Title: Understanding the North Carolina Collective Bargaining Agreement Between University and Faculty Union Introduction: The North Carolina Collective Bargaining Agreement (CBA) between universities and faculty unions is a legally binding document that outlines the terms and conditions of employment for faculty members in the state of North Carolina. This agreement serves to protect the rights and interests of both the university administration and faculty members, ensuring fair and equitable treatment in various aspects of employment. Key Features: 1. Scope and Coverage: The CBA defines the scope of the agreement, specifying the universities and faculty unions it encompasses. It also outlines the categories of employees covered by the agreement, such as tenured, tenure-track, or non-tenure-track faculty. Different types of universities, including public and private institutions, may have separate CBA depending on their governing policies. 2. Negotiation Process: The CBA establishes the process by which both parties engage in negotiations to reach an agreement. This includes identifying the representatives from both the university administration and faculty union for collective bargaining sessions. The negotiation process may involve discussions on salary, benefits, working conditions, workload, professional development opportunities, and other relevant matters. 3. Employment Terms and Conditions: The CBA establishes the agreed-upon terms and conditions of employment for faculty members. It covers areas such as appointment, reappointment, promotion, tenure, evaluation procedures, academic freedom, intellectual property rights, disciplinary procedures, and grievance handling. The document ensures transparency and provides a framework for addressing possible disputes or conflicts. 4. Compensation and Benefits: One critical aspect of the CBA is the determination of faculty salaries, raises, and other forms of compensation. It outlines the salary scales, bonuses, and incentives based on academic rank, years of experience, and other relevant factors. Moreover, the agreement addresses employee benefits, including health insurance coverage, retirement plans, sick leave, vacation days, parental leave, and professional development opportunities. 5. Workload and Class Assignments: The CBA establishes guidelines for determining faculty workload, including the number of courses to be taught, research and service expectations, and office hours. It also addresses the assignment of teaching duties, class sizes, and the process for faculty involvement in curriculum development. Types of North Carolina CBA: 1. Public University Collective Bargaining Agreement: This CBA applies to faculty members working within the public university system in North Carolina, encompassing institutions such as the University of North Carolina system and its constituent universities. 2. Private University Collective Bargaining Agreement: Private universities in North Carolina may have separate CBA that govern their faculty employment. These agreements will adhere to state labor laws while accommodating the unique characteristics and needs of private academic institutions. Conclusion: The North Carolina Collective Bargaining Agreement between universities and faculty unions establishes a framework to protect the rights and interests of faculty members. It outlines employment terms, compensation, benefits, and working conditions, ensuring fair treatment and maintaining a harmonious relationship between faculty and university administration. Different types of CBA sexist, reflecting the diversity of universities in North Carolina.
North Carolina Collective Bargaining Agreement Between University and Faculty Union
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The ban itself was established in the Jim Crow-era. It literally is the last holdover as far as laws are concerned. And NC is one of seven states that makes collective bargaining illegal.
Today, North Carolina, South Carolina, and Virginia are the only three states to have statutory prohibitions on collective bargaining of all public-sector employees.
A collective bargaining agreement (CBA) is a written legal contract between an employer and a union representing the employees. The CBA is the result of an extensive negotiation process between the parties regarding topics such as wages, hours, and terms and conditions of employment.
The main types of collective bargaining include composite bargaining, concessionary bargaining, distributive bargaining, integrative bargaining, and productivity bargaining.
Hibel: According to the American Association of University Professors, "21 percent of all universities have faculty unions. Among public universities, 35 percent of universities have unions." 4 Do these numbers surprise you?
State legislators in Idaho, Indiana, Michigan, Tennessee, and Wisconsin launched unprecedented initiatives substantially restricting or entirely prohibiting the collective bargaining rights of public-sector employees, including public-school teachers.
If the union and the employer do not reach an agreement They can: continue bargaining. put the employer's last offer to a vote, if the employer decides to initiate one. jointly agree to voluntary interest arbitration.
The collective agreement is considered ratified by the bargaining unit if a majority (50% +1) of those voting accept the terms of the tentative collective agreement.
Depending upon the terms of the collective bargaining agreement, even non-union members may be subject to fines from the union for certain activities. 24 Regardless, if a union negotiates a collective bargaining agreement for an entire workforce, both members and non-members benefit.
There is nothing in the Act which requires that collective bargaining agreements be submitted to the membership for ratification. Procedures concerning this matter would be controlled by the constitution and bylaws of the union involved.