1. Association Release Time Policy
2. POLICY RESCINDED 07-26-18
3. Association Code of Conduct Policy
4. POLICY RESCINDED 12-15-17
6. Legislative Review and Endorsement Process
7. Appointment to Committees
8. Responsibilities of Participation
9. Ballot Protocols in Executive Council Elections
10. Conferences and Conference Travel
11. Deadline for Reimbursement Requests
12. Employment Policies and Procedures
13. Portfolio Holder Laptop Policy
14. PSU Assistance Fund Policy
1. Association Release Time Policy
Association Release Time
Revision Adopted October 15, 2020
The Executive Council affirms that PSU-AAUP is a volunteer activist organization. Our work is dependent upon the dedication of many bargaining unit activists who give their free time to help improve wages and working conditions at PSU. All Association funds come from the earned wages of bargaining unit members.
The Executive Council recognizes that some of the work that we must do as the exclusive representative of bargaining unit members requires the use of release time from work duties. That release time shall be authorized as follows:
1. The Executive Council shall authorize release time
as follows: only to enable work on behalf of the Association. The Executive Council may authorize Release time to any member of the Association.
2. Any member of the Executive Council may propose a Release Time Project to the Executive Council for consideration.
3. The Executive Council shall not authorize release time as compensation for any work previously performed.
4. Release time shall be for work essential to an organizational purpose, an organizational goal, or an organizational outcome.
5. The Executive Council shall authorize release time only for work that is of such importance and timeliness that release time is likely to be the only way the work will be performed.
6. Release time shall only be for work that is measurable and reportable.
7. The Executive Council shall authorize release time only for work that would not be possible or is more demanding than could be reasonably expected of a dedicated, competent activist in his or her off-duty hours.
8. Upon consideration of release time, the treasurer must provide evidence to the Executive Council that a budget and sufficient funding exists for any release time authorized.
9. Release time shall be authorized only for release time slots that are available to the Association in the Collective Bargaining Agreement.
10. Members on release time shall submit a memo to the President, with a copy to the Executive Director, at the end of each term release time is authorized describing the work they performed for the Association on release time. This release time report will be past due after one month after the end of the term.
11. Members on release shall be expected to check and respond to their emails regularly. If university email is not accessible, then they will be expected to provide an alternate email address.
12. Members on release shall notify the Executive Director of all travel, vacation, and absences from work longer than 5 days during the period covered by the release.
June 30, 2009: Initial Adoption
August 28, 2009: revision 2 adopted with new release time form
October 15, 2020: 9. Add. 10. remove form and date and time task logging and replace with summary. Grant Amnesty to past due reports. 12. Delete requirement for release time recipients to be able to send additional reports to EC upon request.
2. Association Hudson Procedure
Revision adopted October 7, 2010
The following procedure is implemented to comply with the requirements of Chicago Teachers Union. Local No. 1. AFT. AFL-CIO v. Hudson. 475 U.S. 292, 106 S.Ct. 1066 (1986).
- PSU-AAUP will code all Association transactions and activities as chargeable or nonchargeable under the criteria set forth in the Expense Categorization Section of this Policy.
- The Association will have financial statements prepared for its fiscal year. The financial statements shall use auditor verified methodologies tailored to provide nonmembers with a reasonable opportunity for meaningful verification of the expenditures presented. The financial statements shall calculate the chargeable percentage of all PSU-AAUP expenditures.
- When the calculation of chargeable expenses is made, a notice will be prepared which will set forth the following information:
a. The percentage of chargeable expenses of the PSU-AAUP;
b.The financial information and calculation of chargeable expenses in the major categories of expenses that served as the basis of the calculation of chargeable expenses;
c. A statement indicating the period of time, i.e., the academic year, for which the calculation will be effective;
d. A statement of the amount of the fee payable by all fee payers based upon current fair share fee payer rates. The amount of fair share fees will be expressed as a percentage of the dues paid by PSU-AAUP members;
e. A statement that fair share fee payers may object, in writing, to the expenditure of that portion of their fees or expenses that are nonchargeable along with a statement of how the member will be rebated, with interest, for nonchargeable amounts already deducted and will receive an advance rebate for future nonchargeable amounts to be deducted during that academic year.
f. A statement that the written objection must include their name, department, address, PSU ID number, and the statement: “I object to the use of my fair share fees for activities that are not germane or relevant to the Union’s collective bargaining or representation functions.”
g. A statement of the procedure by which a nonmember fee payer can file a challenge to the union's calculation of chargeable versus non-chargeable expenses;
h. A statement that individuals who wish to challenge the union's calculation of chargeable versus non-chargeable activities shall do so in writing and must include their name, department, address, PSU ID number as well as their home or cell telephone number and email address.
i. A statement that 150% of the amount determined to be the nonchargeable portion of the challenger's fee, which represents the amount reasonably in dispute , will be placed in a separate interest-bearing, escrow account pending resolution of the challenges.
j. A statement that fair share fee payers are provided no less than a 30-day period in which to file objections and challenges.
4. The Notice must be sent to all fair share fee payers annually as soon as feasible after the University has provided the Association with its first complete bargaining unit list at the commencement of the September to August Academic Year.
