Last Updated: July 2007
Responsible University Office: IU Human Resources
Responsible University Administrator: Vice President and Chief Financial Officer
Policy Contact: IU Human Resources
Subject to the approval of the Board of Trustees of Indiana University, the Officers of AFSCME 1477-01, and the Indiana University Administration are agreeable to the following changes and modifications in the terms and conditions of employment:
1. Effective July 1, 1999, a 4.0% percent salary increase will be provided to all appointed SM employees rounded to the nearest cent per hour on the current hourly rate of pay.
2. WEEKEND PAY: The parties agreed to provide employees an additional $0.50 per hour for hours regularly worked on a weekend day in a work schedule that includes a full-day on either a Saturday or a Sunday. This premium does not apply to employees whose regular work schedules do not include Saturday or Sunday but who are required to work overtime on a weekend day (they are compensated for the overtime by receiving time-and-a-half pay). This premium would apply to an employee's work schedule that is temporarily changed for a given week (e.g., to a Tuesday through Saturday work schedule or a Sunday through Thursday schedule).
3. ON-CALL PROCEDURE: The parties agreed: (Note: This provision was amended in the 2007 agreement. See Policy 2.14 and Appendix 7.6F.)
a. that employees in the SM0S mechanical maintenance rank would serve in the on-call rotation and that the university would propose a training program for the SM0S mechanical maintenance employees by 7/1/99;
b. prepare a preliminary list of common building problems and appropriate responses to be made available to the Safety & Security staff by 7/1/99; and
c. to revise Section E of Policy 2.15 Overtime, to provide that employees who are required to be on stand-by outside their regular scheduled work hours for seven or more consecutive days shall receive 5.4 hours of pay at their regular rate for each full seven consecutive day stand-by assignment period. When a week requires more than 88 hours of stand-by assignment, the number of hours of stand-by compensation will be determined by dividing the number of hours of stand-by assignment by 16.3 and rounding to the nearest tenth of an hour.
4. MIDNIGHT SHIFT PAYCHECK DELIVERY: The parties agreed that midnight shift paychecks would be released at 7:00 a.m. on the Friday payday when the Day Shift Security Police Supervisor reports to work.
5. LEAVES: The parties agreed to change section D-4 of Policy 5.10 Unpaid Leaves of Absence to specify AFSCME Local 1477-01.
6. SICK LEAVE: The parties agreed to amend Policy 5.2 Sick Leave, Section C, allowing employees to use their accrued sick leave for the care of eligible family members during leaves of absence in accordance with Family Medical Leave (FMLA).
7. BULLET PROOF VESTS: The university agreed to provide bullet proof vests for security and police officers for those who want to wear them with the expectation that the vest will be worn by the officer. An officer who requests a vest after initially declining a vest will still be eligible to receive a vest. The parties agreed to set-up an ad hoc labor-management committee to review the specifications for the vests.
8. SUPER SENIORITY: The parties agreed to add to new section H to Policy 2.13 Reduction In Force, stating "For purposes of layoff and recall only, the President, Vice President, and Chief Steward shall have super seniority, provided they have the present ability to perform the available work."
9 JOB POSTINGS: The parties agreed to add language to section D of Policy 2.6 Advertising Job Openings, requiring the university to provide copies of Service-Maintenance job postings to the AFSCME President for review prior to being listed outside the occupational unit. The university will consider any comments received within two days and maintains final determination of the content of the job posting.
10. PROMOTIONS AND TRANSFERS:
- The parties agreed to amend Policy 2.8 Promotions and Transfers, Section A-6 allowing the union, on behalf of the employee, to request and receive a written explanation of the reasons for not following seniority in the selection process.
- The university agreed to add a new paragraph, H., permitting an employee to request placement into a vacant position in the employee’s same occupational unit, on the same shift, and at the same rank and job title prior to the posting of the vacancy. Management will consider an employee's preference for the vacant position along with other factors including: the employee's seniority; unique position skill requirements; the employee's ability to work with existing work teams and building occupants; and any other factors that may affect performance in the assignment. Management retains the right to make the final decision, to delay an employee’s placement into the vacant position until a replacement has been trained, and to make work assignments and reassignments. The position vacated by the employee need not be filled in this manner.
11. GRIEVANCE PROCEDURE: The parties agreed to amend Policy 6.5 Grievance and Complaint Resolution to include the provisions agreed upon in the labor-management discussions and contained in the January 27, 1999 Memorandum of Understanding.
12. CORRECTIVE ACTION: The parties agreed to adopt Policy 6.8 on Corrective Action, which provides written guidelines for corrective actions including following progressive disciplinary practices, allowing union representation at disciplinary meetings, and providing employees with written documentation of all corrective actions include oral counselings.
13. Discussions with AFSCME for 2000-01 will be limited to wages only in keeping with the two-year agreement.
Accepted and Signed