FAQ

What the GRUF does

• We represent you! We fight for better faculty working conditions and pay at GRC.
• We work with other locals, as well as state and national union organizations to maintain and promote worker's rights and better working conditions.
• Common topics that we work to address on campus are academic freedom, conflicts with management, and bargaining over working conditions through the contract and emergent Labor and Management issues.

Membership

• How can I become a member?
  • Email the membership coordinator or treasurer from a non-GRC email.
• What are perks of membership?
  • Eligible to vote in union matters (EG: contract ratification, board membership, etc.).
  • Discounts (see Member Benefits)
  • Can participate as a member of the negotiations team.
  • Eligible to request financial hardship fund.
  • Solidarity -- A better resourced union represents you better!
• Does my dean know if I am a member?
  • It is technically public information. 
  • Union participation is protected from retaliation.

Dues

• How much are dues?
  • 1.3% of your gross paycheck.
• How do I know if I'm paying dues?
  • In your paystub, you'll see "Dues - UNITED Fac Coal" with an amount listed.

Representation 

• The union represents every faculty member. For example, all faculty are represented in bargaining, whether or not they are members. All GRC faculty are part of the bargaining unit.
• The union provides Weingarten representatives to all faculty upon request. Weingarten reps attend a meeting in cases when there may be discipline imposed to ensure the contract is followed. 
• If you think a rep may be needed, contact UFHelp@greenriver.edu.

Negotiation of the Contract (CBA)

• Who negotiates the faculty contract?
  • The GRUF assembles a negotiating team before contract negotiation begins. 
  • The negotiation team can have up to 4 executive board members and is a mixture of board members and other willing faculty.
  • If you are interested, please volunteer!
• Who gets to be present during negotiations?
  • Members of both bargaining teams are present. In order for observers to be present, both teams need to agree to "open bargaining" in which the meetings become open to the public.
• What topics get negotiated for a new contract?
  • The topics are often focused on working conditions. Examples include pay, discipline, academic freedom, tenure, observations, benefits, job description, hiring, contract calendar, etc.
  • Both teams- the GRUF and management- prepare their high-priority bargaining topics for a given round of negotiations. 
  • The GRUF collects feedback from the bargaining unit before negotiations begin to identify priorities.
• How does negotiation work?
  • PERC (Public Employment Relations Commission) holds a training session for both teams. This typically includes developing ground rules for the bargaining process.
  • Both sides bring their list of priorities to bargain. Then both sides agree to which topics will actually be bargained and in what order. 
  • Any section of the CBA opened for negotiation means both sides can make proposals.
  • Both sides bring their proposals for topics. To change the CBA language from the current version, both sides must agree to a change. If no agreement is reached, the original language is maintained. 
  • Negotiations continue until both sides are done. The frequency of meetings and discussions may vary. Often, this means both sides give some ground to gain on a different area.
  • Topics can reach Tentative Agreement (are "TA-ed") when both sides agree in principle. 
  • The bargaining unit and management review TA-ed topics. If collective objections are raised, both teams re-open the topic for negotiation.
  • The overall contract moves from TA to approval through a vote of the entire bargaining unit and a vote by the Board of Trustees.
  • Final language in the contract is written.
• Why didn't __ get negotiated/changed?
  • The GRUF bargaining team prioritizes topics identified as a priority by a significant proportion of the bargaining unit. Your topic of choice may not have reached critical mass of support. 
  • A consensus could not be reached within the bargaining unit over what changes should be made to a given topic that was identified widely as a priority.
  • Management may not have agreed to bargain over that topic and it wasn't a mandatory subject of bargaining.
  • Agreement could not be reached by both sides so the original language was maintained.
  • Some topics may get cut due to protracted negotiations over other topics. Time runs out.
• What is the duration of a given contract?
  • Three years unless the GRUF and management agree to extensions to accommodate continued negotiations.
  • If no new contract is ratified and the previous contract lapses (not extended), there are serious consequences that harm the ability of the union to effectively represent the bargaining unit.

Who to contact

• Contact Us | Green River CC United Faculty Local 2195

The GRUF Board