Overview
This table is a compilation of selected attributes analyzed across 263 employee settlement agreements.14 The Office of the State Auditor (OSA) Description of Settlement column is annotated as “unable to be determined” only in instances where a reporting agency identified a state employee settlement agreement as existing, but OSA did not receive a copy of it. In the Confidentiality or Other Restrictive Language and Clause columns, an entry of “Unknown” reflects instances where OSA was unable to review the settlement agreement. Please note that we use the following abbreviations throughout the table:
- administrative leave (AL)
- Affirmative Action, Equal Opportunity, and Diversity (AAEOD)
- Association of Professional Administrators (APA)
- collective bargaining agreement (CBA)
- Department of Labor Relations (DLR)
- Equal Employment Opportunity Commission (EEOC)
- federal Family and Medical Leave Act (FMLA)
- leave of absence (LOA)
- Massachusetts Commission Against Discrimination (MCAD)
- Massachusetts Paid Family and Medical Leave Act (PFMLA)
- Massachusetts State Colleges Association (MSCA)
- memorandum of agreement (MOA)
- memorandum of understanding (MOU)
- non-union professional (NUP)
- registered nurse (RN).
Note: Near the end of our audit, on January 14, 2026, MassArt made available to us 3 settlement agreements, which included confidentiality language. The information is included in Appendix A. However, given the late timing, we could not update the findings above.
| Agency Name | Settlement Year | Amount of Settlement | Self-Reported Description of Settlement | OSA Description of Settlement | Confidentiality or Other Restrictive Language | Confidentiality or Other Restrictive Clause | |
|---|---|---|---|---|---|---|---|
| Berkshire Community College | 2019 | $255 | Payment | Resolve grievance to pay a lump sum | Shall not set any precedent between the parties, shall not be introduced in any forum except to enforce its terms. | None | |
| Berkshire Community College | 2019 | $0 | Resignation | Voluntary resignation; replacement of letters in personnel file with letter of resignation | Acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Berkshire Community College | 2020 | $0 | Performance evaluation | Resolve grievance related to alleged unfair evaluation and improvement plan; documentation removed from personnel file | Sets no precedent and shall not be introduced in any form except to enforce its terms. | None | |
| Berkshire Community College | 2020 | $0 | Remove documents | Resolve any and all disputes related to employment; withdraw any pending grievances, documentation removed from personnel file, approve leave of absence | Acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Berkshire Community College | 2021 | $0 | Resignation | Resolve any and all disputes related to employment; withdraw any pending grievances, including MCAD/EEOC complaint; resignation in lieu of further employment action and limited paid AL | Acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Berkshire Community College | 2021 | $57,500 | Resignation | Resignation in lieu of non-reappointment decision; resolution of grievances and dismissal of MCAD complaint | Acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Berkshire Community College | 2021 | $26,250 | Resignation | Resolve all matters pertaining to employment and separation; voluntary resignation; lump sum | To extent permitted by law the parties agree that all terms of this agreement shall remain confidential. | Confidential | |
| Berkshire Community College | 2023 | $39,015 | Resignation | Voluntary resignation in lieu of appointment discontinued; lump sum | Agrees to maintain the confidentiality of all settlement discussions and this agreement . . . is not precedent and may not be introduced in any forum except to enforce its terms. | Confidential | |
| Berkshire Community College | 2023 | $750 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $750 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $750 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $750 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $750 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $750 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $1,500 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Berkshire Community College | 2023 | $6,200 | Payment and resignation | Voluntary resignation for replacement of termination letter in personnel file with letter of resignation; lump sum | Acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law . . . is not a precedent and may not be introduced in any forum except to enforce its terms in future matters between the parties. | Confidential | |
| Bridgewater State University | 2019 | $100,000 | Resolution of Claims | Resolve all claims in relation to Superior Court litigation, including age discrimination, disability discrimination, and retaliation | None on review | None | |
| Bridgewater State University | 2019 | $10,000 | Resolution of Claims | Supplemental agreement to resolve outstanding complaints filed with DLR and MCAD with emotional distress payment | None on review | None | |
| Bridgewater State University | 2019 | N/A | Resolution of Grievance | Resolve grievance regarding separation agreement due to concerns related to performance; with CBA required notice and paid AL | Expressly convent and warrant that they will not further disclose discuss or publicize the existence terms or conditions of this agreement. | Not for publication | |
| Bridgewater State University | 2020 | $6,769.81 | Resolution of Claims | Resolve complaint of wrongful termination of employment contract | Agree to maintain the strictest confidentiality of the terms of this agreement the negotiations and actions subject matters thereof. | Confidential | |
| Bridgewater State University | 2020 | N/A | Separation | Resolve NUP complaint regarding separation agreement due to concerns related to performance; with NUP required notice and paid AL | Expressly convent and warrant that they will not further disclose, discuss or publicize the existence terms or conditions of this agreement with any member of the media or person or through any social media platform. | Not for publication | |
| Bridgewater State University | 2020 | $30,000 | Resolution of Grievance | Resolve grievances related to work performance with paid AL and lump sum | Will not further disclose, discuss or publicize existence terms or conditions of the agreement. Classified as personnel record but recognizes it may be deemed a public record. | Not for publication | |
| Bridgewater State University | 2021 | N/A | Resolution of Grievance | Resolve grievance regarding dispute over documented classroom observation revisions | Shall have no precedential value and shall not be admissible in any forum. | None | |
| Bridgewater State University | 2021 | $15,000 | Resolution of Grievance | Resolve grievance in non-reappointment decision and allowed to resign | Shall never be admissible as evidence against the University in any present or future suit. | None | |
| Bridgewater State University | 2021 | N/A | Separation | Voluntary retirement in lieu of significant disciplinary action due to alleged misconduct | Agree to keep the terms reasons for and substance of agreement confidential and to refrain from disclosing at any future time, will not at any time disparage, criticize or make any negative comments regarding the University. | Confidential | |
| Bridgewater State University | 2023 | N/A | Resolution of Grievance | Resolve dispute of grievance challenging sanctions issued as result of EO plan investigation into discriminatory harassment | Shall have no precedential value and shall not be admissible in any forum. | None | |
| Bridgewater State University | 2023 | $6,000 | Resolution of Claims | Resolve complaint of alleged failure to timely pay certain wages | Wish this matter to remain confidential and expressly convent and warrant that they will not further disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media or person or through any social media platform . . . shall never be admissible as evidence against the University in any present or future suit. | Confidential, not for publication | |
| Bridgewater State University | 2023 | N/A | Resolution of Grievance | Resolve grievances pertaining to course cancelations and handling of student complaints | Shall have no precedential value and shall not be admissible in any forum. | None | |
| Bridgewater State University | 2023 | $5,000 | Resolution of Claims | Resolve complaint of unfavorable treatment due to military duties and suffered adverse employment action; pay promotion opportunities and leave accrual | Wish this matter to remain confidential and expressly convent and warrant that they will not further disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media or person or through any social media platform . . . shall never be admissible as evidence against the University in any present or future suit. | Confidential, not for publication | |
