Description: A Georgia Collective Bargaining Agreement (CBA) between the University and Faculty Union is a legally binding contract that outlines the terms and conditions of employment for faculty members at universities in the state of Georgia. This agreement is negotiated between the university administration and the faculty union, representing the interests of the faculty members. The CBA establishes rights, obligations, and benefits for both parties involved, ensuring fair treatment, working conditions, and compensation for faculty members. Keywords: 1. Georgia Collective Bargaining Agreement 2. University 3. Faculty Union 4. Contract 5. Terms and Conditions 6. Employment 7. Negotiation 8. Administration 9. Faculty Members 10. Rights and Obligations 11. Benefits 12. Fair Treatment 13. Working Conditions 14. Compensation Types of Georgia Collective Bargaining Agreements Between University and Faculty Union: 1. General Faculty CBA: This type of CBA outlines the overall terms and conditions of employment for all faculty members at the university. 2. Tenure-Track Faculty CBA: This CBA is specific to tenure-track faculty members and focuses on tenure requirements, evaluation process, and the promotion system. 3. Adjunct Faculty CBA: Designed for part-time or adjunct faculty members, this CBA addresses issues such as workload, compensation, and benefits for adjunct faculty. 4. Non-Tenure Track Faculty CBA: This agreement caters to non-tenure track faculty members, clarifying their roles, career advancement opportunities, and benefits. 5. Research Faculty CBA: Research faculty members who primarily engage in research activities have a unique CBA focused on grants, funding, intellectual property rights, and research-related obligations. 6. Faculty Support Staff CBA: This agreement is specifically tailored for staff members supporting the faculty, ensuring fair treatment, compensation, and benefits for this crucial group. These different types of CBA cater to the diverse needs and requirements of different faculty categories, ensuring that each group's rights and interests are adequately addressed within the university setting.
Georgia Collective Bargaining Agreement Between University and Faculty Union
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Those subjects include items like wages, overtime, bonuses, grievance procedures, safety and work practices, and seniority, as well as procedures for discharge, layoff, recall, or discipline.
The law generally provides for the right of most workers, including government employees, to form and join independent unions, to legally strike, and to bargain collectively. Employers are not obliged, however, to engage in collective bargaining, even if a trade union or a group of employees wishes to do so.
Georgia is a right-to-work state. That means it is illegal for an employer and a union to have a contract that requires employees to: join the union, or. pay dues to the union.
The Act excludes certain individuals, such as agricultural laborers, independent contractors, supervisors and persons in managerial positions, from the meaning of "employees." None of these individuals can be included in a bargaining unit established by the Board.
State legislators in Idaho, Indiana, Michigan, Tennessee, and Wisconsin launched unprecedented initiatives substantially restricting or entirely prohibiting the collective bargaining rights of public-sector employees, including public-school teachers.
National Labor RelationsIt explicitly grants employees the right to collectively bargain and join trade unions. The NLRA was originally enacted by Congress in 1935 under its power to regulate interstate commerce under the Commerce Clause in Article I, Section 8 of the U.S. Constitution.
Those subjects include items like wages, overtime, bonuses, grievance procedures, safety and work practices, and seniority, as well as procedures for discharge, layoff, recall, or discipline.
They divide bargaining subjects into three categories: mandatory, permissive, and illegal. Mandatory subjects, broadly speaking, relate to wages, hours, pensions, healthcare and working conditions. Employers cannot refuse to bargain over these subjects, and negotiations may continue to the point of mediation or strike.
Not only are collective agreements presumed not to be intended to be legally enforceable unless they are in writing and contain a provision to that effect, but provisions exist that the same shall apply to any part(s) of such agreement.
Every job at USF is classified as either in-unit (part of a bargaining unit and therefore covered by a Collective Bargaining Agreement or CBA) or out-of-unit (not covered by a CBA).