Welcome Packet for New Higher Education Members
Instructions for higher education new member welcome packet
The material in this packet is intended to assist higher education locals with introducing new MEA members to our association.
A flyer is included in each packet with space available to identify names and phone numbers of officers, staff and association advocates. Association representatives need to fill in this information for the convenience of new colleagues.
It is recommended that each local customize and supplement the packet by including a welcome letter from the local president (sample enclosed) and relevant local materials, e.g., college/university policy, the contract, employer/employee related materials. In addition, the local association PR Committee is encouraged to provide such things as Chamber of Commerce materials, promotional materials on area events, attractions, etc., discount/coupons from local merchants and any other creative "welcome to our association" goodies!
There are a number of ways to introduce new members to the association. Many higher education locals have been holding receptions, dinners and socials for new members. At that time new members are introduced to various MEA staff and/or MEA and local leaders. It is at this time that new members are presented with the packet and the MEA services are explained to them. Other ways to welcome new members could include a meeting with the area representative and other association officers.
Sample welcome letter for Faculty
Dear ___________:
On behalf of the members of the _______________Education Association, I welcome you to ______________ College/University. You've chosen a field that is exciting, challenging and demanding. There may be rough days and some disappointments, but there will also be rewarding exchanges with your colleagues and the pleasure of seeing your students grow and achieve.
I hope you'll find this packet of information useful as you start your year. And I hope, too, that you'll feel free to call on your local education association. We're here to help! No problem is too trivial or complicated: interpreting university policy, explaining your employment rights, or simply finding a late-night hamburger.
Best wishes as you start your education career with us.
Sincerely,
President
_____________ Association
Sample welcome letter for higher education ESP
Dear _____________:
On behalf of the members of the _________________Educational Support Staff Association, I welcome you to our educational team. You've chosen a job that is exciting, challenging and demanding. There may be rough days and some disappointments, but there will also be rewarding exchanges and the pleasure of seeing our students grow and achieve.
You play a very important role as part of our higher education family. Without you -- the doors wouldn't open, the water wouldn't flow, the heat wouldn't work, students wouldn't get extra assistance, phones would go unanswered, records wouldn't be kept, meals would get cold, and the lights wouldn't shine. Without you, education would come to a halt. So be proud of the job you do and the contribution you make to education.
I hope you'll find this packet of information useful as you start your year. And I hope, too, that you'll feel free to call on your local education association. We're here to help! No problem is too trivial or complicated: interpreting university policies, explaining your employment rights, or simply finding a late-night hamburger.
Best wishes as you start your career with us.
Sincerely,
President
_____________ Educational Support Staff Association
History of MEA and Higher Education
The Michigan Education Association (MEA) came into being on October 12, 1852 in the John D. Pierce Hall at Michigan State Normal School in Ypsilanti. The MEA was originally organized as the Michigan State Teachers Association (MSTA) with about 200 teachers taking part in the founding. Any Michigan teacher could join by sending in their name and the dues of 25 cents.
By October 1921, the Association had grown so large that the membership called for establishment of a regional and district system, which we still have today. In addition, a statewide movement by teachers clubs generated increased activity to improve the welfare of the profession. These groups began considering issues such as sick leave, retirement, higher salaries, credit unions, and higher standards.
In 1926, the MSTA officially became the Michigan Education Association. Three years later, in 1929, the MEA erected its own headquarters building at 935 North Washington Avenue in Lansing.
In 1958, with membership of nearly 48,000, the MEA launched an expanded services campaign which included, among other things, an intensive legislative program and an all-around streamlining of the nation's fifth largest education association. By 1964, MEA had outgrown its headquarters in Lansing and moved to its present location in East Lansing.
In 1965, membership in MEA took on new meaning. In was in July of 1965 that Public Act 379, Public Employment Relations Act (PERA), was enacted by the Michigan Legislature, giving public employees, including faculty and school employees, the right to bargain with their employers as equals under the law.
Overnight, the MEA became an aggressive force for faculty and teacher rights and welfare, as well as other professional concerns. In the years since the advent of collective bargaining, MEA membership has increased from 65,000 faculty, teachers, principals and school superintendents to more than 130,000 faculty, teachers, administrative professional and support personnel.
Since 1965, working conditions for faculty, administrative professionals and support personnel have improved tremendously through the bargaining of master contracts by MEA local units in more than 500 Michigan school districts and more than 30 public and private colleges and universities.
In 1964, Central Michigan University faculty organized for collective bargaining and affiliated with the MEA. The CMU Faculty Association was one of the first higher education locals in the country. Since that time, faculty from Lake Superior State University, Ferris State University, Saginaw Valley State University, University of Detroit Mercy, Adrian College, Baker College, Detroit College of Business and Kendall College of Art and Design have organized and affiliated with the MEA. Faculty from 19 of Michigan's 29 community colleges also bargain and are affiliated with the MEA.
In 1974-75, an in-house task force recommended that MEA pursue the formation of an organization to represent educational support personnel for the purposes of collective bargaining. In the spring of 1975, the MEA Representative Assembly endorsed this recommendation and MESPA (Michigan Educational Support Personnel Association) was on its way to becoming a reality.
In the spring of 1981, MESPA affiliated with the NEA and in the spring of 1983, the MEA Representative Assembly voted to make active membership available to MEA ESP-NEA members effective September 1984. The final step took place on May 19, 1984 when ESP members voted to join the MEA family. The combining of the two groups created one of the largest single unions dealing with public education.
