{NAGE Contract\phpP0Ёph`b*0bapMp`@пb`}|yyPyNLPL LJJIpI@Id dd@a``ccK@`GpG@Gl lPjGGange. Before deleting, you must first select thep A  PX!  4 `   R509 Contract\phpP0Ёph`b*0bapMp`@пb`}|yyPyNLPL LJJIpI@Id dd@a``ccK@`GpG@Gl lPjGGange. Before deleting, you must first select thep A  PX!  4 `   RĸAgreement Between University of Massachusetts Board of Trustees and National Association of Government Employees R1-233 July 1, 2001 - June 30, 20042004LPL LJJIpI@Id dd@a``ccK@`GpG@Gl lPjGGange. Before deleting, you must first select thep A  PX!  4 `   RAgreement Between the Board of Trustees of the University of Massachusetts on behalf of the University of Massachusetts Lowell and the Grant & Contract Funded Staff union, SEIU Local 509 July 1, 2001 - June 30, 2004@`GpG@Gl lPjGGange. Before deleting, you must first select thep A  PX!  4 `   Rĸ4`Union will support implementation of new systems. A Special Labor-Management Committee with equal numbers from both parties shall be the sole forum to discuss any issues of impact to the bargaining unit arising from the implementation of the systems.@Gl lPjGGange. Before deleting, you must first select thep A  PX!  4 `   RĸSee "Non-discrimination and affirmative action" A Special Labor-Management Committee with equal numbers from both parties shall be the sole forum to discuss any issues of impact to the bargaining unit arising from the implementation of the system @Gl lPjGGange. Before deleting, you must first select thep A  PX!  4 `   RNo discrimination in any way on basis of (standard list);positive and aggressive measures will be taken to redress effects of past discrimination, eliminate current discrimination and ensure equal opportunity in hiring, upgrading, demotion, recruitment, etc.; Union and University willl abide by UML Sexual Harrassment Grievance Procedure. This bargaining unit will be added to the list of Constitutencies on p.7 of the procedure. All disputes will be adjudicated through this procedure. ; Where the university creates a sexual harassment or affirmative action task force the unit gets one membermberres will be taken to redress effects of past discrimination, eliminate current discrimination and ensure equal opportunity in hiring, upgrading, demotion, recruitment, etc.; Union and University willl abide by UML Sexual Harrassment Grievance Procedure. This bargaining unit will be added to the list of Constitutencies on p.7 of the procedure. All disputes will be adjudicated through this procedure. ; Where the univerSections: 1 - same as 1 of 509 contract 2 - same as 4 3 - similar to section 7 4 - same as section 8 5 - same as section 9n, eliminate current discrimination and ensure equal opportunity in hiring, upgrading, demotion, recruitment, etc.; Union and University willl abide by UML Sexual Harrassment Grievance Procedure. This bargaining unit will be added to the list of Constitutencies on p.7 of the procedure. All disputes will be adjudicated through this procedure. ; Where the university cĸSections: 1 - 30 days following employment, unit members electing not to maintain membership shall pay the union a monthly fee equal to that paid by members. 2 - A member may consent in writing or may withdraw the authorization. 3 - The employer will deduct the fee and transmit them together with a list of fee payers provided the Union Treasurer has givena bond for faithful performance 4 - This article shall not become operative until the Agreement has been formally executed 5 - In the event of an administrative error the parties shall meet to attempt to correct it expeditiously. This is not grievable. 6 - The Treasurer of the Union shall submit and certify the amount of the agency fee when agreeemnent is signed and will notify employer of changes at least 30 days in advance. 7 - upon written request of the union, the employer shall terminate any member who refuses to pay the agency fee. The Union will defend any resulting litigation, the University has no obligation to defend such litigation. 8 - disputes between union and employer shall be grievable. Arbitrator has no power to order employer to pay agency fee on behalf of member. The only remedy to failure to pay is to terminate the member. 9 - The employer assumes no obligation arising from this article, and the Union indemnifies the employer.on, the employer shall terminate any member who refuses to pay the agency fee. The Union will defend any resulting litigation, the University has no obligation to defend such lĸ4`Sections: 1 - Purpose of performance evaluations. 2 - Annual written evaluations and what they cover. 3 - Unsatisfactory evaluations: supervisor shall counsel employee at least three months before the final stage of the evaluation about how to improve; emm this article, and the Union indemnifies the employer.Pon, the employer shall terminate any member who refuses to pay the agency fee. The Union will defend any resulting litigation, the University has no obligation to defend such lĸSections: 1 - Each unit member receives annual eval. 2 - evaluation recording in writing on a form. Right to respond. 