| Bridgewater State University | 2023 | N/A | Resolution of Claims | Resolve complaint of unfavorable treatment due to military duties and suffered adverse employment action; pay promotion opportunities and leave accrual | Terms and facts of this agreement are generally confidential. | Confidential | |
| Bridgewater State University | 2024 | $10,000 | Resolution of Claims | Resolve complaint of alleged claims of disability discrimination, post termination due to alleged performance deficiencies | Wish this matter to remain confidential and expressly convent and warrant that they will not further disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media or person or through any social media platform . . . shall never be admissible as evidence against the University in any present or future suit. | Confidential, not for publication | |
| Bridgewater State University | 2024 | N/A | Separation | Resolve grievance of separation agreement allowing resignation in lieu of termination due to concerns related to performance, with CBA required notice and paid AL | wish this matter to remain confidential and expressly convent and warrant that they will not further disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media or person or through any social media platform . . . shall never be admissible as evidence against the University in any present or future suit. | Confidential, not for publication | |
| Bridgewater State University | 2024 | N/A | Separation | Resolve investigation into personal conduct and safety concerns, medical leave resulting in retirement | Agree that this agreement shall be confidential and that no party shall divulge the terms of this agreement unless required to legally do so . . . shall never be admissible as evidence against the University in any present or future suit. | Confidential | |
| Bridgewater State University | 2024 | N/A | Separation | Resolve grievance of separation agreement allowing resignation in lieu of termination due to concerns related to performance, with CBA required notice and paid AL | Wish this matter to remain confidential and expressly convent and warrant that they will not further disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media or person or through any social media platform . . . shall never be admissible as evidence against the University in any present or future suit. | Confidential, not for publication | |
| Bunker Hill Community College | 2019 | $100,000 | Resignation in lieu of termination | Resolve potential grievance; MCAD/EEOC complaint with resignation in lieu of termination; lump sum | None on review | None | |
| Bunker Hill Community College | 2019 | $0 | Credited with 8 hours of sick leave | Resolve grievance related to call in vs. sick time vs. inclement weather policy carried over to arbitration with another issue on refusal of work on a different date; made whole on sick time and reprimand removed | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2019 | $10,000 | Resignation in lieu of termination | Resolve grievance related to termination; voluntary resignation in lieu of termination | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2019 | $115,000 | Resignation | Resolve any disputes or potential disputes related to retrenchment of position with resignation, not layoff, and lump sum | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2019 | $20,000 | Resignation in lieu of termination | Resolve any disputes or potential disputes related to unfavorable evaluation, avoiding further disciplinary action, paid AL and lump sum | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2019 | $47,500 | Retirement in lieu of termination | Resolve grievance, arbitration, and union labor relations complaint pertaining to contract breach, unjust discharge; reinstatement, backpay, lump sum, and retirement in lieu of termination | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2021 | $241.50 | Reimburse employee for 1 day | Resolve grievance and arbitration pertaining to 3-day suspension due to work performance issues | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2021 | $0 | Hold harmless [regarding] complaints | Resolve grievance and arbitration pertaining to alleged violation of academic freedom; resolved with hold harmless and consistent use of policies and CBA in the future | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2020 | $95,000 | Resignation in lieu of termination | Resolve any disputes or potential disputes related to non-reappointment and termination with resignation in lieu of termination and lump sum | Is not a precedent and may not be introduced in any forum except to enforce its terms . . . is not a precedent and may not be introduced in any forum except to enforce its terms. . . . Agree not to disparage each other. | Non-disparagement | |
| Bunker Hill Community College | 2021 | $20,000 | Resignation in lieu of non-reappointment | Resolve grievances related to student complaint; resignation in lieu of non-reappointment; withdrawal of MCAD/EEOC complaint; lump sum | Shall not constitute a precedent between parties, nor introduced by any party in any forum. | None | |
| Bunker Hill Community College | 2019 | $0 | Removal of letter | Resolve all claims or potential claims concerning employment, with resignation in lieu of termination | Shall not be introduced by any party in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2022 | $0 | Removal; replaced with new letter | Resolve grievance regarding student complaints of inappropriate and unprofessional behavior resulting in Title IX investigation; paid leave and reinstatement, letter of reprimand replaced with new letter | Shall not constitute a precedent between parties, nor introduced by any party in any forum. | None | |
| Bunker Hill Community College | 2021 | $0 | Removal after one year | Resolve grievance regarding letter of discipline pertaining to poor performance; agreed to removal after one year without repeat offense | Shall not set precedent between the parties and shall not be introduced by any party in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2023 | $111,000 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Bunker Hill Community College | 2023 | $1,500 | Payment for course adaptation | Resolve grievance regarding failure to pay for course adaptation | Shall not set precedent between the parties and shall not be introduced by any party in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2023 | $55,000 | Resignation in lieu of termination | Resolve resignation in lieu of non-reappointment with NUP-related settlement; lump sum payment | Agrees to maintain the confidentiality of all settlement discussions and this Agreement to the extent required by law. . . . Agree not to make statements or representations that disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms | Confidential, non-disparagement | |
| Bunker Hill Community College | 2024 | $1,818 | Retroactive pay and rate change going forward | Resolve grievance related to course assignment, with lump sum and future change to pay rate | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Bunker Hill Community College | 2023 | $4,391 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Bunker Hill Community College | 2023 | $1,875 | Payment for course adaptation | Unable to be determined | Unable to be determined | Unknown | |
| Bunker Hill Community College | 2023 | N/A | Resignation in lieu of termination | Resolve grievance regarding termination; resignation in lieu of termination | Shall not constitute any precedent and shall not be introduced in any forum except to enforce terms. | None | |
| Cape Cod Community College | 2019 | $30,000 | Claim settlement | Unable to be determined | Unable to be determined | Unknown | |
| Cape Cod Community College | 2021 | $3,500 | Contract compliance | Resolve MMA regarding retrenchment impact to employment | None on review | None | |
| Cape Cod Community College | 2022 | $45,000 | Claim settlement | Resolve claim pays, Section 36 benefits for medical expenses due to injury on the job | None on review | None | |
| Cape Cod Community College | 2022 | $26,000 | Separation from the college | Resolves NUP non-reappointment with resignation and lump sum | Agrees to maintain the confidentiality of all settlement discussions and this Agreement and to limit disclosure to his immediate family members, lawyer, accountant, financial advisors, or to the extent required by law, agree not to make statements or representations, or otherwise communicate, directly or indirectly, in writing, orally, or otherwise, or take any action which may, directly or indirectly, disparage each other. . . . is not a precedent and may not be introduced in any forum. | Confidential, non-disparagement | |
| Cape Cod Community College | 2022 | Various | Salary increases for full-time nursing faculty | Resolves Nursing Department salary adjustment for 9 employees | None on review | None | |
