Staff Union Manager Resources
Click here for a copy of the slides from the CBA Manager Orientation session.
Click here for a CBA Summary that was shared during the CBA Manager Orientation session.
What does "Eligible" mean in reference to the pay differential on my employee's timesheet?
The "Eligible" worktag means that the EMPLOYEE is eligible for shift differential evaluations on that day. Their hours may not trigger a shift differential, but they are eligible for the evaluation. The manager should not remove it. We need the worktag to tell Workday to look for that tag and evaluate if any of the hours fall into the shift differential times of day.
If the employee is working any time from Friday, 6:00pm through Monday 7:00am at their own request, the manager should change the worktag from Eligible To Requested Shift Change.
What should I do if I need to change my employee's work schedule?
Per Article 17. Hours of Work, you must provide your employee with 2 week's notice and an opportunity for mutual discussion.
Are there any changes to rest breaks and meal periods?
How long do I need to post a position for before I can initiate a hire?
You must first post a position internally for at least 7 calendar days. Optionally, you may then post the position externally (after posting internally). If you choose to post externally, the requirement is to post for 7 calendar days as well.
What are the wage rate increases tied to the CBA for union eligible employees?
- July 1, 2022: 3.5% (increase & union dues) plus $1,500 for under employees earning less than $28/hr
- July 1, 2023: 2% plus $1,500 for under employees earning less than $28/hr
- September 1, 2024: 3% pool and increase to $26/hr as the new minimum rate
Other Questions or Concerns?
Please reach out to firstname.lastname@example.org or your HR Lead if you have any specific concerns that you would like to discuss or need guidance on.