3 - each member receives copy, notice of "less than satisfactory", no adverse impact by untimely eval 4 - member signature of eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finished.The union may request reallocation of a whole class of workers if their classifications seem out of line with other positions covered by this contract only.otice of "less than satisfactory", no adverse impact by untimely eval 4 - member signature of eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finishedthe University has no obligation to defend such lĸĸThe university will give the union the specifications for all classifications; all unit members can see them. Appeals of reclassification are not covered by the grievance and arbitration procedure but by M.G.L. Chapter 30, Section 49.mber signature of eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finishedthe University has no obligation to defend such lĸĸAppendix A A form to be provided on the letterhead of the attending medical provider certifying fitness/unfitness to work in the event of illness. To be kept confidential along with other information obtained in conjunction.ion. 4!mber signature of eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finishedthe University has no obligation to defend sucBefore contracting out any work, employer shall estimate the cost of that work, compare it to the in-house cost, and then decide whether to contract out. If contracting out eliminates a position, employer and union shall discuss placing that employee in a eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finishedthe University has no obligation to defend such lĸPrior to contracting out work that will result in reduction of work, etc. employer shall notify Union and negotiate to prevent and to discuss terms.rms.ut. If contracting out eliminates a position, employer and union shall discuss placing that employ eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finishedthe University has no obligation to defend sucThe cost items in this contract are not effective until the Legislature and Governor fund them. Employer will ask for them to be funded.rms.ut. If contracting out eliminates a position, employer and union shall discuss placing that employ eval 5 - narrative style eval. To address expectations and performance 6 - Labor/Management committee to establish procedure and form, section 5 evaluation to remain in effect until 6 finishedthe University has no obligation to defend such lĸĸ4`All employees's salary checks shall be direct deposited.Just cause includes? 4 - Disciplinary action progresses from minor to severe for repeated failures. 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day4&Sections: 1 - same. 2, 3 - same as 2. 3 - Just cause includes? 4 - Disciplinary action progresses from minor to severe for repeated failures. 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day4&See "Discipline and Discharge" same as 2. 3 - Just cause includes? 4 - Disciplinary action progresses from minor to severe for repeated failures. 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day4&See "Disciplinary Action" same as 2. 3 - Just cause includes? 4 - Disciplinary action progresses from minor to severe for repeated failures. 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day 5 - If an employee is not given a hearing before discipline, employee shall file a Step 2 grievance within 7 day4&Sections: 1 - purpose of discipline is to correct action. Progression from less severe to more severe corrective action intends to change behavior 2 - after probation, discipline requires just cause. Just causes is detailed. 3 - disciplinary action includes: (list of actions) 4 - discipline will progress from minor to severe for reeated failure, except in those circumstances which have or may result in serious harm to University or its ocmmuunityce within 7 day4&Agreement in effect for three years from July 1, 2001 to June 30, 2004. Negotiations for a new agreement will start on or after March 1, 2004. Agreement remains in force until a new agreement is executed or an impasse reached.d.d. 3 - disciplinary action includes: (list of actions) 4 - discipline will progress from minor to severe for reeated failure, except in those circumstances which have or may result in serious harm to University or its ocAce within 7 day4&Sections: 1 - Agreement in effect through midnight of 6/30/2004, beginning on date of execution by parties 2 - this agreement remains in effect until a successor agreement or impasse. Negotiations for subsequent agreement commence on or after Jan 1, 2004 3 - agreement is entered into and effective when signed by the President of the Universityityfailure, except in those circumstances which have or may result in serious harm to University or its ocAce within 7 day4&This agreement is the total agreement and neither party is obligated to any additional collective bargaining 2 - this agreement remains in effect until a successor agreement or impasse. Negotiations for subsequent agreement commence on or after Jan 1, 2004 3 - agreement is entered into and effective when signed by the President of the`ityfailure, except in those circumstances which have or may result in serious harm to University or its ocAce within 7 day4&See Salaries section of 509's contract.r party is obligated to any additional collective bargaip 2 - this agreement remains in effect until a successor agreement or impasse. Negotiations for subsequent agreement commence on or after Jan 1, 2004 3 - agreement is entered into and effective when signed by the President of the`ityfailure, except in those circumstances which have or may result in serious harm to University or its ocAce within 7 day4&Sections: 1 - same. 2 - Unit members working 3 or more hours of overtime will receive a $5 meal stipend for the first six hours and $5 for each 4 hours threaafter. 