Frequently Asked Questions

The following FAQs will be periodically updated as negotiations continue.

Current questions

What is the current status of negotiations?

On January 30, 2026, on the second day of mediation and 28th day of negotiations, the University presented the Union its last, best, and final settlement offer in response to all remaining open proposals. The University was notified on February 11, 2026, that AFSCME Local 1110 membership rejected the University’s last, best, and final offer. On March 17, 2026, a third mediation session with the federal mediator was held. The union presented two options to resolve all open proposals. The terms of both options were significantly more favorable than the terms of the University’s last, best, and final offer. The University maintained its position on its last, best, and final offer presented on January 30, 2026.

On March 26, 2026, AFSCME Local 1110 announced they intend to strike on or after Wednesday, April 8. The University recognizes and respects the important contributions of the employees in the bargaining unit and will continue to work diligently to reach a fair and fiscally responsible agreement that addresses the concerns raised by the Union. We are also committed to the principle that the University must remain fiscally prudent, resilient, and sustainable for the long term. This means, we must balance expenditures against revenues and strive to offer competitive wages, while seeking to remain affordable for students and families.

The University believes its last, best, and final offer, presented on January 30 and reaffirmed on March 17, is a very strong and competitive offer. It ensures employees in the unit are paid above the median base pay for similar positions in the local marketplace and it positively addresses numerous other union demands. Key changes in the last, best, and final offer include:

Five-year contract with guaranteed annual wage increases for all employees in the bargaining unit.
- Because there is no retro, the first two increases will take place within the next 12 weeks (at ratification and on July 1, 2026). This results in employees receiving a 15.5% increase to their base pay between now and July 1, 2029 (16.5% compounded).
One-time $350 lump sum payment for successful ratification of the agreement.
30% increase in shift differentials for employees who work a shift that starts between 2 p.m. and 9:59 p.m. and a 50% increase in shift differentials for employees who work a shift that starts between 10 p.m. and 4:59 a.m.
50% increase in training differentials paid to employees who are assigned to participate in providing training to new status employees.
50% increase in the differential paid to Building Service Workers assigned to the Special Services Crew.
Expansion of the list of classifications that qualify to receive a safety shoe/boot allowance.
Expansion of the list of classifications that qualify to receive winter apparel for working outside in the elements.

The contract is automatically extended during negotiations for the successor agreement.

Does the Union membership voting down the University’s last, best, and final offer mean a strike is more likely?

While the Union has provided a notice of Intent to Strike, the University remains optimistic that the parties will reach an agreement to avoid a strike. The University continues to believe its last, best, and final offer, presented on January 30 and reaffirmed on March 17, is a very strong and competitive offer.

Are any additional meetings scheduled?

The parties have not scheduled additional meetings at this time.

The Union has publicly stated that the University is “refusing” to meet. Is this accurate?

No. This is not an accurate statement, and the University doesn’t understand why the Union is stating this. At the end of the last mediation session on March 17, the University responded to the Union’s most recent proposal. The University did not and has not told the Union that the University will not meet any longer.

Is Illinois State University initiating contingency planning to prepare for a strike?

While we are hopeful and working hard to reach a contract agreement without a strike, the University is committed to minimizing any disruption to students, faculty, staff, and community members throughout the negotiation process. Our contingency planning efforts include identifying alternate resources to perform duties normally performed by the AFSCME Local 1110 bargaining unit in the event of a strike.

The Union has publicly stated that employees in the bargaining unit aren't paid fairly. Is this accurate?

The University does not agree with the Union’s assertions. The University pays the employees represented by AFSCME 1110 competitive wages that are at or above the median pay for similar positions in the local market. The University has engaged in meaningful dialogue with the Union regarding employee wages, and the University has proposed guaranteed annual increases for all employees in the bargaining unit that would significantly increase the hourly base rates of each classification by 16.50% by the end of the proposed contract period.

Are employees in the bargaining unit required to participate in a strike?

No. During a strike, employees represented by AFSCME Local 1110 are not required, either by law or University policy, to join in the strike, engage in any work stoppage, or join in a picket line. State law protects not only the right to strike, but also the right to refrain from doing so. It is up to each employee represented by AFSCME Local 1110 to decide whether to strike or to continue working.

