by CUPA-HR
To help higher ed institutions plan for the upcoming wave of faculty retirements, CUPA-HR examined the current state of tenure-track faculty in its newest report, The Aging of Tenure-Track Faculty in Higher Education: Implications for Succession and Diversity.
by CUPA-HR
CUPA-HR General Counsel Ira Shepard highlights some recent rulings around a minority professor claiming discriminatory retaliation, a disabled employee denied a telecommute accommodation, updates on several class-action ERISA pension lawsuits, and more.
by CUPA-HR
Browning-Ferris Industries has appealed the NLRB’s ruling (known as the BFI case) to the U.S. Court of Appeals for the D.C. Circuit. In BFI, the Board greatly expanded the decades old “joint employer” standard under the National Labor Relations Act. This new standard creates additional liabilities for private-sector employers entering into contracts for services.
by CUPA-HR
On January 13, the NLRB invited the filing of briefs to address the underlying issues that are raised in Columbia University — namely, whether it should revisit its Brown University ruling which states that graduate students are not employees and therefore cannot unionize.
On January 15, 2020, CUPA-HR, the American Council on Education (ACE), and other higher ed associations, filed comments in response to the National Labor Relations Board (NLRB)’s Notice of Proposed Rulemaking for student workers. 
To fully understand and embrace the changing role of higher ed HR, we must first acknowledge and connect our work to the most pressing challenges of our institutions. 
As a higher ed HR pro, you’re in the perfect position to identify mentors and mentees at your institution and to foster these relationships. To coincide with National Mentoring Month, here are some resources to help you kick start a mentoring program at your institution. 
Stressed about the pending changes to the FLSA’s overtime regulations? You’re not alone! Higher ed institutions across the country are taking proactive steps to prepare for the coming changes to the “white collar” exemption. Read on to find out how you can begin to build your compliance strategy now. 
The proposal seeks to provide certainty to U.S. employers seeking to retain high-skilled temporary workers who are sponsored for lawful permanent residence by allowing H-1B nonimmigrant workers to extend their nonimmigrant status, beyond the initial six-year limit of the H-1B program, in three-year intervals.