The 50 most-cited articles in Journal of Collective Bargaining in the Academy, 2017

This article analyzes data accumulated during the first three quarters of 2016 regarding completed and pending questions of representation involving faculty and student employees in higher education. It is part of a larger and continuing National Center research project that tracks faculty and graduate student employee unionization growth and representation efforts at private and public institutions of higher learning since January 1, 2013. The data presented in this article demonstrates that the rate of newly certified units at private colleges and universities since January 1, 2016 far outpaces new units in the public sector. There has been a 25.9% increase in certified private sector faculty units over the number of private sector units identified by the National Center for the Study of Collective Bargaining in Higher Education and the Professions in 2012, while the increase in the public sector has been 2.1%. The largest number of newly certified units involves non-tenure track faculty at private non-profit institutions. The second largest group of new units in higher education…

This paper examines monetary compensation of 127,222 full-time faculty employed by the 390 regional universities in the United States who are members of the American Association of State Colleges and Universities. Compensation data published by the U.S. Department of Education and organizations concerned with faculty, including the American Association of University Professors and others, typically lump all four-year public university faculty together, ignoring well-known differences in teaching workloads at different types of public four-year universities (four instead of two courses taught each term, etc.). Further, many compensation studies do not examine fringe benefits, which are 30 percent of total monetary compensation. Regional universities serve nearly 4 million students nationwide, and are highly committed to be good stewards of place. They are worthy of study as a separate institutional type on their own. As large numbers of “baby boom” era faculty at regional universities approach retirement, an accurate base-line assessment of total monetary compensation (salaries and…

This study examines the impact of collective bargaining and local appropriations on salaries and fringe benefits of full-time faculty at U.S. community colleges. A more nuanced view is offered, by drawing appropriate institutional peer-group comparisons of rural, suburban, and urban community colleges to more accurately and precisely show just how much of a difference the presence or lack of collective bargaining, local appropriations, and the combined impact of both, actually make. Further, given the technical nature of the few comprehensive studies of fringe benefits for community college faculty, we integrate the findings of King and Maldanado.

Two straight-forward but complex questions are addressed: how much time does it take to negotiate a collective bargaining agreement covering faculty in post-secondary institutions and what factors influence in the length of time involved? Are there any responses which will make sense? Can we offer any guidance? Permit first a few anecdotal stories and then a discussion about the internal and external factors that inform the answer to these questions and why the best answer may well be, “it depends.”

Right-to-work states are generally considered to be hostile environments for public employees who try to organize and secure union representation in order to maintain rights to fair treatment and just compensation through collective bargaining over an extended period of time.However, in one right-to-work state, Florida, we find examples of unions that have managed to survive and develop over decades. To understand the significance of this phenomenon, we need to ask several questions. What conditions make this possible? What kinds of unions are favored by these conditions? What goals can unions realistically expect to set? What would it take for public employee unions in other right-to-work states to produce these results?

The Age Discrimination in Employment Act (ADEA) 1967 ("ADEA") is a federal law that prohibits discrimination against individuals who are at least 40 years of age in private and public employment.29 U.S.C. § 621-34.The ADEA covers employers with more than 20 employees, id.§ 630(b), and restricts age-based discrimination in hiring, termination, compensation, and other terms and conditions of employment, id.§ 623(a)(1).However, even for individuals who otherwise fall within the ADEA's protected class (40 years and older), the ADEA does not protect against "reverse" discrimination-i.e., when younger workers are treated less favorably than older ones.See Gen. Dynamics Land Sys., Inc. v. Cline, 540 U.S. 581 (2004) (concluding that a collectivebargaining agreement that preserved health benefits for retired employees over 50 years old while discontinuing such benefits for younger employees did not violate the ADEA).Many states and localities also have laws prohibiting age discrimination in employment, and some of them have protections that are more expansive than the ADEA's.See, e.g.,…

Student Debt: Data Analysis to Inform Policy Objectives

A Place at the Table: Two Examples of Adjunct Participation in Shared Governance

The Unsustainable Business Model of the Canadian University?

Even when you're not confined to 140 characters, streamline your message as much as possible • Call to action • It's OK to repeat yourself (timed posts) Keep it simple 14

History and Enabling Legislation• NLRA (or Wagner Act) enacted in 1935 to protect the rights of employees, to encourage collective bargaining, and to curtail certain private sector labor and management practices (Section 7 and 8(a)).• Gave employees the right to organize, bargain collectively and engage in strikes, picketing and other concerted activities.

Actions• NEA has run salary campaigns for ESP

The FLSA provides certain protections for individuals who are classified as employees. Employees are considered “non-exempt,” i.e., eligible for all of those protections (minimum wage and overtime) unless they fall within specific exemptions. The burden of proof is on the employer to establish that employees fall within an exemption. Colleges and universities often struggle with unique challenges in determining whether certain jobs are exempt. The exemptions below only focus on the requirements under the FLSA. There are often different and more restrictive requirements under state law that must be considered as well.

THE RESULTSWe are proud to report that we have had four consecutive years without a formal grievance.With the process we've discussed today, we have been able to resolve myriad of disputes with faculty, supervisors, deans, and department heads in a much more collegial atmosphere.

Data Sets; Athletics -Note the word "Budgets" Start with B and ends with S • Does the university have money?Ratio analysisand bond ratings • Where is the money coming from?Revenue analysis • Where is the money going: Expense and priority analysis

This document is the program of the 44th annual conference of the National Center for the Study of Collective Bargaining in Higher Education and the Professions.

or Condition of Employment, Union Request for Bargaining 72.617 Unilateral Change in Term or Condition of Employment, Bargaining Over Effects 72.666 Unilateral Change in Term or Condition of Employment, Defenses to Unilateral Change, Waiver 74.31 Types of Orders, Cease and Desist 74.321 Types of Orders, Restoration of Status Quo Ante, Specific Affirmative Action 74.3211

Background: Former University of the District of Columbia professor, who was over 65 years old, brought action under Age Discrimination in Employment Act (ADEA) against university, alleging that university discriminated against her on basis of

Ageism is a mounting concern domestically and abroad.The World Health Organization (WHO) goes so far as to say: "Ageism may now be more pervasive than sexism or racism. Ageism discrimination against a person on the basis of their age has serious consequences for older people and societies at large. Ageism can take many forms, including prejudicial attitudes, discriminatory practices, or policies that perpetuate ageist beliefs." This is a critical time to examine the problem, because the global population is aging. According to WHO: "The number of people aged 60 years or older will rise from 900 million to 2 billion between 2015 and 2050."This represents an increase from 12 percent to 22 percent nearly a quarter of the world's population will reach or surpass age 60 over the next three decades.In the U.S., many seasoned professionals want to, and in many cases need to, retain employment longer than was once customary.The Bureau of Labor Statistics forecasts: "From 2012 to 2022, the overall labor force will continue to age, and BLS projects that the number of workers in the…

Associate professor who was denied tenure brought age and sex discrimination action against university.On university's motion for summary judgment, and professor's motion to preclude university from offering any defense and for sanctions, the District Court, Chin, J., held that: (1) university did not discriminate against professor on basis of age

Why Small E&Fs Typically Underperform Their Larger Counterparts

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The Value of a Real World Liberal Arts Education at Washington College (Forster)