Healthcare Update

ATTENTION: YOUR HEALTH INSURANCE PROVIDER IS CHANGING! ********************************************************

WHO All Graduate Assistants at Michigan State University

WHAT Your health insurance provider will no longer be Aetna Student Health. Your new health insurance provider will be Blue Care Network, also known as BCN.

WHEN August 15th, 2016

WHY According to recent interpretations of the Affordable Care Act, the health plan offered to Graduate Assistants must be an employer group plan, not an individual plan. The health plan with Aetna Student Health is considered an individual plan. Aetna does not currently have an employer-group plan available for student coverage. To comply with current law, MSU will change our health plan to an employer-group plan covered under Blue Care Network.

So HOW is my healthcare changing? The Graduate Employees Union bargained to include health benefit language that clearly spells out details of our health plan during the last contract negotiations. The benefits outlined in Article 21 of the GEU-MSU contract will not change. Please sCroll down to review your health coverage. ***********************************************************************

Things to plan on:?

  • Olin will continue to serve as your primary care physician under this plan. ?
  • As with every new plan year, you will need to get a NEW referral to see any existing or future specialist. ?
  • To check to see if your current specialist(s) are covered under the new healthcare plan, Blue Care Network, please visit From there, under “choose health plan,” select Employer Group Plans, then click Blue Care Network (HMO). Once you have selected this option, you will be able to type in your physician’s name and location.

    Please e-mail with any individual questions.


I. Health Insurance

A. Health Insurance shall continue at the current level of benefits, with the following changes to be effective August 15, 2015:

1. Employees may be seen by any physician at Olin Health Center by appointment.

2. The per-illness or per-injury cap shall be unlimited.

3. Coverage for Medical Charges shall be 95% for Preferred Care Providers and 80% for Nonpreferred Care Providers.

4. Covered Preventative Services shall include one annual gynecological exam (including laboratory costs) and mammography when recommended, with no age limit.

5. One of the three physician office visits at Olin Health Center subsidized by MSU may be a general physical exam.

6. Preferred Care Physician’s office visits, including mental health care benefits, shall include: a. Unlimited visits per year; b. The Employee will be responsible for a $15 co-pay per visit after satisfying the annual deductible; c. There is no lifetime maximum benefit for mental healthcare coverage.

7. The annual cap on prescription drug coverage shall be unlimited.

8. The annual deductible for Preferred Care Providers shall be $125 for an individual and $250 for a family.

9. The out-of-pocket maximum for individuals shall be $1,500 for Preferred Care Providers and $2,300 for Non-preferred Care Providers.

10. There will be no exclusions for pre-existing conditions.

11. The Employer will notify Employees when they leave the bargaining unit of options for continuing healthcare coverage.

B. Prescription drug coverage shall continue at the current level of benefits:

1. Prescription Co-Pays shall be $7.50 for generic drugs and $15 for brand-name drugs.

2. The prescription drug benefit will include contraceptives, with no co-pay for generics.

C. Spouse/OEI/Dependent Health Coverage:

The Health Care plan offered shall include an MSU premium contribution toward health care coverage for spouses/dependents and other eligible individuals (OEI) beginning August 15, 2015 as outlined below. For each academic year, Employees enrolling only a spouse or OEI (not covered by his/her Employer’s health plan*) or child, MSU will contribute a total of $2,500 toward the cost of covering spouse, OEI or child, or a total of $2,200 toward the cost of covering a spouse or OEI and dependent(s), or multiple dependents, up to a maximum of 70% of the total premium cost. Employees are responsible for any remaining premium costs for dependents after the application of the dependent subsidy. *Spouses or OEIs employed by an employer other than MSU must enroll for their employer’s health plan if the annual premium cost to the spouse is $850 or less.

A Message from Your GEU President

My observation since interacting with the passionate and talented members of GEU has a lot of features, but I will highlight a few.

It is an honor and privilege to work with you to benefit all the people in this community. I have seen members take charge and champion projects— an activity of sharing. The things that I am most proud of Graduate Employees Union for having done are only possible because of members. In departments and programs all over campus, there are folks who care about the wellbeing of their friends and neighbors. A few of those caring people devote some of their limited time to helping, but more help is needed. (see graphs!)

