Purpose:
Rutgers AAUP-AFT is committed to providing a positive and respectful environment that is free of discrimination and harassment, regardless of an individual’s race, ethnicity, religion, color, sex, age, national origin, sexual orientation, disability, gender identity or expression, ancestry, pregnancy, or any other characteristic prohibited by law. As such, Rutgers AAUP-AFT will not tolerate discriminatory, harassing, or otherwise unacceptable behavior in the workplace or at any of its activities, events, or meetings, even if the conduct has not risen to the level of a violation of law. The AAUP-AFT expects everyone in the workplace and those that participate in any of its activities, events, or meetings to abide by this Code of Conduct.
To build the democratic and powerful union that our members want and need, we commit to being guided by these principles when engaging with other members:
- Respect other members and their views. Appreciate each other’s contributions.
- Refrain from aggressive, bullying, or intimidating behavior.
- Refrain from discriminatory behavior related to gender, race, age, disability, or other protected categories, as referenced in the Community Guidelines.
- Refrain from knowingly false or misleading communication.
- Be direct—talk to, not about, each other.
- When attending meetings, be fully present, and participate, but give everyone a chance to be heard.
- It is the responsibility of the Chair to keep the comments of members on track, so members should honor efforts by the Chair to follow the meeting agenda and time limits.
Disciplinary procedure
We will always try to resolve conflicts in the spirit of solidarity. But should that fail, it may be necessary to invoke the disciplinary procedure, outlined below:
- A union member may face disciplinary action for behavior contrary to the Code of Conduct. Disciplinary action is initiated when one or more members submit a detailed accounting of their allegations to the Executive Board.
- Mediation should be the first approach to resolving the conflict. It should be conducted by a standing Conflict Resolution Committee elected by the Executive Council annually and comprised of three (3) Executive Council members and two (2) alternates. No party to the charges may sit on the committee.
- The committee shall notify the parties to the conflict, asking them to refrain from further contact. The committee shall convene within one calendar week of receipt of allegations by a union member.
- In the event no resolution is found, the committee will forward the charges to the full Executive Council for possible action.
- Mediation by the Conflict Resolution Committee may be bypassed by a majority vote of the Executive Council, in which case the Executive Council will take up the matter. Mediation may also be bypassed if all parties involved in the dispute request an alternative restorative justice approach to resolve the issues.
- Disciplinary matters referred to the full council, as in d. or e. above, may result in:
- A warning, as a first resort.
- A suspension, e.g., in the case of repeated warnings. Terms of suspension may include the right to participate in meetings, town halls, social functions, posting on private social media accounts, etc. The length of suspension is to be determined by the full board.
- Removal from an elected position.
- Expulsion in cases particularly egregious behavior, e.g. threats, or violence.
- All parties shall have the right to question the charges and present evidence to support their defense.
- A simple majority vote of the full Executive Council shall be required to impose discipline on a member.
- A disciplined member may appeal the decision of the Executive Council by submitting a written statement of appeal to be considered by the Council. The Executive Council will consider the statement of appeal. A simple majority of the members of the Executive Council voting shall be sufficient to overrule the prior decision of the Executive Council to discipline.