From UCHCAAUP.org: Dr. Deckers Letter

Dear Doctor William A Mohler

By now, you will have received a letter from Dr. Peter Deckers stating his views regarding AAUP faculty unionization. However sincere, Dr. Deckers continues to misunderstand the role of faculty unionization and its benefits. Dr. Deckers states that the AAUP cannot "force," "guarantee," "impose," and "assure." The types of actions represented by such aggressive and unilateral verbs have been the sole prerogative of the current and previous UCHC administrations and are not characteristic of the procedures and methods of the AAUP. Rather, the advantage of AAUP representation would put faculty in a position to partner with the administration in crafting solutions to our problems via a collective voice that could not be ignored. This is precisely how the AAUP has successfully functioned and continues to function today.

Dr. Deckers goes on to characterize AAUP membership as somehow involving physicians and dentists in "haggling over...issues" and diminishing their professionalism. Such a supposition is not supported by the record as AAUP representation has increased the professionalism and participation of the medical and dental school faculty who are represented by the AAUP. Constructive discussion, collaborative approaches to challenges and seeking of an improved work environment are not "haggling."

Dr. Deckers speaks of faculty unionization as "another layer of numbing bureaucracy." We have had a decade of expansion of the positions, salaries and resources of the UCHC administration that has produced "mind numbing" policies and procedures that have negatively affected faculty. The diminishing of faculty representation over this period has left us with few avenues to address this administrative bureaucracy. We see AAUP representation as a means of cutting through the existing "numbing bureaucracy" to provide a faculty voice in UCHC affairs.

Perhaps most telling is Dr. Deckers' response to the question, "Is any additional voice representing any faculty interest really necessary?" His response is, "I think not!" which he justifies by pointing to the collection of elected councils provided for within the Health Center by-laws. This is where theory and practice depart. Each of the councils, with the exception of the Oversight Council, is chaired by a senior-level dean who serves at the pleasure of the Dean of the Medical School. In practice, the agendas of these councils have been steered, if not determined, from above. One need only ask, "Do you believe that the councils provide you with a sufficient voice and meaningful role to influence the direction of this institution and decisions that affect your professional and personal life?" Additionally, are you aware of any of these councils taking a stand against proposed or actual institutional policy and as a result having that policy modified?"

With regard to compensation, Dr. Deckers asserts that, in general, we are compensated well and have ready access to a system of appeals in order to rectify any salary inequities; as a result, his view is that further representation is neither required nor desirable. Again, theory differs greatly from practice, because no non-promotional raises have been provided to faculty for the last two years (please review the memo to be sent out on faculty salaries and match yours with the attached AAMC salary tables). One of the goals of organization via the AAUP would be to ensure that policies and criteria relating to compensation are transparent and based on productivity.

Dr. Deckers closes with the statement, "...I hope I have convinced you that the immediate and long term negatives of faculty unionization far outweigh any perceived positive outcomes." In actuality, Dr. Deckers' letter does not specify, in any substantive manner, the drawbacks to unionization. Rather his letter can be summarized as stating, from the perspective of the former Dean and Executive Vice President, that "you don't need representation and, don't worry, the administration will make your life better." We have witnessed what waiting for the unilateral actions of the administration can do for faculty and staff.

Those of us who support collective bargaining via the AAUP strongly disagree with Dr. Deckers' position on faculty unionization. In our view, representation via the AAUP is a means to an end. It does not provide a solution in and of itself, but, rather, establishes a collective bargaining unit that would give faculty a voice that simply cannot be ignored and a seat at the table in crafting and seeking solutions to the issues faced by the Health Center. It is important to make explicit that we do not view the establishment of a union as fostering or creating an adversarial "we/them" mentality; quite the opposite. Collective bargaining would provide the faculty the opportunity to partner with the administration to ensure that the Health Center remains true to its primary academic, research, educational, and clinical missions. We, as faculty, have good ideas and we need to ensure that they are heard. We cannot simply hope for the best from the unilateral actions of the administration.

Sincerely,
UCHC AAUP Faculty Association
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Visit www.uchcaaup.org FAQ to read AAUP is a No Strike Union