Guidance for MSU Extension Supervising educators
June 16, 2026
By Carrie Grishaber, Extension Educator and FAS Vice President
Navigating peer oversight while managing day-to-day programming can be challenging, especially when balancing your role with your rights and protections as a fellow member of the bargaining unit. To answer a question first that regularly arises: Because MSU Extension Supervising Educators are included in the FAS collective bargaining unit, you are legally permitted to discuss the Union contract and negotiation updates with your supervisees as fellow Union members. You can also send them copies of the contract or specific articles that pertain to their situation.
Because Supervising Educators are included in our bargaining unit, you do not possess the authority reserved for out-of-unit managers. Under Article 10, the formal rights to hire, assign work location, issue final discipline, or suspend employees belong exclusively to the Employer.
Per the contract, written performance reviews must occur at least once per cycle. The contract allows an "appropriate unit administrator or designee" to discuss the review with your supervisee. If you are acting as the management designee to facilitate this discussion, remember that a copy of the evaluation and any employee response must go to the official personnel file. Standard evaluations cannot be grieved.
You can discuss and review work performance with your supervisees periodically to guide expectations. Workers do not have a right to Union representation during these standard performance discussions. However, these sessions are strictly for growth and should never cross into disciplinary territory.
A Corrective Action Plan (CAP) is contractually considered formal discipline and must be preceded by formal counseling. Workers have an absolute right to Union representation during CAP meetings. Never facilitate a formal CAP meeting without ensuring your supervisee has the opportunity to bring a Union representative.
New hires or employees entering the unit serve a 24-month probationary period. While our Union proudly represents these workers for general employment terms, matters regarding the discipline, layoff, or termination of a probationary employee are strictly excluded from the grievance or arbitration process. Extra care should be taken to support these workers during this window.
If a contract dispute arises, Article 13 establishes timelines to protect our rights. Workers may bring complaints to their immediate supervisor or unit designee within 14 calendar days of the incident to seek an informal resolution. The contract explicitly guarantees that there shall be no reprisal against any employee for filing a grievance.
You may supervise a Union representative. Under Article 9, they must obtain permission from their supervisor (that’s you) before utilizing paid release time to investigate grievances.
Don’t forget that this contract protects you, too. You may supervise another individual who is a member of the Union, but you are fully covered by the exact same Union protections. Like everything, there will be nuances within circumstances that arise, but you are always welcome to reach out and we will work together to determine next steps.