Contract 2021-2022

Collective bargaining agreement between the University of Minnesota and AFSCME Locals 3800 & 3801 Council 5, AFL-CIO Clerical & Office Unit

July 1, 2021 through June 30, 2022

Please click on THIS LINK or PDF attached below to view and download.

Communication sent on Dec 17th, 2021 :

On December 16, 2021 the AFSCME at U of MN negotiating team representing all four locals (3260, 3800, 3801, and 3937) reached a tentative one year contract agreement with the University.

While it isn’t perfect, we are recommending that membership accept this contract agreement.

We started negotiations in May of 2021 with four top priorities of wages, remote work with an appeals process for denied requests, advancements on racial and social justice, and recognition for our essential workers.

We are proud to say that by sticking together and being organized, we made gains on each of these four priorities.

Wages: 1.5% across the board increase with retro pay back to June 21, 2021. This 1.5% plus steps puts most of our workers at 3.5% for 2021 - ahead of other non-bargaining-unit workers.

Remote work: We won contract language including an appeals process for remote work requests that were denied.

Racial & Social Justice: While the University has not committed to make Juneteenth an official holiday in 2022, which we will continue to push for, they are giving employees 2 additional personal days to be taken between a signed agreement and June 30, 2022.

In addition, we have created permanent committees to address: 1. systemic racism and inequities in hiring; 2. rights of trans and gender non-conforming workers; and 3. workplace bullying.

Recognition of Essential Workers: This fight was particularly difficult and frustrating but after holding out to the very end and demanding they recognize our siblings on the front lines of healthcare at the U of MN, we were able to get a one time $500 bonus (to be paid out in two payments) for our LPNs and CMAs who have put their lives on the line to care for students, faculty & staff during this pandemic.

In addition to these key priorities, we won 5 days of bereavement leave as a stand-alone benefit; an increase in the uniform allowance for health care workers; market adjustments for dental assistants, safety officers, and dispatchers; permanent increases in shift differential and weekend pay for Vet Med Center workers; and shifting a number of MOUs in the back of the contract into permanent contract language.

This contract is a start. However, our work is not done. This contract does not represent the full scope of what our workers deserve, and the wage increase in particular fails to recognize rising inflation and the reality of being overworked and undervalued. Still, we fought for, and won enough to take this agreement. We made a decision to accept a one year agreement in large part so that we can negotiate next year for the wage increases we need and deserve. We are ready to go back to the table in early 2022 to start negotiations for the next contract.

The only way we can win the wage increase we all deserve is by organizing and standing together. Management is well aware of our strength and it’s only when we demonstrate that we are activated and united that we push them to bring more money to the table. With the leadership of the Member Action Team we can and will win bigger next time. To get involved, reach out to the MAT member in your area or email [email protected].

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