| Cape Cod Community College | 2022 | $85,000 | Separation from the college | Resolves NUP non-reappointment with resignation and lump sum | Agrees to maintain the confidentiality of all settlement discussions and this Agreement and to limit disclosure to his immediate family members, lawyer, accountant, financial advisors, or to the extent required by law, agree not to make statements or representations, or otherwise communicate, directly or indirectly, in writing, orally, or otherwise, or take any action which may, directly or indirectly, disparage each other . . . is not a precedent and may not be introduced in any forum. | Confidential, non-disparagement | |
| Cape Cod Community College | 2023 | $0 | Contract compliance | Resolves grievance related to sick leave requests | None on review | None | |
| Cape Cod Community College | 2023 | $108,659 | Payment per arbitrator award | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2024 | $750 | Resolved any and all outstanding disagreements and grievances that have been brought or could be brought by the Union. University pay for employee to maintain hoisting license and be added to overtime list. Employee provided a copy of Notice of Settlement Judgement Tax Reporting Withholdings. | Resolve contractor to employee conversion with payment of licensure | Shall have no precedential value and shall not be admissible in any forum. | None | |
| Fitchburg State University | 2024 | $750 | Resolved any and all outstanding disagreements and grievances that have been brought or could be brought by the union. University pay for employee to maintain hoisting license and be added to overtime list. Employee provided a copy of “Notice of Settlement Judgement Tax Reporting Withholdings Agreement” | Resolve contractor to employee conversion with payment of licensure | Shall have no precedential value and shall not be admissible in any forum. | None | |
| Fitchburg State University | 2024 | $500 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed encompassing 6/30/2024–1/4/2025. | Resolve grievance in step 3 to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Fitchburg State University | 2024 | $500 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed encompassing 6/30/2024–1/4/2025. | Resolve grievance to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Fitchburg State University | 2024 | $500 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed encompassing 6/30/2024–1/4/2025. | Resolve grievance to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Fitchburg State University | 2024 | $500 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed encompassing 6/30/2024–1/4/2025. | Resolve grievance to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Fitchburg State University | 2024 | $500 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed encompassing 6/30/2024–1/4/2025. | Resolve grievance to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Fitchburg State University | 2023 | $34,000 | Employee serving as a temporary faculty member applied for an assistant professor role, full-time tenure track, was not selected for the position. The union and the member believes that he was not provided added consideration per the CBA when they appointed another person . . . The university would pay a lump sum of $34,000. | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2022 | Salary | Employee was placed on LOA from his position as athletics recruiting coordinator and head coach. The employee and union agreed to not file any grievances or unfair labor charges. The agreement notes that the employee would resign effective immediately from his role. | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2021 | $0 | Employee was offered a promotion to Maintainer II, the offer was rescinded due to an error in the shift bid process. A grievance was filed and it was agreed that he would be granted the promotion. | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2020 | $63,381.58 | The university phased out Health Services to an external entity . . . employee . . . would be assigned new job responsibilities. Employee resigned from position . . . the university agreed to pay $68,381.58 as a lump sum. | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2019 | Salary | The employee would be removed from his position as a non-union professional. The NUP handbook requires 1 month notice. The employee would retain the title . . . and cease performing their duties . . . Employee received $16,967.76 in salary during LOA. | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2019 | Salary | Employee was given a one year terminal contract per the . . . CBA, she was not reappointed. She was assigned an alternative professional responsibility per the CBA . . . She was paid her salary during the year. | Unable to be determined | Unable to be determined | Unknown | |
| Fitchburg State University | 2024 | $4,050 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed. | Resolve grievance to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Fitchburg State University | 2024 | $500 | Employee performing duties related to grant administration. The union and members believe this work is outside the scope of their duties. Employees compensated for the work performed. | Resolve grievance to address compensation for work performed beyond job specification | This agreement is not admissible in any other forum other than a proceeding to enforce its terms. | None | |
| Greenfield Community College | 2022 | $0 | Removal of documentation from personnel file, employee will resign instead of non-reappointment | Resolve prior grievance while resigning due to non-reappointment 5 months later | Acknowledge that all terms and conditions under this agreement shall remain confidential except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Greenfield Community College | 2022 | $1,500 | Agreement to pay the course adaptation fee | Resolve grievance pertaining to course payment owed related to COVID-19 policy | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Greenfield Community College | 2022 | $161,080.42 | Back pay 7/1/2020–6/1/2022, removal of document from personnel file, end of employment, and release of claims | Resolve grievance, arbitration, and DLR complaint pertaining to contract breach, unjust discharge, and questionable layoff | Acknowledge that all terms and conditions under this agreement shall remain confidential except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Greenfield Community College | 2022 | $40,000 | Resignation from employment and removal of documentation from personnel file, release of claims against the college, and lump sum payment. | Resolve complaint via legal counsel as an NUP issue, in connection with allegations of sexual harassment, assault, discrimination, retaliation, emotional distress, and unlawful discharge | Any and all settlement discussions and this agreement shall remain confidential as between the parties, except as may be required by law, agree not to disparage each other . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential, non-disparagement | |
| Greenfield Community College | 2023 | $0 | Email withdrawn with assurance that withdrawn email cannot be used in any disciplinary action | Resolve grievance pertaining to inaccurate and reprimand email related to marketing and request to not be in personnel file | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Greenfield Community College | 2024 | $0 | Reduction in workload to keep normal work schedule to 37.5 hours per week. | Resolve grievance pertaining to excessive hours over contractual workload | None on review | None | |
| Greenfield Community College | 2024 | $2,500 | Assignment of course in fall 2024, access to college email reinstated, lump sum payment | Resolve grievance pertaining to course cancelation without proper notice; breach of CBA | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Greenfield Community College | 2024 | $5,807.96 | Retroactive reinstatement of tenure and post-tenure salary interval changes, payment of corresponding back pay | Resolve grievance pertaining to retroactive reinstatement of tenure and post-tenure salary interval changes, payment of corresponding back pay | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Greenfield Community College | 2024 | $96,853 | Resolution of claims, lump sum payment, voluntary resignation, removal of non-reappointment letter from personnel file | Resolve grievance, MCAD/EEOC complaint of wrongful non-reappointment, discrimination based on race, color, and disability | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Greenfield Community College | 2024 | $144,000 | Resignation from employment, removal of documentation from personnel file, release of claims against the college, lump sum payment | Resolve complaint via legal counsel as a NUP issue, interference with rights under the PFMLA and FMLA; retaliation; discrimination and retaliation on the basis of disability | Any and all settlement discussions and this agreement shall remain confidential as between the parties, except as may be required by law . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential | |
| Massachusetts College of Art and Design | 2019 | $34,000 | Resolution of EO matter | Resolve pending grievance, complaints, and MCAD/EEOC complaint related to discrimination on the basis of race and color; lump sum | Agree that they shall keep this Agreement including its terms and negotiation confidential except as may be required by law . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential | |
| Massachusetts College of Art and Design | 2019 | $85,000 | Resolution of EO matter | Resolve complaints of sexual harassment and discrimination filed with MCAD/EEOC; awarded a lump sum payment and withdrawal of all complaints | Agree that they shall keep this Agreement including its terms and negotiation confidential except as may be required by law . . . shall not constitute any precedent and shall not be introduced in any forum/ | Confidential | |
| Massachusetts College of Art and Design | 2020 | $7,336 | Challenge of employer’s revocation of the employee’s contract | Resolve grievance related to unfair labor practice charge of wrongful discharge with serious reports of inappropriate and unprofessional conduct | Is not a precedent and may not be introduced in any forum except to enforce its terms. | None | |
| Massachusetts College of Art and Design | 2021 | $62,768.33 | Resolution of grievance matters | Resolution of grievances regarding wrongful termination; removal of term letter from personnel file and replacement with resignation letter; lump sum | Acknowledge that all terms and conditions under this agreement shall remain confidential except as may be required by law . . . is not a precedent and may not be introduced in any forum except to enforce its terms. | Confidential | |
| Massachusetts College of Art and Design | 2021 | $0 | Resolution of grievance matter | Resolve grievance related to demotion | Shall have no precedential value and shall not be admissible in any forum, except as may be necessary to enforce the terms herein. | None | |
| Massachusetts College of Art and Design | 2019 | $0 | Resolution of grievance matter | Resolve grievance with resignation in lieu of termination and withdrawal of grievance | None on review | None | |
| Massachusetts College of Art and Design | 2021 | $7,800 | Resolution of grievance matter | Resolve grievance regarding compensation rate; lump sum payment | Shall not constitute any precedent and shall not be introduced in any forum except to enforce terms. | None | |
| Massachusetts College of Art and Design | 2020 | $65,000 | Resolution of EO matter | Resolution of employment issue; voluntary resignation in lieu of termination proceedings in relation to AAEOD Plan complaint and investigation into allegations sexual harassment, discriminatory hiring, and a hostile work environment; lump sum | Acknowledge that all terms and conditions under this agreement shall remain confidential except as may be required by law, is not precedent and may not be introduced in any forum except to enforce its terms. | Confidential | |
| Massachusetts College of Art and Design | 2020 | $57,621 | Resolution of grievance matters | Resolution of grievance regarding termination resulting from AAEOP Plan complaint and investigation of discriminatory conduct; resignation in lieu of termination; lump sum | Acknowledge that all terms and conditions under this agreement shall remain confidential except as may be required by law, is not precedent and may not be introduced in any forum except to enforce its terms. | Confidential | |
| Massachusetts College of Art and Design | 2019 | $0 | Leave pending resolution of employee performance concerns | Resolution of an internal employment issue and alleged misconduct; placed on AL during investigation | Unable to be determined | Unknown | |
| Massachusetts College of Art and Design | 2019 | $0 | Leave pending resolution of employee performance concerns | Unable to be determined | Unable to be determined | Unknown | |
| Massachusetts College of Art and Design | 2023 | $45,000 | Resolution of EO matter | Resolve internal complaint (NUP) with AAEOD plan alleging discrimination | Confidential—wish this matter to remain confidential, will not further disclose, discuss or publicize the existence, terms or conditions of, will not publicize or share with member of the media or through social media platform. shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Art and Design | 2023 | $60,000 | Resolution of EO matter | Resolve grievance with EOD and AAP alleging harassment, discrimination and retaliation | Confidential—wish this matter to remain confidential, will not further disclose, discuss or publicize the existence, terms or conditions of, will not publicize or share with member of the media or through social media platform. shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Art and Design | 2023 | $0 | Settlement of EO matter and ULP | Resolve grievance and charge filed with DLR | Confidential—wish this matter to remain confidential, will not further disclose, discuss or publicize the existence, terms or conditions of, will not publicize or share with member of the media or through social media platform. shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Art and Design*15 | 2019 | $111,150 | Separation of employment | Both parties agree not to disclose, discuss, or publicize the existence, terms or conditions of this Agreement, the substance of the agreements or inducements to enter into this Agreement except in accordance with a lawful request or required in the ordinary course of the College’s business . . . Additionally, both parties agree not to disparage the other. | Confidential; non-disparagement | ||
| Massachusetts College of Art and Design* | 2021 | $119,385 | Full resolution of all matters pertaining to termination of employment | The parties acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law. | Confidential | ||
| Massachusetts College of Art and Design* | 2022 | $56,498 | Termination due to restructuring by new administration | The Parties wish this matter to remain confidential to the extent permitted by law. . . . they will not further disclose, discuss, or publicize the existence, terms, or conditions of this Agreement, the substance of the agreements or inducements to enter into this Agreement to any member of the media, to any person or party, or through any social media platform, except in accordance with a lawful request or legal process. | Confidential | ||
| Massachusetts College of Liberal Arts | 2019 | $3,500 | Resolution of grievance regarding employee not being selected for a position. In AFSCME MOU agreed to provide grievant with one-time lump sum payment of $3,500.00. | Resolve grievance pertaining to non-selection for a sought position | The parties agree that the terms and conditions of this agreement are to remain confidential . . . is prohibited from discussing this matter with anyone other than her union representatives or family members . . . shall not have any precedential value with regard to any other matter. | Confidential | |
| Massachusetts College of Liberal Arts | 2019 | $116,500 to employee, plus $58,500 to attorney$175,000 | Resolution of MCAD claim; lump sum payment of $175,000; restored 42 vacation, 33 personal, and 24 sick leave hours. | Resolve MCAD complaint of gender discrimination, sexual harassment, bullying, and retaliation | Confidentiality and Non-Disparagement. Except in accordance with a lawful request or legal process, neither Party will disclose, characterize comment on or in any sense convey or reveal the nature or content of this agreement. agree that neither will disparage the other. Shall never be admissible as evidence against the college in any present or future suit. | Confidential, non-disparagement | |
| Massachusetts College of Liberal Arts | 2019 | $14,639 | APA grievance about amount of payout of vacation time to departing APA member. College determined 480 hours; APA argued for 627.691 hours. College agreed in MOU with the APA to pay employee full accrued vacation leave credit balance of 627.691 hours. | Resolve accrued vacation balance payout amount upon termination | Shall have no precedential values and shall not be admissible in any forum. | None | |
