AFSCME Clerical Unit 6 Hiring Letter Checklist

A hiring letter for a represented bargaining unit position should include:

  1. University job title and corresponding job code.
  2. Working job title, if different from the University job title.
  3. Specific University of Minnesota campus/college/administrative unit and department/division for this position.
  4. Appointment type (such as continuing or temporary).
  5. Appointment term (the length of appointment).
  6. Percent time of appointment.
  7. Actual beginning and, if appropriate, end dates of the appointment.
  8. Reference that the position is in the bargaining unit represented by AFSCME and that the major terms and conditions of employment are contained in the union contract (pdf) that is subject to change through the union negotiations process. 
  9. Salary.
  10. Union dues or fair share obligation.
  11. Sick and vacation earnings and usage information.
  12. Reference to Summary of Benefits.
  13. Length of probation, if appropriate.
  14. Assigned hours of work.
  15. If appropriate, whether the job offer is contingent on something, e.g., successful completion of a background check, etc.
  16. This offer is contingent upon the ability to provide authorization to work in the United States and the University of Minnesota prior to the start date identified in the offer letter.
  17. This offer is contingent upon the successful completion of a background check. You will receive an email from the University’s background check vendor, General Information Services, Inc. (GIS) that will include the link to enter your personal information and authorization for the check. Please enter your information as soon as possible upon receipt of the eLink from GIS.
  18. Right to review the employee's personnel file once every six months while employed with the University of Minnesota. To exercise this right, the employee must submit a written request to review their file to the unit HR contact. If, after reviewing the file, the employee disputes specific information, he/she should inform their unit HR contact. The University may agree to remove or revise the disputed information. After the employee has had an opportunity to review their file, he/she may make a written request for a copy of the record at no cost to the employee.
  19. Information regarding New Employee Orientation
  20. Signature of authorized hiring authority.
  21. Signature of the employee accepting the offered position and acknowledging receipt of the hiring letter.