DEED Supplemental Opener March 24, 2023 Proposals

Publish Date
Committees
DEED

MAPE/DEED Supplemental Negotiations
March 24, 2023

MAPE PROPOSALS


U1. Reallocation

Article 15 of the Master Agreement shall be supplemented and/or modified as follows:

Reallocations. Class seniority for employees whose positions are reallocated to an equal or lower class after July 1, 1981, shall include service in the class from which they were reallocated, regardless of whether or not the class is a related class in accord with this section.

When an employee is reallocated to a higher class, their seniority date and effective date of pay increase shall be based on the date of acceptance of the reallocation application by the Appointing Authority.

Reallocations shall be processed, a decision determined, and the decision communicated to the employee within 90 days of acceptance of the reallocation application by the Appointing Authority.

 

U2. Parking

Article 18 Expense Allowances, Section 8. Parking, shall be as modified as follows:

Section 8. Parking. Any parking increase to the employee in a state-owned lot shall be limited to the actual cost increase. The Appointing Authority and the Association agree to continue a meet and confer process regarding parking and transportation costs.

At the sole discretion of the Appointing Authority, employees who normally are not required to travel on State business may be reimbursed for parking at their work location on an incidental basis when they are required to use their personal or a State vehicle for State business, and no free parking space is provided.

In addition, employees shall be reimbursed by the Appointing Authority up to $500 a year for parking or transit expenses related to their commute. Reimbursement for parking or transit shall be submitted within 90 days of the expense occurring.

 

U3. Workload, Mentor, and Intern Host differential Pay

Article 24 of the Master Agreement shall be supplemented and/or modified as follows:

Workload, Mentor, and Intern Host differential Pay

When any MAPE staff take on additional duties, as outlined below, they shall be granted differential pay according to the following structure.

Workload Differential: When a vacancy occurs on a team that results in additional work beyond what is normally expected of the employee. The employee shall receive a pay differential of $0.50 per hour until the vacancy is filled and workload is returned to normal levels.

  • Mentor Differential: When a new staff is hired and a current staff is assigned as mentor, the mentor shall receive pay differential of $1.00 per hour for hours that they spend actively providing training and mentorship to the new staff. Differential pay shall not exceed 120 days post hire of new staff.

  • Intern Host Differential: When an employee hosts an intern, they shall be provided a pay differential of $1.00 per hour for each hour they are actively engaged with the Intern. Differential pay is active only during the assigned dates of the internship.

 

U4. Hiring Bonus and Equity Adjustment/Reallocation

Article 24 of the Master Agreement shall be supplemented and/or modified as follows:

Hiring Bonuses and Incentives

When the appointing authority offers a hiring bonus or incentive, they shall conduct a wage review of current MAPE staff under this classification. This review shall be done to ensure pay equity between employees in that class. In the event of inequity, the Appointing Authority shall either offer an equity adjustment and/or reallocation of staff to close the disparity. The Appointing Authority shall inform the employee(s) about the status of this review and its final determination.

 

U5. Telework

Article 27 of the Master Agreement shall be supplemented and/or modified as follows:

  1. Office assignments

    1. The Appointing Authority shall work cooperatively with the employee to determine a primary work location that is mutually satisfactory.

      1. The Appointing Authority shall meet at an employee’s request to review the current office location and determine if that assignment is practicable for the employee's work-related travel.

      2. If a request to change office location is denied, upon request of the employee, the Appointing Authority shall provide the employee with the reason(s) for the denial. The denial may be appealed.

      3. An employee’s primary work location shall not be modified without employee consent.

  2. Telework denials

    1. A request for telecommuting full-time shall be approved, unless the Appointing Authority can clearly and convincingly demonstrate that the position cannot telecommute. 

    2. The Appointing Authority shall provide the employee with the business reason(s) if telework is denied, which may be appealed.

    3. Telework requests shall not be used as punishment, reward, or part of performance management by the appointing authority.

  3. Workgroup on Telework Issues

    1. The appointing authority shall establish a workgroup with the association to meet and discuss issues pertaining to telework.

 

U6. Student loans

Student Loan Payment Reimbursement.

Employee Request and Discretionary Approval. An employee may request, and the Appointing Authority may approve reimbursement for the employee’s student loan payments, made on their outstanding student loan balances.

Eligible Payments. To qualify for this reimbursement, the student loan payments must be made by the employee after the effective date of this agreement.

Eligible Student Loan Debt. The employee must have current student loan debt and have been employed by the Agency for at least 18 months.

Exclusion. Student loan reimbursement payments cannot be applied to Continuing

Education Units required to maintain an employee’s license or credentials.

Payment Amounts. Student loan reimbursement payments shall not exceed five thousand dollars ($5,000) per calendar year per employee, up to twenty-five thousand dollars ($25,000) in total payments.

Employee Retention Requirement. Employees approved to receive a student loan reimbursement must remain actively employed for one (1) year after disbursement.

Employees who voluntarily leave the position or separate from state employment sooner than one (1) year after receiving such payment shall be required to repay the student loan reimbursement received the previous year on a pro-rated monthly basis.

Disbursement. Loan reimbursement payments may be disbursed once or twice yearly, in accordance with a disbursement schedule determined by the Appointing Authority.

Documentation of Student Loan Payments Required. Documentation that the amount dispersed has been applied to the student loan will be provided to the Appointing Authority within sixty (60) calendar days of the disbursement.

