By the University Staff Association (USA) Communications Committee 

As the end of April approaches, USA’s Bargaining Team has reflected on the discussions that led to where they are now in the bargaining cycle.

They reflect on the important dates that have flown by: the start of the first assured parameter raise in January, the deadline to submit new proposals in December 2024, and the start of the bargaining cycle, looking more and more distant in the rear view mirror as August 2024 feels like an eternity in light of everything that has changed since.

As of now, the bargaining teams of USA and management representing the University have signed three tentative agreements. First, an agreement on Anti-Discrimination to modernize and expand the protected classes, while stopping the University’s attempt to limit the avenues that a member can report discrimination.  Second, an agreement on Reclassification that clarifies and streamlines the process of applying for a position reclassification. Lastly, an updated Layoff and Recall proposal which both sides agreed was in need of modernizing to reflect the current processes that occur when a USA member receives a layoff notice.

However, most of the USA bargaining team’s proposals have not only been outright rejected by the University management team, but rejected without any attempt at a counterproposal. This includes a proposal to grant vacation days to bring USA members into parity with other staff unions on campus, and most egregiously a proposal that would affect the pay scale directly, granting immediate and measurable relief to staff who have had to take unacceptable measures just to afford to work at UMass Amherst. Most recently, management refused to discuss a proposal on responsible implementation and use of Artificial Intelligence tools, which would have provided a pathway to collaborative workforce development and ensured that staff would not lose their jobs to irresponsible AI implementation by the University.

A Meeting of the Minds

On April 1st, 2025, the USA Bargaining Team met with their partners on the Negotiations Team, Contract Action Team (CAT), and a group of active volunteer Silent Bargaining Representatives (SBRs) at a full-day bargaining session to strategize and plan for the next steps in bargaining. The productive session was a never-before-seen event for USA members who previously would have never been this close to the decision making process.  The exchange of information was valuable to bargaining team members who, more than ever, are looking for feedback from colleagues across USA to inform their decision making process.  Likewise, the SBRs in attendance were able to share in the accumulated knowledge and experience of the Bargaining Team, creating a more united front where traditionally separate sides left with a greater understanding of the key issues present in bargaining.

The Next Steps

To have the best chance at succeeding at the bargaining table, it’s critical to have a plan and a vision for what that success looks like. One of the hallmarks of a Democratized Bargaining model is an engaged and informed membership. While this has already been put into practice with Silent Bargaining Representatives providing critical feedback in real time to their colleagues in the room with management, staff have a responsibility to advocate for their needs.

USA hosted an important all-member Zoom meeting on April 24th from 12pm-1pm. Members of USA’s CAT hosted a bargaining update and information session, where they provided members with a straightforward assessment of bargaining: that management has refused to engage in anything not proposed by the management bargaining team. In turn, members were asked to provide their feedback on these proposals, and CAT members listened as their colleagues expressed mutual frustration with the management team’s willful refusal to bargain.

Building on this energy, the CAT presented those in attendance with important next step: the “Headshots for Higher Wages” petition, summarized by the CAT as more than just a regular petition:

“Behind that photo is an organizing conversation that has happened, where the person in the photo has voiced their concerns and is ready to take action. It’s a visual representation of their [management’s and labor relations’] failure as leadership.”

In addition to signing the petition, CAT members issued a call to action to those in attendance to have organizing conversations with their USA coworkers and friends and have them join in the fight for a fair contract. The CAT will be hosting a Zoom meeting on Monday, April 28th from 12pm to 1pm, titled “Lunch and Learn: How to Structure your Organizing Conversation,” with the goal of providing USA and partner unions with the opportunity to join the conversation on the best practices of bringing colleagues into the fight.  You can check your email for the invite.