We encourage institutions, unions, law firms, and individuals to donate to help support the National Center’s research and programming.

March 2024 Newsletter

It has been a very busy March. We held a very successful 51st annual collective bargaining conference on March 17-19, 2024 in New York City and the month saw a large number of new representation filings, elections, and decisions in higher education.

In this month's newsletter, we report on a recent important federal appellate court decision rejecting a First Amendment challenge to exclusive representation under New York’s public sector collective bargaining law. The newsletter also reports on votes in favor of unionization by faculty at New York University and Bennington College, and graduate assistants working at the University of Chicago School of Law, as well as new petitions filed to represent faculty at Harvard Law School, New Mexico State University, and Ohio University. 

The newsletter presents clear evidence that unionization among undergraduate employees continues to grow rapidly. The two most significant events were the certification of CSUEU-SEIU to represent a new unit of 20,000 undergraduate student employees at California State University, and the certification of SEIU Local 560 to represent a bargaining unit of undergraduate basketball players on Dartmouth's men's varsity basketball. Over the past month, there have also been new petitions filed to represent student housing assistants at Harvard, Bowdoin College, Bucknell College, Drexel University, Berea College, Georgetown University, and Occidental College.

Lastly, the newsletter includes links to articles in the current volume of our Journal of Collective Bargaining in the Academy, information about a new collective bargaining workshop being presented by the Heller School for Social Policy and Management at Brandeis University and job postings from Hunter College, the Professional Staff Congress, AAUP, and the California Faculty Association.

We thank all of the speakers, moderators, and conference attendees for a very successful 51st Annual Conference of the National Center for the Study of Collective Bargaining in Higher Education and the Professions on March 17-19, 2024.

We are grateful to Tom Kochan for his thoughtful and informative keynote address, which included an analysis of the growing unionization efforts by graduate and undergraduate student employees.

The theme of this year's annual conference was New Crossroads in Collective Bargaining and Labor Relations in Higher Education and the Professions. The program was designed to touch upon issues that impact everyone who works in higher education.

The success of the conference would not have been possible without the support and assistance of Hunter College Interim President Kirschner, our Board of Advisors, along with the staff of Roosevelt House, the CUNY Graduate Center, and conference staff and volunteers.

Finally, we thank the sponsors of our 51st annual conference along with the unions, businesses, institutions and law firms that purchased advertisements in our conference program.

Join the Campaign for an Interactive Collective Bargaining Website

Join the National Center's campaign to fund a permanent interactive website that will provide access to the National Center's database of information and contracts concerning all academic collective bargaining relationships listed in our upcoming 2024 Directory of Bargaining Agents and Contracts in Institutions of Higher Education.

The funds from the campaign would help build the website and allow us to employ graduate students to maintain the website and regularly update our database with information such as successor agreements and new collective bargaining relationships.

The features of the interactive website would include the ability of negotiators, representatives, and scholars to:

• search our repository of close to 900 current contracts individually or in a group utilizing a word search function.

• search and display variables in our database by institution, bargaining agent, unit composition, and state and would allow the download of data in different formats so that users would be able to analyze the data using their favorite program.

Lastly, the website would include a data entry portal for users to update the data by adding or correcting any data points.

An interactive website will be of immense value to all institutions of higher education, unions representing faculty, post-doctoral scholars, and graduate assistants, law firms representing institutions and unions, as well as scholars of higher education and labor.

Making the interactive website a reality requires financial support. The creation of an operational website may cost as much as $50,000 with additional annual costs to employ graduate students to maintain and update the website.

We, therefore, encourage higher education institutions, unions, law firms, and others to contribute toward the creation and maintenance of the interactive website, which we hope to put online by the end of 2024.

The following are suggested donation amounts to fund the interactive website:

$10,000

$ 5,000

$ 2,500

$ 1,000

$ 500

Other amounts: $250, $100, $50, or $25.Donate Now

CUNY: Second Circuit Rejects Challenge to Exclusive Representation

Goldstein v. Professional Staff Congress/CUNY, U.S. Court of Appeals for the Second Circuit Case No. 23-384

On March 18, 2024, the United States Court of Appeals for the Second Circuit issued a unanimous decision rejecting a First Amendment challenge to exclusive representation under New York’s Public Employees’ Fair Employment Act, N.Y. Civ. Serv. Law

§§ 200, et seq., frequently referred to as the Taylor Law. 

The lawsuit was filed by certain dissident non-members of the Professional Staff Congress (PSC), the union that represents CUNY’s full-time and part-time faculty and staff. In their lawsuit, the plaintiffs charged that their First Amendment rights are being violated because the PSC takes political positions and collective bargaining stances that they disagree with. The plaintiffs also challenged the 2018 modifications to the Taylor Law that limits a union’s duty of fair representation to non-members. 

In affirming the dismissal, the Second Circuit concluded that the lawsuit lacked merit based on the Supreme Court’s decision in Minnesota State Board for Community Colleges v. Knight, 465 U.S. 271 (1984), and decisions by other federal appellate courts that have ruled on the issue following the Supreme Court’s decision in Janus v. AFSCME, 585 U.S. 878 (2018). See, Peltz-Steele v. UMass Faculty Fed’n, 60 F. 4th 1 (1st Cir. 2023); Uradnik v. Inter Fac. Org., 2 F.4th 722 (8th Cir. 2021); Hendrickson v. AFSCME Council 18, 992 F.3d 950 (10th Cir. 2021), cert. denied, 142 S. Ct. 423 (2021); Bennett v. Council 31 of the AFSCME, 991 F.3d 724 (7th Cir. 2021), cert. denied, 142 S. Ct. 423 (2021).

New York University: Contract Faculty Vote for UAW Representation

A tally of ballots in a representation election conducted by the American Arbitration Association on February 27 and 28, 2024, pursuant to an agreement between New York University (NYU) and Contract Faculty United-UAW (CFU-UAW), demonstrated that in a bargaining unit of 931 employees, contract faculty voted 553-72 in favor of CFU-UAW representation.

As a result of the election result, NYU has voluntarily recognized CFU-UAW as the exclusive representative for the following bargaining unit:

Included: full-time continuing contract faculty employed by New York University.

