USA and PSU Win Time Tracking Agreement for Foundation Work

Note from the University Staff Association (USA): This message was originally emailed to members of the University Staff Association (USA) and Professional Staff Union (PSU) on behalf of the joint-union Advancement Labor Team. This update was the latest update in the fight against the illegal privatization of the UMass Amherst Advancement Division, which has been ongoing since May of 2023.

Dear USA Member,

We’re writing today with important news on our ongoing fight against the illegal privatization of the UMass Amherst Advancement Division. 

PSU and USA Win Time Tracking Code for Foundation Work

As you may know, despite the illegal privatization of Advancement, the UMass Amherst Foundation (UMAF) and UMass management have repeatedly asked our members (many of whom are former Advancement staff) to work on projects and tasks for the Foundation. To protect all of our members and their pensions, the PSU and USA unions demanded that the university establish a time tracking code in HR Direct, the official UMass system-wide time tracking platform for all statutory time. Such a code will ensure that we can track our time spent on these requests, and spend no more than 25% of our work time performing services for the UMAF, a limit that is required of us by Massachusetts General Law. 

After months of negotiations, the unions have won an agreement with the university that establishes this time tracking code—now in HR Direct and ready for use as ZUMAF—along with an agreement for how work involving the Foundation will be assigned and tracked.

Read the Memorandum of Agreement between the unions and the university.

Here are some highlights from the agreement:

  • Based on timekeeping records submitted as ZUMAF through HR Direct, no UMass Amherst bargaining unit member will spend more than 25% of their work hours per year engaged in services for UMAF, in accordance with state law.
  • Under the law and by agreement, the 25% limit for performing “services for the foundation” will be documented annually, using the calendar year. 
  • Any work tasks that are designated “services for a Foundation” by the UMass Amherst administration, in accordance with this agreement, shall be assigned to bargaining unit members by a UMass Amherst employee, NOT BY AN EMPLOYEE OF THE UMAF.
  • UMass Amherst will ensure that employees who are engaged in services for the UMAF will have access to reporting to monitor their time logged as ZUMAF.

If you have any questions about whether a task you are performing should be coded as ZUMAF in HR Direct, ask your supervisor. It is the sole responsibility of the UMass Amherst administration to provide direction to all UMass employees about what work tasks constitute “services for a foundation.” It is our understanding that HR will be providing instructions on how to use this time tracking code in the HR Direct system. If the UMass Amherst administration cannot—or refuses to—clarify this for you, respectfully request an alternative assignment and contact a union representative immediately for assistance.

While the PSU and USA continue to assert and believe that UMAF employees are performing bargaining unit work—and that some of the work being labeled as “services for a Foundation” is our bargaining unit work—we are reserving our rights to continue that legal challenge while protecting our pensions.

PSU and USA Settle Unfair Labor Practice (ULP) Charge Over “Transfer Agreement”

In December 2023, after filing charges with the DLR and making our case that UMass violated the law in their implementation of the May 10, 2023, Advancement “Transfer Agreement,” which provides enhanced rights and protections for the 125 affected Advancement members whose positions were privatized to the Foundation, the DLR sided with the unions in issuing a complaint against UMass on multiple counts. Rather than going to a formal hearing on the matter, we were able to reach an agreement on February 20, 2025, that allows former Advancement members directly impacted by the privatization of the bargaining unit work to again engage in a modified version of the transfer process for a short period if their new job is not a good fit. It also extends the period that the University will guarantee funding any of the positions created for former Advancement members under the original agreement by a year and a half. Please contact your union as soon as possible if you have a question about any of this.

A History of the Illegal Privatization of Advancement

On May 1, 2023, International Workers Day, then-Chancellor Subbaswamy emailed the entire Advancement division that layoff notices were being prepared and announced that UMass would go through with “the transfer of fundraising, alumni relations, and related Advancement activities to the private, UMass Amherst Foundation (UMAF.)” 125 state jobs were eliminated and privatized. These former Advancement employees’ lives were upended, and they were forced to either find a new job at the university, leave UMass altogether, or apply to work at the private UMAF. Any employee who left state service (including to take work at the UMAF) would no longer be eligible to participate in the state retirement system and would lose their union affiliation and related benefits.

