UNION OF PITT FACULTY
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    • JOB SECURITY = EMOTIONAL WELL-BEING
    • WHAT IS IN A CONTRACT? >
      • WEINGARTEN RIGHTS
      • DISCIPLINE AND DISCHARGE
      • GOVERNANCE
      • HEALTH AND SAFETY
      • GRIEVANCE AND ARBITRATION
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  • HOME
  • BARGAINING UPDATES
    • MAR 16 2023 - BARGAINING UPDATE
    • FEB 27 2023 - BARGAINING UPDATE
    • FEB 24 2023 - COMMUNICATION & ACTION TEAM (CAT) UPDATE
    • FEB 16 2023 - COMMUNICATION & ACTION TEAM (CAT) UPDATE
    • FEB 15 2023 - BARGAINING UPDATE
    • FEB 9 2023 - BARGAINING UPDATE
    • FEB 7 2023 - COMMUNICATION & ACTION TEAM (CAT) UPDATE
    • FEB 1 2023 - COMMUNICATION & ACTION TEAM (CAT) UPDATE
    • JAN 25 2023 - BARGAINING UPDATE
    • JAN 13 2023 - BARGAINING UPDATE
    • DEC 15 2022 - BARGAINING UPDATE
    • DEC 7 2022 - FACULTY ACTION UPDATE
    • NOV 18 2022 - BARGAINING UPDATE
    • OCT 28 2022 - BARGAINING UPDATE
    • OCT 14 2022 - BARGAINING UPDATE
    • SEPT 30 2022 - BARGAINING UPDATE
    • SEPT 8 2022 - BARGAINING UPDATE
    • AUG 10 2022 - BARGAINING UPDATE
    • JULY 22 2022 - BARGAINING UPDATE
    • JULY 5 2022 - BARGAINING UPDATE
    • MAY 31 2022 - BARGAINING UPDATE
    • MAY 12 2022 - BARGAINING UPDATE
    • APRIL 20 2022 - BARGAINING UPDATE
    • MAR 25 2022 - BARGAINING UPDATE
    • MAR 21 2022 - BARGAINING UPDATE
  • JOIN
    • EMAIL LIST
    • CAT
  • INFO
    • JOB SECURITY = EMOTIONAL WELL-BEING
    • WHAT IS IN A CONTRACT? >
      • WEINGARTEN RIGHTS
      • DISCIPLINE AND DISCHARGE
      • GOVERNANCE
      • HEALTH AND SAFETY
      • GRIEVANCE AND ARBITRATION
    • ELIGIBILITY FOR COST-OF-LIVING INCREASES FOR BARGAINING UNIT FACULTY
    • COVID-19 WORK ADJUSTMENTS FOR PITT FACULTY
    • COUNCIL OF REPRESENTATIVES
    • BARGAINING COMMITTEE
    • BARGAINING BASICS
    • MISSION STATEMENT
    • PITT FACULTY TESTIMONIALS
    • OTHER UNIVERSITIES TESTIMONIALS
    • UNIV. OF OREGON SUPPORT LETTER
    • OREGON STATE UNIVERSITY SUPPORT LETTER

What is in a contract?

DISCIPLINE AND DISCHARGE


Dear colleagues,

I’m Paul Scott. I’m an assistant professor and a statistician in the Health and Community Systems department in the School of Nursing. I’m also a member of our bargaining committee.

Central to job security are matters of discipline and discharge. A strong union contract should have robust provisions to protect its members from unfair discipline and discharge (termination) decisions made by supervisors. Our proposal says that the administration must have “just cause” to discipline a member of the bargaining unit: that means that discipline has to be based on a valid finding of misconduct, must be proportional to the conduct, and cannot be arbitrary or capricious. Discipline and discharge articles spell out the steps and procedures taken to resolve the problems that initiated the decision, as well as protections for an employee during the process of appealing discipline or discharge decisions.

Our proposal makes explicit the right of faculty members to request union representation during meetings where they suspect issues of discipline or discharge will be involved. Our proposal also spells out the duties of the administration to inform a faculty member of their rights, informing the union about any discharge or disciplinary actions, and maintaining personnel files allowing the faculty member to evaluate the administration’s decision to discipline or discharge.

These provisions don’t mean that a faculty member could never be disciplined if they do something wrong, but overall they ensure that there is a fair and transparent process so that we can all trust that the system is actually addressing real concerns and avoiding favoritism and disproportionate treatment.

In solidarity,

Paul Scott, Assistant Professor, Health and Community Systems (Nursing), Oakland
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