Frequently Asked Questions
The following FAQs will be periodically updated as negotiations continue.
General FAQs
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 28 negotiation sessions.
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. The AFSCME Staff Representative for Local 1110 indicated she will reach out to the University on or after February 23, 2026, to discuss next steps. The University anticipates a third mediation session with the federal mediator will be scheduled.
The result of the vote is disappointing as the University believes its last, best, and final offer is a very strong and competitive offer. It ensures employees in the unit continue to be 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 five months (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).
- Because there is no retro, the first two increases will take place within the next five months (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.
Are any additional meetings scheduled?
No additional negotiation sessions are scheduled at this time. The University anticipates a third mediation session with the federal mediator will be scheduled.
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.
What is a Last, Best, and Final Offer?
The last, best, and final offer represents the most favorable terms that the University is willing to offer. After nine months of negotiations, including two sessions with an independent federal mediator, on January 30, the University presented its last, best, and final offer to the Union.
Does the Union membership voting down the University’s last, best, and final offer mean a strike is more likely?
The University remains optimistic that the parties will reach an agreement to avoid a strike. In addition, to our knowledge, the Union has not taken a strike authorization vote. The Union has also not provided the University with a Notice of Intent to Strike, which is required before the Union could engage in a legal strike.
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. Holding a strike authorization vote is a normal part of the negotiation process. 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 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.
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.
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.