*Originally sent to Brown faculty on August 16, 2023

Dear Faculty Colleagues,

As we get closer to the start of the academic year, I want to provide more information about the University’s ongoing negotiations with the Graduate Labor Organization (GLO) and offer support to help you and your colleagues plan for the possibility of a work disruption, should such planning become necessary. In this message, I am sharing a short set of answers to frequently asked questions to aid your planning. The end of this letter also includes important guidance for communicating with students while labor negotiations continue.

Please note that a work disruption is neither imminent nor expected at this point. We are continuing to negotiate with GLO in good faith to reach a mutually acceptable agreement, and we are confident that the students engaged in bargaining with Brown share this good faith commitment. The letter sent to the campus on June 28th provides some background on the negotiations. We have continued negotiating throughout the summer, with a session as recently as August 2nd. The next scheduled session is August 17th.

Providing our students with the high-quality education that is core to Brown’s mission continues to be our top priority. Brown is committed to enabling our students to complete their degrees in a timely manner without undermining the academic integrity of instruction. We are similarly committed to ensuring the continuity of the University’s critical research work. Because of these commitments, we are providing faculty with as much information as possible in the event of a work disruption.

While the University has every intention of coming to an agreement with GLO, we feel it is prudent — out of an abundance of caution, and given what we know from news reports and media accounts of experiences at other colleges and universities — to begin planning for continuity of operations for the fall semester in case of a potential work disruption. After consultation with various campus leaders, including the Faculty Executive Committee, we have developed the FAQs below to explain plans for continuity in operations, research, and teaching in instances where those activities involve graduate students in bargaining unit positions (teaching assistants, teaching fellows, research assistants or proctors). 

FAQs: Planning for Contingencies 

Should instructors make changes to course(s) with teaching assistants in anticipation of a possible work disruption?

Instructors do not need to make structural changes to a course (meeting times or section/lab structures, course modality, etc.) in anticipation of a potential work disruption (and are discouraged from doing so unless a work stoppage is called). 

What steps should instructors take to prepare for a possible work disruption? 

Again, we do not believe a work disruption is imminent. Nevertheless, instructors whose courses involve graduate student teaching assistants should do their best to outline steps they might take if a work disruption occurs. Such steps may include changes to a course, as long as any changes are consistent with the course’s learning objectives, meeting schedule, and the mandated minimum of 180 hours of student effort over the semester. 

Examples of course modifications that could be made in the event of a work disruption:

• Assignments may be changed or replaced by other forms of student work. You might consider alternate ways of assessing student work, such as Gradescope or Canvas Quizzes, or using peer feedback to give feedback on student assignments.

• TA office hours and help sessions may be replaced by alternative ways to support learning and help students, such as increased faculty office hours or discussion boards (e.g. Ed Discussion or Harmonize) where faculty and students can answer questions in a way that benefits all course participants.

• Labs and discussion sections may be modified or replaced with different activities.

• Labs and discussion sections may be overseen by the primary instructor or by another employee with appropriate expertise and qualifications. 

Instructors seeking resources on alternative pedagogical strategies and efficient grading approaches and tools should consult the Sheridan Center website, Teaching in Times of Disruption. Instructors can also request a confidential consultation by emailing [email protected]. 

May instructors delay submission of final grades or give students grades of incomplete until a disruption ends and normal course support is in place?

No. Faculty should make sure they will be prepared to assign final grades in the event of a work disruption that impacts the end of the semester. Instructors will be notified by the Registrar’s Office if they have students planning to graduate at the end of the fall semester. Instructors should take special care to ensure that graduating students will be able to complete their courses.

What steps should Principal Investigators (PIs) with graduate student research assistants take now to prepare for any possible work disruption?

If active research requires employees to engage with research participants or to care for colonies or other living beings, PIs should be prepared to seek temporary help or cover these responsibilities themselves to ensure that participants and other living beings do not lack appropriate care. Similarly, if the research requires employees to maintain research cultures, equipment, or other materials needing active care or maintenance, PIs should be prepared to seek temporary help or cover these responsibilities themselves to ensure the continued viability of specialized research resources.

Will faculty and staff be compensated for the additional work they perform to plan for a disruption and/or to maintain courses and research in the event of a disruption?

The University is exploring options to compensate current employees (faculty of all ranks and titles, postdocs, and staff) who do substantial additional work in support of instructional, research, and/or operational continuity. Details will be forthcoming.

Will the University approve the hiring of new faculty or staff to cover instructional or research needs if there is a work disruption?

The University does not intend to hire new faculty or staff to cover instructional or research needs in the event of a work disruption. 

May instructors/PIs ask their teaching/research assistants about their plans to participate in a work disruption?

No. If a work disruption has not been called, instructors and PIs may not ask their teaching and/or research assistants whether they intend to participate. Additional guidance about communicating with students is included at the end of this message.

How should departments plan to communicate with students in the event of a work disruption?

Departments are expected to develop their own plans in advance outlining how they will maintain communication with students during a work disruption. For example, it could be helpful to establish additional drop-in advising hours or identify a person to whom students should direct their questions and concerns. Instructors should establish approaches to be in frequent contact with their students to keep them up to date on any changes to their courses.

Can other Brown employees provide coverage if teaching or research assistants stop working during a disruption? Will they be compensated?

Brown University employees (including faculty, postdocs, staff, and students who are not participating in the work disruption) may take on additional work in support of instructional, research, and/or operational continuity during a work disruption. We are evaluating ways to compensate employees fairly for substantial additional work. No employee can be required to take on additional work.

What is the academic expectation of students during a disruption?

All students are expected to continue attending classes and making academic progress toward their degrees during a work disruption. This includes progress on the dissertation and departmental examinations. 

What are the work expectations of faculty and staff during a disruption?

Faculty and staff are expected to continue their normal responsibilities. Course modalities and AWA arrangements should remain unchanged during a disruption to the extent possible. However, short-term shifts to remote instruction or remote work may be allowed and should be handled in accordance with existing policies.

 

General Tips for Communicating with Students

In addition to the planning outlined above to prepare in case of a work disruption, there is immediate guidance we can provide as you engage with students while negotiations remain ongoing. Here are some general guidelines:

• Try to remain informed about the facts of the bargaining, rights of all individuals and groups, and the evolving negotiating environment, and encourage others to be informed about the facts as well.

• If you are asked, you may express your personal opinions and views on the issues in a civil, respectful, and constructive manner. 

• Seek to understand the potential differences between a graduate student’s employment responsibilities and a graduate student’s degree activities. A work disruption would apply only to a student’s employment-based activity. Regardless of a potential work disruption, students are expected to continue making academic progress as they normally would.

• Contact [email protected] for guidance if a situation arises and you are not sure of what your response should be.

At any point during labor negotiations, the following actions must  be avoided:  

• Asking students about their union activities, union relationships, or union sympathies.

• Asking students about the status of union discussions, work disruption planning, or whether they intend to engage in any form of work disruption.

• Threatening, disciplining, or taking retaliatory action against students as a result of labor organization activities (students can be held responsible per normal procedures if they experience delays in making academic progress).

• Promising students any benefit, inducement, or special treatment if they refrain from organized labor activity or work disruptions.

• Making statements or comments about a potential work disruption, anyone’s union activity, the labor organization’s positions, or anything that could be perceived as having anti-union animus.

If you have any questions or need additional guidance on policies, please contact [email protected]. We will continue to provide updates and guidance to support research and instructional continuity with a commitment to sustaining a strong educational experience for our students.

 

Sincerely,

Frank Doyle

Provost