Graduate employees have been organizing at the University of Illinois since the early 1970s when a group called the Assistants Union first [...]]]> The GEO has been organizing since the early 1990’s for democracy in the workplace, better education, increased stipends, better benefits, and other changes to make life as a Teaching, Research, or Graduate Assistant better.

Graduate employees have been organizing at the University of Illinois since the early 1970s when a group called the Assistants Union first worked to improve working conditions. In the late 1980s the Graduate Employees’ Organization got together to give voice to graduate assistant concerns over issues such as salaries, workload, and healthcare, as well as a perceived lack of campus parking. An early victory came when the GEO convinced the administration to delay payment of student fees until the first payday. Previously we had to pay by the regular deadline, which was often a financial strain for graduate employees. After initial success, this early GEO became inactive.

In the fall of 1993, a new crop of graduate employees began building an active organization with the goal of matching the achievements of unions at the Universities of Michigan and Wisconsin. A steering committee researched working conditions and benefits for grad employees at the U of I and at peer institutions. In the spring of 1994 the GEO successfully rallied grads against the administration’s plan to stop issuing staff ID cards to assistants. With the ID cards assistants were able to retain many benefits such as staff parking, access to the Illini Credit Union, and discounts as state of Illinois employees.

During the 1994-95 academic year, the GEO grew and changed significantly. A lively organizing committee helped increase membership. In the spring of 1995, the GEO conducted a survey of assistants which showed strong support for unionization, as well as confirming the desire for improvements in healthcare and a new grievance procedure. Also in the spring of 1995, after much research and discussion, GEO affiliated with the Illinois Federation of Teachers, joining over 70,000 Illinois educators in that organization. During the summer of 1995, along with other graduate employee unions in the American Federation of Teachers, we formed the Alliance of Graduate Employee Locals (AGEL).

In the fall of 1995, GEO members began a drive to gather signatures for a petition for a union election. The "card drive"–so named for the "authorization cards" we asked grads to sign as part of the petition — required the efforts of literally hundreds of GEO rank-and-file activists. Whether "talking union" with their co-workers, volunteering their Wednesday evenings to put out mass mailings, or standing on campus appealing to passing strangers ("Are you a grad assistant?"), member-organizers from every department made success a reality.

Of course, the administration helped out, too, by announcing plans to radically restructure the tuition waiver program and to end guaranteed full tuition waivers for future graduate employees. The crisis showed the usefulness of organization: the GEO was able to inform grad assistants about the changes, funnel their concerns to the administration, and build a coalition of graduate groups to oppose the changes. We also discovered the limits of our present organization. We got the administration to drop the most outrageous elements of their plan, but without a contract we could do nothing to stop most of the changes. A similar situation occurred with respect to healthcare. The GEO helped to secure improvements in healthcare and dental benefits, but these real changes in the benefits were minimal, and came from our raise pool. With these lessons in mind, graduate assistants signed on to the union effort in increasing numbers.

By April of 1996 3,226 graduate assistants had signed cards in support of the GEO’s call for a union election. The GEO filed these cards as a petition with the Illinois Educational Labor Relations Board (IELRB) to request a union election. Instead of agreeing to an election, the administration chose to fight us in court arguing that graduate employees are students and therefore not covered by the Labor Act.

While the legal case wound its way slowly through hearings before an administrative law judge and later the full IELRB, graduate employees mobilized to demonstrate their desire for a union. In the spring of 1997, graduate employees chose GEO as their union representative with 64% of the vote. The election was overseen by a local group of ministers and lay workers. The university administration refused to recognize the results of that election, and rebuffed repeated efforts to engage them in dialogue during the fall of 1997.

Then in February of 1998 the GEO received the bad news that two of the three members of the Labor Board ruled that while student status did not constitute an explicit exclusion from the act, the work of graduate employees was so deeply intertwined with their education that their jobs were primarily educational. The dissenting opinion in that case argued that TAs and GAs are employees. The GEO immediately appealed the case to the Illinois Court of Appeals.

In April of 1998 the GEO held its first "Work-In," a massive event that brought over 400 graduate employees to the Henry Administration Building to teach classes, grade papers, and educate the public about the goals of the GEO. Over the course of the next year we worked on passing legislation affirming graduate employees’ collective bargaining rights and in March of 1999 our bill passed the lower house of the General Assembly with bipartisan support. Due to the lobbying of the university administration the bill was buried in the Senate Rules Committee and never came to a vote.

By that point, the GEO had pursued every established channel to win the right to represent ourselves. We were totally shut out of university decision-making. Repeated efforts to engage the administration in dialogue failed. Our members had even been denied the chance to sit on university committees dealing with employment issues and benefits.

But the tide was already turning in our direction. Two major legal decisions in the National Labor Relations Board cleared the way for student employees in the private sector to unionize. These cases didn?t necessarily set precedent for Illinois, but they didn?t hurt either. Meanwhile, the demise of House Bill 1208 sparked a new round of activism by graduate employees and more statements of support from the community.

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In early March a student referendum (sponsored by the Illinois Student Government) in support of graduate employees’ right to union representation passed by a 77% margin. At the end of March, 55 graduate employees and supporters (including clergy, union members, and student government leaders) held a 20-hour sit-in at the Board of Trustees office to draw public attention to the administration’s policy of non-recognition. Outside of the sit-in 200 supporters held rally in the afternoon, while about 50 braved the cold night air to stand in support of the action. Ten days later we held our largest-ever membership meeting.

On June 30, 2000 the Illinois Court of Appeals, in a unanimous decision, overturned the IELRB’s decision to deny graduate employees the right to choose union recognition. Calling the Labor Board’s decision "clearly erroneous" and based on an "overly simplistic interpretation" of Illinois educational labor law, the Court sent the case back to the Board for reconsideration. They must now allow "those individuals whose assistantships are not significantly connected to their status as students … the same statutory right to organize as other educational employees." This decision opens the door for what graduate employees have wanted for so long — to exercise their democratic right to choose the GEO as their representative.

This decision was reaffirmed by the Illinois Supreme Court on October 4, 2000 when they rejected the university administration’s appeal. We are now gearing up for an election where graduate employees will have the chance to vote for the GEO and begin negotiations with the administration for a contract.

The Illinois Educational Labor Relations Board (IELRB) approved preliminary guidelines for who will be allowed to vote in an upcoming union election for graduate employees at the University of Illinois. Their decision excluded virtually all of the Teaching, Research, and Graduate Assistants on the Urbana-Champaign campus.

The IELRB’s decision denied the right to vote in a union election to all graduate students employed as teachers or researchers, as well as those assistants whose employment duties overlap with their academic “discipline”–a category suggested by the University of Illinois administration. Of the U of I’s approximately 5,200 grad employees, some 95% would be denied the ability to vote in a union election.

In response to the IELRB decision, the GEO membership voted to hold a two-day work stoppage in the Fall of 2001. On November 28th and 29th, over 350 graduate employees in Gregory Hall, Lincoln Hall, English Building, Davenport Hall, and the Foreign Languages Building walked off the job. 70% of TAs in the target buildings took part, and 8-10,000 students were affected each day. Hundreds of GEO members and supporters picketed, chanted, and sang in the cold and rain on the Quad and around main administration buildings. The GEO was supported by a resolution in the Illinois House of Representatives, calling on the Administration to bargain with graduate employees. The GEO also had support from numerous groups throughout the community as well as the GEO at the University of Illinois’ Chicago campus, who occupied the UIC Chancellor’s office to show solidarity with our actions in Champaign-Urbana.

Despite the success of the work stoppage, the position of the UI Administration remained unchanged. Therefore, at the first membership meeting of 2002, GEO members authorized further actions, including work stoppages and the possibility of more other disruptive actions for later in the semester.

The GEO had already scheduled a three-day strike for the second week of April when on March 13, 2002 nearly 50 members and supporters of the GEO entered and occupied the Swanlund Administration Building. Beginning at 7:45 A.M. GEO members stood in all the entrances to prevent any University employees from entering the building. The building, which normally holds 100+ employees, was completely closed down by this action.

The action was timed to coincide with the arrival of the Board of Trustees to the Urbana-Champaign campus for a two-day meeting. GEO members were determined to stay until the administration agreed to begin negotiations with them over an out-of-court settlement to the now seven-year battle or until they were arrested. Bowing to the pressure of the sit-in and the upcoming walkout, University of Illinois officials reversed their long-standing policy of refusing to negotiate with the Graduate Employees’ Organization (GEO). Provost Herman, accompanied by Deputy University Legal Counsel Steve Veazie, conceded to a series of ongoing meetings with GEO representatives to determine which graduate employees would be eligible to vote in a union election and covered by a union contract. (Click here for the full text of the March 13 agreement.)