5. The Notice shall be distributed by the Association by direct mail and/or by publication in the newsletter which would be mailed. In either case, the Association must ensure that the Notice is sent to all fair share fee payers. The Association shall take all necessary steps to ensure that they have current names and addresses of fair share fee payers. If, after exhausting all reasonable efforts, the Association is still unable to secure an accurate list of fee payers with home addresses, the Association shall post the notice in its bulletin board on the 2nd floor of the Smith Memorial Student Union for 30 days, and distribute copies of the Notice to all unit reps for distribution in the departments to reach all fee payers.
6. If notices are not distributed in time to permit a fee payer to object or challenge prior to the deduction of the fee in the current Academic Year, 150% of the nonchargeable percentage of all fees collected by the Association from challengers and objectors will be deposited in the escrow account until objectors’ rebates have been issued and all challenges have been resolved. The Association shall endeavor to resolve challenges informally prior to arbitration, and any resolutions shall provide for disposition of the fee in escrow, and the payment of advance rebates by the Association, if applicable. Oral resolutions may be confirmed in a letter. Should informal resolution not be possible, the fees paid by the challenger must remain in escrow pending resolution of the challenge by the arbitrator.
7. Objectors must be paid a rebate of any nonchargeable fees plus interest for any fees deducted prior to the issuance of the rebate plus an advance rebate of fees scheduled to be collected for the remainder of the academic year. This rebate can be paid on an annual, monthly, or bi-weekly or other periodic basis at the option of the Association.
8. Objectors who are nine month employees who work between the end of their academic year in June and before the commencement of their subsequent academic year in September and who have Fair Share Fee deductions from those supplemental earnings shall have the nonchargeable portion of the fair share fees deducted from their wages rebated, with interest, as soon as possible after their summer earning status is known by the Association.
9. Individuals hired after the close of the objection and challenge period set forth in the Notice who decline union membership shall be provided with a copy of the Notice within 30 days of the employer's notifying the union of the employee's name and address. New hires shall be provided the letter at the New Hire Orientation, if possible.
10. The Association shall establish an escrow account into which it will deposit 150% of the amount that the auditor determines annually to be the nonchargeable portion of Fair Share Fees deducted until all objections and challenges have been resolved. The escrow account shall be a separate interest bearing account.
11. The Association shall establish an arbitration procedure for the resolution of challenges that contain the following elements:
a. Selection of a qualified impartial arbitrator by the Oregon Employment Relations Board Conciliation Service, or similar impartial agency or organization;
b. Scheduling of the arbitration and pre-hearing telephone conference so that it can be cancelled without penalty if there are no objections or challenges.
c. Consolidation of all challenges into a single proceeding;
d. A requirement that the arbitration process begins with a pre-hearing telephone conference within 30 days after the close of the challenge period and that the arbitrator's award issue no later than 120 days after the close of the challenge period.
12. At the beginning of each academic year, the Association shall request an arbitrator for a hearing on a specific date approximately two months after the close of the projected objection/challenge period. The requested hearing date will fall on a day during an academic term, and will be held at PSU. The arbitrator requested should be able to meet the following criteria: should be an Oregon-based arbitrator to minimize travel expenses and be willing to conduct the hearing at PSU; be willing to consolidate multiple challenges, if applicable, into one proceeding; should have a 30 day cancellation policy or less; should be willing to render a decision within 30 days of the close of the hearing; should be willing to conduct a telephonic pre-hearing conference call approximately within 30 days after the close of the challenge period to address pre-hearing matters with the parties.
13. The Association will schedule a room for the hearing on the PSU campus.
14. A pre-hearing conference will be held within 30 days after the close of the challenge period to address any pre-hearing matters raised by any party, including: hearing location, logistics, subpoenas, identifying the issues for hearing, evidentiary and discovery issues, any party’s desire for recording, or any other matters regarding the conduct of the hearing. If either the union or the challengers do not participate in the pre-hearing conference, these matters will be resolved by the arbitrator in their absence.
15. When a decision on the challenges issues, the funds in the escrow account shall be distributed in accordance with the arbitrator's award. In addition, the challengers shall receive an additional advance rebate for the balance of the academic year in accordance with the arbitrator's award where appropriate. If the arbitrator determines that the chargeable percentage, or the proper agency fee or fair share fee, is less than that initially calculated by the union, a supplemental advance rebate shall be paid to objectors to the extent required by applicable law. If the arbitrator finds that our chargeable percentage was too low and certain expenses we considered non-chargeable were actually chargeable, we may make prospective adjustments, with proper notice, accordingly.
16. The provisions of this procedure shall be considered legally separable. Should any provision or portion thereof be held contrary to law by a court or administrative agency of competent jurisdiction, the remaining provisions or portions thereof shall continue to be legally effective and binding.
A. Expenses associated with the following activities are considered to be chargeable to fair share fee payers in this calculation:
- Gathering information in preparation for the negotiation of collective bargaining agreements.
- Gathering information from employees concerning collective bargaining positions.
- Negotiating collective bargaining agreements, including but not limited to Contract proposals, negotiations, contract ratification, and contract printing expenses
- Administration of ballot procedures on the ratification of negotiated agreements.
- The public advertising of PSU-AAUP's positions on the negotiation, ratification, or implementation of collective bargaining agreements.