A. Excluded:

1. All faculty in the School of Medicine (Grossman School of Medicine & Grossman

Long Island School of Medicine), School of Law, College of Dentistry, and Stern School

of Business; all tenured and tenure-track faculty; visiting faculty (all ranks), instructors,

assistant professors/Courant instructors, assistant professors/faculty fellows, assistant

professors/emerging scholars, assistant curators/faculty fellows, acting assistant

professors, global professors, global distinguished professors, global instructors, global

visiting professors, writers in residence, distinguished writers in residence, artists in

residence, distinguished artists in residence, scientists in residence, distinguished

scientists in residence, journalists in residence, distinguished journalists in residence, and library associates; faculty who are not full-time continuing contract faculty and hold the title of faculty fellows; all employees appointed as part-time or adjunct faculty; all

emeritus faculty; all faculty employed by NYU global sites; all professional research

staff; all post-docs;

2. All ranks of provosts, chancellors, and deans; all full chairs and heads of academic

departments, divisions, or programs; Executive Directors; Director, Marron Institute;

directors of global academic centers; Director, Center for Experimental Humanities &

Social Engagement (Faculty of Arts and Science); Director, International Relations

(Faculty of Arts and Science); Director, Museum Studies (Faculty of Arts and Science);

Director, Hellenic Studies (Faculty of Arts and Science); Director, Global and

Environmental Public Health Program (School of Global Public Health); Director, Public

Health Nutrition Program (School of Global Public Health); and any other directors of

degree-granting academic programs in Faculty of Arts and Science and School of Global Public Health who do not report to a Chair and whose programs employ full-time

continuing contract faculty;

3. Any full-time continuing contract faculty who holds one or more of the following

administrative positions: vice/associate/assistant chair; directors of institutes (other than

Marron Institute) and cultural houses; directors of degree-granting academic programs

(outside of those listed in A(2) above); directors of studios in the Tisch School of the

Arts; directors of undergraduate studies and graduate studies (except for Faculty of Arts and Sciences and the Courant Institute of Mathematical Sciences directors of

undergraduate studies and graduate studies); Academic Directors in the School of

Professional Studies and the Center for Urban Science and Progress; Coordinator of the Westchester and Rockland Campuses at the Silver School of Social Work; and all faculty with administrative titles in the Division of Libraries (hereinafter, Specified

Administrative Positions), and who meet one of the following criteria: (a) receives course

release from one or more of the Specified Administrative Positions that reduces the

faculty member's standard course load for the academic year by 50% or more; or (b)

receives administrative compensation from one or more of the Specified Administrative

Positions that equals at least 50% or more of the faculty member's base salary; or (c)

receives a combination of course release, and the monetary equivalent of a course release through administrative compensation, from one or more of the Specified Administrative Positions, that is equivalent to 50% or more of the faculty member's standard course load for the academic year. (The monetary equivalent of a course release through administrative compensation would be calculated at the school's established course buyout rate, or if no such established rate exists, then equal to 17% of the faculty member's base salary);

The University shall provide advance written notification to the faculty member that

states the amount of course release and/or administrative compensation specifically

associated with the Specified Administrative Position(s), and whether the position falls

into this paragraph A(3). The University further agrees to develop an electronic tracking

system for the course release and/or administrative compensation associated with the

Specified Administrative Position(s).

B. Excluded as to Specified Administrative Position Only

Any full-time continuing contract faculty who holds one or more of the Specified

Administrative Positions, and who is not excluded under A(3) above, shall be included in

the bargaining unit as to their faculty appointment, but their administrative position shall

be excluded from coverage under the collective bargaining agreement. Specifically, the

terms and conditions of such administrative appointment, including but not limited to,

appointment, reappointment, compensation, term length, and duties, shall be at the

discretion of the Employer and not subject to any provisions of the collective bargaining

agreement.

In disciplinary matters involving faculty who hold the Specified Administrative

Position(s) in this paragraph B, the University agrees to confer in good faith with the

Union to address whether the disciplinary matter pertains to the administrative role or the faculty role.

C. Included: Faculty on Temporary International Assignment

Full-time continuing contract faculty employed by New York University on temporary

international assignment shall be included in the unit and the terms and conditions of the collective bargaining agreement shall apply to their international assignment to the extent they do not conflict with applicable foreign law or any applicable policies specific to the global site or camp

Bennington Coll.: AFT Recognized to Represent Faculty Bargaining Unit

As we reported last month, Bennington College United, AFT Vermont, was voluntarily recognized on February 13, 2024 to represent three bargaining units at Bennington College including one unit of approximately 127 full-time and part-time faculty. The recognition followed a card check conducted by the American Arbitration Association. 

The following is the description of the new faculty unit at Bennington College, represented by Bennington College United, AFT Vermont:

Included: The Unit consists of all employees in the following classifications: all full-time and regular part-time Faculty of Bennington College; Visiting Faculty; PEI Visiting Faculty; and Guest Faculty who have either (1) carried at least one-half of the course load of a full-time faculty member (a .50 FTE) over the course of the two prior academic semesters, or (2) carried at least one-third of the course load of a full-time member (a .33 FTE) in each of the prior two consecutive academic years leading up to the execution of this Agreement, and who do not have tenure at a another institution; Instrumentalists who have either (1) carried at least one-half of the course load of a full-time faculty member (a .50 FTE) over the course of the two prior academic semester or (2) worked on a 12-mongh contract and who have carried at least one-third of the course load of a full-time faculty member (a .33 FTE) in the prior academic year leading up to the execution of this Agreement, and who do not have tenure at another institution; Masters in Writing Faculty; Associate Director of CAPA; Director of the Museum Fellows Term/Faculty; and Director of Undergraduate Writing Initiatives.

Excluded: Excluded from the Unit are Visiting Faculty; PEI Visiting Faculty; and Guest Faculty who carried less than one-half of the course load of a full-time faculty member (less than a .50 FTE) over the course of the two prior academic semesters and who carried less than one-third of the course load of a full-time member (less than a .33 FTE) in each of the prior two consecutive academic years leading up to the execution of this Agreement, and who do not have tenure at a another institution; Guest Artists;

Instrumentalists who have carried less than one-half of the course load of a full-time faculty member (a .50 FTE) over the course of the two prior academic semester and who have worked (1) pursuant to a contract with a duration less than 12 months or (2) pursuant to a 12-month contract with less than one-third of the course load of a full-time faculty member (a .33 FTE) in the prior academic year leading up to the execution of this Agreement, Graduate Fellows; graduate students, graduate assistants, and student employees; Director and Curator of the Usdan Gallery; MFA Dance Fellow; non-United States based faculty, visiting faculty, and guest faculty; faculty employed by programs house at the College that are primarily externally funded; temporary employees, causal employees; confidential employees, guard and managers (except employees who quality as managerial employees only under the Yeshiva University standard) and supervisors (including but not limited to deans (including associate and assistant deans), provosts (including associate and assistant provosts), presidents and vice presidents (including associate and assistant president and vice president), administrators and faculty member who teach in addition to their regular non-teaching supervisory duties) as defined by the National Labor Relations Act, and all other employees, including but not limited to those employees represented by BCU in separate bargaining units and those employees represented by other labor organization.

