As the Rutgers Day events approach, more URA employees might be faced with issues in scheduling, overtime and workload. Here are some important things to consider when speaking with your supervisor.
Q: Can my supervisor make me work on Saturday?
Category: Overtime/FLSA
Posts related to overtime and the Fair Labor Standards Act.
A year after Rutgers implemented the Cornerstone Cloud Financials project, URA conducted an online survey to assess how the system has affected our members.
Our Contract Development Committee has produced a report on the results of the survey. Among the findings:Among the findings:
- Over half of respondents (55%) experience stress & frustration using Cornerstone and half (49%) report an increased workload.
- Almost half of respondents give Cornerstone poor ratings based on their ability to monitor account balances (47%), manage grant-funded projects (45%), and transfer funds (40%).
- Of those who mention workload or system problems, more than half (54%) have problems with reports producing conflicting, inaccurate, unreliable data.
We urge you read the report here (http://www.ura-aft.org/for-members/cornerstone/ura-cornerstone-report/). The recommendations will be discussed at a future membership meeting.
URA and AFT’s national research department have tried to find out the costs of the overall Cornerstone project.
We have already provided a compilation (http://www.ura-aft.org/for-members/cornerstone/cornerstone-oracle-invoices-and-documents) of over $12M paid to Deloitte Consulting for overseeing the implementation of Oracle’s systems.
But it’s been a bigger challenge calculating the amounts paid to Oracle Corporation itself. This involves a mix of hardware, software, licensing, training and oh, so many consultants. At times, management responded to our OPRA requests by denying that any such thing as Cornerstone exists. That’s a tough position to take from a university that’s said so much (https://cornerstone.rutgers.edu/) about Cornerstone for so long.
So URA has adopted an open-source approach to research on the true cost of Cornerstone. You are free to study the information Rutgers provided under the Open Public Records Act. These documents are provided as Rutgers provided them to URA. Any redactions were made by Rutgers. The order of the documents was also decided by Rutgers. You can also use the spreadsheet compiled by the AFT research department to see what Cornerstone cost us for the period 2014-2017.
Old Queens has shown once again that RUTGERS HAS THE MONEY –tens of millions of dollars available for investment in priority items. Performance is not an issue.
Let’s make people a priority investment at Rutgers. Join us on April 10 at the Board of Governors, to get the contract we deserve.
Calculate the Cost of Cornerstone
In late 2017, URA began research to assess Cornerstone implementation after one year. We asked: What did Cornerstone cost? Was it worth the effort URA and other staff and faculty have made? This week, we have some preliminary answers.
More Of What Your Coworkers Are Saying About Cornerstone
In 2016 we reached out to our membership to get their views and impressions of the system. This past January a follow-up survey was done…
URA-AFT General Membership Meeting
(new meeting location)
Where: Rm. 133, Labor Education Center, Cook Campus
When: March 19 @ 5:30 pm — 7:00 pm EDT
- Special Topic: CORNERSTONE Report
- Important Business:
- Election of Bargaining Team
- Election of Delegates for 2018 AFT Convention, July 13–16, 2018, Pittsburgh, PA
Camden and Newark members, please check your email for further voting information
Open to full dues members only. Membership forms available at the door.
In Memoriam: Mia Kissil
URA-AFT joins the Hewitt and Kissil family and the Rutgers Community in mourning the loss of Mia Kissil. Mia passed away after a long battle with lung cancer on February 28, 2018 at her Bernardsville home, with friends and family at her side.
Rutgers Board Uses Cops to Keep Some Protesters Out of Meeting
With Union Contracts Nearing Their End, Faculty Members Call For Negotiations
Article | March 6, 2018 – 5:25am | By Charlie Kratovil | New Brunswick Today
Union protesters made up much of the audience at the February 7 meeting, but some were denied entry. Charlie Kratovil
NEWARK, NJ—University police officers restricted some people from attending the February 7 meeting of one of the governing boards that oversees Rutgers University.
The Board of Governors’ (BOG) public meeting, just one of six regular meetings scheduled this year, was held on the school’s Newark campus at the Paul Robeson Campus Center.
