Frequently Asked Questions

On Wednesday, April 8, 2026, at 6 a.m., AFSCME Local 1110 engaged in a strike. On April 15, 2026, Illinois State University and AFSCME Local 1110 met for the fifth time with a federal mediator. Unfortunately, the parties were unable to reach an agreement, and the union has indicated the strike will continue. The University recognizes and respects the important contributions of the employees in the bargaining unit and will continue to work diligently to reach a fiscally responsible agreement that addresses the concerns raised by the Union. 

In all negotiations, the University begins by developing salary and compensation benchmarks against peer institutions or the appropriate market comparators, adjusted for differences in cost of living. To ensure we treat all staff consistently, we also evaluate the impact of settlement demands on other staff, whether or not they are in bargaining units. Finally, we assess the impact of the settlement demands on the University’s budgets now and in the near future (three to five years).

This is the negotiation template we adopted for AFSCME Local 1110. However, the negotiating parties have not been able to reach an agreement on three key points.

• AFSCME is publicly demanding greater compensation increases than what the University has presented in its settlement package, valued at more than $7.2M in additional expenditures. The package provides increases that ensure the vast majority of AFSCME Local 1110-represented employees remain at or above the median wage for comparable positions in Bloomington/Normal. This package represents the most favorable economic value the University is willing to offer given our need to remain fiscally resilient. This was shared with the Union during mediation in January 2026
• AFSCME is publicly demanding a clause in the contract that would guarantee both annual contractual increases and, in the event the annual increase for the non-bargaining employees under the campus wage program exceeds the negotiated contractual increases, the difference between the negotiated increase and the campus wage program. The Union is essentially demanding to get the same or greater increase as the University’s non-Union employees. This is not fair to our non-union employees, and it ignores that the Union has the opportunity to negotiate future guaranteed wage increases that the University is obligated to honor regardless of future revenues.
• AFSCME is publicly demanding full retroactive pay from July 1, 2025, forward. Illinois State University avoided a $9 million budget deficit two years ago by undergoing a series of efficiency and cost-cutting measures. We have since renewed our commitment to balancing desired educational outcomes with rising personnel and operating costs in a fiscally responsible manner. Because of this, we began discussions with AFSCME in the summer of 2024 about no longer offering retroactive pay in future contracts. The parties then began negotiations three months prior to contract expiration, which is normally more than enough time to reach an agreement and avoid disputes over retroactive pay.

The University’s approach must be holistic, in which the impact of any decision is carefully balanced against the system. We do not believe it is good planning or fiscal stewardship to commit to agreements that adversely impact other aspects of university operations.

The University's most recent offer provides competitive wages for the term of the contract. All employees in the bargaining unit would receive five guaranteed increases to their base pay with the first two of the these increases implemented within the next 10 weeks (at ratification and on July 1, 2026). Specifically, the guaranteed wage increases included in the University's current offer are:

Under the University's offer, after the wage increases at ratification and on July 1, 2026, all entry-level employees would earn $17.76 or more. After conducting an updated analysis on April 21, 2026, data indicates that with the University’s offer, as of July 1, 2026, all but two positions in the bargaining unit would be at or above the median pay offered by other employers in Bloomington-Normal for similar positions.

At ratification, wages in this bargaining unit would top at $29.79 per hour, and the average hourly wage rate, by type of work, would be as follows: 

• Building Services positions would immediately average $22.78 per hour (192 employees).
• Grounds positions would immediately average $26.42 per hour (18 employees).
• Dining positions would immediately average $21.34 per hour (122 positions).
• Positions in other units (e.g., physical plant, storekeepers, mechanics, equipment service workers, athletics, laundry, and building maintenance) would immediately average $24.45 per hour (18 employees). 

The average hourly wage rate would increase to $23.23 per hour on July 1, 2026, and to $25.38 by July 1, 2029.

Additional features of the University's most recent offer include:

• Five-year contract with guaranteed annual wage increases for all employees in the bargaining unit.
  
  • The first two increases will take place within the next 10 weeks (at ratification and on July 1, 2026). Employees will receive a 15.5% increase to their base pay between now and July 1, 2029 (16.5% compounded).
• One-time $600 lump sum payment (minus applicable deductions) for successful ratification of the agreement.

All employees in the unit would also continue to receive the University’s very competitive benefits and time-off offerings.

Illinois State University contacted the federal mediator at 9:20 a.m. on Thursday, April 30, to inquire about resuming negotiations with AFSCME Local 1110. The University is making this effort in good faith after the Governor’s request that both parties return to the bargaining table. Shortly after 10 a.m., the union reached out to the University stating that they are prepared to return to the bargaining table. A meeting was confirmed with the federal mediator for Monday, May 4.