3 - Meal reimbursement in accord with T92-031.A  a[_Za0L L <- Sections: 1 - Mileage For authorized personal vehicle use, employee will be reimbursed as per university policy T92-031. If the grant allows less than the University Poolicy, the balance shall be paid from the overhead account. Temporary assignments are covered, commuiting is not reimbursed. Employee's home may be designated their regular office by the Personnel Administrator. 2. - Meals one meal allowance for each full day when on travel status in accordance with T92-031, balance from overhead account if grant doesn't cover fully.rized personal vehicle use, employee will be reimbursed as per university policy T92-031. If the grant allows less than the University Poolicy, the balance shall be paid from the overhead account. Temporary assignments are covered, commuiting is not reimbursed. Employee's home may be designated their regular office by the Personnel Administrator. 2. - Meals one meal allowance for each full day when on travel status in accordance with T92-031, balance from overhead accouSee Annual Evaluations.rized personal vehicle use, employee will be reimbursed as per university policy T92-031. If the grant allows less than the University Poolicy, the balance shall be paid from the overhead account. Temporary assignments are covered, commuiting is not reimbursed. Employee's home may be designated their regular office by the Personnel Administrator. 2. - Meals one meal allowance for each full day when on travel status in accordance with T92-031, balance from overhead accoun.Employer and union agree not to discriminate or apply this agreement capriciously. Nothing in this agreement denies or restricts unit members' rights under state or federal law. The union shall represent every unit member without regard to race, color? orovered, commuiting is not reimbursed. Employee's home may be designated their regular office by the Personnel Administrator. 2. - Meals one meal allowance for each full day when on travel status in accordance with T92-031, balance from overhead accouSections: 1, 2 - definition 3 -- procedures for filing grievances. Union and employer split arbitrators' fees 50-50. 4 - arbitrator can't change the contract. 5 - Unit members can pursue grievances through the first 4 steps without union reps, but the uning is not reimbursed. Employee's home may be designated their regular office by the Personnel Administrator. 2. - Meals one meal allowance for each full day when on travel status in accordance with T92-031, balance from overhead accounSections: 1 - definition of grievance 2 - intent of employer and union is to encourage prompt resolution by informal or by formal procedures. Employer may have a desgignee; voluntary agreement is the goal; settlement offers or discussions shall not be admissible in arbitration; written documents shall be part of the record for purposes of arbitration 3 - time limits time limits can be changed by mutual agreement; failure of employer to respond within time limits bumps grievance to the next level at union's discretion; failure of union to abide by time limits implies settlement according to last written decision by employer 4 - during probation employee is not eligible to grieve discipline or discharge 5 - procedure for filing a grievance; (1) Informal step; (2) Executive Director of the RF or Designee;(3)President or Mediation; (4) Arbitration 6 - Collateral consequences grievance shall not be recordded in personnel file, shall not be used in making of recommendation for job placement; nor shall grievance participants be subjected to any action for having processed the grievance; no reprisals of any kind shall be taken against grievance participants 7 - unit-wide issues or class actions against the Chancellor shall be filed directly at step 3 8 - no legal counsel shall be present except for step 4ep 4ident or Mediation; (4) Arbitration 6 - Collateral consequences grievance shall not be recordded in personnel file, shall not be used in making of recommendation for job placemEmployer pays monthly premium. P a[_Z0Sections: 1 - working conditions will meet all regs 2 - Joint Labor-Management H&S committee 3 - Temp Control 4 - VDTs 5 - Work Practices (breaks from repetitive work, breaks, job task restructuringSee "Safety"w x P a[_Z0Sections: 1 - working conditions will meet all regs 2 - Joint Labor-Management H&S committee 3 - Temp Control 4 - VDTs 5 - Work Practices (breaks from repetitive work, breaks, job task restructuring)Sections: 1 - working conditions will meet all regs 2 - Joint Labor-Management H&S committee 3 - Temp Control 4 - VDTs 5 - Work Practices (breaks from repetitive work, breaks, job task restructuring)GtF6%Q2|>k.j<xhI *!!8"" #F###6$r$$%%%C&&&'Q''#(_((@))!****k++++.,,Sections: 1 - Employer and union will continue the Health and Welfare Fund. 2 - July 1, 2001: employer will contribute $9 per week for each full-timer. July 7, 2002: employer will contribute $10 per week. July 6, 2003: employer will contribute $11 per weeQ2|>k.j<xhI *!!8"" #F###6$r$$%%%C&&&'Q''#(_((@))!