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Teu Collective Agreement

“Our collective agreement should reflect the right of staff and students to comment on all teaching and learning issues, including revisions and restructurings. We want to continue to work constructively with our employer, as we firmly believe that broader consultation and debate is necessary for good decision-making. Members of the higher education union met last week to decide where to go in their stalled collective bargaining. The meeting agreed that it was time to act together to send a clear message to their employer – employees deserve better. Members of Te Hauta Kahurangi at the University of Auckland just want a little respect and trust from their employer, and they are ready to perform together to achieve this. “In these negotiations, we are not asking for land, just a fair, transparent and objective compensation system – what all workers deserve and what many people in our industry receive.” Wallace says the feeling among employees is that in exchange for these efforts, we were treated as if our jobs were not so important that we are not really important. Not only are members of the paid stop meeting treated fairly, but they also want to regain some respect, which means they can use their legally regulated academic freedom. EVP PRESS COMMUNIQUÉ, University of Auckland, November 25, 2019 EVP Co-Branch President, Nicole Wallace, told the meeting that professional employees have really supported a lot in recent years. They will start the actions in the first week of December and have vowed to continue until they see a change in their employer`s attitude. Co-chair Jennifer Frost told the meeting that the initial small progress on academic freedom had been rebuffed. “At the end of the day, we had to resign ourselves because we take care of our jobs, and that`s why we programmed unpaid overtime to make sure that the students` final results were available in time for the next degree, or that they made that extra mile so that everyone on our team could meet the exam deadline.” The employer`s proposal to create a complex, opaque and unfair compensation system for those involved in paperwork, libraries, staff and student security, finance and much more. And the persistent misinterpretation of academic freedom by their employer. Some participants felt that staff had less say on campus and less the right to express themselves than controversial student groups.

Dr. Avery Jenkins

Dr. Avery Jenkins is a chiropractic primary care physician in Litchfield, CT. He is board certified in clinical nutrition and acupuncture, and is a frequent speaker and lecturer. He provides drug testing services for employers, courts, and attorneys state-wide.

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