|Save the Date: April 3-5, 2016 for the 43rd Annual Conference on Collective Bargaining and Labor Relations in Higher Education|
|The 43rd Annual Conference of the National Center for the Study of Collective Bargaining in Higher Education and the Professions will take place on April 3-5, 2016 at the CUNY Graduate Center. Additional details concerning the 2016 conference will be announced in future E-Notes and will be featured on our website.|
|Podcasts from the 42nd Annual Conference Are Now Available Online|
As part of the National Center's educational and research mission, we are pleased to announce the posting on our website of podcasts from the 42nd Annual Conference. The podcasts represent a sampling of the quality presentations made at the conference about contemporary topics in collective bargaining and labor relations on campus. We encourage you to share the podcasts with your colleagues.
Podcasts by Please Repeat the Question Productions
Below is the list of conference podcasts now available by clicking here.
The History of Collective Bargaining in Higher Education
Ellen Schrecker, Professor of History Emeritus, Yeshiva University
Derryn W. Moten, Professor of Humanities, Alabama State University
Ernst Benjamin, former AAUP General Secretary
Donna Haverty-Stacke, Associate Professor, History, Hunter College, Moderator
The Impact of Collective Bargaining and Local Appropriations on Faculty Salaries and Benefits at U.S. Community Colleges
Stephen Katsinas, University of Alabama Education Policy Center
Clive Belfield, Queens College, CUNY, Research Affiliate, C.C. Research Center
Fred Floss, Professor, SUNY Buffalo State. Senior Fellow, Fiscal Policy Institute
DeWayne Sheaffer, Long Beach City College & NEA NCHE, Moderator
Scorecards, Performance Based Metrics and Faculty Compensation
Alan D. Phillips, Vice President of Administration & Finance, Northern Illinois University
Mark Smith, Higher Education Policy Analyst, National Education Association
Jonathan Blitz, Faculty Union Bargaining Team Member, Eastern Illinois University
Jeffrey M. Lax, Chair, Kingsborough Community College, CUNY, Moderator
Ins and Outs of Faculty Salary Structures and Wage Equity
Michael N. O'Malley, Senior Vice President, Sibson Consulting
Pierre Joanis, Associate Vice President for Human Resources, Bucknell University
Rex Fuller, Provost & VP for Academic Affairs, Eastern Washington University
Michael Conlin, United Faculty of Eastern President, Eastern Washington University
John W. Curtis, Director, Research, American Sociological Association
Faculty Diversity and Retention: Best Practices
Anthony Browne, Chair, Africana & Puerto Rican/Latino Studies, Hunter College
Carlos Medina, Chief Diversity Officer, SUNY
J. Phillippe Abraham, Vice President for Professionals, United University Professions
Rose Campbell, Faculty Administrator, Florida A & M University
Mark Hauber, Acting Associate Provost for Research, Hunter College
John Rose, Dean for Diversity, Hunter College, Moderator
Electronic Privacy in Higher Education
Jason Walta, Senior Counsel, National Education Association
Jill L. Rosenberg, Partner, Orrick, Herrington & Sutcliffe LLP
Frederick Lane, Author & Attorney
Raymond L. Haines, Associate Vice Chancellor for Employee Relations, SUNY, Moderator
Student Evaluation of Teaching in Higher Education
Philip B. Stark, Professor & Chair, UC Berkeley Department of Statistics
John A. Centra, Professor Emeritus, Syracuse University & Former Research Psychologist, Educational Testing Service
Alexandra Matish, Associate Director, Academic Human Resources, Univ. of Michigan
Lillian MacNell, North Carolina State University Graduate Student, 2016
Jamie Dangler, VP for Academics, Chief Negotiator, UUP,
Postsecondary Minority Serving Institutions: Labor Relations and Collective Bargaining
Robert White, Alabama State University Professor of History
Daniel Wims, Provost and Vice-President for Academic Affairs, Alabama A & M Univ.
Quintlon Ross, NEA Uniserv Director, Alabama Education Association
Sasha Tarrant, Assistant Professor, History, Brazoport College, TX Faculty Association
Lynda Villanueva, Vice President, Academic & Student Affairs, Brazosport College
Joyce Moy, Director, CUNY Asian American Asian Research Institute,
Impact of Pacific Lutheran on Collective Bargaining at Catholic Colleges and Universities
Nicholas P. Cafardi, Dean Emeritus & Professor of Law, Duquesne University
Michael P. Moreland, Vice Dean & Professor of Law, Villanova University Law School
Maryann Parker, Associate General Counsel, SEIU
Clayton Sinyai, Director, Catholic Employer Project
David L. Gregory, Dorothy Day Professor of Law, St. John's University School of Law
Sexual Assaults on Campus: What Is To Be Done?
