You have rights.
Here's what to do with them.
As a UPAMM member, you are protected under federal and Michigan labor law. This page tells you what those rights are and — more importantly — what to do right now if you need them.
The right to have a steward present
You have the right to union representation during any investigatory meeting — one where management is questioning you about something that could result in discipline. This right is established under federal labor law (NLRB v. Weingarten) and applies to UPAMM members under PERA.
This includes meetings where management is:
Management must either grant the request, end the meeting, or offer you the choice to continue without representation. They cannot discipline you for making this request.
If you are unsure whether a meeting qualifies — ask your steward first. It costs nothing to check and protects your rights.
The right to enforce your contract
A grievance is a formal claim that management has violated the collective bargaining agreement. Grievance deadlines are strictly enforced — if you miss the filing window, you may lose the right to pursue the issue entirely.
Common reasons members file:
Section 1: Definition of a Grievance
a. A grievance is any difference which arises between the University and the Union or any Employee covered by this Agreement regarding the meaning or application of a provision of this Agreement. A grievance may also cover more than one Employee in cases where more than one Employee alleges a common violation of the contract has occurred. The following procedure shall be the sole and exclusive means for resolving grievances.
b. In the event that the Union has a grievance, it shall begin at Step Three of the grievance procedure, provided the written complaint is received by the Director of Labor Relations or designee within thirty (30) calendar days of the date the Union knew, or reasonably should have known, of the facts giving rise to the complaint. Such a grievance shall be submitted by the Union President, or designee, on behalf of the Union or on behalf of more than one Employee involving a common fact situation and the same provision(s) of the Agreement.
c. Grievances concerning discharge, disciplinary layoff, alleged sexual harassment or alleged discrimination will begin at Step 3.
Section 2: Representation
d. A Union Representative may represent an aggrieved Employee at any point in the process outlined below.
For the full grievance procedure including Step timelines, contact your steward or view the complete contract at upamm.org.
Filing, talking about the union, and supporting UPAMM are all protected
Management may not retaliate against you for filing a staffing/safety concern, supporting a grievance, talking about the union, or engaging in any other protected union activity. This protection is established under PERA and reinforced by the UM Regents' Neutrality Agreement.
Not sure what applies to you?
Contact your steward before you act. We can help you figure out what's happening, what your options are, and what to do next. All communications are confidential.
✉ upamm@upamm.org