December 18th, 2024

Where we are:Today is the first day of presenting counter proposals! USA brought a counter to the University Proposal 2, regarding the Sick Leave Bank. We also established working groups to continue to work on counters.

USA’s Counter Proposals

Counter to University Proposal 2: Article 10 Sick Leave Bank

Click here to view the original University Proposal 2.
Click here to view USA’s counter proposal.

• First and foremost: Thank you to Sick Leave Bank Committee members Linda Hillenbrand, Rachel Lavery, and Sue Matysiewicz and the USA Health & Safety Committee for their work on this counter proposal! 
• Our counter responds to the proposed changes from the university and makes changes to both Article 9 Leave and Article 10 Sick Leave Bank (SLB).
• Proposed changes to Article 9 Leave:
  • Expands the definition of family members that are included in the group that members can use sick leave to care for.
  • For retiring members, removes the 10-day maximum of sick time that can be donated to the SLB.
• Proposed changes to Article 10 Sick Leave Bank:
  • Allow new hires to access the SLB as soon as they are hired, instead of after they have completed the probationary period (6 months).
  • Adds new language proposing that the university establishes an electronic tracking system to streamline the SLB donation process for members and replace the current method of submitting a PDF application.
  • Accepts the university’s proposed change to specify October as the month where members may voluntarily donate to the SLB, which has been past practice.
  • Rejects the university’s proposed limit of 10 days as the amount that members may voluntary donate to the SLB.
  • Proposes a procedure to recover the SLB when it drops below 1500 and 1000 hours.
    • If below 1500 hours, each member will be asked to make a voluntary donation.
    • If below 1000 hours, each member will contribute 1 day of sick time.
      • Members who have donated 2 days or more in the last 6 months will be exempt.
      • Members with less than 11 days of accrued sick leave will be exempt.
  • Allow members to retain personal time when utilizing the SLB.
    • Currently, personal leave is included in the leave that is taken by SLB when a member uses it.
    • Current practice causes members using SLB in January (when personal time is awarded) to lose their personal time before they have the chance to use it.
    • For example, a member using SLB in January will have had much less time to use personal time when compared to a member using the SLB in July.
  • Increases the maximum amount of SLB which can be used for a member’s family member to 90 calendar days, equal to the amount which can be used for the member.
    • This rejects the university’s proposal to increase the amount of the SLB that can be used by members to care for family from 2 weeks to 4 weeks.
  • Changes language defining eligible family members for which members can use SLB to care for, aligning with the changes we proposed in Article 9.

University’s Counter Proposals 

The university presented no counters.

January 15th, 2025

Where we are: Today we continued the process of presenting our counter proposals and brought questions to management regarding their proposals. USA brought a counter to the University General Proposal on Article 7. Management informally countered USA Proposal 14: Farm Superintendent Reclassification. USA also brought questions to management to inform our future counters.

USA’s Counter Proposals

Counter to University Proposal for Article 7: Anti-Discrimination, Affirmative Action, and Conflict of Interest

Click here to view the original University Proposal for Article 7.
Click here to view USA’s counter proposal.

• Management’s original proposal would limit avenues for addressing discrimination to one; any additional avenues of addressing the discrimination would not be acknowledged.
  • For example, if a member chose to use the UMass grievance process to address the discrimination they experienced, they would no longer be able to use the MA Commission Against Discrimination (MCAD) in addition, and vice versa.
• Our counterproposal further expands the list of protected classes to include all current and potential future protected groups, and rejects their proposal to limit avenues for addressing discrimination.

University’s Counter Proposals 

The university informally countered USA Proposal 14: Farm Superintendent Reclassification by offering to set up a joint labor/management committee and did not address the proposal directly. This is informal because it was not introduced in writing.

Questions and Discussion

USA Question on University Proposal 9: Article 29 Employee Evaluations

Q: What were the Affirmative Action goals and why were they removed?

A: This was an unintentional omission, this proposal is an attempt to be consistent across campus.

USA Question on University Proposal 4: Article 17 Vacancies and Promotions

Q: Do you know how often an employee is dismissed during their probationary period?

A: Less than once a year.

Q: (Section 5 Trial Period) What is the rationale behind removing “this matter may be a proper subject for the Grievance procedure?”

A: The rationale is that removing this line would prevent possible pitting members against other members if the dept is holding the prior position open in case the employee reverts to their former position.

Q: (Section 7) What is the rationale for removing CC and replacing it with temporary?

A: Replacing CC/03, which is an antiquated term, with temporary/03.

Q: (Section 7) Does management have a term used to describe members in grant-funded positions?

A: No.