- Lobbying for the negotiation, ratification or implementation of a collective bargaining agreement between PSU-AAUP and PSU.
- Activities related to working conditions, benefits and contract rights available to PSU-AAUP bargaining unit members.
- Interactions with PSU, OUS and other university administration, including meetings, phone calls and exchanging emails.
- Background reading and research, phone calls, conferences, discussions or other preparation concerning salaries, working conditions, comparisons with other colleges and universities, and related matters relevant to PSU faculty employment.
- Preparation for strikes and, if strikes are legal, strike activity at PSU.
- Attendance at training sessions related to collective bargaining.
- Attendance at some national and state AAUP meetings, including CBC meetings and summer institutes.
- Government agency, labor board, or regulatory matters that are directly related to collective bargaining, contract enforcement, grievance handling, or union administration.
- Preparation of publications that address traditional union functions and chargeable activities.
- Expenses incurred adjusting grievances pursuant to the provisions of PSU-AAUP collective bargaining agreements, enforcing such collective bargaining agreements and representing employees in proceedings under other applicable laws or regulations.
- Education programs if the content relates to the terms and conditions of PSU faculty employment.
- Purchasing books, reports, and advance sheets used in (a) negotiating and administering collective bargaining agreements, and (b) processing grievances.
- Paying technicians in labor law, economics and other subjects for services used (a) in negotiating and administering PSU-AAUP collective bargaining agreements, and (b) in processing grievances.
- Legal/litigation expenses related to or concerning the bargaining unit such as filing fees, deposition costs, expert witness fees, and other fees and expenses associated with the representation of bargaining unit members at PSU.
- Defending PSU-AAUP against efforts by other unions or organizing committees to gain representation rights in units represented by PSU-AAUP.
- Proceedings regarding jurisdictional controversies in AAUP or any national or international affiliates as they relate to PSU-AAUP.
- Membership meetings and conventions held at least in part to determine the positions of employees on collective bargaining issues, contract administration and other matters affecting wages, hours and working conditions, including the cost of sending representatives to such meetings and conventions.
- Internal communications which concern collective bargaining issues, contract administration, public employment generally, employee development, unemployment, job opportunities, award programs and other matters affecting wages, hours and working conditions.
- Activities in the running of the union to include staff salaries and benefits, fees for consultants, committees and conferences, local elections, interpretation of the constitution, related legal expenses, and general management to the extent that those activities support and pay for chargeable activities at PSU-AAUP.
- Payments made to state and national affiliates that are used at those levels for chargeable activities.
- Insurance and taxes to the extent that those expenses support chargeable activities at PSU-AAUP.
- Lobbying and ballot measures related to collective bargaining that has a direct impact on employment relations between PSU and PSU-AAUP.
- Impasse procedures, including fact finding, mediation, arbitration, strikes, slow-downs and work stoppages, over provisions of PSU-AAUP collective bargaining agreements and the administration thereof, so long as they are legal under state law. These costs may include preparation for strikes, slow-downs, and work stoppages regardless of their legality under state law, so long as no illegal conduct actually occurs.
- The prosecution or defense of arbitration, litigation or charges to obtain ratification, interpretation, implementation or enforcement of collective bargaining agreements and any other litigation before agencies or in the courts which concerns bargaining unit employees which is normally conducted by an exclusive representative.
- Social activities open to members and non-members.
B. Expenses associated with following activities are not charged to objecting fee payers in this calculation:
- Lobbying and ballot measure activities not directly related to contract negotiation, ratification, or enforcement.
- Training and participating in voter registration, get-out-the-vote, and political campaigns.
- Supporting and contributing to charitable organizations.
- Community Services.
- Supporting and contributing to political organizations and candidates for public office.
- Supporting and contributing to ideological causes.
- Political contributions.
- Education programs on topics that are political, ideological, or unrelated to union functions.
- Supporting and contributing to international affairs, including hosting foreign visitors or international relief efforts.
- The public advertising of PSU-AAUP's position on issues other than negotiation, ratification, or implementation of collective bargaining agreements.
- Member-only benefits.
- General public relations activities
3. Association Code of Conduct Policy
Adopted October 15, 2009
As an employer, the Association has an obligation to protect the Title VII rights of its employees to a work environment free of discrimination, hostility, harassment, hostility, or threats of violence. As an employee organization, the Association seeks to assure its employees work in an environment that, at all times, is consistent with both Title VII protections, but also the University’s Professional Standards of Conduct Policy. Nothing in this policy should be interpreted to obviate the Association of its duty to fairly and equally represent all bargaining unit members in those areas where the Association is the exclusive representative.
The Executive Council acknowledges that behavior that violates the University’s Professional Standards of Conduct Policy creates an unwelcome work environment for Association employees, builds mistrust, limits the Association’s ability to communicate truthfully, and generally undermines the Association’s ability to operate effectively both in internal matters, and in representing member interests with the public employer. The Executive Council affirms that the same standards of behavior expected of bargaining unit members in the University’s Professional Standards of Conduct Policy as it exists on October 9, 2009 shall extend to treatment of Association employees.
