The arbitration provisions of collective bargaining agreements at unionized colleges and universities were analyzed for a sample of about 89,000 unionized faculty. The following 11 elements were analyzed with respect to frequency in collective agreements and assorted other contractual conditions: (1) time limits for submission of grievances; (2)…

The grievance procedure in higher education and the problem of conflict resolution are approached from a multi-dimensional standpoint. Collective bargaining is presented as both an exacerbator of the litigious nature of college and university relations and as a formal vehicle for conflict resolution within academe. The need for extra-contractual…

Approximately 200 book and periodical references on collective bargaining in higher education are cited in this bibliography compiled from the resources available to the California Polytechnic State University Library at San Luis Obispo. Covering the period from the late 1960s to the present, the books are arranged in one alphabet. Among the…

Many people in our society turn to courts for the resolution of every problem. By delegating to judges the authority to declare our legal rights we diminish our individual and collective liberties. This trend of legalism can have important consequences for school administrators. Rather than resist or evade the law, school officials can obviate…

The problems brought to the Ombudsman Office at the University of Tennessee, Knoxville, are considered. Many of the questions brought to the Ombudsman Office concern grades and grading practices, but nonacademic problems are also questioned. Many of the problems are the result of misinformation having been given to the student. Patronizing or rude…

This report contains four papers presented at conferences jointly sponsored by trade unionists and members of the academic community. As explained in the introduction by Michael E. Gordon, the papers focus on grievance procedures, examining both recent research on the topic and its implications for organized labor. The following papers are…

With adequate preparation, effort, and commitment, the school system's collective bargaining process can become an opportunity for management and employee organizations to resolve significant concerns. This paper recommends nine steps for a pragmatic approach to negotiations. (1) Prepare: Preparation includes reviewing the current collective…

Questions and issues critical to an understanding of arbitration in higher education are discussed. Aspects of the academic arbitration model are defined. The following four topics are examined: (1) the procedural similarities and differences between academic arbitration and the industrial model; (2) the possible inherent conflict between academic…

This document describes legal requirements that pertain to the dismissal or demotion of career status employees in the North Carolina Department of Public Instruction. The interpretive analysis section notes that the employer may terminate the employment only for specified reasons and by stated procedures. The grounds for dismissal or demotion…

Educators need to be aware of sex discrimination in their schools and of the legislation that prohibits it, because it entails costs, liabilities, impact, and responsibilities for every educator. The obvious and direct costs are attorney fees, awarded damages, and settlement costs. Other, less obvious costs are unfavorable publicity, erosion of a…

This document examines the legal requirements for the reduction in force (RIF) of North Carolina Department of Public Instruction employees, with a focus on certified (instructional) staff. A question-and-answer section discusses areas of concern to administrators about the reduction-in-force process. North Carolina State law relating to the RIF…

A data processing program that can be used as a research and collective bargaining aid for colleges is briefly described and the fields of the system are outlined. The system, known as BRAIN (Baruch Retrieval of Automated Information for Negotiations), is designed primarily as an instrument for quantitative and qualitative analysis. BRAIN consists…

This document presents a review of what higher education agreements say about dues checkoff and union security. This study involved review of contracts negotiated by affiliates of the three national organizations, the American Association of University Professors (AAUP), the American Federation of Teachers (AFT), and the National Education…

Job concerns and characteristics of part-time faculty and interests concerning union representation, arbitration on a nonunionized campus and a view of campus negotiators are addressed in this newsletter issue. The issue of protection of part-timers by their union is examined, and adjunct faculty are categorized as follows: the semi-retired, those…

The contracts at four-year colleges with a 10-year history of collective bargaining from 1975 to 1985 were analyzed to determine whether the contracts negotiated in 1975 differed from those negotiated in 1985 in the following areas: appointment, promotion, tenure, termination for cause, retrenchment, class size, number of preparations, schedule of…