Proposals 2025-2027

Employer’s Opening Proposals

 

MAPE Opening Proposals

April 15, 2025

The underline is an addition. A strikethrough is a removal.

Official Document in Contract Order

 

MAPE TECHNICAL NOTES

1. All new articles, sections, parts, or subparts in the accompanying proposals are designated

“(NEW)” to be properly numbered once a tentative agreement is reached.

2. Change all dates, as necessary, to reflect the new terms of the agreement.
3. The Association retains the right to modify, add to, or withdraw its proposals.
4. The Association’s across-the-board wage proposal will be presented at a later date, not to exclude any other proposals the Association may present.

 

Union Proposal #1

ARTICLE 5: EMPLOYER RIGHTS

It is recognized that except as specifically modified by this Agreement, the Employer retains all inherent managerial rights and any rights and authority necessary to operate and direct the affairs of the Employer and its agencies in all its various aspects. These rights include, but are not limited to: determine its policies, functions and programs; determine and establish budgets; utilize technology; select, assign, direct, evaluate and promote employees; to plan, direct, and control all the operations and services of the Employer; to schedule working hours; to determine whether goods or services shall be made or purchased; to make and enforce reasonable rules and regulations affecting terms and conditions of employment.

Any term or condition of employment not specifically established by this Agreement shall remain solely within the discretion of the Employer to modify, establish or eliminate.

 

Union Proposal #2

ARTICLE 6: EMPLOYEE RIGHTS

SECTION [X]: PROTECTIONS REGARDING THE USE OF ARTIFICIAL INTELLIGENCE (NEW)

Section [X]. Protections Regarding the Use of Artificial Intelligence [AI] in State Employment.

A. Definitions. Artificial Intelligence [AI] is defined for the purpose of this article as machines or software systems which can perform tasks that typically require human intelligence, such as learning, reasoning, problem-solving, and perception. Deep learning algorithms, or large language models, are included within this definition.

B. Prohibition of AI-Based Employment Decisions. The Appointing Authority shall not use AI systems to make employment-related decisions, including but not limited to hiring, promotions, terminations, discipline, performance evaluations, compensation determinations and employment rights. The Appointing Authority commits to ensuring that a human decision-maker retains the final authority in all employment- related decisions.

C. Transparency and Accountability. In the event AI systems are used for non-decisional purposes such as administrative tasks or support, the Appointing Authority shall ensure full transparency about the nature and scope of such usage. When a new AI system is to be implemented or the usage of a currently existing AI system is updated, before implementation the Appointing Authority will provide all employees with clear documentation and explanations of how AI systems are used, including but not limited to the following:

1. Purpose and function of the AI system.
2. Data collected and processed by the AI system,
3. Any potential impacts on employees’ rights or conditions.

D. Impact Assessments and Mitigation. The Appointing Authority shall perform regular impact assessments of any AI systems in use within the workplace to identify and mitigate potential biases, errors, or negative consequences on employees. If any negative impacts are found, corrective actions shall be taken promptly to ensure that no employees' rights are infringed upon.

E. Job Security Protections. Employees shall not face layoffs, demotions, or job reductions as a result of the implementation or use of AI systems within their workplace. The Appointing Authority will take steps to ensure that AI implementation does not result in the displacement of an employee or reduce opportunities for promotion or career advancement. In the event of employee displacement, the employee shall be entitled to reassignment within the State.

F. Training. The Appointing Authority agrees to provide training for all affected employees on the capabilities, limitations, and ethical implications of AI systems used in the workplace.

G. Union Consultation. The Appointing Authority shall meet and confer with the Association prior to the introduction or expansion of AI systems in any operational capacity that could affect employees' rights or employment conditions.

​​​​​​​H. Data Privacy and Security. The use of AI within the workplace shall comply with all relevant laws concerning data privacy and worker protection. The Appointing Authority shall ensure that any data collected by AI systems is handled securely and in compliance with applicable privacy regulations, and that employees' personal information is not exploited or misused.

​​​​​​​I. Dispute Resolution. Employees affected by the use of AI systems in violation of this agreement shall have access to the grievance procedures and legal recourse. The Appointing Authority shall not take any retaliatory action against employees who exercise their rights under this provision. If the Appointing Authority seeks to implement or expand new AI systems, the parties agree to meet and negotiate over the effects of such change at the request of the Association.

