Staff CBA Highlights
Below are some key aspects of the CBA, that may come into use more frequently. You can view the full CBA here.
Article 2. Temporary, Fixed Term and 9.5 Month Positions
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
Article 8. Effects Bargaining - Campus Unification
- 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
Article 15. Position Posting and Filling of Vacancies
- 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
Article 17. Hours of Work
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
Article 22. Performance Evaluations and PIP
- 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
Article 24. Job Descriptions
- 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
Article 27. Staff Pay Rates
July 1, 2022
All staff members receive 3.5% increase to their base salary. Staff members earning less than $28/hour will additionally receive $1,500 added to the base salary.
July 1, 2023
All staff members receive 2% increase to their base salary. Staff members earning less than $28/hour will additionally receive $1,500 added to the base salary.
September 1, 2024
3% of the staff unit base pay will fund a negotiated agreement on implementation of classifications, pay ranges and steps for lowest paid positions in Spring 2024. Thereafter, no employee will earn less than $50,700 annualized ($26/hour).