Join us for ISEA Community College Lobby Day 2010 on Wednesday, February 10 at 10 a.m. in the Jesse Parker Building -- Grant Room, 520 E. 12th Street in Des Moines. RSVP to Joann Randall no later than February 5. Phone 800-445-9358 or e-mail jrandall@isea.org. Parking is limited so please carpool.

Download the flyer.

The Governor has ordered an across-the-board reduction of 10%.  The impact to each college can be found in this spreadsheet (Approp & Salary FY 2010.xls).  The state faculty salary supplement can also be found on the spreadsheet.  Please note the 10% ATB only impacted this year’s salary allocation.  The previous $3.5 million that was appropriated in FY 2008 and FY 2009 is required to be spent of faculty salaries and is not subject to the 10% ATB.

The Department of Education has proposed significant rule changes.  Please See the following proposed rules:

Community College Rules – Rules 2810IAC 21-24 Draft 6.12.2009.pdf

Senior Year Plus Rules – Rules chapter 22 and 97.pdf

The ISEA SuperRep Newsletter for leaders is now available in a Higher Ed edition.

• December/January 2009
• 
  Hotline flyer
   

Hawkeye Professional EA
Scott Harvey

Area One HEA
Lori Moore

Area IV CC EA
Mary Beth Lane

Eastern Iowa CC HEA
Ruth Ann Gallagher

Western Iowa Tech EA
Helen Lewis

Iowa Western CCHEA
Gary Hughes

Iowa Lakes CC
Anne Peterson

Southwestern CC EA
Dave Neas

Southeastern CCHEA
Lee Skeens
Myra Bruegger

Kirkwood FA
Doug Gustafson

Iowa Valley CC EA
Donna Rae Beltrame

Des Moines Area CC HEA
Bradley Dyke

Iowa Central CC EA
Amy Simpson

Ex. Board Rep. 
Lee Skeens 

Staff Liaison
Jon Studer

• NEA Higher Education
• Iowa Department of Education Community College

There are moments in the life of an education employee that should cause concern and "raise red flags" for a college employee. In those cases, the employee should consider finding a faculty rep before participating in a meeting with a college administrator or supervisor. Many times college employees will acquiesce to questioning without representation. That's not a wise decision. The following list of phrases and situations commonly occur. When faced with the situations and phrases listed members should take it as a silent signal that it's time to find the first available association faculty representative. Check out the phraseology!

• You may need a faculty rep when a college administrator says, "I just want to talk to you for a minute." When you walk into the office, the student and college administrator are seated on the same side of the table.
• You may need a faculty rep when you walk into the office and you're met by two administrators, one is your college dean and the other administrator is from the chancellor's office (and they didn't bother to tell you what the meeting was about)!
• You may need a faculty rep when the college administrator starts getting "hot-under-the-collar" with you and you're alone.
• You may need a faculty rep when the college administrator says, "I've had some student complaints about you."
• You may need a faculty rep when the college administrator says, "I have some concerns we need to talk about."
• You may need a faculty rep when the college administrator says, "There are rumors in the community about you that we need to discuss."
• You DEFINITELY need a faculty rep when the college administrator says, "Do you want a faculty rep?" The answer is always, "YES!" If a college administrator is offering a faculty rep before the meeting takes place, the member must take it as a clue that the meeting is not going to be a happy event.
• You DEFINITELY need a faculty rep when the college administrator uses the following words in the course of the meeting: discipline, termination, employment status, or negative evaluation.
• Know your Weingarten Rights--Employee's Right to Union Representation

What to Say if Management Asks Questions That Could Lead to Discipline:

"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I request that my union representative, officer, or steward be present at the meeting. Without representation, I choose not to answer any questions."

Weingarten Rights:
Employee's right to union representation

The rights of unionized employees to have a union representative present during investigatory interviews were announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc. 420 U.S. 251, 88 LRRM 2689). These rights have become known as the Weingarten rights.

Employees have Weingarten rights only during investigatory interviews: An investigatory interview occurs when a supervisor questions an employee to obtain information which could be used as a basis for discipline or asks an employee to defend his or her conduct.

If an employee has a reasonable belief that discipline or other adverse consequences may result from what he says, the employee has the right to request union representation. When the employee makes the request for a union representative to be present management has three options:

• (1) They can stop questioning until the representative arrives;
• (2) They can call off the interview; or,
• (3) They can tell the employee that they will call off the interview unless the employee voluntarily gives up his/her rights to a union representative (an option the employee should always refuse!)

Once you've asked for union representation, any attempt by management to continue asking questions before a union representative gets there is illegal. If supervisors pressure you by telling you that "you're only making things worse for yourself" by asking for union representation, that's against the law, too.

Employers will often assert that the only role of a union representative in an investigatory interview is to observe the discussion. The NLRA has established the following rules regarding Weingarten representation:

• Management must inform the union representative of the subject of the interrogation.
• The representative must also be allowed to speak privately with the employee before the interview.
• During the interview the representative cannot argue with the employer, but can interrupt to clarify a question or to object to confusing or intimidating tactics.
• While the interview is in progress the representative cannot tell the employee what to say, but may advise them on how to answer a question.
• At the end of the interview the union representative can add information to support the employee's case.

Know the limits

Just as it's important to know what your Weingarten rights are, it is also important to know the limits:

• You are not entitled to have a representative present every time a supervisor wants to talk to you.
• Remember, if the discussion begins to change into questioning that could lead to discipline, you have the right to ask for representation before the conversation goes any further.
• If you are called into the supervisor's office for an investigation, you can't refuse to go without your representative. All you can do is refuse to answer questions until your union representative gets there and you've had a chance to talk things over.