Q: (Section 8) What is the rationale behind changing the amount of years that a temporary employee can complete their term of appointment without being deemed “laid off” from 3 to 2 years? (Context: This affects whether or not a person can apply to a position as an on-campus or off-campus candidate.)

A: “Absolutely no idea.”

In case you missed it…

Have you heard about USA’s ambitious salary proposal that would change our 14-step system to a 7-step system? It has the potential to change many members’ wages to a living wage! Check out more info below…

• Recording of the USA Salary Proposal Membership Meeting
• Poll results and recap of the Membership Meeting
• USA Salary Proposal Powerpoint Presentation
• Seven Step Salary Chart
• Seven Step Calculator – find out what you’d be making if we win this proposal!
  • Thank you to CAT member and SBR coordinator Chris Weeks for creating this tool!

November 20th, 2024

Where we are:The final day to bring new proposals to the bargaining table has been changed to the next meeting, which is scheduled for December 11th 9-11am. USA presented five proposals. Management did not present, but we anticipate a final proposal and counter from them at the next meeting. Please see below for information about the proposals and bookmark our Bargaining Headquarters to stay informed!

USA’s Proposals

Proposal 10: Article 9 Leave

• Increases sick leave from 12 days to 14 days per year. 
• Increases bereavement leave from 5 days to 10 days and expands what relationships the leave can be used for. 
• Consolidates Maternity and Adoptive, Parental, and Family Leave sections into one Family Leave section. 
• Clarifies family leave language to reflect changes in state laws. 
• Increases unpaid family leave from 8 weeks to 12 weeks, which can be requested after paid family leave is used. 
• Link: Paid Family and Medical Leave (PFML) overview and benefits | Mass.gov

Proposal 11: Article 17 Vacancies and Promotions

• Prevents a change in an employee’s anniversary date when their grade or step changes. 

Proposal 12: Article 18 Contracting Out (Postponed to 12/11 Meeting)

Proposal 13: Seniority & Steps

• Increase timeframe for employees to retain their previous seniority from 2 years to 3 years when returning to work. 
• Seniority can be reinstated under certain conditions such as returning to work following an illness or a layoff. 

Proposal 14: Farm Superintendent

• Increases pay grade from 16 to 20 to reflect pay rates at similar job titles across UMass campuses. 
• Note: The process for re-grading a position is typically resolved in meetings between USA and management, and not brought to the bargaining table. In this case, management compelled us to bring it to the bargaining table. Re-grading is different from the reclassification process for individual positions, which can be found here.

Proposal 15: Salary Proposal (Postponed to 12/11 Meeting)

• We will be holding informational membership meetings about this proposal on Tue 12/3 and Wed 12/4 12-1 on Zoom. Outlook invite forthcoming.

Proposal 16: Artificial Intelligence (New Article)

• Ensures AI will be used to augment bargaining unit members’ work instead of replacing bargaining unit work. 
• Requires that any new AI programs be evaluated for efficiency, cost effectiveness, accuracy, and impact on the working conditions of bargaining unit employees.

Involves bargaining unit members in the implementation of AI tools and requires training on AI to be provided. 

University’s Proposals

Management did not bring any proposals. They will be bringing their final proposals to the next bargaining session on December 11, 2024.

November 6th, 2024

Where we are: The USA Bargaining Team and management continued to present proposals. Our next bargaining session on 11/20 will be the last meeting we can present new proposals, per our Ground Rules. Once all proposals have been presented, we will move on to constructing counter proposals and start negotiating these proposals with management. Please see below for information about the proposals and bookmark our Bargaining Headquarters to stay informed! 

USA’s Proposals

Proposal 7: Article 19, Out-of-Title Work  

• Increases pay rate for an employee who is directed by their supervisor to perform duties handled by a member of a different bargaining unit from $15 per day to 1.5 times the employee’s regular pay rate 

Proposal 8: Article 11, Vacation Time  

• Increases the annual vacation time accrual for USA members based on years of service: 
  • New hire – 5 years: 20 days per year  
  • 5 – 10 years: 21 days per year  
  • 10 – 19.5 years: 22 days per year  
  • 19.5 – 30 years: 25 days per year  
  • 30 years or more: 30 days per year  

Proposal 9: Article 14, Dedicated Service Recognition  

• Reduces the years of service required to receive recognition from the University and increases the compensation payout as follows: 
  • 1.75% increase to base bay at 10 years of service.   
  • 3% increase to base pay at 15 years, and every 5 years thereafter. 

University’s Proposals 

The USA Bargaining Team are assessing the implications of the University’s proposals and will provide additional information in the future. In the meantime, the proposals will be posted on the USA Bargaining Headquarters for you to read. Keep in mind that these proposals are initial drafts and will change as bargaining proceeds. Nothing is final until the USA membership votes to ratify the contract.

