The complaint filed in the 22nd Washtenaw County Circuit accuses graduates of violating the Michigan Public Employment Relation Act and that GEO members violate their collective agreement, which involves a non-strike obligation. UM is asking the District Court to order striking GEO members to return to work. i. Harassment. Harassment refers to behaviours directed at a member of the bargaining unit that, under its instructions, include non-consensual contact, verbal insults, threats, intimidation or the deliberate refusal to address an employee through his or her preferred sexual pronouns. Harassment does not include constitutionally protected activities or behaviours that serve a legitimate purpose related to the individual`s employment, unless the timing or manner in which the activity or behaviour is performed affects the worker`s employment. Harassment can occur in a pattern or be an isolated incident, and can be directed at a person, or may be a pattern of behaviour directed at several people. H. The following statement: “This position, as published, is subject to a collective agreement between the regents of the University of Michigan and the Graduate Employees Organization, American Federation of Teachers, AFL-CIO 3550.” Um is asking for a relief from THE GEO charge of more than $25,000, which corresponds to “all additional costs, expenses, salaries and other economic damages incurred by the university as a result of GEO`s breach of the collective agreement.” In the 1996 Treaty, members wanted not only better pay, but also other changes, such as fair treatment of international GSIS and local same-sex partners, opportunities for students in colour, and greater control over training and hiring. Due to the organisational power of the Union, GEO was able to make progress on these issues at the negotiating table. But it was only when the EU threatened to make a two-day visit that the government agreed to offer compensation for the GSI`s international summer training. The members spoke to the faculty and convinced many of them to interrupt their classes. They also spoke with students and convinced many of them not to take classes.
Most importantly, members discussed the importance of the themes to them and why we had to be united and show the administration and the university community that the treatment of one of our members is a topic for all of our members. GEO entered its 2016/2017 campaign year with several objectives: strengthening the University of Michigan`s Diversity, Equity and Inclusion (DEI) initiatives through the negotiation process; to obtain new contractual rights for our members; and prepare for the transition to the right to work. To achieve these goals, GEO began to organize a massive participation of members. Months of negotiations have passed without the administration moving on any of the proposals. In particular, the university ignored GEO`s proposal to create full-wage DEI GSSA positions and union benefits. At the end of the legislature, after little movement of the university, the members of GEO organized for a work stoppage with an overwhelming “yes” during a two-day walkout vote. Volunteers have registered hundreds of members at strike posts to prepare for the shutdown. Finally, the pressure of the impending exit was enough to bring the administration back to the negotiating table and to propose to GEO six dei DEI GSSA, increases of 3.35% per year, an annual cap of $700 for mental health supplements, two additional weeks of paid parental leave and an hourly limit for international visa restrictions.