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New Member Orientation
Transcript of New Member Orientation
Administrative Professional Association What is the MSU-APA? The Bargaining Unit at MSU for Non-Supervisory Administrative-Professional Employees What Is the MSU-APA? Bargaining Wages, Hours, and Terms & Conditions of Employment Primary Functions Defending Existing Contracts from Employer and Legislative Erosion Collaborating with Other Bargaining Units and Our Affiliates An Affiliate of MEA/NEA Advocate for Member Rights Democratically Elected Body Collaborative Member of the MSU-CLO Advocating for the rights of individuals, groups, and the entire membership Advising and Resourcing Members Who is the APA? 2,200+ Members 303 Job Classifications 200+ Buildings 4+ Campuses Research Assistant Administrative Assistant Greenhouse Manager Development Officer Accountant Pharmacist Labratory Technologist Engineer/Architect Counselor Information Technologist Library Assistant Physicians Assistant Systems Analyst Farm Manager Buyer Program Coordinator Communications Manager Secchia Center Grand Rapids Detroit East Lansing Olds Hall Erickson Hall IM West Cyclotron Vet Med Center MEA & NEA Connection Michigan Education Association: 150+ Thousand Members National Education Association: 3+ Million Members Services Professional Staff Legal Department and Services
Communication and Printing Services
Legislative Monitoring and Testimony
Crisis Funding & Additional Staff Support
Bonding and Insurance
Member Engagement and Education
Financial Products and Discount Programs
Support Staff and Office Services
Facilities, Offices, Meeting Space, Supplies, and Overhead Contract Negotiation and Defense
Member Advocacy and Defense
Advising Members Regarding Courses of Action
Investigation of Employer Policies and Practices
Researching Enhanced Benefits
Educational Training and Event Facilitation All Encompassing Services APA Executive Board President/Chairperson Maury Koffman
Vice President Nick Bourland
Secretary Aaron Ledger
Treasurer Deb Porter
Members At-Large: Ramiro Gonzales
Rachel Zakhem 5 members elected
3 year terms
Meet monthly at the APA Offices - typically the 2nd Tuesday at 2 pm Area Representatives Area A
Area E Information Officers
Welcome New Members
Serve as Part of Area Teams
Area Map Available at APA Website APA Member Engagement Saving Money
With Your Membership MEA Financial Services MEA/NEA Discounts Free Life Insurance MEA Financial Services MEA/NEA Discounts NEA Complimentary
Life Insurance Probation Special Provisions Retirement The Contract Market Place of Benefits Health Care & Raises Coalition of Labor Organizations Current Negotiations Next Steps Select Legislation
Affecting MSU Employees Contact Information Proposal 2
Protect Working Families http://www.msuapa.org 517/353.4898 1480 Kendale Blvd., Ste 300
East Lansing, MI 48823 email@example.com Complete Membership Application, if not already done
Sign Up for Life Insurance Policy
Call MEA Financial Services for a Free Quote
Watch Listserv for Announcements Reclassified to APA Accepted New Position Trial Period Interim Evaluation Accepted New Position Page 16, Article 8, Section 1 12 Months Probation
APA represents probationary employees in all areas except arbitration and dismissal. Position Reclassified to APA Ratified by Membership in October 2011 Contract Period: October 1, 2011 to September 30, 2015 Unalterable by Michigan Legislature While Current Guarantees "Just Cause" Just Cause Discipline under "just cause" must meet 7 tests.
Employee was Forewarned of Consequences
Related to Lawful, Standardized Rules & Procedures
An Effort was Made to Investigate
Fair and Objective Process
Based on Evidence
Reasonable Response Lacking a contract, all employees in Michigan are considered "At Will" and may be disciplined or dismissed for any reason. "Just Cause" establishes a fair, unbiased process to discipline and dismiss employees. Refers to a status change of the employee's existing position. The employee did not bid on a new position.
No Probation Period!
New as of 2011-2015 contract Page 27, Article 15, Paragraph 112 Trial Period Interim Evaluation Page 16, Article 1, Paragraph 54 Required after 6 months of service
Opportunity to engage in dialogue and make adjustments to duties and expectations. Page 16, Article 8, Section 2 Established by Agreement Negotiated in Conjunction with the Coalition of Labor Organizations CLO Agreement in effect until December 31, 2013 2012 Raise: 1% to Base + 1% Lump Sum 2013 Raise: 2% to Base 100% Employer Paid Premium for BCN Joint Health Care Coalition Comprised of CLO Members, Administration, Faculty Senate, Graduate Employee Union, and Union of Non-Tenure Faculty Meets every 2 weeks to discuss health care issues. Michael Braem
Timo Vasquez 6 months in length
Employees may return to previous position or a comparable one if the new position is not a good fit.