The Association expects Bargaining Unit Members who interact in any capacity with Association staff to, at all times, comport themselves in a professional manner, free of anger, harassment, discrimination, taunting, bullying, and/or threatening or violent behavior. Should a staff member feel intimidated, threatened or concerned by a bargaining unit member’s unprofessional behavior, they shall follow this procedure to limit their exposure to that unprofessional behavior.
- First and foremost the staff member should notify the bargaining unit member who is behaving unprofessionally that their behavior is unprofessional and unwelcome. If that bargaining unit member does not change their behavior, then the staff member should communicate to the bargaining unit member that their behavior and the discomfort experienced by the employee will referred to the Executive Director. Following this communication, the staff member may discontinue the phone call, interrupt the bargaining unit member and ask them to leave the office, get up and leave the office themselves, and/or call the Executive Director, campus security or local law enforcement and ask for immediate assistance. The staff member may use their best judgment to immediately remove themselves from any and all unprofessional, threatening, or violent or potentially violent behavior
- All unprofessional behavior should be reported to the Executive Director. That report should include the date and time of the occurrence, what occurred, and how the bargaining unit member responded when told their behavior was unwelcome.
- If the bargaining unit member does not respond appropriately when their negative behavior is interrupted in step one, the Executive Director shall contact the bargaining unit member to discuss the behavior, its impact, the University’s Professional Standards of Conduct Policy, and this Association Policy.
- If the Executive Director remains concerned for the welfare of Association staff after contact with the bargaining unit member, then the issue shall be brought to the Association President. The Association President may choose to bring the matter to the Executive Council
- The Executive Director and Association President shall determine the best course of action to limit further exposure to that inappropriate behavior. The safety and well-being of Association staff will be the preeminent concern determining that course of action.
- The Code of Conduct policy shall be posted in a conspicuous location at the PSU-AAUP office and on the PSU-AAUP website. Should a bargaining unit member feel they have been unfairly treated in the course of this policy, they may seek remedy through the Association Grievance Process in Paragraph Nine of the PSU-AAUP Bylaws.
4. Executive Director Position
Scope of Position
The Executive Director is responsible for the day to day operation of the Association as well as the organization’s long term strategic mission in all areas of operation. The position reports to the President of the Executive Council.
The Executive Director’s duties include, but are not limited to:
- Financial Reporting, Budgeting and Forecasting. Financial Account Management and Account Reconciliation.
- Hiring, Firing, Evaluating, Restructuring, Supervising, and Managing the work flow of staff. All hiring and firing decisions are to be ratified by the executive council.
- Association interface with all University departments and all outside organizations.
- Interface with all vendors, and ensure that all Association financial obligations are addressed expediently and appropriately.
- Provide the Executive Council with timely reports and information so they make timely and appropriate decisions as fiduciaries.
- Provide strategic and tactical expertise and leadership to the VP of Collective Bargaining and the Collective Bargaining Team in developing contract proposals, conducting negotiations, and managing the labor-management relationship. This includes participating in all collective bargaining and all labor management activities.
- Contract Maintenance, Grievances, and Employee Discipline
- Provide strategic and tactical expertise and leadership in dispute resolution to the VP of Grievances and the Grievance Committee and bargaining unit members in need of assistance. Process the disputes through the grievance procedure and resolve issues through whatever means available.
- Provide guidance to the President and the Executive Council in the labor management relationship.
- Represent the Association, faculty, and Higher Education in discussions with other stakeholders statewide regarding issues that impact PSU, faculty, and higher education.
- Bring legislative issues that impact faculty to the Executive Council for discussion and endorsement.
- Act as lobbyist, and interface with any contract lobbyist PSU-AAUP hires, to seek the passage of legislation favorable to PSU faculty, and the election of candidates that may further our interests.
- Provide strategic and tactical expertise on how we can expand our influence in the legislative process to promote quality higher education in Oregon.
- Seek out and sustain relationships with other organizations with which we may partner to promote quality higher education in Oregon.
- Provide strategic and tactical expertise to the Executive council regarding the Association’s participation on various committees and coalitions that could benefit PSU faculty and higher education.
- Provide training and backstop support for all member leader functions in the organization.
- Provide strategic and tactical leadership in developing and sustaining communications to the bargaining unit.
- Provide strategic and tactical leadership in developing programs and services that further engage and build the membership.
- Provide backstop support in ensuring that the Association’s constitution and bylaws are followed.
Review and Contract
The chapter President shall be responsible for conducting the performance evaluation of the Executive Director each contract period. The review period shall be for all work completed between commencement of the contract period and its end, regardless of the number of hours or months the employee has worked.
Not later than 90 days before the expiration of the Executive Director’s contract, the chapter President shall initiate the review process. The President may convene an ad hoc committee consisting of the President, the Vice-President for Collective Bargaining and the Vice-President for Grievances and Academic Freedom. The committee, or the President, shall prepare a written review of the Executive Director’s accomplishments and performance over the previous period. The committee shall request input for the review from other Executive council members, as well as a self-evaluation from the Executive Director. Any self-evaluation submitted by the Executive Director shall be appended to the President’s report that is presented to the Executive Council.
Between 75 days prior and 60 days prior to the expiration of the Executive Director’s contract, the chapter President shall meet with the Executive Director to discuss the evaluation report, clarify issues, and gather information that may be helpful in elucidating the President’s report to the Executive Committee.
