7.2 Articles of Cooperation
Revised July 1, 2011
Staff covered by this policy
This policy applies to all appointed staff at IU.
Article 1
When an employee organization has been accorded exclusive recognition of a representation unit, stewards may be designated by the employee organization in accordance with work areas and shifts so employees will have access to a steward in their working areas. Names of stewards and assigned areas must be furnished to the campus human resources office that in turn will advise all unit management personnel concerned.
Employees and stewards will be allowed reasonable opportunity for discussion of complaints or grievances subject to the approval of the supervisor of each as to the earliest practical time when they both can be spared from the job.
Article 2
Recognized employee organization officers will obtain permission from their immediate supervisors when it is necessary for them to leave their jobs in order to discharge the tasks arising out of the Conditions for Cooperation. Such permission will not be unnecessarily withheld. Officers thus engaged will report back to their jobs and will suffer no loss in pay or other benefits as a result thereof, provided the time thus spent is kept at a minimum.
Article 3
When an employee organization has been given exclusive recognition of a representation unit, it will have available to it copies of the following administrative materials and information that are pertinent to the employees of the representation unit:
- Published Trustee policy and administrative procedural directives related to personnel administration within the representation unit
- Published classification descriptions
- Published schedules of salary grades and ranges
Article 4
No administrative officer of Indiana University and no managerial, supervisory or administrative representative of an administrative officer will cause work normally performed by a regularly appointed member of the staff to be performed by an independent contractor Indiana University Revised 7/2007 thereby causing loss of employment by any regular appointed employee as a penalty or reprisal for employee organization membership or activity authorized by the Board of Trustees in their Conditions for Cooperation and articles made a part thereof.
Article 5
Articles of Cooperation to implement and supplement the Conditions for Cooperation in local situations and having solely local application will be permissible, subject to review by the Board of Trustees. Agreements on such articles, between the University Administration and employee organizations with exclusive recognition, will become effective as of the regular Trustee meeting for which the agreements are placed on the agenda unless or until rescinded or amended by the Trustees.
South Bend Campus Administration
Under authority of Article 5. the following Articles of Cooperation have been agreed to between the University Administration and AFSCME Local 1477-01 representing the service and maintenance staff.
Article 5.A (Revised in 1977)
When it is necessary for any department of the University to maintain a skeleton staff or the entire staff on any holiday, either those mentioned above or any granted to the staff by the Board of Trustees or the President, employees so detained will be granted time off at a time mutually agreed upon by the employee and his immediate supervisor.
Article 5.B
The Union shall be allowed space on designated bulletin boards of the University for the purpose of posting notices pertaining to official Union business such as notice of Union meetings, election of officers, etc. Anything pertaining to matters other than official Union business must first be submitted to be approved by the Director of Human Resources before it is posted.
Article 5.C (Also in Policy 6.5)
Provided there has not been a disciplinary report for an offense of a similar or related nature in the interim, disciplinary reports which are twelve (12) months old or more may not be used for the purpose of imposing additional discipline on an employee.
- The twelve month limit on the use of corrective action does not apply to any corrective action taken for the following offenses: theft, falsification of University records, sexual harassment, workplace violence, or any conduct that could lead to termination for the first offense, or other types of harassment prohibited by University policy or law.
Article 5.D
The University agrees to provide AFSCME Council 62 with a quarterly electronic report listing the following information for each employee in the bargaining unit:
- Name
- Employment Date
- Employee Number
- Hourly Rate
- Base Salary
- Work Location
- Work Address
- Position Title
- Rank
Article 5.E
A quarterly meeting between Labor and Management will be held for the purpose of addressing core issues that affect the bargaining unit in general rather than individual issues that should be addressed with direct supervisors. All parties will have a responsibility to participate in the meetings in a professional and mutually respectful manner and will focus on the agenda that is distributed one week prior to the day of the meeting.
Article 5.F
When an orientation program is conducted in which new employees in units covered by the “IU Personnel Policies for Service-Maintenance Employees represented by AFSCME Local 1477-01” are present, the Local President or designee will receive advanced notice. At the end of each Orientation Program for such new employees, AFSCME Local 1477-01 will be given the opportunity to meet the new SM employees and provide information about the union. The time spent by the Local President or designee shall be on regular work time and shall not be counted as part of the one hour per day provided to the Local President or designee to be available to the represented SM employees in the AFSCME office.