As a result of the March 13th agreement, the University agreed to a series of negotiations to determine the scope of the bargaining unit. The GEO bargaining team advocated that all graduate employees (RAs, TAs, and GAs) be included in bargaining unit. However, the University argued that most grad employees should be excluded from collective bargaining.
Weary of the University of Illinois? slow movement, graduate employees continued organizing toward a 3 day strike in mid-April. During the weeks up to the planned strike, the GEO notified the University that a report on negotiations would be given to the membership before graduate employees voted to continue with the plan to strike. After weeks of intense and lengthy negotiations, the University finally presented a revised proposal concerning bargaining unit membership. The day before the strike, the University agreed that almost all TAs and GAs be included in the bargaining unit. However, the University still did not agree that RAs have a right to collectively bargain.
At the membership meeting the day before the strike, GEO members greeted the University?s proposal with excitement. Many were disappointed by the University?s position concerning RAs, but in general members agreed that this proposal was an immense victory. After nearly seven weeks of negotiations, the GEO and the University came to an agreement on the composition of the bargaining unit.
Throughout the summer and fall of 2002, the GEO prepared for a union election. As part of the election drive, community organizations, churches, local labor unions, legislators and community leaders signed on to a letter to the University of Illinois asking that the University to remain neutral on the issue of whether employees should be represented collectively. The letter argued that union representation is a personal decision for employees and the letter specifically asked that the University of Illinois sign a pledge not to intimidate, harass or influence the union election.
After the University refused to sign the pledge, the GEO organized a “free and fair election rally” on the steps of the Swanlund Administration Building to publicly encourage the University to sign the pledge. The University continued its silence.
Having defined a large bargaining unit, the GEO urged the labor board to schedule the union election for Spring 2003. The GEO supported a spring election for two reasons: 1. A spring election would give TAs an adequate time to evaluate union representation and 2. TAs excluded from the bargaining unit in their 1st semester would be eligible to vote. This would have allowed Chemistry, Biological Sciences, German, and Psychology graduate employees to vote in the union election. The University disagreed and the labor board scheduled the election for the week before fall finals: December 3-4, 2002.
With only a month?s notice of the election date, the GEO initiated an intense organizing drive. Hundreds of graduate employees and labor volunteers talked with the over 2,500 TAs and GAs eligible to vote in the election. Despite the poor timing of the election, on December 3-4, 2002 over half of the eligible employees participated in the election. Graduate employees overwhelmingly voted for GEO to represent them at the bargaining table by a 3 to 1 margin (1188 to 347).

As a newly officially recognized union, the GEO elected an official bargaining team and voted on a bargaining platform in February, 2003. GEO members elected Rosemary Braun (RA in Physics) as chief negotiator and consciously elected RAs to demonstrate that the GEO advocates for all graduate employees regardless of employment status.

Rather than easing into initial negotiations, the GEO again had to fight for an inclusive and transparent process. The University fought for closed-door negotiation meetings and argued that RAs should not be allowed at the negotiating table. The GEO did not back down from its position that all employees have a right to attend and participate in meetings and the University finally conceded to open and inclusive meetings.

As negotiations proceeded throughout the spring and the fall, the GEO expanded its membership and developed a stronger organizing infrastructure. Physics and Computer Science tripled their membership and participation while historically strong departments developed stronger communication networks.
Over the summer in 2003, GEO negotiated a 3% raise for Fall 2003-2004, breaking a two-year wage freeze. Additionally, the University agreed to provide a dental and vision plan for graduate employees. These were major victories that set a strong precedent for future negotiations.

Over 2003-2004, the GEO and the University continued negotiations that set the groundwork for the GEO?s first contract . In August 2004, GEO members ratified the first contract by a 98% margin (610 YES 10 NO). The contract guaranteed 3% wage increases per year, elimination of the McKinley clinic fee, and a phased reduction of medical insurance premiums. In addition, the GEO successfully negotiated a series of employee protections, including a grievance procedure with 3rd-party binding arbitration, a non-discrimination clause, and Fair Share, which allows the union to more effectively bargain with the university and enforce the contract.
Over the course of 2004-2006, the GEO focused on streamlining the grievance process and advocating for better healthcare for grads and their dependents. As the first contract expired in August 2006, grads returned to the bargaining table hoping to focus on healthcare. Negotiations went slowly, but grads with the help of our fellow workers on campus put pressure on the University and by Spring 2007 the GEO ratified an improved contract for 2006-2008 with back-pay and a greater subsidy of graduate healthcare and wages.

In 2007-2008 the GEO focused on building membership and developing stronger relationships with community organizations and campus labor groups. In Fall 2007 we supported campus building and food service workers union SEIU in their negotiation for pay equity and greater worker protections. In Spring 2008 we hosted the Alliance of Graduate Employee Locals (AGEL) conference. Representatives from GEO-University of Michigan, TAA-University of Wisconsin, GTFF- University of Oregon, GAU-University of Florida and other graduate employee unions joined us to discuss national organizing strategies, how to build local coalitions, and developing membership.
Approaching Fall 2008 the GEO is preparing for the next contract cycle. The current contract expires in August 2009, but we hope to begin negotiations in the spring. Ultimately winning a strong third contract will require the support of all graduate employees. Volunteers are needed to visit grads in their offices, research healthcare issues, work with other graduate employee unions on international student visa reform and much more.
If you have questions about the GEO or want to know how you can get involved, please contact the GEO office at 344-8283 or at geo(AT)uigeo.org.
Stay Tuned!!!

TABLE OF CONTENTS

ARTICLE I PURPOSE ARTICLE II RECOGNITION ARTICLE III NONDISCRIMINATION STATEMENT ARTICLE IV APPOINTMENT TERMS ARTICLE V ORIENTATION AND TRAINING ARTICLE VI EVALUATIONS ARTICLE VII HOURS OF WORK ARTICLE VIII USE OF UNIVERSITY RESOURCES ARTICLE IX MANAGEMENT RIGHTS ARTICLE X EMPLOYEE RIGHTS ARTICLE XI EXPENSES ARTICLE XII DISTRIBUTION OF INFORMATION ARTICLE XIII PERSONNEL FILES ARTICLE XIV STIPENDS ARTICLE XV HEALTH CARE ARTICLE XVI DUES DEDUCTION AND FAIR [...]]]> (signed 3/26/07)

TABLE OF CONTENTS

ARTICLE I PURPOSE
ARTICLE II RECOGNITION
ARTICLE III NONDISCRIMINATION
STATEMENT
ARTICLE IV APPOINTMENT TERMS
ARTICLE V ORIENTATION AND TRAINING
ARTICLE VI EVALUATIONS
ARTICLE VII HOURS OF WORK
ARTICLE VIII USE OF UNIVERSITY
RESOURCES
ARTICLE IX MANAGEMENT RIGHTS
ARTICLE X EMPLOYEE RIGHTS
ARTICLE XI EXPENSES
ARTICLE XII DISTRIBUTION OF INFORMATION
ARTICLE XIII PERSONNEL FILES
ARTICLE XIV STIPENDS
ARTICLE XV HEALTH CARE
ARTICLE XVI DUES DEDUCTION AND
FAIR SHARE
ARTICLE XVII LEAVES AND HOLIDAYS
ARTICLE XVIII GRIEVANCE PROCEDURE
ARTICLE XIX HEALTH AND SAFETY
ARTICLE XX LABOR MANAGEMENT
MEETINGS AND CONSULTATION
ARTICLE XXI SCOPE OF THE AGREEMENT
ARTICLE XXII SAVINGS CLAUSE
ARTICLE XXIII NO STRIKE
ARTICLE XXIV DURATION
MEMO OF UNDERSTANDING: SPEAK TEST COMMITTEE

I. Purpose
It is the intent and purpose of this Agreement to promote sound and mutually
beneficial relationships between the University and the Union.

II. Recognition
Section 2.1. The University hereby recognizes the Graduate Employees Organization,
IFT/AFT, AFL-CIO (“Union”) as the exclusive representative for
wages, hours, terms and conditions of employment for all employees within
the bargaining unit as certified by the IELRB in Case No. 96-RC-0013-S (See
Appendix A – “Stipulations” dated April 29, 2002), as follows:

Included: assistants who are graduate students in good standing at the
University’s Urbana-Champaign campus and who have appointments
as either Teaching Assistants (except for the initial semester when teaching
is required by the departments listed below) or Graduate Assistants;
and either hold a total appointment between .25 FTE and .67 FTE, or who
receive a tuition and fee waiver from an assistantship appointment. Only
those hours/duties spent by a graduate employee in the satisfaction of
his/her included (TA or GA) appointment will be included in the bargaining
unit;
Excluded: Research Assistants (RA) and Pre-professional Graduate Assistants
(PGA) as defined in the attached stipulations referenced above. Teaching
Assistants in the following departments will be excluded from the bargaining
unit only for the first semester that they teach: Animal Biology; Biochemistry;
Cell and Structural Biology; Chemistry; Germanic Languages & Literature;
Microbiology; Plant Biology; and Psychology. Teaching Assistants or Graduate
Assistants who are supervisors, managerial employees, confidential employees,
or short-term employees as defined by the IELRA are excluded from the bargaining
unit; and all other employees.

