CONTRACT OVERVIEW TRAINING Master Agreement

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CONTRACT OVERVIEW TRAINING Master Agreement

  1. 1. CONTRACT OVERVIEW TRAINING Master Agreement Between State of Washington And WA Federation of State Employees Higher Education
  2. 2. OBJECTIVES <ul><li>Primary focus – What’s NEW ? </li></ul><ul><li>Help you identify where you might find specific subjects in the CBA </li></ul><ul><li>Will not cover all the specific language and articles in the CBA </li></ul>
  3. 3. MANDATORY SUBJECTS Issues that neither party can refuse to negotiate <ul><li>Wages </li></ul><ul><li>Hours </li></ul><ul><li>Insurance benefit dollar amount (negotiate at a different table) </li></ul><ul><li>Promotional preference </li></ul><ul><li>Other terms and conditions of employment </li></ul>
  4. 4. RCWs – WACs – POLICIES – CONTRACT ARTICLES <ul><li>Articles of the contract : </li></ul><ul><ul><li>Cannot conflict with federal law or state RCWs </li></ul></ul><ul><ul><li>Preempts all subjects addressed, in whole or in part, of WACs 357 </li></ul></ul><ul><ul><li>Supersedes specific provisions of college policies, if there is a conflict. </li></ul></ul>
  5. 5. HIRING AND APPOINTMENTS (Article 3) <ul><li>*NEW* Definitions of internal promotional , transfer , and voluntary demotion candidates. </li></ul><ul><ul><li>Internal promotional – employee who applies for appointment to a class with a higher salary range maximum </li></ul></ul><ul><ul><li>Transfer – employee who applies to a position in the same class or different class with same salary range maximum </li></ul></ul><ul><ul><li>Voluntary demotion – employee who applies for appointment to a class with a lower salary range maximum </li></ul></ul><ul><li>*NEW* -- College to establish application process for internal promotions, transfers, and voluntary demotions. </li></ul>
  6. 6. TYPES OF APPOINTMENTS <ul><li>Types of appointments the same – regular, cyclic, project and in-training </li></ul><ul><li>*NEW* For cyclic appointments – at least fifteen (15) days before start of each annual cycle, incumbents must receive written notice of scheduled periods of leave without pay </li></ul>
  7. 7. REVIEW PERIODS <ul><li>Types the same – probationary, trial service and transition review </li></ul><ul><li>Duration of review periods the same – six (6) months; not to exceed twelve (12) months </li></ul>
  8. 8. REVIEW PERIODS (Separation Notice) <ul><li>*NEW* In-Training employment </li></ul><ul><ul><li>May be separated (probationary) or reverted (trial service) at any time with three (3) working days’ notice </li></ul></ul><ul><ul><li>If College fails to provide three (3) working days’ notice, separation will stand and employee entitled to payment of salary for up to three (3) working days, which employee would have worked had notice been given </li></ul></ul><ul><ul><li>Under no circumstances will notice deficiencies result in employee gaining permanent status </li></ul></ul>
  9. 9. REVIEW PERIODS (Separation Notice) <ul><li>*NEW* Probationary period </li></ul><ul><ul><li>May be separated at any time with one (1) working days’ notice prior to effective date of separation </li></ul></ul><ul><ul><li>If College fails to provide one (1) working days’ notice, separation will stand and employee entitled to payment of salary for up to one (1) working day, which employee would have worked had notice been given </li></ul></ul><ul><ul><li>Under no circumstances will notice deficiencies result in employee gaining permanent status </li></ul></ul>