 

Union Proposal #3

PACKAGE PROPOSAL

ARTICLE 7: ASSOCIATION RIGHTS
SECTION 4: USE OF STATE FACILITIES

Section 4. Use of State Facilities. The Appointing Authority may shall grant the Association access to State facilities, if appropriate facilities are available, for the purpose of meeting with bargaining unit employees in accordance with the Public Employees Labor Relations Act. The costs of using State facilities shall be reimbursed to the Appointing Authority by the Association if other groups using State facilities are similarly charged.

Delete Letter 5 (August 18, 2003) and renumber accordingly.

 

Union Proposal #4

ARTICLE 8: DISCIPLINE AND DISCHARGE SECTION 2: ASSOCIATION REPRESENTATION

Section 2. Association Representation. The Appointing Authority shall not meet with an employee for the purpose of questioning the employee during an investigation that may lead to discipline of that employee without first advising the employee of the nature of the investigation of the specific allegations and policy violations being investigated and offering the employee an opportunity for Association representation. An interviewee who is not the subject of the investigation shall be granted Association representation upon request. Any employee waiving the right to such representation must do so in writing prior to the questioning. However, if any employee is being questioned during an investigation of resident/patient abuse, the employee, upon request, shall have the right to the same Association representation as provided above.

An Association Steward providing Association representation at investigatory interview meetings and Loudermill meetings shall be allowed a reasonable amount of time without loss of pay during working hours to attend such meetings. However, reasonable time off without loss of pay shall not include travel time if the travel time to and from exceeds thirty (30) minutes.

The Appointing Authority shall notify both the Association Steward and Employee when an investigation is closed.

 

Union Proposal #5

ARTICLE 8: DISCIPLINE AND DISCHARGE
SECTION 8: PERSONNEL FILE

Section 8. Personnel File. Initial minor infractions, irregularities, or deficiencies shall first be privately brought to the attention of the employee and, if corrected, shall not be entered into the employee's personnel file.

Upon the employee’s request, a “letter of expectation,” which is not discipline, may shall be removed from the personnel file, provided that the employee has performed satisfactorily for six (6) months from the date of the “letter of expectation.”

 

Union Proposal #6

ARTICLE 9: GRIEVANCE PROCEDURE

SECTION 2: OPERATING TERMS, TIME LIMITS, AND GENERAL PRINCIPLES PART C: GENERAL PRINCIPLES

SUBPART [X]: OVERPAYMENT AND UNDERPAYMENT BY THE EMPLOYER (NEW) [X]. OVERPAYMENT AND UNDERPAYMENT BY THE EMPLOYER (NEW)

Overpayments. In the event an employee is paid monies, in wages or benefits, in excess of those authorized by this Collective Bargaining Agreement, the Employer may not recover payments made more than two (2) years from the time the error was discovered.

Furthermore, the Employer will not seek to recover the money if the employee did not know, nor could have reasonably known, the employee was receiving that money in error. The Employer shall offer, and the employee may agree to, a zero-interest payment plan with a term of not less than one year, nor for more than one hundred dollars ($100) per pay period, unless the employee agrees to a shorter term or higher amount. The payment plan will continue even if the employee is separated from their position with the Employer.

Underpayments. If the employee brings a grievance for failure to pay wages or differentials, the employee will be able to recover underpayments up to two (2) years from the time the Employer was initially made aware of the failure to pay.

 

Union Proposal #7

ARTICLE 13: SEVERANCE PAY SECTION 1: ELIGIBILITY

Section 1. Eligibility. An employee shall be entitled to severance pay immediately following separation from State service by reason of:

• Separation other than discharge following twenty (20) or more years of continuous State service;
• Death;
• Layoff, except for seasonal layoff;
• Separation, for reasons other than discharge, following five (5) years of continuous
• State service, and who is immediately eligible at the time of separation for Medicare;
• Separation, for reasons other than discharge, following ten (10) years of continuous State service, and who is immediately entitled at the time of separation to receive an annuity under a State retirement program.

Severance pay shall be equal to forty percent (40%) fifty percent (50%) of the employee's first nine hundred (900) hours accumulated but unused sick leave and twelve and one-half percent (12½%) of the employee’s accumulated but unused sick leave in excess of nine hundred (900) hours times the employee’s regular rate of pay at the time of separation.

