Minnesota News

BMS Case Nos. 26PA0681 and 26PA0680

2026-08-21T16:06:21Z

SSD I Minneapolis Schools & Teamsters 320

Arbitrator Jeffrey W. Jacobs

Issue: Unrequested Leave w/Out Pay

Grievance filed after 2 EEs placed on leave w/out pay when charged with non-work related felonies. Union argues should be compensated until quilt determined. ER cites 55 prior examples of placing people criminally charged on unpaid leave.

Grievance Denied CBA does not provide for paid administrative leave for off-duty criminal charges. Past practice exists for placing EEs being criminally charge on an unpaid leave of absence.

BMS Case No. 26PA0396 - State of Minnesota, Department of Public Safety

2026-08-21T16:05:50Z

MN Department of Public Safety & MAPE

Arbitrator Gregory L. Failor

Issue: Termination

Grievant terminated after being criminally charged with Financial Exploitation of a vulnerable adult. Though not related to her employment, and criminal charges later dropped, law enforcement agencies in the area requested not to work with her.

Grievance Denied Grievant lost trust of ER and partnering agencies by off-duty conduct. Employment relationship irretrievably broken.

BMS Case No. 26PN0124

2026-06-22T17:24:22Z

Winona County & AFSCME Council 65

Arbitrator Jeffrey W. Jacobs

Issue: Interest Arbitration

Market Adjustments for Assistant County Attorney I and II

County Position Awarded Parties resolved ACA I market adjustment of 18.6%. No market increases granted for ACA II. County's internal process of determining need for, and amount of, market increases upheld.

BMS Case No. 26PA0799

2026-06-19T17:22:14Z

University of Minnesota & GLU-UE Local 1105

Arbitrator Michael P. Stockstead

Issue: Discharge

Graduate Assistant not granted new GA appointment after falling out of good academic standing and change in department needs. Union grieved as disciplinary discharge under the CBA, and alleged discriminatory based upon disclosure of medical condition.

Grievance Denied Grievant’ s continued employment/appointment was subject to remaining in good academic standing, which did not occur. Just cause standards not applicable as not discharge under CBA. Challenges to this are provided under academic standards MOU, and not arbitration.

BMS Case No. 26HA0635 - CCM Health

2026-06-09T19:43:26Z

CCM Health & SEIU HC MN/IA

Arbitrator Marlin O. Osthus

Issue: Forced Resignation

Long-time lab EE with recent discipline for errors had conversation with supervisor about stepping down from Lead position and returning to a MLT position (.6 of which was her current work).ER accepted resignation but did not have a MLT job for her. Union argues would not have resigned Lead unless able to return to MLT.

Grievance Denied EE voluntarily resigned from the Lead position with no assurance that a lesser position existed. Cannot swap jobs with someone else. CBA requires posting of vacancies for 7 days and she was not deemed most qualified for a full-time position posted after the fact.

BMS Case No. 26PA0743

2026-06-05T17:22:44Z

Hennepin County & Hennepin County Sheriff’s Deputy Assoc.

Arbitrator Richard Bales

Issue: Salary Placement

Two Deputies with previous experience accepted job offers at "top pay" of salary range prior to completion of contract negotiations, but began working after new salary grid in place. Grievance filed after not moved to the new "top pay". EEs assert were told new rate would be in effect and they would be eligible for it. ER denies practice or promise.

Grievance Sustained ER to make EEs whole for difference of old max and new max for 2025. While contact language does not clearly resolve the dispute, salary placement was a determining factor on the EEs decision to leave former jobs and accept ER offer. Union relied on previous arbitration award as to how wages would be adjusted following contract settlement.

BMS Case No. 25PN0487 - Sherburne County

2026-06-01T20:37:09Z

Sherburne County & Minnesota Public Employees Ass.

Arbitrator Frank J. Kundrat

Issue: Interest Arbitration

Amount of general increase 25, 26, Health Insurance contributions 25, 26, Retroactivity

Award: GWA 2025 3% 2026 3% Range Adj. 2025 5% 2026 3% ER health insurance proposal. Internal pattern upheld for 2025, 2026 general wage adjustment, internal range movement, and health insurance contributions. Union awarded position on effective dates.

FMCS Case No. 250815-08853

2026-05-12T19:16:43Z

See below.

FMCS Case No. 250815-08853

2026-05-12T19:13:39Z

FMCS 250815-08853 Monarch The Villas at St Louis Park & SEIU Healthcare MN/IA

Arbitrator Michael T. Loconto

Issue(s): Arbitrability Discharge

C.N.A. discharged for repeated violations of Professional Boundaries and Code of Ethics policies with facility resident. Case bifurcated to first determine arbitrability, as ER challenged timeliness of grievance processing.

Grievance: Determined to be Arbitrable, but Denied ER had just cause for discharge. Grievant’ s continued behavior after warnings indicate lesser discipline would not be corrective. Failed to ascertain the gravity of their wrongdoing.

BMS Case No. 25PA0842 - ISD 146, Barnesville

2026-05-01T16:09:49Z

ISD 146 Barnesville Schools & Barnesville Education Association

Arbitrator Jeffrey W. Jacobs

Issue: Salary Lane Advancement Credits

Grievance filed after superintendent suspended school board approved lane advancement for teachers completing on-line graduate coursework, citing lack of academic rigor and misrepresentation. Union argued all required course information provided to Superintendent had received advanced approval.

Grievance Sustained Lane changes awarded back to time suspended with accrued interest. Teachers did not misrepresent the nature nor academic rigor of on-line courses when applying for and receiving approval for graduate level coursework to be used for salary lane advancement. CBA language did not allow lane changes to be suspended once approved and courses successfully completed.