πŸ€‘ Frequently Asked Questions | HGSU-UAW

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Frequently Asked Questions. Get an email from an Admin and have. Questions?


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The UAW dues structure is set by delegates to UAW Constitutional Conventions. The last change to Article 16 occurred at the 37th Constitutional Convention held​.


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FAQ. What is UAW ? UAW Local is the labor union that represents over 19, Teaching Assistants (TAs), Graduate Student Instructors (GSIs).


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Your Rights & FAQ. pencil-list When union bosses try to gain new UAW Spent Big To Defend Guilty Ex-Prez, and Other Officials. July 1, The United Auto.


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Find answers to Frequently Asked Questions by clicking on a topic below. What is the Union of Postdocs and Academic Researchers, UAW Local ?


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Frequently Asked Questions. What are current UAW dues? At the 36th Constitutional Convention held in June, , the delegates passed changes to Article


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The UAW dues structure is set by delegates to UAW Constitutional Conventions. The last change to Article 16 occurred at the 37th Constitutional Convention held​.


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Find answers to Frequently Asked Questions by clicking on a topic below. What is the Union of Postdocs and Academic Researchers, UAW Local ?


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UAW Trust. Benefits. Medicare Benefits & PlansNon-Medicare Benefits & Plans Β· Health Plan CarriersPrescription Drug Frequently Asked Questions. search.


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Frequently Asked Questions. STRIKING. Why are we organizing a strike authorization vote?


