Labor and Employee Relations

Labor Relations

Columbia University is committed to fair and respectful interactions between all employees and management. The Office of Labor and Employee Relations manages all matters related to the University’s union staff. We provide resources and information to resolve conflicts, strategic planning on labor issues and professional consultations to the University community. 

General Information

The Columbia University Office of Labor and Employee Relations provides strategic leadership and guidance in matters related to the University’s unionized workforce, including:

  • Interpretation and negotiation of 14 separate collective bargaining agreements for approximately 6,000 unionized staff. 
  • Managing contractual grievance processes.
  • Managing Officer grievance procedure.
  • Managing the University's New York State Unemployment Insurance Benefits process.
  • Collaborating with schools and departments to investigate employee workplace complaints.
  • Labor relations training for the University community.

 

Local 32BJ, AFL-CIO
212-889-4100

Local 100, AFL-CIO
212-541-4226

Local 241, TWU, AFL-CIO, Maintenance and Custodial
212-851-1697

Local 241, TWU, AFL-CIO, Security Officers
212-851-1697

Local 241, TWU, AFL-CIO, Lamont Maintenance
212-851-1697

Local 1199, SEIU, AFL-CIO, Clerical Employees
212-261-2430

Local 1199 SEIU, AFL-CIO, Cafeteria Employees
212-261-2430

Local 1199 SEIU (SSA), AFL-CIO
212-305-4115

Local 2110, UAW, AFL-CIO
212-749-6703

Marine Engineer Benevolent Association (MEBA), AFL-CIO
201-433-7700

Masters, Mates and Pilots, MM&P
201-963-1900
 

Camille Nicholson
Studebaker MC 8710
622 W. 132nd Street, 5th Floor
New York, NY 10027

Record of Employment Form

Resources

Managing Union Staff

Go to the Toolkit for information and guidance on Managing Union Staff.

Professional Training

Go to our Learning & Development pages to view the available training, such as the Managing Unionized Staff course (offered periodically).

In addition, the Office of Labor and Employee Relations conducts on-site, individualized training for managers. 

Probationary Period

All newly-hired, newly-promoted and newly-transferred union employees are placed on a probationary period. 

  • Probationary periods vary in length according to a union group's collective bargaining agreement. Upon an employee's satisfactory completion of the probationary period, he or she is considered a regular employee (unless the job is stated to be temporary).
  • A probationary period may be extended under certain circumstances. The length of a probationary period extension also varies across union groups. Please consult the appropriate collective bargaining agreement
  • Termination of employment while on probation or extended probationary period must be approved by the head of the department, and must be indicated in writing to the employee. Copies of the letter must be shared with the Office of Labor and Employee Relations and the respective union.

Grievance Procedure for Union Support Staff

Procedures for handling union support staff concerns and grievances are covered in each collective bargaining agreements. Managers of union support staff should be familiar with the content of the applicable union contracts.

For additional information and guidance, please contact the Office of Labor and Employee Relations.

Discipline Procedure for Union Support Staff

All employees are expected to adhere to generally accepted rules of conduct and organizational behavior. Please review the Administrative Code of Conduct and Statement of Ethical Conduct Policy for a statement of these basic principles. 

If the work performance or conduct of a union support staff member does not meet acceptable standards, please contact the Office of Labor and Employee Relations.

Grievance and Discipline Procedures for Faculty

The Office of the Provost manages grievance and disciplinary procedures for faculty, and serves as the University's affirmative action officer. 

Discrimination & Harassment

For complaints of discrimination and harassment, contact the University's Office of Equal Opportunity and Affirmative Action.

Compliance Training When Working with Minors

HR provides mandatory training for managers and staff who interact with minors (underage students). In most cases, training is assigned to staff by a supervisor. Go to Compliance Training for more. 

Professional Training

HR Learning & Development provides training on everything from improving communications skills, to learning new software, to advancing your career. Workshops, webinars and online learning opportunities are available throughout the year. Go to the list of Course Offerings.

Probationary Period

All newly-hired, newly-promoted and newly-transferred union employees are placed on a probationary period. 

  • Probationary periods vary in length according to a union group's collective bargaining agreement. Upon an employee's satisfactory completion of the probationary period, he or she is considered a regular employee (unless the job is stated to be temporary).
  • A probationary period may be extended under certain circumstances. The length of a probationary period extension also varies across union groups. Please consult the appropriate collective bargaining agreement

Grievance Procedure  

Procedures for raising grievances are covered in each union's collective bargaining agreement. Union members should be familiar with the content of their contract. Contact your union representative for more information and guidance.

Discipline Procedure  

All University employees are expected to adhere to generally-accepted rules of conduct and organizational behavior. Please review the Administrative Code of Conduct and Statement of Ethical Conduct Policy for a statement of these basic principles. 

Unions may have additional procedures. Contact your union for details.

Grievance, Compliance and Training

For information on grievance procedures, compliance issues and training for Officers, go to Workplace Conduct & Training.

Professional Training

HR Learning & Development provides training on everything from improving communications skills, to learning new software, to successfully managing staff. Workshops, webinars and online learning opportunities are available throughout the year. Go to the list of Course Offerings.

Compliance Training When Working with Minors

HR provides mandatory training for anyone who manages, teaches or interacts with minors (underage students). In most cases, training is assigned by your supervisor. Go to Compliance Training for more information. 

Labor issues governing faculty (Officers of Instruction and Officers of Research) are found in the Faculty Handbook

Professional Training

HR Learning & Development provides training on everything from improving communications skills, to learning new software, to successfully managing staff. Workshops, webinars and online learning opportunities are available throughout the year. Go to the list of Course Offerings.

Compliance Training When Working with Minors

HR provides mandatory training for faculty who manage, teach or interact with minors (underage students). In most cases, training is assigned by your supervisor. Go to Compliance Training for more information. 

Other Employee Services

Office of Equal Opportunity and Affirmative Action

103 Low Library, MC 4333
212-854-5511
eoaa@columbia.edu

Use this Referral Form for alleged discrimination, harassment or gender-based misconduct. 

The Employee Assistance Program (EAP) is a network of free services, provided by Humana, to help you and your household members cope with issues experienced in everyday life. Services include short-term confidential counseling, wellness resources and tools to help you be successful in the workplace. 

Go to the Employee Assistance Program (Username: Columbia; Password: eap).

Note: You do not have to be covered by a Columbia medical plan. 

The Office of Work/Life provides programs for all faculty, researchers, administrators, staff and students in their pursuit of productive and fulfilling professional and personal lives—from wellness, to family services, to recruitment and relocation programs.

Visit Office of Work/Life 

Whether you are a student, faculty member, staff or alumni, the Ombuds Office offers a confidential place to discuss workplace issues, academic concerns, issues relating to administrative paperwork and process, explanation and interpretation of policies and procedures and many other issues or concerns. The Ombuds Office doesn’t take sides in disputes and operates independently of the University administration.

Visit the Ombuds Office

The Provost has broad responsibility for ensuring University programs and faculty are of the highest quality. The Provost provides assistance to the Tenure Review Advisory Committee and authorizes all academic appointments, salaries and leaves. The Provost also reviews faculty grievances and serves as the University's chief affirmative action officer.

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