The chapter President shall present the evaluation, as amended from the meeting with the Executive Director, to the Executive Council. The Executive Director shall have the opportunity to present his/her self-review to the Executive Council he/she makes that request. The President shall provide the Executive Council with a recommendation for renewal or non-renewal of the contract, wage increases (e.g., Cost of Living Increases, Targeted Market Adjustments based upon comparators at Oregon Education Association (OEA) and American Federation of Teachers-Oregon (AFT-OR), and special Merit Bonuses), changes to the term of the contract, changes to the benefits package, and/or changes to working conditions.
The Executive Council shall make its final decision to renew or non-renew the Executive Director’s contract, and must notify the Executive Director of the decision, no later than 60 days prior to the expiration of the contract. Upon the decision to renew, the Executive Council shall provide the Chapter President with guidelines for the Executive Director’s employment contract. The Executive Council is encouraged to provide multiyear contracts and wages, benefits and conditions of employment that are comparable to the OEA and the AFT- OR. The wages, benefits and conditions of employment from the Executive Director’s previous contract shall serve as a benchmark and should be used as a floor in contract negotiations.
The chapter President shall finalize the employment contract through negotiations with the Executive Director. Any employment contract provisions agreed upon during those negotiations that were not contemplated in the guidelines provided to the chapter President shall be ratified by the Executive Council.
The Executive Director shall be hired on contract. No action shall be taken to remove the Executive Director, or diminish his/her wages, hours or working conditions, or non-renewal his/her contract without just cause unless it is a layoff for lack of funds, in which case the assertion that there is a lack of funds may be challenged. The Executive Director shall have the right to appeal the Executive Council’s decision directly to binding arbitration. The parties will split the cost of the arbitrator, but each party shall bear the cost of its own counsel.
Within ten (10) working days of receipt of notice of intent to arbitrate, the parties shall meet to attempt to agree upon an arbitrator. If the parties are unable to agree upon an arbitrator within five (5) working days of the meeting, the party initiating arbitration shall request the American Arbitration Association to submit a list of seven (7) arbitrators, none of whom shall be an employee of the Oregon University System unless both parties have agreed to the contrary.
Each party shall alternately strike one (1) name from the list of seven (7); the remaining person shall be the arbitrator. The party initiating the arbitration shall strike the first name.
If the arbitrator selected cannot hold the hearing or render a decision within the time limits provided herein and either party does not agree to an extension of time, a new list of seven (7) names shall be requested from the American Arbitration Association and the selection procedure as provided herein shall be repeated.
The Executive Director will be provided with an Association credit card and an Association Check Card tied to the Association Checking Account. The Executive Director shall exercise prudence and due diligence in the purchase of products and services for the Association, and shall use the approved annual budget as a guideline for the expenditure of funds; purchases over $500 for individual items shall be made in consultation with the president and/or the treasurer.
The Executive Director may elect to have the Association purchase and provide service for a smart phone, or may use his/her own smart phone and the Association shall reimburse the Executive Director for the voice and data service charges incurred on behalf of the Association. The Executive Director shall secure the most cost-effective plan based upon usage needs. The plan and the bills shall be reviewed as necessary by the treasurer, but at least quarterly.
The Association shall reimburse the Executive Director for use of his/her personal vehicle for mileage at rate posted by the IRS at www.irs.gov. When traveling for the Association, the Executive Director may choose to expense actual costs with receipts, or may expense the published per diem rate published at www.gsa.gov.
The Association shall reimburse the Executive Director for 50% of the actual cost of internet access at his/her home office.
Adopted March 3, 2011
The Association agrees that a communication policy is essential to assure that consistent, representative messaging occurs. With 13 Executive Council positions and multiple volunteers and it is important that the Association adheres to this communication policy in order to ensure the correct messaging is put forth.
- Internal communication is defined as any communication, in any form, to the bargaining unit or any subset of it.
- External communication is defined as any communication, in any form, to the public. The public includes, but is not limited to, Portland State University as a whole, the media, allies (i.e. other unions, professional associations, lobbying partners), rallies, workshops, and students.
- Unless otherwise specified, the term communication will be used in this policy to cover both internal and external communication.
- Executive Council members and Association volunteers may not speak on behalf of the Association unless their communication is endorsed by the Executive Council.
- Executive Council members and Association volunteers may communicate approved endorsements, policies or positions.
- All Executive Council members and Association volunteers maintain the right to communicate as both an individual faculty member and/or a union member.
- For the purpose of this Policy the term “Endorsement” will cover a range of definitions including Endorsements, Sponsorships, Co-Sponsorship and Financial Support.
- Any endorsements will be listed as American Association of University Professors – Portland State University.
- Any request for endorsements must be submitted at least two days in advance of the Executive Council meeting.
- When the Executive Council is not meeting for a period of more than seven calendar days, the Executive Council, through the approval of an Officer, may vote via email to give an endorsement.
- All endorsements should be given with at least a one sentence explanation as to why the Association is endorsing.
- The office staff will make all reasonable attempts to list the endorsement on the Association website (www.psuaaup.net) within seven calendar days.
- Any paperwork relating to endorsements shall be signed by Association Officers in the appropriate order as available.