Harvard College: UAW Files to Represent Clinical Law Faculty

President and Fellows of Harvard College, NLRB Case No. 01-RC-337044

On March 4, 2024, Harvard Academic Workers - UAW filed a petition to represent a unit of 110 clinical faculty members at Harvard Law School.

The following is the proposed unit in the representation petition:

Included: All full-time and regular part-time employees in the Harvard Law School clinical programs who provide clinical legal education to law students and/or legal services to clients or communities. This includes: Clinical fellow, senior clinical fellow, clinical instructor, senior clinical instructor, staff attorney, senior staff attorney, lecturer on law, social worker, Managing Attorney, Assistant Director, Associate Director, Director, and others with similar work responsibilities, in the HLS clinical programs (comprising in-house clinics, externship clinics, and student practice organizations).

Excluded: Assistant Clinical Professor of Law, Visiting Assistant Clinical Professor of Law, Clinical Professor of Law, Visiting Clinical Professor of Law, Assistant Professor of Law, Professor of Law, Professor of Practice, Visiting Professor of Law, supervisors, managers, and guards as defined in Act, undergraduate students, and all employees already represented by another union.

New Mexico State University: NEA Seeks to Represent FT Faculty Unit

New Mexico State University, NMPELRB Case No. 310-24

On March 8, 2024, the New Mexico State University-NEA filed a petition with the New Mexico Public Employee Labor Relations Board seeking to represent a unit of 834 full-time tenured, tenure track, and college-track faculty and department heads at the New Mexico State University’s four campuses: Grants campus, Dona Ana Community College, Alamogordo campus, and the Main campus).

The following is the unit sought in the New Mexico State University-NEA petition: 

Included: Full-Time College-Track Faculty; Full-Time Tenure Faculty; Full-time Tenure Track Faculty and Department Heads with less than sixty percent (60%) administrative responsibilities (as specified in the annual allocation of effort).

Excluded: Cooperative Extension Agents; Confidential and managerial employees; temporary faculty/instructors; and Department heads with greater than sixty percent (60%) administrative responsibilities.

Ohio University: AFT-AAUP Files to Represent FT Faculty

Ohio University: OSERB Case No. 2024-REP-03-00352024

On March 8, 2024, United Academics of Ohio University, AFT-AAUP filed a petition with the Ohio State Employment Relations Board seeking to represent a unit of 850 full time faculty on all campuses of Ohio University.

The following is the unit sought in the United Academics of Ohio University petition:

Included: All full-time faculty at all campuses, including tenured faculty, tenure-track faculty, non-tenure track instructional faculty, clinical CHSP faculty, and all instructional

faculty.

Excluded: Visiting faculty, visiting instructors, librarians, and employees holding multiple appointments, all managerial employees including presidents, vice presidents, provosts, associate and assistant deans, and department chairs; supervisory employees and all other employees

University of Chicago: Law School Graduate Assistants Vote to Unionize

The University of Chicago, NLRB Case No: 13-RC-335852

On March 19, 2024, the NLRB tallied the ballots in a representation election involving a petition by Graduate Students United- United Electrical, Radio & Machine Workers of America (GSU-UE) seeking to represent a unit of 120 graduate assistants working at University of Chicago School of Law. The tally demonstrated that the graduate assistants voted 59-29 in favor of GSU-UE representation.

The following is the description of the at-issue bargaining unit at the University of Chicago Law School.

Included: All graduate students enrolled in University of Chicago degree programs who are employed to provide instructional or research services in the Law School.

Excluded: All undergraduate students, graduate students who are not employed to provide instructional or research services, Workshop Coordinators, Peer Mentors, office clerical employees, confidential employees, managerial employees, guards and supervisors as defined by the Act.

University of Pennsylvania: Graduate Assistant Election Scheduled

Trustees of the University of Pennsylvania, NLRB Case No. 04-RC-327396

On March 19, 2024, NLRB Region Director Kimberly E. Andrews issued a Decision and Director of Election concerning a petition filed by Graduate Employees Together-University of Pennsylvania/International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (GETUP-UAW) seeking to represent a bargaining unit of graduate assistants at the University of Pennsylvania.

In the decision, Region Director Andrews concluded that GETUP-UAW was bound by a 2017 stipulation, reached during a hearing in a prior representation case, to exclude educational fellowship recipients from the petitioned-for graduate assistant bargaining unit originally sought by GETUP-UAW. The Region Director cited colloquy between the parties during the 2017 hearing indicating an agreement by GETUP-UAW that educational fellowship recipients did not meet the definition of employee under Columbia University, 364 NLRB 1080 (2016). The Region Director's decision was premised on a legal doctrine known as issue preclusion, which prohibits the re-litigation of issues resolved in a prior case between the same parties.

Region Director Andrews ordered the holding of an in-person election on campus on April 16 and 17, 2024 from 10:00 AM to 7:00 PM with the tally taking place on April 18 for the following bargaining unit:

Included: All graduate and professional students who provide research or instructional

services for the University, including those who serve as Teaching Assistants, Teaching

Fellows, Research Assistants, Research Fellows, Pre-Doctoral Trainees, and Student

Workers employed by the Employer at its Philadelphia, PA University.

Excluded: All other employees, students pursuing professional degrees in the

Veterinary School, the Dental School, and the Medical School with the exception of

professional students in those programs who are pursuing a joint degree and who qualify for inclusion by virtue of their research or instructional service for the University in conjunction with their other graduate or professional program, Educational Fellowship

Recipients, guards and supervisors as defined in the Act.

Cal State Univ.: CSUEU-SEIU Certified to Represent Undergraduate Unit

Trustees of the California State University, CPERB Case No. LA-PC-18-H

Following a February 23, 2024 tally of ballots that showed undergraduate student assistants working at California State University voted 7050-202 in favor of representation by California State University Employees Union, SEIU Local 2579 (CSUEU-SEIU), the California Public Employment Relations Board (CPERB) on March 5, 2024 certified CSUEU-SEIU as the exclusive representative of the undergraduate student employee bargaining unit.

The bargaining unit represented by CSUEU-SEIU includes all student assistants including those working following classifications: Student Non-Citizen Student (Title Code 1868); Student Assistant (Title Code 1870); Student Training On-Campus Work Study (Title Code 1871); Bridge Student Assistant (Title Code 1874); Bridge Student Assistant On-Campus Work Study (Title Code 1875).