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

No. Employees who engage in a labor strike, refuse to cross a picket line, otherwise withhold their labor, or fail to work as scheduled or assigned during a strike will not be paid for the period the employee withholds 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 in not one of those rights.

Will an employee’s benefits be impacted if they participate in a strike?

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.

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.
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.

Additionally, the timing of a work stoppage could also impact monthly salary disbursement for the next fiscal year.

Employees on a continuous medical leave of absence should contact their Benefits Counselor in Human Resources (438-8311) with questions.

Can employees withhold their labor outside of a legal strike?

It would be a violation of both a collective bargaining agreement and the law for any organized University employee to withhold their labor unless their union has met all requirements for a legal strike. Participants in an illegal strike (which could include, but is not limited to, actions such as failing to report for work, engaging in a work slowdown, engaging in a sympathy strike, or engaging in a “sick-out”) may be subject to disciplinary or legal sanctions.

Faculty, staff, and students in employee roles not represented by AFSCME Local 1110 are expected to perform their job duties as usual, so that the University can continue to provide service to its students, faculty, staff, and visitors. If employees, not represented by AFSCME Local 1110, engage in a sympathy/solidarity strike (i.e., fail or refuse to perform all or a portion of their job duties), the University's normal procedures governing absences or refusal to complete work remain in effect and will be applied.

Negotiations process

What is a Last, Best, and Final

The last, best, and final offer represents the most favorable terms that the University is willing to offer. After nearly a year of negotiations, including three sessions with an independent federal mediator, on March 17, the University reaffirmed its last, best, and final offer to the Union.

What is an informational picket?

An informational picket is a public demonstration by a labor union for the purpose of informing the public about a matter of concern to the Union. Informational picketing is a lawful activity that should be conducted in a peaceful manner that respects and protects the safety of both participants and all other members of our campus community. An informational picket is not a strike and all University employees participating in an informational picket are expected to continue to report for work as scheduled.

What is a strike authorization vote?

A strike authorization vote is a procedural vote by Union members regarding whether the Union will have the option to call for a strike if the parties are unable to reach agreement through negotiations. To date, the Union has not notified the University it has taken a strike authorization vote or provided the University with a Notice of Intent to Strike. Even if the Union were to take a strike authorization vote, it is important to emphasize that, while an affirmative strike authorization vote means the Union has the option to call for a strike, it does not mean they will do so.

What is a Notice of Intent to Strike?

A Notice of Intent to Strike is the legally required ten-day advance notice that a 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 a Notice of Intent to Strike has been provided, the Union can engage in a strike that may legally begin on or after the tenth day following the Notice of Intent to Strike, if all other legal criteria are met. To date, the Union has not provided the University with a a Notice of Intent to Strike. However, in an abundance of caution, the University has initiated contingency planning activities to ensure the University’s ability to minimize disruption should a strike occur.

Is there any additional information regarding campus impacts should an employee union engage in a legal economic strike?

Additional information can be found in the Union Strike FAQs.

Background of negotiations

Who is part of the Local 1110 bargaining unit?

AFSCME Local 1110 represents approximately 360 employees at Illinois State University’s Normal, Illinois, campus, primarily in janitorial, grounds, and dining positions.

Why are Illinois State University and AFSCME currently in negotiations?

The contract between Illinois State University and AFSCME Local 1110 expired June 30, 2025, and the parties are negotiating wages and other terms and conditions of employment for a successor agreement. The contract is automatically extended during negotiations for the successor agreement.

This is a normal part of the labor-management relationship. Collective bargaining agreements are contracts entered into between management and unions, which delineate wages and other terms and conditions of employment for a specific period of time. When that time ends, it is normal for the parties to negotiate over the terms of a successor agreement.

When did negotiations begin?

The first negotiation session was held on April 3, 2025. To date, the parties have held 29 negotiation sessions, including three mediation sessions.

What led the parties to mutually request mediation?

When the parties mutually requested mediation on December 1, 2025, the parties had reached tentative agreements on 17 items and only economic proposals remained open. To be clear, the parties were not at impasse when they mutually agreed to request mediation. However, after 26 negotiation sessions, both parties felt the guidance of an independent, impartial mediator could help continue to move negotiations forward in a productive manner and help the parties reach a contract agreement that reflects the needs of all Illinois State University stakeholders as promptly as reasonably possible.