- Mass Emailing will be a highly utilized, cost efficient way to communicate internally, but too many emails can begin to be ignored by internal constituencies.
- The Association will work to send out one mass email a week to the bargaining unit that will include all relevant communication.
- Additional mass emails to the bargaining unit will only be sent out by Executive Council vote or by approval of the President. If the President is not available, approval may be received from officers in the respective order.
- Exceptions to this rule include surveys, contract or election votes and bargaining updates.
- Bargaining updates will be sent out at the approval of the VP for Collective Bargaining or the Chair(s) of the Contract Action Team.
- All communication infrastructure will be maintained by the Association staff.
Recommended Communication Strategies
- All Committees/Task Forces should appoint one person to be in charge of communication on behalf of the group. That person will typically be in charge of finalizing written communication and presenting verbal communication to the public.
- All messaging should be strategic. The purpose of the message should be clear. Three to five bullet points should be utilized to convey that message.
- When feasible, all communication should be vetted by the Executive Council or the respective Task Force/Committee.
- An Executive Council member or Task Force/Committee member should sign for each written communication that is sent out.
6. Legislative Review and Endoresement Procedure
Adopted April 7, 2011
The Executive Council will appoint a Legislative Committee to review proposed or potential legislation. The Legislative Committee will be the Association’s deliberative body on all potential legislation.
The legislation tracked by the Association will fall into five broad categories:
- Oregon University System, Higher Education, Faculty (includes legislation on Guns on Campus and other public buildings and intellectual property as it relates to faculty and research)
- Education in general (legislation affecting K-14 with potential corollary impact on Higher Education policy)
- Public Employee (this includes PEBB/OEBB health insurance offerings, PERS, PECBA)
- Labor Issues in general (health insurance system changes, FMLA, OFLA, Minimum Wage Laws, workers compensation)
- State Government fiscal and budget issues (includes legislation on Revenue and Taxation)
The Executive Council recognizes the priority of category 1, the one where our input on potential legislation is unique. The proposed legislation in the other categories are more effectively lobbied by the other labor organizations more experienced in the political process, that have endorsed and elected candidates, and have access, clout and leverage with legislators whom they have supported.
The Association will monitor and lobby potential legislation through the following process:
- The Executive Director will review all introduced bills and establish tracking mechanisms for the potential legislation that fall in the five categories above.
- The Legislative Committee, in consultation with the Executive Director, shall review and recommend to the PSU-AAUP President positions, amendments, and degree of support for potential legislation that fall in Category 1. The President will review the recommendation and accept, reject, or refer it to the Executive Council for approval. If the President refers a recommendation to the Executive Council, the potential legislation and the Legislative Committee’s recommendation will be placed on the next Executive Council agenda if a meeting is scheduled within seven days, or it will be brought to a motion via email as per Executive Council Standing Order 02.
- The Executive Director will participate in lobbying potential legislation in the other categories consistent with our interests as public employees to the degree he deems appropriate to supplement the efforts of our coalition partners.
- Nothing in this policy will prohibit or limit the executive council from taking a position on any potential legislation of interest. Before a motion is entertained by the Executive Council on a piece of legislation of interest, any Executive Council member may request the President to request the Legislative Committee review of that legislation. The Legislative Committee will review the potential legislation and provide a recommendation to the President as per paragraph 2 as expeditiously as possible.
- Any concepts for legislation created and introduced by the Association shall be deliberated, accepted, and written by the Legislative Committee and subsequently approved by the Executive Council. Requests for legislative concept creation should be brought to the legislative committee by the President.
7. Appointments to Committees
Adopted Setpember 2015
This policy is established to provide consistency procedures for the appointment, support, and report back of PSU-AAUP members appointed to represent the Association on committees. Generally, all applicable appointments shall be made by the President and ratified by the Executive Council.
This policy shall apply to the appointment of representatives to committees, task forces, strategic initiatives or any other external workgroup to which PSU-AAUP has been invited to send, nominate, or appoint a representative.
- The President shall informally solicit for interest in the appointment. The President may, at their discretion, ask for referrals from Executive Councilors to potential interested parties.
- The President and Executive Director shall have an exploratory meeting with all interested parties. The President shall select the nominee from the interested parties that are PSU-AAUP members who have indicated they would accept the appointment.
- The appointment shall be placed on an upcoming Executive Council agenda. The agenda item shall include a statement from the nominee explaining their interest in the position.
- The Executive Council shall accept or reject the nomination by a majority vote.
- Once the member is accepted, the appointment will be consummated in a letter of appointment from the President to the member to include the title of the committee, the expected time commitment, the term of the appointment, and the expected outcomes of the committee, if any. The letter shall also include: a check in schedule with the President and the Executive Director about the work of the committee, and the completion report required for closure of the appointment.
- The President and Executive Director shall meet with the nominee on a regular basis for a progress update on the work of the committee. The President will either report to the Executive Council on behalf of the member, or invite the member to an Executive Council meeting to provide updates on a periodic basis.
- Once the appointment is concluded and the member has submitted their final report, the President shall send a letter of closure to the member acknowledging their contribution. The member shall be placed on the list of members to thank at the annual meeting, shall be automatically entered into any activist prize raffle or drawing (if applicable), and their service will be acknowledged in a communication to the membership by the President.
