Generally, the resolution means that:

1. The University (including all supervisors) will not issue any opinions about unionizing, either for or against,
2. The University will follow the process in the resolution to determine a reasonable bargaining unit, and
3. The University will voluntarily recognize a bargaining unit if it demonstrates majority support through a “card check” process outlined in the resolution.

A union campaign typically begins with one or more unions reaching out to employees to determine if there is interest in joining a union.  There may be meetings held by the union, information distributed, and other efforts to reach employees. If a union is able to obtain cards signed by at least 30% of a proposed bargaining unit indicating that they want to join the union, they provide the cards to the Michigan Employment Relations Commission (MERC).  A “bargaining unit” is a group of employees who share a community of interest.  MERC then verifies the cards, determines whether the proposed bargaining unit is appropriate and if cards are verified and the bargaining unit composition is approved, MERC conducts a secret-ballot election.  If a majority of those in the bargaining unit who choose to vote do so in favor of the unit, the entire unit becomes unionized.  

Alternatively, in campaigns in which a “card check process” (or voluntary recognition process) is used, a union or unions then will approach employees about signing a card, authorizing that union to represent the employee for collective bargaining purposes on mandatory subjects of bargaining of wages, hours and working conditions.  Then, when a majority of employees in a particular unit sign the card, the employer agrees to recognize that union as the bargaining representative of that unit. In the event of a card check process, there is no election - the card is the employee's sole voice on the matter. The Board of Trustees resolution states that the University will use the voluntary recognition process if requested by a union or unions.

Once a union has been recognized, the employer is required to bargain over your terms and conditions of employment with your union representative.  That bargaining will result in what is referred to as a “collective bargaining agreement,” which is an agreement between the University and the union that outlines terms and conditions of employment. 

In organizing campaigns in which a “card check process” (or voluntary recognition process) is used, a union or unions then will approach employees about signing a card, authorizing that union to represent the employee for collective bargaining purposes on mandatory subjects of bargaining of wages, hours and working conditions.  Then, when a majority of employees in a particular unit signs a card, the employer agrees to recognize that union as the bargaining representative of that unit. The Board of Trustees resolution authorizes the University to use the voluntary recognition process if requested by a union or unions.  

The Description of Bargaining Unit states as follows:
Included: All tenure system faculty members and librarians.
The terms "tenure system faculty member" and "tenure system faculty members" shall include all persons appointed under the rules of tenure and holding the rank of professor, associate professor, or assistant professor, who are employed by Michigan State University. The terms “librarian” and “librarians” shall include all persons serving in the continuing appointment system as librarian I, II and III, who are employed by Michigan State University. 
Excluded are all executives, managers, and supervisors, including but not limited to president; vice president; associate vice president; all ranks of provost (including vice provost, associate provost, and assistant provost); all ranks of dean (including associate dean and assistant dean); department chairperson; school director and co-director; institute/center director-management; librarian supervisors; faculty grievance officials; confidential employees; faculty who formerly held tenured positions at MSU; visiting faculty; faculty emeriti; all employees who are included in any other existing University collective bargaining unit; all employees appointed in the FRIB-NSCL CA system; all academic specialists in the continuing system; and all other employees of the University.
The University shall have the management right to maintain and create director-management positions, which would be excluded from the bargaining unit provided that they possess supervisory or executive job duties as defined by MERC.

1. Included: All tenure system faculty members and librarians.
   The terms "tenure system faculty member" and "tenure system faculty members" shall include all persons appointed under the rules of tenure and holding the rank of professor, associate professor, or assistant professor, who are employed by Michigan State University. The terms “librarian” and “librarians” shall include all persons serving in the continuing appointment system as librarian I, II and III, who are employed by Michigan State University. 
2. Excluded are all executives, managers, and supervisors, including but not limited to president; vice president; associate vice president; all ranks of provost (including vice provost, associate provost, and assistant provost); all ranks of dean (including associate dean and assistant dean); department chairperson; school director and co-director; institute/center director-management; librarian supervisors; faculty grievance officials; confidential employees; faculty who formerly held tenured positions at MSU; visiting faculty; faculty emeriti; all employees who are included in any other existing University collective bargaining unit; all employees appointed in the FRIB-NSCL CA system; all academic specialists in the continuing system; and all other employees of the University.