On May 11, 2023, Massachusetts State Auditor, Diana DiZoglio, sent a letter to then-Chancellor Subbaswamy asserting that the legal requirements for privatizing Advancement have not been met, and management must immediately stop the privatization process. In addition, because management did not bargain in good faith with the unions over this, the PSU and USA filed charges against UMass with the Massachusetts Department of Labor Relations (DLR), and on July 27, 2023, the DLR issued a consolidated complaint with four probable cause findings against management. 

The unions and UMass management engaged in a series of hearings with the DLR over the summer and fall of 2024, and we are currently awaiting a verdict from the DLR. In addition, on May 31, 2024, just over a year after 125 state jobs were eliminated, the Office of the State Auditor (OSA) issued its final determination that UMass Amherst violated the Taxpayer Protection Act (TPA) and broke the law when it privatized and outsourced Advancement operations from UMass Amherst to the private UMAF.

When you and your co-workers fight for each other, we all win!

In Solidarity,

Your University Staff Association and Professional Staff Union Colleagues

Princeton Review Rally

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By the University Staff Association (USA) Communications Committee

Representatives from the Princeton Review came out to UMass Amherst on March 12th to decide if UMass Dining should be #1 on their list of “Best Campus Food” for an unprecedented ninth time.  

To celebrate the occasion, your colleagues in USA, PSU, and AFSCME gathered outside the Hampshire Dining Commons in their finest lobster bibs to put a spotlight on an uncomfortable truth: that this title is earned from the blood, sweat, and tears of underpaid dining workers. 

Take a look at the gallery below!

Princeton Review Event

Image 1 of 12

USA member Andrea Lydick and PSU organizer Jonah Vorspan-Stein address a crowd of excited attendees.

For more coverage, take a look at this PSU video on Instagram!

 

2025 General Election Results – FINAL

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Last Updated: April 10, 4:59pm

Thank you for participating in the 2025 University Staff Association (USA) General Election! The voting period has officially wrapped up, and there are a number of new members and contested races among the USA Executive Committee and General Board. Several USA members were also nominated to serve as delegates to the Massachusetts Teachers Association (MTA) Annual Meeting and National Educators Association (NEA) Representative Assembly.  You can find the results below.

Candidates who have won their election will take their board position on July 1st, 2025.

USA Executive Committee:
President
Vice President
Treasurer
Grievance Officer		 USA General Board:
Chief Steward
Communications Committee Coordinator
Recording Secretary
Classification Specialist
Health and Safety Coordinator
Membership Coordinator
Special Projects Coordinator
Social Justice and Political Action Coordinator 

Candidates are listed first by the position they are nominated for, and then alphabetically by last name. 

Candidates with (I) indicate that they are the incumbent candidate currently serving in this role.

Total number of voters: 264 / Total number eligible to vote: 770

A special election was held in the weeks following the general election for NEA assembly delegates and the vacant Treasurer position.

President

Candidate Votes Percent
Sheila Gilmour ✔️ 248 94%
Write In: Dora Ramos, Kate Childs, Mary Malinowski, Mickey Mouse (ineligible) (1 vote each)

Vice President

Candidate Votes Percent
Kyle Chambers ✔️ 244 92%
Write In: Antonia Lynch, Dan Fuqua (1 vote each)    

Treasurer

Candidate Votes Percent
Meredith Barscz ✔️
 149 –
Write In: Sue Matysiewicz (1 vote)    

Grievance Officer

Candidate Votes Percent
Linda Fish (I) 92 35%
Ian Sedelow ✔️ 163 62%
Write In: None    

Chief Steward

Candidate Votes Percent
Camille Godbout-Chouinard ✔️ 175 66%
Dora Ramos (I) 75 28%
Write In: Joe Biden (ineligible) (1 vote)    