In 2016 we reached out to our membership to get their views and impressions of the system. This past January a follow-up survey was done; find out what else your colleagues have to say about Cornerstone at this link.
Carrying the Weight of Cornerstone?
URA members continue to report huge problems with Cornerstone systems – problems that have significantly increased the workload for many. Our contract provides important protections against excessive workload. At the same time, some departments have created best practices that are addressing some of the biggest problems. Share your views and concerns. Tens of millions of dollars have gone to outside firms working on this project. If you are working extra, you deserve a slice of that pie.
Winter Break Reminder!
As we approach the winter holiday break, here’s a reminder that virtually every URA member who works on a holiday has rights to — compensation in time and money. The information is contained in Article 16 – Holidays in the URA Agreement:
In addition, after six (6) months of employment, employees will be granted two (2) personal holidays. The rules for use of individually selected personal holidays will be governed by those applicable to administrative leave as provided in Article 3 of this Agreement.
Upcoming Events
December 19 @ 12:00 pm – 2:00 pm
South A B C, Camden Campus Center
Buy American and Support Labor This Holiday Season
URA members continue to report huge problems with Cornerstone systems – problems that have significantly increased the workload for many. Our contract provides important protections against excessive workload. At the same time, some departments have created best practices that are addressing some of the biggest problems. Share your views and concerns. Tens of millions of dollars have gone to outside firms working on this project. If you are working extra, you deserve a slice of that pie.
Take the Cornerstone survey and give your input at https://www.surveymonkey.com/r/URACRSTN2. Answering the survey is the first step towards the union helping you enforce your rights under the contract.
As we approach the winter holiday break, here’s a reminder that virtually every URA member who works on a holiday has rights to — compensation in time and money. The information is contained in Article 16 – Holidays in the URA Agreement:
In addition, after six (6) months of employment, employees will be granted two (2) personal holidays. The rules for use of individually selected personal holidays will be governed by those applicable to administrative leave as provided in Article 3 of this Agreement.
An overtime non-exempt employee, whose regularly scheduled day off falls on a University holiday, may request a particular day off in that workweek as an alternate day off. If the request can be granted without interfering with the needs of the department, it will be granted. If the department determines that its needs do not permit granting that day, the department may assign another day during that workweek as the alternate day off. If the employee is not given an alternate day off during that workweek the University holiday counts as compensable hours toward overtime.
Employees who are eligible to receive premium compensation for overtime hours worked and who are authorized to work on an observed University holiday will, in addition to his/her regular pay for the day, earn compensation at time and one-half the employee’s regular rate for all hours worked as Holiday Premium pay.
When an overtime exempt employee is required to work on an observed holiday, that employee shall be granted an alternate day off at the mutual convenience of the supervisor and the employee, with the understanding that the employee’s choice for the day off will not be unreasonably denied. However, employees who have been informed that, by virtue of their assigned job duties, they are hired to work holidays will not be eligible for such alternate days off.
For a full reading of these articles please review our contract at this link.
With President Obama’s visit, more questions and concerns may arise during Rutgers University’s commencement and school convocations. Here are some common questions that address your working conditions during these special events. You may share this document with your supervisor or contact your union steward with any specific concerns.
Q: I was told that I can “volunteer” to work Commencement or Convocation, but I cannot be paid. Is this allowed?
Are You Born to Run?
URA Elections November 16, 2015
For the 4th time, our union will vote for the following offices:
President — Executive Vice President — Treasurer — Secretary
Campus Vice Presidents: Camden, Newark, New Brunswick
Executive Board members: Camden (1), Newark (1),
Off Campus/Extension (1), New Brunswick (5)
Term of Office is 2016-2018
On Monday, October 12 Nominees will be accepted for the above-noted positions
If you would like to verify that you are eligible for nomination or have questions please read the URA-AFT Constitution Article IV “Election of Officers” – type www.ura-aft.org in your browser. On the top bar scroll over “About URA-AFT” and a drop down memo will appear. Click on “CONSTITUTION” and under Constitution click on “HERE”, scroll down to “ARTICLE IV, ELECTION OF OFFICERS”. If you still have questions please contact elections@ura-aft.org.
