A more complete presentation of these specific results is available here.
On July 2, 2020, a memorandum of agreement (MOA) that extends the Collective Bargaining Agreement between the AAUP-UC and Utica College through May 31, 2021, was ratified by the AAUP-UC membership.
Reminder, if you are planning to exercise your new rights to postpone PDC, add a year to your tenure calendar, omit SOOTs, etc., please take note of the important deadlines listed in the MOA.
From a number of very qualified submissions, the Scholarship Selection Committee is proud to announce the following 2019 AAUP-UC Scholarship Winners, which were awarded at the AAUP-UC General Membership Meeting on April 30, 2019:
Congrats to our winners!
From a number of very qualified submissions, the Scholarship Selection Committee is proud to announce the following 2018 AAUP-UC Scholarship Winners, which were awarded at the AAUP-UC General Membership Meeting on May 7, 2018:
Congrats to our winners!
The next AAUP-UC general membership meeting is Wednesday, September 27th at 3:30pm in the Newman Center, following the Town Hall.
Refreshments will be served at 3:30pm and the meeting will begin at 3:45pm.
Please take a moment to mark your calendars and save the date for this meeting.
Hope to see you there!
Forty-two years ago, on Feb. 19, 1975, the high court ruled that an employee has the right to request union representation in any meeting that she or he feels could result in discipline or termination.
If you believe that discipline will result from a meeting with management/administration (in legalese, “an investigatory interview”), you can insist that a union representative be present during this interview. This is part of your “Weingarten Rights,” which references the 1975 United States Supreme Court case NLRB vs. Weingarten. Weingarten Rights apply only to members of a collective bargaining unit and are among the many benefits of having a union.
When an investigatory interview occurs, the following rules apply:
Rule 1) – You must make a clear request for effective union representation before or during the interview. Often an employee may not know at the outset that a meeting with management could lead to discipline. If such a meeting is or becomes an “investigatory interview,” you should assert your right to have a union officer of your choosing present. You cannot be punished for making this request. (Note: If the union representative of your choice is not available in a reasonable time period, it may be necessary for an alternative union officer to represent you.)
A typical Weingarten request would be: “If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative be present at this meeting. Until my union representative arrives, I choose not to participate in this discussion.” Or you may simply say, “I want my union representative here.”
Rule 2) – After you make this request, the interviewer has three options:
Rule 3) – If the interviewer denies your request and continues to ask questions, this is an unfair labor practice. You have the right not to answer any questions until you have union representation. You cannot be disciplined for refusing to answer the questions, but you are required to sit there until the supervisor terminates the interview. Leaving before this happens may constitute punishable insubordination in some cases.
The AAUP-UC represents all members of the bargaining unit, both those who pay dues and those who do not, and is obligated to come to your aid without prejudice. If you are summoned to a meeting with a member of administration and discover that it is an “investigatory interview,” assert your right to have a union representative present.