Rutgers Union Agreements

The interim agreement has yet to be ratified by union membership and the joint work program is subject to approval by the State of New Jersey. 2. The university or the AAUP-AFT may not be discriminated against or harassed against a member of the bargaining unit on the basis of race, profession of faith, skin colour; Sex, religion, national origin, ancestry, marital status, family status, family status, age, autism spectrum disorder, disability or atypical hereditary ownership of cell or blood, genetic information, refusal of a genetic examination, veteran status, affectionate or sexual orientation, gender identity or expression, membership or non-membership of the AAUP or other status. According to a statement by union leaders, the agreement is not yet official until Friday evening and awaits the ratification of union membership and the joint work programme still requires state approval. In accordance with current practice, AAUP-AFT has the right to use the university`s e-mail system to communicate with its bargaining units on collective bargaining, collective agreement management, complaints review, other workplace complaints and issues, and internal union matters related to union management or affairs. The jobs of 450 maintenance, detention and security workers at Rutgers University, who have been threatened by COVID-19`s planned budget cuts, are likely to be spared a tentative agreement between a union representing workers and the school. A Category 2 complaint is a complaint that claims: a.) a violation, misinterpretation or misapsurance of the terms of this agreement that involve a non-binding object of negotiation; or b.) resulted in misrepresentation, misapplication or violation of academic guidelines, agreements or administrative decisions that directly and directly affect the work and well-being of the unit`s members. The Coalition of Rutgers Unions, an ad hoc group of unions representing some 20,000 Rutgers workers, welcomed the agreement. However, in a press release provided to TAPinto New Brunswick, the coalition still hopes to save hundreds of part-time lecturer positions. Membership: both unions are working to better organize their members. There is currently a contract between the two organizations to assist AAUP-BHSNJ in its efforts to increase membership. The Committee should look at longer-term strategies to promote union membership and faculty engagement. The commission will also consider legislative and legal changes.

For example, the New Jersey Workplace Democracy Enhancement Act, recently signed by the governor, provides for wall-to-wall bargaining units.