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Student governments represent and support all Harvard students: they fund student groups, award grants, sponsor events, and communicate student concerns to university administrators. They also negotiated dramatically-improved health benefits β€” on par with full-time state employees β€” with no increase in premium costs for GAs and their families. Dues cover the day-to-day cost of having a strong union. Since President Trump had announced his intentions to renegotiate NAFTA, President Williams simply expressed that it made sense to be in the room and attempt to have influence over any reworking of the agreement. Because most of this work is done by our local union, roughly half of our dues money is retained by our local. Through a union, we can negotiate improvements and secure them in a binding agreement to establish the kind of stability that enables us to focus more on our research and teaching, and we can build a stronger political voice beyond Harvard on issues that matter to us as academics. The academic worker union at UW has a useful breakdown of how dues enable strong representation and how exactly the dues money gets allocated. The alleged activity of these individuals, which has led to indictment of one former national UAW leader, is appalling, highly unusual and goes against the fundamental values of transparency and accountability the UAW has upheld for more than 80 years. Each member shall have the right freely to criticize the policies and personalities of Union officials; however, this does not include the right to undermine the Union as an institution; to vilify other members of the Union and its elected officials or to carry on activities with complete disregard of the rights of other members and the interests of the Union; to subvert the Union in collective bargaining or to advocate or engage in dual unionism. For more detailed answers to the following and related questions, please visit the section of our website with responses to the many emails sent by Harvard administrators. If you are here because you got an email from an administrator that raised concerns or gave you more questions, check out our page for responses to admin emails. Under that system, there are minimum pay rates that all departments must follow, but departments are free to pay higher rates. UAW membership dues are 1. Since you are one of the people making these important decisions, no one other than you can tell you what you will prioritize. We will make that decision for ourselves through a democratic vote on whether to accept any contract negotiated by our elected bargaining committee. After decades of collective bargaining at more than 60 campuses across the US, no one has produced evidence that unionization has damaged faculty-graduate student relationships. Only undergraduate students at Harvard College working as research assistants are not included in the bargaining unit. Because we are not currently paying dues, hundreds of thousands of UAW members from across the country are paying for our organizing campaign and helping us win a real voice at Harvard. The undergraduate student workers at the University of Washington have fought for and won higher wages, better working conditions, and served as advocates for larger issues like affordable tuition and a more diverse faculty. While some local union leaders have been resistant to the union being a vehicle to address issues of sexual harassment, academic locals have addressed these issues through the union with increasing success. There is no evidence of collective bargaining having any of these effects. Beyond the cost of negotiating and enforcing our contract, dues also cover the costs of legal representation which won the recent NLRB case , staffing, rent, equipment, and supplies. As we near the election, and as Harvard tries to convince us to question unionization, we encourage you to pay close attention to empirical evidence and a few basic points about having a union. At UConn, for example, graduate assistants have used their grievance process to successfully resolve instances of harassment. A fair grievance process is equally important for non-economic issues such as sexual harassment, where it is critical that a survivor have access to fair recourse through a neutral decision-make rather than someone who works for the University. I feel like my working conditions are pretty good. Empirically, the overall number of RAs and TAs has grown at the University of Washington since unionization in , as has the number of postdocs at the University of California since unionization in Overall grant revenue has also increased at UW and UC over those years, showing that these institutions remain competitive in recruiting top talent to their research programs. The track record of robust democratic participation in recent contract ratification votes in UAW academic unions makes us confident we can make that decision wisely. Teaching Fellows, Teaching Assistants, or Course Assistants , as well as all graduate students who work as Research Assistants, regardless of funding source. Masters student-workers face similar concerns while working that doctoral students face. Again, no one took a pay cut. In other words, contrary to what administrators are saying, bargaining can actually enable us to ensure that Harvard does not irrationally impose limits in places where it is unnecessary. At UConn, for example, graduate assistants have already successfully used their grievance process to address cases of sexual harassment. Currently, the administration can change policies and benefits unilaterally, without any obligation to consult those affected. At the University of Washington, probably the most similar to us since it has a large medical school with hundreds of RAs, a variable pay system existed before the contract and continues under the contract. If you are teaching or working as a research assistant, you are eligible to join the union. Grant-funded RAs at the University of Massachusetts, the University of Connecticut and the University of Washington, as well as postdocs at the University of California, have negotiated guaranteed annual increases to their pay rates through collective bargaining. The UAW is unique in the US labor movement in that it allows appeals like the one from the member in California to go to the independent PRB, so that a neutral party decides whether the UAW has followed its own democratic procedures. We are confident we can do the same. For example, Masters student workers have raised concerns around workload protections, inadequate teaching training, and a lack of a robust grievance procedure should the need arise. With a union the administration has a legal obligation to bargain with us as equals over things like wages, healthcare, a fair grievance procedure and protections against sexual harassment and discrimination. Feel free to read summaries of the before and after effects of collective bargaining at these and various other universities on the HGSU-UAW website. All these strengths help us build the strongest possible union and win the best possible contract. By being part of the UAW nationally, dues also pay for:. With a union we get to negotiate a contract that will protect the benefits we like and secure improvements in areas where we would like to see progress. Both the union membership and the administration have to agree on a contract and neither party would want that result. Why do I need a union? By joining with a larger community like the graduate workers, we combine our power as a union. This type of system is fairer than a system that ends with a university administrator deciding whether the university violated any policy. Once we begin paying dues, we will hire our own staff to help enforce our contract. A contract will secure those improvements against unilateral changes by the administration. Without a union, we have no security and no seat at the table when decisions affecting our lives and work are made by administrators. We would hope to secure similar improvements. In hundreds of conversations across the campuses over the last three years, no one has said the Union should propose leveling pay or that anyone should take a pay cut, so we can rest assured pay leveling will not be a union proposal. The strong strike vote is just another sign that, despite winning numerous improvements over the last two years, graduate workers will keep organizing until the administration agrees to secure these and additional improvements in a fair contract that makes economic gains and establishes meaningful workplace rights on issues like sexual harassment.

Have questions or want clarifications, check out the questions below and click on them to get an answer. We can guarantee that with a union we will negotiate as equals with the administration for what we want.

The appalling behavior of leaders in another workplace does not negate the fact that unionization enables us to negotiate stronger avenues of recourse, such as graduate assistants did at the university of Connecticut and postdocs at the University of California.

Over three years ago, hundreds of Harvard graduate students chose to work with the UAW as our parent union. Many student employees are happy with aspects of our working conditions and benefits right now.

Student governments are a critical component to enhancing the lives of students but unlike a union they do not have the ability to bargain collectively over our working conditions. At the University of Washington, the union over the years has recovered millions of dollars for members through its grievance procedure.

