#TUhearing or #HEnotHearing?

21 March 2015

Whatever the outcome of the Pennsylvania Labor Relations Board (PLRB) hearing on Temple University (TU) adjuncts’ bid to vote on unionization, the proceedings spotlight the crux of adjunctification: when telling adjuncts to only do the work stated in our tentative assignment agreements, what admin means is, Psst! meanwhile, we will rely on your dedication to students to work off the clock.

Here’s an overview of the situation in case you missed it:

Hundreds of the university’s adjunct faculty petitioned the Pennsylvania Labor Relations Board in December [2014] for the right to vote on joining the Temple Association of University Professionals union, which already represents 1,400 full-time faculty members. In a Feb. 17 letter to the Temple News, the TAOC wrote, “Unfortunately, Temple administration is delaying the process because they don’t respect us. Provost [Hai-Lung] Dai continues to send misleading and offensive emails to adjunct faculty discouraging us from unionizing. His actions show that he regards us as nothing more than cheap labor.”

To be clear, this is a seminal moment, for the TU adjuncts’ fight for voting rights is a weigh station on the long snaky path that is the vicious cycle of precarious academic labor, or, as Academia Obscura duly notes, the Professorletariat.

Professorletariat @AcademiaObscura

The PLRB hearing began Thursday, March 19 in Harrisburg, where, in the words of Temple Association of University Professionals (TAUP) president Art Hochner, six adjunct faculty members testified as to “their impressive educational credentials, their teaching, their interaction and collaboration with full-time faculty, and the activities outside of the classroom that they involve students in to enhance educational goals.” Sounds like adjuncts doing the bang up job on which we pride ourselves, right?

Sadly though not surprisingly, Hochner’s assessment isn’t shared by the official voice of Temple administration, as revealed by live tweeting of the event from adjuncts, allies, and the United Academics of Philadelphia (@UAPhilly) local using a #TUhearing hashtag. No, rather than being treated like the human beings, citizens and public servants they are, the witnesses were treated to a rather antagonistic mode of operation by Temple’s attorneys. Summing up the day, one witness wrote about being “dismayed by the demeaning way [in which she and her] colleagues were spoken to by Temple’s representatives”:

I did not feel valued or appreciated by my employer, regardless of what they try to tell us on campus. In Harrisburg, Temple made it clear they view our service and devotion to our students and to Temple as ‘voluntary’ and we could ‘just go home’ [if we thought we were working so many hours sans pay].

United Academics of Philadelphia’s correspondent put the matter squarely, tweeting in response to witness descriptions of the long unpaid hours adjuncts give in service to their students:

#TUhearing Langel asks Chris Rabb if extra-class work is part of TAO. Neither is grading @UAPhilly
[NOTE: references are to TU attorney John Langel and TU adjunct Chris Raab]

The @UAPhilly citizen journalist ultimately shows dissatisfaction with the way TU attorneys suggest that adjuncts are free to not work outside the hours stipulated by our tentative assignment agreements.

#TUhearing Adjuncts own fault if they work outside hrs @UAPhilly

Hm. Well, concerned fellow twitizens had quite a bit to say about this idea, slyly summed up by local Metro Philly news reporter Sam Newhouse, who noted the complete illogic of such an approach:

#TUhearing No logic in adjuncts ignore students @SNewhouse

Educators and, yes, lay citizens know that it’s impossible to carry out the duties of teaching strictly within the confines of the hours spent with students. As well we know, along with the complementary cycle of assessment and evaluation (grading), precious contact hours are the end result of many more hours spent outside class researching and preparing: syllabi, calendars, lesson plans, handouts, presentations, questions, tests, prompts, demonstrations, just to name a few items on the educators’ daily to do list, and we haven’t even mentioned administrative duties such as inputting grades, record keeping and email.

But it looks like Temple would rather adjuncts divide class time between teaching and the long list of steps that equate class time. How would that work? Students sit idly by in class as we do all the unpaid hours of work that goes into every contact hour? Sam Newhouse’s wry comment shows the absurdity of the TU attorneys’ argument.

Never mind that the lawyers raised this notion directly in reference to witness David White’s explanation of how many hours he gives his students outside class in order to help them put on a one act festival – a point the lawyers will surely try to stick. But don’t believe the hype. As one twitizen observed, the “gap between [University attorneys and University operations] is never more apparent than in these fora. They’re very lucky no one takes them up on it.”

