Why did TUGSA file a grievance on behalf of Chemistry graduate Teaching Assistants?

Article 20 of the TUGSA contract states that in the summer semesters teaching two classes will grant the TA a full semester’s pay, which is $8,102 (if the TA is only teaching one class, then the amount would be $4,051). To date, during summer semesters, the Chemistry department has not been adhering to these calculations; instead, they have been requiring more work of TAs for equivalent pay.

I have heard that TUGSA’s grievance will cause the university to eliminate all summer TA positions if they have to increase wages and/or decrease workloads during the summer.

False. Article 4 of TUGSA’s contract grants the university administration the unilateral authority for hiring decisions. Therefore, any decision to hire fewer TAs in subsequent summers would be the university’s decision, and it would be a decision that TUGSA would oppose. Thus, this is legally possible, but it is also highly unlikely. The number of adjuncts required to replace all TA positions would be quite high, making it unlikely that the university would be able to do this. Additionally, the effect on graduate recruiting and research in the department would be “devastating,” as described by a chemistry faculty member, because fewer graduate students would be interested in Temple’s offers, as this would force chemistry to change their promised stipend to the minimum they can contractually pay ($16,690 in the 2011-2012 school year). This is below every other top 100 chemistry program in the country, while Philadelphia is a city with one of the highest costs of living. Because any top university must do research to maintain their ranking, this would also be devastating to Temple University as a whole, as the university cares a great deal about their ranking and research itself.

I have heard that the university cannot afford to pay $8,102 (the minimum contractual amount for teaching two classes in the Chemistry department) for two labs during the summer.

False and Irrelevant. TUGSA negotiated pay rates with the university in 2010, at which point both TUGSA and Temple University agreed to the contract. The University would never have agreed to pay rates that it could not afford. Additionally, the current contract is in place until 2014, and the university cannot, for any reason, unilaterally change wages or any other piece of the contract without TUGSA’s consent. If the university is having difficulty paying TA wages, then they would be obligated to consult with TUGSA to come up with a mutually acceptable resolution to this problem.

I have heard that the Chemistry department already pays their graduate students more than they are required to pay them.

False. The Chemistry department has arbitrarily capped TA pay at $22,500 for year round employment, and has done so for at least 3 years, even though TUGSA has negotiated a raise for all covered graduate students of 3% for each of these years. These raises would give a graduate student TAing two classes for the fall, spring, and summer, a minimum total salary of $24,306 in the summer of 2011, a full $1,806 above this arbitrary cap.

I have heard that the University/College/Department will increase the required number of classes during the school year due to this grievance.

The university unilaterally increased the workload of several Chemistry students in the fall of 2010, which is how TUGSA became involved in this issue. During that time, the chair of the department of chemistry stated unequivocally that if TUGSA pressed the workload issue the University would respond by increasing the workload on all graduate students in the chemistry department, not just the select few that had already seen an increase. However, in the end, TA workloads were returned to historical levels in the spring of 2011. In addition, Temple University creates the guidelines for TA workload, and these cannot be changed unilaterally by any college or university, nor can they be altered in retribution for the filing of a grievance against the university.

I have heard that Chemistry graduate students have half the teaching responsibility of graduate students in other departments, and students from the other department are complaining about their comparatively large workload.

False. Despite rumors to the contrary, 6 hours of student contact equaling 20 hours of work per week is nearly universal throughout the university and most students find this to be a reasonable workload. How this is calculated varies by college, but the general rule remains the same and is in place to compensate for other necessary elements of teaching work, such as class preparation, grading and office hours. The university’s guidelines for calculating workload can be found here.

These guidelines can be confusing. If you have questions, you are encouraged to contact TUGSA (see below) for an in depth explanation. However, here is a brief explanation:

Under Temple University’s workload guidelines, available above, each credit hour taught for a non-laboratory class must be multiplied by 3.33. Since a 3 hour course is 3 credit hours, each 3 hour course counts as 10 hours of actual work. This means that two 3 hour courses equal a full 20 hour appointment.

However, in chemistry, the calculations are less cut and dry because one credit does not always equate to a single hour of student contact time. Therefore, assignments like those in chemistry are calculated in the following way: each hour of contact time is multiplied by 1.67 to compensate for preparation time. So, if a lab is three hours, then it would be worth 5 hours of work. Then, in addition to this, you are given an hour of time for every hour of time you spend grading, doing office hours, meeting with students, etc. Therefore, in a semester where you teach a 3 hour lab, hold one office hour and spend three hours grading you would be calculated as working 10 hours. Teaching two of these labs would therefore be a full assignment. Two labs would qualify you for a full semester’s pay in Fall, Spring and Summer semesters.