The principle behind our Union’s continued existence is that even if a snapshot-in-time of the average graduate assistant’s experience would show a person who is time-limited, running on empty, and struggling to improve themselves– there are some folks at any given time willing and able to help their friends and neighbors.  In the most basic view, the structural underpinning of the union is to serve the crucial role of allowing graduate assistants to be recognized and bargain collectively for a fair and decent contract every few years, and to enforce that contract. But it is so much more than that. The “union” works to ensure that graduate assistants are treated fairly, compensated fairly, and have a quality life while they are here. It is a community of people who care about the fate of one another. But for this balancing of interests and voices and fates to happen, graduate assistants have to stand and work in solidarity with one another. The members ARE the union.

To illustrate in a different way what many of you have heard me talk about, or maybe are just now becoming aware of, I have made a simple set of diagrams. The idea here is if we examine only your collective time and ability to help, what amount of energy would the “union” have for doing the works we all count on and benefit from? First, representing semesters where the union is struggling to engage members: I took 10 hypothetical individuals, (active members) and represented their experience in terms of time and energy using a pseudo-random generator (thanks excel!). I populated a range of values from 0 to 100 across a period of weeks for each person, representing the seemingly random events that make the lives of graduate students go from difficult to impossible, and then ease up. If the index of an individual’s time/ability to help was greater than 70 (life is difficult, but not impossible), they contributed to the union. If not, they didn’t. The help of those active people accrues by week, and each week is a new effort. If, by pseudo-random chance, in a given week nobody had greater than 70 (all 10 are facing impossible burdens) the union would have no help. We’d all be in this alone. In some cases for that period of time (just a week), there are acute losses, but in the ‘real world’ version of this, the effects of an underpowered union are much more treacherous.


Then, to simulate what happens if two times as many people were helping (still a small fraction). Again, representing their ability to help using a pseudo-random generator (thanks again excel!). Each of the 20 individuals is given time/energy across a period of weeks. If their index of time/ability to help was greater than 70, they contributed to the union. If not, they didn’t. The help of those active people accrues by week, but if, by pseudo-random chance in a given week nobody had greater than 70, the union would have no help. When there were a few more people, the random distribution of impossible circumstances (across the larger community) had a smaller cumulative effect, so that there never was a time when the union had no help. We all could count on our friends and neighbors to have our backs in a time of struggle.


While the peaks here are eye-catching, the overall shape is still random. What matters here is that with enough hands helping, you as a member will never be alone. There’s enough energy to advocate, handle grievances, and have thriving committees. But what also means, is if you’re in a position to help even a little and you don’t, the whole system falls apart.

Some examples of the union providing a place and means for members like you to help one another are featured in the newsletter. If you want to know more, feel free to reach out.


I also want to address briefly what I have seen from the Executive Board you elected:

Sam Lipschutz – the Supreme Treasurer. In addition to managing the Treasurership, Sam has devoted his time, energy and considerable talents to creating an analytical structure for managing member information, through which we can identify gaps in our outreach, the university’s handling of pay and membership, and areas where support is needed. Sam and Budget Committee’s analytical skills allow the union to better serve the members. I cannot give you an estimate of the total time in an average week he has worked for you, while also excelling in the best physics program in the country. He and the Budget Committee also manage the Solidarity Grant Program, which you can read more about in this newsletter. If you’re experiencing an acute hardship, this is one of the most direct ways the GEU community has shown their caring goes beyond “wishing you well.”

Charles Loelius—the Vice President of Organizing and Outreach. Charlie has written on behalf of and contributed to numerous efforts for the benefit of this community. He has worked to inspire action among our members, to draw attention to a vision of a more just and compassionate reality. He has an agenda: to make your life better. He also has worked to improve the efficacy and enthusiasm of the Stewards Council.  Also in physics, Charlie stepped in to help when someone else had stepped down, despite having considerable time commitments to the Council of Graduate Students, where he is the Recording Secretary.

Meredith Place— Staff Organizer. Meredith has worked with us since last spring, and has made a herculean effort to build and maintain relationships with folks across campus and our contacts in the Office of Employee Relations (HR). We are counting on her to be the constant as leadership shifts. She also was responsible for guiding the part-time organizers’ efforts to do outreach on campus, which resulted in drastic increases to membership and service. Many member’s first conversations about the union have been with Meredith.

