8/20 Offer Summary

Longer orientation times (45 minutes vs 30 minutes)
60 days’ advance notice of contact information for individuals responsible for scheduling orientations at the department level (relative to 45 days’ notice in current contract).
Units shall endeavor to schedule the GEO portion of orientations during new employee orientations. If this is not possible, GEO will choose whether its presentation takes place before or after the orientation.
GEO portion of orientations shall happen between 8:00am and 7:30pm.
GEO portion of orientation shall be included in writing on department orientation agendas, and these agendas shall be sent to GEO two business days’ in advance (subject to advanced request by GEO).
GEO portion of orientations shall be scheduled in the same room as the other portions of new employee orientations, or with directions provided to a different room in the same building if scheduling in the same room is not possible.
For departments using online CRLT orientations, GEO will be allowed to schedule up to two in-person meetings with new employees in those departments.
UM will provide a total count of employees who view the optional GEO module on the CRLT canvas page. Additionally, the GEO module will be listed first among the optional modules on the CRLT canvas page.

Bulletin Boards

GEO shall have access to 20 bulletin boards distributed across the 3 UM campuses as follows: 10 bulletin boards on the Ann Arbor campus, 5 bulletin boards on the Flint campus, 5 bulletin boards on the Dearborn campus.
Locations of these bulletin boards shall be mutually agreed upon by the University and GEO.

Printing and Publication of Contract

GEO and UM will share the cost of printing 300 copies of the contract (relative to 500 copies in current contract).

Article VII: Information Reports

UM will add enrolled department and program type to the weekly bargaining unit information reports distributed to the Union.

Article VIII: Job Security

Enrollment

Employees may reduce their minimum enrollment requirement from 6 credit hours to 3 credit hours with written approval from their graduate faculty advisor. If the Employee only needs one, 3-credit-hour course to graduate, then written attestation from the Employee is sufficient to reduce the enrollment requirement.

Voluntary Resignation

If an employee indicates that they wish to voluntarily resign from their position, their employing department must provide written notice to the Employee that resignation may result in the termination of their benefits and tuition waiver, and describe the leave options available to the employee.
If an appointing unit has lost contact with an employee, the unit must notify GEO. The unit may begin the termination process 5 business days after notifying GEO. The Employee may retroactively apply medical leave following termination so long as the leave is within the term of their appointment.

Article IX: Job Postings, Distribution of Postings, Notification, and Hiring Procedures

Job Postings

Each unit will post up-to-date information regarding their hiring procedures on their websites.
UM will host a webpage describing the share of masters students in each appointing unit who obtain GSI/GSSA positions in the Fall/Winter terms, to be updated annually. Appointing units will post a link to this webpage on their websites.
Job postings shall include information about required availability outside of normal working hours (e.g. field trips, additional class sessions). If this information is not available at the time of posting, the posting will include an estimate of the number of hours of required availability outside normal working hours.
“Limited availability positions”, which are available only to students currently enrolled in the appointing unit, shall be prominently labeled as such on the UM hiring website.
Hiring units will not require students to submit application materials through any system separate from the University job postings website.
First-round applications shall require only a statement of interest, a resume/CV, transcript(s), teaching history and evaluations, and a ranking of multi-position applications where relevant. This provision does not apply to teaching positions in a studio course.
Postings will state clearly when the instructor prefers that an applicant have taken the class previously.
Appointing units will specify the share of positions in a multi-position posting that are reserved for students enrolled in the appointing unit, when that information is available.
Postings will include the number of applications received for that position in previous terms, when that information is available.

Notification

Unsuccessful applicants will be notified within 10 business days after the position they applied for has been filled.
Successful applicants shall receive written notice of the 20-hour work week cap for international workers on F-1 and J-1 visas, along with contact information for the international student center.

Article X: Salaries

Ann Arbor, Dearborn, and Flint Salaries

8%/6%/6% raises for Ann Arbor.

