April 8, 2021
The main objective of the UUP is to improve the employment conditions of those it represents [United University Professions, Constitution as amended by the Assembly of Delegates in the autumn of 1996]. The main forum for dealing with these issues are the contracts negotiated by UUP with the State on behalf of its bargaining units [In its negotiated contracts and the handling of complaints and inappropriate practice fees, the UUP represents the entire bargaining unit. However, membership in the UUP is voluntary, although the New York State Agency Fee Act, enacted in the late 1970s, requires that each member of the bargaining unit make instalments to the UUP. UUP members receive additional benefits, such as the right to vote on negotiated contracts, to participate in UUP elections, and various benefits for workers, such as life insurance, which is provided only to members). Debates on wages and workers` compensation measures have played a major role in previous contract negotiations [Duryea and Fisk, collective bargaining, 32]. Specific issues of concern include job security, maternity leave, registration fees, hiring and recruitment policy, sabbatical leave, apprenticeship expenses, relationships between student faculties, appeal procedures, parking fees and the extension of investment opportunities for Dener`s old age pension. In 1974, the UUP was granted permanent appointment status for professionals, in 1977 it focused on family sick leave and sabbatical leave and, in 1978, on the creation of minimum wages for full-time workers. Benefits and sick leave for part-time workers also attracted the attention of the UUP in the late 1970s; Between 1982 and 1985, pay equity and inequality were at the centre of the concerns, and geographic differences in the cost of living were a problem in 1988. In the early 1990s, home care and day care were particularly important for the UPU. In the late 1990s, new challenges were faced in distance education, rapid technological change, privatization issues and the increasing use of part-time workers [United University Professions, 25 Years (1998), 2-4, 9-10]. A general theme in the recordings is UUP`s concern about THE public funding of SUNY and the impact that reductions in the SUNY budget and therefore of campus programs would have on members of the bargaining units.
UUP has also continuously monitored the actions of SUNY`s management and their impact on the members of the bargaining units in order to ensure the protection of the rights of those it represents. Over the years, the UUP has also undergone very significant changes. During the first decade of the UUP`s existence (and in the years of its predecessors), the recordings revealed a concern about the organizational character of the union and the increase in its membership and therefore its power as a bargaining partner. Much of the discussion focused on issues related to the diversity of UUP members, in particular the different concerns of non-educational professionals, librarians and health professionals who worked on the various SUNY campuses. In the 1980s, the UUP began to speak more on social and ideological issues such as freedom of mind and the environment, and sometimes these non-work-related attitudes led to complaints from members who disagreed with the union`s positions or felt that UUP should absolutely not take a position on such issues. “I am grateful to the representatives of the state and the UUP, as well as to the SUNY team, which has worked hard to reach this agreement,” said SUNY Chancellor Kristina M. Johnson. “The university professionals who are members of UUP are the key to the success of SUNY, its students and the state. Their work shapes the next generation and supports economic development through research, innovation and inter-community partnerships that encompass the state. I
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