The MSU APA is pleased to announce that at 1:27am on Wednesday, September 25, 2019, the APA Bargaining Team reached a tentative agreement with Michigan State University for a successor four-year APA contract.

Tentative Agreement Member Information Session

To provide further discussion and to answer member questions and concerns, APA tentative agreement information sessions have been scheduled for:

Main Campus: Tuesday, October 1, from 11:45am – 1:15pm in room 1230 Engineering building
Main Campus: Tuesday, October 1, from 4:45pm – 6pm in room B117 Wells Hall

Main Campus: Wednesday, October 2, from 7:30am – 9am in room 161 Comm Arts

CHM Grand Rapids Campus: Thursday. Oct. 3, from 12noon – 1pm Secchia Center, Room 110 (Christian Commons)

Ratification balloting is tentatively scheduled to begin on Friday, October 4, 2019, and conclude on Monday, October 21, 2019.  Notice will be provided via this email ListServ and will contain complete balloting information with the link to cast your ballot.

 

Moving Forward

An electronic version of the complete proposed contract language changes and an impact summary document are being created over the next few days and will be provided to all APA members as soon as possible via this email ListServ.

In order to review the tentative agreement, a special meeting of the 2019 Negotiations Committee and APA Executive Board has been called for Tuesday, October 1, at 10am at the APA office with the single and exclusive purpose of reviewing the full details of the tentative agreement.

The Board will be asked to approve and recommend the tentative agreement for ratification by the entire APA membership.  All members in good standing are invited to attend this special meeting of the Executive Board. No union release can be provided so members must make independent arrangements to attend. Any action taken by the board will be communicated to the APA membership before balloting opens.

We look forward to seeing you at an upcoming tentative agreement information session.

Highlights

The APA was successful in fighting off University proposals on topics such as:

  • Increasing merit pay to 100% of your annual base wage increase which could prevent members from receiving any base wage increase any year at the exclusive discretion of your immediate supervisor/department
  • Restrictions on use of personal time
  • Limitations on use of vacation and the ability to rescind previously approved vacation time
  • Eligibility requirements for annual wage increases that would also reduce employee job security rights
  • Removal of mandatory wage increases when accepting higher grade level positions
  • Physical reporting requirement for call-in pay

The APA is proud to have negotiated:

  • A paid parental leave program with a gradual roll-in of four (4) weeks as of January 1, 2021, five (5) weeks as of January 1, 2022, and six (6) weeks as of January 1, 2023. The benefit will provide 100% pay and benefits covering child birth, a spouse, and/or the adoption of a child not already part of the household.
  • Added language to explore additional discussions on improved and enhanced dental coverage
  • Added new language that guarantees a minimum of $500 lump sum bonus in any month an APA member temporarily fills a vacancy as an acting or interim role for 15 or more days
  • Expanded recognition of the APA, job security rights for APs in Grand Rapids, and statewide wherever 3 or more APs are working for a main campus department
  • Additional release time for the union to meet with, assist, advise, and represent APA members in worksite issues
  • Enhanced job security rights for off-date employees when the position is not renewed
  • Changes to the APA layoff bypass process that includes greater notice and guarantees to interviews for positions regardless of grade level
  • $100 additional professional development funds each year to support member professional growth
  • Maintained current 40% across the board and 60% merit pay process for annual base wage increases unless the total base wage increase is 1% or less in which case the annual base wage increase will be applied 100% across the board
  • Clarified members rights to access and review materials in their official personnel record
  • Expanded members rights to take a leave of absence without pay for time spent with immediate family members on a military leave
  • Ensure individuals regularly scheduled to work more than 8 hour shifts are entitled to use the equivalent time off as their regular schedule (versus a maximum of 8 hours)
  • Improved bereavement to permit an individual to use time off within 6 months of the death
  • Added language to encourage greater focus on campus diversity and inclusion