Effective:
Last Updated: July 2007

Responsible University Office: IU Human Resources

Responsible University Administrator: Vice President and Chief Financial Officer

Policy Contact: IU Human Resources

Subject to the approval of the Board of Trustees of Indiana University and a vote of the membership of AFSCME Local 1477-01, the Indiana University administration and the Officers of AFSCME, Local 1477-01 are agreeable to the following changes and modifications in the terms and conditions of employment.

1. Effective July 1, 2007 all appointed Service-Maintenance employees will receive a 2.0% increase rounded to the nearest cent per hour on the current wage rate. Consistent with the two year agreement, discussions for 2008-2009 will be limited to wage distribution only.
2. Policy 2.8-A-4, Accessing University Electronic Systems. Add the following new provision 4 in the workweek and work schedule section of Policy 2.8-A:

4. With supervisory approval, an employee may access the University’s electronic systems during work hours (including but not limited to paid breaks) in order to conduct University-related business and to access the employee’s pay stub each pay period using computer equipment designated by their department management. The University will provide reasonable access to and appropriate training on the use of these electronic systems before requiring their use to conduct University business. Employees shall suffer no loss of pay, benefits, or discipline for problems created by verifiable malfunctions in the University’s electronic systems without just cause.

3. Policy 2.8-E, Personal Protective Equipment. Insert a new paragraph 2.8-E to state:

Any protective items such as goggles, face shields, gloves, etc. shall be provided by the University for the employee.

Re-letter the current section 2.8-E as 2.8-F:

4. Policy 2.8-F.1, Shift Preference. Modify Paragraph F. 1. as follows:

Shift Preference for job openings (as described in Personnel Policy 2.5 Advertising Job Openings) having identical duties and responsibilities, is given in order of occupational unit seniority. This is not applicable in units where the practice is to rotate shift assignments on some regularized basis.

5. Policy 2.16-A-1, Hazardous Pay. Modify the hazardous pay rate as follows:

The hazardous pay rate is 0.75 per hour or 15% of the employee’s hourly rate, whichever is larger, in addition to the employee’s existing wage, for the time spent performing job duties under “hazardous” conditions.

6. Policy 2.16-B, Confined Space. Add a new section B to Policy 2.16 on confined space as follows:

Appointed employees working in a permit-required confined space will be paid a premium of $1.50 per hour for time actually spent working in a confined space. The University administration will determine the confined spaces that meet the OSHA definition and require a permit. Employees must have completed the safety training on confined space to be eligible for this premium.

7. Policy 5.4-B-4, Pay During Adverse Weather Closing. Modify Policy 5.4-B-4 as follows to clarify pay continuation when the campus is closed due to adverse weather:

When a campus is closed, pay continues for all staff for whom the closing occurs on a scheduled workday. Examples of situations where employees would not receive adverse weather pay include vacation, sick time, a leave of absence, or a non-work day. Staff do not have to charge the absence to an allowance or make up time. An absence charged to weather should be coded on the payroll voucher.

8. Policy 6.2 Substance Free Workplace. Add the following new section D and re-letter the remaining sections of the policy:
   4. Drug and Alcohol Testing.
      1. When it is reasonably believed that an employee is under the influence of drugs or alcohol while on the job, the following guidelines apply:
         1. The employee may be removed from the workplace until the employee is no longer under the influence and during the time an investigation is underway. In such circumstances, the supervisor will arrange to have the employee transported home.
         2. The employee may be required to undergo drug or alcohol testing. This could occur both at the time the employee is suspected of being under the influence and/or before the employee is allowed to return to work as evidence the employee is no longer under the influence.
         3. An employee's refusal to participate in requested drug and/or alcohol testing is a separate offense subject to discipline as provided in the Corrective Action policy.
         4. An employee found to be under the influence in an amount detectable by the testing agency is subject to discipline as provided in the Corrective Action policy.
         5. The supervisor may counsel the employee to seek assistance.
      2. In connection with the implementation of the drug and alcohol testing policy, the University is committed to having its employees trained in order to ensure, as far as possible, the consistent enforcement of the policy. Accordingly, in addition to arranging for training for its management staff, the University will also offer training to the Union President, Vice President, Secretary, and Treasurer of AFSCME Local 1477-01 and at least one union steward from each shift. Others may also be trained by mutual agreement of the parties.
      3. If an employee suspected of being under the influence of drugs or alcohol agrees to undergo drug testing, the University will notify the union as soon as practical. If an employee suspected of being under the influence of drugs or alcohol refuses to undergo drug testing, the employee will be offered the opportunity for union representation prior to removing the employee from the workplace pending disciplinary action whenever possible provided such representation is immediately available.
9. Policy 6.3, Release Time for Union Activities. Add the attached Appendix 7.7 Release Time for Union Activities to the Personnel Policy Manual. Modify Policy 6.3-D-6 to read:

