Below are some key aspects of the CBA, that may come into use more frequently. You can view the full CBA here.

• Temporary, Fixed Term & 9.5 Month Positions
• Campus Unification
• Position Postings and Filling of Vacancies
• Hours of Work
• Performance Evaluations & PIP
• Job Descriptions
• Staff Pay Rates

Temporary - employees who are hired for less than 6 months; not covered by CBA

Fixed Term - start and end date is defined in writing, used for LOA, specific project, grant-funded position

• Must be noted when posted; covered by CBA except for layoff/severance
• Benefits eligible only if meet eligibility rules

9.5 Months - work during academic year, exclude the summer

• Receive full benefits, accrued time, seniority not impacted
• Can work outside of their regular schedule, if requested and accept - give at least 10 business days notice, if possible
• March 2023, college and union will review the program

• Changes to the conditions of employment or other items under CBA - follow the CBA first and the union can decide if they want to request to bargain
• Reduction in staffing by more than 10%
• Department reorganized and that leads to increased workload by more than 10%
• Work with HR on position changes tied to unification

• Must post all positions internally for 7 days first, and then post externally for at least 7 days
  • What about promotions?
• Job posting must include title, department, location, remote status, rate of pay, work schedule, qualifications and job description.
• It will also include that a position is union eligible and will have union dues/agency fees.
• Internal applicants that meet the minimum qualifications will have a finalist interview
  • If there are multiple internal applicants with similar qualifications, the most senior applicant will get the job
• Be very clear about minimum qualifications for a position

Here are some highlights from this article.

Work Schedules: Should not be permanently changed without advance notice of 2 weeks and the opportunity for mutual discussion

Shift Differentials: Applies only to non-exempt staff

Call-back Pay: If an employee is asked to commute back to campus for work outside of their regular shift, they will receive at least 2 hours of pay at their regular rate

Higher Classification Pay: HR must approve in writing the assignment of higher level work (“predominant portion of the duties”). If the work is approved, the employee will receive at least a 5% premium for the duration of the work; no overlap with overtime

• • Worktag will be assigned in Workday; no timeframe
  • Examples: providing coverage for a position during an LOA or vacancy, taking on a significant project that requires other duties to be reallocated, covering for your manager while they are out for an extended period of time

• If changes are made to either form, HR will share the changes with the union for review
• If you believe that a union employee will need to go on a PIP, will need to share with the union and consider its input

• Each employee has a job description that is maintained by HR
• The employee and the union can request a copy
• If the employee believes that the job description is not accurate, they can submit a request to meet to resolve it. The meeting can include the employee, HR, manager and a union steward.
• Ensure that HR has updated job descriptions and HR will review updates for changes in job level versus expanded duties