Bargaining Chair's Monthly Report - January 2026

Cassandra Millett, Bargaining Chairperson 

AFSCME Local 1583

Monthly Report  - January 17, 2026

Greetings, Brothers and Sisters

Floating Holiday

Employees are entitled to one Floating Holiday within each twelve-month calendar year. Unused Floating Holiday time does not carry over, is not added to paid time off accruals, and will not be paid out upon termination or transfer to a position that does not offer this benefit. If an employee has scheduled but not taken their Floating Holiday during the calendar year and subsequently transfers to another department, they may lose their preferred dates if the new department is unable to accommodate the same schedule. In such instances, the employee will be allowed to reschedule the Floating Holiday.

• The Floating Holiday must be scheduled in advance and require supervisory approval.
• Employees should use their department’s established process to request time off when scheduling the Floating Holiday.
• The Floating Holiday must be taken as one full day; partial days are not allowed.

Discipline:

There has been an increase in disciplinary actions and terminations related to non-compliance with uniform requirements in recent months. If your department enforces a uniform policy, please ensure you adhere to it.

Contract Books:

The contract has been reviewed and approved for printing. I anticipate that it will be posted on the union website within the next week, as well as on the University page for public access.

Discipline:

Discipline should be both corrective and progressive, not punitive. Michigan Medicine and the University (campus) will follow the discipline procedure, which is both corrective and progressive. The discipline process will be documented as a warning, a written warning, a one-day disciplinary layoff, a two-day disciplinary layoff, or a written warning in place of a disciplinary layoff (paper DLO—for absenteeism only), and ultimately discharge. If an employee remains discipline-free for one year, the supervisor will revisit a previous step before proceeding with progressive discipline. Paper DLOs will be clearly marked and used specifically for disciplinary action related to unexcused absenteeism. For serious offenses, the steps of progressive discipline may vary.

Inappropriate Language:

Be aware of your surroundings and the people around you. Avoid sensitive subjects; personal and intimate conversations are not appropriate. The use of profanity is never acceptable. Using discriminatory or demeaning words isn’t appreciated by anyone. Words spoken in jest or in anger that are inappropriate can have serious consequences. If a situation becomes uncomfortable and confrontational, do not hesitate to disengage as quickly and quietly as possible. Never be afraid to step away to de-escalate the situation. 

You can ask a steward about any issues affecting your work or if you think your contract is broken. Be specific when describing the violation, including what happened, where, when, and who was involved.

Chief Stewards can be contacted at the union hall on Fridays. Please feel free to contact me anytime. My number is (734) 323-4868. Email [email protected] or the union hall (734) 480-3852.

In Solidarity,

Cassandra Millett