It’s outrageous.  Some institutions within the University System of Maryland refused to honor the Memorandum of Understanding between the System and AFSCME AFL-CIO Council 3, which is effective July 1, 2025-June 30, 2027.  This MOU governs all USM institutions and the Exempt, Sworn Police, and Nonexempt Employee units.  

In fiscal year 2026 (July 1, 2025-June 30, 2026), Maryland Governor Wes Moore and Maryland General Assembly approved funding for a 2.5% merit increase for all eligible union employees pending a satisfactory performance evaluation.  

My former employer, Coppin State University, refused to release the 2.5% merit increase that I was entitled to receive along with all other union members.  Their reason was based on my status as a new, probationary employee—and that merit adjustments are not made until the one-year probationary period is complete.  

Except, that’s not policy at Coppin State University for regular, exempt employees.  It’s also not policy within the University System of Maryland Bylaws, Policies, and Procedures.  

I immediately engaged local union leadership but they refused to act—they told me that’s “just how it is” and that they had to pick their battles.  

And that’s outrageous.  

The Memorandum of Understanding between the USM and AFSCME is clear; it is designed to unite all institutions.  That requires intentional stewardship and care.  In July 2025, I filed labor complaints after Coppin State University and AFSCME refused to honor the MOU.  I stood alone and faithfully engaged in two investigations.  

By November 2025, Coppin State University fired me, presumably because I questioned their decision to withhold my merit increase.  They used their ability to “reject me on probation.”  At the same time, this is more than a month before the labor investigations would conclude and a decision would be given to us.  That decision came on December 16, 2025.  

In April 2026, I learned that Union members at other USM campuses had not received their 2.5% merit increase in this same fiscal year.  Except, AFSCME was actively defending their rights.  But, they did not do the same for me.  

The Memorandum of Understanding should apply to every union member without exception.  Why then are some union members left behind while others receive the merit increase?  To be absolutely clear: this is not just about numbers on a paycheck.  It’s about respecting collective bargaining rights.  

I relied on AFSCME to defend the Memorandum of Understanding as it applied to me, and they declined.  And when investigated, they further lied.  Other members who sought representation received that defense.  The question isn’t whether AFSCME can defend the agreement; it’s why that protection was not applied equitably.  This reflects a systemic failure to uphold collective bargaining rights across the University System of Maryland.  

Now, it isn’t a matter of “if” your collective bargaining rights will be violated or abridged in some other way—but “when” it will happen again.  One morning: they violated my rights and by that very same evening: your rights were violated too.  

There is no easy solution for this, but to start: 

AFSCME Maryland President Patrick Moran needs to resign from office immediately. 
The International AFSCME Leadership should investigate how many eligible union members had not received their merit pay adjustment in accordance with the MOU and USM Bylaws, Policies, and Procedures, and institutional policies regarding regular, exempt employees in fiscal years where the Maryland Governor and General Assembly had approved and financed a 2.5% merit increase.  

Author’s Note

I am a Detroiter (a Union City) and I’m from a Union Family (Chrysler/UAW & Detroit Public Schools/Detroit Federation of Teachers). I know what a Union is supposed to do and I also know what happens when a Unionmember decides to undermine the Collective Bargaining Agreement or align themselves with an employer who undermines the Collective Bargaining Agreement. Truly, that’s just not something that’s done— which is consistent with the PERB Investigator expressing to me that my case is abnormal. Typically it’s the Union filing against the Employer—not the Employee filing against their Union and Employer for the same issue.

I haven’t gained anything by sharing this information. I am not monetized on social media. I’ve ‘lost’ more by advocating for myself. I’ve long detached from any one outcome because I’ve exhausted all administrative avenues. And it’s too late to pay me now— but that does not absolve Coppin State University or AFSCME Maryland from their misdoings. I have advocated for myself and fought to use the additional rights afforded to me as a union member.