Failure to provide required documentation of payments. If the employee does not fulfill the reporting requirement, they shall be required to repay the total amount.

Rights. This provision is not subject to the grievance or arbitration process.

Effective: This provision becomes effective upon the contract’s successful ratification by the legislature and will sunset upon the ratification of the 2023 – 2025 contract. Any employee who received Student Loan Repayment under the terms of this section remains obligated to the payback language if they leave the position or separate from state service, even if this pilot is discontinued in subsequent contracts

 

MEMORANDUM OF UNDERSTANDING
BETWEEN
MINNESOTA ASSOCIATION OF PROFESSIONAL EMPLOYEES
AND THE
MINNESOTA DEPARTMENT OF EMPLOYMENT AND ECONOMIC DEVELOPMENT

 

This Memorandum of Understanding (“MOU”) is made and entered into this                  day of                                  2019 23 between the Minnesota Department of Employment and Economic Development (hereinafter “Employer”) and the Minnesota Association of Professional Employees (hereinafter “the Association” or “MAPE”).

WHEREAS, the Employer and MAPE have a mutual interest in creating a transparent process for leave requests before and after holidays;

NOW THEREFORE, the parties hereto, acting through their respective agents, do hereby agree to modify the following provisions of the Labor Agreement between the Employer and the Association (“Agreement”), as follows:

Article 10 - Vacation Leave, Section 3. Vacation Period

Leave requests for each workday surrounding holidays for the employees in the Unemployment Insurance Call Centers will be accepted following a schedule published by the Appointing Authority during the first full week of the new calendar year. Holidays that will be subjected to this schedule are New Years’ Day, Martin Luther King Jr. Day, Presidents’ Day, Memorial Day, Juneteenth, July 4th, Labor Day, Veterans’ Day, Thanksgiving, and Christmas.

The Appointing Authority shall use the following monthly schedule:

Holiday

Month

Labor Day

February

 

Veterans’ Day

April

Thanksgiving

April

Christmas

May

New Year’s Day (following year)

June

Martin Luther King Jr Day (following year)

June

Presidents’ Day (following year)

July

Memorial Day (following year)

October

Juneteenth (following year)

November

July 4th (following year)

November

 

Based on the actual date of the holiday, the monthly beginning date for accepting vacation requests may vary from year to year and will be adjusted so as not to fall on a weekend.

The number of employees granted leave for the day before the holidays listed in this agreement will be determined based on the staffing needs of each site.

If the staffing needs require the Employer to limit the number of employees that can be approved for leave, the employees will shall be placed on a wait list in order of seniority and will shall be informed of the position on the list.

The Employer will shall publish the number of employees granted leave for each workday surrounding the holidays listed in this agreement.

This MOU constitutes the complete agreement between the parties and supersedes any and all prior agreements or understandings pertaining to the subject matter herein. No other agreement shall be binding unless signed by the parties.

This provision becomes effective upon the Agreement’s successful ratification by the legislature, and will sunset upon the ratification of the 202125 – 202327contract.

 

FOR THE ASSOCIATION      

_________________________________________                                                         

 

FOR THE EMPLOYER

__________________________________________

 

FOR MINNESOTA MANAGEMENT & BUDGET

__________________________________________

 

The Union reserves the right to add, modify or remove proposals at any time.

  

MAPE/DEED Supplemental Negotiations
March 24, 2023

DEED MANAGEMENT PROPOSALS


DATE:  March 24, 2023

TO:  Maureen Dunaway, MAPE Representative Minnesota Association of Professional Employees

FROM:  Ryan P. Anderson, Labor Relations Manager DEED, Human Resources

RE:  2023-2025 Supplemental Contract Negotiations – DEED’s Opening Proposal


RE: 2023-2025 DEED-MAPE Supplemental Bargaining

Please find below a summary of each of the modifications/clarifications/additions developed by DEED for the 2023-2025 round of supplemental bargaining with the Minnesota Association of Professional Employees (“MAPE”). We reserve the right to add, modify, or drop proposals as necessary. The following proposals apply to Appendix G – Supplemental Agreements, E. Department of Employment and Economic Development, of the agreement between the State of Minnesota and MAPE.

Article 16 – Vacancies, Filling of Positions

Proposal D1

  • Summary: Establish 12-month probation for Disability Examiner job class
  • Language: Article 16, Section 6 of the Master Agreement shall be supplemented and/or modified as follows: All unlimited, classified appointments to the job class of Disability Examiner shall be for a probationary period of twelve (12) months.

Proposal D2

  • Summary: Agency may make permanent reassignments beyond 35 miles with agreement of employee and agency.
  • Language: Article 16, Section 1 of the Master Agreement shall be supplemented and/or modified as follows: A vacancy is not created by reassignment within thirty-five (35) miles to the same classification or reassignment over thirty-five (35) miles to the same classification that is mutually agreed upon by the Appointing Authority and employee. Article 16, Section 2 of the Master Agreement shall be supplemented and/or modified as follows: Notwithstanding the above, upon written request of an employee, the Appointing Authority may make a permanent reassignment outside thirty-five (35) miles. Any change of residence pursuant to such reassignment shall be voluntary for the purposes of Article 19.

Proposal D3

  • Summary: Remove requirement to “post the cancellation” if a vacancy is canceled during or after its posting period.
  • Language: Article 16, Section 3 of the Master Agreement shall be supplemented and/or modified as follows: For informational purposes only: if a vacancy is canceled during or after its posting period, the Appointing Authority may post the cancellation.