The same is true in other departments, such as Political Science, where students teaching four recitations are treated as teaching a full assignment. The mathematics for such an assignment in Political Science could be as follows:

Furthermore, it is not TUGSA’s policy to attempt to increase the number of hours spent teaching for the students of any department. It is also not TUGSA’s policy to reduce the wages of any graduate student (TUGSA has consistently fought to increase wages). If a department chooses to work their graduate students less than 20 hours but still pay the amount they would receive for the full 20, or in any way to pay their students more than the minimum required by the University, that is their own prerogative and TUGSA welcomes pay increases such as these, as TUGSA has consistently argued that the university should pay TAs and RAs more than they do.

TUGSA’s charter requires that TUGSA defends the rights of the graduate student TAs and RAs that do not receive direct academic benefit. In the context of this grievance, that specifically means ensuring that graduate students are at least receiving the minimum allowed wages for the maximum allowed workload. As long as students are not being paid less than the minimum or being worked more than the maximum, TUGSA will not become involved in workload/wage issues. TUGSA always welcomes and encourages any department to pay more than the contractually negotiated minimum salaries.

How can I get more information?

TUGSA welcomes democratic participation in this process from all of those TAs affected or involved. If you are interested in getting more information or being involved in this process, you are encouraged to contact TUGSA’s staff organizer, Ed Avery-Natale, at staff@tugsa.org. You may also call the TUGSA office at 215-235-0512 or come by TUGSA’s office, located at 1510 Cecil B. Moore Avenue, Suite 304, Philadelphia PA, 19121. If you choose to come by TUGSA’s office, we encourage you to call ahead of time or e-mail staff@tugsa.org to set up an appointment.

I encourage you to read the statement below. There may even be some information in it that you were unaware of! It will also give you a good place to start if you feel that any of your supervisors are violating the TUGSA contract.

Do you supervise TAs or RAs?

Are you a faculty member who supervises Teaching Assistants (TAs) and/or Research Assistants (RAs)? Are you uncertain about the rights and responsibilities of those TAs or RAs? You need to know about the Temple-TUGSA contract, negotiated between the administration and the Temple University Graduate Student Association (TUGSA), which represents all TAs and RAs.

All TAs and RAs are covered by the contract, regardless of whether they are international or domestic students and regardless of whether their assignment is a full one (20 hours per week) or a partial one (less than 20 hours per week). The TUGSA contract can be found online here. Of particular salience for faculty are the following:

· TAs and RAs are limited to 20 hours of calculated clock hours per week. If any TA or RA is working more than 20 hours per week, the professor is obligated to arrange for pay for any such additional hours already worked on a pro rata basis and reduce the TA/RA’s appointment to the maximum of 20 calculated clock hours per week. See Article 11, Section B. Additionally, a more detailed description of Temple University’s TA/RA workload policy and how work hours are calculated can be found here.

· All evaluations of TA or RA performance must be placed in their file in human resources and not in their department-level file. A department level file is for evaluations of the individual’s performance as a student only. Any evaluations of a student’s performance as an RA or TA must be discussed with and disclosed to that student. TAs and RAs have the contractual right to view any material that relates to their job performance, even if that evaluation has been mistakenly placed in their department-level file. The TA or RA may place a brief statement in their file if they believe that anything in it about their job performance is false. See Articles 12 and 13 and the “Personnel Files Side Letter.”

· Any materials necessary for a TA’s or RA’s appointment, including but not limited to textbooks and software, will be provided to the TA or RA at no cost to them. See Article 16.

· TAs and RAs are contractually allowed both paid and unpaid leave. TAs and RAs are granted up to 15 unpaid days of leave for reasons such as illness, injury, care of a family member or domestic partner. Additionally, a TA or RA may request additional days of unpaid leave, but no more than the number of days left in the semester. Whether this is granted is up to the university. Paid leave is granted to TAs and RAs for a funeral and the death of a family member or domestic partner (4 days) and for jury duty (for the duration of their jury duty). TAs and RAs may also receive up to 3 days of paid sick leave. There shall be no reduction of pay for up to three (3) scheduled work days per semester for which the TA/RA reports as being too sick to work. TAs and RAs are also entitled up to five (5) scheduled work days of parental leave without loss of pay for the birth of a child, or upon either the initial placement or the legal adoption of a child. See Articles 17 and 18.

· TAs and RAs may not be paid less than the minimum specified in the TUGSA contract. Minimum payments for the years 2010, 2011, 2012, 2013 and 2014 can be found in Article 20.