  10. 10. REVIEW PERIODS (Separation Notice) <ul><li>*NEW* Trial service period </li></ul><ul><ul><li>May be separated at any time with three (3) working days’ notice </li></ul></ul><ul><ul><li>If College fails to provide three (3) working days’ notice, separation will stand and employee entitled to payment of salary for up to three (3) working days, which employee would have worked had notice been given </li></ul></ul><ul><ul><li>Under no circumstances will notice deficiencies result in employee gaining permanent status </li></ul></ul>
  11. 11. TEMPORARY APPOINTMENTS (Article 4) <ul><li>*NEW* January 2006 PERC decision to accrete temporary employees into non-supervisory bargaining unit </li></ul><ul><li>Must work between 350 - 1050 hours </li></ul><ul><li>*NEW* Excludes students from being “Represented Individuals” </li></ul>
  12. 12. CONDITIONS OF EMPLOYMENT Must be filled out and signed by all temp/hourly employees
  13. 13. PERFORMANCE EVALUATION (Article 5) <ul><li>*New* Will not be used to initiate personnel actions such as transfer, promotion or discipline </li></ul><ul><li>Use Performance Development Plan (PDP) form </li></ul><ul><li>NO SURPRISES! Performance problems brought to attention of employee before mentioned in evaluation </li></ul>
  14. 14. HOURS OF WORK (Article 6) <ul><li>*NEW* Definitions </li></ul><ul><ul><li>Overtime-eligible employees – employees who are covered by the overtime provisions of state/federal law </li></ul></ul><ul><ul><li>Overtime-exempt employees – employees who are not covered by the overtime provisions of state/federal law </li></ul></ul>
  15. 15. WORK SCHEDULES OVERTIME-ELIGIBLE EMPLOYEES <ul><li>Regular Work Schedules </li></ul><ul><ul><li>Not more than 40 hours in workweek </li></ul></ul><ul><ul><ul><li>Law enforcement – 160 hours/28 days </li></ul></ul></ul><ul><ul><li>With two scheduled days off </li></ul></ul><ul><li>Alternate Work Schedules </li></ul><ul><ul><li>9-80’s, 4-10’s, etc. </li></ul></ul><ul><ul><li>May be required to switch to regular schedule during holiday week </li></ul></ul>
  16. 16. WORK SCHEDULES OVERTIME-ELIGIBLE EMPLOYEES <ul><li>Schedule Changes </li></ul><ul><ul><li>Temporary </li></ul></ul><ul><ul><ul><li>Lasting 21 days or less </li></ul></ul></ul><ul><ul><ul><li>*New* Must receive 5 days notice </li></ul></ul></ul><ul><ul><li>Permanent </li></ul></ul><ul><ul><ul><li>*NEW* Must receive 10 days notice </li></ul></ul></ul><ul><ul><li>Emergency </li></ul></ul><ul><ul><ul><li>Adjust without prior notice in emergency or for unforeseen operational needs </li></ul></ul></ul><ul><ul><li>Employee-requested </li></ul></ul><ul><ul><ul><li>Requires employer’s approval; business and customer service needs are met; no overtime expense incurred </li></ul></ul></ul><ul><li>Home Phone Calls </li></ul><ul><ul><li>Work-related phone calls received at home counted as time worked </li></ul></ul>
  17. 17. WORK SCHEDULES OVERTIME-ELIGIBLE EMPLOYEES <ul><li>Meal Periods and Rest Periods </li></ul><ul><ul><li>Working more than 5 consecutive hours, employee entitled to a minimum of a 30 minute meal period </li></ul></ul><ul><ul><li>Rest period of 15 minutes for each half shift of 4 hours or more </li></ul></ul><ul><ul><li>May not be used for late arrival or early departure </li></ul></ul><ul><ul><li>Cannot be combined </li></ul></ul>