Year 1 FTE salary: $25,979
Year 2 FTE salary: $27,538
Year 3 FTE salary: $29,190

3.5%/3.5%/3.5% raises for Dearborn

Year 1 FTE salary: $24,897
Year 2 FTE salary: $25,768
Year 3 FTE salary: $26,670

9.3%/9.3%/9.3% raises for Flint

Year 1 FTE salary: $22,325
Year 2 FTE salary: $24,401
Year 3 FTE salary: $26,670

Visa fee reimbursement

One-time reimbursement of Machine Readable Visa (MRV) fee, within the first 4 terms of GSI/GSSA employment.

Bonus

$1000 bonus to Fall ‘23 GSIs/GSSAs on all three campuses, or $500 to F23 GSIs/GSSAs and $500 to W24 GSIs/GSSAs. Distribution of bonus is left to the discretion of GEO.

Article XII: Child Care

Child care subsidy eligibility expansions

Out-of-state eligibility for specific programs where GSIs/GSSA teach at fieldwork sites - sites to be listed out. The Employee would be responsible for providing OFA licensing information for the facility.
Prorated award if the Employee applied for student subsidy and was found ineligible at the beginning of the semester but circumstances change during the semester.

Child care subsidy amount

Increases in the amount of child care subsidy per term:

One child: $2,940 → $3,567
Two children: $4,310 → $5,230
Three or more children: $5,682 → $6,896

Article XIII: Leaves

Parental/Childbirth Leave

6 weeks’ additional paid leave for birthing parents, on top of existing 6 weeks’ paid parental leave
Parental leave expanded to include adoption/fostering/legal guardianship of children between the ages of 6 and 18

Daycare/School Closure accommodation

Employees shall be entitled to 3 days’ paid accommodation for unanticipated school/daycare closures. Accommodations shall include arranging for a replacement instructor or the ability to move a course online. Choice of accommodation shall be left to the discretion of the appointing unit.

Article XVII: Class Size

Class Size

Department shall post class size policies on their websites by January 1, 2024

Combined Appointments

GSIs will not be assigned more than one course in a single appointment, unless the courses are within the same department, have the same instructor, or when one or more of the courses are private studio instruction

Article XIX: Employee Training

Employee Training

The University shall send one email to Employees per term with a detailed explanation of the process for obtaining both student and employee disability accommodations, starting in Fall 2023.

Faculty Training Resources

The University shall publicly post information regarding the accommodations process for students and employees, as well as information on disability culture, on its website.

Article XX: Tuition Waiver

The University shall reduce the share of tuition that Employees at low fractions are responsible for paying as follows:

.087: 59% → 56%

.137: 49% → 46%

.187: 39% → 36%

Article XXI: Employee Rights

Work Hours

All group work sessions shall end by 11pm, unless an employee is proctoring an ADA-accommodated exam. In that case, the work session shall end by midnight, and the employee shall be reimbursed for additional costs incurred for transportation home. This provision does not include performances or rehearsals.
2 business days’ notice required for meetings between 9am-6pm on weekdays. 1 week’s notice required for meetings outside of 9am-6pm on weekdays. This provision does not apply to “urgent meetings” that would have a material impact on instruction or student learning outcomes.
Mandatory meetings cannot take place during recesses of the University, including Fall Break, Thanksgiving Break, MLK day, Winter Term Break, Memorial Day, and Independence Day.
No required meetings can take place outside the term of a GSIs appointment or after the grading deadline.
All of the above provisions do not apply to orientations, training, or meetings in preparation for the term, though meetings in preparation for the term shall require 3 business days’ notice.

Article XXII: Policies and Procedures for Employees with Disabilities

Accommodations Procedure

Decisions regarding interim accommodations shall be issued within 10 business days. Interim accommodations shall be available for no fewer than 30 days, and shall not be discontinued without consultation with the appropriate central office.

