Dec. 5, 2026 - MAPE & Minnesota State: Meet and Confer Highlights

1. Minnesota Paid Leave & Supplementation 

A primary concern for MAPE members is whether the system will allow employees to supplement the new Minnesota Paid Leave benefits with their own accrued sick or vacation time. 

• Management’s Stance: Leadership expressed concerns regarding the complexity of administration, specifically the risk of overpayment and the "lift" required by Workday. They noted that groups like MAPE are easier to manage than faculty (who take leave in half-days), but a final decision has not yet been made. 

• MAPE’s Position: We strongly advocated for our members, noting that since MAPE members at other state agencies can supplement, Minnesota State members deserve the same. We emphasized that "too difficult to administer" is not a valid excuse for denying members their benefits. 

• Outcome: Management hopes to provide a decision and formal communication very soon. 

2. Budget and Enrollment Updates 

• Budget Surplus: The November forecast showed a $2.5 billion surplus. While this is positive, a deficit is still projected for the 2028–29 biennium. 

• Legislative Strategy: Minnesota State is continuing to advocate for its biennial budget request. Despite the surplus, leadership does not anticipate a supplemental budget request this year, following the trend of the last decade. 

3. Workday Student & Finance Updates 

• Workday Student: The system is moving toward a "Workday First" approach, which includes migrating uAchieve functions directly into Workday. This will be a significant transition for campus staff. 

• Audit & Retro Pay: The fall audit is complete. Regarding the IFO contract, leadership expects retroactive pay to be processed after the first of the year. 

• Performance Management: Improvements are being made to job aids and performance management tools within Workday to replace old paper processes. 

4. Position Reallocations & "Wage Theft" 

MAPE raised serious concerns regarding the lag between when an employee submits a reallocation request and when the "clock" starts. 

• The Issue: Members are often performing duties above their classification for months or years without proper pay due to HR delays. 

• The Response: Management agreed that campus HR offices must turn these in immediately. They committed to taking this back to the HR community to ensure timely processing at the local level. 

5. Equity 2030 & Staff Fatigue 

Leadership provided an update on Equity 2030, noting themes of first-gen student focus and advising. 

• MAPE’s Concern: We questioned how these initiatives can succeed amidst layoffs (BESIs), resource constraints, and extreme staff burnout. 

• Management’s Response: They aim to make the process "meaningful but not cumbersome." Despite recent staff reductions in the Office of Equity and Inclusion, they insist the work will continue through new centralized roles. 

6. Toxic Work Environments & Retaliation 

MAPE leadership shared a formal statement regarding the increasing reports of toxic environments and retaliation from supervisors and HR departments. 

• Our Commitment: MAPE is actively collecting stories from members who have experienced these issues. 

• Management’s Response: Chancellor Olson requested a copy of the statement, and HR leadership committed to meeting with campus VP's to prioritize building trust and investigating specific concerns, such as the inappropriate use of Letters of Expectation. 

7. Campus Safety: ICE Raids 

With concerns rising regarding federal immigration enforcement, MAPE asked for clear protocols. 

• Protocol: Individual employees are not expected to make legal decisions or confront agents. If ICE appears, employees should direct them to campus security or the designated campus lead. 

• Resources: Most campuses have updated web pages with FAQs and resources. Management emphasized that student information remains protected under state and federal law and will only be released via legal subpoena.