Section 2.2. The Employer agrees not to negotiate with any other labor organization,
its agent, or any employee organization, or campus organization over wages,
hours, terms and conditions of employment, for all employees within the bargaining
unit. (Appendix A), unless specified otherwise elsewhere in this document.
This Agreement shall not be construed to prevent the University or any administrator
or faculty member from meeting with any University organization or group,
including student organizations, to hear their views on any matter. No changes
in any terms or conditions of employment that fall within the mandatory scope
of bargaining will be made as a result of any such meetings except by mutual
agreement of the University and GEO.

III. Nondiscrimination Statement
There will be no discrimination by either the Union or the University with respect to any assistant covered by this Agreement because of race, color, religion, sex, national origin, ancestry, age, marital status, disability, sexual orientation, including gender identity, unfavorable discharge from the military, or status as a protected veteran or a veteran of the Vietnam Area.

Each assistant may make his/her own personal decision with respect to the Union
or other employee organization membership, without intimidation or coercion.
There will be no discrimination against any assistant because of Union membership
or because the assistant is acting as a representative of the Union or its
members pursuant to the provisions of this Agreement.

Assistants are encouraged to resolve complaints of discrimination under this
Agreement under Policy and Procedures for Addressing Discrimination and Harassment
at the University of Illinois at Urbana-Champaign. Assistants retain the right
to resolve complaints of discrimination under the Grievance Procedure. An assistant
must choose whether a particular complaint will be resolved using the University
process or the Grievance Procedure within thirty (30) calendar days following
an occurrence on which the complaint is based.

IV. Appointment Terms
A. Eligibility for Assistantship Appointments
A TA or GA must be enrolled as a student and in good academic standing in a
graduate program at UIUC and meet other applicable requirements. Campus policy
does not require students who hold summer assistantships to be registered during
the summer if they were registered for the immediately preceding spring semester
or are registered for the immediately following fall semester. However, campus
policy permits individual departments to require their students who hold summer
assistantships to register for a specified minimum number of units during the
summer as part of the students’ academic programs. If an individual,
who has accepted a TA or GA appointment, fails to enroll, withdraws or otherwise
fails to maintain academic eligibility in a graduate program, the University
may, in its sole discretion, cancel the assistantship appointment. Cancellation
under this section shall not be subject to appeal under the Grievance Procedure.

B. Information about Assistantships

1. In order to make information available to graduate students about assistantship opportunities, the Graduate College maintains an Assistantship Clearing house website: http:/www.grad.uiuc.edu/clearinghouse/ This website may include (or provide a link to) the information stipulated in B.2.

2. Units employing or anticipating the employment of TAs or GAs are encouraged to maintain posted information about openings, such as information about the:

a. Name or location of an office where inquiries or applications may be made.

b. Types of TA or GA positions that typically are available.

c. Procedure(s) to apply for TA and GA positions, including (if applicable) deadlines for submission of application.

3. Units will allow applicants to submit, in writing, course placement preferences.

C. Required Documentation
All appointments are contingent upon the student’s compliance with documentation
requirements for employment. Currently these requirements include (for students
who have never held an assistantship or other appointment at the University,
or have not held an appointment in the last 90 days) completion of the I-9
and employee information forms as soon as possible after the offer of appointment
is made and, in every case, before the assistant performs any services associated
with the appointment.

D. Notice of Appointment
All newly appointed and re-appointed TAs and GAs shall be notified of their
appointment title, the major components of their assignments, stipend amount,
dates (duration) of service (including any mandatory or optional orientation
sessions), the supervising official in the department, and the full time equivalency
(FTE) of the appointment as soon as practicable, preferably at least sixty
(60) days before the start of the appointment or one month before the end of
the previous appointment. Such notification shall include a statement that
the position is subject to a collective bargaining agreement between the Board
of Trustees of the University of Illinois and the Graduate Employees Organization
covering wages, hours, terms and conditions of employment which may be found
at the following web address: : http://www.ahr.uiuc.edu/ or http://www.uigeo.org/ .
Additional information about tuition and fees applicable to all graduate students may be obtained from the following websites.
Office of Admissions and Records: http://www.oar.uiuc.edu/current/financial/grad_fees.html
Graduate College: http://www.grad.uiuc.edu/gradhandbook/index.asp
Tuition and fees waivers may vary between units and programs. Employing units are encouraged to explain their tuition and fee waiver policies as part of their websites and make information available to incoming students.

E. Acceptance
A student who has been offered a TA or GA appointment is required to confirm
acceptance to the department in writing (including electronic mail), within
the time period specified by the department. If an offer has been made to an
assistant for one or more specific periods in an academic year and the assistant
has accepted the offer and met the conditions of the offer and the position
is later unavailable, the University will notify the assistant of the reasons
for the appointment being unavailable and the assistant will be placed in an
appointment with equivalent compensation as the position originally offered
and accepted. Once accepted, terms of the appointment (e.g., stipend, percent-time,
dates of appointment) may not be changed except by mutual agreement between
the department and assistant or as otherwise provided for in this Agreement.
Assignments and duties may be changed at the discretion of the department,
with notice to the assistant.
Acceptance of an appointment requires the assistant to be present and available
to perform assigned duties during those dates. Failure to be present to perform
assigned duties may result in dismissal.

F. Duration of Appointments
An assistant shall be appointed for a specific period of not less than one
semester or for a special limited purpose. A "special limited purpose" appointment
is employment that covers unforeseen needs that arise during a semester that
may be for less than one semester. In all cases, employment ends at the expiration
of the specific period as specified in the appointment letter or when the special
limited purpose is completed.

G. Resignation/Release
Assistants must provide a minimum of fourteen (14) calendar days notice prior
to the effective date of resignation. A written release from the appointing
unit is required if an assistant wishes to resign after acceptance of an appointment
in order to accept another assistantship appointment.

H. Renewal of Appointments
TAs and GAs whose academic progress and service record have been determined
to be satisfactory are eligible for reappointment at the sole discretion of
the department, based on the past performance of the assistant, availability
of funds and the University’s determination of the need for services.
Departments are encouraged to communicate with assistants concerning plans or prospects for new assistantship appointments after the term of their current appointments end. However, a new appointment is not guaranteed unless and until the department issues to the student the notice of appointment described in Section IV D above. Departments have differing policies on the length of time students may hold
assistantships and sometimes limit the total number of semesters that an assistant
may serve. In accord with the University’s standard of excellence, TAs
and Gas must maintain a high standard of performance in their duties, as solely
determined by the appointing unit, in order for their assistantships to be
renewed.

I. Procedure for Unsatisfactory Performance
When assistantship performance is unsatisfactory, the assistantship duties
may be reduced and appointment fraction and pay may be reduced correspondingly,
or the assistant may be dismissed. In cases where assistantship performance
is unsatisfactory, the matter will first be discussed with the assistant prior
to any action being taken. An assistant shall be given two (2) business days
advance notice of such a discussion. An assistant shall be entitled to the
presence of a Union Representative at such a discussion if he/she has reasonable
grounds to believe that the results of the discussion may be used to support
disciplinary action against him/her and requests the Union representation.
If the University determines that the existing situation can be corrected by
the assistant and is of such a nature that correction is appropriate, the assistant
will be given not less than seven (7) calendar days from date of discussion
to make the correction. A written summary of such a discussion will be available
at the written request of the assistant provided the request is received within
two (2) business days of the discussion. The summary shall be provided within
two (2) business days of the request.

J. Dismissal
Dismissal is termination of an assistantship during a semester or other period
of appointment. The parties recognize the authority of the University to dismiss
or take other appropriate disciplinary action against an assistant for just
cause, which shall include but not be limited to the following reasons: failing
to attend mandatory orientation or other sessions; engaging in misconduct in
the performance of University duties or academic activities; neglecting or
refusing to perform assigned duties; demonstrating unsatisfactory performance;
violating University regulations or policies; violating University regulations
or policies related to discrimination and harassment; acting outside the appropriate
exercise of University responsibilities so as willfully to physically harm,
threaten physical harm to, harass or intimidate a visitor or a member of the
University community with the effect of interfering with that person’s
performance of University duties or academic activities; or damaging, destroying
or misappropriating property owned by the University or any property used in
connection with a University function or approved activity. Dismissal may result
from an accumulation of minor infractions as well as for a single serious infraction.
The assistant will be provided with written notice and an opportunity to respond
to the Unit Executive Officer prior to dismissal.

A supervisor alerted to the possibility of misconduct by an assistant shall
attempt to resolve the issue and clarify the facts directly with the assistant.
Discipline shall be issued in a private manner so as not to cause embarrassment
to the assistant. Discipline short of dismissal may be taken which may include
a Written Reprimand. A Written Reprimand shall state the facts supporting the
discipline and be in the form of an official, signed letter. The assistant
will be provided with an opportunity to respond to the supervisor and, if desired,
to the Unit Executive Officer. Discipline in the form of a Written Reprimand
is not required prior to seeking to dismiss an assistant.
If any discipline is taken against an assistant, the assistant will receive
a copy of the disciplinary action.
When an investigatory interview is appropriate, the University shall give the
assistant two (2) business days advance notice of its intent to hold an investigatory
interview. An assistant shall be entitled to the presence of a Union Representative
during any investigatory interview if he/she has reasonable grounds to believe
that the results of the interview may be used to support disciplinary action
against him/her and requests the Union representation.