Arose out of concern that employees changing positions would risk another full probation. Collective of MSU bargaining units that negotiate wages and health care together as a stronger body.
Includes APA-MEA, CTU, APSA, AFSCME-1585, AFSCME-999, FOP-181, IATSE-274, IUOE-324. GEU-AFT and UNTF-AFT caucus with CLO but do not share in the joint agreement. Page 42, Article 18 Grades 8 - 11. Hours in excess of 40/week must be paid at rate of time and one-half. The employee may choose pay or compensatory time.
Grades 12 and above. May not receive overtime, but can be compensated at a straight time rate with unit administrator approval.
Health care delivery facilities using bi-weekly schedules calculate time as an 80 period.
Holidays may be considered in calculation of overtime. Time for sick, vacation, personal, etc. absences may not be used to "pyramid" calculation of overtime. Overtime Overtime Time off accrued in lieu of over/excess time payment.
Choice of pay or compensatory time is at the discretion of the employee. APA always encourages payment over time accrual.
Employees are encouraged to evaluate whether or not they will be able to take the time off at a future date before accepting it over payment.
Compensatory time is managed through a similar process as vacation and should be recorded in the time system. Compensatory Time Applies to Grades 8 - 11
If an employee is required to perform emergency duties outside normal schedules and without prior notification, the employee will receive a minimum payment of 3 hours pay at a rate of time and one half.
Applies to "remote" work such as logging into servers and answering phone calls as well as work performed at a MSU facility.
New to 2011-2015 Contract Call-In Pay Applies to Grades 8 - 11.
APA members receive 1 hour of pay at straight time for every 24 hours scheduled as standby status.
Employees required to report for work will receive actual time at a rate of time and one-half or a minimum of two hours, whichever is greater.
Standby status is a common concern to many areas involved in IT, housing, or medical practices.
New to 2011-2015 Contract Standby Pay Compensatory Time Call-In Pay Standby Pay 403(b) Base Program: Employee contributes 5% base pay and Employer contributes 10% base pay.
No vestment period.
403(b) Base Program participation is required after age 35. APA recommends participation for those under the age of 35.
457(b) Supplemental Plan: Optional supplemental, tax deferred retirement program Post Retirement Health Care:
Hired prior to July 1, 2010 - remains the same as prior agreements.
Hired post July 1, 2012 - receive a 2.5% of base pay lump sum addition to 403(b) plan after 60 months of service. A 0.5% base pay lump sum contributions will occur each year following. After 121 months of service, contributions switch to monthly and increase to 0.75% base pay. "Market Place" began in October 2012 in response to a need for a greater selection of payroll deductible services.
Members may enroll in various services such as a vision plan, pre-paid legal, long-term care, and other insurance options.
The service was implemented without prior agreement of the MSU labor organizations and continues to evolve to meet member needs.
Previous and current payroll systems have had difficulty adding payroll deduction programs."Market Place" allows for a middle management of services to be recorded as a single deduction line Questions regarding the contract or MSU HR policies and procedures.
Advice regarding difficult work situations and supervisors.
Received an unsatisfactory evaluation or in a Performance Improvement Plan.
Undergoing discipline or called to a meeting where discipline is a potential outcome.
Probation/Trial period difficulties
Received notice of layoff or termination.
Denied medical claims, disability, or other benefits. When to Contact APA Weingarten Rights If this discussion could in any way result in my being disciplined, I respectfully request that my union representative be present at the meeting. Prior to an investigatory interview, I wish to be informed of the subject matter of the interview. Following such disclosure, I am requesting a pre-interview conference with my union representative. Non-profit corporation dedicated to financial services needs of MEA members
Provides competitive services an comparisons for:
Home/Auto owners insurance
Tax deferred annuities and mutual funds
Life and long-term care insurance
MEA credit cards
Call 1-800-292-1950 or visit www.meafs.com Visit the Members Only section at www.mea.org and www.neamb.com to find discount opportunities on dining, shopping, travel, wireless plans, entertainment, and many more goods and services. Provided at no cost to Active, Staff, Reserve and Life members
Up to $1,000 of term life insurance
Up to $5,000 of accidental death and dismemberment coverage
Up to $50,000 of AD&D insurance for any covered accident that occurs while on the job or serving as an Association Leader
$150,000 of life insurance for unlawful homicide while on the job
What's the catch? None, except that you must call a toll-free number to register. Call 800-637-4636 NEA Educators Employment Liability Program The EEL program is a professional liability insurance program which NEA provides to you as a $1 million benefit of membership. The program is totally dues-funded; members pay no separate fee. It is designed to protect association members -- whether classroom teachers or support professionals -- from personal financial liability for most incidents arising out of their educational employment activities or duties. New Member Welcome Visits: ARs, officers, and board members visit new members each months
New Member Orientation: Occur every 4 - 8 weeks for new members
APA ListServ: APA's official announcements, newsletters, and surveys from "Maurice Koffman"
Lunch & Learn: Presentations on select topics every 4 - 8 weeks.