  18. 18. OVERTIME-EXEMPT EMPLOYEES <ul><li>Not covered by federal or state overtime laws </li></ul><ul><ul><li>Expected to work as many hours as necessary to accomplish assignments or responsibilities </li></ul></ul><ul><ul><li>May be required to work specific hours </li></ul></ul><ul><li>Appointing Authorities may approve absences with pay for extraordinary or excessive hours worked </li></ul><ul><li>Required to keep management apprised of schedule and whereabouts </li></ul><ul><li>Prior approval for the use of paid or unpaid leave for absences of two (2) or more hours is required, except for unanticipated sick leave </li></ul>
  19. 19. OVERTIME (Article 7) <ul><li>Definition of Work </li></ul><ul><ul><li>What is included for overtime purposes </li></ul></ul><ul><ul><ul><li>*NEW* Travel time required by the College, including any travel time in accordance with state/federal wage and hour laws </li></ul></ul></ul><ul><ul><ul><li>All hours actually spent performing the duties, rounded to the next quarter hour </li></ul></ul></ul><ul><ul><ul><li>Paid leave scheduled at least 1 workday in advance of being taken </li></ul></ul></ul><ul><ul><ul><li>Holidays </li></ul></ul></ul>For overtime-eligible positions; not overtime-exempt employees
  20. 20. OVERTIME (Article 7) <ul><li>Definition of Work (continued) </li></ul><ul><ul><li>What is excluded for overtime purposes </li></ul></ul><ul><ul><ul><li>*NEW* Shared leave </li></ul></ul></ul><ul><ul><ul><li>Paid leave not scheduled at least 1 workday in advance of being taken </li></ul></ul></ul><ul><ul><ul><li>Leave without pay </li></ul></ul></ul><ul><ul><ul><li>Additional compensation for time worked on a holiday </li></ul></ul></ul><ul><ul><ul><li>Time compensated as standby, callback, or any other penalty pay </li></ul></ul></ul>
  21. 21. COMPENSATORY TIME OVERTIME-ELIGIBLE EMPLOYEES <ul><li>Eligibility </li></ul><ul><ul><li>Upon agreement of supervisor and employee; not solely employee’s choice </li></ul></ul><ul><li>Maximum amount </li></ul><ul><ul><li>160 hours </li></ul></ul><ul><li>Use </li></ul><ul><ul><li>Prior to vacation leave (unless results in loss of vacation leave) </li></ul></ul><ul><li>Cash Out </li></ul><ul><ul><li>Used by June 30 th (end of fiscal year) or cashed out </li></ul></ul><ul><ul><li>Upon separation </li></ul></ul><ul><ul><li>May cash out when employee transfers to another position </li></ul></ul>
  22. 22. TRAINING & EMPLOYEE DEVELOPMENT (Article 8) <ul><li>Master agreement training : </li></ul><ul><ul><li>*NEW* Union stewards will be released with pay on one (1) occasion for up to four (4) hours to attend training IF they attend training during their scheduled work shift </li></ul></ul><ul><ul><li>IF attend training during non-work hours, will not be compensated </li></ul></ul><ul><ul><li>Union provides training to union stewards </li></ul></ul>
  23. 23. HOLIDAYS (Article 9) <ul><li>Personal Holiday </li></ul><ul><ul><li>*NEW* May donate part or all for shared leave OR may use part or all for the care of family members (required by WA State Family Care Act); any remaining portion must be taken as one (1) absence </li></ul></ul><ul><ul><li>*NEW* College may allow or employee may use for qualifying sick leave purposes </li></ul></ul>
  24. 24. VACATION LEAVE (Article 10) <ul><li>*NEW* Accruals from prior month available for use the first of next month </li></ul><ul><li>*NEW* Charged for actual amount used </li></ul><ul><li>*NEW* Emergency childcare – no more than combined total of four (4) calendar days of vacation leave and sick leave per calendar year </li></ul><ul><li>*NEW* College may allow or employee may use for qualifying sick leave purposes </li></ul>