K. Appeals
If a determination results in a dismissal or a reduction in fraction of employment
and pay during the term of appointment, a grievance may be submitted beginning
at Level 2 of the Grievance Procedure, provided the grievance is submitted
in writing within the fifteen (15) calendar days following notice of the dismissal
or reduction. In the event of arbitration, if the arbitrator does not find
for the University, the arbitrator may only make a finding of fact and award
pay but not reinstatement. Such pay shall not exceed an amount that the assistant
would have earned from the date of dismissal to the end of the term of appointment.

V. Orientation and Training
A. Campus and departmental responsibility
The campus and the units that appoint teaching and graduate assistants are
jointly responsible for providing appropriate orientation and continuing training
programs for the assistants they appoint. Appointing units are responsible
for defining the requirements and duties of TAs specific to their disciplines
and job duties for GAs. TA duties vary widely across campus and within departments,
ranging from classroom teaching and lab instruction to individual instruction
and grading. GA duties primarily support administrative functions and range
from clerical and technical duties to advising and outreach.

B. TA orientation or pre-service training
Mandatory orientation or pre-service training is provided to teaching assistants
prior to their first term of service as a TA. The campus-wide TA orientation
program covers topics such as the role of the teaching assistant, pedagogical
theory and practice, and diversity in the classroom. Departmental orientation
programs focus on discipline-specific content and teaching practices. Course-specific
information is provided by the instructors or directors of courses to which
TAs are assigned. New international TAs must also attend the International
TA Orientation offered by the Office of Instructional Resources.

C. TA continuing or in-service training
Appointing departments or course supervisors are required to explain to their
TAs the nature of the in-service training program in which they are required
to participate. Throughout their service as teaching assistants, TAs participate
in staff meetings with their faculty supervisors and other TAs assigned to
the same course. These meetings provide formal and informal opportunities to
address with peers and supervisors any problems and concerns, to clarify the
department’s and supervisor’s expectations for TAs, and to develop
the TAs’ skills as teachers. Through these meetings TAs may request more
information or individual attention to address subjects and skills where they
feel the need for improvement, and supervisors may identify areas that need
improvement and devise means of addressing these areas (e.g., additional discussions
of pedagogical strategies and techniques, micro-teaching, class visitation
to provide feedback about progress, visiting classes taught by other TAs to
observe their teaching).
For a classroom TA, an important component of training and development is direct
observation of the TA’s teaching by a faculty supervisor or other staff
member, often a more experienced TA. Such a class visitation is followed by
a meeting between the TA and the observer to discuss observations and suggest
improvements. The first visit to a TA’s class shall be scheduled at least
24 hours in advance. Subsequent visits may be scheduled or unscheduled.

D. GA training
The units that appoint graduate assistants are responsible for providing appropriate
training related to their assistantship duties.

E. Attendance
Attendance at mandatory orientation or training activities is required for
continuation of a teaching or graduate assistantship. In the event that mandatory
training begins before an assistant’s appointment term, the assistant
will be compensated at a rate proportional to the assistant’s stipend
for time spent in training only.

F. Oral English proficiency of international students
In order to qualify for appointment as a teaching assistant, all non-native
English speaking graduate students must first satisfy the English proficiency
admission requirements of the Graduate College and the appointing academic
unit. These requirements may be satisfied by earning a minimum required score
on the TSE test or on-campus by earning a minimum required score on the SPEAK
test. Final screening for oral English proficiency takes place during the all-campus
orientation for new international students. [Campus Administrative Manual,
section IX-C-8].
If a unit makes a written offer which is conditioned on the student satisfying
the oral English proficiency requirements for teaching established by the campus
and the appointing academic unit, then the offer must state that condition
as part of the terms of the appointment. If a unit makes a written offer of
a teaching assistantship to an assistant and does not state the condition of
satisfying the oral English proficiency requirements for teaching, and the
assistant accepts the offer in writing, but the assistant subsequently fails
to satisfy oral English requirements, then so long as the assistant has met
the other conditions of the offer, the unit must appoint the assistant to a
non-teaching position with equivalent compensation and duration as the position
originally offered and accepted. Such assistant will not be allowed to provide
instruction until a passing score on the SPEAK test has been achieved. All
such assistants who have not passed the SPEAK test will be required to participate
in an approved proficiency training program prior to retaking the SPEAK test.
Units may require such assistants to repeat the proficiency training program
and re-take the SPEAK test until a passing score is attained. The University
shall make approved, on-campus English language proficiency training programs
available at no cost to the assistant.

VI. Evaluations
A. Performance of TAs and GAs will normally be reviewed at least once during
the academic year or term of the appointment, whichever is greater.

B. Appointing units shall inform new TAs and GAs of their evaluation procedure
during orientation or at the beginning of the appointment and inform re-appointed TAs and GAs of the evaluation procedures upon beginning new assignments or when evaluation procedures are changed. Evaluations shall be based on the assistants’ performance of assistantship duties.

C. Evaluations of teaching may include input from sources such as: (1) student
evaluations of the teaching performance of a teaching assistant; (2) faculty
and staff review of the assistant’s performance; (3) scheduled and unscheduled
classroom observations; and, (4) self-review.

D. Supervising faculty are encouraged to informally discuss a TA’s performance
with the TA on an ongoing basis throughout the appointment period. The faculty
supervisor may provide a formal evaluation for the TA’s personnel file
in the department, in which case a copy must be provided to the assistant and
so noted on the evaluation.

E. Supervisors of a GA are also encouraged to informally discuss a GA’s
performance ‘
or the appointment period directly with the GA. The supervisor may provide
a formal evaluation for the GA’s personnel file in the department, in
which case a copy must be provided to the assistant and so noted on the evaluation.

F. An assistant may request that his/her supervisor observe the assistant’s work performance and/or provide a written evaluation. The supervisor will use his/her best efforts to conduct such observation and/or provide a written evaluation to the assistant (once per semester) within a reasonable period of time, normally thirty (30) days.

G. Assistants shall have the opportunity to comment in writing upon any written
evaluations provided by faculty and staff, including their department supervisors.
Such comments shall be placed in the assistant’s personnel record maintained
by the appointing unit. The evaluation material in the personnel record shall
be signed and dated by the author(s) and may be signed and dated by the assistant
indicating the assistant has received a copy of the evaluation. If an assistant
signs his or her evaluation, the assistant shall have the option to request
the following disclaimer: “Assistant’s signature confirms only
that the supervisor has discussed and given a copy to the Assistant and does
not indicate agreement or disagreement.”

VII. Hours of Work
A. Assistants’ hours of work are reflected in their percentage of appointment.
Such hours of work are separate and distinct from the time required for an
assistant’s own academic coursework.

B. It is understood that assistants in this bargaining unit are engaged in
professional activities of such a nature that the output produced, or the result
accomplished, cannot be precisely standardized or measured in relation to a
given period of time and that the time necessary to accomplish an assignment
may vary.

C. The appointment level (full time equivalency or FTE) shall be based on the
appointing department’s determination of the amount of time it should
normally take to perform the assigned duties including orientation and training.
It is expected that a .5 FTE assistant will devote an average of 20 hours per
week over the course of a full appointment period. Assistants appointed for
other FTE levels would be expected to perform work for a proportionately greater
or lesser average number of hours per week.

D. If an assistant reasonably believes that his/her duties routinely require
hours which will cumulatively exceed the hours of effort required by the appointment
percentage over the full term, he/she must raise the matter within 5 calendar
days from the point the assistant deems the cumulative workload to be excessive
with his/her department supervisor. Upon meeting with the assistant, if the
department supervisor concludes that the assistant is working excessive hours
based on his/her assigned FTE, the supervisor may suggest with the assistant’s
cooperation, that the assistant meet with and be mentored by more experienced
assistants or other academic staff members in order to develop strategies for
completing the assigned duties at a high level of quality in time contemplated
by the assistant’s FTE appointment. Further, the supervisor may determine:
(1) that certain duties be reduced and/or reassigned to others; (2) the assistant’s
FTE be increased; or (3) the assistant’s FTE be reduced with the consent
of the assistant; and/or (4) that the assistant be reassigned to a different
position.

E. An assistant may appeal the department supervisor’s final determination
in writing to the Unit Executive Officer (UEO) within five (5) calendar days of
the determination. The UEO will review the department supervisor’s determination
and issue a letter to the assistant either agreeing with, modifying or reversing
the determination within five (5) calendar days of the appeal.

VIII. Use of University Resources
An assistant may not utilize University of Illinois’ course materials,
curricula, facilities, resources, or other materials in non-University activities.