****k++++.,,Sections: 1 - Group Health Insurance members are covered under state's group plan as per 32A of GL's;domestic partners will be included if GL's are amended 2 - Health and Welfare Plan parties agree to affiliate with MPEHWF created under an Agreement and Declaration of Trust drafted by the Commonwealth and executed by the Union and Commonwealth. Agreement provides fo board of trustees of equal commonwealth and union membership which decides on health and welfare benefits to be extended to employees and dependents;employer contributes $9.00 per week on behalf of each FTE to health and welfare trust fund. In 2001;$10.00 in 2002; $11.00 in 2003;additionally employer contributes 0.2% of biweekly payroll for bargaining unit members; contributions shall only be used to provide health and welfare benefits and to pay operating and admin expenses of the fund. Contributions will be made by employer in an aggregate sum within 45 days forllowing the end of the calendar month during which contributions are collected.; Benefit claims are not grieveable; employer is not responsible for determining liability to any member claiming benefits extended by health and welfare fund; this fund will be no less than any agreement with non-public safty employees of the Commonwealth executive, the board of higher ed or the board of trustees of umass 3 - Dependent Care the employer shall continue the voluntary DCAP that complies with requirement of federal tax deductibilitySections: 1 - same. 5 - same as 509's section B. 8 - same as 509's section C. 9 - same as 509's section D. section C. Other sections give rules for employees required to work on holidays.y agreement with non-public safty employees of the Commonwealth executive, the board of higher ed or the board of trustees of umass 3 - Dependent Care the employer shall continue the voluntary DCAP that complies with requirement of federal tax deductibilitycalendar month during which contributions are collectedSections: A - Define Holidays B - comp time C - day off for ineligible for holidays D - Saturday and Sunday holidaysysions give rules for employees required to work on holidays.y agreement with non-public safty employees of the Commonwealth executive, the board of higher ed or the board of trustees of umass 3 - Dependent Care the employer shall continue the voluntary DCAP that complies with requirement of federal tax deductibilitycalendar month during which contributions are colleLabor Management Committee shall have equal numbers from management and union, shall not discuss pending grievances or conduct negotiations, shall include Campus Safety, Work Hours, and Training as permanent items. The Committee will meet at least once pe executive, the board of higher ed or the board of trustees of umass 3 - Dependent Care the employer shall continue the voluntary DCAP that complies with requirement of federal tax deductibilitycalendar month during which contributions are collecteSections: 1 - Campus Labor Management committee of 6 members, 3 apptd by employer and 3 by Union. Chairperson alternates between employer/union, committee meets every three months or more frequently. They will discuss matters of concern. Either may submit items 1 week prior to meeting, the chirperson will distribute agenda at least 4 days (not complete) 2 - Decisions of the committee shall be without prejudice or precedent. 3 - Activities and decisions of the committee shall not be subject to Article 7, Grivevance and Arbitration- Layoff. Employees with least seniority are laid off first, must have 90 days' notice, and can bump lower-graded employees in the bargaining unit.. 2 - Recall. Employer will hire qualified laid-off employees when vacancies open up.Sections: 1 - Layoff. Employees with least seniority are laid off first, must have 90 days' notice, and can bump lower-graded employees in the bargaining unit.. 2 - Recall. Employer will hire qualified laid-off employees when vacancies open up.d employees in the bargaining unit.. 2 - Recall. Employer will hire qualified laid-off employees when vacancies open up.Sections: 1 - Avoiding Layoffs 2 - Notice to Bargaining Unit Members 3 - Order of Layoffs 4 - Special Review 5 - Severance 6 - Recall Rights 7 - Out-Placement Services  A  4 [0  4  j Q dL QD - Saturday and Sunday holidays 2 - Notice to Bargaining Unit Members 3 - Order of Layoffs 4 - Special Review 5 - Severance 6 - Recall Rights 7 - Out-Placement Serviceshire qualified laid-off employees when vacancies opend employees in the bargaining unit.. 2 - Recall. Employer will hire qualified laid-off employees when vacancies open up.Very long section, accomplishes at least the same as the 509 contract, basically reserving management's right to everything, except as limited expressly by the contract and only in the realm of conditions of employment..A  4 [0  4  j Q dL Q Expressly reserves rights not modified by the contract, to management.  d Q'  j  Q dl pAQ  1A  4 [0  4  j Q dL Q  4 Neither the union nor any employee shall abet or conduct a strike, work stoppage, or slowdown, and the union shall do its best to prevent and terminate such. Employer shall not lock out unit employees.1A  4 [0  4  j Q dL Q  4See "No strike/No Lockout"ee shall abet or conduct a strike, work stoppage, or slowdown, and the union shall do its best to prevent and terminate such. Employer shall not lock out unit employees.1A  4 [0  4  j Q dL Q  4See "No Strike" Lockou ee shall abet or conduct a strike, work stoppage, or slowdown, and the union shall do its best to prevent and terminate such. Employer shall not lock out unit employees.1A  4 [0  4  j Q dL Q  Sections: 1 - neither union nor employee will not strike or encourage strike 2 - union will prevent violation of above in good faith 3 - employer agrees not to engage in lock-outemployees.1A  4 [0  4  j Q dL Q  Sections: 1 - Employer and Union won't discriminate on basis of (usual list) 2 - Union and Employer agree to take positive and aggressive measures to undo any de facto discrimination. Sexual harassment is considered sex discrimination and will be punished severely, up to and including termination. 