Communications Committee Coordinator

Candidate Votes Percent
Deborah Place ✔️ 244 92%
Write In: Jennifer Lemay (1 vote)    

Recording Secretary

Candidate Votes Percent
Chris Weeks ✔️ 248 94%
Write In: None    

Classification Specialist

Candidate Votes Percent
Alycia Fabry (I) ✔️ 159 60%
Write In: Brittany Senn (1 vote)    

Health and Safety Coordinator

Candidate Votes Percent
Casey Krone (I) ✔️ 244 92%
Write In: Brittany Senn (1 vote)    

Membership Coordinator

Candidate Votes Percent
Heather Deirdre (I) 73 28%
Antonia Lynch ✔️
 176 66%
Write In: Mickey Mouse (ineligible) (1 vote)    

Special Projects Coordinator

Candidate Votes Percent
Andrea Lydick ✔️ 242 92%
Write In: None    

Social Justice and Political Action Coordinator

Candidate Votes Percent
John Avedisian 66 25%
Tim Pyne ✔️ 158 60%
Write In: None    

Delegates to the Massachusetts Teachers Association (MTA) Annual Meeting (May 2-3, 2025 in Springfield, MA)

Candidates are organized alphabetically by last name. Candidates with (A) next to their name have been selected as alternates in the event that a prevailing candidate declines or is otherwise unable to attend the Annual Meeting.

Voters may select up to sixteen (16) candidates.

Candidate Votes Candidate Votes
Kyle Chambers  196 Andrea Lydick 164
Heather Deirdre (A) 138 Antonia Lynch 170
Linda Fish 160 Mary Malinowski 177
Sheila Gilmour 199 Michelle McBride 139
Camille Godbout-Chouinard 199 Deborah Place 176
Thor Hansen 150 Tim Pyne 161
Jacob Ketchakeu (A) 134 Dora Ramos 169
Casey Krone 178 Ian Sedelow 192
David Litterer 167 Chris Weeks 198
Write In: Brittany Senn, Elaine O’Brien, Jennifer LeMay, Patricia O’Neil, Patrick Morgan, Samantha Sharp (1 vote each)

Delegates to the National Educators Association (NEA) Representative Assembly (July 2-6, 2025 in Portland, OR)

Candidates are organized alphabetically by last name. Candidates with (A) next to their name have been selected as alternates in the event that a prevailing candidate declines or is otherwise unable to attend the Representative Assembly.

Voters may select up to five (5) candidates.

Candidate Votes Candidate Votes
Alycia Fabry 136 Tim Pyne 137
Linda Fish 118 Ian Sedelow 140
Jacob Ketchakeu 131    
Write-in: Heather Deirdre (2 votes), Camille Godbout-Chouinard, Deborah Place, Dora Ramos, Judy Bardwell, Mary Malinowski, Susan Matysiewicz (1 vote each)

Bargaining Update 3-12-25 and 3-26-25

Where we are: On 3/26 we reached 3 tentative agreements! This is a first step towards coming to an agreement with management and there is still a lot of work to be done. A tentative agreement (TA) is reached when the two sides agree on changes made to an article. The TAs are only final if USA membership votes to accept the entire contract at the end of the bargaining process. 

USA Member and Silent Bargaining Rep Coordinator Chris Weeks made a stellar presentation to management about our transformative 7-step proposal. It includes cost estimates to the University. Check out the slides here!!

Tentative Agreements Reached!

USA and the University came to tentative agreements on:

  • Article 7 Anti-Discrimination
    • Expands the protected classes in our contract.
    • Prevented the University’s attempt to further limit how members can report discrimination.
  • Article 20 Reclassification
    • Clarified and streamlined processes.
  • Article 22 Layoff and Recall
    • Modernized and updated language to reflect current processes.
    • Updates to Section 22 G, which allows employees who are scheduled to be laid off or are in layoff status to fill vacant bargaining unit positions of an equal or lower-graded classification, as long as that employee meets the minimum qualifications.