IX. Management Rights
A. Except as specifically abridged by this Agreement, all powers, rights, and
authority of the University are reserved by the University, and the University
retains sole and exclusive control over any and all matters in the operation,
management and administration of the University, the control of its properties
and the maintenance of order and efficiency of the workforce, and complete
authority to exercise those rights and powers by making and implementing
decisions with respect to those rights and powers. Such rights and powers
include, but are not limited to, the exclusive right and power
(1) to determine the mission of the University, the organizational structure,
and the methods and means necessary to fulfill that mission, including the
transfer, alteration, curtailment or discontinuance of any services;
(2) to adopt and amend budgets and make budgetary allocations or reallocations
affecting the University as a whole or any of its departments or units;
(3) to establish qualifications, appoint, and determine the appointment fraction
and duration of employment upon appointment for all assistants, including whether
assistants will be re-appointed and, if so, the terms and conditions governing
such reappointment;
(4) to determine the number of assistants to be appointed or reappointed;
(5) to determine, assign, and schedule the type and kind of services and the
work to be performed by assistants or by others, including the job content
and the location of such services or work;
(6) to establish, modify, combine or eliminate job classifications within the
bargaining unit;
(7) to determine the number, location, or relocation of facilities, buildings
and rooms, and ancillary facilities such as parking lots, including the policies
governing the use of such buildings, rooms or facilities;
(8) to discipline, suspend, or discharge assistants for just cause;
(9) to supervise, train, and evaluate assistants;
(10) to determine materials and equipment to be utilized by assistants and
the methods and means by which work shall be performed and services provided;
(11) to establish quality and performance standards rules for assistants;
(12) to adopt and enforce policies, rules and regulations, including rules
and regulations governing tuition waivers and the work, training, and conduct
of assistants;
(13) to utilize personnel, methods, and means in the most appropriate and efficient
manner possible as determined by the University; and
(14) to perform all other functions inherent in the administration, management,
and control of the University.
B. It is further agreed, except as abridged by the specific terms of this Agreement,
that the University retains sole and exclusive control:
(1) to make all academic judgments concerning: (a) courses, curriculum, and
instruction; (b) the content of courses, instructional materials, the nature
and form of assignments required including examinations and other work; (c)
methods of instruction; (d) class size; and (e) grading policies and practices.
(2) the right to determine all academic policies, procedures, rules and regulations
in regard to assistants’ status as students, including, but not limited
to, all questions of academic standing, intellectual integrity, and any matter
relating to academic progress in a University educational program; and,
(3) to make academic evaluations and determinations of assistants’ progress
as students, including the fulfillment of degree requirements.
C. Nothing contained in this description of Employer’s rights waives
the Union’s right to collectively bargain mandatory subjects of bargaining
not covered by this

Agreement. X. Employee Rights
A. An employee’s department or unit shall make arrangements for the employee’s
access to his/her office, lab, studio or similar work place and to the building
containing that work place.

B. Each department or unit shall make available a designated mailbox for employees
to receive mail.

C. A department or unit will provide telephone access and suitable workspace,
as necessary for the fulfillment of the employee’s work obligations

D. A department or unit will provide access to supplies and equipment as necessary
to fulfill the assistant’s work obligation without cost to the assistant.

E. The University shall make a good faith effort to make accommodations for
international assistants experiencing difficulties acquiring the documentation
necessary for employment. This shall include the use of temporary control numbers
or other means to process the employment information of international employees,
and may include an offer of deferred employment

XI. Expenses
A. Travel
When assistants are required by their appointing units to travel in relations
to their TA or GA duties, the University will reimburse the assistants for
such travel. The University’s Business and Financial Policies and Procedures
provides complete guidelines for these reimbursements. Travel for University-related
business should be conducted as economically as possible within the assistant’s
constraints of time and convenience.

B. Laboratory Equipment
Assistants shall not be expected to pay for laboratory equipment necessary
for the fulfillment of work-related duties. Nor shall assistants be expected
to pay for laboratory equipment that is broken or damaged in the execution
of approved or authorized work-related duties.

C. Immunizations and Certifications
If a department determines that an immunization or certification is required
for an assistant to perform the functions of an appointment, the department
shall pay for such immunization or certification. Nothing in this section is
intended to apply to any immunization or certification required for immigration
purposes, as part of the admissions process, or to obtain a professional license

XII. Distribution of Information
A. The University shall notify all new assistants hired to work in the categories
covered by this contract that the Union is the exclusive representative for
all employees described in Article II.

B. The University will notify the Union of the name, Net I.D., local address
and phone number, department of employment, job classification, appointment
title, percentage assistantship, stipend, office address and telephone number,
and email address in electronic format of all new appointments in the classifications
covered by this contract within five (5) working days after the first pay date
in each semester. An update in the same format shall be given to the Union
on a monthly basis thereafter.

C. The Union shall have the right to utilize campus mail under University policy.

D. The Union shall furnish the University with a full list of elected officers
within five working days of the first payroll. An update on any changes shall
be given to the University on a semester basis thereafter.

E. The Union shall not redisclose an assistant’s personal information
obtained from the University to any other party without the prior written consent
of the assistant.

XIII. Personnel Files
A. The University’s Campus Academic Human Resources Office maintains
the official personnel file for covered assistants. The University may maintain
other official personnel files.

B. Assistants will be permitted to review their official personnel file(s)
pursuant to provisions of the Illinois Employee Access to Records Act (820
ILCS 40/1 et seq.) All files shall be open, accessible, and available for an
assistant’s review, except for records which are not required to be produced
under this Act, within seven (7) days of such request. If authorized by an
assistant in writing, the Union may also review the official personnel file(s)
pursuant to relevant provisions of this Act. Requests by assistants or their
designated representative for copies of personnel files will be honored at
a cost not to exceed the actual cost of duplication.

C. Neither the files nor any of their contents shall be copied or otherwise
made known to any person outside the University without the assistant’s
written permission or as otherwise allowed by law. Unless a release of a file
is ordered to a party in a legal action or arbitration, disciplinary reports
or other records of disciplinary action which are more than four (4) years
old shall not be disclosed.

D. Assistants may dispute information in the file(s) and if unable to reach
an agreement with the University on correcting or removing that information,
may submit a statement to be attached to the disputed material as long as it
is part of the file(s).

E. Personnel record information which was not included in the personnel record(s)
but should have been as required by Act shall not be used by the University
in a grievance or arbitration proceeding. However, personnel record information
which, in the opinion of the grievance hearing officer or an arbitrator, was
not intentionally excluded from the personnel record(s) may be used by the
University in the proceeding if the assistant agrees or has been given a reasonable
time to review the information. Material which should have been included in
the personnel record(s) shall be used at the request of the assistant.

F. Records relating to the grievance process, such as appeals, responses, and
settlement documents, shall be maintained separately from the TA or GA personnel
file(s).

XIV. Stipends
Effective August 16, 2006 through August 15, 2007, assistants will be paid no less than the campus minima for assistants (which is $12,586/year for a 50% appointment on a 9 month service basis). Also, the minimum percent increase for continuing assistants (who held an assistantship appointment during 2005-06) will be 3% (three percent) over their 2005-06 stipend rate (based on a 50% 9 month service basis). Pay shall be awarded retroactively for this academic year.

Effective Year 2 (academic year 2007-2008), assistants will be paid no less than $13,002 or the campus minima for assistants, whichever is greater. Also, the minimum percent increase for continuing assistants (who held an assistantship appointment during 2006-7) will be 3% (over their 2006-07 stipend rate based on a 50% 9 month service basis), or the campus salary program for non-represented graduate assistants, whichever is greater.
Effective Year 3 (academic year 2008-2009), assistants will be paid no less than $13,430 or the campus minima for assistants, whichever is greater. Also the minimum percent increase for continuing assistants (who held an assistantship appointment during 2007-08) will be 2.75 % over their 2007-08 stipend rate (based on a 50% 9 month service basis), or the campus salary program for non-represented graduate assistants, whichever is greater.
Appointments of different duration or percentage shall be figured proportionally.
The parties agree that the assistant’s appointing unit may pay above
the minimum stipend and minimum percent increment for continuing assistant
appointments, and that this amount may vary from unit to unit.

XV. Health Care
1. All Assistants covered by this agreement are eligible for health care benefits
described below:
a. Coverage through McKinley Health Center and Counseling Center:
Assistants shall have access to the McKinley Health Center and Counseling Center.
The University will pay 100% of the student Health Service fee.