Community Lunch: Information forum lunches are being offered in buildings with high concentrations of members (50+)
Annual Membership Meeting: APA's annual Fall general business meeting
All Member Canvass: Project to solicit the perspectives of all members about their working environments
Annual Member Picnic: Conducted each May/June for members and their families
APA Lugnuts Family Day: August family oriented day at a Lansing Lugnuts Game
Other Activities are constantly being planned PERA PA 152 PA 297 PA 45 PA 54 This law places a limit on public employer contributions to medical plans offered to public employees. It establishes a hard cap for employer contributions currently set at $5,500 for single subscriber, $11,000 for employee plus spouse, and $15,000 for full family. The employee would pay the amount in excess of the hard cap.
A hard cap is the default choice for the employer. The employer can also vote to elect to a percentage contribution that is no greater than 80% of the medical plan expenses. Therefore, 20% of the cost would be borne by the employee. A public employer may not provide medical or other fringe benefits for an unrelated individual residing in the same residence as the public employee. If MSU was forced to comply, it would prohibit Other Eligible Individual (OEI) benefits. Prohibits graduate student research assistants at any university from organizing as a labor union. Upon expiration of the collective bargaining agreement, the employer incurs no additional costs for wages and healthcare. This bill prohibits retroactive wage increases, salary step progressions (or progression level increases) and increased medical premium until a subsequent agreement is reached. Therefore, the pressure is on the employee to settle a contract. Legally, this new bill does not currently apply to MSU employees due to the status of MSU as a constitutionally created university. However, if there are changes in the interpretation of that law, this law could impact MSU employees upon expiration of the joint wage and health care agreement in 2013. Page 42, Article 18, Paras. 146 - 150 Page 42, Article 18, Paras. 146 & 150 Page 42, Article 18, Paragraph 151 Page 42, Article 18, Paras. 152 - 153 Pages 78-79, Article 43 Paragraph 340 Paragraph 52 Seniority Service months are calculated based on University start date and percentage of employment.
Longevity pay begins after 6 years of service.
Vacation accruals increase at 60 & 120 months.
Recall rights & layoff transition payments increase with years of service. Non-General Raises The contract specifies minimum salaries but no maximums
Annual Progression Levels (APLs) trigger annual 3% raises in addition to general raises until the APL salary amount is reached.
Off-cycle merit increases are possible at the discretion of the department. Paragraph 59 Paragraphs 60 & 122 Paragraphs 245-252 Paragraph 165 http://protectworkingfamilies.com http://www.msuapa.org/wp-content/uploads/2012/05/APA2011-2015.pdf The Public Employment Relations Act (PERA) is the reason you, as a public employee, have a contract of negotiated wages, hours, terms and working conditions at MSU. This law was passed in 1947 and amended to include public employees in 1965. It was signed into law by Governor George Romney. The primary point of the law was to ensure a fair and consistent process of discipline and allow public employees to bargain collectively. http://www.legislature.mi.gov/documents/mcl/pdf/mcl-act-336-of-1947.pdf MEA Staff Melissa Sortman, UniServ Director
Heather Traxler, Field Assistant APA/MEA/NEA-PAC The MEA and NEA Political Action Committees are separate organizations from APA/MEA/NEA, dedicated to furthering the interests of the union members.
Law forbids the mixing of union dues and PAC funds.
Union dues are never given to political candidates.
All PAC funds are donated by APA/MEA/NEA members to support screened and approved candidates.
Candidates are screened and reviewed by a PAC member panel on positions regarding education and collective bargaining.
Both Democratic and Republican candidates are recommended. Fairer, Safer Working Environment Working together to find solutions The secret of power is organization You may not be interested in politics, but politics are interested in you Standing Strong A fair days wages for a fair days work