Tentative Agreement on Parking: Why we should vote NO

The Caucus for a Democratic Union believes FSU members should not ratify the tentative agreement on parking for the following reasons:

1) The agreement undercuts solidarity with our sister unions by weakening their bargaining position; It makes future joint union resistance more difficult.

2) The agreement sets a precedent for excessively high parking fees for other members of the community, including students. The urban mission of UMass Boston depends upon affordability. At a campus where over 90% of students are commuters, parking must be affordable.

3) This agreement constitutes a reduction in FSU members’ wages, and disproportionately harms lower earning members of our bargaining unit.

4) The administration should not be balancing its budget on the backs of the people who work and go to school here.

5) A YES vote will be a DEFEAT with long-term negative consequences:

  • Ratification of this agreement will be interpreted by administration and the campus community as an endorsement of a process and outcome that is unacceptable.
  • If we ratify this agreement, we will open the door to the imposition of future demands as administration struggles with debt accrued over decades of mismanagement and inadequate state funding; The union will have demonstrated an inability to organize meaningful resistance against such demands.

See also the following letter from our staff colleagues:

Dear faculty,

We write to tell you that your decision to accept a better parking deal for yourselves rather than bargain with the staff unions is, in our opinion, unconscionable. As has often been noted, the administration views faculty and staff very differently. They care more about the faculty and have more respect for them and their work. Well now the staff knows that you, the faculty, feel the same way. The decision to bargain separately, to only look out for yourselves, and to get the best deal you could even as it hurts others sends a very clear message: we are not your people and you are willing to sacrifice the good of the whole for the benefit of the few.

This is how the administration wins. This is how we get steamrolled again and again. Separating the unions is the first step in defeating them. The fissures that this will create in the relationships between faculty and staff will not be repairable. We will not forget that you were willing to abandon us in this fight in order to save some money for yourselves. You have helped to perpetuate a two-class system. We always knew the administration felt that staff are second class and when you vote to ratify  this deal, we will know that you feel that way, too.

Very sincerely,

The Staff


Finally, here is a statement passed by the Faculty Council this week:

“Be it resolved that the Faculty Council of the University of Massachusetts Boston moves that the parking rate increases the university plans to implement are an undue financial burden on many faculty as well as staff and students; it encourages faculty not to be on campus unless necessary and, for some, the entire proposed faculty salary increase will be consumed by parking. The proposed parking rate increases are reflective of rates at private institutions which is discordant with a public institution for education. We continue to assert that faculty, staff, and students should not be made responsible for the necessity of a new garage nor do we accept an obligation and burden for the garage costs and the debt service.”

 

 

Rediscovering a Past Community through Present Labor Struggle

By Phil O’Connor, UMB Alumnus and Lynn Public School Teacher

Sauntering down Boylston Street on the last warm day before fall takes hold, I am filled with a mix of feelings as I head to the Solidarity Rally with Local 26 Striking Marriott Workers. Not a hotel worker myself, I am a union member (Teacher, Lynn Teachers Union), and I empathize deeply with the demands of this three-week strike: adequate wages, essential benefits, and the job security necessary to afford to live where you work. Such conditions have caused many full-time hotel workers to work multiple jobs, leading to the strike’s slogan, “One Job Should be Enough,” a message that resonates with countless Boston area workers, teachers like myself included. For this, I am willing to expose myself to a large, potentially raucous crowd, despite my longstanding anxiety.

It’s easier knowing I won’t be alone. I plan to reconvene with my former UMass Boston Professor, now mentor and friend, Joe Ramsey, who has spread the word of the strike through social media posts and his informative, Dig Boston article, “If we don’t get no contract–you don’t get no peace.”

I arrive at the scene, where several hundred hotel workers and supporters, adorned in vivid red apparel commanded the courtyard, chanting the strike’s slogan to the background of classic fight songs. Dozens of strike supporters have created their own drumline using orange, all-purpose buckets from Home Depot, adding rhythm to the chants.

Inspiring as the rally is, my uneasiness begins to set in. Normally, at this point, I would escape without hesitation. Determined to stay, I retreat to the outskirts of the crowd.

Just then, I spy a tall, slender man, donning a grey shirt reading “FSU: Faculty Staff Union, University of Massachusetts-Boston.” I approach him, pointing to the shirt and blurting: “I went there!”

