{"id":4598,"date":"2008-10-14T09:28:50","date_gmt":"2008-10-14T17:28:50","guid":{"rendered":"http:\/\/migrator.rab.olt.ubc.ca\/workplace\/2008\/10\/ohio-your-turn-data-point-to-unionization-as-%e2%80%98move-backward%e2%80%99-for-ou\/"},"modified":"2008-10-14T09:28:50","modified_gmt":"2008-10-14T17:28:50","slug":"ohio-your-turn-data-point-to-unionization-as-%e2%80%98move-backward%e2%80%99-for-ou","status":"publish","type":"post","link":"https:\/\/blogs.ubc.ca\/workplace\/2008\/10\/ohio-your-turn-data-point-to-unionization-as-%e2%80%98move-backward%e2%80%99-for-ou\/","title":{"rendered":"Ohio: Your turn: Data point to unionization as \u2018move backward\u2019 for OU"},"content":{"rendered":"<p>The Post: Your turn:<a href=\"http:\/\/www.thepost.ohiou.edu\/Articles\/Opinion\/Your%20Turn\/2008\/10\/13\/25836\/\"> Data point to unionization as \u2018move backward\u2019 for OU<\/a><\/p>\n<p>Ohio University Faculty Senate is contemplating a resolution for collective bargaining.  Pro-union faculty suggest collective bargaining will benefit faculty long-term. Unfortunately, data do not support this argument.  Institutional Research Salary Study data demonstrate that 5-year cumulative salary increases at non-union schools are higher than union schools for all faculty ranks: Professors, 16 percent non-union versus 11 percent union; Associate Professors 13 percent union versus 10 percent union; Assistant Professors, 16 percent non-union versus 14 percent union.  Faculty salary increases (%) at Ohio University often equal or exceed the salary increases (%) at other non-union universities in Ohio.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The Post: Your turn: Data point to unionization as \u2018move backward\u2019 for OU Ohio University Faculty Senate is contemplating a resolution for collective bargaining. Pro-union faculty suggest collective bargaining will benefit faculty long-term. Unfortunately, data do not support this argument. &hellip; <a href=\"https:\/\/blogs.ubc.ca\/workplace\/2008\/10\/ohio-your-turn-data-point-to-unionization-as-%e2%80%98move-backward%e2%80%99-for-ou\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":17,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[],"class_list":["post-4598","post","type-post","status-publish","format-standard","hentry","category-commentary"],"_links":{"self":[{"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/posts\/4598","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/comments?post=4598"}],"version-history":[{"count":0,"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/posts\/4598\/revisions"}],"wp:attachment":[{"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/media?parent=4598"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/categories?post=4598"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.ubc.ca\/workplace\/wp-json\/wp\/v2\/tags?post=4598"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}