Why is an employee assessed fair share dues if he or she is not a member of MPEA?
Employees who choose not to become members of MPEA may be assessed dues which represent their "fair share" to cover the costs of benefits they receive through the union negotiating their collective bargaining agreement, interacting with management on their behalf, and representing them in disputes with management. The union has a duty to fairly represent all employees covered under a collective bargaining agreement, whether they are members or fair share employees. Hence, both members and fair share employees enjoy the full benefits of union representation.
What is an LMC?
The Association and the Employer agree to form and implement a Labor Management Committee (LMC). The main function shall be to confer on all matters of mutual concern including health safety and working conditions; keep both parties to the Contract Agreement informed of changes and/or developments caused by conditions other than those covered by the Contract Agreement; confer over potential problems in an effort to keep such matters from becoming major in scope; and provide a forum for solving problems of the organization.
What is the probationary period?
Each of the three units represented by MPEA have different probationary periods as follows:
1. Under the provisions of the MPEA and City collective bargaining agreement, City MPEA employees have an initial probationary period of twelve (12) months in duration from the date of hire. City employees who are promoted must serve a probationary period of six (6) months from the date of promotion. City employees who transfer to a vacant position within their job classification in another department must serve a three (3) month probationary period in the new position.
2. Under the MPEA and MVNA collective bargaining agreement, MVNA nurses must serve an initial probationary period of 1,040 hours or up to one (1) year, whichever is shorter. All promotional probationary periods are six (6) months in duration.
3. The MPEA and Park Board collective bargaining agreement does not contain provisions defining probationary periods. The duration of probationary periods for Park Board employees is found in the Rules of the Minneapolis Civil Service Commission. Generally, Park Board employees must serve an initial probationary period of six (6) months from the date of hire. Completion of probation requires working six (6) full months within a twelve (12) month period. Promotional probationary periods are six (6) months in duration. Park Board employees who voluntarily request and receive transfers to their same job class in other departments of the City must serve a three (3) month probationary period.