If Kevin Morrissey, the Virginia Quarterly Review managing editor who died by suicide in 2010, had felt he had a true advocate at the University of Virginia, would he be alive today?
That question came to mind when I learned the Virginia General Assembly is considering expanding the right to collective bargaining among public workers, presumably in the interest of equal protection.
But UVA workers, at least in the House version of the proposed legislation, apparently are not worthy of equal protection. The exclusionary language, if it ultimately ends up as part of a final bill, would prohibit such activity by university employees, including university hospital staff.
It’s my understanding from the local United Campus Workers that UVA has been aggressively demanding exception. The reason? Money.
Yes, that’s what’s required to pay a living wage. That’s what’s needed if you’re ever going to institute pay equality controls across Grounds. That’s what’s involved when you provide due processes to human beings.
Because of all those years of neglect, the market is probably due a correction, which could be negotiated over time, debated and approved, just as budgets always are.
But what UVA neglects to point out is that the change could save money. You’ve heard about the recent lawsuit against UVA Health, right? The allegations include pressure to perform unsafe procedures, mismanagement causing patient harm, and retaliation against staff.
If the 128 signatories to the original complaint about the alleged problems had been truly heard sooner, would that costly litigation have occurred?
But more to the point, what part of people dying, people suffering, people having the basic right to their needs being acknowledged by their employers doesn’t UVA management, or the House, understand?
While, surprisingly, management bullying isn’t illegal in most cases, unions can negotiate contractual protections that prohibit a culture of fear, and outline punishments for overly aggressive bosses. Grievance and arbitration procedures could be required in worst cases, as could mandatory separation of bosses and employees as needed. And union stewards would be there to help an embattled and ostracized employee feel less alone.
Let’s get this one right, Virginia. In memory of Kevin Morrissey, and for the next Kevin Morrissey.
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