Wmu Calendar 21 22
Wmu Calendar 21 22 – We are happy to share the good news about the summer options we offered earlier this year in response to the breach of contract with WMU. In summary, Arbitrator Thomas J. Barnes agreed with WMU-AAUP that faculty have the right to choose summer courses in the amount of 6 credit hours per session (12 credit hours) instead of the 6 summer credit hours recommended by the administrator. . he had already started talking.
As a reminder, and as explained earlier in the year, WMU administrators announced the old plan: a) to reduce summer course options for the academic year to six hours per year, b) to cover the cost of summer training only. in the first six hours of summer credit for teachers of the academic year, after which they pay the maximum amount, and c) apply all these terms in the fiscal year instead of the calendar summer. WMU-AAUP noted that any changes were contrary to the WMU-AAUP Agreement 2021-2026.
Wmu Calendar 21 22
Furthermore, our analysis shows that those changes could result in lost returns of up to $1 million per year. In short, this was an attempt by the administration to deny proper funding, which was discussed with the teachers, and WMU-AAUP decided to take action to end this crime. Violations related to misuse of summer pay and fiscal year usage were dismissed as a result of a complaint filed by the Chapter. With this week's decision, the summer election issue has now been resolved on the teachers' side. In short, all three of the various reforms recently implemented by the administration have now been rolled back.
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It is worth noting that the judge's decision reflects careful consideration of the arguments of both sides, and of course WMU-AAUP met the burden of proof. Here are the findings of Arbitrator Barnes' report:
"[T]he Union testified beyond the merger events that are currently proposed and other parts of the CBA. Although none of them represent alone in any way, together they support the structure in accordance with the traditions. of groups of 38 years. […] What the Employer said in his ears would lead me to believe that the University is deliberately providing summer pay at the request of the Union, perhaps to benefit him and select teachers. there was no evidence to prove that the small benefits and small financial payments do not agree with what the majority of the judges did; the payment of 38 years now against the university would be an admission that there The time was unmanageable and unmanageable. Money wisely. What does the university say now that it has spent all this time, almost forty years, to do as it pleases and agree to pay the money it would have owed, and thus reduce its responsibility for students and tax authorities. Unfortunately in this case, the facts of the collective bargaining and the responsibilities of the parties cannot lead to any conclusion unless the University has fulfilled its financial obligations in good faith under the CBA to the extent of the circumstances. […] Complaints have been filed since the summer of 2023."
This proposal is appropriate and requires the university to respect the ten-year tradition (of discussion) of giving teachers choice in the teaching profession.
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Finally, we would like to thank everyone who helped make things run smoothly, including the officials and judges. In addition, many units were present to testify before the jury, and this is a direct result of their willingness to unite against the breach of contract.
If you know that WMU-AAUP union rights have been violated, or if communications from officials indicate that they will not be respected, please contact us at staff@wmuaaup.net. Likewise, please don't hesitate to get in touch with questions or concerns.
With one year since the No Confidence vote on the horizon, the inconsistent results of the Employee Engagement Survey have become a concern for many WMU-AAUP members. As the teachers said at the recent all-member meeting, members of each staff group took thoughtful action and quickly identified problems and offered solutions. Now that the WMU administration has had years to think about the climate decline (the 2019 Employee Engagement Survey was already a red flag) and months to take and update the clear thoughts and ideas of the campus community in the 2022 survey, what is the answer? More forums, "information gathering," and feedback gathering. What one member of the factory said agrees with what other workers have been telling us: "IWMU seems to be doing what people think instead of solving the problems that have been identified.
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In addition to the information provided by the Employee Engagement Survey, it is important to consider that during this time last year, the Chapter of WMU-AAUP was highly debated whether the Vote of No Confidence in President Edward Montgomery. Almost everyone recognized that WMU had serious problems on its hands, but there was great disagreement about how to deal with them. After several months of investigation and discussion, on December 10 the Chapter voted to send a vote of no confidence to the entire membership. The faculty response was unequivocal, impressive, and historic, with nearly 80% voting in favor of a vote of no confidence in Dr. in Montgomery.
The reasons given for the lack of confidence are, however, well known, and many of them are evident and explained in the results of the Employee Engagement Survey. Some of these problems are described here, although some things have improved – the increase in the number of students graduating this year is good news – others have worsened, adding new ones to the list. In addition to the fact that the Board gave the president a bonus without honor and promotion, and the mysterious events of the resignation of the provost, the past year brought new problems, and more, including:
– Lack of information on the potential risks associated with the early opening of new student centers.
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– Chronic inactivity and unacceptable delays, including in critical areas of schools, which have a major impact on workers, students and pensioners.
– Other violations of the WMU in the sharing of authority and due process in the need for emergency adjustments and other decision-making.
– Unacceptable effects of the new "competitive" budget policy on education, research, and the accuracy of WMU's academic information, for example, academic conflict as colleges compete with each other for academic funding.
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Unnecessary workload-related mobility, for example, requesting personal meetings or travel that would not be reasonable for the employee or students.
A missed opportunity to address salary reform in a fair and appropriate manner is due to WMU's failure to include faculty in the "salary review committee" discussed last spring, and its failure to agree to continue the committee's work.
– WMU's continued interest in adding inappropriate issues, for example, summer fan complaints that are now considered a contentious, time-consuming and costly process for WMU and WMU-AAUP.
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As we saw on our website on March 3, 2022: "Obviously, the problem of WMU workers cannot be solved in one step or immediately. However, there are many things that the management of WMU can do, if they are willing to admit that the problem exists and is very deep. " Although WMU has developed indicators related to reconciliation with employees, the way it is currently working on the results of the Employee Engagement Survey – plan more visits and ask for more feedback – seems to be more about resistance and delay than solving real problems Listening and collecting data. maybe it's wrong, but that's no reason to fail to do what has been shown and tested over and over again.
Instead, our campus community has become clear about what WMU needs to meet its challenges: Leaders who are inspired, capable, and determined, and who recognize that our great university has grown over the past century because of wisdom and strength. about its students, its staff and its teachers. As our advisors told us, students don't need multiple "listening sessions" to voice their concerns. Instead, we need to have the problems and solutions we've been communicating about and quickly so they can be heard and acted upon.
We are deeply troubled by the 20-18 vote of the Michigan Senate yesterday to reject the nomination of Gov. Whitmer Jon Hoadley on the Western Michigan University Board of Trustees, a position Hoadley was sworn into on March 17. their justification (Hoadley takes graduate classes at WMU), he said.
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