 

Union Proposal #8

ARTICLE 12: SICK LEAVE SECTION 3: SICK LEAVE USE PART E: BEREAVEMENT LEAVE

E. Bereavement Leave. An employee shall be furnished forty (40) hours annually of paid bereavement leave upon hire. The use of a reasonable amount of sick bereavement leave shall be granted in cases of death of the spouse, the domestic partner, parents and grandparents of the spouse or parents/step parents, grandparents, guardian, children, child to whom the employee stands in loco parentis or de facto parent, son-in-law, daughter in-law, grandchildren, brothers, sisters, stepbrothers, stepsisters, wards, or stepchildren of the employee, or an individual who had a personal relationship with the employee that created an expectation and reliance that the employee care for the individual as family, whether or not the employee and the individual resided together. The supervisor shall make a reasonable effort to adjust the hours of an employee in order to permit their attendance at the funeral of a co-worker. If an employee exhausts their annual allotment of bereavement leave, they may utilize their sick leave and/or sick leave accruals towards supplementing their bereavement leave.

[…]

 

Union Proposal #9

ARTICLE 14: LEAVES OF ABSENCE SECTION 3: UNPAID LEAVES OF ABSENCE PART D: ASSOCIATION LEAVE

D. Association Leave. Upon advanced written request of the Association to the State Negotiator or designee, leave shall be granted to employees who are elected or appointed by the Association to serve on the Association's Master Negotiating Team. An employee may use vacation time, compensatory time, or a holiday for this purpose, at the employee's discretion. Leave time for service on the Association’s Master Negotiation Team shall be considered as paid leave for purposes of vacation and sick leave accrual, and holiday pay entitlement.

[…]

For members of the Association Master Negotiations Team, Association board members, and members who temporarily take leave for full-time work at the Association, if the member requests and does not qualify for FMLA status, the Employer will combine state service time and union leave time. If combining state time and union leave time the member would meet the requirements for FMLA status, the Employer shall grant the member the protections and rights as if they qualified for FMLA status.

 

Union Proposal #10

ARTICLE 15: SENIORITY

SECTION [X]: CONVERSION FROM A TRAINEE OR PROVISIONAL APPOINTMENT (NEW) SECTION [X]: CONVERSION FROM A TEMPORARY UNCLASSIFIED APPOINTMENT (NEW)

Section [X]. Conversion from a Trainee or Provisional Appointment. Upon conversion to a

classified position, an employee’s length of service as a trainee or a provisional appointment (e.g., Connect 700) shall be included in the calculation of an employee’s Classification Seniority.

Section [X]. Conversion from a Temporary Unclassified Appointment. Upon conversion to a classified position, an employee’s length of service in a temporary unclassified position shall be included in the calculation of an employee’s Classification Seniority.

 

Union Proposal #11

ARTICLE 16: VACANCIES, FILLING OF POSITIONS SECTION 4: FILLING OF POSITIONS

Section 4. Filling of Positions. All eligible employees under Section 3 who have made a timely interest bid, and meet the minimum qualifications, shall be given consideration and may be appointed to the opening prior to the consideration of other non-interest bidding applicants external posting of the opening and prior to filling the vacancy through other means. […]

 

Union Proposal #12

ARTICLE 16: VACANCIES, FILLING OF POSITIONS SECTION 6: PROBATIONARY PERIODS

Section 6. Probationary Periods. All unlimited appointments to positions in the classified service except appointments from the Seniority Unit Layoff List shall be for a probationary period of six (6) months; and the Appointing Authority may require a probationary period of six

(6) months for transfers, reinstatements, voluntary demotions and appointments from layoff lists other than the Seniority Unit Layoff List. The probationary period shall exclude any time served in emergency, provisional, temporary, or unclassified employment, or any paid or unpaid leave of absence in excess of ten (10) consecutive working days. Wherever practicable, an employee serving a probationary period shall receive at least one (1) performance counseling review of their work performance at the approximate midpoint of the probationary period. Employees participating in the Connect 700 (C700) Program shall have their pre- probationary hours run concurrent to the six (6) month probationary period.

Employees whose temporary unclassified appointment is converted to the unlimited classified service in the same classification shall require a probationary period of three (3) months a permanent classified position shall have all hours worked in the unclassified position count towards the six (6) month probationary period.