USA Counter and Market Analysis for the Farm Superintendent Proposal

  • James Poro presented a counter proposal including an in-depth market analysis for Farm Manager positions at equivalent institutions in response to the University’s previous cost analysis.
  • The proposed change to grade 20 from USA has been changed to a change to grade 18.

University Counter for Article 27 Grievance and Arbitration 

  • Due to the University not providing us with their most updated version of Article 27 previously, we could not present the counter we had prepared today. 
  • The University used light blue text to show proposed changes that they have accepted.

Article 17 Vacancies and Promotions

  • On 3/12 USA presented this counter.
  • On 3/26 the University presented another counter.
  • Most of the changes being discussed for Article 17 have to do with modernizing and simplifying language.
  • The University accepted the related side letter to convene a Joint Labor/Management to investigate implementing Major Budgetary Unit (MBU) searches for vacancies in USA. MBU-only searches are used in PSU for internal hires.
  • The University used light blue text to show proposed changes that they have accepted.

University Counter to USA’s Proposal 12: Article 18 Contracting Out/Temporary Employees

  • University rejected our proposal without a counter. They believe current language is sufficient and that our concerns should be brought to the Joint Labor/Management Committee.
  • Our proposal would add protections against privatization in response to the University’s illegal privatization of 120 union positions in Advancement last year.

 

 

Bargaining Update 2-26-2025

Where we are: USA’s Bargaining Team is continuing to work on counters to the University’s proposals. Since November, we have been waiting for counters from the University. Today they provided 4 counters and outright rejected 7 of our proposals without a counter. Executive Director of EH&S and Emergency Management Jeff Hescock joined the University’s team today to discuss and answer questions around the University’s counters to our Health & Welfare and Health & Safety proposals.

You can view our Proposal Tracker here.

USA Member and Silent Bargaining Rep Coordinator Chris Weeks made a stellar presentation to management about our transformative 7-step proposal. It includes cost estimates to the University. Check out the slides here!!

University Counter to USA Proposal 1: Article 16 Health & Welfare

USA’s Original Proposal
University’s Counter

  • Rejects the $22.50 per full-time employee increase to university contribution to the Health and Welfare fund and proposes an increase to $18.00.
  • University rejects facilitating the joining of our trust with another. States that their responsibility ends when they transfer the funds to the trust.

University Counter to USA Proposal 4: Article 25 Health & Safety

USA’s Original Proposal
University’s Counter

  • 25.4: Management counters with language about the University providing Personal Protective Equipment (PPE) that specifies requests coming from supervisors instead of members.
  • 25.19: University does not want to specify which groups can attend Joint Health & Safety Committee meetings
  • University outright rejected our new sections 25.21-25.24; rational provided by Jeff Hescock is that the procedures and protections we’re asking for already exist. We maintain that we are asking the university to commit to protecting things like accessible restrooms, accommodations for pregnancy-related conditions, and the ability to refuse working in unsafe conditions without fear of retaliation.
  • 21.25: Asking the university to encourage supervisors to grant release time for employees to attend the University’s health and wellness events. Management rejected this with the reasoning that this is already clear in communications from the University to supervisors. We maintain that establishing contract language would show that the university agrees that attending these events are a legitimate use of employee time.

University Counter to USA Proposal 3: Article 8 and Article 12 Shift Differentials 

USA’s Original Proposal
University’s Counter

  • 8.7 Shift Differential: Rejected all of our increases to second and third-shift differentials. Proposed a minor increase from $37.50 to $56.25 per week.
  • 8.9 Weekend Differential: Rejects our proposal for a shift differential increase from $1.00/hour to $2.50/hour, and proposes an increase to $1.50/hour.
  • 12.10 Holiday Shift Differential: Rejected our proposal to increase the holiday shift differential to 1.5x pay and add more holidays to the list of those eligible for shift differentials.

University Counter to USA Proposal 14: Farm Superintendent Pay Grade

USA’s Original Proposal
University’s Counter

  • The University rejects USA’s proposed increase to Grade 20 and counters with Grade 17. The current grade is 16.

Without providing counters, the University outright rejected the following proposals: