Staff Unionization Election FAQ

What is a union?
A union is an organization that represents a group of employees for purposes of engaging in collective bargaining with an employer. A union charges its members fees (i.e. union dues) in exchange for representing them, typically as a percentage of your earnings.

What is collective bargaining?
Collective bargaining is the process whereby a labor union negotiates with an employer to determine the employment terms and conditions (e.g., wages, benefits [healthcare, disability, etc], retirement contributions [including any required match], working hours, etc.) for the represented employees. The goal of negotiating is a collective bargaining agreement (“CBA”) that outlines and memorializes the agreements reached.

Why did Macalester choose to not voluntarily recognize the union?
Consistent with the approach when student workers decided to consider unionization, the college believes all eligible employees should have a say in determining if they wish to be represented by a bargaining unit because, if the vote passes, individual employees cannot opt out of the CBA.

Are Macalester employees who currently are members of a bargaining unit eligible for DTAP (Dependent Tuition Assistance Program)?
Like all terms and conditions of employment, DTAP would be subject to give-and-take of negotiations. As of now, no employees who are currently represented by a union are eligible for DTAP. The employee handbook states that “Macalester staff and faculty members who aren’t in a collective bargaining unit may be eligible for DTAP.” 

If staff employees choose to unionize, will supervisors still be able to grant flexibility to staff employees around working hours, breaks, and other conditions of employment?
No.  Once a CBA is finalized, it becomes a legally binding contract between the employer and the union representing the employees. The terms of the agreement govern specific aspects of employment such as work schedules, break times, wages, benefits, and other conditions of employment. Under the National Labor Relations Act (NLRA), the employer is obligated to follow the terms of the CBA. Any deviation from the agreed-upon terms—such as allowing individual flexibility with schedules or breaks—could constitute a unilateral change, which is generally prohibited unless negotiated with the union. This ensures that the union remains the exclusive bargaining representative for the covered employees, and that the collectively agreed terms are uniformly applied to avoid favoritism, inequity, or undermining of the union’s role.  Therefore, once a CBA is in place, the employer must adhere strictly to its terms and cannot independently modify or allow flexibility in those areas without reopening negotiations with the union.

Can the Minnesota Association of Professional Employees (MAPE) guarantee better wages, benefits, improved retirement and/or healthcare contributions, or the retention of the DTAP benefit for represented employees?
No. There are no guarantees as to what employees’ terms and conditions of employment will be following unionization. Wages, benefits, and working conditions would be subject to the give-and-take of negotiations during the collective bargaining process.  

Can individual staff employees opt out of union representation and retain access to their existing benefits and wages?
No. If the outcome of the vote is in favor of unionization, all eligible staff employees would be represented by the union and subject to the terms and conditions of employment established in the CBA (once an agreement is negotiated). 

Can MAPE guarantee that unionization will prevent future staff layoffs or reductions in workforce?
No.

Who is eligible to vote in the MAPE election?
The scope of the union is yet to be determined. Our current understanding is that it would include a majority of non-supervisory staff not already covered by an existing CBA.

Does my vote matter?
Yes. Under federal labor law, in order to be certified as the exclusive representative of Macalester’s staff employees, MAPE would need to receive at least 50% plus one of the votes actually cast in the election. For example, this means that if there are 300 eligible voters, but only 100 eligible employees vote, it would take 51 “yes” votes for MAPE to win the election. We strongly encourage you to exercise your right to vote and have a say in whether or not staff employees should unionize.  

Will anyone know how I voted?
The election will be conducted via secret ballot, which means that no one will know how you vote—including MAPE and Macalester—unless you choose to tell someone.

If I already signed a union authorization card, does that mean I have to vote in favor of the union in an election?
No. Each eligible staff employee is entitled to vote yes or no regardless of whether they previously signed a union authorization card. Additionally, an employee can still vote “no” on election day even if they attended union meetings, signed a document stating they would vote “yes,” or promised to vote “yes.”

Can an election result in favor of the union be changed later?
Once voted in, it is complicated to vote a union out. While “decertification” votes do happen, they are rare and subject to restrictive rules under the NLRB. 

How long does it take to negotiate an initial contract between a new union and an employer?
It is common for initial contract negotiations to take more than one year.

What if I have more questions?
If you have questions about the election or your rights as an employee, please email [email protected].

When is the election scheduled?
The election will take place on Tuesday, June 10 with voting available from 9-11 am and 2-5 pm in the Campus Center conference room 230. The election will be run by the NLRB.