Dear Colleagues,
It is important to remember the long history we have here at the university of working together to resolve issues of concern expressed by employees. We’ve heard that a lack of transparency, “not having a seat at the table” and not having a grievance process are reasons for employees to consider unionizing. I want to share with you accomplishments that the employee councils have achieved by working collaboratively with the administration, and the positive influence this effort has had on our work environment.
Every OS and PAT staff member is represented by their respective campus council and each council has a representative who attends University System of New Hampshire meetings. At these meetings information about benefits and compensation is shared for feedback and insight. The council representatives then share the information and provide updates to the employees they represent. Likewise, concerns and requests come forward to the USNH meetings from council representatives. The voluntary hospital indemnity plan benefit added to our offerings in 2016 is a direct response to a request council representatives made at these meetings.
The councils, working closely with Human Resources, have successfully worked with university officials to make change. It was the OS, PAT, EE councils and Human Resources that brought forward the request to use sick leave and sick pool for “family leave.” And in addition to creating a flexible work environment , recent years have brought a stronger campus position on workplace bullying, change to bereavement leave for OS employees, ongoing work to provide professional development, and a USNH review of the paid leave programs.
Based on initial concerns from the OS council, not only were policy changes made to address workplace bullying but also online training was developed and provided to all the campuses in the system. Additionally, Human Resources has provided numerous face-to-face trainings on creating a respectful workplace.
Other changes based on council feedback are in the works. The AOP (Administrative Office Professionals) conference is currently being revised based on feedback from program participants. Maintaining the networking aspect that was so valued by participants, the revised program will be launched this fall. The new format is a half-day program instead of a full day and presented twice a year instead of once. This is in response to office coverage issues expressed by participants and departments.
In addition, based on requests from OS and PAT supervisors and managers, a supervisory certificate program will launch in the fall. The program will include six half day or longer modules with a focus on recruiting, compensation, legal compliance, performance management, supervisor self-assessment and culture and team building.
To those believing that we do not have a grievance process, a grievance and complaint process for non-union employees does exist. It is called F.A.I.R. (fast and impartial resolution), and you can learn more about it on the Human Resources website. Many employees have taken advantage of this process and the confidentiality of employees who utilize it is held in the highest regard.
One of the most recent responses to concerns raised by employees is a current review of the paid leave programs for OS and PAT employees being conducted at the system office. The concerns were raised by both Human Resources and the OS council last spring, and USNH hired a consultant to review the current programs, how they are being implemented on each campus, what best practices are at like institutions, and recommendations on changes to consider. The OS Council provided a presentation to the consultant this summer, and the plan is to engage again with councils and others when there are recommendations to consider.
We’ve made great change together and there are more opportunities to continue to work together to improve the work environment directly with each other and through the councils. Human Resources will continue to support the councils and participate in their meetings to foster face-to-face dialogue on any questions, concerns or suggestions of employees and council members.
—Kathy Neils,
Chief Human Resources Officer
Your Voice Matters is a series of communications from university leadership to provide clarity about efforts to unionize UNH staff. You can read the full series and submit questions, feedback or testimonials at: unh.edu/unhtoday/series/your-voice-matters. You can also read the series and share your voice on the Your Voice Matters Facebook page.
