USLAC - Justice for Janitors

8 Points for a Responsible Code of Conduct

February 14, 2000

Dear President Bennet,

As students, we support your effort to establish a vision for Wesleyan for the 21st century. We too want Wesleyan to be a leader in academics, to attract excellent students and faculty, and to have a strong sense of community. However, a new millennium has arrived and we are yet to make a proactive, documented commitment to the rights and dignity of all employees at Wesleyan University. We see no reason why Wesleyan cannot also commit to being a leader in the treatment of employees, both direct and subcontracted.

If we are to be "a more interwoven community", then we must embrace this opportunity to raise the standard of working conditions and pay at Wesleyan University. We must include all members of the Wesleyan community in our vision for the 21st century.
If we are to be a place where students are taught "to make commitments with a larger good than their own in mind", then our institutional policies and our administration must lead the way by modeling the "ethical reasoning" abilities we so ambitiously strive to teach students.
If we are to be a university dedicated to diversity, then we must guarantee that all people of color on this campus are accorded equal rights and respect and that Wesleyan does not contribute to the overrepresentation of people of color in poverty.
If we are to be supportive of "Middletown revitalization and community-building efforts" and a partner in the North End's revitalization efforts, then we must include all employees from the greater community in the Wesleyan community. Wesleyan must guarantee all employees a living wage, as this will reaffirm our support for Middletown and the North End's efforts to alleviate poverty in the community.
If we are to advance Wesleyan's "educational mission", then we must recognize the ethical considerations implicit to the ownership of knowledge and opportunity. We must be moral leaders and pioneers.

Attached is a copy of eight points that we believe are crucial to a responsible Code of Conduct. The copy attached is one that we have written. It has not been shown to the workers yet, so we reserve the right to make changes to it based on the workers' concerns and input. However, we encourage you to read it carefully and to take the human considerations behind it seriously. Thank you for your attention to this important and time-sensitive issue.

Sincerely,

The Members of the United Student Labor Action Coalition

Eight University Guidelines For Contracted Services

Introduction

Willbur Fisk, Wesleyan's first President, said that education should have two objects: "the good of the individual educated and the good of the world." In keeping with Fisk's interest in the good of the world, Wesleyan University should embrace its obligation to serve the wider community of which it is a part and respects the dignity and rights of every human being. Wesleyan University should seek to exercise responsible stewardship of its resources as it meets economic needs and priorities in a manner consistent with its fundamental moral convictions. Wesleyan University should welcomes companies who meet or exceed the following guidelines for working with and at the University.

Total Compensation

Contractors will pay employees total compensation (defined as wages, overtime, and benefits), which complies with applicable federal and state law and which is competitive within the industry and regional markets for this specific contracted service for similar positions in similar organizations. Qualified employees (employees who work at least forty hours a week for the contractor at Wesleyan University) must receive sufficient total compensation for that work to meet a minimum level that the University, workers, and contractor deem just. Just total compensation will be equal to 120% of the federal poverty guidelines for a family of four (4) in the 48 contiguous States and D.C., with due consideration for particular benefit programs and overtime policies provided by the contractor.

Qualified employees are further defined as persons who have worked continuously for the contractor for a minimum of ?? days and who are required to be present on the university campus to fulfill their job duties.
Additional Benefits

Employees at the University will receive free individual health insurance coverage. Employees at the University will receive the same co-payment package on health insurance that direct employees of the University receive. They will be able to receive family health insurance coverage at a low co-payment rate.

Employees at the University will not receive a lesser benefits package than direct employees of the University.

Employees at the University will be able to take English as a second language (ESL), training, and citizenship classes for free and on employer time.

Employees at the University will be offered low-cost day care service for their children.

Employees at the University will receive employer paid retirements.
Collective Bargaining

Required employers with employees covered by collective bargaining agreements which call for wages and benefits that are reasonably related to the standard rate shall not be economically disadvantaged in the bidding process, provided the collective bargaining agreement was arrived at through arms-length negotiations.
Unionization and Freedom of Association

The University recognizes, supports, and respects the right of individual employees to express their own personal freedom of choice regarding union organization and membership.

For all contracts covered by these guidelines the University recognizes, supports, and respects the right of individual employees to express their own personal freedom of choice regarding union organization and membership through the card count process.
Conditions of the Job

The University requires that the contractor provide a working environment which is safe and healthy according to all local, state, and federal regulations, and one which is free of discrimination and harassment.
Types of Labor Permitted

The University requires that the contractor not permit child or forced labor, or labor which is not consistent with applicable laws.
Protection of Workers When University Changes Contractors

When the University changes contractors, the University requires that qualified employees of the previous contractor will be automatically offered positions with the new contractor, except when the new contractor does not have sufficient openings to absorb all the qualified employees from the previous contract. In this case, the new contractor will offer to hire equally qualified employees on the basis of seniority. If the new contractor has new job openings within the first 90 days of the new contract, the contractor will notify qualified employees from the previous contract of those openings and give first consideration to any such qualified employees who apply for the new openings.

Upon being hired by the new contractor, employees must be retained for a period of 90 days, except the employee can be terminated for failing to comply with the contractor's personnel and performance policies.
Enforcement and Monitoring

The contractor will report annually that it is in compliance with the above guidelines. A Contract Judiciary Board, consisting of four workers, three students, one of which must be a United Student Labor Action Coalition (USLAC) member, and one advisory faculty member, will hear complaints concerning the infringement of workers' rights by other workers, the contractor, students, or administrators. The contractor must agree that the University may take any corrective action deemed appropriate in the University's discretion, up to and including termination of the contract, in response to any violation of these guidelines.