3 - This article shall be in accordance with fed. And state law 4 - Charges of discrimination are subject to the University's EEO grievance procedure and not subject to g&a under this contract. Disciplinary actions against members are subject either to the University's EEO grievance procedure OR this contract's grievance procedure, but never both.es not to engage in lock Qemployees.1A  4 [0  4  j Q dL Q  See "Affirmative Action/Non-Discrimination/Sexual Harassment"sity's EEO grievance procedure OR this contract's grievance procedure, but never both.es not to engage in lock Qemployees.1A  4 [0  4  j Q dL Q  Employees assigned to do work classified in a lower grade will be paid at their own regular rate. Employees assigned to a higher grade for more than 30 days will be paid at the higher rate.   01`111110 P Sections: 1 - Sick Leave: same, plus every year employees may cash in unused sick leave credits up to 5 days at 50% of their value. Similar limitations and conditions. 2 - Paid Personal Leave Days: six per year, must take during the calendar year. 3 - BeV!  1L  01!D111 H H Sections: 1 - Sick Leave 2 - Sick Leave Bank 3 - Paid Personal Leave Days 4 - Bereavement Leave 5 - Voting Leave 6 - Civic Duty Leave 7 - Blood Donation Leave 8 - Professional Meeting and Conference Leave 9 - Military Leave 10 - Allowed Time 11 - Voluntary Services Leave 12 - Domestic Violence Leave  @!0:.!p p h h 1 0P P P! Nearby parking shall be available to employees with adequate lighting.ays 4 - Bereavement Leave 5 - Voting Leave 6 - Civic Duty Leave 7 - Blood Donation Leave 8 - Professional Meeting and Conference Leave 9 - Military Leave 10 - Allowed Time 11 - Voluntary Services Leave 12 - Domestic Violence Leave01!D111 H H 1. - Agrees there will be new administrative payroll systems and changes to practices, procedures. A special labor-management committee will be estqablished to discuss the impact. 2. - may require evertyone to use direct deposit 3. - Direct Deposit Exemption will be possible in case of hardship. This won't be subject to grievance.nce.eave01!D111 H H Sections: 1 - Employer maintains one official personnel file per employee and member has same right to inspect it. 2 - File inclues official personnel correspondence, including adverse material which employee has right to respond to and which shall be reme remion will be possible in case of hardship. This won't be subject tPnce.eave01!D111 H H Sections: 1 - Employer maintain one official personnel file per employee at HR at Research Foundation 2 - member has right to inspect the file on advance request and right to copy materials at their expense. Union has access to inspect personnel file and copy materials at union expense during regular business hours upon advance request and upon prior written auth. Of member. The file shall be inspected by the member or the union in the presence of a HR representative. The right to inspect and copy shall extend to all materials except letters of recommendation to which the individual has waived access and which are therefore confidential. These shall be removed temporarily in the presence of te member or of the union. 3 - union indemnifies against liability for improper use by union of information in personnell files. 4 - member may challenge accuracy or propriety of file by filing a written statement in the file if employer and member agree such information is inaccurate such information shall be corrected or expunged 5 - it is responsibility of member to inform HR of change in name, adress, dependents or beneficiary 6 - a copy of any item that comes into the HR office for an individual's file that does not indicate a copy was provided to the member or contain the member's signature will be sent to the member.ember may challenge accuracy or propriety of file by filing a written statement in the file if employer and member agree such information is inaccurate such information shall bThis section sets the purpose of the agreement and states that the tone of negotiations will be respectful. It states that the employer will faithfully execute the agreement. It states that the preamble is not subject to grievance. was provided to the member or contain the member's signature will be sent to the memberPember may challenge accuracy or propriety of file by filing a written statement in the file if employer and member agree such information is inaccurate such information shall bSame @ @ tion sets the purpose of the agreement and states that the tone of negotiations will be respectful. It states that the employer will faithfully execute the agreement. It states that the preamble is not subject to grievance. was provided to the member or contain the member's signature will be sent to the memberPember may challenge accuracy or propriety of file by filing a written statement in the file if employer and member agree such information is inaccurate such information shall bFirst six months of service is a probationary period during which there is no recourse to grievance and arbitration; leave of absence under probationary period extends the probation by length of leave; PI or designee will advise by performance appraisal any deficiencies and give opportunity for correction;by mutual consent of union, employee and management probation may extend by 3 months; termination or separation other than layoff requires new probationary period on rehireSections: 1 - members have reasonable latitude in accomplishing assignments 2 - members shall receive appropriate credit for work during annual eval, but it is member's responsibility to ensure supervisor's awareness of work done. 3 - article is grievable to step 2 of article 7y for correction;by mutual consent of union, employee and management probation may extend by 3 months; termination or separation other than layoff requires new probationary period on rehiresuch information shall bSections: 1 - similar. 