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Represented by AFSCME at Bloomington, Indianapolis, and South Bend

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Indiana Univeristy and AFSCME Local 832
2002-03 and 2003-04 Agreement

AFSCME 7.3e

Effective: July 1, 2002
Last Updated:

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 and a vote of the membership of AFSCME, Local 832 at the Bloomington campus, Indiana University Administration and the Officers of Local 832 are agreeable to the following provisions effective July 1, 2002 for the employees represented by Local 832 for the fiscal years 2002-03 and 2003-04.

  1. Wage Distribution - 2.5% across the board rounded to the nearest cent per hour on the employee's current hourly rate of pay.

  2. Policy 2.7 Process Paragraph 12 - Add a provision providing that the listing department will inform Local 832 leadership of any listed position which is subsequently not filled. (Note: this change may go in Policy 2.6)

  3. Policy 2.10, Probationary Period - Amend policy to state that no matter concerning the discipline, layoff, or termination of employees during the probationary period is eligible for the grievance procedure.

  4. Policy 2.16, Overtime - Amend paragraph C.8 on the 16 hour rule as follows:

    1. Amend paragraph e to lower the maximum number of Emergency Rest Time hours (ERT) that an employee can receive up to 8 hours

    2. Add to paragraph f - to require the employee to obtain supervisory approval to continue working beyond this point

    3. Amend paragraph g to provide double time for hours worked beyond 24 hours without at least 8 hours off the clock.

  5. Policy 3.1, Job Evaluation: Add the following provisions:

    1. Add as Paragraph A.4

      1. When an employee's position is reclassified to a position in a lower pay classification, the employee's pay rate will be frozen until it matches the salary rate for the new classification. Until this occurs, any annual wage increase will be provided in the form of a lump sum amount.

      2. The current policy of reducing the pay rates of employees who voluntarily choose a position in a lower pay classification, who choose a position in a lower pay classification due to a reduction-in-force, or who are placed in a lower pay classification due to lack of performance or qualifications, will continue.

      3. Employees whose pay rates were not frozen (red-circled) prior to July 1, 2002, will continue to receive their salary increases in the same manner.

      4. Renumber subsequent paragraphs.

    2. Incorporate into the policy current practice that UHRS will inform the union whenever it appears that a SM position is going to be reclassified to another functional group. The union will have an opportunity to provide input before a final decision is made.

  6. Policy 4.5, Injury on-the-Job - Revised paragraph B.1. to state that for the first 40 regularly scheduled work hours of disability in a calendar year in which an employee is unable to work as the result of an on-the-job injury, the university will provide the employee's full salary at the regular pay rate. Should an absence due to an injury last beyond 21-days, the supplemental benefit will be restored.

  7. Policy 6.3, Substance-Free Workplace - Add provision under paragraph 3, to provide that an employee accused of being under the influence of alcohol or drugs may be required or may request an alcohol or drug test at the department's expense. The employee may be removed from duty pending test results. If the results of the test are not positive, the employee will receive pay for any lost time.

  8. Policy 6.11, Computer Usage - Add paragraph B to policy to provide that on a trial basis, RPS, IMU, and the Service Building in Physical Plant, computers will be placed in break rooms for SM staff to use subject to all of the conditions contained in paragraph A of this policy.

  9. Position Openings in RPS - Agreed for a one year trial period to a procedure that when a Monday-Friday assignment occurs the department will post the assignment and consider requests from other RPS employees on a same Monday-Friday assignments. At this time, Monday-Friday assignments will also be made available to weekend and night shift RPS employees. The department will make the selection based upon seniority if more than one person expresses interest. After the assignment process is complete, RPS will then list the position campus-wide.

  10. Uniforms -

    1. T-shirts only (6) and employee does laundry

    2. A set of uniform shirts (11) and the department is responsible for the laundry, and

    3. T-shirts (6) and set of pants (11). The department will launder the pants.

    In specifically identified jobs the full uniform of shirts and pants will continue to be provided

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University Human Resource Services
Last updated: 19 July 2004
URL: http://hr.iu.edu/policies/
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