As an example of how this plays out, in the first contract for postdocs at idea best online sports betting think University of California, the union negotiated significant pay increases, and the union and the university agreed to a phase-in process so that PIs would have the ability to accommodate the improvements without disrupting current research.

By joining together with tens of thousands of other academic workers in see more UAW, we also gain a stronger political voice.

With a union, we will vote on our contract. If we are unsatisfied with a contract, we can vote against it and go back to the negotiating table to work out a better agreement.

Last fall, after indictments were issued in the UAW-Chrysler NTC investigation, the federal government began an inquiry into the joint program centers the UAW has established through collective bargaining.

The key passage is the following. Subject to reasonable rules and regulations, each member shall have the right to run for office, to nominate and to vote in free, fair and honest elections. Dues provide the resources that enable fair and effective representation. For example, this last year they halved our raises while increasing the costs of our dependent healthcare.

A little over 2, members, out of , have voted to support BDS. Unionized RAs and TAs at more than 60 university campuses across the US have successfully negotiated contracts that cover similarly diverse departments, including the University of Washington that, like Harvard, has a large, nationally-ranked biomedical research program.

In other words, the vote in California has no effect on the national position of the UAW. Though many grievances are resolved quickly and informally, most contracts allow for read article grievances to be taken to an outside craps home arbitrator whose decision is legally binding.

The alleged behavior of those leaders is appalling. Starting in springas majority support for the union continued to grow and it became clear GWC-UAW would win the historic NLRB case restoring union rights, Columbia made a number of improvements to graduate worker pay and benefits, including:.

RAs and TAs, postdocs, and non-tenure-track faculty have uaw faq make the UAW a leading national voice on issues that matter to us β€” advocating to expand opportunities for international students to work in the US after graduation, opposing the travel bans and tuition tax, and pushing for robust federal investment in science research.

The undergraduates have been involved in our organizing for a long time because their work is very similar uaw faq the work of many graduate students working as CAs or TAs. For example, last year when Harvard cut the PhD worker pay increase in half due to endowment performance, it applied the lower pay increase even to STEM RAs whose funding has little or no connection to the endowment.

While we will decide our own priorities here at Harvard, we have numerous examples of how other groups of RAs and TAs have made improvements through collective bargaining. Union contracts typically include a grievance procedure, which provides due process to a member or the union as an organization if a problem arises during the contract or the administration is not fairly adhering to the contract.

Just this past year the administration raised student health insurance copays and increased our contribution to the plan. Joining a union as an undergraduate is nothing new β€” there are undergraduate workers represented by unions across the country.

However, these groups do not have the power to negotiate a binding contract on behalf of student workersand the administration is under no obligation to act on any recommendations or requests that the student government might make. The contract also ensures additional step increases based on academic progress.

Building and maintaining our union is a lot of work, and we believe people should be paid for their work. Collective bargaining uaw faq means we can negotiate as equals in order to hold Columbia more accountable to do the best it can do.

We uaw faq all graduate and undergraduate students at Harvard who provide teaching services i.

The Union has worked actively with Chrysler to see that financial protections and oversight are in place to prevent this type of thing from occurring again at the NTC. Each member shall have full freedom of speech and the right to participate in the democratic decisions of the Union.

We join a growing national movement of tens of thousands of research and teaching assistants forming unions.

Student workers at other universities have been able to use this power to win significant, specific improvements in their working conditions and benefits. At Harvard, we will decide what to bargain for and we will determine our own fates collectively with the ratification of our contract.

In all cases, these guaranteed gains were larger than the small percentage in membership dues, which is why these contracts were overwhelmingly ratified. By organizing with the UAW, we gain access to experience with successfully negotiating quality contracts with student workers and the significant resources we need for taking on a university administration like Harvard.

By joining the union, you add your voice to stop read article issues, protect the benefits you like in a contract, and build power by joining a larger community here at Harvard working to create a more democratic workplace.

UAW Academic workers with the right to strike, such as RAs and TAs at UW and NYU and postdocs at UC, have used the possibility of strikes democratically and effectively, reaching strong agreements with their administrations without having to actually strike.