2 - similar but less detailed. 3 - Criteria for choosing between employees to promote. 4 - 90 days' trial status. promote. 5 - Sections 1, 2, and 3 are covered by the grievance procedure.ure. done. 3 - article is grievable to step 2 of a y for correction;by mutual consent of union, employee and management probation may extend by 3 months; termination or separation other than layoff requires new probationary period on rehiresuch information shall bSections: 1 - Posting 2 - Filling Bargaining Unit Vacancies 3 - Temporary Filling of Bargaining Unit Vacancies 4 - Use of Temp Agencies and 03/CC Employees 1, 2, and 3 are covered by the grievance procedure.ure. done. 3 - article is grievable to step 2 of a y for correction;by mutual consent of union, employee and management probation may extend by 3 months; termination or separation other than layoff requires new probationary period on rehiresuch information shall bThe article states the employer's recognition of the union as the sole and exclusive bargaining agent. It defines a regular part-time employee. It states that any new classifications to be added to the work force must be bargained with the Union and sets up the SLRC as the final arbiter in case of impasse. It lays out the list of classifications included in the agreement.d by 3 months; termination or separation other than layoff requires new probationary period on rehiresuch information shall bSections: 1 - employer recognizes union as exclusive bargaining rep. For full-time and regular part-time gcf including (list of titles) as certiied by MLRC in case SCR-2240 2 - new personnel classifications will be notified to union and inclusion/exclusion in bargaining unit with disagreements brough to MLRC for resolution 3 - employer will not aid a labor group to undermine the unionxJ:*uG rSp ~ # Sections: 1 - subject to rules and regs of commonwealth's retirement system 2 - post-retirement employmentluding (list of titles) as certiied by MLRC in case SCR-2240 2 - new personnel classifications will be notified to union and inclusion/exclusion in bargaining unit with disagreements brough to MLRC for resolution 3 - employer will not aid a labor group to undermine the unionion or separation other than layoff requires new probationary period on rehiresuch information shall bThis article states the agreement replaces all parts of the General Laws of Commonwealth and Rules and Regulations thereto and so on: Ch7Sec28Par2 ; Sec24A ; Sec45Par4 ; Sec45Par5 ; Sec46Par1 ; Sec46Par4 ; Sec46Par10 ; Ch30Sec53 ; Ch149Sec30 ; Sec31 ; Sec32xJ `Sections: 1 - subject to rules and regs of commonwealth's retirement system 2 - post-retirement employmenSections: 1 - Working conditions will meet all regs. Employees shall be informed of toxic/hazardous materials. Employer will provide training and advice if a communicable disease is present in the work environment (e.g. tuberculosis, hepatitis, AIDS).. 2 GDODERUJURXSWRXPX!= iw x 0a[_Za0P P <-Sections: 1 - July 1, 2001: salary rate increase of 2.5% for employees with "Satisfactory" ratings or higher. Add new Step 13 to the salary scale with a 2% increase above Step 12. July 7, 2002: salary rate increase of 3%. Add new Step 14, 2% above Step 13GDODERUJURXSWRXPX!= iw x 0a[_Za0P P <-Sections: 1 - base rate increase of 3.8% back to June 30, 2001;merit pool of 1% of total salaries to be divided in equal dollars between all members of the pool if satisfactory performance or who have not received written notification of poor performance;3% in 2002 with a minimum of $900;merit pool of 2% in 2002 with distribution in accordance with S30.2 merit award process;2003 base increase 3% minimum$900;merit pool 2% 2003 distrib. According to S30.2 2 - Merit Award Process only "Satisfactory" gets merit award;Written notice of less than satisfactory must be provided at least 90 days in advance and reevaluation;pool is divided between all members by 1-3% increase in base 2002;1 -4% in 2003;can respond to less than satisfactory and can grieve 3 - Salary Adjustment temporary additional compensation for temporary assignment of extra duties for less than one year without title change, not treated as base; additional performance for more than one year without new title as stipend or an increase in base;meritorious service award as a stipend;additional compensation for significant levels of education or professional experience related to job duties as stipend or base increasee02;1 -4% in 2003;can respond to less than satisfactory and can grieve 3 - Salary Adjustment temporary additional compensation for temporary assignment of extra duties for less than one year without title change, not treated as base; additional performance for more than one year without new title as stipend or an increase in 1 - Salary administration and career ladder committee. 