Without pause, the man reveals himself as a Professor of American Studies at UMB who is attending the rally due to the social media posts and article by Ramsey. I tell him I am a class of 2016 alum who now teaches middle school science in Lynn. Thrilled to meet a former UMB student, now teacher, he tells me about a summer “institute” at UMB for educators seeking to develop their teaching.

As we chat, a colleague of his approaches, asking him to join the rest of the UMB contingent present at the rally. The Professor graciously invites me to join.

We join a group of about 20 UMB folks, some with their own homemade signs supporting the struggle. Ramsey arrives with his partner and fellow professor-activist, Linda Liu. While we embrace, I notice another familiar UMB face, Jon Millman, my former Economics Professor and academic advisor. Unsure if he would remember me, I reintroduce myself, reminding him the year I graduated while offering my hand to shake.

“PHIL! How are you doing?” Millman replies in a brisk, Brooklyn accent, ignoring my handshake and coming in for an affectionate bear hug. He asks if I am still teaching and whether I enjoy it, to which I reply that I am—and it’s true; it’s what I believe I’m meant to be doing. His happiness for me is obvious, and he asks for my contact info to join him at the year-end Economics Department dinner.

My anxiety about large crowds has dissipated. I am no longer alone, rediscovering a community from my past. Rather than view their students as mere consumers seeking to “invest in their personal capital” so as to get a “good job,” UMB faculty have always made clear to me the importance of a holistic connection within pedagogy: one predicated on a genuine desire to develop critical thought, not solely for academic exercises, but for broader social issues outside the classroom that inevitably impact our lives at work and beyond.

Perhaps my K-12 colleagues and I can learn from this, changing how we interact with our students. Too often, as the result of the ever-growing influence of standardized testing, I feel pressured to associate my students with some kind of demeaning numerical score or label. Such categorizing pushes us to view our work (and subsequently, our students) as a means to an end, numbers that can either benefit or hurt our careers. But teaching should be so much more than that. What if we saw our students not as short-term means to a bureaucratic end, but as life-long partners in learning and shared efforts to change the world?

No longer their student, I realize I still have much to learn from my UMB Professors. Together, we take photos and share thoughts, not merely as students and teachers, nor even just as colleagues, but as allies.

As the rally shifts to the streets we begin to march.

Join the Coalition to Save UMB for a Halloween Parking Parade

By now you know UMass Boston Administration is threatening to impose an outrageous parking fee increase on our community. For our workers, this amounts to wage theft in disguise and for our students this is yet another financial burden they will be paying off for years to come.  The proposed parking fee increase will have a devastating impact on students, staff and faculty and threatens our efforts to protect UMB’s affordability, accessibility and urban mission.  This is a fight we must win! We need faculty and librarians to be visibly involved!  

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The Continuing Struggle for Inclusion

By Tony Van Der Meer, Africana Studies

[The following is a transcript of a talk given as part of the Financing Public Higher Education panel at the Invest in Minds Not Missiles Forum at UMass Boston. Full video of the forum is below.]

While I was invited to participate in this forum, I was then dis-invited, and eventually re-invited. So it’s safe to say that the question of inclusion is a constant struggle, especially for people of color.

I must say that I was outraged that the president of my union, FSU, would actually politic to exclude me from participating in this forum. Maybe I could be wrong – that free speech and my first amendment right, particularly at an academic institution, is something a president of a union would uphold. Maybe I could be wrong – that inclusion of faculty ideas, despite their different views, is something that we uphold in the academy.

However, I am in full support of increasing federal and state investment in higher education. At the same time we need to be certain that those resources are used equitably to also assist underserved urban student populations of color to successfully matriculate at this and other public universities. We need to make sure that all faculty are paid and treated equitably. We need leadership in our unions, among our students, staff, and faculty, as well as elected officials to ensure education is viewed as a right and not a privilege just for those that can afford it.

The deepening privatization of public education is becoming a factor along with private universities in the gentrification of our urban neighborhoods. Not only is this having an impact on students, it’s having a deep impact on our staff and faculty. But the impact is the greatest on working class communities of color whose education and income further marginalizes and limits them from being able to live decent lives.

According to a study by the Insight Center for Community Economic Development, the net worth of a single black female is only $5. The National Center for Children in Poverty (NCCP) points out that 73% of children in poor families live with a single parent. With the high rate of single mothers, how are they able to provide the basic necessities for their families? How do we expect students that come from these families to not only concentrate on their studies, but to also successfully matriculate without incurring burdensome debt?

