Fillable Printable Confidential Memorandum Template
Fillable Printable Confidential Memorandum Template
Confidential Memorandum Template
CONFIDENTIAL
Memorandum
To: Deans and Directors
From: Doug Blandy, Senior Vice Provost, Office of Academic Affairs
Barbara Altmann, Senior Vice Provost, Office of Academic Affairs
Bill Brady, Senior Director of Employee and Labor Relations, Human Resources
RE: ACADEMIC PLANNING DURING POSSIBLE GRADUATE TEACHING
FELLOWS FEDERATION (GTFF) STRIKE
Memo Summary:
Objective: to ensure minimal disruption to classes and other services for our students. We
are prepared to continue normal operations for the duration of the strike.
Graduate students are students first
o
The university will continue to engage each GTF as a student
o
Each GTF can decide whether to strike
o
“One-cross” policy
o
No retaliation against strike GTFs
Public employees are prohibited from honoring picket lines of bargaining units other than
their own
o
Variety of options available to covered work normally performed by striking
GTF members.
o
University may seek volunteers from faculty ranks. All additional work will
be compensated.
Planning guidance
o
Teaching function strategies
o
Final exams and grading strategies
o
Administrative and research function strategies
Graduate Research Fellows
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Overview
The university is preparing for the possibility of a GTFF strike. Though the GTFF has
declared impasse, the union must still hold a strike vote and there is still the possibility that
the parties will resolve their differences and reach a tentative agreement to avert a strike.
Nevertheless, it is imperative that there are processes in place to ensure minimal disruption
to our students.
The University recently formed an Academic Continuity Team (“ACT”), which is working
to identify needs during periods of interruption and formulating coping strategies to ensure
continued delivery of classes and other services to students. Though the creation of the
team has been motivated by the potential of a strike, the processes created are applicable to
various types of events that have the potential to interrupt classes and services. These
events include natural disasters, weather emergencies, pandemics, and civil unrest. ACT is
comprised of representatives from Academic Affairs, Office of the Registrar, Human
Resources, Enterprise Risk Services, the Academic Leadership Team, General Counsel’s
Office, Graduate School, Media Relations, and Office of the Vice President for Research
and Innovation.
Engagement with Graduate Students
It is important to recognize that all of our graduate students, including Graduate Teaching
Fellows and Graduate Research Fellows (hereafter “GTFs”), are students first. We will
continue to support and educate our graduate students during a strike. GTFs will be
expected to fulfill their obligations as students.
During a strike, those in the GTFF bargaining unit have a right to decide whether to strike
or continue to work. Administrators and supervisors of GTFs must not attempt to
influence GTFs as to their decision to honor the strike. There can also be no retaliation
against GTFs if they choose to strike.
Additional information will be forthcoming as to how the university will be tracking which
GTFs are present and working and which have decided to strike. We will have a one-cross
policy. If a GTF crosses the picket line and begins working during the strike, and then
subsequently strikes, they will not be permitted to return to work for the duration of the
strike.
We are aware that there are some complications related to individuals who do the same
work as a graduate student and as a GTF. GTFs on strike will be permitted to continue
working on projects in their capacity as graduate students.
Further guidance on engaging GTFs will be available on the Graduate School website at
Engagement of Faculty
As the university prepares for a possible GTFF strike, a chief concern amongst
departments and units is how to deploy faculty during the strike period. It is unknown at
this time how long a strike would last, if it occurs, or what percentage of graduate teaching
https://gradschool.uoregon.edu/gtf/bargaining-updates.
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fellows would walk off the job. The university will be prepared to continue normal
operations for many weeks should the parties not come to an agreement.
State law prohibits public employees from honoring the picket lines of a bargaining unit
other than their own. Faculty, OAs, and classified staff, therefore, cannot honor the GTFF
strike and refuse to come to work or refuse to perform duties within the scope of their
positions. Department Heads are expected to work with their deans to ensure work
previously performed by striking GTFs is being covered and that the departments are
operating as smoothly as possible. If a strike occurs, supervisors should report any
instances where employees, other than GTFs, are refusing to do perform their normally
assigned duties. Guidance will be forthcoming on reporting refusals to perform normal
duties.
How the university engages faculty to perform duties not currently assigned to them during
a GTFF strike is not clearly described in law. It is important to remember that while most
of our faculty members are covered by the collective bargaining agreement between the
university and United Academics (UA), many have been excluded from the bargaining unit
due to title or the performance of supervisory functions. Within the context of a GTFF
strike, different rules will apply for represented and unrepresented faculty members.
Represented Faculty
Article 40, Section 2 of the UA collective bargaining agreement provides:
In the event of a strike by other employees of the university, bargaining unit
faculty members, if requested by the University, will consult about how
work which was previously performed by a striking employee will be
covered. Any work previously performed by a striking employee assigned
to a bargaining unit faculty member shall be considered an overload
assignment. Bargaining unit faculty members will not unreasonably refuse
to perform such work.