2 - Progress report within 6 months, final report in 12;no reduction in salary due to salay admin system;minimum salaries for each position;neutral appeals process to review allegations of inequitable or incorrect placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.a0P P <-Same.Same.ary administration and career ladder committee. 2 - Progress report within 6 months, final report in 12;no reduction in salary due to salay admin system;minimum salaries for each position;neutral appeals process to review allegations of inequitable or incorrect placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increaseSee "Savings"istration and career ladder committee. 2 - Progress report within 6 months, final report in 12;no reduction in salary due to salay admin system;minimum salaries for each position;neutral appeals process to review allegations of inequitable or incorrect placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increase in basIf any section of the contract is void under law, the rest of the contract remains valid.inal report in 12;no reduction in salary due to salay admin system;minimum salaries for each position;neutral appeals process to review allegations of inequitable or incorrect placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increase in basEmployer and union are bound only by this contract and it can only be modified in writing by both parties. This agreement terminates all prior agreements covering employees.ies for each position;neutral appeals process to review allegations of inequitable or incorrect placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increase in basSections: 1 - Seniority defined 2 - Employees on leave pick up their seniority where they left off. defined 3 - Provision for days off and shift assignments. 4 - Employees' seniority is terminated if they are discharged, permanently disabled, or absent placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increase in basSections: 1 - Seniority defined 2 - One full year of seniority earned 3 - Continuity of service not affected 4 - President of the Chapter has superseniority in event of layoffrity is terminated if they are discharged, permanently disabled, or absent placement within the system and to remedy such 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increase in basEmployees can draw on the Sick Leave Bank for ten days and then the Sick Leave Bank Committee will review their cases. Extensions are for 10 days and then the review repeats. The Committee will determine at what level the Bank will be replenished. The Ban A  PVXFFHVVRUVWR80/5HVHDUFK)RXQGDWLRQHWFDUHERXQGE\WKLVDJUHHPHQWDVLIWKH\DUHVLJQDWRULHVSections: 1 - if the research foundation or the university is consolidated with other entity the present bargaining unit as defined in 1.1 shall remain distinct and this agreement in full force and effect 2 - successors to UML, Research Foundation, etc. are bound by this agreement as if they are signatoriesHVVRUVWR80/5HVHDUFK)RXQGDWLRQHWFDUHERXQGE\WKLVDJUHHPHQWDVLIWKH\DUHVLJQDWRULHVUniversity will maintain high quality supervisors and will train bargaining unit members and nonmembers in supervision the amherst supervisory program will be examined, overseen by Labor-Management Committee. ( :A  [Q(  jP Q dTechnology was not intended to replace employees. The union will be allowed to provide input in developing and implementing changes, establishing health and safety guidelines, and emmployees can get training to protect jobs, advance, or retrain.p   A  P`HVVRUVWR80/5HVHDUFK)RXQGDWLRQHWFDUHERXQGE\WKLVDJUHHPHQWDVLIWKH\DUHVLJQDWRULTemporary work assignment form must be completed by an employee who has been assigned to perform duties of a higher rated position.on.establishing health and safety guidelines, and emmployees can get training to protect jobs, advance, or retrain.dation, etc. are bound by this agreement as if they are signatories 3 - upon acceptance by employer and union the committee's recommendations shall become part of the agreeement.ce for more than one year without new title as stipend or an increase in baSection A (full-time employees) and B (part-time) are similar. 1 - Tuition waiver for full-timers, spouses and dependent children. 2 - Full tuition for community colleges, state colleges, and state universities; 50% for continuing ed. 3 - No payment for fP P <-  xJ:gdbC Q P 1 m !  k yZYSee "Tuition Remission"@PX!5= iw x55  a[_ZP P <-  xJ:gdbC Q P 1 m !  k yZYXSections: 1 - Tuition waiver, approval and time off, restrictions on noncredit, no limit on courses outside working hours 2 - governance of tuition policies at other Mass schools 3 - benefit passes to spouse and dependent child on death of employee 4 - eligibility of dependents on termination of employment 5 - exemption of courses from taxes 6 - retirees and dependents get free tuition for lifeP 1 m !  k yZYWhere uniforms are required, employer shall provide them.= iw x??    jt a[_ZxJXfGF6%a o 2 n " | 0  z j, I 9 G6Sections: 1 - Same as article 1 of 509 "Union Rights." 2 - Same as article 2 of 509 "Union Rights." 3 - With prior approval from the CEO leave of absence without loss of wages can be granted to: elected union delegates to attend state, regional, and international union conventions; negotiating committee for negotiating sessions and related Union caucuses; For members to attend labor-management meetings. 