On Wednesday, April 22, 2026, the union sought to restrict the University’s ability to utilize external companies performing custodial and grounds work on campus, arguing in a new lawsuit that these external companies are “strikebreakers” and that the University’s use of these external companies is illegal. On Wednesday, April 29, the McLean County Circuit Court denied AFSCME Council 31’s request for a temporary restraining order to stop certain contracted services during its strike. This ruling allows Illinois State University to continue using external vendors that supplement University employees who maintain its property and provide a clean and safe learning and working environment. Furthermore, the use of these external companies is not illegal, and we plan to vigorously defend our position in this meritless lawsuit.

The University follows the state’s procurement process to ensure compliance with applicable laws. Contracted services from external companies are billed using fully loaded hourly rates that incorporate multiple cost components. These rates significantly differ from and should not be interpreted as the actual wages earned by employees of the vendor.

The Union has filed Unfair Labor Practice charges with the Illinois Educational Labor Relations Board, alleging violations of the Illinois Educational Labor Relations Act (IELRA). The University denies any violation of the IELRA and looks forward to defending its position before the Illinois Educational Labor Relations Board.

The University did not and has not told the Union that the University will not meet. We remain willing to meet with the Union to reach agreement on a fiscally responsible contract that provides competitive wages. The parties met 28 times before the University offered its last, best, and final settlement package to the Union in January. Since then, we’ve met with the union three additional times, and, while we did not increase the value of the settlement package, we did offer to reconfigure the package in an attempt to make it more acceptable to the Union. We also reiterated to the Union that the settlement package represents the most favorable economic value the University is willing to offer. It would be irresponsible for us to agree to demands that are not financially sustainable. 

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.

The University does not agree with the Union’s assertions. The University's proposal would result in pay that is at or above the median pay for similar positions in Bloomington-Normal. 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.

At ratification, wages in this bargaining unit would top at $29.79 per hour, and the average hourly wage rate, by type of work, would be as follows: 

• Building Services positions would immediately average $22.78 per hour (192 employees with hourly rates ranging from $18.25/hour to $28.74/hour). 
• Grounds positions would immediately average $26.42 per hour (18 employees with hourly rates ranging from $23.38/hour to $29.29/hour).
• Dining positions would immediately average $21.34 per hour (122 positions with hourly rates ranging from $17.24/hour to $24.92/hour). 
• Positions in other units (e.g., physical plant, storekeepers, mechanics, equipment service workers, athletics, laundry, and building maintenance) would immediately average $24.45 per hour (18 employees with hourly rates ranging from $17.93/hour to $29.78/hour). 

Following the initial wage increase at ratification, each employee in the bargaining unit would also receive a guaranteed 3% increase to their base pay on July 1 of this year (just 11 weeks from the last mediation session on April 15) and then annually each July 1 through July 1, 2029. This means the employees would receive at least a 6.5% increase in base pay within the next 10 weeks, and, over the life of the contract, all employees in the unit would receive at least a 15.5% total increase (16.5% compounded) to their base wage rate.

No, this is not correct. There has been much discussion over a Union demand that the University provide the Union the better of the Campus Wage Program or the increases negotiated in the contract. The provision the Union is demanding the University agree to did exist in one previous contract, but it specifically only applied to the increases in that contract. Prior to that, as is the case in most contracts, the Union either received only a specific negotiated increase or only the percent increase provided to non-Union employees through the Campus Wage Program – not whichever is better. The Union is essentially demanding to get the same or greater increase as the University’s non-Union employees. This is not fair to our non-Union employees, and it ignores that the Union has the opportunity to negotiate future guaranteed wage increases the University is obligated to honor regardless of future revenues.

To be clear, the employees in this bargaining unit received an increase in FY2025. The employees in this bargaining unit have not yet received an increase this fiscal year (FY2026) because the parties are still in negotiations. The University has offered a 3.50% increase for FY2026, which is the same percentage increase provided through the Campus Wage Program for non-represented University employees.

An employee represented by AFSCME Local 1110 may choose to return to work at any time, including prior to the strike ending. No steps are required by the University, except for the employee to report to their supervisor at the beginning of their normally assigned shift. 

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.

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  (administered by CMS) may be impacted depending on the length of the strike and the individual employee's situation. The CMS Benefits Handbook requires the following:
    • Employees in Nonpay Status
      • Employees who are in nonpay status on the first work day of a pay period will be direct billed by the Department.
      • Additionally, employees in dock/suspension status greater than 30 calendar days, regardless of whether the days were consecutive or intermittent, will be billed by the Department for every pay period in which time in nonpay status occurs.
    • These requirements apply to all time in a nonpay status, regardless of the reason the employee is in a nonpay status. 

• 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 vacation and 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.

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.

Employees who are members of other unions can be requested to perform work normally performed by AFSCME Local 1110-represented employees but should not be required to perform this work.