Assistants may purchase coverage for spouses and same-sex domestic partners
in accordance with the applicable rules and regulations governing such coverage.

b. Health Insurance:
Assistants are eligible for coverage under the University’s Graduate
Student Health Insurance plan. Assistants must pay their share of the Student
Health Insurance Fee or document that they have other health insurance coverage
equivalent to the University plan. The University will contribute $100 per semester (fall, spring, summer) towards the Student Health Insurance fee for any assistant holding an assistantship who chooses to be covered by the University plan, and the assistant will pay the balance of the cost. Assistants may purchase coverage for spouses, same-sex domestic partners, and dependants, in accordance with the applicable rules and regulations governing such coverage. Information about coverage may be obtained from the student insurance office.
Effective August 16, 2007, the University’s contribution to the Student Health Insurance fee shall increase to $130 per semester (fall, spring, summer) or 50% of the Student Health Insurance Fee (whichever is greater) for any assistant holding an assistantship who chooses to be covered by the University plan, and the assistant will pay the balance of the cost.
Effective August 16, 2008, the University’s contribution to the Student Health Insurance fee shall increase to $140 per semester (fall, spring, summer) or 50% of the Student Health Insurance Fee (whichever is greater) for any assistant holding an assistantship who chooses to be covered by the University plan, and the assistant will pay the balance of the cost.
Assistants may purchase coverage for spouses, same-sex domestic partners, and
dependents in accordance with the applicable rules and regulations governing
such coverage.

c. Vision Insurance
Costs of the vision program for assistants will be borne by the University
and will be paid in accordance with the program’s provisions.
Assistants may purchase vision coverage for spouses, same-sex domestic partners,
and dependents in accordance with the applicable rules and regulations governing
such coverage.

d. Dental Insurance:
Costs of the dental insurance program for assistants will be borne by the University
and will be paid in accordance with the program’s provisions.
1. Assistants may purchase dental coverage for spouses, same-sex domestic partners,
and dependents in accordance with the applicable rules and regulations governing
such coverage.
2. During the term of this agreement, the University has the sole discretion
to alter the
terms of health coverage including but not limited to coverage, carriers, or
other program provisions so long as such alteration does not conflict with
a provision of this Agreement. If the cost to an assistant to purchase Student
Health Insurance for the assistant increases more than 15% in any given academic
year, then either party may request to reopen negotiations on Section 1b. above
only.
3. The Union shall designate two (2) assistants to meet with University officials
responsible for campus health services at least annually for the purpose of
providing input and recommendations to the University with respect to the University’s
student health insurance program. The Union and the University are committed
to working to improve health care benefits available to assistants at the University.

Article XVI. Dues Deduction and Fair Share

Section 16.1. Upon receipt of a written and signed authorization card the Employer
shall deduct the amount of Union dues certified by the Union and/or other authorized
deductions set forth in such card and any authorized increase therein, and
shall remit to the Union at the address designated by the Union. The Union
shall notify the Employer of any increase in dues at least 30 calendar days
before the effective date of the increase.

Section 16.2. Fair Share.
Section 16.2 (a). It is recognized that the negotiation and administration
of this Agreement results in expenses which are appropriately shared by all
employees. To this end, if an employee does not join the Union within thirty
(30) days of commencement of his/her duties, or the effective date of this
Agreement, whichever is later, and the employee does not execute an authorization
for the deduction of Fair Share, the Employer shall deduct the fair share fee
in monthly payments as certified by the Union from the regular salary check
of the employee. Such fee shall be paid to the Union by the Employer no later
than 10 days following deduction, or as soon thereafter as practicable.

Section 16.2 (b). The parties expressly recognize the rights of nonmembers
based upon their bona fide religious tenets or teachings of a church or religious
body as provided for in Section 11 of the Illinois Education Labor Relations
Act.

Section 16.2 (c). In the event of any legal action against the Employer brought
in a court or administrative agency because of its compliance with this Article,
the Union agrees to defend such action, at its own expense and through its
own counsel, provided:
1. The Employer notifies the Union promptly, in writing, and permits the Union
to intervene as a party if it so desires.
2. The Employer gives full and complete cooperation to the Union and its counsel
in securing and giving evidence, obtaining witnesses and making relevant information
available at both trial and all appellate levels.

Section 16.2 (d). The Union shall indemnify and hold harmless the Employer,
its members, officers, agents and employees from and against any and all claims,
demands, actions, complaints, suits, or other forms of liability that shall
arise out of, or by reason of, action taken by the Employer for the purposes
of complying with the above provisions of this Article, or in reliance of any
list, notice, certification, affidavit, or assignment furnished under any of
such provisions.

Section 16.2 (e). It is expressly understood that this hold harmless provision
will not apply to any claim, demand suit or other form of liability which may
arise as a result of willful misconduct by the Board.

XVII. Leaves and Holidays
A. Paid Leaves
Assistantships typically require services on a 9-month or semester-by-semester
basis (“E” service), and some assistants will have separate summer
appointments for part or all of the summer. Assistants on a 9-month or semester-by-semester
basis do not earn any vacation.
Assistants who are appointed on a 12-month basis (“Y” service)
are eligible for vacations of 24 work days each year at the percentage they
are appointed, with a maximum accumulation of 48 work days at the percentage
of their appointment. Vacation days are earned based on two days of vacation
for each month of service to a maximum accumulation of 48 work days. The scheduling
of vacation time is determined with the supervisor and may include time taken
during semester breaks, at the discretion of the employing department.

B. Sick Leave
Assistants are eligible for 13 noncumulative and noncompensable work days of
sick leave at the percentage of their appointment for each appointment year,
whether they are appointed on a nine-month or a twelve-month basis. Graduate
students appointed to one-semester assistantships earn 6.5 days of sick leave
at the percentage of their appointment.
Assistants must promptly notify the department head or supervisor so that arrangements
for coverage of duties can be made and the usage recorded. Assistants are subject
to University policies (contained in the Campus Administrative Manual) concerning
use of sick leave.

C. Parental Leave.
Eligible assistants are entitled to up to two weeks of parental leave without
loss of pay immediately following the birth of a child, or upon either the
initial placement or the legal adoption of a child under 18 years of age. Eligible
assistants are those who hold an active appointment at the time the parental
leave is taken. The requirement that academic staff members must have six months
of service to receive this benefit does not apply to graduate employees. Parental
leave will be counted as part of the twelve-week entitlement accorded by the
Family and Medical Leave Act (FMLA) for FMLA-eligible individuals and may be
used in conjunction with other paid or unpaid leaves for which the individual
is eligible.

D. Jury Duty
Assistants are eligible for leave of absence without loss of pay for the duration
of jury duty or for service as a witness in response to a subpoena which is
related to an assistant’s past or current duties, on the day or days
when the assistants would have otherwise been performing assistant duties.
An assistant may also retain funds paid in compensation for jury duty in keeping
with University policy.
An assistant summoned as a juror or as a subpoenaed witness related to their
past or current University duties shall immediately inform his/her supervisor
of the absence. Teaching assistants who are called for jury duty shall discuss
with their supervisor whether jury service will conflict with their teaching
obligation and if so, whether requesting a deferral from jury duty is appropriate.
An assistant who reports for jury duty and is dismissed shall resume his/her
normal duties as soon as possible.

E. Military Leave
Military leave shall be in accordance with applicable state and federal law,
and University policy.

F. Bereavement Leave.
Assistants are eligible to receive up to three days of paid leave to attend
the funeral, for travel, and bereavement time upon the death of an assistant’s
immediate family, same-sex domestic partner or household member, in-laws, grandchildren,
and/or grandparents; and one day of paid leave for a relative other than the
above, who is not a member of the assistant’s household.

G. Coverage Responsibility
If an assistant must be absent from work, it is the assistant’s responsibility
to follow established departmental policies and procedures. This may include
a responsibility to inform the assistant’s supervisor in advance of the absence,
to explain to the supervisor the reason for the absence, to secure the supervisor’s
approval of the absence, and to follow the employing unit’s policies concerning
arranging for substitutes to perform the assistant’s duties.

H. Personal Leave of Absence
An assistant may be granted an unpaid leave of absence during the term of his/her
appointment, upon request to and at the sole discretion of the Employer and
subject to such terms and conditions as the Employer may establish.

I. Holidays
Assistants shall receive holidays off without loss of pay in accordance with
the campus holiday schedule, which may be modified from time to time.

J. Family Medical Leave Act of 1993
In compliance with the Family and Medical Leave Act of 1993 (“FMLA”)
and applicable rules and regulations, the University may adopt policies to
implement the FMLA that are in accord with what is legally permissible under
the Act and the applicable rules and regulations.

XVIII. Grievance Procedure
A. Grievance Definition and Applicability
A grievance is a complaint filed by an assistant or group of assistants (grievant(s))
alleging a violation by the University pertaining to the grievant of a specific
provision or provisions of this Agreement.
Every assistant covered by this agreement shall have the right to present grievances
in accordance with these procedures, with or without representation. An officer
of the Union may also file a grievance on behalf of the Union pertaining to
the rights of the Union as specified in this Agreement.
Any individual assistant or group of assistants may at any time present grievances
to the University and have them adjusted without the representation of the
Union as long as the adjustment is not inconsistent with the terms of the collective
bargaining agreement then in effect and provided that the Union has been given
an opportunity to be present at such adjustment.
An assistant who participates in the grievance procedure shall not be subject
to discipline or reprisal because of such participation.
Meetings, conferences and hearings under this procedure shall be conducted
at a time and place which will afford a fair and reasonable opportunity for
all persons, including witnesses to attend and which respects the assistant’s
coverage responsibility under Article XVII, Section G.
All records of grievances will be kept separate from the official personnel
file maintained by the University’s campus Academic Human Resources Office.
The time limits specified in this procedure may be extended in any specific
instance by mutual agreement in writing. Any step of the grievance procedure
may be waived by mutual agreement in writing. A request for an extension of
time or waiver of a level within the Grievance Procedure shall be addressed
to the Associate Provost and Director of Academic Human Resources for the University
or to the Grievance Officer of the Union.