| Massachusetts College of Liberal Arts | 2020 | N/A | Per Settlement Agreement and Release, Employee was allowed to resign and was placed on paid administrative leave for 3+ months. Continued benefits but not time accrual. Continued tuition benefit through that semester. Annual salary was $79,070.40. | Resolve termination due to poor evaluation performance entitled to notice period before separation per CBA | Confidentiality . . . wish this matter to remain confidential and: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions . . . to any member of the media, person party through any social media platform . . . shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Liberal Arts | 2020 | N/A | Per MOU with MSCA and employee, in lieu of termination, employee was suspended without pay for 13 weeks for dishonesty in research and neglect of professional duty. | Resolve grievance related to avoiding termination and resulting in suspended without pay for 13 weeks for dishonesty in research and neglect of professional duty | Confidentiality . . . wish this matter to remain confidential and: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions . . . to any member of the media, person party through any social media platform . . . shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Liberal Arts | 2021 | N/A | NUP’s position was eliminated; they received 6 months paid leave per NUP benefits. For separation Agreement and Release, they were given additional month of paid leave. They remained on insurance, were eligible for tuition remission and for retroactive fiscal year 2021 and 2022 pay increases, should they occur. Did not accrue leave during that period. Annual salary was $51,425.00. | Resolve complaint of position elimination NUP requires employee received paid notice based on tenure | Confidentiality . . . wish this matter to remain confidential and: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions . . . to any member of the media, person party through any social media platform . . . shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Liberal Arts | 2022 | $16,684 to employee and $1,000 to attorney$17,684 | Resolution of allegation that termination for just cause violated Massachusetts Wage Act and federal and state discrimination laws; paid lump sum of $17,684.00. | Resolve complaint NUP regarding alleged claim of wage and discrimination | Confidentiality . . . wish this matter to remain confidential and: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions . . . to any member of the media, person party through any social media platform . . . shall not make any statements disparaging the college: shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication, non-disparagement | |
| Massachusetts College of Liberal Arts | 2022 | $10,000 | Resolution of grievance alleging termination that was done for performance issues was a violation of CBA and whistleblower retaliation. Per Settlement Agreement and Release, employee allowed to resign and received a $10,000.00 lump sum payment. | Resolve grievance regarding evaluation and termination in of violation of CBA and whistleblower retaliation; resignation in lieu of termination and lump sum | Confidentiality . . . wish this matter to remain confidential and: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions . . . to any member of the media, person party through any social media platform . . . shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Liberal Arts | 2023 | $15,5910.92 | Resignation, placed on paid administrative leave for 4 months and lump sum payment | Reorganization caused position elimination, NUP Handbook requires employee received paid notice based on tenure | Confidentiality . . . wish this matter to remain confidential and: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions . . . to any member of the media, person party through any social media platform . . . shall never be admissible as evidence against the College in any present or future suit. | Confidential, not for publication | |
| Massachusetts College of Liberal Arts | 2024 | N/A | Resolved grievances and, in lieu of termination, employee was suspended for 15 business days; required to attend training | Resolve grievances and in lieu of termination, employee was suspended for 15 business days; following investigation’s finding of inappropriate and unprofessional conduct | Shall never be admissible as evidence against the College in any present or future suit. | None | |
| Massachusetts Commission Against Discrimination | 2019 | N/A | Separation agreement | Settle in a mutually agreed manner all claims known and unknown with voluntary resignation; removal of suspension letter from personnel file | Agreement not for publication | Not for publication | |
| Massachusetts Commission Against Discrimination | 2019 | $475,000 | Office of the Attorney General settlement on behalf of MCAD | To settle and resolve any and all differences among them, including, but not limited to, the Superior Court litigation and MCAD/EEOC claim with lump sum | Document disclosure: may be subject to public disclosure pursuant to [Chapter 66 of the Massachusetts General Laws] . . . placed in personnel file. | None | |
| Massachusetts Maritime Academy | 2019 | $3,454 | Employee awarded compensation for 2.0 credits | Resolve grievance related to removal from course due to alleged complaints not communicated from prior classes | None on review | None | |
| Massachusetts Maritime Academy | 2020 | $787 | Employee awarded 1.75 hours of sick leave. | Resolve grievance related to sick time pay used in COVID-19-related issue | None on review | None | |
| Massachusetts Maritime Academy | 2021 | $489.47 | Employee was reimbursed for 2-day suspension and discipline letters held in abeyance. | Resolve grievance related to MCAD/EEOC complaint regarding allegations of discrimination on the basis of race and color | The Parties [wish] this matter to remain confidential: expressly covenant and warrant that they will not disclose, discuss, or publicize the existence, terms or conditions of this Agreement, the substance of the agreements or inducements to enter into this Agreement, or the events that transpired between the Parties prior to the execution of this Agreement to any member of the media, to any person or party, or through any social media platform. mutual non-disparagement: both shall not engage in any conduct or make any statements that are critical or disparaging. . . . Shall never be admissible as evidence against the Academy in any present or future suit. | Confidential, not for publication, non-disparagement | |
| Massachusetts Maritime Academy | 2022 | $48,800 | Employee remained on payroll 10/9/2022–2/27/2023 at salary of $125,622.89 | Resolve grievance related to internal investigation based on complaint related to employee’s conduct; AL and resignation; termination of internal investigation without findings | The Parties [wish] this matter to remain confidential: expressly covenant and warrant that they will not disclose, discuss, or publicize the existence, terms or conditions of this Agreement, the substance of the agreements or inducements to enter into this Agreement, or the events that transpired between the Parties prior to the execution of this Agreement to any member of the media, to any person or party, or through any social media platform. mutual non-disparagement: both shall not engage in any conduct or make any statements that are critical or disparaging. . . . Shall never be admissible as evidence against the Academy in any present or future suit. | Confidential, not for publication, non-disparagement | |
| Massachusetts Maritime Academy | 2024 | $94,9376.60 | Employee was terminated in accordance with CBA, withdrew active union grievance, withdrew DLR prohibited practice charge | Resolution of grievances and DLR complaint; resignation in lieu of termination as a result of failure to meet core responsibilities of position | The Parties [wish] this matter to remain confidential: expressly covenant and warrant that they will not disclose, discuss, or publicize the existence, terms or conditions of this Agreement, the substance ·of the agreements or inducements to enter into this Agreement, or the events that transpired between the Parties prior to the execution of this Agreement to any member of the media, to any person or party, or through any social media platform. mutual non-disparagement: both shall not engage in any conduct or make any statements that are critical or disparaging. . . . Shall never be admissible as evidence against the Academy in any present or future suit. | Confidential, not for publication, non-disparagement | |
| Massachusetts Maritime Academy | 2024 | $10,816 | Employee was terminated in accordance with CBA. | Termination and release due to his failure to meet the core responsibilities of his position as a result of a traffic accident | The Parties [wish] this matter to remain confidential: expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions of this Agreement. shall keep confidential any information protected from disclosure by state or federal law that he learned through his employment with the Academy. mutual non-disparagement both shall not make any disparaging statements regarding any person or party to this agreement. | Confidential, not for publication, non-disparagement | |
| Massachusetts Port Authority | 2020 | $95,000 | Settlement agreement and general release | To settle and dismiss civil action lawsuit, including alleged sex/gender discrimination, disability discrimination, sexual orientation discrimination, sexual harassment, and retaliation | Agrees that . . . shall keep confidential and not disclose the terms and conditions of this agreement, except as may be required by law by duly constituted governmental body. Agree may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. | Confidential | |
