Agenda for April 22, 2019
1. Follow up to completion of cyber security
2. Access to employee (member) email distribution lists
3. Staff changes/losses
4. Union inclusion on search committee business
5. Pending space changes in G Building
Agenda for April 8, 2019 (rescheduled from March 25, 2019)
1. Proposed agreement for handling complaints – continuation of discussion
2. NUPS doing Unit Work. Using transparency to avoid reoccurring conflict
3. Staffing Changes in Advisement
4. Cyber Security
5. Reclassification re: professional staff member
Agenda for February 20, 2019
1. Teaching DCE courses while on Sabbatical. Wishing to avoid an error in keeping the Day and DCE Contracts separate
2. Union email list: Administration is not complying with notification to MCCC
3. Program and Department Chair Election. Timely notice of change and opportunity for discussion has not happened as suggested would be in January
4. Policy/suggestion about opening outside emails – continuation of discussion
5. Proposed agreement for handling complaints – continuation of discussion
6. OSHA regulations training for all impacted members
7. The role of management in approving personal and vacation time
8. Perception of Bristol’s NUP roles by unit members
Agenda for November 26, 2018
1. NUP handbook changes
2. Ending re-org in Student Services
3. Space – revisited
4. New SEM committee
Message from Sandy Lygren, Acting President of BrCCC
I have asked for MACER items to be emailed. Our issues should be coming from membership, not the world according to me or another member of the Executive Committee or or or. We should be getting guidance from you and our observations of your discussions and direct outreach to us.
Point of information: What is MACER and what things do I bring to them?
Answer: Don’t question. Just bring it. We do the rest.
MACER is the entity on campus, outlined in our CBA (contract) that has representatives from management meet with representatives from the union (BrCCC) to dialogue and hammer out “schtuff,” things of “mutual concern” is the actual language. We do this for both contracts as the contracts are different and they deserve their own time and attention.
How it COULD/SHOULD work, hopefully silly example: Marcia Brady has an office in L but a mailbox in G. She complains about this often. Marcia. Marcia. Marcia.
Step one: Bring your concern/problem to your dean or supervisor. Maybe that’s a simple fix. This is your Dean’s job to support you. If you are faculty, you might also reach out to your department chair and/or program coordinator who also, per our contract, is supporting you as part of the work of supporting the department or program. If that’s an easier relationship for you, please reach out.
Step two: If fixed, maybe share this with union leadership anyway as others may have the same problem and it didn’t occur this is fixable or what to do. Now they learn from you.
Step two: If NOT fixed at dean level, BRING TO BrCCC for MACER consideration. Then, BrCCC looks at the issue and decides….a.) refer this to one of our committees, b.) pull in or refer to the Senate, c.) pull in or refer to a College-Wide Committee, d.) bring to MACER table if it impacts many people, e.) WHOA this is a clear grievance.
So Marcia’s “little” problem maybe isn’t.
Let’s suppose that in the sharing/questioning BrCCC comes to realize that many members have logistical barriers preventing them from doing efficient work. It’s not just the mailbox location, it’s the copier you are assigned, it’s the classroom space you are assigned not working for your content, it’s the tech in your classroom failing….it’s a lot of things that come out at meeting because we discuss it openly in the spirit of solving very real problems we face and not wanting to bring our messes to management. (When is this a management/contract mess vs when is this a member vs member mess we want to deal with things in-house so both parties feel respected and heard.)
We then are employing shared governance in its true form through alliances and referring to those whose role it IS to solve that problem and make recommendations. We empower members to share their issues and you get that one person who says, “What? We can make copies here for free?” who then gets supported with the right info they somehow missed in their on-boarding.
This is how a collective works well and this helps us identify what needs a grievance vs what just needs us to use mechanisms that solve the problem – more quickly. Using those mechanisms, by the way, also serves as evidence on our side should we grieve for an individual or the whole chapter. How powerful is it if a BrCCC committee makes a recommendation, a college-wide committee seconds/supports the recommendation, the Senate supports the recommendation, and that is presented at MACER, pre-grievance.
That, folks, is how we work together and fix the messes.
So, if you are having issues at work and are not sure if they are contractual.
(1) Read your contract. Don’t GPS your livelihood. Feel empowered to quote the contract and ask questions.
(2) Talk to Dean or Department Chair or Program Coordinator or Super (depending on your role) even if you think it is NOT contractual. We and they are here to support you.
(3) Bring the issue to Union by emailing BrCCC Chapter Officers who will refer to the right place or bring it up at a meeting.
We are You. You are the union.