Excluded from the unit are Individuals employed by an auxiliary organization or foundation; all volunteers; and all supervisory employees.

Dartmouth College: SEIU Certified to Represent Varsity Basketball Team

Trustees of Dartmouth College, NLRB Case No 01-RC-325633

On March 14, 2024, SEIU Local 560 was certified to represent a bargaining unit of all basketball players on Dartmouth's men's varsity basketball team. The certification followed a March 5, 2024 tally of ballots demonstrating that the basketball team voted 13-2 in favor of SEIU Local 560 representation.

The following is the at-issue bargaining unit:

All basketball players on the men’s varsity basketball team employed at the Employer’s Hanover, New Hampshire location, but excluding managers, guards, and professional employees and supervisors as defined in the Act.

As expected, Dartmouth College has filed a request for review with the National Labor Relations Board challenging the Region 1 Director's decision, which concluded that the players on the varsity basketball team were employees for purposes of the National Labor Relations Act.

Both the college and union have expanded their legal teams in anticipation of a long legal battle over the question of whether the Dartmouth basketball team is entitled to union representation, an issue that raises significant issues for the NCAA, universities, college athletes, and college sports generally.

Harvard University: Resident Advisors File Petition to Unionize

President and Fellows of Harvard College (Harvard University),

NLRB Case No. 01-RC-337242

On March 5, 2024, the Harvard Union of Residential Advisors (HURA) filed a petition with the NLRB seeking to be certified to represent a unit of 345 Harvard University resident tutors, proctors, and house aides who provide housing for undergraduate students at Harvard College including Adams House, Cabot House, Currier House, Dunster House, Eliot House, Kirkland House, Leverett House, Lowell House, Mather House, Pforzheimer House, Quincy House, Winthrop House, as well as first-year housing in Crimson Yard, Elm Yard, Ivy Yard, and Oak Yard.

Bowdoin College: Election Scheduled for Resident Assistants

Bowdoin College, NLRB Case No: 01-RC-337040

On March 4, 2024, OPEIU Local 153 filed a petition with the NLRB seeking to represent a unit of 79 resident assistants and proctors at Bowdoin College. On March 13, 2024, a notice of election was issued scheduling an in-person representation election on April 3, 2024.

The following is the at-issue bargaining unit at Bowdoin College:

Included: All Resident Assistants and Proctors employed by the Employer at its Brunswick Maine facility.

Excluded: All faculty, staff employees, confidential employees, managers, guards and

professional employees and supervisors as defined in the Act.

Bucknell College: Election Scheduled for Resident Advisors

Bucknell College, NLRB Case No: 06-RC-337047

On March 4, 2024, OPEIU Local 153 filed a petition with the NLRB seeking to represent a unit of 110 resident advisors at Bucknell College. On March 12, 2024, a notice of election was issued scheduling an in-person representation election on April 4, 2024.

The following is the at-issue bargaining unit at Bucknell College:

Included: All Resident Advisors and Lead Residential Advisors employed by the Employer at its 1 Dent Drive, Lewisburg, Pennsylvania campus.

Excluded: All other employees including office clerical employees, managers, and

guards and confidential employees and supervisors as defined in the Act.

Drexel University: Election Scheduled for Resident Assistants

Drexel University, NLRB Case No: 04-RC-337604

On March 11, 2024, OPEIU Local 153 filed a petition with the NLRB seeking to represent a unit of 102 resident assistants at Drexel University. On March 19, 2024, a notice of election was issued scheduling an in-person representation election on April 11, 2024.

The following is the at-issue bargaining unit at Drexel University:

Included: All resident assistants, graduate resident assistants and head resident

assistants employed by the Employer at its Philadelphia, Pennsylvania campus residence halls.

Excluded: All other employees including managers, guards, and supervisors as

defined in the Act.

Berea College: CWA Files to Represent Undergraduate Student Workers

Berea College, NLRB Case No. 09-RC-338094

On March 18, 2024, the Communications Workers of America, AFL-CIO, CLC (CWA) filed a representation petition with the NLRB seeking to represent a unit of 1,330 undergraduate student employees at Berea College in Kentucky. 

The following is the proposed bargaining unit sought in the CWA petition:

Included: All undergraduate student employees.

Excluded: Supervisors, managers, guards, confidential employees and others excluded by the Act.

Georgetown University: OPEIU Files to Represent Resident Assistants

Georgetown University, NLRB Case No: 05-RC-338505

On March 22, 2024, OPEIU Local 153 filed a petition with the NLRB seeking to represent a unit of 103 undergraduate resident assistants at Georgetown University.

The following is the petitioned for unit sought by OPEIU Local 153:

Included: All undergraduate Resident Assistants at the Washington, DC campus.

Excluded: All other employees.

Occidental College: SEIU Files to Represent Undergraduate Workers

Occidental College, NLRB Case No: 31-RC-338554

On March 22, 2024, SEIU Local 721 filed a petition with the NLRB seeking to represent a unit of 800 undergraduate employees at Occidental College. 

The following is a description of the unit sought in the representation petition:

