On November 5, AFT Local 1796 convened an emergency membership meeting to discuss the possibility of layoffs among faculty and staff at William Paterson University. The bulk of the discussion revolved around full-time faculty issues, as it appears that negotiations are proceeding by cohort (i.e. full-time faculty data are being considered separately from professional staff, librarians, and adjunct faculty). These potential layoffs are particularly concerning as more than 50% appear to be concentrated in one college, the College of Humanities and Social Sciences. This comes at a time when employers are looking for graduates who are civically engaged, able to think critically and creatively, able to apply skills to real-world problems, and able to work with diverse people. These are the very skills taught in the areas of the university that seem to be targeted for the most layoffs.
At the emergency meeting, Union members were presented with data compiled by Management. While it was encouraging that members volunteered to form an ad-hoc Union committee to assess the data, we recommend that they go beyond simply double-checking the administration’s numbers. We suggest a full review that considers the units of analysis, timeframe, comparison standards, and analysis methods of the data behind the proposed cuts, from the Union point of view. Such analysis will take time but when jobs and millions of dollars are on the line, it is worth it. (If members of that ad-hoc committee would like any assistance, please reach out to the Solidarity Caucus. We would be happy to help.)
The following key questions remain unanswered:
- What alternatives to laying off faculty are being explored? What specific alternative proposals has our Union made to save a similar amount of money? Where can cuts to administration (or other areas of the budget) be made that might salvage faculty and/or staff positions? Union members need assurance that we are fighting to preserve every single job. Full-time faculty must not be pitted against Professional Staff, Librarians, or Adjunct Faculty members. Moreover, we cannot devalue particular disciplines or programs– that will only serve to divide allegiances within the bargaining unit.
- What specific criteria will be used to determine which faculty or staff are laid off? University administrators use the vague phrase “institutional needs” to frame their decision-making process. What is the Union’s proposal for a clear, fair, and equitable process in making these decisions (in accordance with the current contract, Article XLI)? Who will be involved in the decision-making process? Will seniority play a role? What other factors are under consideration? Aside from the receipt of layoff notices for all faculty, what timeline will be used for notification of those who will be laid off? Will members have any recourse to grieve the decision-making process?
- Management’s assessment of which departments may be facing cuts will impact non-white and humanities faculty more so than others. How will the Union fight to maintain equity among members? How will we maintain crucial faculty diversity?
- Targeting departments that have higher numbers of non-white faculty,–and targeting recently hired faculty–means that our faculty will become less diverse as a result of layoffs. WPU is one of only 11 HSIs (Hispanic Serving Institutions) in NJ, with 31.9% Hispanic students, and 18.1% Black students; these potential layoffs are in direct contradiction to administration statements of concern for increasing faculty diversity.
- A loss of faculty diversity, and potentially departments and programs where our diverse students find community and support, has severe consequences for student enrollment and retention. Research shows that what helps minoritized and first generation students to be successful in college is a network of support services that include engaged faculty, and also that more selective admission rates do not improve retention.
- These cuts are being tied to enrollment and retention, yet retention is not solely the responsibility of faculty, and there are multiple administrators who are specifically charged with enrollment management. How will the burden be shared among divisions?
- Our student body includes a significant number of minoritized, non-traditional, and first generation students. Does Management’s proposed ratio of faculty to students take into account higher education best practices and pedagogical theory with regard to these populations, or is it grounded exclusively in economic concerns? Can the Union solicit input from our campus experts –faculty and staff–on these topics in developing a counter proposal?
- Why is 2010 the best year to determine the ratio? Is the choice of that particular year also rooted exclusively in economic concerns?
- How are full and part time (TT, NTTPs, adjuncts) numbers being counted?
- How are teaching loads, student credit hours, and class sizes being considered?
We in the Solidarity Caucus recommend building a direct action campaign in the period between the receipt of layoff notices and the deadline for those layoffs to actually go into effect. If you would like to get involved join us here. Right now, we urge Union leadership to consider the above issues and proposals as negotiations continue.
Solidarity Caucus 