4 - TERM OF AGREEMENT
New agreement expires June 30, 2007.
17. Fair Share. OUS
will provide employee’s identification numbers -rather than social security
numbers - to the Union.
ARTICLE 20 - DIFFERENTIAL PAY
A wage differential of $1 per hour spent working in a permit-required confined space as defined by OSHA. “Confined space” means a space that:
Has limited or restricted means for entry or exit (for example, tanks, vessels, silos, storage bins, hoppers, vaults, and pits); and
Is not designed for continuous employee occupancy.
“Permit-required confined space” means a confined space to which the university regulates entry due to one or more of the following characteristics:
Contains or has a potential to contain a hazardous atmosphere;
Contains a material that has the potential for engulfing an entrant;
Has an internal configuration such that an entrant could be trapped or asphyxiated by inwardly converging walls or by a floor which slopes downward and tapers to a smaller cross-section; or
Contains any other recognized serious safety or health hazard.
ARTICLE 21 – SALARY
1. Salary Increase.
July 1, 2005, salary rates will be increased by two percent (2%) but not less
than fifty dollars ($50) per month (pro-rated for part-time employees).
increase will be implemented by retroactive payment to be included
in the regular payroll as soon as practicable after ratification.
July 1, 2006, an additional step will be added to all salary ranges on a
least-cost basis. Employees who
have been at the top step of their salary range on the effective date will have
their former salary eligibility date restored for future increases, except
employees red-circled above the new top step.
December 1, 2006, salary rates shall be increased by two percent (2%) but not
less than fifty dollars ($50) per month (pro-rated for part-time employees).
or after February 1, 2007, (depending on salary eligibility date) employees who
have been continuously employed by OUS since July 1, 2003 and are on step one
(1) though six (6) of the pay range for their classification as of 7/1/05 (or
2003 seasonal employees who are subsequently recalled) will receive one
additional step provided
the employee did not receive a step increase between 7/1/03 and 10/1/03 other
than a step increase based on promotion or reclassification.
improvements were made for information technology employees not on the step
plan. The Control Point for all classifications and competency levels shall be
increased to 44% above the minimum rate for their classification and competency
level effective June 30, 2007.
2. Public Employees Retirement
System (“PERS”) Members.
will continue to “pick up” the six percent employee contribution eligible
employees employed by OUS as of August 28, 2003.
For eligible employees employed by OUS on or after August 29, 2003 who are not
eligible to receive benefits under (A), OUS will pay an amount equal to six
percent (6%) of the employee’s monthly salary, not to be deducted from the
salary, as the employee’s contribution to the employee’s Oregon Public
Service Retirement Plan individual account program account in that program.
3. Selective Salary Adjustments.
January 1, 2006 selective salary adjustments will be made in 21 classifications.
classification study of the Office Specialist 1 and 2 classifications will be
completed by March 31, 2007.
23 - PAYROLL COMPUTATION PROCEDURES
2. General Compensation
in this Article limits the Employer's prerogative to hire and pay new employees
on an hourly basis.
The Employer may
change a current employee's pay period for the following reasons:
The employee is working an intermittent or otherwise modified schedule due to
medical necessity or a reasonable accommodation.
(2) The employee exhausts all forms of paid leave and is likely to have intermittent leave without pay. This provision shall not apply to employees accessing long-term leave without pay under Article 46, Leaves of Absence Without Pay.
(3) The employee requests a change in his/her work schedule that would result in the number of hours worked fluctuating from one month to the next.
(4) The employee's work hours have fluctuated from month to month over a three-month period.
in (3) and (4) of this Section do not apply if the fluctuations are due to
differing amounts of available work hours in a month (for example, 168 hours
versus 184 hours).
Employer elects to change the time reporting period for an employee, the
Employer shall ensure that the employee’s insurance eligibility is not
as provided above, no current employee shall be moved from monthly to hourly pay
status without agreement of the employee. (Transitions
from monthly to hourly pay status shall be in accordance with the HRIS letter of
Agreement, Section 3.)
24 – INSURANCE
2. Employer Contribution.
OUS will make health insurance contributions for each full or part-time
employee who has at least eighty (80) paid hours in a month.
For part-time employees who have at least eighty (80) paid regular hours
in the month, OUS shall contribute a pro-rated amount of the contribution for
full-time employees. OUS will
continue to pay the current part-time subsidy for eligible part-time employees
who participate in the part-time plan through December 31, 2007.
For 2006 and 2007, the subsidy will be paid at an amount so that
employees will continue to pay the same out-of-pocket premium costs that were in
effect for Plan Year 2005. If an
employee changes from one tier to another or changes plans pursuant to PEBB
rules, his or her out-of-pocket premium costs will be adjusted to reflect the
Plan year 2005 out-of-pocket premium costs for his or her new tier.
