COGS News
July 2001
COGS Prepares to Fight Overwork Due to Budget Cuts
As you prepare for the fall, there are a number of important issues to graduate employees at the University of Iowa. During the past few weeks, the Board of Regents finalized the budget cuts for the upcoming year. Though graduate assistants were affected by the cuts (14 half-time assistantships have been lost for the upcoming year), our bargaining unit did not bear the majority of the cuts in positions.
However, part of the plan to balance the budget at the UI includes increased class sizes, the reduction or elimination of first year seminars for undergraduates, and a reduction in course offerings. Consequently, you should expect an increased number of students taking your classes. As we are all aware, an increase in the number of students will mean an increase in our workload.
COGS has informed the university that an increase in workload past what is prescribed in our contract will not be tolerated. We must maintain vigilance to ensure our contract is upheld. Though the changes are most likely to affect teaching assistants, it is equally important for research assistants to make sure they are not being overworked.
If you are concerned with issues of overwork, there is one important step you need to take: talk to your steward. If your department does not yet have a steward, call the COGS office. Since this is a gross violation of the contract (see Article VII - Hours of Work), you and a steward can address the issue with your supervisor and file a grievance. Any documentation or information you can provide to back-up the overwork charge will be useful but, depending on the extent of the overwork, not absolutely necessary. Overwork is usually a department-wide problem. If you anticipate this to be a problem in your department, get a hold of your Area Chief Steward immediately so a department-wide strategy prevent overwork can be developed.
Our contract gives us the ability to address workplace issues with the university. The grievance procedure is a way for us to ensure that our rights as employees (and our contract) are not being violated. For the grievance procedure to be an effective part of our contract, we must take advantage of it when our employee rights and our contract is being violated.
Finally, the budget crisis we are facing will not likely subside after this year. Through discussions with various members of the university community, it appears further budget cuts should be expected for the next two years. It is imperative we, as members of COGS – UE Local 896, maintain an active presence across campus, in Iowa City, and throughout the state to ensure the importance of graduate employees is recognized. If you have any questions, contact me at the COGS office at 337-5074 or cogs@cogs.org.
Rob Russell, President
COGS Stewards: Backbone of the Union
SIGNED UP FOR DENTAL INSURANCE YET? When COGS voted to affiliate with United Electrical, Radio and Machine Workers of America in 1996, members did so for several reasons. Among the most important was that UE is an independent, rank-and-file union (created in 1936 by workers who wanted to create a progressive union free from bureaucracy and top-down control).
There are many ways members can practice rank- and-file unionism, including attending monthly general membership meetings and bringing concerns and proposals to the floor of those meetings to ensure the needs and interests of all members are being represented. Members are also encouraged to run for elected office within the union or serve on one of the committees that works to keep our union strong. But the fundamental building block of our union, and one of the most helpful ways a member can participate in the union, is as a departmental steward.
Stewards are the heart and soul of UE-style rank-and-file unionism. Every department on campus needs at least two COGS stewards to protect the rights of members in the department and to defend the contract. Stewards represent the “UE in action” as the first line of defense against employer abuses – acting as organizers, counselors, peacemakers, and sometimes troublemakers. Serving as a departmental steward is a fun, yet challenging way to strengthen our union, by working to protect and improve our wages, rights and benefits – gains previous COGS members fought hard to win. It is also a great way to meet and interact with other graduate employees from across the university.
Being a steward generally involves contributing 3-5 hours a month to your union. It is not hard work, but it is a commitment – one that represents a significant contribution to the union. Consider serving as a steward for your department. I am confident you will enjoy and appreciate the experience. For more information on becoming a department steward, contact me (michael-marchman@uiowa.edu) or any other COGS officer or call the COGS office at 337-5074.
Michael Marchman, Campus Chief Steward
What is Rank-and-File Unionism?
UE and COGS practice a unique type of unionism known as rank-and-file unionism. This particular form of rank and file unionism is based on the active participation of members in the union. The officers of the union (from the local level to the national) are elected by the membership of the union and, in turn, are required to report back to the membership on their stewardship of the union. This includes reports on the policies, program, expenditures, and contract negotiations which must have the prior consent of the members and their approval on all actions taken, and contracts negotiated, on their behalf. The essence of rank-and-file unionism is not democratic rhetoric, but democratic practice. In other words, the members run this union!
What does this form of rank-and-file unionism mean for members of COGS at the University of Iowa? It means that we, the graduate employees of the University of Iowa, draft our own constitution and by-laws, elect our own officers, negotiate and enforce our own contracts and defend our colleagues from workplace injustice. In order for our local to embody the ideals of UE’s rank-and-file unionism, our members need to actively engage in the happenings of the local and take an active role in shaping the direction and operation of their union. There are many ways that members can become active, including attending monthly general membership meetings and bringing concerns and proposals to the floor of those meetings. Furthermore, all members are encouraged to run for an elected office in the union or serve on one of the committees that works to keep COGS strong.
The effectiveness of COGS is partially determined by the membership. By choosing a rank-and-file union, previous leaders attempted to guarantee that members would be able to express their views on the operation of the union and be actively involved in the policy of that union. As the beneficiaries of previous struggles, we must continue to keep the spirit of UE’s rank-and-file unionism alive at the University of Iowa.
Improvements Now in Effect with New Contract
On July 1, our new contract took effect, bringing the largest salary increase in the history of COGS. For a returning, half-time academic year employee, you should expect a raise of at least $588 this year and $612 next year. Employees with a different appointment level will receive increases proportionate to the half-time appointment. For returning, half-time fiscal year employees, your raises should total $720 and $748, respectfully. Again, employees with a different appointment level will receive increases proportionate to the half-time appointment. Also, included in the contract were raises to the minimum salary. The minimum salaries for a half-time appointment in 2001-2002 are $14,718 (academic) and $17,989 (fiscal). In 2002-2003, minimum salaries for a half-time appointment increase to $15,330 and $18,786, respectively. Minimum salaries for all other appointments will be proportionate to the half-time appointment. Increases will be applied for all returning employees regardless of whether or not you are continuing in the same department.
The new contract also improves our union-negotiated healthcare coverage, UIGradcare. Same-sex domestic partners are now eligible for the employer contribution to UIGradcare. The contribution toward premiums has also increased, with the university contributing 90 percent of the cost of premiums for single employees and 70 percent for dependent coverage. Employer contributions toward dental premiums also improved, with the university paying 85 percent of the premiums for single employees and 70 percent of the premiums for dependent coverage. In addition, UIGradcare will now cover outpatient substance abuse treatment.
The contract now dictates the university will create and maintain a website where departments and programs from across campus academic post job openings. The creation of this site should make searching for graduate assistantships easier for students that do not receive funding through their academic department. This Website can be found at http://www.uiowa.edu/~gradcoll/bulletinboard.html. Encourage your places of employment to send openings to the graduate college so that they are listed on this website.
Finally, our new contract includes several improvements to the language. For instance, all appointment letters now state that the terms and conditions of employment “are governed by a collective bargaining agreement between the Board of Regents, State of Iowa and UE Local 896/COGS."
You should receive a copy of your contract by September 1, 2001 in your workplace. If you have any questions about the contract or do not receive a copy of the contract, contact your departmental steward or the COGS office at 337-5074 or cogs@cogs.org.