- Any recommendations for actions made by the member to the Executive Council shall be placed on an upcoming executive council agenda, and member representative shall be asked to present the report and their recommendation at the Executive Council meeting.
8. Responsibilities of Participation in PSU-AAUP
Adopted October 2015
This policy is established to give frequent member volunteers including members who accept leadership positions, notice of the expectation to monitor and report changes in the workplace.
This policy applies to members of the executive council, collective bargaining team, grievance committee, legislatice committee, communications committee, action team, unit reps, or any committee or task force formed by the President and/or executive council and anyone appointed to represent PSU-AAUP pursuant to Association Policy 07.
Need for the Policy:
Labor law assumes that elected and appointed leaders are in communication with staff and other AAUP leaders about matters in your workplace. This is especially true about changes in past practices; the establishment of new practices, work rules or policies; or the new interpretation of existing work rules and policies.
There have been cases where a judge, arbitrator, or employment relations board determined that a union knew about a change in past practice (or the establishment of a new practice) because an executive council member was made aware of the change or was impacted by it. The fact that the executive council member never told anyone in the union about the change did not absolve the union.
A PSU-AAUP frequent volunteer’s knowledge of a practice in dispute could potentially be used against the Association in adjudication.
It is very important that volunteers or active members of PSU-AAUP not assume that PSU-AAUP staff, or any other AAUP leader is in receipt of notice about changes in their work unit. PSU-AAUP staff are not on any University or Departmental email distribution lists. PSU-AAUP is rarely provided notice of any changes at PSU, and never provided notice of changes in work units.
Frequent volunteers should also not assume that what they have been notified or experience is not significant. If the matter deals with working conditions, then the issue is probably significant.
All frequent volunteers and active members of PSU-AAUP, and especially those who participate in the roles and committees above, should remain vigilant about potential changes in work rules and working conditions in their unit as described above and report all changes to the Executive Director. If the member is not clear on whether an issue is significant, they should still bring the matter to the Executive Director.
This policy should be provided to all volunteers described above at the commencement of their service. The policy should be discussed in the introductory meeting of any new committee or task force. Reference to the policy should be made in all letters issued pursuant to Association Policy 07 – Representation on committees. The policy should be shared openly with the membership and applied whenever a member or PSU-AAUP staff person feels it may be applicable.
9. Ballot Protocols in Executive Council Elections
Adopted February 2016
This policy is established so that ballot entries for Executive Council elections comport with a consistent, recognizable format.
This policy applies to the ballot statements and ballots in elections for the Executive Council.
Need for the Policy:
Since 2011 a common ballot format and procedure has been used in presenting nominees to the membership in Executive Council elections. The format of the ballot includes two sections: 1) a ballot entry header that includes previous service to PSU-AAUP, AAUP-Oregon, and National AAUP as well as the nominee’s rank or title, Department, and employee category and 2) the nominee’s ballot statement. The ballot entry header, and the nominee’s ballot statement, constitute the ballot entry for any election. The Executive Council now must adopt a policy that establishes a protocol so that ballots are consistent, in a recognizable format, and accurate.
The Ballot for open Executive Council positions will follow the format established in this policy.
Date and Time of the Election
The ballot announcement, and the ballot itself, shall clearly state when the ballot opens, the length of time the ballot shall remain open, and how the election shall be conducted.
Order of Positions and Candidates
The ballot will open positions, and the candidates for those positions, in order of responsibility as follows:
Vice President Collective Bargaining
Vice President Grievances and Academic Freedom
Vice President Membership and Organizing
Councilors at Large
Nominees for each position will be listed in alphabetical order.
Identification of term, number of positions open, and the number of candidates
For each open position, the ballot shall identify how many positions are open, how many votes can be caste for those open positions, the number of candidates for the positions, and any special circumstances to the election, i.e. if an open position is for the partial term (the ballot will assume the election is for a full term position unless otherwise noted noted)
Candidate statements are strictly limited to 150 words as per the PSU-AAUP Constitution. All candidates should be encouraged to submit a ballot statement. The source of the ballot statement must be identified beneath the ballot statement. Neither the Nominations committee, or staff shall alter a candidate’s ballot statement, nor shall they provide any editorial assistance in the drafting of the statement. If statements are submitted that exceed the word count, or that misrepresent the nominee’s present or past AAUP service, they shall be returned to the candidate. Ballot statements that misrepresent present or past AAUP service will not be included on the ballot.
Ballot Entry and Ballot Entry Header
All ballot entries will follow the following format:
Position Name (Number of Candidates. Vote for how many positions)
Candidate Full Name (First Name Last Name)
PSU-AAUP Elected Officer positions held (present and past), PSU-AAUP Appointment positions held (present). AAUP-Oregon Elected and/or appointed positions held present and past. National AAUP elected and/or appointed positions held present and past.
PSU Rank or Title. Department. Employee Category (AP, T, or NTTF)
Candidate Statement not to exceed 150 words
[This statement was submitted by nominee or name]
A thin line, like below, shall separate each ballot entry
A think line, like below, shall separate positions open
This policy should be provided to the nomination and election committee each January, each nominee for executive council office, and should be posted on the PSU-AAUP webpage with Association Policies.
