University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

Appendix E Discussion Agenda for Supervisor-Unionist Orientation

The supervisor, steward or officer, Human Resources Representative and Union Representative, shall meet and review the contract provisions on Article 8, Union Leave; Article 20, Section 6, Union Representation; Article 21, Sections 5 and 6 and Article 22, Section 1. Application of these provisions to the unionist's specific work situation shall be clarified in the following aspects:

  1. Who shall be notified of grievance of disciplinary meetings? In that person's absence, who should be notified of such meetings?
  2. Who should be contacted to request Union leave under Article 8, or paid time away from work under Article 22. In that person's absence, who should be contacted?
  3. What form should above notification take, such as, request in time book, oral notice, or written notice?
  4. What are the highest activity time periods in the work location? What are the lowest activity time periods in the work location?
  5. What provisions will be made for phone calls and messages?

It is understood the Union and employer may not have total agreement on the degree to which union rights must be accommodated in every situation. However, the parties do agree on the following points:

  1. The Unionist shall give notice immediately when grievance meetings or discipline meetings are scheduled.
  2. The unionist will make known to Human Resources the preferred meeting times for his/her work area, and the meeting times to be avoided, if possible.
  3. The unionist will request union leave as much in advance as possible, as soon as the need is known, and in periods of low activity, to the extent possible.
  4. The Employer recognizes meetings may be on relatively short notice and will attempt to accommodate time off.
  5. The Employer recognizes the unionist is not in sole control of grievance meeting scheduling and will accommodate time off in unavoidable conflicts.
  6. The Employer recognizes employees may contact unionists by phone and agrees to accommodate reasonable phone contact for the unionist.
  7. The parties agree that the joint goals of providing union representation to employees and completing the work of the Employer shall be pursued in a positive problem‑solving manner.

After the meeting, it is desirable to reduce to writing the specific understandings reached. The parties understand this does not abrogate either parties' right under the Collective Bargaining Agreement.