Coleen Chin, Senior Attorney, U.S. Department of Education, Office of Civil Rights
Michelle Kiss, Director of Special Projects, Academic Affairs, California State Univ.
Elizabeth Davenport, United Faculty of FL/AFT/NEA President, FL A&M University
Sabrina Sanders, Assistant Director, Student Programs, California State University
Alexandra Matish, Associate Director, Academic Human Resources, University of Michigan, Moderator
Graduate Assistants: Special Issues and Challenges in Collective Bargaining
Kerr Ballenger, United Faculty of FL-FSU-Graduate Assistants United President
Margaret E. Winters, Provost & Senior Vice President for Academic Affairs, Wayne State University
John D. Vander Weg, Associate Provost for Academic Personnel, Wayne State Univ.
Peter Chester, Director, Labor Relations, University of California
Carl J. Levine, Levy Ratner, P.C.
Adrienne Eaton, Past President, Rutgers AAUP-AFT & Professor, Labor Studies & Employment Relations, Moderator
|Meet the Newest Members of the National Center Board of Advisors|
|The National Center is pleased to announce the newest members of the Board of Advisors.|
James Castagnera is an Associate Provost and Associate Counsel for Academic Affairs at Rider University, an Associate Editor of the National Center's Journal of Collective Bargaining in the Academy and a prolific author and speaker. He has been a law professor at several institutions, and a communication specialist for the United States Coast Guard and at an R1 university. He also has been a management-side labor lawyer with a major Philadelphia law firm and the general counsel/corporate secretary for the then-largest convenience store chain in New Jersey and for the nation's number one econometric forecasting organization. Jim has published 19 books, as well as some 50 professional/scholarly articles and book chapters. He is a frequent commentator in newsletters, newspapers and magazines, and on the Internet. His teaching has taken him to the University of Texas-Austin, the Wharton School of the University of Pennsylvania, and the Widener University School of Law.
Malini Cadambi Daniel is Director for Higher Education of the Service Employees International Union (SEIU). Her responsibilities include the development of SEIU's national higher education campaign including new adjunct faculty organizing, policy and political advocacy, and other program development.
Jack Quinn is the President of Erie Community College. President Quinn previously served as a congressman in the U.S. House of Representatives from 1992-2004 representing Western New York. He was also a supervisor of the Town of Hamburg from 1984-1992 and began his professional life as an English teacher and coach at Orchard Park Central School from 1973-1983. President Quinn graduated from Bishop Timon High School in South Buffalo, NY in 1969. He then earned a bachelor's degree in English Education from Siena College; a master's degree in English Education from the State University of New York at Buffalo; and a New York State school superintendent license from the State University of New York at Fredonia. In 2009, he became co-chairman of the legislative committee for the New York Community College Association of Presidents (NYCCAP). In 2010, he was invited by President Barack Obama and Dr. Jill Biden to participate in the White House Summit on Community Colleges in Washington, DC.
The New School and ACT-UAW Local 7902 Reach Successor Agreement
|The New School and ACT-UAW Local 7902 have reached a new five year agreement for the period September 1, 2014 through August 31, 2019 for a unit comprised of part-time faculty, part-time teaching staff and hourly faculty employed by the school.|
The agreement includes new contract language relating to training and development for annual faculty members found to be ineligible to teach a new course. It also provides for across-the-board raises over the five years of the agreement: 2.25%; 2.5%; 2.5%; 2.75% and 3%. Click here for the entire New School-ACT-UAW agreement.
|NLRB Board Grants Petition by Seattle University and Remands Case|
Seattle University, NLRB Case No. 19-RC-1222863
On June 12, 2015, the NLRB Board granted Seattle University's Request for Review of the NLRB Region 19 Director's March 3, 2015 supplemental decision and order, and directed that the Regional Director reopen the record to permit the parties to present supplemental evidence in light of the NLRB decision in Pacific Lutheran University. In Pacific Lutheran University, the NLRB refined the standards it will apply in determining whether to assert jurisdiction over a religiously-affiliated institution, and clarified the factors it will consider in deciding whether faculty are managerial under the National Labor Relations Act.
