open issue	last proposal presented
Union Rights	University presented proposal on 3/11/26; no response to date
Class Cancellations and Campus Closure	University presented proposal on 3/11/26; no response to date
Tips	University presented proposal on 3/11/26; no response to date
Parking Fees	Union presented as part of package proposal 3/11/26; University rejected package on 03/11/26
Wages	University presented proposal on 3/11/26; no response to date

The University received a Demand to Bargain from the Union to commence negotiations on the parties third collective bargaining agreement for the clerical, service, and technical civil service staff on April 10, 2025. The University is committed to working with the Union to come to a fair and fiscally responsible successor agreement.

Bargaining Timeline

April 7, 2026 (21st Session, Seventh Mediation Session)

The parties met for their 21st negotiation session, which was also their seventh mediation session with a federal mediator. The parties discussed their positions on the open issues and then took a caucus.  

Prior to reconvening for a joint session, the union left the mediation session, and the parties were not able to schedule another session. The University is willing and ready to schedule future sessions with the union and federal mediator, and we remain open to good-faith bargaining. 

March 31, 2026 (20th Session, Sixth Mediation Session)

The parties met for their 20th negotiation session, which was also their sixth mediation session with a federal mediator. The session began with the mediator asking perspectives on where each party stood. The University conveyed that they had still not received any Union responses to the written proposals that the University presented on March 11, 2026. The Union disagreed and stated they would not be submitting any proposals in response to the University’s proposals from March 11. The parties broke into caucus rooms to discuss the options moving forward individually with the mediator. When the parties returned to the joint session, the University conveyed that they respect the Union’s position and their memberships rights in accordance with labor laws. The University has been upfront throughout the negotiation given the institution’s current fiscal circumstances and limitations. The Union indicated they would be discussing with their membership to determine next steps, and the parties adjourned for the day. No further sessions were scheduled.

The University is willing and ready to schedule future sessions with the union and federal mediator, and we remain open to good-faith bargaining.

March 20, 2026 (19th Session, Fifth Mediation Session)

The parties met for their 19th negotiation session, which was also their fifth mediation session with a federal mediator. The session started with the mediator introducing a guest mediator who is available to cover when he is out of the office. The Union discussed the fact that they had taken a strike vote and provided the University with the notice of intent to strike on Thursday, March 19, 2026. The Union reiterated where the parties are currently at regarding salary increases. The Union did not submit any proposals in response to those the University submitted at the end of the prior session. The University is awaiting a response from the Union on the remaining open issues. Prior to adjournment, the guest federal mediator confirmed that they are available at the next scheduled session on March 31, 2026.

March 11, 2026 (18th Session, Fourth Mediation Session)

The parties met for their eighteenth negotiating session, which was also their fourth mediation session with a federal mediator. The parties began with some dialogue about the current status of the outstanding issues, and the Union shared their priorities with this contract. The Union submitted a package proposal today that responded to outstanding items. After a caucus, the University submitted a package counter proposal to all items in response. Prior to the meeting adjourning, two more dates were scheduled with the federal mediator, including March 20 and March 31.

February 19, 2026 (17th Session, Third Mediation Session)

The parties met for their third mediation session with the federal mediator. The University provided a response to the item presented by the Union at mediation session two. At this point, the University is awaiting a response from the Union on the remaining open issues. The parties scheduled another session with the federal mediator for March 11, 2026, prior to adjournment.

February 4, 2026 (16th Session, Second Mediation Session)

The parties met for the second mediation session with the federal mediator. The Union requested the University email the proposals that were presented to them by the mediator at the first session (and they were emailed shortly after the request). The Union presented one updated proposal on the outstanding issues. The parties third mediation session with the federal mediator is scheduled for February 19.

January 21, 2026 (15th Session, First Mediation Session)

The parties met for their 15th negotiation session, which was also their first mediation session. The parties began with introductions and general negotiation status for the mediator’s benefit to discuss the outstanding issues. The mediator then met with each group separately to discuss items and work to find potential agreements. Two Tentative Agreements were reached at the session. The next mediation session was scheduled prior to the meeting adjourning.

December 12, 2025 (14th Session)

The parties met for their 14th negotiation session. The Union presented language on six (6) items today. Clarifying questions were asked and answered regarding the proposals and then the parties took a brief caucus.  After a caucus, the parties dialogued additional questions and the current status of all outstanding proposals. The Union informed the University today they are seeking mediation and a tentative first mediation date was set for January 21, 2026.

