GEO Negotiations FAQs

This page provides information and answers to frequently asked questions about negotiations between the University of Michigan and the Graduate Employees’ Organization for the 2025-2026 negotiations period.

Frequently Asked Questions About GEO Negotiations

General Negotiations

When will U-M and GEO begin negotiations?: The Parties agreed to begin negotiations on or before November 14, 2025.
When and where will negotiations be held?: Negotiations are scheduled to be in-person for Fridays starting November 14, 2025 and continuing into the Winter 2026 semester.
When does the current GEO contract expire?: The current GEO contract expires on May 1, 2026.
What are “negotiations logistics”?: Logistics are the agreed-upon details of negotiations procedures, such as room locations, times, lunch breaks, and agenda-setting that help the negotiations process run smoothly and efficiently for all participants.
What are “mandatory bargaining subjects”?: Mandatory bargaining subjects are matters of terms and conditions of employment that both the union and the university are legally required to discuss. The Parties have to discuss mandatory subjects (e.g., wages, benefits, workloads, hours, working conditions), but they are not required to come to an agreement. View the Michigan Employment Relations Commission's Guide to Public Sector Labor Relations Law in Michigan (pp. 17-18).
What are “permissive bargaining subjects”?: Permissive bargaining subjects are most subjects that are not mandatory (described above) and are therefore optional topics that both Parties must voluntarily agree to discuss. An example might be a union’s proposal about divesting U-M’s endowment. Neither Party may insist on negotiating a permissive bargaining subject. Neither Party is required to discuss the other Party’s proposals regarding a permissive subject.
Why does the university decline to negotiate permissive bargaining subjects?: The university’s reasons vary by the issue. It may not be fair to negotiate with one union over matters that affect others who are not represented by that union. It also might not be practical or possible to negotiate matters that involve external parties. Dialogue on issues beyond the scope of contract should occur through other appropriate venues outside of bargaining.

Facilitated Mediation

What is facilitated mediation?

Facilitated mediation, known as shuttle mediation, involves a neutral mediator appointed by the State of Michigan’s Employment Relations Commission (MERC) working directly with each party separately, rather than both parties being in the same room. This “shuttle” approach is common and it can enhance efficiency for the parties when they are experiencing hurdles that delay progress. It helps reduce tension, create greater focus on proposals, and gives each party the opportunity to speak openly with the mediator. The mediator guides discussions, clarifies issues, and assists the parties in exploring solutions. In essence, mediation is an extension of the collective bargaining process with the addition of a neutral third party.

What does the mediator do?

The mediator is neutral and does not decide outcomes; their role is to help the parties communicate more effectively. A mediator’s objectivity, neutrality, and experience enable them to explore areas of compromise and to offer suggestions on how disputes may be resolved. Mediators help parties restore or improve the lines of communication. A mediator also may present new approaches and create an atmosphere that is more conducive to resolving disputes. The mediator will:

Relay information and accurately communicate proposals provided by the parties
Ask clarifying questions
Carry proposals between the parties’ rooms
Identify areas where movement or compromise is possible
Help refine proposals by either party to make them more actionable

Does facilitated mediation mean negotiations are at an impasse?

No, shuttle mediation can be used at any stage of negotiations.

Do the parties still control the outcome during facilitated mediation?

Yes. The mediator does not impose decisions or take sides. All agreements, proposals, and solutions come from the parties themselves. The mediator helps exchange information and move toward a resolution. The mediator has no authority to impose a settlement or issue a directive on disputed issues.

Why is mediation confidential?

The Michigan Employment Relations Commission has consistently required that all mediation conferences be private and not subject to recording. Mediation enables the parties to focus on resolving disputes, without speaking for the record, seeking to obtain favorable publicity, or otherwise restricting their discussions.

Can the parties meet in joint sessions during facilitated mediation?

Yes, the parties can schedule a joint session at any point if both sides and the mediator believe it would be productive. Shuttle mediation can also occur alongside joint meetings as needed.

Negotiations Process Basics

What is the Public Employment Relations Act?

The Public Employment Relations Act (PERA) is Michigan’s primary law governing labor relations between public employers and public employees. It sets the rules for union organizing, collective bargaining, and labor disputes.

What is the Michigan Employment Relations Commission?

The Michigan Employment Relations Commission (MERC) is the state of Michigan’s agency that enforces the Public Employment Relations Act (PERA) and oversees labor relations for public employees and public employers in Michigan. MERC’s responsibilities include:

Handling unfair labor practice (ULP) charges
Conducting union representation elections
Overseeing collective bargaining disputes
Providing mediation and fact-finding services
Enforcing labor law decisions and orders

What is collective bargaining?

