The American Federation of State, County and Municipal Employees (AFSCME) Council 31 has taken formal action against Southern Illinois University Edwardsville, filing a cease and desist order with the state's labor relations board. The union alleges the university engaged in unfair labor practices by increasing employee workloads without negotiation or additional compensation.
The complaint, submitted to the Illinois Educational Labor Relations Board on February 6, 2026, claims SIUE violated state law by unilaterally altering the terms of employment for its unionized staff, bypassing the collective bargaining process.
Key Takeaways
- AFSCME Council 31 filed a cease and desist order against SIUE on February 6, 2026.
- The union accuses the university of imposing increased workloads on employees without prior negotiation or a pay increase.
- The filing alleges SIUE violated the Illinois Educational Labor Relations Act by refusing to bargain in good faith.
- The university has not yet issued an official comment on the allegations.
Formal Complaint Lodged with State Labor Board
The core of the dispute centers on a formal charge filed by AFSCME against the university. The document accuses SIUE of violating the Illinois Educational Labor Relations Act, a state law that governs labor relations for public educational institutions.
Specifically, the charge alleges that SIUE was “interfering, restraining or coercing employees” in the exercise of their labor rights. It further claims the university was “refusing to bargain collectively in good faith” with the union representatives.
The filing with the state board represents a significant escalation in the dispute. It asks the labor board to intervene and compel the university to halt the practices the union deems illegal.
Details of the Alleged Labor Violations
According to the union, the issue came to light around the week of January 12, 2026. At that time, AFSCME says it became aware that SIUE was making significant changes to the job duties of its members.
Timeline of Events
- Week of Jan. 12, 2026: Union becomes aware of unilateral workload changes.
- Feb. 6, 2026: AFSCME files a formal cease and desist charge with the Illinois Educational Labor Relations Board.
The official charge states the university was “unilaterally changing the terms and conditions of bargaining unit members' employment.” Crucially, the union claims this was done without providing AFSCME with any notice or the opportunity to bargain over the effects of these changes.
Employees were reportedly assigned increased workloads and new responsibilities. However, this expansion of duties did not come with any corresponding increase in pay, a central point of contention for the union.
Union Demands Negotiations Over Workload Impact
AFSCME representatives have made their position clear: the university must negotiate before implementing such changes. The union is not necessarily opposing the work itself but the manner in which it was assigned.
“The union demanded that SIUE cease and desist directing new work until they negotiate with us over the impacts of that work,” said Ed LaPorte, an AFSCME Staff Representative.
LaPorte emphasized that the university is obligated to discuss these matters with the union. “The university does not have the right to make these decisions and not negotiate with the union when the union requested,” he added.
This process, known as effects bargaining, is a standard component of labor relations. It requires employers to negotiate with unions over the consequences or "effects" of management decisions on the workforce, even if the decision itself is within management's rights.
What is Effects Bargaining?
Effects bargaining is a form of collective bargaining that focuses on the impact of management decisions on employees. While an employer might have the right to make certain operational decisions (like reorganizing a department), they are often legally required to negotiate with the union about how those decisions will affect workers' hours, pay, job security, and working conditions.
University Response and Next Steps
As of now, the university administration has remained silent on the matter. When reached for a statement, SIUE's Director of Communications, Nicole Franklin, had not yet offered an official comment on the situation.
With the charge now filed, the Illinois Educational Labor Relations Board will likely begin an investigation into the union's claims. This process involves reviewing evidence from both AFSCME and SIUE to determine if a violation of state labor law occurred.
If the board finds the union's complaint has merit, it could issue an order compelling the university to halt the new work assignments and enter into good-faith negotiations with AFSCME. The outcome of this case could have significant implications for labor-management relations at the university moving forward.