Higher education faculty concerns and issues are addressed through the Michigan Association for Higher Education within MEA. The purpose of MAHE, delineated in its constitution and by-laws, is to promote continuous improvement of higher education in Michigan, to share with the MEA policy development for education and to secure for higher education faculty the professional advantages which accrue from cooperative action. A higher education faculty member from a two- or four-year college and university in Michigan, if an MEA member, is eligible for membership in MAHE. The MAHE Board of Directors meets five to seven times a year.
General rules to survive as a higher education professional
• Ignorance is no excuse. Acquaint yourself with your contract. Absent conflicting statutes, the contract, or some other important reason, you have an obligation to follow those rules and regulations.
• Read your contract. Many facets of your job rights and responsibilities are spelled out in there.
• Keep all records. Maintain a personal file of notes from department chairs, personnel and other administrators. Keep your evaluations, contracts, pay stubs and other official communications. They can be very important and helpful later.
• Act now, don't delay. Many members wait too long to bring up a problem to the Association because of indecision or embarrassment. Since strict time lines are established in the contract, it may be too late to help. If you are wondering, find out now.
• From time to time you may receive an administrative directive or order that you don't like or don't believe is proper. Nevertheless, you have an obligation to follow that order and grieve later. The only exception is if it would cause imminent danger to the health and safety of you or others.
• Grieving (filing a grievance concerning an administrative failure to follow the contract) is not immoral, illegal, unethical, unprofessional or even personal. If you think the situation warrants, it file a grievance. It is your right.
The perils of probationary status
Your first year
Your first year will be hectic as you try to assimilate into your new position. It's crucial that you develop contacts within your department—don't get caught by withdrawing into your discipline and cutting yourself off from important people and information. Make a written note of any significant departure from the terms of your appointment or understanding of your duties. And try to address them with your chairperson as soon as you can. Don't assume that a problem will correct itself.
According to the "Recommended Institutional Regulations on Academic Freedom and Tenure" published by the American Association for University Professors (AAUP), "Any subsequent extensions or modifications of an appointment, any special understandings, or any notices incumbent upon either party to provide, will be stated or confirmed in writing and a copy will be given to the faculty member."
Reappointment and tenure
The average probationary period at four-year institutions is five years; three, at community colleges. You must be informed of the standards and procedures employed in making decisions about your reappointment or tenure. Provisions should be made for periodic, usually annual, review or evaluation of your work and progress toward promotion or tenure. The reviews should be placed in your personnel file and you should receive a copy. You should be given adequate notice about when and where you will be reviewed or evaluated. You should also have the opportunity to bring anything you think is pertinent to the attention of the review committee.
For further reading, we suggest the publication Entering the Profession: Advice for the Untenured by the National Education Association.
When you need help. . .
When you need assistance with job-related problems or other professional concerns, you can turn with confidence to the Michigan Education Association. Your association area representative (AR), local association president or the MEA UniServ director can provide invaluable assistance.
Here is a list of common concerns with suggestions for what you should do to protect your rights:
Assaults
If you are involved in a job-related assault, report the incident promptly to your immediate supervisor. Write a summary of the incident as soon as possible listing all particulars of the situation, including names, witnesses, date, time, location and general conditions. Notify your AR.
Collective bargaining agreement
The negotiated agreement is your legal contract defining wages, benefits, work hours and other terms and conditions of employment. Make certain you obtain a copy of the bargained contract. Read it carefully; gain an understanding of your rights and benefits. If you believe you are being denied benefits or are being treated unfairly, refer to the appropriate contract provision.
Discrimination
In accordance with state and federal law, employment practices may not discriminate on the basis of race, sex, age, national origin, religion or color. Suspected violations should be reported to your AR.
Employee reprimands and suspensions
If you are disciplined (through a verbal or written warning), reprimanded, suspended or dismissed, contact your AR or other association official immediately, even if you believe the discipline is warranted or is a sensitive or confidential matter. In most cases, only a short time is provided to challenge disciplinary actions filed against you by the employer. Do not delay!
Legal representation
MEA members are provided with extensive legal representation for most employment-related matters. Generally, this representation is provided by your UniServ director or by MEA attorneys, depending on the situation. If you believe you need legal representation or advice, contact your AR or other local association official as soon as possible.
Liability Protection
As an MEA/NEA member, you are provided with a $1 million liability insurance policy for your protection in certain job-related matters. Contact your local AR and UniServ director immediately in the following circumstances: a) if you are being investigated by the police or other agency regarding a criminal matter; b) if criminal charges have been filed against you; or c) if you have been or might be sued by a parent or student. These circumstances may be covered by your MEA/NEA liability insurance and a claim form should be filed as soon as possible.
Personnel file
You have a legal right to review the contents of your personnel file and it is recommended that you do so at least once a year. You also have a right to attach a written rebuttal to any derogatory statement contained in your personnel file.
Seniority
Most collective bargaining agreements provide for a seniority list which determines the order of layoffs, recalls, transfers, promotions, etc. Make certain your placement on the seniority list is correct. Report inaccuracies to your AR.
Unemployment compensation
If you are laid off, you are generally entitled to unemployment compensation. However, to be eligible you must apply for benefits immediately following your last day of employment. If you have questions, contact your UniServ director.
Worker's compensation
Report any job-related injury immediately to your supervisor. Although you probably will be required to complete a form, you should also make and keep a written summary of the incident.