Serving as Interim AAUP President from April - December, 2019 was something that was both very gratifying and undoubtedly eye opening. I gained a completely new understanding of, not to mention appreciation for, the work of our faculty union.
One highlight for me was to watch and be a part of the successes that happen on a weekly basis. There are many and they are wide ranging. Among the most significant were strides made in areas related to support in fair promotion reviews and support for faculty during times of medical and other unexpected hardships. You end every day with a strong sense of just how committed the leadership is to seeking resolutions that truly serve to better union members.
We are an organization that is its most productive when communication is optimal. An ongoing dialogue between union leaders and members is paramount to everything we do and achieve and I can attest to the fact that it is thriving. Every day there is outreach from members who contact the AAUP with a wide range of questions and concerns. There is the steady flow of issues that one may classify as “human resources-related” from benefits and paycheck clarification to questions and issues pertaining to the faculty review process (yes, you should have copies of the UPRC’s past review, letters your Chair has written for the review process and any annual reviews by or letters from the Dean). Sometimes we receive inquiries that fall under the highly-sensitive category of interpersonal dynamics and advise members about how to mitigate issues in their department or work with human resources to set up mediation. Your union is here to answer workload-related questions (navigating under and overload, banking credits for parental leave, pay for independent studies, etc.).
There are frequent calls from people who are relaying vital information about developing concerns they are having first-hand or which are being raised among their peers. Getting a head’s-up is hugely beneficial to the work that we do.
Of important note, the AAUP is also your ally when you might be confronting a disciplinary issue. In fact, your Weingarten rights (1975) require that your chair or Dean inform you that a meeting may be investigatory or disciplinary and that you have the right to bring a union representative. Don’t go to that meeting alone.
Our Executive Director, Cathy Cleaver, is kept quite busy responding to member concerns. Some are one-time calls with quick and easy resolutions; others require more careful, on-going attention that spans several months. When necessary, Cathy accompanies faculty members to meetings with Human Resources and/or Administrators. As a full-time dedicated staff person, Cathy has been able to respond to the majority of member concerns directly but there are some matters that require the involvement of the AAUP President or Vice Presidents for Grievance and/or Collective Bargaining.
Each and every call, email and visit starts a dialogue and heightens our awareness about what matters to our members. During my tenure, I frequently heard members say, “I’m glad I called.” Too often I sensed reluctance in common refrains like “I wouldn’t have called but so-and-so suggested that I should.” Many are surprised that their issue is a common union concern or question and that we can offer some help. Yes, everyone is adept at reading the contract, but it's important to have access to a well-informed leadership and staff who can give you a greater nuanced perspective and help navigate your concerns.
The takeaway: Call your union. If it’s not an issue for us, we will direct you to the proper resources. The more we learn from our members, the better we can advocate on their behalf. We are constantly in touch with the administration and bringing them your concerns. You might think your issue is unique or not something that we can resolve, but more often than not, this is not the case. It is always best to keep us informed so we can best protect your rights and interests.