Following issuance of the decision in Pacific Lutheran University, the NLRB Board issued a February 3, 2015 decision remanding Seattle University to the Region 19 Director to reexamine the university's jurisdictional objection under NLRB v. Catholic Bishop of Chicago, 440 U.S. 490 (1979) and its assertion that full-time non-tenure track faculty are managerial under NLRB v. Yeshiva University, 444 U.S. 672 (1980).
After the remand, the NLRB Regional Director issued his March 3, 2015 supplemental decision. In the decision, the Regional Director ruled that the NLRB may properly assert jurisdiction over the petition seeking to represent non-tenure track faculty at Seattle University without violating the First Amendment based upon the standards articulated in Pacific Lutheran University. Additionally, he rejected the university's contention that the full-time contingent faculty members are managerial.
A. Rejection of Jurisdictional Objection
With respect to the school's jurisdictional argument, the Regional Director found that the university holds itself out as providing a religious educational environment but failed to present sufficient evidence that the petitioned-for adjunct faculty were held out as a performing a religious function. The Regional Director found no evidence that the at-issue faculty members were required to function as religious advisors, to provide religious training, to propagate or to conform to the school's religious doctrines. While instructors of religious courses are required to integrate Catholic tenets into the coursework, there was no evidence in the record that those instructors must hold a particular view concerning the religious tenets.
B. Non-Managerial Status of Full-Time Non-Tenure Track Faculty
The Regional Director determined that the full-time non-tenure track faculty members were not managers although there was evidence presented at the original hearing that two seats on the 19-member faculty Academic Assembly were set aside for non-tenure track faculty, and full-time non-tenure track faculty serve on university-wide standing committees.
The Regional Director found that that the Academic Assembly had little or no input concerning two of the primary areas of decision-making identified in Pacific Lutheran University: finances and enrollment management. In addition, the Academic Assembly by-laws mandate a minority role for contingent faculty. Moreover, all decisions by the Academic Assembly must be approved by the provost, and programming and budgetary decisions are regularly determined by administrators without input from the Academic Assembly.
With respect to involvement in the standing committees, the Regional Director noted that the university failed to present evidence concerning what percentage of any committee's membership is comprised of full-time adjunct faculty. He also concluded that the at-issue faculty lacked authority over academic policy and personal policy and decisions, the secondary areas of decision-making identified in Pacific Lutheran University.
The Reopening of the Evidentiary Record
As a result of the NLRB Board's recent decision and order remanding the case, each party will have the opportunity to present additional evidence at the reopened hearing relevant to the jurisdictional and managerial issues. It can be expected that both parties will offer additional documentary evidence relating to the university's representations concerning the role of contingent faculty in providing a religious educational environment. It can be further anticipated that each party will present evidence concerning the role and authority of full-time contingent faculty in faculty governance. At the conclusion of the reopened hearing, the Regional Director will issue a new decision and order that may lead to further appeals.
|Saint Xavier University's Jurisdictional Argument Rejected by NLRB RD|
Saint Xavier University, NLRB Case No. 13-RC-022025
On June 1, 2015, the NLRB Region 13 Director issued a supplemental decision and order rejecting Saint Xavier University's objection to the NLRB asserting jurisdiction over a representation petition filed by University Adjunct Faculty Organization, IEA-NEA, with respect to the university's adjunct faculty. The university's jurisdictional objection is premised on the argument that it is a religious institution, and the NLRB's assertion of jurisdiction would violate the university's First Amendment right to the free exercise of religion.
The supplemental decision and order stemmed from a February 3, 2015 remand of the case from the NLRB Board following its decision in Pacific Lutheran University. The remand called for the Regional Director to reexamine Saint Xavier University's jurisdictional objections premised on its religious-affiliation under the refined standards articulated in Pacific Lutheran University.
In June and July, 2011, NLRB Region 13 conducted a mail-ballot election among the at-issue faculty but the ballots were impounded on July 13, 2011 based on the university's jurisdictional argument. During the earlier processing of the representation petition, the parties had stipulated that the following unit of approximately 180-220 adjunct faculty was appropriate:
All part-time faculty employed by the Employer at its campuses presently located at 3700 West 103rd Street, Chicago, Illinois and 18230 Orland Parkway, Orland Park, Illinois, who reach at least three credit hours per semester, but, excluding all part-time faculty members in School of Nursing, all music tutors, all student supervisors in the School of Education, independent contractors, confidential employees and managers, office clerical employees and guards, professional employees and supervisors as defined in the Act.
