(Note: OLPM sections on this page may be cited following the format of, for example, "BOT V.D.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
D. Employee and Labor Relations1
- Authority
- State law () authorizes the Board of Trustees to hire, employ and compensate such personnel as are needed to provide a well-coordinated system of public higher education.
- The Board of Trustees shall retain the authority to approve any proposed contract between the Board and duly authorized collective bargaining agents representing Â̾ÞÈËÊÓƵ faculty or staff.
- Delegation of Authority
- The Board of Trustees delegates to the Executive Committee the direction and oversight of labor relations and the establishment of bargaining parameters.
- The Executive Committee shall report from time to time on an as-needed basis to the Board of Trustees on the status of any labor negotiations.
- The Board of Trustees delegates to each president for his or her institution the authority to determine labor negotiations strategy, adopt appropriate policy and communication methods, appoint representatives to the negotiating team, and establish a means for contract administration and grievance handling.
- The Administrative Board, shall establish an employee relations policy which shall include compliance with all state and federal laws. Components of such employee relations policy will include statements on drug-free workplace, safety, right-to-know, non-smoking, wellness, nepotism, conflict of interest, grievance and complaint resolution, personnel files, contagious diseases, political activities, and nondiscrimination, as well as other working condition issues.
1See, Â̾ÞÈËÊÓƵ Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