· As of the Fall of 2010, TAs and RAs are allowed to get employment beyond their employment as a TA or RA at Temple without prior permission from their department or Temple University as long as that work is not at Temple University. While in previous semesters permission was needed to get additional work outside of Temple University, this is no longer the case. Students only need permission to get additional work at Temple University that goes beyond their 20 hours of employment. Students with partial appointments (less than 20 hours) do not need permission to get other employment at Temple University that does not exceed the maximum of 20 hours.

Please familiarize yourself with the TUGSA contract and its obligations so that we can be sure that all TAs and RAs are being treated fairly and in accordance with their contract with the university.

Below are some pictures that were taken at these rallies.

Noon TUGSA Rally

3:00 – 5:00 all union Rally in front of the Liacouras Center

THANKS TO EVERYONE WHO CAME OUT TO THE RALLIES!

As newly elected secretary I thought I should type up some of my general thoughts about this past weekend’s AFT/AGEL conference to share with those who were unable to make it.

There was broad recognition about the dire state of organized labor in America. I’m not sure if American voters in the most recent election realized that Republican governors around the nation would roll out such a large scale attack on organized labor. This has had a dual effect on the current state of labor. First, we are under unprecedented attack from legislators who hope to undo hundreds of years of advances for working folks rights. They are trying to deal a death blow to unions, sending us back to “gilded age” of labor relations. In some states they have been more effective than in others, scaling back the legal means by which workers can organize. Secondly, the public has seen this as over-reach on the part of the Republicans. For the first time in a long time, public sympathy is with unions. Many of the speakers wanted to emphasize, this does not mean that the public is back on board, only that they are giving organized labor a second chance.

What this means: Unions are not in a position to continue doing “business as usual.” We have to adapt if we are to build upon this window of opportunity with the public. The perception of unions as narrowly tailored self-interest groups has, unfortunately, been accurate for many of our organizations. We have adopted a consumer-driven “transactional” model of organizing that sells increased wages, and protection from recourse, in exchange for dues. This model worked when unions represented the larger part of workers. But today only 1 in 10 workers are unionized. Unions must recreate themselves if the labor movement is going to transition and survive this new political-economic world. Here are some things that this might mean:

1) We have to be representatives of “social justice” and not just “self-interest.” One of the examples given was a police union that was bargaining so that they could not get in trouble for racial profiling. Other unions had to stand up against them and say, “No. We represent a higher cause and you are wrong.” This reality was reflected in the union rally at the Liacouras Center on Monday. The old establishment of union representatives, who were predominantly older white men, continued championing for their “middle class lifestyle” that was under attack. A different message was heard from younger, non-white, and female union leaders, who linked our cause to larger issues such as hunger, mass incarceration, etc. This is the future of organized labor in America. Unions must broaden their scope to represent the interests of all oppressed peoples.

2) We have to make connections with other organizations in the community that we have common cause with. We are not strong enough to “go it alone” any more.

3) We have to be politically involved in other ways than voting. Unions cannot “deliver the votes” in the ways that they used to. One of the speakers mentioned AFT’s new think tanks that debunk the propaganda coming out of neo-liberal think tanks as a new step in that direction.

4) We need the involvement of our members above and beyond paying dues. This means that we need to listen and adapt to the needs of our members and potential members as they are willing to be involved. The union will take the shape of its members instead of forcing its members into the shape of the union.

TUGSA will have to decide what of this is relevant to our particular situation and figure out ways that we can become more of a force on campus and in the community. I look forward to that discussion.

So what’s with the rallies?! And why is TUGSA having a rally that afternoon? And why should you show up?

There are two main issues that TUGSA will be focusing on at the rally. The first is the current “gradjunct” / adjunct / TA funding situation here at Temple University. If you are unfamiliar with that issue, you can find more information about it in our last blog, located here. We encourage everyone to familiarize themselves with that issue. Additionally, we would like to dispel any myths that the university’s graduate adjunct policy was changed after TUGSA objected to the existing policy. The university implemented this policy unilaterally, with no input from TUGSA. At our rally on the 4th, TUGSA will be encouraging the university to make a decision about how graduate students who are no longer funded in their department will continue to work here in the future. This year they have implemented a policy letting us work as TAs while still instructing our own class. To date they have not said whether or not they will continue this policy next year, and to date we do not know what policy will be in place next year. It is essential that we know this as soon as possible, and this rally will push the university to make a decision on the matter.

The second issue we will be discussing is Governor Tom Corbett’s recent budget proposal for the state of Pennsylvania. As many of you may have heard, this budget proposal cuts more than 50% of Temple University’s state funding, reducing our operating budget by more than $104 million. This is the largest state funding cut to a state university in history! This will impact all of us here at Temple, whether you are a TA or RA, an undergraduate student, a professor, an adjunct, or anyone else. $104 million less means larger class sizes, higher tuition, fewer employees, and a worse education overall. Rallies will be taking place all over Philadelphia on the 4th to let Tom Corbett know that we do not accept this proposal and that we want to see education continue to be a priority for the state of Pennsylvania. TUGSA’s rally will be one part of this day of action. The later rally at 3:30 will also focus on this issue.