  25. 25. SICK LEAVE (Articles 11) <ul><li>*NEW* Accruals from prior month available for use the first of next month </li></ul><ul><li>*NEW* Reasons for usage slightly broaden to include domestic partner </li></ul><ul><li>*NEW* Emergency childcare – no more than combined total of four (4) calendar days of vacation leave and sick leave per calendar year </li></ul><ul><li>*NEW* Reemployment – 5 years </li></ul>
  26. 26. FAMILY AND MEDICAL LEAVE (Article 13) <ul><li>*NEW* Added domestic partner as defined by WAC 182-12-260(2) to list of family members </li></ul><ul><ul><li>WAC 182-12-260 (2): “A same sex domestic partner qualified through the declaration certificate issued by PEBB.” </li></ul></ul><ul><li>*NEW* Must complete PEBB form to receive FMLA benefit </li></ul><ul><ul><li>WA State Health Care Authority </li></ul></ul><ul><li>*NEW* Parental and Pregnancy Disability Leave </li></ul><ul><ul><li>Granted when sick or temporarily disabled because of pregnancy and/or childbirth </li></ul></ul><ul><ul><li>In addition to 12 weeks of FMLA </li></ul></ul>
  27. 27. SUSPENDED OPERATIONS (Article 15) <ul><li>Employer determines operations are suspended </li></ul><ul><ul><li>*NEW* Pay for the first day </li></ul></ul><ul><li>Employee options for balance of closure </li></ul><ul><ul><li>*NEW* Employee-requested schedule change </li></ul></ul><ul><ul><li>Vacation leave </li></ul></ul><ul><ul><li>Personal holiday </li></ul></ul><ul><ul><li>Compensatory time </li></ul></ul><ul><ul><li>LWOP </li></ul></ul>
  28. 28. OTHER FORMS OF LEAVE <ul><li>Shared Leave – Article 12 </li></ul><ul><li>Work Related Illness or Injury – Article 14 </li></ul><ul><li>Miscellaneous Paid Leaves – Article 16 </li></ul><ul><ul><li>Bereavement – 3 days </li></ul></ul><ul><ul><li>Jury Duty </li></ul></ul><ul><ul><li>Personal Leave- 1 8-hr workday 7/1/07 - 6/30/09 (prorated for part-time employees) </li></ul></ul><ul><li>Leave without Pay – Article 17 </li></ul>
  29. 29. DRUG & ALCOHOL FREE WORKPLACE (Article 20) <ul><li>Must comply with Drug-Free Schools and Communities Act and the Drug-Free Schools and Campuses Regulations </li></ul><ul><li>Prescription and over-the counter medications – must notify supervisor if substantial likelihood medication will affect job safety </li></ul><ul><li>Types of Testing -- Pre-employment, Post- accident, Post-firearm Shooting & Reasonable Suspicion </li></ul>
  30. 30. LICENSURE & CERTIFICATION (ARTICLE 23) <ul><li>Continue current practices </li></ul><ul><li>*NEW* Conditions of Employment </li></ul><ul><ul><li>Employee always pays </li></ul></ul><ul><ul><li>Example: physician assistant </li></ul></ul><ul><li>*NEW* Outside Entity </li></ul><ul><ul><li>Employer pays first time then employee pays </li></ul></ul><ul><ul><li>Example: commercial drivers license (CDL) </li></ul></ul><ul><li>*NEW* Employer Convenience </li></ul><ul><ul><li>Employer pays </li></ul></ul><ul><ul><li>Example: notary public </li></ul></ul>
  31. 31. RESIGNATION & ABANDONMENT (Article 25) <ul><li>Voluntary Resignation </li></ul><ul><ul><li>*NEW* May permit withdrawal at any time prior to effective date </li></ul></ul><ul><li>Abandonment </li></ul><ul><ul><li>Unauthorized absence and fail to contact Employer for 3 consecutive days </li></ul></ul><ul><ul><li>*NEW* Reasonable attempts to contact, including calling phone number and emergency contacts </li></ul></ul>
  32. 32. DISCIPLINE (Article 27) <ul><li>Just Cause standard </li></ul><ul><li>Types of Discipline: </li></ul><ul><ul><li>Oral & written reprimands </li></ul></ul><ul><ul><li>Reductions in pay </li></ul></ul><ul><ul><li>Suspensions </li></ul></ul><ul><ul><li>Demotions </li></ul></ul><ul><ul><li>Discharges </li></ul></ul><ul><li>Right to representation </li></ul>
