Section 8 - Classification, Compensation Plans & Technology Changes

XVIII. Classification And Compensation Plans
XIX. Technological Or Artificial Intelligence (AI) Changes 

Article XVIII - Classification And Compensation Plans

Section 1. The classification plan as approved jointly by the University and the Union and implemented in February, 1970, retroactive to January 1, 1969, is the basis for classifying all positions covered by the Agreement. The plan may be refined during the period of the Agreement by mutual approval of the University and the Union. The classification of a specific position within the limits of the plan is the responsibility of the University Human Resources Office. 

The Union may present to the Human Resources Office a list of positions that the Union believes are worthy of consideration for reclassification. The decision of the Human Resources Office as to a class level is subject only to Steps 1 and 2 of the Grievance Procedure. 

Effective July 1, 2003, the University and the Union will establish criteria for moving from Labor Grade to Labor Grade. For the year ending December 31, 2003 upgrades will occur on May 1 and November 1. In subsequent years, upgrades will occur once per year on November 1st. 

Section 2. a) Each employee’s weekly salary shall be increased by the following percentage effective: 

July 1, 2024 - 4.00% 

July 1, 2025 - 3.15% 

July 1, 2026 - 3.15% 

July 1, 2027 - 3.15% 

July 1, 2028 - 3.65% 

Section 3. The new rates for each level commencing July 1, 2024 shall be as follows: 

  2024-2025 2025-2026 2026-2027 2027-2028 2028-2029
Level 3 1,809.64 - 2,625.24 1,866.64 - 2,707.94 1,925.44 - 2,793.24 1,986.09 - 2,881.23 2,058.58 - 2,986.39
Level 4 1,971.38 - 2,933.24 2,033.48 - 3,025.64 2,097.53 - 3,120.95 2,163.60 - 3,219.26 2,242.57 - 3,336.76
Level 5 2,133.10 - 3,296.68 2,200.29 - 3,400.53 2,269.60 - 3,507.65 2,341.09 - 3,618.14 2,426.54 - 3,750.20
Level 6 2,324.88 - 3,348.59 2,398.11 - 3,454.07 2,473.65 - 3,562.87 2,551.57 - 3,675.10 2,644.70 - 3,809.24
Level 7 2,715.30 - 3,434.61 2,800.83 - 3,542.80 2,889.06 - 3,654.40 2,980.07 - 3,769.51 3,088.84 - 3,907.10

 

Section 4. a) Effective July 1, 2024 all full/time and part/time members who have completed the years of service outlined below prior to January 1st, will be eligible for the following longevity increments on April 1st: (Part time members will receive a prorated amount) 

Completion of ten (10) years of service $14/week 

Completion of fifteen (15) years of service $17/week 

Completion of twenty (20) years of service $20/week 

Section 5. Employees promoted from one class to a higher-class level will be paid in accordance with the provisions of ARTICLE XI, Section 3. 

Section 6. If an employee is assigned the duties and responsibilities of a position at a higher class level during the absence of the employee in the higher level position, such employee will be paid the appropriate rate of the higher class for the time worked. The intent of this clause is to reward employees who absorb the total responsibility for the higher-level position. While this will exclude claims tracing to normal vacation coverage and short-term illness situations, examination of requests not falling within those restrictions will be honored. 

Section 7. The University may offer salaries above grade minimum in those instances where the qualifications of the candidate merit this action. It is understood that this action may be taken without affecting the existing salaries of present employees. 

Section 8. Level 6 candidates must satisfy the following requirements: 

A: Candidates must have a minimum of 2 years of experience in a Level (5) position reporting to a Dean or a Director or, 

B: Candidates who do not report to a Dean or a Director but satisfy the 2 year requirement as a Level (5) Clerical title must have written endorsement from the Area Vice President in order to be considered for the upgrade. 

In all instances the Upgrade committee will review each job description to determine that the requirements are met (i.e.: waiting period, job duties and responsibilities, etc.). The decision of the Up-grade committee will be binding. 

Section 9. Candidates who apply to receive an upgrade to a Technical or Non-Technical Level 7 position must satisfy the following requirements: 

  • Be a Local 153 member; 
  • Currently be in a Level 6 position for at least 2 3 years; or, in a Level 5 position for at least 5 years;
  • Members must be reporting to a Dean or a Director or above, and must have written endorsement from the Area Vice President in order to be considered for the upgrade;
  • Be in good standing (above satisfactory performance reviews (i.e., an overall "Good" ratings) for at least two (2) years without any disciplinary action on file);
  • Demonstrate proficiency in advanced skills by providing testing results or a portfolio of accomplishments (training modules are available upon consultation with the Office of Human Resources Management).
    • A portfolio of accomplishments is defined as a collection of relevant work product that is of superior technical or non-technical level and that meets the qualifications of a Level 7 position. The Upgrade Committee will evaluate each portfolio using a rubric of criteria to determine if the content meets the requirements for an upgrade. 

Section 10. A Level 7 for Legal Secretaries will be added to the salary ranges effective July 1, 2000. Only secretaries hired into the Legal Secretary position are subject to this provision. 

Article XIX - Technological Or Artificial Intelligence (AI) Changes 

Section 1. In the event of technological changes, including AI implementations that specifically impact bargaining unit members, the University agrees to give the Union at least 30 days notice prior to the implementation of any proposed AI changes, so that the Union may request an opportunity to discuss. Bargaining unit employees will be afforded training if the employer implements AI technology that affects the job duties of a member of the bargaining unit. Any jobs created by virtue of technological or AI changes will be posted for bidding among the employees within the collective bargaining unit. Any employee who bids on such newly created jobs may be required by the University to take such tests or assessments as the University may deem appropriate or desirable and which are objectively structured to determine if such applicants have the necessary aptitudes and skills for such jobs. In order to enhance the employees’ opportunity for advancement, the University will offer advanced training courses during the term of this contract. All Local 153 members will be entitled to take 2 courses per year subject to enrollment limits. 

Section 2. Employees who are displaced by such technological or AI changes will be given first opportunity to qualify for the new positions before any persons outside the bargaining unit are hired to fill the new jobs. No employees within the unit are to be laid off as a result of the technological or AI changes and the University will offer such employees employment by the University in other positions, if available, for which they are qualified.