Included: All undergraduate student workers employed by Occidental College, including but not limited to, student workers in the following classifications: Administrative Assistant, Alumni Reunion Student Worker, Analyst, Annual Fund Manager, Associated Students of Occidental College (ASOC) Executive Committee Chief of Staff, ASOC Executive Committee Elections Chair, ASOC Executive Committee President, ASOC Executive Committee Secretary, ASOC Executive Committee Vice President of Finance, ASOC Treasurer, Barista, Bike Share Associate/Staff, Bike Share Manager, Bruce Steele Garden Apprentice, Caller, Telefund Caller, Cashier, Circulation Desk, Clerk, College Ambassador, Community Engagement Officer, Compost Assistant, Conference Assistant, Contributor, Coordinator, Creative Media Student Coordinator, Student Events Coordinator, MAC (Media Arts & Culture) Student Production Coordinator, Marketing Program Coordinator, Program Coordinator, SLICE Involvement Program Coordinator, SLICE Orientation Program Coordinator, SLICE External Affairs Program Coordinator, Counter, Creative Making Studio Producer, Curatorial Assistant, Department Assistants, Design Service, Designer, Web Designer, Assistant Web Designer, Director, Events Director, Tech Director, Art Director, Driver, Bengal Bus Driver, Bengal Bus Manager, Editor, Editor in Chief, Copy Editor, Head Copy Editor, Head Layout Editor, La Encina Editor, Translation Editor, Layout Editor, Multimedia and Artistic Editor, Newsletter Editor, Podcast Editor, Photo Editor, Editorial Assistant, EH&S (Environmental Health & Safety) Student Worker, Equity Ambassador, Events Staff, Facilitator, EIA (Education in Action) Facilitator, AMP (Academic Mastery Program) Facilitator, FEAST Native Gardens Manager, Fellow, Writing Fellow, Senior Fellow, Research Fellow, Front Desk Worker, Gallery Assistant, Games Management, Grader, Grill Prep, Honor Board Chair, Honor Board Juror, Occidental Theatre Department House Manager, Illustrator, Information Technology (IT) Help Desk Technician, Intern, Data & Communications Intern, Campus Dining Lead Intern for Sustainability, Financial Aid Student Intern, Zero Waste & Circularity Intern, Campus Visit Coordinator Intern, KOXY Manager, Labeling, Language Advisor, Liaison, Academic Liaison, Community Liaison, Admission & Financial Aid Liaison, Labor Liaison, Intercultural Affairs Liaison, Religious Life Liaison, Student Life Liaison, Student Leadership Liaison, Neighborhood Engagement Liaison, Library Assistant, Lifeguard, MAC Equipment Center Assistant, Mail Clerk, Occidental Book Store Manager, ODS (Oxy Design Service) Manager, Station Manager; Social Media Manager, Design Manager, Programming Board Manager, Green Bean Manager, Master of Reporting, Note Taker, Office Assistant, Registrar's Office Student Assistant, Orientation Leader, OXY ARTS Collaborate workers, PA Announcer, Peer Advisor, International Programs Office Peer Advisor, Peer Advocate, Peer Health Educator, Performer, Photographer, Podcast Staff, Podcast Manager, Political Researcher, Practice Room Manager, Production Assistant, Program Assistant, Programming/ Programming Board, Promotion, Referee, Register, Research Assistant, Environmental Health and Justice Research Assistant, Residential Advisor, Scene Shop Assistant, Scheduling, Senate Chair/ Director of Internal Affairs, Senate Chief of Staff, Senate Director of Academic Affairs, Senate Director of External Affairs, Senate Director of Policy, Senate Freshman Senator, Senate Junior Senator, Senate Senior Senator, Senate Sophomore Senator, Senate Treasurer/ Director of Finance, Social Media Student Creator, Student Content Creator, Sports Information, Staff Writer, Stockroom, Student Assistant, Student Researcher/ Undergraduate Student Researcher, Green Bean Supervisor, Green Bean Shift Supervisor, All Sustainability Fund (SusFund) student workers, Sustainability Steward, Teaching Artist, Teaching Assistant, Teacher's Assistant, Tech Staff/ Technical Support, Technician, Data Entry Technician, Media Services Technician, Stage Technician, Shop Tech, Performing Arts Facilities Technician, PAF Technician, Telefund Student Ambassador, Telefund Manager, Telefund Assistant Manager, Theater Box Office Manager, Tour Guide, Translator, Tutor, SSAP (Scientific Scholars Achievement Program) Tutor, Peer Tutor, PP (Neighborhood Partnership Program) Tutor, Usher, Van-Elect Operator, Web Assistant, Web Staff, Weingart Print Studio Time Monitor, Writing Advisor, Yearbook Manager.

Excluded: All guards, managers, and supervisors as defined in the Act.

Smith College: OPEIU Seeks to Represent Library Staff

The Trustees of Smith College, NLRB Case No.  01-RC-337514

On March 8, 2024, OPEIU Local 153 filed a petition seeking to represent a unit of 43 library staff at Smith College. 

The following is the library staff unit sought by OPEIU Local 153:

Included: All library staff, librarians, archivists, para-professional and professional staff employed by SCL

Excluded: All other employees including student assistants.

Heller School Program on Negotiating Labor Agreements

Our friends at the Heller School for Social Policy and Management at Brandeis University have initiated a new workshop series on Negotiating Labor Agreements: New Issues, New Approaches, New Negotiators.

The following is information about the Heller School negotiations workshop:

We have a bold vision – shaping collective bargaining so that it best meets the needs of 21st Century workplaces.

At this two-day virtual workshop, you will build capabilities in…

• Forging constructive labor-management relations.
• Negotiating first contracts that are a foundation for success.
• Negotiating continuing contracts that combine good jobs with high-performance.
• Advancing equity, trust, and voice through collective bargaining.
• Aligning long-standing collective bargaining traditions with the expectations of the next-generation workforce.
• Addressing the benefits and risks of new technology.
• Taking into account the interests of diverse stakeholders – within labor and management, as well as others (suppliers, customers, clients, communities).
• Learning how to be hard on the issues, not each other.

Labor and management participants will learn from each other through interactive exercises.

The instruction team features world-leading experts in negotiation and conflict resolution, labor-management partnerships, high-performance work systems, equity and fair treatment at work, labor and employment law. The program features interactive exercises, practical worksheets, and keynote talks (each with dialogue sessions):

• “Collective Bargaining in the 21st Century” by Thomas Kochan, MIT
• “Leading a Bargaining Team” by Dennis Dabney, Kaiser Permanente (retired) and Kris Rondeau, AFSCME
• “The Economics of Collective Bargaining” by Lisa Lynch, Brandeis University
• “New Frontiers in Labor Law” by Wilma Liebman, NLRB (retired)
• “Facilitation, Mediation, Conciliation, and Arbitration” by Javier Ramirez, FMCS
• “Bargaining over new technology in the workplace” by Søren Viemose, Konsensus, Denmark
• “Collective Bargaining as an Engine of Innovation” by Joel Cutcher-Gershenfeld, Brandeis University

Registration information for upcoming sessions is available here:

• July 23-24, 2024 (Tuesday/Wednesday) 5:00pm-11:00pm US ET
• October 17-18, 2024 (Thursday/Friday)10:00am-4:00pm US ET

The National Center's Journal of Collective Bargaining in the Academy has published Volume 15 titled "Learning From and Building on Collective Bargaining's Foundations and Experience."

The Journal's Editors-in-Chief are Gary Rhoades, University of Arizona, Karen Stubaus, National Center Visiting Scholar and former Vice President for Academic Affairs at Rutgers University, and Jeffrey Cross, Eastern Illinois University (Emeritus).

Op-Ed

Collective Bargaining Among Undergraduate Students by Daniel J. Julius and Nicholas DiGiovanni Jr.

Articles

The Persistence of Separate and Unequal: Debunking Myths of the Market in Bargaining for Faculty Gender Salary Equity by Johanna E. Foster and Jen McGovern

The Role of the Chief Negotiator in Academic Collective Bargaining by Nicholas DiGiovanni Jr.

