Here are some questions that I think are especially deserving of response:
- Will the university staff assembly, created by HR Design, preempt or potentially undermine the re-establishment of unions?
- Why aren’t all contractors (over $5K) included in the living wage provisions, consistent with the City of Madison policy? UW has shifted to using contractors for custodial and food-service positions, and currently pays custodians just $8/hour.
- What provisions prevent a hiring authority from defining the “employing unit” as so limited as to “force” a layoff?
- What is the evaluation plan to assess the impacts of these radical changes?