01 May 2016

Faculty Union Success

Well. After a nail-biter of a day, this evening, NTFC Local 6546 tentatively agreed to a full contract with the UIUC administration. Further details will be disclosed to the membership tomorrow (Sunday) at a meeting where members will vote on whether to suspend the strike; ratification will take place on Thursday (corrected).

Many things can happen, of course, but it looks like we may be back to work on Monday.

Eventually, too, the drumbeat of strike chants will fade away from my brain.  But for now, variations are triumphantly and insistently resounding in my head.

Tell me what democracy looks like? THIS IS WHAT democracy looks like!
Tell me what excellence looks like? THIS IS WHAT excellence looks like!
Tell me what organizing looks like? THIS IS WHAT organizing looks like!
Tell me what leadership looks like?  THIS IS WHAT leadership looks like!
Tell me what improving higher ed looks like?  THIS IS WHAT changing higher ed looks like.
Tell me what saving the liberal arts looks like?  THIS IS WHAT saving the liberal arts looks like!
Tell me what higher ed should look like? THIS IS WHAT higher ed should look like!
Tell me what the future looks like? THIS IS WHAT the future looks like!

If we can do it, so can others.

29 April 2016

Also: Vuvuzelas (Can We Get Some by Monday?)


Day 2 of NTFC Local 6546's second strike.  (Read about Day 1 with backstory here.)

It's the fourth day we've set up and maintained a picket line, but this part was new: it was the first time we've done all of that while our bargaining team was simultaneously in a mediation session on the other end of campus.

We seem to be part of a nationwide trend towards these kinds of things. FWIW, here's some of what we have learned:

1. Bags of cough drops ready to hand are key.
2. Supporters bring doughnuts.  There has been no shortage of doughnuts (thanks everybody!)
3. Early choir/chorus training sticks with you.  Pushing chants out from the lungs, not the mouth, and using your chest voice helps preserve the throat.
4. Feet hurt more when you stop walking.
5. Pushing fliers on people who don't want them doesn't pay. Seizing on a momentary hesitation to start a conversation does.
6. Solidarity is a long game.
7. A strike has many moving parts. Everyone will find one that requires his or her particular strengths. But anyone can help fill out a picket line.
8. Drumming is hard on plastic buckets and water cooler bottles. Get a lot of them.
9. It's really hard to deliver information in easy-to-remember words set to 4/4 time.  Just make noise.
10. Keep all this stuff in mind for when you need to put in a few hours on someone else's picket line.
11. Only time will dislodge the strike chants from your brain.


We had some friends on hand from upstate. We also had a May Day rally, which had been planned   by others independent of our labor action, but nonetheless expanded to be a rally for us, too:

And then two more unprecedented things happened.  First, there was meaningful movement from the administration team several minor things and one key issue (a real key issue): reappointment. Second: the administration team agreed to come back at 9:00 a.m. on a Saturday morning (tomorrow!) to continue negotiations.  That may not seem like a big deal, unless you lived through the year plus when they insisted on three weeks (or more) between bargaining sessions and still showed up unprepared.

We are hopeful. But also prepared to have hopes dashed. I'm pretty sure this is all new territory for everyone concerned, and it's hard to know how things will go.


What can you do, dear reader?

I'm guessing neither Acting Chancellor Barb Wilson nor Interim Provost Feser will be taking calls at work or reading work email between now (Friday evening) and the end of bargaining tomorrow (Saturday)--though a voicemail or email certainly couldn't hurt (see corrected contact info below).

More important is to be ready for another strike day on Monday: be prepared to come show your solidarity on the picket line on campus, if that's possible for you. If you can't, or you're far away, continue letting our administrators know, from the moment they arrive in the office around 8:30am Central Time on Monday, what you think about continued stalling on our contract.  I'll be back here over the weekend if there's news one way or the other.

Contact Info for UIUC administrators 
(My apologies for the incorrect email for our provost in my previous two blog posts. The correct email address is here.)
Interim Provost Ed Feser: 217-333-6677; feser@illinois.edu.
Acting Chancellor Barb Wilson: 2​17­-333­-6290; bjwilson@illinois.edu.

Ask them to bring this labor action to an end by urging the administration bargaining team to agree to a fair contract (like the one the U of I administration signed with NTT faculty at the University of Illinois at Chicago).

28 April 2016

Inside Illinois? A House Divided Against Itself

Updating with my thumbs from the picket line: the Provost's CORRECT email is feser@illinois.edu.

Day 1 of NTFC Local 6546's second strike. To recap: 10+ hours of mediation on Wednesday ended with the administration presenting a slight variation on the same set of unacceptable proposals they've been presenting all along and then walking out. NTFC voted to strike the next day. So there we were, once again, today, walking in circles, handing out fliers, shouting.

A picket line is all about the noise and movement, yet once inside that noise and movement, it is easy to fall into a meditative state, at the edges of which you hear people explaining or trying to understand what the noise and movement is all about. "Multiyear contracts" come up a lot, as do "performance evaluations," "shared governance," "respect." Lots and lots of words get expended to make it clear that it's not about the money.