November 19, 2025 (13th Session)

The parties met for their 13th negotiation session. The parties discussed a topic that needed clearer language and both agreed to the clarification. The University discussed a potential two-year contract offering details/ideas on outstanding items and economics. The Union is going to take the potential ideas back to their membership for discussion in an attempt to come to an agreement without the need for mediation. The mediation process was also discussed, and the Union requested to start the scheduling process. The parties scheduled one additional meeting without the mediator prior to adjournment.

November 5, 2025 (12th Session)

The parties met for their 12th negotiation session. The parties began with dialogue around a couple of specific items of concern for the Union as well as their withdrawal of one proposal previously submitted. Supposal ideas were shared between the parties to discern how to move forward with bargaining and potential mediation, the University has previously countered the Union on all outstanding issues, however the Union did not present any counter proposals on any of the outstanding issues. The parties discussed the mediation process and how they would choose the mediator. Expectations for future sessions were shared, and the parties scheduled one additional meeting prior to adjournment. The University remains committed to reaching a fair and fiscally responsible agreement.

October 24, 2025 (11th Session)

The parties met for their 11th negotiation session. The University presented three proposals today and answered clarifying questions. Context was dialogued between the two parties regarding the economic proposals. After a caucus, the Union informed the parties that they would be formally requesting mediation today due to feeling at a standstill on economics.

The parties confirmed the next meeting prior to adjournment.

October 9, 2025 (10th Session)

The parties met for their 10th negotiation session. The parties began the session with signing one Tentative Agreement. The Vice Chancellor of Finance and Administration gave a presentation of the current UIS financial position, and the Union was provided with an opportunity to ask questions, and the University answered them. The Union then presented three impact statements from bargaining unit members as well.

The parties confirmed the next two meetings prior to adjournment.

September 24, 2025 (Ninth Session)

The parties met for their ninth negotiation session. The University presented four economic proposals today. The Union adjourned the meeting after the University’s proposals were received.

September 4, 2025 (Eighth Session)

The parties met for their eighth negotiation session. The Union presented three proposals, and the University presented one proposal today. After a caucus, the Union provided one counter proposal. Questions were asked and answered between parties.

The parties confirmed the next scheduled meetings prior to adjournment.

August 18, 2025 (Seventh Session)

The parties met for their seventh negotiation session. The University presented proposals, and the Union presented eight proposals today. Questions were asked and answered for both parties. After a caucus, the University presented three counter proposals. Two Tentative Agreements were signed today.

The parties scheduled the next two meetings prior to adjournment.

August 1, 2025 (Sixth Session)

The parties met for their sixth negotiation session. The Union provided contextual handouts and dialogued the economic proposal they intended to present today. The Union then presented six proposals and answered clarifying questions from the University. The University presented three proposals today and answered Union’s questions.

The bargaining timeline was dialogued and the scheduled meeting dates were confirmed prior to adjournment.

July 21, 2025 (Fifth Session)

The parties met for their fifth negotiation session. Both parties began with reintroductions due to new attendees participating at the session. The University provided one proposal, and the Union provided three proposals today. Clarifying questions were asked and answered after a caucus. The Union indicated they would be presenting their economic proposals at the next session.

The parties scheduled the next two sessions prior to adjournment.

July 7, 2025 (Fourth Session)

The parties met for their fourth negotiation session. The Union provided three proposals today, and the University provided four proposals. Clarifying questions were asked and answered prior to adjournment.

June 16, 2025 (Third Session)

The parties met for their third negotiation session. The parties started the session by signing three Tentative Agreements.

The University provided one proposal and opened dialogue for a few forthcoming proposals for context and consideration. The Union provided one proposal today, their final non-economic proposal. Clarifying questions were asked and answered for both parties.

The parties scheduled the next two meetings prior to adjournment.

June 5, 2025 (Second Session)

The parties met for their second negotiation session. The Union opened the session with nine non-economic proposals and provided context for each proposal. The parties went to caucus and reconvened to ask and answer the University’s clarifying questions on the proposals prior to adjournment.

May 29, 2025 (First Session)

The parties met for their first negotiation session. The parties commenced with introductions of individuals present, and the Union provided big picture context for their forthcoming proposals and provided information on their priority concerns. Specific topics were dialogued pertaining to both economic and non-economic future proposals, and questions were asked and answered from both parties.