The admin attorneys let the cat out of the bag on this one, though, because using David White as a vehicle, every adjunct is being told that any hours we put in outside class are freebies. And as such, not only should non-contact work hours be donated by us, we have no right to expect compensation, that it’s our choice to perform duties not stated in our assignment agreements. The laughter you hear is the unstated irony turned weapon every adjunct knows: one cannot teach on contact hours alone.

Wage Theft.EPI

Wow, let me say that another way because framed a wee bit differently, the concept is so heartwarming yet clearly 21st century un-American, it bears repeating: the company is relying on my honor and good will to work many more unpaid hours than paid.

And here we have the crux of adjunctification, the loud clear message to public education that what’s wanted not only in academic but global labor is an all precarious workforce all the time. That’s the future of public education encroaching year by year: not the Professoriate, but the Professorletariate. If we think a 75% part-time academic workforce is outrageous, consider the day when we hit 99%. Not quite 100% because there’ll be a +/- 1% margin for full time non-management overseer positions a la chairs, plus various superstar or endowed positions receiving twice or three times the going rate for what were once known as tenured faculty.

This isn’t a pleasant thought, and I’d love to be able to muster the forces needed to fight against it, but in reality, Americans are pinned by the weight of decades of austerity measures and corporatized political power. Our attempts to fight back are decidedly reactive, and if we’re going to save our education system, save ourselves, we’re going to need some proactivity.

And so the #TUhearing is actually a clear sign of #HEnotHearing. The hearing signals a resounding need for investigation of not only widespread labor malpractice but undue corporate-political influence. This doesn’t have to be done by the government, although that’d be nice. There are plenty of leads to go around for professional and citizen journalists alike.

At the end of the day, as an adjunct, I very much want to see the Temple adjuncts be allowed to exercise their right to vote. As a citizen, I’m appalled that fellow Americans would even have to take such a notion to court.


The Doublespeak of Let’s Get Together

8 March 2015

I began researching part time faculty working conditions in 2010, the year I had abuse shouted at me by a peer at a local university who confused himself for the boss of me.

He’d tricked me into a casual get together with him, inviting me for coffee by email, the subject of which was: Let’s Get Together, a false message at best. When I arrived at his office at the appointed time, he began accusing me of something I hadn’t done. When it got to the point where he told me the person accusing me had an excellent reputation, implying that I hadn’t and so wasn’t to be believed, I realized this was no coffee chat.

Let's Get Together

Of course I felt confused, as I so often feel from the way so-called grown up people behave, and so I tried to tell him that he was listening to one of his mentees, and that he might try to get to know me a bit better before making assumptions about my character based on hearsay. He didn’t like this, and he ended up yelling at the top of his lungs.

When he did this, I pictured my huge, dearly departed alcoholic husband yelling right in my face about my liberal politics and calling me a hippie puke, neck veins bulging, face red as a fire truck, and I thought, “You don’t scare me, buddy, I’ve got you beat. I’ve been yelled at by an enormous, raging alcoholic.”

But George was an old-fashioned man’s man, a gentle giant whose bark was far, far worse than his bite. Not that he wouldn’t use physical means to defend himself or, especially, others. Because of his upbringing and his personal ethics formed by years of protecting those weaker than he, the idea that a man would hit a woman was foreign to my husband. Yelling, yes. Hitting, never. But I didn’t know this about my abuser of the moment. I collected myself, and calmly told him he needn’t worry, that nothing of the sort would ever happen again. I said this because I knew right then and there that after the semester, I would refuse to work with a department and people who foster such abusive practices.

Even though I’d been mistreated and didn’t deserve the severity of my aggressor’s manipulations, I knew neither the chair nor anyone else would care that this man had harassed me this way. The man who’d tricked me with his passive-aggressive email was a favorite in the department. He’d had a bad attitude about me for years, and I could tell that he believed his chance had come to instigate trouble for me. I knew I’d get no help because whenever I’d spoken to other part time faculty about the atmosphere of wanton backstabbing and abuse in the department, they’d change the subject or simply sigh. Meanwhile, the chair pretended to ignore the negativity, for doing so allowed others to do most of the dirty work for him. He knew exactly what was happening – the lying, the spying, the backstabbing – he just didn’t always know all the details. In politics, we call this plausible deniability. In life’s day to day happenings, it’s a rotten way to treat fellow human beings.