26 - STANDBY DUTY
Section 1. Standby Duty. (a) An employee shall be on standby duty when
required to be available for work outside his/her normal working hours, and
subject to restrictions consistent with the FLSA which would prevent the
employee from using the time while on standby duty effectively for the
employee’s own purposes. (b) Compensation for standby duty shall be at FLSA-eligible
employee’s straight-time rate of pay or for FLSA-exempt employees hour for
hour compensatory time off. Overtime
hours shall be at the appropriate overtime pay rate pursuant to Article 25.
On-Call Duty. (a) Employees shall be paid one (1) hour of pay
at the regular straight time rate for each six (6) hours of assigned on-call
duty. Employees who are assigned
on-call duty for less than six (6) hours shall be paid on a pro-rated basis. (b)
An employee shall be assigned on-call duty when specifically required to be
available for work outside his/her working hours and not subject to restrictions
which would prevent the employee from using the time while on-call effectively
for the employee’s own purposes. (c) No employee is eligible for any premium
pay compensation while on on-call duty except as expressly stated in this
article. (d) On-call duty time shall not be counted as time worked in
the computation of overtime hours worked but on-call pay shall be included in
the calculation of the overtime rate of pay.
Section 3. An employee shall not be on
standby duty or on-call duty once he/she actually commences performing assigned
duties and receives the appropriate rate of pay for time worked.
35 – TRIAL SERVICE
Trial service is six full month for employees at .50 FTE or greater and
nine months for part-time employees at less than .50 FTE.
The trial service period of any employee may be extended up to three
months by agreement with the local Union president.
40 – PERSONAL LEAVE DAYS
leave days are increased from 16 to 24 hours per fiscal year.
Family Medical Leave Act language was moved from a letter of agreement
into this article.
43 – HOLIDAYS
regarding the Christmas holiday was moved into this section from a letter of
46 - LEAVES OF ABSENCE WITHOUT PAY
more than one OUS employee from a single university may
be on leave of absence without pay to work for the Union at any one time.
compliance with the Oregon Crime Victims Act, if an employee or a member of the
employee’s immediate family is a crime victim, the employee has the option of
leave without pay, vacation, compensatory time or personal leave to attend the
criminal proceedings (but, per Sec. 14(B), may not be required to take
ARTICLE 50 – VACATION LEAVE
will be paid in full to employees taking over 90 days of career development
leave without pay.
In the case of an unanticipated
leave, an employee may request to retain up to 40 hours of vacation, for the
employee’s use after returning from the leave, by telephone or written
notification to the employee’s supervisor.
Such requests will not be unreasonably denied.
Employees who request leave due to FMLA/OFLA will be notified of their right to retain vacation leave when they receive an FMLA/OFLA application packet. Approval of requests to retain vacation leave for intermittent absences shall be limited to FMLA/OFLA absences. It is understood that in such cases, Article 23, Section 2(B) shall apply.
An employee may not request to retain vacation after returning to work or after vacation has been deducted from his/her accrual unless the employee is medically incapable of communication at that time. If the employee is medically incapable of communication, the employee’s notification to retain vacation may be deferred until the employee is medically capable of such communication, provided such notification may not be deferred if doing so will result in the loss of medical benefits by the employee.
Employees who retain such vacation leave will not be eligible for hardship leave under Article 41, Section 8 unless and until they have exhausted such vacation leave along with all other accumulated leave
ARTICLE 58 – WORK SCHEDULES
an employee is scheduled without at least a 10-hour break between the end of one
shift and the start of another, the hours worked by the employee during the ten
hours following the end of the first shift shall be compensated at the overtime
rate of pay, except during on-call duty, the first shift after a shift rotation
change, flexible work schedules, or if such hours are scheduled at the request
of the employee.
64 - EDUCATION, TRAINING AND DEVELOPMENT
On-the-job training, developmental work assignments, participation in
mentoring programs, appointment to committees and cross training are examples of
educational and developmental opportunities each university will offer to
support the training and professional development of employees.
Unpaid career development leave is provided under limited conditions.
NEW LETTER OF AGREEMENT – ACADEMIC YEAR
September 1, 2005, employees working a 9-month academic year (September –
June) schedule with an appointment of 1.0 FTE will be able to elect a pay
deferral program that provides income during the summer vacation period.
Pay deferrals will be made in the months of full pay (October-May) and
payouts of the deferred balance will be made in July and August.
Because the pay deferral plan will not be an IRS qualified plan,
taxes and other associated withholdings will be withheld from the gross
pay prior to deferring a portion. This
offers employees the flexibility to opt out of the plan, and obtain a balance
payoff in the event of a hardship.
Page last updated: October 06, 2010
This electronic document supersedes all previous versions and is subject to change.
Judy Duff, Business Affairs Office firstname.lastname@example.org
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