Collective bargaining agreements (CBA) are binding, legal contracts between an employer (e.g., the university) and the union that govern the terms and conditions of employment for employees who are included in the particular bargaining unit.

Collective bargaining is the process through which a union and an employer negotiate terms and conditions of employment for the employees who are included in the bargaining unit. The parties have an obligation to bargain, but it is not a requirement that they agree.

In the state of Michigan, the Michigan Public Employment Relations Act (PERA) applies to public sector collective bargaining. The parties (i.e., the union and the employer) must meet at reasonable times and confer in good faith, with the intention to reach agreement regarding wages, hours, and other terms and conditions of employment.

What happens if either party breaches its contractual obligations?

Each CBA includes a grievance procedure for resolving alleged disputes (grievances) regarding application and interpretation of the contract terms.

How does the collective bargaining process work?

Generally, in traditional negotiations, the union and the employer propose new contract provisions or changes to current contract language in writing to the other party. The parties discuss the respective proposal, including the need or problem the language tries to solve and the other party often submits a counterproposal. The proposal-counterproposal “volley” continues until the parties reach tentative agreement, or until the proposing party withdraws its proposal. (Please see the General Negotiations FAQ section regarding mandatory and permissive bargaining subjects.)

What is a tentative agreement?

The union and the university reach tentative agreements when they agree on a particular new contract article or changes to current contract language. The particular agreement is tentative until the union and the university both exhaust their respective internal governance mechanisms to approve the negotiated terms.

What does “ratification” mean?

In collective bargaining, “ratification” refers to the process by which the union’s membership approves or “ratifies” all of the tentative agreements that its negotiators agreed to. Union ratification is governed by internal union rules specific to each bargaining unit. Ratification is the last step in the collective bargaining process and, upon ratification, the new (successor) collective bargaining agreement is effective depending on the terms negotiated.

How long does the collective bargaining process take?

The duration of the collective bargaining process depends on a number of factors, including the number of issues being negotiated and their complexity. PERA does not require any definitive timeline. The process usually takes months, but can be faster, especially when the parties share interests in securing agreement in a prompt fashion and agree to a timeline to complete their negotiations process.

Who negotiates the academic labor contracts on behalf of the university?

The University of Michigan’s Board of Regents is the Employer-party for each of the university’s collective bargaining agreements. The Board of Regents delegates authority to the Chief Human Resources Officer and the Provosts to negotiate academic labor contracts on its behalf. The university assigns chief negotiators from the Office of Academic Human Resources, who lead the negotiations teams for each contract.

Who has decision-making authority for academic labor contract negotiations?

The university’s chief negotiators are vested with decision-making authority through the Board of Regents and the Provosts, within the scope of the negotiations process and aligned with the university’s mission and values and these guiding principles. Depending on the issues being negotiated, the university develops its positions and interests collaboratively, with input from various stakeholders and subject matter experts.

How are the university’s bargaining teams established?

The university composes its bargaining teams based on multiple factors applicable to the particular bargaining unit. The bargaining teams are designed to include varied perspectives and subject matter expertise to best represent the university’s myriad stakeholders effectively and efficiently. The teams are usually composed of academic administrators, faculty members, and Human Resources representatives.

What if the parties do not reach agreement before the current collective bargaining agreement (CBA) expires?

Usually, the expired terms and conditions of employment remain in effect even after the CBA expires. Each CBA addresses the parties’ obligations upon expiration of the contract.

What is “impasse”?

If, after exhausting good faith negotiations, the parties cannot come to agreement on a particular mandatory bargaining subject, and further discussions are deemed to be futile, an impasse may be declared. Mediation and then fact-finding under PERA are the next steps.

What is “fact-finding”?

Under PERA, the Michigan Employment Relations Commission (MERC) appoints a third-party neutral who conducts an evidentiary hearing about the parties’ remaining, unresolved issues. After the hearing, the fact-finder makes non-binding recommendations to the parties.

What happens if the parties’ do not accept the fact-finder’s recommendations?

If the parties do not accept the fact-finder’s recommendations, and if the parties do not reach agreement through further negotiations after the fact-finder issues their report, then the university may exercise its discretion to implement the terms of a contract unilaterally.

Academic Human Resources

GEO Negotiations FAQs

Frequently Asked Questions About GEO Negotiations

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