URA’s Bargaining Team met with Rutgers management on Wednesday, April 15 for the first time to discuss new contract terms at the University Inn and Conference Center on Douglass Campus.
URA’s team conveyed three written proposals which were discussed at the table:
- A side letter agreement to extend Article 61’s pilot program on self-initiated in-grade adjustments, (See: Why You Deserve An In Grade Salary Adjustment)
- a revision to Article 1 – Recognition. Article 1 seeks to prevent Rutgers from arbitrarily using non-union payroll codes to avoid union representation for part-time and secondary assignments and
- a revision to Article 36 – Removal of URA Employee/Titles from the Bargaining unit. Article 36 seeks to prevent Rutgers’ arbitrary removal of union members from our unit by reclassifying them to a non-union title. The primary purpose of these proposals is to make them more consistent with recent changes to state labor law. Management did not formally respond to these three items.
Management’s team did not propose anything, and the meeting primarily consisted of introductions. Management’s representation consisted of the Office of University Labor Relations, General Counsel’s Office, IP&O Human Resources, Camden Human Resources and Dining Services. Management’s demeanor at the table was positive but troublingly non-committal on our important questions such as not confirming future meeting locations, dates or when requested data and documents would be handed over. However, management’s spokesperson expressed a desire to meet regularly–perhaps weekly-for a full day meeting in May and June. We insisted that a minimum of a weekly meeting would be required in May and June.
URA’s bargaining team also worked to prepare new proposals responsive to Contract Survey input and grievance history that will likely be ready to be proposed over the next few sessions.
Additionally, the Coalition of Rutgers Unions (CRU) bargaining group met to discuss topics that we are considering to bargain together. These include but are not limited to: parking, paid family leave, longevity, additional compensation for degrees and certificates, inclement weather/university close, equal treatment for clinical workers, telework, healthcare, and artificial intelligence (AI) and surveillance.
Another meeting with management is scheduled for April 29.