In addition to this language, there was significant discussion at the bargaining table
about the role of faculty in the event of a GTFF strike. It is generally understood
that supervisors can approach represented faculty and engage them in a dialogue
about assisting for the duration of the strike. This assistance may include, but is not
limited to: teaching, grading, or participating in the hiring of replacement workers.
All work related to a strike done by represented faculty will be considered
overload, assigned an FTE, and compensated accordingly. Guidance will be
forthcoming as to general parameters for assignment of FTE for this work.
Currently, United Academics and the University are not in agreement as to whether
supervisors can assign the work if the represented faculty member refuses. Based
on the union’s concerns at the table, it is expected that refusals will likely be related
to the extent of the work covered (more than is reasonable) or the faculty member’s
political objections to aiding the administration during a strike. Every effort should
be made to find volunteers to cover the work. In the event that there is a specific
need that may require assigning work to a represented faculty member who has
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refused to accept it, please contact Academic Affairs for further guidance about that
particular situation.
Unrepresented Faculty
Similar to represented faculty, we will be seeking volunteers from among our
unrepresented faculty ranks for coverage of work previously assigned to GTFs.
Unlike represented faculty, there is no ambiguity as to whether departments can
explicitly assign the work should the need arise. Again, every effort should be
made to find volunteers to cover the work. Supervisors should discuss with faculty
at the time of the new assignment the compensation for the additional work. There
is considerable flexibility in the means of compensation and faculty may wish to
consider overload, release from other duties, or a lump sum. In the event that there
is a specific need that may require assigning work to an unrepresented faculty
member who has refused to accept it, please contact Academic Affairs for further
guidance about that particular situation.
General Planning Guidance
The timing of a GTFF strike is still uncertain and could fall during weeks 9, 10, or finals
week. It is important that departments have clear plans in place for covering teaching,
research and administrative functions that may be impacted by a strike. The following
should be used as a guide to determining which coping strategies may be most efficient in
providing coverage. For now, the following is guidance to start thinking about potential
strategies. As more information becomes available about the potential strike date, you may
be asked to participate in additional surveys to document coping strategies and connect
your department with central resources.
Teaching Function Strategies
For a potential strike occurring during week 9 or 10, departments should have a plan in
place for covering instruction that is performed by GTFs. The following are potential
coping strategies to consider. Please identify and consider the most cost effective means of
covering the work.
1.
Assign alternative assignments (e.g., podcasts, readings, etc…) which provide the
amount of student engagement hours as would have occurred without the strike.
2.
Use existing adjunct instructors in department by increasing their FTE.
3.
Hire qualified individuals using your department’s existing adjunct pool.
4.
Hire qualified non-GTFF graduate students.
5.
Hire recently retired faculty from your department. Note, Unclassified Personnel
Services can provide you with information about who might be eligible.
6.
Assign qualified Officers of Administration (OAs) who have volunteered. Duties
performed by OAs beyond normal load must be compensated. The Academic
Continuity Team will be collecting information on those who volunteer and this
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information will be shared with departments where individuals may be qualified to
teach.
7.
Hire LCC instructors or other community subject matter experts.
8.
Recruit existing faculty members in your department (using the guidance provided
on engaging represented and unrepresented faculty above). Please note with this
option, departments will need to estimate the overload FTE that these assignments
will generate. More information on the calculation of overload will be available
soon.
Note: Additional guidance will be provided if hiring an individual is the selected coping
strategy.
Finals and Grading Strategies
For a strike occurring on or after finals week, departments should have a plan in place for
covering finals and grading that is performed by GTFs.
1.
Consider whether the final exam can be reformatted so that it can be graded easily
(e.g., Scantron or multiple-choice). Please note that the reformatted final exams
should have an equal level of rigor as originally planned.
2.
To provide proctor coverage for exams, please use the teaching function strategies
above.
3.
Provide students with the following options:
a.
Forgo the final and take the grade they had going into the final
b.
Take the final, but receive an “X” (missing grade) until such time that the
finals can be graded
Administrative and Research Function Strategies
Consider the following coverage strategies for administrative and research functions
performed by GTFs or GRFs. These strategies are not in order of priority.
1.
Use current staff to cover the functions (e.g. reassignment, increasing FTE when
applicable). Duties performed above and beyond the normal
2.
Use alternative methods to offer services (e.g. via email or web postings to serve
more people)
3.
Postpone or reschedule events or tasks
4.
Reduce or suspend services
5.
Hire temporary workers
Notes for Graduate Research Fellows (GRFs):
•
PIs with concerns about meeting the specific aims of their sponsored activity
should work closely with Sponsored Project Administrators in Sponsored Project
Services.
•
Units should review all grants to determine how a possible strike may impact grant
terms.
•
PIs should contact Moira Kiltie in the Office of the Vice President for Research and
Innovation at [email protected] should additional questions arise.