Following the February 2015 remand, the NLRB Region 13 Director reopened the record to permit the parties an opportunity to present contemporary evidence, and to brief the applicable law. Before the Regional Director, the university reasserted its jurisdictional objection and argued that the refined standards under Pacific Lutheran University were insufficient to satisfy the First Amendment.
Regional Director's June 1, 2015 Decision Rejecting Jurisdictional Argument
In his June 1, 2015 supplemental decision and order, the NLRB Regional Director concluded the university met the initial test under Pacific Lutheran University of holding itself out as providing a religious educational environment. He reached that conclusion based upon publicly available statements including its mission statement, mission commentary, philosophy statement and vision statement along with its registration as a Catholic university and the religious iconography in many classrooms.
The NLRB Regional Director, however, rejected the university's contention that it holds out the petitioned-for adjunct faculty as performing a specific religious function. In support of that conclusion, the Regional Director cited to publicly available documents, including employment applications and job postings, which do not state that adjunct faculty must integrate religious doctrine or tenets into coursework, engage in religious training, propagate religious doctrine, act as religious advisors or conform to the school's religious tenets.
Lastly, the Regional Director rejected the university's arguments concerning the adjunct faculty in the Department of Religious Studies. The Regional Director concluded that there was no evidence in record to suggest that adjuncts teaching religious studies must espouse any particular religion. He did, however, agree with the university's contention that adjunct faculty in the school's Pastoral Ministry Institute are held out as performing a specific religious function but concluded that no adjunct faculty member had taught a course in that institute at the time the original election was held.
Based upon his findings, the Regional Director ordered that the impounded ballots from the 2011 elections should be counted, a tally of ballots prepared, and an appropriate certification or order of dismissal be issued. The university had until June 15, 2015 to seek review of the decision from the NLRB Board.
|Jurisdictional Argument by Duquesne University Rejected by NLRB RD|
Duquesne University of the Holy Spirit, NLRB Case No. 06-RC-080933
On June 5, 2015, the NLRB Region 6 Director issued a decision, recommendation and order rejecting Duquesne University's objection to the NLRB asserting jurisdiction over a representation petition filed by the United Steelworkers seeking to represent a unit of some of the university's part-time adjunct faculty.
In May 2012, after entering into a stipulated election agreement, the university objected to the NLRB's assertion of jurisdiction on grounds that it is a religiously-affiliated institution of higher learning. A mail ballot election was conducted by the NLRB in September 2012. It demonstrated that 50 eligible faculty members had voted in favor of unionization with 9 voting against. The following is a description of the at-issue bargaining unit, which was comprised of approximately 88 adjunct professors:
All part-time adjunct faculty employed by the Employer in the McAnulty College and Graduate School of Liberal Arts located in Pittsburgh, Pennsylvania, excluding all full-time faculty, graduate students, staff and administrators, office clerical employees and guards, other professional employees and supervisor as defined in the Act, and all other employees.
Following the September 2012 tally of ballots, Duquesne University sought to have the election vacated on the grounds that the NLRB's assertion of jurisdiction violated the First Amendment because of the school's religious affiliation. The case remained pending with the NLRB Board at the time of the decision in Pacific Lutheran University.
On February 12, 2015, the Duquesne University case was remanded by the NLRB to the Regional Director to reexamine the jurisdictional objection under the refined standards articulated in Pacific Lutheran University.
Regional Director's June 5, 2015 Decision Rejecting Jurisdictional Argument
Following a hearing, the Regional 6 Director found in her June 5, 2015 decision that the university had met the threshold test of demonstrating it holds itself out as an institution that provides a religious educational environment. However, she concluded that there was insufficient evidence in the record to conclude that the university holds out the adjunct professors as performing any religious function aimed at creating or maintaining the religious educational environment or that they are excepted to the university's religious mission. It is anticipated that Duquesne University will challenge the Regional Director's decision.
|Ithaca College Part-Time Faculty Vote to Unionize|
Ithaca College, NLRB Case No. 03-RC-150147
On May 28, 2015, NLRB Region 3 conducted a tally of mail ballots in an election concerning a representation petition filed by SEIU to represent part-time faculty at Ithaca College. Of the 321 faculty members eligible to vote,172 voted in favor of unionization, and 53 voted against. In addition, there were 12 voided ballots and 1 challenged ballot. The following is the stipulated description of the unit.
