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Policies for Service Staff Employees
Represented by AFSCME at Bloomington, Indianapolis, and South Bend

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Indiana University and AFSCME Local 832 Agreement 2006-2007 and 2007-2008
AFSCME 7.3g

Effective: July 1, 2006
Last Updated:

Responsible University Office: IU Human Resources

Responsible University Administrator: Vice President and Chief Financial Officer

Policy Contact: IU Human Resources

The following are the terms of the Agreement between Indiana University and AFSCME Local 832 representing Service Maintenance Staff at Bloomington for the fiscal years 2006-2007 and 2007-2008.

  1. Wage Adjustment:

    1. Effective July 1, 2006:  Service Maintenance (SM) employees with an  annual salary equal to or less than $30,000 based on 100% FTE will receive 2% plus $300; SM employees with an annual salary greater than $30,000 based on 100% FTE will receive 2.5%.  The amounts are prorated for less than 100% FTE.  Employees paid in excess of the salary rate for their position since the July 1, 2004 agreement will receive their respective increase as a lump sum amount.   

    2. In the 2007-08 wage re-opener, the parties agree to meet and discuss distribution of any funds allocated for wage increases. 

  2. Policy 2.16 Overtime Section B., Paragraph 3d: Recognizes other overtime assignment arrangements between department management and the union for which there are long standing practices and mutual written agreements between the parties.   

  3. Policy 2.16 Overtime Section B., Paragraph 5:  Modifies the call back policy to provide that a staff member will receive this compensation for the same block of two hours regardless of the number of trips back to work during that two-hour period.  The call back will include travel time where this practice currently exists at the time of this agreement.   

  4. Policy 2.16 Overtime Section C., Paragraph 8: Directs a department to send an employee home after 16 continuous hours unless the employee is needed at work.  Provides that only employees working under extreme emergency conditions, who are given less than adequate rest between work assignments, will have their work hours of each work assignment combined for determining earned Emergency Rest Time (ERT).   The definition of “adequate rest” is changed from eight hours to six (6) hours.   Adds and defines “extreme emergency conditions” as unexpected and serious situations with campus-wide impact or endangering the university.   

  5. Policy 2.18 High Pay Paragraph 3: Increases high pay from 10% to 15%.

  6. Policy 2.20 Separations:  Revises the separations policy to distinguish involuntary separations due to poor performance or discipline from involuntary separations for such non-disciplinary reasons as when the employee can no longer perform the essential functions of the position, no reasonable accommodation has been found for an ADA covered situation or loss of a position due to a Reduction in Force.  Also requires final written notices of separation to be cleared with the campus Human Resources office before distribution to the employee.

  7. Policy 6.11 Computer Usage:  Adds new section C, allowing the employee with supervisory approval to access the university’s electronic systems during work hours to conduct university related business; requires the university to provide reasonable access to and appropriate training in the uses of these electronic systems before requiring their use; and provides that the employee shall not suffer any loss of pay or benefits, or be disciplined for  problems created by verifiable malfunctions in the university’s electronic systems without just cause.

  8. Memorandum of Understanding: The annual shift placement in the Central Heating Plant, Operations Group only, will be based on time in grade for specific classifications.

  9. Before the revised manual is published in print and on the web, the occupational unit list shall be reviewed and updated.

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University Human Resource Services
Last updated: July 2006
URL: http://hr.iu.edu/policies/
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