These are all accurate representations, all of them important. None capture, though, what motivates faculty to leave the classroom and spend hours at a time on the pavement, walking, walking, walking, shouting, walking, shouting, contemplating. We would all rather be teaching.

Multiyear contracts?  That sounds like something one could reasonably object to, particularly in a cash-strapped state like ours--but then we point out that the "multiyear contracts" in question are not anything tenure-like, just a commitment that after five single-year contracts, faculty get a two-year contract.  After ten years of continuous employment, one they get a three-year contract. Automatically? No, not automatically--we want annual performance reviews, too.  No, we don't get those already--not everyone, anyway. Those, too, are something we're trying to get into our contract that the administration is resisting. Shared governance? We want departments to have to come up with policies for including us in it--were not actually binding anyone to specific contractual provisions.

It all starts to sound rather pathetic. Except that the administration is peculiarly dug in on not agreeing to any of it.

Which is exactly why it's all so important.

"Shared governance" is traditionally how faculty are able to exert some control over their working conditions. Only it's not available to NTTs now and is not likely to be under Provost's Communications 25 and 26--though we continue to be urged to have faith that these policy documents will, one day, materially affect us. (There's some doubt about whether "shared governance" means much to tenure-stream faculty anymore either. Strongly worded letters and votes of no-confidence don't seem to have the power they once did.)

The way we can exert control is by forming a union.  Oddly enough, the U of I's "Inside Illinois" online billboard this week promotes a recent paper by our own law professor Robin Karr, "Contract as Empowerment: The Basic Theory." According to the marketing blurb, Prof. Karr gets it. Contract law, he is quoted as saying, "empowers people in a special way, which reflects a moral ideal of equal respect for all. This explains why contract law can produce genuine legal obligations and is not just a system of coercion.”

What NTTs have in the absence of a union contract is a system of coercion, where the institution leverages their love of their subject matter and commitment to their students or research to get them to do the work of tenure-stream faculty without tenure, tenure-stream working conditions, or tenure-stream remuneration. This, apparently, is what excellence looks like.

Without a union contract, NTTs have no countervailing leverage. They can do the work they love or they can leave. It's not a choice structure that naturally lends itself to excellence, so NTTs who chafe within it alternately find themselves scorned because they ask so little or scorned because they've had the presumption to ask for more.

Therefore: NTTs rightly ignore meaningless policy documents. They look instead to a union with the power to collectively bargain a contract bearing the "moral ideal of equal respect for all." We're walking and shouting because a union is only as good as the contract that it can bargain. A contract that codifies the system of coercion is no contract at all.



________________________________________________________________________________

What can you do, dear reader?

If you're here at UIUC, come join us Friday (4/29) on the picket line at the English Building, 608 S. Wright St. We'll be there from 8am to 5pm.  Come for a little or come for a lot.  If you haven't picketed before, you'll feel weird doing it, but that's okay--everyone does. Once you get past the initial discomfort with chanting in unison, having an excuse to yell a lot can feel downright cathartic.

Also, whether you're here or not, let the administration know your thoughts.

Call or email Interim Provost Ed Feser: 217-333-6677; efeser@illinois.edu.
Call or email Acting Chancellor Barb Wilson: 2​17­-333­-6290; bjwilson@illinois.edu.

Ask them to bring this labor action to an end by urging the administration bargaining team to agree to a fair contract. The one that the University of Illinois has already ratified for NTT faculty at the University of Illinois at Chicago will do nicely.


27 April 2016

Reasons Why You Should Support Striking NTTs

This evening members of NTFC Local 6546, the union representing non-tenure-track faculty at the U of Illinois, voted overwhelmingly in favor of a five-day strike.

The mild optimism of this morning seems a long way away. At points the news we were getting from the mediation session seemed to indicate some movement was possible, but it was illusive. The administration remains locked inside the nothing they've been promising us all along. Our team was prepared to stay all night until an agreement was hammered out, but as the session stretched past five pm, the administration team presented one more counterproposal, more of the same, and walked out of bargaining.  So that was that.

Here we are.

Reasons Why You Should Support NTT Faculty When they Form a Union or Strike for a Fair Contract (whether or not they're at UIUC)

1. NTTs are the face of their college and of their academic discipline for many students. Students learn what the institution values from the way NTTs are treated.

2. (As a member pointed out at our strike vote meeting) unions are the only way most of us can work to reverse the current downward spiral of U.S. higher education.

3. NTTs deliver the teaching and research at the heart of higher education. Supporting them means supporting that mission. If their work doesn't matter, then what is the institution for?

4. They're not going away.  If anything, there are going to be more of them in future (that downward spiral I mentioned in #2). The working conditions they get set the floor for everyone.

5. Your grad students (if you have them) are likely to become NTTs if they choose to stay in academia.

6. Your children are likely to be taught by NTTs when they go to college.

7. Even though state support of higher education is dwindling, your taxes go to support institutions where NTTs deliver public higher education.

8. Every day, you rely on college-educated people who have been taught by NTTs: from insurance adjusters to health professionals, bankers, your children's teachers, librarians, police officers, city council members...