MOU IV: International Graduate Student Training

Attendees of the August ELI 994 course will receive up to $50 reimbursement per day for food, insurance, and other costs (up from $45 per day in the current contract). The University will make every effort to provide reimbursement within 30 days after the end of the course.

MOU V: Mental Health Co-Payments

Reduction in annual copay cap for mental health, behavioral health, and substance abuse services from $500/individual and $1000/family to $450/individual and $900/family.

MOU X. Required Disclosure of Felony Charges and/or Felony Convictions

GEO will be notified when an employee discloses a felony charge or conviction upon entry into the bargaining unit. The identity of the employee will be withheld.
Employees shall be notified of their right to Union representation at all discussions or hearings regarding the disclosure.
Employees will not be required to re-disclose felony charges or convictions they have already disclosed if they re-enter the bargaining unit.

MOU XI. Speech Language Therapy for the Treatment of Gender Dysphoria

Gradcare will cover up to 60 speech language therapy sessions (increased from “up to 15” in current contract).
Employees will not be required to obtain a referral from their primary care provider, but preauthorization from BCN will be required in order to obtain coverage for care.

MOU XVII: Laser Hair Removal for the Treatment of Gender Dysphoria

Pre-authorization will no longer be required to obtain coverage for laser hair removal for the treatment of gender dysphoria

New MOU: Special Conference for Review of Gender-Affirming Coverage

Series of 3 special conference meetings to be held during the 2023-24 academic year to discuss:

WPATH Standards of Care 8 Implementation (specifically removing provider letters, history of hormone replacement therapy, history of living in a gender congruent role as prerequisites for receiving gender-affirming care)
Additional topics, which the parties will make a good-faith effort to discuss:

Out-of-network coverage for gender affirming care
Types of transfeminine top surgery procedures covered under grad care
Eligibility of non-binary individuals for coverage of transfeminine top surgery

Meeting timing:

First meeting (1 hour) to take place before Dec 15, 2023
Second meeting (1 hour) to take place before Feb 24, 2024
Third meeting (2 hours) to take place before the end of term. Parties may submit information for review prior to this meeting.

Attendees will include:

GEO contract administrator
AVP of Human Resources
Chair of the Medical Benefits Advisory Committee
Up to 5 GEO representatives

New MOU: Gender-Affirming Care In-Network Providers

GradCare will cover in-network BCN providers throughout the state of Michigan for all Gender-Affirming Care services starting January 1, 2024.

New MOU: ICD-11 Implementation

University commits to maintaining continuity of coverage when the relevant diagnosis for gender-affirming care changes from “gender dysphoria” to “gender incongruence” (anticipated following the implementation of ICD-11 in 2025).

UM also commits to holding a special conference at the request of the Union following ICD-11 implementation to discuss continuity of coverage and care.

New MOU: Expanded Coverage of Gender-Affirming Services

GradCare will cover transfeminine top surgery and facial masculinization surgery effective Jan 1, 2023. These services will not be subject to a lifetime maximum for coverage.

New MOU: GSSAs for Disability Culture and Accessibility

UM will employ 2 GSSAs during the Fall and Winter terms through the term of the contract to perform administrative, counseling, and/or educational duties related to accessibility and disability culture. The GSSAs will report to the Vice Provost for Graduate Studies and Vice Provost for Equity and Inclusion.

New MOU: International Graduate Worker Assistance Fund

UM will establish a fund totalling $20,000 annually to support IGSIs in maintaining legal working status. Each applicant will be eligible for up to $1,000, to cover administrative fees, legal fees, and travel/accommodation expenses associated with obtaining or renewing their visas.