As students, staff, faculty, and administrators, how can we allow the state and federal government to spend public money to profit corporations while public institutions and infrastructures deteriorate?

We clearly need accountable and transparent leadership. We also have to do our parts – to ensure that there are consequences for negligent and incompetent leadership unable to properly represent its constituency.

We can’t be naïve to assume that those in power will do the right thing. It is absolutely absurd that according to the Pentagon, it’s costing the US Government $45 BILLION dollars per year for the war in Afghanistan. Yet, our universities are not adequately funded. We have to organize ourselves from the very bottom of the most disenfranchised groups to ensure that their voices are heard and that their needs are included in our agenda and program of action. Our continuing struggle is to change the power relationship to one where the central needs of ordinary working people are met. This means we have to also engage urban community organizations, churches, and neighborhood groups in this process. It is their children and communities that are impacted by the lack of public resources. They are also an important base that will make elected officials accountable.

With the engagement of local communities we need to organize a mass democratic and inclusive movement to force state and federal government to fully fund public higher education. We (UMass Boston) need to set an example that other states can follow.

Video of the Invest in Minds Not Missiles Forum

Shared Admin Services Model – ANNOTATED

Submitted anonymously by a longtime UMass Boston employee in response to Interim Chancellor Newman’s email

*Note: original text of email is in black and the employee’s translation is in red.


From: Interim Chancellor Katherine Newman Marty’s appointee that has NO skin in UMB
Sent: Friday, October 12, 2018 12:36 PM
To: REDACTED
Subject: Shared Administrative Services Model What Amherst/Lowell, the “real” UMass campuses want to do or already have done..so we will make ALL campuses conform…especially that unruly, thorn in our sides: UMB

 

Dear Staff and Faculty,

I want to inform you about a UMass system-wide project to develop a shared administrative services model that you may be hearing about as it progresses over the course of the fall. We’ve being trying for years to move toward a “business model” AKA a pool of admins for academic departments so we’ll pretend we’re now collaboratively developing something.

Like many public universities, we are constantly challenged to maintain our steadfast commitment to excellence and student affordability in the face of rising costs and competition for state resources. Given those factors, the UMass system has embarked on a project to examine how to screw UMB again with more layoffs and budget cuts that won’t affect those of us in the upper level administration here a strategic shared services model can achieve cost savings while improving the services we provide to students, vendors, and other important partners.

According to the Education Advisory Board, implementing a more streamlined and unified process can achieve a 10 to 15 percent reduction in operating costs in relevant functional areas, which can relieve budget pressure on academic resources, faculty hiring, student financial aid, and other core mission priorities. Let’s not mention cutting the excessive number of upper level administrators at UMB vs the other campuses could probably achieve the same reduction in costs. Building on the work already completed through the system-wide Better Together initiative, the project will focus on accounts payable, payroll, and some aspects of procurement additional layoffs and foolishness like one printer per floor.

It is important for everyone to know that shared service models are not equivalent to centralization. I’ll say this, but let’s be real…I’m telling a big fat lie here. They put the customer at the center in the delivery of routine transactions which frees administrative staff to put their time into strategy, analysis, and continuous improvement. This pretty much defines centralization but readers of this email won’t be smart enough to pick up on it. A primary objective of the project will be minimizing impact on staff. This is, of course a throwaway line because we all know we have not/do not/will not care about the impact on staff.

All five chancellors, as well as the provosts and vice chancellors for administration and finance across the UMass system, strongly support the project. Marty appointed me and VC for A&F but let’s make it “look” like UMB has upper level administrators that are representing them. A cross-functional team of representatives from all of the UMass campuses is working collaboratively to create an action plan. Their work will involve identifying the best processes to be considered for shared services and an analysis of our data. We’ll have them come out with a report that says what we want and we’ll start to implement it.

The team will meet regularly through the planning phase, culminating in an action plan to be delivered to President Marty Meehan and the chancellors in December. It’s 7 weeks until December, we’ll have lunch a few times before the holidays, and then give the action plan to Marty in December so an announcement can be made about the layoffs and changes we’re instituting over intersession when the fewest people are on campus to cause a ruckus. In addition to Provost Emily McDermott and Vice Chancellor for A&F Kathleen Kirleis, UMass Boston will be represented on the project by Associate Controller KrisAnn O’Herron, Payroll Manager Amy Chin, Director of Procurement Peter Franciosi, Associate Vice Chancellor for A&F Chris Giuliani, and Vice Chancellor for Human Resources Marie Bowen. I’ll throw in some folks from UMB central administration to show how much this isn’t about centralization.