9. Many NTTs love their work and are easy prey for administrators who would rather take them hostage than direct institutional resources to their institution's teaching and research mission.

10. It could be you.


Update: things that you can do to support striking NTTs here at UIUC

Call or email Interim Provost Ed Feser: 217-333-6677; feser@illinois.edu (corrected)
Call or email Acting Chancellor Barb Wilson: 2​17­-333­-6290; bjwilson@illinois.edu
Ask them to bring this labor action to an end by urging the administration bargaining team to agree to a fair contract. The one that the University of Illinois has already ratified for UIC's NTT faculty will do nicely.

Let's Review: Faculty Working Conditions are Student Learning Condition, Unless You're Downstate

Current state of play at the University of Illinois mediation with NTFC Local 6546 (NTT faculty), according to an email to the union membership from lead negotiator Kay Emmert:

"While we're willing to accept current statutes for academic freedom, their offer on multi-year contracts doesn't contain language that can be enforced. We remain committed to working to find a pathway to creating the same protections for our members here at UIUC as our colleagues at UIC have, a fair and just contract., The administration has made little movement on the issues that are most important to us: multi-year contracts and reappointment rights. They merely want to codify the status quo."

If provisional and unenforceable suggestions were enough for UIUC faculty, we would have no need for a union. The administration had decades, before a union even formed, to demonstrate their concern for NTT faculty. Had that concern taken the concrete form (appointment procedures, shared governance provisions, support for departments wanting to offer multiyear contracts), a union never would have happened.  Unions are a legal way for workers to get the working conditions they need to do their jobs. Three years ago, there was little reason to believe that the U of I administration would improve working NTT conditions on their own, so a union was certified two years ago.

As the union began to take shape, so did policy statements that codified a hypothetical concern for NTT working conditions, without offering any requirements or resources that would turn that concern into meaningful change.  Provost Communications 25 and 26 have, in two years, produced multiyear contracts for 19 of approximately 500 NTT faculty. Everything is, as it had always been, at the discretion of departments to determine without any recourse for faculty or incentives and resources for anyone to improve their working conditions.

The administration's actions and language at the bargaining table have only affirmed the conviction of many NTTs that they were correct to put their trust in labor law and union organization rather than the university's empty professions of concern.  Why can we not have the same protections as our counterparts in Chicago? The administration's bargaining team has been startlingly frank about that: UIC has to compete with other Chicago-area institutions of higher learning for faculty. UIUC does not.

The bottom line here at the state flagship is not excellence, innovation, teaching, or research: it is, nakedly and unabashedly, the bottom line. It's a line that is bad for students, bad for education, and bad for the mission of the university.

Want a Fair Contract? STFU

It's an interesting bargaining strategy. First, Int. Provost Feser explained that we can gain shared governance through shared governance procedures to which we have no access. We are told that contractual negotiations are a flawed effort to bypass procedures to which we have no access. We should trust in existing policy documents and an administration that wants to work with us.

I blogged about that earlier today, in a post which I can't link because I'm writing on a phone with my thumbs, from a different administration building than the one I'm currently occupying.

Since then, Interim Provost Feser has left the negotiations, annoyed, it seems, by the flurry of phone calls coming into his office. He also got some nasty emails.

As one union negotiator characterized the scene and its aftermath, "Things are getting nasty here at the Fire Services Institute.  I'm not used to getting yelled at by anyone above the age of 15." Asked to elaborate, the union member explained, "Fuming/hissing/ storming out: Interim Provost,  Yelling:  Associate Vice Chancellor Katherine Galvin (at [other union negotiators])."

So that's how that went. The admin team submitted an academic freedom proposal to the effect that we can have academic freedom,but we can't grieve violations of it.

And then this update from the negotiating team:

"11:33 Got admonished by Catherine Galvin [who took part in the GEO contract negotiations of 2009]. She asked if we wanted to make real progress today, and if we wanted to, we should ask people to stop asking for Ed Feser. Told Kay that she had the power to make them stop. She wants to see us send out a twitter message, and call on people to stop asking to meet with Ed Feser. Said that they would stop bargaining unless we did so."

UIUC: where freedom of all kinds comes to die?



Who's Sharing the Governance of What, Exactly?

From the transcript of of Interim Provost Feser's remarks in this morning's bargaining session:

"there are a lot of things i want that i don’t get because of shared governance. I think the key subject for us is that ntts don’t have access to shared governance, and we are pushing our colleagues on that and it is taking a long time. A commitment to shared governance means that you don’t bypass that process. I am very happy to work on how ntts get into shared governance. I don't believe in going around shared governance to get what one group of faculty want to get what another group of faculty does not want. Its commitment to that process that we see is vital, especially when we see outside parties attacking it. Even if I agreed with what you proposed, I don't want to bypass shared governance."

The AAUP is pretty clear on this point: shared governance is a faculty working condition. If a unit is not willing to codify the role of its non-tenure-track faculty within a contractually mandated time frame, then the problem isn't the union, it's units that wants faculty-who-are-not-faculty, warm bodies to do the teaching, research, and service, without the working conditions of faculty.