This op-ed piece is in response to one of the comments quoted in the 9/10/15 Enews article regarding URA support for extending FLSA overtime protections. This was the comment: “I don’t support this. “NL” employees make more money and should work more hours. They make $10K or better than me. I would never been given so much overtime at my position.. I don’t support this!!”
NLs Are A Part Of The URA-AFT
Heather DeMeo
Business Manager- SAS Dean’s Office
Busch/Livingston Service Center
Labor unions were established to be an advocate for the working population. Exempt employees (or NLs) were made part of the URA-AFT since the inception of this union in 2007. As exempt employees (NL) we are not entitled to overtime compensation based on the Fair Labor Standards act.
Most NL employees do not mind working extra hours because they know it comes with the position; however, there are occasions where it is abused and that is where a union is needed.
COPE’s Walk, Talk & Pay Season Begins
The URA is again promoting 100% participation in the Committee on Political Education (“COPE”) activities this year. We are adopting the “Walk, Talk, or Pay” model to permit all members to be involved on a level that they are comfortable with.
Volunteers Needed at the Community Citizenship Day Event in New Brunswick
Volunteers are needed to help work with eligible legal residents in completing their citizenship naturalization application. Experienced Immigration attorneys and immigration professionals will provide the training to volunteers. URA’s COPE members have participated in these events over the last few years and have found it very rewarding.
Support Part-Time Lecturers!
Monday, September 28th
8:00 AM
Busch Student Center, outside Rm. 117
Join Part-Time Lecturers at a protest outside their bargaining session with management. We ask all Full-Time faculty, graduate student employees and undergraduates to attend in a show of strength.
RESPECT Part-Time Lecturers!
Upcoming Events
Newark Campus Lunchtime Meeting
October 6 @ 12:30 pm – 1:30 pm
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URA Information Table @ Busch Campus
October 8 @ 11:30 am – 1:30 pm
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October 12 @ 5:30 pm – 7:00 pm
This op-ed piece is in response to one of the comments quoted in the 9/10/15 Enews article regarding URA support for extending FLSA overtime protections. This was the comment: “I don’t support this. “NL” employees make more money and should work more hours. They make $10K or better than me. I would never been given so much overtime at my position.. I don’t support this!!”
NLs Are A Part Of The URA-AFT
Heather DeMeo
Business Manager- SAS Dean’s Office
Busch/Livingston Service Center
Labor unions were established to be an advocate for the working population. Exempt employees (or NLs) were made part of the URA-AFT since the inception of this union in 2007. As exempt employees (NL) we are not entitled to overtime compensation based on the Fair Labor Standards act.
Most NL employees do not mind working extra hours because they know it comes with the position; however, there are occasions where it is abused and that is where a union is needed.
From what I have seen, the NL status at Rutgers can be assigned to a grade 5 or higher. A grade 5 can also be an NE (or non-exempt employee). In theory, when you are hired as an NL you should be making a higher salary, but legally that is up to the company (or school). If you are a range 4 you should be making less than an individual at a range 5 due to the fact that the range 5 has more responsibility than a range 4 and being an NL has nothing to do with that circumstance. But it is just not true that there is a $10k salary premium for NL jobs.
Under Federal law, Rutgers policy and the URA-AFT contract, “NE” employees must earn time-and-a-half when they work over time.
The NL population does not have that luxury of a black and white policy. That does not justify a 60-70 hour work week for 52 weeks. NLs know that there are times where they have to work long hours, but it should be common practice, and when it gets abused, the union should be supporting those individuals, and should not divide between NE vs NL. Article 28 deals with Overtime/Comp time. It does help educate all members (as this union represents both NE and NL employees) on what their rights are. The NE population has an immediate recourse; the NL population does not a strong remedy. The petition supporting changes to Federal overtime regulations was only a start to protect the rights of NL employees.
As a union, we should be supporting everyone, and not look at one population as more deserving of support than the other. We are all a part of this union, we all pay dues, and we all deserve equal support.