B. Time Limits
Failure to file a grievance within thirty (30) calendar days following an occurrence
on which the grievance is based shall constitute a waiver of the grievance.
In calculating calendar days under this grievance procedure, designated campus
holidays will be excluded. Failure to appeal a grievance from one level to
another within the time periods hereafter provided shall constitute a waiver
of the right to appeal a grievance. If the University fails to respond to a
grievance within the applicable time limit, the grievant may appeal the grievance
to the next level. By mutual agreement, the parties may extend in writing any
and all time limits.

C. Adjustment of Grievances
An effort shall first be made to adjust an alleged grievance informally between
the assistant (and his/her union steward, if so desired) and the immediate
supervisor.
1. Level 1. If the grievance is not resolved through informal discussion, the
grievant shall thirty (30) calendar days following an occurrence on which the
grievance is based to file a written grievance with the assistant’s Unit
Executive Officer or designee. The written grievance must contain the following
information in order to be considered eligible for processing: a specific description
of the dispute, the facts giving rise to the dispute, a listing of the article
and section violated, a statement as to how the article and section were violated,
the date(s) of the violation, and requested remedy. The Unit Executive Officer
(UEO), or designee from within the department, may meet with the grievant (and
his/her Union officer or designee, if so desired) and shall give a written
decision on the grievance to the grievant within fourteen (14) calendar days
after receipt of the written grievance or within fourteen (14) calendar days
of the meeting if one is held, whichever is later.
2. Level 2. In the event the grievance is not resolved in Level 1, the decision
rendered may be appealed to the Dean of the College in which the assistant
is appointed (or Executive Officer to whom the UEO reports), provided such
appeal is made in writing within fourteen (14) calendar days after receipt
of the decision in Level 1. If a grievance has been appealed, the Dean or designee
may meet to discuss the grievance. Within ten (10) calendar days after receipt
of the appeal or within ten (10) calendar days after the meeting, whichever
is later, the Dean or designee shall issue a decision to the Union and the
grievant(s).
3. Level 3. In the event the grievance is not resolved in Level 2, the decision
may be appealed to the Associate Provost and Director of Academic Human Resources,
or designee, provided such appeal is made in writing within fourteen (14) calendar
days after receipt of the decision in Level 2. If a grievance has been appealed
to Level 3, as described above, the Associate Provost or designee may meet
to hear the grievance. Within ten (10) calendar days after receipt of the appeal
or within ten (10) calendar days after the meeting, the Associate Provost or
designee shall issue a decision in writing to the parties involved.

D. Arbitration Procedure
1. Request. The Union may submit a grievance to arbitration provided written
notice of intent to arbitrate is delivered to the office of the Associate Provost
within twenty-one (21) calendar days following receipt of the decision in Level
3 of the grievance procedure. More than one grievance may be submitted to the
same arbitrator if both parties so agree in writing.
2. Selection of Arbitrator. Upon submission of a request for arbitration, the
parties may within ten (10) calendar days after the request to arbitrate, attempt
to agree upon an arbitrator. In the event the parties are unable to agree upon
the arbitrator within said ten (10) calendar day period, the parties shall
jointly request the Federal Mediation and Conciliation Services (FMCS) or American
Arbitration Association (AAA) to submit a panel of five (5) arbitrators, all
of whom are members of the National Academy of Arbitrators. Each party retains
the right to reject one panel in its entirety and request that a new panel
be submitted. Both the University and the Union shall have the right to strike
two (2) names from the panel. The party requesting arbitration shall strike
the first two names; the other party shall then strike two names. The person
remaining shall be the arbitrator. The parties shall promptly notify the arbitrator
of his/her selection.
3. Hearing. The grievance shall be heard by a single arbitrator and both parties
may be represented by such persons as they may designate, and the parties shall
have the right to a hearing at which time both parties will have the opportunity
to submit evidence, offer testimony, and make oral or written arguments relating
to the issues before the arbitrator.
4. Decision. The arbitrator so selected shall confer with the Employer and
Union representatives and hold hearings promptly and shall issue her/his decision
not later than thirty (30) calendar days from the date of the close of the
hearings or, if written briefs have not been waived, then from the date the
final statements and proofs on the issues are submitted to her/him. The arbitrator’s
decision shall be in writing and shall set forth her/his findings of fact,
reasoning and conclusions on the issues submitted. The arbitrator’s authority
shall be limited to determining whether the University has violated arbitrable
provisions of this contract. The arbitrator shall not have jurisdiction or
authority to add to, amend, modify, nullify, or ignore in any way the provisions
of this contract nor shall the arbitrator have the authority to review any
academic judgment. To the extent that the University’s action is based
upon academic judgment, the arbitrator shall have no authority or jurisdiction
to substitute his/her judgment for that of the University and its agents. The
decision of the arbitrator shall be submitted to the parties and, if it is
rendered in accordance with the provisions of this section, shall be final
and binding on the parties.
5. Expenses. The cost for the services of the arbitrator, including per diem
expenses, if any, and actual and necessary travel and subsistence expenses
shall be borne equally by the University and the Union. Any other expenses
incurred shall be paid by the party incurring the same.

Article XIX. Health and Safety
The University is committed to the safety and well being of its students, staff
and the public it serves. The administration, faculty, and staff have the responsibility
to promote health and safety in their environment and operations and shall
do so in accordance with any and all applicable federal and state laws. This
contract is subject to the University’s policies on health and safety
enumerated in Section V.(B) Environmental Health and Safety of the Campus Administrative
Manual, as they exist on the effective date of this Agreement, or as amended,
and are incorporated herein by reference.
Assistants shall report any unhealthy or hazardous work condition. The University
shall consult with the appropriate unit of the Division of Environmental Health
and Safety to review the situation, determine whether the work environment
is hazardous, and if so, attempt to resolve the matter.
Upon written request from the Union, the University shall provide a report
of the most recent Division of Environmental Health and Safety inspection for
specified University buildings in accordance with the Illinois Freedom of Information
Act, 5 ILCS 140/1 et seq.

Article XX. Labor Management Meetings and Consultation
Section 20.1. It is the joint intention of the Union and the Employer to meet
on a regular basis to promote a sound and mutually beneficial relationship.
Section 20.1 (a). The University and the Union shall each designate two members
to meet.
Section 20.1 (b). There shall be at least one (1) meeting each semester. Additional
meetings may be called by mutual agreement. A mutually agreeable place and
time will be established.

XXI. Scope of the Agreement
The University and the Union acknowledge that during the negotiations which
resulted in this Agreement each had the unlimited right and opportunity to
make demands and proposals with respect to any subject or matter not removed
by law from the area of collective bargaining, and that the understandings
and agreements arrived at by the parties after the exercise of that right and
opportunity are set forth in this Agreement. Therefore, the University and
Union, for the life of this Agreement, each voluntarily waives the right, and
agrees that the other shall not be obligated to bargain collectively with respect
to any subject or matter referred to or covered in this Agreement.
This Agreement represents the entire agreement between the University and the
Union. Any agreement(s) which supplement this Agreement shall not be binding
or effective for any purpose whatsoever unless reduced to writing and signed
by the University and the Union.
No past practice, course of conduct, or understanding prior to the date of
ratification which varies, waives, or modifies any of the express terms or
conditions contained herein shall be binding upon the parties hereto unless
made and executed in writing by the University and the Union.

XXII. Savings Clause
Should any part or provision of this Agreement be rendered or declared illegal
or invalid by operation of law or by decision of any tribunal of competent
jurisdiction or if compliance with or enforcement of any provision should be
restrained by such tribunal pending a final determination as to its validity,
the remaining part(s) or provision(s) of this Agreement shall not be affected
thereby. In the event any provision herein contained is so rendered invalid,
upon written request the University and the Union shall enter into collective
bargaining for the purpose of negotiating a mutually satisfactory replacement
for such provision.

XXIII. No Strike
There shall be no strike during the term of this Agreement. Neither the Union,
through its officers or representatives, nor any assistant covered by this
Agreement shall authorize, institute, participate in, aid or condone any
strike, work stoppage, slowdown, or any other concerted action against or
any concerted interference with the operations of the University. Any or
all assistants who violate the provisions of this Article may be subject
to disciplinary action, including dismissal under Article IV, Section I of
this Agreement. Nothing in this paragraph, however, shall be construed to
limit participation of individual assistants in an activity that is unrelated
to their assistantship duties.
If the Union, through its officials, fully performs its obligations as set
forth in this provision, the University agrees that it will not file or initiate
any action for damages against the Union or its officials.