“Meetings between union representative and University administrators will be held according to the Release Time for Union Activities in Appendix 7.7.” The remainder of 6.3-D.6 will be deleted.

10. Policy 7.2, Article 5D, Quarterly Report. Add the following Article 5D to the Articles of Cooperation:

The University agrees to provide AFSCME Council 62 with a quarterly electronic report listing the following information for each employee in the bargaining unit:
      (1) Name
      (2) Employment Date
      (3) Employee Number
      (4) Hourly Rate
      (5) Base Salary
      (6) Work Location
      (7) Work Address
      (8) Position Title
      (9) Rank

11. Policy 7.2, Article 5E, Monthly Labor-Management Meetings. Add the following Article 5E to the Articles of Cooperation:

A meeting between Labor and Management will normally be held once a month at a mutually agreeable time, unless otherwise agreed by both parties. The intent of these meetings is to reach a better and more harmonious working relationship and understanding of the agreement between the parties. The parties will also establish an ongoing health and safety subcommittee of the Labor-Management committee to discuss health and safety issues.

12. Policy 7.6A, Item 3 (1999-2000 Agreement), On-Call Procedure. Modify the 1999-2000 agreement and add changes to the end of paragraph E. "Standby Compensation" of Policy 2.14 as follows:

... There will be one on-call list maintained and employees in the SMOQ mechanical maintenance rank and above will serve in the on-call rotation. The employee is responsible for the week assigned or finding a substitute in advance. The supervisor shall be notified in the event of a substitute as soon as possible. If the employee on standby is unable or unqualified to handle the matter, the supervisor shall be immediately notified.

Attached is a Side Letter of Agreement which states that the parties and John Ratkiewicz agree that the provisions of 7.6A-3 (1999-2000 Agreement) and Policy 2.14.E. will apply to John Ratkiewicz and he will be required to serve in the on-call rotation. In addition to the foregoing, John Ratkiewicz will retain his current wage rate in a red-circle status, but he will not be eligible for stand-by compensation under Policy 2.14-E until such time as the wage rate for the SM0T rank meets or exceeds Ratkiewicz’s current wage rate.

13. Policy 7.6C, Item 12 (2003-2005 Agreement), Orientation: Modify the 2003-2005 agreement and add as Article 5.F. to Policy 7.2, Articles of Cooperation, as follows:

When an orientation program is conducted in which new employees in units covered by the “IU Personnel Policies for Service-Maintenance Employees represented by AFSCME Local 1477-01" are present, the Local President or designee will receive advance notice. At the end of each Orientation Program for such new employees, AFSCME Local 1477-01 will be given the opportunity to meet the new SM employees and provide information about the union. The time spent by the Local President or designee shall be on regular work time and shall not be counted as part of the one hour per day provided to the Local President or designee to be available to the represented SM employees in the AFSCME office.

14. Policy 7.6C, Item 23 (2003-2005 Agreement), Attendance Program Definition of Tardiness. Relocate this attachment to Appendix 7.8 and modify the definition of tardy in the Service- Maintenance Attendance Program Effective July 1, 2003 in Section V-B to include:
    2. Tardy is defined as a failure to report on the job at the specified starting time. Reporting to work after the scheduled shift starting time (more than 8 minutes but no longer than 2 hours) and/or causing another employee in a 24/7 operation (for example, Safety and Security) to be held over to avoid a gap in coverage, will be considered 1/4th of an incident…(remainder of the provision remains unchanged)