| Massachusetts Port Authority | 2022 | $1,375,000 | Settlement agreement and general release | To resolve the disputed claims of unlawful discrimination, including gender-based denial of promotion and professional development, failure to pay equivalent compensation, disparate treatment in investigation of complaints, failure to investigate the employee’s claims of discrimination, disparate treatment based on the employee’s disability, and publication of false statements damaging the employee’s reputation | Agrees that . . . shall keep confidential and not disclose the terms and conditions of this agreement, except as may be required by law by duly constituted governmental body. Agree may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. | Confidential, Non-disparagement | |
| Massachusetts Port Authority | 2023 | $40,452 | Separation agreement and waiver of rights | Termination without cause rescind MCAD/EEOC claim, continuation of salary and lump sum | Agrees that . . . shall keep confidential and not disclose the terms and conditions of this agreement, except as may be required by law by duly constituted governmental body. Agree may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. | Confidential | |
| Massachusetts Port Authority | 2024 | $22,500 | Settlement agreement and general release | Agreement to dismiss MCAD/EEOC complaint and resolve their disputes for lump sum | Agree may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. | None | |
| Massachusetts Port Authority | 2024 | $22,3087.69 | Separation without cause | Shall not make, orally or in writing, any false, disparaging, or derogatory statements concerning Massport or officers. Agree . . . may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. This non-disparagement provision may constitute a waiver of rights, and agrees that waiver of such rights is knowing and voluntary. | Non-disparagement | ||
| Massachusetts Port Authority | 2021 | $22,7210.70 | Separation pursuant to COVID-19 sustainability workforce plan | None on review | None | ||
| Massachusetts Port Authority | 2023 | $0 | Compromise settlement due to probationary employee violation of attendance policy and CBA | None on review | None | ||
| Massachusetts Port Authority | 2019 | $19,270.29 | Separation without cause | Shall keep confidential and not disclose the terms and conditions of this agreement: shall not make, orally or in writing, any false, disparaging, or derogatory statements concerning Massport or officers. Agree . . . may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. This non-disparagement provision may constitute a waiver of rights, and agrees that waiver of such rights is knowing and voluntary. | Confidential, non-disparagement | ||
| Massachusetts Port Authority | 2020 | $0 | Grievance breach of CBA and position requirement of a valid hoisting license; conversion from termination to unpaid suspension served | None on review | None | ||
| Massachusetts Port Authority | 2021 | $14,482.37 | Separation pursuant to COVID-19 sustainability workforce plan | None on review | None | ||
| Massachusetts Port Authority | 2019 | $61,064 | Separation without cause | Shall keep confidential and not disclose the terms and conditions of this agreement: shall not make, orally or in writing, any false, disparaging, or derogatory statements concerning Massport or officers. Agree may be subject to disclosure pursuant to the [Massachusetts] public records act [Chapter 66 of the General Laws]. This non-disparagement provision may constitute a waiver of rights, and agrees that waiver of such rights is knowing and voluntary. | Confidential, non-disparagement | ||
| Middlesex Community College | 2019 | $4,000 | Pay adjunct faculty lump sum and withdraw arbitration | Grievance | Shall not constitute any precedent nor shall be introduced in any forum. | None | |
| Middlesex Community College | 2020 | $0 | Adjusted seniority years in education | Grievance | None on review | None | |
| Middlesex Community College | 2022 | $450 | At the Step One grievance hearing, the College provided $225 for two courses that were canceled after the prescribed deadline in the contract | Resolve grievance step 1 decision COVID-19 reasonable accommodation, lump sum | None on review | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $0 settlement | Moved all current full-time nursing faculty to Column H on salary grid to make salaries more competitive | MOU addressing market salary adjustment for RNs | Shall not set precedent between the parties, nor shall be referenced by any party, in any forum. | None | |
| Middlesex Community College | 2022 | $1,500 | MOA signed providing adjunct would be allowed to resign | Resolve grievance regarding non-reappointment resulting in voluntary resignation | Is not a precedent and may not be introduced in any forum. | None | |
| Middlesex Community College | 2022 | $1,500 | College paid grievant $1,500 per MOA for adapting course for online learning | Resolve grievance resulting from course assignments | Is not a precedent and may not be introduced in any forum. | None | |
| Middlesex Community College | 2023 | $30,000 | Grievant withdrew arbitration and case settled | Resolve grievance for wrongful termination and denial of sick leave extension related to COVID-19 | Shall not constitute any precedent and shall not be introduced in any forum. | None | |
| Middlesex Community College | 2023 | $0 | College allowed employee to return to work subsequent to the removal of the COVID-19 vaccine mandate | Resolve grievance with voluntary resignation in lieu of termination | Prior requests for reasonable accommodations remain confidential personnel documents . . . is not a precedent and may not be introduced in any forum. | Confidential | |
| Middlesex Community College | 2023 | $35,160 | College paid grievant lump sum payment and allowed grievant to return to work in return for grievant withdrawal of all discrimination complaints at MCAD | Resolve grievance and MCAD complaint for COVID-19 reasonable accommodation | Shall not set precedent between the parties, nor shall be introduced by any party, in any forum. | None | |
| Middlesex Community College | 2023 | N/A | Informal resolution of the parties | Informal resolution of alleged misconduct under AAEOD plan | None on review | None | |
| Middlesex Community College | 2024 | $3,463.77 | Corrected current employee salary | Resolve grievance regarding posting and hiring salaries | Shall not set precedent in any other matter and may not be introduced in any forum. | None | |
| Middlesex Community College | 2024 | $0 | College agreed to release employee up to 180 hours per academic year to work as committee chairperson | MOU addressing hours worked in relation to taking on FSA chairperson role | Shall not create a precedent and shall not be introduced in any forum. | None | |
| Middlesex Community College | 2024 | $0 | College agreed to release employee up to 180 hours per academic year to work as union president | MOU addressing hours worked in relation to taking on Middlesex Community College chapter president role | Shall not create a precedent and shall not be introduced in any forum. | None | |
| Middlesex Community College | 2024 | $7,294.28 | College paid former employee owed salary increase | Complaint NUP relating to salary | Shall not constitute any precedent and shall not be introduced in any forum. | None | |
| Middlesex Community College | 2024 | $0 | Employee allowed to return to previous position | MOU addressing full-time appointment | Shall not create a precedent and shall not be introduced in any forum. | None | |
| Office of the Attorney General | 2021 | $6,4254.77 | Separation agreement | Mutually agreed separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2021 | $13,1965.52 | Separation agreement | Mutually agreed resignation of employment due to medical condition exacerbated by COVID-19 and settlement | None on review | None | |
| Office of the Attorney General | 2022 | $8,728.13 | Separation agreement | Mutually agreed separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2024 | $11,0587.56 | Separation agreement | Mutually agreed separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2024 | $51,977.12 | Separation agreement | Mutually agreed separation of employment and settlement and resolution of all possible disputes, including claims under M.G.L. c. 151B and other anti-discrimination laws | None on review | None | |
| Office of the Attorney General | 2024 | $9,0687.64 | Separation agreement | Mutually agreed separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2023 | $18,191.33 | Separation agreement | Amicable separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2024 | $33,0976.87 | Separation agreement | Amicable separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2024 | $42,3165.60 | Separation agreement | Amicable separation of employment and settlement | None on review | None | |
| Office of the Attorney General | 2024 | $2,2854.62 | Separation agreement | Amicable separation of employment and settlement | None on review | None | |
| Office of the Commissioner of Probation | 2024 | $413.43 | Return of pay for one day suspension | Resolve grievance related to lost pay due to suspension, not for discipline purposes but will be retained in personnel file | None on review | None | |
