FAQs 

What is a union?

A union is an organized group of coworkers who use their collective strength to have a voice in their workplace. As a union, workers have the right to collectively bargain for better wages, work hours, workload, benefits, job training and other work-related issues.

Are there unions currently at MICA?

Yes! Currently the MICA Part-Time faculty have a union with SEIU Local 500. They enjoy ongoing benefits of union contracts and positive problem-solving relationships with the administration.

Through collective bargaining, MICA PT faculty have increased their rates of pay, secured professional development funds, improved their job security, and more.

You can find out more about the MICA PT Faculty Union, as well as the other institutions of higher education in our area that are part of SEIU Local 500 at seiu500.org.

Now, we are following in the footsteps of the MICA PT faculty by organizing a FT faculty bargaining unit with SEIU Local 500.

How could a union contract benefit me and my colleagues?

By unionizing, full-time non-tenure track faculty can negotiate over many issues including: teaching load and other responsibilities; pathways to promotion; salary, benefits, leave and sabbaticals; job security and protections on renewals; multi-year appointments; and supports for research, scholarship, and professional development. Any issue having to do with our terms and conditions of employment can be negotiated. Also, by joining together in union with SEIU Local 500, we will be joining a national movement with faculty to improve the way academic work is viewed and treated. FT faculty at Leslie, Tufts, Howard University and Goucher College, among others have organized unions with SEIU.

What is the process to form a union?

The process of unionizing is a democratic one in which the election is administered by the National Labor Relations Board (NLRB). The first concrete step is for supportive staff members to sign a confidential union authorization card. Those union authorization cards act as a petition with the NLRB showing there is interest among MICA FT faculty in having a union. The names on the petition are confidential. The NLRB then carries out a secret ballot election for MICA FT faculty to vote to form a union.

Can MICA discipline me for participating in union organizing?

It is against the law for an employer to take any action against an employee for organizing or attempting to organize at their workplace. It is our legal right to unionize and we are intent in making sure MICA respects our protected right to organize. If you experience or suspect any disciplinary action as a result of participating in union organizing, contact SEIU Local 500 immediately at 301-740-7100.

Will unionizing be divisive?

Unionizing will probably open up robust dialogue among colleagues about how best to improve their working conditions. Such dialogue can be constructive and informative but doesn’t have to be contentious. Faculty come together to unionize in order to make things better for everyone, so our discussions should include all faculty voices. If faculty are oriented to goal-setting and problem-solving this process can be unifying rather than divisive.

How will the MICA administration respond to our organizing?

While we hope MICA’s administration will remain neutral and will respect our legal right to organize, we also know that it is common for administrations to interfere when workers organize by spreading misinformation about the union. Administrations will often make claims about how organizing is futile. They often exaggerate dues costs, and attempt to portray our union as an external third party trying to interfere with our relationships on campus.

Will I have to pay dues? Will I have to be a member?

SEIU Local 500 is a member-run and member-funded organization. Member dues pay for bargaining contracts, enforcing contracts, organizing new members, and the day to day running of the organization. MICA FT faculty are able to organize our workplace now because of the resources provided by thousands of Local 500 members who are working and paying their union dues. We look forward to being able to participate as dues-paying union members when our first contract is ratified.

All members of SEIU Local 500 pay dues to build and maintain a strong union and a powerful labor movement. We will not pay any dues until after we ratify our first contract. Based on the dues paid by other members of the union, we anticipate that our dues will be between $20 and $25 per pay period.

Questions? Email neworganizing@seiu500.org.

Will faculty still be able to participate in existing university governance?

Yes. Collective bargaining and shared governance are different tracks for faculty to have their voices heard. Collective bargaining concentrates on the terms and conditions of employment (such as salary, benefits and workload) and not on academic issues. Discussions on some issues, such as salaries, may move from faculty governance (CRAB for example) to collective bargaining. The “union difference” is that an agreement made between the full-time faculty and the administration through a collective bargaining agreement is legally enforceable, where an agreement made through faculty governance is unilateral and the administration can revoke it at any time.

How will Unionizing Affect Faculty Assembly?

Unionizing will allow us to separate discussion of Academic Affairs from our Conditions of Employment. The Union will be the forum for discussion of contracts, benefits, and working conditions. The Faculty Assembly will then be able to devote more time to deeper and more substantive conversations about Academic Affairs, academic oversight, pedagogical practices, and other academic matters of the college. Our union has no right to negotiate over academic issues.