University physical plant builds
ramps for handicapped students
Handicapped students will have easier access to several campus buildings thanks to the construction
of new ramps by the University Physical Plant.
According to Harold Babcock, physical plant director, two ramps were constructed this summer
next to Lawrence Hall, one leading to Friendly Hall was finished last week and work is under way on a
ramp leading to Carson Hall.
All the ramps, except the Carson one, are temporary for two reasons, said Babcock. First, there is a
hope to get something better, and secondly there is a lack of money. The Carson ramp was paid for by
the dormitory food services. The physical plant is merely building it.
Babcock hopes the "something better" will be some type of lift He described it as a little elevator
next to a deck. He is working with two persons in Salem trying to get the lift legalized. They are Chris
Cassidy, a handicapped student, and Jack Thornton of the Department of Human Resources.
The lifts currently don't meet the codes, explained Babcock. "We're trying to make them meet the
code or get the code changed," he said.
The lifts are not expensive. Babcock compared their cost to that of a ramp.
By making more buildings accessible to handicapped students, we might be abie to attract more
handicapped students to this campus, concluded Babcock.
Collective bargaining brings
problems along with benefits
Editor's note: This is the third in
a series intended to inform the
University community about
faculty collective bargaining, who
is involved, what its implications
are for the University and what
student reactions are to it.
Faculty collective bargaining
would bring unavoidable
problems along with any benefits.
If not properly controlled, all
sides acknowledge, the system
could turn into a bureaucratic
ogre stifling liberty of action under
pages of petty rules. As years
pass by, it may trample far afield
of its original limited intents. (The
system could also have distinct
disadvantages for students. These
problems along with alternatives
will be discussed tomorrow.)
By CHRIS JUPP
Of the Emerald
In light of these shortcomings, it
becomes necessary to ask if
collective bargaining would really
be beneficial.
The overriding dilemma of
inadequate salaries prompts
faculty justification of
questionable side effects. “We
must trust to good relations to
limit it narrowly to those issues
(mainly economic) that can be
resolved on the higher levels,"
says Robert Campbell, chapter
president of Oregon State Em
ployees Association. "There is
just no alternative to collective
bargaining," he says.
Ray Hawk, vice-president for
administration and financing,
recognizes dangers inherent to
union bargaining and goes on to
claim that the system would not
truly offer the faculty a stronger
voice or power.
The present low salaries have no
relation to faculty strength but are
due to the fact that the Univer
sity's budget was created three
years ago for presentation to the
1971 biennial Oregon legislature,
according to Hawk
"Who could have guessed what
the rate of inflation would be
these last two years," he asks.
"It's very likely that this year's
legislature will approve big pay
hikes for all state employees. If
they do, I think we will find
collective bargaining lose most of
its appeal."
Even if approved, collective
bargaining could not increase
faculty power, Hawk says. Ad
ministration decisions are all fully
responsible to the faculty and are
made only after consultations and
recommendations with teacher
representatives.
"I think collective bargaining is
an excuse for faculty apathy," he
maintains. "A little less inaction
would go a long way towards
closing what some think is a
power gap. Administration doors
are always open."
The President's Council, con
sisting of seven elected faculty
members and consulted weekly
by the president, is the closest
group to administrative decisions.
Input, counter union supporters,
has lost its effect and must be
backed up with legal clout. "Over
the years a bureaucratic
managerial class has been built up
which doesn't always make
decisions fair to everybody," says
Nat Teich, representative for the
American Federation of Teachers.
"Administration officials are often
teachers too, but their first
allegiance still remains with the
administration."
Hawk sees the two main issues
of collective bargaining — wages
and tenure — as being in
consequential at the University.
"There is really no way faculty
and administration could bargain
on economic matters even if they
wanted to because we are only
given so much money by the
legislature. Right now we're
operating from a known. With
collective bargaining everyone will
want more, but there won't be
anything to give them.
"We haven't had any tenure
problems at all in the last few
years," he continues. "Tenure is
based not on economics but on
peer group decisions. Right now
70 per cent of the faculty is
tenured, and that is as high as it
should go if we are to allow for
fluctuations and exchange
programs."
Bureaucratic regulations may
well cause second thoughts for
those considering collective
bargaining as an alternative.
Firm guidelines must be formed,
all agree, to keep it from over
flowing its original areas of
concern. "The system will be
limited by a contract," Teich
explains. "After a union is chosen,
faculty and administration must
sit down and negotiate the
provisions of that contract."
Tradition and flexibility are the
main elements to be lost by too
far-reaching bargaining topics.
"It is partly a myth, but the
concept of a university is still that
of a community of scholars — one
big happy family," says Campbell.
"Collective bargaining must stay
out of academic experimenting or
we lose a hundred years of in
valuable change and innovation."
Hawk reinforces the concept.
"One of the great things of a
university is the wide spectrum of
ideas. We can't lose the flexibility
that promotes the environment in
which ideas flourish."
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CHINESE STUDENT ASSOCIATION
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