Kelly Stec – Vice President for Contract Enforcement has taken the job of enforcing the contract as a personal calling. I don’t like to speak from the position of dispelling myths, but I feel like there is a misconception: winning a great contract does not mean we can all relax. None of us should feel relaxed, or as if our community is done working if ANY of our friends and neighbors are suffering.

This is not a fight against the university. This is a fight we are in together. While there are a few folks who need to be reminded occasionally that our members deserve to be treated fairly, on average, your advisor, the undergrads in the classes you teach or the labs you run, and your colleagues, are talented people deserving of respect and support. Supporting your union is a part of caring about your university, and your current and future wellbeing, and that of the people around you and who will be here when you leave. There are conflicts, disagreements, and disparities in power and vision. But with your help in those times when you can afford to look outside of your own immediate needs, when you and others can gather your energies together and focus as a community on what we can agree is a vision we all share, then we will be successful. Together we are capable of tackling problems of a bigger scale and greater complexity than any of us would be individually. And usually, we all have some fun doing it.

We look forward to seeing you all soon.

In solidarity,

Elle Gulotty

Syllabus Language Regarding Mandatory Reporting

Are you looking for language you can add to your syllabus regarding confidentiality and your status as a mandatory reporter? If so, click here.

Click here if you are interested in learning more about MSU policies including MSU Police sexual assault investigation process and the Office of Institutional Equity’s formal complaint process.

Also, if you want to learn the TOP 4 things Teaching Assistants at MSU should know about relationship violence and sexual misconduct policy click here


Tax season is upon us! Are you wondering about what needs to be reported as income and the possible income tax consequences of fellowships, graduate assistantships, and federal financial aid? Are you an international student with questions about what type of tax return to file and what deductions you may be eligible for? FREE HELP IS AVAILABLE!


Our New Contract is Now Online!

This May, after a tremendous amount of work by graduate students throughout campus, we finally won an amazing contract. We secured substantial pay raises across the university, drastically reduced the cost of dependent healthcare after the university had attempted to increase it, and increased the size of our tuition pool.  There are Teaching Assistants who can, for the first time since coming to graduate school, afford healthcare for their spouse. I myself met an international student who had followed the work of the GEU from his home town in India, and who said without the work of graduate students in the union, he would not be able to be here. Thank you to all who fought for our contract!

It’s of course been a few months, over which our bargaining team was not quite done. We’ve been reviewing the language in the contract so that it  is ready to print- a substantial undertaking. I’d like to thank those who volunteered numerous hours to getting our contract into a publishable state, including former Vice President of Organizing Carolyn Pratt, current Vice President of Grievances and Contract Enforcement Kelly Stec, and President Elle Gulotty, as well as our lead organizer Meredith Place!

Thanks to their hard work this summer, we can now present our contract in online form. You will soon see the contract on our website with some handy hyperlinks to help explain some details. For now, however, please find the contract on Michigan State University’s Human Resources Page:


In Solidarity

Solidarity Grant Program Launch

At our January General Membership Meeting our membership overwhelmingly approved the creation of a new Solidarity Grant program, which we use to stand in solidarity with our members in their times of need. This program will provide our members with access to moderately sized grants to help them in times of crisis!



Members at the January Jambillee GMM shortly after Solidarity Grant Approval

From our guidelines:


The Solidarity Grant Program established by the Graduate Employees Union AFT #6196 is tasked with the primary purpose of providing financial assistance to Graduate Employees Union members in hardship. As graduate students tend to live paycheck to paycheck, any kind of unanticipated financial cost can cause severe hardship ranging from usurious debt to eviction from one’s home or deportation from the country. Directing resources from the Graduate Employees Union to those in need is an act of solidarity with those members struck with misfortune, embodying the ideal that a strike against one is a strike against all.

If you are a member of the GEU currently suffering a hardship, you can apply for the program at this link: Solidarity Grant Program

For those with more interest in how the program is run and decisions made, please look at our guidelines here: Solidarity Grant Guidelines