  33. 33. GRIEVANCE PROCEDURE (Article 28) <ul><li>Definition of grievance – violation, misapplication or misinterpretation of agreement </li></ul><ul><li>Filed and signed by the Union – individual employees cannot file on their own </li></ul><ul><li>*NEW* Will be processed to completion in accordance with provisions of this agreement </li></ul>
  34. 34. CONTENTS OF A GRIEVANCE <ul><li>*NEW* Date knew or could reasonably known </li></ul><ul><li>*NEW* Steps taken to resolve informally </li></ul><ul><li>Nature of the grievance </li></ul><ul><li>Facts upon which it is based </li></ul><ul><li>Specific article and section of the Agreement </li></ul><ul><li>Specific remedy </li></ul><ul><li>Name of the grievant(s) </li></ul><ul><li>Name and signature of the Union representative </li></ul>
  35. 35. FILING AND PROCESSING <ul><li>Filed within 56 days to supervisor </li></ul><ul><li>Step 1 – Supervisor , manager or designee </li></ul><ul><li>Step 2 – VP or designee </li></ul><ul><li>Step 3 – Mediation or Pre-Arbitration Review Meeting (PARM) </li></ul><ul><li>Step 4 - Arbitration </li></ul>
  36. 36. LAYOFF AND RECALL (Article 33) <ul><li>*NEW* Definition : employer-initiated action that results in separation, employment in class with lower salary range maximum, reduction in work year, or reduction in number of hours worked </li></ul><ul><li>Temporary Layoff </li></ul><ul><ul><li>*NEW* If not due to lack of funds - upon request, may be paid for accrued leave up to the equivalent of regular work schedule for the duration of the layoff </li></ul></ul>
  37. 37. SKILLS AND ABILITIES <ul><li>*NEW* What are and where do you find the skills and abilities required for a position? </li></ul><ul><ul><li>Documented criteria </li></ul></ul><ul><ul><ul><li>License/certification requirements </li></ul></ul></ul><ul><ul><ul><li>Federal and state requirements </li></ul></ul></ul><ul><ul><ul><li>Position descriptions </li></ul></ul></ul><ul><ul><ul><li>BFOQ’s </li></ul></ul></ul><ul><ul><ul><li>Recruitment announcements </li></ul></ul></ul><ul><ul><ul><li>Other Employer documents </li></ul></ul></ul>
  38. 38. MANDATORY SUBJECTS (Article 35) <ul><li>Employer notifies the Union </li></ul><ul><li>Union may request negotiations, within 14 calendar days of receipt, on the impact of the changes on employee’s working conditions. Impact only, not decision. </li></ul>
  39. 39. UNION-MANAGEMENT COMMUNICATION COMMITTEE (Article 36) <ul><li>No authority to: </li></ul><ul><ul><li>Conduct negotiations </li></ul></ul><ul><ul><li>Bargain collectively </li></ul></ul><ul><ul><li>Modify any provision of the Agreement </li></ul></ul><ul><li>Work Time for: </li></ul><ul><ul><li>*NEW* 30 min pre-meetings </li></ul></ul><ul><ul><li>Meetings </li></ul></ul>
  40. 40. UNION ACTIVITIES (Article 38) <ul><li>“ Upon request , an employee will have the right to representation at all levels on any matter adversely affecting his or her conditions of employment .” </li></ul><ul><ul><ul><li>Cannot unreasonably delay or postpone a meeting </li></ul></ul></ul><ul><ul><ul><li>Right does not apply in specific situations (e.g., giving instructions, assigning work, during staff meetings, etc.) </li></ul></ul></ul>