Included: All part-time faculty employed by the Employer at its Ithaca, New York campus, including but not limited to faculty with the title of Lecturer or Adjunct, who taught at least one credit hour since the beginning of the Fall 2014 semester which began on August 27, 2014.
Excluded: Managerial employees, confidential employees, guards and supervisors as defined in the Act, and all other employees including full-time faculty, tenured or tenure-track faculty, instructors, faculty who teach courses at locations other than the Ithaca, New York campus, deans (including associate and assistant deans), provosts (including associate and assistant provosts), department chairs, coaches (including head and assistant coaches), employees who teach as part of their other employment responsibilities for the Employer.
|Siena College Part-Time and Visiting Faculty Vote for Unionization|
Siena College, NLRB Case No. 03-RC-150383
On June 3, 2015, NLRB Region 3 conducted a tally of mail ballots in an election concerning a representation petition filed by SEIU to represent a unit of part-time adjunct faculty at Siena College. Of the 152 faculty members eligible to vote, 86 voted in favor of unionization, and 27 voted against. In addition, there were 2 voided ballots and 9 challenged ballot. The following is the stipulated description of the unit:
All part-time non-tenure track adjunct faculty employed by the Employer, including all lecturers and instructors; but excluding all tenured or tenure-track faculty, deans (associate and assistant deans), provosts (associate and assistant provosts), directors (associate and assistant directors), administrators, department chairs, and all other employees whether or not they teach as part of their responsibilities for the Employer, visiting full-time faculty, visiting instructional faculty, specified term faculty, managerial employees, confidential employees, guards, and supervisors as defined in the Act.
Siena College , NLRB Case No. 03-RC-151213
On June 3, 2015, NLRB Region 3 conducted a tally of mail ballots in an election concerning a representation petition filed by SEIU to represent all visiting and specified term faculty at Siena College. Of the 36 faculty members eligible to vote, 16 voted in favor of unionization, and 5 voted against. In addition, there was one voided ballot and 10 challenged ballots. The following is the stipulated description of the unit:
All visiting full-time faculty, visiting instructional faculty, and specified term faculty employed by the Employer; excluding all tenured or tenure-track faculty, deans (associate and assistant deans), provosts (associate and assistant provosts), directors (associate and assistant directors), administrators, department chairs, and all other employees whether or not they teach as part of their responsibilities for the Employer, any employees eligible to vote in Case 3-RC-150383, managerial employees, confidential employees, guard, and supervisors as defined in the Act.
|Webster University Adjuncts Vote Against Union Representation|
Webster University, NLRB Case No. 14-RC-149541
On May 11, 2015, NLRB Region 14 conducted a tally of mail ballots in an election concerning a representation petition filed by SEIU to represent adjunct faculty at Webster University. Of the 668 faculty members eligible to vote, 268 voted against unionization, and 212 voted in favor. In addition, there were 9 voided ballots and 53 challenged ballots. The following is the stipulated description of the unit.
Included: All adjunct faculty employed by Webster University who teach at least one
credit-bearing course, in a degree-granting program at the following campuses in the St. Louis Metropolitan area: Gateway, Winghaven, Westport and St. Louis Home.
Excluded: All status and status-track faculty, instructors, lecturers, full-time staff who
also teach as an adjunct, deans, associate deans, assistant deans, provost, vice
provosts, assistant provosts, administrators, department chairs, graduate assistants,
graduate students, athletic coaches, and faculty who teach non-degree granting
courses; all other employees, managers, confidential employees, guards and
supervisors as defined by the Act.
|Trinity Washington University Faculty Vote to Unionize|
Trinity Washington University, NLRB Case No. 05-RC-151107
On June 5, 2015, NLRB Region 5 conducted a tally of mail ballots in an election concerning a representation petition filed by SEIU to represent adjunct faculty at Trinity Washington University. Of the 288 faculty members eligible to vote, 74 voted in favor of unionization, and 54 voted against. In addition, there were 5 voided ballots. The following is the stipulated description of the unit.
Included: All part-time faculty employed by the employer in Washington D.C., teaching at least one credit-earning class, lesson or lab.