The 50 Year History of Collective Bargaining at Hofstra University by Herman A. Berliner, Peter C. Daniel, Bernard J. Firestone, Estelle S. Gellman, Elizabeth J. Ploran, and Liora P. Schmelkin

Analyzing the Upward Trend in Academic Unionization: Drivers and Influences

by Andrea Clemons

Practitioner Perspectives

TAUP's 50-Year Collective Bargaining Story by Arthur Hochner

Some Thoughts of Faculty Strikes by Margaret E. Winters and William Connellan

Job Posting:

Hunter College Legal Counsel and Labor Relations

Hunter College invites applications for the position of Legal Counsel and Labor Relations Director. Hunter College, a flagship campus of the City University of New York (CUNY), is a vibrant institution with a diverse and accomplished student body and eminent faculty. With more than 23,000 students, it is CUNY’s most populous senior college campus with a strong commitment to educating those whose access to higher education has historically been limited.

The Legal Counsel and Labor Relations Director reports to the General Counsel and provides legal advice to the College on a broad range of issues including employment and labor law, contracts, compliance, governance, ethics, intellectual property and immigration. The position provides legal support to Vice Presidents, Deans, Chairs, faculty, and administrators, and serves as a liaison to the University Office of Legal Affairs with respect to litigation and arbitration.

Title Overview, the responsibilities include but are not limited to:

• Negotiate and draft of contracts, licenses, releases, and other legal documents.
• Work with attorneys in CUNY Office of the General Counsel and Office of Labor Relations in connection with litigation and arbitration including matters relating to students, employees, and third parties.
• Represent the college at hearings and arbitrations as the hearing officer and oversee the prompt completion of confidential staff investigations.
• Provide legal counsel with respect to compliance with legal requirements, college and university policies and procedures, and contractual obligations.
• Research sensitive college-wide HR issues and provide recommendations to the Assistant Vice President of Human Resources.
• Review and respond to subpoenas, Freedom of Information Law requests, and other requests for college, employee, and student records.
• Educate senior leadership on various labor relations policies and procedures.
• Develop a thorough understanding of labor agreements, rules, and policies of the City University of New York (i.e. PSC/ CUNY Collective Bargaining Agreement, CUNY's Rules and Regulations, New York State Civil Service Laws, etc), and apply CUNY regulations appropriately by providing Deans, Vice Presidents, and Department Heads with guidance and mentorship.

QUALIFICATIONS

Bachelor’s degree and eight years’ related experience required.

Membership in New York State Bar required.

Preferred Qualifications

• Ability to work well as part of a team, take on a supervisory role when needed, work effectively and independently on multiple tasks.
• Substantial non-profit law and contract negotiation and preparation experience.
• Experience in large law firm setting with increasing managerial responsibility.
• Experience in higher education setting.
• Exceptional analytical and communication skills and judgment.
• Experience interpreting laws and drafting and interpreting organizational regulations, policies, procedures and guidelines.

CUNY TITLE OVERVIEW

Directs College Labor Relations functions requiring the highest degree of confidentiality, skill, sound judgment and attention to detail.

• Represents the College at grievances and disciplinary proceedings
• Writes labor/legal related briefs and decisions
• Responds to policy and procedural inquiries from a wide variety of College officials, including Vice Presidents, Deans and Department Chairs
• Responds to a variety of requests, such as employment discrimination complaints from the Equal Employment Opportunity Commission (EEOC) and the New York State Division of Human Rights; subpoenas, and document requests
• Provides time-sensitive reports and information to internal and external sources, such as the New York Commission on Public Integrity
• Serves as liaison to the Office of the Vice Chancellor for Labor Relations, Office of the Vice Chancellor for Human Resources Management, and Office of the General Counsel
• Performs related duties as assigned.

Job Title Name: Legal Counsel and Labor Relations Director

CUNY TITLE: Higher Education Officer

FLSA Exempt

COMPENSATION AND BENEFITS

Salary commensurate with education and experience($129,310-$141,858).

CUNY's benefits contribute significantly to total compensation, supporting health and wellness, financial well-being, and professional development. We offer a range of health plans, competitive retirement/pension benefits and savings plans, tuition waivers for CUNY graduate study and generous paid time off. Our staff also benefits from the extensive academic, arts, and athletic programs on our campuses and the opportunity to participate in a lively, diverse academic community in one of the greatest cities in the world.

HOW TO APPLY

Applications must be submitted online by accessing the CUNY Portal on City University of New York job website www.cuny.edu/employment. To search for this vacancy, click on SEARCH ALL POSTINGS and in SEARCH JOBS field, enter the Job Opening ID number

Click on the "APPLY NOW" button and follow the application instructions. Current users of the site should access their established accounts;. New users should follow the instructions to set up an account.

Please have your documents available to attach into the application before you begin. Note, the required material must be uploaded as ONE document under CV/ Resume (do not upload individual files for a cover letter, references, etc.). The document must be in .doc, .docx, .pdf, .rtf, or text format- and name of file should not exceed ten (10) characters – also DO NOT USE SYMBOLS (such as accents (é, è, (â, î or ô), ñ, ü, ï , –, _ or ç)).

Incomplete applications will not be considered. Please include:

• Cover Letter and/ or Statement of scholarly interests
• Curriculum Vitae/ Resume
• Names and contact information of 3 references

Upload all documents as ONE single file-- PDF format preferred

CLOSING DATE

The search will remain open until the position is filled. The committee will begin reviewing complete applications on December 8, 2023. Applications submitted after the deadline will only be considered if the position/s remain open after initial round.

JOB SEARCH CATEGORY

CUNY Job Posting: Managerial/Professional

EQUAL EMPLOYMENT OPPORTUNITY

CUNY encourages people with disabilities, minorities, veterans and women to apply. At CUNY, Italian Americans are also included among our protected groups. Applicants and employees will not be discriminated against on the basis of any legally protected category, including sexual orientation or gender identity. EEO/AA/Vet/Disability Employer.

Job Posting:

Director of Legal Affairs

 Professional Staff Congress

The Professional Staff Congress, AFT Local 2334, is a progressive, activist union representing 30,000 faculty and staff at the City University of New York and the CUNY Research Foundation. The PSC provides a collaborative, supportive environment to drive progressive change in the context of the nation’s largest urban public university. The PSC is seeking to hire an attorney to direct our Legal Department; lead the union’s legal strategy; handle disciplinary proceedings, arbitrations, and proceedings before relevant agencies; and coordinate legal issues related to internal union governance.

