
- Identifies trends and develops effective strategies to reduce grievances or other disputes.
- Preparing drafts of administration's bargaining position for review by VP HRM & LR and the President.
- Serving as a key member of the administration's negotiating team.
- Working closely with the College's labor lawyer(s) and the Office of the General Counsel representing the College in grievances, discipline hearings, including, as appropriate, arbitration hearings and the Public Employment Relations Board
- Maintaining records necessary for efficient and effective job performance.
- Creating reports and recommending appropriate action (including disciplinary measures) to the VP HRM & LR.
- Evaluating performance matters.
- Provide ongoing training in labor and employee relations matters with senior administrators, chairs, supervisors and Employee Assistance Program leaders.
- Manage the U.C.E. classification re-evaluation process in conjunction with the HR Generalists.
- Supervising the Labor Relations Specialist position, developing performance appraisals plan to ensure objective are being met.
Other duties and projects as assigned:
The Director will demonstrate a leadership role that is facilitative and collaborative by building partnerships between Human Resources and other college-wide departments. Close interaction with and demonstrated respect for faculty, staff, students and the union are critical to success. The Director is strategic, data-oriented, and has a high comfort using technology tools, driven by tracking trends, measuring and interpreting results. Maintains composure, solves complex and sensitive problems with effective communication and serves as a role model for others by using diplomacy and tact. Copes well in evolving environment and can tolerate ambiguity and uncertainty. Excellent communications skills both verbally and in writing which is customer-focused, thoughtful, and demonstrates critical thinking.
Requirements:
Master's Degree and five years of progressively more responsible experience in a labor relations position preferred or Bachelor's Degree plus seven to ten years of progressively more responsible experience in a labor relations position. Previous experience in a unionized higher education setting highly preferred. Additional education in the area of labor / employment law and PHR preferred. A sound understanding of labor law and labor-management relations. Highly developed interpersonal skills to negotiate with union representatives during stressful situations and to provide counseling to managers and associates. Strong writing skills necessary to prepare grievance responses and other sensitive communications. Assessment and judgement skills necessary to analyze and interpret bargaining agreements; remain abreast of legal requirements; develop negotiation data and strategies; evaluate employee grievances; identify and resolve problems, etc.
Additional Information: Salary dependent on experience.
Application Instructions: In order to be considered for the position, you must submit the following documents online:
* Resume
* Cover letter-Please include salary requirements
Please note that due to the high volume of applications we receive, we are unable to contact each applicant individually regarding his or her application status.
FIT is firmly committed to creating an environment that will attract and retain people of diverse racial and cultural backgrounds. By providing a learning and working environment that encourages, utilizes, respects, and appreciates the full expression of every individual's ability, the FIT community fosters its mission and grows because of its rich, pluralistic experience. FIT is committed to prohibiting discrimination, whether based on race, color, national origin, sex, gender, gender identity, religion, ethnic background, age, disability, marital status, sexual orientation, military service status, genetic information, pregnancy, familial status, citizenship status (except as required to comply with law), or any other criterion prohibited by applicable federal, state, or local laws. FIT is committed to providing equal opportunity in employment, including the opportunity for upward mobility for all qualified individuals. Applications from minorities, women, veterans, and persons with disabilities are encouraged. Inquiries regarding FIT's non-discrimination policies may be directed to the Affirmative Action Officer/Title IX Coordinator, 212 217.3360,
titleix@fitnyc.edu.
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Journal of Collective Bargaining in the Academy
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The Journal of Collective Bargaining in the Academy is the National Center's peer review multi-disciplinary journal that is co-edited by Jeffrey Cross, Eastern Illinois University, and Gary Rhoades, University of Arizona.
We encourage scholars, practitioners, and graduate students in the fields of collective bargaining, labor representation, labor relations, and labor history to submit research articles, op-eds, and practitioner perspectives for potential publication. The Journal is particularly interested in contributions related to collective bargaining and unionization issues in a post-Janus world.
The following are articles published in the latest Journal volume:
Op-Eds
The Slippery Slope of "Unique" by Daniel J. Julius counters the commonly held notion among academics that their collective bargaining is essentially different from other bargaining units.
Articles
The History Books Tell It? Collective Bargaining in Higher Education in the 1940s by William A. Herbert examines the little-known history of collective bargaining in higher education from the 1940s including the collective bargaining program instituted by the University of Illinois and the role of United Public Workers of America and its predecessor unions in negotiating the first contracts for faculty before the union was destroyed during the McCarthy era.
Practitioner Perspective
The Accidental Academic: Reflections on 50 Years in Academic Collective Bargaining by William Connellan gives a retrospective from a 50-year veteran in academic labor relations that reminds us of the complexity of bargaining, with not only the internal tensions, but the external dimension to what happens at the bargaining table.
The Journal of Collective Bargaining in the Academy is
supported, in part, by a generous contribution from TIAA-CREF and is hosted by the institutional repository of Eastern Illinois University.
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Upcoming Conferences of Interest
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The following are some upcoming conferences that you may be interested in attending:
June 6, 2018:
Cornell ILR has scheduled a Conversation with NLRB Chairman John F. Ring on June 6, 2018 at its New York City offices.
June 7-8, 2018:
The NYU Center for Labor and Employment Law will be holding its 71st Annual NYU Conference on Labor on June 7-8, 2018 in New York City. The focus of the conference will be on Trump Administration's labor and employment initiatives.
June 14-17, 2018:
The Labor and Employment Relations Association will be holding its 70th Annual Meeting on June 14-17, 2018 in Baltimore, Maryland. The theme of the conference is Shaping the Future of Work: Challenges, Opportunities and New Models.
June 14-15, 2018:
AAUP's Annual Conference on the State of Higher Education will be taking place on June 14-15, 2018 in Arlington, Virginia. The conference plenary speaker will be Nancy MacLean, William H. Chafe Professor of History and Public Policy at Duke University and author of Democracy in Chains: The Deep History of the Radical Right's Stealth Plan for America, a finalist for the National Book Award.
July 21-24, 2018:
The Association of Labor Relations Agencies (ALRA) will be holding its 2018 Annual Conference in Boston, Massachusetts on July 21-24, 2018. Information concerning the conference is available in the April 2018 ALRA Adviser.
August 3-5, 2018:
The Coalition of Contingent Academic Labor will be holding
COCAL XIII
on August 3-5, 2018 at San Jose State University, California.
August 16-19, 2018:
The Coalition of Graduate Employee Unions will be holding its annual meeting of North American graduate employees in New York City.
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National Center for the Study of Collective Bargaining
in Higher Education and the Professions
425 E 25th St.
Box 615
New York, NY 10010
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