4 - Leave of absence without pay may be granted for performance of full-time official duties on behalf of the Union for up to 1 year, extendable year to year 5 - Leave without loss for hearings before legislature and state agencies concerning matters of imoprtance to the union and the employer. Also witnesses testifying at step 2 hearing or arbitration proceeding. 6 - Access to space within the university for handling Union business 7 - Access to a notice board 8 - Employer will provide list of all new employees, date of employment and classification;list of terminated employees;list of checkoff withdrawals;list of employees in each bargaining unit, title and last date of hire (is this redundant?) 9 - Half hour of orientation is reserved for Union orientation.xJXfGF6%a o 2 n " | 0  z j, I 9 G6See "Union Rights"t?) 9 - Half hour of orientation is reserved for Union orientation.xJXfGF6%a o 2 n " | 0  z j, I 9 G6`d d 4`!See "Union Security"ity" 9 - Half hour of orientation is reserved for Union orientation.xJXfGF6%a o 2 n " | 0  z j, I 9 G6`d d 4`!Sections: 1 - Union staff has access to premises provided no disruption, requests made in advance, not unreasonably denied 2 - stewards and grievances stewards get reasonable paid time off for grievance investigation, processing, arbitrations;grievants permitted paid time off to process grievances; step 3 or step 4 union witnesses for grievance MAY be granted paid time off, not unreasonably denied. 3 - union business release time as requested by chapter president, grievance secretary, or field rep. Or other SEIU 509 official. Requests must have names, dates and times and purpose. Requests for release time requre prior approval of PI. Requests must be 3 days in advance. Not unreasonably denied. 4 - union will furnish list of stewards annually and updated as needed 5 - leave of absence without pay on 60 days notice to perform full time official duties on behalf of union for up to one year with extension at request of union. Advance approval of PI and possibly sponsor is required 6 - union may use employer facilities for union business 7 - campus mail including electronic mail may be used for union business 8 - union gets official bulletin board near university official notices board 9 - employer provides following information:list of all unit members with titles, rates of pay, department and/or grant or contract;monthly list of all members moving in or out of non-bargaining unit position and department;monthly list of all new employees with date of employ and classification and department;monthly list of terminations or transfers;list of withdrawn checkoff authorizations; monthly list of agency payers who are off payroll the week of deduction; biannually a copy of EEO-6 form covering bargaining unit members;with reasonable written notice supply official statistics, records, budget data and financial data necessary for negotiations and/or implementation of this agreement. 10 - union orientation 30 minutes of new unit employee orientation will be devoted to union orientation 11 - office space employer provides separate office space for the union's exclusive use. Equipment provided will be desk and desk chair, utilities and normal building support services, free of charge. 12 - no discrimination reprisals of any kind because of particiapation or non-participation in union activities.otice. Employer deducts fees and transmits to Treasurer of union along with a list of employees paying1:Exclusive right to checkoff and transmittal of union dues 2:Written authorization clause stating an employee may consent in writing and may withdraw with 60 days notice ; 3:employee may consent in writing to the authorization of an agency service fee. May withdraw consent with 60 days notice.; 4:Employer must deduct dues or agency fee and transmit them to he Treasurer of the Union provided employer is satisfied the Union treasurer has provided employer a bond to guarantee performance.& <Same as NAGE with different section numbers, plus the following: 5 - If administrative error is made, parties will meet to expedite fix. This is not grievable. 6 - Union indemnifies employer harmless for this article 7 - Employee may consent in writing to the deduction of a political eucation fund fee and the union as the recipient. May withdraw fee authorization with 60 days notice. Employer deducts fees and transmits to Treasurer of union along with a list of employees paying.Sections: 1 - Family and Medical Leaves 2 - Personal Leave 3 - Military Leave 4 - Professional Leave 5 - General Provisionss is not grievable. 6 - Union indemnifies employer harmless for this article 7 - Employee may consent in writing to the deduction of a political eucation fund fee and the union as the recipient. May withdraw fee authorization with 60 days notice. Employer deducts fees and transmits to Treasurer of union along with a list of employees paying.rmance.& < See "Vacations"amily and Medical Leaves 2 - Personal Leave 3 - Military Leave 4 - Professional Leave 5 - General Provis is not grievable. 6 - Union indemnifies employer harmless for this article 7 - Employee may consent in writing to the deduction of a political eucation fund fee and the union as the recipient. May withdraw fee authorization with 60 days notice. Employer deducts fees and transmits to Treasurer of union along with a list of employees paying.rmance.&