The parties scheduled the next two meetings and confirmed current meeting location is suitable for this group prior to adjournment.

The following are frequently asked questions concerning university impacts should the union engage in a legal economic strike. These FAQs do not address all potential situations.

General Information

• What are the UIS Clerical, Service and Technical Chapters of the UPI LOCAL 4100?
• Why are UIS and the UIS Clerical, Service and Technical Chapters of UPI Local 4100 currently in negotiations?
• When did negotiations begin?
• Beyond compensation, what other compensation-related issues are being discussed during negotiations?

About Mediation

• Why was a federal mediator brought in?

About Strike Authorization

• What is a strike authorization vote?
• What is a Notice of Intent to Strike?
• Is it legal for the union to strike?
• Who can legally participate in a strike?
• Will employees continue to be paid if they withhold services (fail or refuse to perform work as scheduled) as a result of a strike?
• If the union strikes, what services could be impacted?
• How long will a strike last?
• What can picketers lawfully do?
• Will employees be disciplined for engaging in a picket or a strike?
• Who can I contact for more information or if I have questions?

Student Questions

• If a strike is called, what should students expect?
• Will Food Service continue to operate?
• Will buildings continue to be cleaned?
• Will students still be able to call UIS Police?
• Who can students contact if they have questions?

Employee Questions

• Are all employees in the bargaining unit that has declared a legal strike required to strike?
• What should employees who report to work expect?
• What are the possible consequences for staff who engage in a work stoppage?
• If staff are on strike and not being paid, does that disrupt their benefits?

Q: What are the clerical, service and technical chapters of the UPI Local 4100?

A: The Clerical, Service and Technical Chapters of UPI Local 4100 are three collective bargaining units that negotiate as one. Between the three bargaining units, they represent employees serving in roles such as office administrators, office support specialists, police telecommunicators, building service workers, culinary workers, technical staff and other support positions.

Last updated March 19, 2026

Q: Why are UIS and the clerical, service and technical chapters of UPI Local 4100 currently in negotiations?

A: The contract between UIS and the Clerical, Service and Technical Chapters of UPI Local 4100 expired on August 30, 2025, and the parties are negotiating wages and other terms and conditions of employment for a successor agreement. The terms and conditions of the expired contract continue to be in effect during negotiations for a successor agreement.

Last updated March 19, 2026

Q: When did negotiations begin?

A: Negotiations began in May 2025 with an introductory session. The first economic proposals were not exchanged until August 2025. The university has prepared and shared information with the union regarding its current fiscal situation, which greatly impacts these negotiations. A chronology is on the Bargaining webpage.

Last updated March 19, 2026

Q: Beyond compensation, what other compensation-related issues are being discussed during negotiations?

Other outstanding issues include the following:

• Comp Time for Work During Liberal Leave: The unions are requesting compensatory (“comp”) time if members report to work when the University’s Liberal Leave Policy is in place and classes are canceled. Granting employees additional paid time off for working their regular work hours is not a fiscally responsible use of public money.
• Paid Release Time for Union Business: The unions are seeking paid time away from work for all members to attend union meetings twice per year. Labor unions are third-party organizations not governed by the U of I Board of Trustees. Membership and meeting attendance are voluntary. While the University respects the rights of employees to participate in union-related activities in accordance with applicable laws and contractual provisions, it is not in the best interest of the university to support expanding release time for union activities beyond current provisions

Last updated March 26, 2026

Q: Why was a federal mediator brought in?

The university and the union have engaged an impartial federal mediator to assist the parties in reaching a contract agreement, and the first mediation session with the federal mediator was held Jan. 21, 2026.

To be clear, when we entered into mediation, the parties were not at impasse, and the university remains committed to resolving open issues. While it is unusual to engage in mediation when the parties are not at impasse with open issues still on the table, the parties elected to jointly request the use of federal mediation services to help the parties conclude the negotiations in a timely and productive manner.

Last updated March 19, 2026

Q: What is a strike authorization vote?

A: A strike authorization vote is a step that gives the union bargaining team the authority to call a strike. The union is still required to provide the university with a 10-day notice of its intent to strike.

Last updated March 19, 2026

Q: What is a notice of intent to strike?

A: A Notice of Intent to Strike is the legally required 10-day notice that the union must provide the university and the Illinois Educational Labor Relations Board in order to conduct a legal strike. A Notice of Intent to Strike does not necessarily mean the union will strike. If the parties engage in mediation, mediation is unsuccessful, and Notice of Intent to Strike has been provided, the union can engage in a strike that may legally begin on or after the 10th day following the Notice of Intent to Strike, if all other criteria are met.