XXIV. Duration
A. This Agreement is effective from August 16, 2006 through August 15, 2009.
This Agreement shall be automatically renewed from year to year thereafter
unless either party shall notify the other in writing at least sixty (60) days
prior to the Agreement’s expiration date that it desires to modify this
Agreement. In the event that such notice is given, negotiations shall be undertaken
without undue delay, in any event, no later than forty-five (45) days of such
written notice.

B. Once the notice called for in Section A above has been given, this Agreement
shall remain in full force and effect indefinitely throughout the negotiations
until a new Agreement has been entered into or until an impasse has been reached
pursuant to procedures of the IELRA.

C. The party giving notice of a desire to modify the contract as provided for
in Section A above shall commence negotiations by submitting a list of modifications
or changes desired. The party receiving said notice may propose additional
changes in the contract.

MEMO OF UNDERSTANDING
During the term of the 2006-09 agreement, the G.E.O. and the University shall each select two representatives that will form a committee to monitor test-taking conditions for English language proficiency exams such as the SPEAK. The committee will observe and document test-taking conditions, and work in mutual cooperation to ensure that test-taking conditions allow the assistant to do his or her best work. This committee will meet within two months of ratification of this agreement, and either party may request additional meetings at any time, so long as the requests are not excessive or unreasonable.

The Union agrees to drop its proposals on Article VII: Hours of Work.

]]> http://www.uigeo.org/2007/04/05/full-text-of-2006-2009-taga-contract/feed/ 0 http://www.uigeo.org/2006/12/18/geo-budget/ http://www.uigeo.org/2006/12/18/geo-budget/#comments Mon, 18 Dec 2006 20:14:20 +0000 staff http://new.uigeo.org/2006/12/18/geo-budget/ Why do we pay the IFT, AFT, and AFL-CIO? The GEO is part of the Illinois Federation of Teachers (IFT), the American Federation of Teachers (AFT), and the AFL-CIO. The money we pay to these organizations allows the GEO to utilize resources that are shared by all affiliated local unions. Examples of [...]]]> Explanation of the GEO Budget

Why do we pay the IFT, AFT, and AFL-CIO?
The GEO is part of the Illinois Federation of Teachers (IFT), the American Federation of Teachers (AFT), and the AFL-CIO. The money we pay to these organizations allows the GEO to utilize resources that are shared by all affiliated local unions. Examples of how our affiliates have helped include:

• Bargaining support: We have an IFT negotiations expert at every bargaining session with the UI administration. S/he helps train our bargaining team and provides valuable insight during the process.
• National Influence: Through the AFT, graduate unions are working with a coalition of other organizations to defend academic freedom and to promote shared governance on campuses across the country.
• Legal: The GEO has repeatedly used the IFT legal counsel to secure collective bargaining rights. Furthermore, IFT has filed unfair labor practices with the Labor Board on GEO’s behalf.
• Legal / Contract Enforcement: GEO has a legal obligation to represent all employees in grievances regardless of their membership status. All employees in the bargaining unit can file grievances, some of which may be heard in third party arbitration. Arbitration is an expensive process but it is a step we need to be prepared to take when necessary. As a member of the IFT Local Legal Trust, our arbitration costs are fully funded.
• Lobbying: The IFT helped to pass a bill through the state legislature to ensure collective bargaining rights for grad employees at public institutions in Illinois. The state AFL-CIO helped change state law to allow the spouse or dependent of international students/employees to obtain drivers licenses. This directly affects a number of GEO members.
• Recognition fight: The IFT supported the GEO through its decade-long struggle to unionize this campus. They provided us with vital financial, legal, and political resources. The IFT paid all legal fees when the GEO took its recognition suit to the Illinois State Supreme Court! The local AFL-CIO helped organize religious leaders in the community to pressure the UI to allow grad employees to choose union representation.
• Education: The AFT finances 2 conferences per year where grad unionists can come together and share bargaining and organizing resources.

Local Budget
There are many aspects to a thriving union. It is critical that we have the following:

• A qualified permanent staff that can help coordinate membership drives, keep in touch with stewards, help employees with grievances, and generally coordinate GEO activists.
• Contingency Fund: The GEO sets aside funds that may be required to handle unforeseen circumstances. A dispute with the University that led to a strike might bankrupt the GEO unless we keep money ready to meet the challenge.
• Organizing: A successful union must have a strong and active membership. The GEO is well known for its fun events, but these events are not just about having fun. They serve as important avenues for increasing our membership and getting out our message.
• Office: These funds provide for the day-to-day operations of the GEO. The GEO pays rent for offices in the University YMCA. In addition, there are the regular expenses of maintaining an office: phone lines, copy toner, Internet service, etc.
• Contract Bargaining: Clearly, bargaining is a central part of this year?s activities. Training and consulting specific to bargaining as well as materials needed for contract ratification will be covered with these funds.
• Training: Maintaining a dynamic and effective union requires leadership training as well as instruction on the specific tasks such as grievance handling, financial management and coalition-building.

The format is a series of common questions we’ve heard [...]]]> Many grads have been contacting the GEO office with concerns about their recent fee statements. This post is provided to help you understanding what’s going on with the recent issues related to grad employee pay, tuition waivers, health subsidies, family insurance premium increases, and hourly appointments.

The format is a series of common questions we’ve heard from grad employees and our response. If you have other questions or concerns beyond those raised here, contact your department steward or the GEO office (it is best to phone 344-8283 but you may also email geo@uigeo.org).
Q: What’s going on with the GEO contract?
A: In August, the GEO and the University of Illinois reached an agreement on the language of the contract. The contract provisions apply to graduate employees in the bargaining unit (most Teaching Assistants and Graduate Assistants); unfortunately, Research Assistants and Pre-Professional Graduate Assistants are not covered although they receive the pay raise and the insurance premium discount.
Moreover, the GEO is there to assist if you have problems with your job, working conditions, or paychecks. The contract also entitles you to many rights. For example, if you are asked to discuss your job with your employer, you are entitled to have a union representative attend as well to observe and, if necessary, protect your rights under the contract.
Q: Health fees: should I pay or not?
A: The University has informed the GEO that graduate employees do not need to pay the $178 McKinley Fee listed on billing statements. Additionally graduate employees will only have to pay $183 toward the semester health insurance premium (this is the result of the University’s $50 contribution to the premium cost). Therefore, if you are going to pay your fees this week, you may subtract $228 ($178 + $50) from the total amount IF these waivers have not already been applied.
If you have already paid your fees, the University has informed us that your account will be credited the amount of the overpayment. Additionally, the University has informed us that graduate employees should contact student accounts (studentaccounts@uiuc.edu) if they are assesed any unnecessary late fees.
Some employee accounts have already been updated online. Check your account at https://apps.uillinois.edu/selfservice/index.html for updates.
Q: I’ve heard that the current problems with payroll are related to the GEO’s contract. Is this true?
A: Absolutely not. Unfortunately, some employees at Student Accounts and Financial Aid have been blaming the current problems on the GEO. The real blame goes to the ill-designed new payroll software known as BANNER. BANNER-related problems, including charging tuition, McKinley clinic fees, or missing paychecks, are not connected to the contract. You do not have to pay any erroneous fees or late penalties related to those mistakes. The University has promised that these problems will be cleared up in time for the October pay statement. The University has asked that you email studentaccounts@uiuc.edu if you have been assessed false late fees.
Q: Because of payroll problems, I’m not getting the money I need. What do I do?
A: If you don’t receive your paycheck or a financial aid refund because of
a problem with BANNER, you are entitled to an emergency loan from financial aid, to a maximum of $1,000. While there is a $3 charge to process the loan, the University has told us that this will be taken off of your account if you contact Joe Creek in Student Accounts (3-5713 or jdcreek@uiuc.edu)
Q: I have a grad hourly appointment and recently received notice that my employment pushed my appointment level over 67%. Should I quit that job to save my tuition waiver? A: According to the University administration, for the purposes of tuition waivers, hourly appointments do not count towards the overall appointment percentage. If you have been told otherwise, contact your GEO steward or your department office. However, international students should keep in mind that federal regulations do still count hourly appointments towards your total hours worked! Contact the Office of International Student Affairs if you have any questions.
Q: I have dependent insurance coverage, and my rates just shot up. Is this because of the reductions to grad insurance premiums in the contract?
A: No. Dependent coverage increased by 15% this semester because Mega Life, the insurance carrier, started charging more. Unfortunately, this increase was then passed on to grads.
Q: I thought that the GEO had voted to charge dues and a fair share fee, but my pay statement shows no deduction / or only a $3 charge. What’s up?
A: The services that the GEO provides to members and non-members in the bargaining unit, including bargaining a contract, servicing grievances, and conducting outreach, require financial support from grad employees. Therefore, the GEO assesses a small amount (dues for members, representation fee for non members) to cover the cost of these services. At the last General Membership Meeting, GEO members voted to set dues at 2%. However, because of payroll problems related to BANNER, the University did not charge the fee in time for the Sept 16 paydate. At recent negotiations, the GEO and the University agreed to implement the dues/representation fee in October.

Contract Questions