FEEDBACK (printer-friendly version)

We welcome your feedback on this issue. Please continue to E-mail your comments and questions to gwnews@gwu.edu. We will post more of your input here as we receive it.

1.) Some individuals have raised the issue of what the official rate of remuneration per course is for part-time faculty at GW as compared with other local universities, and whether or not this rate will increase, as there is an assumption that one of the core issues on the part of dissatisfied part-time faculty relates to low pay.

There is no one "official rate of remuneration" per course. While we cannot provide specific data, remuneration at GW, as one inquirer pointed out, is generally competitive with that paid by local institutions of higher education. Because federal labor law prohibits the University from discussing or implementing material changes in terms and conditions of employment once a union files a petition for representation and before an election, we cannot address the question of possible salary increases. What we can say is that there is certainly no guarantee that unionization will result in greater pay. Finally, while remuneration may be a "core issue" for some, there are a host of reasons beyond remuneration why many part-time faculty choose to teach at GW.

2.) GW has received questions regarding whether part-time faculty will be forced to join the Service Employees Union if a majority of those voting in the October 2004 election vote to unionize, or whether they will have the option to decline membership in the union.

Labor contracts in Washington, D.C. generally have a union security clause which requires union membership as a condition of continued employment. For more background information regarding this issue, see our FAQ answers on the GW website, at www.unionization.gwu.edu.

3.) Relating to Number 2, above, a question was raised as to what state labor laws would apply in the event a majority of the part-time faculty vote to unionize, given the University’s geographic position in two jurisdictions that do not have right-to-work laws (D.C. and Maryland), and one that has a right-to-work law (Virginia). (A “right-to-work” law means that an employee may not be forced to become a member of a union as a condition of employment.) For example, what laws would a part-time faculty member be subjected to if he or she lives in Virginia and teaches in D.C., or lives in Maryland and teaches in Virginia?

The applicable law is that of the state in which you are employed, not the state in which you live. Therefore, regardless of whether you live in Virginia or Maryland, if you teach for GW in D.C., you are subject to D.C.’s jurisdiction. The determination of which jurisdiction would cover employees who work primarily at one of GW’s Virginia campuses would be a matter left up to contract negotiation.

4.) One individual wanted to know if there were any special rules that apply to a part-time faculty member who is also a federal employee.

There is no law precluding a federal employee from being forced to join the Service Employees Union as a condition of employment as a part-time faculty member at GW. However, federal government employees who are covered by a collective bargaining agreement in their federal employment may in fact be precluded from joining another union, pursuant to the terms of the collective bargaining agreement related to their federal employment.

5.) Some individuals have asked about the law firm GW has hired to advise the University in connection with the issue of part-time faculty unionization, and what this outside legal advice is costing the University.

As labor relations law is a complex area, the University has sought guidance from an outside firm to ensure that we comply with applicable law and that a fair and free election is held for the benefit of all part-time faculty. The Service Employees Union also has engaged the services of an outside firm to advise it in this matter, as is its right. We do not believe it appropriate to disclose the amount expended on outside counsel, nor do we think it is relevant to the core issue of whether unionization is in the best interests of our part-time faculty.

NOTE: A follow up question has been asked about our unwillingness to disclose, in response to the previous question, the amount expended on outside counsel for this issue. The questioner also asked whether it was an oversight that we did not identify the law firm the University has retained to provide advice on this issue.

The University’s policy is that it does not disclose fees paid to particular firms. This is a consistent approach, regardless of the issue. As to the name of the firm the University has retained in this matter, it is Krupin O’Brien, LLC.

6.) Some have asked us how GW intends to communicate information from both sides of the issue regarding part-time faculty unionization.

The University is committed to a free and open dialogue on the subject of unionization, and both the University and the Service Employees Union will be disseminating information regarding unionization to part-time faculty over the coming months. The University also believes it is important to hear from the part-time faculty and other members of the University community on the various issues relating to unionization, and we will be exploring ways to share that perspective, including continuing to post on this Web site feedback from members of the GW community.