Though no proposals were exchanged, last Wednesday, there were healthy conversations that led us to find some common ground. We began our session by revisiting management’s counter-proposals from last week for clarity.
We are not seeing eye to eye on Discipline and Bereavement.
Discipline: There are two particular parts of their counter-proposal that are cause for concern for us. First, why would an employee be put on a non-disciplinary suspension with pay? Management provided a hypothetical example of an employee with an ECRT (Equity, Civil Rights and Title IX) complaint could be placed on paid suspension during an active investigation.
Management’s counter-proposal uses the term, “undue delay.” This is a problematic term because it could give management the ability to move forward with a disciplinary action without the presence of union representation. For us that is a violation of our members’ Weingarten Rights. Our question was what does undue delay mean? Is this hours, a day or three days? We believe that waiting a day or two should be fine but beyond that is an undue delay. Management disagrees and feels that certain situations require an immediate response.
Bereavement Leave: While we acknowledge management made a slight movement in the right direction regarding bereavement leave for a pregnancy loss, management’s approach to this issue has sparked intense emotions for many UMMAP members. The loss of an unborn child is traumatic for parents, but many of us have had to report to work in the immediate wake. Our proposal for 3 paid days of bereavement leave is reasonable and compassionate. Our language is also inclusive, as it recognizes the pregnancy loss of a non-birth parent as well as a transgendered birth parent. If Michigan Medicine is going to live up to its core values of being a caring, inclusive, innovative healthcare system with integrity, it can start with valuing us as human beings.
We are seeking your testimonials. If you have experienced harassment, pregnancy loss or bias in the workplace, we invite you to share your stories here: UMMAP Testimonials.
Potential areas where we’ve found some common ground are:
ID Badges: We feel strongly about adding our credentials to our ID Badges. It could make a difference in our morale by recognizing our skills and education. Management stated that there is an SPG policy regarding ID Badges and they did admit that there are inconsistencies. We agreed that there needs to be a systematic approach for adding credentials.
Release Time: Management had questions about release time for UMMAP Officers. This would be based on whether an officer is 100% or 50% union release. An officer working part-time for the union would have an impact on their FTE appointment. Management wanted clarity on this, the length of their term and if their union work would be a set schedule. Our response was that it would be a fixed schedule over their two-year term.
Uniforms, Equipment and Personal Vehicles: This should be a simple and straightforward proposal that can be addressed in the Master Agreement. Management feels this should be addressed at the unit level.
UMMAP members are welcome to come attend our negotiation sessions. Our next session is Wednesday, May 22nd at the Kensington Hotel in Ann Arbor. To RSVP follow this link: UMMAP Bargaining RSVP.
In Solidarity,
UMMAP Executive Board
- Penni Toney (CT Technologist) – President
- Cheryl Bodmer (Surgical Technologist) – Vice President
- Amanda Mazzocco (CT Technologist) – Secretary
- Kate Robbins (Physical Therapist) – Treasurer
- Jennifer Kempfer (CT Technologist) – ADEPT Unit Chair
- Courtney Iwanicki (Registered Dietitian) – Behavioral Health Unit Chair
- Kelishia Burks (Medical Assistant Intermediate) – Medical Assistant Unit Chair
- Greg Mannarelli (Audiologist) – Rehabilitation Unit Chair
- Rodney Barber (Histotechnologist) – Laboratory Unit Chair
- Sarah Wilkin (Pharmacy Technician Intermediate) Non-Bargained For Employee Unit Chair