[…]

 

Union Proposal #13

ARTICLE 18: EXPENSE ALLOWANCES SECTION 6: MEAL ALLOWANCES

Section 6. Meal Allowances. Employees assigned to be in travel status between the employee's temporary or permanent work station and a field assignment shall be provided a per diem corresponding to the GSA rate for meals and incidental expenses (such as a reasonable gratuity) for that location. If a member is in travel status for only part of the day, they will receive seventy-five percent (75%) of the per diem. reimbursed for the actual cost of meals including a reasonable gratuity. Employees must meet the following conditions to be eligible for meal reimbursement:

A. Breakfast.
Breakfast reimbursements may be claimed only if the employee is on assignment away from their temporary or permanent work station in a travel status overnight or departs from home in an assigned travel status before 6:00 A.M.

B. Noon Meal.
​​​​​​​Eligibility for noon meal reimbursement shall be based upon the employee being on assignment, over thirty-five (35) miles from their temporary or permanent work station, with the work assignment extending over the normal noon meal period.

C. Dinner.
Dinner reimbursement may be claimed only if the employee is away from their temporary or permanent work station in a travel status overnight or is required to remain in a travel status until after 7:00 P.M.

D. Reimbursement Amount.
Except for the high cost localities identified by the Internal Revenue Service (IRS) (excluding those in Minnesota), the maximum reimbursement for meals including tax and gratuity, shall be:
Breakfast $11.00 Lunch $13.00 Dinner $19.00
For high cost localities as identified by the IRS (specifically excluding any cities within Minnesota), the maximum reimbursement shall be::
Breakfast $12.00
Lunch $15.00
Dinner $23.00
Employees who meet the eligibility requirements for two (2) or more consecutive meals shall be reimbursed for the actual costs of the meals up to the combined maximum reimbursement amount for the eligible meals.

 

Union Proposal #14

ARTICLE 23: HOUSING

SECTION 4: CHAPLAIN’S HOUSING ALLOWANCE

Section 4. Chaplain's Housing Allowance. The Employer agrees to designate to chaplains the sum of twenty thousand dollars ($20,000.00) of salary per year as a parsonage allowance a per-year housing allowance to the full extent allowed by Internal Revenue Service Guidelines. Chaplains working less than full time shall receive a pro-rata portion of the designated sum.

 

Union Proposal #15

ARTICLE 24: WAGES

SECTION [X]: COST OF LIVING ADJUSTMENT (COLA) (NEW)

Section [X]. Cost of Living Adjustment (COLA).

​​​​​​​A. Automatic COLA Adjustment.
Effective July 1, 2025, and annually thereafter, the compensation of all employees covered under this Agreement shall be automatically adjusted based on the Consumer Price Index for All Urban Consumers (CPI-U), U.S. City Average, All Items, Not Seasonally Adjusted, as published by the U.S. Bureau of Labor Statistics (BLS). This adjustment is in addition to any changes negotiated to across-the-board wage increases in Article 24, Sections 2 and 3. The adjustment shall be applied to the pay grids and salary schedules for all employees, as follows.

​​​​​​​B. Calculation of COLA.
The annual COLA increase will be determined by dividing the CPI-U for the month of May of the current calendar year by the CPI-U for May of the previous calendar year, converting that number into a percentage, and applying that percentage to the applicable salary or wage rates on the pay grid.

​​​​​​​C. Adjustment Timing.
The COLA adjustment will take effect on the first pay period of the fiscal year of each year, at the same time as the across-the-board wage increase. The across-the-board wage increase will be calculated on the previous year’s wage or salary rate.

​​​​​​​D. Notice of COLA Adjustment.
The Appointing Authority shall provide written notification to all employees covered by this Agreement no later than the first day of the last pay period of the fiscal year, advising them of the new pay grid rates as a result of the COLA adjustment.

 

Union Proposal #16

ARTICLE 24: WAGES
SECTION 17: DEFERRED COMPENSATION PLAN

Section 17. Deferred Compensation Plan. The Employer agrees to provide employees with a State-paid contribution to the deferred compensation program under Minn. Stat. 352.96. The State-paid contribution shall be in an amount matching the employee's contribution on a dollar for dollar basis as permitted by Minn. Stat. 356.24 not to exceed two hundred fifty dollars ($250.00) five hundred dollars ($500.00) per employee in each fiscal year of the Agreement.

