Tea with DSP!!
Recently, SOLE held Tea With DSP in MarySue Coleman (our very own university president)'s office. Unfortunately, despite a very cordial invitation, no administrators attended the tea.
We had hoped that we would be able to discuss the Designated Suppliers Program, a means of ending universities’ exploitation of sweatshop workers through apparel licensing, with MarySue, but this did not come to pass. Instead, SOLE enjoyed tea and discussed the DSP among ourselves.
These are some pictures of SOLE members enjoying tea and discussing the DSP. I think we look lovely!
posted by SOLE @ 2:36 PM
1 Comments:
Dear Members of SOLE,
I commend you on your stance for fair and decent work conditions for the employees of companies doing business with the University of Michigan. However, as the saying goes, “charity begins at home”.
As an employee of the University, I, along with other employees, was subjected to a hostile work environment for over a one-year period. Staff members were laid-off under curious conditions, rehired as temporary employees without benefits, and then laid-off again. When the department rehired workers for the second time, the employees who had previously questioned departmental policies and procedures were not called back to work.
When I was rehired as a temporary employee without benefits, I asked that my benefits, along with other employees, be restored. I was told that would not be possible in keeping with university policy. When I asked for a list of employees whose status was changed from “permanent” to “temporary” in keeping with university policy, a representative from the Freedom of Information Office told me that no such list existed. One could only imagine how difficult the ongoing negotiations between MCare and Blue Cross must have been not knowing which university employees had benefits and which university employees did not have benefits.
During this time, my department also had instances of altered signed time sheets, staff making more than their signed time sheets indicated, staff being paid when not present at work, and an evaluation process implemented to harass and create unfavorable evaluations for uncooperative employees.
Each situation I refer to in this letter was documented and submitted to the Office of University Audits. In addition, this documentation was submitted to the Department of Public Safety (DPS complaint # 063120094 report # 06-4210) which, after a four week investigation, concluded that I should talk it over with the same supervisors that were sited in the report. Moreover, the information that was submitted to the office of Audits and DPS was then used for retaliation and concealment of facts.
Meanwhile, the department head was traveling to conferences all over the world. New office furniture, a flat screen TV, and carpeting were installed in the office. And, a new kitchen, complete with running water, stainless mini refrigerator, and dishwasher, was built in the director’s office which is located approximately seventy-five feet from the employees’ break room which was equipped with all of the same, yet slightly dated appliances.
So as you can see, I believe your struggle to be a fair and just cause; however, until the University consistently treats all its employees in a fair and respectful manner, I would not expect the University to require this of the companies with which it does business.
Thank you.
Sincerely,
Robert J. Overmyer
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