| Office of the Commissioner of Probation | 2020 | $3,911.27 | Comp for higher level performance | Resolve grievance and trial court concern of not being compensated for additional duties assigned | None on review | None | |
| Office of the Commissioner of Probation | 2022 | $20,000.00 | Comp for out of grade work | Resolve grievance related to working above pay grade with lump sum | None on review | None | |
| Office of the Commissioner of Probation | 2022 | $32,500.00 | Damages | Resolve grievance and MCAD complaint regarding discrimination and retaliation with lump sum | None on review | None | |
| Office of the Commissioner of Probation | 2023 | 7.5 hours comp time | 7.5 hours comp time | Settle outstanding matters related to compensatory time due | Sets no precedent and is not admissible by either party in any forum. | None | |
| Office of the Inspector General | 2024 | $93,069.23 | Agreement to reach an amicable separation of employee from employer | Complaint was recorded as verbal; mutually agreed separation of employee from employment and desire to settle fully and finally any differences | NON-DISPARAGEMENT. Will not make any statements that disparage the business or reputation of the OIG. | Non-disparagement | |
| Roxbury Community College | 2019 | $1,000 | MOA | Resolve grievance voluntary resignation | Is not a precedent and may not be introduced in any forum . . . agree not to disparage each other either directly or through and 3rd parties. | None | |
| Roxbury Community College | 2019 | $0 | MOA | Employment action retrenchment | All settlement discussions and this agreement shall remain confidential except as may be required by law. Parties agree not to disparage each other . . . is not a precedent and may not be introduced in any forum. | Confidential, non-disparagement | |
| Roxbury Community College | 2019 | $0 | MOA | Resolve grievance related to seniority list | None on review | None | |
| Roxbury Community College | 2019 | $0 | MOA | Resolve grievance related to suspect classroom observation | Shall not constitute a precedent. | None | |
| Roxbury Community College | 2019 | $6,000 | Settlement | Resolve grievance employment separation | Shall not constitute a precedent between parties, nor introduced by any party in any forum. | None | |
| Roxbury Community College | 2019 | $845 | MOA | Resolve grievance post tenure evaluation | Shall not constitute precedent nor be introduced or otherwise referenced by an party. | None | |
| Roxbury Community College | 2020 | $0 | NA | Resolve grievance revise summary evaluation | None on review | None | |
| Roxbury Community College | 2021 | $3,566 | MOA | Resolve grievance | Shall not constitute a precedent between parties, nor introduced by any party in any forum. | None | |
| Roxbury Community College | 2021 | $0 | NA | Resolve grievance regarding document in personnel file | Shall not constitute any precedent and shall not be introduced in any forum. | None | |
| Roxbury Community College | 2022 | $74,000 | Settlement | In lieu of discontinuation of their appointment, the employee resigned from their position; resolved complaint in accordance with NUP regarding employment separation | Wish this matter to remain confidential to the extent permitted by law and will not further disclose, discuss, or publicize the existence, terms or conditions; to any person or party, or through any social media platform. . . . Agrees not to disparage the college and mutual on part of College . . . shall never be admissible as evidence against the Commonwealth. | Confidential, not for publication, non-disparagement | |
| Roxbury Community College | 2022 | $0 | MOA | Resolve grievances in relation to course assignments | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2022 | $175,000 | Settlement | Resolve complaint NUP regarding employment separation due to non-reappointment | Wish this matter to remain confidential to the extent permitted by law and will not further disclose, discuss, or publicize the existence, terms or conditions; to any person or party, or through any social media platform . . . shall never be admissible as evidence against the Commonwealth. | Confidential, not for publication | |
| Roxbury Community College | 2023 | $2,800 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $2,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $3,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $4,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $4,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $6,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $6,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $17,086.26 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $19,688.60 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $21,402.32 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $9,424.93 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $11,447.32 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $14,138.81 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $14,930.37 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $15,025.18 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $19,721.08 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $3,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $15,346.02 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $8,698.97 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $16,198.76 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $16,036.20 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $1,053.94 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $12,914.07 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $18,147.79 | Pay | Resolve grievance concerning work schedule and compensation | Is not a precedent and may not be introduced in any forum. | None | |
| Roxbury Community College | 2024 | $4,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $1,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $2,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $2,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $2,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $3,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $3,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $3,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $4,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $6,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $6,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $7,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $10,500 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2024 | $4,000 | Pay | Unable to be determined | Unable to be determined | Unknown | |
| Roxbury Community College | 2019 | $737 | Unable to be determined | Unable to be determined | Unknown | ||
| Roxbury Community College | 2023 | $65,000 | Unable to be determined | Unable to be determined | Unknown | ||
| Springfield Technical Community College | 2019 | $17,000 | Grievance withdrawn | Resolve grievance regarding wrongful termination in exchange for volunteer resignation and lump sum | The parties acknowledge that all terms and conditions under this Agreement and settlement discussions shall remain confidential except as may be required by law . . . is not a precedent and may not be introduced in any forum. The parties agree: not to disparage each other. | Confidential, non-disparagement | |
| Springfield Technical Community College | 2020 | $45,000 | Grievance withdrawn | Resolve grievance and MCAD complaint pertaining to failure to reasonably accommodate, disability discrimination, and retaliation with voluntary resignation and lump sum | The parties acknowledge that all terms and conditions under this Agreement shall remain confidential except as may be required by law . . . is not a precedent and may not be introduced in any forum. The parties agree not to disparage each other. | Confidential, non-disparagement | |
| Springfield Technical Community College | 2020 | $6,000 | Grievance withdrawn | Resolve grievance regarding refusal to offer evening course to professor resulted in voluntary resignation in lieu of non-reappointment letter | Is not a precedent and may not be introduced in any forum. | None | |
| Springfield Technical Community College | 2021 | $0 | Grievance withdrawn | Resolve grievance regarding letter documenting failure to follow protocol with removal of letter of reprimand from personnel file | Does not set a precedent between the parties and may not be introduced by any party in any forum. | None | |
| Springfield Technical Community College | 2022 | $1,500 | Grievance withdrawn | Resolve grievance regarding course assignment rescinded and reassigned in 2020, resolved in 2022 | Is not a precedent and may not be introduced in any forum. | None | |
| Springfield Technical Community College | 2022 | $0 | DLR Complaint withdrawn with prejudice | Resolve DLR complaint of letter documenting failure to follow protocol with removal of letter of reprimand from personnel file | Does not set a precedent between the parties and may not be introduced by any party in any forum. | None | |
