Ras Interest in Union

1. What are the key factors that led some RAs to have interest in union representation?

It appears after reading the case study that the RAs became very frustrated with their work situation and compensation. The RA’s had to deal with retaliation and disgruntled residents. There was questionable firing that some RA’s found to be unfair and unwarranted and when a resident did the same act of conduct they instead would receive a written warning. Even though the RA’s formed grievance committees and had many meetings their issues and concerns were still not getting resolved.

Do you think that RAs have legitimate job-related concerns, or are the RA complaints overstated?

In this particular case I think their job related concerns and compensation are overstated. The RA”s gets a stipend of $1,820 for the academic year with deductions for federal and state income taxes. Collective bargaining rights were granted to most of the public employees by passage of the state's general law allowing them to form, join or participate in unions. The law also granted bargaining collectively over terms and conditions of employment. West University recognized the Graduate Employee Organization (GEO). Twice as many applicants applied than positions available. As for firing, 12 out of 600 RAs were terminated over the last two years that is a very low ratio. Many other students are ready to fill the vacated positions.

2. Do the RAs opposed to unionization have legitimate concerns? How could unionization change the culture of Residence Life?

The RA job can be exceedingly rewarding, like when leading a group of residents

through a positive social or educational program or when providing support to

a resident pursuing counseling or mentoring. The truth of the matter is ; twice as many students applied to be an RA than positions that were available and only 12 firings out of 600 RA’s , that is a very low number. The RA’s who did not support the unionization did not want to “rock...