EXEMPT/NON-EXEMPT: Exempt, Unionized, Professional Bargaining Unit

FULL TIME/PART TIME: Full Time

REPORTS TO: Executive Director

Summary of Responsibilities:

• Advises the Officers, Executive Director and union staff on issues related to contract enforcement, collective bargaining, internal governance, and the legal affairs of the union
• In consultation with Officers and Executive Director, develops and carries out a legal strategy which aligns with the union’s overall strategic vision and goals
• Supervises and mentors Coordinator of Legal Affairs, and co-supervises Administrative Associate
• Represents instructional staff charged with disciplinary infractions
• Represents union at arbitration of contract grievances
• Represents union in proceedings before relevant federal, state and local agencies
• Coordinates on legal matters with outside counsel and state and national affiliates
• Coordinates with and advises Contract Enforcement Director and staff
• Responds to inquiries from union chapter officers, grievance counselors and members regarding contract enforcement and disciplinary issues
• Leads special projects

Qualifications:

• Admitted to the New York State Bar
• Demonstrated commitment to progressive trade unionism and social justice
• Uncommonly strong written and spoken language skills; excellent organizational skills
• Demonstrated ability to exercise excellent judgment in handling confidential material and to work with and relate to others
• J.D. from an accredited law school
• Excellent research, writing, and analytical skills
• Strong oral advocacy and communication skills

Experience Requirements:

• 6+ years’ experience in labor law

Compensation:

Salary: $122,000 + depending on experience. Comprehensive benefit package

The PSC supports justice and equity for all people facing oppression and exclusion. We particularly encourage women and people of color to apply for this position.

Application deadline: January 26, 2024, at 5PM

To Apply:

Send cover letter, résumé and legal writing sample to: Denise Poché Jetter, Director of Human Resources and Operations, dpjetter@pscmail.org

Job Posting:

Executive Director

Professional Staff Congress

The Professional Staff Congress, AFT Local 2334, is a progressive, member-focused, leadership driven activist union representing 30,000 faculty and staff at the City University of New York. Providing a collaborative, supportive environment to drive progressive change in the context of the nation’s largest urban public university, the PSC is a major force in opposing austerity funding for CUNY and challenging the pattern of disinvestment in CUNY, a university that serves primarily low-income communities and communities of color.

The PSC is seeking a passionate, determined, highly ethical, experienced, and progressive Executive Director who is eager to work collaboratively with elected union leadership and lead a committed staff as they serve union members and campaign for the needs of members, higher education workers and CUNY students. The Executive Director works closely with PSC officers to carry out the union’s programs and decisions and run the day-to-day operations of the union.

MAJOR RESPONSIBILITIES (not a complete list of duties)

• Work closely with principal officers on a daily basis and provide advice and guidance to PSC leadership at all levels.
• Manage the operation of the PSC office and activities.
• Carryout the decisions and plans of PSC leadership.
• Manage all aspects of supervising PSC staff - hiring, training, delegation; accountability and mentoring; and bargain staff union contracts.
• Coordinate PSC contract, issue-based, political, and legislative campaigns.
• Participate in contract negotiations and ensure timely and correct implementation of PSC collective bargaining agreements.
• Oversee PSC research, communications, and collective bargaining.
• Establish and maintain ongoing communication among PSC officers, staff, and member activists.
• Work with the Treasurer and Director of finance to prepare and oversee budgets and maintain responsibility for the daily fiscal affairs of the PSC, under the Treasurer's policy direction.
• Manage contracts with landlord and service providers.
• Represent PSC with CUNY and Research Foundation management and other organizations as directed by PSC leadership.

QUALIFICATIONS

• Demonstrated ability to successfully perform the duties described above.
• Significant number of years (10 –15) in progressively responsible leadership roles in a labor union or related organization- including at least 5 years running an organization or a sizable department.
• Proven track record of balancing and administering a budget.
• Demonstrated success in mentoring and training department directors and senior staff.
• At least 5 years’ experience negotiating and/or administering labor contracts.
• Demonstrated experience working collaboratively with elected leaders.
• Experience in public sector unions or environments highly desirable.
• Experience in labor and/or higher education policy and budget analysis.
• Excellent project management, strategy development and campaign planning skills

EDUCATION & OTHER REQUIREMENT

• Baccalaureate required or more advanced degree in appropriate field a plus.

COMPENSATION AND BENEFITS

For this role, PSC/CUNY offers a competitive salary package of $170,000-190,000 depending on experience, excellent benefits, including family medical and dental coverage, generous paid time off and a pension.

This is a nationwide search, but we value candidates with experience in public sector labor in the New York metropolitan area. If you are excited about this role and feel that you can contribute to the organization, but your experience does not exactly align with every qualification listed above, we encourage you to apply.

The PSC is committed to creating a diverse environment and strives to achieve equity for all as we work towards economic, racial, and social justice. We particularly encourage women, people of color, people with disabilities, LGBTQIA+ and working-class folks to apply.

HOW TO APPLY

The Job is open until filled. To be considered in the first review of applicants, apply by April 12, 2024.

Email your résumé and cover letter explaining your interest in working with PSC and how your experience and qualifications have prepared you for the Executive Director role to:

Kim Cook, UnionSearch Associate at kim.cook1956@gmail.com

For more information and a confidential discussion of the position, please email Kim Cook, Unionsearch Associate at kim.cook1956@gmail.com to schedule a phone call.

Job Posting: AAUP Executive Director

The American Association of University Professors (AAUP) is seeking qualified candidates for the position of Executive Director in our Washington, DC office. Application packets and resumes for this position will be reviewed on a rolling basis. Screening will continue until the position is filled. This position requires a commitment to racial equity and involves working with diverse individuals both inside and outside of the AAUP office.

Duties and Responsibilities

The executive director is the chief administrative officer of the Association, appointed by and responsible to the AAUP’s governing Council. The executive director is responsible for implementing Council and executive committee policies, initiatives, plans and personnel directives, along with actions and mandates approved by the biennial meeting. The person appointed to that office shall be well acquainted with academic institutions and committed to core AAUP principles, including academic freedom, shared governance, and collective bargaining. The executive director approves academic freedom and shared governance investigations, collective bargaining campaigns, and searches for positions on the administrative staff. In all aspects of employment, the executive director promotes and furthers the AAUP’s mission.

The executive director is responsible for the financial stewardship of the association as well as managing the budget and operations; day-to-day decisions are delegated to the deputy executive director who is responsible for the routine management of the national office and for ensuring its smooth and efficient operation. The executive director exercises a significant role in the planning and coordination of the Association’s programs and services in line with Council’s initiatives and priorities. Currently these include (1) fighting back against inappropriate interference into higher education, especially partisan legislative interference and other inappropriate interference into academic institutions by politicians and donors, (2) an initiative to enact permanent, structural, organizational change in order to view all AAUP work through a racial equity lens and to address racial justice in the AAUP and the academy, and (3) overseeing the ongoing implementation of the AAUP affiliation with the American Federation of Teachers – infusing AAUP standards and principles more widely into higher education and building membership while AAUP retains its independence and autonomy.