An employee may choose to convert some or all of their compensatory time bank one time during each fiscal year at a time of their choosing so long as the total hours converted in a fiscal year do not exceed forty (40).

An employee may choose to convert some or all of their accrued vacation bank one time during each fiscal year at a time of their choosing so long as the total hours converted in a fiscal year do not exceed forty (40).

 

Union Proposal #17

ARTICLE 27: HOURS OF WORK AND OVERTIME
SECTION 1: GENERAL PROVISIONS
PART A: SCHEDULING

A. Scheduling. The Appointing Authority shall provide no less than fourteen (14) calendar days’ notice to the Association and the affected employee(s) prior to making a permanent change in the days of work, hours of work, or the length of the work day of full-time employees, unless the Appointing Authority and employee mutually agree to waive the fourteen (14) day notice requirement. However, employees being returned to work as part of a workers’ compensation placement are not entitled to this notice.

 

Union Proposal #18

ARTICLE 27: HOURS OF WORK AND OVERTIME
SECTION 1: GENERAL PROVISIONS
PART J: TELECOMMUTING PLANS

Part J. Telecommuting Plans Arrangements. Telework provides a broad array of benefits to state agencies and their employees. Telework can provide state agency employees flexible work environment arrangements that are consistent with business needs. A request for telecommuting shall be approved, unless the Appointing Authority can clearly and convincingly demonstrate that essential job functions of the position cannot be completed when telecommuting. If a request to telecommute is denied, upon request of the employee, the Appointing Authority shall provide the employee the reason(s) for the denial of the request. When practicable, tThe Appointing Authority shall provide the employee fourteen (14) no less than ninety (90) days’ notice prior to changing or canceling an employee’s telecommuting arrangement. Existing telecommuting arrangements shall not be modified or canceled by the Appointing Authority without mutual agreement between the employee and their direct supervisor. The Appointing Authority shall not cancel or modify a telecommuting arrangement if there would be no designated workspace for the employee during hours worked at the permanent work location. Canceling or modifying telecommuting arrangements shall not be used as a form of discipline.

1. Telecommuting Plan Arrangement Concerns. If an employee has concerns over their telecommuting determination(s), the employee may request and shall be granted a meeting to discuss their concerns with the Appointing Authority.
   Prior to a supervisory/managerial change or denial to an employee’s telecommuting plan arrangement, the Appointing Authority shall first meet with the employee regarding the change or denial.
   An employee may appeal changes or the denial of their telecommuting plan arrangement by their supervisor/manager to the Appointing Authority within thirty (30) days of the date the employee’s telecommuting plan arrangement is changed or denied.
   An Association Representative may be present at any of the meetings or appeal identified in the Section, if requested by the employee.
   This section is not subject to the grievance procedure.

[X]. Reimbursement (NEW). A telecommuting employee’s telework location will be treated as the permanent work location for purposes of travel reimbursement pursuant to Article 18. Additionally, in the event an employee is mandated to be onsite on an incidental basis, the Appointing Authority shall reimburse all parking fees pursuant to Article 18, Section 9.

 

Union Proposal #18

ARTICLE 27: HOURS OF WORK AND OVERTIME
SECTION 2: OVERTIME COMPENSATION FOR NON-EXEMPT EMPLOYEES
PART B: OVERTIME

B. Overtime. Hours worked in excess of the maximum number of hours permitted in each applicable work period are overtime hours. All paid vacation time, paid holidays, paid sick leave, paid compensatory time off, and paid leaves of absence shall not be considered as "time worked" for purposes of this Section. However, non-exempt employees in classifications with the salary range maximum rates which are lower than the maximum rate of salary range 7-L shall have vacation, sick leave and holiday hours considered as “time worked” for purposes of this section.

Employees may adjust or exchange hours with the approval of the immediate supervisor(s), provided such change does not result in the payment of overtime.

 

Union Proposal #19

ARTICLE 27: HOURS OF WORK AND OVERTIME
SECTION 3: EXEMPT EMPLOYEES

Section 3: Exempt Employees. In conjunction with Section 1 above, employees declared to be exempt by the Employer or the United States Department of Labor shall be governed by this section.

