Supervisor Resources 

FAQ for Supervisors of Unionized Student Employees

• What does it mean now that student employees have voted to unionize?

  Following the student employees’ vote to unionize, the college must follow federal labor law, which requires maintaining existing terms and conditions of employment while the union and Macalester negotiate a collective bargaining agreement (CBA). This is often referred to as maintaining the status quo.

• What positions are part of MUWU- UAW?

  All student employment positions are included in the union, except:

  • Positions paid by stipend
  • Grant funded positions
  • Resident Assistants
  • Language House Assistants
  • Student Employment positions where students work off campus
    • Bonner Community Scholars
    • Off-Campus Student Employment positions

• As a supervisor, what am I not allowed to change?

  You may not make any unilateral changes to terms and conditions of employment. Macalester is required to notify the union before changes are implemented, and the union may choose to bargain over them. Student Employment will manage this notification. Terms and conditions include: 

  • Wages
  • Schedules (start/end times, shifts)
  • Job duties or responsibilities
  • Hiring practices (eligibility criteria, required qualifications)
  • Performance expectations
  • Disciplinary procedures
  • Breaks, rest periods, or meal periods
    
  • Access to benefits or perks associated with the job

  If you are unsure whether something is a “term or condition of employment,” assume it might be and seek guidance from Student Employment before acting.

• Why can’t we make changes, even positive ones?

  Under the National Labor Relations Act (NLRA), employers are prohibited from changing working conditions without negotiating with the union. Even changes meant to help employees (e.g., increasing pay) cannot be implemented unilaterally. Doing so could be considered an unfair labor practice.

• Can supervisors still adjust day-to-day work assignments?

  Yes, supervisors can continue making normal operational decisions that are part of everyday supervision. However:

  • You cannot introduce new rules or requirements.
  • You cannot reduce or expand responsibilities in a way that changes the job’s nature.
  • You cannot change hours or schedules without approval through the appropriate channels.

  When in doubt, consult with Student Employment before making any adjustments.

• Can I discipline a student employee?

  Yes, but you must follow existing, established practices. You cannot:

  • Introduce new disciplinary policies
  • Apply discipline inconsistently
  • Increase level of discipline beyond what has historically been used

  Document concerns carefully and consult Student Employment before any disciplinary action. 

• Can I modify or create new departmental policies?

  You may implement operational procedures that do not affect terms and conditions of employment (e.g., how to reserve equipment, safety instructions, communication expectations).
  

  However, you cannot create policies that:

  • Change work hours or expectations
  • Introduce new qualification requirements
  • Affect pay or job status
  • Alter attendance policy

  If a new policy might impact student workers’ employment conditions, it must go through the proper approval channels first.

• Can I ask student employees how they feel about the union or bargaining?

  No. Under federal law, supervisors cannot:

  • Ask employees about their views on the union
  • Ask what is being discussed among union members
  • Discourage or encourage union activity
  • Make promises or threats related to union participation

  Keep conversations supportive, neutral, and focused on workplace needs.

• What should I do if I think a change is necessary for operational reasons?

  Submit the Notification of Change Form (above) before making any change that could impact employment conditions. The Student Employment office will determine whether the change is allowed or whether it must be negotiated.

• Can I continue to provide guidance, coaching, and feedback?

  Yes, supervisors should continue to provide coaching and support to students in their roles. This helps student employees understand and meet expectations. Maintain the same approach you used prior to unionization, and avoid introducing new performance standards or expectations without approval.

• Who should I contact when I’m unsure?

  If you have questions or concerns about supervisory decisions, reach out to the Student Employment Office. They can advise you on whether an action could interfere with bargaining obligations.