APA Union = Job Security
Know Your Rights
Working at MSU as a union member allows an employee to focus on job performance, professional development, and productivity, not on fear and uncertainty. This environment contributes to the successful educational experience at MSU. MSU APA bargains and enforces the working conditions, benefits, and wages for the members, which provide the workplace security.
The strength of the relationship between APA and MSU is essential in solving workplace concerns before they become discipline issues. APA is a resource for all job-related matters, not just a representative in disciplinary situations. Many times we assist in problem solving through work place issues that may not be contractually related.
Call the APA office at (517) 353-4898 or email email@example.com for any assistance related to your work environment, or any contractual issue. Member calls made to the office are confidential.
The APA can provide assistance and resources on a myriad of issues including: any contractual or employment law issue (a common issue is Family Medical Leave [FMLA]); procedure for reclassification; layoff information; evaluations; Performance Improvement Plan (PIP); overtime/compensatory time issues; or call-in/standby pay issues. Many members commonly request advice on how to handle a challenging work interaction. Job security is ensuring an APA member is provided all the benefits and working conditions that are contractually bargained.
The cornerstone of job security is the difference between an “at will” employee and one with just cause as the defining difference of a unionized work environment. A non-unionized workforce is “at will” which allows the employer to terminate an employee for any reason not legally protected such as race, gender, or ethnic origin.
A union contract ensures the process of just cause that guarantees appropriate due process and a consistent system of fair treatment. The standards of just cause include reasonableness of work rule, appropriate notice, a fair investigation (due process) with objective evidence, equally applied work rules, and appropriate discipline. Essentially just cause requires the supervisor or employer to be thorough and competent as a manager when dealing with employee discipline.
No one wants to be in a potential disciplinary situation, but it is important to be prepared and have representation.