Rutgers AAUP-AFT represents a small number of full-time staff who work as counselors for the Educational Opportunity Fund (EOF) program. EOF counselors voted to join our union in 1989. They are part of the same union with full-time faculty, graduate workers, and postdoctoral associates, but have their own separate contract. Our union’s unity across ranks has produced greater advocacy on issues facing EOF counselors, such as workload protections, fair compensation, and employment support.
issues facing postdocs, such as workload protections, fair compensation, and employment support.
You can read the full text of the Tentative Agreement for the EOF counselor contract that our union ratified last Spring. The final text of the full contract will be posted when it is available. Click here to read a summary of all the articles in the TA. And click here to read highlights of the Tentative Agreements for all our unions.
Highlights of the EOF Counselors’ Contract
Here is a list of the rights and benefits that EOF Counselors have won via the Collective Negotiations Agreement between Rutgers University and the Rutgers AAUP-AFT EOF Chapter. Note: this list does not reflect the gains made with our newly ratified contract.
- Representational rights: for all EOF Counselors (For the contract language governing these rights, see Article 2 of the full contract, linked above)
- Discrimination: the right to work in an environment free of discrimination (Article 3)
- Union activities: permission to participate in certain union activities without loss of pay (Article 4)
- Grievance procedure to address violations of the contract, University policies, and/or administrative decisions related to terms and conditions of employment (Article 5)
- Prohibition against unjust discipline, the right to have a union representative at meetings related to discipline; the right to know the basis for disciplinary action taken; and discipline in accordance with progressive discipline guidelines (Article 7)
- Detailed process and procedures for performance appraisals (Article 9)
- Three days of paid administrative leave (Article 10)
- Three to five days of paid bereavement leave (Article 11)
- Paid holidays (Article 12)
- Jury duty time granted (Article 13)
- Paid sick leave (Article 14)
- Vacation leave (Article 15)
- Leave of absence: consideration for a leave of absence without pay for personal or professional reasons (Article 16)
- Family leave in accordance with State of NJ Family Leave Act and Federal Family and Medical Leave Act (Article 16)
- Health and safety: employees will not be required to work under conditions that pose a danger to health and safety and the University will provide a safe and healthful environment (Article 17)
- Layoff provisions setting forth requirement for placement and recall (Article 18)
- University Policy Library: all terms and conditions of employment as applicable and set forth in the University Policy Library (referred to in the Agreement as “University Regulations, Procedures and Form Usage Manual’) (Article 19 and University Policy Library)
- Personnel file: the right to review materials from a counselor’s official personnel file and add material to that file (Article 21)
- Right to position reclassification review (Article 22)
- Posting of vacancies (Article 23)
- Professional development workshops (Article 24)
- Professional conferences: potential funding for attendance at professional conferences Article 24)
- Time off: eligibility for time off for class attendance (Article 24)
- Health benefits (Article 26)