10. Conferences and Conference Travel
Adopted March 3, 2016
This policy is established to provide a framework for the payment and/or reimbursement for Conferences and Conference Travel.
This policy applies to elected and appointed member leaders.
Training is provided and funded by member dues to build and enhance the ability of the Association to provide advocacy for its membership. The Executive Council will fund Conferences and travel to/from conferences that will provide training and guidance to member leaders in the performance of their elected or appointed positions, as applicable.
As such, while the Executive Council acknowledges that all faculty members do important work in their area of interest, and that the presentation of their scholarly work at Conferences is intrinsic to their work as academics, the support of faculty members to present papers on their scholarship is not consistent with the mission of the Association to advocate for and behalf of its membership, as defined by the PSU-AAUP Constitution Article 1. The Association is unable to support faculty members to present papers at or attend conferences for their scholarship, even if those conferences are sponsored by affiliates of PSU-AAUP.
The Association shall budget for Conferences and travel for member leaders to attend the required business meetings for chapter leadership at the AAUP Annual Meeting, the AAUP Summer Institute, the Annual conference for the National Center for the Study of Collective Bargaining in Higher Education, Oregon LERA training, Oregon AFL-CIO training, Cornell School of Labor Relations Online worker institute, and other similar trainings as available.
Conference attendance and travel for members and member leaders shall be approved by the Executive Council in advance. No reimbursement shall be made for conferences or conference travel that was not pre-approved by the Executive Council.
Expenses eligible for payment
The Executive Council will pay or reimburse conference tuition and fees, all travel to and from the conference (air and ground), and meals (3 meals per day). Actual receipts may be submitted for meals, or the member may expense per diem at the IRS approved rate for any meal that is not provided by the conference as part of tuition and fees, or any meal that is not part of transportation costs.
Member leaders whose conference attendance and travel is approved can either pay all expenses and seek reimbursement from PSU-AAUP, or request PSU-AAUP staff to pay the conference tuition and fees, and airfare (if applicable) and the member can then request reimbursement for ground travel, hotel, and meals, or any combination thereof.
All requests for reimbursement shall be on the PSU-AAUP Reimbursement Request form. All original receipts shall be taped to and 8 ½ x 11 sheet of paper and attached to the reimbursement form. The reimbursement form shall be signed by the submitter.
Timelines for Reimbursement
Reimbursement requests should be submitted to the Executive Director with 60 days from the return from the conference. All reimbursement requests must be received by December 31 of the year of attendance; any reimbursement request submitted after December 31 of the year of attendance may not be approved.
This policy shall be implemented upon approval.
11. Deadline for Reimbursement Requests
Deadline for Reimbursement Requests for Approved Association Expenses
(Adopted May 26, 2016)
This policy is established to clarify deadlines for reimbursements requests for approved Association expenses, and requests for payment of awards from Association award activities, from members and staff.
This policy applies to the payment of reimbursement requests for approved Association expenses and the payment for awards from Association award activities with Association funds.
The Association operates on a fiscal calendar from January 1 to December 31 of each year. As required by the Association’s audit process, the end of the fiscal year is the formal closing of the books for the fiscal year.
The final deadline for all reimbursement requests shall be as follows:
Regalia Reimbursement - January 15 for the academic year that ends in the Association fiscal year (i.e. December 31, 2016 for the 15-16 AY)
Conference and Travel Reimbursement - January 15
Award collection - January 15
Vendor invoices - January 15
Adopted February 9, 2017; December 15, 2019
Portfolio Holder Laptop Policy
(Adopted May 17, 2018)
This policy is established to provide reasonable safeguards and controls over the use of Association laptops when provided to member leaders who have portfolios to perform duties for the Association.
While this policy applies to all members who may borrow Association computers to perform duties for the Association, the policy is specifically designed to address the needs of elected or appointed member leaders that are portfolio holders who do not personally have a computer to manage those portfolios. These member leaders may request the Association provide a computer to perform those duties.
- Portland State University provides members with computers to perform duties for Portland State University. While members are allowed to use those computers outside normal work hours for personal business and this could include Association business, as a matter of policy the Association has determined that such use should be kept to a minimum and should not involve use that would leave records of activity that are proprietary to the Association (such as confidential memos, bargaining notes, strategy documents, member lists, etc.).
- A member leader who needs a computer for their portfolio should make that request to the Association President with a copy to the Executive Director. The request will be forwarded to the Finance Committee for consideration and approval.
- If approved, the Association will either purchase a current Chromebook, or equivalent, or provide a computer that is available
- The computer will remain the property of the Association and is on loan to the portfolio holder for the duration of the time they are managing the portfolio.
- The portfolio holder will sign a receipt for the laptop that accepts responsibility for the computer and shall sign the agreement established in Appendix A.
Adopted July 16, 2020
Revision Adopted November 5, 2020
Purpose: To establish the PSU-Assistance Fund to provide financial support to PSU-AAUP members in need
Applicability: This policy applies to PSU-AAUP Members
PSU-AAUP members who earn the 110% of the median salary of PSU-AAUP members or below are eligible for assistance. Eligibility for support may be modified by the Executive Council.