Transparency is critical to the success of this enterprise.  The team will share with you progress updates as well as information regarding decision-making and outcomes as it becomes available. Transparency is something they love so we’ll tell them what we are going to do and tell them we’re being transparent by telling them what’s going to happen. To be sure, change is hard, and it can be unsettling. Many questions will surface as we move through the planning process. You are encouraged to reach out to your supervisors or the individuals identified above with those questions. I also encourage you to provide feedback or ask questions by emailing bettertogether@umassp.edu, a dedicated communication point. The best way for us to ensure a thoughtful and collaborative process that is sensitive to the individual needs of our campus is to fully engage with it. Losing your job can be hard on people that actually have to work to pay bills in real life, so we’ll pretend to care and pretend to know the individual needs of the UMB campus.

Thank you in advance for your support of this project and for all that you do every day to make UMass Boston excel.

Sincerely,
Katherine Newman
Interim (I’m just a temporary Marty’s hack) Chancellor

 

CDU Solidarity in Action

The CDU also promotes an FSU that is actively engaged in social justice struggles beyond the FSU, on campus and in the community. Recent activities include:
  • CDU members recently walked the picket line with striking hotel workers on Friday, Oct. 5 at the Ritz-Carlton in downtown Boston.
  • CDU members protested on Sept. 24 with the Massachusetts Teachers Association against the union busting funded by the Pioneer Institute. Pioneer is the Massachusetts affiliate of the right-wing network that has supported anti-union cases and been sending union-busting propaganda in the aftermath of the U.S. Supreme Court’s Janus decision.
  • Since 2015, Educators for a Democratic Union, a progressive caucus in the Massachusetts Teachers Association, has been marching in the famed Honk! Parade of activist bands and progressive causes that happens each year on the Sunday of Indigenous Peoples’ Day. The parade is an opportunity for progressive educators to connect with students and families and share information about subjects from the need to resist high-stakes testing to the importance of keeping the cap on charter schools.  In 2015, to the glee of children, we handed out Less Testing More Learning stickers. This year we joined forces with supporters of the People’s Agenda, including the Nurses’ Yes on 1 for Safe Patient Limits Campaign.

MTA at Honk

 

CDU Successes

What has the CDU been doing lately? In order to ensure that the FSU is more transparent and open to member engagement, the CDU has organized to propose a number of initiatives passed by union members:

  •  Introduced and passed a motion to establish an organizing committee and fund an organizer.  We believe the FSU should devote more of its limited resources to organizing and mobilizing members.  This motion instructs the FSU to establish an organizing committee that will oversee the hiring of an organizer — by buying out one course of an NTT faculty, who will then be released to help organize the FSU. (Fall 2018)
  • Introduced and passed a motion to more fully explore options for increasing equity in dues payments.  This motion seeks to achieve greater equity in union dues by developing a tiered structure that ties the amount one pays to salary levels. (Fall 2018)
  • Introduced and passed a motion to examine the FSU budget process in order to ensure that members not only have earlier access to the proposed budget, but that there is a process to better enable member feedback and contributions.  Members need to understand and shape how their dues are being spent. (Fall 2018)
  • Requested that the FSU Executive Committee post minutes from General Assembly meetings publicly on the website in a timely manner. (Fall 2018)
  • Introduced and passed a motion for the FSU to publicize the policies it passes.  Members need to be aware of the policies that guide the FSU (for policies as of Spring 2018, click here).

 

An open letter on parking bargaining from FSU member Bonnie Miller

Dear Faculty,

I attended the FSU meeting today on parking, and the turnout was pretty light. I get it because my schedule is crazy, too, but this parking issue is too important to let our busy schedules get in the way. So in order to make sure everyone is in the loop, I am going to break it down here for everyone.

The proposal on the table from the administration is awful. The biggest problem as I see it (from a faculty perspective) is that they have removed the multi-park passes, which means that you would have to buy semester/annual passes in order to get a pre-tax discount, and many of us don’t come in enough days to make buying a semester or annual pass worth it. This means we would be stuck paying the $15/per day rate. You cannot get the tiered rate unless you purchase the semester/annual passes. This will very quickly eat up that 2% raise we just got. We need to be incentivized to come to campus, not to stay at home! I could go on and on about other issues, especially when you consider our students and their financial situations, but I will leave it at that for now.