  41. 41. UNION ACTIVITIES (Article 38) <ul><li>*NEW* Union Newsstands </li></ul><ul><li>*NEW* Distribution of Material </li></ul><ul><ul><li>A Union-designated employee will have access once per month to worksite for distributing Union information provided: </li></ul></ul><ul><ul><ul><li>Employee is on break time or off duty; </li></ul></ul></ul><ul><ul><ul><li>Does not disrupt College operations; </li></ul></ul></ul><ul><ul><ul><li>Will normally occur via desk drops, mailboxes or mutually agreed upon alternative method; and </li></ul></ul></ul><ul><ul><ul><li>HRS is notified in advance. </li></ul></ul></ul>
  42. 42. CLASSIFICATION (Article 40) <ul><li>*NEW* College will maintain a position description for each position . </li></ul><ul><li>Employee may request review of his/her classification </li></ul><ul><ul><li>*NEW* Temporary duty assignments not basis for reallocation </li></ul></ul>
  43. 43. COMPENSATION (Articles 41) <ul><li>Pay Range Assignments </li></ul><ul><ul><li>State (DOP) Salary Schedule </li></ul></ul><ul><ul><li>*NEW* “SP” Range </li></ul></ul><ul><ul><li>*NEW* “N1” Range </li></ul></ul><ul><li>*NEW* Increases </li></ul><ul><ul><li>July 1, 2007 – 3.2% </li></ul></ul><ul><ul><li>July 1, 2008 – 2.0% </li></ul></ul><ul><li>*NEW* Additional Steps </li></ul><ul><ul><li>“ L” on July 1, 2007 </li></ul></ul><ul><ul><li>“ S” & “T” on July 1, 2007 for “N1” Range only </li></ul></ul>
  44. 44. ADDITIONAL INCREASES <ul><li>One-time Payment </li></ul><ul><ul><li>*NEW* Insurance eligible month of June 2007 & covered by agreement receive $756.00 on July 25, 2007 </li></ul></ul><ul><ul><li>Classification Consolidation </li></ul></ul><ul><ul><ul><li>Implementation of final phase DOP consolidation project </li></ul></ul></ul><ul><ul><li>Salary Survey to 25% of Prevailing Rate </li></ul></ul><ul><ul><ul><li>Effective July 1, 2007 </li></ul></ul></ul><ul><ul><li>NO DOUBLE DIPPING – Get highest increase under class consolidation and salary survey; not both </li></ul></ul>
  45. 45. OTHER COMPENSATION ISSUES <ul><li>*NEW* Shift Premium </li></ul><ul><ul><li>$.60 on 7/1/07 </li></ul></ul><ul><ul><li>$.65 on 7/1/08 </li></ul></ul>
  46. 46. HEALTH CARE BENEFITS AMOUNT (Articles 42) <ul><li>Health Care Benefits Amounts </li></ul><ul><ul><li>88% of health care premium </li></ul></ul><ul><ul><li>Employer pays for basic life, basic LTD and dental </li></ul></ul><ul><li>Other Benefits </li></ul><ul><ul><li>Dependent Care Salary Reduction Plan </li></ul></ul><ul><ul><li>Pretax Health Care Premiums </li></ul></ul><ul><ul><li>Medical/Dental Expense Account </li></ul></ul>
  47. 47. CONTRACTING (Article 47) <ul><li>Competitive Contracting </li></ul><ul><ul><li>Employer determines </li></ul></ul><ul><ul><li>RCW 41.06.142 </li></ul></ul><ul><ul><li>WAC 236-51 </li></ul></ul><ul><ul><li>WAC 357-43 </li></ul></ul><ul><li>No waiver to negotiate </li></ul>
  48. 48. TESC ( *NEW* Appendix J) <ul><li>Wellness </li></ul><ul><ul><li>Ten (10) non-transferable FREE passes to CRC for each year of agreement </li></ul></ul><ul><ul><li>Minimum of three (3) group instruction classes </li></ul></ul><ul><li>Educational Benefits (full-time employees) </li></ul><ul><ul><li>Tuition waiver </li></ul></ul><ul><ul><li>Release time </li></ul></ul><ul><li>Parking </li></ul><ul><ul><li>Use WAC 174-116 process to set fees </li></ul></ul>
  49. 49. Resources <ul><li>For collective bargaining agreement: </li></ul><ul><ul><li>www.wfse.org </li></ul></ul><ul><ul><li>www.evergreen.edu/employment/unioncontract.htm </li></ul></ul><ul><li>Copy of this presentation </li></ul><ul><ul><li>www.evergreen.edu/employment/unioncontract.htm </li></ul></ul>
  50. 50. THANK YOU!

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