The Oregon Collective Bargaining Agreement (CBA) is a legal binding contract between a university and its faculty union that outlines the terms and conditions of employment for faculty members. This agreement covers various aspects such as wages, benefits, work hours, workload, promotion and tenure, grievances, and other employment-related matters. In Oregon, there are different types of Collective Bargaining Agreements between universities and faculty unions, including: 1. Oregon Public Universities Faculty Union (OPUS) CBA: This is the primary CBA that governs faculty employment at the public universities in Oregon. It ensures fair and consistent treatment of faculty members across the state and establishes a framework for negotiations and dispute resolution. 2. Individual University Collective Bargaining Agreements: Each university within the Oregon public university system may have its own specific CBA with its faculty union. These agreements often contain provisions that are tailored to the unique needs and circumstances of a particular university. Some key components typically included in an Oregon CBA between a university and faculty union are: a) Compensation and Benefits: The CBA specifies salary structures, raises, and other forms of compensation such as bonuses, stipends, and sabbaticals. It also covers benefits like health insurance, retirement plans, and leave policies. b) Workload and Teaching Assignments: The agreement outlines guidelines for faculty workload, class sizes, teaching assignments, and course evaluations. It may also address issues related to research expectations and administrative duties. c) Promotion and Tenure: The CBA sets forth criteria, procedures, and timelines for faculty promotion and tenure evaluations. It ensures transparency and fairness in decisions regarding advancement in academic rank. d) Grievance Procedures: In the event of conflicts or disputes, the CBA establishes a formal grievance procedure for faculty members to address complaints related to their employment rights, working conditions, or alleged violations of the agreement. e) Professional Development: The CBA often includes provisions for ongoing faculty professional development opportunities, such as funding for conferences, workshops, and continuing education programs. f) Non-Discrimination and Equal Employment Opportunity: The agreement usually includes language reaffirming the institution's commitment to providing a diverse and inclusive workplace, free from discrimination, and ensuring equal employment opportunities for all faculty members. It is essential to note that specific provisions within the Collective Bargaining Agreement can vary depending on the university, faculty union, and bargaining history. Faculty members and university administrators regularly negotiate and update the CBA to reflect evolving needs and priorities of both parties.
Oregon Collective Bargaining Agreement Between University and Faculty Union
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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.
A collective agreement is a written contract between the employer and a union that outlines many of the terms and conditions of employment for employees in a bargaining unit. The terms and conditions are reached through collective bargaining between the employer and the union.
CBAs commonly set forth provisions regarding wages, vacation time, working hours and conditions, and employee benefits. These provisions are enforced by the labor union to ensure that employees are treated fairly.
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.
Those subjects include items like wages, overtime, bonuses, grievance procedures, safety and work practices, and seniority, as well as procedures for discharge, layoff, recall, or discipline.
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.
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.
There are three categories of subjects that are established under the National Labor Relations Act. They are: mandatory; permissive or voluntary; and, illegal subjects. Mandatory subjects are those that directly impact wages, hours or working conditions (or terms and conditions of employment).