Last updated March 19, 2026

Q: Is it legal for the union to strike?

A: Yes. The Illinois Educational Labor Relations Act permits organized employees represented by a union to strike when certain conditions are met: 1) the collective bargaining agreement between the parties has expired; 2) the university and the union representing the employees have engaged in mediation and have reached impasse; and 3) the union has provided the university and the Illinois Educational Labor Board the required 10-day notice of its intent to strike.

Last updated April 9, 2026

Q: Who can legally participate in a strike?

A: Should a strike occur, only clerical, service and technical union members in a position represented by the UPI Local 4100 Clerical, Service or Technical unions can legally participate in the strike they have called. All other UIS employees are expected to report to work as scheduled. UIS employees covered by other existing collective bargaining agreements have contractual provisions preventing them from participating in a sympathy strike. The university’s normal procedures governing approved absences remain in effect.

Represented bargaining unit members should be aware of the following:

• You have the legal right to participate in a strike that is called by your union.
• You have the legal right to decide not to participate in a strike.
• The university will honor whatever choice you make.
• State law prohibits paying a public sector employee who does not work. If you choose to participate in a strike, your pay will be adjusted. If you continue to work during a strike, report to work as normal and you will be paid.

Last updated April 9, 2026

Q: Will employees continue to be paid if they withhold services (fail or refuse to perform work as scheduled) as a result of a strike?

A: No. As with any union-initiated strike action, covered employees who elect not to work as scheduled or assigned cannot and will not be paid for the period that they are withholding services and will not begin receiving compensation again until they return to work and begin performing their scheduled or assigned work. The University cannot provide compensation to employees unless assigned services are rendered.

Under Illinois law, public employees represented by labor organizations are permitted to strike when certain conditions preceding a strike are met, and the University will comply with all applicable requirements and principles regarding the rights of striking employees. Continuing to receive pay while withholding services is not one of those rights.

If an individual employee works, they will be paid as usual. However, they will need to complete an attestation form from Human Resources in order to be paid for their work during a strike.

Last updated April 9, 2026

Q: If the union strikes, what services could be impacted?

A: The university has taken steps to ensure services remain as unaffected as possible by a strike, including the continued operation of UIS Food Service, cleaning services provided by Building Service Workers and emergency response provided by UIS Police Department telecommunicators. It should be noted that not all employees working in these areas are a part of the union and others could temporarily fill the roles of striking workers.

Last updated March 19, 2026

Q: How long will a strike last?

A: The length of a strike will be determined by the union. From the university’s perspective, a strike is not warranted.

The university has continued to present proposals that represent a fair contract, especially given our current financial standing. A strike does nothing to change the constraints that limit what the university can ultimately provide in the new contract given the current fiscal situation.

Last updated March 19, 2026

Q: What can picketers lawfully do?

A: Picketing on public property is usually lawful so long as the picketing is peaceful, does not create a disturbance and does not block entrances and exits to campus buildings. Picketers must not block a door, passageway, driveway, crosswalk or other entrance or exit. Union members or picketers have a right to talk to people going into or out of campus buildings, but students, faculty and staff have a right to enter university buildings and classrooms without being interrupted, intimidated, coerced or threatened. University policy outlines the parameters for expressive activities on university property. Please refer to the UIS Expressive Activity Policy for full details.

Verbal or physical intimidation, threats and coercion are never permitted. If any violation of these expectations occurs, a record of the incidents should be made and reported to the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at (217) 206-7148 or dschloss@uis.edu. In the event of an emergency threatening the safety of property or persons, the aggrieved person or a witness should immediately report the behavior to UIS Police at (217) 206-6690. UIS Police will continue to observe their normal procedures.

Last updated March 19, 2026

Q: Will employees be disciplined for engaging in a picket or a strike?

A: The University will not take disciplinary action or any other retaliatory action against any employee for exercising their legal right to picket and/or to strike. All employees and students are governed by standards of conduct, and a strike in no way removes the responsibility of all employees and students to act in accordance with these standards. Employees who violate University policy and/or engage in misconduct, such as illegal behavior (vandalism, assault, violent behavior, etc.), or harass, intimidate, or otherwise obstruct access to or disrupt classes or work, will be held accountable for their behavior in the same manner as if they were not on strike. Police will continue to observe their normal procedures.