The rally will include a number of speakers. TUGSA staff organizer Ed Avery-Natale will kick the event off by talking about all of these larger issues. Temple Association of University Professionals (TAUP–the union that represents professors here at Temple) president Art Hochner will speak next, followed by Paul Dannensfelter from AFSCME (the American Federation of State, County and Municipal Employees) will speak next, followed by Frank Fucile of the Adjunct Organizing Campaign here at Temple.

We need as many people to come to the rally as possible! Our power is in numbers! So come out on April 4th, 2011 from noon until 2:00 on Liacauras Walk near Barton Hall and the 7-11 to make your voice heard about these important issues. Then, come out again at 3:30 until 5:00 on Broad Street near the Liacauras Center.

We’ll see you there!

First of all, to clarify things, there is no such thing as a “gradjunct.” Officially, everyone who is working as a “gradjunct,” meaning any individual who is a graduate student at Temple University but is teaching their own class as an adjunct would, is a Teaching Assistant (TA). “Gradjunct” is a slang-word, for lack of a better term, that has been used to describe this. But make no mistake, you are TAs, and as such you are covered by the TUGSA contract–you are guaranteed healthcare, pay raises, and all the other benefits that come along with TUGSA membership. YOU ARE A TA.

Because this change in policy has taken a number of people who were formerly adjuncts and made them TAs (“gradjuncts”), these individuals now heave healthcare and many other benefits that they did not have before because they are now covered by TUGSA’s contract. Because of this, the change in policy can be seen as a good thing! You’re saving money, maybe even making more! As far as TUGSA is concerned, these benefits are a good thing. We believe that every Temple employee deserves these benefits, which is why we supported and continue to support the Adjuncts union organizing campaign so that all employees here can garner these benefits.

So if this is a good thing, then why are we holding a rally on April 4th at noon on Liacauras Walk? Why are we sending you e-mails about this situation? Why might it sometimes come across as if the situation is a bad one?

GOOD QUESTIONS!

In short, the university created this new policy unilaterally in March of 2010, one year ago. In doing so, they changed a major aspect of graduate student life and teaching here at the university. Departments that were accustomed to staffing their classes with graduate student labor through adjunct positions after a student’s funding in the department ran out were now uncertain about whether they were allowed to do this in the future. If they could not do so, how would they staff their classes? And graduate students were also concerned. If we cannot adjunct, how will we make money? After all, we don’t stop eating when our funding runs out! We don’t stop paying our bills!

In response to these concerns and others, the university created a temporary policy that funded the creation of a number of TA (“gradjunct”) positions for individuals who would have formerly been adjuncts. However, the university has in no way promised that they will continue this funding in the future! In fact, to date, Temple’s administration has not clearly stated how this policy will work in the future. Because of this some departments are hesitating to offer graduate students ant teaching assignments for the Fall of 2011 until the university clarifies their position. In other departments, they are offering only a handful of TA positions to post-funding graduate students, while everyone else, who formerly would have adjuncted, may be out of work. In addition, some international students here on a Fulbright Scholarship may need to leave the country all together due to the unique way that their Visa connects to their work in their field of study–if they cannot adjunct over the summer, they may no longer be able to legally stay in America or at Temple University until they have work again!

TUGSA’s position on this matter is that we want graduate students to be funded! Ideally, we would like to see all graduate students get sufficient funding through teaching, TAing or RAing. We have been in regular meetings with the university attempting to make them tell us what their policy will be in the future.

The rally that we are holding on Monday, April 4th will be one part of our efforts to put pressure on the university to clarify their policy and to let all of us know how we will be funded, if at all, in future semesters. We will also be putting pressure on the university to continue funding us! The rally on the 4th is a part of a national day of action in solidarity with labor struggles around the country. We will also be discussing Gov. Tom Corbett’s recent budget proposal, which will directly impact TUGSA members because the university may have less money to hire people, whether as TAs or adjuncts! This means that Tom Corbett’s budget proposal directly impacts the “gradjunct” situation.

We hope that this clarifies some issues. If you have any further questions or concerns, TUGSA is always here to help! You can reach us at staff@tugsa.org, or you can reach Ed Avery-Natale, TUGSA’s staff organizer, at 610-731-1319.

In solidarity,
TUGSA

http://www.facebook.com/TempleUniversityGSA

Need to contact us? Click here!

Have you heard about the Graduate Assistant Awards we’ve created with the Teaching and Learning Center?  Click here to learn more!