New MOU: Transitional Funding Pilot Program

UM will establish a transitional funding pilot program for the life of the agreement that will provide up to one semester of funding to help bargaining unit members transition out of abusive, discriminatory, and/or harassing workplace relationships. These relationships will include supervisor-worker or colleagues within an Employee’s GSI/GSSA employment.
Requests must be submitted in writing to the contract administrator in Academic Human Resources. They will be reviewed by a committee including the contract administrator, a representative from ECRT, and a designated representative from the employing school or college.
If the content of the request rises to the level of a required ECRT disclosure, the contract administrator will file a report with ECRT. The employee will not be required to participate in any subsequent Title IX investigation, nor will funding be contingent on their participation.
A committee will be convened at the end of the term of the agreement to determine whether the pilot program will continue. The committee will include at least one representative from GEO.
The transitional funding program will be expanded to cover all grads, including those outside the bargaining unit, by the end of the 2023-24 academic year (see “transitional funding program side letter”).

New MOU: Health and Safety Protections

GSIs may request that students wear masks in their classrooms and may request to teach remotely due to health and safety concerns.
GSIs/GSSAs will be allowed to bring in their own portable air filtration devices to their workplaces, subject to building code restrictions.
Immunocompromised GSIs/GSSAs will be provided high-quality masks and a one-time mask fitting as a reasonable accommodation. Half-face respirators will also be available as an accommodation if approved by an EHS/OHS physician.
UM must notify GEO prior to changing COVID policies.

New MOU: Physical Therapy Copayments

Annual copay cap of $500/individual and $1000/family for physical therapy visits.

New MOU: ADHD/ASD Coverage

Guaranteed coverage of evaluation and standard medical care for diagnosis and treatment for ADHD, ASD, and neurodevelopmental conditions.

New MOU: Reproductive Healthcare

Guaranteed coverage of medical and surgical abortions at levels 1, 2, and 3 with $30 copay, subject to applicable local law.

New MOU: Special Conference on Disability Accommodations

3 separate special conference meetings for no fewer than 3 hours each to discuss current policies and content regarding disability accommodations training.
Attendees will include:

GEO contract administrator
Representative from the designated central office
Representative from the Services for Students with Disabilities Office
No fewer than 5 GEO representatives

New MOU: Special Conference on Disability Infrastructure

3 separate special conference meetings for no fewer than 3 hours each to discuss campus infrastructure, including a digital map of campus, building signage, and paratransit.
Attendees will include:

GEO contract administrator
Representative familiar with facilities and operations
Representative from the designated central office
Director of Disability Equity and ADA coordinator
No fewer than 5 GEO representatives

Side Letter: Rackham Plan

Side letter from Provost McCauley guaranteeing continuity of the Rackham Summer Funding plan under its current structure for the life of the contract, plus expansion to the Dearborn campus by Summer 2025.

Side Letter: Transitional Funding Pilot Program

Side letter from Provost McCauley guaranteeing the expansion of the transitional funding pilot program to cover GSRAs and grads on fellowship by the end of the 2023-24 academic year.

Verbal Agreement: Ono Statement on Unarmed, Non-Police Emergency Response Program

Commitment in writing that, following ratification of the contract, President Ono will make a statement in support of an unarmed, non-police emergency response program available to members of the UM community, informed by what the City of Ann Arbor is putting into place.

Waiver

Retrospective non-retaliation clause for individuals who participated in the Winter Term 2023 strike. This clause does not apply to withheld pay.

Strike End

GEO will end the strike upon ratification of the agreement
UM will no longer require attestation forms or documentation for medical leave following the conclusion of the strike, but retains the right to implement these policies in the event of a future strike.
UM will resume dues deductions via payroll following the conclusion of the strike.
GEO to withdraw the following grievances with prejudice:

University Policies Grievance
Withheld Pay Grievances
Strike Pay Grievances

GEO to issue a press release upon ratification detailing terms of agreement and resolution of the strike, with an explicit instruction for all employees to resume job duties.
UM will withdraw its petition for fact finding
Both UM and GEO waive their right to sue each other for damages related to the strike, including wages for striking employees.

Errata

Agreement to continue MOUs I, III, VI, VII as is
Strike sentence in MOU VIII regarding implementation timeline for e-signatures for dues authorization
Strike MOUs XII, XIII, XIV, XV, XVI