Last updated April 9, 2026

Q: Who can I contact for more information or if I have questions?

A: Media and external parties can contact Blake Wood, Director of Media Strategy, who is the official spokesperson for the university and can be reached at (217) 206-8404.

Employees may contact the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at 217-206-7148, or the appropriate union representative.

Last updated March 19, 2026

Q: If a strike is called, what should students expect?

A: Should a strike occur, the university has plans in place to continue operations, including UIS Food Service, cleaning services provided by building service workers and emergency response supported by UIS Police Department telecommunicators. Not all employees in these areas are members of the union, and other staff may temporarily fill roles as needed to maintain services.

Students should watch their UIS email for any updates to changes in operations that may affect them, but we expect these to be very minimal.

Last updated March 19, 2026

Q. Will food service continue to operate?

A: Yes. Food service in the Student Union will continue to operate. The university has plans in place to continue all services with existing staff who are not represented by the union. However, it is possible that all amenities might not be offered during the strike.

Last updated March 19, 2026

Q. Will buildings continue to be cleaned?

A: Yes. The university has plans in place to continue all services with existing staff who are not represented by the union.

Last updated March 19, 2026

Q. Will students still be able to call UIS Police?

A: Yes. The university has plans in place to continue all services with existing staff who are not represented by the union.

Last updated March 19, 2026

Q. Who can students contact if they have questions?

A: Students may contact UIS Associate Vice Chancellor for Auxiliary Services Ann Comerford at acome2@uis.edu.

Last updated March 19, 2026

Q: Are all employees in the bargaining unit that has declared a legal strike required to strike?

A: No. Individual employees in that bargaining unit can choose to work or choose to strike. If an employee chooses to work, they should report to work as usual.

Last updated April 9, 2026

Q: What should employees who report to work expect?

A:  All employees and supervisors who may be reporting to work during the strike should be aware that intimidation, threats and coercion are prohibited. However, there is the possibility of being subjected to taunts and name-calling from picketing or striking employees. Employees are advised not to respond to such conduct. More specifically:  

• The University will take all necessary steps to protect an individual’s right to enter and leave University facilities or property without interference.
• Arguments or shouting matches should be avoided.
• If passage to University facilities or property is not completely blocked, individuals should proceed slowly and with caution. 
• If passage to University facilities or property is completely blocked or if threats are made, individuals should not attempt to enter the premises and should contact the non-emergency police number at 217-206-6690 and then their immediate supervisor. The individual should write down a description of what happened and what was said, including the names or descriptions of the persons involved. Also, the names of other witnesses should be obtained. 

Last updated April 9, 2026

Q: What are the possible consequences for staff who engage in a work stoppage?

A: State law prohibits paying a public sector employee who does not work. Those members of the bargaining unit who choose to engage in a work stoppage forfeit pay for the period in which they do not perform their job duties. The university will ensure that it fulfills its legal duty to pay those who are working.

The Illinois Department of Central Management Services (CMS) is responsible for the administration of employees’ health insurance and has rules and regulations regarding coverage for employees who engage in a work stoppage.

Last updated March 19, 2026

Q: If staff are on strike and not being paid, does that disrupt their benefits?

Employees eligible to participate in the State’s Group Insurance program and/or the State University Retirement System (SURS) generally retain that eligibility in the event of a strike.

• Benefit Accrual
  • Accrual of payable sick leave will stop effective with the first full pay period of the strike for those employees who participate in a legal economic strike. Additionally, employees who strike will not be able to utilize accrued vacation, sick, non-accruing personal plus time, compensatory time benefits, or any other payable benefit time while striking.
• Group Insurance
  • Costs associated with group insurance coverage may be impacted depending on the length of the strike and the individual employee’s situation.
• Retirement Contributions
  • Employees participating in the strike will not earn service credit for those days with SURS but will still be protected for survivor and disability for the first 30 days. If the strike extends beyond 30 days or if the employee is in an unpaid status (not due to regular academic breaks) for more than 30 days in a rolling 12-month period, the employee will not be able to make contributions to SURS and employees with less than 10 years of service will lose access to survivor benefits. Contributions to the 403b or 457 retirement plans are based upon a percentage of the employee’s pay and would be reduced. Contributions made to a 457 retirement plan on a flat dollar basis may not be able to be deducted.

Last updated April 9, 2026