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Conclusion of the Report Summary:

The U.S. economy is experiencing its worst contraction in twenty-six years. President Obama has characterized the current economic situation as a “continuing disaster.” Although higher education has sometimes benefited from minor economic downturns that raise college enrollments without producing substantial declines in other sources of revenue, the current situation is an economic “tsunami” for academia.

Academia is a low-lying island amid the current economic turbulence. Yet even in this difficult situation, spending priorities must reflect our institutional mission to provide a societal benefit. Like the larger economy, we are on the brink, and it will be critically important for faculty members to participate fully in the difficult budget decisions to come. They must insist on full access to information, and take a critical look at claims about the need for immediate actions that will result in further demands on already strained human resources. Decisions about salaries, reductions in faculty positions and academic programs, and changes in the employment conditions of contingent faculty will affect the quality of the education we can offer for years to come, and we must ensure that the choices we make are good ones.

Click on AAUP 2008-09 Report to visit the AAUP website and download the full report.

While every grievance begins as a complaint, all complaints do not become grievances.  In order to know what complaints can be processed as grievances, you will need to refer to the collective bargaining agreement between Essex County College and the Essex County College Adjunct Faculty Federation  for the definition of a grievance.  (You can access the Agreement on this website).  As you will see in Article III., Section H., of the contract, a grievance can arise from a violation, misinterpretation or improper application of the collective bargaining agreement or a rule or policy of the College which affects the terms and working conditions of employment.

The purpose of the grievance procedure is to provide for the speedy, orderly and equitable resolution of disputes.

Inherent in the grievance procedure is the remedy sought which must be identified in order to make the grievant whole.  In selecting an appropriate remedy, it is important to keep in mind that the purpose of the remedy is restoration not retribution.  The remedy should be consistent with the collective bargaining agreement in order to protect the integrity of the contract.

If you feel that the conditions for a grievance have been met, please do the following:

1. Carefully document all facts including dates and times pertaining to the grievance.
2. Contact Lynne P. Cummins at or eccaff6370@vzw.blackberry.net or (973) 856-0767.

Remember that there is a big difference between a gripe and a grievance.  A grievance is a formal challenge to the employer that the contract or College policy has not been followed.

Fortunately, most problems can be settled informally without filing paperwork.  But it is imperative that you contact the local leadership as soon as possible when you feel you have a grievance.  There are strict timelines for the filing process, and they start the minute the violation takes place.

Only if we band together.  Get involved!  Join Today!

This is an except from an article by a friend of mine in North Carolina.

On Friday, May 15 and Wednesday, May 20 the NECW bargaining team met with representatives from NCS in ongoing negotiation discussions. We are happy to report that we have good news to share in regard to step and salary increases for Head Start and Early Head Start employees. However, the gains that have been achieved currently apply only to these federal-funded programs and not state-funded childcare employees. Those discussions are currently being addressed and remain unresolved.

The latest message from our NECW President Jennifer Turley.

GTAC is conducting a survey of all GTAs in preparation for negotiating a new contract this fall.  If you haven't done so yet, take the survey.