Labor and Employee Relations
Labor and Employee Relations is located in the BE 120 in the Human Resource Management Suite and is responsible for collective bargaining, contract administration, grievance administration, discipline, Americans with Disabilities Act compliance, Freedom of Information Act compliance, as well as independent group employee relations issues.
Training
For training information please visit the HR Training page.
Collective Bargaining
Washtenaw Community College (WCC) has three organized employee unions and an independent administrative group. The Custodial/Maintenance Union is affiliated with the American Federation of State, County and Municipal Employees (AFSCME). The WCC Education Association and the Office Professional/Technical Union are affiliated with the Michigan Education Association/National Education Association (NEA). Labor and Employee Relations staff is primarily responsible for the collective bargaining process and works directly with each of the three collectively organized employee groups to interpret and implement bargained contracts and to resolve grievances. Labor and Employee Relations staff also consults and advises supervisors and administrative staff, educating and helping them to work effectively with the organized groups.
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Note: The Custodial Unit Contract is extended until September 17, 2004
| File Name | File Size | Last Updated | |
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2005-2008 Office Professional Tech. Association Master Agreement | 135.41 KB | 01/25/2006 |
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2005-2008 Office Professional Technical Assocation Letter of Agreements | 321.49 KB | 10/08/2007 |
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2005-2009 WCCEA Letters of Agreement Understanding | 704.3 KB | 05/05/2008 |
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2005-2009 WCCEA Master Agreement | 273.38 KB | 08/23/2005 |
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2007-2010 Custodial Maintenance Master Agreement | 776.07 KB | 02/06/2008 |
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2007-2010 Part-Time Adjunct Teaching Faculty Agreement | 398.69 KB | 09/06/2007 |
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2008-2011 Office Professional Technical Association Agreement | 856.36 KB | 07/24/2008 |
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Employment and Benefits for OPT Non-Bargained Staff | 285.07 KB | 02/28/2007 |
Employee Relations
The Labor and Employee Relations staff is responsible for continuous improvement of employee relations through training programs, problem resolution assistance and assistance to ensure compliance with state and federal labor laws.
Investigation of claims or allegations of violation of discrimination or sexual harassment is performed confidentially by the Labor and Employee Relations Director.
Discipline
Labor and Employee Relations will assist supervisors in dealing with employee discipline issues. The Labor and Employee Relations Director will provide individual consultation, coaching, assistance and guidance to supervisors who feel they may need to initiate disciplinary action.
American with Disabilities Act (ADA) Coordinator
WCC is an Open Door institution and welcomes a diverse population of students, including persons with disabilities. The ADA Coordinator is primarily responsible for ensuring accessibility to WCC employment, programs, and services for all persons. The ADA Coordinator receives complaints and requests for accommodation, and consults with appropriate college administrators and employees to ensure college-wide compliance with the requirements and spirit of ADA and Section 504 of the Rehabilitation Act in College facilities, education, public events, and employment. The ADA Coordinator is responsible for working with the ADA Committee to resolve issues. For further information see the WCC Board of Trustees Policy on Compliance with the Americans with Disabilities Act.
To view PDF documents, you will need Adobe Acrobat Reader on your computer. If you do not already have Adobe Acrobat Reader, you can download it for free from Adobe. If you encounter a problem viewing a PDF and are using Internet Explorer, please see User Support section.
| File Name | File Size | Last Updated | |
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ADA Procedure | 6.59 KB | 01/20/2000 |
Freedom of Information Act (FOIA) Coordinator
In 1997, the Michigan legislature amended FOIA, requiring one person to be appointed by the institution to handle FOIA requests. The legislation also made changes in procedures and record keeping requirements. All FOIA requests are required to be handled by the FOIA Coordinator and should be forwarded immediately to the HRM office for processing. Generally, the law requires a response to a FOIA request within is five business days.
The Request for Public Information Form is available as a PDF, which requires Adobe Acrobat Reader to view/print. If you do not already have Adobe Acrobat Reader, you can download it for free from Adobe.
| File Name | File Size | Last Updated | |
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Request for Public Information | 111.46 KB | 12/06/2005 |
Labor/Employee Relations Director:
Mary Gmeiner
Phone: (734) 973-3718