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

MOU Union Activist/Supervisor Orientation

The Employer and the Union agree to the following discussion agenda for supervisor-union activist orientation.

The supervisor, Union Activist (steward or officer or committee member), appropriate Human Resources Department Representative, and Union Representative shall meet and review the contract provisions on Article 21, Settlement of Disputes; Article 22, Discipline; Article 31, Union Rights; and Article 3, University Labor Management Committees. Application of these provisions to the Union Activist's specific work situation shall be clarified in the following aspects:

  1. Who shall be notified of grievance or disciplinary meetings? In that person's absence, who should be notified of such meetings?
  2. Who should be contacted to request Union leave? In that person's absence, who should be contacted?
  3. What form should above notification take, such as, oral 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 Union Activist shall give notice immediately when grievance meetings or discipline meetings are scheduled.
  2. The Union Activist will make known to the appropriate Human Resources Representative the preferred meeting times for his/her work area, and the meeting times to be avoided, if possible.
  3. The Union Activist 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 that the Union Activist is not in sole control of grievance meeting scheduling and will accommodate time off in unavoidable conflicts.
  5. 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.
  6. After the meeting, it is desirable to document in writing the specific understandings reached. The parties understand this does not abrogate either party's rights under the Collective Bargaining Agreement.