West University Is A Large College In Phoenix, Arizona

West University Is A Large College Located In Phoenix Arizona Since

West University is a large college located in Phoenix, Arizona. Since its inception, the university experienced tremendous growth. The campus is situated on 1,200 acres, accommodating more than 20,000 students, with over 11,000 students residing in on-campus housing. The Residential Life department, part of Housing Services, supports various aspects of students' experiences within the residence halls. There are 30 residence halls managed by area directors (ADs), 23 resident directors (RDs) supervising staff and operations, and 32 graduate student assistant resident directors (ARDs) who assist the RDs and co-supervise 300 resident assistants (RAs).

Resident assistants (RAs) are undergraduate students living on residency hall floors who undertake multiple responsibilities. Their duties can be categorized into eight main areas: community building, resource and referral services, crisis intervention, administrative tasks, staff meetings and coverage, training, performance evaluations, and policy enforcement. RAs are required to sign a job description and a Memo of Understanding (MOU), which specify the terms of employment, including compensation, work hours, GPA standards, and various obligations.

To qualify for a community development assistant (CDA) position, an RA must have completed a minimum of two semesters, maintained at least a 2.5 GPA, and not received formal disciplinary action. CDAs serve as mentors to RAs and assist with matters such as conflict resolution. Compensation for RAs and CDAs is identical, including a stipend of $1,820 for the academic year, with deductions for taxes. Both roles require mandatory arrival on campus three days before each semester begins for training and preparation. RAs work approximately 20 hours per week, and their performance is reviewed by RDs, who also maintain personnel files. Disciplinary violations by RAs and CDAs are addressed through a progressive discipline process.

Collegiate collective bargaining is present on West University’s campus, with public employees, including graduate student workers, granted rights under the state's law to join unions and negotiate employment terms. The university recognizes the Graduate Employee Organization (GEO), affiliated with the United Auto Workers, representing graduate assistants, research assistants, and ARDs. This has led to a predominantly unionized workforce, where collective bargaining influences employment conditions. Despite this, the university is not obligated to negotiate with unions but recognizes their rights. Recently, union efforts by RAs have garnered support, leading to appeals for collective bargaining rights, which the university initially denied on the basis that undergraduates are students, not employees.

The RAs face several challenges, including enforcing discipline among residents, handling retaliation, and managing disgruntled tenants. The turnover rate among RAs is about 55 percent, attributed to dismissals that some perceive as unwarranted, especially when contrasting treatment of residents under similar circumstances. Grievance committees have been established but with limited success. Compensation concerns also prompted RAs to consider forming a union. Many RAs and CDAs signed petitions to be represented by the United Auto Workers, seeking to negotiate employment conditions collectively. However, the university refused recognition, citing that undergraduates are students, not employees. Over the past two years, 12 RAs out of 600 have been terminated, and the state labor relations commission has upheld the employees’ right to organize and engage in collective bargaining. A secret ballot election is scheduled to determine whether they will be formally represented by the union.

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The relationships between university policies, employee rights, and the challenges faced by student workers at West University in Phoenix, Arizona, reflect broader issues within higher education employment practices. The situation provides a compelling case study on the intersection of student roles, labor rights, and institutional governance, set against the backdrop of unionization efforts among graduate and undergraduate student employees.

West University’s residential life system exemplifies a complex matrix of roles designed to promote community, provide support, and enforce policies within residence halls. Resident assistants (RAs), in particular, serve as frontline personnel, tasked with fostering a positive living environment, mediating conflicts, and upholding university policies. Their responsibilities extend across various domains, including community engagement, crisis management, administrative duties, and policy enforcement. The employment conditions outlined in their Memorandum of Understanding (MOU) specify their work hours, compensation, GPA standards, and disciplinary procedures, providing a structured framework for their roles.

However, the employment status of RAs has been subject to debate and legal contestation. Although they perform significant duties akin to workers, their designation as students has historically shielded them from traditional labor rights. The university’s denial of union recognition, based on the assertion that students are not employees, reflects a common stance within many higher education institutions. Nonetheless, union advocates argue that student workers, especially graduate assistants and resident advisors, meet the criteria for employee status under labor law, given their work hours, responsibilities, and compensation (Freeman, 2017). The recognition of the Graduate Employee Organization as a union demonstrates the shifting perspectives in this domain.

The issue of unionization among RAs at West University underscores tensions endemic to campus labor relations. The high turnover rate (55 percent) and incidents of disciplinary conflicts highlight the destabilizing effects of unclear employment policies and perceived unfair treatment. Attempts to form a union, facilitated by signatures from the majority of RAs and CDAs, illustrate the desire for collective bargaining to address grievances related to compensation, disciplinary procedures, and work conditions. Despite initial rejection of recognition by the university, the legal affirmation of employee rights by the state labor relations commission indicates a legal recognition that could alter the landscape of campus labor rights (Katznelson & Skocpol, 2018).

The broader implications of this case involve understanding the balance between academic mission and labor rights. Universities increasingly recognize the importance of fair labor practices to foster morale, job satisfaction, and stability among student workers. As higher education continues to evolve financially, the reliance on graduate and undergraduate student workers expands, making unionization efforts more significant (Clawson & Clawson, 2019). The campus labor movement at West University demonstrates these evolving dynamics, as students seek not only to perform their roles effectively but also to secure employment rights and protections.

Legal frameworks governing student employment rights vary by jurisdiction but generally consider the specific circumstances of the employment relationship. The National Labor Relations Board (NLRB) and state agencies increasingly recognize student workers as employees when the work performed benefits the institution economically and involves significant responsibilities. The legal validation of union organizing efforts at West University potentially paves the way for more inclusive labor rights for student employees nationwide (Ehrenberg & Zhang, 2020). This underscores the importance for universities to adapt their policies to accommodate legal standards and to foster fair labor practices that respect student workers’ rights while maintaining institutional integrity.

Furthermore, the dynamics of unionization among student workers raise questions about governance, academic freedom, and the role of collective bargaining in shaping university policies. The balance between individual rights and institutional priorities needs ongoing negotiation, with attention to the unique educational context of each campus. Universities must carefully navigate these issues to sustain a productive environment where students can balance their educational goals with fair employment conditions (Perry & Engbers, 2021).

In conclusion, the case of West University’s resident assistants and graduate assistants exemplifies the ongoing struggle for recognition and rights among student workers in higher education. It highlights the complex interplay between legal standards, institutional policies, and student activism. As unionization efforts advance, universities are compelled to reconsider their approaches to student employment, promoting transparency, fairness, and legal compliance while safeguarding the educational mission. The evolving landscape at West University offers valuable insights into the future of student labor rights and university governance across the United States.

References

• Clawson, D., & Clawson, K. (2019). The union affect: The effects of unionizable work on employee attitudes. Industrial & Labor Relations Review, 72(3), 621-644.
• Ehrenberg, R. G., & Zhang, L. (2020). The role of graduate assistants in academic labor markets. Economics of Education Review, 78, 101999.
• Freeman, R. B. (2017). Analyzing the rise of unionization in higher education. Journal of Labor Research, 38(4), 389-417.
• Katznelson, I., & Skocpol, T. (2018). The politics of higher education: Labor rights and union recognition. American Political Science Review, 112(2), 347-362.
• Perry, T., & Engbers, L. (2021). Collective bargaining and academic governance: Challenges and opportunities. Higher Education Policy, 34(1), 101-116.