What I learned in the meeting today was really illuminating. A process has been put into place for bargaining (see MOU 9 of the contract or this Power Point summary of the parking bargaining process–FSU). There will be only three more sessions of bargaining and then if the administration/union can’t come to an agreement, it will go to mediation. After mediation, if the two sides do not come to agreement, it goes to a fact-finding session (which is a more in depth process of evaluating the two sides). Here is the most important point: If at the end of the fact finding process an agreement is still not reached between the two sides, then the administration legally can implement their last proposal and our union is helpless to prevent that. In terms of the timeline, that is set to be around the end of February 2019.

This is the bottom line:  The administration has to submit to mediation and to all these sessions, but they know that if they can just hold out until the end, they can legally get what they want. This means that our best weapon to prevent these inequitable parking rates is to make as much noise as possible in the next six months to make the administration hear us. The best strategies we have to get them to back down is to make the publicity so bad OR to make them lose money (perhaps a boycott of the garage?) so that they agree to accept some/all of our terms. All this is to say is that we cannot wait until the rates go up to take action. We are in a crucial time in the next six months to be as active as possible as a union.

Let me put this in one other way — if you calculate the amount you will have to pay for parking over the next number of years in which you hope to work here at the new rates, that amount will stun you — and you will see that financially, it is worth the time away from other things right now to put toward this effort. If we don’t, we will regret it later, because one thing I have learned is that once these costs go up, they will only continue to go up. Long after that garage is paid for, they are not going to return to our current rates, and the days we will have Bayside as a cheaper option are numbered.

The FSU will be in touch early next week with ways we can all get involved, but I hope my clarification of the process here helps you to understand why these next six months are so crucial. Thanks for reading!

Bonnie Miller
FSU Member
Associate Professor, American Studies

 

Save UMB Coalition Braves the Heat to Oppose Parking Fee Hikes

by Joe Ramsey, English and American Studies
jgramsey@gmail.com

 

“Dorms? Yes! Austerity? No!

These Parking Fees Have Got to Go!”

At least a dozen UMB faculty began the semester at the end of August, joining over 120 staff, students, and community members on campus to oppose oppressive parking fee increases. Braving the 100-degree heat behind a banner proclaiming, “We Can’t Carry UMB’s Debt,” students and staff led a spirited march to the doorstep of a ribbon ceremony for the new campus dorms, where a lively picket line drew attention from event attendees and local media.

(See local coverage here.)

A small but stalwart faculty group was also represented.

“I was very happy to participate in the protest and to see other faculty members doing so,” said Nayelli Castro-Ramirez, faculty in Latin American and Iberian Studies. “I hope that I will be able to keep participating and showing my solidarity in other actions throughout the semester.”

With UMB Admin planning to impose dramatic parking hikes any day now, further campus action and faculty solidarity is certainly needed if we are to reverse a decision that threatens the public accessibility of our campus, and that represents a back-door pay cut for staff and faculty alike.

Steve Striffler, faculty in Anthropology and Director of Labor Studies, summed up the baseline feeling: “$15 a day for parking is crazy!”

Despite the withering heat, the picket line held strong, anchored by drums, focused chanting, and punctuated by street theater. To the mock hisses of the crowd, UMB workers staggered beneath the symbolic weight of painted black boxes labeled “GARAGE DEBT, as an “Administrator” walked behind, swinging a giant ruler.

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Organized by the Coalition to Save UMB, the purpose of the demonstration was two-fold: not only to resist the planned parking fee increases, but also to demand legacy debt relief for our campus, which continues to be hobbled by bills dating back to corrupt state-managed construction of the substructure-garage in the 1970s.

Police prevented the debt-box theater from entering the ceremony room—at one point physically pushing a veteran faculty member back from the door. Protesters responded by plastering signs to the windows for all inside to see. Attendees inside the ribbon cutting reported that former Professional Staff Union president Tom Goodkind’s drumming resonated loud and clear as the official programming proceeded.

Meanwhile the chanting continued:

“Students and Workers are Under Attack…Get this Garage Debt Off Our Backs!”

“WHAT Kind of University? A PUBLIC University!”