The executive director provides staff service to the AAUP president, executive committee, Council, and the AAUP Foundation board. The executive director speaks for the Association and serves as a national voice on higher education issues, when appropriate. The executive director is expected, as a member of the Washington Higher Education Secretariat, to collaborate with chief officers of other higher education organizations. The executive director works with key education leaders in government and higher education. The executive director coordinates relationships with other higher education unions and promotes collective bargaining nationally. The executive director shall seek adherence to AAUP's recommended standards in the community of higher education.

The executive director will be accountable to and will report directly to the Council. The Council will evaluate the performance of the executive director on an annual basis using this position description as a basis for evaluation. In the evaluation process, the Council will solicit the views of the staff, Association chapters and members, and others in the higher education community who work and interact with the executive director on a regular basis.

Qualifications

Candidates must be very familiar with and committed to AAUP principles. Experience as a faculty member is desirable.

Administrative experience, knowledge of collective bargaining, leadership within the AAUP at the local, state, and/or national level are desirable.

Education:   Required: Advanced terminal degree.

Skills:   Required: Demonstrated organizational, interpersonal, leadership, and

management skills. Proven communications, public relations, and writing

skills. Must have the ability to manage multiple tasks and priorities.

Experience in development/fundraising a plus.

Compensation   

Expected salary range is $200,000-$230,000, commensurate with educational background and work experience. Generous benefits package including health, dental, and vision insurance; and 401(K).

Position Classification

This regular full-time position is categorized as a confidential staff position and is excluded from the staff bargaining unit. This is an exempt position and is not eligible for overtime pay.

To Apply

Applications will be accepted until the position is filled. Applications must include a statement of interest and a curriculum vitae and should be emailed to the Chair of the Search Committee at edsearchcommitteechair@aaup.org. Questions, inquiries, and nominations should also be directed to edsearchcommitteechair@aaup.org. No phone calls please.

The AAUP is an equal opportunity employer and does not discriminate on the basis of age, sex, disability, race, color, religion, national origin, marital status, gender identity or expression, sexual orientation, personal appearance, family responsibilities, genetic information, matriculation, political affiliation, homelessness, or other characteristics unrelated to professional performance. (EEO Know Your Rights | Family Medical Leave Act | Employee Polygraph Protection Act).

Women and minorities are encouraged to apply.

Job Posting: Open Staff Positions

California Faculty Association

Working for CFA

A union of 29,000 tenure-track faculty, coaches, librarians, and counselors, CFA is seeking candidates with a strong knowledge and background in racial and social justice work. Candidates who have relevant experience (formally or informally) and can translate that into the range of job responsibilities listed below are strongly encouraged to apply.

CFA is proud to be a member-run union and believes in employing hard-working and creative staff whose talents complement those of our elected leadership. 

CFA is an Affirmative Action Employer. Women, People of Color/Native People, members of the LGBTQIA+ community, and people with disabilities are strongly encouraged to apply.

CFA complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact searchcommittee@calfac.org.

Click here to view job listings.

Job Postings

Campus Service Representatives – NorCal & SoCal

The CSR responsibilities are communicated by the CFA campus Field Representative and will work in coordination with the CFA Chapter Executive Board’s, which organizes and represents approximately 29,000 faculty, librarians, counselors, and coaches.

General Summary

The CSR is a non-exempt part-time position.

The position ensures that the California Faculty Association’s (CFA) new member recruitment and organizing goals are executed through the work of the CSR and chapter that they are assigned to support. Overall, the position will support and help add capacity to well-functioning ongoing priorities for new member recruitment and organizing support.

Rate of Pay: $25.00 hour

Hours Per Week: 19 hours per week.

Working Days/Hours: Monday-Thursday 10am – 2pm, Fridays 2pm-5pm

**Any alterations to the scheduled days/hours must receive prior approval by the Field Rep

Job Functions and Essential Duties

Recruitment of new members:

• Daily hall walking campus buildings to engage in recruitment discussions with non-members – nonmember target lists and tracking form provided during bi-weekly check ins
• Provides welcoming experience and exceptional service to non-members

Required meeting attendance:

• Attends monthly membership organizing committee meetings
• Attends monthly luncheons, workshops, and other activities – coordinates with OM to identify rsvp’s of non-members to engage with during the event
• Attends 2^nd Executive Board meeting of each month to provide report progress made in chapter goal of recruitment
• Events/activities in which membership organizing committee has scheduled for the upcoming month
• What has been successful for recruitment and what has not

Optional meeting attendance:

• 1^st Executive Board meeting of the month
• Events, workshops and activities where no nonmembers have rsvp’d

Reporting:

• Friday bi-weekly – turn in tracking form from prior weeks and workplan for upcoming week to field rep and chapter president
• Friday 3pm bi-weekly check in with field rep (and occasionally chapter president) – meeting will be to discuss and review progress on recruitment goals using tracking form, workplans and hall walking scheduling for the upcoming weeks, overcoming any obstacles to recruitment
• Weekly check-in with regional organizing director and team meetings

Office Organization and Administrative/ Clerical Duties (when needed):

• Keeps track of all conversations with nonmembers with dates, times, issues/concerns and follow up, if any, that is needed
• Communication with Executive Board members who have volunteered to assist in activities as to time, date, location i.e. tabling event, appreciation event, etc.
• Communicates to Field Representative if supplies are needed i.e. membership cards, pens/pencils, paper, binders, etc.
• Updates and maintains the CFA bulletin boards in each campus building with membership recruitment materials

Knowledge, Skills and Abilities:

• Excellent verbal, written and interpersonal communication skills.
• Ability to work independently and under general supervision, and to handle multiple projects simultaneously. Effective organization and time management skills.
• Ability to work collaboratively, creatively and strategically in a team environment, including CFA officers, members, interns and staff.
• Ability to learn and communicate CFA organizational structure and policies
• Attention to detail and problem-solving skills.
• Ability to communicate professionally with nonmembers, members, staff, students and leadership.
• Ability to follow verbal and written instructions.
• Ability to work independently and under general supervision to meet required tasks/duties.
• Possess high integrity and demonstrated ability to handle highly confidential information
• Effective and appropriate communication with members, staff, administrators, and supervisors.
• Ability to lift 25 lbs. (subject to reasonable accommodation).

To apply send cover letter and resume to: searchcommittee@calfac.org.