​​​​​​​A. Normal Work Period. The normal work period shall consist of eighty (80) hours of work within a two (2) week payroll period. All paid vacation time, paid holidays, paid sick leave, paid compensatory time off, and paid leaves of absence shall be considered “time worked” for purposes of this Section. Employees may adjust or exchange hours within a pay period with the approval of the immediate supervisor(s), provided such change does not result in the payment of overtime.

​​​​​​​B. Balancing Hours. It is recognized that exempt employees are responsible for managing and accounting for their own hours of work and that they may work hours in excess of the normal work day and/or payroll period and/or on normal days off. In these instances and with supervisory approval, employees may balance hours of work in subsequent work days or payroll periods, provided such time management system does not result in overtime payment or guarantee hour for hour time off for extra hours worked. All paid vacation time, paid holidays, paid sick leave, paid compensatory time off, and paid leaves of absence shall be considered “time worked” for purposes of this Section. Employees may adjust or exchange hours within a pay period.

​​​​​​​C. Overtime. Employees may shall receive overtime at the rate of straight-time time and one half when assigned to a special work assignment which is in addition to their normal job duties and upon having received advanced approval from their supervisor. Employees are eligible for overtime only after completing eighty (80) hours of work in a pay period. If an employee is required to work more than eighty (80) hours per pay period, the employee shall be paid overtime. All paid vacation time, paid holidays, paid sick leave, paid compensatory time off, and paid leaves of absence shall be considered “time worked” for purposes of this Section.

​​​​​​​D. Liquidation of Overtime. All overtime hours shall be compensated at the rate of time and one half. Overtime may be liquidated as cash or compensatory time off at the option of the Appointing Authority who shall consider the desires of the employee. Overtime hours which are liquidated in cash shall be liquidated on the same or immediately following payroll abstract for the payroll period in which it was earned. Overtime hours which are liquidated as compensatory time off shall be governed by Section 1(F) above.

 

Union Technical Proposals

Union Technical #1:

Remove all references to the “Association Executive Director” or “executive director of the Association” and replace with “the Association.” (Articles, Sections: 15.C, 17.C (twice), 31.3 (twice), MinnState Supplemental IX.B.)

 

Union Technical #2:
Modify Article 12, Section 1.

Section 1. Sick Leave Accumulation. Employees, except for emergency, temporary, and intermittent employees expected to work fewer than eighty (80) total hours for the Employer, shall accrue sick leave at the rate of four (4) hours per pay period of continuous employment beginning with their date of hire eligibility. Connect 700 Program employees shall be considered eligible during their on-the-job demonstration process for purposes of this Article.

Hours of sick leave used by the Connect 700 Program employee during their on-the-job demonstration process shall not be counted toward the seven hundred (700) hours.

Intermittent employees shall become eligible for sick leave after completion of sixty-seven

(67) working days in any twelve (12) month period. Temporary unclassified employees appointed for periods longer than six (6) months shall be considered eligible for purposes of this Article. Eligible employees appointed to emergency or temporary status from layoff status shall continue to be eligible to accrue and use sick leave.

 

Union Technical #3:
Modify Article 14, Section 1.

Section 1. General Conditions. Except as otherwise provided in this Agreement, request for leave shall be made by employees prior to the beginning of the period(s) of absence. Upon request of the employee, authorization for or denial of a leave of absence shall be furnished to the employee in writing by their supervisor. All requests for a leave of absence shall be answered by the supervisor promptly and shall include, upon request by the employee, a statement of the Appointing Authority's intent regarding whether or not the employee's position will be filled permanently. No leave of absence request shall be unreasonably denied and the reasons for a denial shall be given to the employee upon request. No employee shall be required to exhaust their accumulated vacation leave prior to an extended leave of absence.

Some leaves provided for in this Agreement may also qualify for federal Family and Medical Leave Act (FMLA) or Minnesota Paid Family and Medical Leave (PFMLA) status.

 

Union Technical #4:
Modify Article 14, Section 2.M.

M. Blood Donation Leave. Leave shall be granted to an employee who participates in an Appointing Authority-sponsored blood drive, in addition to that provided by Minn. Stat. 43A.187.

 

Union Technical #5:
Modify Article 17, Section 2 (fourth bullet point).​​​​​​​

• early retirement options under Minn. Stat. 43A.24, Subd. 2(i) 2(9)