I was clear I’d been bullied, but I wasn’t clear as to what I could do about it other than run and tell my mom. It occurred to me that there was something much deeper fueling the rage behind my aggressor’s assault. The tension in the department reflected the atmosphere on the campus, and I realized this was not the same atmosphere of investigation, deep thought, and learning I’d come to know in college in the late 70s. I wondered what had happened to education. What happened that causes seemingly reasonable, highly educated people to behave like starved dogs fighting over a bone? The benefit I gained from being bullied was to focus my energy on finding out.

One thing I discovered quite quickly is that adjunct faculty are a symptom of a far-reaching epidemic: privatization models set up to casualize the work force. In other words, sacrificing hard fought labor rights for corporate profit by creating a flexible, at-will workforce.

Privatization will make political representation obsolete

But my view after only a little more than two month’s worth of researching privatization became that we will really get nowhere unless we concert efforts on all levels of education – K12 through PhD institutions. I didn’t come to the idea of joining efforts right away. It took another few weeks to realize that the voices I was seeking were not being highlighted. In fact, just the opposite, they were often being ignored, muted or suppressed. But that was half a decade ago, and today more and more people are aware that terms like Student Success and accountability are doublespeak meant to fool us into submission.

From this point of view, it makes no sense, for example, for contingent faculty to waste time and energy arguing against tenure. It’s already being done for us. And us doing so not only widens the two tier chasm between educators who should be focused on joining forces, it actually helps corporatizers achieve the goal of an all precarious, all the time workforce. When we think tenure, we should think union-busting. That’s the way our oppressors view it. Regardless of how we feel about our unions, these are part of the bedrock of a democratic society that broadens access to our freedoms. Being anti-union undermines our desire to empower the silenced majority. Too, think about how much easier it is to be taken advantage of while we’re at each others’ throats.

Brawl Cloud

But we can choose not to see ourselves as enemies fighting for leftover bones. We can reject the black and white, us v them polarization model so in vogue today and consider alternate ways of working together. When you stop and think about it, it’s going to take a whole lot of people to save education – and our democracy – from the ever-ravenous jaws of privatization.

Let’s face it, for a long time now our general mood in lobbying and negotiating efforts has been defeatist and reactive: accepting contingency as a norm is in the back of our minds, and the structures of our organizations for change are not set up for the challenges brought by 40 years of austerity measures. But in order to address these problems, we need to take a different approach, so instead of allowing ourselves to be swept into the national fervor for shutting down discourse, let’s challenge ourselves to open discussion based on our differences. Isn’t this what we teach our students?

In order to add the necessary force behind our efforts and amplify our calls for equity and genuine concern for students, we need to imagine more fluid leadership structures, ones that allow for much freer interplay between advocate and advocated for, and that can create multi-voiced, proactive planning. This cannot happen if we adhere to leadership styles that mimic corporate structures and focus on obsolete notions of speaking privilege. We who spend our lives teaching students about free speech are engaging in practices that silence one another. We shut down discussion in fits of emotion instead of seeing differences as opportunities for exploration. This irony doesn’t have to exist if we commit ourselves to building bridges rather than constructing walls.

Way back in 1961, President Eisenhower warned us to stay alert and keep informed because he could see that greed + access to public funds not only creates economic disaster for the lower and middle class but undermines our democracy. We are on the verge of missing DDE’s window of opportunity to maintain an alert, informed citizenry that can check the abuses of a privatization complex. Spreading the message that our lives are being legislated in favor of private interests needs to run deep, and this includes every person connected to education. Our advocacy has stalled at a crossroads for a very long time, and it’s time to realize that we cannot reach any consequential sense of unity or solidarity without some painstaking self-examination that includes forward thinking solutions of inclusiveness. Ultimately, we must take responsibility for teaching ourselves how to create new models of working together in meaningful ways.

Flow Chart: How Privateers Undermine Our Education System

Advancing the Quality of The Common Core Flow Chart

Many thanks to Karen Bracken for painstakingly clarifying Morna McDermott’s original chart.


Video explaining the Flow Chart:

Walking the Labyrinth of the Corporate-Owned-Common Core

This chart shows the insidious web of assault on our public education system. While the chart reveals the system behind privatizing our primary and secondary schools, many of the same groups are actively involved in similar takeover of our higher education system. The goal in all this at every level of education is to access public funds and bust unions so as to have more control over the entire operation.