What is happening with Paid Family Medical Leave from the Union’s perspective?
To date, and over the course of three bargaining meetings concerning PFML, the APA, along with sister-unions MCCC and MSCA have only agreed about process of notifying employees of the impending deduction from their bi-weekly pay.
No Massachusetts state-employee bargaining unit has agreed to or signed off on the payment split (state vs. employee on either Medical Leave <60/40> or Family Leave <100% employee>). The Coalition of BHE unions has offered that the Employer (state of Massachusetts) pay 100% of the cost of this “insurance”. We have additionally offered that the State could then collect the benefit, should an employee apply.
The reason for the reticence to agree upon terms is that we, as state employees in Higher ED, actually enjoy a better benefit than what is being offered – through our Sick Leave accruals and the potential to use Sick Leave Banks. We seek to be exempted from this program.
The difficulty comes when not all “employees” of a given Employer (in this case, the State of Massachusetts) are offered the same benefit. If everyone is NOT entitled to the same benefit, then the Employer and its workforce cannot be granted an exception. We’re diligently arguing about this point. Within Higher Ed, our part time employees do not have the same benefit, nor do other agencies of the state. If necessary, this argument will continue into the individual contract bargaining sessions.
Although we have not signed off on the terms of the payroll deduction, because this new program is LAW, the deductions began on the October 4 pay week. And yes… we know and have filed against the state… for deducting this tax from a pay period that included September.
What is the process for changing APA member job Descriptions?
A. (Please refer to Article III, (Workload of Administrators) Section A (Duties and Responsibilities: Job Descriptions) for complete details.
In a nutshell, the APA Agreement stipulates that every administrator shall have a written job description. Every member should have received a copy of the written job description upon hire, at the midpoint of the provisional period of service (6-months review) and it should be reviewed and acknowledged at each annual evaluation cycle.
As duties and responsibilities grow and change, it is important to make sure these alterations are documented in the latest job description. The President or his/her designee at an Institution may amend or alter a job description, to reflect changes in the organization or department. These changes must be explained and presented to the employee prior to implementation. This includes providing a written copy of the altered job description. The employee is granted seven (7) working days to request a meeting with the President or his/her designee to voice any objections to the altered job description. The President has fourteen (14) calendar days in which to respond.
Employees can only be evaluated on items present in their current job description.