College Marshal Barbara Adams, IC’s longest-serving current faculty member, carried the ceremonial mace.We will become distinctive by the ways in which we connect, by the ways in which we are intentional, and by the ways in which we care for one another.” To soar, we will champion our students and faculty, build upon resources and lessons gained over COVID, and follow my personal tenets: Connection, Intention, and Care. “Are we still a world-class institution, rooted in the liberal arts and sciences tradition with amazing professional schools? Absolutely. “Did the pandemic set us back? Absolutely,” said President Cornish. As he loudly stretched out her name for dramatic effect, the crowd rose to its feet for a standing ovation that rolled on for several minutes. When Terry introduced his sister, he did so with the thunderous, staccato tone of a ring announcer bringing out a prize fighter, perhaps a fitting gesture for an administrator who helped lead Ithaca College through the challenge of the COVID-19 pandemic. “But somehow she overcame those obstacles to become a schoolteacher.” Cornish later followed in her mother’s footsteps, becoming a public-school teacher, and administrator, in Baltimore. Their father was a steelworker with a ninth-grade education, and their mother overcame numerous hurdles to go to college “in a time when people of color had limited opportunities and resources to pursue a degree,” he said. Although he has spent his life admiring her “intellect, passion, loyalty, generosity, and work ethic amongst many other fine qualities,” she is still his big sister: “It's normal: just Jerne being Jerne!” he said. The clause also stipulates that Cornell will not lock out employees during the length of the contract.Though no stranger to Ithaca College-she was named president in March of 2022 after serving as interim president since August of 2021 and joining the college as provost in 2018-Cornish was introduced at the ceremony by her brother David Terry. Included in the bottom of the message is a copy-and-paste of Article 6 of the CBA between Cornell and UAW, which explicitly forbids a strike or work stoppage and says that the university will take “whatever affirmative action is necessary to prevent and bring about the termination of such action or interference.” We thank you for your continued patience as we work through the process of negotiations.” “We will continue to bargain in good faith and in accordance with Article 6 of the CBA and will assess what needs to be done moving forward. “We would like to bring to your attention that we are not coordinating any activities at this time that may jeopardize negotiations with Cornell University or set the grounds for the University to file a labor charge against the UAW,” read a note signed by Brewer and two other members of local UAW leadership. 31, 2022 that appeared to argue against any current thought of a strike (or distance the union from the aforementioned rally on Cornell’s campus), though members could theoretically still opt to do so at some point if negotiations stall. “The tentative agreement voted on by the UAW membership on Monday was the result of a negotiation between the University and the UAW bargaining team, including the local officers and international representative.”īrewer did send a follow-up email to members on Aug. “The University is committed to its obligation to bargain in good faith with the UAW and to provide excellent wages and benefits to all its employees, whether or not represented by a union,” Malina wrote. Brewer declined to comment for this story, while the school offered the following statement, attributed to Cornell Vice President Joel Malina who said they would be re-engaging with the union “in the next few weeks to determine their next steps.” The union and school will continue negotiations, as there is a contract extension in place, but that extension is only until Oct. Alternatively, a dining worker with 1.5 years of service would be making $18.41 per hour and a longevity bonus of $300.Īnother contract offer vote failed in late July. Taken from examples distributed by union leadership, the agreement would have meant that a custodian in the S02 job category with 15 years of experience would be making $19.50 per hour as a base, plus a shift differential addition that would bring that to $20.75 per hour and a yearly longevity bonus of $500 based on the 15 years experience.
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