Excluded: All other employees, full-time faculty, graduate assistants, clinical fellows, teaching fellows, teaching assistants, research assistants, full time staff whose part-time teaching is not compensated additionally for teaching, administrators, administrators who have teaching responsibilities, and managers, guards and supervisors as defined by the Act.
|Laguna College of Art and Design: NLRB Certifies SEIU to Represent Adjuncts |
Laguna College of Art and Design, NLRB Case No. 21-RC-128268
On June 15, 2015, the NLRB Board affirmed the denial of objections by Laguna College of Art and Design to the results of a mail-ballot election concerning a representation petition by SEIU seeking to represent all part-time adjunct faculty and instructors at that institution. The tally of the ballots demonstrated that 35 faculty members voted in favor of unionization, 32 voted against. In addition, there were was 1 voided ballot and 2 challenged ballots.
In its decision, the NLRB Board found that the prounion noncoercive conduct by a low-level supervisor did not materially impact the election outcome because "the Employer's contemporaneous aggressive antiunion campaign ensured that employees would not attribute [the supervisor's] prounion views to the Employer and effectively mitigated any potentially material interference of his noncoercive conduct on the election outcome, even considering the narrow margin of [SEIU's} victory."
Based upon the election results, and the denial of the election objections, the NLRB certified SEIU to represent the following unit of part-time faculty:
All part-time faculty, including adjuncts and instructors, who are employed by Laguna College of Art and Design to reach in the programs and academic units of the College and who teach at least one-credit earning class, lesson,or lab at the College's instructional facilities located at the following addresses: 2222 Laguna Canyon Road ("Main Campus"), 2825 Laguna Canyon Road ("Big Bend Campus"), 2633 Laguna Canyon Road ("Graduate Studies Building"), and 2295 Laguna Canyon Road ("Suzanne Chonette Senior Studios"), but excluding all other employees specifically: all full time faculty; all artists in residence; all visiting instructors; all faculty reaching in locations other than the College's instructional facilities as defined above; all faculty teaching online course exclusively (regardless of location); all graduate students; all lab assistants, graduate assistants, teaching associates, clinical fellows, teaching fellows, teaching assistants and research assistants; all mentors; all full-time staff or administrators, whether or not they also have teaching responsibilities; all deans, registrars, and librarians; all volunteers; all other represented employees; all clerical employees, managers, supervisors, and guards as defined in the Act.
|Court Dismisses Roger Williams University Professor's DFR Claim|
|DeLucca v. National Education Association of Rhode Island|
A federal judge in Rhode Island recently dismissed a lawsuit by a professor at Roger Williams University against her faculty union alleging that the union breached its duty of fair representation in the handling of her grievance under the collective bargaining agreement. The grievance sought the creation of a new independent graphic design department and the appointment of the grievant as the department chair.
The plaintiff alleged in the lawsuit that the union violated its duty of fair representation when it initially withdrew her grievance from arbitration. She also claimed that after the union reversed course and agreed to arbitrate the grievance, it prepared for the arbitration in a perfunctory manner.
In dismissing the lawsuit, the federal judge found that the plaintiff had failed to plead facts that would demonstrate that the union's conduct in initially withdrawing the grievance from arbitration was arbitrary, discriminatory or in bad faith, the legal standard applicable in a duty of fair representation case. He also found that the plaintiff had failed to articulate facts that would demonstrate, if proven, that the union prepared for the arbitration in a perfunctory manner. Finally, the court concurred with the arbitrator's decision finding that plaintiff's underlying grievance was meritless under the terms of the collective bargaining agreement.
|The Journal of Collective Bargaining in the Academy|
|The Journal of Collective Bargaining in the Academy is the National Center's peer review on-line journal. It is co-edited by Jeffrey Cross, Eastern Illinois University, and Steve Hicks, Associate Professor of English at Lock Haven University of Pennsylvania.|
We encourage scholars, practitioners and graduate students in the fields of collective bargaining, labor representation and labor relations to submit articles for publication in future volumes of our on-line journal, which is hosted by the Booth Library, Eastern Illinois University. Click here for the Journal of Collective Bargaining in the Academy.
|SUNY Stony Brook Announces June 9-11, 2016 Conference |
|The SUNY Stony Brook Center for Study of Working Class Life has announced that its How Class Works - 2016 Conference will be held at SUNY at Stony Brook on June 9-11, 2016. Proposals for papers, presentations, and sessions can be submitted until December 9, 2015. |
Proposals can be submitted by e-mail attachment to firstname.lastname@example.org or as hard copy by mail to the How Class Works - 2016 Conference, Center for Study of Working Class Life, Department of Economics, SUNY, Stony Brook, NY 11794-4384. Click here for more information about the conference.
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