Black Caucus Project Manager Job Description
The Black Caucus Project Managers will report to the UAW 2322 President, GEO Steering Committee and the Black Caucus. The Black Caucus Project Manager will work with members of the Black Caucus and will act as a liaison between the Caucus and GEO leadership as well as the broader GEO Membership.
- Facilitate the integration of issues concerning domestic and international Black and other graduate student-workers of Color with other GEO campaigns.
- Create a more solid support system across departments/programs through the development of an information network of domestic and international Black and other graduate student-workers of Color.
- Increase the membership and participation rate of Black and other graduate student-workers of Color within GEO.
Job Duties include, but are not limited to:
- Carry-out duties and projects assigned by the Black Caucus General Body.
- Coordinate Black August Welcome Reception
- Coordinate Black Caucus Diversity Orientation
- Confer with departments/programs to reach out to incoming Black and other graduates workers of Color.
- Develop framework for surveying Black and other graduate-student workers of Color
- Convene and propose agendas for Black Caucus meetings.
- Record, document, and archive projects and campaigns carried out during the term.
- Participate in Steering Committee Meetings per bylaws.
- Serve as a liaison with GSS, Registered GSOs, RSOs and other departments as necessary for the performance of job duties.
We are hiring two (2) positions, 10 hours a week; for a period of 5 weeks beginning immediately upon hire. Funding for this position will come from GEO-UAW Local 2322, therefore applicants must legally qualify for employment with a non-university organization (UAW Local 2322). Applicant must be a member of GEO-UAW 2322 in good standing for two consecutive semesters prior to hire.
The salary is minimum rate of the GEO-Contract for Graduate Assistants. These positions are temporary and do not provide benefits or tuition waivers. GEO/UAW Local 2322 will provide training. People of Color and women are encouraged to apply.
In order to apply, please submit:
A cover letter stating the reasons you are interested in the position and your qualifications.
Written answers to the following questions:
- What kind of union activism, organizing, community and/or volunteer experience do you have?
2.What skills do you possess that would be beneficial for this position?
- What other obligations do you have that would affect your availability during this 5 week period?
- Describe your background working with issues of social/racial justice. How do you
envision yourself bringing this experience into a campus/union atmosphere?
5.Describe any grassroots activist experiences in Black communities and/or communities of Color and with Black, or people of Color, community activists/organizers.
Applications should be emailed to email@example.com by 5pm on Tuesday, August 18th. Candidates selected for an interview will be interviewed on Thursday, August 20th.
Our 201 Student Union office on the UMass Amherst Campus will be closed until 7/7/15 for painting. If you have any questions or are in need of assistance, you can use the following information:
Anais Surkin, UAW 2322 Servicing Rep: anais@uaw2322, 917-940-0312
UAW 2322 Holyoke Office: firstname.lastname@example.org, 413-534-7600
Hello GEO members!
The bargaining committee met on Tuesday for the first of two bargaining sessions this week. Management repeatedly refuses to share information with GEO on healthcare that would enable both sides to bargain more fully and effectively over this critical issue. In response, GEO has filed a formal information request to which management is (predictably) dragging their heels to respond. Management thinks that if they drag out negotiations that GEO will get tired and settle for less than what our members deserve. GEO is here to say that management’s strategy will not work; GEO will not be worn down by a petty delay.
On Tuesday, the GEO bargaining committee hand delivered a letter to Chancellor Subbaswamy demanding him to direct his negotiating team to stop these childish games and to bargain in good faith. GEO is giving the administration an opportunity to work with us to correct this situation and get this contract settled in a timely fashion. If GEO doesn’t see significant movement from management at the next bargaining session this Friday, then we will take this as a signal that it is time to escalate our contract campaign.
A contract campaign will not be as effective without the full participation of our members. GEO’s mobilizing force has been canvassing the campus this week, informing members of our bargaining successes and struggles. GEO has several campaign strategies in mind and many different ways for members to show support for GEO and frustration with management. Be on the lookout for days of action and events in the near future!
Here are some of the major issues that GEO has already won:
• All-gender bathrooms all graduate employees are now able to request access to an all-gender bathroom near their place of work (classroom, office space, or otherwise)
• Affirmative action hiring committee: we are pushing the administration to hire more graduate student-workers of color and revise their hiring procedures
• Paid family and medical leave: we got administration to include 40 hours of paid family and medical leave in one of their proposals. This would be on top off our additional time off and vacation time (which is already guaranteed in our contract)
• Out of Pocket Maximum (OOPM): management has stated at the table that they could lower to OOPM from $3,000 to $1,500, but GEO knows we can do better
The chart below illustrates the three biggest proposals left to go: wages, workload and healthcare. We present a side-by-side comparison of our proposals and management’s counter-proposals on these issues. Management’s proposals simply don’t stack up and are not in the best interests of graduate student workers.
Management’s wage proposal does not even begin to keep up with inflation and the rising cost-of-living expenses. This “raise” would keep graduate student employee wages stagnant and would not alleviate the burdens currently faced by our members.
The rampant overwork of our members that happens across all departments is unacceptable and must stop. Management simply refuses to see overwork as an issue.
Co-insurance shifts costs from the plan to our members, to the tune of thousands of dollars per year for our members. UMass admits that co-insurance discourages many members from getting needed health care for themselves and their families. This must stop!
|Union Proposal||Admin Proposal|
|Wages||5% increase per year (15% total over 3 years)||1.5% increase per semester (9% total over 3 years)|
|Workload||Recognize daily and weekly workload maximums and institute an expedited workload grievance procedure||Do nothing: The Admin believes we are already sufficiently protected|
|Healthcare||Create co-payment system with dramatically decreased out of pocket maximum (ex :you pay a flat fee of say $25 for your doctor’s visit)||Continue with co-insurance (ex: you pay 15% of whatever your doctor’s visit is going to cost)|
We hope that all of our members have a great Spring Break and we look forward to waging a successful campaign with you when classes resume.