University Proposal 1, 2024-2027 Wage Parameters  

• Note: Parameters are the shorthand term we use to refer to the salary increases that are set by the Governor for all statewide public unions. Essentially, they determine how much money from the state budget will be put towards wage increases in our contracts.
• Management’s proposal presents the parameters set by the Governor: 
  • 0% in July 2024 
  • 3% in January 2025 
  • 2% increase every 6 months thereafter until January 2027 
  • 11% total over the life of the contract 
  • Prohibits the $200 per full-time employee Adjustment Pool being used to increase salary rates and classification increases 

University Proposal 8: Article 26 Disciplinary Action

• Aims to unify disciplinary procedures for staff unions 
• More information forthcoming

University Proposal 9: Article 29 Employee Evaluation  

• Removed a lot of current language and added new language.
• Changed time frame of giving evaluations.
• Added employees may receive disciplinary action if an evaluation may be less than “meets expectations”.
• Remove employees may “grieve” an evaluation if it results in negative action.

Edits to Article 8 Workweek and Work Schedules (Version 1)  

Edits to Article 8 Workweek and Work Schedules (Version 2)

• Changes in this article and Article 17B & 17D with the two versions by removing and/or reformatting the articles.
• Change of an employee who has had an involuntary change of their work location/work site, the employee is given ten (10) days’ notice instead of thirty (30) days’ notice.

General Proposal: Article 27 Grievance and Arbitration Procedure

• Management replaced this whole article, bargaining team needs to review with current language.

October 23rd, 2024

Many proposals from both USA and management were presented at today’s bargaining meeting. We presented two coalition proposals, which are proposals that are being brought to the table by multiple unions to increase our negotiating power. Once all proposals have been presented, we will move on to constructing counter proposals. Please see below for information about the proposals! 

USA Presented Proposals 2-6 

• Proposal 2: Article 12 Holidays and Campus Closures
  • A coalition proposal to close the campus the Wednesday before and Friday after Thanksgiving, and all days between Christmas Eve and New Years Day. 
• Proposal 3: Shift Differential  
  • Increase shift differential from $1.00 per hour to 2.50 per hour for second shift and $4.00 per hour for third shift 
  • Increase holiday pay differential to 1.5 times pay 
• Proposal 4: Article 25 Health and Safety 
  • Require University to provide PPE when required by an employee’s assignment 
  • Gives employees the right to refuse to work in an unsafe environment and protects them from discipline until an investigation is performed 
  • Adds process for requesting air quality assessment and remediation from the University in work areas 
  • Publish a map of accessible and gender-neutral bathrooms and affirm the right of employees to use workplace bathrooms appropriate to their gender identity  
  • Provide workplace accommodations for lactation in accordance with federal and state law 
  • Direct supervisors to give employees release time to participate in campus health and wellness events 
  • Commits UMass to its mission as a Health Promoting University by encouraging them to reduce food insecurity among staff and collect data on the health and wellbeing of staff  
• Proposal 5: Childcare (Coalition Proposal)
  • A coalition proposal to create a new article in the contract to increase the capacity and offerings of UMass’ Center for Early Education and Care (CEEC) by creating slots for USA members’ children, increasing hours of operation, and offering infant care 
  • Come to the All Union Rally & Stroller Parade for Childcare Friday 11/1 at noon in front of the Student Union! 
• Proposal 6: Labor Management Committee (LMC) 
  • The LMC is comprised of 6 members, 3 representing campus administration and 3 representing USA whose purpose is to keep open dialogue between the university and the union about mutual concerns on campus. 
  • Adds a quarterly meeting for reviewing non-unit non-exempt positions on campus to identify positions that can be made into USA positions. 

Management’s Proposals 

• University General Proposal, Article 7  
  • Limit members ability to address discrimination by denying on-campus grievances when grievances have been filed with outside agencies 
• University Proposal 3: Article 14 Employee Compensation 
  • Outlines starting salaries for USA members coming from other unions in the UMass, state, and municipal systems 
• Withdrawing Proposal 5 
• University Proposal 6: Article 20 Reclassification Amendments  
  • A large proposal, further review and information from the Bargaining team forthcoming 
• University Proposal 7: Article 22 Layoff and Recall 
  • Shortens timelines in the layoff and recall process 
  • Limits members rights and protections  
  • Further review and information from the Bargaining team forthcoming 

Action Items 

• In-person USA Membership Meeting Thursday 11/14, 12-1 at the Student Union Cape Cod Lounge!  
• Come to the All Union Rally & Stroller Parade for Childcare Friday 11/1 at noon in front of the Student Union! 
• Keep an eye out for a UMass Unions United all-members coalition meeting in early November to discuss organizing a state-wide cost of living campaign