“Cut the Ribbon

AND the Parking Fee!

Don’t Drive Students from UMB!”

As such chants underlined, the point of this protest was not to oppose the new dorms.

Case in point: David Giessow, faculty in Music and Performing Arts attended the protest, even as he was excited about what the new dorms will mean for student involvement in performance groups on campus. “I think it is great for these students that they will save hours every day which otherwise would have been spent commuting.” Nonetheless, David remains concerned about the parking increase: “Doubling the parking fees is a real threat to our urban mission and will limit access for many of our students.”

He is not alone. Many see the jacking up of parking fees on campus from $6 to $15 per day as emblematic of the way that working-class and low-income commuter students are being pushed out of our institution, even as new residential students are being enthusiastically welcomed.

Garage Debt Relief for UMass Boston could quickly alleviate the “need” for the present parking fee hikes, helping our campus to flourish for ALL our students, not just those who can afford to pay for dorm rooms.

The Caucus for a Democratic Union (CDU) is committed to involving more faculty in the campaign to defend affordable parking on campus. We stand in solidarity with our sister unions in the fight to win the state-support and debt-relief our students deserve.

**

*Get involved! The next major demonstration against the parking-fee increase will take place at Convocation on Sept. 20th, where the Save UMB petition against the parking hike, signed by thousands, will be presented to UMB admin as well as UMass President Marty Meehan.

*You can RSVP for Convocation here.

*Those who want to plug into the mobilization against the parking fee can do so via this link. Save UMB organizers have made special efforts to accommodate difficult schedules. People can sign up for any block of time they have free.

*Those wanting to connect with the Coalition to Save UMB can find us on Facebook as “Save UMB” or on campus at our regular meetings in the Labor Resource Center (Wheatley 4-151).

Left Forum panel: “Rank-and-File Academic Organizing”

by Sofya Aptekar, Sociology

The Caucus for a Democratic Union (CDU) was formed to promote greater democracy, empowerment, and participation in the FSU. This type of rank-and-file movement is far from unique to our union. On June 2, 2018, I participated in a Left Forum panel, Rank-and-File Academic Organizing: Turning the Tide Against Austerity. I shared our struggles at UMass Boston with the budget crisis, state-driven austerity, and FSU problems that led us to form CDU. My fellow panelists represented CUNY Struggle, a rank-and-file movement that inspires our efforts at CDU, Graduate Workers of Columbia, and Barnard Contingent Faculty. Our sizable audience included members of these and other higher-ed unions, teachers’ unions, and government worker unions.

What became clear quickly is that across unions in very different settings, rank-and-file face the same issues with their union leadership:

  • Fear of dissent
  • Constant references to alienating the mythical base, often in the form of that “science PhD” in the case of universities
  • Restrictions on emailing own members
  • Thinking of themselves as partners with the administration, playing the inside game
  • Aversion to direct action
  • Events and activities that are disempowering to members
  • No consequential decisions happen outside a small circle of leaders

All this can lead to burnout among the most active and committed union members.

Rank-and-file groups like CDU, CUNY Struggle, Educators for a Democratic Union within the MTA, and the Movement of Rank and File Educators within UFT fight to create membership-driven, democratic, and accountable unions. These groups can open up the space for direct action and critical analysis. They can also broaden and connect to other workers.

Our colleagues at CUNY Struggle are in many ways in a similar – and worse – situation across their system. They are dealing with union leadership that talks the talk – “social justice magnetic poetry”, in the words of panel organizer Jarrod Shanahan – but remains undemocratic and less than committed to the plight of egregiously underpaid adjuncts. Still, the state of many CUNY buildings will make Healey or Wheatley seem luxurious.

CUNY Struggle has found that union elections are an opportunity to organize rank and file members and disrupt undemocratic patterns, forcing incumbents to debate and provide critical/alternative analyses. It is also helpful to think beyond individual leaders and their personal failings to the structural position of those who mediate between management and the workers.

Sonam Singh, who is part of the new Barnard Contingent Faculty union, pointed out that too often we talk about the union vs the university/college. But instead of calling them “the university”, we need to say “the current management team”. Great advice for us given the churn in our current management team!

For more on Left Forum panel, see Alex Battle’s post here.

For some more on higher-ed union organizing, see:

The push for graduate student unions signals a deep shift in academia

May Day in a Bureaucratic Union