| Springfield Technical Community College | 2022 | $52,636 | Complaint withdrawn with prejudice | Resolve complaint, NUP and pre-litigation regarding investigation and inaccurate and false claims, resulting in voluntary resignation in lieu of termination, paid leave and lump sum | Agree to maintain the confidentiality of all settlement discussions and this Agreement and to limit disclosure to her immediate family members, lawyer, accountant, financial advisors, or to the extent required by law, directly or indirectly, in writing, orally, or otherwise, or take any action which may, directly or indirectly, disparage each other . . . is not a precedent and may not be introduced in any forum. | Confidential, non-disparagement | |
| Springfield Technical Community College | 2022 | $42,000 | Grievances and complaints withdrawn with prejudice | Resolve grievances and Title IX complaints with voluntary resignation and lump sum | Is not a precedent and may not be introduced in any forum. The parties agree not to disparage each other. | Non-disparagement | |
| Springfield Technical Community College | 2022 | $2,000 | Grievance withdrawn with prejudice | Resolve grievance regarding dispute over giving course to another when already approved | Does not set a precedent between the parties and may not be introduced by any party in any forum. | None | |
| Springfield Technical Community College | 2022 | $60,000 | Grievance withdrawn with prejudice | Resolve grievance regarding non-rehire post retrenchment | Shall not set precedent between the parties and may not be introduced by any party in any forum. | None | |
| Worcester State University | 2022 | $200,000 | Backpay, damages, and fees | Resolve complaints of alleged sexual harassment and discriminatory harassment due to race and gender, as well as retaliation. | University Advancement employees and directors agree to not make any voluntary statements, written or oral, or cause or encourage others to make any such statements that defame, disparage or in any way criticize the personal and/or business reputations, practices or conduct of one another. Mutual non-disparagement: both shall not disparage the other party. | Non-disparagement | |
| Worcester State University | 2020 | N/A | Altered personnel record | Resolve grievance breach of CBA | Confidentiality . . . The parties wish this matter to remain confidential and agree as follows: The Association and the University expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions of this Agreement . . . Non-precedent: does not establish a precedent with regard to the terms of the CBA. | Confidential, not for publication | |
| Worcester State University | 2019 | $1,164 | Pay increase | Resolve grievance breach of CBA | Confidentiality . . . The parties wish this matter to remain confidential and agree as follows: The Association and the University expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions of this Agreement . . . does not set a precedent concerning the assignment of students to courses. | Confidential, not for publication | |
| Worcester State University | 2022 | $39,4998.30 | Separation and lump sum payment | Employment separation due to retrenchment and terms stipulated by CBA | Circumstances of the agreement are unique and agree that this shall not constitute precedent, nor will it be introduced by any party in any action or forum. | None | |
| Worcester State University | 2022 | N/A | Resignation and letter of reference | Agreement regarding voluntary resignation | Confidentiality . . . The parties wish this matter to remain confidential and agree as follows: The Association and the University expressly covenant and warrant that they will not further disclose, discuss, or publicize the existence, terms or conditions of this Agreement . . . is without prejudice or precedent to the position of either party in any future case and may not be introduced into any other proceeding. | Confidential, not for publication | |
| Worcester State University | 2022 | $37,668.26 | Separation and lump sum payment | Employment separation due to retrenchment and terms stipulated by CBA | Confidentiality. The Parties expressly covenant and warrant that none will disclose, discuss, or publicize the terms or conditions of this Agreement or the substance of the agreements or inducements to enter into this Agreement. . . . Circumstances of the agreement are unique and agree that this shall not constitute precedent, nor will it be introduced by any party in any action or forum. | Confidential, not for publication | |
| Worcester State University | 2019 | N/A | Resignation | Employment separation reason not stated, entitled notice pay entitled by CBA with paid leave payroll payout | Circumstances of the agreement are unique and agree that this shall not constitute precedent, nor will it be introduced by any party in any action or forum. | None | |
| Worcester State University | 2020 | N/A | Separation, remained on leave and no further adverse action | Voluntary resignation and retirement in lieu of pending and potential matters related to further disciplinary action | None will disclose, discuss or publicize the terms or conditions of this agreement or the substance of the agreements or inducements to enter into, neither party shall make any statements concerning employment that are disparagement of the University or individual. | Confidential, not for publication, non-disparagement | |
| Worcester State University | 2022 | N/A | Eligibility for promotion extended | MOA to extend eligibility period due to illness | None on review | None | |
| Worcester State University | 2023 | $23,994.23 | Separation and lump sum payment | Employment separation, reason not stated; entitled notice pay entitled by CBA with paid leave payroll payout | Circumstances of the agreement are unique and agree that this shall not constitute precedent, nor will it be introduced by any party in any action or forum. . . . Agree not to make statements or cause others to make statements that defame, disparage or in any way criticize each party. | Non-disparagement | |
| Worcester State University | 2023 | $98,4232.56 | Separation and lump sum payment | Employment separation reason not stated; entitled notice pay entitled by CBA with paid leave payroll payout | Circumstances of the agreement are unique and agree that this shall not constitute precedent, nor will it be introduced by any party in any action or forum. . . . Agree not to make statements or cause others to make statements that defame, disparage or in any way criticize each party. | Non-disparagement | |
| Worcester State University | 2024 | $28,600 | Separation and lump sum payment | Employment separation due to retrenchment and terms stipulated by CBA | Wish this matter to remain confidential will not further disclose, discuss, or publicize the existence, terms or conditions; to any person or party, or through any social media platform. | Confidential, not for publication | |
| Worcester State University | 2024 | N/A | Resignation | Resignation in lieu of termination for just cause related to serious misconduct in connection with violations of computer and network security | Wish this matter to remain confidential . . . expressly covenants and warrant they will not disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media to any person or party or through social media platform . . . No precedential value and shall not deemed or constructed to be a precedent for the resolution of any future circumstances or dispute. | Confidential, not for publication | |
| Worcester State University | 2023 | N/A | New position and salary adjustment | Employment reassignment due to retrenchment and terms stipulated by CBA | Wish this matter to remain confidential . . . expressly covenants and warrant they will not disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media to any person or party or through social media platform. | Confidential, not for publication | |
| Worcester State University | 2024 | N/A | New position | Employment reassignment due to retrenchment | None on review | None | |
| Worcester State University | 2024 | N/A | New position | Employment reassignment due to retrenchment and terms stipulated by CBA | Wish this matter to remain confidential . . . expressly covenants and warrant they will not disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media to any person or party or through social media platform. | Confidential, not for publication | |
| Worcester State University | 2023 | N/A | New position and salary adjustment | Employment reassignment due to retrenchment and terms stipulated by CBA | Wish this matter to remain confidential . . . expressly covenants and warrant they will not disclose discuss or publicize the existence terms or conditions of this agreement with any member of the media to any person or party or through social media platform. | Confidential, not for publication |
* Near the end of our audit, on January 14, 2026, MassArt made available to us 3 settlement agreements, which included confidentiality language. The information is included in Appendix A. However, given the late timing, we could not update the findings above.
| Date published: | January 21, 2026 |
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