ࡱ> DFC7 bjbjUU " 7|7|ltttt      UWWWWWW$ {"{tt  t8  UU$ryTU  P_I0s@U0z5^Utttt HOUSE APPROPRIATIONS COMMITTEE TUESDAY, FEBRUARY 19, 2008 Testimony in Opposition to HB 538 Higher Education - Collective Bargaining Adjunct Faculty and Graduate Student Employees Chairman Conway, Vice Chairman Proctor and committee members thank you for the opportunity to testify on HB 538 Collective Bargaining for Adjunct Faculty and Graduate Students. Since 1980, the National Labor Relations Board (NLRB) has issued decisions regarding the treatment of graduate teaching assistants. On July 13, 2004, the NLRB ruled in the Brown University Decision that graduate teaching assistants, research assistants and proctors at private universities are students not employees and that imposing collective bargaining on graduate students would improperly encroach upon the educational process. In making its decision, the NLRB reversed a decision that it made in 2000 and restored a 25-year precedent that treated teaching assistants as students, not employees. Current Maryland collective bargaining law includes ĢƵ (USM) employees generally. The statute expressly prohibits collective bargaining of a student employee, including a teaching assistant or a comparable position, fellow, or post doctoral intern in addition to a contingent, contractual, or temporary employee whose position is funded through a research or service grant or contract, or through clinical revenues. Md. Code Ann., St. Pers. & Pens. 3-102(b)(9). The ĢƵ is opposed to the extension of collective bargaining privileges to its nearly 4,775 graduate assistants and adjunct faculty members for these main reasons: Repealing the law would create a confusing maze of litigation and legal expense over which groups or class of graduate students may be allowed to organize. The cost of negotiation, and potential for productivity slow downs for both faculty and students, far outweighs any perceived benefit. Unionization neglects the disparity in the needs of graduate assistants and the diversity and cultures of fellow graduate students. Currently, USM graduate assistants receive a tuition-free education, fully subsidized state health care, and stipend increases in each year of a contract. USM graduate assistants enjoy rights concerning workload, grievance procedure, personal leave, professional evaluation, and discipline. Adjunct Faculty Adjunct faculty perform different tasks across institutions. Some do research, some teach. Some work full-time, some part-time. Adjuncts differ among departments at the same institutions. They do not always work continuously. Many adjuncts teach one semester, but not the next. Some have a contract one year, but not renewed. This potentially will inhibit programmatic flexibility of institutions. When a new program is created, or an existing one is expanded, new faculty must be hired to teach. Faculty searches generally take a year to fill and without the flexibility to utilize adjuncts, the institutions are unable to change quickly. Many adjuncts teach at more than one institution. Professional schools (law, medicine, etc.) rely on experts in newest fields to come and teach as adjuncts without foregoing their current job. The goal should be to reduce reliance upon part-time adjuncts and increase full-time faculty, not institutionalizing adjuncts. There is a concept and ongoing process within the ĢƵ known as shared governance. This is a very important process that has served the USM higher education community very well for many years. We have a Council of University System Students, a Council of University System Faculty and a Council of University System Staff and even a Council of University System Presidents that have the ongoing opportunity to raise issues of concern to the Chancellor and the USM Board of Regents and a collaborative working relationship which follows to then address those issues and concerns. USM is a very diverse system with 11 degree-granting institutions, 2 research centers and 2 Regional Higher Education Centers spread throughout the state of Maryland. Issues ranging from salaries, stipends, housing, cost of living, and recruiting competition vary tremendously in a system this large. We are asking for an unfavorable report on HB 538 and to allow the public corporation that you created to continue to flourish and serve the citizens of Maryland by providing high quality, affordable and accessible higher educational opportunities. Thank you for your time and consideration.   ?Y  } оожЦ jUB*OJQJ^Jph5OJQJ^J56OJQJ^J6OJQJ^J OJQJ^JCJOJQJ^JaJOJQJmHnHsHu"j6:OJQJUmHnHu)_` I J W X | } h^h & F$a$Z]Z} LJXYZ $a$ & F 1h/ =!8"8#$%'Dd 45J  C &Afrsealb&e4Tʣ\D˃G]&DnU&e4Tʣ\D˃GPNG  IHDRO%PLTE!!!!!!)))!)))11!1)111999!9)9)9)91999BBJRRRBJBG B)B1J)J1R1B)B)!H-J1R1R11R9R9B9J9R9J9!R9!B91RB!BB1BBBJJ9JJJ`Z9c9Z9cBcBZB!ZJ)ZJ1RJ9RRJZRJRRRZRRZZRZZZziF|O !cR)gV=ccRccc]x[/gRJkss{{k9k9s9kJoB{BFJJRRRkkksss{s{{{{!!))!{{1!1)9)9191B5J9NBRJZN{kcRg^so{s{{Ƅ΄{֌ތޔƜR!ΥZ֥Z֭ZޭZޭc޵ccckk޽kkks{΄ք֌֔֜ޜޥޭƽƵ絽ƽ.tRNSS%bKGDH cmPPJCmp0712Hs!IDATx^}y_XITqvLI3BNJkKF-.6IJ>B=@4@M #ǩo8qJ,o -qz}w~_9?>tyݲٹ³h]8$;`3BmR6.m4,&հ-w}֯'±x+*A>2?SdMO62(˛ʳڱD++շj0<!QޠH$G/9pŕy08ua4{m`i2(J˿h+1S]CmFK2^٠G5c媁zU}UJu|a:G_FОek5Rl5Ɖ/ԡDMP$bT,E.֫ۅb}9!t-5ɒ몹Pc1tDuZInZ4$ЁS7sF#Ŭ6R2&堶zdɦ,bP P?YM=&t5U# QhMN|1Q SgX}5+Y@n=aO# Hsl(H[ʥEuGA9"Qc|AO%ׅp\F5g`#4ntH@y:Δ 浈g\jL[}RK(刬nG2Uc[~^)USzo~48A4 "+Ӳ7RG@6*lv5YKM0~Z?Rz.BgVWQxD AUC v %8g m|:h\al*߀*3]EB'_Rs=!dvBm:B X6*/AQCga"߶4S1 ĬWI9'"}&KA+KmE64 dTc u6j Y,/ssaZ8vRz7:?oJ6cTu2s|;0rCsfgczvC 87K]qҭXo A=~f<]^<6?+觧gfN}O2cMaNĠ*Pj lȍB(Z s M;}pRLs R#!U:q7j9.Hβ ,kl\#҈)쁅4TS; ӡ[wiB9̊Geےó;AKsypb6ŌX5o u F!TB.aeٞ" ttTt{4v N?K>s@v5Q:{9j: 1ctBґOX1dc\@%֍{ uc#ڱ{yd{U3Bٗ3!Wj:U=Ib%]aO0;vpBfBZ.]hIo([br./H3BGMǪ:^aƮEԣTjV!P Oߌ+u(5c&""7E4A6vMZ *f4h&,%R.KVϩ|:t>VoXw&y:1~Y/]3XK9me2# ^Ԡe;;v^$㺫"nFu]QVQB QsEWOks`]GowL0)bZB:=CnJ1*pXbinw ԅ,Bp;ǧYp{W(9 bv좗Н'/=Xz᮱r~AMVnE<0NN1腙S `p;@O84MЌ%r* RˬWc&%SG ~t2,GR{&h!`RqfJkӠ_0-H6H:GW ^X`uz*1bDkgԞh7 8S! 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